Kickstarting Your College and MBA Recruiting Program

Kickstarting Your College and MBA Recruiting Program

- by Sherrie Gong Taguchi *

Part - II For your targeted candidates: What matters to them now, during these particular times. (It's definitely very different than what mattered to these same candidates only a few years ago.) Is it your organization's values and culture? Who your leaders are and your corporate responsibility? Are stability and measured growth more or less important? Is compensation at the top of the list? Or maybe career development opportunities? What do you have to offer that your tier-one candidates want? 2. Think big picture; think 3D. Consider three dimensions to your big picture recruiting strategy and plans: Understand how your college and MBA recruiting fits into your overall recruiting and human resources picture; Re-recruit the placeholders already in your organization - those among your current employees; and Develop a four-phase action plan for your recruiting program.   In brief: How does your college and MBA recruiting fit into your overall hiring needs now and in the future? What is the value add of college and MBA recruiting relative to your other recruiting sources such as the use of executive recruiters, participation in job fairs, reliance on Internet initiatives, employee referral programs, or others? Why is college/MBA recruiting important to you? How do you customize your recruiting activities for college and MBAs vs. experienced industry hires? For many organizations, college and MBA recruiting is a viable, cost-effective option to build the supply chain for future leaders, fill immediate gaps in skills required to compete, fortify the workforce with a diversity of perspective, and - given the buyer-seller market imbalance - find a bargain or at least a good value-for-the-money in the recruiting marketplace when considering other recruiting options.