This document outlines a campus engagement and recruitment program with the goals of creating a future talent pipeline, promoting the company brand to students, and developing campus partnerships aligned with business needs. It discusses leveraging campus programs, student engagement activities, a campus hire trainee structure, recruitment planning, and onboarding/assimilation programs. The key aspects include ongoing campus engagement through various initiatives, a multi-phase connectivity framework, utilizing technology and social media, assessing talent needs, implementing hiring and training plans, and facilitating new employee assimilation. The overall aim is to recruit and develop industry-ready graduates while benchmarking and refining the program outcomes over time.
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
What the company requires to do during campus hire
New trends of campus hire
How to keep the campus candidates engage
How to select the right college
Why campus hire is important
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
What the company requires to do during campus hire
New trends of campus hire
How to keep the campus candidates engage
How to select the right college
Why campus hire is important
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
We all know that the competition for talent is fierce. More importantly, the rules of the game are changing. With the rise of social recruiting and shifts in what Millennials want out of their careers, it's more important than ever to be aware of the recruitment landscape and have a strategic plan when you arrive on campus this Fall.
Universum America's Vice President of Advisory Services, John Flato, will explore trends on:
- Winning your best hiring class through technology
- Adapting to a globalizing recruitment stage
- Aligning yourself with Millennial career preferences
This webinar will not just explore changing in campus recruiting, but how you can adapt.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
Getting a Return on Investment from Campus Recruiting - Metrics that MatterUniversum Webinars
When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
Dig the details through our, talent mapping PowerPoint presentation slides. Grow your team using our complete decks. Presenting your twenty-four intimate PPT designs to meet your requirements. Use this high-quality PowerPoint bundle for investigating, planning, documenting or managing a business program in various areas that include recruitment and staff hiring services. Well suited graphics and subject driven content allow you to brief on future talent needs, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and the budget involved. Comprising associated icons and images which are in relevance with the subject in concern, allowing you to incorporate your data and change color schemes are few facilities that are covered up in our customization services. Comparison sheets, graphs, and charts are included here for a precise understanding on the subject. Deliver big with our Talent Mapping PowerPoint Presentation Slides. Your capability will definitely grow.
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
The value of candidate mapping is directly linked to its ability to help you project future human resources needs. So, download our candidate mapping PPT slideshow and create impressive modifiable PowerPoint slides related to your candidate mapping process. Candidate mapping helps companies assess, evaluate, and review their current staff so they can be readier for the future. It is a technique that charts individuals’ skills and abilities, assesses their performance and potential, and matches them with workforce planning strategies to balance an organization’s talent and needs. This candidate mapping Presentation template has been created keeping in mind the sources of your future recruitment, current vacancies, recruitment tracker, acquisition strategies, budget involved etc. Overall, this candidate mapping Presentation allows businesses to create a roadmap for succession planning, future recruiting, and employee development initiatives. So, download now and incorporate our amazing candidate mapping PPT slide visuals into your business presentations and impress your audience. Acquire a fearless attitude with our Candidate Mapping PowerPoint Presentation Slides. They give a feeling of fortitude.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
How to gather the right evidence to demonstrate the business value of learningDr. Regis P. Chasse, MBA
For many years, we could proudly report the cost of learning (cost per learning hour, the ratio of L&D professionals per 1000-employee, or how many people our high-priority programs reached); however, it was very difficult to demonstrate the actual value of learning to the business.
After years of focused efforts, we now use a pragmatic and cost-effective approach to measure the business impact of learning. This document covers:
• The pillars of our effectiveness evaluation framework
• Moving the conversation with stakeholders from cost to value
• Developing a pragmatic measurement approach for a learning program: challenges to expect and goals to set
Course Entrepreneurship. McGraw hill & Columbia Business School Paco Muñoz
Os hago llegar quizás uno de los mejores cursos de emprendimiento del Mundo con una colaboración de McGraw Hill y la Columbia Business School.
Al finalizar el curso te ofrecen un diploma de Columbia Business School de Nueva York.
