Most employers don't think they can recruit with glamour because they "just don't have the money." We won't lie -- having money certainly makes things easier. At Princeton, one career office staff member told us that employers are likely to attract more students when they pay to hold information sessions at a nearby hotel rather than in the classrooms they can use for free. "Students like getting dressed up and eating cheese and crackers," she noted. "They think it's more professional and classy, even if it's just across the street."
Still, there are plenty of low-cost things you can do to wow the recruits you want. In fact, some of the most effective tactics barely cost anything:
1. Mail recruits a copy of your CEO's book.
If your CEO has written a book or there has been a book written about your company, dress it up further with an autograph. If your leader isn't such a prolific writer and your organization isn't a media darling, send a book about a big idea relevant to the future of your business or any other book that one of your leaders has found to be especially inspirational. This shows your recruits that you believe they, too, can be thought leaders for your company someday.
2. Send a good-luck e-mail on final exam day.
Better yet, send a care package with popcorn, chocolate, and a Starbucks gift certificate.
3. Go off the record.
Have one of your employees who is a recent graduate from the school take your recruit out to lunch. Make the conversation officially off the record so the recruit can discuss the real job without feeling pressure. Students love transparency.
4. Use your powerful alumni network.
Go beyond telling stories of what previous employees of your company have gone on to do. Arrange for your recruits to talk to them by phone or in person.
5. Offer new recruits something they consider a luxury item.
It could be a monthly one-hour massage, which they'd ordinarily never get. For others, quarterly tickets to a sports event can help clinch the deal. What costs you a little can go a long way with the right audience. What works best? Is it more training? A monthly lunch with a senior executive? Understand your recruits and offer them something they can enjoy (and tell their friends about).
6. Go backstage.
During the interview, take your recruits where people normally aren't allowed. If we were Intel, for example, all of us would be putting on bunny suits and going in the clean rooms. Give students something to talk about.
