7 Components of a Successful Campus Recruitment Process

No surprise, college campuses are a goldmine of recruitment opportunities as recent graduates are bursting with fresh ideas and looking to implement their knowledge. However, today’s college students do not rely solely upon campus job fairs and career events to find internships and jobs. Instead, they meet recruiters on social media, online job portals, and more. While fulfilling their new-age expectations is essential, campus recruiters must be on their toes to implement a successful campus recruitment process that stands out from the crowd. But campus recruitment in a post-pandemic landscape will be very different from earlier times. For example, research conducted by NACE shows that 61% of businesses would hold virtual career events. Although most colleges also plan to host in-person and virtual events, online campus recruitments have gained tremendous popularity. To boost your campus hiring strategy, check out the top 7 components of a thriving campus recruitment process. 

1. A focus on nurturing engagement:

Top talent is a hot commodity as every company is waiting to hire talented candidates. The number of companies looking for recent graduates can overwhelm the candidates, and for the same reason, it is essential to work hard on building meaningful relationships. Standing out from the crowd is easier with an engaging online hiring platform. It also helps in conducting interesting and relevant candidate assessments. Standard hiring assessments do not differentiate your hiring process from your competitors. The virtual assessment platform should:

• Ensure that the candidates can access the application on mobile devices
• Use a modern interface that does not reflect the conventional visuals
• Enable modern psychometric tests and questionnaires and generates a reliable score
• Capable of evaluating candidates in multiple domains like communication, qualitative aptitude, logical reasoning, investment banking, etc.
• Include powerful real-time insights to track and monitor results

2. Assessments with job relevance:

Graduates want companies to take them seriously. So, implementing over-the-top game-based assessments is not the right approach. The young generation looks for a job relevant experience, and they should be able to draw connections between the job role and assessment. However, immediate feedback, level progression, and interactive challenges can enhance the assessment experience of candidates.

3. The X factor in assessments:

The quality of non-technical assessments decides the hiring experience of candidates. Usually, verbal and numerical reasoning highlights the abilities of applicants but adding the elements of personality and behavior adds to the quality of the assessment. Explore how to assess critical behavioral competencies for all roles and industries. This assessment provides a clear picture of candidates’ expected attitudes and approaches to the workplace. For example, what are the most critical organizational competencies and corporate values for business growth? Candidates who align well with your organizational values are more likely to contribute to business growth. It is much easier to assess these non-technical skills and identify and hire the best candidates with an interactive AI-powered tool.

4. Inclusive hiring

Using talent assessments that are proven not to have any bias or against any set of applicants is the most reliable solution. A fair hiring assessment is not based on administration, content, assumption, or response. Campus hiring for personality and behavioral traits helps understand the best candidates regardless of gender, class, ethnicity, race, and other irrelevant factors. A reliable hiring platform helps widen the talent pipeline and bring in a diverse cohort of fresh talent.

5. Branded candidate experience

To recruit the best candidates during the campus placement drive, it is essential to differentiate by offering a unique candidate experience. For example, an easy-to-use virtual assessment can set you apart from your competitors, or a gamified assessment can enhance the overall experience of candidates. Check out what is a negative candidate experience and how to stop it.

6. Responsive and unique assessments

Most applicants try to learn about the recruitment experience of other candidates. Many companies also offer practice tests to help candidates learn about the inclusions in the real assessment. For the same reason, every test should differ from the tests they have completed for other companies. The modern assessment platform allows creating banks of items to build new assessments for each candidate. It also provides flexibility to customize the assessments.

7. Psychometric quality

Robust psychometric assessments are a vital component of the campus recruitment process. The online hiring platform helps by asking high-quality psychometric questions to evaluate the candidate. Implementing a high-quality psychometric assessment is easier when integrated into the hiring platform. Like Oto_Qualify includes personality assessment, abstract reasoning, situational judgment, critical thinking assessment, and aptitude test as a part of a single platform.

Get an all-in-one platform to boost your campus recruitment strategy

Even after including the components, there is much more to drive a successful campus recruitment process. It requires a streamlined approach to manage bulk candidates, tools to assess technical and non-technical candidates, video interview tools, real-time insights, and more. Start your free trial to see all these features in action.