TalentEgg 2013 On-Campus Recruiting Report

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TalentEgg’s new On-Campus Recruiting Report features survey results from top Canadian post-secondary students and recent graduates about their on-campus recruitment habits and preferences. We asked …

TalentEgg’s new On-Campus Recruiting Report features survey results from top Canadian post-secondary students and recent graduates about their on-campus recruitment habits and preferences. We asked students and recent graduates to tell us how many on-campus recruiting events they attend and why, what they’re looking for at these events, who they want to meet, what kind of swag they want to receive and more.

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  • 1. On-CampusRecruiting Report2013A survey of top Canadian post-secondarystudents and recent graduates about their on-campus recruitment habits and preferences
  • 2. Table of contentsSurvey respondentsOn-Campus Recruiting Report: 201323-5Number of on-campus recruiting events 6Reasons for not attending more events 7-10Preferred events to attend 11-12Preferred employer representatives 13-16Content of on-campus recruiting events 17-18Preferred “swag” 19-20Additional student feedback 21-23Resources 24About TalentEgg 25-26TalentEgg.ca is Canada’s most popular job board andonline career resource for students and recent graduates
  • 3. Business/Commerce (61%)Arts/Humanities (18%)Tech/Eng. (4%)Science/Math (9%)MBA (3%)Fine Art/Design (2%) Did not specify (4%)Includes undergraduate accounting, marketing, finance, commerce, business administration, management, etc.Survey respondents: ProgramNearly two thirds (61%) of the survey respondents wereundergraduate business/commerce students or recent graduates,and an additional 3% were MBA students.On-Campus Recruiting Report: 20133
  • 4. Nearly three quarters (73%) of the survey respondents were currentstudents, with the majority of the students saying they were currentlyin second, third, fourth or fifth year.A little more than one quarter (27%) of respondents said they wererecent graduates.Firstyear6%Second year20%Third year20%Fourth year25%Fifth year ormore2%Graduate27% First yearSecond yearThird yearFourth yearFifth year or moreGraduateSurvey respondents: Year of studiesRecommendations:Engaged Leaders and High Potentials can be found in every year –don’t limit your on-campus or online campus recruiting activities onlyto graduating students.4On-Campus Recruiting Report: 2013
  • 5. Universities (A-Z)Acadia UniversityBrock UniversityCape Breton UniversityCarleton UniversityMcGill UniversityMcMaster UniversityNipissing UniversityQueens UniversityRyerson UniversitySimon Fraser UniversityThompson Rivers UniversityUniversity of AlbertaUniversity of British ColumbiaUniversity of CalgaryUniversity of GuelphUniversity of Guelph-HumberUniversity of ManitobaUniversity of TorontoUniversity of Toronto MississaugaNote: 6.3% of respondents did not specify a post-secondary institutionUniversity of VictoriaUniversity of WaterlooUniversity of WindsorUniversity of WinnipegUOITWestern UniversityWilfrid Laurier UniversityYork UniversityColleges (A-Z)Centennial CollegeGeorge Brown CollegeHumber CollegeSeneca CollegeSheridan CollegeSt. Lawrence CollegeAcademy of DesignSurvey respondents: Schools5On-Campus Recruiting Report: 2013
  • 6. 13%30%33%12%12%01 to 23 to 56 to 910+Number of on-campus recruitingevents attended in the last yearThe majority of respondents (63%) said they had attended 1 to 5 on-campus recruiting events (e.g., career fairs, employer info sessions,networking events, etc.) in the last year.Meanwhile, 13% indicated they had attended zero events, 12%attending 6 to 9 events, and 12% attending 10+ events in the lastyear.How many on-campus recruiting eventshave students attended in the last year?6On-Campus Recruiting Report: 2013
  • 7. On its own, the number of on-campus recruiting events that studentsattended doesn’t mean much. There are, in fact, many differentreasons why students are only able to attend a small number ofevents each year:Why didn’t students attend more events?Didn’t know they were taking place“I wasnt aware of any recruiting events”Third year marketing student, Humber College“I did not know there were sessions being held”Second year BComm student, University of British Columbia“They werent especially well advertised so I didnt know about mostof them until the last minute”Fourth year arts and science student, Queen’s University“I didnt know some of them were happening”Third year economics student, University of WaterlooRecommendations:Promote your upcoming events through as many channels aspossible well in advance and leading up to the date of the event:• Campus career website• Facebook page, Twitter account, LinkedIn group• TalentEgg campaign (events page, profile, social networks)• Campus career centres• Professors and faculty• Influential students7On-Campus Recruiting Report: 2013
