Case Study: Accelerating Campus Recruiting with enterN

Overview

Shawn manages a campus recruiting team for a global enterprise organization, responsible for securing top early-career talent across multiple universities. Despite having a highly capable team and established hiring tools, traditional recruiting methods still required a significant investment of time and effort to identify strong candidates for internships.

During a pilot program with enterN across three universities, Shawn's team was able to streamline and improve their recruiting process, filling 33 internship roles efficiently while delivering exceptional candidate quality.

---

The Challenge

Even with an experienced team and an applicant tracking system, the hiring process remained time-intensive:

• Each of the 11 recruiters typically conducted about a dozen screening calls per role to identify viable candidates.

• Determining cultural and team fit often required additional interviews and subjective assessments.

• Scheduling interviews involved back-and-forth communication, adding delays.

The enterN Pilot

Shawn's team leveraged enterN's preference-based, anonymized profiles to source candidates. This new approach provided detailed insights into candidates' work styles, leadership preferences, and career values before the first conversation.

Pilot Results

• Connected with 48 candidates.

• Filled 33 internship positions.

• Replaced traditional screens with data-driven profile matching.

• Streamlined the candidate journey from application to interview.

Key Outcomes

1. Significant Time Savings

By using enterN, recruiters reported saving approximately 20 hours per hire:

• Faster identification of candidates aligned with specific team needs.

• Elimination of superficial screening calls focused on work style compatibility.

• Immediate interview scheduling upon mutual matching, avoiding traditional scheduling delays.

Total estimated time savings:

• 33 hires x 20 hours = 660 hours saved.

• Equivalent to six months of full-time work reclaimed for the recruiting team in a single academic year.

2. Improved Candidate Quality and Fit

Hiring faster did not come at the expense of quality. In fact, the pilot results exceeded expectations:

• 28 out of 33 interns were offered full-time roles, representing an over 90% offer rate.

• Of the five who did not continue, two opted out due to location constraints, not performance.

This high conversion rate demonstrated that enterN's matching process effectively identified candidates with the skills, preferences, and cultural alignment necessary for long-term success.

3. A New Standard for Enterprise Hiring

While small businesses often face acute hiring challenges, enterprise organizations also benefit from more efficient recruiting tools. As Shawn summarized:

"enterN was basically a fast-forward button for our processes."

Even with robust internal teams and tools, enterN offered a level of precision and efficiency that traditional methods could not match.

Conclusion

Shawn’s experience highlights the power of enterN to:

• Optimize enterprise-level campus recruiting.

• Increase recruiter productivity.

• Improve match quality and retention outcomes.

• Free up valuable time for strategic initiatives like professional development, candidate experience enhancement, and workforce planning.

In just one academic cycle, enterN transformed Shawn's team’s recruiting operations, delivering better results faster and setting a new benchmark for campus hiring excellence.

Learn More

Ready to streamline your campus recruiting efforts and build stronger early-talent pipelines? Contact us to see how enterN can help your organization achieve the same transformational results.