Traditional Campus Recruitment Vs Virtual Campus Recruitment

The pandemic has made the whole world innovate, adjust and rethink. It exposed the industry to choose alternate options like instead of on-campus recruiting we have virtual campus recruitment. According to LinkedIn, 70% of talent professionals think virtual recruiting will become the new standard. 

But as the whole world is slowly going back to the pre-Covid times, you will have to decide which option is better for the company traditional or virtual campus recruitment. To help you make a decision, you can go through this article. 

What is Campus Recruitment? 

Campus recruitment is the process of hiring graduates and young talent directly out of colleges/universities. Campus recruitment is used as a way to fill a company with young talented employees. 

What is the Process of Traditional Campus Recruitment?

  • Choose & shortlist universities: Make a list of the colleges/universities you want to visit for the placement. 
  • Plan your hiring: Discuss with all internal teams and decide how many roles, positions do you need to hire for. Calculate your historical acceptance rate and hire to accept ratio. Accordingly, plan for how many offers you would require to make.
  • Build a strong recruitment team: Select team members and divide the role bases on the requirements. 
  • Pre–Placement Talk: Provide an interesting and interactive pre-placement talk to gain the attention of the students. 
  • Shortlisting based on educational qualification and requirements
  • Written Test: Coding, aptitude, and different tests can be taken through written assessments or through systems, where all the answers are checked one by one. The candidate can be shortlisted for the next round according to the performance in this round. 
  • Group Discussion (Optional): This process can be taken for job roles that require specific skills like this. 
  • Technical Interview: This round is used to check the technical skills of the selected candidate.
  • HR Interview: By this round of selection, the overall personality of the candidate is analyzed. 
  • Post–Placement Talk: After providing offer letters, the guidelines related to the joining process and the company’s policies can be informed to the candidate.

What is Virtual Campus Recruitment?

Like a regular campus drive, a virtual campus hiring shortlists candidates based on the assessments and interviews but in a digital space. Virtual hiring in simple words is just an online version of on-campus hiring. 

What are the steps involved in Virtual Campus Recruitment? 

The initial steps of shortlisting of universities, plan of hiring strategy, building team are similar in both virtual and traditional campus recruitment. So, here let’s discuss the steps involved after that. 

  • Pre-Placement talk: The placement talks in a virtual recruitment process take place virtually, the recruitment team and candidates connect through video conferences or similar settings. 
  • Shortlisting based on educational qualification and requirements
  • Video resumes: Instead of a regular resume shortlisted candidates record a video resume discussing about themselves, their motivations, their interest in applying for a particular job role.
  • Online Assessments:  Different types of assessments are taken based on the job requirements using campus recruitment software. Aptitude, programming, emotional intelligence or skill tests, etc are taken based on the skills requirements of the particular job role.
  • Video Interview: The video interview enables the interviewer to interact and ask questions to the shortlisted candidates. This platform enables the candidate to write code, draw on a virtual whiteboard and answer a few questions. 
  • Offers and post-placement talk: Since the process is collaborative, the candidates are shortlisted, and offer letters are sent to them. And all the candidates who accept the offer are then given a brief introduction to the guidelines related to the joining process and the company’s policies.

Pros of Virtual Campus Recruitment

  • They can reach out to previously unexplored colleges/universities due to resource limitations.
  • Simultaneously thousands of tests can be conducted. The administrative expenses and time to visit each campus and give hundreds of tests are saved.
  • Virtual campus recruitment offers the flexibility to add multiple layers of tests onto a single assessment. 
  • It only has minimum system requirements usually of a computer, a browser, and internet connectivity.
  • The answers can be autosaved hence managing the infrastructure issues, such as the internet, power outage, system crash, etc.
  • Proctoring of the assessments empowers companies to curb assessment-related malpractices.
  • Time saved in evaluation  Since the whole process is web-based, the test evaluation and report generation happen in real-time.

Detailed reports are generated within minutes of completion of the assessments by the candidates, with scores of each assessment being accessible on a single dashboard. This speeds up the decision-making process, hence enabling recruiters to select quickly and carefully.

The actionable analytics available through virtual assessments allows companies to compare different campuses and performance trends. 

What is better for you? (Table with difference showing Business Impact, cost, time involved in each of them)

The CV-based shortlisting in traditional campus recruitment leads to low diversity. But in the case of virtual since the shortlisting is assessment and video resume based, it allows diversifying the talent pool. 

For a traditional campus recruitment drive, the hiring teams are sent to different campuses to carry out the process, which involves large budgets, lots of travel, and tons of logistics. But for a virtual campus recruitment drive, every individual involved in the process only requires a working system to carry out the whole process which helps in saving time. 

Since the traveling expenses and other time and costs get reduced, which in result reduces the average cost per hire for the virtual drive. 

The virtual campus recruitment process is collaborative since every member of the hiring team is able to access the details of candidates, this in return helps in speeding up the process.

Virtual Campus Recruitment During and After Covid-19

The age-old tradition of going to campus, interacting with students, conducting assessments and interviews of the campus recruitment model has been shattered by the pandemic. The Covid-19 crisis made every company question “ What now?”. It made everyone adapt to alternate choices. 

Now, the companies have adapted to the new system of hiring freshers i.e. Virtual campus recruitment. With the pandemic continuing to accelerate digital recruiting strategies, the organizations are also moving quickly to adapt to the virtual hiring platforms. 

The way forward after the pandemic of campus hiring will be crucial, to continue or to not continue with the virtual campus recruitment process will be in the companies hands. But if they do choose virtual recruitment discussed below are some steps, which they should focus on. 

Steps on how to accelerate virtual campus recruitment amidst COVID-19 outbreak

In the post-Covid-19 era organizations will require to focus on: 

  • Comprehensive job mapping

The assessments for every job role must be profile-based. This helps to create a comprehensive framework based on skill-based capabilities and behavioral requirements. 

  • Campus engagement

Having a continuous and interactive campus presence helps in creating a wider audience which later becomes the talent pool to select from. By continuous engagement, the talent can be kept continuously engaged.

  • Power of video

Online pre-placement talks, video resumes, and video interviews help in making the process remote and accessible to all. These options help in engaging with a diverse talent pool and speeding up the whole process.

  • Online Assessments: 

Delivering reliable assessments through new-age tech platforms, which are interactive and accessible to candidates adds a positive point to the campus recruitment process. The platforms must be able to provide legitimate results and insights to the recruiting organizations.

  • Solutions that are easy to implement: The technologies and tools must be easy to implement and should be able to manage most of the recruitment process on one single platform. 

Here at Xobin, we provide pre-employment assessment software which reduces your hiring time from 30 days to 5 days. With Xobin’s unlimited assessment Invitations, you can broaden the top of your recruitment funnel to increase the quality of talent on your shortlist. It helps in making the whole process a whole lot easier.

Contact us for a free trial.

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