Infosys Interview Process

Infosys Interview Process | Hiring Tips, Technical Questions

Tejasvee Sharma

Oct 08, 2021 - 7 Min read

Infosys is India’s leading tech company, established in 1981. This Tech giant is founded in Pune and is headquartered in Bangalore, which provides business consulting, information technology, and outsourcing services. It is the second-largest Indian IT company having 259,619 employees (as per 2021 stats). This is what attracts professionals to join Infosys. Engineers want to be part of a big company that provides balanced careers and advanced learning and growth, and Infosys is one of those companies.

To all the professionals looking forward to getting hired in Infosys, this page will surely be helpful as you’ll get all the information related to the Infosys Interview process on this page. The Infosys interview process is not that tough, and with proper knowledge and practice, anyone can crack it. So, to help you out, here we are discussing a lot of questions asked in the Online Test, Technical Interview, and HR Round. But before that, firstly, look at the complete selection procedure of Infosys.

Infosys Academic Requirements:

The below-given percentage and CGPA is the basic academic requirement of Infosys Selection criteria.

How to Apply For Infosys Recruitment:

Firstly, go to the Infosys Careers Page, here you find two options (i) Graduates (ii) Experience, professionals. If you are a fresher, proceed with the Graduates option selecting the location and if you have experience, do with the other option. Search the job and the location, find a suitable job and read the responsibilities and skills. Then proceed with Apply and Register yourself (if not registered previously). Provide the personal details and upload a resume. You have been given a unique candidate Id that is used to track the status of your application. Now apply for more jobs.

The talent Acquisition Team will shortlist the profiles based on the resume and given details. After this, candidates will be called for technical evaluation and behavioral evaluation, which the recruitment process explained below.

Note: It takes a nine-month gap for re-applying, so give it your best shot in one go.

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Infosys Recruitment Process:

Infosys Recruitment Process for engineering role contains 3 rounds, which are:

1. Online Test (Reasoning Ability, Mathematical Ability & Logical Reasoning, Verbal Ability, Pseudocode, and Puzzles)

2. Technical Interview

3. HR Interview

Online Test: The new pattern of Infosys Online Test contains 54 questions in total with a 100-minute duration. There is no negative marking. Let’s check the division of sections and the number of questions and time allotted per section.

| — | — | — | | Section | Number of Questions | Duration (minutes) | | Reasoning Ability | 15 | 25 | | Technical Assessment (Mathematical Ability and Logical Reasoning) | 10 | 35 | | Verbal Ability | 20 | 20 | | Pseudocode | 5 | 10 | | Puzzle Solving | 4 | 10 | | Total | 54 | 100 |

Reasoning Ability: This is a section to test critical thinking ability logically to provide a reasonable solution. The questions asked on topics like Data Sufficiency, Data Interpretation, Data Arrangement, Visual Reasoning, Syllogism, etc. The questions are of moderate difficulty level.

Technical Assessment: It is to check the analytical skills with his/her Mathematical Ability and Logical Reasoning. In this candidate, Quantitative Ability and problem-solving skills are reviewed. This section’s questions are related to Time and Work, Speed Distance and Time, Profit & Loss, Permutation and Combination, Percentage, Probability, Problems on trains, etc. The difficulty levels of these questions are high.

Recruiters share Video Interview Tips and Preparation Guide

Verbal Ability: Mainly, IT companies do not focus much on verbal ability, but Infosys is not one. Infosys wants to check candidates ones ability to express ideas using words clearly and easily by mainly focusing on Grammar, Comprehension, Vocabulary, and Critical Reasoning. This section is also of moderate difficulty.

Pseudocode: This is the section in which a candidate’s coding skills are analyzed using artificial and informal language through a “text-based” detail (algorithmic) design tool.

Puzzle Solving: It is to judge the mental ability and basic skills such as recognition, concentration, goal setting, patience, and a sense of achievement, which is highly required in working for an organization.

2. Infosys Technical Interview Round: In this round, candidates must have vital C, C++, and JAVA knowledge. Some of the topics asked in the Interview include OOPS (with their real-life examples), SDLC, DBMS, Different coding languages, data structures. The technical questions depend on the resume of the candidate and their field of interest and expertise. Candidates should know one programming language, information about operating systems with the latest applications, and advanced technologies.

Some Basic Technical questions from C, Java, SQL, etc. are mentioned below:

To find the output of the given program
Write syntax and programs
Regarding academics
Your role in the project
Your internships
Questions circling on your area of interests
Mention any two differences between C++ and Java.
What are the different types of keys in SQL?
Write a program to swap two numbers without using a temporary variable.
What are the various advantages of DBMS?

Tip: Select an area of interest connected with the field in the company.

Learn More Interview Questions Here:

3. Infosys HR Round: The Infosys HR Interview round is to check the communication skills, team spirit, confidence, behavior, formal dressing, professional etiquettes, and other essential requirements. The main objective is to understand whether a candidate is a cultural fit for Infosys or not. The questions are related to your background, hobbies, working experience, and your vision. The candidate has to be prepared for questions that tell your sincerity in applying for the job. Some commonly asked questions are:

Describe yourself?
Why do you want to join this company?
Tell us About your College project.
Do you have any Questions?
What makes you stand out against other candidates?
What is your most challenging moment, and how did you manage it?
Tell me your strengths & weaknesses.
Tell us about Infosys.

What Infosys is looking for in candidates:

Becoming a learner: Candidates who are naturally curious and want to explore new things and ideas are the well-suited candidate for Infosys. Infosys does well to nurture the candidates who are always learning something new, which benefits the company and rewards these types of candidates. In addition, candidates having flexibility, adaptability, and learning on the job perspective are a better fit than other candidates.

Reskilling in adjacent areas: The set of critical skills is very important for any industry, so Infosys hires the candidate having the proper skills or the candidates who can reskill themselves as per the company’s requirements. As Infosys moves forward, new services and skills will be introduced to grow the business and if the candidates can reskill themselves are the ones an organization desires.

Having Profound Knowledge: Infosys hires candidates who hold profound knowledge in many different disciplines and fields of study. So these candidates can lead the company, teammates, and themselves progressively as these professionals are the company’s future.

A candidate must have leadership qualities, innovation, new ideas and talent, quick learner, energetic, and other major skills Infosys look at.

The Final Call - The Complete Process:

It is a complex process to hire a suitable candidate, and for that, it starts from shortlisting the resume to hold the interviews of all three rounds. First, the Online Test & Technical Interview check the analytical skills, technical knowledge, and other essential requirements. Then, at last, the HR round looks for skills, confidence, manners, and behavior suitable to the organization. Then after calculating the overall score and feedback, a candidate will be selected and called for documentation and then introduced to the on-boarding process. It could take several weeks to shortlist the candidate, so be patient.

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