Let’s be real—if you’re struggling to fill entry-level roles, waiting for fresh grads to apply is NOT a strategy.
With companies aggressively competing for top young talent, the best ones are already hired before they even graduate. If your recruitment strategy is still “post a job, wait, and hope for the best”, sorry but malalaos ka sa hiring game.
The solution? Campus recruitment.
Building an effective Campus Recruitment for Freshers program isn’t just about showing up at job fairs, collecting resumes, and calling it a day. It’s about creating a strong employer presence, building relationships with schools, and positioning your company as the top career choice for students.
Let’s break down how to do it right and why it’s worth the investment.
If you think fresh grads start looking for jobs AFTER graduation, you’re already late. Most students start scouting for opportunities during their last year of college—some even earlier.
✔ Partner with universities to offer internships and on-the-job training (OJT) programs.
✔ Host career talks and workshops to introduce your company early.
✔ Offer scholarships or mentorship programs to build long-term relationships.
📌 Yobi’s Take: Kung gusto mong mag-recruit ng A+ fresh grad talent, dapat hindi ka lang “kilala” kundi present sa campus life nila.
Hindi lang students ang kailangan mong i-impress—school administrators and professors hold major influence over fresh grads. A well-connected professor’s recommendation? Mas convincing pa ‘yan kaysa sa best job post mo sa LinkedIn.
✔ Collaborate with career placement offices—get your company on their preferred employer list.
✔ Offer faculty training programs so professors can equip students with BPO-ready skills.
✔ Provide case studies or live projects where students work on real business problems from your company.
📌 Yobi’s Take: Kung sino ang laging present sa school activities, sila rin ang una nilang lalapitan pag job hunting time na.
Let’s be honest—most campus recruitment jobs aren’t that exciting. Students line up, submit resumes, maybe do a quick interview, and leave. Where’s the engagement?
If you want top fresh grads to notice you, make your recruitment process an experience.
✔ Hold interactive career fairs—think live demos, mock call contests, and on-the-spot hiring.
✔ Organize networking events—let students meet real employees and ask unfiltered questions.
✔ Gamify the process—host challenges where students can showcase their communication and problem-solving skills.
📌 Yobi’s Take: Kung may pa-raffle ang ibang companies sa campus fair, ikaw dapat may pa-career acceleration program. Hindi lang trip-trip, real opportunities ang labanan.
Fresh grads aren’t just looking for “any” job—they’re looking for a career path. If your pitch is “Apply now, we’re hiring”, pero walang clear career growth, good luck na lang sa pag-convince sa kanila.
✔ Show them real success stories of employees who started fresh and got promoted.
✔ Offer structured career development programs that help them grow.
✔ Be transparent about salaries, benefits, and work-life balance—they care about these things.
📌 Yobi’s Take: Fresh grads don’t just want a paycheck. They want a future. Make sure you’re offering them one.
Fresh grads are digital natives—if your hiring process involves long lines, printed resumes, and 2-week waiting times, hindi ka nila papansinin.
✔ Use a job search app for BPO where students can apply online in minutes.
✔ Offer quick digital interviews via Zoom or recorded video submissions.
✔ Give fast feedback—huwag mo silang paasa nang isang buwan bago sabihin na “we’ll keep your resume on file.”
📌 Yobi’s Take: Kung kaya nilang mag-order ng pagkain online in seconds, dapat kaya rin nilang mag-apply sayo in minutes.
Let’s be real—hindi lahat ng fresh grads nagbabasa ng job boards. Most of them? Nasa TikTok, Instagram, at LinkedIn.
✔ Post real employee testimonials and day-in-the-life videos of fresh grads working at your company.
✔ Use trendy but professional content—think quick videos on “Top 3 Skills to Land a BPO Job”.
✔ Engage with students—answer job inquiries real-time through Facebook and LinkedIn.
📌 Yobi’s Take: Kung kaya mong sumabay sa trends habang nagpapakita ng professionalism, mas madali kang mapapansin.
Many companies disappear after collecting resumes at a campus job fair. Don’t be that recruiter. If you really want fresh grads to choose your company, keep them engaged even after the event.
✔ Send follow-up emails or messages thanking them for applying.
✔ Invite them to company events (e.g., open house, training previews, online career talks).
✔ Offer internship programs for those who aren’t ready for full-time jobs yet.
📌 Yobi’s Take: Kung hindi mo sila kukulitin, ibang company ang gagawa niyan. Stay on their radar!
Fresh graduates are the future workforce of the BPO industry—and if you’re not actively recruiting them, your competitors are.
Here’s why a strong Campus Recruitment for Freshers program is worth it:
✔ You build long-term relationships with schools, ensuring a steady talent pipeline.
✔ You get highly trainable, tech-savvy candidates with a fresh perspective.
✔ You secure top talent before they even enter the job market.
Bottom line? Fresh grads won’t come to you—you need to go to them. And when you do, make sure you’re offering something worth choosing.
Ready to build a campus recruitment program that actually works? Find top fresh grad talent through JOBYODA, your ultimate BPO hiring platform.
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