university recruiting essentials: interns and your campus brand - part 1 - internship overview
TRANSCRIPT
University Recruiting Essentials:
Interns and Your Campus Brand – Part 1 Internship Overview
AfterCollege Inc. 98 Battery Street, 5th Floor, San Francisco, CA 94111PHONE: 877-725-7721 · FAX: 415-263-1307 · www.aftercollege.com · [email protected]
2
Interns and Campus Brand
• University Recruiting Overview• Internships Overview• Showcasing Interns’ Work• Learning From Their Experience• On-Campus Integration• Campus Ambassadors• Measuring Return on Investment (ROI)
www.aftercollege.com
3
Interns and Campus Brand
-This is the first of three presentations on Interns and Campus Brand
-This presentation will cover:– University Recruiting Overview– Internships Overview
www.aftercollege.com
4
University Recruiting Overview
www.aftercollege.com
-Internships are a core part of a comprehensive University Recruiting strategy
-Those that do it best:
-Engage students early
-Build a brand on campus
-Focus on diversity
-Have a clear strategy that defines their return on investment
5
Slide Title
www.aftercollege.com
REMEMBER: University Recruiting is about building your brand on-campus to attract top students
Hiring an intern or full-time entry level college grad is the result of your University Recruiting efforts – but not the primary goal of most activities
6
Insert Image
www.aftercollege.com
Investment
7
Investment
www.aftercollege.com
-Companies who are successful at University Recruiting and Internship programs have a buy-in and investment from upper management
-Building a brand takes investment – not just monetary – but also support from management and staff time
-University Recruiting often does not have an immediate return – like planting a seed and reaping the reward later
-Companies start early and engage students with their brand – scholarships, info sessions, and campus branding are all ways to engage with students
-Create a pipeline of students you engage with so when students start applying for jobs they remember your company
8
Insert Image
www.aftercollege.com
ATS vs. CRM
9
ATS vs. CRM
www.aftercollege.com
-Application Tracking System (ATS) vs. Customer Relationship Management (CRM)
-Regardless of the tool you choose – you will always need a unique source code for each event – to track where the student first interacted
-Need to track student engagement to determine your Return on Investment (ROI) on events
-Find a way to track where you met a student and if they continue to engage with your company around career information
-Just handing a student a link to your application or website is not the desired result of your interaction at your on-campus events
10
Insert Image
www.aftercollege.com
Let Them Know
11
Let Them Know
www.aftercollege.com
-A large part of University Recruiting is marketing and evangelizing about your employment brand on campus to the students you want to attract
-Build a database of students – then market in a smart and targeted way to those students with relevant content
-Do not underestimate the power of the student word of mouth
-Provide an amazing internship experience so that the student will tell all their friends
-AfterCollege specializes in helping employers drive targeted student traffic to their events. Keep that in mind if you do not have an existing pipeline, we have the connections to help you
12
Internships Overview
www.aftercollege.com
13www.aftercollege.com
Why Have Interns?
14www.aftercollege.com
Why Have Interns?
-In the NACE Class of 2012 Student Survey, released in November of 2013 – 67% of seniors identified having held an internship
-Nearly 97% of employers plan to hire interns and co-op students in 2014, according to preliminary results of NACE’s 2014 Interns & Co-op Survey
-In order to compete with other employers on campus, it is important to provide students a way to become accustomed to your company
15www.aftercollege.com
Pipeline to Full Time
-Interns are by far the most common “pipeline” program – or way to influx new grad talent into your organization
16
Pipeline to Full Time
www.aftercollege.com
Accepting Offers:
-In the NACE Internship & Co-op survey:The conversion rate for interns dropped this year to 48.4%. The conversion rate in the previous year’s (2012) survey was an all-time high of 58.6%
-The conversion rate will directly relate to the amount of full-time job offers available to the employer at the time of the internship ending
-In other words, if there are no full-time opportunities to slate the students into, it will result in a lower conversion rate
17
Pipeline to Full Time
www.aftercollege.com
Retention:
-In the NACE Internship & co-op survey: The retention rates of full-time hires who came from an employer’s own internship/co-op program are higher than the rates of those hires that either completed an internship/co-op with another employer or completed no internship/co-op at all.
-Respondents who hired interns/co-op students from their own programs retained 88.9% of these hires after one year. And, for those hires with no internship/co-op experience at all, slightly less than 80% were retained.
18
Interns and Campus Brand
-Continue to the second and third presentation on Interns and Campus Brand to learn more about these topics:
Part 2 - Interns’ Work and Experience:-Showcasing Interns Work-Learning from their Experience
Part 3 - Campus Involvement and ROI:-On-Campus Integration-Campus Ambassadors-Measuring Return on Investment (ROI)
www.aftercollege.com
19
Insert Image of Events Page
www.aftercollege.com
-Subscribe to the AfterCollege Employer Blog for more information on University Recruiting http://employer.aftercollege.com/
Visit AfterCollege
-Visit the AfterCollege Products and Services page to see how AfterCollege can help enhance your University Recruiting program
-Sign up for Free Employer Webinar Series to learn tips and tricks for building and improving your University Recruiting program
-Follow us on Twitter | Facebook | LinkedIn
-Visit the AfterCollege LinkedIn University Recruiters Page to discuss University Recruiting with other industry professionals
www.aftercollege.com 20
