With the fall semester coming to a close, students are preparing for finals. Many TA teams are similarly assessing their own fall recruitment performance. So, how did your organization stack up?   

If you want to win the war for top early-career talent, then you need a top-of-class recruitment process for the spring semester. Here’s how you can make 2020 the most successful year yet.  

How Does On-Campus Recruiting Score?

You want qualified candidates, and you want to evaluate your recruitment strategy to ensure you’re being as efficient as possible. Where do you begin?

According to the National Association of Colleges and Employers (NACE), the average recruiting budget for 2016-2017 was $491,303. However, that number changes drastically when you factor in personnel costs: Companies that included staff salaries and benefits in their budget spent nearly $1.1 million, while organizations without those costs spent under $275,000.

And while it’s great to meet students where they are, a strategy focused around visiting college campuses can have the unintended effect of limiting your applicant pool. That’s especially stark when compared to methods like digital job sourcing platforms (like WayUp!), which allow you to expand your reach and effectiveness—at a significantly lower price point.

Is Your Team’s Time Being Spent Efficiently?

William Penn said, “Time is what we want most, but what we use worst.” It’s true: Your team needs more time to perform their responsibilities, but spending hours on these tasks are causing them to have bad time management. 

One of the biggest offenders when it comes to hurting efficiency? Reviewing resumes. Each corporate job opening attracts an average of 250 resumes, which means your team could spend dozens of hours per workweek poring over resumes. That limits the time they can spend on strategic thinking and making strong connections with candidates. 

The question then becomes: How can you help your team use their time efficiently? Look to Nasdaq for inspiration. They tapped WayUp to instantaneously screen all their applicants; offer phone screens (with real people!) to qualified applicants; and provide soft-skills feedback after every screen, regardless of the outcome. By partnering with WayUp, Nasdaq’s team saved more than 100 hours of manual work per week and cut their time-to-hire by 50 percent—all in under one year.

If you evaluate and improve your performance in these two areas, you can ace your 2020 early-career recruiting.