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University Recruiting PlaybookWin The Game. Start Engaging Today.

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University Recruiting Playbook Every company has struggled at some point with recruiting university students or recent college graduates. This can be blamed on all sorts of things: budget, resources, and even time. But let’s stop making excuses. Today’s market is more competitive than ever and in order to compete in the game, organizations need to drop the blame and get with university recruiting. It’s simply too crucial a market to ignore.

Many strategies exist for university recruiting. Most of them miss one simple thing -- failure to ask the right questions. Asking the right questions means getting into the minds of students and being able to identify and relate. Think about what they're seeking and ask what they need to transition from student to professional. Let the answers and inspiration guide your candidate experience.

It’s pivotal to remember that we live in an age where all of us are inundated with information -- information that is constantly vying for our attention. The same is true for students. More than ever strategic communication is a must. Organizations have to set themselves apart and put forth a message that cuts through the clutter. They have to strive to make an emotional connection with people. It just so happens that the people in question are students and recent grads.

Real, emotional connections only happen when you know who it is you want to reach and how to communicate with them. In this case, the “who” is university talent. When you know what they like, what they’re worried about, and what gets their juices flowing, you unlock the key to connection! Want to play the game in a way that positions you to make real connections with lasting, impactful results? If you answered “yes”, this playbook is for you.

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Table of Contents

LACE ‘EM UP-or- Have An Employer Brand That Kicks Butt 4

HUDDLE UP-or- Get In The Minds of Students 5

RUN THE ROUTE-or- Go The Distance For Biggest Impact 6

COVER THE FIELD-or- Be In The Right Places 7

CALL AN AUDIBLE-or- Make Strategic Changes That Matter 8

GO FOR TWO POINTS-or- Use Logic And The Less Obvious 9

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LACE ‘EM UP -or- Have An Employer Brand That Kicks Butt

Know Your Opportunity.

Recruiting used to be more like scouting, a single-faceted approach, personal to each recruiter. The “how” simply wasn’t as important as making sure it was done and meeting bottom lines. Most of it happened locally and in person. It goes without saying that the internet hascompletely revolutionized this approach, opening the door to many ways of getting in the game. Modern recruiting is mobile, global, and personal. The ability of candidates to research your company before you even know they exist means the process starts long before anyconnection with a candidate is made.

Market Don’t Recruit.

Today, recruiting is marketing. When you’re in talent acquisition, you represent your company everywhere you are at all times. This includes the places you hang out online. To make the most of this heightened exposure, organizations need to develop overall brand messaging that appeals not just to customers, but to candidates as well. The key to branding is knowing what differentiates you from your competitors. So know what makes you awesome and different, and develop an employer brand that highlights these things. Convey a story that is

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Live Your Brand.

Once your employer brand is rocking, recruiters must embrace the brand and carry the torch! They are your living, breathing brand story. The more powerful the brand message and the more it is embraced by recruiters and every employee in your organization, the more successful your efforts will be.

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HUDDLE UP-or- Get In The Minds Of Students

See Your Target.

Once your employer brand is established, your next play is knowing your target employee. Get s s s

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of not just reaching students, but the right students.

Establish Relationships.

How do we learn about other people? How do we learn what others need and want? It starts with having a relationship. When you know who your ideal candidate is and you have a good idea of the schools they come from, reach out to those universities and build relationships.

s s s s s s suniversity/college programs. Immerse yourself wherever you can in the communities or social organizations that students might be involved in.

Be Ready With Answers.

Transitioning from school to the world of work is a scary thing. The set of concerns and questions of this demographic will be different from, say, recruiting a “30-something.” Educational culture has shaped their attitudes, expectations and behaviors for the last four years. Accordingly, they’re still in the mindset of a student, focused on their development and growth, and they’ll want to see how you are committed to the continuation of that process.

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RUN THE ROUTE-or- Go The Distance For Biggest Impact

Be Transparent.