  • 8. Why didn’t students attend more events?Not enough time“I did not have time and sometimes the scheduling did not work forme”Third year marketing student, Ryerson University“Im always in class or working, not enough variety of times”Third year eBusiness marketing student, Humber College“A lot of them conflicted with my classes.”Fourth year management student, University of Toronto Mississauga“There were more, but I was busy at the time they were being held”First year accounting and financial management student, University of WaterlooRecommendations:Implement online strategies for engaging and interacting withstudents during key recruitment periods that are more flexible andwhich students can access again later if they’re not able to attend thelive event.• Twitter chats (e.g., #TEretail)• Office Hours live chats• Webinars• YouTube videos of on-campus presentations• FAQ page on campus career website“Time constraints/schedule conflicts”Fourth year commerce student, McMaster University“Conflicting schedules with school and extra-curriculars”Second year BComm student, University of British Columbia8On-Campus Recruiting Report: 2013
  • 9. Why didn’t students attend more events?Lack of interest“I did not find any of the employers attending the events appealing”Fourth year business management student, Ryerson University“There wasnt enough variety of employers attending”First year business administration student, University of Winnipeg“They all seem very sketchy - they try to SELL too much and italways seems like a scheme”Media studies graduate, University of Guelph-HumberRecommendations:Think outside the boxIn this case, the “box” is the traditional career fair or informationsession. The 2013 TalentEgg National Campus RecruitmentExcellence Awards’ student judges voted for on-campus campaignsthat were highly engaging, exciting and interactive.Let them learn about you throughout the yearHow do you reach students with and spark interest in your employerbrand outside of the traditional campus recruitment schedule?Build your employer brand by partnering with trusted third-partyorganizations that students already engage with.“Thought it would be easier to find a job”Third year interior design student, Ryerson University“They tend to become redundant and very time consuming”Fourth year BComm student, University of British Columbia9On-Campus Recruiting Report: 2013
  • 10. “Not too many were geared to my program which was frustrating -many were for the more popular engineering streams and thenrecruiters who did come did not have a great attitude when Id say Imin computer engineering”Computer engineering graduate, Queen’s UniversityWhy didn’t students attend more events?Not relevant to them or they felt excluded“A lot of info sessions at Western are limited to Ivey students”Media, information and technoculture graduate, Western University“There were not as many recruiting sessions for co-op/summerstudents as new hires”Fourth year communications student, Wilfrid Laurier University“Most career recruiting events target students enrolled in specificmajors and mine isnt one of them”Third year humanities and social science student, University of TorontoRecommendations:Don’t let students develop a negative association with yourorganization because you’re not hiring candidates with their major.Make it known on your campus career website, TalentEgg profile,etc., which students you hire – and don’t hire – for certain roles roles.If students from all academic backgrounds are allowed to attend,shout it from the rooftops! Students from non-business backgroundsare used to being excluded, so they will flock to organizations thatare open-minded and interested in engaging with candidates fromdiverse academic backgrounds.10On-Campus Recruiting Report: 2013
  • 11. Preferred type of on-campus recruiting eventMore than two thirds (68%) of respondents indicated that they preferto attend employer information sessions, followed by one-on-onemeetings at 45%.Many students indicated that career fairs were also valuable, but onlyas a method of meeting many employers at once, given their busyschedules.Which types of on-campus recruitingevents do students prefer to attend?68%45%30% 32%29%5%11On-Campus Recruiting Report: 2013
  • 12. Other responses:“Conferences”Second year Schulich business admin student, York University“Something more practical--information about companies can easilybe found on the internet”Fourth year BComm student, University of British Columbia“Presentation with lunch”First year medicine student, University of Manitoba“Networking events like workshops, etc”Third year eBusiness marketing student, Humber College“Resume writing tips”Fourth year health sciences student, McMaster University“Visit offices”Bachelor of Commerce graduate (university unspecified)“Companies should select a few students and have them visit theiroffice before the selection process commences”Second year MBA student, Schulich School of Business, York UniversityWhich types of on-campus recruitingevents do students prefer to attend?12On-Campus Recruiting Report: 2013
