Managing the moving parts of a campus recruiting program can be a daunting task, particularly when you have limited internal resources. When BASF’s new University Recruitment Manager was asked to grow their existing program, she knew she had a lot on her plate. Despite being the largest chemical company in the world, BASF was not a particularly well-known employment brand in the United States, nor did it have a large campus team. With too much to do in such a short period of time, the UR Manager at BASF decided to tackle the internal infrastructure of campus teams and program alignment. Based on her experience with NC3 in a prior role, she enlisted NC3’s expertise to strategize and operationalize the external recruitment and branding components of their program.
BASF asked NC3 to assist with research and benchmarking of BASF’s campus strategy. NC3 helped evaluate BASF’s target universities alongside each development program. NC3 employed its standard process management to include all components of a full-scale campus program: event scheduling, event registration, campus interview support, candidate screening, ATS reconciliation and second round interview management. In addition, NC3 worked closely with BASF program managers to refine and disseminate marketing information to key campus contacts.
By the end of two years, BASF had cultivated a robust and well-executed campus recruitment program. BASF now offers ten professional development programs providing entry-level opportunities to hundreds of recent graduates per year. BASF recruits at the most competitive schools in the country and has established an employment brand consistent with their stature in the chemical industry. BASF’s recruitment process has been lauded internally and provided exposure for the UR Manager to the highest levels of the organization. In addition, NC3 was recognized as a premier business partner and participated in the “We Create Chemistry” World Tour at BASF’s U.S. headquarters in May 2012.
A new University Relations Manager joined Brady Corporation at the start of the fall 2014 recruiting season with the goal of implementing some “large company” strategies for campus recruiting. As first round events and interviews were already underway, the new strategy focused on their second round interview process. Historically, Brady would host a few small second round events each semester that centered on the interview process rather than the candidate experience. Brady’s University Relations team was very small, and the UR manager had to look to look to external resources to pull together such a large event.
As NC3 had already managed Brady’s campus recruiting events since 2010, Brady UR enlisted the support of NC3 to co-manage this event from start to finish. The agenda started with a networking event & dinner, and the following day each candidate was to engage in three interviews, Brady campus tour, and panel discussion with current interns. NC3 created an interview matrix to accommodate teams of three hiring managers and up to six candidates each. NC3 issued invitations to the candidates and created a travel questionnaire to capture the candidates’ travel needs, food allergies, and contact information. Once the candidate confirmed his/her interest in attending the event, NC3 worked with Brady’s internal travel group to confirm flights, car rentals, or train tickets on behalf of each candidate, as needed. NC3 created individual agendas for each interviewer and sent to each candidate a final logistics email which included travel confirmations, driving directions, agenda, and reimbursement forms. NC3 also developed a follow-up survey and distributed it to all candidates after the event to gather student feedback.
By combining several events into one large event and including campus tours and networking opportunities, Brady found a way to better utilize the hiring managers’ time, the department’s resources, and create a well-rounded candidate experience. 123 candidates were invited from across ten universities, and 78 students attended the corporate interview day. Brady made 43 offers with a 91% acceptance rate. The feedback received from both students and senior managers at Brady was extremely positive.
“NC3 is a true partner! The college recruiting season can be hectic and offers many challenges for scheduling and resources. With NC3, the administrative piece of campus recruiting is something you don’t have to worry about, saving time and money. I strongly recommend NC3 for any University Relations program large or small. “
Jon Evert, Talent Acquisition Manager & Global Marketing HR Business Partner
A comprehensive on-boarding strategy is a vital part of establishing and maintaining a relationship with any new employee. It becomes even more important in campus recruiting, where there are usually several months between offer acceptance and start date. To keep candidates engaged, Cisco began an innovative campaign to stay in touch with their intern and full-time new hires by sending out welcome packages. These packages are filled with Cisco-branded merchandise to help foster a connection between the student and their new employer allowing each candidate to customize the content of their package. Cisco needed a logistics partner who could assemble and distribute the welcome packages globally.
Based on their previous experience leveraging NC3 for the shipment of their campus event materials, in 2011 Cisco asked NC3 to identify and solve for the logistical challenges of the new hire fulfillment campaign. To meet the goals of Cisco’s overall strategy, NC3 applied its experience and expertise in handling the logistical and physical aspects of the welcome package initiative: inventory management, package assembly, delivery tracking and customs documentation. This allowed Cisco personnel to focus on the strategic goals of the program.
As an important part of Cisco’s on-boarding strategy, these welcome packages were the first step in forging a strong and lasting relationship with their campus hires. In an increasingly globalized employment market, establishing this connection with future employees has provided Cisco a competitive edge in attracting and retaining the best talent. With the inventory management and real time visibility of assets that NC3 offers, Cisco was able to make more informed and cost-effective decisions when ordering additional inventory.
