Remote college recruiting – How to Stand Out from the Competition

Remote college recruiting

We have substantially transformed how we attract experienced personnel due to a convergence of technology that includes the internet, social media, a better grasp of analytics, and the mobile phone. Unfortunately, most companies still use a 20th-century paradigm for college recruiting, relying heavily on face-to-face interviews and meetings.

It is necessary to awaken and introduce better and more convenient recruitment strategies with digitalization. Once college recruitment directors see the data that shows that the remote college recruiting delivers higher-quality candidates, they are more than eager to give it a shot.

The significant barrier in hiring college graduates is that traditional tactics have both recruiters and hiring managers physically visiting their target schools’ campuses to recruit, which is exceedingly costly. It’s made worse because many top universities require recruiters to complete registration. These factors imply that college recruitment trips to distant campuses should be maintained bare minimum. However, it is now possible to locate, contact, interview, and hire applicants remotely without ever visiting a campus.

What is Remote College Recruiting?

The most difficult phase while running a business is finding qualified and suitable employees through recruitment. Most companies want to boost their college recruiting efforts and focus more of their external hiring efforts on entry-level individuals. The most significant constraint in college campus recruitment is that the typical approach necessitates recruiters physically visiting the campus to recruit.

Remote college recruiting is a normal campus recruitment process that includes job advertising, screening of applicants, interviewing the candidates, and hiring employees in the college campus. However, there is a slight difference. In remote recruiting, the entire process of interview is conducted virtually without the need of one being physically available at the campus. Here, the recruiters use a wide range of software for campus recruitment to complete their hiring process.

Even though distant college recruiting may not seem appropriate for some businesses, it’s vital to realize that we live in the Internet age and a Digital World. These methods generate three times the ROI of traditional methods. The best aspect is that “remote college recruiting” allows Students and Companies to complete the recruitment process without visiting campus.


Benefits of Remote College Recruiting

A recruiter should complement college campus visits with remote college recruiting for a variety of reasons:

1. Saves a lot of time and money

Both the recruiters and candidates can save money and time since they do not have to travel. With on-the campus recruitment, only a few campuses are accessible, and even then, only once or twice a year. There is no time limitation or obligations in case of Remote recruiting. The recruiters can hire candidates from anywhere and at any time using the digital interviewing methods.

It’s really difficult to get on the recruiting schedule at college employment centres. Operating information sessions is costly, and they frequently clash with top students’ busy schedules.

2. Achieve Geographic diversity of Jobs

Through Remote college hiring, companies are able to increase its global capabilities in places where campus visits aren’t feasible. It’s possible that you won’t be able to get a “prime” information session or interview window. Top prospects will not respond to you on campus if you are not regarded as a potential employer.

Geographic diversity of Jobs

Although operations managers are better at “selling” than coach recruiters, convincing them to tour universities might be difficult because it takes time away from their existing responsibilities. Because campus administrators and Deans don’t always know who the top students are, building relationships may not earn you access to them.

You may reach a far larger pool of qualified individuals using internet recruitment tools and websites. You may locate expert talent throughout the country, inside a certain area, or even around the world, rather than restricting your recruiting pool to individuals accessible locally or those who read specialized trade magazines.


3. Increase your options

Using the best remote recruitment solutions in the market, recruiters can find applicants who would not have been discovered using a typical recruiting strategy. Recruiting firms may find excellent talent from afar using varied methods. They usually initiate by assembling the names of top candidates from college lists. Once the list is complete, the companies encourage their technical personnel to look for samples of quality applicants’ work on the internet (particularly on Instagram, Facebook, and YouTube).

Another option that such companies search is by having their workers hunt for fantastic questionnaires online on student-oriented technical discussion boards. Because a substantial number of students now have a LinkedIn page, it is relatively easy for a recruiter to identify them based on their college name and other activities if they have access to it. Using platforms like Slideshare and YouTube to post instructional videos and slide presentations has shown to be a successful strategy to attract top prospects.

Referrals are also an effective strategy because students have strong relationships with universities, leading to a good referral and even the support of quality student recruitment.

Companies might increase their percentage of total diversity recruits if they follow and construct the programme in terms of online contests and projects as recently followed by some top-notch companies.

4. Achieve Client and Candidate satisfaction

The principal advantage of recruiting without a physical visit is the time savings from not travelling. As a result, a recruiter may expect substantially better diversity percentages from top- and second-tier universities on these remote campuses. By slightly skimming the cream, recruiting firms can also select top graduates from tiny, rural, second-tier or top-tier universities.

