They’re not exactly pots of Play-Doh, but recruit a college graduate and you’ll have your hands on a versatile candidate who can evolve into your ideal employee.
College hiring can help your company make more cost-effective hires while spurring up your team to action. Graduates bring to the table a new perspective on business trends and goals, and the determination to learn, improve, and drive your company to success.
Remember your first boss? Whether it be in a good or bad way, before you set foot on campus, check out these strategies for cultivating a healthy relationship between you, local colleges, and the work industry’s next generation of hires.
Build the most memorable campus relationships by starting early.
Scouting for top talent at universities requires a nurturing process that starts at the beginning of a semester. Make an early impression on students and you can ensure that you won’t be forgotten amid the stress and scramble of midterms, finals, and graduation season. Drop by campus to connect with students during the first week of classes and let them know about the opportunities you have available for them to increase their motivation and to drive their interest in your company. Take advantage of the beginning of a semester when students are more aware and undistracted, and uphold frequent, but not overwhelming, communication with them to sustain their attention.
Be selective of the schools and students you choose to target.
When deciding which colleges to target, it’s customary to start with universities and their lists of “specialty” majors — schools' top-performing courses of studies which are often based on longtime, deep-rooted reputations. While this method provides a good starting point, don’t leave out other qualified candidates who are living in other majors. Narrow down your list of desired universities to generate a list of desired, qualified candidates. This can also help you filter out talent pools that are already over-saturated with different recruiters vying for the same candidates.
Is “quality over quantity” ever not true? A high number of applicants and interviews can indicate issues with screening candidates’ qualifications for an opportunity. Similarly, if you’re extending a high number of offers, but aren’t receiving a proportionate amount of acceptance, you may need to reevaluate what’s turning off prospective hires. Are your “competitive” benefits and perks not so competitive? How quickly are recruiters responding to candidates’ questions and concerns? Be sure to follow through with engaging a candidate past the initial touch point.
Merge your message with the university’s publications and events.
Get your message out there! Change up your recruiting methods with the overarching goal of staying at the top of the list when students start thinking about applying for career opportunities. Place ads in the college newspaper, host a booth at on-campus job fairs, include a post in the monthly e-newsletter, sync up with the student employment office to list your open positions, get coverage in a university news article discussing the success of an alum, or take it back a little old school and print out flyers to post on the student bulletin board. Increase your engagement to increase their interest.
Survey students to find out what they like and don’t like.
Learn how to better tailor your outreach initiatives by speaking with students to find out which parts of your recruiting strategy are effective and not effective. Ask why students chose to respond to your message or offer. Moreover, find out why students declined. Not only will you find out how to adjust your approach for recruiting college students, but you’ll also instill the notion that your company cares about its practices, reputation, and brand messaging. College students tend to be boldly candid with their feedback, helping you figure out the best approach.
Don’t just stop there. Alumni groups and events are also optimal venues for meeting your next hire. With a well-tailored college recruiting approach, building a great team from the most recent batch of talent to hit the market will help sustain your team for the long run.