campus recruitment | TalentEgg Trends

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The “Chatter Factor” Isn’t Everything: What Your Introverted Candidates Are Trying To Tell You

As a recruiter, you’re always looking for that “wow” factor in a candidate. The one who has that firm handshake, stylish yet professional outfit, and the ability to converse easily and confidently.

Depending on the position you’re looking to fill, the ability to be a smooth talker might not be necessary. If it isn’t, then why assess your candidate on those requirements?

It’s important to take time to listen to what your quieter candidates have to say. According to Susan Cain, authour of “Quiet: The Power of Introverts in a World That Can’t Stop Talking,” at least one-third of the population is introverted. That means at least one of every 3 candidates you assess are likely introverted.

Don’t leave this pool of talent untapped. While they might not be saying as many words, you should take some time to understand their message: “this is who I am, and this is what I can do for your company”.

“I have the primary skills you’re looking for”

While the gift of gab may be essential in a PR or consulting role, it is not so important when it comes to technical or independent positions. As long as your candidate is able to communicate effectively, and their personality meshes well with the team, that’s all that’s necessary.

However, it’s difficult to prove that you have technical or other hard skills in an interview. The most they can do is bring a portfolio showing their previous accomplishments. Consider creating a component of the recruitment process where your candidate has an opportunity to demonstrate their hard skills in a hands-on environment. It’s a lot more telling than having them describe their competencies.

“I can learn the skills I’m missing”

Most students and grads are looking for their first job to fill in the gaps in their skills. They’re highly aware that they may not be polished in a lot of areas. But they can pick it up easily if they’re exposed to the right work environment.

Of course, no student or grad will want to admit they are missing any skills right to a recruiter’s face. This is why it’s important to build rapport with your candidate before they sit in the interviewee’s chair. Converse with them over email, open the floor to any pre-interview questions they have, and humanize the relationship. Hopefully by the time they reach your office for a face-to-face chat, you can assess their true intentions and what they want to gain from working with your company.

“I’m a lot more relaxed under normal circumstances”

Even the most well-spoken candidates are not 100% themselves during an interview. As mentioned previously, most students and grads view interviews as a “show” they need to put on to impress a potential employer.

The best way to get to know your candidate is to help them relax. Aside from building a rapport prior to the face-to-face meeting, be sure to engage in more casual conversation. Find a topic you’re both interested in and chat a little about it – for example, if your candidate is into a certain type of music, and you get them talking, they’re likely to be a whole lot more authentic talking about that than “why they’re the best person for this job.” This will give you the chance to assess their personality and see how it will match the rest of the team.

“I will get the job done”

It’s not just about being able to do the job. You are looking for a person who will deliver (or even over-deliver) results. Someone who will take a task and make it a point to complete their share.

While an introverted candidate may not provide a whole backstory, they’ll show you through their actions. Did they show up in advance for the interview? Were they prepared with the proper documentation during the interview? Do they respond to emails promptly and send back requested information in a timely manner? These are all much more telling signs that you should take note of.

“I am willing to prove all this to you”

No matter who the candidate is, this is often a statement that remains unspoken. The only way a great candidate can show you their true potential is if they’re hired. It can be tempting to pick someone with more experience under their belt over a new graduate, but remember that skills can be taught – a great personality can’t.

Discussion: Do you believe that introverted candidates are less likely to be successful team members than extroverted candidates? Why or why not?

TalentEgg Congratulates The Winners Of The 2015 Campus Recruitment Excellence Awards

May 15, 2015 / Veronica Yao / 0 Comments

On May 14th, 2015, campus recruitment professionals from across Canada gathered in Toronto to celebrate the best in the industry.

After months of anticipation, the winners of the 2015 National Campus Recruitment Excellence Awards were unveiled.

Submissions for the prestigious awards opened in December 2014, and attracted submissions from leading Canadian employers, organizations, and career centres.

To evaluate the entries, TalentEgg called on the expertise of top students across Canada. These standout individuals – Student Judges – were given the opportunity to rate and provide in-depth feedback on career development initiatives, campus recruitment strategies, and more.

“I loved seeing innovative ideas that set employers apart,” says Victoria Miller, a TalentEgg student judge. “There are some definite best practices in campus recruiting which were great to see across the board, but it was exciting to see when an organization injected something new and groundbreaking into the mix.”

The feedback from this year’s judges has been featured in the 2015 Guide of Canadian Campus Recruitment – a valuable resource that highlights the observations of TalentEgg’s judging panel, and provides campus employers fresh perspectives on the most current trends in the industry. This resource will also be published on TalentEgg’s award-winning resource hub and community for campus recruiters and HR professionals.

Attendees also had the opportunity to learn from other campus recruiters who provided their insights on campus recruitment and best practices for connecting with millennials. Among these speakers was Olympic athlete Marnie McBean, O.C. and a three-time gold medallist. Her keynote speech, “To Finish Happy – You Have To Start Happy,” was a fantastic way to lead into the Awards ceremony.

