When evaluating various metrics and tools for tracking social media, what should marketing and communications professionals look for?
First, know what you want to measure. The most complex tools in the world won't do you any good if they don't measure what your business needs to measure. So start with that.
Second, look for tools that simplify your job rather than complicate it. If you can find one tool that measures everything you want to measure, invest in it. The alternative may seem cheaper on the front end, but the amount of work required to manage several tools and a dozen separate data sets may end up costing you more in labor and headaches.
Continue reading "How to Measure Results from Social Media Ads, Efforts"
Posted by Steven Rothberg, CollegeRecruiter.com on November 20, 2009 at 8:26 AM | Leave a Comment (0)
Many newcomers and even some veterans to Twitter find the process of deciding who to follow to be very confusing. The Twitter home page, for example, has a prominent search engine but strongly implies that you search for content rather than people. I believe that both are important. In fact, I prefer to follow people who discuss content which is relevant to me. So how do you decide who to follow if you know the content but then get thousands and perhaps tens of thousands of matches back?
Perhaps the easiest way of adding up to 100 highly relevant people in a flash is a free service from TweepML. You can create lists of people ("tweeple") of your own or, as most probably do, run a keyword search or two to find lists which someone else has already created. You then review the lists of the people, uncheck those who don't seem relevant to your interests, and log into your Twitter account near the bottom of the screen.
At that point, the coolest thing happens. The screen will show you that those people are being added to your Twitter account so you'll now be following them. In just a few minutes, for example, you can follow 100 of the top recruiting experts on Twitter. Very slick.
Posted by Steven Rothberg, CollegeRecruiter.com on November 19, 2009 at 2:04 PM | Leave a Comment (0)
I'm a fully recovered lawyer but before I made the tough decision to leave law, I interviewed for a summer associate position with a law firm back in 1990. Two interviewers and me in one of those awful on-campus interview room with air that smelled like it was imported every decade from the Soviet Union.
One of the interviewers greets me like a cold fish and tells me that she's the human resources manager. She definitely knew how to take the human out of human resources. But it gets better. The other takes over and explains that she's the staff psychologist (really) and wants to ask me a series of questions for 25 minutes and then I'll have five minutes to ask questions of them. Gee. How generous.
Continue reading "My Worst Interview Experience Ever"
Posted by Steven Rothberg, CollegeRecruiter.com on November 19, 2009 at 8:02 AM | Leave a Comment (0)
Unemployment is shaping up as a key battleground in the midterm elections. The Wall Street Journal's Economics Editor David Wessel says the Obama administration is keenly aware, and looking at smaller stimulus follow-ups to generate jobs growth:
Posted by Steven Rothberg, CollegeRecruiter.com on November 18, 2009 at 4:42 PM | Leave a Comment (0)
Posted by Steven Rothberg, CollegeRecruiter.com on November 18, 2009 at 7:42 AM | Leave a Comment (1)
College recruiting activity will likely continue to decline over the next three months, according to results of a new survey.
The National Association of Colleges and Employers (NACE) recently instituted a monthly poll of its employer members to gauge the college job market on an on-going basis. The first poll was conducted October 3 - November 2and represents expectations over a three-month period (October through December).
Continue reading "College Hiring Down (Again)"
Posted by Steven Rothberg, CollegeRecruiter.com on November 17, 2009 at 4:29 PM | Leave a Comment (0)
One of the biggest mistakes that we see job seekers making when using our job board or others is failing to follow-up with the employers after applying to work for them. The old adage about the squeaky wheel getting the grease is absolutely true. Some employers will disregard applications from candidates unless they follow-up because the employers perceive -- often incorrectly -- that a lack of follow-up is indicative of only passing interest and candidates who follow-up are more interested and therefore more likely to accept an offer. We counsel job seekers to follow-up to every application four to five business days after the employer should have received the application. Unless the candidate has mailed or overnighted an application, that means that they should be on the phone one week after submitting their application.
