Walmart Hires 300+, Flipkart 166, Intellect 302 & Juspay Pushes PPIs To 2610+ Through Hiring Challenges

What does the recruiting landscape look like in the changing times?

The simplest one-word answer to it is - Competitive

Something that is only going to get intense every year. 

Thousands of LinkedIn job posts pop up every minute, which simply means that the competition for talent is heating up. But in this market full of noises, a handful of recruiters are able to block out noise and attract the right talent.

To name a few, the talent acquisition teams of companies like Walmart, Juspay, Tata, Hero, and Flipkart made candidates chase their firms, rather than the other way around.

These companies slew their hiring strategy by:

• Engaging with the right candidates in a market full of noise
  
• Hiring rich talent in fewer resources and time
  
• Building a strong employer brand
  
• Tapping the earlier unreachable talent (democratizing the process)
  
• Testing candidate’s skills accurately and fairly

Brilliant hiring challenges that nailed talent acquisition

Here are some real-world examples of the companies that collaborated with Unstop (formerly Dare2Compete) powered up their hiring, and made faster and better hiring decisions. 

(Because proof is in the pudding!)

Walmart exceeded gender diversity mandates by hiring 300+ students

Walmart Global Tech India had one specific issue to address - meeting the global gender mandate. Gender quotas have emerged as a popular tool for policymakers to promote gender equality in the workplace. With this intent, they took a fresh look by tailoring a hiring hackathon exclusive for female coders. 

They hired 300+ female coders from across all the engineering colleges through their coding challenge, CodeHers. The giant also benefited by highlighting information via social media to keep promising talent in the loop and giving insight into its employer brand. 

Outcome:

• They saved massive resources by gaining access to coders from across the country on a single platform.
  
• They met the demand (even exceeded) in a comparatively shorter period without any hassle.
  
• They addressed the gender diversity and inclusion standards.

Read: How to organize hackathons

Flipkart closed 1/3rd of its hiring through WiRED 

No one can turn a blind eye to Flipkart’s flagship B-School case competition WiRED, which is as unique as it gets when it comes to targeting the sharpest minds in the country. Last year, in its fifth season, the company hired 58 MBA students through Flipkart WiRED.

With over 39,272 registrations in the competition, the company decided to step out of the status quo by opening the competition PAN India across all B-Schools. 

Overall, they hired 166 candidates through different campus challenges. 

Outcome:

• They selected the best talent from a broad pool of otherwise unreachable talent.
  
• Saved time and money by performing their engagement activity on a single platform.
  
• Tested candidates’ skills accurately without any bias.
  
• Garnered ideas and solutions to their real-world business problems catering to different sectors, including Business, Supply Chain, and HR.

Intellect hired 302 at 5 LPA CTC - Changed the game for many!

Opened to all the engineering colleges across the country, they offered a CTC of INR 5 LPA to the shortlisted candidates. With 302 hires, they have won the recruiting game.

They not only democratized their hiring process but also tapped into an enormous potential reservoir in a seemingly shorter period and lesser financial resources!

Outcome:

• They attracted perfect-fit candidates by diversifying their recruitment strategy.
  
• Connected with the students easily without burning holes in their pockets.
  
• Got powerful PR.
  
• Managed everything on one platform, from launching the competition to offering letters, thus saving resources.

Ather Energy received 26,693 registrations through just 1 campaign

Ather Energy, founded in 2013, played smart in its initial years of establishment. In search of the right candidates to expand their footprint across the country, they went to at least 40-45 campuses separately. Soon the acquisition team realized the importance of recruiting through campus hiring challenges. 

It was when Unstop (formerly Dare2Compete)helped them to conduct CRAZE-A-THON: Ather Hiring Challenge! The company was elated to receive 26,693 registrations across the country through a single campaign. They offered a CTC of INR 6-12 LPA and a fair playing ground irrespective of any preference for the IIT tag! This attracted the masses and helped them hire 100+ candidates through hackathon and Unstop’s campus hiring solutions.

Outcome:

• They saved an immense amount of time and money by not visiting separate colleges.
  
• They were able to increase brand awareness manifold in a short period.
  
• Managed everything from registrations to rolling out offers under a single roof without paying any hidden costs.
  
• Ensured an excellent candidate experience and thus a good brand rapport.

Juspay on a hiring spree; rolls out 2610 PPI offers

Juspay is another name that speaks volumes of the importance of campus hiring challenges. With more than lakhs of registrations, Juspay has organized two hiring hackathons (Juspay Developers Hiring Challenge) to date and is now live with its third season! 

They know just how to do it right! Their fundamentals are clear - The more people know about you and your culture, the more the chance of attracting the right talent (irrespective of the size of your company)! 

Outcome:

• They capitalized on the advantages of hiring challenges by opening its door to all engineering students and working professionals.
  
• Left an indelible mark on the entire engineering student community through their back-to-back hiring hackathons as a new-age company.
  
• Eliminated bias, sped up the recruitment process, and got the best talent.
  
• They were able to work on corporate diversity by inviting people from diverse backgrounds.

Anyone and everyone can do it!

Small or medium-sized companies often mistake that hiring challenges are limited to established brands. That’s the biggest myth recruiting managers should work upon. As a matter of fact, even the bigger brands should never overlook the importance of hiring challenges and their role in building the employer brand.

Side note: Employer branding is not just for new-age companies. Every existing firm should constantly take conscious steps to communicate and promote its employee value proposition. 

Remember, the more people know about you and your culture, the more the chance of attracting the right talent (irrespective of the size of your company)! 

It is now upon you, whether you want to move with the age-old pattern of hiring or give this new and effective trend a shot.

The results are in front of you!

Finally, we need to do our sales:) Please do connect with us at Sales@unstop.com if you’d like to organize a hackathon or any other engagement for meeting your hiring targets. 

Happy effortless hiring!