The challenge is clear for talent acquisition professionals: You need to attract and recruit more college graduates to work for your company.
Unfortunately, there’s often a shortage of college grads in your area. Maybe your business is based in rural North Carolina. Or maybe your home office is on the same island as the one inhabited by Tom Hanks and Wilson in “Castaway.”
The solution is both easy — and complicated: Stop basing your campus recruitment on a guess, and get the right data to build a solid strategy.
Data can help you target the right colleges.
Can you find engineers at a land grant college? Should you target Ivy League schools for your next financial analyst position?
Before you think about a college recruiting strategy, you can save time and money by using college recruiting software that lets you filter every higher education institution in the U.S.
I recommend you pinpoint very specific campuses that produce talented and marvelous graduates before you kick off your fall recruiting campaign. Just because a school produced a group of remarkable graduates in 2015 doesn’t mean they’ll produce a sweeping crop of candidates in 2016.
While you’re at it, get out of your comfort zone. Widen your scope to schools outside of your region or state (check out how one company did it). As EMSI data shows that 66 percent of students come back to their home state after they graduate, it’s prudent to be aware of which schools residents of your state are attending — and to then increase recruitment at those schools (knowing these students will likely come back to your state post-graduation to work). There are tools that find all this information for you.
Don’t go through the effort of booking a cramped room with a twin bed at the student union until you think critically about how to attract the next generation of talent from the right universities in 2016 — not 2015.
Data drives diversity.
If you want to increase the number of diverse hires made from your college recruiting efforts, you need data to help you select the right campuses. The best college recruiting software will identify the number of diverse graduates by every program and award level in the U.S., and it will also determine the schools with the highest enrollment by veteran or disability status.
Think strategically about how to attract and engage the best students. Data will help you creating meaningful conversations with diverse college graduates.
Data speeds up the campus recruiting process.
Every recruiter wants to reduce the time to fill an open requisition. If you choose the right schools earlier in the college recruiting season, you’ll target the best and brightest graduates on the market. Data-driven insights become your secret weapon for shaving time off the hiring process.
Data sets expectations.
Budgets are tight. They’ve always been tight. They will always be tight. Even though the economy is improving, most campus recruiting teams are asked to do more with less.
Want to secure more budget? Who doesn’t?!
It is up to you to use data to paint a picture of your current college recruiting efforts. The fun part is using data and insights gleaned from the best college recruiting software to show what’s possible — with better resource allocation and a clearer line of sight into what’s happening at the top universities around the country.
Good luck with your campus recruiting efforts, and remember that data-driven actions will save time and reduce your spend across the hiring lifecycle.
Throughout the month of November, our resident talent advisors are focused on how recognition is vital for both talent acquisition and retention — and how the right technology tools can help you move the needle. Learn more about how tools like EMSI College Analyst can help you find — and hire — more of the college graduates you need.