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Solution: Campus

Boosting WPP Fellowship recruitment

Case Study

Helping WPP Fellowship recruitment secure the best emerging talent .

Challenge: WPP is the world’s largest communications services group, employing 190,000 people working in 3,000 offices in 112 countries. Its unique annual Fellowships for graduates and MBAs aim to develop high-calibre management talent with experience across a range of marketing disciplines.

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Industry

Advertising services

Main challenge

High volume recruitment

Key benefit

Strengthened its early engagement and talent identification programming

The Fellowship is comprised of three one-year rotations through various WPP companies, with each rotation chosen on the basis of the individual’s interests and the group’s needs.

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employees
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countries with WPP present

Challenge

WPP needed an application system that would handle high volumes of applications – over 1900 in total – and utilize multimedia technology to whittle these down to around one hundred for first interviews. They wanted a system that could help with automating the process and use multimedia techniques to help make candidates have to vocally demonstrate why their application should be considered.

"The process of narrowing down candidates for entry to the WPP Fellowship is always challenging. Technology like that offered by Oleeo and Cammio really does help make the difference and allows us to visualise how an applicant might embody our company values. Shortlisting is much easier with additional human touches in a selection process.We're no longer just rating the words we see on screen, but can have an actual conversation with our candidates hoping to expedite our processes."

Jon Steel, WPP Fellowship Director

WPP needed a brand new system that would…

  • Manage high volumes of applications
  • Help identify high quality candidates
  • Could automate the process and use multimedia techniques to help candidates vocally demonstrate why their application should be considered

Why Oleeo and what was the implementation like?

Oleeo provided WPP with its Campus & Early Careers solution, specially built to help recruiters with finding, nurturing and hiring the best new talent covering college and school leavers, university/MBA graduates, apprentices and interns. It covers the entire journey of an applicant from attraction and engagement to on-boarding. The solution included Cammio’s technology, which collaboratively helps to understand the uniqueness of emerging talent recruitment and its long-term nature. Using automated video interviews, WPP was able to bring a more human quality to the selection process, making it easier to identify the strongest candidates early. Asking the applicants for the three people they would invite to a dinner party and why, WPP found great success in gauging their candidates’ personal interests, ambitions and passion.

"The process of narrowing down candidates for entry to the WPP Fellowship is always challenging. Technology like that offered by Oleeo and Cammio really does help make the difference and allows us to visualise how an applicant might embody our company values. Shortlisting is much easier with additional human touches in a selection process.We're no longer just rating the words we see on screen, but can have an actual conversation with our candidates hoping to expedite our processes."

Jon Steel, WPP Fellowship Director

Results

Key results identified by WPP:

  • Strengthened its early engagement and talent identification programming
  • Able to better select who to interview based on a much richer candidate presentation
  • More tightly define its criteria for whittling down thousands of applications to the 250 or so best applications, and then use this to shortlist more harshly on that group to further reduce the numbers
  • The final selection process was reduced to just several days as opposed to several months and reviewers now had more information to hand for reviewing final decisions
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employees

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countries with WPP present

The Future

Oleeo can support the recruitment goals of rhe WPP Fellowship to continuously help them to improve their recruitment processes.

Powerful data driven recruitment

Oleeo has 25 years experience of delivering award-winning recruiting solutions across multiple industries.

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Newton Europe graduate recruitment

Case Study

Optimizing the Newton Europe graduate recruitment experience.

Challenge: Newton Europe is an Oxford-based operational performance improvement specialist, working with clients including British Airways, BAE Systems, Nissan and several NHS Trusts. It recruits operational improvement consultants in three areas – operational, procurement and supply chain and business technology. The firm needed an applicant system that could help it fill crucial graduate roles quickly with the best quality consultants. Newton’s approach is different – deliberately.  They work hand in hand with their clients, delivering at the coalface. Together, they crack some of the largest and most complex challenges in the public and private sectors, by pinpointing and implementing the changes that will create the greatest impact.

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Industry

Business consulting

Main challenges

Graduate recruiting

Key benefit

Increased the number of graduate applicants

Newton Europe is an Oxford-based operational performance improvement specialist.

It recruits operational improvement consultants in three areas – operational, procurement and supply chain and business technology. 

