University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
University Recruiting Essentials: Interns and Your Campus Brand - Part 1 - In...AfterCollege
University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
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/
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
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 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.
The document outlines Salesforce's university recruiting process to find and hire technical talent from top engineering schools. It details goals of hiring interns and full-time employees. The recruiting process includes attending on-campus career fairs, screening resumes, conducting on-campus and on-site interviews using behavioral and technical questions, and making offers. Last year the process resulted in hiring 31 full-time employees and 16 interns from various target universities.
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.
University Recruiting Essentials: Interns and Your Campus Brand - Part 1 - In...AfterCollege
University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
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/
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
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 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.
The document outlines Salesforce's university recruiting process to find and hire technical talent from top engineering schools. It details goals of hiring interns and full-time employees. The recruiting process includes attending on-campus career fairs, screening resumes, conducting on-campus and on-site interviews using behavioral and technical questions, and making offers. Last year the process resulted in hiring 31 full-time employees and 16 interns from various target universities.
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.
Outline Presentation of Proposal to Create a Campus Recruiting program for an Atlanta-based technology firm. Presentation includes program scope, brand and employee value propositions, campus selection strategy, employing social media techniques to build collegiate talent awareness, interview protocols, development of parallel company internship program, and time line objectives for the first year of the program.
Slidedeck available for download in .pdf format from my Box.com account http://www.box.com/files#/files/0/f/0/1/f_1384294595 ;
.pps download presentation and verbal presentation available by contacting me at tafurlong99@yahoo.com.
A Vision for a Healthy Campus Recruitment Ecosystem (TalentEgg CACEE 2013 Pre...TalentEgg
The document discusses establishing a healthy campus recruitment ecosystem in Canada with 5 pillars: 1) Integrated recruitment strategies across online and offline channels, 2) Understanding students and their decision-making processes, 3) Getting stakeholders like employers, schools and job sites to work together, 4) Improving the candidate experience through transparent and skills-based hiring, and 5) Creating positive employee experiences to develop student advocates. Examples are provided of best practices from companies that have improved outcomes through these pillars.
Finalists, best practices and winners at the 2014 TalentEgg Campus Recruitmen...Lauren Friese
The document announces the 2014 TalentEgg National Campus Recruitment Excellence Awards (#TEawards). It lists various award categories and finalists, including Best Campus Career Website (Bell, Grant Thornton, PwC), Best Internship/Co-op Program (CPP Investment Board, KPMG LLP, Kraft), and Campus Recruiter of the Year (Corrine Bell, James Davidson, Melanie Ayer, Nikki Simone). The document provides commentary from student judges on what makes for strong programs and recruitment in each category. RBC is named the winner for categories like Campus Recruiting Program of the Year and Campus Recruiter of the Year for their exceptional digital engagement and relentless on
SBI Life conducted a study on campus engagement programs to understand how to strengthen their program. They surveyed HR managers and students to identify effective programs. For HRs, they interviewed 10 managers from 7 industries. For students, they received 154 responses from 8 institutes across 5 specializations. The analysis found the most popular programs with students and HRs. Based on this, SBI Life aims to develop a robust campus engagement program to enhance their employer brand on campuses.
The document outlines a campus hiring strategy with the following key elements:
1) It discusses developing a campus recruitment plan by forecasting manpower needs, selecting campuses, and planning recruitment activities and drives.
2) It recommends running an internship program to build relationships with potential hires and improve retention, quality, and branding.
3) It provides tips for building and maintaining campus relationships through engaging faculty, setting goals, targeting the right colleges, and sending qualified representatives.
Marketing Plan for Newly Establishing College. Explaining How we should plan marketing Mix, how to defining target market and how to analyzing PEST, SWOT.
A10 Best Practices For Non-Traditional Student RecruitmentGreenwood & Hall
10 Best Practices For Non-Traditional Student Recruitment - A Guide For Post-Secondary Schools Competing For Non-Traditional Students. Presented by Greenwood & Hall at AACRAO SEM XIX 11/10/09 in Dallas, TX.
This document summarizes international student recruitment marketing channels and optimizing ROI across the student lifecycle. It discusses 7 stages of the student lifecycle from awareness to enrollment. For each stage, it outlines relevant marketing channels and tools for tracking and optimizing conversion rates, including CRM, landing pages, email marketing, social media, and application systems. The goal is to integrate channels and increase conversion rates at each stage of the lifecycle.
This presentation suggests some strategies and tactics for marketing KTH University around the world. The aim is to get the full house in 2012.
