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GradLeaders NEXT for Employers: Redefining Campus Recruitment

 

 

Watch our CEO, Jack Gainer, present the “GradLeaders NEXT: 2017 Roadmap for Innovation” announcement on-demand. This short 8-minute video will provide a quick update on the changing landscape in campus recruitment and a brief look ahead at what’s coming from GradLeaders, as we hold true to our mission of dedication to our employer partners.

Watch the video to:

  • Learn how we’re honoring our commitment to increase employer’s sourcing efficiency, expand their student talent and diversity pipeline, and improve the overall quality of student hires
  • Gain a better understanding of the trends impacting campus recruitment and how you can leverage new GradLeaders features to meet the goals you’ve set for 2017 and beyond
  • Get an insider’s look at our undergraduate database, rolled out in 2016 to include thousands of students from various fields of study
  • Hear updates about our new advanced matching feature, coming soon for skills-based matching using big data analytics
  • Understand more about our new partnership with Burning Glass, which will revolutionize the way you use big data to recruit students in a challenging and competitive job market

Watch the Video


 

Transcript

Hi, I’m Jack Gainer, CEO of GradLeaders. I’d like thank you for taking a few minutes to listen to this GradLeaders NEXT update. GradLeaders NEXT is the brand for every new product, feature, project, plan or process coming from us in the future. During this presentation I’ll provide a quick recap of 2016 and outline our 2017 roadmap for innovation, where we will redefine the campus recruitment industry.

2016 was our first full calendar year as GradLeaders. A lot has happened over the past year, but there’s one thing that hasn’t changed ….  our dedication to you, our employers partners. We have 3 main goals for each partnership: to increase your sourcing efficiency, to expand your student and diversity talent pipeline, and to improve your overall quality of hire. Every decision we made in 2016 was centered around these three priorities. As we look ahead to 2017, we’ll keep the momentum going as we work remain focused on these same goals…

The industry is evolving and we now live in a big data world. The people and organizations who aren't taking advantage of this data and the insights it provides are starting to fall behind. Other industries, like retail, have been the real innovators of this movement. Maybe you’ve heard about how Costco used big data to handle a recall on bad fruit last year. Or how China plans to organize its society by giving citizens scores based on big data

Over the past 30 years, HR and recruitment in particular has been SLOWLY evolving – from the help wanted ads in the newspaper and paper applications… to online job postings and online applications. However, this evolution has only truly made it easier for the applicants – not the recruiter. In fact, in some ways this evolution has created even more work for the recruiter.

Applying online has made it so easy for job-seekers that companies like Goldman Sachs receive over 250,000 applications from students each year. Other companies like JP Morgan, Apple, and Google have reported similarly staggering numbers.  Even smaller companies have these problems… if you're a manager responsible for filling a few new positions each year, you can find yourself buried in the hiring process, with little time to do your day job. And recruiters are so bogged down in the first step of the process, sourcing, that they get to spend very little time doing what they love, recruiting.

Despite the large number of students seeking jobs, employers are struggling to find “work ready” graduates. And waiting for quality and qualified candidates to come to you is waste of time and money.

This isn’t news to you. We’ve been doing surveys of recruiting and talent acquisition teams for years.  The responses consistently point to issues with time and cost to hire, unhappiness with the overall quality of hires, and challenges related with too many applications.

This is where GradLeaders comes in! Our mission is to be the world's leading network for matching students and employers. This is, and always has been our core focus and the foundation of our business since we started over 20 years ago. Nobody has been helping employers deal with the issue of unqualified applicants and the inefficiencies of the sourcing and recruitment processes longer than us. For decades, we’ve provided the best-in-class technology and services to automate the connection between students and employers.

Over the past 18 months, we took our proven model for MBA recruiting and expanded it to undergrad student recruiting. One of our major accomplishments from 2016 was the creation of a new undergrad database with more than 650,000 job-seeking students.

This database not only includes over 140,000 undergrad business and management majors – but it also has over 60,000 engineering majors, more than 40,000 healthcare majors, and thousands of job-seeking students in hundreds of other programs.

Our goal for 2017 will be more of the same – expanding our network by adding more students from more top-ranked schools… and adding new integrations with other HR technologies. But our roadmap for innovation also includes a few exciting new features that will continue to help you increase your team’s efficiency, expand your talent pipeline and improve your overall quality of hire… How? By harnessing the power of big data.

The first new feature coming in 2017 from GradLeaders is the launch of new modern dashboards to provide you access to data exploration tools that you’ve never had access to before. Our reporting tools will also be enhanced with a new data visualization utility that will help you better understand your ROI per job req and per search. This data will help you make better decisions in future hiring situations and recruiting seasons. Together with you, we have learned a lot over the last twenty years. Now we are layering that industry knowledge on top of a new market-leading business intelligence platform. We’ve already previewed this to a few of our employer partners and they literally can’t wait to get their hands on it.

The other exciting new feature coming for GradLeaders Recruiting users in 2017 actually starts with the other side of our business: GradLeaders Career Center. Now every career services approved resume in our database will be broken down into over 250 data elements by a new artificially intelligent resume parsing tool. With data powered by Burning Glass Technologies, a company that manages the nation’s largest database of labor insight data, our new advanced search tool will be a complete game changer for recruiters, enabling highly-effective skills-based matching of job to candidate through big data analytics.

So as you can see, there are a lot of exciting new things coming from GradLeaders. Thank you for taking the time to watch this -- I’ve tried to give you just a brief overview what’s happening at GradLeaders and what’s to come --- but we look forward to showing you much more at our 12th annual MBA Connections Conference on April 10th through the 12th in Columbus, Ohio. This year’s conference is shaping up to be our biggest and best conference yet and we are very proud that this continues to be the premier event for thought leadership in recruitment.

And we’re also hosting our first ever Campus Connections Conference on May 22nd and 23rd in Austin, Texas which will connect career service professionals from our non-MBA school partners with our employer partners who actively recruit undergraduate student talent. So please, register now for both of these events before it’s too late.

Together, we can and will redefine the campus and student recruitment industry, and it all begins in 2017. Thank you!

Author

Catie Ewen

Catie Ewen joined the GradLeaders team to create strategic, industry-related marketing and sales materials. Primarily responsible for content and digital marketing efforts, Catie helps GradLeaders build and maintain its brand, while promoting its exclusive network, recruitment technology, and career management tools. Catie graduated from Miami University in 2014, with dual degrees in both Journalism and Mass Communications.

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