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"University Recruiting: Key Findings"
University recruiting is an effective means by which companies can find the newest and brightest talent. However, it is a complicated, evolving process. Highly competitive and constantly-evolving companies are always looking for ways to spend their university recruiting dollars most wisely -- such as better selection of schools, qualification of interested parties, and management of the company's relationship to the university. Using the information gathered in surveys and interviews, this document can give executives at leading companies some basic pointers and examples of how other leading companies manage this process effectively.
- Project Focus & Company Demographics
- Key Findings and Recommendations in
-Technology and Outsourcing
- Ten Specific Productivity and Opportunity Metrics
- Benchmark Definitions & Segmentation
Sample Key Findings
*The study identified some movement in university recruiting groups toward a shared environment, through such practices as establishing strategic and tactical advisory committees, to give business units ownership of the programs. Companies have found that they can reduce cost and improve programs if the entire university recruiting process is viewed as being “owned” by the business.
*The trend is for most companies to reduce the number of schools to a manageable group - typically, 50 or less. In school selection, interviewed companies use algorithms to determine who they visit based on past school/program reputation, success of graduates at the company, specialty programs, student diversity, research activities, location and a number of other factors.
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.