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This document is the property of TalentCircles© This document cannot be communicated without the authorization of TalentCircles.

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College Recruiting: Engage College recruiting is about creating interest in the right students. Whether a college recruiter is filling internships or offering full-‐time jobs, the hectic time before graduation is the culmination of a year’s worth of work to build a ready talent pool.

Treating college students well is paramount; you are building a relationship with the next generation of employees and leaders. In the next 12 years, college students will make up about 75% of the global workforce, and they are already reshaping the workplace1. Brian Solis writes: "Millennials aren’t only disrupting the consumer landscape, they’re changing the game for human resources. To say that the digital lifestyle of Gen Y is unique is an understatement. How they express themselves and what’s important to them is much different than the generations before them. As such, how employers need to manage and recruit this new generation of connected employees requires much more than a LinkedIn or traditional recruitment approach. Millennials are expressing themselves in a unique way, which is more like Facebook than that of a digital CV or online resume. Did you know that the average age of a LinkedIn user is 43?2" Adjusting to this sociological shift is tactically and strategically critical and should become part of your competitive advantage today. This document describes how TalentCircles enables you to pursue an efficient college recruiting strategy with minimal resources.

Table of contents

TalentCatch: Instant candidate capture at career fairs ............................................................................2 Case Study: AT&T .......................................................................................................................................2 How TalentCatch works..............................................................................................................................3

Capture Candidates Everywhere............................................................................................................3 Efficiency: One minute or less per candidate .........................................................................................3 Operating offline....................................................................................................................................4

Immediate access .......................................................................................................................................4 Social login..................................................................................................................................................5 Automatic profile population .....................................................................................................................5

From paper to profiles: instant resume transformation...........................................................................5 Uploading electronic resumes....................................................................................................................5 Scanning resumes with TalentScanTM.........................................................................................................6

Virtual career fairs and word-‐of-‐mouth...................................................................................................7 Inviting members to share .........................................................................................................................8

The challenge of picking the best candidates for internships ...................................................................8 Questionnaires to qualify students ............................................................................................................8 Group interviews/meetings .......................................................................................................................9

Follow up, Follow through! Continuous engagement ............................................................................10

1 http://www.forbes.com/sites/85broads/2012/01/23/gen-‐y-‐workforce-‐and-‐workplace-‐are-‐out-‐of-‐sync/ 2 http://www.briansolis.com/2012/11/is-‐the-‐millennial-‐workforce-‐linked-‐in/


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TalentCatch: Instant candidate capture at career fairs Career fairs offer employers a chance to tell a compelling story to many students and motivate the best ones to apply. During a career fair, recruiters are running on all cylinders, often overwhelmed and simply unable to effectively interact with every candidate. Named “Best HR Idea of 2012” by Human Resource Executive, the TalentCatch iPad app from TalentCircles drastically reduces the amount of time it takes for a recruiter to capture a candidate record.

Case Study: AT&T

AT&T presented their problem with career fair recruiting at the NACE Conference in May 2012.

By using TalentCatch from TalentCircles, AT&T moved from a manual process of collecting paper resumes to instantly capturing candidate data and their professional interests on an iPad.

TalentCatch allowed AT&T to increase their leads by 300%. It’s that simple!


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How TalentCatch works

Capture Candidates Everywhere

You want to sign up as many candidates as possible and do it quickly. TalentCatch is a fully branded app that can be customized to your needs in one day. There is no learning curve, so you can be up and running immediately.

Efficiency: One minute or less per candidate

At a career fair or anywhere else, just hand TalentCatch to a new candidate. They enter their name, email, ZIP code, and any other info you choose to include (job category, desired position, availability, etc…).

TalentCatch instantly adds your new candidates to your TalentCircles talent network. If you don’t have TalentCircles, you can export your candidate data as a simple Excel spreadsheet and continue the conversation with candidates by email.


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TalentCatch can automatically add new candidates to your TalentCircles talent network, where you can easily search, filter and engage with them.

Operating offline

A stable Internet connection is never guaranteed at a career fair, especially in the basement of a building (where career fairs often take place). You can use TalentCatch offline -‐ all your candidate records are saved on your iPad and can be retrieved later.

Instant sign up using TalentCircles Recruiters rarely travel without their laptop. If your company has a TalentCircles talent network, you can immediately welcome candidates to join your talent network.

Immediate access

You can create a landing page specifically for the event and add a button that takes students directly into TalentCircles, or you can also start from the talent network landing page join.


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Social login

After they have selected the social network they prefer, students are invited to complete their registration.

As soon as they click on Register, they are in your talent network.

Automatic profile population

If candidates use a social login, their professional profile is automatically populated from other social networks.

These candidates can log in, join the circles that you’ve created, and introduce themselves with a video resume.

Note: you can also assign candidates to specific circles without asking them to join.

Our white paper Build candidate pipelines effortlessly describes how you can segment your network into circles and tag candidates.

From paper to profiles: instant resume transformation Students often have little professional information on their Facebook and LinkedIn profiles -‐ but they do have a resume. TalentCircles allows you to import both electronic and paper resumes, converting them into live profiles on your talent network.

Uploading electronic resumes

You can upload electronic resumes (MS Word or PDF). TalentCircles parses the resumes (detecting work history, education, skills, etc.) and converts them into easily searchable profiles.


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Once the resume conversion is completed, the candidate's profile is available.

Then, you can send a message to these candidates and suggest that they log in to update their professional information, add a profile picture, and record a short video resume.

