Reimagine Your Candidates' Journey: Transform High Volume Recruiting Into Meaningful Engagement

Join us on Wednesday, August 27, at:
🕐 1 PM ET | 12 PM CT | 10 AM PT

Fall recruiting is around the corner. Is your team ready?

In this session, we’ll cover how leading employers are making early-career recruiting feel more intentional, more human, and more effective this Fall, without adding extra burden to their teams.

Topics will include:

✅ How to create meaningful engagement with candidates throughout high-volume recruiting cycles, without overwhelming your team
✅ Ways to identify early signals of interest, alignment, and fit, before resumes and interviews even begin
✅ Real-world case studies of how employers are using experiential data to improve intern-to-hire conversions and reduce costly mis-hires
✅ Ways to use feedback and qualitative data to improve your candidate experience and retention
✅ How to track and use data points that go beyond basic performance metrics—like adaptability, coachability, and team collaboration
✅ Strategies for using feedback and candidate touchpoints to enhance brand perception, trust, and follow-through

After the event, you’ll know how to:

✅ Add value to the candidate experience from first touchpoint to final decision
✅ Reach and engage overlooked candidates who may be a perfect fit
✅ Use early signals, like responsiveness, interest areas, and project outcomes, to guide outreach
✅ Build trust and visibility with students before traditional recruiting even begins

Leave with simple strategies you can apply this season to create better interactions and outcomes for your team and your candidates.

After the event, you'll understand:

How to head into the fall with a pool of students who are already interested and ready to engage with your opportunities
Proven ways to increase turnout and applications from the candidates you most want to hire
What leading employers are doing to refine sourcing, screening, and selection (and what’s working right now)
The key data points that help you adjust your approach in real time, not after the season ends
Tips to strengthen campus relationships and stand out as an employer of choice

After a pilot to explore how we could integrate Parker Dewey into our hiring process, we're now expanding the program and collaborating with managers to promote this skills-centered approach.

Karen Lutz,

Vice President Talent and Leadership Development,

Xylem

There’s no reason why any company should not be using Parker Dewey. It is the easiest way to add value to the organization by getting some projects completed, giving students the opportunity to learn, and being cost-effective.

Alison Keefe,

Global Director of Emerging Talent ,

Smith+Nephew

You can interview, but you don’t really know how you’ll work with a person until you actually work with them. With this, you get to try someone for 20 hours and make sure your working styles match!

Bhavana Singh,

Founder and CEO,

Three Moons Consulting

I knew I wanted to be mindful of costs without jeopardizing quality and through Parker Dewey, it was low-risk too!

Yvette Roman,

Founder & Owner,