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"Building Strong Stakeholder Relationships & Selecting Schools for University Recruiting"
University recruiters have the important and daunting task of maintaining the relationship with university officials and other stakeholders. Recruiters must develop and maintain strong connections with campus networks to expedite job postings, schedule events and optimize overall brand promotion. Internal relations within the company are equally important in maintaining university recruitment success. These external and internal relationship issues are compounded by the question of selecting which schools on which to focus time and direct resources. This document will both help executives involved with university recruiting and recruiters develop these relations and keep them strong, as well as decide which schools to target.
- Campus Relationships
- Internal Company Relationships
- Student Relationships
- School Selection
- School Ranking
- Limiting Focus Schools
- Alumni Pressure
Sample Best Practices and Partner Examples
Use a customized set of criteria to select and rank schools and reevaluate the list annually to ensure focus remains on the most successful campuses.
*A recruiting director selected her focus schools after a “detailed data analysis looking at what we recruit for first of all, then looking at all the top schools providing programs in those areas. A PhD did the analysis for us. We chose the most important criteria and assigned a ranking to each one. Then we did a numerical analysis against the list of schools with the right programs. We decided on the number of schools we would visit and took that number from the top of the list."
Require interview training for all line recruiters to drive recruiting success and avoid legal snares.
*A large financial services company in the study provides mandatory training on interviewing skills and campuses to all line professionals who want to work with the organization and employees must have this training in order to go to a campus.
Focus primary recruiting efforts on a few important schools to reserve sufficient resources for building deep relationships where they matter most.
*A vice president who heads global university recruiting for a company with one of the largest hiring volumes in the study sticks to a “hard and fast 50-school rule. We don’t want to diminish our concentration or dilute our overall effectiveness.”
Originating out of a Best Practices, LLC research and consulting project, this document was based on a survey of university recruiting executives at 79 companies across a wide range of industries, as well as in-depth interviews with nine of the survey participants.