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TalentEgg 2013 On-Campus Recruiting Report

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On-Campus
Recruiting Report
2013
A survey of top Canadian post-secondary
students and recent graduates about their on-
cam...
Table of contents
Survey respondents
On-Campus Recruiting Report: 2013
2
3-5
Number of on-campus recruiting events 6
Reaso...
Business/Commerce (61%)
Arts/Humanities (18%)
Tech/Eng. (4%)
Science/Math (9%)
MBA (3%)
Fine Art/Design (2%) Did not speci...
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TalentEgg 2013 On-Campus Recruiting Report

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

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

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TalentEgg 2013 On-Campus Recruiting Report

  1. 1. On-Campus Recruiting Report 2013 A survey of top Canadian post-secondary students and recent graduates about their on- campus recruitment habits and preferences
  2. 2. Table of contents Survey respondents On-Campus Recruiting Report: 2013 2 3-5 Number of on-campus recruiting events 6 Reasons for not attending more events 7-10 Preferred events to attend 11-12 Preferred employer representatives 13-16 Content of on-campus recruiting events 17-18 Preferred “swag” 19-20 Additional student feedback 21-23 Resources 24 About TalentEgg 25-26 TalentEgg.ca is Canada’s most popular job board and online career resource for students and recent graduates
  3. 3. Business/Commerce (61%) Arts/Humanities (18%) Tech/Eng. (4%) Science/Math (9%) MBA (3%) Fine Art/Design (2%) Did not specify (4%) Includes undergraduate accounting, marketing, finance, commerce, business administration, management, etc. Survey respondents: Program Nearly two thirds (61%) of the survey respondents were undergraduate business/commerce students or recent graduates, and an additional 3% were MBA students. On-Campus Recruiting Report: 2013 3
  4. 4. Nearly three quarters (73%) of the survey respondents were current students, with the majority of the students saying they were currently in second, third, fourth or fifth year. A little more than one quarter (27%) of respondents said they were recent graduates. First year 6% Second year 20% Third year 20% Fourth year 25% Fifth year or more 2% Graduate 27% First year Second year Third year Fourth year Fifth year or more Graduate Survey respondents: Year of studies Recommendations: Engaged Leaders and High Potentials can be found in every year – don’t limit your on-campus or online campus recruiting activities only to graduating students. 4 On-Campus Recruiting Report: 2013
  5. 5. Universities (A-Z) Acadia University Brock University Cape Breton University Carleton University McGill University McMaster University Nipissing University Queen's University Ryerson University Simon Fraser University Thompson Rivers University University of Alberta University of British Columbia University of Calgary University of Guelph University of Guelph-Humber University of Manitoba University of Toronto University of Toronto Mississauga Note: 6.3% of respondents did not specify a post-secondary institution University of Victoria University of Waterloo University of Windsor University of Winnipeg UOIT Western University Wilfrid Laurier University York University Colleges (A-Z) Centennial College George Brown College Humber College Seneca College Sheridan College St. Lawrence College Academy of Design Survey respondents: Schools 5 On-Campus Recruiting Report: 2013
  6. 6. 13% 30% 33% 12% 12% 0 1 to 2 3 to 5 6 to 9 10+ Number of on-campus recruiting events attended in the last year The majority of respondents (63%) said they had attended 1 to 5 on- campus recruiting events (e.g., career fairs, employer info sessions, networking events, etc.) in the last year. Meanwhile, 13% indicated they had attended zero events, 12% attending 6 to 9 events, and 12% attending 10+ events in the last year. How many on-campus recruiting events have students attended in the last year? 6 On-Campus Recruiting Report: 2013
  7. 7. On its own, the number of on-campus recruiting events that students attended doesn’t mean much. There are, in fact, many different reasons why students are only able to attend a small number of events each year: Why didn’t students attend more events? Didn’t know they were taking place “I wasn't aware of any recruiting events” Third year marketing student, Humber College “I did not know there were sessions being held” Second year BComm student, University of British Columbia “They weren't especially well advertised so I didn't know about most of them until the last minute” Fourth year arts and science student, Queen’s University “I didn't know some of them were happening” Third year economics student, University of Waterloo Recommendations: Promote your upcoming events through as many channels as possible well in advance and leading up to the date of the event: • Campus career website • Facebook page, Twitter account, LinkedIn group • TalentEgg campaign (events page, profile, social networks) • Campus career centres • Professors and faculty • Influential students 7 On-Campus Recruiting Report: 2013
