Archive for the ‘Campus Recruiting’ Category
LinkedIn Moves On Campus
Posted by Jason
As LinkedIn gets closer to its’ 7th Anniversary this May, the professional networking site is picking up steam on College and University Campuses world-wide. The site surpassed 55 million users in December, 2009. Their members span all 7 continents and 200 countries are represented. A new member joins every second.
So what’s next for the professional networking giant? It’s moving on Campus.
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2010 Recruiting Budget Themes
Posted by JasonTalk to most corporate or agency recruiting leaders and you’ll likely hear the same thing regarding recruiting budgets for 2010… Flat from 2009. A majority of firms reduced their budgets in 2009, so the definition of flat is still down from 2 years ago. While experts predict retention will be the #1 problem organizations face once the economy turns, this makes the budget situation an interesting dilemma.
Here are a variety of ways to make the most of your recruiting budget in 2010, and help position you for the predicted hiring increase:
- Self fund new initiatives. Assess your processes, identify breakdowns and unnecessary steps, and fix them. With the savings or increased productivity, you should be in a position to fund new opportunities so you don’t find yourself behind your competition.
College Recruiting Gets Punched In The Face
Posted by Jason
Talk to Ted Williams, CEO and Founder of GrouperEye for a few minutes and you’ll quickly understand the difference he’s attempting - and about to make in the college recruiting space.
Over the past decade not much has changed with college recruiting. For the most part companies have focused on building relationships with Career Centers and staff, Faculty, and Student Organizations. Many sponsor events and clubs, hold information sessions, and attend career fairs.
Characteristics of this approach has always been more focused on specific Universities vs. talent across thousands of Universities, and lets face it, boring yet a fairly safe bet for Recruiters. John Sullivan wrote an article and estimates this is the approach being used by 95% of companies.
For Ted, what has been missing in all of that is very clear. A platform to build relationships and a true talent community (not just a database of names), in addition to observing and assessing students real work talent with case competitions.
Intern Engagement & Innovation through a Capstone Project
Posted by JasonEarlier this year, the National Association of Colleges and Employers (NACE) reported a 22% decline in college hiring in comparison to 2008. CollegeRecruiter.com also reported in May internship opportunities nationally tumbled.
Given the significant decrease in campus hiring, the past season was more competitive for students vying for internship opportunities. For organizations that understand the strategic and long term value and benefits, it was business as usual for their intern population.
While it’s no surprise students want meaningful work during their internship, a great way to drive innovation and engagement is through a Capstone project.
I recently had the opportunity to review very impressive work on the use of social media and recruiting. That was the focus for a Capstone project this summer for a group of interns.
A Millennials View on Social Media & Recruiting
Posted by JasonIt seems everyday there are more and more “experts” born in social media, including recruiters, recruiting vendors, and consultants. Many creating more hype than value, and trends to position a product or service.
The most insightful opinions come from your clients or target audience… I recently had the opportunity to listen to a presentation and recommendations based on a research project from an intern group this summer. While the content may or may not be something new depending on your views and practices, it was valuable to get views from a group of individuals who represent the future leaders and workforce of organizations worldwide - and how they perceive the use of social media and recruiting today.
Despite Financial Meltdown, Financial Firms Urged to Continue Campus Recruiting
In the wake of Lehman Brothers’ collapse, campus recruiting is probably the last thing on the minds of executives at financial services companies. But shelving such recruiting activities might put these firms at a severe disadvantage when markets pick up again, consultants warn.
Companies recommit to on-campus recruitment
Despite a troubled economy, Clemson University’s fall career fair is booked up, with more than 260 companies reserving spots. Michelin Career Center Executive Director Flora Riley said the saturation illustrates a renewed commitment to on-campus recruitment.
“Businesses have known for a while about this whole idea of branding themselves with students,” Riley said. “If students don’t recognize the name, they might not pay attention to it. It’s not a new idea at all.”
