3 Data-Driven Trends Teams Should Pay Attention To Ahead of the Fall Recruitment Season

Despite the relentlessly high temperatures, fall is just around the corner. While we still have another month or so left before university recruitment teams head to campus to begin connecting with potential interns and entry-level candidates, now is the perfect time to review the data-backed trends to be aware of. For RippleMatch, I recently reviewed all of our collected insights from the past 6 months and developed a meta analysis of the biggest trends. You can review all of the trends at length in the published report I wrote here, but the biggest highlights can be found below! Which of these key areas are you planning to tackle in the few weeks left of planning?

Focus Area 1: The Mass-Apply Era

Throughout the past year, RippleMatch has regularly surveyed our candidate base and uncovered that we are in the middle of the ‘Mass Apply Era.’ We asked 2,200 candidates how many applications they submitted the past year at the completion of their job or internship search. Data indicates that 62% of job seekers submit at least 100 applications during their job search. When split between STEM vs. Non-STEM candidates, the numbers split to 65% submitting 100+ applications vs. 52%.

According to our research, this surge in application volume is driven by several factors. First, the ease of applying through job boards allows candidates to submit numerous applications quickly, often without thoroughly screening for role fit. Additionally, the intense competition in the job market contributes to a lack of confidence among candidates. Data from RippleMatch collected throughout the year reveals that more than half of the students we surveyed are not confident they will secure interviews or distinguish themselves from their peers. This uncertainty pushes them to apply broadly in hopes of increasing their chances of success.

The mass-application trend reflects a shift in job search strategies, where quantity is often prioritized over quality. Candidates aim to maximize their opportunities by casting a wide net, underscoring the need for better job search strategies and tools to help candidates target their efforts more effectively and build confidence in their job search journey.

Key Data Points To Know

• Application Volume: A majority of candidates (62%) are submitting over 100 applications, reflecting a quantity-over-quality approach in the job search process.
• STEM vs. Non-STEM: STEM candidates are leading the mass-apply trend, with more tools available to streamline their applications and a higher demand for their skills.
• AI Usage: Nearly 60% of candidates use AI tools like ChatGPT for resumes and cover letters, indicating a shift towards more automated application processes.

How To Prepare

• High Applicant Volume: Implement automated resume review technology to manage the influx of applications efficiently.
• AI-Assisted Applications: Establish guidelines for reviewing AI-assisted applications and communicate these to candidates.
• Candidate Confidence: Utilize platforms that help candidates identify suitable roles to reduce the need for mass applications.

Focus Area No. 2: A Well-Balanced Recruitment Strategy

Looking ahead to fall recruitment, we asked 236 recruiters to share their breakdown of in-person vs. virtual recruitment. Similar to the information we collected last fall, most recruitment teams are opting for a hybrid approach with a bit more of their strategies taking place in-person. The most popular strategy is 75% in-person and 25% virtual, followed by 90% in-person and 10% virtual. However, a 50-50 split is close behind with 18% of respondents selecting they will pursue a strategy that is 50% virtual and 50% in-person. Least popular of all strategies is 100% in-person with only 2% of teams selecting this as an option, followed by 100% virtual with 7% of respondents selecting this option.

In our same survey, we asked recruitment teams what makes up the core parts of their in-person recruitment strategy. 65% of respondents selected ‘major-specific career fairs’ as a core part of their strategy, while only 35% selected campus-wide career fairs as a core part of their strategy. This represents a significant shift from the share of teams that selected campus-wide career fairs as a core strategy one year ago. On the virtual recruitment side, virtual career fairs do not play as large of a role in virtual strategies. The most common use case for virtual recruitment is to prioritize representation, with 44% of respondents selecting ‘using virtual recruitment to reach more diverse populations’ as a ‘core part of strategy.’?

