Looks matter in campus recruiting. A lot. It’s a fact all recruiting professionals know, but no one wants to admit. The recruiting process is highly judgmental, irrational, and unfair.
But it’s not the RECRUITERS who care about looks. It’s the CANDIDATES. And they are judging the look and feel of your recruiting process.
Times Have Changed
You see, companies are no longer in control. Candidates are. In a recent study, 86% of recruiters said that the job market has been candidate-driven in 2016.
What does that mean? It means companies with recruitment processes that look and feel modern are attracting top talent, while companies with poor processes are falling behind.
Take the Interview helps clients craft beautiful interviewing experiences for their candidates. Memorable experiences that stand out and make the difference between an accepted or declined offer.
A Company in Trouble
Let’s take a recent client example. I can’t mention them here, but they are in the financial services space, competing against many top companies for talent. What makes them a great example is that they are not a household name, so their recruiting success can’t be attributed to brand alone, as it could be for some of our Fortune 500 clients.
Before TTI, this company had a laundry list of classic problems most recruiting teams run into on campus. They would pre-screen candidates’ resumes, pick the top ones, and then set up on-campus interviews.
But you know how it goes. On a given day, a recruiter was only able to interview 10 candidates on campus. And this was just the start of the problem. You see, at least 4 of the candidates they talked to every day were not a good fit, to put it lightly.
On top of that, they averaged at least 1 no-show per campus. This left only 5 candidates per recruiter they could invite to their onsite Super Day, and inevitably, not all 5 would accept.
A ‘Not-So-Super’ Super Day
Their fall Super Day was often such a flop that they had to go back to campus AGAIN in the spring, meaning thousands of wasted dollars and hours.
Not ideal, to say the least. Change was needed.
A Change In The Process
Our client implemented on-demand pre-screening ahead of their 2016 campus season. Rather than just submitting a resume, candidates would also complete a video pre-screen on their own time. One by one, questions would pop up on candidates’ computers or mobile devices, and they would respond with video recordings.
This meant a huge advantage for our client’s team before they ever set foot on a single campus for 2 reasons:
1) The team was watching 5-7 minutes of video per candidate before scheduling on-campus interviews. This meant recruiters met with 10 solid candidates on campus, instead of only 5, to choose from for the Super Day. No more unqualified candidates!
2) Candidates were bought-in to the process before our client arrived on campus. This meant ZERO no-shows across every school our client visited, and fewer drop-offs from the on-campus round to the Super Day.
Crazy How Things Work Out
Well, here’s what happened. Better pre-qualification meant better on-campus interviews, which meant more qualified candidates at the Super Day. A Super Day with more qualified candidates meant our client met their hiring goals in the fall, and COMPLETELY canceled the spring Super Day. No need for a calculation here- that is a lot of savings for their team.
Having a sexy, digitally forward campus recruiting process that candidates loved meant big savings for our new client, and it’s meant big savings for hundreds of our other clients, too. Maybe sometimes beauty isn’t just skin deep!