How can I best approach and recruit college students and recent graduates for my business?
I'm looking to hire college students (as interns) and recent graduates for my business. What's the best way to approach these students? Should I be approaching universities, or reaching out to specific students or faculty?
Most universities and colleges have a policy concerning recruiting on campus. Recommend checking with the University Career Center for assistance in recruiting college students. They normally will have a specific point of contact that works with employers to ensure that all requirements (Federal, State and Local) are being met in job postings and in recruiting students. Going specifically to students or faculty is called "cherry picking" and most colleges frown on this practice, because it does not give everyone an equal opportunity to apply for a position where they meet the qualifications. If you have additional questions or need clarification, I will be more than willing to provide same.
There are only two reasons to take a new position. One is to gain a new skill and the second is to gain a new level of responsibility. Make sure that your value proposition clearly states what you intern is going to do, what they are going to learn and how they are going to grow.
In Canada many university and tech colleges offer sandwich student programs that provide mutual value to university students and potential employers. By encouraging involvement in annual work terms at companies of interest in their speciality. Both parties benefit, Upon graduation they both understand the potential application environment and job fit The company approach to employees career objectives and suggested development path is key. Check out mutual chemistry fit in the team that they will be involved with. These need to be addressed during interviews and formerly followed up in the first 3 months.
Develop relationships with local colleges and universities. Attend career fairs as a vendor. Most schools offer at least 2 large fairs per year. Have an on campus presence. I recommend starting with the career services office. Most colleges and universities have online job boards that would allow you to post your internship opportunity. You can even choose the major and year of the ideal candidate, many for no cost.
I suggest approaching both the University's Placement Office and any relevant college (Business, Medicine, Sciences, etc.) depending upon the industry or specialty your company is in. Offer internships and jobs through both avenues, and you should get all the visibility they can offer!
If you can, try to meet with the heads of the appropriate colleges or departments to help them understand exactly what you are looking for and what benefits the students or recent graduates will receive, i.e. industry exposure, research opportunities, additional training, etc. This will ensure that you get good matches for the jobs you have available.
You have been given great advice
May I add to that
Be able to position yourself as a Company of choice
1 Great training
2 Career opportunity
3 Incentive scheme
4 Reward high achievers
Present your information with a clear model of your company and services
This works well when you have your presentation structured with clear points and call to action.
In the first instant look up heads of each department as they are the decision makers do this well and you could have meetings set up quickly
"A placement officer" in all the colleges and university should be able to help you to line up candidates for an internship..
Look for the faculty member who teaches Entrepreneur or Leadership classes. They generally know their students quite well and can help you connect with the graduates who are a good fit your criteria and company culture, and they are happy to do so!
Great question. As a Campus Recruiter for six years at one of the largest banks in the world, I had the most success reaching out to both groups of people. The career services dept and the department heads. On each school's website they list the names and contact information for the department heads and professors and they used to respond back to me and even let me speak in their class for a few minutes.
In terms of marketing your position, you need a great and exciting job description to capture their attention and perhaps participating in on campus events to create exposure for your organization
I recommend that you contact the Director of Career Services at a College/ University that specializes in programs within your industry. Visit http://www.univsource.com/ for a list of Colleges/Universities and what they specialize in. If you are looking for Electrical Engineers you don't want to contact a school that specializes in Nursing. The Career Services office is there to connect recent graduates and experienced alumnus with your open positions. I hope this helps.
You need to find out where the job fair in your city. This is where you need to be.
I can only speak to sales directly but would guess that some of the keys to good hires / potential hires remain the same regardless of the role. Culture. Do they fit your culture. If there is not a fit you can expect trouble. Desire and commitment to succeed. This trumps all. This make people coachable and trainable. Without it you get someone to fill up the chair and will work to keep there job and avoid being fired. College students normally do not have the sales skills required to be successful in selling so selling interns are different then say IT. IT kids come to the table with the technical skills, if they don't have them don't bring them in. Sales people on the other hand have to have skills developed. These are people that are typically motivated to by being challenged, overcome obstacles and have the potential for unlimited income. If you can find that in college graduate then you have a chance to hire a FUTURE winner. You still have to teach them the skills, coach them on the critical behaviors and inspect what you expect of them. If you do this they have a very good chance of succeeding.
Please be sure to not overlook smaller colleges and universities who are more often than not overshadowed by the large institutions. They are teeming with excellent human capital!
Most tmes you should offer jobs which match the expectations of students as placements are an important ingredient in the college curriculum.While making a pitch you should be able to convince the management that you can match and exceed student expectations. That is a good starting point. Your track record will take care of the rest.
you need to send invitation for college Training placement officer and you also hire through Job Portal you can get more response..
before I start - a disclaimer - I am from Canada, so our processes may not align entirely with yours.
You should reach out to the career center staff at the institutions that you wish to target, and seek their guidance. They likely have job boards where you could post your opportunities. Perhaps more importantly, they may be able to connect you directly with academic departments that offer programs teaching the skills you seek..
And make a connection - don't recruit only digitally - visit the campus. Do onsite interviews, if possible.
I appreciate your aggressive approach in asking. You are right, either you be the early bird and pick the best, or else someone else would. I as a Psychologist, Interviewer, and ex-Director/ Principal of an Institute would suggest the following:
~ Know/ find the Placement Season and work your flow chart backwards
~ Universities/ Institutes and Students are equally keen. Placement Committees comprise of Faculty Placement, Placement Office, and Representative Select Students. Reach out all without breaking their chain.
~ In time frame first reach out students through advertisements (if you can strategically afford) and social academic sites the students often hit.
~ Send your brochure to the institute with a covering letter to the official (designation and address often available on official website)
~ Institutes hold conferences/ seminars incorporating industry representatives. Take part in those and get to know people personally and get to project your organization.
~ Invite them to similar events if you have
~ Invite Institute Placement Brochure on line and hard copy both
~ Maintain contact and get to have an early slot fixed for Campus Selection in keeping their policy on number of chances they give to appear in Campus Selection Process.
~ During selection, apart from evaluating a candidate that all do, look for a very important aspect - Trainability of the candidate. At the entry level look for organizational-fit more than job-fit
~ Have a long-term perspective in your relations with the Institute and the selected students - the ambassadors of yours and of the institute.
Sure you will get the best, and I wish you do.
- Dr. DS Narban
By the co-ordination of administration of institute,you past advertisement on notice board or advertisement board,and also invite the different institute at your business place and motivate them for joining,...
From my experience it would be better to approach the students directly,as the universities have their agendas and curriculum and maynot be able to market your project aggressively. So if you know any student, approach him/her and offer some incentive to him/her to market your business.
The 2 groups are to be work differently.
Current College Students. Attract them while they still in school by joining their social groups.
The graduated students find them with the University work source department or with Human Resources department. They are no longer found at the school.