Best Practices

The most effective way to interest Queen’s School of Business students in your firm is to make sure they know who you are, what you do, and the kind of opportunities you offer. Below are the Best Practices we have seen from firms that have established a consistent record of successful recruitment of our students.

Start Early
Interview and reception space is limited and books up quickly. Starting early gives your firm more options and allows us to promote your event more effectively.
A Commitment to a Long-Term Plan
Effective recruitment requires a strategy and long-term plan based on a commitment from senior management. This means that companies continue to be involved in partnership opportunities at Queen’s School of Business whether or not they are actively recruiting. Companies that become involved with the students through mock interviews, summer internships, field projects, or sponsorship of the many student-led events, understand the School’s culture – what works and what doesn’t – and customize their recruiting efforts accordingly.
School Recruiting Teams
Recruiting is a people-intensive effort. Members of a recruiting team should be committed and enthusiastic about your company. A typical recruiting team might consist of a team leader who facilitates the entire recruitment effort for Queen’s, and represents your organization to students and career centre staff, several alumni who have the types of positions you are recruiting for, one or more senior executives who can provide candidates with a sense of career possibilities, and a human resource professional who can speak about hiring policies and procedures.
A Compelling, Consistent, and Clear Message
The most successful companies have a clear understanding of their unique strengths and then take every opportunity to deliver that message to students. Advertising, presentation materials, speeches, and all company representatives should reinforce the same consistent message. During the course of a year, students hear many recruiting messages, and you want yours to create a lasting impression.
A Respect For Candidates
Companies with the most successful recruiting programs respect the candidates that apply to them – after all, these candidates are their future employees, clients and customers. They keep students informed about the recruiting process, honour any time commitments that they make, and return phone messages and emails promptly. Even rejection letters are carefully crafted to minimize demoralization and leave candidates with a positive impression of the organization.