The company sets up shop at a number of campuses, and because it represents more than one company, it can attract a large number of candidates. The firm asks students to fill out a survey and to take an examination to test relevant basic skills. The advantage to the client company is that it is presented with a set of well-qualified candidates without first going through lead generation and the initial qualification processes. Ostroot hopes that her company will be able to offset the cost by reducing the time managers now have to spend recruiting. But she admits her company may not be able to exactly calculate the cost benefit, since measuring the actual value of a manager's time spent in campus recruiting is virtually impossible.
Recent graduates inject enthusiasm and offer the most recent technological information.
They also tend to work harder for less money. For many companies looking to fill a growing number of technology slots with a decreasing pool of candidates, there's little choice but to mine this resource.