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college RSS feed Tag: college

Why Content Marketing Should Be Part of Your University Recruiting Strategy

by Sep 16, 2014, 12:51 am ET

Screen Shot 2014-09-05 at 8.49.21 AMTake a little trip with me. Don’t worry; you don’t need to pack any bags and your passport can remain safely stowed away. We’re just going to take a step back in time to when we were college students. Reflect for a moment on the months leading up to your graduation. What thoughts were weighing most heavily on your mind at that time? Aside from your immediate concerns of making it to every big party that week (without missing any classes the day after), you probably had some big questions about your next step. What would life in the real world be like? And how would you find a job that you were overjoyed about — or at the very least, a company that would hire you?

University recruiters have the opportunity to help provide some answers to those tricky questions that plague 20-somethings. keep reading…

Your High School Kid Has a New Career Site

by Sep 4, 2014, 4:05 pm ET

Screen Shot 2014-09-04 at 1.00.56 PMYou can now recruit people young enough to wear braces, with the launch of a website for high schoolers to showcase their achievements and for helicopter parents to brag about their kids if they get tired of doing so on Facebook. keep reading…

There’s a New Way for Students to Tell Employers They’ve Got an Offer

by Sep 3, 2014, 2:46 pm ET

Screen Shot 2014-09-03 at 11.45.10 AMA new and unusual offering called “Explore Your Options” gives students a place to spread the word about their job offers. keep reading…

In IT, College Degrees Take Backseat to Skills, Experience

by Aug 29, 2014, 5:28 am ET

Glassodoor Q2 employee surveyBy a surprisingly large percentage, CIOs put more emphasis on skills and experience than on tech degrees from prestigious universities.

A Robert Half Technology survey of some 2,400 chief information officers at companies with more than 100 employees found 71 percent place “more weight on skills and experience than on whether or not a candidate attended college/university.” Another 12 percent said university prestige didn’t matter at all. keep reading…

Employer Branding Beats Consumer Branding for Young Job-Seekers

by Aug 5, 2014, 12:29 am ET

Screen Shot 2014-07-21 at 7.31.34 AMTwo studies recently came out that provide interesting perspectives on how a brand is viewed by the general public and by young workers looking to start their careers. These surveys illustrate both the connection and disconnection between branding and employer branding.

The first study was conducted by CoreBrand, which annually surveys more than 10,000 business decision-makers from the top 20 percent of U.S. businesses. This is a survey of peers, not of average consumers. It determines two factors: Familiarity, based on whether respondents could name a brand’s verticals or subsidiaries; and Favorability, based on respondents’ opinions of the brand’s overall reputation, perception of management, and investment potential. CoreBrand considers brands with the highest scores in both categories to be the “Most Respected.” The top 10 of 2014 are: keep reading…

College Career Fairs Are Obsolete

by Jun 13, 2014, 12:03 am ET

career_fair_fall_2012Perhaps I’m being a bit unfair. There are plenty of legitimate reasons for companies to attend college career fairs (where else will all those free pens and t-shirts go?), but rarely does it include discovering and interviewing the best students.

There seems to be a perception among many companies that attending career fairs at a few top universities is enough of an effort when it comes to hiring interns and new-grads. To those companies: The best university recruiting programs don’t focus on career fairs.

There are multiple reasons for this. keep reading…

Mytasca: A New Tool for College Recruiters

by Jun 9, 2014, 7:04 pm ET

BoiseStateUniversityFour years in the making, there’s a new tool out for recruiters to learn more about colleges and career centers. keep reading…

What Students Want in Their First Jobs, and How Government Can Deliver That

by Jun 5, 2014, 5:42 am ET

engagement process.jpgImproving Employee Engagement to Create Government Workplaces That Will Attract and Retain Young People 

We described what young people want in their first “real” jobs, based on Universum research. This year, Universum’s survey of more than 46,000 university students showed that students are looking for jobs that provide characteristics like work/life balance, job security, commitment to a cause, and a dynamic and respectful workplace.

Even with this important information, however, public sector employers face challenges in creating workplaces that incorporate these characteristics and will therefore attract and retain young talent. One proven way for government to meet this challenge is to improve the level of employee engagement. Higher levels of engagement create more attractive workplaces and translate into higher retention as well as improved individual and organizational performance.