  • 13. Preferred employer representative to meet withCampus recruiters topped the list, with 66% of respondents indicatingthey’d like to meet you! However, managers/supervisors (61%),current interns/co-op students/entry level employees (62%) andemployees who started at entry level and progressed (60%) weren’tfar behind.Fewer than one third of students said they’d prefer to meet senioremployees (26%) or executives (31%).Which employer representatives dostudents want to meet on-campus?66%61% 62% 60%26%31%13On-Campus Recruiting Report: 2013
  • 14. “Students appreciate personal stories - not only of success but alsofailure and overcoming challenges. We also know everyone isnt agood fit for a certain position/company, but company research canonly tell us so much. As such, its vital that the reps who attend fairs,info sessions, etc - no matter what their position - are eager to talkand share with students, and are a good representation of yourbrand. As much as recruiters are evaluating us, keep in mind we arealso evaluating them!”Schulich School of Business graduate, York University“Having more than one employee who is currently a student is betterbecause you get more diverse opinions.”Fourth year commerce student, McMaster University“There must be a sufficent ratio of recruiters to students to avoid longlines to speak to recruiters. This will further diminish students feelingdiscouraged.”Schulich School of Business graduate, York University“Its always nice to have employees of all levels (first year associates,managers, partners) to talk about their career path and insights toprospective employees.”Third year BComm student, University of British ColumbiaWhich employer representatives dostudents want to meet on-campus?14On-Campus Recruiting Report: 2013
  • 15. “Its always an added bonus when there are many recruiters/peopleto talk to following the event. If recruiters are limited, students leavewithout asking questions that may lead them to applying.”Fourth year communications student, Wilfrid Laurier University“I loved meeting with officials from the companies to learn about theopportunities to grow as an engineer”Electrical engineering graduate, University of Windsor“Employers should make an effort when they come to career fairs. Somany times, you could tell the people were disorganized or didntwant to be there and it made me not want to work for that company.They have to impress us just as much as we have to impress them.”Third year eBusiness marketing student, Humber College“I remember going to one hosted by [company] in Sheridan College.It consisted of a full-time employee and a student who recentlycompleted their co-op work term at [the company]. It was amazing tohear both perspectives, learn about their career paths, and askquestions regarding the company and for advice.”Business marketing graduate, Sheridan College“Recruiters are great to meet because they are the people who candirectly get you an interview”Second year BComm student, University of British ColumbiaWhich employer representatives dostudents want to meet on-campus?15On-Campus Recruiting Report: 2013
  • 16. Recommendations:Leverage alumniThere are likely a number of people at your organization whograduated from your target schools – seek them out and ask them tojoin you for on-campus visits.Alumni tend to be more passionate about helping students from theirown school and current students relate to them better than non-alumni.Prepare your representatives ahead of timeEquip anyone who is accompanying you and your team on-campuswith adequate information to answer students’ basic questions aboutwhich jobs your organization hires for, how the application and hiringprocess works, etc.The staff representing your organization on-campus should beprepared to provide real information – not just tell students to visityour website.Continue the conversation onlineNot having enough representatives from your organization can causefrustration, but one solution is to encourage students to connect withyou online so you can continue engaging beyond that one on-campus event.Direct students to your Twitter account, LinkedIn group or upcomingonline event (e.g., Twitter chat or Office Hours live chat on TalentEgg)for additional opportunities to ask questions.Which employer representatives dostudents want to meet on-campus?16On-Campus Recruiting Report: 2013
  • 17. Information students want to learn fromemployers at on-campus recruiting eventsStudents can learn about the rest online – what they’re interested inlearning from you at on-campus recruiting events is information aboutcareer opportunities specifically for students/grads (71%).Career paths was selected as a distant second, with about half ofrespondents (48%) indicating that’s what they want to learn fromemployers on-campus.What do students want to learn?40%71%43%48%35%45%41%2%5%17On-Campus Recruiting Report: 2013
