Online campus recruitment
campus recruitment tool
Campus recruitment. Day 1. Slot 2.
Frenzied. Chaotic. Tight deadlines.
- 10 AM: Pre-placement talk
- 11 AM: Written test. 230 candidates
- 2 PM: Shortlisted candidates (face-to-face interviews). 30 candidates
- 3 PM: 5 face-to-face interview panels. Interviews begin
- 9 PM: 10-panel members. 60 rounds of interviews
- 10 PM: Job offers rolled out. 5 candidates
Welcome to the world of traditional campus hiring!
Campus hiring is the most effective way to hire recent graduates. Each year, about 800 organizations hire more than 100,000 graduates from 3500+ colleges in India. While the primary goal of campus hiring is to bring in fresh talent, it also helps to build a brand name among the top colleges in the country.
Despite being one of the most common recruitment practices, the campus hiring process is ad hoc and often mismanaged. Traditional campus recruitment involves many variables such as a large number of candidates to filter from, stiff competition between companies hiring simultaneously, and so on. There are many things that can go wrong.
Here are five strategies that can help you make the most of your campus-hiring drive.
Spice up the job description
A well-written job description can set the right expectations and help you connect better with the candidates. An extension of your brand, a job description needs to give a one- or two-line company overview, and mention the right job title, core responsibilities, minimum requirements, and compensation and benefits. During campus-hiring drives, candidates have to choose between multiple opportunities from various companies. This is true especially during the first few days of the campus hiring season. Interesting and crisp-yet-informative job descriptions can tip the scales in your favor.
Be innovative with your pre-placement talk
The pre-placement talk is crucial in attracting the right talent. It is what sets the initial impression of your company. While geographical expansion, growth/outreach-related numbers, and stats are impressive, it is how a person can contribute or make an impact that’s interesting. Your pre-placement talk should cover the following points:
- How they will fit in as new college graduates
- How they can make an impact
- Work culture
- Hierarchy followed within the organization
- Types of projects
- Interesting market and technology trends
Filter candidates using assessments
Filtering the right candidates for interviews is critical to the success of a campus-hiring drive. It is a fact that most college graduates have
- Basic résumé-writing skills
- Little or no prior work experience
Therefore, résumé filtering alone cannot help you assess candidates. Due to the sheer volume, it is likely that relevant candidates may fall through the cracks. Preliminary written tests are a more reliable way to assess candidates. The objective of these tests is to filter out those candidates who don’t have that essential skill you require. It is tempting to cover multiple topics, such as technical aptitude, logical reasoning, verbal ability, psychometric quotient, and so on. However, what works best are short and focused tests.
Identify that one skill that’s most important to your hiring needs and conduct a quick, relevant 45- to 60-minute test. Core skills could include programming proficiency, logical reasoning, communication skills, etc. That’s one less pain point in your quest for fresh talent…
Minimize repetitive manual tasks
“How?” you ask—use an automated solution! Time is of the essence during campus drives. Take too long to decide and you may lose your candidate to a competing company.
Conducting pen and paper tests requires massive amounts of manual work such as creating questions, getting question papers ready and printed, coordination, conducting the test itself, evaluation, and so on. During the manual evaluation, there is a significant possibility of an increase in assessment-related errors.
Alternately, an online recruitment solution lets you automatically conduct online tests to evaluate different skill sets and view candidate performance.
The final decision is made via personal interviews. Taking back-to-back interviews can be tiring and this could result in errors. Following are a few ways in which you can minimize interviews:
- Conduct at least 2 interviews with each candidate. One messed up interview should not be the basis of rejection.
- Do not judge technical aptitude only through programming puzzles/questions. A lot of candidates have active GitHub profiles and open source contributions which can serve as a relevant metric.
- Have a large question bank for the interviews to minimize the repetition of questions during interviews. Candidates discuss their interview experiences with each other.
- Manage interview slots to ensure that candidates don’t have to wait long hours. Waiting can be tiring and demotivating, which in turn can affect performance.
Traditional campus recruitment approaches are time intensive and not intelligent enough to assure top-quality hires. Later, attrition could be high because the evaluation failed to assess the “purported” skills in real-world scenarios or check for cultural fit. If you have talent verticals that are diverse, candidates spread across multiple colleges, or fewer resources to spare for mundane screening tasks, then online assessment tools could be a blessing in many ways. The integrity of the web-based tests assured by unbiased evaluation, quick turnaround time thanks to smart proctoring, and superior multi-skill challenges give the online campus recruitment strategy an edge over the traditional hiring method.
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