What is the off-campus placement procedure for Google and Microsoft?

Updated on : December 8, 2021 by Leandro Lynn



What is the off-campus placement procedure for Google and Microsoft?

  • You can apply through the careers website and HOPE that your resume will be selected from the MASSIVE pool of applicants each term
  • Ask a friend, mentor, senior or colleague for a referral (much faster)
  • Try and pass the APAC test conducted throughout the year
  • Google conducts the APAC test every year for college students.
    The APAC test consists of 4 rounds online. You can participate in any round or combinations of rounds.
    In each round, participants will receive scores for providing answers to a series of coding problems. After each round, some of the highest scoring participants may be invited for an interview at the Google office.
    See the Google APAC 2015 College Graduate Test

preparation:

You need to have strong control over data structures and algorithms, dynamic programming, C / C ++.
If you love coding and enjoy doing it, the APAC test will be a bed of roses for you.
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Comparatively, it is easier to get a job during recruitment events on campus than to get a job off campus. During my fourth year of engineering, I had received a job offer from both on-campus placement and off-campus recruitment and this is how I felt about it.

When TCS visited our campus, around 700 people were eligible to appear in the first round of selection, that is, the online aptitude test. Of the 700 applicants, around 450 of them were shortlisted for the next round, which was the technical and human resources interview. So that was a nearly 65% ​​success rate. Every two out of three candidates fell short

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Comparatively, it is easier to get a job during recruitment events on campus than to get a job off campus. During my fourth year of engineering, I had received a job offer from both on-campus placement and off-campus recruitment and this is how I felt about it.

When TCS visited our campus, around 700 people were eligible to appear in the first round of selection, that is, the online aptitude test. Of the 700 applicants, around 450 of them were shortlisted for the next round, which was the technical and human resources interview. So that was a nearly 65% ​​success rate. Every two out of every three candidates were shortlisted. After the interviews, they finally selected 341 students out of those 450 interviewees. The refusal rate for interviews was very low. Almost 50% of all who applied got the job and 75% of all interviewees received the job offer from TCS; myself being one of them thankfully. So it seems like it wasn't that difficult to get the job.

A few months later, as a backup option, I applied to Infosys for a similar position. They also had the same interview process. We were told that a total of 750 candidates were being submitted for the online round. We were not informed about the exact number of people who were shortlisted as we only received individual emails in case we were shortlisted for interviews. The next day I saw that only 37 people were there for the interview rounds. This means that more than 95% of the candidates were rejected in the first round! Only 5% of the candidates made it. Of those 37 candidates, 11 of them finally got the job offer. I was once again lucky to be one of them.

  • 11 of the 750 students were recruited by Infosys in off-campus placement in a package of Rs 3.25 lakh per year. That was a 1.5% success rate.
  • 341 out of 700 students were recruited by TCS during on-campus placement at a package of Rs 3.36 lakh per year. This time, it was a 48.7% success rate.

So getting a job through its on-campus location is easier than looking for it off-campus. At your university, you are only competing with students from a single university. At off-campus events, your competition increases as you need to compete with students from various universities in the city. Also, from what I noticed, they tend to attract more candidates from on-campus events rather than off-campus events.

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