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« May 2009 | Main | July 2009 »

CollegeRecruiter.com booth at SHRM 2009The Society for Human Resource Management (SHRM) 2009 annual conference opened yesterday afternoon with a keynote by legendary CEO, Jack Welch. Most of the 10,000+ paid attendees then made their way from the main presentation room at the mile long New Orleans Convention Center over to the massive exhibit hall to begin their discussions with the hundreds of exhibitors as well as snack on catfish fingers, gumbo, mushroom caps, beer, wine, soda, and more.

The exhibit hall was open from 4 until 7pm yesterday and traffic to the CollegeRecruiter.com booth was pretty good from 4 until about 6:15pm and then dropped off a cliff. By 6:45pm it was much harder to spot attendees than exhibitors but that's pretty normal for these types of events as the reality is that most of the attendees come into the exhibit hall for the free food and drink and then leave to enjoy their evenings at local restaurants and bars. And given that this year's conference is in New Orleans, there's no shortage of either.

We were pleased with the upbeat crowd and and positive feedback about our existing job posting, targeted email, and cell phone text messaging tools and also very happy with the interest paid to our newest offering: paid career and recruiting webinars. We just started offering webinars to candidates to help them with their career development, to college career service offices to help them help their students and alumni, and to employers to help them better recruit and manage their Gen Y workforce.

July is right around the corner and this terrible job market for college students and recent graduates has snuffed out the chances that they had for landing an internship. Or did it?

If you haven't landed that great internship yet, get more aggressive. I'm not talking about getting your friends in New Jersey to put a horse's head into the bed of the hiring manager but instead literally calling up your target companies. Lauren Berger a/k/a The Intern Queen did just that when she was a freshman in college and landed the first of her many internships. Intrigued? Watch her recent interview on Fox News.

I've been to several of the annual conferences put on by the Society for Human Resource Management and they've all been huge. Hundreds of exhibitors and thousands of attendees. Did I say huge? This year's show promises to be almost as big as those of the past couple of years but the layoffs and budget cutbacks have hurt SHRM's numbers just like they have virtually every other organization out there. Yet even with those cuts, SHRM still expects 10,000 paid attendees to descend upon the conference in New Orleans. Wow.

CollegeRecruiter.com will be well represented at this year's annual SHRM conference. Paul Bell, Caddy Rowland, Intern Queen Lauren Berger, and I will be manning our booth and wandering the exhibit hall doing the old meet-and-greet. It should be great to reconnect with old friends and clients and hopefully make some new ones.

I'll be delivering a presentation as well. Join me the morning of Wednesday, July 1st for a presentation about the future of on-line recruiting. I'll take you for a short trip down memory lane to what we've done in the past, where we are today, and where I think we'll be going. My presentations tend to be pretty interactive and filled with lots of little jokes and quips. So if you're a fuddy duddy, this ain't the place for you. But if you enjoy having a good laugh while you're doing some edumacatin', then join me!

If you'd like to come but can't afford the price of admission, contact us for a free admission to the SHRM exhibit hall. We have a limited number available and want to make sure they're all spoken for by the time the show starts on Sunday.

Spring and fall seem to be the busiest times of the year for recruiting conferences so it is at times like this when I'm most able to connect face-to-face with employers and college career service office professionals. And it is at times like this when I am reminded how -- pardon my French -- idiotic some recruiting practices can be.

Many but probably not most recruiters, hiring managers, and other human resource professionals believe that it is a good thing to force candidates to feel some pain in order to apply to a job. That might mean a lengthy application form, an on-line assessment, or even just the typical refusal of most corporate recruiters to make themselves easily accessible to the very people that they should most want to communicate with.

I hear over and over again from employers and other HR professionals that candidates who refuse to spend a lot of time applying to one of the employer's supposedly coveted job opportunities are candidates who aren't serious about the opportunity, lazy, or both. These employers are wrong. Just dead wrong.

