Best Practices for Recruiting Top Employees Via Campus Recruitment

Recruitment Made Easy


Best Practices for Engaging and Recruiting Top Notch Employees Via Campus Recruitment.

Campus Placement. Redefined!

Campus recruitment practices and processes have been mostly stagnant for many years. But now the economy has changed and the competition is high. In terms of campus recruitment, many other crucial factors have been changing, such as the expectations of fresh graduating talents and also how they look for a job. They have a different set of requirements and plans as compared to the old generation. It is the time for the colleges to be up to the task.

University placement leaders should first modernize their existing recruiting methods. In order to guarantee that you successfully hire the most-in-demand fresh graduates, you must add a couple of brand new bold best practices. We will discuss these practices further in this article. These bold practices will definitely re-energize your university recruiting campaigns, and make it them stand out and be noticed by both fresh graduating talents and your corporate executives.

Here are a few of the top campus recruitment practices that you shouldn’t miss out on if you are hiring fresh talent via campus recruitment:

1. Stay Up To Date With The Latest Technology

Finding a vast network of entry-level job prospects is critical for any company. And as we know there’s a big difference in the way fresh graduates are scouting for jobs today. To communicate your job offer to them, the best way is to connect with them at their level through a medium that they understand technology, online and social media platforms. The fact is that they are always up to date with latest technological changes and their profiles are available on professional social networking platforms. Your company needs to invest in the right online tools to ensure that it is found and is effectively branding itself to the young brigade.

2. Your First Impression Depends On The Pre-Placement Talk

If you want to attract the right talent, you must make sure that you have an up-to-date pre-placement talk in place. Because it is all about the first impression for your organization. You must make sure that the role of the individual joining your organization is one that makes them feel important. Here is what your pre-placement talk should cover:

  1. All about your organization – what makes you different?
  2. The opportunities and overall market trends.
  3. The type of projects your organization is working on.
  4. All about your work culture.
  5. How a fresher fits into the role you have defined for them.
  6. How could they make an impact in their role and hence be known as good performers?

3. Be Innovative To Get The Talent That Innovates

You need to make a great presence at various college campuses and explore better ways of indulging with campus groups from the top universities. One such way is hiring interns in their second last year and then, connecting and engaging effectively with them as they would ultimately act as great ambassadors for your organization.

4. Boring Job Descriptions? Spice It Up!

Most of the times, a poor job description can set wrong expectations, in turn leading to a higher attrition rate in the course of time. During campus recruitment, most candidates have the autonomy of choosing from across multiple job opportunities from companies across industries.  So, it is essential to make a well designed and well formatted job description for the prospective candidates making sure that we are not misleading them but rather presenting the roles and responsibilities associated with the open position in a clean and lucrative manner.

5. Leveraging Placement Officer Or Placement Cell

Trying to get campus recruitment in a college without getting support from college placement cell is similar to a hiring agency trying to run their business without a recruiter. Here, what you can do is improve strong communication with placement corporates. Placement Cell is the must and if you are really serious about campus hiring, as they are the most important aspect to make campus hiring successfully.

6. Filter Candidates Using Pre Assessments

During a campus recruiting drive, it is really important to filter candidates considering a large number of candidates that appear for the process. Fresh college graduates hardly have any work experience and hence, it is very difficult to filter these candidates just on the basis of their resumes. So, the probability is that you may miss out on a high potential candidate here. Preliminary pre-assessments tests are hence a better way to assess candidates and also filter the best available talent from the overall pool of candidates. This will thus ensure that those who do not possess the necessary core skill sets that you require are not eligible for the next round of selection. Managing campus recruitment online is also an innovative approach that reduces costs and is gaining considerable ground across different organizations

7. How Online Assessment Tools Can Be a Real Game Changer

With online assessment tools in place, most campus recruiters can now save a lot of time, money and resources. These tools ensure that the entire initial process of filtering will is conducted in a systematic, scientific way ensuring that the candidates with an appropriate set of skills and competencies fit to join your organization are selected for the final round of interviews. Technological platforms can help organizations to hire the most suitable entry-level talent by using customized assessments to benchmark fresher hiring. This is a break away from the traditional methods as it delivers incredibly accurate results.

8. Final Decisions With One To One Interviews

During a campus placement drive, while you are taking continuous interviews, you may be prone to some element of prejudice, that can cause you to lose out on potentially good candidates. Some of the ways in which you could avoid prejudice can be:

(1) Conduct more than one interview for each candidate and ensure that you do not reject someone who could end up being a potential performer for your organization.

(2) Make sure that you do not repeat interview questions as they would be discussed by the candidates. 

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