Introduction
Campus recruitment is a powerful way to attract top-notch talent, especially if you’re hiring interns or entry-level employees. But you need a comprehensive campus recruitment strategy in place to build that pipeline and ensure your organization has access to the best candidates out there.
Develop a comprehensive college hiring strategy.
Take a step back and define the problem
Set goals for yourself, and don’t worry about what other people’s goals are
Be ambitious, but stay realistic
Make sure your goals are tangible and measurable
Create a career website
“The career site is the most important tool for recruiting,” says Sarah Evans, director of KCG Campuses in New York City. “It’s your first impression of a candidate.”
Creating a great career website can have a huge impact on campus recruitment and employee retention. It’s also just one part of a larger effort to make your company more attractive to prospective candidates:
Make sure your career website is easy to find. It should come up in search results when someone searches for jobs at your company or even simply looks at job openings in general.
Include information about benefits and perks that are unique to your organization (this will help differentiate you from other employers). These could include things like free food during breaks or having access to an on-site gym if you’re working out of an office building instead of having an office on campus or nearby apartment buildings or dorms where people live while they attend classes/work at this school/etc.
Have multiple ways for applicants from all over the country (or world) who may not know anyone living near their current location but still won’t work placement opportunities with companies elsewhere; these could include virtual interviews using video conferencing software such as Skype through which applicants submit their resumes after applying online so that recruiters can review them before deciding whether or not they’d like these individuals’ resumes sent back home again so that actual face-to-face interviews take place once both parties get together at some point down line via phone call.”
Network with college professors, student organizations, and clubs.
If your campus recruitment process is anything like ours, you probably get a lot of feedback from students. They’re eager to talk with you and give you their honest opinion about your company. But when it comes down to it, they may not actually be qualified candidates for a job at your company (they could just be looking for an easy A). So how do we know which students are actually interested in working for us?
Before I started working at [company], I didn’t realize how many people were out there who wanted to work for our company. But once I started talking with them, I realized that there really were a lot of people who were interested in joining us—and they were all on campus!
It’s important that recruiters find students who are actually qualified candidates for one reason: These types of interviews provide valuable insight into what kind of candidate would fit well within their organization’s culture. Recruiters should use these interviews as opportunities to learn more about their potential employees before extending an offer; otherwise, they risk hiring someone who doesn’t mesh well with the rest of their team or department!
Schedule on-campus events for students.
Events are a great way to reach students, and they can be as simple as a lunch and learn or more formal career fairs. These events can help build relationships with students and allow you to promote your organization’s culture and values.
Participate in job fairs.
Job fairs are a great way to reach a lot of students at once. If you have the budget, then it is worth it to participate in on-campus job fairs. You can meet and interact with students one on one, which can help create an open dialogue about your company and its culture. You may also learn valuable information about what students are looking for in their next role or career path.
Incorporate social media as part of your campus recruitment strategy.
Social media can be an effective way to reach candidates and build a community around your brand. Use it to share career opportunities and content, engage with students and potential applicants, and even recruit new talent.
For example, you could use Facebook ads as part of your campus recruitment strategy. This will help you reach a wider audience than just those who are already following your page. You can also use platforms like Instagram Stories or Snapchat to post video clips on-campus events that showcase what it’s like work at your company or speak directly with students about the job search process itself
Assess the effectiveness of your campus recruitment program.
Evaluate the effectiveness of your campus recruitment program.
Check to see if you are attracting the right candidates.
Check to see if you are attracting the right number of candidates.
Check to see if you are attracting the right candidates at the right time
A good campus recruitment strategy helps you build an entry-level talent pipeline for your organization.
A good campus recruitment strategy helps you build an entry-level talent pipeline for your organization. This means that it’s important to understand how the process works, who is involved, what information needs to be collected, and where it should be stored. You should also have a clear understanding of how much time each stage of the recruitment process will take so you can allocate resources accordingly.
Conclusion
If you want to build your talent pipeline, you need a strong campus recruitment strategy. It will help you recruit top candidates for entry-level positions and develop a pool of future leaders for your company. By following the advice outlined above and incorporating social media into your program, you can ensure that students are aware of all the ways they can apply with ease while also learning more about what it means to work at your company!
