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college RSS feed Tag: college

College Recruiting — Capturing ‘Passive’ Students Who Don’t Visit the Career Center

by Nov 18, 2013, 6:46 am ET

How Your Current College Approach Misses Top Talent 

Unlike modern “experienced hire” recruiting, most college recruiting is neither scientific nor data-driven. A majority of college programs run on tradition, which means that they rely almost exclusively on students attending information sessions and then interviewing students through the campus career center.

Unfortunately, relying primarily on the career center will cause you to miss out on as much as 50 percent of the undergraduate campus population.

ohio unionThe reason that the traditional approach now misses so many students is because the nature of college students and the college experience have changed dramatically over the last few years. Students are no longer a homogenous group where everyone is actively seeking a job. What is needed instead is a modern “segmented recruiting approach” that is designed to capture the many students who the career center model will miss. This ignored group includes “passive” non-job seeking students, those going to grad school, entrepreneurs, students getting online degrees, older students who feel out of place in the career center, night students, students at campuses you can’t afford to visit, and fresh/sophomores who are not yet eligible for CCC interviews.

This article describes how you can dramatically improve your college recruiting results by also targeting these “passive students” who, because they are not actively seeking an immediate job, cannot be identified or recruited through the campus career center. keep reading…

Now Hiring: No Experience Required

by Sep 25, 2013, 6:31 am ET

Bethany-PerkinsYou know how it works: if the candidate has the right number of years of experience, doing the right things at the right company in the right industry, voila! They make it through the applicant tracking system.

That’s not quite the case at one company, called Software Advice. Bethany Perkins heads up human resources and recruiting at the Austin, Texas, organization that’s not fixated on what many others are.

She and I talk about what criteria she looks for in a candidate — if experience is not the be-all-end-all — and how she judges whether people meet that criteria. We also touch on whether a college degree matters or it doesn’t.

The eight-minute video is below. keep reading…

ERE Chicago, Day 2: College Recruiting — It’s All About the Interns

by Sep 19, 2013, 5:44 am ET

ere-falllogo-facebookWhen you see a conference session titled Straight from the Source: What’s Really on the Minds of the New Generations of Top Candidates, well, it’s something you just have to hear.

Add in that fact that it is being led by Gerry Crispin and Mark Mehler of CareerXroads, two very smart and savvy guys, and you can see why this not only played to a full house but was also a great way to kick off the second full day of the Fall 2013 ERE Recruiting Conference & Expo in Chicago.

The charm of this session — and it has been done at ERE conferences before — is that it gets bright, young in-demand job seekers (and some are newly hired) to talk about just what it is that they have experienced as interns and first-time job seekers, and how that plays with people of their generation. keep reading…

Google, EY, Goldman Sachs, and PwC Top This Most-attractive Employers List

by Sep 17, 2013, 11:00 am ET

You may have heard this song before, but Google is atop a list of desired employers. After that comes, in order, Goldman Sachs, PwC, Microsoft, Apple, Deloitte, KPMG, Coca-Cola, and P&G.

Universum Global surveyed 200,000 students and put together two rankings of the world’s most attractive employers, one for business students and one for engineering students. The students were surveyed in Australia, Brazil, Canada, China, France, Germany, India, Italy, Japan, Russia, UK, and USA.

Here’s a look at the business list (left) and the engineering list (right) of the “world’s most attractive employers.” keep reading…

The New College-grad Test Is Better Than GPA, But Proceed With Caution

by Aug 29, 2013, 6:45 am ET

cae-logoAs long as I have been in business, hiring managers have been trying to pin a magic number on job candidates in the hope it will indicate future job performance. Sometimes that number is a GPA, combined test score, or even past earnings. Now we have the Collegiate Learning Assessment (CLA+) … a test given to new college graduates and scored like the SAT. But guess what? Magic numbers are just that … magic!

