6 Secrets to Achieving more Campus Recruits

It is a less known fact that only 1-2% of all students who apply or are eligible for campus recruitment drives in their respective institutions, actually, get recruited. There is no doubt about the fact that the remaining 98% of these students are the untapped potential that the recruitment industry is taking for granted.

As a recruiter, leveraging this untapped talent for the benefit of your own organization, is in your best interest. Suggested below are six tips to achieving more campus recruits.

Tip #1 Identify and Prioritize Your Goals

Adequate assessment of your organization’s needs is always necessary before actually carrying out any campus recruitment. Aligning your human resource requirements with your long-term goals will help you effectively realize what to achieve as a result of your firm’s campus recruitment drives. Determining if you have enough existing talent capable of training new talent is another crucial factor to consider. No organization wants to spend more time training fresher's than they have to. That is why the ability to learn quickly on-the-job is considered a trait to look for in a candidate.

Tip #2 Have Realistic Expectations

As, a recruiter, lowering your expectations before setting off on a campus recruitment spree always help you make the best of what you’re dealt with. If your hope is to find candidates who are specialists in the field you are recruiting for, then you are setting yourself up for disappointment and most importantly, missing the whole point of campus recruitment. The entire aim of campus recruitment is to acquire fresh talent who are hungry to learn and willing to begin their careers at very basic levels with hopes of acquiring more domain knowledge eventually to the benefit of the organizations they work for and their own career aspirations.

Tip #3 Keep an Eye on Your Competition

Finding out how your competitors are recruiting and learning from what their right or wrong will help you to make more informed decisions as far as campus recruitment is concerned. If your competition is going to a particular educational institution, then instead of skipping that institution entirely, conduct a drive and recruit fresher's from other disciplines. Well-established organizations, only take the cream of the crop. This doesn’t necessarily imply that there is no other talent worth pursuing in those universities and educational institutions. Making use of this opportunity to hire these candidates who are in a state of rejection, by selling them the future of your company and the rich prospects for career growth will mean you have truly achieved your campus recruitment goals.

Tip #4 The Margins are Thin

The difference between the so-called cream of the crop candidates and others is very minuscule. Although a candidate's educational track record might seem to be perfect, a candidate with fewer marks with the willingness to try new things and learn more is a far better bet for any growing organization. Leveraging the ability of fresher's to learn in a short time will help your organization reap the benefits that come with recruiting fresher's who are hungry to learn more, push themselves and achieve a lot. A candidate with more drive and ambition than lustrous academic performances, is worth pursuing as it proves to show that the candidate is driven and ambitious. Ambitious minds are always compatible with ambitious firms and organizations.

Tip #5 Refrain from Conventional Assessment Techniques

In order to save your organization’s time and resources in interviewing candidates who are a part of the previously established “untapped talent”, developing a quick and effective means of assessment is the key. Conventional aptitude tests are not only outdated but are also proven to have no effect in really determining a candidates problem-solving skills in real-time situations. Be creative with how you choose to evaluate your candidates for positive traits such as leadership, willingness to learn, interests, long-term ambitions, ability to handle pressure, etc. Find out if the candidate has any real-time experience in the field you are looking to recruit for. For instance, when recruiting fresher's for I.T roles, a github account and other open source contributions can be seen as a sign of true, in deniable potential.

Tip #6 Use Interviewing Effectively

Asking the candidate with unnecessary questions that do not help in any way determine the aptitude of the candidate, are useless and amount to as little as small talk. Make use of the interview to affirm the qualities portrayed as a result of the earlier conducted tests. Preparing questions that help you gauge all necessary aspects of a candidate in the least possible duration of time, will help you effectively single-out the candidates worth hiring for your organization. Video interviewing techniques, where candidates look into a screen and answer pre-determined questions, although unconventional are quite useful. Having your candidates responses on tape helps you review their responses multiple times and determine their suitability for your organization better.

The general gist of this article is that keeping a broad-mind and being unconventional with your recruitment methods and techniques will help you leverage the vast untapped potential in universities and educational institutions around the country, to serve to the benefit of your organization’s long-term aspirations.

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