BSW GSec - Amol Gupta

Past Contributions

Over the past year, I have worked closely within BSW to strengthen both its systems and its outreach. My experience is rooted in execution, collaboration, and understanding student needs on the ground.

• Mental Health Portal: Structured the entire portal to streamline access to support.

• BSW Website Revamp: Collaborated across teams to redesign and improve usability and accessibility.

• Mental Health Day Stall: Organized and executed an interactive awareness initiative on campus.

• Career Portal Content: Worked on content creation and continuous updates to improve relevance and engagement.

Key Initiatives

1. Early Fresher Integration into BSW

• Introduce involvement of freshers in BSW activities as volunteers.

• Help align expectations early of the representatives in second year.

2. Building a Strong BSW Community

• Create a network of current and former BSW members on campus.

• Organize interactive events between outgoing and incoming representatives.

3. Inclusive Language Mentorship

Expand the language mentorship vertical to support students who are:

• Not comfortable in both English and Hindi

• Strong primarily in their regional language

• Focus on real inclusion by bridging communication gaps that often go unnoticed.

4. One-Stop Career Platform

Elevate the career portal into a comprehensive resume ecosystem:

• Year-round CV editing environment and guidance videos

• Link to ATS-based resume checker

• Easy access and continuous improvement support

• Increase engagement and make the portal useful for all students.

Feasibility Report

1. Fresher Integration into BSW

Why

• Current representatives often enter BSW with a mismatch between expectations and actual work.

• Selection is often influenced by cultural/sports background rather than understanding of BSW functioning.

• There is no structured way for freshers to engage with BSW before becoming representatives.

How

• Forms will be floated at the start of each BSW project/event for fresher volunteers.

• Selection will be form-based, depending on required skills and number of volunteers, ensuring representation across hostels.

• Selected freshers will assist in groundwork, logistics, and provide fresher-centric inputs.

• Current BSW representatives will manage and guide these volunteers.

• Participation will provide exposure to BSW functioning and create a more prepared future representative pool.

2. BSW Community (Ex + Current Members)

Why

• Lack of structured interaction between outgoing and incoming representatives leads to loss of experience and continuity.

• No platform exists for past and present BSW members to stay connected and contribute.

• Institutional knowledge and mentorship opportunities are underutilized.

How

• Create a BSW WhatsApp community including current reps, past reps (3rd/4th year), and past core members.

• New members will introduce themselves upon joining to build familiarity.

Organize:

• One experience-sharing and interaction session at the start of tenure (SAC CR / lawns).

• One informal get-together at the end of tenure for all members.

• Experience-sharing events will be low-cost; get-together will be contribution-based.

• Limited number of events ensures sustained participation.

3. Inclusive Language Mentorship

Why

• Students who are not comfortable in both English and Hindi face significant barriers in academics and daily campus life.

• Existing mentorship systems do not specifically address this group.

• These students may struggle to communicate even with assigned mentors and may not open up.

How

• Identify students through Language Learning Centre (LLC) and inputs from hostel BSW representatives.

• Recruit mentors from senior students belonging to the same regional language groups, incentivized via POR.

Implement a mentorship structure:

• Prefer 1:1 mapping, with a maximum ratio of 1:3.

• Weekly, scheduled sessions (~1 hour).

Sessions will focus on:

• Basic language support

• Assistance with daily campus interaction

• Operate as a focused, small-scale but high-impact vertical.

4. One-Stop Resume Platform (Career Portal Upgrade)

Why

• Current career portal lacks continuous engagement and structured resume-building support.

• Students often rely on scattered resources and last-minute preparation.

• No centralized, accessible system for year-round resume development.

How

• Add a dedicated resume section within the existing career portal (backend already supports expansion).

Features will include:

• Resume builder based on standard templates (similar to OCS format)

• Profile-specific tutorial videos

• Sample resumes from Bluebook

• External ATS checker link for evaluation

• Development will be done by internal tech team; freelancers may be used if required (via NGU credits).

• Access secured via Kerberos-based OAuth authentication.

• No inbuilt ATS system to reduce complexity and ensure feasibility.