The variety of moving parts throughout your organization’s campus recruiting strategy can be one of the most difficult to manage. From engagement to interviews to offers to onboarding, campus recruiting presents an assortment of challenges for any team. While traditional recruitment technology can be utilized to solve some of the challenges campus recruiters face, it’s impossible for an ATS and a career site to be the solution to all the responsibilities throughout campus recruitment.What does the perfect campus #recruiting solution look like for your team? Find out in this guide from @WCN_eRec:Tweet This!
This guide runs through the most common challenges recruiters face on campus, and the solutions needed to solve these challenges. The features to consider most when searching for the right system to meet all of your organization’s needs is also examined.
Campus Recruitment’s Biggest Challenges
The burdens your team faces everyday…
- Keeping candidates engaged
- Identifying key universities/colleges
- Competing with larger, more established companies on campus
- Managing event schedules
- Sorting through hundreds of resumes after each event to find the right hires
- High administrative costs managing multiple platforms for communication
- Improving diversity recruits
- Tracking event metrics
- Organizing and scheduling multiple interviews
84% of employers understand that college hiring is important. Yet almost all agree that it’s really hard to attract good college talent. How can you make it easier for your recruitment team to find the right talent faster?
Start with an Audit
The problems listed above can be remedied with the right campus recruitment solution. To find the right solution, it’s important to first audit your current campus recruiting strategy. Do you have these tactics in place?
- Key Universities/Colleges are identified
- Ideal candidate characteristics are identified
- Competencies for campus new hires are identified
- Co-op and internship programs are in place
- Campus recruiting relations timeline is developed and implemented
- Philanthropy programs and research is aligned with targeted recruiting schools which include diversity & inclusion
TIP: If you find yourself saying no to a significant amount of these tactics, break down each by priority levels and initiate in stages as to not overwhelm your recruitment department.
Investing in a solution to help plan campus recruitment efforts is the first step to solving the issues listed above. Some systems may focus more on event organization, and others may focus on managing multiple interviews, offers and resumes. The most important thing to remember when evaluating each is to ensure the solution meets the needs most important to your recruitment team, ideally in one unified system.
Key features to be on the lookout for:
Tools to Alleviate Administrative Burden
On average, recruiters are spending almost 2 hours each day on administrative tasks. This can include updating multiple spreadsheets or calendars and emailing multiple stakeholders about updates. Take away this burden and streamline tasks by using a system that unifies communication throughout the whole department and with candidates. Recruiters will then be able to complete these tasks with one update instead twelve.
DO THIS: What is taking up the most time in your recruiters’ days? Emailing? Scheduling? Updating calendar after calendar or spreadsheet after spreadsheet? Get with your team to answer what tasks are taking up the most time and look for a solution with intelligent automation and tools to streamline administrative tasks and unify communication.
Ability to Streamline the Screening Process
Did you know recruiters can receive about 250 applications per job opening? In the four to five hours at a career fair, they can also meet with dozens of candidates and receive contact information for all of them. The hard part is then taking those applications from the events and finding the right talent before the competition scoops them up. Finding a solution to address this issue can be the difference between getting a “yes” after extending an offer to a candidate, or getting a “no” because the competition got to them first. According to research WCN conducted with Universum, “competition is tougher than you might imagine – Across almost one million campus applications reviewed, an average of 50-90,000 students apply for programs. Of those applying, only approximately 2% make the offers stage, whereas an average of 70% of candidates find themselves screened out from the start. A further 17% end up dropping out, declining or reneging because the process is taking too long to get to offer stage”
DO THIS: While there are applicant tracking systems that can help solve this problem, it’s beneficial to look for an intelligent ATS that uses algorithms, predictive scoring and smart filtering tools to help zero in on candidates and accelerate the screening process.
Part II will continue to highlight the key features you should look for when it comes to selecting a campus recruiting solution and a few bonus features your team could benefit from. Stay tuned!
Can’t wait? Download the Buyer’s Guide: Campus Recruiting Solution to investigate what features you need to solve your team’s biggest issues during campus recruiting season and beyond.