College Recruiting

Note:  This post is written by Don Kim, marketing intern with HRM Direct.  Don is currently a senior at Tufts University in Somerville, MA, majoring in Psychology and Economics. 

As a second semester senior at Tufts University, the prospect of finding a job constantly occupies my thoughts.  After a few months of job board perusals, firm-but-not-too-firm handshakes and on-campus interviews, I have seen my fair share of the habits and practices of recruiters.  The list below is a compilation of my thoughts and recommendations to those looking to hire college grads, based on my own personal experiences.

1. Post on college career websites

My perception of online job boards is that they are a crapshoot:  I submit my resume alongside a thousand other qualified individuals and hope to secure an interview.  However, when I submit my resume to Tufts Career Connect a job board that is accessible only to Tufts students, I know for a fact that my resume will be viewed in a much smaller applicant pool.  Since I know that the company has an interest in students from my school, I prioritize checking the Tufts job board over others. 

Postings that really stand out are those that provide more than just a laundry list of requirements.   Like most college students, I have no real sense of what company culture means and how to differentiate between company A and company B. Make your posting stand out by including truly unique traits about your company.   Remind applicants that they are not necessarily signing their lives away in 8 hour increments by joining your company!

2. Contact professors and campus advisors

If one of my professors tells me about a potential job opening, I am going to listen.   Professors hold the key to students’ ears, and recruiters would do well to act on this.  A simple e-mail to contacts at a university can go a long way. 

Sample opening e-mail line: “Dear Professor, I have a job opening that I believe would be an excellent opportunity for students in [insert department name here].  Would you be the best person to pass this along to students or is there someone else I should contact?”.

Checking a university department’s website will give you the contact information of the professors you want.  Professors and advisors want to help their students, so make sure that you convey that same helpful mindset.  When sending feeler e-mails, be tactful and do not spam an entire department.

3. Meet students at job fairs

Many universities hold job fairs for students at the beginning of the fall and spring semesters (think October and February).   The people who run your job fair table provide the first impression students will have of your company, so choose your representatives wisely.  You may be the most personable HR manager in the world, but I would much rather speak to someone in a relevant department rather than someone from HR.  If you have an alumni that can attend a school’s job fair, the returns on your investment will be even better. 

4. Reach out using social media

Facebook, Twitter, LinkedIn.  I check Facebook and Twitter multiple times a day (can’t say that about Monster.com), and when I am on these sites, they have my full attention.   As a recent adopter of Twitter, I was pleasantly surprised at how easy it was to interact with different companies using a tweet from my Blackberry.  Tweeting or updating with “___ Company looking to hire for Analyst position, www.urlname.com” is adequate. 

However, making an account and posting jobs is not enough.  Social media is designed to facilitate mutual interaction, so take initiative and reach out.  Many college students are used to making the first move in establishing contact with a potential employer – turn the tables and show them that you are genuinely interested in hiring them!  Be careful not to cross the fine line between friendly and pushy, however.  One personalized message is enough.

5. Cater to the personality of the school

Research which schools have strong programs related to your industry/position and focus your recruiting efforts there.  See which schools pop up in your industry news, check admission websites – anything to get an idea of the core organizational values of the school. 

Once you have the values and curriculum emphases figured out, tailor your recruiting strategy to them.  If a school is known for its active citizenship, can you highlight that in your post?  A savvy job-searching student can spot a generic job posting just like a savvy recruiter can spot a generic resume or cover letter.  Students will appreciate and be impressed by the extra effort.

6. Google your company

Google organizes my mail for me, lets me know when I have class and meetings, and tells me the best way to drive from point A to point B.  Google is the reference point by which most college students make their decisions, so you had better believe that students will google your company. 

What would candidates see in a search and what would you want them to see?  You want to make sure that the answers to these two questions are as similar as possible.  Be prepared to address any questions about bad press that does pop up on a search.  Check that the online presence of your company is current and presentable. This means updating any and all places where your company is online (Facebook, blogs, your website).

7. Re-discover your alma mater

Our president , two relationship managers and myself all come from the same university.  Eschewing any notions of nepotism, this is just one example of how alumni networks are still an excellent resource in filling job positions.  Career counselors already preach the great potential of alumni networks to students, so why not bridge the gap?  Reach out to an old advisor, professor or roommate to see if they know any college grads that would be a good fit for your company. 

In this post I make a lot of recommendations about going the extra mile to impress and cater to students.  You may ask why, when so many college students are sweating bullets to find any job?   True, many if not all students worry about finding a job after college.  That being said, those that can make real contributions to your company will have the sense to wait for the right opportunities and not jump on the first offer that comes along.