  8. 8. Why didn’t students attend more events? Not enough time “I did not have time and sometimes the scheduling did not work for me” Third year marketing student, Ryerson University “I'm always in class or working, not enough variety of times” Third year eBusiness marketing student, Humber College “A lot of them conflicted with my classes.” Fourth year management student, University of Toronto Mississauga “There were more, but I was busy at the time they were being held” First year accounting and financial management student, University of Waterloo Recommendations: Implement online strategies for engaging and interacting with students during key recruitment periods that are more flexible and which students can access again later if they’re not able to attend the live event. • Twitter chats (e.g., #TEretail) • Office Hours live chats • Webinars • YouTube videos of on-campus presentations • FAQ page on campus career website “Time constraints/schedule conflicts” Fourth year commerce student, McMaster University “Conflicting schedules with school and extra-curriculars” Second year BComm student, University of British Columbia 8 On-Campus Recruiting Report: 2013
  9. 9. Why didn’t students attend more events? Lack of interest “I did not find any of the employers attending the events appealing” Fourth year business management student, Ryerson University “There wasn't enough variety of employers attending” First year business administration student, University of Winnipeg “They all seem very sketchy - they try to SELL too much and it always seems like a scheme” Media studies graduate, University of Guelph-Humber Recommendations: Think outside the box In this case, the “box” is the traditional career fair or information session. The 2013 TalentEgg National Campus Recruitment Excellence Awards’ student judges voted for on-campus campaigns that were highly engaging, exciting and interactive. Let them learn about you throughout the year How do you reach students with and spark interest in your employer brand outside of the traditional campus recruitment schedule? Build your employer brand by partnering with trusted third-party organizations that students already engage with. “Thought it would be easier to find a job” Third year interior design student, Ryerson University “They tend to become redundant and very time consuming” Fourth year BComm student, University of British Columbia 9 On-Campus Recruiting Report: 2013
  10. 10. “Not too many were geared to my program which was frustrating - many were for the more 'popular' engineering streams and then recruiters who did come did not have a great attitude when I'd say I'm in computer engineering” Computer engineering graduate, Queen’s University Why didn’t students attend more events? Not relevant to them or they felt excluded “A lot of info sessions at Western are limited to Ivey students” Media, information and technoculture graduate, Western University “There were not as many recruiting sessions for co-op/summer students as new hires” Fourth year communications student, Wilfrid Laurier University “Most career recruiting events target students enrolled in specific majors and mine isn't one of them” Third year humanities and social science student, University of Toronto Recommendations: Don’t let students develop a negative association with your organization because you’re not hiring candidates with their major. Make it known on your campus career website, TalentEgg profile, etc., which students you hire – and don’t hire – for certain roles roles. If students from all academic backgrounds are allowed to attend, shout it from the rooftops! Students from non-business backgrounds are used to being excluded, so they will flock to organizations that are open-minded and interested in engaging with candidates from diverse academic backgrounds. 10 On-Campus Recruiting Report: 2013
  11. 11. Preferred type of on-campus recruiting event More than two thirds (68%) of respondents indicated that they prefer to attend employer information sessions, followed by one-on-one meetings at 45%. Many students indicated that career fairs were also valuable, but only as a method of meeting many employers at once, given their busy schedules. Which types of on-campus recruiting events do students prefer to attend? 68% 45% 30% 32% 29% 5% 11 On-Campus Recruiting Report: 2013
  12. 12. Other responses: “Conferences” Second year Schulich business admin student, York University “Something more practical--information about companies can easily be found on the internet” Fourth year BComm student, University of British Columbia “Presentation with lunch” First year medicine student, University of Manitoba “Networking events like workshops, etc” Third year eBusiness marketing student, Humber College “Resume writing tips” Fourth year health sciences student, McMaster University “Visit offices” Bachelor of Commerce graduate (university unspecified) “Companies should select a few students and have them visit their office before the selection process commences” Second year MBA student, Schulich School of Business, York University Which types of on-campus recruiting events do students prefer to attend? 12 On-Campus Recruiting Report: 2013
