4 Challenges Campus Recruiters Could Face


Campus recruitment directly employs students and recent graduates from a college or university. Companies are spending vast amounts of money, resources, travel, and setup costs to capture the new generation of top talent. Every company wants to attract top talent, leading to fierce competition.

But attracting the top talent while dealing with competitors isn’t the only challenge recruiters face during campus recruitment.

Here are some of the common challenges that recruiters could meet.

Challenges Recruiters Face During Campus Hiring

HR recruiters often struggle to find the ideal talent when they face candidates who do not have a solid foundation or the skill sets required for the position.

And when filling an internship position, the challenge comes down to deciding what kind of assessment needs to be done.

One of the biggest challenges is finding applicants who are natural leaders. Unfortunately, finding proactive, problem-solving, go-getter candidates isn’t as easy as it sounds. According to the GradLeaders survey, 25% of campus recruiters face challenges finding students with soft skills, while 26% struggle to find hard skills.

Here are four typical problems faced by companies during campus hiring.


1. Limitations: Manpower and Time

It is no secret that the traditional (manual) hiring process is prolonged, inefficient. As a result, recruitment teams struggle to effectively reach and engage all the candidates present in the recruitment drive. Therefore, campus recruiters miss out on talent.

How to tackle this situation?

Social media provides an additional platform for sharing and promoting jobs. As a result, it becomes a valuable asset with the potential to achieve higher exposure and visibility than traditional methods.

Not even this, 79% of people choose to use social media for their job search. Therefore, utilizing these platforms can be helpful.


2. Screening High Volume Of Candidate and Extending Offer Letters

Campus recruit

Once you know what you can do, you can fix it. But, first, make sure the new system:

It’s no secret that thousands of candidates are supposed to be screened in a campus or university recruitment drive. And screening too many candidates within a single day can be exhaustive for them.

However, most organizations still stick to the traditional recruitment methods, such as managing paper applications. This results in a longer screening process. It is also a massive task for the campus recruiter staff, as they need to ensure that the screening is accurate and that the organization does not miss out on the best talent.

Offering the selected candidates offer letters on the same day also becomes a problem for the campus recruiters as they have to send out thousands of them without any scope of mistake. Thus, it increases the burden on the campus recruiter staff and the entire organization.

How to tackle this situation?

  • The sooner you receive an application, send candidates an acknowledgment email letting them know when applications end and when they can expect to hear from you.
  • Especially let the candidates know if your timeline has been delayed.
  • Never leave candidates clueless about their selection status.
  • Receive resumes online, screen them using automated platforms like Hirebeat to save time.



3. Creating an employer brand that attracts younger generations

Having a reputable employer brand is essential to an organization’s strategy as it helps companies get attention from recent graduates. So, for organizations that are still skeptical about investing in employer branding, here’s why it’s so important.

  • It reduces costs
  • It helps retain employees and recruit new ones.
  • Your interns will become your campus ambassadors.

Many employers struggle to attract young talent. 92% of employers believe that they have a “brand problem” regarding their on-campus recruiting efforts.

How to tackle this situation?

One of the best ways to boost your employer brand among college students is to offer student internship programs or job shadowing opportunities. This way, your company will have a chance to impress young talent with your unique company culture and experienced workforce.

When your interns return to their colleges and universities, they will serve as campus ambassadors to promote your company among other students.

Other great ways to build an employer brand that speaks to younger generations is to give exciting and inspiring classroom presentations and support student organizations’ work on campus.


4. Outdated Recruiting Practices

Campus recruit

We now live in a digital world where social media has become common, especially in the younger generation’s lives. Yet, despite the digital disruption of campus hiring, many employers still use traditional recruiting methods such as paper applications and resumes.

However, these methods are no longer sufficient to recruit the best young talent as traditional recruitment methods rely heavily on human opinion, which risks unintentionally making biased recruitment decisions. Human decision-making is quite personal and can be influenced by many factors not relevant to the job role.

Consequently, it can foster a workforce that lacks diversity and differences in work styles, ideas, and perspectives. This can be detrimental to a company’s progress and productivity in the long run.

How to tackle this challenge?

If you want to recruit the best and brightest students and recent graduates successfully, you need to think outside of campus career fairs and post jobs on on-campus job boards.

Apply marketing strategies in your recruitment and meet students where they are on the Internet. You can also use social media to promote your brand and capture students’ attention. In addition, you should also create a particular landing page for students and recent graduates on your career website.




Indeed, campus recruitment is one of the most complex HR functions. If a typical recruiter on a college campus interviewed about 350 candidates, they would have 350 applicants to track, manage, communicate, and at the same time organize the whole activity.

It also includes email tracking, managing candidates through spreadsheets, and all the paperwork. Are you already feeling challenged? Campus hiring is something that requires an excessive level of tolerance, productivity, and extended effort from your recruiter staff. Or you can optimize your campus recruitment process with Hirebeat.

Hirebeat allows you to screen hundreds and even thousands of candidates’ resumes in minutes. Not even this, by adopting automated interviews (one-way interviews), you can make your recruitment virtual, effective, and timely.

Are you wondering whether you have to deal with the candidate evaluation alone? Not anymore, Hirebeat’s AI-enabled algorithm evaluates the candidates for you based on their recorded video interviews.

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