In EMEA and APAC, where tenures are longer and people change companies less, there's a deeper investment in university recruiting to establish and develop one's employer brand. In the states, however, university recruiting often has to beg for crumbs at the table. So if you're going to build a campus recruiting team, do it right. (I'm not saying the secret is to set KPis and tout successes, but it kind of is.)

Speaking of diversity, here's an article breaking down what women in STEM really want in their next job (and if you clearly offer these things to them, they are more inclined to apply and accept your offers.

Amazon, the 80-ton six-armed gorilla in any conversation, has been quietly shifting it's MBA recruiting strategy away from "pick a few schools and camp there" to "use digital to cherry-pick talent from more schools," according to the WSJ. Two takeaways to consider. First is the obvious one: the world has been pushing students to be more open to digital-first relationships rather than face-to-face ones that students respond more strongly to. Students have been pushing back, but it looks like Amazon is going to be the one to change the conversation again and make digital recruiting more "normal." The second takeaway is that we may be seeing the end of the "top school" hegemony. There is simply too much competition from too many companies to recruit from top schools, so unless you're a FB/G/A/Amazon, you can't expect to get anything but table scraps. So maybe it's time to target top talent at second and third-tier schools rather than spend huge amounts of cash to attract also-rans at top schools.