Recruiting College Students: How to go About the Hiring Process |

Many employers favor college students for having an enthusiastic and fresh approach to given tasks, and for being well-versed in the latest technology. Most of them are also eager to take on new challenges in order to learn and grow, making them suitable for internship positions and other part-time jobs.

The hiring process for college students is pretty standard, albeit taking into account a number of considerations. Many companies and firms are willing to take extra steps in order to reach out and recruit college students from their preferred schools.

Here are some considerations to keep in mind when recruiting college students.

1) Consider Entering Partnerships with Schools

One of the most effective ways to get college students to intern in your offices is to have your firm mentioned and recommended by the schools. Since many courses require internships in their curricula, there will be a fresh batch of potential applicants every semester.

For example, getting in contact with the Library and Information Studies department of a school and having their academic advisers endorse your company-owned information facility as an option for internship will encourage the students to apply.

Another method of inviting college students to apply is through an external service provider, through Recruitment Process Outsourcing or RPO. These providers can get in touch with the schools and student organizations and facilitate recruitment independently from there.

College students prefer to follow the instructions and recommendations of their seniors and professors, rather than taking risks in making their own career decisions. Since many of them are still unfamiliar with employment and its entailments, they appreciate being pointed in the right directions. You may also conduct career fairs in selected schools in order to improve the visibility of your company, encouraging more applicants.

2) Conduct the Interview Lightly

Your interviewees will probably be a little nervous, especially if it’s their first time to have a job interview. They have probably rehearsed all the answers to common interview questions in their heads prior to meeting with your hiring agents. It’s better to avoid the cliché questions and focus on facilitating an actual two-way conversation between the applicant and interviewer. Make eye contact and maintain an inviting tone to help potential applicants feel at ease.

Steer the conversation toward more meaningful topics. Make sure you inform the college student of what he/she should expect, as well as what is expected of him or her. Instead of asking yes-or-no questions, ask them meaningful questions that allow them to share their thoughts with elaborate answers.

Make sure they are learning more about the nature and responsibilities of the position they are applying for. Give them an idea of what comes next. Encourage them to ask questions in turn and provide constructive feedback at the end of the interview.

3) Facilitate Growth through a Meaningful Internship Program

Most college students want an experience that will help familiarize themselves to the industry and to the whole employment vibe altogether thus creating an internship program full of relevant activities that will make them feel more involved can attract more applicants. Instead of burying your interns with clerical work and menial tasks, help them grow into a capable professional by assigning them to important tasks.

You and your company will be giving them their first set of impressions on what it feels like to be employed, to have serious responsibilities, and how to lead. Treat the training program of the college students as an investment; after all, their skills and talents could one day contribute to your company. If a college student feels satisfied with the internship program you provide, he may opt to work for your company in the future, and even recommend your company to his juniors.

Among the college students you hire as interns could be the industry’s next leaders and innovators. This is why you owe it to your applicants to make the most of their time by ensuring they develop the necessary skill sets to be successful in their respective careers.

Written By
Garrett Penn is a freelance journalist who enjoys writing about finance and business. He has worked in many industries before but has found his true passion for writing. When not holding a pen and paper, you can usually find Garrett biking or enjoying a late-night Netflix binge.

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