5 Tips for Effective Campus Recruitment this Spring

Student recruiting shouldn’t be underestimated. Whether hiring new grads for full-time entry-level positions or current students for internships, co-op placements, or summer jobs, schools can become a dependable pipeline for your hiring process. With a high number of students graduating or looking for summer work, now is the time to double down on your campus recruiting efforts.

To start with, employees who began as company interns have a one-year retention rate that’s?over 10% higher?than those who didn’t. Imbuing your applicant pool with candidates who are already known to your company makes hiring decisions easier.

You can also consider campus recruiting a chance to market your company and promote your employer brand. Showing up on campus or partnering with university career centers gets your company name out there. There’s also the potential to grow your talent community and listservs exponentially.

University and college campuses provide a wealth of potential candidates for you to engage with.

Like all hiring practices, there are many ways to go about it, and some are more effective than others. Here are five tips to streamline your employee selection by leveraging campus recruiting.

1. Build relationships from every source available

Career fairs and employer visits to campus are good opportunities to start a traditional student recruitment strategy. Depending on the size of your recruiting budget and the location of your target schools, these events might not be cost-efficient to travel to multiple times per year. Think outside the box and leverage every channel you can think of, starting in-house.

Source your coworkers to see if they have any relationships with former professors or supervisors who can share information about employment opportunities with their students. If you keep hearing the same schools coming up, it’s a good sign they mesh well with your company culture and employer brand.

Connect with alumni networks and ask to be notified of any networking events, submit employment opportunities through alumni portals and newsletters, and offer sign-ups to your company’s talent community or career updates page. The more touchpoints you add, the more opportunities for potential employees to engage with you.

2. Utilize the career center and existing frameworks

Building a strong relationship between your HR department and school career centers can be more cost-efficient for recruiters with a smaller budget. Career centers organize networking opportunities and can coordinate internship opportunities at your company. Depending on your recruitment volume at the school, see if scheduling interviews on-campus is also an option.

Keep an eye out for schools that use connections with industry partners as one of their main selling points. The University of Waterloo has a?robust co-op program?considered one of its main differentiators and dedicates an entire section of its website to encouraging employers to hire their students. Schools that have the campus recruiting process down to a science — or an info packet — have done much of the work for you.

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