Magic is the art of illusion. That is, a magician creates illusions using sleight of hand that deceives the audience. Hiring decisions based on a number are sleight of hand because they lead people to think everything about a person can be reduced to a few digits. But anyone with enough years on the job and the professional savvy to systematically compare job performance to pre-employment test scores (i.e., studies … not stories) knows this is only part of the performance story. keep reading…

What’s a Degree Worth? A New Test Will Help Employers Know What a Graduate Has Learned

by Aug 29, 2013, 1:18 am ET

Letterman-BuildingIs a degree from Harvard worth more than one from Oklahoma State? By how much? A year at Harvard costs $52,650 versus about $9,000 at OSU. So is a graduate of Harvard almost six times better than one of OSU?

You may soon be able to tell, courtsey of a new test called the Collegiate Learning Assessment that supposedly provides an objective, benchmarked report card for critical-thinking skills. keep reading…

The Top 10 Best Approaches for Winning The ‘War For College Talent’

by Aug 26, 2013, 6:00 am ET

3381_Wyatt Hall WindowStudents 2011College recruiting has been in the doldrums during most of the economic downturn, and as a result there have been few strategic changes in it, even though the rest of the recruiting function has undergone major shifts during the downturn. And just in case you haven’t seen it yourself, I am predicting that college recruiting demand is about to explode and the competition will soon reach previous “war for college talent” levels.

This resurgence of interest in college hires is due to a reviving economy but also because of the urgent need in a VUCA world for employees who are creative, innovative, fast-moving and who are comfortable with new technology.

If you are one of the corporate talent leaders who want to get and stay ahead of the competition, the time is ripe for re-examining your college program to see what needs to be done to update it. Start with the college recruiting staff. Make sure that it is staffed with data-driven, experienced recruiting professionals prepared for real change, rather than simply enthusiastic young people whose primary qualification is that they themselves are recent college grads. I’ve put together a list of the top 10 categories of strategic change that could literally propel your program into dominance. They are listed with the most impactful strategic changes appearing first.

Action Steps to Win “the War for College Talent” in 2014 keep reading…

Hiring Generation U: Problems With the Recent Crop of College Grads

by Aug 8, 2013, 6:44 am ET

My recent post on Generation U (underemployed and unemployed) generated an enormous amount of activity on ERE. This is a topic of some interest to recruiters, so in this post I’ll focus on some of the challenges that this generation faces in getting and staying employed. keep reading…

Nabbing the Best and Brightest Millennials for Your Company

by Aug 2, 2013, 6:16 am ET

west-hall-highLike most generations, millennials have been branded with a variety of stereotypes. A Pew Research Center quiz, “How Millennial Are You,” gets to the core of the stereotype by asking questions like “How many text messages have you sent/received in the last 24 hours?” and “In the past 24 hours, did you read a daily newspaper or not?” and then delivering a score based on how much you align with the millennial mindset. A lot of people take these quizzes for fun (including myself, who scored a 77 … should I be concerned?). But with millennials expected to make up half the workforce by 2020, understanding their common behaviors and preferences, especially in a workplace context, is no joke. keep reading…

88 Pages of New Guidelines for College Recruiting

by Jul 19, 2013, 12:56 pm ET

nace_logoA sweeping set of suggestions for college recruiting has been released by the National Association of Colleges and Employers.

The useful PDF includes guidelines for university relations, marketing & branding, candidate sourcing & assessment, onboarding, legal issues, and more. You’ll find some good metrics.

In development since last year, it’s essentially a set of practices organizations could follow in their college recruiting programs, and in assessing how well those programs are working.

Private-sector companies like Raytheon, KPMG, BP, and EY helped in putting together the guide.

