By Staff Report
Mar. 1, 2010
Dear Back to School:
A best-practices program requires management buy-in, investments of time and resources, and clarity on who will do what to support the effort. Stakeholders include senior managers, recruiters, hiring managers and any of your employees who are alumni of the targeted schools. This is a long-term commitment that can start with short-term goals.
Know your business
Understanding your likely future talent needs helps you determine the focus of your college hiring. Factors to consider include: mission-critical career paths in which developing talent will be essential; identifying “feeder” groups for those positions; and engaging senior managers who understand the investment required to develop new graduates into valued employees.
Identify talent needs
Build the business case for college graduates and establish hiring goals (HR and line management). Sell your idea and get management buy-in from departments that will benefit the most. Senior manager participation is critical.
Develop a brand strategy for college grads
Translate your company brand so that Millennials understand WIIFM (What Is in It for Me to join your company). They want to know your company demonstrates a “We value you” culture. Even in a soft market, the very best college graduates are in demand.
Define ideal targets
Meet with senior leaders of departments that will benefit from hires to discuss their alumni schools and agree on a short list (three to five) of ideal colleges.
Build a budget and process
An operational plan is critical. This includes who, what, when, where and how, as well as the structure of the recruiting team, reporting and systems for tracking success.
Define your relationship-building strategy
Blend technology and personal touch to engage the best college talent. This age group connects and shares information virtually. On-campus events, information sessions and “reach-out” plans through Facebook, Twitter and other social media all should be incorporated.
Prioritize your preferred colleges
Assign key relationship managers to each campus with personal goals. Get involved early. Successful recruiting requires early and frequent communication, rather than just showing up for interviewing days.
Prepare for the interviews
Campus interviewing is an art. Prepare managers for effective screening and interviewing. Students share their experience with everyone, so make sure to leave a positive impression.
Meet with your team to discuss what is working and what needs to change. Ask your new hires about their process.
Recognize your new hires
Develop a welcoming or onboarding process and training program to ensure that hires are successful. Assign buddies to new employees in the first six months.
Enjoy integrating college hires into your overall talent acquisition plans. This is a highly successful way to infuse amazing energy and creativity as your company prepares for growth.
SOURCE: Sherry A. Benjamins, S. Benjamins & Company Inc., Seal Beach, California, February 21, 2010
LEARN MORE: Amid a slowing U.S. economy, talk of campus recruiting may seem unusual, but it’s actually more important than ever.
Workforce Management Online, March 2010 — Register Now!
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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