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Why Should Hiring Managers Use Technology For Campus Hiring?

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03 September, 2014

As digitization spreads across industries and sectors, Talent Acquisition professionals have also started adopting this change to automate repetitive processes and day-to-day tasks.

This increasing popularity of technology amongst Hiring Managers and Recruiters can also be credited to the endless benefits that they offer across all aspects of the hiring process, such as:

  1. Efficiency and scalability: Technology streamlines the entire campus hiring process, making it more efficient and scalable. Online platforms allow hiring managers to reach a larger pool of candidates, automate various stages of recruitment, and manage a high volume of applications more effectively.
  2. Broadening candidate reach: Technology enables hiring managers to tap into a wider talent pool beyond their immediate geographical area. Virtual career fairs, online job portals, and social media platforms can help attract candidates from different universities, regions, and even countries, expanding the diversity and talent options available.
  3. Enhanced candidate experience: Technology can significantly improve the candidate experience during campus hiring. Online applications, virtual interviews, and remote assessments offer convenience and flexibility to candidates, reducing the need for them to travel for multiple rounds of interviews. Additionally, automated communication tools can provide timely updates, reducing candidate anxiety and creating a positive impression of the organization.
  4. Data-driven decision-making: Technology provides access to valuable data and analytics that can support informed decision-making. By using applicant tracking systems (ATS) or recruitment management systems (RMS), hiring managers can collect and analyze data on candidate profiles, qualifications, assessments, and interview performance. This data-driven approach helps identify trends, assess the effectiveness of hiring strategies, and optimize the overall recruitment process.
  5. Collaboration and communication: Technology enables hiring managers to collaborate seamlessly with their team members, university career centers, and candidates. Cloud-based platforms, video conferencing tools, and project management software facilitate efficient communication, information sharing, and evaluation of candidates among multiple stakeholders involved in the campus hiring process.
  6. Branding and employer reputation: Employing technology in campus hiring demonstrates that an organization is forward-thinking, technologically adept, and committed to providing an excellent candidate experience. This can positively impact the organization's branding and reputation among the student community, helping attract top talent from campuses.
  7. Cost savings: Leveraging technology in campus hiring can lead to cost savings in various areas. For instance, it reduces or eliminates the need for physical infrastructure, travel expenses, and administrative overheads associated with traditional campus recruitment methods.

campus hiring

What are the major challenges that recruiters face during Campus Hiring?

 

In a recent survey conducted by our Research Team, we obtained the following results regarding campus recruitment issues.

Our survey was conducted across three cities, and the sample size was 125 respondents. After communicating with different TA professionals from across different industry sectors, we found four major challenges in campus hiring: 

campus hiring

 

  1. Resource Limitation: Campus hiring involves many moving parts, such as campus planning and negotiations, logistics, testing, proctoring, interviewing, onboarding, and more. Manually managing all these tasks can be tricky and demands a dedicated team of professionals, which often becomes a problem for many organizations. Additionally, in order to suffice the resource limitation, many organizations rely on their technical staff to help, which in turn leads to temporary unproductivity.
    campus hiring
  2. Manual Testing: Manual evaluation of a large number of candidates is often error-prone, unreliable, and gives room to unconscious bias. Additionally, different recruiters have different selection criteria, which obscure the general hiring metrics.
  3. Cheating issues: Proctoring a large group of candidates can be challenging and often affects the integrity of your tests in the wrong way.
  4. Traveling cost: Traveling to different campuses with the entire hiring team increases the hiring budget significantly, and to make matters worse, some campus drives can last for a couple of days, further increasing the travel and accommodation costs for organizations.

How can technology help streamline Campus Hiring?

All the above issues can be resolved quite easily by using technology in campus hiring. Here is how iMocha’s skill intelligence can help!

Our Campus Hiring Digital Workflow Automation Tool is an end-to-end package of offerings that automates all your campus hiring processes from start to finish. It comprises six key modules, namely:

  1. Campus Planning & Candidate Engagement
  2. Campus Logistics & Support
  3. Skill Assessment
  4. Interviews and Onboarding
  5. Proctoring Suite
  6. Campus Analytics

And encompasses all the aspects of campus hiring in a cost and resource-efficient manner. 

campus hiring

How does it work, you may ask?

Our offerings start from the first stage of campus hiring, i.e., campus planning and liaisoning. 

  • We first shortlist the campuses for you, communicate with them from your end, and finalize the drive dates.
  • We then offer you white-labeled microsites to attract and engage students and help you with other campus awareness activities.
  • Before the day of the drive, we automate the logistical aspect of things and provide each selected candidate with their admit cards and other required resources. Our team also offers on-ground support to check campus infrastructure and provides technical assistance before, during, and after the drive.
  • On the day of the drive, we help you test candidates using our GDPR-compliant comprehensive skills intelligence platform and offer AI-enabled smart proctoring and basic proctoring features.
  • Once the testing is done, our detailed reports help you benchmark candidates as per industry and organizational standards and help you choose suitable candidates based on data rather than speculations.
  • But that’s not all; we even help you streamline the interviewing and onboarding process and share all the drive data with you after completing your campus hiring process.

Campus Hiring CTA-1

 

Amit Mishra
Amit Mishra
CEO, Co-founder of iMocha, the world's largest skills assessment API platform.

Topics: Tech Recruitment, Remote Hiring, Skills Assessment, Diversity & Inclusion, Skills gap analysis

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