Top strategies in campus recruiting for hirers targeting the Gen Zs

top-strategies-in-campus-recruiting-for-hirers-targeting-the-gen-zsAs an increasing number of Millennials have most likely began settling into their second or third jobs and start to assume junior leadership roles, we turn our attention to the incoming generation i.e. Generation Z, post-millennials or the iGeneration. Members of Generation Z are defined as those born from 1995 onwards. As of 2018, a significant number of those from Generation Z will be starting their first “real” jobs or will be receiving some form of tertiary education.

Recruitment drives targeted at high achieving university students is not unusual. In this article, we look at 3 of the best ways to make the most of your campus recruitment drives in attracting Gen Zs talent.

  1. Improving the candidate experience

The candidate experience is defined as the perception that a candidate gets from an organization’s entire sourcing, recruitment, hiring and onboarding process. Studies have shown that a positive candidate experience ties in directly with an organization’s turnover and hiring performance. In the past, little to no consideration was given towards improving the candidate experience which often resulted in candidate’s gaining a negative impression of an otherwise stellar company. Members of Generation Z are no exception to this rule and thus, the candidate experience needs to start at the campus level.

Campus recruiters need to understand that each and every visitor to their campus booth should be taken seriously and treated as a serious candidate. Often, campus recruiters are members of the HR department who have been assigned to setting up a booth at their local university campus. Consequently, some recruiters have a less than stellar attitude and sometimes resent having been assigned with campus duty.

Thus as a HR professional, one needs to work together with the organization’s representatives at a campus level in order to ensure that the goals of both recruiter and candidate are aligned. A condescending attitude with little interest would only discourage any potential job candidates and serve to hurt the organization on the long run. Instead, recruiters should adopt a welcoming and open attitude towards all candidates which would leave potential employees with a good impression of the organization. As an added advantage, a candidate that has had a positive candidate experience will often recommend said the organization to his/her friends and family thus further improving the organization’s brand recognition.


  1. Implementing a student referral program

As can be seen time and time again, an employee referral program is often one of the best ways for an organization to recruit top quality talent. With many student outreach programs and campus recruitment programs, employers and students are often in close contact with each other which makes it rather surprising that many colleges and universities do not have a student referral program.

A student referral program is a great way for organizations to identify and develop talented students immediately after they graduate. As professors and lecturers within the college community are able to easily identify high-performing students, a student referral program is a great way for an organization to recruit promising talent.

Besides implementing a student referral program, onsite campus recruiters should establish networks within the college and university community in order to identify potentially talented candidates for their organization via a student outreach program. Not only is a student outreach program a great CSR initiative, but it also allows for the organization to reach out and recruit talented students.


  1. Honesty in recruitment

Failing to be honest with potential candidates is a surefire way for HR professionals and recruiters to very quickly bring down their organization’s reputation. Oftentimes in order to entice candidates, recruiters take pains to intentionally mislead potential employees.

This can range from deliberately misrepresenting the organization’s performance, omitting job or salary details and even outright lying about a candidate’s job prospects. While such tactics may work on a short-term basis when attempting to pad recruitment numbers, in the long-term the organization may find itself blacklisted by candidates. In today’s information age where companies are constantly being reviewed online and with such a young demographic i.e. university students, a dishonest recruiter will be very quickly identified and blacklisted.

One of the things appreciated by all job candidates regardless of age or any other factor is the organization’s ability to be honest. By being open and frank towards candidates on aspects such as company culture, job description and career prospects, candidates will appreciate the honesty of the recruiter and allows them to make an informed decision.

Not only does this approach ensure that the right kind of candidates are hired, but it also serves to build up the organization’s reputation on campus as an honest employer with a sense of integrity while protecting the organization from any potential lawsuits.


Making inroads to Generation Z may seem like a daunting prospect for many recruiters out there; from differences in mindset and expectations to a general lack of understanding of the new generation. However, these simple, straightforward tips are one able to bypass any generational conflict or misunderstandings.


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