The U.S. Merit Systems Protection Board defines employee engagement as a heightened employee connection to work, the organization, the mission, or coworkers. Engaged employees believe their organizations value them, and in return, engaged employees are more likely to expend “discretionary effort” to deliver performance.

There is compelling evidence as to why government agencies, in particular, should care about employee engagement. The Gallup organization has systematically studied employee engagement, and its research reveals that high-engagement organizations are 20 percent more productive than their low-engagement counterparts, and also exceed low-engagement organizations in other critical areas such as customer satisfaction and employee retention.

In government, a Merit Systems Protection Board study of 37,000 federal government employees revealed that higher employee engagement correlated with: keep reading…

MBA Demand Still Slowing, but Some Sectors See Opportunity

by May 19, 2014, 12:09 am ET

May 2014-Demand-for-MBAs-by-IndustryIt has become so fashionable to bash the value of an MBA that there must be a touch of schadenfreude in the accounts of once highly paid professionals sending out resumes for jobs paying half — or less — than what they previously earned.

Yet the situation is hardly as dire as many of the reports would have us believe. While it is true that demand for MBAs has declined, an analysis of online job postings by Wanted Analytics found the reduction in the last few months was only 3 percent over the year before. That’s far better than the alarming report last fall from Michigan State’s Collegiate Employment Research Center, which predicted MBA hiring would plummet 25 percent. keep reading…

The College Recruiting Times They Are a Changin’

by May 15, 2014, 12:55 am ET

SlocumHallWhen it comes to the current landscape of college recruiting, I like to look at what’s going on out there as a three-act play.

Act 1 — The Problem keep reading…

Hilton’s May Agenda Includes 600 Career Events in 54 Countries

by May 2, 2014, 2:38 pm ET

Hilton_Residence_High_TwoBedLivingroom_FPHilton’s launching “Careers@Hilton Live: Youth in Hospitality Month” — a month of 600 events in 54 countries to tell people, especially young ones, about the hospitality field. keep reading…

As IT Pay Rises and Students Pursue the ‘Big Names,’ Mid-Size Firms Work Harder to Hire

by Apr 9, 2014, 5:59 am ET

Starting salaries NACE computer 2014This year, U.S. colleges will graduate somewhere around 124,000 information technology majors.

Most of them (61 percent) will head straight into the workforce, where the average starting salary for these new grads averages $59,000. Those with masters and PhDs, and those in high-demand specialties like security, will earn much more.

Where they want to work is not much of a surprise: Google, Microsoft, Apple, Amazon, and Facebook top the list of their ideal employers, according to a Universum survey.

Besides having the advantage of an internationally known brand — of the 100 employers on Universum’s list, not one can be considered even a mid-sized company — the biggest employers have been scouting colleges for months; a few began nurturing their future candidates when the kids were still in high school. Now, with graduation looming, these employers have largely completed filling their incoming IT class of 2014.

Competing with the big name firms is not easy, agree Chris Jenkins and Lindsay Kulla. “It’s always tough competing with the Facebooks, Google, Amazons,” says Jenkins, who is senior recruiting manager for kCura, a young Chicago software firm that serves the legal industry. keep reading…

Recruiting Against the Private Sector: What Government Can Do to Better to Compete for Talent From Campus

by Apr 2, 2014, 5:57 am ET

Screen Shot 2014-03-17 at 6.57.27 AMIn a previous article, we described the keen interest in employment in the public sector by millenials. Federal employment provides many of the most important attributes that students identify as attractive for their careers. This is evidenced by federal agencies being chosen among the top “ideal employers” identified in Universum’s student survey of tens of thousands of college students: the Federal Bureau of Investigation, National Institutes of Health, Peace Corps, Department of State, and NASA, to name a few. However, despite the appeal of public sector careers, most government agencies are quite inefficient in their recruiting and selection processes and consequently lose many top candidates to the private sector.

Compounding this handicap is the fact that the job market for new campus graduates has heated up once again. According to the 2014 National Association of Colleges and Employers survey, employers plan to increase their hiring from the class of 2014 by 7.8 percent for their U.S. operations. While the job market is certainly tough for some recent graduates, the most sought-after candidates are receiving multiple offers with higher salaries. Agency recruiting and hiring practices must change to effectively for the desired talent.