I am sending you perhaps one of the best entrepreneurship courses in the world with a collaboration from McGraw Hill and the Columbia Business School.
At the end of the course they offer you a diploma from Columbia Business School in New York.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
Getting a Return on Investment from Campus Recruiting - Metrics that MatterUniversum Webinars
When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
Dig the details through our, talent mapping PowerPoint presentation slides. Grow your team using our complete decks. Presenting your twenty-four intimate PPT designs to meet your requirements. Use this high-quality PowerPoint bundle for investigating, planning, documenting or managing a business program in various areas that include recruitment and staff hiring services. Well suited graphics and subject driven content allow you to brief on future talent needs, assess the viable current staff, current vacancies, sources for future recruitment, talent acquisition strategy, recruitment tracker and the budget involved. Comprising associated icons and images which are in relevance with the subject in concern, allowing you to incorporate your data and change color schemes are few facilities that are covered up in our customization services. Comparison sheets, graphs, and charts are included here for a precise understanding on the subject. Deliver big with our Talent Mapping PowerPoint Presentation Slides. Your capability will definitely grow.
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
The value of candidate mapping is directly linked to its ability to help you project future human resources needs. So, download our candidate mapping PPT slideshow and create impressive modifiable PowerPoint slides related to your candidate mapping process. Candidate mapping helps companies assess, evaluate, and review their current staff so they can be readier for the future. It is a technique that charts individuals’ skills and abilities, assesses their performance and potential, and matches them with workforce planning strategies to balance an organization’s talent and needs. This candidate mapping Presentation template has been created keeping in mind the sources of your future recruitment, current vacancies, recruitment tracker, acquisition strategies, budget involved etc. Overall, this candidate mapping Presentation allows businesses to create a roadmap for succession planning, future recruiting, and employee development initiatives. So, download now and incorporate our amazing candidate mapping PPT slide visuals into your business presentations and impress your audience. Acquire a fearless attitude with our Candidate Mapping PowerPoint Presentation Slides. They give a feeling of fortitude.
Recruiting Metrics - Strategic and Tactical KPIs for Talent AcquisitionMaia Josebachvili
This is the deck I presented at the Social Recruiting Strategies in Boston. It presents how to create recruiting reports and uses Greenhouses' actual data as a case study to see how tracking recruiting metrics can improve your overall process.
During first 90 days…meet all senior leadership, hiring managers, and peers.
Gain a better understanding of the successes and challenges they are experiencing regarding talent acquisition.
Discuss and determine expectations, accountability, and what everyone’s role is within the hiring process.
Educate leadership and hiring managers on recruiting tactics and employment branding.
Be a great listener, win respect, build confidence, be proactive, and show reliability.
Discuss with various individuals if the current process has been effective, what strategies are successful, what changes need to be made, and where the company needs to be in the future.
Who is involved with recruiting, have individuals been trained to interview and hire, is the candidate experience consistent, what sourcing strategies are currently in place, etc.
Conduct a needs analysis (current and future openings- 3/6/9/12 months ahead).
Establish search “kickoff calls” with hiring managers.
During first 90 days…develop a nationwide talent acquisition strategy, recruiting process flow map, candidate sourcing strategy, and make sure there is consistency and standardization throughout the process.
Talent acquisition is the process of finding and acquiring skilled human labor for organizational needs and to meet any labor requirement. When used in the context of the recruiting and HR profession, talent acquisition usually refers to the talent acquisition department or team within the Human Resources department. The talent acquisition team within a company is responsible for finding, acquiring, assessing, and hiring candidates to fill roles that are required to meet company goals and fill project requirements.
How to gather the right evidence to demonstrate the business value of learningDr. Regis P. Chasse, MBA
For many years, we could proudly report the cost of learning (cost per learning hour, the ratio of L&D professionals per 1000-employee, or how many people our high-priority programs reached); however, it was very difficult to demonstrate the actual value of learning to the business.