  13. 13. Preferred employer representative to meet with Campus recruiters topped the list, with 66% of respondents indicating they’d like to meet you! However, managers/supervisors (61%), current interns/co-op students/entry level employees (62%) and employees who started at entry level and progressed (60%) weren’t far behind. Fewer than one third of students said they’d prefer to meet senior employees (26%) or executives (31%). Which employer representatives do students want to meet on-campus? 66% 61% 62% 60% 26% 31% 13 On-Campus Recruiting Report: 2013
  14. 14. “Students appreciate personal stories - not only of success but also failure and overcoming challenges. We also know everyone isn't a good fit for a certain position/company, but company research can only tell us so much. As such, it's vital that the reps who attend fairs, info sessions, etc - no matter what their position - are eager to talk and share with students, and are a good representation of your brand. As much as recruiters are evaluating us, keep in mind we are also evaluating them!” Schulich School of Business graduate, York University “Having more than one employee who is currently a student is better because you get more diverse opinions.” Fourth year commerce student, McMaster University “There must be a sufficent ratio of recruiters to students to avoid long lines to speak to recruiters. This will further diminish students feeling discouraged.” Schulich School of Business graduate, York University “It's always nice to have employees of all levels (first year associates, managers, partners) to talk about their career path and insights to prospective employees.” Third year BComm student, University of British Columbia Which employer representatives do students want to meet on-campus? 14 On-Campus Recruiting Report: 2013
  15. 15. “It's always an added bonus when there are many recruiters/people to talk to following the event. If recruiters are limited, students leave without asking questions that may lead them to applying.” Fourth year communications student, Wilfrid Laurier University “I loved meeting with officials from the companies to learn about the opportunities to grow as an engineer” Electrical engineering graduate, University of Windsor “Employers should make an effort when they come to career fairs. So many times, you could tell the people were disorganized or didn't want to be there and it made me not want to work for that company. They have to impress us just as much as we have to impress them.” Third year eBusiness marketing student, Humber College “I remember going to one hosted by [company] in Sheridan College. It consisted of a full-time employee and a student who recently completed their co-op work term at [the company]. It was amazing to hear both perspectives, learn about their career paths, and ask questions regarding the company and for advice.” Business marketing graduate, Sheridan College “Recruiters are great to meet because they are the people who can directly get you an interview” Second year BComm student, University of British Columbia Which employer representatives do students want to meet on-campus? 15 On-Campus Recruiting Report: 2013
  16. 16. Recommendations: Leverage alumni There are likely a number of people at your organization who graduated from your target schools – seek them out and ask them to join you for on-campus visits. Alumni tend to be more passionate about helping students from their own school and current students relate to them better than non- alumni. Prepare your representatives ahead of time Equip anyone who is accompanying you and your team on-campus with adequate information to answer students’ basic questions about which jobs your organization hires for, how the application and hiring process works, etc. The staff representing your organization on-campus should be prepared to provide real information – not just tell students to visit your website. Continue the conversation online Not having enough representatives from your organization can cause frustration, but one solution is to encourage students to connect with you online so you can continue engaging beyond that one on- campus event. Direct students to your Twitter account, LinkedIn group or upcoming online event (e.g., Twitter chat or Office Hours live chat on TalentEgg) for additional opportunities to ask questions. Which employer representatives do students want to meet on-campus? 16 On-Campus Recruiting Report: 2013
  17. 17. Information students want to learn from employers at on-campus recruiting events Students can learn about the rest online – what they’re interested in learning from you at on-campus recruiting events is information about career opportunities specifically for students/grads (71%). Career paths was selected as a distant second, with about half of respondents (48%) indicating that’s what they want to learn from employers on-campus. What do students want to learn? 40% 71% 43% 48% 35% 45% 41% 2% 5% 17 On-Campus Recruiting Report: 2013
