KeiTai Communications (KTC) Campus Recruiting Program
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Transcript of KeiTai Communications (KTC) Campus Recruiting Program
![Page 2: KeiTai Communications (KTC) Campus Recruiting Program](https://reader037.fdocuments.net/reader037/viewer/2022110318/55d4ece7bb61eba7438b45c5/html5/thumbnails/2.jpg)
Outline• Background• Campus Recruiting Business Case• Program Scope• Social Media/Branding Campaign• Campus Recruiting Strategy• Interview & Selection Process• Internship Program • Program Time Lines
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ABOUT THE AUTHOR• 9+ Years Talent Acquisition and Recruiting
• 3+ Years Recruiting Sales & Marketing Professionals
• 3+ Years Recruiting Campus/Recent College Grads
• 1 Year Executive Recruitment in Japan• 13+ Year Sales, Training, & Leadership
• Numerous National & Regional Sales Awards• Social Media Advocate to Improve Branding &
Prospect Outreach Initiatives
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Background
KTC Background• Mobile Technology Firm• Leadership: ATL High Tech
Pioneers• Georgia Tech “Technology
Incubator”• 300+ Employees• Aggressive Headcount Growth• National & International Expansion
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Campus Recruiting Business Case
Program Business Case• Attract Future Leaders
• Hire Best and Brightest• Forefront of Mobile Technology
• Develop Talent Pipeline• Internal Growth vs External Acquisition• Imperative for Success
• Build Company Awareness• Increased Brand & Product Visibility• Today’s Candidates = Tomorrow’s
Clients
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Campus Recruiting Business Case
Management Support• Leadership Commitment to
Strategy• 2 Year Establishment Period• Department Management Buy-In
• Training/Development Willingness• Accept Inexperienced Talent• Constructive Feedback
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Program Scope
Recruiting Focus• Seek Out Best & Brightest• Secure High-Potential Talent• Create Positive Impression of KTC
• Educate on Career Opportunities• Top of Mind
• Candidates• Campus Career Centers
• Straightforward & Honest • Always Sell KTC
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Program Scope
Recruiting Strategy• Define Staffing Needs
• Types of Positions to Fill• Programming• Engineering• Marketing• Internal (Accounting/HR/Admin)
• Determine Desired Candidate Characteristics
• Program Budget
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Program Scope
Employee Value Proposition• Brand Awareness Message• Unique Employment Brand Position• Promote KTC: “Best Place to Work”• Communicate What Candidate Will Do• Separate KTC from Talent Competitors• Provide Visibility to College Career
Centers
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Program Scope
Talent Competitors• All Companies in All Industries• Understand Their Message• Evaluate Their Strategy• KTC Strengths
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Program Scope
Targeted Campus Selection• Local Public/Private Engineering
Programs• Engineering & Programming Roles
• Local Top Public/Private Universities• Marketing & Other Internal Roles
• Leading Regional Engineering Programs• National Exposure
• Candidates Attracted through Social Media
• Add to Target List if Cost/Talent Justified
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Social Media/Branding Campaign
Social Media Utilization• Develop Social Media Objectives & Goals• Stand Out with Social Media Utilization
• Demonstrate Industry Innovation• Mobile Technology Company Using
Social Media Recruiting Techniques• Cost-Effective Tool to Engage/Attract
Local and “Remote” Collegiate Talent• Distinguish KTC from Talent Competitors
• Makes Process Appear Real
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Social Media/Branding Campaign
Social Media Campaigns• Employ “Most Successful” Tools
• Dedicated Campus Recruiting Sites• Twitter “@KTCcamprec”• Recruiting Blog
• Enhanced Campus Recruiting Page on KTC Careers Website
• Keep Connected with Candidates• Proactive Management: 30-60
min/day
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Campus Strategy
Campus Contacts• Campus Career Center (C3)
Personnel• Introduce & Sell KTC• Understand C3 Protocols• Recruiting Event Schedule • C3 Position Posting Process
• Faculty/Administrative Personnel• Build Talent Identification Network• Potential Recruitment Allies
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Campus Strategy
Successful Recruiting Events• Career Fairs• Trade Clubs & Affinity Organizations• Accept/Initiate Speaking Engagements• Develop Word of Mouth Campus
Referrals• Event Follow-up
• Continual Communication• Encourage Two-Way Dialogue
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Campus Strategy
Student Contact• Every Meeting An Interview• Focus Candidate Thinking on KTC• Approach Everyone
• Non-Targeted Student Leaders• Alumni, Staff• Experienced Hire Candidates
• Request Referrals
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Campus Strategy
Campus Career Fairs• KTC Brand Message
• Sell Every Visitor on KTC• Educate on Variety of Roles
