Comments on: Über College Recruiting: How Advanced College Recruiting Differs From Your Current Approach http://www.ere.net/2008/09/29/uber-college-recruiting-how-advanced-college-recruiting-differs-from-your-current-approach/ Recruiting News, Recruiting Events, Recruiting Community, Social Recruiting Tue, 14 Feb 2012 01:03:49 +0000 hourly 1 http://wordpress.org/?v=3.2.1 By: Roberto Angulo http://www.ere.net/2008/09/29/uber-college-recruiting-how-advanced-college-recruiting-differs-from-your-current-approach/comment-page-1/#comment-10030 Roberto Angulo Tue, 13 Jan 2009 21:39:06 +0000 http://www.ere.net/?p=4133#comment-10030 This is a great article. Since starting AfterCollege in 2000 and in working with hundreds of employers who do college recruiting, we've found that the best approach a company can take is to use a variety of approaches. In other words, go through as many touch points as you can on campus and don't be afraid of change and try different things. And as John mentions, make data-drive decisions. Repeat what works, re-evaluate what doesn't and find out why it doesn't work. I can see why there's some sentiment that career centers are a thing of the past. When we originally started, we encountered resistance from a number of career centers that felt they needed to be the single point of contact through which employer and student interactions should flow. AfterCollege had just started working with academic departments and student groups to provide employers with an additional channel into campuses, and this ran counter to the traditional centralized model. We provided a complementary, de-centralized model. A few years later, career centers started to embrace the de-centralized model, with UT Austin being one of the pioneers. Many career centers now embrace the idea of providing or enabling students to explore on their own, via as many tools as possible. I see how this sentiment can have some basis, but at at the same time, agree that career centers have their place in the future as long as they continue to evolve. Career centers serve a purpose and they should remain a component of one's recruiting strategy. Roberto Angulo CEO, AfterCollege, Inc. This is a great article. Since starting AfterCollege in 2000 and in working with hundreds of employers who do college recruiting, we’ve found that the best approach a company can take is to use a variety of approaches. In other words, go through as many touch points as you can on campus and don’t be afraid of change and try different things. And as John mentions, make data-drive decisions. Repeat what works, re-evaluate what doesn’t and find out why it doesn’t work.

I can see why there’s some sentiment that career centers are a thing of the past. When we originally started, we encountered resistance from a number of career centers that felt they needed to be the single point of contact through which employer and student interactions should flow. AfterCollege had just started working with academic departments and student groups to provide employers with an additional channel into campuses, and this ran counter to the traditional centralized model. We provided a complementary, de-centralized model. A few years later, career centers started to embrace the de-centralized model, with UT Austin being one of the pioneers. Many career centers now embrace the idea of providing or enabling students to explore on their own, via as many tools as possible.

I see how this sentiment can have some basis, but at at the same time, agree that career centers have their place in the future as long as they continue to evolve. Career centers serve a purpose and they should remain a component of one’s recruiting strategy.

Roberto Angulo
CEO, AfterCollege, Inc.

]]> By: Emanuel Contomanolis http://www.ere.net/2008/09/29/uber-college-recruiting-how-advanced-college-recruiting-differs-from-your-current-approach/comment-page-1/#comment-7588 Emanuel Contomanolis Mon, 29 Sep 2008 15:06:42 +0000 http://www.ere.net/?p=4133#comment-7588 I find these insights helpful and would concur that many companies which successfully recruit - most especially technical talent - demonstrate, if not all, then several of the components of the "uber recruiting model". Despite efforts by other commentators to convice him otherwise the author persists in ignoring the capabilites and accomplishments of career centers in supporting "uber recruiting" - in fact describing the traditional approach as career center focused strongly implies that career centers are part of the past and have no place in the future of effective - aka uber recruiting. This is an unfortunate and faulty oversight. While there is no specific mention of that role in the uber model description I would assert any one of those activities would be strengthened by career center involvement and support. In fact, much of that is happening now at the best career services offices. Ask recruiters who will consistently tell you they would rather have career centers supporting their efforts than ignoring those office completely as you imply. I find these insights helpful and would concur that many companies which successfully recruit – most especially technical talent – demonstrate, if not all, then several of the components of the “uber recruiting model”. Despite efforts by other commentators to convice him otherwise the author persists in ignoring the capabilites and accomplishments of career centers in supporting “uber recruiting” – in fact describing the traditional approach as career center focused strongly implies that career centers are part of the past and have no place in the future of effective – aka uber recruiting. This is an unfortunate and faulty oversight. While there is no specific mention of that role in the uber model description I would assert any one of those activities would be strengthened by career center involvement and support. In fact, much of that is happening now at the best career services offices. Ask recruiters who will consistently tell you they would rather have career centers supporting their efforts than ignoring those office completely as you imply.

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