One strategy I applied is opting for skills-based hiring rather than educational qualifications. Skill-based hiring leads to more productivity because it cuts the onboarding time by at least half. Granted, every company has their own culture and customized working tools that recruits need to be trained on, but if they already have the basic and some advanced skills required to do the job they are hired for, there is lesser need for hand holding. In my company, interaction with clients is 90% of the job, so I looked for people who understood the tone and philosophy of the company for such engagement and I find these leads to more positive feedback and longer client relationships
Although JetLevel Aviation doesn't engage directly in campus recruitment, one unique tactic we use in recruitment that could translate well to this setting is personalized engagement. For example, companies could implement interactive, real-world business scenarios during campus career fairs or presentations. This approach allows students to directly engage with the practical aspects of a company's work, offering them a memorable and engaging experience that showcases the dynamic nature of the industry. This method not only differentiates the company from those using standard recruitment tactics but also attracts students eager for exciting, non-traditional career opportunities.
At dasFlow Custom Apparel, we've implemented a 'Design Your Gear' contest across design schools to attract top talent. This initiative allows students to showcase their creativity by submitting original athleisure designs, with the winning entries getting produced under our label. This approach not only brings fresh ideas into our product line but also helps us identify and recruit innovative thinkers passionate about fashion and sustainability. The success of this tactic is evident in the fresh perspectives and vibrant energy these young talents bring to our team.
One tactic we employed is hosting annual 'Innovation Competitions' where teams of students are invited to solve a current problem facing our industry. We provide tools, resources, and mentorship throughout the competition. Winners receive scholarships, internships, or sometimes full-time positions, depending on their graduation status. This has proven successful in attracting top talent and fostering a strong connection with future innovators who are already familiar with and invested in our company's goals.
Our company launched a flexible internship program that allows students to work remotely during the school year and on-site during the summer. This flexibility is particularly appealing to top talent who are eager to gain industry experience but are unable to relocate during the semester. The success of this program lies in its appeal to a wider pool of candidates, increasing diversity and bringing in fresh perspectives from different geographical locations.
One tactic we employed for campus recruitment was our "Eco-Internship Exchange" program. We partnered with other eco-conscious companies in different industries to offer a collaborative internship experience for students interested in sustainability. For example, we collaborated with a renewable energy company and an organic food producer to create a cross-disciplinary internship program. Students selected for the program spent a portion of their internship at each company, gaining exposure to various aspects of sustainability while contributing their skills and ideas to different sectors. The success of the Eco-Internship Exchange program was measured by the number of participating students who were subsequently hired or offered extended internships by one of the participating companies. We achieved an impressive conversion rate of 79%, with the majority of students receiving offers for full-time positions or extended internships. For example, one student who participated in the program started as an intern at Brown Living Company, where they worked on sustainable product development. Through the Eco-Internship Exchange, they also gained experience in renewable energy technology and organic agriculture. This multidisciplinary exposure not only enhanced their skill set but also made them an ideal candidate for a full-time position at a renewable energy startup, where they now lead sustainability initiatives.
We establish mentorship circles led by alumni who are current employees, targeting students from their alma mater. These circles provide mentoring, networking, and professional guidance, helping students navigate the early stages of their careers. The personal connection through shared educational backgrounds creates a stronger bond and a seamless integration into our company culture. This program has been successful in maintaining long-term relationships with top talent, often resulting in job offers upon graduation.
We offer innovation grants for student projects that align with our research and development objectives. These grants not only support innovative student research but also create a pathway for students to connect with our company. The projects often lead to internships and job offers, particularly for students whose work directly contributes to groundbreaking developments in our field. This approach has proven successful in attracting top-tier talent who are motivated by the opportunity to make a real-world impact through their academic and research pursuits.
One unique tactic we've used for campus recruitment is hosting "Innovation Challenges" at universities. These competitions involve students tackling real business problems relevant to our industry. It's a fantastic way for students to engage directly with what we do and show off their skills. Example of Success: At a recent challenge, a team impressed us with an innovative solution for optimizing our supply chain logistics. Their approach was so compelling that we offered all team members internships, and later, two of them joined us as full-time data analysts. This strategy not only allows us to identify and attract top talent early but also strengthens our reputation as an innovative company among young professionals. It’s been a win-win: students get a real-world platform to shine, and we get to bring fresh, innovative minds into our team.
We've capitalized on virtual recruitment by hosting online hackathons with specific challenges related to our field. Students from around the globe participate and showcase their skills in solving real-world problems. Winners are offered internships or job interviews, and participants often gain valuable insights into our company's work. This approach has expanded our recruitment reach beyond geographical limitations and brought diverse problem-solving perspectives to our team.
