March 23, 2017 by Matt Krumrie
Recent college grads seeking entry-level jobs in the banking industry are heading into the field at the right time. That’s because many baby boomers who hold senior-level positions are expected to retire in the next five to ten years, and community and regional banks are looking for recent college grads and entry-level job seekers to emerge as industry leaders.
“America’s banks employ more than two million people with various backgrounds, skill sets and job functions,” said Mike Townsend, a spokesman for the American Bankers Association. “Thousands of baby-boomer bankers are likely to retire within the next decade, and opportunities for advancement will be abundant for the next generation entering the workforce.”
The need for emerging talent is a real issue across the country, including in the state of Ohio, where many banking jobs are going unfilled because there aren’t any workers to fill the openings, according to Bob Palmer, president of the Community Bankers Association of Ohio.
“There is a talent drain occurring very quickly in our industry,” Palmer said in the article Clark State adds banking program to meet demand for workers.
“The majority of those involved are older and in the later stages of their careers and we are experiencing a large amount of retirement,” said Palmer, who added, “quite frankly if we don’t have the talent to take care of our local community here, there will not be a place for community banks.”
The leaders at the Conference of State Bank Supervisors (CSBS) are aware of the shortage, and working to fill the skills and talent gap. CSBS is a nationwide organization of financial regulators from all 50 states, the District of Columbia, Guam, Puerto Rico, and the U.S. Virgin Islands. The vision of CSBS is to be the recognized leader advancing the quality and effectiveness of regulation and supervision of state banking and financial services.
The CSBS has created the Community Bank Case Study Competition, partnering with representatives from 33 Universities across the county for an engaging and experiential learning opportunity for undergraduate students as they interact with local businesses by partnering with community banks to conduct case studies. Students who participate in the CSBS gain valuable, first-hand knowledge of the banking industry through interactions with bank executives and networking opportunities. The competition is also an opportunity for students to sharpen research and analytical skills, practice problem solving, and enhance communications skills.
“The competition gives students an opportunity to learn in a tangible way about community banking,” said Mike Stevens, Senior Executive Vice President of CSBS. “They also get direct engagement with bankers and other business leaders, expanding their network.”
The case study competition energizes both students/participants and experienced professionals already working in the industry.
“The (students) bring much needed energy to banking,” said Stevens. “When the winning team presents at the CSBS-Federal Reserve research conference, the bankers are happy to see students interested in what they do. The energy and attitude in the room changes dramatically. One thing that surprised me is that everyone who participates in this project – faculty, students, bankers, and judges, all say how inspiring it is to see the work product and engage with the students.”
Stevens says entry-level jobs in community banking are a great career path for recent college grads truly looking to learn a wide variety of skills.
“Community and regional banks provide a lot of opportunities for an entry level banker,” said Stevens. “Community bankers really have to do it all. A recent college grad coming into a community bank has the opportunity to learn about nearly every area of a bank in a relatively short time period.”
What many recent college grads overlook is the fact that they don’t always have to have a background or education in finance to start an entry-level banking career.
“Banks need people with a variety of skills – marketing, information technology, security, legal,” says Stevens. “I hear many hiring managers say, ‘give me someone who can write, speak, and think through issues, and I can teach them about banking.'”
Below, we look at the education, soft skills, and keys to success for recent college grads seeking entry-level banking career opportunities:
March 22, 2017 by Anna Peters
If you are a Gen Z job seeker, do you have a dream job? What makes that job so appealing? Do you make a lot of money in your dream? Do you work from home or have office friends around you? What potential employers attract you? What turns you off?
Many employers are still grappling with changes and demands that the Millennial generation brought to the workforce. Now Gen Z job seekers are about to enter the workforce, and it goes without saying that employers may not be ready for them. Help employers understand what you want and how to brand themselves well by telling them who you are and what you expect from employers. One way to make your voice heard is to participate in this SURVEY:
Every survey participant will be entered into a contest to win a complimentary resume consultation and revision session with Career Coach Bethany Wallace. You will also be entered to win one of 50 $5 Starbuck gift cards.
