Campus Recruitment Strategies For All 12 Months of The Year
An effective campus recruitment strategy doesn’t take a vacation. Here’s how to stay engaged with candidates on campus year-round.
It’s tempting to assume campus recruitment has two seasons: fall, when arrive back on campus, and spring, when they’re getting ready to graduate. The winter and summer months in between can seem like downtime, where and new grads focus their energy on getting a break from school, enjoying a vacation, or, ideally, working as your intern or new hire.
But just because it may seem like there’s a lull in ‘ schedules doesn’t mean your should screech to a halt. In fact, some of the most important campus work takes place during the months that aren’t jam-packed with fairs and events. Meeting your goals on campus means establishing a cohesive that spans all twelve months. Just as procrastinating on a school project could come back to bite you, waiting until the busy season to build your campus can mean disengaged and missed on campus.
Use these strategies to stay on top of your campus recruitment efforts year-round:
1. Touch base often
Fostering with -aged candidates is the bedrock of campus recruitment. And as Generation Z enters workforce, personal connections are becoming even more important — Gen Z job seekers claim that their with have the biggest impact on their decision to accept a job. Connect with young by engaging throughout their , seizing to build a pool early and communicate your to potential new hires.
Of course, fairs during the campus busy season present some of the best for face-to-face interactions with , and the campus is always a good place to source candidates. But what are some other creative ways to connect with during the off-season?
Stay in touch on , or send an email or text message every so often. (It’s easy to automate communication with recruitment CRM software!) Celebrate student milestones by sending a small coffee gift card at the start of winter break or during finals week. For especially promising candidates, offer to provide resume feedback or schedule a 15-minute advisory meeting on job seeker best practices.
“We recently started using the texting feature with Yello, and it’s been really great. I’ve been able to remind candidates to sign up for an interview time via text. We actually had a 90% sign-up rate this semester.” – Jennifer Landis, E. & J. Gallo Winery
2. Share compelling content
Keep engaged throughout the year by sharing content that’s highly relevant to their interests. Personalize your outreach with year-round emails and texts that are specific to your pool’s universities, majors, and goals.
Here are a few ideas for content to share throughout the year:
- Send regular hiring updates. Let candidates in your talent community know when you have open internship and entry-level positions, and provide them with the tips and tools they need to submit a successful application.
- Send newsletters that are specific to your talent pool’s majors. Show a day in the life of an engineer at your company, or send a “Top 5 Tips for Recent Business School Grads” email.
- Tap your company’s existing network of alumni who attended the campuses you’re targeting. They’re not only a great resource to bring with you to career fairs, but they’re also good subjects for compelling, relatable recruitment marketing content. Record videos, podcasts or testimonial interviews with alumni to put a personal touch on outreach to students.
- Share quotes or testimonials from other recent grads at your company about why they love your organization. Students will be happy to hear from someone they can relate to!
- Interview your internship program director on what to expect when students start working at your company.
3. Focus on specific hiring needs
Do you know the exact reason your company is on campus? Are you hoping to fill internship positions over the summer? Are you seeking young talent as you think about long-term succession planning? Are you looking for full-time ? Is your rapidly growing?
You may or may not have an answer for all of these questions right away, but it’s crucial to understand your organization’s long-term when considering campus . needs can change drastically over the course of the year, and anticipating roles that could be filled by recent graduates can help make the most of any campus recruitment operation.
4. Mind your budget
Between traveling to and organizing recruitment events, on campus can get expensive. In order to hit your goals without breaking the bank, it’s crucial that you set a budget and do everything you can to stick with it.
Think about how to incorporate cost-saving measures into your year-round . When you’re not on campus, make your virtual with online campus information sessions or video interviews. Use low-cost recruitment marketing channels like , email or text. Prioritize colleges you’ve hired from before and leverage those universities’ resources. Network with student leaders to share an informational with their club members.
While visiting campuses during busy seasons might be a vital part of your , there are several ways to nurture your throughout the year. Get creative by incorporating a few virtual strategies into your campus recruitment , and find ways to engage during all 12 months of the year.
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