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Why your campus recruiting efforts are failing

Why your campus recruitment efforts are failing

Despite the fact that companies spend a lot of money on recruitment, they are, sometimes, not able to find the best talent. Not only are organisations failing to choose the right candidates but the candidates that companies are finding are sometimes underskilled or unprepared or both for the working environment. It can be especially disappointing for recruiters when they don’t see the best outcomes after putting in a significant measure of effort and time into developing what they believe are, strong recruitment policies. There are many companies that struggle when it comes to making their recruitment strategy deliver the talent their business needs. After all, employees are the backbone of every organisation and if recruiters don’t bring in the right talent, the organisation undergoes hardships.

The reason why organisations are still incapable of finding the best or right talent can be because the methods that they use aren’t good enough. The current trend in campus recruitment drives suggests that recruiters need to know and have an understanding that the need of the hour is to embrace new-age, tech-driven recruiting techniques. Many times it so happens that the recruitment objectives are not met for various reasons. Sometimes they can be for reasons that can be out of one’s control. There might only be resolvable problems within the recruitment strategy which then cause hiring issues at some stage during the recruitment process. The issue can be understanding what these problems are.

Campus recruitment efforts fail because:

  • Not Setting Objectives: Setting objectives and goals are things we all do every day, but sometimes, many companies do not take the time to do it and then complain about the lack of results that can not actually be measured. A lack of defined objectives set for recruitment drives or overall recruiting strategy can be one of the reasons for the failure of your recruitment efforts.

  • Targeting the Wrong Colleges: Companies tend to restrict themselves to premier colleges that are targeted by maximum recruiting companies to hire candidates for the various job profiles, or shortlist wrong colleges just on the basis of the trend in the industry without taking into consideration the past result from the colleges.
  • Visiting College at Wrong Time: It is possible that a company is conducting its campus recruitment drives at particular colleges at the wrong time and the right candidates from those colleges for that company have already been placed at other places.
  • Avoiding Colleges due to Previous Bad Experience: Many a times recruiters or organisations tend to avoid colleges in which they have had to face substandard or unpleasant experiences. This can lead to missing out on potential candidates that might be a good fit for the roles that they are looking for.
  • Imprecise Shortlisting: Too often when a position becomes available, recruiters skip a few steps ahead and become overly eager to fill the position as quickly as possible. Little time is put into actually defining the calibre of candidate this job role should have. It is important to have data points and to do appropriate shortlisting of resumes or CV before selecting candidates for the interview process.
  • Lack of Correct Assessments:  Right assessment of the candidates is essential. This is a useful means to evaluate candidates and also filter the best available talent from the overall pool of applicants. Also, the type of questions asked by the interviewer should aim to find out whether the candidate brings about any kind of individual assets to the company, or whether the qualifications that they bring are more of a supportive kind.

  • Time Taken in Completing the Process: Making candidates wait for interviews, not preparing for the interview, taking a long time to give feedback, etc., can cost a company its right candidate. Having long recruitment processes in place and taking a lot of time while administering these processes can result in the loss of good candidates.
  • Lack of Company Information: A company brand is a crucial factor when it comes to establishing a competitive advantage in the recruitment field. Today’s candidates often look at reviews of a company before actually applying to them, so if they see that you have a poor employer brand or none at all, it could deter them from submitting their information.

Conclusion

A substantial recruitment process is essential in conducting successful campus recruitment drives. Effective organising not only aids a company to hire the right candidates effortlessly but also avoids hold-ups and confusions that may surface due to inefficient planning. Therefore, for a company to expand exponentially and have higher productivity, it must focus on conducting a well-planned recruitment drive in order to hire the right candidates. Finding and putting into action better-evaluating strategies like group discussions and checking for soft skills, such as communication ability, problem-solving ability, logical thinking and reasoning apart from technical skills can also help to find the right candidates. Effective onboarding of the right candidates can go a long way to improving staff retention and increasing the personal contribution of new hires. To know more, visit https://companies.calyxpod.com/recruitment-solutions