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Recruiters get connected to GenY easily
Campus recruitments are on the rise. Today it is not just the top companies going to top universities to tap fresh talent with the best offers; every college and university has campus placements as more and more companies are opting for campus recruitments. If you are about to jump into the bandwagon of campus recruiters or you are already one, just pause to think what appeals to the Generation Y candidates most.
Are the age-old recruitment tools effective in attracting the cream of the talent to your company? Traditional approaches are passé and interactive recruiting strategies are the latest trends on the campus recruitment front. This is because the GenY is technology savvy to the hilt. The fresh streams of graduates who are ready to storm the job market are always hooked to the Internet. They expect connectivity in their classrooms, social life and how they get recruited too.
To formulate a successful recruitment policy, it is important to understand what the Generation Y expects. The present day college students are fun loving, outgoing and enjoy moving out in groups more than ever. They anticipate quick results and have no patience to wait. Many progressive organisations are formulating their recruitment strategies based on these traits. They are making all out efforts to change the campus recruitment process into a positive experience for the students. The aim is to attract the best talent that goes on to become a loyal work force with least cost and time expended on recruiting.
Check out these latest trends in campus placements to find out what works on the website, on the campus, in the interviewing process, offer and on boarding procedures:
Design a special career website: Develop an interactive website targeting college students and fresh graduates. The content presentation should be attractive and interesting. Case studies, growth opportunities, career paths and typical day at work videos enhance the appeal of the website making it less drab and more crisp.
Make it as easy to apply: Introduce on line campus placement systems to provide better process co-ordination, speed up communication and prevent time consuming paper based activities. This means a cut and paste resume should replace the application process. No upfront questions and questionnaires use technology to determine if the candidate is a right fit. Remove career focused technology that is outdated and cumbersome. Make career websites user-friendly, easy to find and navigate.
Employees as brand ambassadors: It helps to send employees who are alumni of the institution as brand ambassadors of the company. Their presentations on the career, growth opportunities, salary and work life balance leave a mark on their juniors.
Virtual career fair: Provide students with on line chat and instant messaging option. Information content about the jobs and your organisation should be presented in the website in a cool format using videos, music and graphics.
Hiring for potential: The best way to attract talent to your company is to focus on potential rather than specific skills. Offer formal training to ensure their success. Market career opportunities and challenges. Welcome people based on broader criteria than technical competency and personality.
Create awareness: Get noticed on the campus. Use technology to the best advantage. The local print media, billboards, merit scholarships or You Tube videos-do whatever it takes to grab attention and increase awareness about your company. Take upon the campus activities such as sponsoring college events and fetes.
Special focus on women: Women represent a growing and important part of the work force. Addressing their special needs, giving them more flexibility to temporarily leave the organisation to raise families and rejoin can be an effective trump card in favour of your company.
Eye on the future: Package your campaigns with an eye on the future. Provide the students with information on avenues for higher education, loan facilities, career counseling, mentoring, training programmes that add value to their qualifications. Also inform them on the future plans of the company such as expansion programs, anticipated revenues and service offerings in the pipeline.
Do not paint too rosy a picture: Give them a realistic picture of work pressures and challenges faced by employees in your company. At the same time explain how hard work can be rewarding at your company. This enhances your credibility with the Generation Y as they might have already gathered enough information about your work environment through social networks.
Let technology take centre stage to appeal to the new generation recruits. To be successful mix technology with face-to-face interactions which are fun, informal and productive.
N. PURNIMA SRIKRISHNA
faqs@cnkonline.com
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