#Nextchat: How HR can Master College Recruiting



It’s that time of year. The Class of 2016 has arrived on the job-search scene and with them come radically different beliefs and opinions about hiring, employment and the workplace. Today’s graduates will not tolerate organizational bureaucracy and inefficiency. They’re impatient and often demanding—and with hiring on the rise, the ball is in their court.

College recruiting is undergoing its own metamorphosis as organizations watch economic, demographic and generational trends and adopt a more candidate-focused approach to hiring.

In response to the evolution of new-graduate beliefs and behaviors, organizations are streamlining their hiring processes and practices for speed and efficiency. They’re updating their careers sites with compelling images and video that will communicate their employer brand and workplace culture. They’re casting their sourcing nets far and wide, over every social media platform, and have converted their careers sites to mobile responsive design.

The SHRM Online article Recruiting the Class of 2016 states that “Recruiters should emphasize the following attributes to motivate” new graduates, including:

  •  Transparent, two-way communication standards and practices that induce a collaborative culture and autonomy among employees.
  •  Training, development and mentorship programs.
  •  Career-crafting opportunities.
  •  Flexible scheduling and telecommuting. 
  •  Creative benefits that include company perks that add value to employees’ lives, such as massages or free fitness classes.

Additionally, university recruiters should stay active and focused in the “off season.”  In the blog post Staying Focused in the University Recruiting Offseason, college recruiting expert Blake McCammon says that “The job of a university recruiter is rough and limitations by budget, both in branding and paying interns, can be detrimental when it comes to having a strong, competitive program. In the lull that is late December, early January it’s important to take stock and reorganize your strategy to make full use of your resources.”

How is your organization approaching university recruiting, what aspects have you changed to accommodate the new generational preferences, and what are some tips and tools for a successful program?

Please join @shrmnextchat at 3 p.m. ET on June 1 for #Nextchat with special guest Blake McCammon (@rblake). We’ll chat about how to craft an effective university recruiting program.

Q1. How do you promote your organization and employer brand for college recruiting?

Q2. How are you using technology to improve the speed and reach of communication for college recruiting?

Q3. How is your college-recruiting process evolving to be more streamlined, flexible and instant for candidates?

Q4. What are some best practices for college recruiting that will ensure a positive candidate experience?

Q5. What benefits are the most popular with or requested by today’s college graduates?

Q6. What data points or metrics are most helpful when analyzing college recruiting efforts?

Q7. As a recent college graduate, what is your advice to campus recruiters?

Q8. What should be on a college recruiter’s “off season” checklist to ensure hiring success in the spring? 

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