This survey will help companies help you
Transitioning from college student to employee is tough. If you don’t have much experience in the “real” world, it is hard to imagine what is expected of you. Increasingly, companies recognize that their people are their greatest asset and they want to help entry-level employees make that transition during the training and onboarding process. However, without vital feedback from Gen Z job seekers, your new employer (meaning, the Human Resources manager, your supervisor or the CEO) won’t know what you expect. If they don’t understand how to welcome your generation into the workforce, or develop your skills, there will be culture shock and disappointment on both sides.
After compiling survey results from respondents like you, The WorkPlace Group and its constituents plan to share the findings with employers as they plan their college recruitment and onboarding processes. They will publish the results in an e-book, in various news articles, and at conferences and webinars.
If you provide honest feedback, employers will be better prepared to meet your needs. It takes time to develop new strategies for employee engagement, benefits and salary, training and management. Your feedback will give them time to adjust.
What’s in the survey
The survey is meant to determine what attracts you to certain companies while searching for a job. According to Bethany Wallace, who collaborated in developing the survey, “We genuinely want to hear from college students and recent grads about what makes them more or less likely to pursue employment with a particular employer.” The survey asks about what engages you during the application and hiring process and what makes you more likely to accept a job offer.
If you take the survey, give honest feedback. “We expect some surprises,” says Wallace.
As a teaser, here are a few questions from the survey:
- Which employer benefits matter most to you?
- What most impresses you about an employer and their recruiting process?
- Should employers keep asking about your salary expectations?
Who developed the survey
The WorkPlace Group developed this survey with collaboration from Lyon College and Rutgers University.
Specifically, collaborators include:
Dr. Steven Lindner, Executive Partner, The WorkPlace Group
Dr. Domniki Demetriadou, Director and Partner, The WorkPlace Group
Bethany Wallace, Adjunct English Faculty, Lyon College
Sid Seligman, JD, Human Research Management Faculty, Rutgers School of Management and Labor Relations
Len Garrison, Manager, Career Services, Rutgers School of Management and Labor Relations
March 20, 2017 by Anna Peters
There is a public perception that liberal arts graduates are somehow less valuable. Dr. Ascan Koerner with the College of Liberal Arts at the University of Minnesota will tell you why the opposite is true. College Recruiter connected Dr. Koerner with Todd Raphael of ERE Media to learn what his team is doing to make sure employers understand the relevancy of liberal arts students and graduates. A video of Todd Raphael’s and Dr. Koerner’s discussion is below.
According to Dr. Koerner, we have seen more public discussion in the last 5-10 years about the value of higher education, generally speaking. The arguments for what is valuable have primarily focused on STEM education. (That is, science, technology, engineering and math.) Some believe that in order to be competitive in an international job market, one really has to be focused on STEM. At one end of the spectrum, we see the Governor of Kentucky, who has questioned why universities even have liberal arts programs at all. This makes liberal arts students—and their parents—nervous. Dr. Koerner says that at the University of Minnesota, students are asking how liberal is helpful in their careers. He says their belief in the value of liberal arts has never wavered, “but the question hasn’t been posed to us in such stark terms.”
Employers already value liberal arts, but they don’t realize it
Overall, employers already know the value of liberal arts. The problem is, they don’t recognize it as liberal arts. When you ask employers, for example, what they value, they cite competencies that are quintessential typical liberal arts. At the top of their lists are analytical/critical thinking, communication, leadership, ethnical decision making, and engaging diversity.” Employers know what they value, but the job candidates—the liberal arts students—aren’t always good at explaining their own value. So while colleges and universities bear some of the burden of convincing employers, students bear most of that responsibility. A philosophy major may embody the exact skills needed but when you ask him how his education prepared him for a career in corporate America, he has a hard time. That is why it is so important to engage and prepare students for answering those questions. When the students eloquently explain their own competencies, that is more convincing to an employer than if the institution were to explain the overall value of liberal arts grads. Continue Reading
March 17, 2017 by Anna Peters
To be a successful in federal government recruiting, you need deep knowledge of staffing systems and federal hiring practices and laws. However, you must also be willing to use innovative technologies and alternatives to posting on USAJOBS. College Recruiter spoke with Kyle Hartwig, Senior Human Resource Specialist with the National Institute of Health (NIH). Hartwig developed a tool for federal government recruiters who are engaged in targeted outreach. The tool has 7 steps which guide recruiters in finding and engaging talent for hard-to-fill positions. There is a link below to the full 7 steps. Here you can read a summary and watch our 5-minute interview with Kyle to hear major tips and takeaways.
