As many businesses return to campuses for Fall Recruitment for the first time since 2019, recruiting teams have the chance to evaluate their initial hiring strategy and technology to sharpen their focus on data, DEI, and individualized experiences.

There are a lot of questions since 57% of businesses are hiring more emerging talent compared to last year, and since the majority of recruiting teams have experienced considerable turnover in their recruiting workforce.

Planning with data on campus Fall Recruitment:

In terms of Fall Recruitment, we anticipate that the most prosperous firms will use a hybrid and school-neutral methodology. When used effectively, hybrid tactics can engage both online and in-person students from any school. Recruiters need the resources and information to demonstrate what will yield the highest return on their investment when choosing which universities to visit in person. Campus Fall Recruitment job teams should examine where they had the greatest success in recent recruitment process cycles after establishing precise targets. They should also familiarise themselves with demographic and enrollment statistics for the present student body. Recruiting from core institutions with non-aligned student populations will make it difficult for organizations with optimistic DEI hiring goals to find their ideal individuals.

  1. In-Person:

This fall, we anticipate a substantial comeback to on-campus Fall Recruitment, and we couldn’t be more thrilled! Think about what could make your on-campus team the most effective as your team prepares for a busy season of traveling and networking.

the resources to help your team with every aspect of on-campus Fall Recruitment. You may manage the staffing and logistics for each event using the company-wide internal events calendar. You can proactively contact potential students using the Events Central page before you ever set foot on campus and let them know! You can easily rent an iPad for the event itself, receive training on how to record candidate information, organize interviews, and arrange follow-ups before the event is over. Your success depends on getting prospects to the interview stage as quickly as possible in a competitive hiring market.

2. Virtual:

Not all businesses must return to campuses to the same degree. An excellent approach to remain school agnostic and make sure you are targeting various student populations is to keep investing extensively in virtual recruiting. Compared to physically attending events, it is also more convenient and affordable.

Plan events that are specifically aimed at students so that they can learn from similar experiences. Avoid general information seminars because students may register for them at considerably lesser costs. To give yourself enough time to develop content and market to students, be sure to schedule your virtual events on the events calendar well enough in advance (at least six weeks). Learn to recruit like a marketer since, as in sales, it typically takes several interactions to convert a candidate into an applicant or event attendee. Allow adequate time for multiple campaigns. Although you should start arranging for the event weeks in advance, you shouldn’t anticipate students to RSVP in large numbers until the event is 5-7 days away.