Effective Recruiting Solutions

TABLE OF CONTENTS Author’s Note Introduction Chapter 1.  Analyzing Corporate Culture & Successful Employees 2.  Recruiting Strategy Aspects to Consider 3.  Targeting Schools 4.  Building Relationships 5.  Marketing Your Company On Campus 6.  Recruiting Activities         - Presentations         - Campus Interviewing         - Post-Campus Recruiting 7.  Suggested Time Table 8.  Record Keeping 9.  Other Recruiting Ideas 10. Internship Recruiting 11. Minority Recruiting 12. MBA Recruiting 13. Gifts & Give-A-Ways 14. Offers & Benefits Wrap-up Appendices     A. Transcript Request Form     B. Campus Interview Evaluation Form     C. Sample Interviewing Questions     D. Web Employment Sites     E. Legal and Illegal Pre-Employment Questions     F. College Relations Report Form     G. Student Presentation Survey Form     H. Student Recruiter Feedback Form     I. Candidate Site Visit Survey Form     J. Career Services Feedback Form   Chapter Summaries From creating a job candidate profile to making the final job offer, A Corporate Guide to College Recruiting takes you step-by-step through the recruiting process, and shows you how to find top employees on campuses. This comprehensive guide is filled with hundreds of practical tips and strategies for tailoring a recruiting program to fit you company's needs and resources. Learn how to target specific schools and establish lasting relationships with these schools, which offices can be most helpful, and what you need to do internally to attract top talent, Pick up suggestions you can employ immediately on distinctive recruiting activities, time tables, record keeping and gifts and give-a-ways for prospective candidates. The author, who has 15 years of experience as director of recruiting at the University of Michigan Business School, includes advice on recruiting interns, minorities, and bachelor's and master's graduates. "This book will be the 101 standard for college recruiting," said William F. Reina, director of recruiting and employee development at Procter & Gamble Company. Whether you have an established recruiting program or are thinking of starting recruiting efforts at one or two schools, you will find the advice in A Corporate Guide to College Recruiting invaluable. Chapter 1 Analyzing Corporate Culture and Successful Employees How do you know where to concentrate your recruiting efforts? The first step is to know yourself. Your company has its own personality, just as each college or university has its personality, and the closer the two match, the more successful your recruiting will be. Define your corporate culture through corporate documents and a detailed analysis of successful employees to create a candidate profile. Chapter 2 Recruiting Strategy Aspects to Consider Should you recruit at a local or national school? Should you look at undergraduate or graduate students? The number and type of schools and individual job candidates is enormous. To narrow your choice, identify your specific needs, your potential for training, your budget and your long-term commitment to recruiting at selected schools. Chapter 3 Targeting Schools How do you narrow the list of schools to those which will produce successful job candidates and, more importantly, employees who will fit into your company and contribute to its success? If you have no specific schools in mind, begin by exploring your successful employees, popular magazine rankings or Web sites. Use school annual reports, check out your competition's recruiting efforts and get to know schools' admissions and career services offices to develop a tiered list of targeted institutions. Chapter 4 Building Relationships How do you establish a solid relationship with targeted schools? It takes the right people and time. Your company representatives must be dynamic spokespersons, passionate about finding quality candidates for your company. They must connect on a personal level with the school's key people in the recruiting process. These people include the career services and admissions staffs, faculty and unofficial gatekeepers. Chapter 5 Marketing Your Company on Campus How do you differentiate your company from your competition in the recruiting wars? Present an honest, detailed picture of your company, emphasizing its advantages to a young person at the beginning of his or her career. In written material, presentations and Web sites, clearly explain jobs, levels of responsibility, training, mentoring opportunities, promotions and how you deal with various life style issues. Chapter 6 Recruiting Activities What do you do when you actually get on campus? All the earlier activities, vital as they are, are only a prelude to face-to-face interaction with job seekers. Successful recruiting takes careful preparation of all phases, from company presentations, through night-before activities, scheduling, the interview itself, post-interview steps, site visits and the job offer. The details involved in each of these steps -- from athletic contests to what to do with a spouse during a site visit to declined offers -- will make the difference between successful recruiting and wasted efforts. Chapter 7 Suggested Time Table How do you time your recruiting efforts? The schedule differs for liberal arts and professional schools, for December and spring graduates, for national and local schools. Begin your plan early and make adjustments for major school events, recruiting at professional schools and recruiting for interns. Whether you set up 30- or 45-minute interviews, stick to your schedule. Chapter 8 Record Keeping How do you know if your presentations and interviews are on target? Get immediate feedback through surveying interviewees, school personnel, new hires and your company's campus representatives. By carefully reviewing these surveys and keeping on-going records, you can refine and improve the process, Chapter 9 Other Recruiting Ideas How can you augment your campus recruiting efforts? There are a variety of methods companies can use to recruit college students besides the traditional campus visits and interviews. The Internet is growing in importance as a recruiting tool, and you can tailor your site to attract college students. You can even convene a virtual job fair. Be sure to take advantage of video interviewing, college Web sites, apprenticeship programs and consortia. Chapter 10 Internship Recruiting Can internships enhance recruiting efforts? Interns often become full-time hires, having been given the opportunity to learn about your company from the inside out while you observe the intern's behavior on a first-hand basis. At the same time, they can serve as your lifeline to their school and be your public relations person on campus. Chapter 11 Minority Recruiting Is minority recruiting different than regular recruiting? Yes and no. Demonstrate that minorities are part of your work force by using them in the recruitment process and including them in print media and Web sites, while avoiding your own minority-only events. Do take part in minority career fairs and get involved in minority organizations and community efforts to find minority job candidates. Chapter 12 MBA Recruiting What is special about MBA recruiting? Every phase is intensified, from the start time, which is in the fall, to salary offers, which are expected to be more lucrative. MBA candidates expect to be pampered, to be offered jobs with expanded responsibilities and to see a company in its best light, from presentations to interviews to site visits. Well developed relationships with MBA schools and a solid internship program with the school are part of the process. MBA candidates will take longer to make a decision about a job offer and will have expanded expectations. Chapter 13 Gifts and Give-A-Ways Is it really necessary to give gifts to job candidates? Whenever students are present, you need to have something they can take away. Gifts range from coffee mugs to free use of a car. Free gifts are a staple of MBA recruiting and are becoming more elaborate. If you accomplish nothing else, you will introduce your product to the students and may gain a new customer. Chapter 14 Offers and Benefits Just what should I offer perspective employees in the way of salaries and benefits? You can research dollar amounts with career offices at targeted schools or through national organizations. Many offers will hinge on benefits such as alternative work schedules, signing bonuses or relocation payments. Tailor your offer to the individual. Appendices Where can I find resources to help me in my recruiting efforts? Turn to the appendix for ready-to-use forms on interview questions, surveys and evaluations, transcript requests and legal and illegal questions. Review a few Web sites that may be of value to you.  Place book order now. Effective Recruiting Solutions 11268 Centennial Drive, Whitmore Lake, MI 48189 810.231.2863/fax 231.2328 email: CollegeHiring@charter.net