This presentation was selected the best at Leadership for Operational Development Course.
Use of logos or any other sign with legal responsibility is only for educational purposes. It should be considered as a school assignment and not something official.
HR Virtual Learning Zone Session with K Sudeep, Head Talent Acquisition, TCS on theme "Campus Hiring Ecosystem - Staying Relevant" held on January 24, 2015 at 1100hrs.
We solicit your kind association in rendering our various value added HR services to your esteemed organization. We would be happy to provide you with further details and answer any questions that you have. Look forward to for an opportunity to serve you.
This document provides information about the I-Corps@Ohio program, which aims to help teams commercialize technologies and launch startups. Key details include:
- I-Corps@Ohio provides funding for teams comprised of researchers, students, and mentors to validate market potential of technologies over 7 weeks.
- Teams must complete customer interviews, test assumptions, and determine commercial viability of their technology.
- Up to 20 awards of $15,000 each will be made to teams that complete an application process including a proposal and interview. Funds can be used for travel, stipends, and project expenses.
- The goal is for teams to obtain funding to start companies and commercialize technologies from
This document is an executive summary and resume for Dr. Kevin Wilhelmsen. It outlines his experience in higher education leadership, consulting, and teaching. Some key points:
- He has over 15 years of experience in higher education administration, including roles as Dean of Specialized Programs and Assistant Dean at the University of Phoenix.
- His areas of expertise include leadership, strategic planning, innovation in higher education, and accreditation.
- He also has experience in consulting, including serving as an accreditation site team evaluator and external program reviewer.
- Dr. Wilhelmsen has a PhD in Business Administration and teaches both undergraduate and graduate business courses. He has published and presented on topics related to higher
University Recruiting Essentials: Building Brand Recognition with ScholarshipsAfterCollege
University Recruiting Essentials: Building Brand Recognition with Scholarships. You will learn how to implement the best practices in creating a scholarship plan. Find out how to include scholarships as a part of your diversity and inclusion plan and receive tips on how to measure your scholarship return on investment.
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/
WORKFORCE TRAINING - Job Placement Strategies For OrgsFrancisco Fuentes
I recently came across some of my notes while consulting in San Francisco for a coding bootcamp and decided it would be best to share my insights publicly given their universal application.
#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!
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.
Presentation about the My Open Campus Platform, a collaboration platform built for colleges and universities. You get access to content, placements, free and paid courses which are industry accredited.
This document discusses Wijs' employer branding and recruitment strategies. It emphasizes building an online network and sharing company information through social media on an ongoing basis rather than in campaigns. Specifically, it recommends leveraging employees' extended networks on social media to spread job openings. It also stresses the importance of sharing the daily experiences of working at Wijs to give potential candidates a sense of the company culture and make the content easily spreadable. The document advises recruiters to focus their online presence on the platforms where candidates are already engaging like Facebook, Google searches, and targeted digital ads. The overarching goals are to establish Wijs as an attractive place to work and recruit candidates through the networks of current and former employees.
Recruitment Marketing and Millennials: Branding Your Company as the Employer ...ShipStation
This document discusses recruitment marketing strategies for attracting millennial talent. It recommends optimizing the millennial experience by gathering intelligence on their behaviors and priorities. Personas should be used to create ideal employee profiles. Social media and personalized recruitment should be used to engage millennials and build a subscriber base. All recruitment marketing efforts should be carefully measured and refined to provide a competitive advantage in winning top millennial talent.
Outline Presentation of Proposal to Create a Campus Recruiting program for an Atlanta-based technology firm. Presentation includes program scope, brand and employee value propositions, campus selection strategy, employing social media techniques to build collegiate talent awareness, interview protocols, development of parallel company internship program, and time line objectives for the first year of the program.
Slidedeck available for download in .pdf format from my Box.com account http://www.box.com/files#/files/0/f/0/1/f_1384294595 ;
.pps download presentation and verbal presentation available by contacting me at tafurlong99@yahoo.com.
A Vision for a Healthy Campus Recruitment Ecosystem (TalentEgg CACEE 2013 Pre...TalentEgg
The document discusses establishing a healthy campus recruitment ecosystem in Canada with 5 pillars: 1) Integrated recruitment strategies across online and offline channels, 2) Understanding students and their decision-making processes, 3) Getting stakeholders like employers, schools and job sites to work together, 4) Improving the candidate experience through transparent and skills-based hiring, and 5) Creating positive employee experiences to develop student advocates. Examples are provided of best practices from companies that have improved outcomes through these pillars.
