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6 Reasons Your Company Needs an SRP and How to Choose The Right One

by | Jul 16, 2020 | Recruiting

A student recruitment platform (SRP) is the number one tool companies use to recruit college students and build brand awareness on campuses across the country. As the recruiting landscape continues to evolve, university recruiters and talent acquisition teams are being forced to get creative to keep building their pipelines. An SRP allows companies to recruit students virtually, thus reaching a broader audience and building more representative talent pipelines. Students are sourced based on their skills, not their schools. Companies using this more efficient and targeted recruiting process have increased their ROI per hire by as much as 60 percent.

What does an SRP actually do? 

A student recruitment platform has a number of components but can be mostly broken down into three categories: marketing, jobs and pipeline. 


Use an SRP to grow your brand awareness on college campuses throughout the country. You’ll be able to post updates on a branded company page, share your culture through photos, videos and articles, host webinars or one-on-one video calls and engage with students in a friendly way.


All SRPs will allow you to post jobs and some may have a matching component to automatically pair your jobs with the perfect hire. Platforms with matching components will allow you to enter all of the specific qualifications (hard and soft skills) that you’re looking for in a student. Students who list these qualifications on their own page will automatically be sent to you.


After choosing or matching with students, a tool will allow you to sort and organize them. Import applicants from other recruiting websites to see everyone in your applicant pool. The SRP will allow you to save qualified students even when you aren’t hiring. That way, whenever you’re ready to make hires you already have a group of students to reach out to.

Here’s why you should implement an SRP at your company.

Recruit virtually

With many still adapting to work from home life, the ability to recruit virtually is vital to the current hiring process. But with multiple platforms, virtual hiring can get messy and unorganized. SRPs allow you to store your candidates’ data and interact with them all in one place so you don’t miss a beat. Plus, if your company has an ATS, you can easily import and export the data to keep everyone on your team up to speed on the candidates in your pipeline.

Reach a Broader Group of Students

Recruiting virtually through an SRP allows you to reach a broader audience of students. Instead of selecting specific schools and career fairs each year, you can interact with students from hundreds of universities with the push of a button. Whether you’re posting jobs, matching with candidates or hosting virtual events, you get to meet students from all over the country. Plus, you never have to leave the office!

Build More Representative Pipelines

By recruiting virtually and targeting a broader audience of students, you’re able to build more diverse and representative talent pipelines. It’s been proven thousands of times that a diverse team produces better results. Creating diverse teams is incredibly easy and efficient using an SRP.

Focus on Skills Not Schools

When you use an SRP you’re able to hone in on students from across the country who fit the criteria you’re looking for. You’re more likely to build a pipeline of potential long term employees when you focus on students with the right skills, interests, and experiences. There are millions of talented students at universities across the country with the qualifications you’ve been searching for. An SRP will help you find them.

Increase ROI per hire

Don’t waste your time and resources at an on-campus career fair; get face time with top students virtually and save. On average, companies using an SRP have seen their average cost per hire decline by roughly 50 percent. Recruiters using the Scholars SRP have seen a drastic decrease in time sourcing candidates with the ability to target specifically on the platform.

Engage with Existing Applicants

One of the coolest features of an SRP is that you can actually import existing applicants and re-sort them based on any criteria you’d like. So-long are the days of scanning thousands of applications. Now you can have your full pipeline in one place and all of your candidates ranked in the right order for your company.

How to choose the right SRP for your company.

There are a few factors to consider when selecting an SRP to make sure you find a platform that is the right fit for your organization.

Understand Your Specific Use Case

Are you looking to increase your brand awareness on college campuses? Do you need help finding new candidates? Maybe you need a tool that can help you sort through existing applicants. Some SRPs specialize in helping you find more candidates. Others have great marketing tools and services for you to take advantage of. Some SRPs focus on students with specific backgrounds, skills, or majors. Whatever you’re looking for, make sure that you evaluate your company’s needs so you can find the best fit.

Do you have a lot of inbound applicants?

If you’re receiving at least 1,000 inbound applicants per month consider finding an SRP with a tool to help you sort these students. Instead of scanning resumes for a few seconds at a time, your SRP will take your criteria and instantly tell you which candidates are worth reaching out to.

Scholars is the world’s first SRP on a mission to connect every college student with their dream job regardless of who they know or where they went to school. Interested in learning more about Scholars and our student recruitment platform? Schedule a time to chat with a member of our team!

About Scholars

Scholars helps companies build engaging candidate experiences at scale. Create personalized journeys for all of your candidates from application through onboarding.

About Scholars

Internships and early-career jobs are unlike any others. They are often accepted months, if not years, in advance of the start date leaving plenty of time for candidates to change their minds and decide to work elsewhere, costing your team time and money.

There are two ways that have been proven to decrease renege rates for any company: keeping candidates engaged by sharing personalized information and helping them make connections with their future teammates. Companies use Scholars to accomplish both of these at scale.