Campus hiring is an integral part of the recruitment process for most businesses. Companies invest a substantial amount of time, money, and resources into their campus hiring programs each year hoping to onboard the best quality talent for their businesses.
The traditional campus hiring drive involves organizations creating a dedicated campus hiring team to hop from city to city and from campus to campus for different rounds, like pre-placement talk, screening, selection, etc.
The Conventional Campus Hiring Process Comprises the Following Steps:
- Booking a time slot and physical venue, months in advance
- Pre-placement talk
- Logistical execution like setting up and preparing for a high volume of candidates taking screening tests at the same time
- Dedicating invigilators for every exam room to prevent cheating
- Evaluating the assessments
- Shortlisting candidates for the selection interview
Not only is this process highly resource and time-intensive, but organizations end up spending lakhs and lakhs of money on campus hiring drives alone. A process as extensive, and sometimes as cumbersome, as this faces the issue of scalability, and thus arises the need for technology intervention.
The pre-placement talk is a thing of the past. More and more organizations are looking to engage candidates interactively, through an ideathon or hackathon, which gives organizations an excellent platform to introduce themselves and their day-to-day working and candidates a chance to showcase their creative and core skills.
Hackathons and ideathons are events where people from different backgrounds, such as coders, analysts, designers, business strategists, creative thinkers, etc.come together to solve various predefined challenges within a specified time frame to create a working solution or prototype of a product/service/business model.
Amazon conducted the ACE Challenge 2019 and strategically positioned itself as the forerunner of innovation, strategy, and simplicity with a footprint across all premium B-schools in the Asia Pacific region. The competition set the stage for the smartest minds from top B-schools to exercise problem-solving, lateral thinking, and evaluate live case-simulations.
While pre-placement talks often garner dispassionate candidates, interactive and high-on-energy contests can emerge as great ice-breakers that ensure participation from candidates who are genuinely interested in the business and its products and thus ensure quality hires.
The next step is rolling out the screening assessments to interested candidates.
There is widespread use of online assessments in the screening process. Online assessments enable organizations to test the core skills and suitability of candidates, in keeping with the role as well as the organization and shortlist them for selection interviews. Most organizations choose skill-based assessments to ensure they hire someone who can adequately perform the task at hand, but in this age of digital transformation and collaboration, no team works in silos in an organization and thus behavioral assessments ensure you find the right fit for your company's culture.
While online assessments have become the preferred mode of screening, they were primarily meant to scale and speed up the hiring process without adding time and logistics to the process. But if the quantity of the test-takers is too high in a campus hiring drive, organizations often face logistical issues. If it's too low, it results in a low ROI.
Online assessments have increased the efficiency of the campus hiring process in numerous ways, but remote online assessments are the answer to long-standing campus recruitment problems. Online remote evaluations can improve the campus hiring experience further if anti-cheating measures are appropriately deployed. Adding credibility to remote assessments can significantly impact campus recruitment processes and increase the use of remote assessments to save time and resources.
Remote proctoring can act as an enabler in the campus hiring process, whereby companies roll out online assessments on a secure proctored environment and leverage technology for their convenience.
Remote proctoring is a technology that uses a combination of manual and AI-based remote invigilation technologies to conduct remote online assessments that prevent candidates from indulging in any unfair means. Remote proctoring allows a test to be taken from any location, wherever the candidate has a computer and high-speed internet connection.
There is no limit to the number of candidates one can proctor, and thus this will ensure access to a bigger candidate pool. Since remote proctoring gives candidates the freedom to attempt their test at their chosen time, one can assume a higher participation and attempt rate.
The process of risk-free proctoring not only gives credible results but also cuts down on manual intervention in the initial phase. The campus hiring season outspreads at the same time, and multiple assessments in multiple campuses take place simultaneously. This makes remote proctoring even more vital and beneficial to the whole process, and helps create a campus pipeline for future recruitment needs. Remote proctoring helps you set benchmarks and target campuses accordingly for an efficient campus hiring strategy.
Many times, organizations conduct massive hiring drives on campuses with low ROI. Remote proctored assessments improve the ROI by ensuring that organizations only get to interview candidates that pass the set criteria. Not only are these proctored tests extremely credible, but they also bring down a company's logistical cost and provide a hassle-free experience to the test-taking candidate.
Final Selection Interviews
For the final selection of candidates, future-ready companies are adopting highly targeted strategies using structured video interviews to bypass the extra time taken during interviews.
Video interviews promote real-time collaboration for all parties involved and solve for time and location constraints, along with being cost-effective. Digital transformation requires organizations to scale up quickly, yet face-to-face interviews are not the most scalable model in this global world.
Hackathons, proctored online assessments, as well as structured video interviews, bring down the cost-of-hire and the time-to-hire by enabling organizations to source and screen at a large scale and only meet the selected few who make it through these stages.
How Mercer | Mettl Can Help You Conduct Large-Scale Campus Hiring Drives?
Campus hiring drives take a lot of time, resources, and money, and thus, more and more organizations are looking to transform this process. Mettl enables organizations to break away from traditional and redundant hiring processes, and take the first step towards better hiring, using the best in technology.
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Topics: Campus Recruitment/Hiring