Small is beautiful, and not just when it comes to bonsai trees, mini muffins, and teacup pigs. There’s nothing wrong with keeping your recruiting team lean (and sometimes you may not have much choice in the matter). But no matter what size your team, you can always benefit from the expertise of other people at your company.
Michael Cammarata, the former Manager of Enterprise Business Representatives at Salesforce, was invited to participate in a recruiting event at Stanford, even though his job typically did not involve any recruiting.
We caught up with Michael to find out how this process worked, what he learned from it, and how you can apply it to your own university recruiting efforts.
[Note: Since we conducted this interview, Michael has moved on to a new position as Director of Demand Generation at BrightEdge. This interview pertains to his previous role at Salesforce.]
What type of on-campus recruiting events have you participated in and where did they take place?
I went to a recruiting event at Stanford. The event was geared toward Stanford athletes.
What kind of preparation did you have to do and what was the actual event like?
The event was all Stanford athletes looking for internships. They ranged from juniors to seniors. Beforehand, I met with my recruiting group to get a briefing on what to say about our company and what positions were open. They also provided me with material to hand out, signs, etc. I was personally recruiting for interns for our Business Development group. The event was held in an auditorium and was filled with booths from companies from a wide range of fields.
What was your overall impression of the event and the students you interacted with there?
It was a great event. I like hiring former college athletes for my internship program since we are looking for future sales leaders. Athletes are competitive and coachable which are two of the biggest traits that I look for in sales candidates. The event at Stanford was help for athletes looking for internships so it was a perfect match.
What were some of the challenges or noteworthy aspects of participating in this event since you’re not a recruiter?
Since I am not a recruiter, I do not know much about other groups that are hiring for my company. I was often asked about engineering roles and other positions that I do not have a lot of knowledge about.
What advice would you give to other people in a similar position (executives who are asked to participate in recruiting events on campus)?
It was great for me to coordinate with my recruiting group ahead of time since they helped me prepare for the event. Also, we developed a scoring system for résumés received that proved to be very valuable since it is hard to keep track of everyone since you meet so many people.
The next step: Michael’s experience teaches us a few key lessons. One is that it makes sense to involve people from other departments, especially when their hiring goals match with the students you’re targeting. In this case, Michael and other people on the sales team often seek out athletes for sales positions, so involving them in a gathering of athletes makes perfect sense. The other is that when you get people who are not normally recruiters to help out with a recruiting event, you’ll want to prepare them for questions about other departments or positions within the company. Are you prepared to involve non-recruiters in any of your upcoming events?