As a result of the partnership with NC3, Cisco has been able to send out 2,500 welcome packages annually to both intern and full-time hires in over 30 countries worldwide. While NC3 took care of the “how” Cisco was able to focus on its larger goals and maximize the effectiveness of its strategy.
“Due to the complex nature of our program, having a trusted logistics partner is critical. NC3 gives us the confidence we need as they effectively execute on our global program and strategy.”
Cathy Breslin & Cheryl Brayton
DuPont has relied on NC3 to manage its campus recruiting events since 2003. However, this did not include those events organized by the former Pioneer Hi-Bred, which DuPont purchased in 1999. Until 2014, Pioneer handled its own college recruiting schedule and did not coordinate with DuPont’s program. Since the two programs were not synchronized, it was not uncommon to have both DuPont and Pioneer unknowingly register for the same career fair. Candidates and career centers were confused, and the two groups did not have the appearance of a single organization.
In the spring of 2014, DuPont’s Talent Acquisition (TA) Manager asked NC3 to help manage Pioneer’s college recruiting program along with the DuPont events NC3 was already supporting. NC3 worked with Pioneer’s campus recruiting team to identify which schools & career fairs they wanted to attend. NC3 built the calendar and completed registration & payment while reconciling the Pioneer events with DuPont’s recruiting calendar. NC3 sent an email prior to each career fair with event details & logistics information to DuPont & Pioneer attendees.
By utilizing NC3, DuPont TA was able to capture all events in one schedule which was updated and shared on a real-time basis. The TA team was able to distribute this “campus calendar” to all the employees who are recruiting on campus so that they were aware of DuPont and Pioneer events across all schools. The joint recruiting effort delivered a more consistent brand message on campus. NC3 also paid all career fair registration fees and consolidated expenses into once invoice to DuPont.
“NC3 has been a valuable partner to DuPont by assisting us to achieve our talent renewal goals.”
John Larock, University Relations & College Recruiting Manager
Diversity conferences require an extraordinary amount of preparation and organization. For Eaton Corporation, these responsibilities fell on a member of their university recruiting team. Considering that many of the major national events fall during the peak campus recruiting season, the workload was overwhelming and difficult to manage effectively. Adding additional resources was not an option, so Eaton looked to NC3 for help.
In 2009 Eaton added diversity conference management to their existing NC3 services, having partnered with NC3 a year earlier for their on-campus recruiting events. NC3 and Eaton established a complete task list and aligned on ownership of specific roles & responsibilities.
Eaton continued to own the relationship as a sponsor with each host organization, but NC3 managed key deadlines and the numerous moving parts of conference attendance. NC3 was responsible for action items such as hotel room block reservation, attendee registration, and exhibit needs, e.g. carpet, electricity, etc. NC3 also worked closely with the appropriate vendors to oversee the event planning details of hospitality suites and other team meetings during each conference.
With its expertise on diversity conferences, NC3 could walk Eaton through the initial planning phase all the way to the final pre-conference preparation call. This allowed Eaton to focus on managing its partnerships at a high level and identifying the right personnel to attend each event. Additionally, all event expenses were run through NC3 allowing for accurate reporting on ROI for each conference.
“NC3 has been a great resource for our national diversity conference participation in addition to our campus needs. They make things easy for us by managing the details that are necessary but not part of our core responsibilities. They understand our needs and preferences and do whatever they can to meet our needs so we can focus on recruiting great students. “
Kevin Bailey, University Relations Manager
EMC’s had a small university relations team in EMEA that was struggling to manage the up-front logistics of its campus recruiting schedule. EMC was overlooking career fair registration deadlines and therefore missing out on crucial events, and it was also difficult to process invoices through its internal accounting department.
NC3 had helped facilitate EMC’s North America university relations event management since 2002, so it was a smooth transition to add EMEA events in 2013. NC3 took ownership of event registration and payment processing for EMEA events. NC3 worked directly with the EMEA hiring lead to determine which events to register, and the calendar was created well in advance to ensure registration space was available. NC3 completed event registrations as requested by the EMEA team and ensured proper company information was made available to the career centers and or event organizers. NC3 paid the universities and fair organizers directly with a consolidated invoice submitted to EMC.
By utilizing NC3’s services for registration and payment, EMC’s EMEA team was able to attend career fairs of interest to them and focus on recruiting the best talent to the team while NC3 handled the details of the events. By having one vendor manage events both globally and domestically, EMC’s talent acquisition team can quickly and completely report on all of its recruiting events & expenses. NC3 has managed EMC’s registration & payment for more than 25 EMEA events annually.