TCS

(Aptitude + PSYCHO + Technical + HR) TCS Placement ProcedureFirstly, TCS has several levels of tests/interview in their selection procedure.

1. Aptitude test   (generally online test) consisting of three sections,verbal abilities, quantitive abilities and logical reasoning abilities. Inverbal, u r asked antonyms of several words in english language, similar butless exhaustive than GRE verbal section. Quantitive consists of class Xlevel mathematical skill testing problems. loogical reasoning will ask youyes/no/can't say type qstns based on a paragraph. u will have to readthrough the paragraph fast but efficiently understanding only the main pithof the written material.

regading the words, they ask the same words over and over again. So,memorise the word meanings from all the papers that i have put up. U will surely get all of them common. In case, u have given GRE, don't bother abt this sectionat all. All words are common. Each section is time limited. I have forgotten the exact time division. So u can not afford to waste too much time on any one section.

2. Psychometry: When u clear the above three section, u will be allowed toappear for psychometry. Its 150 qstns to be answered in 30 min. Alwaysremember to give POSITIVE and CONSISTENT answers since the same qstn repeats with a different sentense construction sometimes later. Try to hide -vetraits in ur character as like being impatient, getting bored easily,distracted easily, feeling uneasy in a gathering of many people, unsocialand over talkative nature, etc. They ask qstns like whether u wld makefriendship with a person of opposite sex, feel insomnia without reason,consistently brood over a mistake u did in the past, the type of person u r,etc etc. what u r actually is not important, what qualities wld make uremployers happy is important.

3. After u clear psycho, is ur technical interview.   Qstns come mainly fromthe projects, experiences u have gathered. They check ur resume and the blueform and ask qstns from there. Even sometimes they test ur logical ablitiesby asking puzzles like the type they ask at Infy. get through with theproject works and stuff and be smart and reply confidently.

4. Clearing technical inter will make u elligible for HR interview which isalso the final stage. Qstns are various types, including ur background, ur hobbies, etcx etc. They are known to harrass people with their hobbies. so,whatever hobbies u write, plzz be through with it and prepare so that u cananswer qstns from ur hobbies. Like if u say singing, plzz get through with

ur scale and technical things related to singing etc. If u like reading,plzz be prepared to name a few novels and face qstns on those novels. Also,they might try to embarras u by asking qstns of personal and slightlyindecent nature like abt ur boyfriend, ur affairs(if any) etc. Stay calm andanswer them with a smiling face. Keep eye contact. Don't get provoked by anymeans.

Thats abt all. They take a week or so to announce results. So have patienceand hope for the best. 

http://www.placementpapers.net/helpingroot/TCS_Placement_Procedure

PHASE ONE: APTITUDE TEST

We had an Online Aptitude Test...NO NEGATIVE MARKING & NO SECTIONWISE CUT-OFF(so everyone attend every single question,provided you have the same conditions).

We had three sections in the Aptitude Test:VERBAL was difficult....in the sense that it did'nt have words from previous papers!!!

QUANTZ(Quantitative Aptitude) was the easiest,i had already seen 90% of the questions from this section,in the previous TCS papers!!

LOGICAL REASONING or whatever one calls it,was Latin and Greek for me...I think one can get a good idea about it from BARRONS 12th EDITON.

When the time eventually ran out,I thought I would get the message "Sorry better luck next time”, but by God's grace the message "Congratulations,you can move to the next level".

I was on cloud nine...I was then given a TCS application form which I duly filled. The form was given to my placement in-charge.I started for my house at around 7.45pm and I reached home at 9 pm.My Technical Interview was scheduled at around 9am the very next day,which meant i had minimum time to prepare for the Interview.

NOTE: The TCS application form is your key from here on.

PHASE TWO:TECHNICAL INTERVIEW

Once you clear the aptitude test(level one)..ur 75% done!We then move on to the Technical interview.The interviewers were really friendly...especially mine.There was a lady and a gentleman.

I opened the door and asked their permission to enter,with a 1000W smile on my

face.They asked me take my seat...I thanked them and sat down.My resume was on my lap..they never asked for it.All they reffered to was the application form that I had filled the previous day.

The gentleman(sadly i do not remember his name) asked me as to,why i had scored low in my 10th and semester(70% cbse and 71.25% aggr respectively).Maybe he wanted to break the ice by asking an imformal questions...anyway my reply was confident.He then asked me about my favourite subject,which was as i said,Physics(surprised??so was i,when he asked about school subjects!!).

