As March Madness begins and talks of brackets and pools begin to take over at office water coolers across the country there is another event on employers minds: college recruiting. As the nation’s 68 best men’s college basketball teams battle over the course of March for a shot at the Final Four and the chance to be crowned national champion, employers are gearing up to hire the best talent out of the class of 2016 and the earlier they start, the better. College recruiting is a great way for organizations to build a strong bench of future talent but the competition for the top students is tough. To make sure you’re getting the best of the best you are going to need to compete by implementing modern recruiting techniques.
Here are two key tactics to get ready for recruiting college graduates:
To recruit the next generation of talent you need to display your company culture and the reason why they should want to join your company. College graduates are looking for opportunities that will help them grow and become successful in the workplace. If you have a program designed to nurture, develop, and challenge entry-level employees make sure it’s advertised on your career site. Dedicating prominent space on your career site that provides information about your internship and/or entry-level positions is vital. Make sure it answers the common questions, such as what an intern would be doing, if it’s paid, and how they’ll benefit.
Companies need to showcase what it’s like to work there, what the company values are, and how it gives back to the community. Your career site should set you apart from the competition. In our recent report on recruitment marketing, job seekers expressed what types of content they find the most important on a company’s career site.
To keep up with today’s consumer-minded job seekers, modern recruiting professionals are adopting recruitment marketing techniques and tools to establish and sustain connections with candidates. In fact, according to a recent survey by iCIMS, 86 percent of HR professionals agree that recruitment is becoming more like marketing.
One way to implement recruitment marketing is by establishing talent pools and nurturing them with email campaigns. Instead of collecting paper resumes at college career fairs, present your company as forward-thinking and innovative by using iPad Kiosks that connect to your recruitment marketing automation tool and applicant tracking system to collect students’ information. This makes it simple for students to submit basic information and opt-in to automated email campaigns. You can engage college students early before graduation by creating automated email campaigns for different candidate populations. For example, you could send personalized emails to students in certain majors, schools, or career path interests. Send them information on entry-level job openings, company updates, and information on your company culture. By the time graduation rolls around they will be engaged with your brand and ready to apply to an open position.
In our study on recruitment marketing, job seekers expressed their interest in joining talent pools to learn more about a company before they are ready to apply.
Applying these two simple tactics to your college recruitment program could increase the quality of applicants and reduce your time-to-fill metrics for entry-level roles.
Does your organization have a college recruitment program? If so, comment below to let us know where you’ve seen success.