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College Recruiting I

(October 30, 2003) - We're big fans of the team over at Experience. A college recruiting service, the core stands out as a set of customer oriented service providers. With their customers they've compiled a set of tips for developing a college recruiting program. Here are the first five:

  • Tip 1:  Add Non-Core Schools Cost Effectively

    Most recruiters have a consistent group of core schools they recruit from each year by attending career fairs and interviewing on-campus.  While you're building relationships and spending time with these primary target schools, you should make sure that you don't miss out on excellent candidates at schools that you might consider if you had unlimited resources.  Augment your program easily and cost-effectively by working with these supplemental schools by posting jobs and searching resume databases online.  Organizations, like the Peace Corps, use a two-tiered strategy that lets them focus on their core campus relationships where they actively recruit on-campus, but yet allows them to consider students from other schools through more virtual means.
     
  • Tip 2:  Relationships Matter

    Recruiting at its essence is based on relationships, and the stronger your relationships are, the better your recruiting program can be.  One way to jumpstart this process is to reach out and connect with career center professionals at your core schools.  Get to know them, and spend time briefing them about your company and its recruiting needs.  "Relationship management is the number-one priority in CIGNA Corporation's recruiting efforts", says Jonathan Janisak, campus coordinator. CIGNA works closely with career services offices to sponsor events and hold meetings with student organizations such as business fraternities and other student leadership groups. By understanding your business better, career centers can also help you discern the nuances of their school programs, such as the best ways to reach student leaders or the meaning of a particular type of major.
     
  • Tip 3:  Get Noticed

    Building visibility on campus can be easy and fun, and directly interacting with students is one proven way you can get their attention.  Many schools offer a variety of ways for employers to engage with students directly, such as resume critique days or practice interview days.  Hewitt Associates holds a general session on employee benefits, using their industry knowledge and expertise to help students understand a complex subject.  Some companies find even more innovative ways to build their identity.  Enterprise Rent-A-Car sends its recruiting team to help freshmen move into their dorms.  So unleash your creativity and come up with new ways to get your brand in front of students!
     
  • Tip 4:  Always Put Your Best Foot Forward

    If you're attending a career fair or hosting an information session, you've already expended money and time to get there, so make sure you get the most out of the opportunity.  First, make sure the employees that you send will represent your company well they should be passionate and knowledgeable about your company.  Have literature or collateral available so students can learn more about your company and positions.  Have specific instructions for students available to let them know what they should do next if they are interested in your company.  Take this opportunity to collect resumes and email addresses so you can stay in touch.  Learn more from students about the school, its programs or methods in reaching other students.  Use this time to get to know students in an informal setting, outside of a formal interview.  Your participation in an on-campus event can go a long way in generating student interest, so maximize your investment.
     
  • Tip 5:  Enlist Your Employees

    Your employees who are alumni of target schools can be excellent sources of referrals. Young alumni in particular have a solid working knowledge about your organization and also understand the nuances of the university.  Armed with that appreciation for both environments, they may know current students and can assess whether they would be a good fit for your entry-level opportunities.  They also can help you relate to students and explain the roles and positions that students can fill.  By involving your alumni, you may be able to find students that you wouldn't normally reach.

John Sumser


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