The 2015 National Campus Recruitment Excellence Awards and Conference saw a lot of dedication and enthusiasm for recruiting the best and the brightest of the millennial generation. TalentEgg extends a sincere thanks to all the professionals that participated in this event, and a special congratulations to the winners of the TalentEgg awards.


Best Grad Program Enterprise Holdings	Best Campus Career Website Deloitte

Best Internship/Co-op Program Accenture	Campus Recruiting Program of the Year Bell & Mosaic

Campus Recruiter of the Year (Individual) Melissa Larson, RBC	Best Contribution to Student Career Development The RBC Career Launch Program

Best Recruitment Marketing and Outreach RBC	Special Award for Innovation by a Career Centre Simon Fraser University

About TalentEgg:

TalentEgg.ca is Canada’s most popular job board and online career resource for college and university students and recent graduates. The site was launched in 2008 by Queen’s University graduate Lauren Friese after her own experience transitioning from school to work, TalentEgg works with hundreds of employers and will be visited by more than 4 million students and recent graduates in 2015.

For more information about the Awards or TalentEgg, please contact:

Steph Morgan
steph@talentegg.ca
416-479-4186

The Most Successful Campus Recruiters Do These 7 Things. Do You?

April 7, 2015 / Veronica Yao / 0 Comments

Campus recruitment, while rewarding, can be challenging. It requires recruiters to think outside the box, and identify potential within students and grads who are, by and large, inexperienced. Some individuals have a natural talent for their job, while others learn techniques that eventually separate them from the pack. There’s no magic formula for becoming the best in your field – but there’s definitely a lot to be said for those who observe and emulate the best qualities of successful professionals in their business. We’ve compiled 7 habits of successful campus recruiters for you to try during your next recruitment event.

1. They learn about their target audience

It’s not just about knowing what they’re looking for in a job – it’s about being in tune with students and grads in general. Get involved with a few popular trends that your target audience is into, whether it’s getting an Instagram account or watching some popular movies. Even if you don’t end up talking about that activity, you’ll gain insight on their “culture,” and how you can effectively engage and communicate with them. A little effort can go a long way!

2. They create interactive spaces

During info sessions, students and grads come in with the expectation that they’ll be talked at, not talked to. The best campus recruiters take advantage of that expectation – they think outside the box and get them involved in more hands-on activities during the event, whether it’s role playing or doing a survey. When candidates are physically engaged, they are more likely to create a subconscious bond with the company.

3. They ask questions that matter

It’s important to show students and grads that, first and foremost, you are interested in them. Yes, it’s important to go over their education and their past work experience. But students don’t want to show you a work history – they want to talk about their passions and qualities, and how their work ethic makes them stand out from your other candidates. Plus, they’ll feel a lot better knowing they were hired because they were the right person for the job – not because they simply matched the job requirements.

4. They engage with the best in their business

What better way to stay on top of your recruitment game than by connecting with others in your industry? The internet makes it very easy to stay up to date with other campus recruitment professionals – join related groups on LinkedIn and follow established recruiters online. If you get the opportunity to attend a networking event, don’t shy away from swapping a few business cards.

Tip: Have you thought about attending TalentEgg’s Campus Recruitment Excellence Awards and Conference? It’s one of the best ways to meet the best in the business – find out more here.

5. They always have an open door

It’s no secret that campus recruiters are always on the move. But no matter how busy they get, the best campus recruiters always make it clear that their door is open. Eliminating a student or grad’s hesitancy to send an email helps to move the recruitment process along, and allows candidates with initiative to reach out to you. Plus, it’s a great means for forging a great and lasting connection.

6. They respond promptly

If you make it clear that your door is open, but don’t answer in a timely fashion, chances are you’ll look dishonest and unprofessional. Keep your promises – if you say the best way to reach you is by email, be sure to respond to them within 24-48 hours. If you don’t have a response right away, a quick email letting them know that you’ll look into it does wonders. If you’re worried about them falling off your radar, invite them to follow up by a certain date if they haven’t heard back from you.

7. They know when to relinquish control

Finally, the best recruiters know that in order to examine the potential in a candidate, it’s important to give them space to act freely. Although they’re in a controlled environment, you can still loosen the structure they have to follow, and see how they respond. Talk to them like a colleague and engage them in casual conversation. When you equalize the roles of the candidate and the recruiter, you can get a sense of how they’ll behave in a work environment. Discussion: Do you agree with the above points? What would you add/adjust on this list?

Do you agree with the above points? What would you add/adjust on this list?

Optimizing employee referral programs for Gen Y

February 18, 2015 / Michelle Sammut / 0 Comments

Looking for a new way to source Gen Y talent? Consider optimizing your employee referral program.

Employee referral programs encourage existing staff to help recruitment teams discover qualified external candidates for open opportunities.

By leveraging the connection between a Gen Y employee and their extended network, recruiters are able to expand their talent pipeline, recruit higher-quality candidates and ensure overall “fit”.

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