Recruitment Best Practices
On-Campus Recruiting Strategy Best Practices
The following information will help you establish an effective on-campus recruiting strategy as well as a successful internship program within your company.
Response Time/Accurate Follow-up
Topping the list of what students consider when making employment decisions is the treatment they receive following the interview. Companies interested in building a strong and positive image on campus will:
- respond to students within the time frame specified during the interview
- provide a top-notch follow up process for required paperwork (including reimbursement for second interview expenses, etc.)
- inform students either way of the company's decision
- follow-up a verbal offer with a written offer of employment
Students need to know where they stand at each stage in the process to be able to make the best decisions. Recruiters who fail to provide appropriate follow up to students as promised may damage the company reputation and undermine other on-campus efforts to become the "employer of choice" among Smeal College students.
Sending the Right Person
You never get a second chance to make a first impression. Choosing the right person to send, whether it is for an event, the career fair, or the interviews, can make the difference in the way your company is perceived. It is important to send people who have an understanding of the positions available and knowledge of specific job requirements. Students surveyed list "sending the right person" as the third most important factor when determining a great company to work for.
Keeping in Touch
Once the offer has been extended, stay in touch with the candidate. You may want to set up a "buddy" for the student, someone who is committed to staying linked via phone and e-mail while the offer is being considered. Sending company gifts is nice, but it is more important to return the student's e-mails and phone calls within 24-hours if possible. Either taking too long to respond to the student's questions or calling too much can both send negative messages. Students don't want to feel pressured, but they do want to be reassured of your interest. Arranging for someone to field questions and offer encouragement is helpful. Make sure you give the student enough time to consider your offer. Companies who pressure students into making decisions run the risk of getting students who are not really happy with their decision and may later renege.
Culture and Jobs
When recruiters are candid about the realities of working at the company and living at the location, students can make informed decisions and will be happier when they get there. Being realistic yet positive about the challenges and rewards of working at your firm helps to build a memorable, lasting reputation among Penn State Smeal students.