Building an Effective Campus Recruitment Strategy

for Your Company

 There are only a few
recruiting techniques
that have stood the
test of time and are effective
like on-campus recruiting.

2
Table of Content

1. Introduction 4
2. Why Your Company Needs a B-school Campus Recruitment Strategy? 5
3. Setting Your Organizational Campus Recruiting Goals 6
4. Identify Your Company’s On-campus Recruitment Needs 6
5. Size Up the Competition 8
6. Set Your Company’s Campus Recruitment Goals 8
7. Gathering Resources to Present Your Company 9
8. Commit Necessary Assets 9
9. Create an Attractive Pitch for Your Compan 10
10. Developing an On-campus Recruitment Strategy 11
11. Choose B-school Campuses Where You Would Like to Go 12
12. Nurture Campus Relationships 13
13. Decide Who to Send 13
14. Fine Tuning the Candidate Experience to Beat the Competition 15
15. Analysing & Adapting Your On-campus Recruitment Strategy 16
16. Having a Month-by-month B-school Campus Recruiting Timeline is a Must 17
17. Come Partner with IILM 18
18. About IILM 18
19. Identify, Select & Hire the IILM Graduates 19
20. Contact IILM Placement Cell 20
21. References 25
 Introduction

On-campus information sessions and

recruitment is the most popular way
for management graduates to find
career opportunities after job boards,
employer website and career fairs.
Campus recruiting is also a great way
for organizations to engage emerging
talent. But campus recruitment comes
with its own challenges. Attracting
management students on their own
turf needs a sufficiently unique ap-
proach – an approach that includes
engaging resources, a streamlined ap-
plication process, and some memora-
ble activities.
Feeling confused and lost? Well, please
don’t! We have weaved together this
step-by-step guide to help your compa-
ny come up with an effective campus
recruiting strategy. This guide includes
questionnaire, checklists, timelines,
and some tested tricks for getting at-
tention on campus.

4
 Why Your Company Needs a B-school
Campus Recruitment Strategy?
Today’s job market is more dependent
on young talent than ever before. Ac-
cording to the data released by the
Census of India, India has an unri-
valled youth demographic: 65% of its
population is 35 or under (the critical
demography category of 18-35 years
of age is approximately 32%).
In such environment, premier man-
agement schools continue to be an
important channel for selecting lead-
ers for companies. Companies have
started to work on campus recruitment
into their strategy to further entrench
their leadership positions. Employers
have also enhanced their focus on hir-
ing from top tier b-schools.
On-campus recruitment is catching
the fancy of Human Resources’ de-
partments in companies across in-
dustries because on-campus recruit-
ing can create a pipeline of interns and
entry-level hires that can help these
companies grow. Campus hiring can
5
also help companies reduce the at-
trition rate dramatically, an extremely
important benefit as employees are
switching careers more frequently
than ever before. When it comes to
millennials, they are actually job-hop-
ping more frequently than previous
generations.
On-campus recruiting is also import-
ant for promoting your brand. Many
of your company leaders will be first
exposed to your company on their
b-school campus. Even if manage-
ment graduates aren’t hired directly
out of campus, these graduates will
remember your company as they con-
tinue their career path, and will keep
it in mind in the future. In short, some
of your most talented business lead-
ers of tomorrow are on campus right
now, probably unaware of your orga-
nization’s existence. An effective cam-
pus recruitment strategy should aim
to change that.
 Setting Your Organizational Campus Recruiting Goals

Identify Your Company’s On-campus Recruitment Needs

Before setting up shop on a b-school • What are the key departments/

campus, you need to consider your
overall organizational needs.
Here is a questionnaire to check:
• What are your current staffing
needs?
• What will be your staffing needs in
coming 6 to 12 months?
leadership positions that your
company is looking to fill?
• Are there any skills/proficiencies
that your company is having trou-
ble finding in your existing talent
pool?
• Would certain teams/departments
benefit by having interns?

6
 Would certain teams/departments benefit by having interns?

To understand how to best attract the
management graduates you’re look-
ing for, scope out what your compet-
itors are doing. Look at their overall
campus recruitment approach: where
are they going and what are they
offering? Does it seem to be working?
What, in general, is their reputation
among top b-schools and their stu-
dents?
Getting as much of this information
as possible will help to align your own
goals and ensure that you’re aware of
all your options and opportunities.
Just to give you an example, top
brands know that management grad-
uates with subject matter expertise
from the technology, marketing, fi-
nancial services and human resourc-
es fields come with a holistic view of
their respective area of specialisation
and industry. Distribution of sectors
in IILM campus hiring strengthens
this belief of top brands.

