As campus recruiting campaigns wind down, it’s time to examine results against goal. If your team’s been making the rounds, you already know recruiting competition on campus is tougher than ever. In fact, a recent Forbes article points to the Bureau of Labor Statistics’ latest unemployment rate for college grads of 2.5%, a figure that contradicts media stories of widespread under- or unemployment for those with a college degree. And, new employees sourced from colleges and universities remain gold: Nearly 70% of campus hires stay with their employer for five years, according to the National Association of Colleges and Employers (NACE).
How did your recruiting team do this year? Did they make goals with ease or was it a struggle? If you’re already looking for ways to improve, consider your campus partnerships. Whether it’s partnering with the right university, professors, programs or students, strong relationships can help your team be more effective in landing top campus talent for your organization.
Boost Campus Engagement
While soon-to-be graduates are the end-goal, there are many others on campus who can help further your team’s effort. Build relationships to boost your engagement with these groups, too:
Career Center Staff: You may already be in touch with the career center staff as the gatekeepers at key universities. They’re a great resource for navigating their organization’s standard recruiting process, but has your team talked with them about ways to engage with students further? Or, made them fully aware of the opportunities you offer and the types of students you’d like to recruit? A deeper partnership with this staff could lead to high level messaging and brand opportunities. Your team could also start discussions about potential sponsorship of a campus program – an investment that could become a rich source of candidates with niche or in-demand skills.
Professors and Teaching Staff: This group is often the closest to the students on campus. They know who the proven stars are as well as who has a ton of hidden potential. Build relationships with professors and teaching staff to tap into their knowledge about which students to actively pursue. They can also suggest students who may be interested and well-suited for internships.
Younger Students: These students may not be looking seriously yet at potential employers, but you can still engage with them by holding on-campus activities and offering mock interviews. Some organizations even organize opportunities for students at one or two of their priority schools to volunteer in the local community. These types of efforts build your brand message with a highly brand-savvy audience. Your team increases the talent pipeline, and can take advantage of student buzz about your brand which may very well reach and influence students who are closer to graduation.
Building these relationships can help keep your organization top-of-mind on campus even though your team is on site for a short amount of time.
HCM Technology Partners
Talk with your HCM technology partner too about your campus recruiting objectives to ensure you’re getting the most you can from the platform. That’s how Ferguson Enterprises was able to make a significant change in its campus recruiting strategy. Ferguson tested on-demand video interviews as an alternative to phone interviews with students, and eventually, changed its campus recruiting process.
As Jennifer Lassiter, Operations Manager for Talent Management, Ferguson Enterprises explains, “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.”
Hear more about Ferguson’s campus recruiting strategy directly from Jennifer Lassiter. Or, download the case study to read about Ferguson’s measurable increase in campus recruiting efficiency and results.