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4 Innovative Strategies to Hire Best Talent Off-campus

4 Innovative Strategies to Hire Best Talent Off-Campus

4 Innovative Strategies to Hire Best Talent Off-campus

Date: 30/08/2018 | Posted by: MeritTrac | Category: Corporate


Empirical evidence has proved that there is a huge disparity between the skills produced by the country’s academia and the ones that are in demand by the industries. With this existing challenge of staying ahead of the competition, it is even more difficult to pick the right candidates off campuses. Companies are now adopting new and innovative ways to hire talent produced on college campuses.

Recruiters know and understand that the need of the hour is to adopt new-age, tech-driven hiring techniques. A LinkedIn survey has already proven this and rated “innovative strategies” as a critical area to focus on.

So, what are some of these innovative ways that can be used as a hiring strategy to absorb the best talent off campuses?

Innovative Recruiting Strategies for Off-Campus Hiring

Build an employer brand using Virtual Reality (VR)

In today’s age, the companies not only expect the candidates to exhibit their skills, but they are ready to go a step ahead by proving their own worth to the candidates. Companies are working on hiring the best talent while establishing that they are a great place to work by making use of innovative recruiting strategies. In a recent example, Jaguar partnered with the Gorillaz (a virtual British Band) to build an interactive skill-based mixed reality app for recruiting top engineering talent. This global initiative by Jaguar aimed to hire over 1000 engineers for their expanding Land Rover segment. In a similar instant, Marriot joined hands with Facebook to experiment a game based assessment for the former’s recruitment drive. The company used this VR platform to engage top talent as well as convey the rigorous environment inside a Marriott kitchen.

Conduct a National Hiring Day

Ranking high on the list of innovative hiring ideas is arranging a well-planned annual recruitment event, often referred to as a National Hiring Day. Companies such as Convergys, Mc Donald’s and Macy’s have been known to adopt large-scale hiring drive to attract and hire the best talent. This sort of hiring gains tremendous external publicity which is advantageous for high volumes of hiring. This strategy also invites a lot of free publicity which makes it a cost-effective move for the recruiter. In instances, where high speed and big volume of hiring is imperative for the business, announcing a specific day or days for hiring can show instant results. The high volume also impacts the instance of job offer acceptance positively. This approach has a dual advantage for the company i.e. along with high volume of hiring, it also speaks of the growth image of the company externally.

Use remote recruitment model to tap into colleges from distant locations

In the current time and age where geographical distance is no more a barrier in communication, companies have realised the need to allow their recruitment process to also reach beyond such boundaries. Companies such as LinkedIn have also considered crossing geographical lines in order to hire top talent for their teams. The company has been recruiting this way over the years, and also recommends the same to other companies that aim at hiring a diverse and highly skilled talent.

AI-based technology to identify best prospects

The recruitment market is also making its efforts to move along with current trends in technology. Companies that understand the need to apply the latest trends in areas such as production and marketing, also tend to realise the same need to adapt innovative recruiting strategies. Jeanne Meister (founding partner of Future Workplace) mentions that recruiting, along with employee training and development, is most likely to get affected by AI-enabled chat bots. AI is growing to play a significant role in the hiring process in terms of both the quality and the quantity being recruited. With the ever-growing data of prospective candidates and the high-touch procedures involved in hiring, AI is being used to reduce the manual burden. Low-level tasks, such as scheduling interviews and filtering the database are being done by AI to provide useful information to the recruiters.

Conclusion

New-age recruiters are resorting to a range of innovative hiring solutions to hire the best talent from universities and colleges. MeritTrac offers a variety of recruitment assessment solutions that specifically cater to hiring skilled entry-level candidates. Recruiters can evaluate cognitive skills, behavioural traits, domain skills, communications skills, and more through MeritTrac’s assessment platforms such as Pariksha, SmartTest, CodeTrac, etc. To hire freshers with good employability fit, recruiters can subscribe to AceTrac, a platform that gives them access to well-qualified student communities and educational institutions. Reduce miss-hires and attrition rates and improve employee engagement with MeritTrac’s unique recruitment solutions.

Source:

  • business.linkedin.com
  • ere.net
  • harver.com