He asked me what SONAR meant...i really did'nt remember..so i managed by telling him,it was related with sound and had DOPPLER EFFECT as a basis.He said,"Thats good.But can you explain?"Now where was I to go for an explanantion??I told him i did'nt remember.

Then he asked me about Concave & Convex Lens and Keplers Law Of Gravitation.I did not answer those questions correctly,so we moved on to the core subjects(at last!!!!).

My areas of interest are DBMS and s/w engg..and the madam started this time around.She asked me about the Various Phases of S/w Enggineering (a very genreal question)..I was able to answer it.

Then i was asked to write a c-program to reverse a string(a success) and later on,the question was about Singularly Linked-List from Data-Structures.And finally,DBMS conceptswere touched upon....i spoke confidentally for two minutes,when they asked me to stop!!I had the feeling things were going to turn out well...!

In between I had actually stammered once,but I was not reprimanded.They reassured me by letting me know that they knew exactly how I was feeling.I was asked to relax,ask a cup of water if needed and then to continue…from hereon I spoke confidently till the end of the HR,making sure i made no lapse in speech.

At the end,they asked me wether I had any questions..I enquired about the prospect of higher education through TCS.After giving me satisfactory answers,they asked to wait outside.

And there I was,waiting nervously outside my TECHNICAL interview room...and when finally,I was asked to go down for the MR(same as HR) interview.....RELIEF ebbed through my entire body.I knew for sure that once I had reached this level,i was not going to return home disappointed.

THE FINAL PHASE:

I could see happy faces outside the HR room..evidently fuelled by the fact that they will get selected.I had to wait a long time to meet my HR interviewer(he was a bit busy) which I did not mind at all.Meanwhile I asked my other friends as to what they were asked…some unlucky guys were drilled a lot on tech..most of the ppl had had just a casual chat.

PEOPLE...the important thing is not what u say..it is...how u say it!!!COMMUNICATION is what people expect from u here...you communicate effectively,your through.Finally i went in to meet my interviewer.I was beaming at him and when I reached the table,I shook hands and sat down.He was really sweet.He actually apologised for the delay(3hours actually)..i said it was no problem.

He intially asked me why i wanted to join TCS..i answered it from my heart(i had selected my college during counselling to get placed in a dream company like urs sir.and here I am,watching my dream come through).

Next,"ok these are the reasons u want to join TCS. Why should we hire you??".My answer was "I do all the work tht i undertake with utmost sincerity and dedication"....(I finished it with an example of how I handle my exams.)

Moving on,he asked meabout the books i read(my hobby is reading)..i told him that I had started reading in my 3rd class with Enid Blyton then moved on to Nancy Drew-Sherlock Holmes-Sydney Sheldon-Michael Crichton-Dan Bbrown ...at this juncture,we started conversing about THE DA VINCI CODE!!

Finally he asked me as to wether i have any questions....i asked him not one,but THREE!!

#1.sir,the prospects of higher education in TCS.#2.What does TCS actually expect from its newly-joining freshers??#3.What actually happens during the training?and after the training??

When we were finished ...i shook hands and left with the words,"it was a pleasure meeting u Sir."I had a feeling of jubiliation when i came out.

It was a long wait for ther results starting at 5pm..which eventually ended at 730pm.When my name was read out it was like,” oh my god, I really made it through”.I was delighted!!!I thanked GOD and congragulated all my friends.

http://mytcs.blogspot.com/

TCS Interview Procedure -- Technical and HR interviews

successfully completed my tech+(hr+mr)  rounds, and  was selected in mumbai recruitment.

thanks for each and every group member.

my interview was held in Andheri (Mumbai).  the interview was cool . the panel consisted two members. they asked me the following questions.

   tell abt urself?

   tell abt ur project? (they asked 3 to 4 que while i was explaining)

   DBMS ( different keys, normal forms, relationship between tables)

   OS( functions of os, algorithms of cpu, paging)

   Softaware Engineering( SDLC, Testing techniques, unit testing, modular testing)

  C++ ( polymorphism, virtual fuctions)

  LInked lists and searching techniques.

  Unix( 1 que, i could not answer for that)

  they asked questions for 30 to 35 minutes.

  i was unable to answer for  3 to 4 questions.(outof 20 to 25)

  but the interviewers were so frindly.

  they examine the candidate's confidence level and the way of explaining.

