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Products & Services Human Resources Recruitment and Retention

University Recruiting: Key Findings

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ID: 4848


Features:

Metrics, Summary Matrix, Detailed Process Map


Pages/Slides: 9


Published: Pre-2014


Delivery Format: Online PDF Document


 

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"University Recruiting: Key Findings"

Study Overview


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.

Key Topics

  • Project Focus & Company Demographics
  • Key Findings and Recommendations in
      -Process
      -Interns
      -University Relationships
      -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.

Methodology

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.


Industries Profiled:
High Tech; Manufacturing; Financial Services; Insurance; Utilities; Technology; Biotech; Pharmaceutical; Telecommunications; Aerospace; Medical Device; Health Care; Professional Services; Chemical; Cable; Media; Automobile; Banking; Consumer Products; Energy; Computer Hardware; Computers; Computer Software; Defense; Research; Multiple


Companies Profiled:
Agilent Technologies; CNH Global; Jet Propulsion Laboratory; BCE; AIG; Blue Cross Blue Shield- Florida; American Electric Power; Black & Veatch; American Express; Buckeye Technologies; Amgen; Constellation Commodities; Avaya; Dassault Systemes; BAE Systems; Greer Laboratories; Baxter International; Hach; Bell Helicopter; Hamilton Sundstrand (UTC); Blue Cross and Blue Shield of North Carolina; Malcolm Pirnie; Capital One; Robert Bosch; Caterpillar; Shure; Inc.; CITGO; St. Paul Travelers; The Dow Chemical Company; Concentrix Corporation; The Solae Co.; Cox Communications; Williams; DaimlerChrysler; Boeing; DuPont; Bank of America; Eastman Kodak; Ernst & Young; Entergy; ExxonMobil; Experian; Goldman; Sachs; Fidelity Investments; Hewlett-Packard; First Data Corporation; Honeywell; Georgia-Pacific; Pratt & Whitney; Intuit; John Hancock; Johnson & Johnson; KLA-Tencor; Kohler Company; Lockheed Martin; Los Alamos National Laboratories; Lucent Technologies; MassMutual; Merck; Nationwide Insurance; NCR; Nestle; New York Life; Pfizer; Principal Life; QUALCOMM; Red Hat; Respironics; Rockwell Collins; Sanofi-aventis; SAS Institute; Textron Inc.; The Thomson Corporation; Trane; Unisys; Valero Energy Corporation; WPS Resources

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