Build a Customized Campus Recruitment Program
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.
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Our Advice
Critical Insight
- 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.
Workshop: Build a Customized Campus Recruitment Program
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 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
The Purpose
- Identify roles that could be filled by new graduates.
Key Benefits Achieved
- Conducted focus groups to gather hiring manager feedback.
Activities
Outputs
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
The Purpose
- 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.
Activities
Outputs
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
The Purpose
- 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.
Activities
Outputs
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.
About McLean & Company
McLean & Company is an HR research and advisory firm providing practical solutions to human resources challenges via executable research, tools, diagnostics, and advisory services that have a clear and measurable impact on your business.
What Is a Blueprint?
A blueprint is designed to be a roadmap, containing a methodology and the tools and templates you need to solve your HR problems.
Each blueprint can be accompanied by a Guided Implementation that provides you access to our world-class analysts to help you get through the project.
Need Extra Help?
Speak With An Analyst
Get the help you need in this 3-phase advisory process. You'll receive 9 touchpoints with our researchers, all included in your membership.
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.
Contributors
- 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
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Build a Customized Campus Recruitment Program