The document outlines twenty essential components for a strategic campus recruiting program, emphasizing factors like executive support, clear vision statements, and well-defined competencies for new hires. It provides examples from various companies to illustrate successful practices in campus recruiting, such as maintaining relationships with key schools and using technology effectively. The text serves as a guideline for organizations looking to enhance their campus recruiting strategies.

1. College Recruiting Forum
Twenty Components of a Strategic Campus Recruiting Program
John Flato, Vice President - Consulting
December 7 and 8, 2011
WWW.UNIVERSUMGLOBAL.COM

2. INTRODUCTION
JOHN FLATO, CAMPUS RECRUITING VETERAN
• CORPORATE LEADERSHIP: ALLIEDSIGNAL (NOW HONEYWELL), CIGNA, AND
ERNST & YOUNG/CAPGEMINI
• UNIVERSITY: GEORGETOWN MBA
• CONSULTING FOR 7+ YEARS WITH UNIVERSUM, VAULT AND OWN BUSINESSES
• NUMEROUS AWARDS FROM NACE AND EMA
PROJECTS INCLUDE
• Strategy design and implementation
• Global school selection
• Custom surveys
• Training, documentation, outsourcing and more
2

3. INTRODUCTION
3

4. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
1. EXECUTIVE LEVEL SUPPORT AND PARTICIPATION
- Example: Honeywell, Eli Lilly
2. VISION STATEMENT AND BUSINESS CASE FOR UNIVERSITY RELATIONS ARE
DEVELOPED AND UNDERSTOOD
- Example: Tyco International, Ingersoll Rand
4

5. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
OUR COMPANY’S CAMPUS RECRUITING &
RELATIONS VISION STATEMENT
OUR COMPANY IS VIEWED GLOBALLY AS AN EXCITING PLACE TO
WORK FOR OUTSTANDING TECHNICAL GRADUATES.
OUR COMPANY HIRES A STEADY STREAM OF DIVERSE CAMPUS
GRADUATES INTO THE FUNCTIONS AND BUSINESS UNITS IN
ORDER TO CULTIVATE THE LATEST INTELLECTUAL CAPITAL TO
FUEL CONTINUOUS INNOVATION, AS WELL AS ADDRESS THE
WORKFORCE SKILL GAPS RESULTING FROM GROWTH.
5

6. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
3. FORECASTED ANNUAL GOALS WITH LITTLE FLUCTUATION
- Example: The Big 4 accounting firms
4. WELL-CONSTRUCTED POSITIONS THAT DEVELOP PARTICIPANTS AND
CONSISTENT ON-BOARDING STRATEGY
- Example: Teach for America
5.KEY SCHOOLS ARE IDENTIFIED, AND STRONG RELATIONSHIPS AT EACH
UNIVERSITY ARE CULTIVATED AND MAINTAINED
- Example: Citigroup, Merck
6

7. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
6. CLEARLY IDENTIFIED COMPETENCIES FOR CAMPUS NEW HIRES
- Example: McKinsey, Microsoft
7. CO-OP AND INTERN PROGRAMS ARE USED APPROPRIATELY
- Example: Deloitte, GE
8. CAMPUS RECRUITING EFFORTS ARE COORDINATED WITH RIGHT PEOPLE
INVOLVED AND TRAINED
-Example: Ford
9. FLAWLESS AND REPEATABLE PROCESS FROM YEAR TO YEAR
- Example: Investment banks, Marathon Oil
7

8. Twenty Components of a Strategic Campus Recruiting Program
CAMPUS RECRUITING AND RELATIONS TIMELINE BY MONTH
JUNE
– Collect goals, school requests and job OCTOBER/NOVEMBER
descriptions from the business/function – Conduct on campus interviews and second
units round interviews
– Obtain approval for the requisition process – Extend offers to candidates
– Submit data to third party for scheduling – Assign peer advisors to candidates
– Identify interviewers
– Select strategic schools
DECEMBER
– Obtain spring recruiting objectives
JULY – Turn scheduling data over to outsourced
– Form and train campus-based teams vendor
– Develop campus presentation
JANUARY-MARCH
AUGUST – Complete follow up activities with those
– Train line staff to recruit offered positions
– Establish campus recruiting calendar
– Confirm salary guidelines APRIL-MAY
– Extend offers to interns for full-time – Conduct post-offer survey for recruits and
positions hiring managers
– Hold kickoff meeting – Plan for intern programming
– Analyze metrics and report to management
SEPTEMBER – Conduct debrief meetings with campus
– Select and train peer advisors teams
– Attend national and school career fairs – Develop the strategy for campus recruiting
2008-9
– Commence information sessions
8

9. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
10. CAMPUS RECRUITING PROGRAM IS ADEQUATELY STRUCTRED, FUNDED AND
RESOURCED
- Example: Accenture, ConocoPhillips
11. PHILANTRHOPY AND RESEARCH ARE ALIGNED WITH RECRUITING SCHOOLS
- Example: Lockheed Martin, Coca-Cola
12. SBUs, RECRUITERS AND CAMPUS TEAMS ARE HELD ACCOUNTABLE FOR
RESULTS
- Example: Teach for America, Capgemini
13. METRICS ARE AGREED UPON AND REPORTED TO MANAGEMENT
- Example: Schlumberger, Goldman Sachs
14. CONTINUOUS IMPROVEMENT, PRODUCTIVITY AND PERSONAL DEVELOPMENT
ARE PROMOTED AMONG STAFF
- Example: Enterprise
15. DEPLOY AND OPTIMIZE THE USE OF TECHNOLOGY
- Example: P&G, Intel
9

10. Twenty Components of a Strategic Campus Recruiting Program
P&G SUCCESS DRIVERS MANAGEMENT ASSESSMENT TOOL
10

11. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
16. DIVERISTY IS A KEY COMPONENT OF THE PROGRAM
- Example: 3M, HP, Accenture, Morgan Stanely
17. BRANDING ON THE CAREER WEB SITE, MARKETING MATERIALS AND
RECRUITING COLLATERAL IS CURRENT AND RELEVANT TO STUDENTS
- Example: PwC, Nike, Aon, Raytheon, Progressive
18. ACQUIRE CUSTOMER FEEDBACK AND REACT TO IT
- Example: Qualcomm, Tyco Electronics
11

12. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
CLIENT CUSTOMER FEEDBACK
BOTTOM 3 12

13. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
19. USE OF SOCIAL MEDIA IS APPROPRIATE AND CREATIVE
- Example: Ernst & Young, Cisco, Verizon Wireless
20. POST-OFFER FOLLOW-UP PRACTICES THAT KEEP CANDIDATES ENGAGED
- Example: IBM, General Mills, Disney
13

14. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
1. EXECUTIVE LEVEL SUPPORT AND PARTICIPATION
2. VISION STATEMENT AND BUSINESS CASE FOR UNIVERSITY RELATIONS ARE DEVELOPED AND
UNDERSTOOD
3. FORECASTED ANNUAL GOALS WITH LITTLE FLUCTUATION
4. WELL-CONSTRUCTED POSITIONS THAT DEVELOP PARTICIPANTS AND CONSISTENT ON-
BOARDING STRATEGY
5. KEY SCHOOLS ARE IDENTIFIED, AND STRONG RELATIONSHIPS AT EACH UNIVERSITY ARE
CULTIVATED AND MAINTAINED
6. CLEARLY IDENTIFIED COMPETENCIES FOR CAMPUS NEW HIRES
7. CO-OP AND INTERN PROGRAMS ARE USED APPROPRIATELY
8. CAMPUS RECRUITING EFFORTS ARE COORDINATED WITH RIGHT PEOPLE INVOLVED AND
TRAINED
9. FLAWLESS AND REPEATABLE PROCESS FROM YEAR TO YEAR
10. CAMPUS RECRUITING PROGRAM IS ADEQUATELY STRUCTRED, FUNDED AND RESOURCED
14

15. Twenty Components of a Strategic Campus Recruiting Program
WHAT MAKES A CAMPUS RECRUITING PROGRAM STRATEGIC?
11. PHILANTRHOPY AND RESEARCH ARE ALIGNED WITH RECRUITING SCHOOLS
12. SBUs, RECRUITERS AND CAMPUS TEAMS ARE HELD ACCOUNTABLE FOR RESULTS
13. METRICS ARE AGREED UPON AND REPORTED TO MANAGEMENT
14. CONTINUOUS IMPROVEMENT, PRODUCTIVITY AND PERSONAL DEVELOPMENT ARE
PROMOTED AMONG STAFF
15. DEPLOY AND OPTIMIZE THE USE OF TECHNOLOGY
16. DIVERISTY IS A KEY COMPONENT OF THE PROGRAM
17. BRANDING ON THE CAREER WEB SITE, MARKETING MATERIALS AND RECRUITING
COLLATERAL IS CURRENT AND RELEVANT TO STUDENTS
18. ACQUIRE CUSTOMER FEEDBACK AND REACT TO IT
19. USE OF SOCIAL MEDIA IS APPROPRIATE AND CREATIVE
20. POST-OFFER FOLLOW-UP PRACTICES THAT KEEP CANDIDATES ENGAGED
15

16. QUESTIONS?
ARE YOU
READY
TO DIG
DEEPER
INTO THE WORLD
OF
NG ?
EMPLOYERBRANDI
THANK YOU!
John Flato
John.flato@universumusa.com
(201)400 2343
WWW.UNIVERSUMGLOBAL.COM