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A new futuristic model in campus placement

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futuristic model

On-campus recruiting relates to the strategy of finding, attracting, and hiring talented individuals for internships, cooperative positions, full-time entry-level jobs, and summer jobs, analysis by Pankaj Samanatray of Elets News Network (ENN).

The Coronavirus pandemic (COVID-19) is having an impact on human life. The blocking and social distancing measures will paralyze everything. The same impact can be seen in the context of driving recruitment processes around the world. In response, companies adapt to immediate changes in demand and stay abreast of new regulatory developments. This includes the closing of physical stores, workplaces and locations, as well as the rapid transition to e-learning and remote work. This has led to significant changes to the recruitment process, including one of the most notable recruitment activities, the recruitment of campus staff.

What does campus recruitment mean?

On-campus recruiting relates to the strategy of finding, attracting, and hiring talented individuals for internships, cooperative positions, full-time entry-level jobs, and summer jobs. Generally, higher education hiring practices are implemented by many medium and large companies with high hiring needs. Companies can also use them for various purposes, for example. For example, using college career centers to find potential candidates, attending multiple colleges, and attending various recruiting events. The campus recruiting strategy often includes working with college career development centers and attending career fairs to meet face-to-face with students and graduates. Some industries are more concerned with college recruiting than others: technology consulting, finance, manufacturing, and engineering, to name a few.

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What is the setting for a virtual campus?

In the midst of the pandemic crisis and dwindling job openings around the world, on-campus hiring will rely heavily on technology in these unprecedented times. When companies want to hire students, new graduates, or create a successful talent pool, they must do so remotely. That means it is time to create a virtual campus.

Also read: Placement can be huge challenge for Higher Institutions

By using technology-based online tools, universities can connect alumni and students with employers without having to go to their campus. Like regular campus events, online campus campaigns provide an online medium where job seekers and employers can learn from each other and socialize to explore new avenues. Recruiters can use tools such as video conferencing, chat rooms, and virtual booths to help students learn more about the opportunities and benefits available to apply for and become a member of a particular organization.

Who is a virtual recruiter?

A virtual recruiter involved in conducting interviews can be an online and remote recruiter, a hiring supervisor or manager looking to save time and resources in the recruiting process, a recruiting process outsourcing provider (RPO), and a tool of pre-selection for the candidate evaluation process. Virtual interviews standardize the candidate selection process by evaluating candidates based on key parameters that determine the candidate’s suitability for the position and ensure compliance with anti-discrimination and employment laws. Virtual recruiters perform the same tasks and goals as traditional recruiters. Their main objective is to allow their employers to find the best talent to fill their vacancies. They can create a link between job seekers and potential employers and help companies focus only on the right candidates for the position.

Best practices for a virtual campus setup reader

Hiring people on campus is an integral part of the hiring process for most companies. Companies invest significant resources each year in their campus recruiting campaigns in the hope of attracting the best talent to their business.

Advances in technology are disrupting the talent industry and creating the conditions for a vibrant and exciting future of recruiting. Also from a business point of view, an organization that continues to use primitive technology is unlikely to validate the process with the potential return on investment.

Hackathons and ideas are events in which people of different backgrounds, such as programmers, analysts, designers, business strategists, and creative thinkers, cumulatively solve predefined challenges within a certain period of time and create a working solution or prototype of a product, service or business model. A hackathon is not only limited to programmers and engineers, but can also be designed to be inclusive in order to challenge the best minds to come up with ideas out of the box. A case study contest is a useful way to test graduates’ understanding of business and give them insight into some of the real challenges they might be working on.

Pre-placement conversations are likely to attract unbiased students. Conversely, interactive, high energy contests can be very useful icebreakers that ensure the participation of new graduates genuinely interested in the company and its products. This would ensure the quality of the parameters.

Online competitions like hackathons can serve as a single point of contact for your recruiting process. If you want to hire coders, you can complete multiple cycles of coding in a single hackathon to get to the final interview. The hackathon can be your tool for engagement, evaluation, and selection.

Online contests can be organized on online platforms to effectively implement all processes together in one place. The ease of contact is the main advantage of using an online platform to organize virtual contests. Hackathons or case study contests can be held simultaneously in many locations around the country. Also, most platforms offer marketing support by promoting them on social media channels to improve visibility and reach. Online buzz helps create meaningful attraction among students, resulting in better engagement and high-quality presentations.

Hackathon platforms, together with a team of subject matter experts, help you create an engaging problem, design an online event, define multiple stages of participation, give students the opportunity to form groups, and submit their projects in an optimized. They are a great experience for students that also works as a fantastic branding exercise. It’s easy to evaluate entries and declare winners without manual intervention.

Hackathons and other types of online contests are innovative recruiting strategies for the campus. Virtual hackathons are inexpensive and time-saving compared to traditional student retention events.

Technology is driving all business functions to use innovative and cost-effective methods to streamline and accelerate their processes. It’s time to choose the virtual campus hiring process. Now is the right time to transform the recruiting process at your company campus and step into the future of recruiting with an all-in-one platform solution.

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