Comments on: College Recruiting 2010, Part 1 http://www.ere.net/2006/03/08/college-recruiting-2010-part-1/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Mon, 23 Nov 2009 11:02:01 -0500 http://wordpress.org/?v=2.8.4 hourly 1 By: Steven Rothberg http://www.ere.net/2006/03/08/college-recruiting-2010-part-1/comment-page-1/#comment-4228 Steven Rothberg Thu, 09 Mar 2006 12:41:00 +0000 http://www.ere.net/2006/03/08/college-recruiting-2010-part-1/#comment-4228 Great article. Can't wait to read the remaining parts. We've found college students and recent graduates to be very receptive to our virtual internship opportunity. Dozens are writing for our CollegeRecruiter.com Insights by Candidates Blog at http://jobs.CollegeRecruiter.com/JS/General/Job.asp?id=6121112. They write about their career progress. Some are successful. Some aren't. Some are excited. Some are dismayed. But all are insightful. What is really great is that they're even starting to submit comments about entries made by each other. In short, they're building community. Because of their desire to be informed on-line and through downloadable audio recordings (podcasts), we recently re-designed our site to make blog and podcasting content much more visible. Our traffic and page views immediately soared. Employers take note: boring job postings that list your requirements and preferences do not cut it with this generation. You need to sell them on why they should work for your organization rather than the organization across the street. This isn't 1992 (or even 2002). These students and recent graduates are receiving multiple employment offers so you need to make sure that yours is the best and that you communicate that, or you will be relegated to hiring second tier candidates. Talk with your Gen Y employees and listen to them. They're connected to their cell phones so send a targeted text message to the cell phones of candidates who match your desired profile and who have opted in to receive such messages. They check email multiple times a day, so send targeted emails to opt in candidates. This is an Internet generation so the tried-and-true strategies of recruiting only on a small number of campuses is not sufficient anymore. Don't abandon on-campus recruiting, but understand that the vast majority of students never, ever step foot into their career service offices. That's a shame, but that's reality. And it isn't just the least qualified students who don't use their career service offices. It is also the best qualified. Again, they know that they don't need to because they are comfortable using technology so they are bypassing the middleman career service office and going directly to Internet sites, employers, etc. Steven Rothberg, President and Founder CollegeRecruiter.com career site http://www.CollegeRecruiter.com . Great article. Can’t wait to read the remaining parts. We’ve found college students and recent graduates to be very receptive to our virtual internship opportunity. Dozens are writing for our CollegeRecruiter.com Insights by Candidates Blog at http://jobs.CollegeRecruiter.com/JS/General/Job.asp?id=6121112. They write about their career progress. Some are successful. Some aren’t. Some are excited. Some are dismayed. But all are insightful. What is really great is that they’re even starting to submit comments about entries made by each other. In short, they’re building community.

Because of their desire to be informed on-line and through downloadable audio recordings (podcasts), we recently re-designed our site to make blog and podcasting content much more visible. Our traffic and page views immediately soared.

Employers take note: boring job postings that list your requirements and preferences do not cut it with this generation. You need to sell them on why they should work for your organization rather than the organization across the street. This isn’t 1992 (or even 2002). These students and recent graduates are receiving multiple employment offers so you need to make sure that yours is the best and that you communicate that, or you will be relegated to hiring second tier candidates.

Talk with your Gen Y employees and listen to them. They’re connected to their cell phones so send a targeted text message to the cell phones of candidates who match your desired profile and who have opted in to receive such messages. They check email multiple times a day, so send targeted emails to opt in candidates. This is an Internet generation so the tried-and-true strategies of recruiting only on a small number of campuses is not sufficient anymore. Don’t abandon on-campus recruiting, but understand that the vast majority of students never, ever step foot into their career service offices. That’s a shame, but that’s reality. And it isn’t just the least qualified students who don’t use their career service offices. It is also the best qualified. Again, they know that they don’t need to because they are comfortable using technology so they are bypassing the middleman career service office and going directly to Internet sites, employers, etc.

Steven Rothberg, President and Founder
CollegeRecruiter.com career site
http://www.CollegeRecruiter.com .

]]> By: Don Raskin http://www.ere.net/2006/03/08/college-recruiting-2010-part-1/comment-page-1/#comment-4227 Don Raskin Wed, 08 Mar 2006 10:52:00 +0000 http://www.ere.net/2006/03/08/college-recruiting-2010-part-1/#comment-4227 As a recruiter with a good bit of gray hair, I hope your 2010 graduates will be able to find 6 virtual pall bearers when it is their time. As a recruiter with a good bit of gray hair, I hope your 2010 graduates will be able to find 6 virtual pall bearers when it is their time.

]]>