Yello's State of Campus Recruiting Survey
We'll use this survey to gather insights about the experiences and challenges campus recruiters faced this fall, and turn the aggregated data into a report to help you with your 2025 campus strategy. This survey is for anyone who plays a role in early talent recruiting within their organization. Thank you for taking the time to complete this year's survey - we appreciate you! If you have any questions or encounter any issues with the survey, please email marketing@yello.co.
Methodology
Roughly how many employees work for your organization?
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1-499
500-4,999
5,000-9,999
10,000-24,999
25,000+
What industry is your organization in?
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Agriculture
Construction
CPG
Creative
Entertainment
Financial Services
Food/Food Service
Government
Health/Social Care
Infrastructure
Insurance
Manufacturing
Pharmaceutical
Professional Services
Real Estate
Retail
Technology
Transportation
Other
Campus Recruiting Challenges
What are your biggest campus recruiting challenges? Select all that apply.
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Finding more candidates
Finding quality candidates
Diversity sourcing
University relations
Resources, such as budget, team bandwidth, etc.
Processing application volume
Managing event schedules
Maintaining conversion rates
Managing / processing candidate data
Keeping candidates engaged
Hiring competition
Managing internship program
Other
What is your biggest challenge when planning and preparing for busy season?
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Internal training
Finding time to plan and prepare
Event logistics
Determining which events to participate in / which schools to visit
Budgeting
Waiting on internal teams to define hiring needs
Waiting on leadership to define goals
Lack of historical recruiting data
Other
How have you adjusted your strategy to address these challenges?
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Increased internal training
Added resources or budget to support campus recruiting efforts
Hired additional team members
Modified campus recruiting tactics
Redefined how we measure success
Other
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Your Campus Recruiting Strategy (Planning, Goals, and Operations)
How do you align your campus recruiting goals with broader organizational talent goals?
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Recruiting goals are independently set
Recruiting goals are somewhat aligned but not fully integrated
Recruiting goals are aligned with talent management and workforce planning
Recruiting goals are directly tied to organizational long-term strategy
Other
How do you plan to anticipate early talent needs for the next year, and how often do you revise those projections?
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We don’t forecast early talent needs
We forecast yearly, but rarely revise
We forecast yearly and update quarterly as needed
We forecast based on real-time data and update frequently
Other
How did you primarily measure the success of your campus recruiting strategy in 2024?
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Number of early career hires
Conversion rate
Event attendance and reach
Time to hire
Number of candidates added to pipeline
Other
Did your team place more emphasis on hiring candidates based on skills over traditional qualifications (e.g., degree, GPA)?
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Yes, significantly more emphasis on skills
Yes, somewhat more emphasis on skills
No change
No, we still prioritize traditional qualifications over skills
Other
Recruiting Budget, Outcomes, and Return on Investment
Did you feel more pressure from leadership this year to demonstrate the ROI of your campus recruiting efforts in order to keep your hiring budget?
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Yes
No
Unsure
What primary metrics does your team use to measure the ROI of campus recruiting efforts? Select all that apply.
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Cost per hire specifically for campus recruiting
Conversion rate
Retention and performance of hires sourced from campus recruiting
Increase in brand recognition and engagement on target campuses
We do not currently track specific ROI metrics for campus recruiting
Other
How has your budget for campus recruiting changed compared to last year?
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Increased significantly
Increased slightly
Stayed about the same
Decreased slightly
Decreased significantly
Unsure
What recruiting outcomes are most important to your team’s success in campus recruiting? Select all that apply.
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Number of hires made
Diversity of hires
Time to hire
Candidate engagement and brand awareness on campuses
Retention rates of hires made through campus recruiting
Intern conversion rates
Offer acceptance rate
Other
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Beating the Competition
How intense would you say the competition is for early talent in your industry right now?
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Extremely intense – candidates have multiple offers and high demands
Very intense – competing with several companies for the same talent
Moderate – some competition, but manageable
Low – relatively easy to attract early talent in our field
Unsure
For your organization, what is the biggest obstacle you face when competing for top early talent?
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Offering competitive salaries and benefits
Differentiating our brand from other employers
Your company size / industry
Time to hire
Other
On the flip side, what differentiators do you believe give your organization the biggest edge over competitors in attracting early talent?
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Strong company culture and values
Opportunities for career growth and development
Competitive compensation and benefits
Employer brand recognition
Commitment to diversity and inclusion
Positive candidate experiences / fast hiring process
Other
Have you made any changes to your recruiting strategy in response to increasing competition?
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Yes, we’ve increased our budget to enhance our campus presence
Yes, we’ve expanded our recruiting reach (going to new schools, virtual sourcing, moving to a school-agnostic approach, etc.)
Yes, we’ve added tools to better attract and engage candidates
No, our strategy remains largely the same
No, but we plan to adjust our strategy soon
Unsure / competition was not increased
What tactics has your team used to beat out hiring competition? Select all that apply.
*
Early ID programs
Added emphasis on candidate marketing and engagement
Offering unique perks (remote flexibility, student loan assistance, etc.)
Building stronger / additional university partnerships and campus presence
Increasing salary and benefits offerings
Efforts to improve the candidate experience
Efforts to reduce time to hire
Other
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Tech Stack
How do you primarily assess the effectiveness of your current campus recruiting technology?
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Regular feedback from recruiting team members
Effect on recruiting outcomes and return on investment
Comparisons with competitor tools
Direct feedback from candidates
Direct feedback from campus recruiting team
Other
What criteria are most important to you when purchasing recruiting technology? Select all that apply.
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Impact on recruiting outcomes (diversity sourcing, time-to-hire, conversion rate, etc.)
Impact on recruiting team (improved efficiency, reducing manual work, etc)
Impact on candidate experience
Cost/Return on investment
Integration with existing systems
Analytics and reporting capabilities
Support and training offered by the provider
Other
Where do you best like to research new technology options for campus recruiting?
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ChatGPT
Google
Community groups / discussion forums
Asking colleagues
Social media
3rd party research (G2, Gartner, etc.)
Other
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Next
Early Access and Feedback
I want to receive early access to the 2025 State of Campus Recruiting Report
Please Select
Yes - Must provide email
No
By selecting "Yes" you'll receive special access to the report before it is publicly released
Sign me up for the State of Campus Recruiting Live Event
Please Select
Yes - Must provide email
No
We'll host a free virtual event in early 2025 discussing the State of Campus Recruiting survey data, recapping fall recruiting, and looking ahead to recruiting in 2025
Email Address
Please provide your email address if you answered "Yes" to either of the two previous questions. Your answer choices will remain anonymous in the published report.
Are there other campus recruiting topics you are interested in learning more about that weren't mentioned in this survey?
Please verify that you are human
*
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