Travel to international markets and personal outreach to students and parents is an important element of student recruitment. No different than in your home recruitment activities, the personal touch can be a critical starting point of a relationship and a future enrollment.

Career and private schools provide educational opportunities to a growing number of students, often serving diverse populations, including students of color and nontraditional students. In recent years, this higher education sector has been under additional scrutiny by accreditation agencies and the U.S. government. But what do the students enrolled at these colleges think of their experience? What are the priorities on a national level for career school students, and where are the schools meeting or failing to meet these expectations?

Editor’s Note: This blog is a modified excerpt from professional “headhunter” and bestselling job-hunting book author Skip Freeman’s next book in the “Headhunter” Hiring Secrets series of job-hunting books, Career Stalled? Publication is scheduled for late fall.

You literally breezed through all the preliminary “screening” steps in your quest to land a GREAT new job at a GREAT company that’s a recognized leader in your industry. And three months after beginning your quest, you have just completed your third face-to-face interview with the hiring manager. At every step along the way you clearly branded yourself as the candidate of choice. You feel absolutely certain that a job offer is imminent!

The economic outlook has been looking very grim, and can be disheartening to those of us who are trying to enter the job force for the first time. However, a savvy seeker can get into the game quickly if he or she keeps a few simple rules and tips in mind:

The following post is for anyone who is experiencing job burnout.

A burned-out reader recently got in touch with us at Fast Track:

I’ve been at my job for two years, and I’m getting bored. The things I’m working on are repetitive, and I’m starting to get increasingly annoyed with day-to-day nuisances. I’m essentially having to restrain myself from biting my coworkers. About a year ago, my direct manager left, and was never replaced– instead, they removed his position and shuffled his responsibilities to me and a coworker. In addition, over the last year, the product I work on has grown a lot: we’ve had some success, which is good, but it comes with a lot more work and responsibility. I’m the only one working on that project, and things keep getting dumped on me, from big tasks to administrative details that someone else really should handle, but which end up on my plate as “I’m the only one who knows this project.”

Link to original:

Every year in November, job seekers get discouraged that no-one is hiring and stop their search activities until January. Is this you?

Make the last two months of the year work for you, instead of against you.

Step 1: Review all your marketing materials and update them.

Use a clear head and mind to review your resume, social media profiles, cover letters, and email signatures.
* does each portray you as the best match for the job you are seeking?
* are you demonstrating your past successes in terms of your future goals?
* would you hire you?

The job post of today reads something like this:

20 year company seeking sales professional with 5 years of a  proven sales success in increasing new business, expanding sales territory, categories of new business, increase existing account spending, displays a high level of loyalty, plays and works well with others, is a creative thinker, entrepreneurial thinker, has a sense of humor and can wear many hats”. Making a killer apple pie and loving canines a plus!

In this Harvard Business Review article, Hire for Personality, then Train for Skill, the case is made for hiring people with the right characteristics, then train them for delivering their skills better. Makes very smart sense.