Sticking to a recruiting budget can be an incredibly frustrating endeavor. The more time you spend in contact with specific recruits, the more time you have to convince them that your company is the right fit for them. But this is a hindrance as much as it is a help. By spending time with certain students—from correspondence to on-campus visits—you’re also potentially neglecting another great pool of students from elsewhere. Beyond that, there’s no guarantee that the students in whom you’re investing the most time are going to say yes.
This is where learn-and-earn opportunities give you an edge. Hone your recruiting resources and narrow your field, all while getting work done in the process.
How jobs for full-time students can minimize recruitment spending
They take less time than traditional internships
Internships are a gamble for both students and recruiters. On the student side, there’s a huge dearth of opportunities compared to the number of students seeking them. On the employer’s side, investing months in a handful of people to see if they’re a good fit for your company can be a huge waste, especially if you realize within the first few weeks that it’s not meant to be. After all, time is money.
As you already know too well, it doesn’t take months to see if an applicant fits the mold. Term-time work, on the other hand requires much less of a time commitment. Learn-and-earn opportunities consist of real projects that the student works on part-time while still in school—and you get to choose the duration. Whether it’s a month-long quest to reboot your social-media plan or two weeks of market research, you hold the reins and determine exactly how long each individual has to prove to you that they’re worthy of being sought after college.
They give you a real idea of a student’s potential
Gone are the days of the recruitment bullhorn. Today’s students aren’t looking for the companies that make the most noise or post the most ads. Instead they’re looking inward, considering what they want to do before they decide where they want to do it. From a budgeting perspective, this should come as good news for recruiters.
Take your job descriptions and put them to the test. Post term-time jobs that involve different roles, from assisting with accounting to helping plan events. If someone does the job well and seems to enjoy it, continue the conversation and see if he or she would be interested in working with you on a more permanent basis. And spread the word! In the growing freelance economy, you don’t necessarily have to work with a potential recruit in person before determining whether you want to hire him or her permanently. Because of this, your learn-and-earn opportunities don’t have to narrow your focus to only a few of the most competitive campuses.
They encourage retention
It has been proven again and again is that it costs businesses less money to retain an employee than to hire a new one. This, of course, makes recruiters’ jobs more difficult, as they are tasked with not only filling roles, but also filling them with the right people. By test-driving your potential employees before you hire them, you’re ensuring that they’re a good fit for the job and your company’s culture code.
Temporary opportunities allow your candidates to work directly with someone who could ultimately be their immediate supervisor if you hire them permanently. After each assignment, have a conversation with this person to ensure that he or she feels the fit is right. This way all the responsibility doesn’t sit on one person’s shoulders, and you can gain so much more knowledge than you could during interviews alone.
Spend more time targeting the right students—not necessarily the most students—to narrow your field. Use the HireOwl platform to post jobs and communicate directly with students who are interested in helping you out.