The tactics for sourcing, communicating with, and employing college students and recent graduates for internships and entry-level roles are referred to as university or campus recruiting.

How To Initiate Campus Hiring

Hiring new and bright people with new-age capabilities requires an effective and scalable campus approach. 

According to Mercer-Mettl’s research, talent acquisition is a difficulty for 74 percent of firms today. In 2019, 67 percent of companies responded that hiring on campus is the greatest way to find talent. However, there are several obstacles in the campus hiring process for businesses. 

Companies face a three-part challenge; each visit to campus for a pre-placement lecture or to screen prospects necessitates coordinating leadership schedules, navigating logistics, and spending time, one campus at a time. Companies also devote effort to conducting systematic interviews and shortlisting individuals.

HR and company leaders are dealing with the difficulty of developing an effective hiring strategy. This strategy should also be fit for the long-term and sustainable in this age of severe competition for highly trained individuals.

Here are a few ways you to initiate a campus hiring program:

1. The Four Ws — WHICH Institute to Shortlist, WHEN to Approach, WHOM to Hire, and WHAT to Offer

If any of the four Ws are unclear, the start of the campus hiring season will be difficult. In such a situation, the aim of filling jobs with skilled, dependable, and dedicated personnel will be impossible to achieve.

Depending on the capabilities a talent acquisition team is looking for, they can choose which colleges to visit, when to approach the campuses, and how much money to set aside for campus recruiters.

2. Developing a Recruiting Strategy for Digital Campuses

The effectiveness of social media recruiting has been questioned by several recruiters. We believe the issue is more about the expectations recruiters have for social media platforms than whether or not social media recruiting produces favorable results. In other words, if you “ask” social media to do the right thing, it will.

60% of students who are looking for work use social media to learn more about a company’s culture.

As a result, don’t rely on social media recruiting to fill positions. Instead, think of it as a place where you can provide useful information about your principles, workplace culture, and environment.

3. Career Fairs

Job fairs are a great way to show your company’s culture to potential applicants. When managed properly, such events encourage more candidates to apply. A career fair is a golden opportunity for any company to entice more talent.

4. Recruiting Gen Z

When making broad generalizations about an entire generation of employees, be cautious. Generalizations like Gen Z being “more determined to alter the world than past generations” are exaggerated. This isn’t to say that there aren’t distinctive aspects of the world in which Gen Z has grown up that shape their experiences and recruitment.

However, when it comes to developing a recruitment strategy for them, keep the following features and trends in mind. Generally, Gen Z

• Computer savvy.
• Risk-averse.
• Is on the lookout for businesses with a strong moral compass.
• Values diversity and comes to a decision.
• Considers compensation and work/life balance to be the most important factors.

5. Creating a Career Page to Reach Out to College Students and Recent Grads

Some job sites do a far better job of catering to fresh graduates than others. Indeed and College Grad are two types that stand out. Each of those websites has simple tools that allow candidates to sort openings by “entry-level,” “junior,” “internship,” and so on.

Your construction site should follow suit. This is a simple approach to communicate to recent graduates that you’d like them to apply to your company.

6. Importance of Internships

One of the most effective recruiting tactics is internship programs. They assist you in identifying young individuals with potential and facilitating the development of a relationship with possible hires before they enter the workforce.

Internships also give you considerable time to get to know a coworker while simultaneously allowing them to get to know your organization and culture. All of these characteristics help to improve hiring and retention.

Case Study — E.D.G.E. — Samsung’s Campus Hiring Contest

The ability to convert ideas into reality is Samsung’s greatest skill. E.D.G.E. is a competition in which the best brains from top colleges work on real-time difficulties, engage with Samsung’s top executives, and come up with unique solutions to the problem at hand.

The campus program can give your career a jump start. Participants will have the opportunity to win cash prizes, Samsung swag, and engage with some of the industry’s brightest minds.

E.D.G.E is composed of three rounds. The first round is all about ideation, in which the members of the team get together and create an executive case summary. Following the review, one team per school is chosen as a finalist. 

At the Regional Round, the best teams work on the case study. After this, they submit and present their detailed solutions. In the National Round, the best teams will compete.

Conclusion

When done correctly, campus recruiting may help organizations attract promising young talent. You may ensure that your business is one that young talent flocks to by combining tried and true recruitment strategies with more modern technical tools.