Are you still spending a huge amount of time, resources, travel, and set-up costs in the campus hiring process? Even then, are you still facing challenges in recruiting the best candidates? What if we tell you that you can get the cream part of the crowd by spending the least resources and at a very affordable cost?

As per Mercer Trends Analysis, more than 60% of organizations find it difficult to pick the right assessment tools and tests to hire candidates. Additionally, 47% of organisations find it one of the greatest challenges in campus recruitment to book venues, conduct manual screening, and collaborate with institutions.

This struggle of facing challenges in the campus placements season is not one sided. Students even with top talent find themselves lost somewhere within these processes from myriads of companies. By making the process easier, you’re not just relieving your headache, but providing candidates with a smooth and tempting experience. These are small things that make aspirants want to think this as their dream job!

Ever thought that making your journey comfortable will also skyrocket your company’s reputation? Well, if you’re wondering how let’s delve deeper into the topic.

Key Differences between Traditional and Modern Hiring Procedures

Traditional practices, even though familiar and well-established, are not reliable enough in this ever-evolving era. Modern hiring processes utilise technology to offer more efficient, cost-effective, and globally-reaching alternatives, addressing many of the challenges. 

Challenges and Solutions Within Campus Hiring

1. High Candidate Number

   
   

It becomes a difficult task to manage many candidates in recruitment. Recruiters face the daunting task of sifting through numerous applications, which can be both time-consuming and labour-intensive. There has to be a good balance between efficiently processing many resumes and making sure that no candidate is being overlooked. It needs myriads of resources, both in terms of manpower and technology. 

Solution: An Online Assessment Platform to virtually assess each candidate's abilities and skills can make the work easier in this scenario. Such platforms are crucial to manage a large number of students smoothly. Additionally, the platform offers tests and quizzes for every tech-based job. It develops a streamlined screening process that can quickly identify the most suitable candidates without distorting the quality of the hiring process.

2. Geographical Barriers

   
   

Locational barriers in the recruitment process hinder the reach of the company to the deserving candidate. Relying only on localised talent can prove to be a drawback and limit a company’s growth in a way. Teams that are diverse regarding aspects like cultural background, education, and work experience provide valuable insights into various problems.

Solution: Overcoming these isn’t that great of a challenge. Numerous companies have turned to virtual hiring methods, connecting them with the global talent pool. By connecting with candidates from every corner of the world, one can have access to choose from the best.

3. Limited Time & Resources

   
   

Conducting the hiring process under time constraints can often result in blunders. It makes it difficult for recruiters to allow enough time to each candidate.  A thorough and effective hiring process includes a time-taken assessment of skills and expertise. 

Solution: Automation is the key to tackling this challenge. Giving candidate freedom to choose their time slot makes it easier for both parties to prepare accordingly. AI-based Online Assessment Test can also play a pivotal role in conducting the finest interviews. Candidates have reported to face a human-like feel in the processes. By adapting this, companies can streamline the whole candidate experience.

4. Skill Issue

   
   

What’s it like finding the missing piece of a puzzle? Looking for the perfect candidate. Though there is nothing like a perfect candidate for a job, there are some better than others.  Making the job ads super clear pushes the right kind of people to apply. The job description portrays the requirements and roles precisely. This crispness of the job role is the only thing that acts as a magnet.

Solution: With so many applications, technology like Applicant Tracking Systems helps recruiters scroll through them and find the top candidates. Sorting technology assists in finding the best fit. Designing unique and standard skill-based tests is the key to keeping a check on candidates with desired skill sets.

5. Designing Assessments Manually

The inefficiency and impracticality of manually designing assessments are some of the greatest challenges faced by companies. The manual assessment creation is highly time-consuming. It needs educators to dedicate substantial hours to create, test and assign them manually. This strains managers and delays the entire procedure for students, hindering their learning experience. In today's era, the manual design of assessments is a significant drawback that hinders the development of education and its ability to meet the upcoming needs of candidates.

Solution: The solution to this challenge is to apply technology blended with conventional evaluation techniques. These elements streamline the process by allowing recruiters to efficiently create, organize, and customize assessments. These tools can automate grading, track student performance, and provide immediate insights, reducing the recruitment burden and ensuring the quality of assessment processes.

