How to Use AI to Recruit Campus and Entry-Level Positions

Hiring Early Talent Shouldn’t Feel Overwhelming

Every year, companies open their doors to a fresh wave of entry-level and campus applicants. The goal is to find promising talent early and build the next generation of top performers. But the reality?

You post a role—and suddenly, you’re hit with 1,000, 2,000, even 3,000 resumes.

And unlike mid-level or senior hires, these candidates don’t have years of work experience or robust portfolios. They may be brilliant—but on a resume, they often look… the same. So, how do you screen thousands of profiles that have nearly identical content, without burning out your recruiting team or delaying time-to-hire?

Let’s break down how AI-powered resume screening software like Brainner helps solve this growing challenge—while keeping your ATS in sync and your hiring process fully under control.

🎓 Why Campus Recruiting Is So Hard to Scale

Most campus or entry-level hiring happens in waves, usually concentrated in specific periods of the year—often when internal teams are already busy filling other open roles.

You don’t have time to manually screen thousands of applications.

And the challenge is compounded by the fact that:

• Candidates often lack prior work experience.
• Soft skills (usually assessed in interviews) don’t show up clearly on resumes.
• Every resume starts to look the same—same degrees, same schools, similar GPA ranges.

Yet someone still needs to decide who gets through to the next round.

✨ How Brainner Simplifies Entry-Level Resume Screening

Brainner is an AI-powered resume screening software that integrates bidirectionally with top ATS platforms like Workable, Lever, Greenhouse, Recruitee, and more.

It helps you reduce up to 90% of the resume screening workload by analyzing objective criteria in real time. And unlike traditional “black box” AI tools, you stay in control.

Here’s how it works in 3 simple steps:

✅ Step 1: Define Entry-Level Criteria Automatically

Brainner automatically extracts your job description from your ATS and uses it to suggest relevant screening criteria. You can also customize or add your own, especially when hiring early-career candidates.

Here are common filters used in campus recruiting:

• Degree Match: Candidates must hold (or be about to receive) a Bachelor’s degree in fields like Business, Engineering, Computer Science, etc.
• Graduation Date: Only consider candidates who graduated between 2023 and 2025.
• University Filter: Prioritize candidates from target schools or programs.
• Internship Experience: Focus on those with no more than 6–12 months of professional experience.
• Technical Skills: Knowledge of tools like Excel, Python, AutoCAD, or specific marketing platforms.
• Location: Only candidates in certain regions or open to relocation.
• Resume Quality: Automatically flag resumes with grammar or formatting issues.
• GPA or Academic Performance: Filter candidates based on GPA thresholds or honors.
• Extracurricular Involvement: Identify candidates who’ve participated in university projects, student clubs, sports teams, hackathons, or volunteering—signs of initiative, collaboration, and leadership potential.

You decide which filters matter most and assign weights accordingly.

⚙️ Step 2: Analyze Candidates in Real Time, Inside Your ATS

Once your criteria are set, Brainner reviews every resume as soon as it enters your ATS—completely automated, no manual steps required.

Candidates are analyzed based on the defined criteria, and Brainner highlights:

• Who meets all the mandatory requirements
• Who partially meets them
• Who doesn’t meet them at all

This lets recruiters focus on qualified applicants first, saving time and increasing consistency across the process.

🧠 Step 3: Make Faster, Smarter Decisions—Without Losing the Human Touch

Now that the tedious filtering is done, your recruiters can focus on reviewing high-potential applicants and prepping for interviews—not manually rejecting hundreds of unqualified profiles.

With Brainner’s Automation Rules, you can:

• Automatically reject candidates who don’t meet the minimum degree or graduation criteria.
• Advance candidates who meet all mandatory requirements into a dedicated stage like “Pre-Screened by Brainner.”

Everything is synced seamlessly with your ATS—no double work, no spreadsheets, no disjointed systems.

💡 Why AI Doesn’t Mean Losing Control

Unlike other platforms that score candidates behind the scenes without explanation, Brainner gives you full control of the inputs. You choose the filters. You set the rules. You decide how much to automate.

Want full automation? Set your criteria and automation rules once and watch candidates move between stages automatically inside your ATS.

Want more control? Review candidates manually, adjust filters on the fly, and focus only on what matters.

🚀 Final Thoughts: Make Campus Hiring a Strength, Not a Struggle

Campus and early-career recruiting shouldn’t be a time-consuming guessing game.

With Brainner’s AI resume screening software, you can reduce screening time by up to 90%, remove bias and inconsistency, and find high-potential talent before the competition—even if they all look the same on paper.

Whether you’re hiring interns, new grads, or junior analysts, Brainner helps you scale your efforts without scaling your recruiting team.