Generation U: Too Many Underemployed College Grads

by Jul 19, 2013, 6:36 am ET

Screen Shot 2013-07-08 at 3.34.55 PMRecent college grads today face some of the worst job prospects since the great depression. A survey by the Associated Press found that over 50 percent — about 1.5 million — are either unemployed or in jobs that don’t require a college degree. The AP survey found that recent grads were “more likely to be employed as waiters, waitresses, bartenders, and food-service helpers than as engineers, physicists, chemists, and mathematicians combined. There were more working in jobs such as receptionists or payroll clerks than in all computer professional jobs. More also were employed as cashiers, retail clerks, and customer representatives than engineers.”

The only category of grads that saw gains was those with advanced degrees — 98.3 percent of job gains were realized by those with advanced degrees.

Underemployment and unemployment varies a great deal depending on the major. Not surprisingly, students who graduated with degrees in the sciences or other technical fields, such as accounting, are much less likely to be jobless or underemployed than humanities and arts graduates.

The Skills Mismatch keep reading…

What Your High School Crush Teaches You About Recruiting Talent

by Jun 26, 2013, 6:40 am ET

Screen Shot 2013-06-18 at 11.26.54 AMWhen I was about 15 years old I discovered something that would change my way of thinking about attracting talent forever: my first high school love. We’ve all been there. Think about that boy (or girl) in high school that you adored. There seemed to be this glorious shine around him. Women wanted to be with him, men wanted to be like him. You were sure he was the love of your life (even though your best friend tried to talk you out of that). There was no doubt that you needed to be with him; otherwise you might not make it.

Thanks to chocolate and chick flicks, I’ve made it past high school heartbreak and am looking back in time to realize a striking similarity: attracting talent is like trying to appeal to your high school love. It’s possible they don’t even know your name, but you if you work hard enough to make them notice, you can score the date (or job interview). With just a few tips, you can be on your way to true (recruiting) love in no time. keep reading…

Demand For Accounting Grads Soars

by Jun 20, 2013, 2:20 am ET

Accounting gradsDemand for new accounting grads is expected to set a record this year, as CPA firms report plans to hire at least as many new accountants as they did last year, itself a banner year.

Just released by the American Institute of CPAs, its annual survey of accounting graduates and hiring says 40,350 new bachelor’s and master’s degree graduates were hired last year by CPA firms, a 22 percent over the previous year and the largest number of new grads to be hired since the AICPA has kept records. keep reading…

Stories From a New-Grad Recruiter: Working Gen Y Values to Your Advantage On Campus

by Jun 14, 2013, 6:13 am ET

The War for new-grad talent has never been fiercer. More and more companies are turning to universities as their main pipeline to build up their workforce of amazing engineers, designers, and quants. However, many companies who haven’t been active in campus recruiting for the past few years may be surprised to find that the game has dramatically changed.

Remember when you thought pizza and soda at an information session was enough? Now, it’s pizza and soda delivered to your dorm room during finals week with a personalized “good luck” note and invitation to interview. More than ever, companies are adapting to, and even embracing gen Y values in their recruiting processes to sign the best students from top-tier schools.

Jane Graybeal wrote a great piece titled “Valuing the So-Called Me Me Me Generation”,  summarizing three key ideas around gen Y. While some companies may work against these “me me me” values, a handful have worked with them to get some of their best hires. Let’s take the three concepts that Graybeal summarized and apply them on a more practical level — specifically on how university recruiting programs are staying competitive on campus: keep reading…

Asian Business Schools Looking for Students … in Los Angeles

by Jun 5, 2013, 3:26 pm ET

asian schoolsSeveral top Asian business schools are putting on an event the Sunday after next, telling future students about careers in Asia. This would not be noteworthy, but for the location of the workshop: Los Angeles.

Yes, the June 16 event at the Athletic Club downtown will touch on career opportunities for Americans in Asia; how hot the economies are in Asian countries; and networking/relationship-building in Asia.

Putting on the event: the China Europe International Business School in Shanghai; Hong Kong University of Science and Technology; Indian School of Business; and the Nanyang Business School in Singapore.

