• Write for the CollegeRecruiter.com Blog

    October 28, 2005 by

    If you’re a college student or recent graduate who wants to be journalist or writer, then you may wish to consider applying to intern for CollegeRecruiter.com. See the CollegeRecruiter.com Journalism Internship job posting.

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  • Communicating Through Instant Messaging

    October 21, 2005 by

    Interesting post at Recruiting.com regarding how differently today’s youth communicates versus how their parents communicate. See Recruiting.com: College Students Today, Employees Tomorrow: Are You Ready?.
    One of the key points of the discussion is that today’s college students are far more likely to participate in a discussion if it is held using instant messaging or other such technology. I’ve been seeing this trend for years so pushed to facilitate such communications between our customer service people and our users. Until about a year ago, candidates could contact us by phone, email, fax, snail mail, etc. All the normal methods. But all of those methods are deemed by college students to be too slow, even email. They’re used to carrying on discussions with a dozen friends via IM simultaneously, so why would they want to wait even hours for our people to get back to them? Once we implemented the change, they were able to get answers immediately.

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  • Choose a Road, Choose a Path

    October 20, 2005 by

    It’s fine to say you want to go into The Arts or the law or, as someone recently said, Accounting. That’s the big picture. Having some concept of what the big picture is constitutes a major step in embarking on the most amazing journey of your life.

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  • Employment Advice Via Podcasts

    October 19, 2005 by

    CollegeRecruiter.com just announced that we will take a leadership role in the delivery of employment-related content via audio recordings. See CollegeRecruiter.com Uses Podcasting to Deliver Employment Advice to Students and Recent Graduates (October 18, 2005 Press Release).
    We anticipate that the vast majority of those who listen to the recordings will download them to their iPods and listen to them when they have a few minutes but don’t have access to a computer, such as in between classes or while commuting. Our goal is to deliver to our visitors the content that they want, how they want it, and when they want it. While some podcasting services charge a fee, we do not.

  • CollegeRecruiter.com Uses Podcasting to Deliver Employment Advice to Students and Recent Graduates (October 18, 2005 Press Release)

    October 18, 2005 by


    Minneapolis, Minnesota — October 18, 2005 — Walk around just about any college campus these days and you’ll immediately be struck by how many students are walking around with white cords dangling from their ears. Virtually all of these cords are plugged into iPods, the portable digital audio players designed and marketed by Apple Computer. While many students are listening to music, some are listening to audio recordings. Today, career site CollegeRecruiter.com announced that it has taken a leadership role in the delivery of employment-related content to these plugged in students.

    “College students today have greater access to information than any generation that has come before,” said Steven Rothberg, President and Founder of CollegeRecruiter.com. “They’ve grown up with cell phones so do not see them as being technology. They’ve been instant messaging for years so are entirely comfortable maintaining multiple, simultaneous conversations through these on-line chat sessions. And they appreciate the grace and power of the iPod by using it to relax, kill time between classes, and even learning. As the highest traffic career site used by students and recent graduates and the employers who want to hire them, we know that we are well positioned to connect with these students if we provide to them the content that they want, when they want it, and how they want it. Increasingly, that means delivering our content to their iPods via podcasting.”

    Although Minneapolis-based CollegeRecruiter.com has only just started delivering employment-related content via podcasts, it already has dozens of recordings available for download through its podcasting download page at https://www.collegerecruiter.com/podcast/. And just like its already existing library of 3,500 employment-related articles and Ask the Experts questions and answers, CollegeRecruiter.com charges no fee for full access to its fast growing collection podcasts.

    About CollegeRecruiter.com

    CollegeRecruiter.com is the highest traffic career site used by job hunting students and recent graduates and the employers who want to hire them. The CollegeRecruiter.com network of career sites is used by 5,000,000 visitors per month to find part-time positions, summer jobs, internships and career opportunities. CollegeRecruiter.com features tens of thousands of job openings and over 1,300 pages of employment-related articles and Ask the Experts questions and answers. Further information about CollegeRecruiter.com is available at https://www.collegerecruiter.com/pages/press-room.php.

    Steven Rothberg
    3109 W 50 St Ste 121
    Minneapolis, MN 55410-2102
    Phone: 800-835-4989
    Fax: 702-537-2227

  • James Bond’s Employer is Hiring

    October 17, 2005 by

    How secret can a job in the United Kingdom’s Secret Intelligence Service (a/k/a MI6 of James Bond lore) be when Her Magesty’s government launches a career site for the agency and announces in prominent scrolling type that it is hiring across the board? See Careers in and recruitment for the British Secret Intelligence Service (SIS).
    In all seriousness, although the work that such intelligence agencies conduct is often should be done in secret, their existence has hardly been a secret. Tom Clancy’s books frequently feature operatives from the Central Intelligence Agency and the CIA advertises many of its openings on CollegeRecruiter.com. Dan Brown, the author of The Da Vinci Code, also wrote about the inner workings at the National Security Agency. The NSA, like the CIA, are both U.S. intelligence agencies.
    If you’re looking for a life of excitement and danger, most of the positions that these organizations offer will disappoint you. You’re probably better off pursuing a career as a storm chaser or NASCAR driver. But if you’re looking for a career where intelligence and analysis are valued and language skills prized, then jobs with organizations such as MI6, the CIA, and the NSA may be just the ticket.

