How Technology is Driving the Future of College Recruiting – Part 2

The Arkansas Association of Colleges and Employers Conference was held on June 11-12, 2015 at the Holiday Inn & Convention Center in Springdale, Arkansas. The theme of the conference was: How people, technology, and economics are driving the future of recruiting. The AACE Conference annually attracts over 100 decision-makers from colleges, universities and employers, representing the entire state of Arkansas, as well as government and private organizations. AACE is the only statewide professional association that provides businesses and career services professionals the opportunity to engage, connect and collaborate in order to place or find the talent they need quickly and economically. Their mission is to provide resources for the career planning and employment of Arkansas’ college educated workforce.

The second clip of the live stream is a panel discussion moderated by Steven.

Panelists:

•       Stephanie Hunter, Director of Campus Relations and Talent Outreach for Walmart;
•       Angie Scott, Manager of Candidate Branding and College Relations for Tyson Foods;
•       Larry Stricklen, Agency Human Resource Manager for Arkansas Department of Human Services; and
•       Melanie Diffey, Career Counselor for Arkansas Tech University

Topics Discussed:

1. How do you anticipate recruiting metrics changing with the technology changing from the standpoint of the employers?
   • In the past it was about quantity, but now with more competition is more about quality, how we engage our candidates, positive word of mouth? Retention rate? There is a lot less pressure with good retention. Promotion rate? How long does it take for a college graduate to promote to manager, generational focus and transparency are important too.
2. Google is now going to do assessments instead of resumes, what are your thoughts?
   • We still use resumes, but the candidates have to supply it, the company doesn’t ask for it necessarily. It is more important to look online and online videos on your portfolio, but both would be great.
3. What partnership advances between career services and employers should we expect in the coming years?
   • Some larger employers use campus ambassadors. They recruit part time student workers from interns; send them to campuses instead of the professionals. This leads to many students realizing their resumes don’t need as much.
4. Provide an example of one technological change that’s cheap and will produce good results?
   • YouTube videos, talk about the job and what they are looking for in the applicant, fills hard to fill positions, social media is very inexpensive and a easy way to promote our jobs, Google meetups to increase retention through a group setting, group me app to communicate on a comfortable platform.
5. What technology changes are you seeing in the university relation states that will result in a better candidate experience?
   • Using an onboarding tool helps us expand. You can set up a community for incoming interns to create a social network. It can track performance and is a way to connect. It comes from LinkedIn, and is able to get who we are and know what the candidates are going to do.
6. What tech changes are you seeing in the university relation states that will result in a better recruiter experience?
   • Built our own in house app, which helps in planning for what schools to look at, the diversity sponsorships, offers a closer channel to the student body that we want to attract. Once they go through the app to see times or places to visit then they can opt in or out. Later send through levels of different communication, self-serving us but also increasing the view of the brand. This improves both recruiter and candidate experience.
7. Are your technological changes are driven by wanting to serve students effectively (finding a job) or efficiently (saving money)?
   • Effectively – pulls from on campus and online and recruiters, use resources to reach all of them, making sure to have a completely virtual career center which is essential.
   • Efficiently – state school with limited funding, use resources already on campus, instead of buying new software use integrity that is already there, use YouTube for those who can’t attend an event, Google hangout on air – the video can automatically go to your YouTube channel.

To watch this webinar for free, register at: https://www.collegerecruiter.com/blog/how-people-technology-and-economics-are-driving-the-future-of-campus-recruiting/

To view part 1 click here