Campus Recruiting with a Lean Team: A Q&A with Stephanie Scott
Stephanie Scott will join us as a panelist at Yello’s 11th Annual STRIVE Conference. We caught up with her to learn more about West Monroe’s early talent recruiting strategy, get a sneak peak of how she and her team are partnering with university career centers, and more.
Every year, 300+ recruiters join Yello at STRIVE, Yello’s annual early talent recruitment conference. Over two days, talent acquisition leaders share insights into talent strategy, technology and industry trends. It’s an opportunity to learn from today’s top minds in recruiting, share ideas with peers, and get a first peek at what’s next in HR technology.
This year, West Monroe’s Stephanie Scott will join Yello as a panelist to share learnings from her years of campus recruitment experience. We caught up with her to get a sneak peak at her presentation and learn more about how she and her team are innovating in the early talent recruitment space.
Join us at STRIVE to hear from Stephanie and other talent acquisition thought leaders.
Tell us a bit about West Monroe.
West Monroe is a national consulting firm that was born in technology but built for business—partnering with companies in transformative industries to deliver real, measurable results. Technology is who we are, it is not something we bolted on overnight, and we believe it is one of the greatest enablers of business value. That’s why we work in diverse, multidisciplinary teams that blend industry expertise with deep operational and technology capabilities to create quantifiable, financial value for our clients. Our 1,400 employees also own 100% of our business, so when you partner with us you know we are committed—because your success is our success.
How did you get started in early talent recruitment? What interests you most about it?
When I joined West Monroe in 2008, I was hired to focus on office operations, but also got the chance to support our talent acquisition team. I quickly fell in love with all things recruiting, but especially enjoyed the enthusiasm that comes from working with college students. There is nothing more fulfilling than giving someone their first job out of college. I also like how college recruitment is always evolving— it keeps me and my team on our toes and gives us the freedom to be very creative with our approach on campus every year.
In the past year, what professional accomplishment are you most proud of?
I’m incredibly proud of my team and what we’ve been able to accomplish. In the past year, we’ve hired over 250 people into our campus programs but on top of our day job, we’ve run a very successful internship program, grew our early-identification program, expanded on our graduate internship program, and implemented several new tools in Yello. It’s been a busy year!
What is a professional goal you STRIVE to achieve?
I am always striving to make our team more efficient with our processes and technologies. I want to be able to leverage technology to take away the administrative burden of campus recruiting so that my team and I can focus on building stronger relationships with our candidates and universities.
What’s the most innovative thing your recruiting team has done this year?
This past summer we implemented our first Intern Summer Conference. This was an idea that started with feedback from our previous summer interns around bringing all the interns together during the middle of their internship. We flew in our interns from all our offices to Chicago for a two-day experience where they shared spotlights of their project work, conducted an internal consulting project, and socialized with their class. It was a big hit!
What do you see as the biggest challenge facing early talent recruiting teams?
I believe the biggest challenge my team faces today is building a unique candidate experience for our campus talent. Unfortunately, most college recruiting teams are lean but are recruiting large classes for their internship and new hire programs. This makes it difficult for campus recruiters to build rapport with all of their candidates. Our team has focused on leveraging our alumni and recent campus hires to help connect with candidates which has helped bridge the gap.
In your opinion, how has early talent recruitment changed over the past 5-10 years?
It’s becoming more important to companies, and is a big part of their growth strategies. The war for talent is at all levels, and campus recruiting has become incredibly competitive over the past decade. This has led employers to start the recruitment process earlier, and target students who are just entering their freshman year of college and sometimes even high school.
Describe what it’s like to partner with Yello.
Yello has been an amazing partner to work with! They’ve helped us implement new tools, but also work with us to build the best processes for leveraging our tools. Our Yello representatives are always patient, helpful, and creative. They understand our business, and are dedicated to helping us have the best campus program possible!
Join us at STRIVE to hear from Stephanie and other talent acquisition thought leaders.Register now
Join over 7,000 professionals who receive bi-weekly recruiting tips.
How To Leverage Your Learning and Development Strategy for Recruitment
When it comes to modern high-volume recruiting, leading brands are expanding their list of tactics — from social media recruiting […]Campus Recruitment
Why Your Company Should Be Asking for Feedback About Your Hiring Process
When was the last time you took a good, hard look at your hiring process? If it’s been more than […]Campus Recruitment