Campus Recruitment Problems and Strategies 

Campus recruitment is a vital source of fresh talent for many organizations. Yet, the process of hiring the right candidates from a pool of college students can be daunting and time-consuming for recruiters. Here, we will explore how pre-employment assessment software can help solve campus recruitment challenges and bring more efficiency to the recruitment process.

Travel and Other Logistical Hurdles

Campus hiring often requires recruiters to travel to multiple campuses and conduct interviews, job fairs, and other recruitment events. This process is often time-consuming and expensive.

Additionally, coordinating schedules with candidates and campuses is never easy, especially when hiring rates are high. Traditional on-campus recruiting requires specialized infrastructure such as rooms and laboratories for interviews, technical assessments, and programming work. These have to be set up by the recruiter themselves, making the process very time-consuming.


Campus Recruiting Software helps recruiters conduct virtual interviews and assessments, eliminating the need for recruiters to travel to different locations, and saving time and money.

The software can automate the scheduling process, allowing recruiters to plan interviews and other recruiting events without constant back-and-forth or overloading their schedules. 

Too many candidates, not enough evaluators

Recruiters have limited time to consider candidates, which can be difficult when processing a large number of applications. This can result in candidates being overlooked or passed over due to lack of time or resources. Limited time and staff make it difficult to provide a consistently positive experience for candidates. Candidates may feel rushed or ignored, which can lead to negative perceptions of the company.


Campus Recruitment Software helps you screen candidates and create shortlists easily.

This allows recruiters to quickly identify top candidates using custom assessments for technical and non-technical roles. This software helps provide a centralized platform to manage candidate communications and track candidate progress throughout the hiring process. This helps provide a positive experience for candidates and reduces the workload for recruiters.

Biased Evaluations

Bias in campus hiring as recruiters may prioritize candidates with similar backgrounds and interests rather than objectively evaluating candidates based on their skills and qualifications can reduce workforce diversity. This can also lead to rejecting qualified candidates who don’t fit the mold of what the recruiter believes to be the “right” candidate.


Campus Recruiting Software provides automated evaluation of all candidates, ensuring all candidates are evaluated to the same standards and reducing the possibility of personal bias in the decision-making process. This software analyzes candidate performance, such as test scores and interview performance, and helps you make more objective decisions about which candidate is best suited for the job. 

Selection and Hiring Delays

Selection and Hiring Delays can lead to the loss of top talent, especially in on-campus recruiting efforts where high talent is in high demand and may receive multiple offers.

If a candidate does not receive a timely response from a company, they may think that the company is not interested in them. A delay in responding can also damage your company’s employer brand. 


Campus recruiting software can automate many aspects of the hiring process, including selecting candidates, scoring assessments, and scheduling interviews.

Communication with candidates can be automated, providing regular updates about their application status to keep candidates engaged and informed throughout the recruitment process. Recruiters can collaborate on the hiring process, sharing candidate information and feedback in real-time to expedite the shortlisting and hiring process. 

Innovative Recruitment Strategies to recruit better

Innovative Recruitment Strategies to Help You Recruit Young Talent When it comes to graduate recruitment, the way you use technology is critical. Let’s look at some strategies to follow when developing a successful campus recruitment strategy

Get Involved in University Life

Many organizations focus on career fairs and events when planning on-campus recruitment efforts. Traditional events are nice, but they don’t go far. The truth is, while recruitment events are interesting, students don’t always participate as much.

A better option is to build your brand on campus by sponsoring events, clubs, and societies that prospective candidates actually want to participate in. This has the potential to further increase engagement from students while providing positive PR for your brand. Get creative with your recruitment campaigns, creativity is everything when it comes to graduate recruitment.

This is especially true with virtual hiring, where you can’t rely on the charisma of executives at recruiting events or on-campus career fairs. Instead, you need to impress potential candidates with creative recruitment campaign ideas that stand out from the crowd. 

Use Video for In-Person Introductions

Recruiting on a virtual campus can be difficult. Most graduates have little work experience, so decide whether you’re a good fit based on your personality and soft skills. However, evaluating candidates based on these characteristics is not easy. Skill tests provide limited results regarding soft skills. Fortunately, you can get a more complete picture of a candidate by combining a skills test with an “in-person” video introduction.

Video Intros lets you create real human interactions at scale using short pre recorded video messages. This is ideal for busy recruiters who need insight into many candidates in a short period of time. Video introductions allow candidates to apply for positions whenever they want. Create your videos in a relaxing, supportive environment that allows you to perform at your best.

Spread your message with student-focused content marketing 

Businesses need a way to attract potential students through all the channels they use. The first step to landing a job is often a blog post, tweet, or reel. And if campus recruiters don’t provide this content, they could be missing out on top college students. Integrating smart content and social media marketing into your recruitment strategy is one way to get the job done. Smart content provides useful information that answers graduate students’ questions and acts like a magnet to attract visitors interested in your company.

If you are struggling to land top-tier talent, building a campus recruiting strategy with Mercer | Mettl is a great idea. College recruitment strategies unlock a massive talent pool of skilled and motivated candidates ready to jump into entry-level roles. And with the rise of digital technology and social media, it’s never been easier to get involved with virtual campus events, widening your talent pool even further.

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