Sourcing new graduates is unique – reach them where they are, don’t wait for them to come to you.
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 & 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.
Research & Tools
1. Assess campus recruitment needs & identify program goals
Identify
organizational roles to be filled by new graduates, set goals and metrics for
campus recruitment, and build a business case.
Develop
job descriptions and audience profiles for priority roles, tailor employer
brand messaging to target new graduates, and select sourcing methods.
3. Prepare to implement the campus recruitment program
Identify
an action plan for implementing the campus recruitment program including an
annual campus recruitment calendar, communications content, and marketing
collateral.