College recruitment is often used by medium to large businesses with high-volume recruiting demands, and they do so by collaborating with university career centers to find the most suitable candidates. For large-scale operations, generally companies visit numerous colleges and attend recruiting events. Operating with career centers and visiting job fairs to meet college students and recent graduates are common aspects of campus recruitment.
With robust, effective and scalable campus recruitment strategies, organizations can easily find the pool of new and talented candidates who hold several new-age skills. As 67 percent of the organizations still feel that the best channel for hiring talents is through campus recruitments, leaders should come up with best practices to get the most out of their campus hiring programs.
What is Campus Recruitment?
In modern times Campus recruitment is one essential aspect students look for while getting admission to colleges. Campus recruiting is a method in which some renowned companies come to the college campus and conduct interviews. They identify, engage, and employ young people for internships or jobs at the entry level. Once they shortlist the candidates, they usually employ applicants to work for them. This process is called campus recruitment or college placement. The institution organizes these campus placements, inviting some of the most significant conglomerates to recruit pupils before the final assessment.
Campus hiring strategies differ depending on the field and vary between the companies. Typically, they combine advertising and screening. Finance, business consulting, technology, manufacturing, and engineering are a few businesses that participate in campus recruiting more than others.
However, students must prepare themselves thoroughly for campus assignments if they expect to get recruited through campus recruitment. A crucial aspect of campus placements is self-confidence, as self-determination and being confident about the talents among the students makes a great difference. At the same time, the major task of an institution is to find the top firms for the placement drive. When it comes to college recruitment, businesses must stay one step ahead of the competition. As the employment market becomes increasingly reflexive, university grads are a highly energetic target group.
Let us boost our college recruitment drive using the below mentioned campus recruitment best practices.
Top 7 Best Practices to Hire New College Graduates
1. Choose your target colleges carefully
Proficient staff base their target college list on the superiority of programmers’ offers, majors available, prior recruiting records and a brief review of interns from previous recruitments. The entire course of action requires extensive research and meticulous documentation.
There are various resources that the organizations can use to choose their target colleges. For example, the IPEDS database contains information on degree level, main topics chosen by students, student demographics (including attendance status) and degrees granted, among other things. Similarly, the National Center for Education Statistics makes these statistics readily available.
It is crucial to mention that while examining the major subjects provided by various institutions, it is also necessary to determine which one is the best in terms of ranking and whether the rating is valid.
2. Send the Right team for Campus Recruitment
The recruiter’s attitude is important to attract passionate, well-spirited and best-suited interns or employees. If the recruiting team appears tired or bored then under such instances, employer branding will almost certainly fail to attract applicants at job fairs.
The applicants must have already done a Google search and gone through the firm’s website before applying. The information supplied by the recruiter team directly to the targeted candidate functions as an advantage in attracting the top prospects. The candidate doesn’t only rely on the material currently accessible, but wants more information from the recruiter team, just as the employer strives to learn more about the individual than what is listed on the resume.
Having the right team at the college, is one of the best campus recruitment practices through which organizations can hire the top candidates. During campus recruiting, the recruitment team must be courteous and willing to share information. Organizations must send some seasoned professionals to attract the most pleasing prospects.
3. Set Practical & Realistic Goals for recruitment
Organizations may make a significant jump forward by thinking one step ahead of their opponents by developing a thorough, practical, and feasible strategy. Hundreds of brilliant students and high-quality potential candidates get the opportunity to meet with recruiters at career fairs. As a result, adequate preparation and implementation during career fairs or campus recruitments are critical. While visiting for campus recruitment or job fairs, having a post-event communication plan in place will save time for following up with prospects after the event.
Sending individual emails to the target prospect and asking them for an interview is also an excellent way to speed up the hiring process. With an event repository, campus recruitment software may make this process a lot easier. Contacting prospective employees through social media is another simple way to stay connected.
