Campus Talent Acquisition Scorecard™
Your overall score is
70%
Congratulations on taking the first step to building a best-in-class campus recruiting program. Review your results below to get started on addressing your weaknesses and building on your strengths.
Stages Overview
The circles represent your score in each of the three stages of the Campus Talent Ecosystem.
Planning | 66%
Pipeline | 74%
Performance | 69%
Success Drivers Overview
The chart below represents the overall scores for the ten success drivers critical to optimizing your success on campus.
Planning
Pipeline
Performance
Clarity
Commitment
Programs
Branding
Awareness
Selection
Experience
Bench Strength
Mechanics
Metrics
100%
80%
60%
40%
20%
0%
Planning
The internal work required to establish recruitment goals, create demand for new talent within your organization, and design student programs.
Strategic recruitment plan in place and up-to-date (long term vision, mission, and goals)6
Annual goals and objectives in place5
Appropriate measures and benchmarks are applied5
Senior leadership understands and communicates the importance of campus recruitment7
Hiring managers are fully on board5
Recruiting team prioritizes campus recruitment appropriately7
Divisions/Branches/Departments collaborate and support campus hiring6
Marketing team understands the unique marketplace and assigns adequate resources8
Robust new grad program attracts candidates through talent pipeline8
Rotational or leadership programs attract the right candidates and produce valuable talent to the business7
Internship program offers a great experience, improves talent pipeline, and produces valuable work outcomes9
Co-op program offers a great experience, improves talent pipeline, and produces valuable work outcomesN/A
Projects, micro-internships or other work experience programs contribute to talent pipeline and build awarenessN/A
Pipeline
The external process of creating a supply of the right talent for your organization.
Employer brand proposition is relevant to today’s students and graduates9
Employer brand proposition is clearly expressed and easily remembered10
Brand messaging is appropriate for attracting diverse talent8
All marketing, advertising, job postings, etc. are consistent with the brand messaging10
Target school criteria is clearly established and selection is regularly reviewed6
Campus partners are identified (career offices, intern/co-op offices, student clubs, faculties, etc.)8
Campus events/activities (in person and virtual) are relevant and attractive to the right students7
Off-campus events/activities (in person and virtual) are relevant and attractive to the right students9
Ambassador program is well managed and leveraged to promote the brand and opportunities7
Social media plan is resourced adequately and is appropriate for the audience9
Diversity channels, events and partner organizations are optimized8
Non-campus sources and vendors provide valued support7
Organization’s careers website is kept up-to-date with relevant and attractive content; provides clear information about opportunities and processes; and, supports brand message10
Selection process is effective at identifying the right talent in a timely manner5
New grad positions are regularly filled by hires from pool of interns, co-ops or other students8
Evaluation of student employees supports good hireback decisions8
Diversity data is collected and outcomes measured5
There is no unconscious bias in selection process and access to opportunities is equitable5
Selection processes are regularly reviewed and improved6
Enquiries from interested students are responded to in a timely and appropriate manner5
Online application experience is simplified and accessible7
Candidate communications are timely and reinforce a positive experience2
Communications with accepted hires is continuous and builds further engagement and excitement5
Pre-boarding activities and information are used to keep accepted hires engaged4
On-boarding is a positive experience and designed to support the success and engagement of new hires8
Work experiences are designed to ensure new hires can make a meaningful contribution, learn new skills, and support positive word-of-mouth among students9
Policies actively support diverse students10
Mentors are well trained and mentorship program is well structured and implemented5
Learning and development is a valued component of student programs8
Supervision, feedback and evaluation contribute to a positive experience and identification of future talent8
Performance
The on-going measurement at all stages to make improvements and optimize processes, capabilities, tools, and technology to enhance outcomes.
Recruitment team knowledgeable about the organization, opportunities, and programs8
Recruiters are highly personable, outgoing and appealing to candidates7
Campus team has a deep understanding of the lines of business and the talent needs of their internal clients9
Campus team is constantly learning about new tactics and best practices in student recruitment7
Recruitment team reflects the diversity of candidates9
Labor-intensive processes minimized via use of technology3
Applicant tracking system is optimized for campus recruiting3
Interview scheduling is automated3
Privacy and confidentiality is ensured6
Campus recruitment-specific careers website presents a professional and up-to-date appearance10
Use of technology is well balanced with high touch interaction6
Communication with applicants, candidates, and new hires is automated, but also customized, wherever possible7
Objective, confidential feedback is collected from interns/co-ops before, during and after experience9
Objective, confidential feedback is collected from new grads before and during their experience9
Objective, confidential feedback is collected from candidates who reject offers5
Hiring timelines are documented and measured7
Brand rankings and 3rd party evaluations are monitored5
Feedback from schools and faculties is collected regularly7
Input from hiring managers is systematically sought and responded to8
Input from leadership is systematically sought and responded to8
Regular self-evaluation by campus recruitment team8
You've Made a Great Start!
Here are some recommended next steps:
- Have others on your campus recruitment and/or or early talent team complete the Scorecard. Share and discuss your results.
- Ask some of your hiring managers and/or leadership team to complete the Scorecard. Not only will this give you new insights, it will also expose them to the many parts of the complex work you do.
- Along with your team, come to agreement on what you believe are your two greatest strengths. Make sure you understand why these are strengths and make plans to reinforce them.
- Next, have your team determine your two greatest weaknesses. Brainstorm together and determine a strategy or tactics to address these weaknesses over the next year.
