Insights

For years, campus recruiting looked essentially the same every fall. You’d fill out your schedule with a full slate of on-campus, in-person career fairs and recruitment events, relying heavily on specific schools to fill positions. But in 2020, everything changed. Companies were forced to recruit almost entirely virtually, learning how to navigate everything from events to interviews on Zoom. This year, with students returning to campus nationwide, in-person events are popping up on the schedule once again. But the campus recruitment landscape has been changed forever.

When focusing on D&I in the workplace, it’s important that the inclusion part of the equation isn’t pushed aside. Companies must create inclusive environments for their employees in order to ensure they’re happy, feel safe, and are able to work to the best of their abilities. One way they can do so is by recognizing and celebrating occasions that matter to their employees, like Juneteenth and Pride Month.

Diversity recruiting is no longer an option, but a necessity. If your company wants to be more innovative, welcoming, and financially successful, it’s critical that diversity and inclusion are prioritized throughout the organization—starting with hiring.

June 5, 2021 - New York, NY - RippleMatch, the leading early career recruiting platform, today announced that it will be presenting proprietary insights collected from thousands of Gen Z candidates who are part of a group that is traditionally underrepresented at work. These insights will be shared live during the 2021 NACE Conference & Expo as part of RippleMatch's data webinar on June 7 at 12:15 pm ET.

Internships serve several purposes: as well as introducing potential new hires to your company and its workplace culture, they are an opportunity for interns to experience your city and determine whether they’d be happy relocating there to work with you.

In order to recruit top talent—and protect your brand—it’s critical that you invest in creating a positive candidate experience. It may not seem like the most important consideration in your recruitment process, but a negative candidate experience can lead to significant financial consequences. With today’s student job seekers expecting even more from companies in regards to communication and personalization, how can you ensure your process fits their needs?

Campus recruitment teams face many challenges. Two of the biggest concerns are identifying talent early and keeping candidates engaged. Of course, ensuring that candidates have a positive experience is also important. But with a shifting recruitment landscape and a need to consistently meet hiring deadlines, how can talent acquisition teams manage these responsibilities?

Increasing diversity isn’t just a moral imperative—it’s a business one, as well. Companies with a diverse workforce see higher revenues and are more likely to be measured as innovative leaders in their industries. Showing a strong commitment to diversity and inclusion is also essential to attracting the talent that leads to innovative and standout results, with 67% of job seekers citing diversity is an important factor when considering a company.

In order to recruit and retain a diverse workforce, you must start at the entry-level. Gen Z makes up the most diverse workforce yet, but focusing on traditional recruiting pipelines may make it difficult to hire students from underrepresented backgrounds. By hiring primarily from a few core schools, you could be missing out on a lot of great talent who attend smaller or less well-known colleges. One way to increase your diversity hiring at the entry level is to partner with organizations that support underrepresented minorities. There are countless organizations that provide support, resources, and training to diverse candidates, and many are happy to work with corporate partners. By supporting these organizations, your company can not only provide training and assistance to underrepresented candidates, but you can open up your pipeline and hire interns and entry-level employees directly from their membership base. Here are 28 diversity-focused organizations to partner with.