4. Fix Your Campus Recruitment Budget
Recruitment is an essential investment every company needs to make. A recruitment budget is a comprehensive annual estimate of the organization’s entire hiring expenditures, including internal and external charges. This covers unanticipated costs incurred due to employees departing for various causes as well. There are also additional expenses to consider. As a result, determining the campus recruitment budget is critical.
Simple budgeting calculations can be quite valuable, such as:
- An yearly plan for new hire recruiting
- Breaking down the costs by campus recruitment costs/hire, expenditures associated with social media hiring, recruitment software costs, and recruitment events and networking
- Expenses for branding, interviews, training, and technology
Indeed, according to the Society of Human Resource Management, the average cost of employing a new employee is $4,425! Zippia’s data analysis team has conducted a significant study on the average cost per hire.
5. Have Proper communication with Candidates about the Process
When it comes to recruitment and hiring, the most precious asset is talent acquisition, i.e. recruitment. The value of establishing good candidate communication is enhanced by the quality of your relationship with them. A competent recruiter understands that every applicant in the talent pool is crucial, and candidates understand this. Thus, having an equally balanced candidate communication system to stay successful with the recruiting process establishes a solid connection on both sides.
Eighty-four per cent of candidates anticipate an email response early in the recruiting process, according to Glassdoor and Talentadore. According to LinkedIn, 72 percent of applicants discuss their application experience with friends, colleagues, or the public, and 84 percent of candidates feel that a bad interview experience can harm a company’s image.
6. Measure, Analyze and Adjust your Results accordingly
Another critical part is keeping track of the number of interviews, hiring, and retention rates. This helps an organization to identify the troubleshooting zones. Examining minute elements connected to recruiting and transparency, such as job descriptions, work locations, salary offered, job assurance, and basic information about the increment process, aids in employee retention after recruitment.
The entire process works together to make recruiting effective, saving them time and money while providing both sides with advantages. Once the process is completed successfully, it is important that the company is happy with the result of the recruitment process. As a result, defining and analyzing the process with good planning is a necessary first step.
7. Leverage Social Media to Boost Campus Recruitment efforts
Educational institutions increasingly use social media to promote their curriculum, facilities, and campus culture. To target and attract the student demographic, the primary recruitment technique should be social media advertising.
According to recent research, teenagers spend nearly two to three hours a day on various social media platforms to participate and communicate with peer groups. This allows students to acquire knowledge about what’s going on in their communities to make vital decisions that will affect their future. As a result, determining the social media structure, such as Facebook marketing, Pinterest marketing, Twitter marketing, Instagram marketing, and so on, is critical.
The recruiting team must grasp the fundamentals of providing social media marketing services and interact with individuals familiar with the intricacies of student enrollment and recruitment. There must be platforms to promote fascinating dialogues and exchanges among the student population and present the story and deliver the primary message, which is crucial to attracting the proper students.
Students want to see action in the digital world, so making relevant and relatable material available on any social media platform is critical. They should know what you have to offer as a company that aligns with their aims and desires.
Ready to Transform your Campus Recruitment Hiring Process?
According to the Harvard Business Review, 72 percent of millennials learn about firms via their friends, 68 percent from job boards, and 45 percent from their university. With so many people interested in campus presentations and job fairs, it is time to take advantage of the 45 percent and reach out to the other 72 percent. When it is challenging to fill unfilled jobs in a company context, a good campus recruiting campaign is an essential aspect of a holistic recruitment strategy.
Campus recruiting provides the organization with access to a high-energy set of applicants at a cheaper cost. This allows the organization to construct a long-term talent pipeline and establish a trade name distinctiveness with a new audience.
According to research, everyone hired through campus recruiting has stayed with the company for a long time, which is why this idea has such a great attention and selection ratio. The selection and retention ratio of organizations will be improved if there are more brilliant and skilled pupils. Most students from top business schools and other universities are natural multitaskers. They are task-oriented since they have experience in assignments and exams.
Working with seasoned staffing and recruiting teams assists in developing a successful college recruitment plan for attracting top talent.