Harvard Business Review suggests that 72% of the millennials hear about companies from their friends, 68% through a job portal, and 45% on campus. Campus or University recruitment is the term used for hiring students and recent graduates straight from college or university.
Companies spend a huge amount of money, resources, travel, and set-up costs to grab the top talent of the new generation. In this process of university recruitment, companies try to outdo each other and try to attract the best candidates to join their workforce.
It’s very hard, as a company is divided into two minds. As the company has to make sure that the branding of the company is being done and on the other hand it is a whole challenge to properly screen and interviews each candidate that comes through, to fill their talent pipeline.
The recruiters are so busy that at times they miss out on some of the best talents due to sheer volume limitations and due to the traditional recruitment process which comes with time limitations.
5 Typical Problems Faced By Companies During Campus Hiring
1. Limitations: Manpower and Time
It’s no secret that the traditional (manual) process of hiring is extremely slow, inefficient, and makes things complicated. Recruiting teams struggle big time to efficiently reach out and engage all the candidates present in the recruitment drive. Also, the candidate-employer ratio is way too less, therefore, there might be difficulties while invigilating.
Other than the obvious time crunch and less manpower, the recruiters are reluctant to reach out to a larger audience due to the cost associated with recruiting at a distance is pretty high. This is another reason why campus recruiters miss out on talent.
2. Inclusivity, Diversity, and Branding
As per a 2015 Deloitte report, 83% of millennials are more engaged at their organization when it makes them feel inclusive. Inclusivity and diversity attract students more. It is also essential for employer branding.
To ensure diversity and inclusivity in the workspace, the organization has to start by hiring the right candidates, for that the organization requires time as they have to go out there and engage with their audience which is not possible for most organizations during campus drive as they are on a time crunch.
Millennials don’t look for work as their parents used to do, your companies branding happens via the recruitment drive and that resonates with the kind of company you are. In today’s competitive talent landscape, an outdated hiring process puts you at a clear disadvantage compared to the more innovative and tech-savvy competition.
3. High Volume Of Candidate and Extending Offer Letters
This is no secret that in a campus or university recruitment drive thousands of candidates are supposed to be screened. The campus recruiters are human too, and screening candidates in a day is tiring and exhausting for them. Any organization which is employee-driven would not put them in a spot where thousands of candidates are screened by a few employees of the company.
However, most organizations still stick to the traditional method of recruiting, this results in the screening of thousands of candidates in a day or 2-3 days. This is a big task for the campus recruiters also because they have to make sure that the screening is done perfectly, as well as the organization doesn’t miss out on the best talent.
Extending offer letters to the selected candidates on the same day also becomes a hassle for the campus recruiters, because they have to manually send out thousands of them without any scope of mistake. This not only increases the burden for the campus recruiters but also the organization as a whole.
4. Failing to Deliver a Positive Candidate Experience
We have already discussed how a positive candidate experience is a game-changer for any organization. The recruitment industry is a candidate-driven industry, and students have an abundance of choices when it comes to their job hunt.
If the companies don’t invest time and effort in making a good first impression, they might risk being overlooked by the best talent during the campus drive. Any candidate would be much impressed by a company using modern and fast technology for their recruitment drive than the ones using the traditional time-consuming methods.
5. A Resume is the Only Way to a Job
Organizations get impressed by the resumes during campus drives. Things like where the candidate did their internship and which all courses they might have pursued along with their course impress the campus recruiters.
However, the harsh truth here is that even though resumes are important for the recruitment process they aren’t a make-or-break document. Therefore, even though some candidates might be better and brilliant than others, the organization might miss out on them because of the use of traditional methods. The campus recruiter needs to realize that a candidate is much more complex and diverse than his/her resume.
Have you faced the above challenges as a campus recruiter? Do you still stick to the traditional method of recruiting or you have upgraded to a pre-employment skill test?