Recruit and re-recruit until you see them show up for work.
|"If you can give 90 days' probation to evaluate a new hire, why not spend that same amount of time screening summer interns for future positions?
Getting candidates to finally commit, however, isn't always as easy as it looks.
Have you ever had a college student accept a job but never show up for work? It happens. Students are bombarded with offers even when recruiters know that they have accepted a job elsewhere. It is best to assume that when you are not in touch with a candidate, somebody else might be. A good recruiter's job is to continually secure a candidate's loyalty.
Before Kolko accepted Trilogy's offer, he interviewed with many other companies, as most college students in an attractive job market would. Meanwhile, Trilogy made sure it remained in front of him, naming Kolko a campus consultant to assist when the company was at Carnegie Mellon to recruit other students. Trilogy also gave him work on a consulting basis, deepening his interest in the job offer and its many advantages. When Kolko finally accepted, he said his decision was as much about the people as it was about the offer itself.
Sometimes your senior executives can help influence those decisions, too. It was recently reported that Microsoft president and CEO Steve Ballmer gave his home phone number to target candidates this spring, showing just how high up that corporate ladder the college recruiting function plays.
I, myself, am a big supporter of recruiting from the CEO's seat. When I came across one student from Wake Forest University of Winston-Salem, N.C., I saw an amazing talent that stood out above the others. I actively lobbied the student, a summer intern at my company when I first noticed him, to return the following summer for a second internship. Finally, when he was ready to become a full-time employee, I was there to make the offer. Although I am the CEO of my company and not the hiring manager, there are times when I want to go the extra step to influence someone to join my team.
Today, that former intern, Adam Ward, is a campus recruiting specialist with my company. "It makes a world of difference to know the CEO wants you there and tells you that you'll be a value-add to the team," Ward acknowledges.
Finally, don't forget Christmas in July.
Everybody has that one relative who finishes Christmas shopping early. But you never appreciate the wisdom of that forethought until you're stuck in a crowded store on Christmas Eve, pushing your way to the cash register, right?
Well, apply that same theory of starting early to your college recruiting plan, and you will be that much more ahead of the game. The earlier you shop for candidates and the longer you work to establish communication with them, the stronger the relationship becomes over time. By Christmas, or in this case, when they sign the W-2, you'll be enjoying the celebration while everyone else is still in line, fighting for the leftovers. // Jeff Daniel is the CEO and founder of CollegeHire.com, which recruits IT students online and in person at universities across the nation. For more information, visit www.CollegeHire.com.