Project Niyukti Shakti

Empowering women through recruitment careers and sustainable livelihoods

A career that grows stronger with every conversation.

Project Niyukti Shakti helps women graduates turn communication, empathy and academic learning into job-ready recruitment skills through structured learning, paid supervised workplace experience, assessment, certification and employment support.

  • Education
  • Skills
  • Live Work
  • Certification
  • Employment
Explore a CSR Partnership Apply as a Candidate
Women participants of Project Niyukti Shakti working at laptops during a classroom learning session while a trainer guides them

No application, training or placement feePaid supervised OJT as per programme termsAssessmentCertificationPlacement assistance

Choose Your Pathway

Four ways to be part of Project Niyukti Shakti

I am a Candidate

Build skills, gain workplace experience and begin your recruitment career.

Apply Now

I Represent a Campus

Create a direct education-to-employment pathway for women graduates.

Partner With Us

I Represent a Company

Support OJT, mentoring, interviews or employment opportunities.

Become a Partner

How the Programme Works

A six-month career launchpad

Five stages from selection to employment, with live work at the centre, not at the end.

  1. Select

    Entry

    Assessed on aptitude, communication potential, motivation, empathy, digital readiness and willingness to learn.

  2. Learn

    3 months

    Structured classroom and live-online learning, with practice labs, role plays and recruitment simulations.

  3. practice

    3 months · paid

    Paid, supervised on-the-job training on live recruitment assignments, subject to programme terms.

  4. Certify

    Ongoing

    Monthly assessment, then a final practical capstone and work-readiness evaluation.

  5. Launch

    Exit & beyond

    Certification, job matching, employer interviews, placement assistance and workplace mentoring.

You will not only learn recruitment. You will practice it.

Every search, screening conversation and follow-up contributes to demonstrable professional capability.

The Transition Gap

From education to employment, and from potential to professional confidence

Most women graduates do not lack capability. What is missing is a route from a degree into professional work.

What graduates already bring

  • Communication skills and language ability
  • Behavioural strengths and interpersonal awareness
  • Academic knowledge and analytical ability
  • Empathy and the instinct to understand people

What access is missing

  • A clear first-career pathway
  • Structured workplace exposure and practical experience
  • Employer interaction and professional mentoring
  • A way to demonstrate capability to a hiring manager

Niyukti Shakti closes that gap with practice, not theory

Participants learn through guided instruction, simulations and role plays, and then progress to paid supervised on-the-job training on live recruitment assignments.

Monthly assessments, certification, employer interviews, placement assistance and workplace mentoring follow. The objective is not course completion. It is entry into, and progression within, a dignified professional career.

Why Recruitment Is a Sustainable Career

Because people remain at the heart of every organisation

Technology will change how recruitment work is done. It will not remove the need for judgement, empathy and trust.

01

Communication that improves through practice

Every candidate conversation builds listening, assessment, judgement and negotiation skills.

02

A dignified professional identity

A structured, people-centred career that builds confidence, responsibility and workplace credibility.

03

Experience that compounds

As judgement, knowledge and networks grow, so can responsibility, earning potential and career choices.

04

Multiple career directions

Into sourcing, talent acquisition, onboarding, HR operations, quality, training, employer relations and leadership.

05

AI-ready and people-centred

Participants use digital and AI tools responsibly, while human trust and decision-making stay central. AI strengthens a capable recruiter - it does not replace a trusted one.

Recruitment is not only about filling vacancies. It is about understanding aspirations and helping people and organisations move forward.

The Participant Experience

Skills for recruitment, and skills for life

What a participant does during the six months, and what she leaves with.

What she experiences

  • Structured learning with experienced trainers
  • Practice labs, role plays and simulations
  • Exposure to live recruitment assignments
  • Paid supervised OJT, subject to programme terms
  • Monthly feedback and improvement guidance
  • Employer interviews and job matching

What she leaves with

  • A competency certificate and skill transcript
  • A practical work portfolio for employer review
  • Demonstrable workplace experience
  • Placement assistance for eligible participants
  • Post-placement mentoring and retention support
  • A future hybrid/remote-readiness assessment

Marks are not the only selection criterion. Curiosity, empathy, communication potential, discipline, attention to detail and willingness to learn are also considered.

Who can apply – eligibility in detail
  • Women in the final year of graduation
  • Women who completed graduation within the previous three years
  • Women returning to work, depending on cohort eligibility
  • Graduates from Psychology and English – especially encouraged
  • Graduates from Social Work, Sociology, HR, Commerce, Business Administration, Mass Communication and allied disciplines
  • Candidates with basic computer and digital readiness
  • Willing to commit to the complete six-month learning and OJT journey

Current Cohort

  • Location: PAN India
  • Programme Mode: Online / Offline
  • Applications Close: 31st July 2026
  • Programme Begins: 1st Batch Starting 27th July 2026
  • Seats Available: 20 per batch
  • OJT Stipend: Post assessment ranging from ₹7,500 to ₹15,000 per month on completion of 3 months' training.
How selection works
01 Apply02 Assess03 Simulate04 Interview05 Orient
  • Apply – Complete the online application with your education, contact and career-interest details.
  • Assess – Complete a basic communication, aptitude and digital-readiness assessment.
  • Simulate – Participate in a simple recruitment-related exercise or role simulation.
  • Interview – Attend a structured interview focused on motivation and programme readiness.
  • Orient – Join an orientation covering the schedule, expectations and full programme terms.
What participants learn
  • Business communication and professional English
  • Understanding job roles and employer requirements
  • Candidate sourcing and digital research
  • Resume screening and structured interviews
  • Candidate engagement, follow-up and interview coordination
  • Applicant tracking systems, spreadsheets and MIS
  • Data accuracy and professional documentation
  • Responsible use of AI and digital tools
  • Workplace behaviour, ethics and confidentiality
  • Financial literacy, career planning and remote-work readiness
Where the career can lead
  • Start – Trainee Recruitment Associate, Sourcing Associate, Candidate Engagement Associate
  • Grow – Recruiter, Talent Acquisition Executive, Onboarding Coordinator, HR Operations Associate
  • Specialise – Sector Recruiter, Quality Analyst, Recruitment Trainer, Employer Relations Associate
  • Lead & flex – Team Leader, Pod Supervisor, Centre Coordinator, and hybrid or remote roles where eligible

Employment is subject to successful completion, certification, individual performance, employer selection and role availability. Hybrid and remote work are future career pathways, not automatic or guaranteed benefits.

