Why is campus recruitment essential and tips for doing it right

Catching them right when they graduate is the most common recruitment strategies adopted by most organizations to fill in entry-level positions across functions. The expectation among young graduates is also something that can be effortlessly met, and therefore, there is a lot of scope for win-win. However, the emphasis is more getting campus recruitment right, with evolved tips and tricks to make it more effective.

Let us remember that traditional campus recruitment approaches are time-intensive and do not assure quality hires anymore. Further, these approaches have resulted in an improper evaluation of skill-sets and screening process. This cascades into high attrition and the process will need to be repeated.

Here are some easy to adopt strategies that can help you make the most of your campus-hiring drive.
  • The clarity of job description matters.

A well-written job description can help set the right expectations and help in connecting better with prospects on the campus.  Ensure that there is enough emphasis on the brand along with detailed job description, title, and responsibilities along with criterion that needs to be met is given. Remember that there is the problem of plenty in campus recruitment drives and therefore, greater information availability will help candidates choose jobs with ease, and this saves up a lot of time for recruiters as well.

  • Adopt innovative techniques during pre-placement discussions.

Remember that pre placements talks are that which creates awareness and gets the ball rolling in right direction. This will also help in ensuring that brands attract the right talent. Ensure that the following is covered as part of the pre-placement marketing efforts.

  • What candidates can expect as they make an entry into the organization?
  • Overall work culture and hierarchical structure.
  • Current projects.
  • Generic trends in technology and employment and the necessary skills set expected.
  • Process of screening and selection of candidates Filter candidates.
  • Basic résumé-writing skills
  • Dealing with the lack of experience to get started.

Conduct necessary screening tests, such as aptitude and subject-related tests that can help in overall filtering of candidates.Develop methods that can also assess candidates in an all-round manner emphasizing aspects such as life -skills, communication, and social skills, etc. The objective should be to pick candidates who can survive in the long run in your organization. Try and identify that one skill that is most relevant to your hiring needs and conduct a specific test delving into details.

  • Develop internship programs.

Work on a strategic internship program that opens up for a certain period in an academic session year after year. Plan to bring on board a fixed number of interns and absorb them on permanently if you spot the right fit. These programs also acclimatize students into your policies and working culture and is an excellent way for your existing teams to get familiar with the talent you could hire once they graduate.

  • Do not repeat and make your screening process easy.

If you have covered sections during pre-placement, do not go over it again during your actual recruitment drive. Automate further tests, and indulge in quicker decision making. For example, conducting pen and paper tests require lots of manual work such as creating questions, getting question papers ready and printed, coordination, holding it, evaluation, and so on. Not to mention the errors associated with manual assessment further.

A note on personal interviews.

Ensure that your final decision is made via personal interviews. While this is being said, sitting down and conducting interviews one after another can also be back-breaking and thereby making room for errors. Here are some smart methods of handling back-to-back interviews can be tiring, and this could result in errors. Following are a few ways in which you can minimize discussions during a campus recruitment drive :

  • Conduct at least two interviews with each candidate and choose the better of the two.
  • Remember that there are multiple methods to find out if a candidate is resourceful. Explore all options before you make a decision.
  • Work with question banks, pick and choose a set during different sessions.
  • Allocate interview slots so that there is no time lost in waiting which can, in turn, affect performances. Always have a team by your side who assist you with this entire process.

Finally, campus recruitment drives can efficiently serve the purpose of identifying the right talent earlier on and can be extremely productive provided it is carried out correctly.

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