Testimonials > Case Studies

Designing and Executing an Effective Campus Recruiting Campaign

The Company:
Rohde & Schwarz is one of the world's leading manufacturers of electronic test and measurement equipment. As a key partner for developers, manufacturers and network operators, they offer the latest technologies, an experienced staff of service engineers, top-flight infrastructure, and a talented support staff of customer-driven specialists.

The Situation:
Rohde & Schwarz is a rapidly growing company in need of developing a scalable pipeline of highly educated junior account managers. A college recruiting program seemed to be the ideal solution, but the organization had no experience in the college system or student hiring. They needed an experienced college consultant to build and implement a campus recruiting program.

The Challenge:
Identifying and recruiting talent from the top 25 engineering schools in the nation and selling them on Rohde & Schwarz as a company and on the account manager position in particular was a challenge. These candidates were at the top of their class and being courted by multiple well-known companies. Rohde & Schwarz had little college presence and virtually no name recognition on campus.

The Employment Intelligence Solution:
Allen Partners evaluated the needs and wants of Rohde & Schwarz and developed a several step approach to establish an effective college recruiting program.

	A project manager was assigned to oversee and drive the entire process. We developed profiles of successful candidates and identified top schools that would yield the highest quality and quantity of these candidates.
	Allen Partners developed relationships with the career centers and arranged onsite career fairs, developed student messaging & collateral and planned meetings and events that would target the right student groups and faculty. It was decided that actively pursuing targeted candidates - rather than the typical passive style of recruitment at career fairs - would yield better results.
	A series of "tests" were developed to determine if the student met the established criteria and to determine if the candidate had a genuine interest in coming to Rohde. Our PM then conducted pre-screens with 250 students and passed the top candidates on to the hiring manager. From this process the Top 10 students were invited to a company "invitational" for a day of interviews and presentations. The event was designed and implemented by our team and was a very positive experience for both the students and the Rohde team. Allen Partners consulted on hiring decisions and managed the offer and negotiation process.

The Results:
The original goal was to hire 6 junior account managers and 8 were hired! An additional position was created for a top student who emerged as a high-potential application engineer. The college recruiting program established for Rohde & Schwarz has built a fantastic reputation at the top engineering schools in the US and produces great results and hires every year.