What College Recruits Want From Potential Employers
Below we present Part Three: Post Interview Follow-up Tips from the student's/recruits point of view. Here are their suggestions, in "Their Words". Part One: Interview Tips  Part Two: During the Interview 
Part Three – Follow-Up to the Interview
"What advice would you give potential employers to help the interview process be more effective for both sides?"
Act faster on responding to interviews.
Be more honest when sending a rejection letter.
Better contact during and after interviews.
Do not wait too long to contact the interviewee regarding the position. This will help the interviewee to move on if necessary.
Don't base everything on the interview.
Don't play games - tell the students how many positions are available and when you are deciding.
Don't pressure students to make a decision just so you will know your 'numbers.' Allow students ample time to make a decision that they are comfortable with.
Give better feedback when you do not hire someone, instead of the formal letter of rejection.
Give feedback after the process is over! Give the best offer for a given individual situation. Don't give 'canned' job offers.
Give the students the opportunity to choose and explore other companies by extending the deadlines.
I would like to see a first and second interview on campus and then an offer in the mail. The office visit should come after the offer. Office visits before the offer are a little overwhelming, you are trying to compare offices of one firm with another while still trying to impress the person you are there to interview with. Also, I didn't like having to make so many trips to offices from school when I couldn't be sure I would pass the second interview. It was really stressful to have to fit a three or four hours (with travel) office visit into my busy school schedule. If I have the offer first, I know the firm wants we to seriously consider this firm in my career decision.
Keep an open mind about everyone. Give people more than one chance to prove themselves because one persons thoughts and ideas make not be in agreement with the interviewer but that's okay because that is what makes a more diverse working environment and can help a business succeed.
Landing good staff is probably different than landing good clients. I was not impressed with the good 'ol boy incentives and machismo that I received during the recruiting process.
Let the students know what happens after each section of the process. The interview process works differently for each firm.
Make decisions quickly, rather than telling the potential employee you will make a decision next week, and keep putting it off for a month.
Make the students you are genuinely interested in hiring feel very special, everyone likes to feel as though they stand out in the crowd.
Talk to the students before you begin the interview, then talk with them after, if you don't offer them a position, tell us why it was if we interviewed bad give us feedback, what did we do wrong, Sorry we can't offer you another interview or a job is just not enough information. The more we know the better off we will do in the future and it might not give us a poor vision of your company.
Test their accounting / problem solving skills! Don't rely so much on 'interview skills'.
When having candidates in for office visits, encourage all interviewers to be either serious or informal. When I'm on an office visit I don't want it to feel like a roller coaster ride with some interviewers who are very informal and friendly and others who try to be intimidating and belittling. Keep it consistent, otherwise the candidate gets worn out and his/her view of the firm is harmed.
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