Applications are handled on a separate, mobile-friendly form so candidates can complete it on a phone.

Apply as a Candidate →

CSR Partnership Opportunity

Support a direct education-to-employment intervention

A women-focused livelihood intervention where the route from learning to employment is direct, practical and measurable. Support can be structured at cohort level, in a priority geography.

  1. Skills acquired
  2. Workplace experience gained
  3. Certification achieved
  4. Employment accessed
  5. Career sustained

Access & selection

Candidate mobilisationAssessmentDigital accessCampus expansion

Learning & practice

Classroom & live-onlineTraining infrastructureLearning resourcesPaid OJT

Certification & employment

AssessmentsCertificationMentoringEmployer engagementPlacement

Measurement & scale

Retention trackingImpact reportingNew geographies

Why this model suits a CSR partnership

  • Learning connects directly to workplace practice
  • Every stage is discrete and measurable
  • A defined six-month journey, not open-ended training
  • Cohort-level reporting is built in
  • Employment and retention are tracked, not assumed
  • Geography and cohort size follow CSR priorities
Discuss a Cohort Partnership

Cohort cost, funding structure and geography-wise budget: shared on request with the project concept note. CSR eligibility and applicable Schedule VII classification are subject to the partner's own legal and compliance review.

What CSR Partners Can Measure

Designed for measurable progress

Each stage produces a countable output. Employment is tracked beyond placement, not only at the point of offer.

Proposed Impact Measurement Framework

Programme outputs · 10 indicators
  • Women mobilised
  • Applications received
  • Women assessed
  • Women selected
  • Beginning structured learning
  • Completing structured learning
  • Entering paid supervised OJT
  • Completing OJT
  • Completing final assessment
  • Women certified
Employment & retention · 10 indicators
  • Receiving interview opportunities
  • Receiving employment offers
  • Joining employment
  • Retained after 3 months
  • Retained after 6 months
  • Retained after 12 months
  • Campus partners
  • Employer partners
  • OJT partners
  • Geographies covered
Reporting commitment · what partners receive
  • Periodic programme progress reports
  • Participant-stage tracking
  • Attendance and assessment reporting
  • Financial utilisation reporting, where applicable
  • OJT progress reporting
  • Certification reporting
  • Employment outcome reporting
  • Retention reporting
  • Learner stories, only with documented consent
  • Final cohort report

On these figures. Project-level results will be published after completion and validation of each cohort. The indicators above define how Project Niyukti Shakti will be measured and reported. Values are published only once documented and validated. Targets, estimates and projections are never presented as achieved results, and the Foundation's organisation-wide statistics are reported separately from Project Niyukti Shakti results.

Opens a short form · about two minutes

Partnership enquiry

Fields marked * are required. About two minutes.

FXVT

Our team normally responds within two working days.

Thank you. Your enquiry has been received.

A member of the Project Niyukti Shakti team will be in touch to share the concept note, the cohort budget and possible next steps.

Transparency and Programme Terms

A fair, respectful and transparent journey

These conditions are published in full, before anyone applies.

Is this a job offer?

No. Enrolment is an employment-linked training opportunity and not a direct or guaranteed job offer.

Is the OJT paid?

Yes. The supervised OJT phase is paid in accordance with the terms of the relevant cohort. The stipend amount, payment cycle, attendance requirements and other conditions are communicated before enrolment.

See the Current Cohort card above for the stipend amount applicable to the current cohort. Where a cohort is not yet open, registrations for the next cohort will open shortly – submit your interest to receive an update.

How is certification awarded?

Certification is based on attendance, monthly assessments, practical performance, professional conduct, completion of the final capstone and supervisor evaluation.

Is employment guaranteed?

No. Successful participants receive placement assistance, job matching and access to employer interviews. Final employment depends on certification, individual performance, available vacancies and employer selection.

Is work from home guaranteed?

No. Hybrid or remote work is an earned career pathway. It depends on sustained performance, role availability, confidentiality, self-management, digital readiness, connectivity and employer approval.

Are candidates charged a fee?

No application, assessment, training or placement fee is charged to candidates. There is no security deposit and no punitive employment bond.

What conduct is expected?

Participants must follow the training schedule, attendance standards, workplace discipline, confidentiality requirements, data-protection practices and professional code of conduct.

Serious misconduct, misuse of candidate information, falsification of records, harassment or repeated unauthorised absence may result in discontinuation after appropriate review.

How is participant information handled?

Participant information is handled confidentially and in accordance with the Foundation's privacy practices. Learner stories and photographs are published only with documented consent.

Read the privacy policy.

What support is available?

Participants receive regular feedback, improvement guidance, grievance support and clear programme information. Support mechanisms and grievance channels are explained during orientation.

Equal consideration is given without discrimination based on marital status, pregnancy, religion or caste. Reasonable accommodation is provided for candidates with disabilities, wherever practicable.