Finalists, best practices and winners at the 2014 TalentEgg Campus Recruitmen...Lauren Friese
The document announces the 2014 TalentEgg National Campus Recruitment Excellence Awards (#TEawards). It lists various award categories and finalists, including Best Campus Career Website (Bell, Grant Thornton, PwC), Best Internship/Co-op Program (CPP Investment Board, KPMG LLP, Kraft), and Campus Recruiter of the Year (Corrine Bell, James Davidson, Melanie Ayer, Nikki Simone). The document provides commentary from student judges on what makes for strong programs and recruitment in each category. RBC is named the winner for categories like Campus Recruiting Program of the Year and Campus Recruiter of the Year for their exceptional digital engagement and relentless on
SBI Life conducted a study on campus engagement programs to understand how to strengthen their program. They surveyed HR managers and students to identify effective programs. For HRs, they interviewed 10 managers from 7 industries. For students, they received 154 responses from 8 institutes across 5 specializations. The analysis found the most popular programs with students and HRs. Based on this, SBI Life aims to develop a robust campus engagement program to enhance their employer brand on campuses.
The document outlines a campus hiring strategy with the following key elements:
1) It discusses developing a campus recruitment plan by forecasting manpower needs, selecting campuses, and planning recruitment activities and drives.
2) It recommends running an internship program to build relationships with potential hires and improve retention, quality, and branding.
3) It provides tips for building and maintaining campus relationships through engaging faculty, setting goals, targeting the right colleges, and sending qualified representatives.
Marketing Plan for Newly Establishing College. Explaining How we should plan marketing Mix, how to defining target market and how to analyzing PEST, SWOT.
A10 Best Practices For Non-Traditional Student RecruitmentGreenwood & Hall
10 Best Practices For Non-Traditional Student Recruitment - A Guide For Post-Secondary Schools Competing For Non-Traditional Students. Presented by Greenwood & Hall at AACRAO SEM XIX 11/10/09 in Dallas, TX.
This document summarizes international student recruitment marketing channels and optimizing ROI across the student lifecycle. It discusses 7 stages of the student lifecycle from awareness to enrollment. For each stage, it outlines relevant marketing channels and tools for tracking and optimizing conversion rates, including CRM, landing pages, email marketing, social media, and application systems. The goal is to integrate channels and increase conversion rates at each stage of the lifecycle.
This presentation suggests some strategies and tactics for marketing KTH University around the world. The aim is to get the full house in 2012.
This presentation was selected the best at Leadership for Operational Development Course.
Use of logos or any other sign with legal responsibility is only for educational purposes. It should be considered as a school assignment and not something official.
HR Virtual Learning Zone Session with K Sudeep, Head Talent Acquisition, TCS on theme "Campus Hiring Ecosystem - Staying Relevant" held on January 24, 2015 at 1100hrs.
We solicit your kind association in rendering our various value added HR services to your esteemed organization. We would be happy to provide you with further details and answer any questions that you have. Look forward to for an opportunity to serve you.
This document provides information about the I-Corps@Ohio program, which aims to help teams commercialize technologies and launch startups. Key details include:
- I-Corps@Ohio provides funding for teams comprised of researchers, students, and mentors to validate market potential of technologies over 7 weeks.
- Teams must complete customer interviews, test assumptions, and determine commercial viability of their technology.
- Up to 20 awards of $15,000 each will be made to teams that complete an application process including a proposal and interview. Funds can be used for travel, stipends, and project expenses.
- The goal is for teams to obtain funding to start companies and commercialize technologies from
This document is an executive summary and resume for Dr. Kevin Wilhelmsen. It outlines his experience in higher education leadership, consulting, and teaching. Some key points:
- He has over 15 years of experience in higher education administration, including roles as Dean of Specialized Programs and Assistant Dean at the University of Phoenix.
- His areas of expertise include leadership, strategic planning, innovation in higher education, and accreditation.
- He also has experience in consulting, including serving as an accreditation site team evaluator and external program reviewer.
- Dr. Wilhelmsen has a PhD in Business Administration and teaches both undergraduate and graduate business courses. He has published and presented on topics related to higher
University Recruiting Essentials: Building Brand Recognition with ScholarshipsAfterCollege
University Recruiting Essentials: Building Brand Recognition with Scholarships. You will learn how to implement the best practices in creating a scholarship plan. Find out how to include scholarships as a part of your diversity and inclusion plan and receive tips on how to measure your scholarship return on investment.