This tool attempts to address unique challenges in federal government recruiting.
According to Hartwig, a lot of agencies are afraid of doing active outreach. The reason is that they are concerned about is ethics. There are very stringent laws associated with hiring. Thus, HR specialists in agencies across government often shy away from taking real steps to find talent for unique roles. More often than not, many federal agencies don’t feel they have the freedom to recruit and find their own talent. With strict or even confusing federal staffing regulations, recruiters often opt for simply posting the opening on USAJOBS, or a few other places. After that, they just wait to see who applies. Hartwig says he built this tool because “we owe the American public our best efforts to keep our agencies fully staffed and running at capacity to fulfill their missions.”
In another vein, many federal HR specialists are unaware of the specific competencies necessary in each role they recruit for. Understanding those competencies would allow them to actively pursue ideal talent. Hartwig says that this is possible. “I’ve found proactive and specific talent sourcing and outreach to be a challenge in the Federal government but not impossible.” His tool allows HR specialists to use best practices while also following federal guidelines.
Don’t buy into the myths.
Congress certainly provides guidance for government recruiting and hiring practices, and we definitely need to follow all regulations. But there are myths out there that perpetuate assumptions about recruitment and hiring practices. Hartwig says, “Don’t immediately think there’s a regulation against this, or there’s a law that prohibits this,” or there is a reason not to employ certain recruitment practices. Many times, Hartwig says, if you investigate further, you’ll find these are myths. Don’t be afraid to expand your outreach to beef up your candidate list. Hartwig says he is often confronted with the assumption that outreach is easy. Wrong. Outreach—the kind that results in high quality hires—takes a lot of work. “Working with an entire hiring team, and finding the exact target skills of the desired candidate is not easy.” The 7-step tool, however, breaks it down into a methodical process.
The seven steps in the tool are not ground breaking. They are quite simple: Continue Reading
March 16, 2017 by Matt Krumrie
Fake email addresses. Copycat web sites. Requests for personal information before a job is offered. Interviews conducted only via instant messaging. Promises of salary that are too good to be true. Requests to submit payment to move to the next step of the job search.
These are just a few of the dirty tactics scumbags use to try and scam job seekers, including inexperienced job seekers like recent college grads and entry-level job seekers. The threat is real, and like any online or cyber threat, the people conducting the fraudulent activity are often trying to gather information to steal one’s identity or money.
The team at College Recruiter takes the threat of job search scams and fake job postings seriously, and has implemented a multi-step process that identifies and blocks the vast majority of identity thieves and other scammers from ever posting a job to College Recruiter. In fact, every single job advertisement placed on College Recruiter goes through an in-depth verification process to prove the job posting is legitimate, and all ads are verified through actual contact with a human with the employer posting the job ad – something not every job board can claim.
“Here at College Recruiter, we take these fraudulent attempts very seriously and work daily to ensure all the jobs that are posted on our web site are from verified employers to protect our job seekers from applying, interviewing, and becoming victims of identity theft,” says Dani Bennett, Sales and Client Services Manager at College Recruiter.
In the article Rise of Recruitment Scams Hurt Both Job Seekers and Employers Alike, the team at global outplacement and executive coaching firm Challenger, Gray, & Christmas identified some recent and unfortunately, popular job search scams. What may be surprising to many is that these scams don’t just target small companies. Here are some examples:
- Scammers created a false ad for Rio Tinto, one of the world’s largest metals and mining corporations. When a job seeker responded, the person who received the email asked for additional personal information, such as tax files, driver’s license, and birth certificate. Scammers then used this information to open credit cards and bank accounts. The messages from these so-called recruiters sound legitimate. In the Rio Tinto case, the recruitment email included an application with the company’s name and logo.
Remember, anyone can set up a fake web site or email account, for example through free email providers like Gmail, Yahoo!, or Hotmail. College Recruiter, however, will not accept any job postings that use a free email provider to receive job applications.