After completing the technical round, one person took me to upstairs  where our HR+MR interview was conducted.

the MR person asked me

 1) tell abt urself?

 2)abt my gab between my graduation and PG(MCA).

 3)asked abt cultivation ( as i told i helped my father in cultivation during my gab)

4) why should i hire u?

5) ur objective after 5 yrs?

6) do u know oracle? ( i said oracle 8, then he asked why oracle 8 instead of 9i,10i)

HR madam asked me....

  your strengths

 abt work agrement

 have u attended any interview before this

 abt relocation

abt medical test

i answered for all technical and hr questions with confidence.

 pls go through

c, c++ ,data structures, DBMS concepts , OS and software engineering .

then definately u will gain the confidence. they will ask only fundamentals from these.

if u find any walk in ,  go for that,howmuch ever it may be far.

i went for mumbai walk-in from Hyderanbad.

http://www.geekinterview.com/question_details/13124

CS Recruiting Fresh & Exp Datawarehousing Technicians

http://my4future.com/jobs/tcs-recruiting-fresh-exp-datawarehousing-technicians/ 

Tata Consultancy Services (TCS) is one of the world’s leading information technology companies. Through its Global Network Delivery Model, Innovation Network, and Solution Accelerators, TCS focuses on helping global organizations address their business challenges effectively.

TCS continues to invest in new technologies, processes, and people which can help its customers succeed. From generating novel concepts through TCS Innovation Labs and academic alliances, to drawing on the expertise of key partners, it keeps clients operating at the very edge of technological possibility.

Whether TCS is envisioning a business advantage, engineering an IT and ITES solution, or executing an Outsourcing strategy, it helps its customers “Experience Certainty†� in their every day business.

TCS plans to recruit 50,000 employees in 2011Currently, TCS has a presence in the US, Latin America, China, the Middle East and European countries

http://www.livemint.com/2010/11/15185017/TCS-plans-to-recruit-50000-em.html

Chennai: The country’s largest IT services provider, Tata Consultancy Services, plans to recruit

about 50,000 employees in 2011, the same figure as this year’s, a top company official said on

Monday.

“This year we will add 50,000 people and next year we will add the same (number),” Tata

Consultancy Services managing director and CEO N. Chandrasekaran told reporters here.

He said 30,000 of the 50,000 persons recruited were in the first quarter of this year.

Stating that there are good prospects in the overseas market, he said that TCS would recruit more

number of candidates for overseas operations, but did not give exact numbers. “We plan to

increase the number everywhere (in the world),” he said.

Currently, TCS has a presence in the US, Latin America, China, the Middle East and European

countries.

“In the first year of our operations in China we quickly recruited 1,000 candidates but it took us 2-

year to add 200 more,” Chandrasekaran said.

He said the company preferred to maintain the attrition rate at the industry lowest rate of 14%.

“Last 2-3 year it was 9-9.5%. I would not like to see any kind of escalation (in 14%)”, he said.

Chandrasekaran was here to announce the first batch of candidates for TCS Research Fellowship

Programme launched by them to promote research.

He said TCS planned to fund about 200 doctoral candidates over 5-year to take up PhD

programmes in academic institutions across India. However, he declined to comment on the funds

they planned to spend for this programme.

On future plans, Chandrasekaran said they would soon make an official announcement of a new

product in Small and Medium Enterprises. A similar launch was also planned in Business Process

Outsourcing platform. Plans are also on to launch services in healthcare platform globally.

“We have launched the health care service in three top notch hospitals and they are already gone

live. We want to launch it internationally...”, he said.

Chandrasekaran termed the exchange rate as a major challenge and market volatility as a “big

problem.”

On the Rs1,000 crore Passport Seva Project joint venture with external affairs ministry,he said it

was doing very well. “It is being rolled out in phases and we will roll out in 77 sites. I hope in

another 5-6 months we will cover pan India”.

On implementation,TCS would offer end-to-end services, after which the ministry expects issuing

passports to be completed in three working days and passports under Tatkal scheme to be

dispatched he same day.

TCS has about 1.77 lakh employees globally.

Tata Consultancy Services (TCS) usually conducts its campus placements through a standard

procedure

The Selection Procedure consists of a written test and those who clear written test will face technical

and HR Interview. The written test usually consists of four sections - Verbal, Quantitative Aptitude,

Comprehension and Psychometric test.

