A
re you looking for tips on how
to design a Campus Recruit-
ment Program? These steps
will help you walk out of the
college/university campuses
with accepted copies of appointment let-
ters of the desired candidates.
PRE-RECRUITMENT PROCESS
There is a great degree of preparedness
required to get an effective campus
recruitment program grounded, good
preparations ensures great results.
- Get the business heads to share the
number of people required from the
campuses as a part of the Management/
Graduate Training Program. It is useful
to get the locations of posting mentioned
along with the manpower numbers to be
recruited. If the number of manpower to
be recruited is consolidated at a func-
tion/department level, it is recommended
to get the details of which team/sub
function the manpower is required. This
brings in more objectivity while hiring
and boosts accuracy of hiring. - Identify the roles that befi t the
management /graduate trainees in terms
of skills and competencies. It is impor-
tant to keep in mind that most of these
potential hires will be towards the begin-
ning of the learning curve of their profes-
sional journey. Hence it is imperative to
take adequate measures before they are
handed over the set of responsibilities/
targets in the organization. Remember,
The Campus Recruitment Program is to
hire the best fi t and help the recruits to
succeed in their jobs. - Identify internal champions within the
organization who can manage this pool
of young recruits and familiarize them
with the organization. These champions
also act as endorsers for the Campus
recruitment program internally and
ensure the program is managed well
and is a success - Have a designated person/people to
interface with the colleges/campuses
well in advance to build relationships
with key people e,g. placement coordi-
nators, professors, key infl uencers. Also
design a Campus engagement program
with the targeted campuses/colleges for
higher recall and turnout ratio during the
placement process.
5. It is imperative to defi ne the Employee
Value Proposition of the organization
that works best in the colleges/
campuses. What is the unique
proposition that the organization is
offering? Is it the role, compensation,
career growth opportunities, learning
opportunities, off shore assignments, or
is it a bouquet of attractive propositions?
The sharper the value proposition
defi nition, the better it will be to attract
and recruit the desired candidatesRECRUITMENT PROCESS
1. The recruitment process begins with the
campus calendar. There could be
multiple colleges/campuses whose dates
could be on the same day hence it is
imperative to have a pool of interviewers
in advance tagged to different places,
travel schedules fi rmed up and logistics
in place. Remember, most of the
interviewers take this assignment as a
call beyond their regular duty hence a
hassle free experience for them is the
HR managers' responsibility.
2. It is preferable to have the information
ahead of the placement day about the
other companies visiting the campus
on the same day as yours. It helps one
to have the sense of the competition
around and the Interview and other re-
lated processes can be tweaked to make
it more attractive and compulsive in the
competitive environment. It also helps to
sharpen the recruitment pitch that day to
attract the desired profi le of candidates.
3. If the Pre placement talks are scheduled
on the same day, it is imperative that an
alumni from the institute accompanies
the pool of interviewers for experience
sharing as an ambassador of the
organization
4. The interview process itself makes a
lasting impression and is often a factor of
consideration amongst the students. The
team needs to wisely use the discretion
while choosing the interview pattern,
stages, rounds etc. If a group discussion
is conducted, the forms, methods, topics
etc used are very important factors. Also,
it is important to have Meritocratic pro-
cess of short listing/rejecting candidates.
5. It is important to ensure the closure of
Candidates Selection process right at
the campus. The offers should be rolled
out to the selected candidates on the
spot. If pre printed appointment letters
can be handed over to the candidates,R E C R U I T M E N TDESIGNING YOUR
CAMPUS RECRUITMENT
PROGRAM
it is worth the effort. Getting candidates
to accept the offer/appointment letter
restricts them to appear for other
interview and in more than one way
ensure they have made their fi nal choice
and is likely to come on board.POST RECRUITMENT PROCESS
1. Many organizations face the challenge
of candidates dropping the offers even
after accepting it during the Campus
Recruitment program. Since there is a
time lag between the offers made at the
campus and their possible joining date,
a lot of these candidates scout for other
opportunities and of ten do not show up
on the agreed date of joining. Continuous
efforts need to be made to ensure the
offered candidates are not dropping
out and this can be done through a
"structured Post recruitment engagement
program" to keep the offered candidates
engaged with the organization.
2. It is worth the effort to keep candidates
engaged with the organization during the
post offer period by regularly updating
them with Company news, newsletters
proactively, a SPOC (Single Point Of
Contact) should be identifi ed who can
keep interacting with the candidates and
keep them interested in their choice of
the employer
3. Closer to the date of joining, proactive
communication kit about the logistics
and other details should be sent to the
candidates. It is a wonderful way to reach
out to them with desired information and
not wait for the Tueries to fl ow in the
mail box. It creates a winning impression
about the organizations' readiness to
welcome the new joiners
4. Adequate preparation needs to be
undertaken to give the campus/college
recruits a delightful fi rst day e[perience
in the organization in the form of a robust
On boarding experience.
5. A great Management/graduate trainee
program architecture is mandatory to
reap the benefi ts of an attractive campus
recruitment program.By Sudakshina BhattacharyaI N D E P T H