One unique tactic we've employed for campus recruitment is hosting virtual hackathons tailored to our target audience. We crafted engaging challenges that showcased our company's values and technology. Participants collaborated remotely, fostering teamwork and innovation while solving real-world problems. This approach not only attracted top talent but also showcased our commitment to fostering a collaborative and forward-thinking work environment. One successful example was when we hosted a virtual hackathon focused on AI solutions for education. It resulted in several exceptional hires who brought fresh perspectives and creative ideas to our team, driving our company's growth and success.
"As the CEO of Ditto Transcripts, I believe our unique campus recruitment tactic lies in our personalized approach. We don't just attend job fairs; we actively engage with students through mentorship programs and case competitions. This allows us to identify talented individuals who not only possess the required skills but also align with our company's values and culture. For instance, our recent case competition challenged students to propose solutions for optimizing our transcription workflow. The winning team not only impressed us with their innovative ideas but also demonstrated their ability to work collaboratively under pressure. We extended job offers to the entire team, and they have since become valuable assets to our company."
As founder of Zibtek I have been responsible for HR and recruiting for over 10 years now. It is actually one of my favorite aspects of our growing company, so I would love to share my thoughts on the subject. One unique tactic we've employed to attract top talent at our campus drives is organizing interactive workshops or hackathons tailored to students' interests and skill sets. For example, we hosted a hackathon focused on solving real-world challenges in the tech industry, inviting students from local universities to participate and we gave out prizes like drones and TV's. Not only did this event showcase our company's commitment to innovation, but it also provided students with hands-on experience and the opportunity to network with other rising coders and folks from our team, it was a lot of fun. The success of this tactic was evident in the high level of engagement and enthusiasm among participants. Many students were impressed by our company culture and the meaningful projects they had the chance to work on during the hackathon. As a result, we received a significant number of quality applications from participants who were excited about the prospect of joining our team. Hope that helps, let me know if I can clarify or add more details. Cheers
Reverse Career Fairs One unique tactic that my company used was hosting "reverse" career fairs, where students were asked to showcase their talents and projects to us. This reversed the whole concept, since students came forward with a proactive approach and creativity. For example, at a recent event, a student presented an innovative app prototype to our company that caught our attention, leading to recruitment into our team.
As a hiring manager, one unique tactic we've used to attract top talent through campus recruitment is to offer personalized mentorship opportunities. We know that students are looking for more than just a job, they want to work for a company that invests in their professional development and growth. To achieve this, we've developed a program where each new hire is paired with a mentor who is a senior employee in their field. The mentor provides guidance, support, and career advice to the new hire, helping them navigate their first few months at the company and beyond. This tactic has proved to be very successful in attracting top talent. Students are excited about the opportunity to work with experienced professionals who can help them grow and advance in their careers. Additionally, it has helped us build a strong talent pipeline, as many of our mentees have gone on to become successful employees and even referred their peers to the company.
Director of Business Development at IT Asset Management Group (ITAMG)
Answered a year ago
In my experience, one of the most unique and effective tactics our company has used to attract top talent through campus recruitment is to get current employees directly involved in the process. We encourage employees, especially recent grads, to actively participate in info sessions, career fairs, networking events, and even guest lectures on campus. This allows potential candidates to connect with our people on a real, human level. Our employees serve as authentic ambassadors who can share their own stories and journeys, giving candidates an inside look at our culture. This personal touch helps us stand out from other companies with more traditional, corporate recruitment strategies. For example, at one career fair I brought along a few of our star interns from the previous summer. As they engaged with students, their energy and passion for our company was contagious. In fact, we ended up hiring three exceptional candidates that I know were swayed by those interactions. There's just no replacement for the power of real employees advocating for your firm directly to candidates. It humanizes your brand and gets talent excited about opportunities in a genuine way. This kind of authentic engagement has been crucial to our recruiting success.
Our company has successfully used LinkedIn's Alumni Finder search tool to find students about to graduate. We have the most success messaging prospective candidates about 3 to 6 months before their expected graduation date.
One innovative approach we've taken is when it comes to attracting talent, through campus recruitment is running Innovation Challenges at universities. These are events where students form teams to tackle industry related problems. The aim is not just to demonstrate our focus on finding solutions but also to evaluate students thinking abilities teamwork and leadership skills in a setting. For instance, at a university event a team came up with a idea to enhance our supply chain processes. We were impressed by the creativity and practicality of their proposal leading to us offering internships to all team members. Many, these interns have now become full time employees highlighting how this method has been successful in identifying and bringing in top talent.
Hosting interactive hackathons on campus proved highly effective in attracting top talent. These events allowed us to assess real-time problem-solving skills and creativity. One successful example was when a standout participant was offered an internship on the spot, eventually becoming a key team member. This approach not only showcased our dynamic work culture but also created a buzz among students, drawing in more high-caliber candidates.
We implemented a "Campus Ambassador" program where selected students act as brand representatives on their campuses. These ambassadors organize events, share company insights, and facilitate networking opportunities. Last year, one ambassador organized a hackathon, attracting over 200 students. We hired three participants, including the hackathon winner, who later became a key member of our team.