In the fast-paced digital world we work in, we would be remiss not to leverage the Internet at full capacity for all of our recruiting needs. The web thinks faster than we can, so why not leverage a well-oiled machine with greater reach at greater speeds? That was our first question.
Converting our traditional past practices into virtual best practices has helped our number of qualified applicants and quality hires soar, which brings us where we are today: a robust recruiting team with a virtual recruiting model that works time after time.
So after years of making career fair appearances, offering information sessions and on-campus interview opportunities, we could no longer justify the sheer time and cost of sending members of our recruiting team to schools across the U.S. when most of the time, it didn't result to any hires. So we chose to forego traditional recruiting methods and consult Google, LinkedIn and InternMatch/LookSharp among others. These platforms influenced us to spiral our efforts into exploring talent aggregators and activating innovative branding tactics to more effectively connect with quality passive and active job seekers. The result? Hires from over 125 different universities since 2009 and our current workforce population saturated with emerging leaders who began their careers with us as interns or entry-level associates. Converting our traditional past practices into virtual best practices has helped our number of qualified applicants and quality hires soar, which brings us where we are today: a robust recruiting team with a virtual recruiting model that works time after time.
So, how did we make the big shift from recruiting on campus to on the internet? We realized the importance of being student-centered, not campus-centered. Our employment brand must humanize its voice and speak conversationally toward the students we're targeting, not just the schools we're hoping to draw talent from. However, that doesn't mean we've completely eliminated the middle man. Undoubtedly, we rely on building strong relationships with career centers, specifically at the schools in which we've historically hired top talent from. Digital communications, such as Google Hangouts and LinkedIn groups, as well as a VIP Day for career center contacts at our Purina World Headquarters in St. Louis, Missouri, are a few of the ways we nurture our relationships with these schools.
We would be misleading if we said the success of this shift from campus to virtual happened overnight. It didn't. It involved expanding our Recruiting Team, growing our social networks, revamping our Careers Website, organizing virtual job fairs and attracting participants, and vigorously using every resource at our fingertips. We became very resourceful and curious to explore all of the cloud products and platforms that can help us inch closer to cultivating talent communities that perpetually, and willingly, engage with us.