Why Your Talent Strategy Should Include Campus Recruiting
Recruiters are always looking for fresh talent, and this year’s crop of soon-to-graduate college students may be the next big wave. It is a great time to start building relations with these potential candidates – especially since they will be starting their careers in just a few months!
Across the world there are thousands of colleges full of eager graduates about to enter into an exciting career as new employees. Recruiting at schools has been proven successful because it offers recruiters access not only to future interns or entry level positions but also allows them insights on what type person would best fit within that company culture.
Collegiate recruiting is a strategy that has been utilized by companies of all sizes. It can be used to fill in gaps for tech, finance, engineering and consulting industries with talent needs or it could help your company find the perfect fit amongst college students majoring in those fields. Here are some good ways to get started:
-Work closely with campus career services centers -Attend local fairs where you’ll have direct contact with potential candidates -Utilize social media campaigns
Who Should Be on Your Campus Recruiting Team?
The overly-simplistic approach to assembling a campus recruiting team would be to select young team members in an effort to appear “relatable”. Sure, relatability is important, but having students talk with professionals who were recently in their shoes as college students attending career fairs can also provide valuable insight into why they chose your company for employment. Effective colleges recruitment entails more than the age of those making contact; it’s imperative that employers remember this when selecting recruiters and providing them with appropriate training on what “works” at each stage of a candidate’s journey so that there are no disconnects between employer expectations and employee performance or behavior later down the road.
Some of the most important people on your team are those that represent you at a university‘s career fair. These members should be engaging, informed, enthusiastic and personable to answer any questions students might have. Recent graduates who meet these criteria are optimal for this position but older employees can also make great contributions with their knowledge from experience in the field as well as information about different jobs within your company’s organization chart.
Building a Digital Campus Recruiting Strategy
Social media recruiting is not as effective when recruiters have unrealistic expectations of the platforms. These prospects need to stop expecting social media sites like Facebook and LinkedIn to be more than what they are, and start asking them for help with their recruitment needs instead.
As one recruiter writes, social media recruiting is a wonderful way to offer prospective employees an up-close view of the company’s culture. In fact, 60 percent of students who are looking for jobs use social media in order to get a better sense about what it would be like working at your organization before they apply. So don’t look to this technique as being solely capable in generating applicants; instead think of it as providing valuable information that offers potential hires insight into their values and workplace environment which could lead them towards applying!
How to Host Virtual Career Fairs
Virtual recruiting offers a lot of benefits for employers and candidates alike. For instance, virtual events are great because they require less time commitment from both the employer and potential employees so that there’s more possibility to find someone who is perfect for the job you’re trying to fill! To help with your event planning process we’ve come up with some tips:
Pick out software – Conferencing tools like Zoom or Brazen offer different features which can make them better than each other depending on what you want most in an event tool. If live video calling isn’t as important then use something else if it has all of the functionality at least offered by one of these two platforms mentioned above (Zoom & Brash).
Follow up with your attendees by sending them a thank you email or direct message. Make sure to include some information that would be helpful for the next time this course is offered, like when it will take place and where people can find more resources if they need help getting started on their project.
Make note of how many people registered, attended the event, as well as how much progress each attendee has made since attending so far in terms of exercises completed successfully–both overall success rate and conversion rates are important metrics!
Recruiting Gen Z
It may be true that Gen Z is more determined to change the world than other generations, but generically saying so overstates their capabilities. There are some unique features of this generation’s upbringing which make them special and worth recruiting – for example they grew up with access to the internet on a computer in their own home!
There are plenty of articles that can help you recruit Gen Z, but when it comes to building a strategy for recruiting them there’s some general information about their characteristics and trends. These include:
-Gen Z is tech savvy – they’re constantly on social media or texting friends (or even both at the same time). This means you need to have an online presence as well as offline advertising in order to reach this demographic.
-While many people think of millennials being risk takers with little regard for money, Gen Z might actually be more cautious than previous generations because most grew up during economic turmoil like the recession or depression era before World War II. They’ll want work/life balance over salary so figure out how much flexibility
Building a Career Page to Connect With College Students and Recent Graduates
A recent study showed that there are still many companies out there who don’t do much to help recruit and hire graduates. They can be easy enough to spot if you’re looking for them though, because they’ll usually have a few very clear red flags like not listing their company’s location on the site or having an “Entry-Level” button next to every one of its positions. The good news is that some sites really go all in with appealing ways just for those new grads including Indeed and CollegeGrad which make it easier than ever before by sorting jobs into categories such as entry level “junior,” internship, etc..
It doesn’t take too long browsing these two websites (or any other) until you find more encouraging signs
A new study has found that millennials are looking more for mentorship programs and benefits than a pay increase. They’re also struggling with health insurance, managing finances, finishing their degree (if they have one), paying off student loans as well as saving up to buy homes or start families. In order to better accommodate this generation of workers who may take on multiple careers in the same time span before settling down into retirement when it finally becomes financially feasible do not just make one page aimed at students but create individual pages targeted towards people from different stages of life like recent graduates and retirees alike so everyone can find what might be most relevant for them based on where they stand right now without having to browse through irrelevant jobs ads.
Use Internships to Identify and Retain Top Young Talent
Working at a company for free is a great idea because it gives you the opportunity to learn about your potential future employer, and also boost your resume with skills that employers are looking for.
It’s important to have an internship experience because otherwise you could be missing out on opportunities that will make all of the difference later in life!
The benefits of internships go far beyond the opportunity to gain experience. Interning at a company is also an excellent way for college students to demonstrate their commitment and earn themselves a full-time position after graduation, as well as generate interest among future candidates before they enter the job market.
Research shows that new hires who have previously held an internship are more likely than others not only to stay with your employer long term but also attract other promising talent because of this track record you’ve established by hiring them in previous positions–before even entering into another round of interviews or applications elsewhere!