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increase in applications received by Newton using Oleeo
0 %
reduction in screening time

Challenge

The firm needed an applicant system that could help it fill crucial graduate roles quickly with the best quality consultants. Newton’s approach is different – deliberately.  They work hand in hand with their clients, delivering at the coalface. Together, they crack some of the largest and most complex challenges in the public and private sectors, by pinpointing and implementing the changes that will create the greatest impact.

“Oleeo offers us a very lean and efficient process for recruiting graduates into our growing business.”

Hannah Rolph, Head of Graduate Recruitment, Newton Europe

Newton Europe needed a brand new system that would…

  • Double the number of offers Newton makes
  • Increase the number of applications Newton receives
  • Completely overhaul their recruitment process to sustainably deliver results

Why Oleeo and what was the implementation like?

Newton Europe implemented the Oleeo’s Intuitive Talent Acquisition platform, built to help recruiters with finding, nurturing and hiring the best new talent covering college/school leavers, university/MBA graduates, apprentices and interns. It covers the entire journey of an applicant from attraction and engagement (including events) to on-boarding, helping to reduce the high risk of reneging.

“The system helps us to streamline our resourcing and make significant savings in the process. It is a great solution for graduate recruiting on an end-to-end basis”

Hannah Rolph, Head of Graduate Recruitment, Newton Europe

Results

Key results identified by Newton Europe:

  • Screening time halved from 15.5 days to 7.5 days
  • Rise from 57th to 37th position in The Times top 100
  • A 73% increase in applications submitted
  • A new framework was put in place, helping to create a process which was agnostic and did not rely on a candidate's degree
  • Increased assessing time per candidate 4.5 hours to 5.5 hours
  • Averaged 500 sign ups per guerrilla graduate events
  • Increased one on one accessor time with candidates
  • More objective decisions made on data
0 %

increase in applications received by Newton using Oleeo

0 %

reduction in screening time

The Future

The platform enables time efficiencies and saves on resourcing costs so that Newton Europe could recoup its investment within the first year of using it and could focus on crucial engagement to avoid the risk of reneged offers as well as allowing the organisation to post one vacancy instead of 50 for a single post using bulk processing. 

With Oleeo, Newton Europe can continue to achieve their recruitment goals and implement more solutions to save time and reduce costs.

"The system helps us to streamline our resourcing and make significant savings in the process. It is a great solution for graduate recruiting on an end-to-end basis"
Hannah RolphHead of Graduate Recruitment, Newton Europe

Powerful data driven recruitment

Oleeo has 25 years experience of delivering award-winning recruiting solutions across multiple industries.

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Campus recruiting checklist

Resources: Guide

Campus Recruiting Checklist for hiring the best before the rest.

Campus recruiting requires a much more targeted approach than a broader recruitment program comprises. Before building a specific program to drive new college grad hires, you’ll want to follow our helpful guide and accompanying checklist. In it, we’ll walk you through making the case for program funding to your management and executive team, the components that make your program successful and how to audit and prioritize them in implementation and tips for carrying out your strategic plan!

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Using Oleeo Technology.

It includes guidance on making the business case: Getting your executive team or management team to back your decision for a campus recruiting program is the first step, because you don’t want to go to all of the trouble of building out a strategy before you have approval to carry it out. Demonstrate the ROI. It should go without saying that hiring college graduates is more cost-effective than hiring experienced hires who’ve been in the business for years. This isn’t to say experienced hires are out, but perhaps if a few roles can be replaced with new hires who cost x amount compared to a previous salary range you were offering, you can show that investing more in this talent segment is well worth your company’s efforts.

Step 2 is all about auditing your existing campus recruiting initiatives: Once you have approval to move forward with building a campus recruiting program, you’ll want to audit your existing efforts. Evaluate the following tactics and check off the ones that are currently in place. Circle the checkboxes of tactics you do not have in place, but want to include in your strategy. Tip: If you find yourself circling more than checking off, break down each circle by priority levels 1, 2, 3 to initiate in stages so as to not overwhelm your recruitment department.

Step 3 is around supporting your program with technology: Let’s face it, any successful program in today’s technological world is streamlined with the help of the right software. Look for campus recruiting technology that works with you from event management like college career fairs to filtering and sorting applications. Bonus points if the system can help zero in on the right candidates, manage interview feedback & offers, and end-to-end tracking of candidates as well!

