New WetFeet Report Reveals High-Impact Tactics for Recruiting Student Candidates

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Successful on-campus recruiters rely heavily on internships, high-touch interactions and content-rich marketing as career fairs and information sessions lose impact.

Today WetFeet Inc., the leading authority on recruitment strategy and hiring tools, released its latest research report, Winning Campus Marketing Strategies Report 2006: Top Trends, Practical Recommendations and Student Views on Campus Recruiting.

The report is the result of a series of focus groups WetFeet conducted with students from top undergraduate and MBA programs in February-March 2006. Students were asked how they become aware of prospective employers, what factors they use to create a shortlist of companies to apply to, and their reactions to the campus marketing experience as well as career websites and interviews.

“The competition on campus is fierce,” said Steve Pollock, president of WetFeet and author of the report. “Employers are conducting much more intensive, high-touch marketing tactics on campus than we’ve ever seen before.”

Three clear trends emerged as having the most impact on student candidates while career fairs and information sessions are losing their value.

SIGNIFICANT EMPHASIS ON HIGH-TOUCH RECRUITING

Students are demanding genuine interactions with company representatives, both senior and junior, to get a real sense for what it’s like to work there. Many candidates won’t even consider companies that don’t have a consistent on-campus presence that allows for personal interaction.

GREATER RELIANCE BY EMPLOYERS ON INTERNSHIPS AS A SOURCE FOR FULL-TIME CANDIDATES

Internships are seen as the ultimate trial of what it’s like to work at a company and employers are placing more emphasis on hiring from this pipeline of candidates. Intern recruiting has evolved as a significant on-campus tactic.

STUDENTS INCREASINGLY VIEW EMPLOYERS AS A RESOURCE FOR INFORMATION

Students are looking for inside information on their targeted industry, how to interview, what to expect during the interview process, and other important details they can’t typically glean from standard recruitment marketing tactics. Companies that include an educational component are viewed very favorably by candidates.

The 100-page report goes on to provide a complete analysis of traditional and new recruiting tactics and what level of success can be expected from each, including:

  • A detailed analysis of 20 (traditional and new) on-campus recruitment programs and their expected impact.
  • In-depth views at nine best-in-class campus marketing programs including Bain & Co., Banc of America Securities, Booz Allen Hamilton, Ernst & Young, HSBC, Johnson & Johnson, L’Oreal, Merrill Lynch, and Procter & Gamble.
  • Recommendations on where companies should focus their on-campus efforts.
  • Best and worst examples of campus recruiting.
  • Verbatim responses from student candidates.

WetFeet’s Winning Campus Marketing Strategies Report 2006 may be purchased for $1,995 at http://www.wetfeetresearch.com. An overview of the report and a Table of Contents may be downloaded for free.

ABOUT WETFEET

WetFeet Research & Consulting, a division of WetFeet Inc., is the authoritative source for factual data, emerging trends and informed strategy on effective talent recruiting including sourcing, screening, evaluation, campus recruiting, online recruiting, diversity recruiting and retention. WetFeet has conducted extensive consulting engagements and customized research for many of the world’s top employers including Merrill Lynch, Procter & Gamble, Federated Department Stores and Deutsche Bank.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

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