Campus Talent Scorecard – Concise Edition Campus Talent Scorecard - Concise Edition This scorecard will provide you with a concise and comprehensive view of how well prepared your organization is to succeed on campus. You'll be asked to score your organization's campus recruiting efforts on many different criteria. Rate each item on a scale of 1 to 10 with 1 being very poor and 10 being excellent. Try not to take too long with this – go with your first impulse. Fill in your details below and click "Next" to get started. First Name Last Name Email (Your results will be sent here) Job Title Organization [Clarity] Strategic recruitment plan in place and up-to-date (long term vision, mission, and goals) 1 2 3 4 5 6 7 8 9 10 [Clarity] Annual goals and objectives in place 1 2 3 4 5 6 7 8 9 10 [Commitment] Senior leadership understands and communicates the importance of campus recruitment 1 2 3 4 5 6 7 8 9 10 [Commitment] Divisions/Branches/Departments collaborate and support campus hiring 1 2 3 4 5 6 7 8 9 10 [Programs] Robust new grad program attracts candidates through talent pipeline 1 2 3 4 5 6 7 8 9 10 [Programs] Internship program offers a great experience, improves talent pipeline, and produces valuable work outcomes 1 2 3 4 5 6 7 8 9 10 1 out of 3 [Branding] Employer brand proposition is relevant to today’s students and graduates 1 2 3 4 5 6 7 8 9 10 [Branding] All marketing, advertising, job postings, etc. are consistent with the brand messaging 1 2 3 4 5 6 7 8 9 10 [Awareness] Target school criteria is clearly established and selection is regularly reviewed 1 2 3 4 5 6 7 8 9 10 [Awareness] Campus events/activities (in person and virtual) are relevant and attractive to the right students 1 2 3 4 5 6 7 8 9 10 [Awareness] Ambassador program is well managed and leveraged to promote the brand and opportunities 1 2 3 4 5 6 7 8 9 10 [Awareness] Diversity channels, events and partner organizations are optimized 1 2 3 4 5 6 7 8 9 10 [Selection] Selection process is effective at identifying the right talent in a timely manner 1 2 3 4 5 6 7 8 9 10 [Selection] Evaluation of student employees supports good hireback decisions 1 2 3 4 5 6 7 8 9 10 [Selection] There is no unconscious bias in selection process and access to opportunities is equitable 1 2 3 4 5 6 7 8 9 10 [Experience] Enquiries from interested students are responded to in a timely and appropriate manner 1 2 3 4 5 6 7 8 9 10 [Experience] Online application experience is simplified and accessible 1 2 3 4 5 6 7 8 9 10 [Experience] Communications with accepted hires is continuous and builds further engagement and excitement 1 2 3 4 5 6 7 8 9 10 [Experience] Pre-boarding activities and information are used to keep accepted hires engaged 1 2 3 4 5 6 7 8 9 10 [Experience] Mentors are well trained and mentorship program is well structured and implemented 1 2 3 4 5 6 7 8 9 10 [Experience] Supervision, feedback and evaluation contribute to a positive experience and identification of future talent 1 2 3 4 5 6 7 8 9 10 2 out of 3 [Bench Strength] Campus team has a deep understanding of the lines of business and the talent needs of their internal clients 1 2 3 4 5 6 7 8 9 10 [Bench Strength] Recruitment team reflects the diversity of candidates 1 2 3 4 5 6 7 8 9 10 [Mechanics] Labor-intensive processes minimized via use of technology 1 2 3 4 5 6 7 8 9 10 [Mechanics] Applicant tracking system is optimized for campus recruiting 1 2 3 4 5 6 7 8 9 10 [Mechanics] Use of technology is well balanced with high touch interaction 1 2 3 4 5 6 7 8 9 10 [Mechanics] Communication with applicants, candidates, and new hires is automated, but also customized, wherever possible 1 2 3 4 5 6 7 8 9 10 [Metrics] Objective, confidential feedback is collected from candidates who reject offers 1 2 3 4 5 6 7 8 9 10 [Metrics] Feedback from schools and faculties is collected regularly 1 2 3 4 5 6 7 8 9 10 [Metrics] Input from leadership is systematically sought and responded to 1 2 3 4 5 6 7 8 9 10 3 out of 3 Time's up
