We recently ran a poll here on TalentEgg360.com that has produced some surprising results: only about half (54%) of the respondents said social media is a formal part of their campus recruitment strategy.
Meanwhile, a little more than one quarter (27%) said it’s not an official part of their strategy, but they like to use it on their own.
Finally, nearly one in five (19%) said social media is not used at all in their campus recruitment initiatives.
This article is the third post in an ongoing series about student leaders and how they choose where to start their careers. Before reading this post, please read:
As employers recruiting on campus, you have a lot to work around: class schedules and part-time jobs, not to mention other employers competing for the same talent.
Even once you offer employment to a graduating student, there’s still salary expectations, retention, post-graduate education and even travel plans to contend with sometimes.
Despite their prevalence, job descriptions are so easy to get wrong and so difficult to get right – especially for students and recent grads.
Just take this recent internship posting from a UK-based publisher, which stated that the successful candidate should “not have any other commitments (personal or professional) that will interfere with their work at the Press (family obligations, writing, involvement with other organizations, degrees to be finished, holidays to be taken, weddings to attend in Rio, etc).” Yikes!
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