It's no secret that high volume recruiting methods eat up tremendous resources and time. Sure, the rush of drawing a crowd to your career fair table can be great. It may even feel good to chuckle at surrounding empty booths, “Better luck next year!” But who’s getting the last laugh?
According to a recent survey, 52% of talent acquisition leaders say the most arduous part of the recruiting cycle is the task of sifting through large applicant pools to find the right candidates.
It is not uncommon to have a less than 1% interview rate from all of the resumes collected at a career fair. This directs a tremendous amount of resources to filtering through piles of resumes and creates a significant challenge to ensure a quality candidate experience for all.
In 2017, the most strategic companies care about ROI, not total number of warm bodies. They know that more CVs received simply equals more time rifling through them. To win the real battle for talent, employers need to excel at finding and connecting with the right candidates. Smart companies know to value quality over quantity.
With 56% of companies planning to increase hiring and 66% of talent acquisition teams slated to decrease in size or stay the same, it's clear that it's crunch time for doing more with less. The team attracting a long line of students is often totally oblivious to the fact that the best candidates are now wooed online. They've lost the war for early talent before even stepping foot on campus.
The team attracting that long line of students is often totally oblivious to the fact that the best candidates are now wooed online. They’ve lost the war for early talent before even stepping foot on campus.
Meanwhile, on the edge of campus, a savvy VP of Engineering posts up at coffee shop to meet with handpicked candidates that her sourcing team identified in (spoiler alert) Piazza Careers. Investing time getting to know your selected target group enriches the candidate experience. This is how you make real connections with top emerging talent -- anything else falls flat.
Moreover, students are much more likely to respond when messaging is based on specific accomplishments, skills, and interests. For example, “Hi Alicia, saw you’re TA’ing computer vision at Berkeley and are interested in Marine Biology. I think you could be a strong fit for our software engineering co-op focused on underwater drone technology...” In fact, personalized messages in Piazza see over 90% open rates and over 50% reply rates. Why? Because students spend on average 3 hours a night on Piazza Q&A collaborating with their classmates on coursework.
From a lens of candidate experience, quality, and ROI, targeted approaches win. Can you afford to keep your strategy in the 90s?