The best thing you can do for students is to be transparent about what it means to work for your organization. Communicate values, mission, expectations and do it in a way that’s easy

s s sdescriptions of the role -- including everything from daily routine to what part of the job might be tough.

Educate And Inspire.

Since these candidates are coming out of school and likely don’t know about your organization, the best way to get them onboard with your brand is to educate them! How can youcommunicate your story in an inspiring and memorable way? What stories will you tell? Your goal is for students to picture themselves working at your company. Tell visual stories ofsuccessful alumni who’ve done just that. Better yet, get those successful alumni to tell it for you.

Lead With Meaningful Work.

In addition to telling alumni stories, tell the story of your company in the bigger world. How is s s

What events or programs does your organization take part in to help the community, the world, be a better place? Create a big picture and communicate it. Young people are ambitious and interested in changing the world. The more you can attach meaning to your organization, the more of an impact you’ll make with them.

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COVER THE FIELD-or- Be In The Right Places

Go Local.

Career fairs are a must. There’s nothing like face-to-face communication with the schools in your locale. It’s important to establish your organization in the community beyond the career fair, too. Volunteer, offer workshops, and build your reputation as an organization that is present, active and giving back -- in as many places as possible.

Use Technology.

When you can’t be there in person or you have a small talent acquisition team or university recruiting team with limited resources, don’t worry. Technology is your big gun. You can be competitive with bigger companies by using tools like WePow’s video interviewing solutions (WePow. Screen), which cannot only help expand your reach with schools where you are unable to have a physical presence but also help grow your brand in an authentic and meaningful way. When you are at career fairs, use tools like WePow's career microsites (WePow. Brand)

s s sStudents and recent graduates love technology, so use it to your advantage!

Leverage Social Media.

Keep speaking the language of students by leveraging social media. Make sure students

A talent community on LinkedIn? Students may not be ready to work for you right now, but they will be ready to connect. Engage them through email, Twitter, LinkedIn, Instagram, etc.. Follow up on every conversation. You never know when you’ll be tweeting with your next summer Intern or next year’s class of new hires!

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CALL AN AUDIBLE-or- Make Strategic Changes That Matter

Be Creative.

Whatever tools and strategy you implement, one thing you must be is creative! And we’re not s s s s s

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employees.

Be Mobile.

s s s s sThey are the tastemakers of our time. Keeping up with them is crucial to an all-over powerful recruiting strategy. Create a company magazine or a company mobile app. Offer text messaging as a way to stay in touch and initiate campaigns that keep students engaged. Go where these candidates are, be mobile, and you are sure to not just attract but also increase your talent pool.

Be Persistent.

This is possibly one of the most crucial and often over looked plays. It’s not only important in this digital age that you press forward with your efforts, it is a must. Stay ahead of digitalcommunication trends and demonstrate to employees that you are a company that embraces change and evolves with time. Attract, engage, and inspire these students often – do so where they are and in a way that stays with them. It isn’t enough to attend career-fairs and post job openings anymore. Companies that stand out and “stay in touch” have a higher success rate with this unique demographic.

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GO FOR TWO POINTS-or- Use Logic And The Less Obvious

There is only one play here. Switch up your strategy. Change may seem risky to some, but the real risk is falling behind and not connecting with the talent you need. You have to stand apart if you’re going to make the most impact. Do that. Know your brand, create a compelling story, and live it. Be memorable, be bold, and go mobile. Embrace technology and use it to your advantage. And above all else -- be brave and get started! The game waits for no one and the clock is ticking!

About Wepow.Wepow is a global leader in recruitment communication, offering breadth, depth, and a personal touch to attracting talent. WePow’s scalable and customizable video and mobile recruitment solutions simplify the way talent acquisition goals are achieved. Our innovative clients are increasing their productivity, improving their efficiency, and significantly reducing their interviewing cost, while improving the quality of their engagement with candidates. At Wepow, we translate human interactions into amazing experiences!

For more tips and tricks for using technology to attract and communicate at the university level, visit www.wepow.com and click “Get a Demo“ or email a Wepow solutions consultant at: sales@wepow.com today!

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