The use of virtual recruitment to reach diverse populations tracks with the data we’ve seen on our platform. In addition to surveying candidates and recruiters to understand common strategies and sentiments, we analyzed the data from the users on our platform between August 1, 2023 and May 1st, 2024. One data point we collected is the most commonly requested schools from recruiters as they automatically source good-fit candidates from their roles. While recruiters are able to filter for HBCUs and HSIs on RippleMatch, they can also write in school names that they would like to be included in their algorithm for automatic sourcing. Nearly all of the top 20 schools requested are HBCUs. The top HBCUs requested are not the most well-known HBCUs – such as Howard University or Spelman College – but are still large, respected institutions, like Florida A&M and Prairie View University. Recruiters may not be able to visit every HBCU in person, but are leveraging virtual recruitment as a way to build their brand among candidates.

Key Data Points

• Hybrid Approach: Most recruitment teams favor a hybrid approach, with a mix of in-person (75%) and virtual (25%) recruitment activities.
• Targeted In-Person Events: Major-specific career fairs (65%) and in-person events with campus clubs are preferred over campus-wide fairs.
• Virtual Recruitment: Virtual recruitment is primarily used to reach more diverse populations (44%) and engage students at specific schools.

How To Prepare

• Hybrid Recruitment Tools: Invest in tools that support both in-person and virtual recruitment strategies.
• Diversity & Inclusion: Leverage a tool that can power your thoughtful D&I strategies, from engaging with HBCUs to hosting virtual and in-person events with student groups.
• Multiple Touchpoints: Develop a strategy with multiple engagement points that meet students where they’re at.

Focus Area No. 3: Comprehensive Candidate Communication

To help you meet candidate expectations for communication throughout the application and hiring process, let’s take a look at what candidate's actually expect when it comes to early touchpoints and frequency of communication.

In our candidate pulse survey, we asked our respondents when they first learned about the company they ultimately accepted an offer with. The results were fairly split with 49% saying they learned about a company prior to their active job search through proactive outreach, events, or general brand exposure early on in college or prior to beginning college. 51% reported that they learned about a company while actually searching for opportunities. That means candidates can be incentivized to apply for an opportunity from early employer branding.?

Frequent and consistent touchpoints matter all the way through the application and hiring process. When candidates apply to a role, 66% of surveyed candidates believe a company should get back to them about the status of their application within 5-7 business days or less and 79% believe the hiring process should take one month or less. These expectations for regular touchpoints continue once a candidate is hired, nearly 80% would like to hear from you every 2-4 weeks. The most useful interaction identified by candidates (detailed more specifically in our full guide) is a checklist of everything they need to know prior to starting the role. Close behind is the desire to be connected to company mentors, peers in their intern or new grad cohort, or their manager. Least useful of all is general company news.?

Key Data Points

• Early Engagement: 49% of candidates learn about potential employers before actively job searching, highlighting the importance of early brand exposure.
• Response Times: 66% of candidates expect to hear back within 5-7 business days after applying, and 79% believe the entire hiring process should take no more than a month.
• Post-Offer Communication: Candidates prefer regular updates every 2-4 weeks after accepting an offer, with a focus on practical information and community connections.

How to Prepare

• Early Engagement Plans: Develop strategies to engage with potential candidates early in their academic careers.
• Quick Feedback Loops: Use technology to accelerate the review process and respond to candidates promptly.
• Post-Offer Communication: Plan a communication schedule to maintain engagement with new hires before they start.

By focusing on the key areas outlined in this article, recruitment teams can navigate the complexities of the mass-apply era, develop a well-balanced recruitment strategy, and ensure effective candidate communication. Leveraging technology, particularly automated resume review tools, and maintaining a hybrid approach to recruitment will enhance your ability to attract and engage top talent. Additionally, maintaining regular communication with candidates will help secure and retain the best candidates. By implementing these strategies, your team will be well-equipped to make this fall recruitment season the most successful yet. For a more detailed analysis and additional insights, download our full Fall Readiness Guide.

A version of this post appeared on ripplematch.com.

Wavelength is a newsletter exploring trends in emerging talent and workplace insights, powered by original data collection and research through Kate’s role as Director of Community and Insights at RippleMatch, an AI-powered early career recruitment platform.