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/
WORKFORCE TRAINING - Job Placement Strategies For OrgsFrancisco Fuentes
I recently came across some of my notes while consulting in San Francisco for a coding bootcamp and decided it would be best to share my insights publicly given their universal application.
#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!
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.
Presentation about the My Open Campus Platform, a collaboration platform built for colleges and universities. You get access to content, placements, free and paid courses which are industry accredited.
This document discusses Wijs' employer branding and recruitment strategies. It emphasizes building an online network and sharing company information through social media on an ongoing basis rather than in campaigns. Specifically, it recommends leveraging employees' extended networks on social media to spread job openings. It also stresses the importance of sharing the daily experiences of working at Wijs to give potential candidates a sense of the company culture and make the content easily spreadable. The document advises recruiters to focus their online presence on the platforms where candidates are already engaging like Facebook, Google searches, and targeted digital ads. The overarching goals are to establish Wijs as an attractive place to work and recruit candidates through the networks of current and former employees.
Recruitment Marketing and Millennials: Branding Your Company as the Employer ...ShipStation
This document discusses recruitment marketing strategies for attracting millennial talent. It recommends optimizing the millennial experience by gathering intelligence on their behaviors and priorities. Personas should be used to create ideal employee profiles. Social media and personalized recruitment should be used to engage millennials and build a subscriber base. All recruitment marketing efforts should be carefully measured and refined to provide a competitive advantage in winning top millennial talent.
1. Employer branding is important for attracting and retaining top talent in a competitive market facing a reduced talent pool.
2. Philips conducted extensive research to understand how to improve their employer brand and developed the tagline "Touch Lives Every Day" to appeal to potential employees.
3. Philips saw significant results from implementing their employer brand strategy, including higher quality applicants, increased acceptance of offers, and improved rankings as an employer of choice.
The document outlines 10 signs that an applicant tracking system (ATS) is outdated and stuck in the 1990s. These signs include: requiring usernames/passwords to apply, lack of collaboration tools for hiring teams, inability to perform targeted searches, reliance on spreadsheets for reporting, manual job posting processes, and lack of LinkedIn integration. The document contrasts outdated ATS features with improved 2015 capabilities such as single click applications, social hiring workflows, analytics dashboards, automated marketing/distribution, and LinkedIn profile importing. The goal is to show recruiters how modern ATS platforms can streamline processes and provide a better candidate/recruiter experience compared to systems designed in the 1990s.
This document discusses metrics for measuring recruiting performance and return on investment. It defines metrics as quantifiable measurements that can be compared to benchmarks and encourage behaviors focused on candidate quality and ROI. Traditional metrics like cost per hire and time to fill are criticized for not accounting for candidate quality. New metrics proposed include sourcing channels, recruiter efficiency, acceptance rates, candidate satisfaction, manager satisfaction, quality of hire, and efficiency ratio. These metrics better support business objectives by focusing on candidate quality rather than just cost and speed. Sample surveys and dashboards for tracking various metrics are also presented.
The Insiders Guide to Employer Branding - 27 Best Practice InsightsKelly Services
Many of the old tools and strategies for building an authentic, globally relevant employer brand have been discarded, and new ones are taking over. Both the challenges and opportunities have grown almost in tandem, and it’s all happening at break-neck speed.
One thing is clear: employer branding has changed, dramatically.
Our Global Best Practice Xchange (BPX) Roundtable on the subject confirmed it. It was 90 minutes of rigorous discussion with eight seasoned professionals leading the way in employer branding innovation for their organizations. They shared their successes, mistakes and thoughts on their plans for the future.
So, if you are wondering if there’s a better, clearer way to lead your organization and practice through this change, this guide is for you.
University Recruiting Essentials: Interns and Your Campus Brand - Part 2 - In...AfterCollege
University Recruiting is about building a brand that engages the students you want to attract – as early as freshman year.
The best way to attract top college talent is to build brand recognition on campus. Follow the lead of experienced on-campus recruiters and leverage your existing internship program. But you can’t just have interns and then let them go! We'll help you create a game plan for maximizing your interns to strengthen your on-campus brand
Inside this presentation:
-Find out how to attract the best and brightest to your internship program.
-Learn how to leverage the work of your existing interns for your on-campus brand.
-Create a plan to incorporate the work of your interns into your on-campus events.
-See how others leverage what they learn from interns to build and enhance their on-campus brand.