One may access job searchers from all around the world and those with extremely particular talents. Some employment forums on the internet are geared toward certain sectors. Employers can also advertise job vacancies on the websites of various professional organizations. This not only enables businesses to locate individuals with extremely particular abilities, but it also has the potential to attract passive people who are not actively seeking work.

5. Have better efficiency in your recruitment process

At first glance, remote campus recruiting may appear to be a difficult and ineffective method. Using emerging technology in the recruitment area wisely, on the other hand, can be a game-changer.

Thoughts of expanding the talent pool, cutting costs, and saving time are frequent among Talent Acquisition teams. That’s where implementing a Remote Campus recruitment strategy can pay off handsomely. Any recruitment initiative, including recruiting remotely for Campus drives, necessitates proper planning and communication with potential applicants.


Best strategies to conduct remote college recruiting

Developing a strategy to attract fresh personnel from afar is a never-ending task. It’s a time-consuming issue: companies must learn new tactics for finishing the recruitment process remotely while also adapting to the cultural and organizational changes that come with having a primarily remote workforce, which includes investing more in making a productive employee remotely.

According to a report by TechTarget, HR professionals “indicated substantial doubts about remote recruiting methods,” according to the study, with 35% claiming that distant recruiting is more difficult than direct recruitment. Only 18 per cent of the remaining respondents claimed remote recruiting is easier, while 34% indicated there was little to no change.

1. Build Strong Relationships with Colleges

The pandemic has forced many institutions to implement remote teachings. The recruiters can find it difficult to arrange typical on-campus activity; however, it doesn’t mean that you should reduce your efforts. You should initiate dialogues with college juniors and seniors and at the same time also increase your efforts in building employer branding. Most of the time, boosting awareness is preferable to an information overload later. It is important to form bonds with counsellors and advisors. It’s also crucial to provide a strong message to the future employees about the company’s positive working environment. Also, getting the word of mouth from current employees and coworkers is crucial as well.

Building relationship with colleges

2. Know where your Target candidates are

Focus on talent communities for specialized professions, with messages tailored to certain areas of study, school years, or other interests. Redirecting these individuals to the company’s website and social media pages for more information will attract potential prospects. There are employment boards dedicated to attracting remote workers, such as We Work Remotely and

3. Build up your Employer Brand across all Channels

Top employers understand the need to lead with compassion, preserve transparency, and provide as much information and value to job seekers as possible. Staying engaged and relevant with entry-level personnel, as well as a brand message across all platforms, is critical. When a job is advertised, the most important factor is the job description. The requirements must be stated clearly and transparently along with the location details and compensation offered.


4. Take advantage of Social Media channels

According to a Glassdoor research, social media is used by 79% of job seekers who conduct their job search. Apart from that, 84 percent of the organizations are already leveraging the social media platforms for their recruitment process. Almost every social media platform has features for marketing brands, posting job openings, and targeting candidates for outreach. It is how constructively these tools can be used that makes the difference between firms.

social media recruiting

Video interviewing software and interview scheduling systems, for example, can assist speed up the hiring process while also impressing potential candidates. For those in the recruitment industry who have been waiting to try out online tools, now is the time to persuade management that recruitment technology is an essential investment.

5. Use Applicant Tracking System (ATS) to track your candidates

According to research by Capterra, 75% of recruiters and talent acquisition managers use Applicant Tracking System (ATS). Businesses must use an ATS to track candidates throughout the remote hiring process. This helps keep track of prospects even if the recruiters change, ensuring that they have a consistent application experience. This keeps resumes in one handy and accessible location, keeping the system organized and saving time and resources. It is best to make the entire recruiting system automated, including online posting of the jobs, Job Descriptions, resume and application collection, interviewing schedules, and offer letters.

Final Thoughts

The modern remote college recruitment techniques provide tangible advantages in many ways. It increases the number of students recruited from colleges and institutions in remote cities without having to sacrifice quality and also saving time and money. To top it off, the judicious application of technology can make all the difference in making this plan a huge success.

The Remote Recruitment process has been adopted by many leading reputed companies like Tesla, Amazon, Indeed, Swift Technologies just to name a few. Companies should adopt smart hiring platforms and cloud-based recruiting software to manage the entire process of remote hiring fast and smooth. Tools like

It is time to usher in The New-Age ff Remote College Recruiting, which is digitally proficient and always-on, paralleling virtual campus recruitment while simultaneously driving in multiple campuses across the country or worldwide while saving money and time.

Merin is an HR professional with an MBA in Human Resource. She likes doing a lot of research and study in the field of Human Resource and can't help but share her knowledge on the same in this platform. She is also a great cook and during her free times she keeps experimenting with new dishes. Know more about Merin by clicking here.
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