70%
Congratulations on taking the first step to building a best-in-class campus recruiting program. Review your results below to get started on addressing your weaknesses and building on your strengths.
Stages Overview
The circles represent your score in each of the three stages of the Campus Talent Ecosystem.
Planning | 66%
Pipeline | 74%
Performance | 69%
Success Drivers Overview
The chart below represents the overall scores for the ten success drivers critical to optimizing your success on campus.
Planning
Pipeline
Performance
Clarity
Commitment
Programs
Branding
Awareness
Selection
Experience
Bench Strength
Mechanics
Metrics
100%
80%
60%
40%
20%
0%
Planning
The internal work required to establish recruitment goals, create demand for new talent within your organization, and design student programs.
Strategic recruitment plan in place and up-to-date (long term vision, mission, and goals)6
Annual goals and objectives in place5
Appropriate measures and benchmarks are applied5
Senior leadership understands and communicates the importance of campus recruitment7
Hiring managers are fully on board5
Recruiting team prioritizes campus recruitment appropriately7
Divisions/Branches/Departments collaborate and support campus hiring6
Marketing team understands the unique marketplace and assigns adequate resources8
Robust new grad program attracts candidates through talent pipeline8
Rotational or leadership programs attract the right candidates and produce valuable talent to the business7
Internship program offers a great experience, improves talent pipeline, and produces valuable work outcomes9
Co-op program offers a great experience, improves talent pipeline, and produces valuable work outcomesN/A
Projects, micro-internships or other work experience programs contribute to talent pipeline and build awarenessN/A
Pipeline
The external process of creating a supply of the right talent for your organization.
Employer brand proposition is relevant to today’s students and graduates9
Employer brand proposition is clearly expressed and easily remembered10
Brand messaging is appropriate for attracting diverse talent8
All marketing, advertising, job postings, etc. are consistent with the brand messaging10
Target school criteria is clearly established and selection is regularly reviewed6
Campus partners are identified (career offices, intern/co-op offices, student clubs, faculties, etc.)8
Campus events/activities (in person and virtual) are relevant and attractive to the right students7
Off-campus events/activities (in person and virtual) are relevant and attractive to the right students9
Ambassador program is well managed and leveraged to promote the brand and opportunities7
Social media plan is resourced adequately and is appropriate for the audience9
Diversity channels, events and partner organizations are optimized8
Non-campus sources and vendors provide valued support7
Organization’s careers website is kept up-to-date with relevant and attractive content; provides clear information about opportunities and processes; and, supports brand message10
Selection process is effective at identifying the right talent in a timely manner5
New grad positions are regularly filled by hires from pool of interns, co-ops or other students8
Evaluation of student employees supports good hireback decisions8
Diversity data is collected and outcomes measured5
There is no unconscious bias in selection process and access to opportunities is equitable5
Selection processes are regularly reviewed and improved6
Enquiries from interested students are responded to in a timely and appropriate manner5
Online application experience is simplified and accessible7
Candidate communications are timely and reinforce a positive experience2
Communications with accepted hires is continuous and builds further engagement and excitement5
Pre-boarding activities and information are used to keep accepted hires engaged4
On-boarding is a positive experience and designed to support the success and engagement of new hires8
Work experiences are designed to ensure new hires can make a meaningful contribution, learn new skills, and support positive word-of-mouth among students9
Policies actively support diverse students10
Mentors are well trained and mentorship program is well structured and implemented5
Learning and development is a valued component of student programs8
Supervision, feedback and evaluation contribute to a positive experience and identification of future talent8
Performance
The on-going measurement at all stages to make improvements and optimize processes, capabilities, tools, and technology to enhance outcomes.
Recruitment team knowledgeable about the organization, opportunities, and programs8
Recruiters are highly personable, outgoing and appealing to candidates7
Campus team has a deep understanding of the lines of business and the talent needs of their internal clients9
Campus team is constantly learning about new tactics and best practices in student recruitment7
Recruitment team reflects the diversity of candidates9
Labor-intensive processes minimized via use of technology3
Applicant tracking system is optimized for campus recruiting3
Interview scheduling is automated3
Privacy and confidentiality is ensured6
Campus recruitment-specific careers website presents a professional and up-to-date appearance10
Use of technology is well balanced with high touch interaction6
Communication with applicants, candidates, and new hires is automated, but also customized, wherever possible7
Objective, confidential feedback is collected from interns/co-ops before, during and after experience9
Objective, confidential feedback is collected from new grads before and during their experience9
Objective, confidential feedback is collected from candidates who reject offers5
Hiring timelines are documented and measured7
Brand rankings and 3rd party evaluations are monitored5
Feedback from schools and faculties is collected regularly7
Input from hiring managers is systematically sought and responded to8
Input from leadership is systematically sought and responded to8
Regular self-evaluation by campus recruitment team8
You've Made a Great Start!
Here are some recommended next steps:
- Have others on your campus recruitment and/or or early talent team complete the Scorecard. Share and discuss your results.
- Ask some of your hiring managers and/or leadership team to complete the Scorecard. Not only will this give you new insights, it will also expose them to the many parts of the complex work you do.
- Along with your team, come to agreement on what you believe are your two greatest strengths. Make sure you understand why these are strengths and make plans to reinforce them.
- Next, have your team determine your two greatest weaknesses. Brainstorm together and determine a strategy or tactics to address these weaknesses over the next year.
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