Best Campus Recruitment Strategy: Hire Talent while spending less

Best Campus Recruitment Strategy

Hiring managers find it difficult to overcome the numerous obstacles they face in their search for the right candidate in the ever-changing landscape of recruitment.

According to a Mettl study conducted in 2019, approximately 74% of respondents viewed talent acquisition as a challenge faced by HRs. As a result, recruiters frequently look forward to hiring candidates with cutting-edge skills on campus.

However, what they frequently overlook is the need to develop an effective campus recruitment strategy, which is critical in the current environment. While the entire campus hiring process is complex and requires significant resources, the chances of recruiting a candidate of your choice are much higher on campus than elsewhere.

So, despite the fact that campus hiring is a time-consuming process, recruiters spend time visiting campuses, delivering pre-placement talks, and conducting interviews before shortlisting candidates. Most HR professionals are aware of the first step, which is to identify a company’s recruitment needs.

You should’ve got a clear picture in mind of the candidate you are looking for, from analyzing the departments that need more workforce to determine the competencies you would like to hire for. Companies, however, must essentially focus on the preparation of a campus recruitment strategy in addition to utilizing all of their resources to hire the best candidate.

To assist you in developing an efficient and effective plan, we have listed a number of ways in which you can build your campus hiring recruitment strategy. Examine it out!

What are the benefits of having a recruiting strategy in place?

Skilled employees are the foundation of a strong workforce, but finding and hiring talented people is a difficult task. The strategies used by a company to recruit on-campus determine its success.

There are many tried-and-true mass hiring strategies that continue to produce results, as well as many new and innovative methods that assist businesses of all sizes in finding the best entry-level resources.

However, finding recruitment strategies that work for your company necessitates an assessment of your organization’s requirements. Let’s find out the key elements of a successful recruitment strategy.

What elements make up a successful recruiting strategy?

  1. Workforce Planning: Analyze the number of skilled resources needed for each team in an organization to complete its daily tasks.
  2. Channels: Recognize the types of job boards, networking websites, and social media platforms that will help your recruitment efforts. Invest in the channels that produce the best results.
  3. New Hire Onboarding: Recognize the different types of job boards, networking websites, and social media platforms that will aid in your recruitment efforts. Invest in the channels that yield the highest returns.
  4. Retention: The retention rate of a company is the best indicator of a successful recruitment strategy. Retention efforts must always be ongoing, with a primary focus on assisting employees in advancing in their careers.
  5. Employee Branding: Create a strong employee value proposition and take steps to make potential job candidates aware of it.

Best Campus Recruitment Strategy: Hire Talent while spending less

So, what are these novel approaches that can be used as a recruitment strategy to attract the best talent from off-campus?

Recruitment Strategy 1: AI-powered technology will be used to identify the best prospects

The recruitment industry is working hard to keep up with current technological trends. Companies that recognize the importance of implementing the latest trends in areas such as production and marketing are more likely to recognize the importance of implementing innovative recruiting strategies.

According to Jeanne Meister (founding partner of Future Workplace), AI-enabled chatbots are most likely to have an effect on the recruiting process and employee training and development. AI is increasingly playing a significant role in the hiring process, both in terms of the quality and quantity of candidates hired.

Artificial Intelligence is being utilized to deduct the manual burden of hiring because of the high-touch procedures and the ever-expanding database of prospective candidates included. AI performs low-level tasks such as interview scheduling and database filtering to provide useful information to recruiters.

Recruitment Strategy 2: Using VR (Virtual Reality), create an employer brand

Companies today not only expect candidates to demonstrate their skills, but they are willing to go above and beyond by proving their own worth to the candidates. Companies are utilizing innovative recruitment strategies to hire the best talent while establishing that they are a great place to work.

Jaguar, for example, recently collaborated with Gorillaz (a virtual British band) to make a skill-based interactive mixed reality app for recruiting the top engineering talents. Jaguar’s global initiative aimed to hire over 1000 engineers for the company’s expanding Land Rover segment. In a similar vein, Marriott and Facebook collaborated to test a game-based assessment for the former’s recruitment drive.

Recruitment Strategy 3: Engage with candidates on the waiting list

Often, the number of resumes held is greater than the number of candidates chosen for a job. The waitlist frequently contains a wealth of potential resources who would excel in other roles within the organization.

Using a good candidate tracking system, recruiters can quickly narrow down well-qualified candidates and, with the right strategy, pique the finalists’ interest in other tasks and roles. Even if they’re not currently interested, chances are they will re-engage with you for a job in the future.

Recruitment Strategy 4: Measure the efficacy of your current strategy

In fact, this is one of the most crucial steps in strengthening your recruitment strategy. Knowing which methods are producing results and which are wasting your time and money will allow you to fine-tune your recruitment efforts. Examine the various channels that make it simple for you to find the best entry-level candidates.

