Employers plan to increase their U.S. college hiring by nearly 17% this year. What does that mean for you, campus recruiter? You’re up against extreme competition for the student candidates you want to hire. Give yourself the advantage by getting top college recruits in front on your hiring managers faster, with these technology-driven college grad hiring process strategies.
Connect before you get to campus:
If you can start building digital engagement with students before your campus visits, you’ll be steps ahead of the competition. Do it by
- Introducing your company through advance virtual career fairs. Using text recruiting in your interviewing platform, create a series of candidate touchpoints to hold and build their interest until you get to campus.
- Inviting students to complete an on-demand video interview. Socialize links on LinkedIn, Facebook and Twitter, but also keep in mind that you’re more likely to find Gen Z on YouTube and Instagram. For these social media channels, you’ll need to upload a short video that’s interesting to your talent pool then add the open invite link in the description. You can share the recorded interview responses of promising candidates with hiring managers simply and quickly with email.
- Inviting students to take an online skills assessment. Some interviewing platforms combine on-demand video interviews with proven technical/coding assessments. Immediately share the most qualified candidates with hiring managers via email.
- Inviting students to use automated scheduling to attend on-campus recruiting events, from group events to one-on-one chats. it’s a fast and simple digital experience for student candidates, whether you’re using a self-scheduling application or an AI-enabled virtual recruiting assistant.
Accelerate the front end of your college grad hiring process with these on-campus strategies:
- For high-volume hiring, engage students first with a brief text interview to quickly identify candidates who meet basic requirements, like willingness to relocate to your HQ city, or bilingual skills. Your AI-enabled virtual recruiting can invite qualified candidates to move directly into an on-demand interview, and politely let others know they won’t be moving on in your college grad hiring process.
- Do on-the-spot interviews, in two ways. To better evaluate student fit, ask candidates to complete an on-demand video interview right in your booth with their smartphone or a tablet you provide. During downtime, review, evaluate and forward the most qualified candidates to your hiring manager’s inbox. For hiring managers that like to be even more hands-on, designate a small interview space where candidates and these managers can connect via live video.
- Give hiring managers a chance to ‘speed-date.’ Ask qualified candidates to choose their start time with automated scheduling, then connect them with the hiring manager(s) via live video interview. Your hiring managers get to interact with qualified candidates on campuses across the country without ever leaving their own workspace.
Now that you’ve found a way to accelerate the candidate-hiring manager connection, evaluate the rest of your college grad hiring process. The average time from interview to offer with campus recruiting is 23.6 days. How does your cycle compare? If your hiring managers are the bottleneck, help them understand that their commitment to move faster is vital to meeting your company’s Class of 2019 hiring goals. The advanced interviewing platform you used to facilitate that front-end connection can also be used to speed along any follow-up interviews needed and to communicate with candidates to keep them engaged while job offer decisions are being made. And, that same technology can be used to engage, interview and hire better college interns faster, too.
How to Hire 1,200 College Grads Each Year
If you’d like to see how Ferguson, a top-rated wholesaler and building supplies distributor went next-level with its campus recruiting, read this short case study. Jennifer Lassiter, Operations Manager for Talent Management, replaced Ferguson’s on-campus interviews with video interviewing. What’s the strategic value?
We are still going to all the same campuses. This wasn’t about cutting our travel costs, but about efficiency and what recruiters can do best with the time they have. This allows them to spend more time on each campus promoting our brand, and focusing on the great candidates. Not all candidates, the great ones.
– Jennifer Lassiter, Operations Manager for Talent Management, Ferguson
Want to learn even more about how video interviewing can transform your hiring process? Check out our Ferguson case study and see how replacing traditional campus interviews with video interviewing helped Ferguson enhance their brand.