--- name: University Recruiting & Campus Programs description: "Build talent pipelines through university partnerships, internships, and campus recruiting. Triggers: 'university recruiting', 'campus recruiting', 'internship program', 'college career fair', 'university partnership', 'early career talent', 'campus ambassador', 'co-op program', 'student talent', 'new grad hiring', 'campus program', 'career fair'" --- # University Recruiting & Campus Programs ## Overview Build sustainable early-career talent pipelines through strategic university partnerships, internship programs, campus events, and co-op arrangements. Convert students into full-time hires. ## Workflow ### University Relationship Development 1. **Target School Identification**: - Tier 1: Target schools (high conversion, strategic fit) - Tier 2: Schools of interest (growing relationship) - Tier 3: Open access (as needed) - Criteria: Program quality, geographic proximity, diversity, alumni performance 2. **Career Services Partnerships**: - Dedicated university recruiter per region/school - Regular check-ins with career services offices - Exclusive recruiting agreements where possible - Faculty relationships for technical programs 3. **Program Alignment**: - Map university programs to hiring needs - Advisory board participation - Curriculum input for emerging skills - Joint research or project opportunities ### Campus Recruiting Execution 1. **On-Campus Interviews (OCI)**: - Interview cycle planning (fall for grads, spring for interns) - Interview scheduling and logistics - Interviewer team assembly and training - Offer extension and acceptance tracking 2. **Career Fairs & Events**: - Pre-event promotion and resume collection - Booth staffing and materials - On-site interviews or screening - Post-event follow-up within 48 hours 3. **Information Sessions**: - Virtual and in-person campus presentations - Current employee/student ambassador participation - Q&A and networking - Application drive during/after session 4. **Technical Assessments**: - Take-home assignments or coding challenges - Case study presentations - Panel interviews with team members - Evaluation rubric consistency ### Internship & Co-op Programs 1. **Program Design**: - Duration (8-12 weeks summer, 4-month co-op) - Role structure (defined projects, mentorship) - Compensation and benefits - Conversion expectations and criteria 2. **Intern Onboarding**: - Pre-arrival materials and setup - Orientation (company-wide + intern-specific) - Project assignment and kickoff - Buddy/mentor assignment 3. **Intern Experience Management**: - Weekly check-ins with manager - Mid-program review - Development activities (lunch-learns, workshops) - Social and networking events - Feedback collection 4. **Conversion Process**: - Final project presentation - Performance evaluation - Return offer decision timeline - Offer extension and negotiation - Bridge support (between internship and start date) ### Pipeline Nurturing 1. **Talent Communities**: - Student LinkedIn groups - Email newsletters - Exclusive webinars and content - Alumni mentorship matching 2. **Student Ambassador Programs**: - Campus brand ambassador recruitment - Training and resource kits - Event hosting support - Stipend or incentive structure 3. **Diversity Partnerships**: - HBCU, HSI, TWU relationships - NSBE, SWE, PMEF, OUTinTech events - Diversity scholarship programs - Inclusive recruiting practices ## Templates ### Campus Recruiting Calendar ``` Annual Campus Recruiting Calendar =================================== Academic Year: [2024-2025] SUMMER (Internship Cycle) June: Intern onboarding and kickoff July: Mid-summer intern check-ins; events August: Intern final presentations; return offers extended August: Fall recruiting promotion begins FALL (Full-Time Cycle) September: Career fair season begins; on-campus info sessions - Week 1-2: [University A] info session - Week 3: [Career Fair B] - Week 4: [University C] info session October: On-campus interview cycles - Week 1-2: [University D] OCI - Week 3-4: [University E] OCI November: Continued OCI; technical assessments - Week 1-2: [University F] OCI - Week 3: Superday events December: Offers extended; acceptance tracking - Offers deadline: [Date] - Acceptance deadline: [Date] WINTER (Nurturing + Planning) January: Next-year planning; school list review February: Virtual info sessions; winter career fairs March: Spring campus visits; leadership