Campus recruitment has its fair share of challenges. In the midst of all the challenges companies go to various campuses with an implemented strategy to hire students and graduates and this is what campus hiring is all about. As it helps organizations to score the best talent straight from the campus.
In the USA, organizations like Ericsson, Fujitsu, Capgemini, Amazon, Adobe, etc., etc. conduct on-campus branding to attract students for internships, co-op positions, graduate trainee programs, and summer jobs or hire new graduates for full-time job roles.
Recruiters find/target specific schools depending on an organization’s industry niche. Recruiters find schools that are known for their academic brilliance in these areas. Also, every school will have a different salary bracket assigned to them.
For example- Let’s assume there are two schools, A and B. School A belongs to Ivy League, and school B is a reputed school but not in Ivy League. Therefore, it is evident that a company will have a higher package for school A than B.
But, it isn’t easy to attract the eyes of the students. It comes with a lot of strategical planning and employer branding! The university relationship manager makes sure that employer branding is done throughout the year, and the students are aware of the company.
You might think it is an easy task to do, but it isn’t. Companies with 16k+ employees are also unknown to students' on-campus drives.
Since it is a student-driven market, the need to invest in a strategy to gain attention from the student's matters a lot, therefore, it’s an always-on initiative. All these efforts pay during the university recruitment drive.
Benefits of Campus Recruitment
No matter if your company wants to hire students or fresh graduates, there are certain benefits associated with campus recruiting. Campus recruiting is about how these companies tap into an extensive network of educated and diverse individuals for hiring and creates a funnel of talent for future opportunities. It also helps them to brand their brand. As per a study by NACE (2013), 98.1% of companies believe campus branding is the best way to brand themselves.
Another great benefit of the campus recruitment process is that the campus career centers established on the campus help the recruiters with the entire process of recruitment, straight from conducting the test to scheduling interviews. Therefore, a lot of the workforce isn’t required from the company’s end.
The third benefit here would be companies will acquire new graduates who would be eager to learn and contribute more to the organization. An organization needs to make sure they make their process useful and implement it strategically to benefit the most out of it.
5 Ways To Make Campus Recruiting Effective
Create Strategy To Identify Hiring Needs
The first and foremost step is to create a strategy. Any recruiter should first identify the internal company hiring needs, and then decide on which campuses to target to hire freshers/students. Knowing the needs and level of knowledge required to fulfill these needs will ensure that the recruiters select the right programs to source the candidates from.
It’s also essential for the campus operations to look at the internal functional areas that require staffing and research which schools specialize in which academic programs that match the operational needs of the organization.
For example- An IT company will like to partner with a college or university with an exceptional IT program.
You can also opt for pre-employment skill testing software, instead of going for the traditional way of testing the graduates. This will help you with cost-cutting!
Maintain Relationship With Campus Career Centers
As soon as the recruiters identify the target schools, they should reach out to the campus career centers at the chosen colleges/universities. It is essential to have a healthy relationship with the career centers on campus, as each school has its set of guidelines, events, and timelines associated with its recruiting process.
Therefore, close contact with the on-campus centers will make sure that the recruiters don’t miss out on any opportunities to network with fresh college graduates or with job posting deadlines.
Assemble Your Resources
Once the recruiters become aware of the on-campus timelines, they need to come up with a schedule internally and start planning for the campus recruiting drive.
When planning, you need to coordinate and give attention to details, especially if you plan to attend events on multiple campuses. You need to make sure exactly how many people you require from the company and recruiters should make confirm to the career centers which campus events they feel like attending and if their company has the budget for it or not.
Recruiters would like to be a part of events like career fairs, company information sessions, interview days, etc. The resources needed from the company’s end would be company representatives, company merch, giveaways, and other branding material.
“As per a study/research which was published on Invesp, word of mouth referrals account for 500 percent more impact.”
When a company gets to set up their kiosk on their campus, they get an excellent opportunity to establish a strong brand presence. And, the best way to do that would be to let your marketing team in for the purpose of branding. They can come up with campaigns specifically to entice the campus’s audience.
Since the recruiters would be in touch with the career centers, they can assist the marketing team by making them understand how does the campus operate and what are the metrics followed by the campus career centers.
You can also educate the students about the company’s culture and the career growth path attached to each entry-level job role.
Onboard The Freshers
If you use pre-employment skill testing software, it becomes effortless for the recruiters to give away the offer letters. Also, campus recruiting continues after giving away the offer letter and till the onboarding stages.
Also, the recruiters should have a clear understanding as to what compensation they want to give for the entry-level hires along with other benefits. They should even understand what the recent graduates are looking for.
The student career center compiles and publishes student compensation data for various academic programs and industries, making them a valuable resource for the recruiters.
What are your views regarding the above pointers? Do you think these steps will increase efficiency?