What’s Keeping Campus Recruiters Up At Night
I know first-hand how quickly and drastically the campus recruitment landscape is changing. In just 3 years, I saw the summer intern interview timeline shift forward 6 months (now starting as early as August/September) and recruiters scramble to learn the ins-and-outs of Twitter and Snapchat to try to stay hip and relevant amongst a tech-savvy talent pool. Hiring just keeps getting more expensive; according to Bersin by Deloitte recruiting costs jumped 7% in just one year!
There is constant pressure to move faster to compete for top talent.
Year over year, the campus recruitment timeline creeps earlier. It feels like you can never move fast enough to keep up with top candidate’s exploding deadlines. Furthermore, lean recruitment teams struggle to manage both intern and full-time processes happening concurrently throughout first semester.
In order to compete, more companies are hiring skilled interns younger and younger (through formal freshman and sophomore intern programs) with the intent of continuous summer employment and an entry-level employment conversion a few years down the line. As such, it is increasingly important for students to focus on their job search far sooner than senior year.
Identifying quality candidates from the get-go has never been more important.
In our current labor market, with increased hiring and lower unemployment, the scale has tipped in favor of college talent, who can be increasingly selective in their job search. As such, campus recruiters are scrambling to create a strong candidate funnel to ensure results from the start of the hiring process. This remains a struggle as 31% of recruiters cite a lack of suitable and available candidates for delays in filling positions, according to MRINetwork.
Recruiters are still making trips to campus to meet candidates early and often at career fairs, corporate events and through club sponsorships, but they are also leveraging tools like WayUp to brand themselves online and reach hundreds of thousands of additional students across the nation. Students should be aware of the many job search and preparation tools out there, and this education should start as early as possible to optimize candidate experience.
New hires just don’t stay for very long.
Nearly 1 in 3 new hires quit within the first six months, with 17% leaving after just 90 days (according to BambooHR). With these turnover rates, it is harder and harder to justify costly, time consuming campus hiring processes.
Employers need to focus on what motivates college candidates so that they can create a more impactful new hire experience and set realistic expectations throughout the hiring process. If this didn’t feel urgent enough, by 2020, the working-age population will be 40% millennials (~86M) according to The Intelligence Group, and employers must adapt accordingly.
Students should be sure they’re doing their due diligence throughout the experience as well. They shouldn’t be afraid to ask questions, spend time talking to, and shadowing other new hires and getting a real sense of the culture and expectations before they sign that offer letter.
It is a prime job market for new grads right now, and I know that you, like me, want to do everything you can to boost student’s confidence and success in this environment. For more details on the changing campus recruitment environment, be sure to check out the white paper on Solving the College Candidate Rubric. And do keep coming back here for more on new trends!
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