Chapter 1 | Freshers only recruited Explained

Summary

Econship’s recruitment strategy favors fresh graduates because the company believes it can develop talent around its own culture, processes, and technology. Experienced hires can be useful, but they may find it difficult to adapt to the company’s working culture and systems, and some leave during the transition.

This approach is a long-term investment. Training fresh graduates takes time and resources, and some employees may leave, but Econship prefers this to relying on a quicker hiring solution. The speaker also notes that the pool of experienced candidates may be smaller, making it harder to find a good fit. A reference to screening 100 fresh graduates appears to be illustrative, not a formal hiring target.

Frameworks and Operating Practices

Econship’s “REACTS” Culture Framework

• R — Responsibility: Own decisions, actions, and mistakes.
• E — Excellence: Pursue high standards in both large and small tasks.
• A — Anti-tradition: Question established industry habits and try new approaches.
• C — Customer obsession: Aim to change how customers work in the future, not merely satisfy or delight them.
• T — Technology and innovation: Treat technology and innovation as core to the work.
• S — Synergy: Collaborate across teams and departments.

Training and Onboarding

• Candidates get an initial glimpse of the company during the interview.
• On their first day, they receive an induction covering the company’s culture and work.
• They receive written roles and responsibilities, including expectations for the coming months.
• A mentor supports each new hire during a critical early period.
• Work is assigned gradually, extending beyond what the employee has already mastered. Mistakes become opportunities to discuss and reinforce the company’s culture and processes.

Hiring and Development

• Target profile: Intelligence and attitude.
• Assessment: Online logical, quantitative, and related aptitude tests help assess intelligence. Psychometric tests and interviews help evaluate attitude, motivation, and character.
• Judgment over time: Interview assessments are only estimates. The speaker says a candidate’s character becomes clearer during their first 30 days.
• Role-readiness target: New employees should take on some responsibility after 30 days. The scope depends on how much they have learned.
• Candidate advice: Prior shipping knowledge is not required. Familiarity with logical, analytical, and quantitative tests may help, but the speaker says attitude is difficult to prepare for artificially.

Key Business Implications

• Recruiting fresh graduates supports cultural alignment and the development of skills suited to Econship’s processes and technology.
• The trade-off is a slower, resource-intensive training path and the risk of employee attrition.
• The company prioritizes long-term capability-building over the perceived speed of hiring experienced staff.

Presenter/source: Capt. PS Rath, Chief Managing Director of Econship; video published by Econship Tech.