After years of focused efforts, we now use a pragmatic and cost-effective approach to measure the business impact of learning. This document covers:
• The pillars of our effectiveness evaluation framework
• Moving the conversation with stakeholders from cost to value
• Developing a pragmatic measurement approach for a learning program: challenges to expect and goals to set
Course Entrepreneurship. McGraw hill & Columbia Business School Paco Muñoz
Os hago llegar quizás uno de los mejores cursos de emprendimiento del Mundo con una colaboración de McGraw Hill y la Columbia Business School.
Al finalizar el curso te ofrecen un diploma de Columbia Business School de Nueva York.
I am sending you perhaps one of the best entrepreneurship courses in the world with a collaboration from McGraw Hill and the Columbia Business School.
At the end of the course they offer you a diploma from Columbia Business School in New York.
#FIRMday 15th nov 2013 emma mirrington mars chocolate the mars talent acqu...Gary Franklin
From reactive recruitment to pro-active Talent Acquisition Emma will take you through her journey at Mars over the last three years; from initial findings through to restructure, transformation and change.
Learn from her BIG mistake and glean some hints and tips along the way!
The Summer Job Program was designed by CESAR to offer a practical experience to students, identify talented individuals and provide a rapid prototyping environment for sponsoring companies.
Check the website:
https://www.summerjob.cesar.org.br/
Portuguese version:
https://www.slideshare.net/CESAR/cesar-summer-job
Professional Conversion Programme (PCP) for Digital Product Managers (for Ind...NUS-ISS
Specially designed for future Digital Product Managers, this session is for individuals (PMEs) who wish to know more about the Industry Transformation Programme landscape, an overview of all NUS-ISS PCP programmes, career pathways and related salary information.
You will also deep dive into the specific PCP modules in detail and the eligibility criteria. Be guided through frequently asked questions related to the programmes and get your questions answered at our Q&A session.
2. Content
1. Why Campus Program
2. Levers of Campus Program
3. Campus Hire Trainee Structure
4. Campus Connect Framework
5. Campus Connect Engagement Mix & Delivery Model
6. Leveraging Technology & Social Media
7. Campus Recruitment Plan
8. Onboarding & Assimilation Program
3. Why Campus Program?
Why Campus
Recruitment
Program
Create pipeline for managing future
talent needs and prepare them for
next generation leadership roles
Promote brand to future probable
employees. even if students are not
targeted for immediate hiring, they
are potential employee of tomorrow
Develop partnership and
relationships with campus that
aligned with our business needs
Positioning brand as a
‘Preferred Employer of Choice’.
Need Assessment Objectives
Key Consideration for Building Campus Recruitment Program
Business Need /
Manpower
Forecasting
•Aligned to future
need
Competitive
Advantage
• Innovative edge in
building in house
talent rather than
buying
Organization
Readiness
•Capability to invest
in the fresh hire
Industry
Benchmarking
•Benchmarking with
similar
organizations /
industry.
All the above factors are evaluated to design a robust Campus Recruitment & Engagement Plan
4. Levers of Campus Program
Campus Connect
•Ongoing engagement and
presence in pre identified
campus throughout the
year to create synergy.
•Communicate our value
proposition through various
employer branding
initiatives.
Recruitment Plan
•Manpower Budget
Allocation.
•Selection Methodology
•Assessment tools & Vendor
Analysis.
•Offer management
•Logistics.
Onboarding &
Assimilation Program
•Pre joining & post joining
engagement program.
•Onboarding & Induction.
•Development plan.
Drive compelling Campus Program by puling all these levers
Value Additive Campus Engagement - Recruit the Right Graduate Talent - Develop Knowledge and Skills -
Benchmark, Evaluate, and Fine-Tune Program Outcomes
Well defined goals against each lever
Continues monitoring & evaluation of each lever
Process Excellence to constantly evolve the Program
L
e
v
e
r
s
C
o
m
p
o
n
e
n
t
s
Enhance Candidate Experience at each touch points
5. Campus Hire Trainee Structure
•Catchy name to your campus recruitment program which reflects
its objective.