  • Job Postings Easy Accessible

    October 14, 2005 by

    Question from Employer:
    With so many people using search engines such as Google to find all types of information, how important is it for candidates to be able to find our postings by running a Google search using a job title and location but not our company name?
    Job seekers frequently use search engines such as Google to locate job openings for specific job positions. In fact, it is likely to be one of the first places a savvy job hunter will try. This best practice is to ensure candidates can easily find your job postings using search engines even if they do not enter your company name in their search string.
    A major consideration for your site design team is based on typical search terms for job postings. Once the postings requested by the job candidate are displayed, your company’s postings must appear on the first page or two. Why? Only the most persistent of candidates will venture past this point because, quite frankly, it’s not worth the effort.
    Search terms or keywords must be integrated throughout the posting and key pages on your employment site. If this is done haphazardly or not at all, your posting will not be ranked high enough to appear on the first couple of pages displayed by large search engines. Your critical posting may never be seen by the most qualified candidate!
    Keyword coding for your employment web site should be performed by search engine optimization experts. They understand how search engines rank web pages and will translate this knowledge into top rankings for your site.
    Take the example of a highly qualified candidate looking for an illustrator’s position. This candidate knows from experience that the search term “illustrator” is much too general. So, based on his knowledge of the different types of illustrators in the current work environment, the candidate adds the adjective “multimedia.” The motivation is to get specific job postings using the search term “multimedia illustrator.”
    Once this term is entered into Google, the site ranked first in the results for job postings is the U.S. Army’s employment site. There may be hundreds of companies worldwide searching for the ideal candidate, but the Army beat them all to the top of the list.
    Here’s an example of a less desirable Google ranking from the company’s perspective. In this case, a pharmaceutical firm is currently looking for specific expertise to ensure systems are in compliance with FDA regulations. This position, “computer validation specialist,” requires specialized skills most computer specialists normally do not possess.
    Unfortunately for both potential job candidates and the company, this posting can’t be located on the first five pages of Google results when the logical search term “computer validation specialist” is used. Since the company’s employment site’s search engine rankings are not optimized, eligible job candidates may not get the opportunity to view this posting using the Google search engine. A major avenue to eligible job candidates is unavailable to the company.

  • Putting Customers First

    October 12, 2005 by

    Although CollegeRecruiter.com and Jobster are indirect competitors, it is nice to see that Jobster agrees with the customer first philosophy that we’ve had since I founded this company in 1991. See jobster blog: web 2.0.
    Back in the dot com gold rush days of 1998 to early 2000, it was incredibly common to hear organizations without profits, revenues, or customers talk about how they had all the answers because they had the best technology. What they failed to understand was that if you build a better mouse trap, the world will not beat a path to your door if they do not perceive a need for that mouse trap. One of our direct competitors back then, may its soul rest in peace, was sold to a staffing company for $30 million. Not bad, especially when you consider that the staffing company was paying that kind of money for an organization with $300,000 in revenue and $3 million in losses. They too had all the answers. Very Web 1.0.
    Today’s profitable web sites, and we fall into that category, understand that technology for the sake of technology may be cool and fun, but it doesn’t make good business. It doesn’t make good business for our customers, our vendors, or our shareholders. Technology that helps our customers be more effective and more efficient is very Web 2.0.
    Steven Rothberg, President and Founder

  • Importance of Linking to Jobs Page from Home Page


    Upper management does not want to include a link on our home page to our jobs page. How do I convince them that we need to add that link?
    A prominent link to “jobs” or “employment” — or better still, “careers” — should appear on the home page of all organizations. The link should lead directly to the main page of your site’s employment section.
    If you put this link on the “About Us” or some other interior page, you will frustrate job candidates. There is solid evidence via web usability studies that frustrating website visitors increases the chance that they will leave your site without completing their objective — finding the right job for them. And it does not help you achieve your own objective — finding, screening, and hiring qualified candidates.
    Using the word “careers” as your link name implies that you view employees as valuable assets and expect them to grow within the workplace. Simply put, a “career” is much more appealing to a job candidate than a “job.”
    The best way to demonstrate the effectiveness of this best practice is by example. Pfizer’s corporate website contains a “Careers” link clearly marked on the employer’s home page. Not only is this link prominent on the initial site page, it appears in an area where the visitor’s eye naturally goes first — the top left section of the page.
    If you navigate to this site and click the “Careers” link, you’ll see a menu for the “Careers” section of the site in that same familiar position on the page. Site designers use this positioning to “train” the visitor to view the most important links first.
    Another example is the home page for Deloitte Touche Tohmatsu. Instead of a set of vertical links, you’ll see links listed horizontally. This arrangement caters to the reader’s instinct to read from left to right. On this site, the “Careers” link is the second link from the left. In this case, the job seeker is very likely to see this link as soon as the page displays.
    In case you’re looking for an example of a site where the link is difficult to find, check out General Electric’s. The employment link is buried in the lower-left corner, which is the least visible location on a page. If you were seeking a career with General Electric, what would you infer from the placement of that link? Think about the message this employer may be sending to job seekers!

  • New Job Search Tools

    October 11, 2005 by

    So many times, people think of their resume and the end of the job search Nirvana. They spend hours, if not days, perfecting not only how it looks on paper but how it will look when it’s faxed. Some diligently work on sending an ASCII version of their resume so that it will retain its formatting and legibility.

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