Building Relationships With Professors To Gain A Recruiting Edge (Part 1 of 2)
By Dr. John Sullivan,
on 25-08-2008 00:00
Views : 1477
Favoured : 155
Most university recruiting is pretty dull and ineffective! It takes little to no creativity or imagination to concentrate nearly 100% of a college recruiting effort on the events and activities formally sanctioned by university career centers. While the career event approach has primarily been the modus operandi for decades, it’s an approach seriously out of touch with how students study, live, and play today. In 1950 the best students would line up for nearly any opportunity to wow a potential employer in hopes of securing one of only a few choice jobs, but for students today the opportunities are many and diverse.
You can no longer expect the very best students to be found through career-center-sanctioned activities because the universities and the technographics of their student populations have changed. The increasing popularity of non-traditional academic programs like online degrees, night programs, weekend programs, and international programs, coupled with the fact that many students are now older and working full-time, means that many students just don’t have the opportunity to physically use the career center or even participate in career center events. In addition, the growth of Internet job boards and online career advice websites have eliminated the need for students to work through a tightly controlled process to reach employers who want them.
Building Relationships With Professors to Gain a Recruiting Edge (Part 2 of 2)
By Dr. John Sullivan,
on 08-09-2008 00:00
Views : 1527
Favoured : 149
Part one of this series dealt with the business case of implementing a new college recruiting program aimed at moving the activity out of antiquated gallows of campus career fairs, campus career centers and the like, and into the modern era. This direct approach is aimed at reaching those who know and can influence the truly valuable students who wouldn’t be caught dead in a career resource center.
The proposed approach is one that all but the very best talent acquisition functions scoff at, not because it isn’t possible, but rather because it isn’t easy. Beyond the business case, part one outlined the major players corporate recruiters can leverage on college campuses to reach top talent and detailed the benefits of the approach.
Now, in part two, the attention turns to the steps and activities needed to implement such an approach.
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