Demonstrate the ROI. It should go without saying that hiring college graduates is more cost-effective than hiring experienced hires who’ve been in the business for years. This isn’t to say experienced hires are out, but perhaps if a few roles can be replaced with new hires who cost x amount compared to a previous salary range you were offering, you can show that investing more in this talent segment is well worth your company’s efforts.

Oleeo Campus Recruiting Checklist

Oleeo for Campus Recruiting & Early Careers Recruiting  can be specifically tailored to meet your processes – either through user-friendly self-configuration tools or with the support of our in-house experts. Robust functionality and award-winning candidate centric features ensure candidates view your organization as an employer of choice. In fact, over 97% of our client’s candidates positively rate Oleeo. Click the buttons below to access the Oleeo Campus Recruiting Checklist or talk to us today about how we can assist.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Campus recruiting buyers guide

Resources: Guide

Campus Recruiting Buyers Guide.

This guide runs through the most common challenges recruiters face on campus, and the solutions needed to solve these challenges. The features to consider most when searching for the right system to meet all of your organization’s needs is also examined.

84% of employers understand that college hiring is important. Yet almost all agree that it’s really hard to attract good college talent. How can you make it easier for your recruitment team to find the right talent faster? Dilemmas such as these can be remedied with the right campus recruiting solution. To find the right solution, it’s important to first audit your current campus recruiting strategy. Do you have the right tactics in place?

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Using Oleeo Technology.

Investing in a solution to help plan campus recruitment efforts is the first step to solving the issues listed above. Some systems may focus more on event organization, and others may focus on managing multiple interviews, offers and resumes. The most important thing to remember when evaluating each is to ensure the solution meets the needs most important to your recruitment team, ideally in one unified system.

Tools to Alleviate Administrative Burden:

On average, recruiters are spending almost 2 hours each day on administrative tasks. This can include updating multiple spreadsheets or calendars and emailing multiple stakeholders about updates. Take away this burden and streamline tasks by using a system that unifies communication throughout the whole department and with candidates. Recruiters will then be able to complete these tasks with one update instead twelve.

Ability to Streamline the Screening Process:

Did you know recruiters can receive about 250 applications per job opening? In the four to five hours at a career fair, they can also meet with dozens of candidates and receive contact information for all of them. The hard part is then taking those applications from the events and finding the right talent before the competition scoops them up. Finding a solution to address this issue can be the difference between getting a “yes” after extending an offer to a candidate, or getting a “no” because the competition got to them first. According to research Oleeo conducted with Universum, “competition is tougher than you might imagine – Across almost one million campus applications reviewed, an average of 50-90,000 students apply for programs. Of those applying, only approximately 2% make the offers stage, whereas an average of 70% of candidates find themselves screened out from the start. A further 17% end up dropping out, declining or reneging because the process is taking too long to get to offer stage”

Access the Oleeo Campus Recruiting Buyers Guide

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Campus recruitment infographic

Resources: Infographic

Campus Recruiting Facts & Stats You Have to Know!.

Why is Campus Recruiting so important to get right? This infographic tells you everything you need to know and reasons why an end-to-end talent acquisition system for hiring candidates in the early stages of building a career is so vital. It is full of facts & statistics that you simply have to know to get campus recruiting right!

Recruiters need to be able to track the best candidates and get the speed the time to hire right. Oleeo has over two decades of experience providing recruitment technology to support campus recruiting and early careers programmes including the likes of CohnReznick, Evercore, LEK, Morgan Stanley and Nomura. We offer a modern, affordable, innovative and functionally-rich student recruitment solution from a world leading provider. Further, this has Intelligent Automation: Intelligent Attraction, Intelligent Engagement and Intelligent Selection built in – to speed up the process and deliver competitive edge.Interview evaluation is easy -simplify follow up and gather structured feedback from everyone on the interview team.

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Using Oleeo Technology.

With Oleeo for Campus Recruiting, employers can:

Streamline smarter campus recruiting workflows and spot the best candidates quickly. Win back time and deliver more efficient hiring processes.

Deepen your company’s relationship with candidates. Place tailored content and automate communications.

Simplify the complexity of planning and executing recruiting events. Empower candidates to register & check-in using their own devices

Build structured interview plans that deliver amazing candidate experiences and guarantee consistent hiring processes and compliance. Deliver ultimate flexibility for candidates and hiring managers.

Create work experience programs that thrive. Use in-built checklists and track performance in one easy system.