- In another incident in Houston, scammers set up an actual interview, via Google hangout, using the name of a reputable company, and then offered a position. The scammers then asked the job seeker to move around large sums of money, in this scenario, up to $3,000. To carry this out, they sent fraudulent checks made out to the job seeker to start a home office, then asked the job seeker to forward that money to a third party vendor.
“Any time a company asks you to pay or hold money for them, you should immediately see red flags,” said John A. Challenger, CEO of Challenger, Gray & Christmas, Inc. “A credible employer would never ask their employees to move money through their personal accounts. That’s why companies have accounting departments.”
- In July, Shell Oil, one of America’s largest oil and natural gas producers with over 22,000 employees, posted a notice on its careers site warning job seekers that scammers were using the Shell name and logo to recruit for positions.
Besides the obvious problem for job seekers, the toll these scams can take on a company’s reputation is huge, says Challenger. Most employers don’t know these fraudulent job postings are out there until they are contacted by job seekers who have figured out it’s a scam and contacted the legit company directly. By then, the company reputation is already damaged with those job seekers.
“From a recruitment perspective, once a company’s brand has been associated with these fraudulent ads, it may be difficult to attract the talent needed when a position becomes available,” says Challenger.
College Recruiter Founder Steven Rothberg added, “Some job boards, like College Recruiter, have formalized, proactive, anti-fraud measures in place, but many job boards are more reactive and rely upon their users to complain about fraudulent postings before the job board takes any action.”
Not only do cyber criminals post fake job ads, unethical recruiters also post fake job ads, often on sites where they can post free job ads. Why would they do that? To act like they are “well-connected” and have a long list of candidates to choose from. A recruiter may submit these resumes to the employer for which they are hiring for, to show activity – which employers value when working with recruiters – and that they have an active pipeline of candidates, when they have no intentions of responding to, interviewing, or hiring these employees.
How can a job seeker spot a fraudulent job posting, or job search scam? Follow these tips from the Better Business Bureau of Minnesota and North Dakota:
March 15, 2017 by Ted Bauer
Programmatic advertising is alive and well in the present. However, many recruiters still think of it as a future strategy. Programmatic advertising will account for 50% of all digital ad sales by 2018, if not even sooner. That is only a year from now, so if you’re still not putting dollars into this method of recruitment, you should start paying attention. Despite this rapid scalability of programmatic advertising, it’s been slow to adapt to the recruiting and entry-level hiring space. Here we will explore how this new technology will look in the recruitment space.
A primer on programmatic advertising
The overall concept of programmatic advertising can be very nuanced. Essentially, it’s based on artificial intelligence (AI) and real-time bidding (RTB). It automates the decision-making process for where to place advertisements online. As digital and mobile technologies scaled, programmatic was a way to help maximize the ROI of advertising budgets. Consider this: there are more than 41,000 zip codes in the United States alone. To manually optimize and target campaign efforts is beyond the scope of most human beings. Here there was a natural space for programmatic advertising, which can automatically understand where to place advertisements based on a web user’s data patterns. As Digiday has summarized, albeit a bit flippant, “It’s using machines to buy ads.”
Programmatic advertising kills “post and pray” in recruitment
The standard recruiting approach for years has been “post and pray.” A company will create (or recycle) a job description and then mass-post to a variety of boards. Then, they just hope some ideal candidates roll in. The ROI on this process is suspect, and it’s even more suspect if you’re a company with high-volume hiring needs. While you need a lot of candidates, you also need to stay within budget — so there has to be a degree of strategy and targeting to the process. Unfortunately, there often is not.
Programmatic advertising attempts to solve some of these issues. It proves a clearer ROI and makes sure that recruitment advertising budgets are slotted towards the most important vacancies. And, above all: the processes that used to give recruiters the most headaches are now almost entirely automated.
A breakdown: What does this look like for recruiters?
If you are a recruiter just trying out programmatic advertising, here’s how it breaks down at the ground level: Continue Reading
March 09, 2017 by Matt Krumrie
Dear Matt: I’m a recent college graduate who is struggling to get interviews. I have sent in over 30 resumes and applications but haven’t received one call for an interview. What am I doing wrong?