Companies find it very easy to absorb management graduates from IILM in

sales, marketing, pre-sales, business analyst and corporate function roles.

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 Set Your Company’s Campus Recruitment Goals

Once you’ve gone through the ques-
tionnaire to know your organizational
needs and checked your competition,
you should have enough information
to set clear and concise goals for
your on-campus recruitment strategy.
Based on this information, developing
a set of goals will help to keep your
efforts on track. Following are a few
examples of common campus re-
cruitment goals:
• Disseminate your employer brand
across a b-school’s relevant pro-
grams
• Attract students to sign up for a
career newsletter or job alert
• Improve traffic to company job
board or career site
• Develop an ongoing liaison with
a b-school’s placement cell to fill
future roles
• Connect with relevant faculty to
identify promising talent
• Partner with a b-school to foster
an internship program

Remember, your sole goal shouldn’t be to hire. Good campus recruitment is as

much about developing relationships and improving awareness.

8
 Gathering Resources to Present Your Company
Commit Necessary Assets
It’s crucial that your organization is will-
ing to commit the necessary resources
to get the most out of your recruiting ef-
forts on campus.
These will differ depending on approach
adopted by different companies, but
here’s a basic run-down of the resourc-
es you’ll need:
• Website with student specific sec-
tions
• A lead tracking system to harvest
9
contact info quickly
• Active social media platforms, with a
content strategy geared toward stu-
dents
• Marketing material specifically for
the b-school or department’
• Business cards or info sheets with
up-to-date contact info
• Employee ambassadors to talk on
your behalf
• Intern testimonials
• Giveaways to attract interest
 Create an Attractive Pitch for Your Company
Even if you have an extensive branding
campaign in place for your company,
it’s important to revisit your recruitment
messaging before going to a b-school
for on-campus recruiting.
For entry-level hires, salary is often
a key consideration, but you’ll also
want to put non-compensation perks
front and centre. According to a www.
workopolis.com research, “entry-level
job postings do best when they men-
tion training opportunities, corporate
discounts, flexible schedules, and lo-
cation.” To get the attention of the man-
agement graduates, make it a point to
portray a younger workforce and a fun
office culture. Highlight a good work
and life balance in your organization.
Also, tell about career growth oppor-
tunities and long-term potential for
the graduates in your company. Help
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students form an opinion on how they
will continue to develop their career
path by getting on-board your compa-
ny.
Remember, for potential interns an en-
gaging pitch often starts with a qual-
ity internship program. Do you have
an internship program in place? Are
you planning to create one? If you are,
make sure you actually have work for
your interns. The worst possible out-
come is to send the message that the
organization is ill-prepared to utilize
their talents. You want to show stu-
dents how the opportunity will provide
the career growth and job experience
they are looking for. Offer a positive
experience, and you will turn today’s
interns into tomorrow’s strongest am-
bassadors for your organization.
 Developing an On-campus
Recruitment Strategy

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 Choose B-school Campuses Where You Would Like to Go
The success of on-campus recruit-
ing efforts will often depend on the
b-school campus itself.
So, analysing and targeting the right
b-schools is one of the most import-
ant parts of the process. There are a
number of ways to determine which
management college campus will
provide the greatest return on invest-
ment, and provide the best manage-
rial talent pool to fit your company’s
specific needs. Here are a few things
to facilitate your decision:
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For each b-school, look at the num-
ber of management graduates in the
fields you’re targeting.
Review the b-schools that produced
your existing workforce – particularly
the overachievers.
Reach out to existing contacts with
b-school campuses that you might
have within your organization.
Consider past b-school campus re-
cruitment strategies and events, and
your existing relationships with those
management colleges.
 Nurture Campus Relationships
There’s more to campus recruitment
at b-schools than simply having your
presence on campuses year after
year. It’s really about investing and de-
veloping a long-term relationship with
a management institution, which can
have lasting returns for your compa-
ny.
As we mentioned in the previous sec-
tion, reach out to the alumni that you
employ to get started, but don’t forget
current interns who can help you de-
velop relationships with the manage-
Decide Who to Send
Choosing the right members of your
team as your representatives to attend
campus placement events at premier
b-schools depends, in part, on what
the event is. But there are a few core
groups to include. Recruitment man-
agers, if possible, members of the Hu-
man Resources’ team should lead the
effort. They’re the best resource for
specific questions about workplace
benefits, open opportunities, and oth-
13
ment institute of your choice.
Next, connect with the b-school’s
placements/career centre, and dis-
cuss ways to get involved in on-cam-
pus activities that go beyond the
placement drives. Placement cells at
b-schools is a valuable resource for
feedback on how your strategy is be-
ing received by students, and how you
can develop further relationships with
the faculty and administrators that
can offer best insight into the talent in
their classrooms.
er queries.
We already mentioned that the college
demographic is interested to know
about your office culture and work/
life balance. As such, it’s crucial that
you include ambassadors (if available,
alumni of the b-school you are visit-
ing) to your employer brand who can
showcase these aspects of your com-
pany and make students want to work
alongside colleagues like them.
14
 Fine Tuning the
Candidate Experience
to Beat the
Competition