Written Test

Verbal Section consists of 15 questions and are to be attempted in 6 minutes. These are

usually based on English words and their synonyms.

Quantitative section consists of basic mathematics questions based on percentages,

multipliation, simple algebra. It consists of 15 questions and the time alloted is 10 mins. This

section is easy as compared to others, but silly mistakes need to be avoided.

Comprehension Section consists of 60 questions with 50 mins.

Pshycometric test contains 150 questions wiith 30 minutes. These are general personality

based questions and are yes/no based. These questions test your ability to answer

consistently.

Interview

The written test is followed by interviews- technical and HR. The technical interview is based on

subjects you have already studied in your curriculum. You need to select your favorite subjects out of

what you have studied. Computer Science Students usually prefer C, DBMS, Operating System while

Electronics Engineers choose DCLD, Microprocessors and Communications.

The HR Interview is very general to test your temperament. General questions based on current

afairs, general awareness, trends in IT etc. may be asked.

http://placements2009.blogspot.com/2007/12/tcs-recruitment-procedure-demystified.html

Step-by-Step Recruitment Guide

ONLY FOR REFERENCE

GUIDE TO THE RECRUITMENT, SELECTION & APPOINTMENT PROCESS

 

 

Step 1: Identification of a Vacancy

 

The Line Manager identifies a vacancy for reasons that may include:

·        Staffing changes – eg. secondment, resignation, termination, retirement, leave; and/or

·        Work requirement changes – eg. creation of a new position, temporary additional workload.

 

 

Step 2: Review the need for the position/to fill the vacancy.

 

The Line Manager will review the short/long term requirement for the position and the need to fill the vacancy. In so doing the Line Manager will consider:

·        Staffing Plan/profile for the work area

·        Budget

·        Current / Future Requirements

·        Job Skill Requirements

·        Occupancy required to meet need (eg. ongoing, fixed term)

·        Adequacy and accuracy of position description

·        Whether the position is approved and established

 

Note: This review may involve other managers within the faculty/service centre.

 

 

Step 3: Determine the most effective recruitment strategy to acquire a pool of candidates

 

The Line Manager will consider and assess the best way of attracting a pool of suitably qualified candidates, who will meet the needs of the business.

 

Examples of methods for acquiring a pool of candidates are:

·        Internal staff (Advertisement)

·        Internal staff (Redeployment)

·        Candidates from recent/previous recruitment activity

·        Professional/Industry Organisations

·        Recruitment Agencies/Job Network

·        Advertising

·        Internet

·        Journals

·        Newspaper

 

 

Step 4: Prepare a “Request to Recruit” and provide associated documentation to secure authorisations (in accordance with HR Delegations) and initiate recruitment activity.

 

The Line Manager will complete and forward to the HR Account Manager the “Request to Recruit” form and attach all necessary information, including:

·'Request to Recruit' form

·Position Description and Selection Criteria

·Draft Advertisement, where applicable (where necessary)

·Proposed Selection Panel (where appropriate)

·Recruitment agent information (where applicable)

 

 

Step 5: Arrange and undertake the recruitment activity.

 

The HR Account Manager assigned to the faculty/service centre will ensure the appropriate recruitment activity in accordance with the approved “Request to Recruit”.

 

 

Step 6: Establish Selection Panel & determine selection methodology.

 

The Line Manager will determine the composition of the selection panel in accordance with the University’s Selection Panel Guidelines, ensure that proposed members have been trained, secure panel membership, brief members on their role and the vacancy details and plan logistics (availability, meeting times etc). The selection panel will reach a shared understanding and/or agree on:

·        position role and accountabilities

·        selection criteria

·        method(s) for shortlisting or pre-selection

·        method(s) of assessment of shortlisted candidates

-          interview

-          reference check (eg. Written, telephone, at what point in the process)

-          skills test

-          presentation

 

It is the responsibility of the Chairperson to ensure that ALL selection panel members are fully aware of their legal and procedural obligations.

 

 

Step 7: Receive and collate applications.

The HR Account Manager will arrange for receipt and collation of applications.

 

The Chairperson of the Selection Panel will receive the Vacancy File containing the following:

·               Original Applications

·               List of Applicants (for QA purposes)

·               Position Description

·               Recruitment Process Check List

·               Selection Panel Guide

 

 

Step 8: Commence selection by reviewing applications and determine a shortlist of candidates.

