My Interview Experience | Internship for Students

KAAR Technologies organized a recruitment drive on our campus to hire interns for SAP services. The selection process comprised three straightforward rounds:

Pre-Round: Submission of Basic Information

Initially, interested students were required to provide fundamental details about their academic background and technical expertise. This served as the first step to gauge the qualifications and interests of potential candidates. It allowed the company to create a pool of eligible participants for the subsequent rounds of evaluation.

Round 1: Online Aptitude Assessment

All eligible candidates participated in an online assessment held on the company's server. This test covered sections on Aptitude and Logical Reasoning, and it lasted for about 60 minutes with 60 questions to be answered. The online aptitude assessment aimed to assess the analytical and problem-solving skills of the candidates. It served as a filter to identify those who possessed the foundational competencies required for the role.

This round presented candidates with a range of challenges designed to test their ability to think critically and solve complex problems. It was an essential step in the evaluation process, as it helped the company narrow down the pool of candidates to those who demonstrated the aptitude needed to excel in SAP services.

Round 2: Group Discussion on Technical Topics

Candidates who successfully cleared the first round progressed to the Group Discussion phase. These discussions took place in person, with 8 shortlisted candidates engaging in a roundtable GD session. Topics related to current technological trends were assigned, and effective communication skills were emphasized. This round lasted approximately 45 minutes.

The Group Discussion round served multiple purposes. It allowed the company to assess the candidates' communication skills, teamwork, and their ability to articulate their thoughts and ideas. Additionally, it provided an opportunity to gauge their knowledge of technical topics and their ability to engage in meaningful discussions.

The emphasis on current technological trends reflected the company's commitment to staying at the forefront of innovation in SAP services. It sought candidates who not only had technical aptitude but also a keen interest in the rapidly evolving field of technology.

Internship Structure:

1st-Year Internship:

During the initial year of the internship, interns will undergo condensed learning experiences. The first year does not offer a learning stipend. Interns who successfully pass the assessments will receive offer letters and progress to the second year of their internship.

The first-year internship sets the stage for interns to become acquainted with the company's work culture, processes, and the foundational aspects of SAP services. It provides a valuable opportunity for interns to apply their academic knowledge to real-world scenarios.

2nd Year (First 6 Months):

In the first half of the second year, interns will undergo training in technical concepts. This phase also involves hands-on experience through projects. Upon satisfactory completion, interns will move on to the next 6 months of the internship. They will receive a learning stipend of 5,000 INR during this period.

The second-year internship delves deeper into technical aspects, equipping interns with the skills and knowledge required to excel in their roles. The introduction of a learning stipend during this phase reflects the company's commitment to rewarding interns for their dedication and progress.

2nd Year (Second 6 Months):

The latter half of the second year focuses on project-related training and active participation in live projects. Interns will receive an increased learning stipend of 10,000 INR. This phase is crucial as it allows interns to apply their acquired knowledge to real projects, further enhancing their practical skills.

The increased stipend also acknowledges the interns' growing expertise and contributions to the company's projects. It serves as an incentive for interns to continue excelling in their roles.

Transition to Full-Time Employee (FTE) Role:

Interns will be promoted to the position of a full-time employee and will begin receiving a regular salary upon meeting the following criteria:

Successful completion of the Final Assessment in a Live Project.

Successful completion of University Examinations.

The transition to a full-time employee role represents the culmination of the internship journey. It signifies that interns have not only met the company's standards but have also excelled in their roles, making valuable contributions to the organization.

In conclusion, KAAR Technologies' internship program for SAP services offers a comprehensive and structured approach to nurturing talent. The recruitment process ensures that candidates possess the necessary skills and aptitude, while the internship itself provides a well-rounded learning experience. The progression from the first year to the second year, culminating in a full-time role, demonstrates the company's commitment to developing and retaining top talent. It's a win-win situation for both the interns and the organization, fostering growth, learning, and innovation in the field of SAP services.