  18. 18. “It is very easy to attain information about companies, history, good things they've done, job descriptions, and such other information on the internet. Employers giving realistic view of competitiveness, how many students they hire, how to differentiate yourself, and what the skills and experiences are required to be a successful candidate would be helpful.” Fourth year BComm student, University of British Columbia “Corporate culture, existence (/lack thereof) of clubs, committees, external events - ex: Social Committee, volunteering, activities, etc” Schulich School of Business graduate, York University “Best procedure to apply, corp culture, getting mentors once you're hired” Third year eBusiness marketing student, Humber College “If a manager attends, what he/she is specifically looking for.” Schulich School of Business graduate, York University What do students want to learn? 18 On-Campus Recruiting Report: 2013 Recommendations: Eliminate low-value information from your on-campus presentations, focusing instead on content that cannot be easily accessed on your campus career website, TalentEgg profile, etc. Students can research what your company does anytime, so get to the heart of what they’re looking for at these events: specific career opportunities that are applicable to them, career paths available within your organization, how you’ll develop them as young professionals, etc.
  19. 19. Preferred swag to receive from employers According to the survey, the most valuable thing you can give to students at on-campus recruiting events is information: informational brochures topped the list with 54% of students saying they’d like to receive them. The least popular item was candy/mints, with only 12% of respondents choosing that option. Some of the “other” responses included reusable water bottles, coffee mugs and sticky notes. What kind of “swag” do students want? 54% 16% 24% 44% 12% 37% 28% 5% 3% 19 On-Campus Recruiting Report: 2013
  20. 20. Recommendations: Distribute swag that does double duty Don’t settle for an item with just a logo on it – the swag you hand out on-campus should do double duty and actually help students learn more about you. In addition to your logo, incorporate the URL to your campus career website. Put info about your organization on USB keys Load a digital version of your campus recruitment brochure or other campus materials (e.g., links to your social networking profiles, frequently asked questions, employee testimonials, etc.) on to the USB keys before you distribute them so that when students go to use them, they’ll have another opportunity to interact with your employer brand. Tip: USB keys are cheap and plentiful. Don’t distribute USB keys with storage less than 1GB otherwise students will probably just throw them in the trash. Encourage students to share photos of them with your swag Your swag can be a great tool to encourage social sharing of your employer brand. Encourage students to pose for pictures while at your booth or, later on, ask them to post pictures of themselves with their new swag on Twitter. What kind of “swag” do students want? 20 On-Campus Recruiting Report: 2013
  21. 21. “Case competitions are a great way to not only put your knowledge to the test but network!!” Accounting graduate, University of Windsor “Provide more internship and volunteer opportunities for current students and graduates” Business marketing graduate, Centennial College “Events should be available at more than one time so as to be more available to a greater number of students” Third year BComm student, University of British Columbia “Having more than one event for the same company would be great for those of us that can't attend one for any reason, it would give us more availability to attend what we want to!” Second year BComm student, University of British Columbia “I would like to see more career opportunities shown to students who love working in both English and French! As a French student, it is tough to find people who are willing to even take a second glance at your résumé if you are a non-native speaker, but some of us are quite fluent and well-qualified!” Fourth year BBA student, University of Toronto Mississauga Other feedback from the survey 21 On-Campus Recruiting Report: 2013
