Lateral Placements

Lateral Placements

The objective of lateral placement is to place students with extensive work experience at levels commensurate with their relevant experience. Typically, nearly half the graduating class has work experience of over a year and a separate lateral placement period outside of the regular placement week has been designated for the placement of these candidates.

The lateral placement period extends from beginning of January to end of February. Companies can schedule interviews for lateral entry candidates during this period.

Companies, in the past, have found it advantageous to use the lateral placement period to recruit candidates for middle management positions before the placement week commences.

For a company that is unable to visit the campus before the commencement of the placement period, the company is free to recruit for non-entry level positions during the placement week starting in second week of March.

The lateral placement programme is an initiative in this direction, borne out of our regular interaction and feedback from recruiting companies.
The lateral Placement Programme addresses the increasing needs of corporates for management students with prior work experience. These students bring with them a strong work ethic, knowledge of the best practices adopted by leading organisations, apart from the learnings
The lateral Placement Programme aims to provide students with extensive work experience and opportunity to get placed at a level commensurate with their work experience. Students having work experience greater than 22 months are eligible for this programme.
The programme was introduced in 1999 with Ernst & Young, GE Capital Services, The Exeter Group USA, Eicher Consultancy Services and Unilever Group being some of the participating companies.
What does the lateral Placement Programme offer to the participating companies?
• Large pool of participating students
• Participants have relevant and high quality work-experience
• Learning experience and complements skill acquired on the job
• Participants with increased maturity in aspirations, outlook and career goals.
• Prior experience obviates need for training, compared to fresh graduates.