Are you looking for tips on how to design a Campus Recruitment Program?
Below are 15 easy steps to design an attractive and effective Campus Recruitment Program. These steps will help you leave college campuses with accepted copies of the appointment letters of desired candidates.
The steps in designing a campus recruiting program can be grouped into three main sets of activities (process). There are activities during:
Pre-recruitment process
recruitment process
Post-recruitment process
Let me share with you the set of key activities during each of these grouped processes to help you understand it better:
Pre-recruitment process: A high degree of preparation is required to ground an effective recruiting program on campus, and good preparation guarantees excellent results.
1. Request the heads of the company to share the number of people required from the campuses as part of the Management/Graduate Training Program. It is helpful to get the post locations listed along with the number of labor to be hired. If the amount of labor to be hired is consolidated at the function/department level, it is recommended to obtain the details of which team/sub-function the labor is required. This brings more objectivity during recruitment and increases the accuracy of recruitment.
2. Identify the roles that are suitable for management trainees/graduates in terms of skills and competencies. It is important to note that most of these potential hires will be at the beginning of the learning curve of their career path. Therefore, it is imperative to take appropriate steps before they are given the set of responsibilities/goals in the organization. Remember, the Campus Recruitment Program is about hiring the best people and helping recruits succeed in their jobs.
3. Identify internal champions within the organization who can manage this group of young recruits and familiarize them with the organization. These champions also act as internal sponsors of the campus recruiting program and ensure that the program is well managed and successful.
4. Have a designated person to interface with universities/campuses well in advance to build relationships with key people, e.g. internship coordinators, teachers, key influencers. Also design a campus engagement program with target campuses/universities for higher recovery rate and engagement during the placement process.
5. It is imperative to define the Employee Value Proposition of the organization that works best in the faculties/campuses. What is the unique proposition that the organization offers? Is it the role, the compensation, the career growth opportunities, the apprenticeship opportunities, the overseas assignments or is it a bouquet of attractive propositions? The more precise the definition of the value proposition, the better it will be at attracting and recruiting the desired candidates.
Recruitment process:
1. The selection process begins with the campus calendar. There could be multiple colleges/campuses whose dates could be on the same day, therefore it is imperative to have a pre-tagged pool of interviewers at different locations, set travel times, and logistics in place. Remember, most of the interviewers take this task as a call beyond their usual duty, therefore a smooth experience for them is the responsibility of the hiring managers.
2. It is preferable to have the information before the internship day about the other companies that visit the campus the same day as yours. It helps to get a feel for the competition and the interview and other related processes can be modified to make them more attractive and compelling in the competitive environment. It also helps fine-tune the recruiting pitch that day to attract the desired profile of candidates.
3. If the pre-placement talks are scheduled for the same day, it is essential that a former student of the institute accompany the group of interviewers to share experiences as an ambassador for the organization
4. The interview process itself leaves a lasting impression and is often a factor of consideration among students. The team should wisely use discretion in choosing the interview pattern, stages, rounds, etc. If a group discussion is held, the forms, methods, topics, etc. used are very important factors. Also, it is important to have meritocratic candidate pre-selection/rejection process.
5. It is important to ensure the closure of the Candidate Selection process on the campus itself. Offers must be extended to selected candidates on the spot. If pre-printed appointment letters can be handed out to candidates, it’s worth the effort. Getting candidates to accept the offer/appointment letter restricts them from showing up for another interview and, in more ways than one, ensures that they have made their final decision and are likely to join the project.
Post-recruitment process:
1. Many organizations face the challenge of candidates abandoning offers even after accepting them during the Campus Recruitment program. Since there is a time lag between the offers made on campus and their potential start date, many of these candidates seek other opportunities and often do not show up on the agreed start date. Ongoing efforts must be made to ensure that offered candidates do not drop out and this can be accomplished through a “structured hiring engagement program” to keep offered candidates engaged with the organization.
2. It is worth the effort to keep candidates engaged with the organization during the period of the position offer by regularly updating them with company news, proactive newsletters, a SPOC (Single Point of Contact) must be identified who can continue to interact with candidates and keep them interested in your choice of employer
3. Closer to the onboarding date, a proactive communication kit about logistics and other details should be sent to candidates. It is a wonderful way to communicate with them with the desired information and not wait for inquiries to flow in the mailbox. Create a winning impression about organizations preparing to welcome new members.
4. Adequate preparation must take place to give campus/college recruits a pleasant first-day experience in the organization in the form of a strong onboarding experience.
5. An excellent graduate/management training program architecture is mandatory to reap the benefits of an attractive campus recruiting program.
These are some basic and easy steps that a Human Resources Manager can follow to design a Campus Recruitment Program.
