But even more than that, simply raising awareness can be everything. Recruiters that listen to their candidates are sure to come out ahead. This is a tremendous opportunity for employers. Let students know you’re coming! Invite them! And, it’s more than likely that even though you’re looking for these students, they are not looking for you (yet).ĭid you know that 77% of students would prefer to join a company that proactively reached out to them, but only 20% of students have every received a message from an employer? If you’re showing up to a brand new school with no relationships - or even a school you’ve been to for years - armed with just a folding table and a box of swag, you might be in for a rude awakening. Lesson #2: Build relationships before you go Expand: Don’t limit your qualifications to just major or GPA, there are a world of other measures out there! Look for students passionate about building things or ones with exceptional communication skills.Hone in: Use STEM and TEM filters to find top tech talent, search for specific technical skills to fit your unique job descriptions, or filter for relevant clubs and organizations.who your jobs will show up in front of), you can both hone in and expand. By using segments to define student audiences (i.e. Make your company and your jobs not only discoverable, but also attractive to a variety of students. See the highest return on your career fair investments - whether recruiting tech talent or for any types of roles - by following these five lessons: Lesson #1: Prep your job criteria and qualifications To capitalize on on-campus events, employers need to revamp their approach. When you dedicate time, energy, and resources to recruit at career fairs, you expect to see tangible results in the form of qualified hires, right? This seems like a fair trade, but employers are finding that legacy strategies are proving insufficient.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |