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.

Onsite Workshop

Without a planned approach to campus recruiting companies often:

Incorporate biases into hiring practices by only looking at candidates with three to five years of job experience for entry-level positions.
Fail to provide new graduates a chance to demonstrate their skillset and knowledge.
Miss opportunities to engage with students when and where they are job seeking.

Recruiting new graduates can help organizations:

Address expected employee shortages with an untapped talent pool.
Build a pipeline of talent and leaders for future vacancies.
Increase diversity of their workforce to drive growth and innovation.

The Purpose

Identify roles that could be filled by new graduates.

Key Benefits Achieved

Conducted focus groups to gather hiring manager feedback.

Activities:		Outputs:
1.1	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.

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:
2.1	Understand stakeholders’ needs and determine the reason for the program.
2.2	Clarify/create job descriptions.	Job descriptions.
2.3	Draft new graduate audience profiles.	New graduate audience profiles.
2.4	Develop school selection criteria (create a list of schools if possible).	School selection criteria.
2.5	Determine program goals and metrics.	Program goals and metrics.
2.6	Develop tailored employer brand messages.	Employer brand key messages.

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:
3.1	Select and customize sourcing methods to engage target graduates.	Customized sourcing methods.
3.2	Identify modifications to the existing TA process.	TA process changes identified.
3.3	Customize campus recruitment readiness checklist.
3.4	Create an implementation plan (resources, TA process accountabilities, annual calendar, communications content, collateral).	Implementation plan.
3.5	Establish an annual program evaluation and planning process.	Annual evaluation and planning process.

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