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Several placement coordinators at IITs said that ahead of the placements starting from December 1, IITs have set up testing sites with biometric entry and restricted Wi-Fi networks to block AI tools in online tests. Companies are also deploying sophisticated software to monitor and prevent fraudulent behaviors such as unauthorized Internet searches and tab switching.
Jaspreet Singh, chief revenue officer of Grant Thornton India, who is an expert in AI and the technology, said organizations primarily deploy authentication technologies and firewalls to prevent the use of AI. When a candidate connects to a centralized system, the organization will block the use of certain websites and applications.
“This is being done through the common WiFi in IITs that they use to give exams on campus. Also, proctoring and motion-sensing detects your movements and makes sure you are not switching tabs. Even if students ignore it, it still happens Plagiarism Detection software that campuses and recruiters use to ensure that responses submitted by students are original,” Singh said.
For now, recruiters want to enhance the foundational knowledge of students once they join the workforce, making tech school recruitment different from B-schools, where aye It is often used to test higher-order analytical skills. Some Indian Institutes of Management (IIMs) are actively integrating and encouraging the use of AI. The logic of the difference between IIT and IIM placements lies in the desired output of a technical graduate.
“Recruiters aim to evaluate students during the screening stage based on their raw thinking abilities rather than their AI capabilities,” said John Jose, head of the Center for Career Development. IIT Guwahati And Co-Convenor in All IIT Placement Committee (AIPC). “They are looking for candidates who are clear with basic concepts, who have the necessary technical skills, and who demonstrate sharp logical reasoning.”
However, Singh of Grant Thornton Bharat LLP believes that recruiters should allow the use of AI in campus exams, as it is the most important skill in the market right now and the mechanisms to avoid the use of AI are not foolproof. “Ultimately, students may find their way around it; hence, it is better to democratize AI and allow its use for better assessment of candidates.
A student placement coordinator highlighted that real pressure testing is not about solving an isolated, complex problem, but about speed and performance under time constraints. For example, a typical probability question from a placement test, which a student might be able to solve given enough time, becomes a test of efficiency when dozens of similar questions must be solved within a strict, career-defining time limit. The coordinator acknowledged that students use AI not to stop them from solving problems, but to speed up the process and finish exams on time.
At the same time, another shift is underway: Beyond stellar coding scores and math skills, the Class of 2026 is increasingly being judged on personality, team compatibility and cultural fit, a move driven by long-term retention and corporate demand for high-performing employees.
The increased focus on non-technical skills comes after last year’s challenging recruitment cycle, which saw hundreds of rigorously prepared students fail to secure places at the end of the placement season in established IITs including Bombay, Delhi, Guwahati, Kanpur, Kharagpur, Madras and Roorkee. Although a modest increase in pre-placement offers this year has reduced the number of candidates, IITs are stepping up efforts to ensure maximum placement success.
Recruiters are now moving beyond just looking for “coding wizards” and “tech geniuses,” shifting their emphasis to team players who demonstrate flexibility and commitment. This priority is translating into widespread use of psychometric and behavioral analysis to identify students with a well-rounded profile.
“Recruiters are expanding their assessment beyond technical aptitude to assess whether our students are culturally suitable for group work,” said IIT Guwahati’s Jose. “This involves testing the employee’s sensitivity and emotional quotient (EQ) to ensure their long-term career success within the organization.”
Queries emailed to the above mentioned IITs remained unanswered.
Placement leaders confirm that the demand for assessing these soft competencies has strengthened this year. According to an IIT placement officer, about 25% more recruiters are emphasizing these skills, with major financial institutions such as Standard Chartered and HSBC cited as examples of firms employing these assessment methods. Emails sent to both the firms remained unanswered.
In response, IITs are actively investing in bridging the skills gap, engaging management consultants and professional trainers to improve candidates’ interpersonal skills and interview delivery. These professionals also provide students with valuable guidance to assess whether a prospective company aligns with their career goals, a proactive measure aimed at reducing costly attrition and early attrition.
“We have recently appointed a new training and placement officer and a personality development trainer to conduct special training,” said IIT-Guwahati’s Jose. “This is necessary because in the past, our students have generally been exposed only to technical knowledge and not these essential skill-based courses.”
The institutes are also leveraging their extensive alumni networks to host dedicated workshops, talks and training sessions, helping students prepare for specific roles and organizational cultures within their companies.
student placement The coordinators also noted increased interest in extra-curricular activities and sports. A coordinator reported that participation in student clubs – from debate and music to robotics and finance – has increased significantly, driven by the realization that placement assessment now gives priority to overall development. The high demand for data analyst and quantitative finance roles in the current season, in particular, has led members of finance clubs to specialize in those domains.
Hardeep Singh, president, Right Management India, which partners with engineering and management institutes for placement preparation, commented, “Employers are investing serious money and time in each campus hiring, so if a new recruit gets frustrated and quickly leaves the job because they are not a good fit, the organization loses that investment and the value is never really earned.”
Singh said the rigorous process, starting with a comprehensive assessment, helps students gain clarity on their true strengths, interests and fit with potential employers. This ensures that they take career decisions based on aptitude and personality rather than succumbing to peer pressure or market trends.
“Once this clarity is achieved, the next phase focuses on complete placement preparation, including resume preparation, interview coaching and mock sessions,” says Singh of Right Management. “Employers are increasingly looking for candidates who demonstrate clear purpose and alignment with the role, which increases their confidence in long-term success and retention.”
In addition to enhanced screening, companies are restructuring pay packages to boost retention. Many companies are now implementing a tiered bonus structure, in which the joining bonus is divided over several years. This includes an initial signing bonus, followed by subsequent installments upon completion of each year, to encourage new employees to stay longer.
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