Organizations that use online assessment platforms for campus and other mass hiring needs can reduce the time it will take to find an appropriate candidate and onboard them for the job. Replacing novel recruitment methods with such cutting-edge tools will direct your recruitment efforts in the right direction and yield the best results.

Recruitment Strategy 5: Revamp career page

When applying for jobs, today’s young generation of job seekers prioritizes workplace culture and employee benefits, among other things. Many companies fail to provide the transparency necessary for candidates to make such well-informed career decisions.

Companies can create appealing career pages that highlight current employee experiences, perks available, and extras. Freshers frequently want to be a part of a fun and vibrant workplace, so including photos and videos that represent an organization’s work culture will be a game-changer. Another important consideration is to maintain a consistent communication style on your career page and on job networking sites such as LinkedIn to ensure consistency in the messages you deliver.

Recruitment Strategy 6: Keep Company Culture in Mind

Gen Z is concerned with how a company or corporation affects the world around them. “They place a high value on socially responsible programs,” says Paul McDonald, senior executive director at Robert Half. Promote your company’s involvement in projects and initiatives that benefit a program, cause, or community as much as possible.

It’s also critical to understand exactly what you’re offering in terms of culture because new graduates have distinct priorities. “The generation for empowerment is great, but it makes it far harder for employers – especially old-school workers – to work together to attract top talents in this age group,” says Osrow.

This generation seeks to develop, invest in and balance work-life opportunities. “What I hear more and more is that ‘We don’t care to work hard; if we have got to work until 8:00 p.m.. but we want to leave every day at 5:00 p.m. to go to the sports center or get home to look after our family,'” says McDonald. “This, particularly with today’s technology, is highly encouraged. A lot of work can be done in one or two hours at night, if necessary. We emphasize this, and it’s a real attraction.”

Recruitment Strategy 7: Use the remote recruitment model to reach out to colleges in far distant areas.

Companies have recognized the need to allow their recruitment process to reach beyond such boundaries in this day and age when geographical distance is no longer a barrier in communication. Companies like LinkedIn have also considered hiring top talent from outside of their home country. The company has been recruiting in this manner for many years and recommends it to other companies looking to hire a diverse and highly skilled workforce.

Recruitment Strategy 8: Get Them Talking

New graduates are likely to be nervous because they have little to no experience interviewing. You should approach the interview with more pliability. “Fulfill them with a feeling of comfort,” said McDonald. “Spend a bit more time talking to an experienced candidate rather than an experienced one. Inquire about some of their extracurricular activities that may be listed on their resume.”

In addition to putting them at ease, this allows you to assess their soft skills — how they communicate and listen, as well as their ability to think critically and problem solve. “You’re going to find that you’re evaluating that person’s potential because they don’t have a lot of experience,” McDonald says.

Recruitment Strategy 9: Organize a National Hiring Day

Organizing a well-planned annual recruitment event, also known as National Hiring Day, is high on the list of innovative hiring ideas. Companies like McDonald’s, Convergys, and Macy’s are known for conducting large-scale hiring drives in order to attract and hire the best talent. This type of hiring generates a lot of external attention, which is great for large volumes of hiring.

This strategy also attracts a lot of free publicity, making it a low-cost move for the recruiter. In cases where a rapid and large volume of hiring is required for the company, announcing a particular day or days for hiring could yield immediate results.

The high volume has a positive impact on the acceptance rate of job offers. This approach has a dual benefit for the company in that, in addition to a high volume of hiring, it speaks to the company’s external growth image.

Recruitment Strategy 10: Choose a Campus Ambassador

Find a liaison if you don’t already have strong connections on campus. Choose a recent intern to act as a campus ambassador, someone who can act as a liaison between your company and the school. Students and recent graduates are familiar with their campuses and can be very helpful in creatively disseminating information about opportunities at your organization.

Bonus Strategy: Contact potential candidates who are currently unemployed.

Campus recruits have a high no-show rate because they may attend multiple interviews and choose only the best job offer available to them. Even if you are unable to retain certain entry-level employees, regular engagement can help to keep them interested in your organization.

When reaching out to such passive candidates, social networking can play a significant role; The candidate can be encouraged to communicate with them via email campaigns or social media platforms if they change jobs.

Conclusion

To hire the ideal talent from colleges and universities, digital recruiters use a variety of innovative and effective recruitment strategies and practices. An organization can only hire and onboard the best resources for their organization if they have a good recruitment strategy.

For making these strategies a true success, you should utilize cutting-edge tools that make hiring and training the right candidates for your company easier. With TIJ’s unique recruitment solutions, you can reduce miss-hires and attrition rates while recruiting entry-level candidates and improve employee engagement.

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