Picture this: You are sitting in the conference room with the leadership team. The team asks you about the roadmap for the company’s hybrid campus recruitment strategy. It’s been weeks since you have been talking to your recruiter friends from other organizations to pull off the strategy but haven’t been able to do it. And now, you have no answer and no strategy!
You stay quiet. And confused.
This picture can be quite startling, especially when everybody’s eyes are on you.
To make sure you don’t land in this situation, we have made a list of 5 effective hybrid campus recruiting strategies you can use.
Let’s get started.
Hybrid campus recruitment is a strategy companies use to source, engage and hire candidates for internships and entry-level jobs. Earlier, this form of recruitment was done on campus, hence called campus recruitment. But, with the fusion of in-person and virtual recruitment strategies, it is termed hybrid campus recruitment.
With campus recruiting, you need 4 key players:
But, with hybrid campus hiring, you need extra key players— virtual phone system or campus recruitment software that connects candidates and recruiters, improves candidate engagement, and conducts virtual interviews.
The three types of hybrid campus recruiting methods or approaches include:
It uses both online and offline methods of hiring. Like, conducting interviews via video calls at the beginning of the selection process and face-to-face meetings with the top candidates during the last interview phase.
With a composite approach, companies host virtual job fairs and in-person recruiting events. By doing so, they run a parallel collaboration to expand the scope of their recruitment drive.
Chances are not every student can participate in the on-campus recruitment event. That’s where the students who are not present on campus can benefit and participate in the virtual fair.
With a synchronous approach, students can choose between on-campus and virtual events. This helps companies reach out to more students and widen their recruitment drive.
It’s hard for companies to transition from an offline recruiting strategy and build an empire of hybrid recruitment. So, we have curated 5 effective hybrid campus recruitment strategies to help you create the roadmap.
Communicate and coordinate with the campus coordinator on the dates and the transition in the hiring process.
Plan the execution of events and activities, whether they will take place in person or online. The majority of pre-placement conversations, employer branding, and coordination with colleges and institutions are now conducted in person, while screenings, assessments, and the early rounds of interviews are conducted online.
In an offline campus recruiting setup, you’d reach out to campus coordinators, help them understand the company and job role, share resources (JD/ ECP), and decide on the entire process—placement, assessment, interview, and final selection—all done on the same day.
But, with hybrid campus hiring, you are focusing on both online and on-campus hiring. So, your recruiting strategy looks something like this:
Once the candidate is selected virtually, the onboarding process can have physical training sessions where employees educate the students about the company’s values and how each department operates.
Automation is the joining dots of a hybrid campus recruitment strategy. Why? Because they make your process smooth and keep the candidates engaged with you in a virtual setup.
For example,
If you are hiring software developers virtually, you’ll need technical assessment software to understand the student’s language and programming expertise.
HackerEarth Assessment helps you generate the assessment instantly and select the top candidate based on the leaderboard score. Once you select the candidate, invite them for a video interview using FaceCode.
To keep your hybrid recruiting engine running, make sure your company uses these tools:
Also Read: Importance of Online Proctoring in University Hiring
Do you think informing students about the hybrid campus recruiting event happening at their university is the finishing line when promoting the hiring spree?
It’s not. Once the students get to know about the placements happening at the university, they are likely to go through the process and find out more about the company.
That’s where you need to be strategic.
GenZ is constantly scrolling through social media—mostly, Instagram and YouTube. And these days, students are active on platforms like Linked too.
So, along with the billboards and posters on campus, share about the hiring event online:
The big question: why should students work with you? And to nail down the response, you need to build credibility. Gen Z today is smarter than you think. They don’t work *only* for the paycheck anymore.
Students now work with companies that:
And to make sure you check all these boxes, you need to build your employer brand and show the students “why” they should work with you. Here’s how you can do it:
For example, you can organize a LinkedIn event where the leadership team sits down and discusses the importance of diversity and how their company empowers it.
Take a look at HackerEarth’s profile on Glassdoor, 82% of people say they will recommend the company to their friends, and 87% of people say they approve of the company’s CEO—a commendable social proof for candidates to work with the company and amplifies employer branding.
Also Read: Create an Employer Brand That Sticks
True. Transitioning from offline hiring to hybrid campus hiring can be tedious. The recruitment drive that used to take a day gets divided into phases that keep on going for several days. But once you understand how the offline and hybrid interview stages differ, create the strategy and gather resources to use. With the 5 hybrid campus hiring strategies we have shared above, you can get started and see the results for yourself.
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