There's little doubt that students searching for internships, recent graduates hunting for entry-level jobs, and other job seekers who do a more effective job of searching for employment opportunities will have a better chance of being hired than those who don't spend as much time or invest as much of an effort, but I caution those who believe that the best candidates are those who try the hardest to be hired. The truth is that candidates who try the hardest to be hired actually fall into two groups:


  1. Highly qualified candidates who know what they want and go after it with a vengeance. These are the candidates we all should salivate over.
  2. Desperate candidates who don't know what they want (or who mistakenly think they know what they want) and go after it with a vengeance. These are the candidates who send hundreds of resumes and put up with the most brutal application processes. These are the candidates that we should all fear as they suck up a tremendous amount of our time even if we weed them out and do a tremendous amount of damage to our organizations if we have the misfortune of hiring them. They tend to be good people, but poor fits for our opportunities.

I regularly hear employers talking about how they think it is a positive to require all candidates to endure their 20 minute on-line assessment or some convulated application process that is required because of the applicant tracking system they use. These employers are either kidding themselves or too afraid to do what they know is right: force their organizations and their vendors to do what is right for the candidate. Whether we're wearing the hat of a career service office professional, recruiter, hiring manager, ATS, job board, or anyone else in the recruiting world, our ability to be successful has always been and will always be driven by what is right for the candidate.

I've been a frequent critic of most of the airlines for seemingly training their staff to be difficult at best and downright confrontational at worst. The customer service people for many of the airlines are completely unlike the friendly, cheerful, eager-to-help customer service people that you find at most rental car and hotel counters. I've never accepted the excuse that the job is somehow more difficult or the pay somehow worse than what is earned similarly qualified people in the same hospitality industry or even at other airlines like Southwest. It's just the culture.

Thankfully, I had a wonderful experience this weekend courtesy of Delta Airlines. A relative on my wife's side of the family is ill enough that my physician brother-in-law decided at the last moment to fly from the U.K. to be with him and to try to get some straight answers from his healthcare providers. My brother-in-law flew from Heathrow to Minneapolis then to Salt Lake City and then transferred again to his ultimate destination. He had only one hour and 20 minutes in Minneapolis so didn't have time to leave the secured area to say hello to us but we knew that it would mean a lot to him if we could see him face-to-face.

I called Delta to ask if we could meet him in one of their SkyClub lounges in the airport. I knew that people used them for job interviews and business meetings so suspected that there was some rule that would allow a non-flier to go through security for that purpose. The guy I spoke with at reservations couldn't be nicer. He didn't know but rather than just saying no so he could hang up and move onto the next call, he instead did the right thing by saying he'd find out. He came back a minute or two later with almost all of the information, put me on hold, got the rest, and came back. He transferred me to the SkyClub people, who were even nicer. They reserved a conference room for us for the reasonable fee of $45 and arranged for gate passes.

Three of us went through security with little difficulty. The TSA security people had a close look at our gate passes and photo ID's but let us go through without any hassles. We then met my brother-in-law, put a big smile on his face, and all left feeling much better about Delta.

There's been an interesting discussion in the NACE JobPlace discussion list about the perception by many employers that students who do a more effective job of searching for employment opportunities will have a better chance of being hired.

I agree but caution those who believe that the best candidates are those who try the hardest to be hired. It seems to me that candidates who try the hardest to be hired actually fall into two groups:

  1. Highly qualified candidates who know what they want and go after it with a vengeance. These are the candidates we all should salivate over.
  2. Desperate candidates who don't know what they want (or who mistakenly think they know what they want) and go after it with a vengeance. These are the candidates who send hundreds of resumes and put up with the most brutal application processes. These are the candidates that we should all fear as they suck up a tremendous amount of our time even if we weed them out and do a tremendous amount of damage to our organizations if we have the misfortune of hiring them. They tend to be good people, but poor fits for our opportunities.
I regularly hear employers talking about how they think it is a positive to require all candidates to endure their 20 minute on-line assessment or some convulated application process that is required because of the applicant tracking system they use. These employers are either kidding themselves or too afraid to do what they know is right: force their organizations and their vendors to do what is right for the candidate. Whether we're wearing the hat of a career service office professional, recruiter, hiring manager, ATS, job board, or anyone else in the recruiting world, our ability to be successful has always been and will always be driven by what is right for the candidate.

Anyone who has ever been in sales has experienced the customer who wants what you have to sell but isn't willing to pay full price for it. They can come up with a million reasons why they want it for less, but rarely can they come up with a good reason for how selling it to them for less benefits not only them but also you. And in business it is critical for buyer AND seller to benefit from the transaction...especially if they want to continue to do business.