-Receive ROI measurement tips
University Recruiting Essentials: How to Make Your Brand Memorable with On-Ca...AfterCollege
In this presentation you will learn how to implement best practices in creating an on-campus event. Decide on which on-campus events should be part of your university recruiting strategy and discover how to attract the students you want to attend your on-campus events.
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 3rd New Directions in Online Learning Summit will take place from September 29th to October 1st, 2014 in San Diego, CA. The summit will address challenges in online learning programs related to business models, faculty development, and predictive analytics. Speakers will provide insights into differentiating online programs, improving financials, inspiring faculty, and using data to improve student performance and enrollment. Workshops will cover improving online learning business models and understanding corporate needs for skills development. The conference aims to help participants succeed in online education through strategic planning.
University Recruitment an Employer Manual-Florida International UniversityAndrea De La Cruz
Acquiring and retaining talent is crucial to an organization’s success. College Recruiting can provide additional strategic benefits to your Recruitment plan. It can help your organization manage its talent gaps as well as promote your brand message on campus. A University recruitment program is not determined by the size of the company, every company regardless of large or small should examine their recruiting opportunities as a way to attract the best and brightest; and having a strategic College Recruiting program in place, can help an organization with:
1. Creating a pipeline of interns and entry level hires that will help grow the organization.
2. Choose and select the best talent in a shorter amount of time than traditional recruitment
3. Save time and effort in Advertisement, Screening and Selection.
College Recruiting goes beyond the career fair, this manual will walk you through how you can create a College Recruiting program that can transform your recruitment efforts and brand your company effectively to the best Student/Alumni talent beyond the career fair.
Deep Banerjee - Investor wanted for starting B-SchoolDeep Banerjee
I want to launch 1 or more small but sophisticated B-school(s) offering MBA and BBA anywhere in India. The institute will be offering specialization in sales, marketing and communications management subjects.
The presentation is a detailed introduction of me, Deep Banerjee (www.marketingpundit.com), Consultant - Marketing Support Services.
Any trust, society or entity intending to set up a new Management Institute anywhere in India or already owning an existing B-school and wanting to outshine in the marketplace, should revert to deep@marketingpundit.com or call 9830153536.
The document discusses Clarkson University's one-year MBA program. It provides information on the program structure, tracks available in areas like supply chain management and environmental management. It also outlines the learning environment including modules, electives and experiential options. Additionally, it summarizes the admissions process, available scholarships, career outcomes and resources to support students. The typical class profile includes 60-70 students with an average age of 24 from various undergraduate majors and 30% being international students.
Working Knowledge is a social enterprise that partners with colleges and schools to help prepare young people for the workplace. They have worked with over 23,000 learners, 2,300 staff members, and 3,850 businesses. Their programs include employer awareness events, live brief projects with employers, and staff training. Surveys of learners, businesses, and staff show improvements in employability skills and positive perceptions of the programs. They are looking to expand their programs and partnerships in the coming academic year.
Working Knowledge is a social enterprise that partners with colleges and schools to help prepare young people for the workplace. They have worked with 17 colleges, 3 schools, 23,000 learners, 2,300 staff members and 3,850 businesses. Their programs include employer awareness events, live brief projects with employers, and staff training. Evaluations found their programs improved students' employability skills like communication, business awareness, teamwork and problem solving. Business volunteers also reported improved understanding of how to engage with students and felt their participation was valuable. Working Knowledge aims to expand these successful programs in the upcoming academic year.
The Education Magazine has come up with the magazine issue,
“The 10 Best MBA Institutes of 2020.” We have featured Colorado State University College of Business on the cover of the magazine.
The document provides an overview of planning for the promotion of products and services. It discusses identifying marketing goals and objectives, using various promotional channels, conducting a gap analysis between the current and desired future states, and applying effective planning methods. Planning involves following a process, using tools for planning, launch, and review, identifying required resources, and completing a contingency plan to manage risks. Effective planning is presented as essential for successful promotional activities.
Byrum School of Business at Marian University, IndianapolisClaire Holba
The Byrum School of Business at Marian University has adopted an experiential learning model to better prepare students for careers in business. Students engage with local businesses through internships, consulting projects, business plan competitions, and a student-managed venture fund. This hands-on, collaborative approach develops skills like problem solving and builds experience for students' resumes. The business school boasts high placement rates, with 98% of graduates finding jobs upon completion of the program.