Schools Wary on Lehman, Merrill Impact
As the financial landscape shifts, B-schools are busy reaching out to nervous students whose job prospects are suddenly far from certain.
These are usually the days when business school students are settling into their class routine and awaiting the arrival of recruiters on campus. But with the downfall of two of Wall Street’s investment houses and fears that other major companies are on the brink, it’s a nervous time at B-schools.
As end of summer rolls around the corner and back to displays are popping up at your favorite department stores, along with the backpacks, laptops and the latest gizmos and gadgets, students returning back to college this fall should start giving some thoughts to the upcoming campus recruiting season.
While there are many kinds of job and career fairs, ranging from industry specific to region specific, the one thing they will all have in common is the opportunity for firms to meet and screen (out) a very large number of candidates in a brief amount of time. And anyone who has been to a career fair knows how small the window of opportunity there is for students to make a favorable impression on perspective employers. So, as someone who is often on the other side of the table, casting the judgmental eye on candidates, here are some tips and suggestions for students to improve your chances of not being screened out at one of these events.
1. RESEARCH
No, the all upper case sub heading is not a typo. The most important part of a student’s job to prepare for a career fair is RESEARCH. As a recruiter I firmly believe there are 2 types of attendees at a career fair. Those that are either part of the crowd or those that stand out in the crowd. RESEARCH will give you a leg up on the crowd. How? Find out which companies are attending the event BEFORE the day of the career fair. Figure out which firms seem most interesting to you and read up on them. Today, there isn’t a single firm out there that isn’t on the web so there is absolutely no excuse to not do your RESEARCH.
2. Resumes
You never want to run out of copies of your resume at a career fair. And while you are making copies, go the extra mile and make a couple different versions that address specific areas of your interest. For example a resume catered to a sales opportunity and a slightly tweaked version for a financial analyst position. There are numerous resources on the web to help you create a professional resume. Remember, keep it simple & professional – no fancy fonts, graphics or scented paper.
3. Attire
There is no gray area in attire at a career fair. Just like your resume, it should be simple and professional. Business attire is absolutely necessary – even if it is Google, Microsoft or Abercrombie & Fitch that you are interested in. If in doubt, be conservative. Similarly, keep perfumes, colognes and jewelry simple.
4. Plan of action
Yes, it is always best to have a plan of action when attending a career fair. Always arrive early – that’s when the recruiters are fresh and attentive. While you have already researched the companies, stop by registration to see if there are any last minute cancellations or additions to the attendee list. Next, do a quick lap around the career fair floor to get a layout of the land. While there are different thoughts on which order you should visit the firms, with most recommending you visit your top choices first, keep your plan fluid – most likely your top choice will most probably be the top choice of others also.
5. The 60 second interaction
This is what it all comes down to! While you may think that you will have 2-5 minutes of face time with the recruiters/representatives from the firm, the reality is that when there are hundreds of perspective candidates, you will only get a small window to make an impression. So, prior to the event, develop a 60 second elevator speech that highlights your strengths, interest and how you could add value to the firm (this is where the research you did beforehand comes in handy). Remember to make good eye contact, offer a firm & confident handshake and show enthusiasm. Needless to say, don’t fidget or chew gum. Also be prepared to answer questions about you, your background and your resume just like you would at an interview. A common question recruiters often ask is, “Why are you here today?” Lastly, make sure you have questions you could ask the recruiters if you are given the opportunity. Ensure that your questions show your interest and enthusiasm in their firm. For example, “tell me more about the culture at your firm.” A great concluding question to ask is, “What steps do I need to take to take my candidacy to the next level?” Make note of their response and follow up accordingly.
6. Follow up
You will be surprised how few candidates actually follow up with me despite getting my business card. So, those that do take the time to send me a thank you email automatically move to the top of the list of candidates I will consider. While there are many people out there that recommend you call or send a thank you note via mail, in today’s blackberry driven, fast paced and busy environment, it is my opinion that neither are as effective as a simple thank you email. It is quick, easy and accessible immediately by most recruiters. It doesn’t hurt to attach another copy of your resume along with the thank you email.