  • 18. “It is very easy to attain information about companies, history, goodthings theyve done, job descriptions, and such other information onthe internet. Employers giving realistic view of competitiveness, howmany students they hire, how to differentiate yourself, and what theskills and experiences are required to be a successful candidatewould be helpful.”Fourth year BComm student, University of British Columbia“Corporate culture, existence (/lack thereof) of clubs, committees,external events - ex: Social Committee, volunteering, activities, etc”Schulich School of Business graduate, York University“Best procedure to apply, corp culture, getting mentors once yourehired”Third year eBusiness marketing student, Humber College“If a manager attends, what he/she is specifically looking for.”Schulich School of Business graduate, York UniversityWhat do students want to learn?18On-Campus Recruiting Report: 2013Recommendations:Eliminate low-value information from your on-campus presentations,focusing instead on content that cannot be easily accessed on yourcampus career website, TalentEgg profile, etc.Students can research what your company does anytime, so get tothe heart of what they’re looking for at these events: specific careeropportunities that are applicable to them, career paths availablewithin your organization, how you’ll develop them as youngprofessionals, etc.
  • 19. Preferred swag to receive from employersAccording to the survey, the most valuable thing you can give tostudents at on-campus recruiting events is information: informationalbrochures topped the list with 54% of students saying they’d like toreceive them.The least popular item was candy/mints, with only 12% ofrespondents choosing that option. Some of the “other” responsesincluded reusable water bottles, coffee mugs and sticky notes.What kind of “swag” do students want?54%16%24%44%12%37%28%5%3%19On-Campus Recruiting Report: 2013
  • 20. Recommendations:Distribute swag that does double dutyDon’t settle for an item with just a logo on it – the swag you hand outon-campus should do double duty and actually help students learnmore about you.In addition to your logo, incorporate the URL to your campus careerwebsite.Put info about your organization on USB keysLoad a digital version of your campus recruitment brochure or othercampus materials (e.g., links to your social networking profiles,frequently asked questions, employee testimonials, etc.) on to theUSB keys before you distribute them so that when students go to usethem, they’ll have another opportunity to interact with your employerbrand.Tip: USB keys are cheap and plentiful. Don’t distribute USB keyswith storage less than 1GB otherwise students will probably justthrow them in the trash.Encourage students to share photos of them with your swagYour swag can be a great tool to encourage social sharing of youremployer brand.Encourage students to pose for pictures while at your booth or, lateron, ask them to post pictures of themselves with their new swag onTwitter.What kind of “swag” do students want?20On-Campus Recruiting Report: 2013
  • 21. “Case competitions are a great way to not only put your knowledge tothe test but network!!”Accounting graduate, University of Windsor“Provide more internship and volunteer opportunities for currentstudents and graduates”Business marketing graduate, Centennial College“Events should be available at more than one time so as to be moreavailable to a greater number of students”Third year BComm student, University of British Columbia“Having more than one event for the same company would be greatfor those of us that cant attend one for any reason, it would give usmore availability to attend what we want to!”Second year BComm student, University of British Columbia“I would like to see more career opportunities shown to students wholove working in both English and French! As a French student, it istough to find people who are willing to even take a second glance atyour résumé if you are a non-native speaker, but some of us are quitefluent and well-qualified!”Fourth year BBA student, University of Toronto MississaugaOther feedback from the survey21On-Campus Recruiting Report: 2013