• Brief Fair Interview • Ask Interests & Area of Study• Positive KTC Message• Initial Review/Rank/Rate• Determine Potential Candidate
Pool• Sell All Positions at All Functions
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Campus Strategy
Word of Mouth Recruiting• Build Referral Network• Best Students Are Connected• Turn Students into Recruiters• Increase Candidate Volume & Quality
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Interview/Selection Process
Interview Process Overview• Coordinated Interviews at Each
Stage• Specific Role for Each Interview• Skill Assessment & Core Value
Questions on Every Interview• Limited Superficial Questions
• Accommodative Interview Schedule
• Look For Best in Each Candidate• Value Talent over Experience
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Interview/Selection Process
Campus Interview Process (1)• Personally Invite Top Prospects
• Career Fair Visitors• Speaking Engagement Contacts
• Candidate Posts Resume for Specific Role• Submit 1 Week Prior• Determine Who To Meet
• Work with C3 to Build Candidate Interest
• Walk-In: Based On Schedule Availability
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Interview/Selection Process
Campus Interview Process (2)• 1st Interview- 45 Minutes:
• Know Candidate• Desire & Objectives
• Structured Situational Questions• Competence & Teamwork
• Structured Behavioral Questions • Present KTC Brand & EVP
• Move 3-5 Candidates to 2nd Interview
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Interview/Selection Process
On-Site Interview Process (1)• 2nd Interview- KTC Office
• Meet Hiring Authority & Team Members• Questions Focused on Talent• Competency/Programming Tests• Identify Candidate Job Acceptance
Criteria• Identify Finalists
• Candidate Goals• Understanding Position and Role• KTC Culture
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Interview/Selection Process
On-Site Interview Process (2)• 3rd/4th Interview
• Determine Final Candidate• Close to Accept Offer• Extend Offer, Set Start Date
• Manage Candidate Recruitment Experience• Leave All Candidates with Positive
Feeling• Honest Feedback to Rejected Finalists
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Interview/Selection Process
Remote Candidate Process• Attracted from Social Media Campaign• Phone Introduction• Skype/Virtual Interview• Determine ROI for In-Person Interview
• Remote C3 Contact• Potential Source for Future Talent?
• Opportunity to Build KTC Awareness Outside ATL Market
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Interview/Selection Process
On Boarding/Post Hire• Maintain Bi-Weekly Pre-Start Date
Contact• Orientation Projects • Outline Training Goals/Objectives• Cover Company Expectations• Transition to “Real World”
• Emphasize Value to Team/Organization• Continue Contact 6-12 Months Post Hire
• Feedback on Recruitment Experience• Asset for Future Campus Recruiting
Effort
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Internship Program
Internship Program (1)• Run in Conjunction with Campus
Recruiting Efforts• Provides Strategic and Tactical Value
• Farm Team for Full-Time Employment• Ability to Evaluate Talent “Real World”
• Low Cost/Risk/Commitment to KTC• Offer I-9 Stipend at Completion of
Program• Non-Fit Candidates Eliminated
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Internship Program
Internship Program (2)• Actual Work Responsibilities for Intern
• Fill Critical Temp Internal Staffing Needs• Develop Strong Relationship w/
Candidate• Intern Treated as Work Colleague
• Great On-Campus Ambassadors• Encourage to Attend Campus Events
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Program Timelines
Program Time Line- 90 Day• Establish Program Goals & Budget,
Head Count Objectives, and Corporate Messages
• Set Up Social Media Campaign• Identify Campus Recruiting Targets
• Establish Relationships with C3• 1st Student Event at All Campuses
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Program Timelines
Program Time Line- 180 Day• Continued Student/Campus
Presentations• Evaluation of Campus Targets
• Formal Interview Process Begins• Active Recruitment of Ideal Candidates• Formal Offers for Summer 2012 Hire
Date• Development of Internship Program
• Identify Potential Intern Candidates
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Program Timelines
Program Time Line- 9 Month• Evaluation of Campus Recruiting
Program• Management Input• Strengths, Weaknesses, and
Improvements• Expand/Reduce Campus Relationships
• Evaluation of Internship Program• Candidate Recruitment for Jan/June
2013• Continued Promotion of KTC Brand and
Employee Value Propositions
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Program Timelines
Program Time Line- 1 Year• New Hire Evaluation
• Contribution vs Investment• Employee Input: Experience vs
Expectations• Set Year 2 Program Goals• Social Media Expansion Options
• You Tube Channel • Facebook Campus Recruiting Page
• Candidate Recruitment for June 2013• Continued Promotion of KTC Brand and
Employee Value Propositions
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QUESTIONS & COMMENTS