The document proposes two prototypes to help with the transition from university to jobs: 1. An independent bridge program institute that evaluates graduates' job readiness through assessments, identifies skills gaps, recommends courses to address gaps, and assists with job searching. 2. An NGO model where students aged 12-16 are matched with industry mentors in their field of interest. Mentors would guide students' education and career over 10-15 years by providing advice and information. Both prototypes received feedback from interviewees. The bridge program was seen as adding time but could partner with universities. Ensuring mentor commitment and identifying mentors were questions for the mentoring model, which was well received overall.

1. From University to Job
Prototypes for DTAL
Abby Singh

2. First Prototype
Bridge Program – Independent Institute

3. University to Corporate Bridge Program
 (i) Practical -> Independent Institute with University to
Corporate Bridge Program:
 An independent institution identifies the gaps in a university
student's technical, communication and behavioral skills
towards job readiness.Thereafter, it suggests courses for the
student to take up and be employable. The University,
Corporate Houses and Students are all stakeholders in
ensuring the smooth transition.

4. Process Model – Bridge Program
Fresh University
Graduate seeking
Job, registers
with the Institute
and identifies a
dream job via
counseling
Institute
evaluates job-
readiness for the
graduate via skill
centric
interviews,
psychometric
analysis and
written
examinations
Institute provides
a readiness index
and skill gap
analysis report
recommends a
set of courses to
undertake
Institute coaches
and assists the
graduate in
ramping up
within a
stipulated
timeframe
Once the bridge
program is
complete, the
institute assists in
job search and
provides
references for job
interviews
Institute mentors
the graduate for a
agreed upon
period to assist in
skill
improvement and
job selection

5. Feedback – Bridge Program
What could be improved?
• There is an additional time investment
post university
• Admit selected graduates, those with
some potential
• Partnerships and tie-ups
Ideas!
• Can be started earlier, instead of starting
at the end of the university course
• Partner with universities and run a parallel
curriculum
Questions?
• How do you differentiate from the other
training institutes?
• How do you establish credibility?
• What’s the guarantee that a participant
will land in a job?
What worked?
• The idea was exciting to the interviewee
• Bridge concept
• Detailed analysis and professional help
• Courses to improve skills
• Assisting in job search

6. Second Prototype
LongTerm Mentors - NGO

7. Industry Mentors and Role Model
 (ii) High Impact -> Industry Mentors and Role Model
Identification:
 A student has dreams about his career with some clarity as
early as in high school, around the age of 12 to 14 years). In
this model, a student is introduced to a reliable mentor who
is already doing what the student wishes to become in life.
The mentor guides the student through his educational and
professional growth over the next 10 to 15 years by providing
advice and information relevant to the career growth.
Successful professionals with deep insights can adopt to
mentor 2 to 5 students in this model and look at this as a way
of social work for the future generations.

8. Process Model - Industry Mentor
Students in the
age group of 12 to
16 years register
with an NGO to
get help in
building their
careers
Industry Experts
and Professionals
register for the
cause of Human
Resource
Development in
their community
NGO matches
students to
mentors based on
the dream job of
the protégé and
the profession of
the mentor
NGO manages
the association
over the next few
years (5 to 10
years) and gathers
data on how the
relationship is
working
NGO takes
corrective action
or matches the
protégé with
more mentors., if
needed

9. Feedback – Industry Mentor
What could be improved?
• Multiple people mentoring can have a
better impact and influence
• Parents’ andTeachers’ buy-in can be taken
together with their partnership
• Occasional visits to industry workspaces,
to get a real feel
Questions?
• How do you ensure commitment to a non-
profit activity?
• How do you identify mentors? Can you
elaborate?
• Offline talk is good, but do you have some
plan for a real feeling of the profession in
the formative years?
What worked?
• Idea was well received and excited the
interviewee
• Concept of coaching and mentoring
• Long term focus, instead of a quick fix
Ideas!
• Instead of one mentor, assign a panel
• Take a commitment of one year and
renew and swap mentor-protégé
associations
• Partner with universities and run an
‘Adopt a Protégé’ plan, instead of running
an NGO

10. Phew!!
 The prototypes got thrashed.
 JobApplicants are excited as well as skeptical about the
plausibility of these ideas