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Download FREE Excerpt
20 Info Graphics
50 Data Graphics
25 Best Practices
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benchmark surveys with 79 companies, as well as analysis of exclusive interviews with university recruiting leaders at nine selected best practices corporations. This report is designed to give Human Resources executives and directors a tool to assess recruiting performance and begin building a strategic path for program improvement in the future.
REPORT STRUCTURE AND ORGANIZATION
Project findings are organized into an executive summary, topical chapters and an appendix.
1) Executive Summary – The executive summary contains a discussion of the background factors that led to the study, a description of the Best Practices, LLC research methodology, a summary of the key project findings and recommendations for identifying and closing performance gaps.
2) Topical Chapters – These chapters provide, by subject, a graphical depiction of survey
responses, discussion of key trends identified from an analysis of the data and write-ups of best practices harvested from in-depth interviews:
Financial Services; Insurance; Pharmaceutical; Biotech; Health Care; Consumer Products; Telecommunications; High Tech; Defense; Medical Device; Manufacturing; Computer Hardware; Computers; Banking; Chemical; Automobile; Aerospace
American Express; New York Life; Pfizer; Goldman; Sachs; Nestle; Merck; Lucent Technologies; Lockheed Martin; Johnson & Johnson; Honeywell; Hewlett-Packard; Georgia-Pacific; Fidelity Investments; ExxonMobil; Ernst & Young; Dow Chemical; DuPont; DaimlerChrysler; Capital One; Boeing; Bank of America
SAMPLE KEY FINDINGS
1. Although school-sponsored career fairs account for 40 percent of events attended by benchmark companies, companies increasingly are moving away from fairs to focus on higher value activities such as a educational programs and Company Days on campus. These activities provide better branding opportunities and attract a more focused target audience. High volume hiring companies spend an average of only 34 percent of their time on career fairs.
2. Leading companies facilitate streamlined, multi-divisional campus recruiting by leveraging a triage approach – key representatives perform on-campus interviews to screen for company fit rather than to fill specific jobs. This enables recruiting to send one multifunctional team instead of a separate team for each division or job function. Screening for company fit (based on behavioral interviews) builds a large talent pool that can be leveraged by all hiring managers across divisions to identify potential talent for second round interviews for specific jobs. Companies find multifunctional recruiting drives efficient and effective. Coordinated efforts also present a unified company face on campus, which improves company brand.