How do you create a successful campus recruitment strategy?
A campus recruitment strategy is a handy way for employers to build their brand awareness. Recent graduates are more likely to choose a well-known name or an organization they hear good things about. Before you get started, it is important that you as an employer have a clear idea of what your goals are within the organization. Do you need someone temporarily for an entry-level position or do you want to recruit students and recent graduates several times a year?
Define your goal and delineate your target audience.
Campus recruitment strategy tips
De campus recruitment strategy before the pandemic often consisted of meet-and-greets at events such as a company day or in‑house days. Now you, as an employer, can schedule a digital session. It remains important that you, as an organization, stay visible even in these times and that you, as an employer, know how to engage and retain potential candidates for your organization. You can do this by following these steps:
Step 1: Brand awareness
A student will focus during his or her orientation on companies with well-known names. Your campus recruitment strategy starts with creating awareness, in other words employer branding . Young candidates often look with a critical eye at slow or outdated websites and apps. They are more likely to choose companies with mobile-friendly websites or organizations that have a strong presence on social media. Make sure all your content is attractive but also interesting to share, so brand awareness will also increase.
Step 2: Contact
Personal contact with students is the next step that contributes to your visibility and simplifies your recruitment. This gives you the chance to deepen the relationship because the student can ask questions and you get the opportunity to form an impression of the student. Getting to know students should fit the organization, so consider your objectives and budget.
You can, for example, organize an online introductory tour or a hackathon. That way you already create a bond at an early stage by giving students a look inside the organization and leave a lasting impression.
Step 3: Recruitment
Effective recruitment is also an important part of a successful campus recruitment strategy. Offering internships and traineeships makes it possible for students to become familiar with the tasks and processes within your organization. An internship or traineeship ensures that the student can develop within the organization. It is a good way for employers to get to know a potential new employee. The student or trainee can also increase name recognition within his or her network.
Step 4: Relationship management
It is important to maintain the connection after students have sampled the atmosphere and the work within the organization. If you don't maintain a relationship, you will lose the talent. Make sure you remain top of mind. You can do this by inviting students to follow the organization via social media or by keeping them informed of all internal developments through a newsletter. You can also share shorter temporary assignments within this network – think filing documents, tidying the archive room, or handing out drinks at an event. In addition, offering students a talent pool adds value and shows that you consider them important. Actively maintaining the relationship yields a lot: motivated young candidates and vacancies with a short turnaround time.
Getting started with a campus recruitment strategy?
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