Most candidates would do so but don't know how to reach the appropriate person. Virtually every employer web site has a Contact Us or About Us section and there's almost always a phone number listed there. Call and ask for human resources and then ask them to confirm that they've received your application. A week is typically not enough time for them to decide whether to interview you and it is best for the initial call to be non-confrontational. You should even explain that you know that some applications never arrive due to technical problems so you just want to make sure that yours didn't fall into some black hole. Make a joke out of it. When they confirm they've received your resume, ask them for the timeline. When will it be reviewed? When should you hear back? Then follow-up one to two business days after that deadline and repeat the process.
Continue reading "When to Follow-up After Applying to a Job"
Posted by Steven Rothberg, CollegeRecruiter.com on November 17, 2009 at 10:19 AM | Leave a Comment (0)
One of the many great things about having teenagers in the house is that they tend to have a pretty good understanding of the issues which are of interest to you. My oldest just brought to my attention an article about how the recession has impacted Gen X, which could be called the Sandwich Generation given its much smaller numbers than the generations on either side of it.
Most of the attention on the Baby Boomer (born 1945 to 1963), Gen X (1964 to 1976), and Gen Y (1977 to current) groups in the workforce has centered on the impending retirement of the Baby Boomers and the rise of Gen Y, which recently became the largest group in the workforce. Left out of the discussion, therefore, is my generation: Gen X.
Continue reading "Gen X'ers More Likely to Job Hop Than Gen Y'ers"
Posted by Steven Rothberg, CollegeRecruiter.com on November 16, 2009 at 7:29 AM | Leave a Comment (0)
Money is tight for just about everyone right now. Organizations from the federal government to local government to public corporations to private corporations to individuals are all feeling the pinch. This has been a nasty recession for all of us so naturally a lot of people are wondering how they're going to have enough money to do the extra things that come about at this time of the year, whether that's traveling to see family or just buy gifts for the kids.
If you're wondering how you can make some additional money quickly, don't fall for one of those ridiculous "make gobs of money while sleeping in" multi-level marketing scams. Instead, look to quality employers which are offering legitimate, temporary positions. A great example is United Parcel Service. They're hiring thousands upon thousands of temporary workers for the holiday season. Whether you want to work in one of their facilities as a package handler or be out and about as a driver's helper, you'll get great exercise and make good money doing good work. Whether UPS is the right fit for you or not, go out and get yourself a good temporary job today so that you and your loved ones can have a wonderful holiday season.
Posted by Steven Rothberg, CollegeRecruiter.com on November 13, 2009 at 1:23 PM | Leave a Comment (1)
Two of the best and most popular social media services are LinkedIn, the leading business networking site, and Twitter, the leading micro blogging site. And now, like peanut butter and chocolate, they're integrating their services to provide additional value to users of LinkedIn and Twitter.
Watch the video below and you'll see from the words of founders Reid Hoffman and Biz Stone just how compelling this new partnership will be. One great example is the much broader distribution your questions posted to LinkedIn will receive. Rather than just tapping into the collective brain trust of LinkedIn, which is considerable, you'll also be tapping into that of Twitter. Awesome.
Posted by Steven Rothberg, CollegeRecruiter.com on November 11, 2009 at 3:44 PM | Leave a Comment (0)
We've been involved in the world of college recruiting since 1995. In those 14 years, I've heard time and time again that the current crop of college students and recent graduates are poorly prepared for the workplace, they're job hoppers, they're an entitled generation, they don't show up on time, they leave early, they spend too much time texting with friends instead of working, and employers don't want to hire them for those and other reasons.
Only a third of the Class of 2009 has found employment, which is far lower than past years, but most of that decrease is due to the recession rather than to a reluctance by employers to hire Millennials / Gen Y'ers. There are certainly some misgivings expressed by some hiring managers and human resource professionals, but the reality is that every generation exhibits similar traits as they enter the workplace.
Continue reading "Employer Attitudes Toward Millennials / Gen Y'ers"
Posted by Steven Rothberg, CollegeRecruiter.com on November 11, 2009 at 9:26 AM | Leave a Comment (0)
Posted by Steven Rothberg, CollegeRecruiter.com on November 9, 2009 at 1:14 PM | Leave a Comment (0)
Posted by Steven Rothberg, CollegeRecruiter.com on November 9, 2009 at 7:21 AM | Leave a Comment (0)
Posted by Steven Rothberg, CollegeRecruiter.com on November 6, 2009 at 9:20 AM | Leave a Comment (0)