Matt: I still remember the very first resume I ever sent after graduating from college. I applied for a research position with a local business publication. I never got a call. And I know exactly why. In fact, I am 100 percent certain the person never read past the first sentence of my resume. Why?
Because my opening statement included this language: “Seeking entry-level opportunity that will help me advance my career.”
What’s wrong with that?
First, it made it about me. I get it. You are excited. You worked hard to graduate from college and are now eager to start your career. But if you learn one thing from this article learn this:
A resume is never about you!
How so? Isn’t a resume my career biography? The document that tells employers why they should hire me?
A resume is not about you. It’s also not a career biography. It’s a marketing document that quickly tells the employer that you may have the skills and background that fit their needs. For that research position, a more appropriate summary statement should have been:
Recent college graduate with 3 years of award-winning college newspaper leadership experience seeking opportunity as research coordinator for business publication.
In that summary I would have showed them:
- I had college newspaper experience.
- I had leadership experience (resume would show I worked as an assistant editor)
- I was part of a team that won a few college newspaper awards.
- And that I am directing this resume exactly to this position.
The reality is this:
A resume should show that you have skills, experiences and a background that would fit a specific job opening – their job opening! It’s about how you can help the next employer fill their needs and solve their problems. Their problem is they have a job opening. They need someone to fill it. That person, whether it’s you, or someone else, should use the resume to show the employer that you have the skills, achievements and combination of soft and hard skills that would entice them to bring you in for an interview. Then in the interview, the employer can learn more about you, see if you truly are who you say you are, and most of all, find out if you are the right fit for the position, with the team you would be working with, and within the company culture.
The second thing to remember is this: The resume doesn’t get you hired. It does though, help you get you an interview.
March 08, 2017 by Guest writers from KRT Marketing
Many employers have embraced recruitment marketing across social media. Here we’d like to share best practices and answer common questions.
If college students don’t use Facebook as much anymore, should employers even consider branding on Facebook to reach millennials?
According to Fluent – a customer acquisition platform – in 2016, 41% of millennials use Facebook every day*. That generation was part of the days when you had to sign up with Facebook using your college email address. While the use of Facebook has since changed, millennials are using it to keep in touch with friends and family, as well as receive news.
The organic reach of brands on Facebook has been reduced dramatically. Nowadays, you have to “pay if you want to play.” Therefore, companies have to allocate a budget to advertise on this platform. Even though organic reach is almost nonexistent, a company should post regularly (2-3 times a week) when advertising. Here is why:
If your company is sponsoring posts (ads) and candidates click on these posts, they are sent to a landing page outside of Facebook. But candidates can still visit your company’s Facebook page. If that’s the case, your page has to grab the visitor’s attention. If there is no sign of recent content or content of value, the visitor will not likely take interest in the ad or your company.
One great thing about advertising on Facebook is how granular companies can target candidates. You can focus on certain universities, majors, graduation date and more. It’s easy and relatively inexpensive to brand your company as an employer to the most relevant audience.
*Note: That same study shared that the older millennial generation (ages 25-34) use Facebook most in comparison to the younger millennials (ages 18-24).
Where else should companies invest in social media marketing?
Facebook may not be the best channel to use for recruitment if you’re not paying to play, but Instagram and Snapchat are two channels that can support your efforts to reach college students and millennials. These social networks can assist with attracting these candidates because both are all about the visuals. Leverage them for your employer branding efforts and tell your company’s story through videos and photos, but don’t forget about Snapchat Geo-Filters.
March 07, 2017 by Matt Krumrie
Compassion, patience. A willingness to help. A desire to continually learn. Those are all important traits of a successful nurse, say Dr. Kim Hudson-Gallogly, head of the University of North Georgia’s Department of Nursing.
“The medical field is constantly growing and changing,” says Hudson-Gallogly. And recent college grads pursuing a career in nursing or nursing jobs must be prepared to adapt now, and in their future. Especially when it comes to landing that entry-level nursing job.
Those pursuing entry-level nursing careers should “try and expose yourself to many different areas of nursing so that you can know where your interests truly lie,” says Hudson-Gallogly. “That way, you can have at least a couple of areas you would like to work in, in case your first choice is not available.”