In order to compete with other organizations

seeking the same on campus talent at b-schools
you are eying, it is absolutely crucial to provide
an application process that is simple and cohe-
sive. Post job and internship opportunities on
the b-school’s online job portal and through any
b-school specific networking sites, and offer an
easy path back to your career site.
Give students a clear understanding of the hiring
process and timeline, and offer tips and tricks to
help them succeed. A mobile-friendly application
process can also improve the experience and
attract more interest from an increasingly mo-
bile-dependent younger generation.

15
 Analysing & Adapting
Your On-campus
Recruitment Strategy
Like with many endeavours, the first year of
your campus recruitment strategy will be
the most difficult – and likely reap the least
amount of rewards. That said, it provides
important baseline metrics that can help
improve the program moving forward.
However, if your campus recruitment con-
sistently falls short of your goals, take steps
to find the problem. Arrange a meeting with
your contacts at the b-school to see how
your efforts are being received, and how
you can improve your ROI. Consider polling
students and new management graduates
about their perceptions of your company,
and survey candidates about their experi-
ence applying to internships or entry-level
positions. If adapting your efforts based on
this intelligence still fails to produce results,
the next step would be adjusting your goals
or trying a new list of target schools.

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 Having a Month-by-
month B-school Cam-
pus Recruiting Time-
line is a Must
Attracting the right b-school campus talent
requires a year-round strategy. Work and finalize
on what should be on your to-do list throughout
the year. True that every b-school’s placement
and internship schedule will differ slightly, but
having a to-do list will guide your efforts to-
wards success.

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 Come Partner with IILM
Work with our experienced team to get the
most out of your hiring process, whether
you post one job or many.

About IILM
IILM’s journey in integrated learning in man-
agement originated in 1993 under the aegis
of the Ram Krishan & Sons Charitable Trust.
Today, 25 years after its inception, IILM has
been delivering superior quality education
consistently and incessantly. It is this unique
heritage spanning decades of excellence in
higher education that sets us apart from oth-
er educational institutes. The IILM ethos is
focused on identifying and nurturing the next
generation of thought leaders through intui-
tive education.

PGDM programmes at three campuses with-

in the National Capital Region of Delhi, locat-
ed in New Delhi, Gurgaon and Greater Noida.
It is but a testament of IILM’s commitment
to provide transformational education and
the quality that the institute assures year af-
ter year, that EdUniversal ranked IILM 11th
among best Indian business schools in 2015.
Also, its various institutes have been consis-
tently ranked amongst the best B- Schools in
the country.

18
 Identify, Select & Hire the IILM Graduates
Some compelling reasons for you to recruit at IILM:
1. The students have honed their an-
alytical skills through Harvard Case
Studies & Simulations, and Career
Treks as inspired from Wharton Busi-
ness School.
2. Our students have been nurtured by
Full Time Senior Faculty on campus,
and Visiting International Faculty
from top global B-Schools - Stern,
Kellogg and Wharton.
3. IILM PGDM Global Study Program
at our partner institutions - France,
Canada, Spain & Germany help stu-
dents gain a multi-facet global expo-
sure which enables them to work in
global markets & environment.
4. Mentoring sessions play a very im-
19
portant role at IILM in creating a har-
monious relationship between the
students and the faculty members.
These sessions provide an edge to
students to interact about their inter-
est domains & relative career aspira-
tions.
5. We are a part of 9000+ Alumni Net-
work on campus, providing an excel-
lent scope for internal professional
networking.
6. IILM students have gained a great
deal of Entrepreneurial & Managerial
skills by indulging into Case Studies
of Start-Ups and Business Strategy
at I-Lab – incubation centre for cre-
ative business ideas.
 Top Brands For IILM PGDM 2015-17 Campus Placement

IILM Summer Internship

Program & On-Campus
Placements: 2015-17

It has been a very successful year for

our batch 2015-17 so far, as they have
achieved a fair degree of summer in-
ternship employment and campus
placements respectively across a va-
riety of industries, functions and geo-
graphics.

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