College Recruiting: Engage
College recruiting is about creating interest in the right students. Whether a college recruiter is filling
internships or offering full-time jobs, the hectic time before graduation is the culmination of a year’s
worth of work to build a ready talent pool.
Treating college students well is paramount; you are building a relationship with the next generation of
employees and leaders. In the next 12 years, college students will make up about 75% of the global
workforce, and they are already reshaping the workplace1. Brian Solis writes: "Millennials aren’t only
disrupting the consumer landscape, they’re changing the game for human resources. To say that the
digital lifestyle of Gen Y is unique is an understatement. How they express themselves and what’s
important to them is much different than the generations before them. As such, how employers need to
manage and recruit this new generation of connected employees requires much more than a LinkedIn or
traditional recruitment approach. Millennials are expressing themselves in a unique way, which is more
like Facebook than that of a digital CV or online resume. Did you know that the average age of a LinkedIn
user is 43?2"
Adjusting to this sociological shift is tactically and strategically critical and should become part of your
competitive advantage today. This document describes how TalentCircles enables you to pursue an
efficient college recruiting strategy with minimal resources.
Table of contents
TalentCatch: Instant candidate capture at career fairs ............................................................................. 2
Case Study: AT&T ....................................................................................................................................... 2
How TalentCatch works ............................................................................................................................. 3
Capture Candidates Everywhere ........................................................................................................... 3
Efficiency: One minute or less per candidate ........................................................................................ 3
Operating offline ................................................................................................................................... 4
Immediate access ...................................................................................................................................... 4
Social login ................................................................................................................................................. 5
Automatic profile population .................................................................................................................... 5
From paper to profiles: instant resume transformation ........................................................................... 5
Uploading electronic resumes ................................................................................................................... 5
Scanning resumes with TalentScanTM ........................................................................................................ 6
Virtual career fairs and word-of-mouth ................................................................................................... 7
Inviting members to share ......................................................................................................................... 8
The challenge of picking the best candidates for internships ................................................................... 8
Questionnaires to qualify students............................................................................................................ 8
Group interviews/meetings ....................................................................................................................... 9
Follow up, Follow through! Continuous engagement ............................................................................. 10
1
2
http://www.forbes.com/sites/85broads/2012/01/23/gen-y-workforce-and-workplace-are-out-of-sync/
http://www.briansolis.com/2012/11/is-the-millennial-workforce-linked-in/
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TalentCatch: Instant candidate capture at career fairs
Career fairs offer employers a chance to tell a compelling story to many students and motivate the best
ones to apply. During a career fair, recruiters are running on all cylinders, often overwhelmed and simply
unable to effectively interact with every candidate.
Named “Best HR Idea of 2012” by Human Resource Executive, the TalentCatch iPad app from
TalentCircles drastically reduces the amount of time it takes for a recruiter to capture a candidate record.
Case Study: AT&T
AT&T presented their
problem with career fair
recruiting at the NACE
Conference in May
2012.
By using TalentCatch
from TalentCircles,
AT&T moved from a
manual process of
collecting paper
resumes to instantly
capturing candidate
data and their
professional interests on
an iPad.
TalentCatch allowed AT&T to increase their leads by 300%. It’s that simple!
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How TalentCatch works
Capture Candidates Everywhere
You want to sign up as many
candidates as possible and do it
quickly. TalentCatch is a fully branded
app that can be customized to your
needs in one day. There is no learning
curve, so you can be up and running
immediately.
Efficiency: One minute or less per candidate
At a career fair or anywhere else, just
hand TalentCatch to a new candidate.
They enter their name, email, ZIP
code, and any other info you choose
to include (job category, desired
position, availability, etc…).
TalentCatch instantly adds your new candidates to your TalentCircles talent network. If you don’t have
TalentCircles, you can export your candidate data as a simple Excel spreadsheet and continue the
conversation with candidates by email.
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TalentCatch can
automatically add
new candidates to
your TalentCircles
talent network,
where you can easily
search, filter and
engage with them.
Operating offline
A stable Internet connection is never guaranteed at a career fair, especially in the basement of a building
(where career fairs often take place). You can use TalentCatch offline - all your candidate records are
saved on your iPad and can be retrieved later.
Instant sign up using TalentCircles
Recruiters rarely travel without their laptop. If your company has a TalentCircles talent network, you can
immediately welcome candidates to join your talent network.
Immediate access
You can create a landing page
specifically for the event and
add a button that takes
students directly into
TalentCircles, or you can also
start from the talent network
landing page join.
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Social login
After they have selected the social network they prefer, students are
invited to complete their registration.
As soon as they click on Register, they are in your talent network.
Automatic profile population
If candidates use a social login, their
professional profile is automatically
populated from other social networks.
These candidates can log in, join the
circles that you’ve created, and
introduce themselves with a video
resume.
Note: you can also assign candidates to
specific circles without asking them to
join.
Our white paper Build candidate
pipelines effortlessly describes how you
can segment your network into circles
and tag candidates.
From paper to profiles: instant resume transformation
Students often have little professional information on their Facebook and LinkedIn profiles - but they do
have a resume. TalentCircles allows you to import both electronic and paper resumes, converting them
into live profiles on your talent network.
Uploading electronic resumes
You can upload electronic resumes (MS
Word or PDF). TalentCircles parses the
resumes (detecting work history,
education, skills, etc.) and converts
them into easily searchable profiles.
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Once the resume conversion is completed,
the candidate's profile is available.
Then, you can send a message to these
candidates and suggest that they log in to
update their professional information, add a
profile picture, and record a short video
resume.
Scanning resumes with TalentScanTM
At career fairs, candidates often hand you their
paper resumes. You end up with a daunting
stack of resumes. TalentScan allows you to scan
paper resumes and convert them into profiles
on your talent network.
Note: Planned for April 2013
List of scanners currently supported:
http://www.fujitsu.com/us/services/computing/peripherals/scanners/scansnap/
https://www.usa.canon.com/cusa/consumer/products/scanners/document_scanners
Again, you can send an email campaign to
candidates created from paper resumes - and
ask them to update their professional
information, add a profile picture, and record a
short video resume.
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Virtual career fairs and word-of-mouth
Your team may not be large enough to attend dozens of events. TalentCircles allows you to organize
virtual career fairs using the webinar feature (up to 200 participants at a time).
You may have built a list of candidate records from university career organizations and student
associations. You can import these candidates into your TalentCircles talent network and send them an
email campaign to invite them to your virtual career fair.
By using TalentCircles instead of a stand-alone virtual meeting product, you get all the benefits of a talent
engagement platform. Attendees instantly become members of your talent network, where they can
build out their professional profile and attend future events.
You can set up a virtual career
fair in minutes. Just specify:

The title, date, and time
of the event

A short description of the
event

Documents that you want
to view during the event

If the event is open to
anyone (RSVP) or only
invited guests

The names of the
participants. You can
invite participants by
name or by email address.
Once the event is created, you can post
the URL of the virtual career fair on a
website or send it out in an email
campaign.
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Inviting members to share
TalentCircles allows you to
post announcements to
your entire talent network
or target certain people
within a Circle. You can even
ask existing members (such
as interns) to spread the
word and invite more
people to attend a webinar
and join your talent
network.
TalentCircles allows you to reach qualified college students and build a network of potential job
candidates that you can come back to year-after-year. You can transform your interns and former
employees into brand ambassadors to help you create an energetic talent pool that will become your
future workforce.
The challenge of picking the best candidates for internships
When you’ve attracted interesting students to your in-person or virtual career fair, you must then do the
difficult work of identifying the best candidates for the job. Students tend to have short resumes with
limited work experience. When you have 100 student resumes for 3 internship positions and 4 weeks to
make the call, there’s very little you can do to find the right hires. You can’t possibly call or interview that
many people. You end up choosing haphazardly or picking someone who has a professional connection.
You don’t have a product that lets you easily create and manage your screening process.
In addition to the ability to video interview candidates individually. TalentCircles assists your screening
process. You can:


Create skill-tests using pre-recorded interviews (what TalentCircles calls “Questionnaires”)
Conduct online group interviews and share recorded interviews with your recruiting team
Questionnaires to qualify students
TalentCircles' Questionnaires feature enables employers to create as many pre-recorded interview
templates and questionnaires as they wish.

Each questionnaire can include different question types: recorded voice & video, short essay, or
multiple-choice. This enables employers to customize questionnaires depending on job category and
their screening goals. For example, multiple-choice questions can be a very effective way to screen
students when technical knowledge is involved (finance, technology, manufacturing, medical, etc.)

Questionnaires can be posted to social media channels and/or sent to a group of candidates with a
deadline to respond.
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
Questions can be scored automatically or manually by reviewers.
For more detailed information about TalentCircles' Questionnaires, see our White Paper: TalentCircles, The
Ultimate Screening and Interviewing Solution.
For each questionnaire,
TalentCircles generates
reports by question and
candidate score, thus
providing an analytical
view of students'
performance.
While only a few students
will be selected for this
internship, other highperforming students can
be considered as “prequalified prospects” for a
future position.
Group interviews/meetings
A joint research study3 by the Harvard Business School & Harvard Kennedy School has established the
unique benefits of group evaluation/discussions: "New research suggests that organizations wishing to
avoid gender stereotyping in the hiring or promotion process--and employ the most productive person
instead—should evaluate job candidates as a group, rather than one at a time."
Today, group interviews are difficult to conduct using stand-alone virtual meeting products that are not
integrated with recruiting tools. TalentCircles allows you to effortlessly schedule online group interviews.
Students (up to 10 at a time) can interact via video. Meanwhile, the recruiter can take private notes on
what he/she observes.
3
http://hbswk.hbs.edu/item/7006.html
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As the conversation
unfolds, the recruiter
can check each student's
profile - work history,
education, skills, and
other professional
information.
The recruiter can also
pull up a document to
view together.
The entire meeting can
be recorded and later
sent to a hiring manager
for feedback.
Because their resumes are so premature, it is impractical to screen students by resume sifting or abstract
job matching. In a group meeting, the best students can shine. Recruiters and hiring managers can assess
beyond words on a resume – they can determine a student’s attitude and leadership ability.
Using Questionnaires and group interviews, a recruiter can give a fair shot to 100 candidates in just one or
two days, instead of juggling resumes and phone calls for three or four weeks.
Follow up, Follow through! Continuous engagement!
The vast majority of the students you meet at career fairs will tell you that they’ve been
frustrated by the lack of follow-up and follow-through — and in the social media era, it's easy
for them to share their frustrations with a large group of friends almost instantaneously.
TalentCircles was designed to give you the ability to sign-up candidates and follow-up with them
easily. Remember – a great student that does not land an internship today can be a fantastic job
candidate in the future. Do not alienate that student – follow up and follow through.
The capabilities of TalentCircles have been described in these white papers that are available on request:
 The Candidate Experience
 TalentCircles – The Ultimate Screening/Interviewing Solution
 Populating Your Network
 Creating/Managing a Talent Network
 Building Candidate Pipelines Effortlessly
 Employer Branding "Inside"
TalentCircles enables you to manage quantity, diversity as well as quality — in other words, build
powerful pre-qualified talent pools of students.
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