College recruitment strategy a simple 5-point plan to enroll more students t...Solar Software Set Shape
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University Recruiting Essentials: Interns and Your Campus Brand - Part 3 - Campus Involvement and ROI
1. University Recruiting
Essentials:
Interns and Your Campus Brand – Part 3
Campus Involvement and ROI
AfterCollege Inc. 98 Battery Street, 5th Floor, San Francisco, CA 94111
PHONE: 877-725-7721 · FAX: 415-263-1307 · www.aftercollege.com · webinars@aftercollege.com
2. Interns and Campus Brand
• University Recruiting Overview
• Internships Overview
• Showcasing Interns’ Work
• Learning From Their Experience
• On-Campus Integration
• Campus Ambassadors
• Measuring Return on Investment (ROI)
www.aftercollege.com 2
3. Interns and Campus Brand
-This is the third and final presentation on Interns and Campus
Brand
-This presentation will cover:
– On-Campus Integration
– Campus Ambassadors
– Measuring Return on Investment (ROI)
www.aftercollege.com 3
6. Insert Image
www.aftercollege.com 6
Career Fairs
-Invite interns to work at your career fair booth
-MAKE SURE YOU PROVIDE TRAINING FIRST
-Their peers will visit because they are there –
others they don’t know will appreciate their real-
world experience
8. www.aftercollege.com 8
Info Sessions & Classroom Presentations
Is there a way that you can have your interns speak about their internship work
experience in your info sessions or in classroom presentations?
-Hearing from another student is the most valuable asset – it resonates and creates more
trust
-Especially if it a former intern was involved in an exciting project that relates to what
they are learning
10. Insert Image
www.aftercollege.com 10
Faculty Relationships
-According to the NACE Recruiting Benchmark Survey – faculty relationships are of critical
importance to the success of branding on campus
-How you develop these relationships can be different at different programs
-Don’t discount the role your interns can play in leveraging these relationships
-They can do introductions and can be the liaison to present in the classroom about their
experience
11. Campus Ambassadors
www.aftercollege.com 11
-Many employers have specific and coordinated programs where students are on
campus talking about their brand
-Interns are perfect candidates to take part in these types of programs
-There are all different types of campus ambassador programs – some are
available exclusively to former interns, some are available to any student on a
target campus, and everywhere in between
-At a minimum, make sure your interns who have successfully completed your
program and are returning back to campus know what to tell others that are
interested
-If you have a referral program, make sure they are provided that information
12. www.aftercollege.com 12
“You can’t beat furthering your brand than hiring students,
giving them good work experience, and then sending them
back to campus so they can tell their friends and
classmates about it.”
-Jeff Goodman, Principal Consultant Campus Strategic Partners
13. www.aftercollege.com 13
-The AfterCollege Employer Blog has a post about creating a student ambassador program
– it also links the exact job descriptions of several companies that hire student campus
ambassadors. Read it here.
14. Measuring ROI
www.aftercollege.com 14
-Measuring Return on Investment (ROI) is about measuring your brand
recognition and the engagement of students throughout the time they’re
involved with your university recruiting program
-Many companies work closely with their agencies or marketing departments
to have a comprehensive, consistent outreach policy to students in their
talent pipeline – this could be via email, postal mail, or social media
-Make sure you are reinforcing the events you are hosting – to continue to
engage and educate students on your company brand, culture, and eventual
opportunities
15. Insert Image
www.aftercollege.com 15
Tracking for Long Lead Time
-Because established and well-managed university recruiting programs engage students early
and reengage them over time, there can be a time lag in your ROI
-You need to prepare your management for this – clearly explain the process and goals
16. Insert Image
www.aftercollege.com 16
Tracking for Long Lead Time
-If you have coordinated your CRM and ATS information – your university recruiting program
should still get “credit” for a hire that came into your pipeline through any “touch” of a
branding campaign – and it should be considered a success of your program
-Making sure your data is tracked is the only way to do this
-The investment you are making now may not have an immediate large return, but if you are
tracking ROI correctly, it will just continue to build and reap benefits for your company
17. Insert Image of EPI
www.aftercollege.com 17
Measuring Brand Awareness
18. Insert Image of EPI
www.aftercollege.com 18
Measuring Brand Awareness
-There are many ways for companies to measure brand awareness including:
-Student custom surveys
-Student focus groups
-AfterCollege Employer Popularity Index is one tool to use – it tracks the number of
students who have “followed” your company and can be represented at an individual
university level
-If you are interested in learning more about this – contact your AfterCollege
representative – or reach out to me and I will put you in contact with the correct person
19. Slide Title
www.aftercollege.com 19
College Recruiting is about your BRAND!!!
