The New Strategy to Successful Campus Recruitment

There are millions of students graduating from college every year. Some fresh graduates would pursue higher education, while some others are eager to join the workforce as soon as possible. This boosts the chance for HR team to get highly-educated millennials to join them. In other words, every year the HR team can always hold campus recruitment in order to select, hire, and bring the best candidates they are looking for.

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The problem here is the fact that college students are not the same from time-to-time. In the past, your campus recruitment strategy was probably proven to successfully grab the attention of millions of applicants. But your old method might not work for recent graduates. Technology is changing dramatically in today’s fast-paced digital world, so is fresh graduate’s interest. That being said, recruiters need to change the old curriculum of the recruitment strategy to the new one.

What is the new strategy?

There are four things you should consider in your new strategy. Here they are.

1. Think about your recruitment goal

First thing first, you need to know your goals. The goals will determine the rest of the calculation of the strategy. When deciding your college recruitment goals, you need to think of the following measurements.

• The budget – how much you are willing to spend for the one-time recruitment, including for the tools, brochures, etc. 
• The target candidate – how many graduates you would want to hire during the recruitment process in the university, what kind of skills and qualifications they should have.
• Vacant job position in your industry – it should also determine the second point. For example, how many tech candidates you wish to reach.
• Travel expenses – think about the transportation cost whether the recruiter should travel a lot or only once. This also includes office locations you are recruiting for and the university you are targeting.

2. Solid Team

Next, build a solid team of your recruitment strategy to generate better results. A solid and undivided team should have a recruiter who is responsible to communicate your employer brand to the potential candidates. Generally, the recruiter should good in their interpersonal and listening skills to guide candidates until they get hired.

There should also be an operation manager who is responsible to maximise an organisation’s ability to hire quickly, reduce costs, and ensure resources are used effectively. The last is recruitment marketer who focuses on the earliest stage of hiring, including attracting candidates to an organisation and publicising employer brand, communicating and nurturing potential new hires. The recruitment marketer is also in charge of creating branding materials, employee testimonial videos, emails and texts marketing.

3. Selection approach

In this step, your campus recruitment strategy should cover every relationship possible to widen the talent pool. The approach includes relationship with campus career development to understand specific guidelines, timelines, and events associated with the recruitment process.

How you connect with graduates should also differ and tap every place where the graduates are. For example, the university is where you meet potential employees on their turf yet it should not be your only place to connect with students. 

Offer social media to the potential candidates to stay connected. Social media is a great recruiting tool to start, maintain, and sustain with prospective employees. In addition, you should not only focus on fresh graduates but also tap on student ambassadors, alumni, and other perfect fits within the university.

4. Optional strategy

Lastly, this method is optional to your recruitment approach, however, this could be the best attention grabber for candidates to apply to your organisation. The strategy is by optimising the use of technology such as AI, ML, or game-based recruitment.

Next read: How to Strengthen Your Digital Recruitment Strategy