5 game-changing steps to digitise campus recruitment

Today’s educational institutions are home to tech-savvy Gen Zers and millennials. It is clear the effect the digital world has on them.

For one, their information sources are more in number than those of prior generations. Social networking sites, job boards, and digital media marketing have surpassed the effect of billboards, in-person recommendations, and word-of-mouth information spread.

5 game-changing steps to digitise campus recruitment

For another, today’s students want a college recruitment experience that is akin to their digital experiences in their personal lives.

Companies must rethink their campus recruitment practices to appeal to the sensibilities of the current generation. Here are five steps you can take to be a digital-first campus recruitment team:

  1. Announce openings on job portals

For job openings, previous generations relied on recommendations and newspaper ads. This generation, on the other hand, just searches for work online. You may attract thousands of freshers by listing fresher openings on prominent job portals such as Monster, Glassdoor, Upwork, Careerbuilder etc.. You are certain to catch the interest of talented prospects with carefully crafted wording.

  1. Make your career page mobile-friendly

A smartphone is everyone’s necessity but a Gen Zer’s best friend. It serves as a one-stop shop for calling, texting, playing, shopping, searching and a host of other activities.

With 90% of job seekers searching for work on smartphones, it makes sense to build or redesign company websites to be mobile-friendly. A career site that is not mobile-friendly means that prospective talent will be lost.

  1. Take advantage of social media

Millennials and Gen Zers frequent social media websites, most of them to share their ideas. However, a sizable proportion — approximately 32% — looks to social media for work too. It is therefore critical to incorporate these platforms into your digital recruitment strategy.

Aside from advertising employment, they are valuable for showcasing your company’s culture, making your presence known, and promoting your brand.

LinkedIn is the most popular platform as it is business and recruitment-focused; however Facebook, Twitter, and Instagram are also excellent platforms for building your brand.

  1. Leverage technology

Thanks to chatbots and Artificial Intelligence (AI), technology is making inroads into the campus recruitment process in numerous ways. They can be used to:

  • Automate candidate sourcing and engagement. To boost engagement, recruitment technologies, also automate candidate outreach and follow-up.
  • Automate candidate screening, applicant status updates and other components of the candidate experience. This way, businesses can present a streamlined and uniform interface to candidates.
  • Automate the most tedious part of the hiring workflow, namely scheduling candidates for interviews.
  • Administer technical and non-technical tests through online assessment tools, provide a platform for virtual interviewing, assist with background checks, and digitise onboarding.
  • Automate workflows and bring together hiring managers, candidates and colleges on one platform.
  1. Be transparent, build trust

Prior to the digital age, the recruitment process was opaque. Candidates were unaware of the reason for their rejection. Not anymore. Transparent recruiting workflows have been made possible thanks to digitisation. This not only helps moderate applicant expectations, but it also creates trust and reflects positively on the company’s work ethics in the long run.


shift in job seekers’ behaviour is visible in how students consume information online.

For companies, digitisation has become a top goal, not just for communicating with students, but also for understanding their decision-making patterns.

Because of technology’s ability to collect and analyse behavioural data, there is now a chance to design marketing campaigns that meet the needs of today’s students.

To make campus talent acquisition smarter and more efficient, recruiters must turn to digital technologies.