by Melissa Bissing on February 5, 2019
3 min read
Get top college recruits in front on your hiring managers faster, with these technology-driven college grad hiring process strategies.
Employers plan to increase their U.S. college hiring by nearly 17% this year. What does that mean for you, campus recruiter? You’re up against extreme competition for the student candidates you want to hire. Give yourself the advantage by getting top college recruits in front on your hiring managers faster, with these technology-driven college grad hiring process strategies.
If you can start building digital engagement with students before your campus visits, you’ll be steps ahead of the competition. Do it by
Now that you’ve found a way to accelerate the candidate-hiring manager connection, evaluate the rest of your college grad hiring process. The average time from interview to offer with campus recruiting is 23.6 days. How does your cycle compare? If your hiring managers are the bottleneck, help them understand that their commitment to move faster is vital to meeting your company’s Class of 2019 hiring goals. The advanced interviewing platform you used to facilitate that front-end connection can also be used to speed along any follow-up interviews needed and to communicate with candidates to keep them engaged while job offer decisions are being made. And, that same technology can be used to engage, interview and hire better college interns faster, too.
If you’d like to see how Ferguson, a top-rated wholesaler and building supplies distributor went next-level with its campus recruiting, read this short case study. Jennifer Lassiter, Operations Manager for Talent Management, replaced Ferguson’s on-campus interviews with video interviewing. What’s the strategic value?
“We are still going to all the same campuses. This wasn’t about cutting our travel costs, but about efficiency and what recruiters can do best with the time they have. This allows them to spend more time on each campus promoting our brand, and focusing on the great candidates. Not all candidates, the great ones.”
– Jennifer Lassiter, Operations Manager for Talent Management, Ferguson
Want to learn even more about how video interviewing can transform your hiring process? Check out our Ferguson case study and see how replacing traditional campus interviews with video interviewing helped Ferguson enhance their brand.