According to the American Nursing Association “Nursing is the protection, promotion, and optimization of health and abilities, prevention of illness and injury, facilitation of healing, alleviation of suffering through the diagnosis and treatment of human response, and advocacy in the care of individuals, families, groups, communities, and populations.”
To succeed in a nursing career, college students and recent college grads pursuing nursing careers need excellent people skills with the ability to listen, observe, and communicate with others, says Rhonda Bell, Dean of Health Sciences at San Jacinto College North.
“A nurse is a team member in an ever changing dynamic health care system,” says Bell. “He or she must have the ability to work as a part of a multi-disciplinary team in order to achieve the best outcomes for the patient and family receiving care.”
Nursing can be a stressful career, says Bell. But also rewarding. A nurse must be able to manage stress and deal with emotional situations, as well be flexible and adaptable on short notice. What it comes down to is, a nurse must have a passion for caring for others, says Bell.
Nurses are taught to be unbiased and non-judgmental when caring for all cultures, ethnicities, socio-economic groups, genders and age groups, says Dr. Janet Mahoney, Dean of the Marjorie K. Unterberg School of Nursing and Health Studies at Monmouth University.
“The profession is guided by the code of ethics,” says Mahoney. “Nursing is a highly respected profession and one that the public highly regards as one of the most trustworthy.”
Nurses portray calmness in a sea of chaos, adds Mahoney. As new nurses join the field, they quickly learn how to multitask and delegate appropriately. Each patient’s care experience brings nurses to a new level of knowledge, competency, and confidence. Each experience builds on the other to form a firm foundation.
What are some other skills and traits of a successful nurse? What does it take for current college students and recent college grads to succeed in a nursing career? Nursing industry educators and leaders provide these 10 secrets to success for recent college grads pursuing nursing careers:
March 06, 2017 by Anna Peters
College Recruiter is introducing a regular feature called “Inside the research”. We will dive into recent research that can be applied to practitioners in recruitment, HR and talent acquisition.
Policing and race relations are topics of national interest these days. A study from the Journal of Ethnicity in Criminal Justice1 looked at how several law enforcement agencies market their opportunities to communities of color, and their success in diversity recruitment. Drawing a parallel between police and corporate recruitment highlights just how much effort recruiters must put into hiring diversity. That is, if you want results. Here are six lessons that recruiters can glean from this study.
Understand that institutional racism is around us. “Police agencies have been criticized for what is perceived as institutional racism in the recruitment, retention and promotion of Blacks and other racial minorities,” write the authors of the study, titled “Recruiting for Diversity in Law Enforcement: An Evaluation of Practices Used by State and Local Agencies.” While police have been in the hot seat, recruiters of all sectors and industries must turn the mirror upon themselves. Many would agree that institutional racism exists in business across the board.
Put your money where your mouth is. The authors write, “Today’s typical police recruitment campaign is managed almost exclusively using advertisements in those news publications that cater to the greater (White) community at large.” As a recruiter you might be thinking, but we advertise across many different channels, including Facebook, which is very diverse! That may be true, but try doing a little exercise. Compare all the places where you advertise, and how much money you spend on each channel, to your recruitment goals. If you have a goal around diversity, you have to put your advertising dollars where your mouth is.
Police agencies desperately want to hire diversity, precisely because they know they have a trust problem with communities of color, particularly the African American community. The study points out what should be common sense: “When citizens see that a police department has personnel who reflect a cross-section of the community, they have greater confidence that police offers will understand their problems and concerns” (Streit, 2001). The study found, however, that these agencies are just not putting their money where their mouths are. There are points of contact in the community where recruiters may connect with more of their targeted candidates—churches, hair salons, shopping malls, for example—and yet the agencies studied here did not take advantage these opportunities.
Be aware of hypocrisy. Companies who include diversity in their core values, and especially companies who flaunt their inclusive environments, would be wise to check their authenticity. The study reminds us of what we already know about policing: “when community partnerships are seen as being superficial, agencies risk alienating candidates who might be aware of hypocrisy where such activities are inconsistent with reality.” (Syrett & Lammiman, 2004). You should communicate your commitment to diversity, but just saying it doesn’t make it so. Effective diversity recruitment makes it so. Continue Reading