- Dianne Bader, Director of Cooperative Education and Career Services, University of Waterloo
- Brien Convery, Director, Early Talent Acquisition, Attraction and Engagement, Royal Bank of Canada
- Graham Donald, President, Brainstorm Strategy Group Inc.
- Troy Ferguson, Talent Acquisition Specialist, Shoppers Drug Mart
- Claire Gibson, Recruiter, Bruce Power
- Jennifer Husband, University Program Manager, Colliers International
- Bridget King, Campus Talent Acquisition Lead, IBM Canada
- Amanda Lakey, Associate Director, Corporate Recruiting, Financial Services, Ivey Business School at Western University
- Krista Navalta, Campus Recruiter, The Regional Municipality of York
- Jennifer Neef, Director, The Career Centre, University of Illinois at Urbana-Champaign
- Anna Peters, Organizational Development Consultant, Minnesota Organization Development Network
- Carmen Tsang, Employer Relations and Partnerships, Eastern Canada, Lighthouse Labs
- University Relations Recruiter, Large Manufacturing Organization
- The campus recruitment environment is complex. Most new graduates are new to job seeking and have to balance their academic responsibilities with their job seeking interests.
- Many organizations believe some work experience is required, even for entry-level roles, leading to the impression that new graduates lack the skills needed for these jobs.
- With organizations’ pressing workforce needs, new graduates are a great source of talent. However, as they approach the labor market differently from experienced job seekers, organizations need a tailored approach to recruit them successfully.
Impact and Result
- Use research and school relationships to build a planful and targeted campus recruitment program.
- Build relationships with targeted schools to identify the best sourcing methods for growing your talent pipeline.
- Modify your Talent Acquisition (TA) process to create a candidate experience that resonates with new graduates.
This guided implementation is a nine call advisory process.
Guided Implementation #1 - Assess campus recruitment needs and identify program goals
Call #1 - Prioritize roles to be filled by new graduates.
Call #2 - Review business case for campus recruitment.
Guided Implementation #2 - Design the campus recruitment program
Call #1 - Review audience profiles for new graduate roles.
Call #2 - Align employer brand messaging to EVP.
Call #3 - Select the right sourcing methods.
Call #4 - Identify changes to TA process.
Guided Implementation #3 - Prepare to implement the campus recruitment program
Call #1 - Review campus recruitment calendar.
Call #2 - Customize campus recruitment checklist.
Call #3 - Identify resources to support managers and employees.
Book Your Workshop
Onsite workshops offer an easy way to accelerate your project. If you are unable to do the project yourself, and a Guided Implementation isn't enough, we offer low-cost onsite delivery of our project workshops. We take you through every phase of your project and ensure that you have a roadmap in place to complete your project successfully.
Module 1: Assess Campus Recruitment Needs & Identify Program Goals
- Identify roles that could be filled by new graduates.
Key Benefits Achieved
- Conducted focus groups to gather hiring manager feedback.
Conduct focus groups (intake) with hiring managers to gather information for job descriptions.
- Hiring manager input on role requirements, target graduates, and schools.
- Themed focus group feedback completed by McLean & Company.
Module 2: Design the Campus Recruitment Program
- Develop job descriptions and audience profiles for priority roles.
- Set program level goals for campus recruitment and identify associated metrics.
- Tailor employer brand messaging to target new graduates.
Key Benefits Achieved
- Outlined job descriptions for target roles.
- Created audience profiles for student groups.
- Determined goals and metrics for the program to accomplish.
- Drafted employer brand messaging to communicate through job marketing efforts.
Understand stakeholders’ needs and determine the reason for the program.
Clarify/create job descriptions.
- Job descriptions.
Draft new graduate audience profiles.
- New graduate audience profiles.
Develop school selection criteria (create a list of schools if possible).
- School selection criteria.
Determine program goals and metrics.
- Program goals and metrics.
Develop tailored employer brand messages.
- Employer brand key messages.
Module 3: Prepare to Implement the Campus Recruitment Program
- Select sourcing methods for the campus recruitment program.
- Identify changes to current TA process for campus recruitment.
- Identify an action plan for implementing the campus recruitment program.
- Determine an annual evaluation and planning process.
Key Benefits Achieved
- Chosen sourcing methods to engage post-secondary students.
- Acknowledged necessary changes to the TA process to accommodate new graduate hiring initiatives.
- Developed an implementation plan and annual assessment for the campus recruitment program.
Select and customize sourcing methods to engage target graduates.
- Customized sourcing methods.
Identify modifications to the existing TA process.
- TA process changes identified.
Customize campus recruitment readiness checklist.
Create an implementation plan (resources, TA process accountabilities, annual calendar, communications content, collateral).
- Implementation plan.
Establish an annual program evaluation and planning process.
- Annual evaluation and planning process.