Advice for Employers and Recruiters
How Technology Is Driving the Future of College Recruiting – Part 1
“There’s this thing called the Internet.” And in 1995, with that remark, a career service office director forever changed the future of the business out of which College Recruiter would emerge.
The clock was ticking on the 1950’s era products and approach of students picking up magazines, pulling annual reports from filing cabinets, and even sitting across a table in an on-campus interview room. Today, some 20 years later, it is hard for the recent grads and students we serve to relate to a time when all college recruiting was very physical, very local, and very expensive. What will tomorrow bring and how will those changes impact career services, employers, and job seekers?
The Arkansas Association of Colleges and Employers Conference was held on June 11-12, 2015 at the Holiday Inn & Convention Center in Springdale, Arkansas. The theme of the conference was: How people, technology, and economics are driving the future of recruiting. The AACE Conference annually attracts over 100 decision-makers from colleges, universities and employers, representing the entire state of Arkansas, as well as government and private organizations. AACE is the only statewide professional association that provides businesses and career services professionals the opportunity to engage, connect and collaborate in order to place or find the talent they need quickly and economically. Their mission is to provide resources for the career planning and employment of Arkansas’ college educated workforce.
- Alison Nicholas, Team Leader- College Recruiting/University Relations for Acxiom Corporation, introduces Steven Rothberg the President and Founder of College Recruiter, who discusses the incredible changes that we’ve seen over the past few decades with technology.
Topics Discussed:
Binders – At the NACE conference I heard of one guy with 15000 students and has binders to find jobs for them, no money, time, or efficiency
Job Boards – $300 per posting, old fashion, text only
1980-99 –
- First real applicant tracking system came in the late 1990s
- Many career builders began to form, most employers weren’t using the internet yet
- Most people thought of Google as a joke, don’t understand keywords, then Google use ads
2000-2015 –
- 95% us college students at job track’s schools, monster bought them, several hundred schools got together to form NACElink brought in simplicity which still runs it
- Monster fired click dog who was posting for free
- Scraped every job that they could, top USA jobs
- LinkedIn is more of a job board than social media
- Could post a job to some site – one of the best ways to hire people at the beginning of their careers
Target Display and Mobile Banner Ads –
- Became very popular when yahoo figured it out
Html Email –
- Could send many ads being sent out with images
- Had company logos in them
Video is Worth 1000 Pictures –
- Recruitment videos are included on partners websites, greatly out perform postings with just text, makes it interesting, can include tone in the videos not in the text, photos can help but videos make it real and personal, hard for people to move away from their home but video with what the candidate would want will be much more convincing
Today –
- Social Media –
- Great engagement and branding and interaction tool, but not good for hiring, gets people aware of the position but doesn’t get them to apply, most cost effective ways of getting people to your site
- Networking Sites –
- LinkedIn describes themselves as a job board – looking for a job or looking to hire somebody
- Main difference between social media – interactions between people and job board – primary revenue is employment related ads
- Virtual Career Events –
- If employers aren’t pounding down your school doors then virtual career fairs are a great way to get the word out about opportunities for the students, you can charge an employer fee to generate revenue, can choose between group chat or private chat, benefits to both for different reasons
Aggregation –
- Indeed, Jobs2Careers, Zip Recruiter, Simply Hired – grabbing jobs with or without permission from a wide variety of websites, everyplace they can find, good and bad for candidates, get access to a huge number of relevant and irrelevant jobs
- If an aggregator grabs a job from your site and a student sees the job on their site, will you as an employer know it? The ones listed will be seen but you don’t know where the candidate first saw it
Mobile –
- Can’t have the same layout, people don’t want complicated websites on their small phone screen, want an easy to navigate app like layout
Matching –
- Most do not work well, technology has to work, candidate and recruiter have to be able to spend a significant amount of time, artificial intelligence ones work much better
Pay for Performance –
- Aggregators only get payed if they perform. They usually use the pay per click method; being smart about the ads, they show people. Targeted banner ads and postings to get more money, if lots of jobs wanting to be posted on our site from a large company it’s better to get 25 cents per click so they can still put all jobs on the site instead of paying 95$ per job posting which if they have 1000 jobs, they aren’t going to do
- Track where students are coming from, in order to be able to know where to put more money or time into to get more traffic, no there is not a very good software for career services to know
- Don’t use convenience standpoint surveys because you will only get very polarized results, only people who are very pleased or very displeased will respond, do random surveys not reply if you wish
To watch this webinar for free, register at: https://www.collegerecruiter.com/blog/how-people-technology-and-economics-are-driving-the-future-of-campus-recruiting/
to view part 2 click here
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