30 Days, 30 Hacks: Mastering Your US Master's Journey

India and United States stand as dynamic and influential global tech hubs, each contributing its unique strengths to the ever-evolving landscape of technology and innovation. These two nations have played pivotal roles in shaping the digital age, fostering innovation, and driving economic growth, all while leaving an indelible mark on the world stage. But each nation has their own way to recruit top talents for driving transformative technological developments.

Recruitment in India:

Any and every University in India focuses on the placement statistic more than any other amenity they can offer. From websites to brochures, these institutions boast about having higher placement than the others. For an average household in India, these numbers have an impactful say, when deciding which University to go to, considering the student is able to make that decision, based off of the rank they achieve in the centralized entrance exam also known as JEE.

Universities in India are more of a bridge to the top Tech Companies based on their relationships either through industry partnerships or the alumni network. Each of these institutions offer a hub of opportunities also called the “Training and Placement Cell”. Each have their own setup, with a panel of Professors leading the charge and a few students volunteering to work as part of the organization.

Each year, this organization is responsible for bringing in the top companies for placement of its graduating cohort and also responsible to conduct the tests which are similar to the online assessments one has to encounter in either the United States or in an off-campus opportunity in India. Companies have student ambassadors as well in Indian universities and are prepared to go through a career fair and interact with the cream of the class.

Companies set up booths or stalls on a university or college campus to showcase job opportunities, internships, and co-op programs to students. An average computer science student in India is guaranteed a job through these placements and only the dedicated ones explore the off-campus opportunity. This makes the headache of finding a job relatively easy when you know that certain companies will be visiting your campus and your competition are your peers whom you have evaluated in the past 3 years already.

Recruitment in United States:

Although a lot of tech companies visit campus every now and then the majority of students are picked from the application process. It is important to understand how this works because every student from India, including me, had this pre-notion that getting into a Master’s degree guarantees me a job through placement/career fair. So never fall prey to the myth that the opportunities will come knocking on your door, you need to create one for yourself.

Recruitment in the United States is similar to that of India’s off-campus placement, every individual is required to appear for an online assessment followed by technical/phone interviews and on-site interviews given there are no restrictions due to Covid.

This makes it a level-playing field for almost all the students pursuing a Master’s degree in the United States, now your competition is the entire Fall/Spring Cohort, and competition is relatively at an all-time high.

So how do you manage to get an interview?

I used to ask myself this every time I sat down to practice Leetcode, how do I stand apart from the crowd of a diverse pool of talent. How do I compete with peers I haven’t met, I haven’t had a chance to assess? How do I beat the competition?

The answer is simple: ASK FOR A REFERRAL

The tech referral system in the U.S. is well-established, with tech companies actively encouraging employee referrals.
Formalized referral programs are common, and employees are often incentivized with cash bonuses or other rewards for successful referrals.
The U.S. tech industry relies on a strong network of professionals, both online and offline, for job referrals.

Why Are Tech Company Referrals Important?

1. Quality Talent Acquisition: Referrals often lead to the hiring of high-quality candidates. Employees are likely to refer individuals they trust and believe can excel in the company's culture and work environment. This can result in a higher caliber of hires but also in a bias.

2. Cultural Fit: Referrals tend to fit well with a company's culture because they often share values and attitudes similar to those of the referring employees. Cultural alignment is crucial for team cohesion and long-term job satisfaction.

3. Lower Recruitment Costs: Employee referrals can significantly reduce recruitment costs. Companies may spend less on job advertising, recruitment agencies, and other hiring processes when they rely on referrals. This cost-saving can be particularly advantageous in competitive talent markets.

4. Faster Hiring Process: Referrals can expedite the hiring process. Since referred candidates often come with recommendations and pre-existing knowledge of the company, they may require less time for onboarding and training.

5. Higher Retention Rates: Employees who are referred by colleagues tend to stay with the company longer. They have already been introduced to the company culture, have personal connections within the organization, and may feel a stronger sense of commitment.

6. Diverse Networks: Referral programs can help companies access a more diverse pool of talent. Employees have diverse personal networks, and tapping into those networks can increase the diversity of job applicants.

7. Increased Employee Engagement: Employees who refer candidates tend to be more engaged and invested in their workplace. They may take pride in helping the company find top talent and be more motivated to contribute to the company's success.

8. Higher Success Rates: Referrals often have a higher success rate in the interview process and are more likely to pass initial screening stages. This can save time and effort for both candidates and hiring managers.

9. Positive Employer Brand: A strong referral program can enhance a company's employer brand. When employees actively refer others, it signals to the job market that the company is a desirable place to work.

10. Enhanced Trust and Morale: Employees appreciate when their opinions are valued, and their referrals are taken seriously. A well-executed referral program can boost employee morale and foster a sense of trust between management and staff.

11. Access to Passive Candidates: Referrals can help companies tap into the pool of passive job seekers who may not actively apply for jobs but are open to opportunities presented by trusted contacts.

12. Cost-Effective Recruitment: Compared to other hiring methods, such as job boards or recruitment agencies, employee referrals are often a cost-effective means of recruiting talent, as they typically have a lower cost per hire.

THEREFORE, GO FOR A REFERRAL EVERY TIME YOU PLAN TO APPLY FOR A TOP COMPANY

Feel free to checkout the following resource to learn more about the system

Article Link: https://www.tryexponent.com/blog/guide-to-tech-job-employee-referral

Disclaimer: This isn’t an advertisement or a promotion, I myself have utilized this resource and find it really useful