April 17, 2014 by Steven Rothberg
About one in four employers recently surveyed said their most of their entry-level recruits were hired through an internship program. In the survey conducted among 100 human resources professionals in early April by global outplacement and coaching consultancy Challenger, Gray & Christmas, Inc., the employers surveyed said that the same percentage — 25.5 percent — came from College Recruiter and other online job boards. Just over 20 percent of companies said on-campus recruiting visits and job fairs were the primary source for their entry-level recruits. Unclear from the survey were the sources of hire for the internship program. Clearly some came from job boards, others on-campus recruiting, job fairs, and other such sources.
“Soon-to-be graduates cannot expect to hand out a few resumes at job fairs and reply to some online postings and simply wait for a phone call or email. As our survey results show, job fairs and online job boards have their place, but to be successful a well-rounded strategy is required,” said Challenger.
“One of the most important elements of a successful job search, for both entry-level job seekers and their more-experienced counterparts, is networking and meeting face-to-face with people who can help advance the job search. College graduates who believe they are too young to have an effective network are simply wrong. Parents, professors, former internship supervisors and even college and former high school classmates can be valuable sources when it comes to building and expanding one’s network,” said Challenger. Continue Reading
by Steven Rothberg
It isn’t uncommon for many of our employer clients to grossly underestimate the going rate for recent graduates. Almost every employer wants to pay their employees fairly but few have the time or resources to accurately determine just what is fair.
Example? Last week an employer posted a job to our site for people who graduated within the past three years and who are interested in an entry-level sales position. That was fine except the compensation they were willing to pay was $30,000 per year. That’s $15,327 less than the average starting salary for a 2013 college graduate of $45,327. As you may have guessed, the response to their posting was less than overwhelming. We tried to explain the problem to the employer but the reaction was typical: a recent grad should be grateful for any employment opportunity and so the pay rate shouldn’t matter. Well, it does matter. Continue Reading
by Steven Rothberg
One of the joys of being an owner of a niche job board is knowing that every day we’re helping thousands of people find rewarding careers. But sometimes it is easy to forget that many of those people have been trying to find a job for a much longer period of time than others.
It used to be assumed by virtually all that those who are out-of-work are unemployed because they don’t perform as well on-the-job as those who are employed. And if that’s true, then it must also be true that those who have been unemployed for a long period of time must not perform as well as those who have been unemployed for only a short period of time. So the longer you’ve been out-of-work, the less likely it is that you’ll perform well if hired and therefore the less likely it is that you’ll get hired.
As reported today by WEDDLE’s, an experiment run by researchers at the University of Toronto, the University of Chicago, and McGill University demonstrated that there is a bias against first-time applicants with lengthy periods of unemployment. “Researchers at the three schools submitted 12,000 fake resumes for about 3,000 jobs, and found that those with eight months of unemployment were 45 percent less likely to be called for an interview as those with just one month out of work.”
Now a bias against a certain group of people isn’t always a bad thing. Let’s say that you’re a lipstick manufacturer and you want to hire a model for your television ad. You should be biased against hiring dudes like me as males are far less likely to purchase or use lipstick than are females. Could the bias against the long-term unemployed also be justified? Some would argue yes based upon their perception that the quality of the work performed by the long-term unemployed isn’t as good as those who have been unemployed only for short periods of time. That argument sounds reasonable except that it fails because it simply isn’t true that the quality of work differs amongst the two groups. Continue Reading
April 16, 2014 by Steven Rothberg
Conditions are expected to improve for college graduates entering the job market this spring, as the economic recovery continues to gain momentum. In fact, nearly two out of three employers surveyed by a leading employment consulting firm plan to hire from among this year’s crop of 1.8 million grads.
In the survey conducted among 100 human resources professionals in early April by global outplacement and coaching consultancy Challenger, Gray & Christmas, Inc., 64 percent of respondents said their companies plan to recruit from the pool of graduates entering the job market this spring. Twelve percent of respondents said that while they have recruited college graduates in the past, there are no plans to do so this year. About 10 percent said they never recruit college graduates, preferring candidates with “a few years” of work experience.
“This is the first year we have conducted this survey. So, while we do not have comparable data from previous years, the fact that a majority of respondents reported plans to hire college graduates is certainly a positive sign for this year’s pool of entry-level job seekers. This, combined with continued improvements in the overall economy, contributed to an optimistic outlook for this year’s graduates,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas. Continue Reading
April 14, 2014 by Steven Rothberg
College Recruiter is happy to announce that we’ll be livestreaming the presentations and panel discussions for our May 5, 2014 College Recruiting Bootcamp.
The College Recruiting Bootcamp is co-hosted by our partner, LinkedIn, and is located at their corporate headquarters in Mountain View, California. All attendees and presenters will be hiring managers, recruiters, and other human resource professionals whose primary job duties including hiring and managing college and university students and recent graduates. The presentations and panel discussions will help you more efficiently and effectively hire the students and recent graduates. The full agenda and ticketing information is at www.CollegeRecruitingBootcamp.com.
If you can’t attend, join us remotely on this web page. The conference on May 5th will start at 9:00 am Pacific / 12:00 pm Eastern and conclude at 4:00 pm Pacific / 7:00 pm Eastern. The livestream will appear in the video box below while we’re broadcasting: Continue Reading
April 08, 2014 by William Frierson
For those of you applying for recent graduate jobs this summer, learn some job search and resume trends to look out for in the following post.
I’ve been reading a lot lately about the top recruiting trends projected for this summer, and I realized this is a great opportunity to show you what’s going on in the recruiting industry. With this knowledge, you can reverse-engineer strategies aimed at meeting recruiters where they are… and giving
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March 26, 2014 by William Frierson
If you’re looking for an entry level job by networking, the following post talks about one strategy that could make the difference.
Job searching be much easier if you already knew plenty of colleagues who could tell you if their workplace is awesome — or awful. And put in a good word for you. But you don’t know people at every company… because most of us don’t network as much as we should. Your challenge: get your foot
March 25, 2014 by Steven Rothberg
Do you know any hiring managers, corporate recruiters, or other human resource professionals who hire college and university students and recent grads? Are they finding it increasingly difficult to hire and retain the best talent for their internship and entry-level job opportunities?
Forward this to them as they should attend our College Recruiting Bootcamp conference on Monday, May 5th at the LinkedIn headquarters in Mountain View, California. For $250, they’ll learn from the nation’s leading university relations practitioners about what their organizations are doing to win the talent they need to survive and thrive. Continue Reading
by William Frierson
The importance of candidate testing in the process of employee recruitment has become increasingly important. As more online jobs become available, and HR recruiting becomes more prevalent, it will become increasingly important to increase the validity of such tests. How do we do this?
In schools, testing is considered valid if it tests what it is supposed to test and reliable if it tests at different intervals with similar results. So one way to test both the validity and reliability of test results is to view former results and compare them. This not only will tell us a lot about how tests fared from one year to another, but it also offers a chance to scrutinize the test in more detail and decide which items to throw out. Continue Reading
Using Phone Referrals to Recruit Candidates for Jobs for Recent College Graduates? 5 Tips to Increase ThemMarch 19, 2014 by William Frierson
Recruiters, if you’re wondering how to increase your phone referrals to find candidates for jobs for recent college graduates, learn five tips in the following post.
Referrals are a vital part of recruiting. Not everyone you speak with on the phone will be the right fit for a job, so the best way to increase the number of qualified candidates you’re able to reach is to ask for referrals. People you’re referred to will be more receptive to hearing about the opportunity you’re calling about
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