Career fairs are one of the most efficient ways for campus recruiter to get face time with their talent pool. Unfortunately, the same can’t be said for the next hiring stage: interviewing.
You have to sort applications, contact candidates, prepare questions, schedule interviews – and repeat this process for every single candidate you’re considering. For recruiters and candidates alike, this is often the longest and most stressful part of the hiring process.
Now what if you could cut your interviewing process down to half, or even a quarter, of the time you usually spend? That’s the inspiration behind speed interviewing. Modeled after the process of speed dating, this technique is not only fun for candidates, it also provides plenty of advantages for time-strapped campus recruiters.
Campus recruiters understand the importance of a good impression.
As the face of your organization, you are typically the first interaction most students or grads have with your company. It can be challenging to ensure that every potential candidate leaves with a positive impression of your organization, as every individual you meet will have different expectations and ideas about what they want their career with your company to look like.
Luckily, there is a simple solution for these situations. Authentically engaging with all candidates – not just the ones you hire – will help you build a strong and genuine employer brand that students and grads not only love, but trust.