  22. 22. “For me personally, I know that going to networking events is important, but I do not know enough about external conferences. No one at my university (student clubs, career centre, etc) emphasizes going to external conferences; however, a lot of recruiters go to external conferences and even host case competitions there. The companies that attend should educate students about them. Students are always looking for ways to meet recruiters and network for job opportunities, and external conferences are a hidden gem.” Third year accounting student, University of Toronto Mississauga “All of the campus recruiters at the career fair I went to knew a lot of information about their specific job open in my current city. But since I go back west for the summer, I was looking for more about jobs out in BC but they never had any information for me. I feel like they should know of open positions in their company for cities across Canada.” Second year international business student, Carleton University “Considering the number of companies that attend the larger scale career fairs, it is important that each booth looks engaging. You are essentially marketing your booth and unless your company is a very well-known employer, then students will less likely be attracted to your booth.” Business administration graduate, Schulich School of Business, York University Other feedback from the survey 22 On-Campus Recruiting Report: 2013
  23. 23. “I think it's good to come to schools with the intent to fill actual intern positions - that you are actively looking to fill intern or entry level positions. I went to a [company’s] campus career fair at Humber this year and I was speaking to the marketing department who seemed very interested in me and asked for my resume. I was excited because I assumed this meant they had summer intern positions and I would be potentially considered for an interview. I was very confused with the job application process, as some people at the fair told me to keep checking the website and that you apply online, and others told me that HR would contact me since I handed in my resume to the marketing department. After reaching out to someone I learned that there weren't any intern opportunities within the department I was interested in so, for me it was like 'what's the point?' I think as a student you go to a career fair to get valuable info about the company and jobs, but you are also going to hopefully GET a job (at whatever level). So when companies come to schools with really no current openings or intern programs, it's a bit of a let down for students who are looking for real world opportunities. The next career fair I attend I'd love to see which departments are hiring and what the process is for applying. In the end, the point of a career fair is to A) tell students why your company is a great place to work, and B) actually have open opportunities to hire.” Third year creative advertising student, Humber College Other feedback from the survey 23 On-Campus Recruiting Report: 2013
  24. 24. Campus recruitment: 2013 TalentEgg Campus Recruitment Awards: Finalists, best practices and winners How to take student relationships from on-campus to online 5 campus recruitment lessons from PwC’s NextGen study Communicating career paths: How retention can start with campus recruitment The relationship between recruitment and retention at TD Business Banking 2012 Campus Recruitment Excellence Awards best practices Students: The 3 types of students and how they approach their careers How student leaders choose where to work: Introduction and Exploration What every campus recruiter should know about graduating students Social media: How to make the most of Twitter for campus recruitment: Part 1 and Part 2 Social media for campus recruitment: 10 Twitter tips for tweeting effectively Social media for campus recruitment: #TEretail Retail Week Twitter chat How to leverage Pinterest to support your employer brand Campus career websites: What students want: 4 elements of an engaging campus career website 6 easy ways to improve your campus career website before September: Part 1 and Part 2 Resources 24 On-Campus Recruiting Report: 2013
  25. 25. TalentEgg.ca is Canada’s most popular job board and online career resource for students and recent graduates. Since 2008, TalentEgg has helped millions of students and recent grads hatch their careers, and worked with hundreds of Canadian employers to successfully attract top Gen Y talent to join their organizations. Learn how TalentEgg can help you attract, target and recruit ambitious, career- minded interns, co-op and summer students, and new graduates to your organization. Contact us today. Get cracking on your September campus recruitment campaign With campus recruitment kicking into high gear in just three short months, we have already started preparing for a number of employers' September campaign launches. We'd love to get cracking on yours too! To learn more about how TalentEgg can help you attract, target and recruit top students and recent graduates this fall, please contact: Steph Morgan, Director of Sales steph@talentegg.ca or 416-479-4186 ext. 114 About TalentEgg 25 On-Campus Recruiting Report: 2013 Follow @TalentEgg on Twitter: http://www.twitter.com/TalentEgg Follow @campusemployers on Twitter: http://www.twitter.com/campusemployers Join TalentEgg’s Campus Recruitment Excellence group on LinkedIn: http://www.linkedin.com/groups?gid=4220231 Like TalentEgg on Facebook http://www.facebook.com/TalentEgg Join the conversation
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  27. 27. 27 On-Campus Recruiting Report: 2013 Copyright © 2013 TalentEgg Inc. All rights reserved.

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