Campus Talent Scorecard Campus Talent Scorecard 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. Full Name Email Address 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 [Clarity] Appropriate measures and benchmarks are applied 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] Hiring managers are fully on board 1 2 3 4 5 6 7 8 9 10 [Commitment] Recruiting team prioritizes campus appropriately 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 [Commitment] Marketing team understands the unique marketplace and assigns adequate resources 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] Rotational or leadership programs attract the right candidates and produce valuable talent to the business 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 [Programs] Co-op program offers a great experience, improves talent pipeline, and produces valuable work outcomes 1 2 3 4 5 6 7 8 9 10 [Programs] Projects, micro-internships or other work experience programs contribute to talent pipeline and build awareness 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] Employer brand proposition is clearly expressed and easily remembered 1 2 3 4 5 6 7 8 9 10 [Branding] Brand messaging is appropriate for attracting diverse talent 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 partners are identified (career offices, intern/co-op offices, student clubs, faculties, etc.) 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] Off-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] Social media plan is resourced adequately and is appropriate for the audience 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 [Awareness] Non-campus sources and vendors provide valued support 1 2 3 4 5 6 7 8 9 10 [Awareness] Organization’s careers website is kept up-to-date with relevant and attractive content; provides clear information about opportunities and processes; and, supports brand message 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] New grad positions are regularly filled by hires from pool of interns, co-ops or other students 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] Diversity data is collected and outcomes measured 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 [Selection] Selection processes are regularly reviewed and improved 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] Candidate communications are timely and reinforce a positive experience 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] On-boarding is a positive experience and designed to support the success and engagement of new hires 1 2 3 4 5 6 7 8 9 10 [Experience] Work experiences are designed to ensure new hires can make a meaningful contribution, learn new skills, and support positive word-of-mouth among students 1 2 3 4 5 6 7 8 9 10 [Experience] Policies actively support diverse students 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] Learning and development is a valued component of student programs 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] Recruitment team knowledgeable about the company, opportunities, and programs 1 2 3 4 5 6 7 8 9 10 [Bench Strength] Recruiters are highly personable, outgoing and appealing to candidates 1 2 3 4 5 6 7 8 9 10 [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] Campus team is constantly learning about new tactics and best practices in student recruitment 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] Interview scheduling is automated 1 2 3 4 5 6 7 8 9 10 [Mechanics] Privacy and confidentiality is ensured 1 2 3 4 5 6 7 8 9 10 [Mechanics] Campus recruitment-specific careers website presents a professional and up-to-date appearance 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 interns/co-ops before, during and after experience 1 2 3 4 5 6 7 8 9 10 [Metrics] Objective, confidential feedback is collected from new grads before and during their experience 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] Hiring timelines are documented and measured 1 2 3 4 5 6 7 8 9 10 [Metrics] Brand rankings and 3rd party evaluations are monitored 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 hiring managers is systematically sought and responded to 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 [Metrics] Regular self-evaluation by campus recruitment team 1 2 3 4 5 6 7 8 9 10 3 out of 3 Time's up
