Recruitment Methodology on Virtual Campus


Over time, virtual campus recruiting has lost some of its appeals. Being time-consuming and incurring significant travel expenses are not ideal in the current fast-paced tech business. The epidemic ended up being the final nail in the coffin for this antiquated method of university hiring.

University career fairs and on-campus hiring events were postponed at educational institutions all over the world. To plan their summer internship programs and come up with new strategies to fill their candidate pipelines, businesses had to be quick on their feet. As a result, college recruiting took place virtually, which has so far proven to be beneficial.

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Step for Creating a virtual campus recruiting Methodology

Only once a year does traditional Virtual Campus recruiting take place. Virtual campus recruiting may now be a continuous strategy since you don’t need to wait till colleges are back in session to start talking about hiring. You can develop your candidates all through the academic year.

You’ll benefit from having the students’ complete attention because you’ll be the first business to contact them. What you can do to create a successful virtual campus recruiting strategy is as follows.

1) Create a strong hiring strategy

Before launching into your virtual recruiting ideas and tactics, you should evaluate the talent gaps in your organization. Then, move forward with hiring for those specific areas. Using suggestions from the team leaders of various departments, make a list of your hiring needs. Ask them things like that.

  • Which divisions require fresh talent?
  • What job requirements are missing in the present?
  • How much expertise are you looking for in your candidates?
  • What strategies do you have in place to strengthen your employer’s brand among student groups?

Plan your virtual campus recruitment plan to achieve all of your objectives based on the results, your recruiting budget, and ROI targets.

2) Increase the number of institutions you hire from

Now that you have a solid plan in place, the next stage is to establish a set of requirements that are well defined, which will help you choose which universities to target.

The list of colleges could be compiled based on finances, diversity policy, and job vacancies. because they will make up the bulk of the targeted workforce of tomorrow, wants companies to be inclusive.

Your pipeline will be bigger and more varied if you can include more colleges and other kinds of schools in your campus recruitment efforts. It’s simple to broaden your horizons thanks to virtual campus recruiting. Build out talent profiles for particular roles that don’t fit the conventional handful of schools, taking location out of the equation as you don’t have to physically attend these institutions. In each of these locations, there is a top talent.

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3) Utilize social media to find applicants

Today’s college grads use their phones for everything. To get through the day, they heavily rely on digital tools. It’s a blessing in disguise that your student recruitment strategy is conducted virtually! This is how you differentiate yourself from the competition: by using social media for recruiting.

Use unique, attention-grabbing posting techniques for your job openings on relevant social media sites like LinkedIn, Facebook, and Instagram. Talk about your brand, what a typical day at work is like, and what the present workforce thinks of your business to humanize your organization.

4) Diversify your engagement strategy

In the past, it would have been sufficient to have one webinar to increase participation before wiping your hands clean. If you want to keep the students interested, it’s critical to organize and present multiple virtual activities over the course of the year. Here are a few concepts for virtual recruiting events that can serve as a fantastic starting point.

5) Identify the best resources for evaluating potential candidates

In online Virtual Campus recruitment, assessing candidates’ skills is the first step in the candidate screening process. A strong coding assessment tool can help you identify the potential of the students by performing assessments for a variety of roles and by impartially evaluating students based on their skills. This will enable you to manage high volumes of student applications. After each test, our code assessment platform creates a leaderboard that helps to hire managers and recruiters quickly identify the top developers.

In conclusion

career fairs and industry presentations are not the only ways to recruit for universities. You can fiddle about with your virtual campus recruitment techniques and add a little spice; keep trying different things until you find one that works for you.

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