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"Hiring Top Talent in University Recruiting"
As the baby boomer generation retires and technology and the marketplace change, new talent is required to keep companies competitive. College campuses are a vital source of essential talent, and university recruiting organizations are the agents who drive the best and brightest new graduates into the talent pool. Companies that have successful recruitment programs must generate large pools of qualified applicants and implement effective screening and selection processes that prevent good candidates from slipping through the cracks. This document will be helpful to executives when strategizing on how to build their talent pools and then screen and select candidates.
- Building the Talent Pool
- Candidate Screening and Selection
- Intern and Co-Op Programs
Sample Best Practices
Recycle qualified candidates who aren’t hired in first job interviews back into the talent pool to make them available to other managers and divisions instead of restocking the pool from scratch.
*If successful first round candidates are not hired after a second round interview, the applications “go back to central recruiting for referral to another division,” said an interviewed manager.
Leverage interns and co-ops to fill the entry-level jobs pipeline.
*An internship program at a large financial services company creates “a very effective pipeline—about 50 percent of the ultimate class,” according to the vice president who oversees university recruiting.
Maintain relationships with students throughout their internships and beyond to build a network of top future recruiters from the line.
*One company takes recent graduates to career fairs and uses recent interns who have returned to school to assist in on-campus recruiting events.
Originating from a Best Practices, LLC consulting project, this document was based on a survey of 80 university recruiting executives at 79 companies across a wide range of industries, as well as in-depth interviews with nine of the survey participants.