Campus placements will enable Seedify to invest in the long-term development of its workforce by recruiting smart candidates at an early stage of their career. Through tailored training, mentorship, and succession planning. Seedify can nurture talented recruits groom them for future leadership roles within the organization.
Internal process:
Requirement Gathering
- In collaboration with HR leaders and business unit heads understand the talent requirements of each team.
- Conduct a thorough analysis to determine the desired number of hires, specific skill sets, role expectations, anticipated growth trajectories and budget allocation within the organization.
Compelling Job Descriptions
- Develop detailed job descriptions that not only outline role responsibilities but also articulates Seedify’s values, culture, and growth opportunities. Tailor job descriptions to resonate with the target audience..
Talent Development Plan
- In collaboration with the business units design a comprehensive career development roadmap spanning multiple stages, from internship programs to potential leadership positions. Outline clear progression paths, skill development initiatives, and performance evaluation criteria at each stage.
- Offer competitive compensation packages and benefits to attract top candidates and demonstrate the company's commitment to talent development.
Example: Make a 2-3 year career plan for the candidates right from the final semester.
| Duration |
Role |
Stipend |
Learning |
| First 6 Months (along with college) |
Internship |
30,000 |
Basics of web development - HTML,CSS, GitHub, deployments |
| Second 6 Months |
Associate |
60,000 |
Work on fixing bugs and developing internal projects |
| Third 6 months |
Senior Associate |
90,000 |
Work on a internal projects and specific features on live projects |
| Final 6 months |
Lead |
1,50,000 |
Work on live projects and learn product development |
This way:
- This way you have access to train the candidates even before they are graduated and win their trust by paying them a stipend during this period so they know you are invested in helping them grow.
- You already know the budget for the team for the next 2 years.
- A clear career roadmap clarifies expectations and helps retain top talent.
Hiring process
- Collaborate with business units and hiring managers to define a smooth and efficient selection process. This should include clarity in pipeline stages like online application review, resume screening, technical assessments (if applicable), coding challenges (for technical roles), virtual interviews, and on-site visit.
- Develop a standardized evaluation rubric for interviewers to assess each candidate based on relevant skills, experience, cultural fit, and potential.