The Chairperson of the selection panel will ensure that all members or a representative sub-group have access to the applications, consider the information and facilitate a shortlisting process to identify the most competitive candidates. The selection panel (or representative sub-group) will compile a summary assessment and ranking of the candidates against the selection criteria for inclusion in the selection report.

It may be necessary at this step to consider pre-selection interviews or other assessments tools to identify a manageable shortlist.

 

Candidates not shortlisted will be advised that they were unsuccessful.

 

Step 9: Assess short listed candidates.

The selection panel will conduct interviews and/or apply other relevant assessment methods to acquire information relevant to the university’s business needs, position role & accountabilities and selection criteria. The assessment methods should be consistently applied to all candidates for a vacancy and may include, but not be limited to:

·        Interview

·        Skills/aptitude test

·        Work samples/simulations

·        Psychological testing

·        Reference check (mandatory for the recommended applicant)

Following the collation of information from the various sources, including the candidate’s application/resume, the selection panel will review all the information and determine a ranking of the candidates. The ranking will identify the candidates who meet the criteria and order of merit.

 

 

Step 10: Recommend Outcome.

The Chairperson will ensure that the recommendation is included into a Selection Report.

The Selection Report will contain:

·        Documentation of the shortlisting process (ie. Shortlisting Grid)

·        Summary of assessment against the selection criteria for each shortlisted candidate (ie Interview notes, Referee reports)

·        Recommendation of preferred candidate(s), remuneration to be offered and probation conditions

·        Relocation budget (where appropriate)

·        Ranking of shortlisted candidates (where appropriate)

·        Documentation of referee(s) comments (where applicable)

·        Endorsement by selection panel members

 

The Selection Report should be completed within 1 day of the finalisation of selection activities.

 

 

Step 11: Obtain endorsements of recommendation in accordance with the HR Delegations.

 

The Chairperson obtains endorsement and approval of the recommendation. This should be obtained within 1 day of submitting the Selection Report.

 

 

Step 12: Verbal offer of employment to preferred candidate and discuss employment terms and conditions.

 

The relevant Line Executive/Chairperson/Line Manager makes contact with the recommended candidate and informs them of the offer subject to relevant conditions. The contact may address:

·        Remuneration package details

·        Relocation budget/costs

·        Availability for commencement

·        Clarify terms and conditions of appointment including tenure, probation etc.

This should be undertaken immediately on receiving approval of the recommendation.

 

 

Step 13: Make written offer of employment to candidate.

 

HR will arrange for the formal written offer and contract of employment to be prepared (in accordance with the selection report) and dispatched within 1 day of receipt of the approved Selection Report and recommendation.

 

 

Step 14: Advise unsuccessful candidates and make available feedback/counseling.

 

The Chairperson of the Selection Committee will ensure that unsuccessful (shortlisted) candidates are advised of the selection decision, in a timely manner preferably immediately following contact with the recommended applicant. The Chairperson is encouraged to offer and/or proactively provide feedback to candidates.

 

 

Step 15: Arrange appointment and commence induction process.

 

HR will ensure that all appointment documentation is stored on the Vacancy File and the appointment is finalised. This will include:

·        Obtaining a signed contract of employment

·        Update of all information/records (eg. ALESCO System)

·        Ensure induction is planned and conducted

·        Storage and retention of all original recruitment and selection documentation for 12 months in accordance with relevant records management guidelines.

http://www.hr.ecu.edu.au/rec/html/step-by-step_recruitment_guide_1.cfm

http://www.jobsinindiainfo.com/2010/02/tcs-freshers-recruitment-for.html

For Experienced Professionals

What am I required to do before I appear for the walk-in interview?

You are required to fill in an Online Application form through http://www.careers.tcs.com and upload your CV along with the application form. In addition, you are requested to take a print-out of the Online Application form; details provided in the application may be required during future communications with TCS.

What is the procedure for submitting the TCS Online Application form and how do I upload my CV?

Visit www.careers.tcs.com Fill in the Online Application form provided under the appropriate section. After submitting the application form, you will receive email notifications on the status of your application

during the various stages of the selection process.

After submitting my application on www.careers.tcs.com and uploading my CV, do I have to do anything else online?

No. However, once you have submitted the completed Online Application form, you are requested to take a print-out of the same for your reference and any future correspondence with TCS’ recruitment team

For Entry Level Professionals

Direct Applicants How do I apply for an entry level position in TCS?