Program Names
•Key positions/ roles that would be fulfilled via your campus
program.
Design Objective
•Target academic programs and colleges.Target Audience
•Duration of development program for campus recruits.Training Program Duration
•Role dimension/ bandCareer Level
6. Campus Connect
Program
envisages to
advocate
Campus Connect Framework
Awareness
Collaboration
Innovation
Knowhow of industry &
facilitate informed
decisions
Build emotional connect
& network opportunity
Meeting future industry
innovation needs
Digital
Intervention
Human
Intervention
Build Industry ready professionals by aligning and enhancing the student competencies with the needs of
the industry.
Ongoing Engagement
with campus via
diverse Engagement
Mix
Phase-wise
implementation &
evolving the program
• Phase 1 Focus on
Awareness &
Collaboration,
• Phase 2: Advance
Integration &
Collaboration
7. Campus Connect Engagement Mix &Delivery Model
Periodic Review for
program outcome &
relevance to industry need
Goal setting for each of
the Engagement Mix &
Content Development
Resources Allocation,
Stakeholder’s Ownership,
Logistics Planning.
Branding / Packaging/
Communication &
Delivery
Engagement Mix
Brand
Ambassador
Guest Speakers
Event
Participation
Live Projects SME Programs
Business
Challenges
Scholarship
programs
CSR
Engagement
Startup Support
8. Few Enablers for Increased Engagement
• Dedicated student page on career portal highlighting value proposition, hiring process, career
opportunities, upcoming events, feedback from recent campus hires, etc.
• Strong social media presence. Use it for story telling and involving current and potential
employees.
• Virtual tours of your campus grounds and inside your office buildings and research labs.
• Capture Interest through video clips covering topics on the brand’s purpose and promise.
• Promote your employees. Interview passionate employees through blogs, videos, and
photography, ‘a day in the life of’ for various roles in the organization.
• Talent Community – platform to promote networking and create talent pipeline
• Career Fitment Analysis – 5-10 minutes online quiz to find which career path suits them best.
• Leverage Earned Media for branding. Encourage engaged employees, whether current or former,
to write an independent review online regarding their experience working at your organization.
• Create web-based, gamified platform for interactive campus engagement program.
• Online Newsletter to share latest news research and development and information on latest
videos.
• Usage of mobile App to engage with students.
Leveraging Technology & Social Media
9. Development of Hiring Plan
Manpower
Planning
Selection
Criteria
Assessment
Tools
Vendor Analysis
Implementation of Hiring Plan
Campus Recruitment Plan
Training budget based on the strategic
business objectives.
Arrive at abilities, knowledge, skills
& personal characteristic to be
assessed based on job
Analysis/Competency Modeling.
Assessment devices (Technical
Competence, Cognitive ability
assessment tool, Aptitude test,
Psychometric/ Value fitment
assessment, Interview
structure/Research presentation
Assessment Centers) to evaluate as per
selection criteria.
Consideration of factors like reliability ,
validity, add on services, cost etc. for
vendor analysis.
Campus
Identification
Campus
Recruitment
Activities Planning
Campus
Recruitment Drive
Campus to be visited based on
Campus connect outcomes.
Calendar Planning,
Interview Panels, &
Campus Recruitment
activities and other
logistics.
Pre Placement Talk,
Final Assessment,
Selection & Offer
Management.
Well executed project plan around each component of Recruitment in collaboration with other
stakeholders is key to fulfillment of precise talent need.
10. Campus Hire: Onboarding & Assimilation Program
Pre joining & Post joining
engagement program
•Engage with campus hire
and build connect before
they officially join. Make
them feel valued and
motivated.
•Regular pulse check &
feedback on their
assimilation in the
organization through
various interventions.
Onboarding & Induction
•Comprehensive Induction
Program for all new
campus hire. Make the new
employee feel included and
assist in the assimilation of
information.
Development Plan
•Design rigorous
Development Plan in
collaboration with business
and Learning &
Development Team.