Gregg Booth of Net-Temps sent to me a link to a great video that shows just how ludicrous these "give it to me for free this time and maybe I'll pay full price the next time" requests can be by moving the requests out of a business-to-business and into a business-to-consumer context.

Jason Bakker of Campus Media GroupRecessions have a lot of similarities to coal mines. How? Well, think of college recruiting like the canaries that miners used to bring down into the mines with them. When there was trouble, the canaries were the first to know it. And when there's trouble in the labor market, those of us in college recruiting know it first as the trend that has emerged over the years has been that the last hired is typically the first fired but entry-level candidates are also the first hired back because they tend to be cheaper than those with years of experience.

I just read an interesting study from SurveyU and youth marketing agency Campus Media Group. According to their study, "college students remain optimistic about their career prospects. In fact, nearly two out of three (64%) are confident that they will be able to start their careers in whatever area they choose. In contrast, only one in four (25%) believe that the economy is in such bad shape that it doesn't make sense to start their careers now." The data was collected in February 2008 by from 1,000 college students ages 17-26.

Which majors are faring the best? Business. Although 57 percent of the college students reported that they started looking for their summer internships and jobs by March, 44 percent of business majors had already secured their summer jobs and internships by March but only 29 percent of non-business majors had similar success. "With the inherent competitiveness of finding jobs in their chosen field, business majors seem to be more focused on their job outlook than other majors," says Jason Bakker, Director of Marketing for Campus Media Group.

The two most effective ways for students to find internships and entry-level jobs were direct communications such as targeted emails from employers and career fairs. "In fact, students were three times more likely to indicate career fair exhibits and direct opt-in e-mails from the company rather than advertising, websites and campus poster campaigns as the best way to reach them," according to the survey.

"This generation is relatively numb to most forms of advertising," says Bakker. "Though general branding of your company is very important in staying top-of-mind among students, one-to-one interactions are really what students are hungry for in today's economic climate."

C.E. Andrews of Sallie MaeCollege students and their parents see higher education as a critical investment in the future, but according to a national study of college-going families, many overlook the cost of college as they select their school and do not consider post-graduation income as they decide whether and how much to borrow to pay for college.

The study of 1,400 undergraduate students and parents, "How America Pays for College," reveals that:

  • While 58 percent of families reported ruling out schools because of cost at some point during the application process, another 42 percent of families did not limit their search based on cost--even after reviewing financial aid packages.
  • In total, 70 percent of students and parents said a student's expected post-graduation income either was not considered or did not make a difference on their borrowing decisions.
  • Sixty percent of parents are worried that institutions will raise tuition, followed by 51 percent noting concern that loan rates will increase. Significant percentages of parents also expressed anxiety that student loan money will be less available, their savings will decline, or the value of their homes will decrease.
  • While credit card use for college expenses is relatively low in total (3 percent of students and 3 percent of parents charged part of their expenses) those who used credit cards to pay for college cited emergency cash flow problems as the No. 1 reason.
  • Three percent of all families reported tapping home equity to contribute nearly $11,000 toward their child's college education last year. Nearly three-quarters (73 percent) of these parents plan to borrow against home equity again to fund their child's education for the coming school year.
  • While nearly nine out of 10 families (89 percent) with annual income below $35,000 filled out the Free Application for Federal Student Aid (FAFSA), this number drops off considerably to only 76 percent for families with annual incomes between $35,000 and $50,000, and continues to fall as income rises.
"While the study once again illustrates the importance of a college education to Americans, it also points to areas of focus for all of us interested in higher education," said C.E. Andrews, president, Sallie Mae, the nation's leading provider of saving- and paying-for-college programs. "For example, too few parents and students are focusing on the total cost of college, not enough are using available college savings tools, too many are borrowing without considering how they will repay, and too many are not completing federal financial aid forms that enable them to access free federal financial aid and lower-cost student loans. For our part, Sallie Mae is committed to making it easier for families to navigate the financial aid system. For example, we counsel customers to follow a '1-2-3 approach' to paying for college so that they exhaust grants and scholarships, explore federal loans and fill any gap with private education loans."

