Want to watch? Click the video below.

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.

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.

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.

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.

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 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:

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.

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.

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

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.

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.

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."

30,000 recruiters use Broadbean's flagship AdCourier system, which distributes in excess of 1.5 million job ads and processes up to 3 million candidate applications every month. The technology records the source of every application providing clients with management information that allows them to monitor return on investment from their online spend. This facilitates better buying decisions and is proven to save users money.

I hope that the first six parts of this seven part series has been helpful as you look toward creating or perhaps even improving your mobile marketing recruitment advertising campaigns. CollegeRecruiter.com has been a leader in this space since its infancy four years ago and we continue to lead the industry as seen by our mobile web site, CollegeRecruiter.mobi, being the only mobile version of a major job board that allows candidates to not only search and read job postings, but actually apply to those postings on their mobile devices. Very few job boards have mobile sites and the others which do all require the candidates to find postings of interest and then send links to those postings to their email inboxes. So candidates can search and read the job postings on those other mobile job boards, but to apply to the jobs they must get off of their mobiles and turn on their computers. Maybe it is just me, but doesn't that defeat the purpose of having a mobile job board?