It includes a dynamic workflow builder to design hiring workflows around each unique talent strategy. An application form builder using pre-built templates or quickly design something unique to meet your requirements in just a few clicks. A background check workflow enables you to track progress and get status alerts instantly and compliance workflows to simplify complex hiring requirements and don’t let anything fall through the cracks – it also includes disclosure question sets to  boost compliance with pre-built application questions.

Oleeo ATS is candidate-centric and includes a candidate hub to keep candidates informed of their status with a private communication portal built just for them. A branded experience end to end lets you protect your employer brand with applications that match the look and feel of your career site. Optimized job searches will help candidates search by keyword, radius/location and all relevant opportunities and a career navigator helps candidates discover new opportunities by instantly matching their skills and potential to relevant roles.

With Oleeo, Social apply makes applying easier

With Oleeo, Social apply makes applying easier by encouraging candidates to apply with social profiles such as LinkedIn, Facebook, and Google and automated reference collection takes the work out of reference checks with automated requests and tracking.Pre-employment questionnaires can also gather key employee data early, avoid repetitive questions and make day one amazing from the start.

The ATS comes equipped with actionable dashboards & meaningful metrics to help recruiters stay focused on high value activities with prioritized candidate short lists and instant visibility into the source of their best hires. Click the buttons below to access the Oleeo Campus Recruiting/Early Careers Recruiting brochure or talk to us today about how we can assist.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Tactics for attracting gen z candidates

Resources: Guide

3 must-know Gen Z Hiring Tips.

Generation Z consists of those born between 1995 and 2009, and makes up 25.9% of the United States population, according to The Huffington Post. Gen Z also contributes $44 billion to the American economy and is expected to make up one-third of the U.S. population by 2020. Here are 3 must-know Gen Z Hiring Tips.

77% of Generation Z (ages 14 to 21) stated they’re already earning money through freelance work, a part time job or earned allowance. This shows Gen Z, who is made up mostly of pre-teens and teens are exhibiting a solid initiative to make money at a young age. What’s interesting is this rate is the same as the Millennials that were surveyed, and they’re ten years older. We can hypothesize that Gen Z’s propensity towards self-reliance and their exposure to work from a young age will heavily benefit them in the working world.

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Using Oleeo Technology.

Attracting Gen Z employees can be done by speaking to this specific characteristic within your recruitment messaging on social job ads, in the job advertisement itself and even throughout the screening process and interview. Make sure to share examples of how the role incorporates an autonomic managerial style or let the Gen Z candidate see the career trajectory towards leadership or departmental head positions. Highlighting how the employee can feel like they’re running their own business within yours can give them the sense of entrepreneurial freedom they seek, but with the security of being a part of a larger operating organization.

Elsewhere, communication (57%) and problem-solving (49%) are the top two skills believed to be most important for succeeding in the workforce, according to Gen Z respondents.

Use this insight to your advantage and attract problem-solving savvy Gen Zers with online videos. Videos have taken over internet content with about 1 billion hours being spent on YouTube per day by our entire population. Videos dominate social newsfeeds as well (we all know a BuzzFeed Tasty video can stop you in your tracks!) So why not put this to use in your recruiting initiatives?

Promote your paid internship program

Problem-solving videos, polls, quizzes, situational challenges are all over, and you can create your own that relate to your company’s industry or specific jobs. Don’t want to create a riddle? 85% of Gen Z stated in the report they watched at least one online video in the past week to learn a new skill. Have your team put together videos that give tips on getting through your interview process or do a “skills dive” into the top qualities you look for in candidates. Throw in some humor to show you’re a “fun work environment” and watch those applications rise!

And paid internships are the perfect attraction tool for Generation Z because they combine their aspirations to work during college and their inherent need to earn money from a young age. Generation Z wants the work they do to be beneficial towards their career goals and they want to be compensated for it too. However, they still desire the flexibility to focus on their school work as well. Promote your paid internship program through channels most likely to reach your target audience. Click the buttons below to read more or talk to us today about how we can assist.

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Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Student recruiting trends in the USA

Resources: Guide

USA Student Recruiting Trends.

In this report, we set out to get a real grasp of what we can expect for USA student recruiting trends. Our goal was to figure out exactly how recruiters can be more adaptable to upcoming trends by identifying them, addressing challenges and offering innovative techniques to mitigate them. We reviewed anonymous application data from 3.8 million candidates. These candidates were applying to graduate programmes in business across finance, government, professional services, advertising, engineering and retail. 

