Engage More Candidates on Campus With Video

Now that pandemic restrictions have been significantly eased or, in some cases, even erased, many companies may be eager to return to pre-pandemic campus recruiting methods. However, while good things come from the “before” way of doing things, we should be careful not to lose sight of the insights and tools we gained from the pandemic. 

That’s why it is vital to use the relative downtime of the summer as a time to plan how to best recruit new talent in the fall. 

Instead of using an all-or-nothing strategy when recruiting on campus, try blending your pre and post-pandemic techniques to create a plan that speaks inherently to today’s job seekers. But what should you keep, what should you leave behind, and what can you adjust to create a top-tier candidate experience?

Let’s start with what you can wave goodbye to! 

A Few Target Schools: 

Before the pandemic, visiting the schools your company was targeting in person was standard practice. That significantly limited the number of schools you could target and the number of qualified applicants. 

The pandemic forced businesses to switch to a virtual first strategy, with a significant benefit of blowing open the pool of potential schools from which companies could recruit. A broader pool of potential candidates is not something you’ll want to lose. By looking outside target schools, you’ll reach more candidates, draw from a more diverse talent pool, and save on travel time and expenses. Beyond that, targeting schools within a geographic region isn’t a necessity anymore. With more and more jobs going remote, you can recruit candidates who may not want to relocate to other locations. 

So, be sure to spread your wings when it comes to schools you’re recruiting from –especially if you’re recruiting virtually. Cast a wider net. Are there schools or programs where you can expand with a virtual approach with minimal additional cost? You never know where the ideal candidate may be hiding. 

Information Sessions: 

Students aren’t showing up for in-person events the way they used to. They now expect information to be available at their leisure— when they’re ready to view it. But don’t assume you can throw in-person events out the window entirely! Gen Z values connection and looks for that in companies they consider working for. Flexibility is key. 

If you want an in-person presence, try having a few employees attend career fairs or information sessions in shifts so that students can come whenever it fits into their schedule. And consider bringing more employees in virtual form. Those employees can include their voices and perspectives in career events through printed materials or videos.

What should you keep? 

Virtual or hybrid events and virtual interviews.

On-campus career fairs and events often exclude many students. Even students who live on campus have to contend with work and school schedules and prior commitments. Reach students who may live off-campus, have class at the time of your event, have jobs while in school, or are studying abroad by hosting virtual events and providing materials that students can view from where they are when they have time.  

Nothing has to be lost by going virtual! You can still have all of the same types of events that you used to, like a virtual Q&A or a virtual happy hour! Make sure you spend as much time crafting your virtual presence as you would have spent on your in-person presence. 

What should you adjust? 

While we believe a virtual approach is the way forward, it can be challenging for students to get a feel for what your company is and does. You can’t just present a slide deck and expect the candidates to come rolling in. Students have so many choices now. To stand out in their minds, you’ll need to make an impact beyond what the standard/traditional materials can offer. 

So how can you create materials that will stand out in their mind? 

Meet them where they are: Gen Z (who make up a large portion of the student population) spend a lot of time on social media— and increasingly, TikTok and other video platforms. So when you make content that can thrive on those channels, you will naturally reach and engage your audience. 

Create Content that Speaks to them: This generation seeks authentic content and actively avoids content that feels forced or inauthentic. They want to see who you are and what you value without the artifice that often accompanies company-created content. Focus on what sets you apart from other companies! Try enlisting your employees to share their insights and use that to create new content. 

Post Often: It can be very off-putting to potential candidates if they see you haven’t posted on your social media in a while. It may seem like you have nothing of note to share. Social media is a great way to amplify the voice of your workforce and share what makes your company a great place to work. 

With all of that in mind, companies must dedicate time and resources to creating compelling content for students that gives them an accurate idea of what it would be like to work at your company. Then, you will be more likely to attract the best candidates, candidates who know why they want to work for you and avoid any culture mismatch that causes new hires to quit during the onboarding process. 

The pandemic has taught us a lot, and it is essential not to forget those lessons now that the effects of the pandemic may be stabilizing. Successful companies will adapt to the changes while keeping what has worked for them in the past. 

Built-up knowledge of what worked for your company at campuses in the past can help you craft your message to speak specifically to that audience. The medium of the message will be different now, though. Audiences don’t have the same patience for written content as they used to. The best way to engage with today’s audience is through video. With WorkReels, you can craft compelling video stories that speak to your audience. 

The WorkReels app makes it easy to produce precisely the type of video content students look for when considering what they want to do and where they want to work after graduation. It answers questions about company culture and values, what a workplace looks like, and provides information about experiences and perspectives from other recent recruits.

How does it work?

Videos made with WorkReels replicate the interaction of an on-campus information session by recording employees who have joined your company after graduating from similar programs. These employees, who were students until just a few years ago, are your best advocates. And they’re exactly the type of people upcoming graduates seek out to learn more about what working there is like.

To make videos, the WorkReels app suggests and films short videos that capture what recent graduates might say in person – but from the comfort of where they work every day. Then, when recording is complete, WorkReels professionally edits content to create short-form videos ideal for sharing on campus recruiting sites, social media, and career pages.

Engage more students at every stage of consideration with video. Visit workreels.com to learn more.

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