How to design an attractive Campus recruitment program to hire graduate or the post graduate students? Looking for those key factors to be considered before giving your Campus Recruitment program the final shape? Below, I suggest 15 easy steps to design an attractive and effective Campus recruitment program that will make you walk out of the college/university campuses with accepted copies of appointment letters of the desired candidates. Read on and share your points that you may want to add:
Pre recruitment process: There is a great degree of preparedness required to get an effective campus recruitment program grounded, the better the preparation and
- Get the business heads to share the number of people required from the campuses as a part of the Management/Graduate training program and identify locations, teams and other details so that the specifications are detailed out
- Identify the roles that befits the management /graduate trainees in terms of skills and competencies keeping in mind that most of them will be towards the beginning of the learning curve of their professional journey
- Identify internal champions within the organization who will manage this pool of young recruits and familiarize them with the organization. These champions will also act as endorsers for the Campus recruitment program internally and ensure the program is managed well and is a success
- Have a designated person/people to interface with the colleges/campuses well in advance to build relationships with key people e,g. placement coordinators, professors, key influencers. Also design a Campus engagement program with the targeted campuses/colleges for higher recall and turnout ratio
- It is imperative to define the proposition of the organization that works best in the colleges/campuses. What is the unique proposition that the organization is offering? Is the role, compensation, career growth opportunities, learning opportunities, off shore assignments, bouquet of attractive propositions? The sharper the proposition is defined, the better it will be to attract and recruit the desired candidates
- The recruitment process begins the campus calendar. There could be multiple colleges/campuses whose dates could be on the same day hence it is imperative to have a pool of interviewers in advance tagged to different places ,travel scheduled firmed up and logistics in place. Remember, most of the interviewers take this assignment as a call beyond their regular duty hence a smooth experience for them is the HR managers’ responsibility.
- It is always preferable to have the information about the other companies visiting the campus that very day so that one has the sense of the competition and that helps to gauge the candidates’ interest levels and preferences. It also helps to modify the recruitment pitch that day to attract the desired profile of candidates
- If the Pre placement talks are scheduled on the same day, it is imperative that an alumni from the institute accompanies the pool of interviewers for experience sharing as an ambassador of the organization
- The interview process itself makes a lasting impression and is often a factor of consideration amongst the students. The team needs to use wisely use the discretion while choosing the interview pattern, stages, rounds etc. If a group discussion is conducted, the forms, methods, topics etc used are very important factors. Also, it is important to have firm process of shortlisting/rejecting candidates.
- Always ensure the closure of the candidates selection right at the campus. The offers should be rolled out to the selected candidates on the spot. If pre printed appointment letters are handed over to the candidates, it is worth exercising. Getting candidates to accept the offer/appointment letter restricts them to appear for other interview and in more than one ways ensure they have made their final choice and is likely to come on board
Post Recruitment process:
- Offer drop outs are a big challenge faced by many organisations as there is a time lag between the offers made at the campus and their possible joining date. Continuous efforts need to be made to ensure the offered candidates are not dropping out.
- It is worth the effort to keep candidates engaged with the organization during the post offer period by regularly updating them with Company news, newsletters proactively, a SPOC (Single Point Of Contact) should be identified who can keep interacting with the candidates and keep them interested in their choice of the employer
- Closer to the date of joining, proactive communication kit about the logistics and other details should be sent to the candidates. It is a wonderful way to reach out to them with desired information and not wait for the queries to flow in the mail box. It creates a winning impression about the organisations’ readiness to welcome the new joinees
- Adequate preparation needs to be undertaken to give the campus/college recruits a delightful first day experience in the organization in the form of a robust On boarding experience.
- A great Management/graduate trainee program architecture is mandatory to reap the benefits of a attractive campus recruitment program