How to Scale with Campus Hiring Effectiveness?

The realm of IT skills is unique. Unlike other sectors, the demand side of the IT industry is full of diversity, sharp graphs, and fresh jumps now and then. As soon as new technology hits the mainstream frenzy, it leads to an enormous appetite for skills. Whether enterprises adopt Artificial Intelligence (AI) or they invest in Blockchain; they generate demand for talent that is required to make these investments work.

The realm of IT skills is unique. Unlike other sectors, the demand side of the IT industry is full of diversity, sharp graphs, and fresh jumps now and then. As soon as new technology hits the mainstream frenzy, it leads to an enormous appetite for skills. Whether enterprises adopt Artificial Intelligence (AI) or they invest in Blockchain; they generate demand for talent that is required to make these investments work.

From time to time, the need for developers, coders, data experts, and STEM professionals keeps changing as per industry needs. Often, the best way to fulfill these huge pockets of demand is through campus recruitment. One can get a ready pool of fresh talent at one stroke in such efforts. Some college campuses are perfect sources of talent in a specific segment because of the domain expertise they have mastered over many years. It is easy to conduct interviews, offer win-win compensation ranges and assess candidates as per company’s expectations by planning recruitment drives in selected campuses.

“The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.” – Steve Jobs

Try AI in campus interviews:

Here, the use of intelligence and automation can propel the advantages of a campus-hiring process.

1. AI can tell you a solid pattern of the effectiveness, retention rates, and productivity results of a particular campus – by analyzing historical data and by extrapolating it to future needs.
2. AI can give instant, and insightful, comparisons between institutes, their skill pools, and their training superiority. It can show the best possible industry-fitness levels of the campuses on the short-list.
3. Good tools can eliminate a lot of spade-work of the recruitment exercise – from documentation, credibility checks, initial tests, assessment rounds right up to important preliminary stages.
4. They can also help to attract the right candidates by using engaging collaboration and gamification in the recruitment process.
5. Instant and actionable information can be garnered while simultaneous interviews are in process. This helps to make a swift selection and to reduce redundancies.
6. Virtual models save a massive number of hours and a lot of costs that are, otherwise, spent in campus seasons. 

For example, with AI-powered tech assessment tools like Oto_Code from Otomeyt, you can aim for many gains in campus recruitment that weren’t possible before.  It has allowed tech companies and recruiters worldwide to shorten their hiring TAT by 53% and increase the team’s productivity by 66%. Simply put, during your campus recruitment drive, such a tool can help you hire quality talent on a larger scale, much faster and save big on costs.

Where it creates impact

With all this, the ultimate benefit that can be achieved is – Scalability. You can cover a lot of many campuses in a lot less time. You can customize your recruitment without wasting unnecessary hours. You can reach a wide range of skills. This reach, access, and engagement can help to carve a strong brand image in the market. This is where recruitment adds a lot to other HR metrics around retention, productivity, development, loyalty, and asset-value of employees.

“If we weren’t still hiring great people and pushing ahead at full speed, it would be easy to fall behind and become a mediocre company.” – Bill Gates

 

Analytics and technology-backed agility have become top-tier points for CXOs too.  The Deloitte’s 2020 global technology leadership study shows that more than 1300 CIOs and senior technology leaders found analytics and cognitive to have the second-largest measurable impact on the organization in the next three years.

As the Naukri Index points out, with the country going back to normalcy, a majority of the industries have been witnessing a positive sequential uptick in recruitment activities for the first time after the COVID-19 outbreak. Monster’s 2021 Forecast also says that with anticipation that virtual work and school are sticking around for a bit, the demand for technology roles will continue. The current landscape of expansion of remote workforce and distributed work processes is the perfect time to deploy and deepen automation in campus recruitment. It is not just a better process but a sharp competitive advantage too.