They’re also recruiting students in Vancouver to come to Asia.

2013 College Grad Job Search Will Be a 2012 Repeat

by May 13, 2013, 2:09 am ET

Graduation-hat455With only days left before this year’s college seniors become alums, those who don’t already have jobs are going to find it as hard to find work as last year’s grads did. And for those in the liberal arts, in the last few weeks, three different surveys of hiring managers and recruiting leaders found employers are only planning slight — if any –  increases in the number of entry-level grads they bring on board.

Most striking about the surveys is that while they measured different aspects of hiring plans, and talked to different types of companies and employers, the bottom line was the same: entry-level jobs in a grad’s field are few.

Here’s what the three surveys found: keep reading…

National Nurses Week: A Reminder of How Great the Demand, How Tight the Supply

by May 8, 2013, 5:51 pm ET

Medical - Nurse - DoctorToday we pause in the hunt to source RNs to recognize nurses for the work they do and the dedication they bring to a profession that is among the most in-demand recruiting challenges in the U.S.

This is National Nurses Week, and today in particular, is set aside as both National Student Nurses Day and National School Nurse Day. In many of the English-speaking nations of the world, including the U.S. and Canada, May 6-12 is a week to honor professional nurses. The timing coincides with the May 12 birthday of Florence Nightingale, the founder of modern nursing.

Born 197 years ago into a wealthy, upper-class British family, Nightingale would be both amazed and pleased at how the work she did tending the wounded in Crimea has today become in the U.S. a profession of 3.1 million with responsibilities second only to the doctors with whom they work. keep reading…

Why Massive Open Online Courses Matter to Recruiters

by Apr 29, 2013, 3:32 pm ET

The world of education, training, and professional development is being disrupted by MOOCs. keep reading…

Advanced Items for Your Recruiting Agenda — What Should Google Do Next?

by Apr 22, 2013, 5:37 am ET

PhilipsDuring the newly reinvigorated and exciting ERE conference, two attendees posed related but powerful questions to me. The first was “What advanced topics should be on the agenda of recruiting leaders at elite firms?” Or as another put it “What should Google be planning to do next in recruiting?”

At least to me, future agenda items are an important topic. Because after visiting well over 100 firms, I have found a dramatic difference between the agenda items that are found on 95% of the firms (cost per hire, ATS issues, req loads, etc.) and the truly advanced subjects that only elite recruiting firms like Google, DaVita, Sodexo, etc. would even attempt to tackle.

So if you have the responsibility for setting agendas or recruiting goals, here is my list of truly advanced recruiting topics that elite leaders would find compelling but that most others would simply find to be out of their reach. If you want to be among the elite, you should select a handful for implementation. However, even if you are currently overwhelmed by your current agenda, you might still find them to be interesting reading.

25 Advanced Recruiting Topics for Bold Corporate Recruiting Leaders keep reading…

You May Be Slamming the Door on the Next Gates, Branson, or Jobs

by Mar 12, 2013, 1:06 am ET
NYU -- the largest private university in the U.S.

NYU — one of the largest private universities in the U.S.

With the astronomical jobless rate and the skyrocketing cost of four-year college, many are questioning the value and validity of a bachelor’s degree. As a proud NYU alumnus, I treasure my education and wholeheartedly believe in the relevance of the college experience. However, over the years my black-and-white viewpoint on this subject has shifted to shades of gray.

That’s why the current educational phenomenon of “degree inflation” is so disconcerting to me. Economists and educators have coined this term to describe today’s hiring climate, where a college degree has become the basic requirement for jobs that don’t actually need an advanced education. According to Burning Glass, these positions include clerks, dental hygienist, administrative assistants, and paralegals. Corporate hiring professionals often adopt strict “degree required” criteria as a means of weeding out candidates and working with a manageable number of prospects. But very often this false criteria has no bearing on someone’s ability to engage, contribute, or excel in a role. keep reading…