Closely screening recruiters and any employees who accompany them to campus for interviews could help prevent negative impressions like the ones given to Mr. Poist and Jonathan Chen. Then he criticized me for not coming to the interview in a jacket. Mr. Chen chose to sign with Trilogy Software Inc. in Austin, Texas. No one even had a button-down shirt, forget about a tie and jacket. Not only were they so much cooler, but they acted like they understood I had choices.
Many companies rely on alumni or peer recruiters to attract students.
J.C. Penney is a firm believer in the idea that youth attracts youth. If someone their own age says it's cool to work here, they listen. While sending young employees to recruit on campus may work for some employers, peer recruiters may not be as important as HR might think. Sending employees who are too young and inexperienced can give students the impression that they are being undervalued. That was the feeling of Tania Nagl, a student at the University of Maryland in College Park with a double major in physics and computer science.