Students and recent graduates are eager to form connections with potential employers. As a campus recruiter, you’re the face of the employer brand; student relationships start with you.
Gen Y is looking to engage with campus recruiters who are personable, connected, involved, passionate, and above all else, interested in their potential.
We’ve all heard the rhetoric; from résumé black holes to pre-screening nightmares, applying for work can be a discouraging process.
As the next step in your recruitment efforts, the candidate experience is often the difference between setting a candidate up for success and setting them up for disappointment.
Throughout the recruiting, hiring and onboarding process, there’s a lot that can go wrong – especially with campus candidates, whose attention is divided between school, extra-curricular activities, part-time jobs, friends and, of course, the Internet.
According to Nancy Moulday, Manager Recruitment at TD Business Banking, it takes a well-planned, integrated strategy with constant touch points every step of the way, executed by a number of internal and external partners, to successfully retain new entry-level employees.
And she would know. Over the last four years, Nancy has recruited, hired and onboarded 600 new TD Business Banking associates, and boasts a retention rate that would make any campus recruiter green with envy: 98.6%
We’ve all heard this tired, old Generation Y stereotype:
“They expect to start as an intern on Monday and be the CEO by Friday.”
While it’s not necessarily true, it does tap into students and recent graduates’ strong desire to know where their careers will take them – not just at the entry level, but also in the stages to follow.
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