Here are 11 suggestions that the public sector might deploy that parallel successful practices in the private sector: keep reading…

The 2014 ERE Recruiting Excellence Award Winners

by Mar 19, 2014, 5:07 am ET

ere-awards-logo-2014You saw the list of finalists — a group that, like I said in that post, really all are honorees given how close of a call most every category was, and how many good applications there were that didn’t make the final cut.

Now let’s look at the final winners. Thanks again to the judges.

Best College Recruiting Program keep reading…

One Way to Tell How Many Job Candidates Are Graduating

by Mar 17, 2014, 4:35 pm ET

The largest schools for engineers in the Chicago area.

A company that helps employers examine the labor supply of such potential employees as truckers, nurses, and retailers, as well as physical therapists and women in IT, is out with a new tool for measuring the number of people graduating. keep reading…

Making Moneyball Work

by Mar 11, 2014, 5:47 am ET

Screen Shot 2014-02-20 at 10.45.35 PMBreaking News: (July 16, 2036) The national Comprehensive and Reliable Assessment of Performance (CRAP) database reached its goal of 100 percent coverage with the last employer — Roto Rooter of Northern Idaho — getting connected to share employee performance data. Employers nationwide now have a central resource to evaluate candidates for jobs, using the concept of Moneyball that was developed in the late 20th century. The database, established by the Dream On Act, is administered by the BUFFOONS (Bureau of Unreliable and Freely Flexible Or Objectionable Numbers and Statistics) at the Department of Labor.

Maybe this will come to pass, but don’t hold your breath and be careful what you wish for. Let’s think about what it’ll take to make Moneyball work. keep reading…

Why MOOCs Might Revolutionize Your Recruiting Methods

by Mar 4, 2014, 12:00 am ET

Screen Shot 2014-02-19 at 12.58.52 PMWhile recruiters continue to gain skills in search techniques, candidates are elusive and wary of getting unsolicited emails, InMails, and efforts to get them engaged with your firm on Facebook or LinkedIn.

Recruiters should also be much smarter about how they find and engage with candidates. A really good candidate has no need for trivial engagement with you and knows that he or she can easily find another position. The best recruiters use a targeted strategy to identify which candidates are most likely to not only have the skills their organization needs, but which ones are staying current in their field, are learning new skills, and which ones are motivated to work hard.

Younger candidates are attracted to firms that offer access to learning opportunities and older candidates are anxious to gain current, relevant skills.

There may be no better way to do this than to look in-depth at what MOOCs have to offer. keep reading…

Recruiting High School and Non-degreed Top Talent — A Missed Corporate Opportunity

by Mar 3, 2014, 5:43 am ET

Screen Shot 2014-02-26 at 12.55.50 PMIn case you didn’t hear about it, college football powerhouse Alabama recently offered a scholarship to eighth-grade football player Dylan Moses and LSU offered a scholarship to a ninth grader. Before you react in shock as a parent might, consider the fact that teenage talent may be the last remaining untapped corporate recruiting pool.  keep reading…

Talent Management Lessons From the Super Bowl for Corporate Leaders

by Feb 3, 2014, 6:36 am ET

Screen Shot 2014-01-30 at 10.43.50 AMA couple years back I was asked to outline “the future of talent management” in a talk at Google headquarters. Then as now, I predicted the future of talent management will follow the “professional sports model,” which many of you undoubtedly witnessed during yesterday’s Super Bowl.

Some in HR carelessly make the mistake of instantly dismissing sports analogies as irrelevant, but those individuals fail to understand that the NFL and its teams are multibillion-dollar businesses with the same economic bottom line and the need to dominate competitors as any other corporate businesses. So if you want some talent creds, tell your boss that you watched the Super Bowl not just for enjoyment, but also in order to learn some valuable talent management lessons. My top eight talent management takeaways from the Super Bowl are listed below. keep reading…

Remote College Recruiting — Capturing Top Students From Schools You Don’t Visit

by Nov 25, 2013, 6:45 am ET

Screen Shot 2013-11-16 at 8.02.32 AMMany exceptional students probably do not attend the schools that you visit

If you assume that the best students only attend the top ranked schools, you are making a big mistake. keep reading…