-Those that are having great success in university recruiting get their brand in
front of their target students early, frequently, and in multiple ways
20. Interns and Campus Brand
-This presentation is the third of three presentations on Interns and Campus
Brand
Part 1 – Internship Overview
– University Recruiting Overview
– Internships Overview
Part 2 – Interns’ Work and Experience
-Showcasing Interns Work
-Learning from their Experience
-Watch the full webinar on University Recruiting Essentials: Interns and Your
Campus Brand here on YouTube
www.aftercollege.com 20
21. Insert Image of Events Page
www.aftercollege.com 21
-Subscribe to the
AfterCollege
Employer Blog for
more information
on University
Recruiting http://employer.aftercollege.com/
22. Visit AfterCollege
-Visit the AfterCollege Products and Services page to see how
AfterCollege can help enhance your University Recruiting program
-Sign up for Free Employer Webinar Series for tips and tricks on
building and improving a University Recruiting program
-Follow us on Twitter | Facebook | LinkedIn
-Visit the AfterCollege LinkedIn University Recruiters Page to discuss
University Recruiting with other industry professionals
www.aftercollege.com 22
Some quick business items:
-Your lines will be muted during the presentation
-If you would like to ask a question – I will be answering those we have time for at the end. Please use the questions box within Go to Webinar to ask your questions.
What will we be talking about today?
We are a diverse groups – some on the phone may not have ventured into University Recruiting, some companies may be very experienced in UR and people in companies everywhere in between– but the basics for leveraging an internship program to enhance your campus brand are relevant for all.
We will be breaking the information into several parts (see slide) If you have attended a past University Recruiting Essentials webinar there may be some slight reinforcement of topics covered in the previous session, however, even that information will be tailored specifically to our current topic.
Again, for those of you who just joined us, I will be taking questions through the questions function at the end of the presentation.]
What will we be talking about today?
We are a diverse groups – some on the phone may not have ventured into University Recruiting, some companies may be very experienced in UR and people in companies everywhere in between– but the basics for leveraging an internship program to enhance your campus brand are relevant for all.
We will be breaking the information into several parts (see slide) If you have attended a past University Recruiting Essentials webinar there may be some slight reinforcement of topics covered in the previous session, however, even that information will be tailored specifically to our current topic.
Again, for those of you who just joined us, I will be taking questions through the questions function at the end of the presentation.]
So, you have a successful class of interns that goes back to campus. How do you incorporate them into your events when you travel to their campus?
Invite them to your work your career fair booth – but TRAIN THEM! Their peers will visit because they are there – and others they don’t know will appreciate their real world experience. Individual referrals is the way our world is going from Yelp to work arrangements.
Invite them to your work your career fair booth – but TRAIN THEM! Their peers will visit because they are there – and others they don’t know will appreciate their real world experience. Individual referrals is the way our world is going from Yelp to work arrangements.
Is there a way that you can have them speak about their internship work experience in your info sessions or in classroom presentations? Hearing from another student is the most valuable asset. It resonates and has more trust associated. Especially if it is directly related to an exciting project that impacts what they are learning in their academic endeavors.
Is there a way that you can have them speak about their internship work experience in your info sessions or in classroom presentations? Hearing from another student is the most valuable asset. It resonates and has more trust associated. Especially if it is directly related to an exciting project that impacts what they are learning in their academic endeavors.
In the NACE recruiting benchmark survey – faculty relationships are of critical importance to the success of branding on campus. How you develop these relationships can be different at different programs. But don’t discount the role your interns can play in leveraging these relationships. They can do introductions and can be the liaison to present in the classroom about their experience. Create a game plan.
In the NACE recruiting benchmark survey – faculty relationships are of critical importance to the success of branding on campus. How you develop these relationships can be different at different programs. But don’t discount the role your interns can play in leveraging these relationships. They can do introductions and can be the liaison to present in the classroom about their experience. Create a game plan.
So, lastly. Campus Ambassadors. Many employers have specific and coordinated programs where students are on campus talking about their brand. Interns are perfect candidates to take part in these types of programs.
Quote:
There are all different types of campus ambassador programs – some are available exclusively to former interns – some are available to any student on a target campus and everywhere in between. However, they do all have clearly defined roles.
There was a recent blog article on the AfterCollege employer blog all about creating a student ambassador program. I encourage you to read it. It also links to the exact job descriptions of several companies that hire student campus ambassadors.
