Campus Interviews: Are You Ever Going to Call Me?


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Following Up With Students Post Campus Interviews

Employees working in a call center
From a student’s point of view, campus interview season feels like dating.

The interview might have been the perfect first date in their mind. But no call the next day. Or the day after. Or even the week after. They can’t help thinking: I liked them. Didn’t they like me? Why won’t they call?

Don’t let your students develop an ulcer as they wait for a call indicating you want a second date (2nd interview) or even a serious relationship (aka an offer)!

Set your recruiting team & your potential future employees up for success with these 3 steps.

3 Steps for Successful Candidate Management:

1. During your campus recruiting events, publish the timeline for interviews.

Tell your students:

  • Application deadline
  • Interview date(s) for their campus
  • Dates when they will hear from you & how (i.e. phone call or email)
  • Pro Tip:

    If you will be sending them an email tell them the email address so they can add it to their address book. This is especially important if you are using auto response emails from your ATS (applicant tracking system) so the email doesn’t land in their spam folder.

    2. Deliver against the timelines as promised

    Have a plan and then deliver against it. Sounds simple but when you are managing hundreds of students on multiple campuses, the best of intentions can be thrown out the window.

    Pro Tip:

    Check out my 3 steps to work efficiently below.

    3. Contact ALL candidates

    Too often only successful candidates are contacted. Make sure to decline students that aren’t moving onto the next round as well.

    Pro Tip:

    My rule of thumb has always been to follow up with students within 48 hours after the interview. I sometimes have 3 categories of correspondence: successful, keep warm (potential back-up candidates in case some of my successful candidates decline the 2nd interview), and decline.

    3 Steps to Manage Student Communication Efficiently:

    1. Plan Out Internal Communication Deadlines:

    Having an internal calendar with all of your interview dates & internal timelines for inviting and declining candidates helps you proactively plan your recruiting activities and resource needs.

    2. Assign a Recruiter to Each Campus:

    Having 1 point of contact per campus helps students know who to contact if they have questions. Additionally, it also ensures you can hold your recruiters accountable to meet your internal deadlines.

    3. Use Form Emails Within Your ATS:

    You should be able to work with your system administrator and your ATS (applicant tracking system) to generate personalized “form” emails. These can be used to invite candidates to interviews (usually providing multiple time slots & directing them to email the recruiter back their top 2 time slots), keep warm, and also a form “decline” email. This helps you efficiently let students know where they stand in the process.

    So, Will You Call Next Time?

    Chelsea Newton
    Chelsea is known as a dynamic and engaging talent consultant and professional speaker. As a Certified Executive Coach, she is extremely passionate about helping people realize both their goals and full potential. Chelsea has worked in 12 countries around the world helping Fortune 500 companies recruit, train, develop, and motivate top talent using cutting edge communication techniques and social media. She is currently developing top talent in the oil sands and speaking across Canada as the founder of Talent Formula.

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