When it comes to amplifying your organization’s employer brand, social media and universities are often two key opportunities. But, how can you stand out amidst the flurry of social media updates and the sea of companies recruiting on campus? In this month’s update, we’ve curated five articles to help you think through your university and social recruiting strategies and tactics.
Stay tuned to the exaqueo blog for our upcoming article on what university recruitment teams need to start doing -- now.
What matters most in campus recruiting? A study by the National Association of Colleges and Employers found employers consider branding the most important part of their university recruiting programs. These employers know that if students don’t recognize the company at a career fair or aren’t excited by the brand, they are less likely to apply for a job or seek an internship with the organization. Here are the top ways to build your brand on college campuses, to stand out to soon-to-be grads.
With college graduation just around the corner, the job market is about to be flooded with entry-level talent looking for full-time jobs and internships. For employers, taking advantage of the influx of newly minted professionals can be as simple as having a good campus recruiting strategy in place.
"College recruiting is a smart, predictable, scalable way to bring talent into any organization," said Tey Scott, director of talent acquisition at LinkedIn. "Smart companies know they need to invest in early-in-career talent to compete in the long term. In tech in particular, getting early-in-career technical talent in the door may be the difference between being able to scale their company fast enough to deliver on product road maps or not."
In our current digital era, it is so easy to reach a wide group of people from your fingertips. It is important for companies to have strong social media recruitment strategies so that they can fill their teams with the best candidates for each position. Social media recruiting is one of the most effective tools in attracting talented professionals to your organisation.
Read on to learn how you can improve your social media recruitment tactics and increase your chances of finding the perfect candidate for your role.
If you play a role in the hiring process at your organization and you don’t have a solid social media recruiting strategy, you’re missing out on one of the most powerful resources available to access qualified candidates. Forbes states the because of Social Media “We’re All Marketers Now“. We are all adapting to the modern world by tapping into a powerful resource and HR should be doing the same – enter social media recruiting. And while many HR professionals shy away from utilizing social media recruiting to target quality applicants because they have a fear of bias, that fear is not only unfounded, it is extremely detrimental to hiring in our tech driven biosphere. The key to maintaining healthy boundaries relative to social media recruiting is knowing how to execute it effectively and to stay within compliance limits.
Recruiting anyone based on their resume and interview alone isn’t enough most of the time. Every once in awhile you will come across a candidate that just seems “off” to you as a recruiter. They might be too ambitious, too scared or simply unwilling to disclose past working experiences to you.
Candidates that are difficult but have hidden potential need to go through further screening in more detail, and social media recruitment is perfect for the opportunity. The traditional ways of putting out a job vacancy and waiting for people to come to you are a thing of the past in most industries. What can you do to fully grasp the importance and versatility of social media in your recruitment strategies in order to end up with quality candidates for your company?