Online campus recruitment is catching on—making it pertinent to invest in campus recruitment software. According to research, 8 out of 10 selected candidates in this new generation decide to offer acceptance posts through online research. In fact, for Gen Z, digitized recruitment is an expectation (as opposed to it being optional). Another survey indicates that an overwhelming “91% of Generation Z claim that technological sophistication would impact their interest in working at a company.”
The writing is on the wall:
Digitizing the recruitment process has emerged as a must-have for organizations as it can offer the following wide-ranging benefits such as:
1. Increased convenience
One of the primary advantages of a digitized recruitment process is the ability to deliver an accelerated and simplified recruitment process. Students have become accustomed to single-click interfaces where they can apply for jobs with just one click (LinkedIn's "Easy Apply" feature is the perfect example of this).
Additionally, candidates want to view the status of their application via an easily accessible dashboard that comes power-packed with updated alerts as well as messages. If you want to elevate your hiring process, make sure to provide a responsive, mobile-friendly design so that candidates can apply on the go.
2. Supercharged efficiency
The recruitment process can be a time-consuming endeavor. This is where campus recruitment software can help in leaps and bounds. It can allow candidates to register in advance and schedule interviews on the platform. This also includes the all-important task of processing resumes and shortlisting candidates (based on GPAs and specific keywords).
This can save your team plenty of time, and they can focus on new hire relationship-building activities that require a "human touch". Further, these tools double up as a centralized place storing all the critical information related to your target base. Finally, you can re-engage candidates with personalized emails and texts and follow up on the right note.
3. Decreased costs
It's no secret that in-person recruiting and entering data manually comes burdened with high costs. By deploying campus recruitment software, you can drive down costs. How? For starters, you can host virtual campus recruiting interviews and shortlist candidates in a digitized analysis of key metrics. You can also market to potential candidates through social media channels and platforms at the click of a button.
4. Improved data-driven metrics
As mentioned earlier, recruiting metrics are central in determining the effectiveness of multiple recruitment strategies. Without real-time insights and a data-driven approach, optimizing your recruitment plan can become a distant dream.
In this section, we will look at some of the time-tested tools you can use to upgrade your campus recruitment toolbox and bring forth a hybrid model of recruitment that caters to the specific digital and intrinsic interests of Gen Z and the millennials:
1. Technological tools: There is a need to start leveraging technology and social media to build an online reputation--before you begin recruiting online.
2. Right digital messaging: Creating engaging content and building relationships with students on diverse social media channels such as YouTube, Facebook, Instagram, etc. can prove to be incredibly advantageous.
3. Screening tool: Leverage the power of the right screening tool to store applicant information and screen them during the online recruitment drive. This will streamline the process and make it more efficient. To screen smarter, put in your requirements such as GPA, internship/work experience, specialization, etc., and get filtered candidates.
4. Automated scheduling: Make use of automated scheduling tools to conduct interviews at the interviewee's as well as the candidate's preference. These tools allow you to sync up the calendars and alert candidates when an interview is scheduled.
Make use of interview scripts and rating scales to implement an objective and structured interview process that is based on standardized criteria instead of randomly chosen questions.
5. Pre-recruitment test: You can also conduct online exams for skill assessment, cultural fit, cognitive skills, aptitude, etc.
6. Video interviews: Mimicking face-to-face interviews, you can conduct live, on-demand video interviews remotely and shortlist candidates quickly and at one-third the cost. This is where video interviewing software like iMocha’s Live Coding Interview comes into the big picture: This tool allows you to conduct interviews in wide-ranging formats--from 1-1 to panel to phone to virtual all-day sessions. Plus, you can manage different time zones and send customized and automated messages both pre and post-interviews.
7. Virtual talent community: Creating an active virtual talent community and sending out regular communication relating to upcoming events, webinars, etc. keeps the conversation flowing. Staying in touch with the candidates throughout the year allows top-of-the-mind recall for your brand.
8. Campus recruitment technology: To encourage greater productivity and a streamlined online recruitment process, you can use ATS platforms such as iCIMS, Lever, Recruitee, etc. that allows you to gather and evaluate candidates’ credentials in real-time and view them on a centralized dashboard. This will empower your talent acquisition team to follow up quickly and access a wide pool of qualified talent at the click of a button. Think of it as accessing an online hub of the early-career talent pipeline.
9. Virtual career fairs and events: Did you know that companies such as Monster.com, CareerBuilder.com, etc., hold virtual career fairs that you can be a part of? You can create recruitment campaigns under the banner of these listing sites, and gain access to a larger-than-usual audience.
If you wish to secure top talent quickly, efficiently, and economically, using the right cocktail of technological tools will be a smart business (and financial) move. This is why you should invest in campus recruitment software, which can provide invaluable feedback to hiring managers and provide analytics on the war of retention versus recruitment.