With innovation addressing every part of our lives now, a move to the candidate- first job market, you have to develop your campus recruiting strategy effectively.
Recruiters find specific schools depending upon the organization's industry niche—the majority of the recruiter's fund schools that are known for their academic excellence in their area. Likewise, every college will have a specific salary bracket allotted to them.
However, it is challenging to attract the eyes of the students. It accompanies a lot of planning and employer branding! The university or college ensures that employer branding is done consistently, and the students are aware of the organization. Since the number of students graduating every year is massive, recruiters need to create an excellent hiring strategy to stand away from the crowd. You may think it is simple to develop a hiring strategy for campus recruiting, but it is not.
What are the advantages of campus recruiting?
Regardless of whether your organization needs to hire students or new alumni, there are certain advantages related to campus hiring. It is about how these organizations tap into a broad organization of instructed and differing people for employing and makes a channel of skills for future scopes.
Another incredible advantage of campus hiring is that universities' campus setup helps recruiters with the whole cycle of enlistment, directly from sourcing the test to planning interviews. In this manner, a ton of the workforce isn't needed from the organization's end.
Here we are some tips to create an effective campus hiring process:
Recognize Hiring Needs
A recruiter is consistently looking for quality employers who can genuinely enhance the organization. Most employers start searching for new talent when an existing employee leaves the organization.
Before posting a vacancy, try to figure out that if you genuinely need to hire candidates? For what skills do you want them to hire? What type of work do you want your new hire to perform?
Before you jump into sourcing new talent, you need to note down the answer to such questions. Remember that hiring is done to bring a new talent onboard, not merely increase employees' numbers.
Focus on creating connections
Conducting campus drives once a year is a great way to deal with accomplishing high-quality candidates. The attention should be on building a consistent hiring structure to evaluate a student’s ability and knowledge about the organization. For example, the Training and Placement Office (TPO) can be a great channel to drive employability through traditional appraisal by sharing feedback on students' qualities and improvement areas. It does not just make a pool of job-prepared candidates; it also improves campus hiring cycles and saves the cost associated with managing campus recruits.
Pick The Right Place
Regarding choosing which schools to target, first focus on deciding the kind of talent, you're searching for in ideal recruits. Next, evaluate which schools have an excellent reputation and focus on providing industry-standard education.
For example, a fashion designing firm will most likely need to connect with a school/college known for its excellent fashion designing project. If a recruiter is looking for an IT specialist for its office, branding, and a school that is exceptional at its technical courses is a great technique to create an excellent hiring strategy.
Automated Skill Assessments
Grades or CGPA have been the fundamental standards to filter the best candidates from the pool of competitors. The recruiters must keep in mind that not only a student with good marks in the 10th and 12th grade alongside a good record in school will be efficient at the job, while in reality, a student with relatively lower grades can also be a good employee.
An automated skill assessment solution's objective approach has helped eliminate human error in grading, minimizing hiring and training costs. Since the process, if unbiased and automatic, there is minimal risk of bad hires.
Having a proven technique in which interviews are conducted can help you interview the deserving candidates only. Thus, your time and efforts are saved.
One of the best ways to handle campus recruitment tasks could be using skill assessment tools that automate every aspect of hiring. In this placement season, use the tips mentioned above to create a great campus hiring strategy.