Remember, career fairs are all about networking. The firm you are most interested in may not have an opening at the time of the career fair but if you establish a professional relationship with the recruiter, it will go a long way in being considered when an opportunity does come open. In the same light, don’t forget to network with other candidates as well. Share information about your interaction, recruiting styles and recommendations. You never know where your next job lead will come from.
Remember, at the end of the day, career fair interactions are just a small piece of your overall job search strategy and while these tips won’t guarantee you an offer on the spot, hopefully they will enhance your experience at your next event. In the meantime, good luck in your job search and I look forward to seeing you at a career fair this fall.
Submitted by Amod Damle for the August 2008 Talent Buzz blog contest.
College Recruiting Strategy and Planning Approach
Posted by JasonBy Jason Buss.
As we move through the summer students are on vacation, but most college recruiters are busy putting the finishing touches on their fall college recruiting strategy and plans.
After writing an article on a successful approach to college recruiting and building partnerships on Campus, I recently caught up with Amod Damle to talk further about the planning aspect of his program.
Here are some tips he shared on determining your college recruiting plans and strategy:
Identifying the Business Need
Before you start registering for career fairs and campus sessions across the country, take a moment to consider what your firm’s needs are going to be over the next 12 months. Ask questions! Are you going to have internship opportunities mostly during the school year? Which locations? During summer only? Both? How many? In what departments or business units? Is this your assessment or coming from business leaders and hiring managers?
By answering these simple questions upfront, you will be able to start determining which (and how many) campuses your time is best spent on. Know your hiring targets - and what schools yield a business impact for your program and company.
Planning and Research
Today, there are a number of resources to determine a school’s reputation, population, diversity statistics, and more. The most commonly cited resources include rankings from US News or Business Week. Research your competitors, find out what schools they attend, which groups they sponsor, and identify competitive advantages. One of the most valuable resources can also be your employees.
Making Decisions
Now that you have a list of the top 20 undergraduate marketing programs in the country, which ones do you go to? All? No… Take time to assess the student demographics as well. Incorporating schools from outside your region is always a good idea. This way you are ensuring you are tapping into a national pool of candidates and increasing the diversity of the candidate pool.
Event Planning
Now that you have your target schools selected, it’s time to decide how you are going to participate at each of these campuses. The most common method is to participate in the Career or Internship fair each semester. If you are looking to hire top students, these alone are not the answer.
In today’s competitive market, Employers with a strong and dedicated college recruiting program are taking other steps than just attending career fairs. They get involved on campus. Whether that is through the Career Center, through a Professor or best yet, through a student organization. This helps ensure that you will be interacting with people who know who the top performers are in class - and they will help you get connected. Create a mutually beneficial relationship.
After all, this is a competitive business and the top students are the first ones taken. So get your recruiters and hiring managers together and start planning.
Colleges open for Fall semester in one month. Are you ready?
Doug Berg, Founder and Chief Innovation Officer of jobs2web writes about the 100+ million job related searches on google last month. I also recently shared some great successes with capitalizing on this opportunity - and the results after implementing the product.
Internet entrepreneur Darren Bahnsen has announced the launch of College Jobs Network, a FREE comprehensive online resource designed to make job searching easier for employers and recent college graduate job seekers. Unlike mass job search engines, the College Jobs Network is a niche job posting board connecting small and midsized businesses with recent college graduates.
With the announcement earlier this week, Fortune 500 companies will share Resumes.
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In the Social Media Resume, Angelo Fernando asks, “Do you know what’s floating around in your data cloud”?
From The Welch Way: Hiring is Hard Work. In fact, given the central importance of your people, it’s as important as work gets. And yet, too often we rush headlong into painfully common pitfalls.
Overall starting salaries for 2008 graduates post a 7.1% increase, according to a quarterly report, in spite of a hiring slowdown.
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