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In our earlier blog titled The New Normal of Campus Recruitment, we provided an overview of campus recruiting in light of how the pandemic has changed the face of job recruitment.
Traditionally, recruitment was handled in person through career fairs and on-campus interviews by a small team of recruiters and TAs. It required heavy travel and was an expensive endeavor that did not always provide the biggest bang for its buck. It all went virtual but is slowly coming back to a more hybrid campus recruitment approach.
Companies have had to change the way they do recruitment by using technology to fill in the gaps of face-to-face connection. What they found was that this sea change, once embraced, provided both a cost and recruiter benefit. It took much of the laborious manual tasks away from TAs and recruiters and allowed them to focus on the more important high-touch connection with campus candidates. And it saved many thousands of dollars on travel and employee costs. In this post, we'll highlight how you can speed hiring with a hybrid campus recruitment approach.
Getting the Engagement
However, at the beginning, companies struggled to get students to engage with a virtual-only way of connecting. As soon as it was possible, recruiters and TAs strategically planned to do some on-campus events in coordination with their tech tools used to streamline the most challenging parts of the recruitment process. A new hybrid campus recruitment standard has been created to allow companies to widen their candidate and university base while seamlessly up leveling their candidate experience with easy-to-use technology that provides a better workflow for everyone.
Attracting More Diverse and Wider Applicants
Merging the in-person authentic connection with an automated backend process has enabled company TAs and recruiters to spend more time concentrating on attracting better Generation Z candidates who are much more comfortable with technology. This generation of graduates have no problem doing interviews by video, taking online assessments, and scheduling automated interviews. A unified campus recruitment process using existing tools works well with their “digital native” status.
Additionally, with automation in the background for administrative support, recruiters and TAs can spend more time building the corporate brand in areas that Gen Z cares deeply about, such as diversity in hiring, mission and value statements, community service offerings, and eco-friendly ways to do business. Using Gen Z-friendly ways to communicate — such as video and social media — takes time and effort that is well worth the value it brings in the end result.
Additionally, Gen Z go beyond LinkedIn and job sites for recruitment opportunities. In our previous blog, we noted that even before the pandemic, 79% of job applicants were using social media to look for new job opportunities in channels such as YouTube, Reddit, Twitter, TikTok, and Facebook. You need to meet the new generation of graduates where they live: in a technology-driven world.
By leveraging technology, organizations can revamp the traditional campus recruitment process to provide a high-touch candidate experience that is streamlined and way more cost-effective than the traditional methods from pre-pandemic times. Merging current workflows with a highly automated component is a best practice that will live on well after the pandemic is over.
Interested in more information on the hybrid campus recruitment process? Download the eBook: The Ultimate Hybrid Campus Recruitment Guide: Speeding Your Time-To-Hire with Top-Notch Candidates.
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