Graduate Management News

December 2014

The Newsletter of the Graduate Management Admission Council

Whats Behind Your Strategic Relationships with Recruiters?

Part 2 of comments from the GMAC Annual Conference session titled “Benchmarking: Best Practices for Using Data."

Rex Trevin

What forces shape your school’s strategic relationships with job recruiters? As a global university recruiting manager for a multinational information technology consulting and system integration services firm, I’m looking for the best qualified of the freshest talent business schools around the world have to offer. Doing so makes for a balance of my strategic considerations for two stakeholder groups: the business school grads I seek to hire, and the school relationships that are key to facilitating my search and discovery.

The following article focuses on engagement with schools and potential shifts recruiters consider depending on their hiring goals. [For those who may have missed last month’s article, you can check out the ways I use trend data from the GMAC Corporate Recruiters Survey (CRS) as a guide in navigating hiring decisions.]


INSPIRED ACTIONS 

Business schools can share insights with current and prospective students about what’s happening in the hiring market, and tips that can assist in their job search. Here are three actions inspired by this article that your school can consider: 

  • Help your employers and recruiters stay informed. Share the latest information so firms know whether or not compensation structures remain competitive. Consult the Corporate Recruiters Survey for salary and bonus trends. 
  • Prepare regular updates for the employers in your school rolodex (and those you want to connect with) that can showcase news or innovations in ways that MBA and specialized Master’s students grow their career preparation. This will help you stay in contact with recruiters during off-peak recruiting times, and help them distinguish their potential recruiting pools. 
  • Tweet job search tips for business school talent, like:
    • For job search: Share regular updates (in person/online) about ur success, it drives ur #bschool reputation & keeps recruiters informed
    • For job search: Engage ur #bschool career services! Recruiters rely on these staff to help inform, educate, encourage students to apply 
    • For job search: Talk about positive changes in ur #bschool reputation, core programs, curriculum, & niche rankings #benchmarking #CRdata

Strategic School Relations 

As a recruiter you have the data, you know the type of student you want to target, but how is your relationship with the graduate business programs where these students are studying? Data in the GMAC CSR signals the continued importance of school relationships. For instance, I am the only recruiter dedicated completely to business school campuses outside of India for a company of 150,000 employees worldwide. I need to cover an entire planet of university students. I need my school contacts. I rely on my network of university and career center staff to help inform, educate, and encourage the right students to apply. Without those relationships, my chances for meeting my campus hiring goals are slim. 

As competition to recruit graduate business students increases, so too does the need to adjust our recruitment strategy accordingly. For example, we might need to increase the number of partner schools that a recruiter engages, or adjust screening requirements such as considering candidates with less experience. In addition, reevaluating willingness to sponsor candidates or find ways to expand the current list of locations where a staff member can be hosted, managed, and trained may require greater engagement of international students. One of my criteria is that our partner schools be within 100 miles of a Wipro office, which allows to our managers to support the recruitment process. Dropping this key factor may expand our candidate pool but will increase our travel costs and increase the number of employees participating on campus teams. Other options: programs deemed too small may need to be revisited; or we may begin considering unranked or lower-ranked schools. 

All of these are reasons for taking new approaches to recruiting graduate business students. But it’s up to the university and the staff supporting employer relations to educate recruiters about any changes in your reputation, core programs, curriculum, and your niche rankings. 

Data-Inspired Recruiter Actions 

This means, a recruiter may have to: 

  • Adjust school targets (number of, size, ranking, location, etc.), 
  • Visit additional schools, 
  • Attend more events (+travel, +catering, +tchotchkes), 
  • Gain the support of additional recruiters to achieve same number of hires year-over-year, and 
  • Re-evaluate the job roles they staff. 

About the Author

Rex Trewin is Global University Recruiting Manager for Wipro, Ltd. Comments in this article were shared during the concurrent session panel titled “Benchmarking: Best Practices for Using Data” at GMAC’s Annual Conference 2014. Your school can register to include the perspective of your recruiters and employers for 2015 business school hires in the free annual survey before the deadline of January 30, 2015. The Corporate Recruiters Survey is conducted in conjunction with the European Foundation for Management Development (EFMD) and MBA Career Services & Employer Alliance (MBA CSEA).



Your school can register to include the perspective of your recruiters and employers for 2015 business school hires in the free annual survey before the deadline of January 30, 2015. The Corporate Recruiters Survey is conducted in conjunction with the European Foundation for Management Development (EFMD) and MBA Career Services & Employer Alliance (MBA CSEA).

EFMD MBA Career Services & Employer Alliance