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Part 2 – Rethinking Campus Recruiting Technology

Written By
Sarah Bengochea
Managing Editor

Welcome back to the Rethinking Your Campus Recruiting Technology series. In our last post, we took a good look at the importance of fit for purpose technology, sophisticated engagement workflows, and quick screening. This week, we are taking a step further and considering the types of recruiting programs managed by today’s recruiters, the importance of personalization, and what it truly means to be an agile campus recruiting team.

Let’s get started with number 4.

4. Multi-Program Management

Campus, military, diversity, and executive are just some of the different types of recruiting programs managed by talent acquisition teams today. Smart talent organizations that run multiple recruiting programs understand the need to deploy personalized audience-specific sourcing strategies and engagement processes. A one-size fits all approach doesn’t work – it’s simply illogical to assume that university candidates can be attracted using the same tactics and channels used for candidates from a military background. These differences can make it difficult to appropriately manage, track, and analyze candidate flow and compare program performance from one technology platform – particularly considering that legacy recruiting systems don’t offer the flexibility or extensive customization required to meet the varying needs of each program.

In response to this challenge, today’s next generation SaaS providers are arming talent acquisition teams with comprehensive platforms that deliver flexible, highly configurable workflows, event management and recruitment marketing tools into their hands. This all-in-one approach allows them to easily scale and build program specific recruiting activities and engagement processes all from one platform and consequently track, compare and analyze program performance. Such as:

  • Track and compare the overall number and quality of sourced candidates per program
  • Compare engagement activities, and discover what works for each audience
  • Monitor each programs’ recruiting process from source to hire
  • Analyze program spend vs. the quality of candidates

5. Agile Recruiters

Skilled graduate talent is one of the most in-demand audiences, but also one of the most complex to attract. Recruiters nowadays need more than a strong brand and employee value proposition. They must possess a level of recruiting agility that enables them to personalize the recruiting process on an individual or segment basis, respond to fluctuating market conditions, and internal talent demand by being able to adapt their recruitment processes and deploy audience specific content at a moment’s notice.

Let’s consider the following scenario: A competitor launches a new internship program targeting high value engineering students and they rapidly gain traction within some of the top universities that you are also targeting.

How will your recruiters respond?

Do they have the necessary tools, flexibility, and capability to jump hurdles in a competitive environment?


An agile recruiting team would respond within days or even hours by deploying customized landing pages with internship specific content, supported by branded emails &/or SMS messages and social media posts. Armed with these tools and process flexibility, recruiters can share the organization’s ‘internship story’ and reach students quickly, avoiding four months of designing and building a campaign often associated with legacy technology vendors.

This level of flexibility and speed ensures that recruiters are able to map demand to university, successfully targeting talent before they need it, and also respond to unexpected internal/external changes. No matter what changes within the business or on campus, an agile recruiting team has the technology to leverage internal resources, adjust workflows, deploy campaigns, and be in the best position possible to attract and engage the brightest emerging talent.

Join us next week as we close the series on ‘Rethinking Campus Recruiting Technology’. We will be talking about the metrics that matter, mobile recruiting apps, and the importance of user experience. See you then!

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