When you think of a well-oiled recruiting machine, you may think about a college campus. Colleges need to fill thousands of seats in their upcoming freshman classes, and they have developed many recruiting techniques to make it happen.
Today we wanted to shed light on how some of those university recruiting practices can be transformed and used in the workplace to recruit better candidates, faster. Here are some common recruiting practices for universities that job recruiters can learn from.
If you've ever been to a university website, you know that there is a ton of information to digest. Universities have many different audiences to cater to from future students to alumni and faculty/staff. Most universities have the structure in place on their website to separate these audiences and give the best advice to the people who need it with a click of a button.
Go to a university website, maybe your alma mater or just a college near your job. What do you see when you get to their site? There is a ton of information, but they usually narrow it down to meet their different audiences, right? What are you doing to make sure that your potential employees get the information they need when they need it?
Information How You Need It
Another important thing about universities is that they give out information in many ways. Universities have a robust website, and they use brochures, videos, and other interactive elements to tell their story. There is never a shortage of information in a way that you can digest it. You can even request physical copies of most of these documents without ever leaving your home.
Have you ever wondered what the price of a university would be? In the past, it was harder to figure out the cost of universities, but the internet has changed that. Most (if not all) universities have their tuition and fees posted online. You may have to search for the information, but once you do, it's quickly laid out in an easy to digest way.
What can you learn from this? Be more transparent with your salary structure. Look at the company Buffer, they are known for their transparency. Buffer has an entire transparency dashboard that anyone can look at. Furthermore, they have a salaries dashboard that goes into detail about what people working at their company make.
You may not want to be Buffer level transparent with your salaries, but you can find a way to showcase more salary information from the start of your relationship with potential employees.
Tours And Information Days
For universities across the country, tours and information days are essential. Universities open up their campuses and invite students across the country to tour their campus on a daily basis. For a more in-depth experience, many universities host information days a few days a semester where students can experience the school, chat with professors, and even eat at the campus cafeteria.
As a recruiter, you can organize some of these days at your job, especially if you have a bigger campus for your employees. If you have a candidate database that you update regularly, think about inviting those people to your job. Give a tour of your facility and work with them on applying for your open positions while they are there. If you plan to hire a ton of employees at once, these tours and information days can help you acquire a ton of applications with a little bit of effort.
Bringing The Recruiting Experience To You
University recruiters are also fantastic at bringing the recruiting experience to students across the country. Many recruiters go to schools, host information nights in certain cities, and find ways to connect with students in a town near them.
As a job recruiter, think about where most of your new employees come from. Are there certain cities, schools, et cetera that you get a lot of applicants/employees from? If so, consider recruiting for your open positions where your future employees are. Attend college career fairs, set up meet and greets in big cities across the country, and find ways to bring your potential recruits to those events.
Making Room For Nontraditional Or Diverse Students
When it comes to handling nontraditional and diverse students, college campuses are making leaps and bounds. Many colleges have a variety of class options now such as traditional morning classes, night classes, online classes, et cetera. College campuses allow for a variety of experiences on campus to meet the needs of diverse student groups. Colleges understand that their school is a better place when students of all backgrounds feel safe.
How is your company when it comes to recruiting nontraditional or diverse employees? Are you looking for employees in a variety of ways? Are you meeting potential candidates where they are and understanding that having a range of employees helps your company thrive? College students come in all shapes and sizes and so should your employees.
Rolling Acceptance And Strict Deadlines
Last, but not least, colleges and universities are amazing when it comes to keeping students aware of the application process. From the time students pay their application fee and turn in their application, they know exactly where they are in the application process. Many colleges have frequently updated websites that share everything from when an application is received to when a decision is made.
Many colleges accept new students on a rolling basis throughout the year, or they have a strict deadline on when application decisions will be made. You may not get your Harvard acceptance letter right away, but you won't fret because you know you will get their decision by mid-December if you applied during the early decision deadline or by late March if you applied during the regular decision window. All of this application information is clearly labeled on the Harvard website for anyone to see.
When you create a strict recruiting deadline that you stick to or you send out decisions on a rolling basis, you will build trust with your applicants. Harvard doesn't get as many questions about the recruiting timeline because they are forthcoming about what their deadlines are. If you are forthcoming about your deadlines and decision information, you can cut down on unnecessary communication and focus on the conversation that will prep your applicants for their future life with your company.
The university recruiting process has been time-tested. Universities can recruit great students time and time again. While universities still struggle with retention over time, they have a lot of great ideas that regular job recruiters can utilize as well.
Ready to take application communication seriously? Download our white paper for more information on candidate communication.