Campus hiring strategy to attract next-gen talent
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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.
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Campus hiring strategy to attract next-gen talent
- 1. Campus hiring strategy Attract & Engage The Next Generation
- 2. Key Consideration for Building Campus Recruitment Program Business Need/ Manpower Forecasting Aligned to the future need Organization Readiness Capability to invest in the fresh hire Industry Benchmarking Benchmarking with similar organizations
- 3. Campus Recruitment Plan Manpower planning Selection Criteria Assessment Tools Campus Identification Campus Recruitment Activities Planning Campus Recruitment Drive Training budget based on the strategic business objectives. Knowledge, skills & personal characteristic to be assessed based on job Analysis/Competency Technical Competence, Aptitude test, Psychometric/ Value fitment assessment, Interview Research presentation Campus to be visited based on the skill sets. Calendar Planning, Interview Panels, & Campus Recruitment activities and other Pre Placement Talk, Final Assessment, Selection & Offer .
- 4. Feed your hiring with an internship program. Benefits of Internship • Building Relationship with potential hires • Cultural fit • Better Retention • Branding activities • Quality
- 5. Build, develop, manage, and maintain campus relationships. • The successful university relations looks at the long haul, not just short- term results, and is built on strong relationships. • Faculty & Administration – UR also can help you develop relationships with other key campus contacts • Setting Recruiting Goals - Based on the organizational goal of supply and demand , how large the potential pool is? Who are our competitors? • Target College – Research which college offers major we seek, location (BSc, Msc, BE, MBA) • Sending Right people to campus – Managers, employees who are well versed about the company history, policies, culture. who you send to campus is critical. Our employees have the most influence on how students view your organization. Send well-trained professionals who are equipped to answer questions, address concerns, represent your brand, and sell your organization.
- 6. Campus Employer Branding Campus Connect • Candidates go through video / material having all the information about the company • Increase awareness about Company’s operations, productions & solutions Testing • Candidates take test conducted by the organization prior to its visit • Test include different parameters like technical + one section on company info Employer Branding • Reach out to more campus and students • Have impactful conversations with candidates • Increase Employer Branding across all cities
- 8. Campus Hire: Onboarding 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. On Boarding & 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.
Editor's Notes
- Strategy meeting with internally stakeholders to understand the requirements
- Identify colleges as per the requirement based on college ranking and availability of the students
- An internship program is one of the most effective recruiting techniques, helping you build a relationship with potential hires early in their college career (before they are “on the job market”) and gauge their fit for your organization. An internship program can also help you achieve better retention: Research shows new college hires who have served an internship are more likely to stay with the employer.
- The reality is, no program can guarantee job openings for new college grads every year, but organizations achieving greatest success don’t abandon campus when they aren’t hiring. Instead, they find ways to maintain their ties, such as continuing their internship program, taking part in mock interviews, or performing resume critiques, for example. This is where we can be especially helpful: They can tell you what options are open, and what will and won’t work for their campus.