6. Manual Grading Evaluation  

In the recruitment process, manual grading and evaluation based on resumes become a significant challenge. Sorting manually through many resumes is greatly time-consuming and prone to human biases. It often results in missed opportunities to identify qualified candidates.

Solution: the best remedy to the manual grading evaluation challenge is the automation of resume screening systems. It utilizes natural language processing and machine learning algorithms that analyze resumes quickly. These systems can easily identify relevant qualifications, skills, and experience, allowing recruiters to focus on the most promising candidates while also reducing bias and speeding up the hiring process.

7. Opinions limited to Resume

   
   

Unlike earlier times, relying solely on resume evaluation in recruitment can limit recruiters’ opinions towards candidates' knowledge. It may not provide a comprehensive view of a candidate's abilities, work ethic, or cultural fit as it has limited insights towards soft skills. It can portray an account of technological history but not technological knowledge and skills. 

Solution: Expansion of assessment methods to include structured interviews, skills assessments, and behavioural evaluations can make understanding towards candidates better. Implementation of competency-based interviews and use of scenario-based assessments is utilised to assess practical skills and situational problem-solving.

8. Changing Requirements

   
   

In this ever-evolving and cutting-edge technological era, frequent changes in job requirements can create challenges in recruitment. As industries evolve, so do the skills and qualifications needed. Staying up-to-date with these changes and ensuring job descriptions are accurate can be highly demanding.

Solution: Establishing a dynamic and collaborative feedback loop between recruiters, hiring managers, and department heads can work as a bridge to fill out necessary gaps. Regularly review and update job descriptions and requirements to reflect industry changes. Utilizing workforce planning tools and continuous communication makes adoption easier for evolving needs.

9. Diversity & Inclusivity

Diversity and inclusivity can create factors of struggle in the entire recruitment process. Under-representation or overlooking of any certain group can be due to factors like conscious or unconscious biases. This can result in missed opportunities for companies to benefit from diverse perspectives and talents.

Solution: Implement diversity and inclusivity training for recruiters and hiring teams to raise awareness of biases. Set clear diversity goals and track progress in recruitment efforts. Utilize blind recruitment techniques, where personal information that could lead to bias is removed from resumes during the initial evaluation.

  10. Lack of Campus Intelligence

Recruiting from educational institutions can be challenging due to a lack of campus intelligence. Knowing which universities or programs produce top talent can be difficult to categorise.

Solution: Developing partnerships with universities and colleges can establish a presence on campuses. Attend career fairs, engage with students through internships, and maintain relationships with career services offices. Utilize alumni networks and data analytics to identify institutions that consistently produce strong candidates.

How Redrob can help you address your Campus Hiring Challenges 

1. Strategical Approach

   
   

By understanding your company's specific needs, goals and job role, Redrob enables a well-thought-out and strategic approach to campus recruitment.  Redrob helps design a recruitment strategy that aligns with your organization’s objectives. This strategic planning is key for attracting the best-suited talent and ensuring a successful campus hiring campaign.

2. Competency Framework

   
   

Redrob offers a highly structured framework for developing competition and professionalism that isn’t limited to an individual's academic record. This framework is based on practical skills and real-world applications that are crucial for jobs in the real world. It evaluates the potential of candidates in a more holistic manner. Such a framework is essential for finding the talent with the necessary technical skills, soft skills, and adaptability to excel in your work environment.

3. Customisation of tests 

   
   

The relevancy and effectiveness as provided by Redrob in screening candidates for particular skills tests like Programming Skills Test, Software Skills Test and knowledge require a high level of customisation for respective roles within your company. The entire assessment process is flexible, ensuring a top-notch analysis of skills.

4. Vast Library 

   
   

Redrob offers a wide Library of Assessment Tests and formats, covering a vast range of topics and skill levels. This extensive collection provides a comprehensive evaluation tool for evaluating candidates on various aspects, from technical skills to cognitive abilities.

5. Hackathon

   
   

Organizing hackathons is an innovative way to assess candidates in a real-world scenario. Redrob streamlines the organisation of such events for candidates. It also offers an upper hand for companies as they can rely on its performance. Redrob serves as an impactful and interactive platform for aspirants to showcase their skills in a competitive and collaborative environment. Hackathons are particularly effective in evaluating problem-solving, teamwork, and technical capabilities.