Scanning resumes with TalentScanTM

At career fairs, candidates often hand you their paper resumes. You end up with a daunting stack of resumes. TalentScan allows you to scan paper resumes and convert them into profiles on your talent network.

Note: Planned for April 2013

List of scanners currently supported: http://www.fujitsu.com/us/services/computing/peripherals/scanners/scansnap/ https://www.usa.canon.com/cusa/consumer/products/scanners/document_scanners

Again, you can send an email campaign to candidates created from paper resumes -‐ and ask them to update their professional information, add a profile picture, and record a short video resume.


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Virtual career fairs and word-‐of-‐mouth Your team may not be large enough to attend dozens of events. TalentCircles allows you to organize virtual career fairs using the webinar feature (up to 200 participants at a time). You may have built a list of candidate records from university career organizations and student associations. You can import these candidates into your TalentCircles talent network and send them an email campaign to invite them to your virtual career fair. By using TalentCircles instead of a stand-‐alone virtual meeting product, you get all the benefits of a talent engagement platform. Attendees instantly become members of your talent network, where they can build out their professional profile and attend future events.

You can set up a virtual career fair in minutes. Just specify:

• The title, date, and time of the event

• A short description of the event

• Documents that you want to view during the event

• If the event is open to anyone (RSVP) or only invited guests

• The names of the participants. You can invite participants by name or by email address.

Once the event is created, you can post the URL of the virtual career fair on a website or send it out in an email campaign.


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Inviting members to share

TalentCircles allows you to post announcements to your entire talent network or target certain people within a Circle. You can even ask existing members (such as interns) to spread the word and invite more people to attend a webinar and join your talent network.

TalentCircles allows you to reach qualified college students and build a network of potential job candidates that you can come back to year-‐after-‐year. You can transform your interns and former employees into brand ambassadors to help you create an energetic talent pool that will become your future workforce.

The challenge of picking the best candidates for internships When you’ve attracted interesting students to your in-‐person or virtual career fair, you must then do the difficult work of identifying the best candidates for the job. Students tend to have short resumes with limited work experience. When you have 100 student resumes for 3 internship positions and 4 weeks to make the call, there’s very little you can do to find the right hires. You can’t possibly call or interview that many people. You end up choosing haphazardly or picking someone who has a professional connection. You don’t have a product that lets you easily create and manage your screening process.

In addition to the ability to video interview candidates individually. TalentCircles assists your screening process. You can:

• Create skill-‐tests using pre-‐recorded interviews (what TalentCircles calls “Questionnaires”) • Conduct online group interviews and share recorded interviews with your recruiting team

Questionnaires to qualify students

TalentCircles' Questionnaires feature enables employers to create as many pre-‐recorded interview templates and questionnaires as they wish.

• Each questionnaire can include different question types: recorded voice & video, short essay, or multiple-‐choice. This enables employers to customize questionnaires depending on job category and their screening goals. For example, multiple-‐choice questions can be a very effective way to screen students when technical knowledge is involved (finance, technology, manufacturing, medical, etc.)

• Questionnaires can be posted to social media channels and/or sent to a group of candidates with a deadline to respond.

• Questions can be scored automatically or manually by reviewers.


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For more detailed information about TalentCircles' Questionnaires, see our White Paper: TalentCircles, The Ultimate Screening and Interviewing Solution.

For each questionnaire, TalentCircles generates reports by question and candidate score, thus providing an analytical view of students' performance.

While only a few students will be selected for this internship, other high-‐performing students can be considered as “pre-‐qualified prospects” for a future position.

Group interviews/meetings

A joint research study3 by the Harvard Business School & Harvard Kennedy School has established the unique benefits of group evaluation/discussions: "New research suggests that organizations wishing to avoid gender stereotyping in the hiring or promotion process-‐-‐and employ the most productive person instead—should evaluate job candidates as a group, rather than one at a time."

Today, group interviews are difficult to conduct using stand-‐alone virtual meeting products that are not integrated with recruiting tools. TalentCircles allows you to effortlessly schedule online group interviews. Students (up to 10 at a time) can interact via video. Meanwhile, the recruiter can take private notes on what he/she observes.

As the conversation unfolds, the recruiter can check each student's profile -‐ work history, education, skills, and other professional information. The recruiter can also pull up a document to view together. The entire meeting can be recorded and later sent to a hiring manager for feedback.

3 http://hbswk.hbs.edu/item/7006.html


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Because their resumes are so premature, it is impractical to screen students by resume sifting or abstract job matching. In a group meeting, the best students can shine. Recruiters and hiring managers can assess beyond words on a resume – they can determine a student’s attitude and leadership ability. Using Questionnaires and group interviews, a recruiter can give a fair shot to 100 candidates in just one or two days, instead of juggling resumes and phone calls for three or four weeks.

Follow up, Follow through! Continuous engagement! The vast majority of the students you meet at career fairs will tell you that they’ve been frustrated by the lack of follow-‐up and follow-‐through — and in the social media era, it's easy for them to share their frustrations with a large group of friends almost instantaneously. TalentCircles was designed to give you the ability to sign-‐up candidates and follow-‐up with them easily. Remember – a great student that does not land an internship today can be a fantastic job candidate in the future. Do not alienate that student – follow up and follow through. The capabilities of TalentCircles have been described in these white papers that are available on request: • The Candidate Experience • TalentCircles – The Ultimate Screening/Interviewing Solution • Populating Your Network • Creating/Managing a Talent Network • Building Candidate Pipelines Effortlessly • Employer Branding "Inside" TalentCircles enables you to manage quantity, diversity as well as quality — in other words, build powerful pre-‐qualified talent pools of students.