  • 22. “For me personally, I know that going to networking events isimportant, but I do not know enough about external conferences. Noone at my university (student clubs, career centre, etc) emphasizesgoing to external conferences; however, a lot of recruiters go toexternal conferences and even host case competitions there. Thecompanies that attend should educate students about them. Studentsare always looking for ways to meet recruiters and network for jobopportunities, and external conferences are a hidden gem.”Third year accounting student, University of Toronto Mississauga“All of the campus recruiters at the career fair I went to knew a lot ofinformation about their specific job open in my current city. But since Igo back west for the summer, I was looking for more about jobs out inBC but they never had any information for me. I feel like they shouldknow of open positions in their company for cities across Canada.”Second year international business student, Carleton University“Considering the number of companies that attend the larger scalecareer fairs, it is important that each booth looks engaging. You areessentially marketing your booth and unless your company is a verywell-known employer, then students will less likely be attracted toyour booth.”Business administration graduate, Schulich School of Business, York UniversityOther feedback from the survey22On-Campus Recruiting Report: 2013
  • 23. “I think its good to come to schools with the intent to fill actual internpositions - that you are actively looking to fill intern or entry levelpositions.I went to a [company’s] campus career fair at Humber this year and Iwas speaking to the marketing department who seemed veryinterested in me and asked for my resume. I was excited because Iassumed this meant they had summer intern positions and I would bepotentially considered for an interview.I was very confused with the job application process, as some peopleat the fair told me to keep checking the website and that you applyonline, and others told me that HR would contact me since I handedin my resume to the marketing department.After reaching out to someone I learned that there werent any internopportunities within the department I was interested in so, for me itwas like whats the point? I think as a student you go to a career fairto get valuable info about the company and jobs, but you are alsogoing to hopefully GET a job (at whatever level). So when companiescome to schools with really no current openings or intern programs,its a bit of a let down for students who are looking for real worldopportunities.The next career fair I attend Id love to see which departments arehiring and what the process is for applying. In the end, the point of acareer fair is to A) tell students why your company is a great place towork, and B) actually have open opportunities to hire.”Third year creative advertising student, Humber CollegeOther feedback from the survey23On-Campus Recruiting Report: 2013
  • 24. Campus recruitment:2013 TalentEgg Campus Recruitment Awards: Finalists, best practices andwinnersHow to take student relationships from on-campus to online5 campus recruitment lessons from PwC’s NextGen studyCommunicating career paths: How retention can start with campus recruitmentThe relationship between recruitment and retention at TD Business Banking2012 Campus Recruitment Excellence Awards best practicesStudents:The 3 types of students and how they approach their careersHow student leaders choose where to work: Introduction and ExplorationWhat every campus recruiter should know about graduating studentsSocial media:How to make the most of Twitter for campus recruitment: Part 1 and Part 2Social media for campus recruitment: 10 Twitter tips for tweeting effectivelySocial media for campus recruitment: #TEretail Retail Week Twitter chatHow to leverage Pinterest to support your employer brandCampus career websites:What students want: 4 elements of an engaging campus career website6 easy ways to improve your campus career website before September: Part 1and Part 2Resources24On-Campus Recruiting Report: 2013
  • 25. TalentEgg.ca is Canada’s most popular job board and online career resource forstudents and recent graduates.Since 2008, TalentEgg has helped millions of students and recent grads hatchtheir careers, and worked with hundreds of Canadian employers to successfullyattract top Gen Y talent to join their organizations.Learn how TalentEgg can help you attract, target and recruit ambitious, career-minded interns, co-op and summer students, and new graduates to yourorganization. Contact us today.Get cracking on your September campus recruitment campaignWith campus recruitment kicking into high gear in just three short months, wehave already started preparing for a number of employers September campaignlaunches.Wed love to get cracking on yours too!To learn more about how TalentEgg can help you attract, target and recruit topstudents and recent graduates this fall, please contact:Steph Morgan, Director of Salessteph@talentegg.ca or 416-479-4186 ext. 114About TalentEgg25On-Campus Recruiting Report: 2013Follow @TalentEgg on Twitter:http://www.twitter.com/TalentEggFollow @campusemployers on Twitter:http://www.twitter.com/campusemployersJoin TalentEgg’s Campus Recruitment Excellence group on LinkedIn:http://www.linkedin.com/groups?gid=4220231Like TalentEgg on Facebookhttp://www.facebook.com/TalentEggJoin the conversation
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  • 27. 27On-Campus Recruiting Report: 2013Copyright © 2013 TalentEgg Inc.All rights reserved.