In conducting this study, we took the following into consideration:

  • Numbers of applications versus numbers hired and numbers screened out
  • Levels of candidates self-withdrawing from application processes
  • Gender and ethnicity balances among those who are hired
  • Overseas interest in graduate roles in the US and levels of success
  • What candidates declare as their source for choosing to apply
  • If Ivy League universities have prominence among candidates hired by employers
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Using Oleeo Technology.

With the help of Universum, we also used extracts from the 2018 Talent Insight reports series. Specifically, we concentrated on responses from 6,692 business students and 5,841 engineering/IT students across the UK. This is what we took into consideration:

  • Student aspirations for what they want to do next after graduation & career goals
  • Characteristics that define the attractiveness of an employer among students
  • Favoured communication channels for employer messaging
  • Prominence of social media for employer messaging

We reviewed anonymous application data from 3.8 million candidates applying to graduate programs in business across finance, government, professional services, advertising, engineering and retail. Here are three noteworthy findings and analysis:

The average number of applications for graduate programmes in the US is on the rise. Financial and professional services firms can expect an average of 250,000 while the other sectors had averages of 50,000. This is being driven by US students now considering an average of 29 employers to work for when applying to graduate schemes according to Universum data.

Another 50% of all applications are screened out before any further assessments or interviews – employers are setting tougher pre-screening criteria to make selection more agile.

There’s still a gap in gender hiring between male and females. Overall, there is still a gap in gender hiring, but the gap is smaller as time goes on. Recruiters will need to be conscious of the industries that are struggling the most to close this gap.

Full report findings

The findings of the full report show just how tough competition is to hire the best talent in graduate recruitment. Candidates are more empowered than ever before and employers have to work extra hard to secure the candidates that will prosper in their organization and help deliver business growth. 

Getting a hire wrong isn’t only costly, poor hiring can lead to lower productivity, reduced levels of employee morale and engagement and ultimately more attrition. It is a vicious circle. Knowing what worked well in the past can help to fine-tune the types of candidates that carry high favor within a firm. Click the buttons below to access the report or talk to us today about how we can assist.

Download Now
Talk To Us Today

Tell me Everything

Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Student recruiting trends in APAC

Resources: Guide

APAC Student Recruiting Trends.

In this report, we set out to get a real grasp of what we can expect for APAC student recruiting trends. Our goal was to figure out exactly how recruiters can be more adaptable to upcoming trends by identifying them, addressing challenges and offering innovative techniques to mitigate them. We reviewed anonymous application data from 1.7 million candidates. These candidates were applying to graduate programmes in business across finance, government, professional services, advertising, engineering and retail. 

In conducting this study, we took the following into consideration:

  • Numbers of applications versus numbers hired and numbers screened out
  • Levels of candidates self-withdrawing from application processes
  • Gender and ethnicity balances among those who are hired
  • Overseas interest in graduate roles and levels of success
  • What candidates declare as their source for choosing to apply
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llll

Using Oleeo Technology.

With the help of Universum, we also used extracts from the 2018 Talent Insight reports series. Specifically, we concentrated on responses from 6,692 business students and 5,841 engineering/IT students across the UK. This is what we took into consideration:

  • Student aspirations for what they want to do next after graduation & career goals
  • Characteristics that define the attractiveness of an employer among students
  • Favoured communication channels for employer messaging
  • Prominence of social media for employer messaging

Where data is collected, 82% of all hires in APAC declare themselves as ‘Asian’ and 16% do not declare or say Other. This leaves just 4% for White, Asian or Mixed despite high numbers of international workers starting their career in the Asia-Pacific region.

Competition to be hired is stiffer in 2018 than it was in 2017. In our last report, 2% of applicants went on to accept offers whereas in 2018 this has slightly fallen. Finance and professional services average at just 1% success (hired) rates.

Overseas hiring also remained broadly similar to 2017. Canada, USA, UK, France, Canada and Italy consistently appear in top countries outside of the APAC region where applicants want to be based in Asia-Pacific for a first job – with around 10% successfully being hired and moving to the continent. APAC employers appear able to entice overseas interest in different working lifestyles combined with the philanthropic and tourism opportunities available across the region.

