6 Steps for a More Personalized Campus Recruitment Strategy With Technology

You know that the bread and butter of any good organization is its talent. Talent is what gives a company momentum and with U.S. companies spending an average of $4,000 to fill an open position1, it’s clear that efficiently recruiting right-fit talent is a top priority. This means your talent acquisition process must be designed so you can maximize resources to effectively source candidates and spend more time and money on recruiting. 

Finding the right talent for your organization can be challenging. In fact, the number of American job seekers has doubled since 20052, increasing the candidate pool and making it even more difficult to match right-fit candidates to jobs. Campus recruiting can be even more challenging. Since the advent of online applications and career websites, some companies have been bombarded with applicants, particularly student applicants. This year alone, Goldman Sachs received more than 250,000 job applications for summer positions.3

One solution in particular is the use of campus recruitment technology to supplement your talent acquisition strategy. Technology, alongside traditional recruiting methods, can improve your processes by helping you target the right person for the job – and alleviate the inefficiencies resulting from the influx of talent pouring in from the open web.

This year, over 60% of NACE survey respondents indicated that they’ll use more technology in recruiting4. With the big data trend in full force, new attitudes about the future of recruiting have arisen. Today, the question on everyone’s mind is: Will humans be replaced by electronic relationship-building and automated hiring?

The reality is, sourcing candidates is a multi-step process. To find quality candidates with the necessary qualifications, the process is aided, not completed by, various systems and software. Technology can help improve sourcing efficiencies but it takes human contact – creating trust between you and the candidate that you desire for the role first.

While it’s useful to be aware of the ever-evolving recruitment landscape, the first place to start is the evaluation of your current hiring practices.


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Catie Ewen

Catie Ewen joined the GradLeaders team to create strategic, industry-related marketing and sales materials. Primarily responsible for content and digital marketing efforts, Catie helps GradLeaders build and maintain its brand, while promoting its exclusive network, recruitment technology, and career management tools. Catie graduated from Miami University in 2014, with dual degrees in both Journalism and Mass Communications.

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