Marketing Your Organization
Important Tech Contacts
Recruit Interns
Marketing Your Organization
Hiring Non-US Citizens
Frequently Asked Questions
Hiring is an event. Recruiting is a process.
Think of it in marketing terms. A customer has just signed a million dollar contract with your company. The contract signing was only the final event. Much thought, planning, hard work and negotiation went into selling this customer before agreements were made and contracts were signed.
Too many employers don't apply the concepts of marketing to recruiting and are disappointed when the results are poor. Some matters to keep in mind: Successful recruiting is a year-round process which includes taking the time to build the important relationships on campus that will pay off in excellent candidates to consider
Name recognition is important. This does not infer that your organization name need be a household word. It does mean that students at Georgia Tech need to know who you are. Employers must build visibility, presence, and image with students. One way to enhance your recognition might be to create an Employer Profile on the Georgia Tech Career Services web site. This sponsorship opportunity will increase your overall reach to students and offer them quick access to important information about your organization
Top-down commitment from key executives on through the organization will manifest itself in recruiting success
Recruiter and recruiting team continuity. The best recruiters are the ones who are on campus often and over a long period of time. Students know them and will refer other students to them. This takes continuity and commitment
Build a solid co-op, summer hire, and/or internship program. These are among the best recruitment tools available, and can be relatively inexpensive. Give these students FABULOUS work experiences and they become your ambassadors on campus!
Faster and faster. Give the recruiting team a proxy to enable quick action. Speed to market, speed in recruiting. Same concept, same results.
Plan your visit. Sounds simple, but it is surprising how often the simple things get recruiters in trouble. Make certain each team member is aware of scheduling and arrangements. Be professional, and on time
Consider the use of a single main point of contact for the campus. This should be a well-positioned individual in the company who can get to people to make things happen internally. He or she must have a frequent, strong, continuing presence on campus and be known/recognized by faculty/staff/students.
Sell your organization! Be enthusiastic and positive. Send your best to campus not the best available!
Provide specific, well thought out information for the positions you are seeking to fill. Interviewers must be knowledgeable about these positions as well as the company, training programs, products, location, etc.
Technical students seem to prefer technical recruiters.
If possible identify a key executive in the organization to be a liaison representative for the school. He or she need not be an alumnus, but that is helpful. The key attribute is interest and enthusiasm in being involved with the assigned school. Their principal interaction would be with university executives (president, deans, and directors) and with your recruiting team.
Be present and well represented at campus career fairs, career days. This is an excellent opportunity to use "recent hires" to represent the company.
Maintain current, relevant recruiting literature on the web. Georgia Tech students are particularly sensitive to web presence.
An Information Session on-campus is often useful and can be utilized in multiple ways. Sessions done the evening prior to interviewing often save valuable interview time later by discussing the organizational culture, structure, etc. They are also good way to sign up additional students to interview. Information sessions held well in advance of interviewing are a way to build campus presence and name recognition with key students.
Participate actively in membership on key advisory committees.
There should be strong, positive interaction between company representatives and faculty/staff members. University personnel need to know your organization, your programs, and your people. Students often seek advice and counsel from both faculty and staff.
Make your company available for presentations, speeches, and meetings with student and professional societies. These should not always be direct recruiting pushes, but should have a "technical" or educational thread as well.
Sponsor and host field trips for students and faculty to your facilities.
Be ethical, moral, and honest at all times with students, faculty, and staff.
Know and honor the rules and procedures of the Career Services Office. Policies vary from school to school.
Bring successful alumni in your organization to campus for special days/events.
Invest in the colleges that are training and educating your future corporate leaders and employees. This implies an investment of both human as well as financial resources. Provide support and assistance to student groups in different ways. There is always a need for financial or other assistance
Scholarships and equipment gifts enhance corporate visibility if properly leveraged.
Consider hiring a key student to represent your organization on campus.
Plant trips are extremely important in recruiting and hiring. Plan them thoroughly and well. Reimburse students promptly. Follow through. Interviewing managers need training as well as campus recruiters.
This listing is not complete. Many of the items are strongly interrelated. Successful marketing of your company takes planning, time, commitment, interest, enthusiasm, and resources. Remember, Career Services at Georgia Tech is always available for advice and assistance so please don’t hesitate to contact us today!