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Guide to getting grads (before someone else
hires them)
By By Jennie
L. Phipps Bankrate.com
 Hiring
the best and the brightest right out of college is a time-honored
way to get talented employees at a reasonable price.
But if yours is not a Fortune 500 company, it
can be difficult in this tight job market to woo a top-ranked student
or even get much cooperation from a university hiring office.
Here are some ways to make sure that your company
gets a shot at interviewing and hiring prospective and recent graduates
who might be a good fit for your organization. Many of the suggestions
come from Barbara Mitchell, consultant and founder of The
Millennium Group International in Vienna, Va.
- Introduce yourself to the placement office
early: You can't just walk in and say,
"I'd like to recruit; put me on the schedule." Unless you're an
industry giant, it doesn't work that way. If you think you'd like
to recruit at formal events, be prepared to prove with references
and marketing materials that yours is an organization for which
students will be proud to work.
- Get to know the professors
in your field: Offer to send someone to speak to a class
or help with a related extracurricular activity. Consider hiring
a qualified professor as a consultant or a summer replacement.
It doesn't have to be a huge job -- a small assignment will give
him or her an opportunity to get to know your company.
- If you can't beat 'em,
join 'em: Give somebody from your company time to be an
adjunct professor.
- Strength in numbers:
Join with other companies in the region to host a pizza night
at a college with a strong department in your field. While this
isn't a good direct recruitment opportunity, free food will get
students in the door and provide name recognition down the road.
- Target a school or
two: Being well known at one or two schools is more likely
to get results than if you spread yourself too thinly. Also consider
smaller, less-prestigious schools. They have good students too.
- Internships work: Summer
internships of 10 to 12 weeks, during which a student gets attention
and opportunities to learn and contribute as well as a fair salary,
will win friends and turn them into employees.
- Ask your staff: Current
staff members, particularly younger ones, will likely know upcoming
graduates who might make good employees. You might even consider
offering a recruitment bonus. If you take advantage of a recruitment
opportunity at a school, send a young member of your team to the
event and debrief him later. The young team member is much more
likely than the senior partner to hear candid questions and concerns.
Plus, this is a good opportunity for him to get to know and feel
comfortable with senior management.
- A Web site is a must:
MonsterTRAK
works with thousands of colleges and universities that put their
job boards online. If you don't have an online job presence, tech-savvy
students will discount the viability of your company.
- Money is important:
Do your homework, and be realistic about what qualified
beginners in your field make. A good place to do this research
is Salary.com.
Include hours and salary information in any ads you run. Ramberg
says ads without that information get fewer clicks and fewer responses.
- Have well-designed
recruitment materials: All students like to share their
job prospects with friends and family, and their opinions count.
A sophisticated brochure that explains your company and the opportunities
available there will make it more likely that a student you'd
like to hire will get encouragement at home.
- Target advertising smartly:
MonsterTRAK charges employers $25 per school for a four-week posting
for a permanent position. There are discounts for choosing every
school in a state. Print classified sections as well as online
job boards affiliated with professional organizations are also
a good place to advertise -- usually economically.
None of these ideas are quick fixes. They take
patience and commitment. But this kind of hard work and creativity
can result in significant improvement in the quality of new hires.
Jennie L. Phipps is a contributing
editor based in Michigan
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