Alt_5 ways to build an effective campus recruitment strategy

5 ways to build an effective campus recruitment strategy

1. Identify Hiring Needs:

A hiring manager is often in the hunt for quality employees, which, in turn, could really add value to the organisation. On a broader side, it’s going to seem as if the hiring need inculcates as and when an employee leaves the firm, or when there’s some reasonably departmental shifts.

Before setting up the arena in campus with the placard depicting “Help Wanted”, take the time to consider and analyse overall hiring needs.

Long before you reach the campus for the hiring process, recruiting managers must have a solid grasp on what they’re hoping to attain. Recruitment is completed for skills and knowledge, not just to feature more bodies. This could start by asking yourself what your current staffing necessities are, and what they’ll be in six months to a year.

Additionally, consider what the key departments or potential positions are that your organisation is hoping to fill and whether any of those groups could utilise an internship or co-operative education program. At long last, take a look at any skills or proficiencies that you’re experiencing difficulty finding in your existing talent pool.

2. Choose the Right Place

Waves after waves of graduates are becoming able to enter the market. In that case, one among the foremost essential parts of a strategic approach includes creating a target school list, a nerve-wracking task.

When it involves deciding which schools to focus on, first specialise in determining the sort of skills you’re trying to find in optimal hires. Next, check out which schools have expertise in academic programs that match those functional needs.

For instance, an engineering consulting company will probably got to collaborate with a school/college that’s known for its unique engineering program. Or on the opposite hand, if a corporation battles to get deft IT experts for its suitable department, banding alongside a university that’s exceptional at its technical program may be a keen method to reinforce hiring success around there.

Also, when assessing campuses, try to not forget considering accreditation, previous year placements, or post-grad placements that would provide a better insight into the sorts of students on different campuses.

Considering your existing employees is yet one more great approach to focus on the universities. They could be the good brand ambassadors when it involves attracting potential candidates.

Well, if the brand value is that the only the idea of your campus research, then it’s just chasing fewer candidates against an out sized pool of talents. If you’re getting to expand the reach, use your resources carefully to focus on the proper campuses.

3. Create an Unforgettable Impression

While attracting the right talent, to make the first and everlasting impression must be the ultimate goal for an organisation. And for that, a compelling pre-placement talk would be the first step in the campus hiring process.

Care must be taken when assigning the role of the individual joining your organisation because it is something that makes him/her feel important.

Here are some of the things that an ideal Pre-Placement talk should cover:

Well, the extent of creativity and innovation varies from organisation to organisation. More Creative and extensive be the PPTs, more be the attraction and hence the quality of hires gets enhanced.

Apart from this, many a time, a poor portrayal of what an imminent candidate can anticipate from the job can set wrong desires; thus, prompting a higher attrition rate with time. Amid campus placements, most candidates have the freedom to look over different job openings from organisations.

“On an average, every corporate job opening attracts 250 resumes. But only 4 to 6 of these people will be called for an interview, and only 1 of those will be offered a job.”

Another source of attraction for candidates is the job descriptions. Inaccurate or outdated job descriptions can negatively affect recruiting and productivity, detriment the employer-employee relationship, and pose serious legal risks for the company.

With a well-designed job description that is interesting enough for candidates, an organisation can for sure hold the edge with regards to them settling on a decision. Well, adding value to the job descriptions returns a higher rate of candidates’ attraction towards the job role.

“You never get a second chance to make the first impression.” Use that wisely when it comes to campus recruitment. The next great strategy is to attract the campus students.

4. Attract Students On-Campus

In the space of talent acquisition at colleges, there is a brilliant and formidable strategy incorporated by the consulting firm Deloitte, much of which is centred on building the campus brand in order to stay significant to the consistently changing impression of the students.

The motivation level of today’s youngsters is completely different from their predecessors. They need to work for companies that focus on making the world a better place and promoting a social and fun workplace. During the campus hiring, companies should present their workplace culture, people, and values in the most effective way.

A strong social presence, in this age, is a mind-blowing way to attract the talent pool. Create short, captivating bits of content that can sustain on your career site and link to your social pages.

The campus recruitment process may also include online events as well, which could be a great source to attract the talent pool. Incorporating Twitter chats and Facebook live streaming along with online contests develop a kind of interest and attention among the students towards the company.

“84% would consider leaving their current job if offered a job by the company with an excellent reputation. “

Alumni volunteers ought to be an essential piece of every event, assisting recruiters and making them a part of the group. Regardless of whether it’s staffing a booth at a college, or controlling a visiting group around campus, alumni offer students a friendly atmosphere of interaction.

Also, if the college alumni accompanying the hiring team is at some prestigious post in the company, it gives the candidates a sense of worth joining that organisation.

Students can very quickly tell which are real and which are not. It is important to ponder over what distinguishes your company in a genuine and authentic way. These strategies, if incorporated, present the company as a brand looking for fresher with exciting ideas.

5. Incorporate Automated Assessments

“When employers do hire from college, the evidence suggests that academic skills are not their primary concern,” says Peter Cappelli, A Wharton Professor.

Grades or CGPA has been, since long, the basic criteria to filter the vast talent pool of candidates. The recruiters must keep in the notice the fact that not always a student with good grades in 10th and 12th along with an excellent record in college will suffice the need for the job role, while on the contrary, a student with comparatively lower grades can.

Although the introduction of automated online assessments has helped reduce the burden of test administration, with instant detailed reports of the candidates. The objective approach has also helped in eliminating the human error in grading, minimising hiring and training costs, hence improving hiring decisions with minimal risk of bad hires.

Well, the previous methods for recruitment incorporated specialised tests, one-on-one interviews, presentations or a very well combination of all these. All these characterise whether the individual can carry out the job.

Again, some tests that measure the actual behaviour of the candidate and determine if he/she fits in the job role or is the correct fit. Also, these help the company to find out the leadership attributes, stress management skills, social behaviour, motivation and numerous other fundamental characteristics, which may, in turn, prove far beneficial when it comes to hiring.


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