Students from a college accredited by TCS are required to register on NextStep within the published campus timelines and in consultation with the campus Training and Placement Officer (TPO). Students who wish to apply to us directly are requested to upload their application details using the link provided in the Entry Level - Direct Applicants section.

What are the eligibility criteria to apply for an entry level position in TCS?

For an entry level position, we are looking for:

An aggregate of 60 % in Std X, XII, & Graduation/ Post Graduation (all semesters including optional subjects).

Less than 2 years of gap in their academic career.

How is the selection process carried out?

1. Pre-placement talk: A pre-placement talk with students to help them understand TCS better and enable them to make an informed choice.

2. Written test: Interested and eligible students then appear for a written test.3. Technical Interview: All short listed candidates will be required to appear for a technical

interview.4. Management and HR Interview: Students who have cleared the technical interview would

then have a Management and HR interview.Candidates will be informed of their selection at the end of the selection process.

How long after registering on the portal for "Entry-level professionals," will I be called for the selection process?

Eligible profiles are short listed after reviewing our talent pool from time to time and on the basis of our current requirements. If your application is among the short listed profiles, you would be informed via an email inviting you for the selection process. Please do ensure that the email id you register on the portal is active and is the one that you access regularly.

After being offered a job by TCS, who do I get in touch with to resolve my queries regarding the pre-joining and joining formalities?

Students who have been offered a position by TCS can have their queries resolved by writing to ilp.support@tcs.com or calling1800 220100.

Campus Recruits I have forgotten my Nextstep User Login and Password, how do I retrieve it?

Visit the site http://nextstep.tcs.com/CpLogin.jsp and use the ‘Forgot Password’ link to enter the details requested.

How can I change or update the details entered on the application form on the Nextstep portal?

Please write into ilp.support@tcs.com mentioning the changes required in your application form. The team will be in touch to make the requested changes.

What do I do if my NextStep account gets locked?

You are provided only three attempts to enter your correct user username and password failing which the account is locked. To unlock your account, write at ilp.support@tcs.com quoting your reference number and account details.

>>>>>>>>>>>>>>>>>>>>>>>>>>….

For Pre-employment Medical

Will I be required to bear the cost of the pre-employment medical check-up?

No. TCS will bear the cost for the pre-employment medical check-up.

Will I be handed a copy of my medical reports after the pre-employment medical check-up?

No. You will be informed about the overall status of medical fitness and your blood group. However, the medical report or a copy of the same will not be shared with you.

Is it advisable to go for a check-up when I have a cold/cough/running temperature? Will it affect the overall medical fitness report?

Slight cold/cough or even mild fever would not affect the status of your medical fitness.

Can I go to a medical center of my choice that is close to my residence/college or is it absolutely imperative that I go to the TCS-authorized medical centre?

No. You would have to undergo the medical checkup at a TCS-empanelled medical clinic. The TCS representative would ensure that you are assigned the medical center closest to your residence.

How will I get to know my medical status?

Please keep in touch with the TCS representative to be appraised of the medical status.

Should I wait for the status-report of my medical check-up before resigning from my current organization?

Yes. It is advisable to resign from your current organization only after you get to know your medical status.

What are the documents that I would be required to carry to the medical center before I undergo the pre-employment medical check-up?

You would be required to carry the medical form as made available to you by the TCS representative, the TCS offer letter, and a photo id.

Will I be reimbursed for the travel expense incurred to undergo the pre-employment medical checkup?

No. Travelling expenses incurred to reach the medical centre would have to be borne by you.

Am I required to carry documents (medical/surgical reports) related to my recent medical history?

Yes. It is advisable that you carry your previous medical/surgical reports, if any. This would help the physician/doctor at the medical center know your medical history better.

Can I contact the medical center directly to know about my fitness status?

No. Please keep in touch with the TCS representative to be appraised of the medical status.

Can I go for the Pre-employment medical checkup at timings other than the one mentioned in the Medical Form?

It is advisable that you appear for the medical checkup as per the prescribed timings only. In case the timings are not convenient, you are required to inform the TCS representative.

Do I need to observe a fast before the medical checkup?

You are required to observe a fast in keeping with the instructions mentioned in your pre-employment medical form.

How do I get to know the details of the medical tests that I need to undergo?

The detailed list of tests to be conducted is provided in the medical test form. These tests may vary on the basis of your gender and age.

http://www.careers.tcs.com/CareersDesign/Jsps/FaqMedical.jsp