Hybrid Campus Recruiting Approach

  1. Overview

    With the increased adoption of hybrid work models, campus recruitment is changing with both physical and digital methods of hiring, known as "phygital" hiring. The change is helping recruiters streamline the hiring process, reduce costs, and expand their pool of talent. While many challenges remain, there are some advantages to this kind of execution.

  2. The Rise of Phygital Recruitment Models

    Traditionally, campus recruitment has always been very tough as it involves a huge amount of logistics, mass hiring, and complex workflows. Pandemic brought in the aspect of remote recruitment. However, post-pandemic, most recruiters have implemented a combination of both, what they call "phygital." This hybrid model benefits the best of both worlds to bring in flexibility and scalability for the recruiters.

  3. Benefits of Digital and Physical Hiring

    The campus hiring process, which combines digital and physical elements, has several benefits. On the digital side, travel and logistics time is saved, thus speeding up the recruitment cycle. Online platforms have a global reach, which helps tap into a diverse pool of talent, thereby eliminating biases and reducing costs, especially for junior-level recruitment. However, malpractices during virtual interviews and poor digital infrastructure can be obstacles.

  4. Types of Phygital Campus Recruitment Models

    With hybrid recruitment, there is no lack of approaches since most of them depend on an organization's needs. Video-call interviews are done on initial screenings, followed by in-person interviews for a few candidates. Parallel events for virtual and physical go-on, where recruiters cater both for bigger and smaller institutions. At last, synchronous models hold online and in-person features altogether with the same event and fit candidate accessibility at various scenarios and events.

  5. Best Practices for Phygital Campus Engagement

    Clear communication and strategic planning are necessary when shifting from a physical to a phygital campus recruitment process. The recruiters must clearly outline which aspects of the process will be virtual and which will remain physical. Choosing the right online platforms for assessments and screenings is crucial to maintain a seamless process and prevent cheating or other issues. Using automated systems for communication and candidate management helps streamline the workflow and improve engagement.

  6. Leveraging Social Media for Recruitment

    Millennials and Gen-Z candidates require a solid social media presence. LinkedIn, Instagram, and even university-specific Facebook pages are used to promote campus hiring events to attract more candidates. Informal videos and employee testimonials help create an authentic and engaging employer brand in order to showcase the organization's culture and values.

  7. Building a Strong Employer Brand

    To be successful in phygital campus hiring, employers need to strengthen their employer brand. Candidates usually research a lot about the potential employers before applying. Commitment towards diversity, social issues, and employee wellbeing will attract top talent to the organization. Conducting virtual events, seminars, or discussions on various topics that reflect the company's values further amplifies the employer brand and engages candidates better.

  8. Conclusion

    It incorporates the best of both worlds-the more efficient and cost-effective way to recruit on a phygital campus. Here, the recruiters are adopting technology for the smooth conduct of recruitment with good affinity toward the candidates.