Our survey of campus recruitment professionals showed that 75% of them will attend zero-to-5 on-campus career fairs this year, and perhaps one of the reasons for that is employers are realizing that the majority of students do not attend them.
The results of a recent TalentEgg homepage poll show that while two thirds of students have attended a career fair at some point, only one third found the experience valuable enough to want to go again in the future.
When campus recruiters, marketers, human resources professionals and others registered to attend our recent Gen Y Recruitment Insider event, we asked them to fill out an informal survey about their strategies for the upcoming year.
The results show that while some things will remain the same this year – such as, 69% of respondents are participating in the big September campus recruitment drive – other strategies are shifting: Nearly three quarters (73%) of respondents will use digital media a little bit or much more than they did last year, while a quarter will use it the same as they did last year. Only 2% said they will use digital media way less than last year.
There also seems to be a trend away from career fairs toward information sessions: The majority (61%) will only attend 1-5 career fairs on campus, but more than half will hold 5-10 or 10+ information sessions.
Finally, our survey shows that the spend-per-hire is quite low, with more than three quarters (77%) spending $0-3K per hire.
Did you miss our Gen Y Recruitment Insider event last week? Don’t worry. We’ve summarized the top tips from our first two Gen Y Recruitment Insider presentations.
Yesterday we published the main messages from Nancy Moulday’s presentation, and today we’re egg-cited to bring you the key points from Kobi Gulersen’s presentation on the innovative MasterCard Canada summer intern campaign.
Kobi Gulersen, Director of Digital Marketing, MasterCard Canada
For the first time, MasterCard Canada decided to hire summer interns. It made the job application process a contest, and the prize was employment. Students were required to use social media to submit a cover letter, résumé and the URL to an original online creative component (video, photo, website, etc.).
As a marketer, Kobi had a new take on the recruitment process. He approached the process like an ad campaign, selling the MasterCard brand to a social media savvy student audience.
Did you miss our Gen Y Recruitment Insider event last week? Don’t worry. We’ve summarized the top tips from our first two Gen Y Recruitment Insider presentations.
Nancy Moulday, Manager Recruitment, TD Business Banking
Check out the main messages from Nancy Moulday’s presentation, where she shared some of the most successful tried, tested and true recruitment strategies – as well as the emerging digital ones – that she employs at TD Business Banking.
With more than 20 years of experience in the recruitment industry, Nancy has seen the company transition from paper resumés and fax machines to using TalentEgg and social media.
TD Business Banking has hired 700 people in the last three years and about 60% were student or new grad hires. In order to hire such a large quantity of students and recent grads, Nancy focused on constantly keeping them engaged through on-campus and online activities.
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