According to the "How America Pays for College" study, parents, on average, footed the largest portion of the college tuition bill, through current income and savings (32 percent of the total amount paid) and borrowing (16 percent), while the average student covered 33 percent of the cost, through borrowing (23 percent) and their own income and savings (10 percent). Scholarships and grants covered another 15 percent of the higher education price tag, with the remaining 3 percent contributed by relatives and friends. The most often used source was parents' current income, rather than savings, with 38 percent of all families spending an average of $5,815 last school year. Only 9 percent of families used college savings funds, such as a 529 plan, but of those who did, the average amount contributed, $7,964, was the highest source of any personal contribution.

How America pays for college varies across income levels. Higher-income families paid much more from savings and income, and generally paid substantially more for college. Lower-income families received the most "gift aid," such as scholarships and grants, while middle-income families borrowed the most, both in real dollars and as a percentage of their total college costs. The study suggests that middle-income families tend to borrow more to afford a higher-cost postsecondary institution.

Slightly less than half (47 percent) of all families borrowed money to pay for college, and federal student loans were the top source for both students and parents. Additional details on borrowing follow:


  • Twenty-eight percent of all students used federal student loans, borrowing an average of $5,075 last school year.
  • Federal Parent PLUS Loans were used by 6 percent of all parents, at an average loan amount of $10,701.
  • Eight percent of all students and 4 percent of all parents used private education loans, with average amounts of $7,694 and $6,910, respectively.
  • One percent of all parents borrowed from their retirement accounts. Another 3 percent of all families took an early withdrawal from their retirement savings to pay for college.

Tip of the hat for bringing this to my attention: Art Koff of RetiredBrains.com.

I've been hearing rumblings from a number of college career service office professionals, employer representatives, and vendors that this week's National Association of Colleges and Employers (NACE) 2009 annual conference should be a great learning experience for all but there will be far fewer in attendance than in previous years. The reason? The economy has crushed the travel budgets for many organizations.

One career service office director told me that she lost her entire travel budget for the 2009-10 school year and expects to have nothing in her travel budget for 2010-11 either. Nevertheless, I will see her on Wednesday as she is flying in for the day and attending at her own expense. That's the kind of dedication to your craft that you don't see often enough in any profession.

Caddy Rowland, Paul Bell, Lauren Berger and I will be staffing the CollegeRecruiter.com booth in the exhibit hall on Wednesday and Thursday so come by and say hello. We'll have plenty to discuss, including our exciting new e-learning initiatives for students, recent graduates, career service office professionals, employers, and other groups. In addition, plan on attending my presentation on Thursday morning about the future of on-line recruiting. I think that you'll be surprised at some of the thoughts that I've had on this topic.

Caddy Rowland, Paul Bell, Lauren Berger, and I will be in Las Vegas from Tuesday through Thursday next week to attend the National Association of Colleges and Employers 2009 annual conference. I'll be doing a presentation Thursday morning on the future of on-line recruiting and CollegeRecruiter.com will unveil our brand new booth in the exhibition room.

Will you be there? If so, drop by and say hello. We'll be making a few heads turn with an announcement and it would be fun to discuss it with career service office professionals, hiring managers, human resource professionals, business partners, and others face-to-face.

Eric Shannon of LatPro InternetInc and JustJobs.comThe people who brought us diversity job board LatPro.com just launched JustJobs.com, a new job search engine intended to simplify job search. JustJobs.com is a vertical job search engine somewhat like Indeed.com and SimplyHired.com in that it searches positions from other job boards and employers' websites.

According to LatPro CEO Eric Shannon, "JustJobs.com is about creating as much value as we can for job seekers -- our goal is to show clear immediate value to job seekers, job boards and employers. In my annual review of the Top 100 Job Site Niches, I see that's what ties together the job sites that are perennial leaders -- they show job seekers immediate value."

JustJobs.com is a free resource for job boards and job seekers and designed to remain free. It launches searching more than 1,000,000 jobs from over 75 partners. Justjobs.com also includes a career focused social network and blog where the company welcomes all careerists, career experts and job seekers.

CollegeRecruiter.com is proud to be a founding partner of JustJobs.com and to again be featured as one of the top 100 niche job boards by Eric and his crew.