So some Indian recruiters have devised innovative strategies to persuade the students to submit to 'job testing' via their participation. Some examples are
- Mahindra & Mahindra(M&M) :- They conduct a contest 'War Room' in which M&M business heads submit some business problems for students to analyze and present solutions. Open sourcing you may think. Yes-with a twist. Participation is restricted only to a few Bschools considered 'good' by the M&M team, and is at the national and all India level. Winners of this contest do not get a 'PPO' per se but certainly would have an upper edge in any recruitment done by M&M for their strategic planning division.
- Aditya Birla Group(ABG):- ABG holds a competition 'Stratos' via a Simulation. A business problem is simulated(for example setting up a car factory) and then information is fed into the simulation. Decisions are made under uncertainty. This contest is again restricted to few Bschools and held at the campus level.
- Johnson & Johnson(J&J):They have a marketing launch case contest with PPI(pre placement interviews) and summer internship offers given to the winners.
- Religare:- It holds a trading simulation titled 'Trader's Trophy' where at the end of the trading simulation, participants get a composite score for their profitability, risk control and client service(all parameters essential for on the job success).
- Interest levels of students in the activities the company seeks people for
- Comparable performance of Bschool students(eg whether IIMA does better than IIMC)- and also gauge the level of a campus
- How Bschool students(future leaders) actually perform. This can be used to design aptitude tests, interview questions.
- Also, students may not know their inherent potential(or limitations) but may find it out via games. Trading games are particularly valid indicators for this