There’s still a gap in gender hiring between male and females. Overall, there is still a gap in gender hiring, but the gap is smaller as time goes on. Recruiters will need to be conscious of the industries that are struggling the most to close this gap.

Full report findings

The findings of the full report show just how tough competition is to hire the best talent in graduate recruitment. Candidates are more empowered than ever before and employers have to work extra hard to secure the candidates that will prosper in their organization and help deliver business growth. Getting a hire wrong isn’t only costly, poor hiring can lead to lower productivity, reduced levels of employee morale and engagement and ultimately more attrition. It is a vicious circle. Knowing what worked well in the past can help to fine-tune the types of candidates that carry high favor within a firm. Click the buttons below to access the report or talk to us today about how we can assist.

Download Now
Talk To Us Today

Tell me Everything

Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Student recruiting trends in the UK

Resources: Guide

UK Student Recruiting Trends.

In this report, we set out to get a real grasp of what we can expect for UK student recruiting trends. Our goal was to figure out exactly how recruiters can be more adaptable to upcoming trends by identifying them, addressing challenges and offering innovative techniques to mitigate them. We reviewed anonymous application data from 3.8 million candidates. These candidates were applying to graduate programmes in business across finance, government, professional services, advertising, engineering and retail. 

In conducting this study, we took the following into consideration:

  • Numbers of applications versus numbers hired and numbers screened out
  • Levels of candidates self-withdrawing from application processes
  • Gender and ethnicity balances among those who are hired
  • Overseas interest in graduate roles in the UK and levels of success
  • What candidates declare as their source for choosing to apply
  • If Russell Group universities have prominence among candidates hired by employers
Download Now
Talk To Us Today
pmn

Using Oleeo Technology.

With the help of Universum, we also used extracts from the 2018 Talent Insight reports series. Specifically, we concentrated on responses from 6,692 business students and 5,841 engineering/IT students across the UK. This is what we took into consideration

  • Student aspirations for what they want to do next after graduation & career goals
  • Characteristics that define the attractiveness of an employer among students
  • Favoured communication channels for employer messaging
  • Prominence of social media for employer messaging

We reviewed anonymous application data from 3.8 million candidates applying to graduate programs in business across finance, government, professional services, advertising, engineering and retail. Here are three noteworthy findings and analysis:

The average number of applications for graduate programmes in the UK is on the rise. Financial and professional services firms can expect an average of 250,000 while the other sectors had averages of 50,000. This is being driven by UK students now considering an average of 29 employers to work for when applying to graduate schemes according to Universum data.

Another 50% of all applications are screened out before any further assessments or interviews – employers are setting tougher pre-screening criteria to make selection more agile.

There’s still a gap in gender hiring between male and females. Overall, there is still a gap in gender hiring, but the gap is smaller as time goes on. Recruiters will need to be conscious of the industries that are struggling the most to close this gap.

Full report findings

The findings of the full report show just how tough competition is to hire the best talent in graduate recruitment. Candidates are more empowered than ever before and employers have to work extra hard to secure the candidates that will prosper in their organization and help deliver business growth. Getting a hire wrong isn’t only costly, poor hiring can lead to lower productivity, reduced levels of employee morale and engagement and ultimately more attrition. It is a vicious circle. Knowing what worked well in the past can help to fine-tune the types of candidates that carry high favor within a firm. Click the buttons below to access the report or talk to us today about how we can assist.

Download Now
Talk To Us Today

Tell me Everything

Oleeo would be delighted to hear about your talent acquisition needs to see if we can help you. Get in touch today!

Campus Recruiting and early careers brochure

Resources: Brochure

Oleeo for Campus Recruiting/Early Careers Recruiting.

Oleeo for Campus Recruiting/Early Careers Recruiting offers an end-to-end talent acquisition system for hiring candidates in the early stages of building a career. Recruiters can track the best candidates and speed the time to hire with Oleeo. Oleeo has over two decades of experience providing recruitment technology to support campus recruiting and early careers programmes including the likes of CohnReznick, Evercore, LEK, Morgan Stanley and Nomura. We offer a modern, affordable, innovative and functionally-rich student recruitment solution from a world leading provider. Further, this has Intelligent Automation: Intelligent Attraction, Intelligent Engagement and Intelligent Selection built in – to speed up the process and deliver competitive edge.Interview evaluation is easy -simplify follow up and gather structured feedback from everyone on the interview team.

Download Now
Talk To Us Today
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