We’ve found that educators are always open to learn how to best help students. Career services departments are no different. When it comes to helping students find a job following graduation, tap into inbound recruiting techniques from employers.
You can help students plug into this new paradigm to make the right connections with recruiters who need top talent at their firms. College administrators and career services department heads can create an ecosystem for employers to recruit students using inbound recruiting strategies with a few practical tips.
It All Starts With Relationships
As you develop long-lasting relationships with recruiters and employers by maintaining regular contact, update them on any new events on campus and direct students to potential careers. Everyone involved in creating personalized career pathways for college graduates must learn how to engage students. One of the best ways to do this is by getting the attention of professors. Throughout a four-year college experience, students have the most contact with professors in terms of campus employees. As such, professors play a vital role in motivating students to action, and careers services should reach out to these mentors.
Getting to Know Your Audience
The key to any inbound recruiting strategy starts with knowing your audience. Obviously, your students are the most important to know, but professors are also an important audience. Professors know their best students. Students come to professors for advice, especially since professors typically serve as faculty advisors for students who seek certain degrees or career paths. Career services should approach individual professors about students interested in the department’s services. Your team can make presentations in classes to reach students who may not have time to stop by the center.
Professors know how to engage students since have the best idea about specific careers related to their coursework. By knowing who they are, what they teach and areas where they have been successful, you can help bridge the gap between professors and employers, and build trust on campus through those relationships. Once you understand your audience, it’s time to give people the tools they need to attract top talent.
Content for Inbound Recruiting
Employers and recruiters should understand the type of content that students prefer to discover about their company. You can help them create relevant content. Check out the blogs employers manage, watch videos or peruse the social media to determine if an employer has existing content. Provide suggestions for publishing similar content with a little more context to what students should consider as they discover how their company could be a great fit for employment.
Companies who create top-notch content can re-purpose that content and cater to active candidates for the goal of getting them interested in the company. Employers should also remember that students are living lives on-campus. Share ideas like creating a quick social media post about the big game coming up or using the homecoming theme for a blog post to connect with students via trending content.
One of the final steps of creating a viable ecosystem for employers to recruit students involves tracking students through the discovery process. With the right technology, career services can aggregate data, reach out to students with reminder emails and track their engagement through analytics software much in the same way software tracks users who interact with websites.
As you track what content your students are engaging with, you will determine what specialties does the student feel drawn to as a first job out of college. Once you have answered this basic question, you can target specific employers and content to keep students engaged. You can also suggest ways for recruiters send personalized messages and relevant content to your students.
Finally, once students go through the career search process, it’s vitally important for career services to measure success. Did a student go with a firm with an inbound recruiting presence on campus? Did a student decide to go to graduate school instead? How did the student engage with various employers? Was a particular student engaged with your office in their search for a career after college?
This information points to ways to improve recruiting methods on campus for the good of everyone in the ecosystem, from students and professors to employers and your team.