A 2020 article by Business Insider introduces a troubling revelation: that the damage brought upon by the global pandemic can be as devastating toward gen Zs as the financial disaster from 2008 to 2009. To attract and retain an entire cautious and risk-averse generation, campus recruitment needs an innovative strategy that strongly leverages technology as early as possible. A holistic approach empowered by campus recruiting technology will guarantee recruitment efficiency from employer branding to final onboarding.
Let us go through some of the technologies being employed by modern recruiters in the ever-present talent hunt.
The global response in the form of social distancing has irrevocably changed the way we work and recruit. The global talent acquisition and management firm Alexander Mann Solutions, in partnership with Aptitude Research – conducted surveys across North America, EMEA, and APAC during the pandemic to establish the impact of Covid-19 on talent acquisition:
Peculiarly, although the number of hires drops, the speed of recruitment is still a priority. Enforced quarantine measures also play a significant hand in how companies acquire their talents. As physical interviews or traditional career fair events no longer an option, recruiting teams now focus their attention on the internet and various campus recruiting techs.
Before Covid 19, the flexibility of working from home or a remote location can be a very enticing perk. However, the pandemic has turned this work model into a commonality. Some employees even expected it as a standard option for a position when job hunting.
According to Future Forum research of 4,700 global knowledge workers, the majority never want to go back to the old way of working. Only 12% want to return to full-time office work, and 72% want a hybrid remote-office model moving forward.
As the writing of this post, global businesses of all sizes employ the “work-from-home” format. Companies like Twitter have decided that their employees can work from home forever if they wish to. Any company that offers flexible working modes can potentially win over young talents in Generation Z. You are looking at a generation with a very different view regarding the traditional 9 to 5 work schedule.
According to a 2020 Forbes article, global internet usage saw a drastic surge up to 70% compared to the pre-pandemic period. In social distancing times, the Internet’s role as ‘The great Connectors’ became even more apparent.
Now that employees can easily choose to work remotely or face-to-face as the workplace is now distributed across homes, offices, and satellite offices. On LinkedIn, Job inquiries with the tag “Remote” applied have increased more than double since the beginning of March 2020. Managers, in return, learn how to manage, coach, collaborate, evaluate performance and motivate their team remotely to adapt to this work model.
Campus recruiting was also heavily affected in this first quarter of 2020. The National Association of Colleges and Employers sent out a poll on March 9, 2020, amongst its members regarding how the pandemic has changed their respective campus recruiting plan. By the end of March, the number of NACE members planning to attend a career fair has dropped from 43.60% to 19.60%. With physical events out of the option, recruiters also turn to the internet. Technologies such as video interviewing or virtual career fairs now play a pivotal role in reaching out to candidates.
The recruitment industry, especially campus recruitment, remains in a perpetual freezing state throughout the first months of 2021. With schools and career events closed or canceled, reaching potential candidates seems like a very challenging task.
However, the pandemic is also pushing recruiters to innovate the way they approach Campus recruitment. Holding a physical career fair is no longer the centerpiece of the campus recruitment strategy. Companies can now recruit young talents in the comfort of their office using a virtual event platform. In a 2021 survey by Markletic, out of 3851 respondents in the B2B market segment, 55% want to invest more into this campus recruiting technology in 2021. Virtual event platforms employ various tools, from chat programs and telecommunication functions such as video call to visual tools like video or graphic editing tools to plan, market, and host virtual events. The tool’s primary mission is to allow users to deliver the experience of in-person physical events through a digital format. vFairs, for example, allows an entire event, including individual booths, to be displayed in a positive, 3D-styled visual experience.
Here are some standard features that any business should take into account when choosing a virtual event platform. Most providers have multiple users plans to accommodate a wide range of companies. Depending on your budget and type of event, consider checking user plans for one that fits your budget and purpose:
Even before the Covid 19 pandemic, global businesses were already very familiar with the term “Video interviewing.” The 2018 annual survey by the Institute of Student Employers introduces a surprising discovery. Up to 49% of their respondents employed video interviewing as part of the recruitment process. However, the Global Pandemic has turned this campus recruiting technology into a vital tool in a modern recruiter’s arsenal. According to Handshake, out of 192 businesses interviewed in 2020, 89% of employers adopted video interviewing.
As the name suggested, video interviewing is when two parties interview via the connection of the internet. There are two types of video interviewing. Live video interviewing is when the conversation takes place in real-time, like a regular session. An asynchronous interview is when the interviewee records themselves answering the questions and then sending it to you for review.
Benefits such as reducing cost-to-hire and time-to-hire, connecting with talents from all over the world, and eliminating biases through structured interviews draw recruiters to this novel interview technology. Consider these features when picking your video interviewing solution:
Logistical tasks such as scheduling multiple interviews can be challenging for small-scale recruiting teams. Back and forth email exchanges can take away the team’s valuable time. Keen-eyed recruiters understand that candidates can form opinions about a business from everything, even from an interview invitation. A delayed invitation can mean that the company is not 100% invested in a candidate or just incompetent.
The use of interview scheduling tools is a game-changer, enabling small recruiting groups to achieve big results. This campus recruiting technology helps optimize, automate and synchronize the entire scheduling process, freeing recruiters from time-consuming manual jobs. Here are some features that can transform your way of interviewing:
In a recent report by DataReportal, it is estimated that up to 5.22 billion individuals worldwide own a mobile phone. A 2019 article published by the BBC revealed that out of 3200 young respondents aged 3 to 15 and their parents, 50% of 10-year-old respondents have their mobile phone.
For young millennials and Gen Z who have grown up with technology, text recruiting seems to be the smartest and most sensible way of reaching potential talents. Text recruiting is the act of advertising job positions, communicating, and attracting prospective talents through text messages. This recruiting tech streamlines the recruiting process by tackling logistical-heavy tasks such as running SMS campaigns and enabling task automation.
With almost every individual worldwide owning a phone, it has become easier to reach out using this campus recruiting technology. Here are some features of a text recruiting tool you should consider before you start blasting text messages to your prospects:
Interviewing is not the only recruiting process one can do virtually. Thanks to the internet, virtual candidate onboarding is also possible. Even with a different approach, the core idea of candidate onboarding is still the same. It is to make sure new employees have adequate knowledge to perform their duty confidently and make them feel excited to be part of your team.
The key to successful onboarding is the synergy between the onboarding solution and its user. Here are some features you could utilize to enhance the candidate onboarding experience.
The nature of campus recruiting is one of change and improvement. To better find and attract tech-savvy candidates, recruiters constantly adapt game plans that incorporate campus recruiting technologies to optimize their hiring process. By reading this article, we hope recruiters can identify their strategy and pick out the perfect technology solution to enhance their campaign. Those who want to better prepare their campus hiring campaign during and after Covid-19, check out this informative article.
Images used in this post: Freepik
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