panel events April: Final offers; waitlist management May: Bridge program communication; pre-onboarding June: New graduate start date KEY METRICS TO TRACK - Resumes collected per event - Screen-to-interview ratio - Interview-to-offer ratio - Offer acceptance rate - Intern conversion rate - New grad retention (1yr, 2yr, 3yr) - Cost-per-hire (campus vs. experienced) ``` ### Internship Program Structure ``` Internship Program Structure ============================== Program Year: [2024] Duration: [10 weeks] Start Date: [June X] | End Date: [August X] PROGRAM OVERVIEW - Total intern headcount: [X] - Departments represented: [List] - Locations: [On-site / Hybrid / Remote options] - Compensation: [$X/week + housing stipend if applicable] WEEK-BY-WEEK STRUCTURE Week 0 (Pre-arrival): - Welcome email with logistics - IT equipment shipped - Pre-boarding materials sent - Manager intro call scheduled Week 1: Orientation - Company-wide orientation (Day 1-2) - Intern-specific kickoff (Day 3) - Team introductions and project kickoff (Day 4-5) - Buddy/mentor assigned Weeks 2-4: Project Execution (Phase 1) - Weekly 1:1 with manager - Mid-point social event (Week 3) - Lunch-learn session (Week 4) Week 5: Mid-Program Review - Formal check-in with manager and HR - Project progress assessment - Feedback exchange (bidirectional) - Adjustment to project scope if needed Weeks 6-8: Project Execution (Phase 2) - Weekly 1:1 with manager - Cross-team collaboration activity (Week 6) - Leadership meet-and-greet (Week 7) - Presentation preparation support (Week 8) Week 9: Final Presentations - Capstone project presentations to leadership - Peer and manager feedback - Program celebration event Week 10: Wrap-up - Final evaluations completed - Return offer discussions (for qualifying interns) - Exit survey - Offboarding and alumni network enrollment MANAGER RESPONSIBILITIES - Define clear project scope by Week 1 - Weekly 1:1 meetings (minimum 30 minutes) - Provide timely feedback - Ensure intern inclusion in team activities - Complete mid-point and final evaluations - Advocate for return offer (if performance warrants) SUCCESS CRITERIA - Project completion and quality - Cultural fit demonstration - Learning agility - Collaboration and communication - Initiative and problem-solving ``` ## Edge Cases | Scenario | Handling | |----------|----------| | Low application volume from target school | Increase ambassador presence; sponsored events; targeted social media | | High offer decline rate | Investigate reasons (comp, location, other offers); improve offer competitiveness | | Intern underperformance | Early feedback; scope adjustment; clear expectations; don't convert if not ready | | School changes recruiting policy | Adapt quickly; build alternative access channels; virtual options | | New grad retention issues | Structured onboarding post-graduation; continued mentorship; career pathing | | Geographic constraints | Remote/virtual interview options; relocation support; remote work flexibility | | Diversity goals not met | Expand HBCU/HSI partnerships; diversity scholarships; blind screening | | Budget cuts to campus recruiting | Prioritize Tier 1 schools; virtual events; increase referral reliance | ## Integration Points - **ATS**: Greenhouse, Lever (campus-specific pipelines, tracking) - **University platforms**: Handshake, WayUp, Symplicity (posting and applications) - **Event management**: Eventbrite, Cvent (career fair logistics) - **Internship management**: Fuel50, Parc (intern onboarding and tracking) - **CRM**: Salesforce, Apollo (student relationship tracking) - **Communication**: Email, Slack, social media (pipeline nurturing) - **Analytics**: Custom dashboards (campus recruiting metrics) - **HRIS**: Workday, BambooHR (new grad onboarding) ## Best Practices 1. **Start early**: Build relationships years before you need hires 2. **Consistency matters**: Annual presence builds brand recognition 3. **Internship as extended interview**: Design programs for conversion success 4. **Manager buy-in**: Engaged managers make or break intern experience 5. **Alumni leverage**: High-performing alumni are best recruiters on campus 6. **Diversity by design**: Partner with diverse organizations and schools intentionally 7. **Data-driven school selection**: Base tier classifications on conversion and performance data 8. **Continuous feedback**: Survey interns and new grads to improve program annually