At a minimum, make sure your interns who have successfully completed your program and are returning back to campus know what to tell others that are interested. If you have a referral program – make sure they are provided that information.
We need to talk some about ROI now – in order to figure out what is successful, what return you are getting on your investment. Much of this is about tracking what you are doing and very specifically what students are engaging with the branding messages you create relative to your internship program.
Measuring your ROI is about measuring your brand recognition and then measuring the engagement of that student throughout their time engaged with your university recruiting program.
Many companies work closely with their agencies or marketing departments to have a comprehensive, consistent outreach policy to students in their talent pipeline. This could be via email, US mail, social media. Reinforcing events you are hosting – to continue to engage and educate them on your company brand, culture and eventual opportunities.
Brand awareness can be one of the trickiest things to measure.
As we already discussed, because established and well managed university recruiting programs engage students early and reengage them over time – there can also be a time lag in your ROI. You need to prepare your management for this – and clearly explain the process and the goals.
If you have coordinated your CRM and ATS information – your university recruiting program should still get “credit” a hire that came into your pipeline through any “touch” of a branding campaign –and it should be considered a success of your program.
Making sure your data is tracked is the only way to do this. The investment you are making now may not have an immediate large return, but if you are tracking ROI correctly – it will just continue to build and reap benefits for your company.
As we already discussed, because established and well managed university recruiting programs engage students early and reengage them over time – there can also be a time lag in your ROI. You need to prepare your management for this – and clearly explain the process and the goals.
If you have coordinated your CRM and ATS information – your university recruiting program should still get “credit” a hire that came into your pipeline through any “touch” of a branding campaign –and it should be considered a success of your program.
Making sure your data is tracked is the only way to do this. The investment you are making now may not have an immediate large return, but if you are tracking ROI correctly – it will just continue to build and reap benefits for your company.
So, I have been reinforcing throughout this presentation that college recruiting is about your brand. The job and internship applicants come from that brand engagement. Those that are having great success in university recruiting get their brand in front of their target students early and frequently and in multiple ways. So, Let’s talk for a minute about how companies measure brand awareness?
There are several main ways:
-student custom surveys.
-student focus groups.
There are multiple consultants that perform this work on behalf of employers. Mary Scott is one of the best know in the industry. She also has lots of great student research that you can learn from.
-AfterCollege Employer Popularity Index is one tool to use (tracks the number of students who have “followed” your company and can be represented at an individual university level. If you are interested in learning more about this – contact your AfterCollege representative – or reach out to me and I will put you in contact with the correct person.)
So, I have been reinforcing throughout this presentation that college recruiting is about your brand. The job and internship applicants come from that brand engagement. Those that are having great success in university recruiting get their brand in front of their target students early and frequently and in multiple ways. So, Let’s talk for a minute about how companies measure brand awareness?
There are several main ways:
-student custom surveys.
-student focus groups.
There are multiple consultants that perform this work on behalf of employers. Mary Scott is one of the best know in the industry. She also has lots of great student research that you can learn from.
-AfterCollege Employer Popularity Index is one tool to use (tracks the number of students who have “followed” your company and can be represented at an individual university level. If you are interested in learning more about this – contact your AfterCollege representative – or reach out to me and I will put you in contact with the correct person.)
This slide should look familiar….
Measuring your ROI is about measuring your brand recognition and then measuring the engagement of that student throughout their time engaged with your university recruiting program.
Many companies work closely with their agencies or marketing departments to have a comprehensive, consistent outreach policy to students in their talent pipeline. This could be via email, US mail, social media. Reinforcing events you are hosting – to continue to engage and educate them on your company brand, culture and eventual opportunities.
Brand awareness can be one of the trickiest things to measure.
What will we be talking about today?
We are a diverse groups – some on the phone may not have ventured into University Recruiting, some companies may be very experienced in UR and people in companies everywhere in between– but the basics for leveraging an internship program to enhance your campus brand are relevant for all.
We will be breaking the information into several parts (see slide) If you have attended a past University Recruiting Essentials webinar there may be some slight reinforcement of topics covered in the previous session, however, even that information will be tailored specifically to our current topic.
Again, for those of you who just joined us, I will be taking questions through the questions function at the end of the presentation.]
That’s my face – I always like to be able to picture the voice behind the line.
A bit about me:
15 years in the university recruiting field
10 with the National Association of Colleges and Employers – held multiple positions including Director of Strategic Alliance
Have worked with employers and colleges on strategy, research and learning around their university recruiting plans – with a focus on leveraging technology.