• Truck driving jobs: Career tips, salary information and industry insight

    February 28, 2017 by

     

    Looking for truck driving jobs? There’s plenty of opportunity.

    The American Trucking Association reports a shortage of 48,000 drivers.

    “The trucking industry is similar to other skilled trades that have difficulty attracting young men and women,” says Ellen Voie, President/CEO of The Women in Trucking Association, a non-profit organization with the mission to encourage the employment of women in the trucking industry, promote their accomplishments, and minimize obstacles faced by women working in the industry. “From electrician to welder to diesel technician, these jobs do not seem to be attractive to the next generation.”

    Women in trucking

    Truck driving jobs were attractive to Abby Langan, however. Langan made a successful career change and is now thriving as an over-the-road truck driver for Schneider, a transportation and logistics company that has a fleet of 10,000 trucks and delivers almost 19,400 loads of merchandise and materials per day. Its customers include two-thirds of Fortune 500 companies. Langan’s story is unique – and inspirational for both men and women seeking truck driving jobs – or a career change in general.

    Langan has two associates degrees and was about to attend a four-year college when she landed a job as an internet marketing manager for an automotive dealership. She was highly successful – speaking at conferences, publishing articles and eventually landing a senior-level job that she thought was her dream job. But that life wasn’t for her.

    “The fancy office, leather chair and large desk didn’t matter anymore,” said Langan. “I knew there had to be more to life than spending it inside the same four walls and talking to the same people every day.”

    Langan has logged over 31,000 miles on the road in 14 months with Schneider.

    “Being a truck driver allows you enjoy the freedom of the open road and the ability to see the country – and get paid for it,” said Mike Norder, Director of Marketing at Schneider. “The transportation industry plays a critical role in the economy. Truck drivers are in demand nationwide.”

    In addition to a wide variety of truck driving jobs, women are also working in the industry in roles as dispatchers, managers and safety directors.

    Truck driving salaries

    Continue Reading

  • College Recruiter CEO to speak about gender diversity at NACE conference

    February 27, 2017 by

     

    Minneapolis, MN (February 25, 2017)—Interactive recruitment media company College Recruiter announced today that CEO Faith Rothberg will speak at this year’s conference for the National Association of Colleges and Employers (NACE), held June 6-9 in Las Vegas. The NACE conference is for college career services and college recruiters to make new connections, develop new insight and skills and discover new business solutions. Rothberg will speak about diversifying the workforce.

    According to Rothberg, “When you pretend gender diversity doesn’t matter, your bottom line suffers. So recruiting and retaining women isn’t just the right thing to do – it is essential to increasing your profitability.  Including women in all areas of your organization adds valuable differing insights to solve our tough business problems.”

    As CEO of a technology driven business, Rothberg has an inspirational personal story to share. Her career has remained at the intersection between business and technology, both of which were male-dominated fields when she entered them and, unfortunately, remain so in 2017. After earning her MBA, Rothberg became a manufacturing information technology consultant in a job that required working out of construction trailers at manufacturing facilities. Rothberg now leads College Recruiter and takes pride in helping launch the early careers of college students, including thousands of young women. STEM fields (science, technology, engineering and math) are heavily dominated by men, and Rothberg will share about the challenges she has faced while climbing to the top.

    Although less attention is paid on this topic outside of STEM, many non-STEM industries are just as lacking in gender diversity. Rothberg will identify the industries and fields that are lagging, and discuss some of the research around why organizations need to diversify their talent pipeline. She will speak directly to recruiters who influence that entry point into the pipeline, as well as retention strategies.

    Rothberg’s focus for the discussion will go beyond merely discussing the problem. She will bring specific examples of how small, medium, and large organizations have successfully improved their recruitment and retention of women. She will discuss the implementation of innovative programs that will improve their recruitment and retention of female students and recent graduates.

    About College Recruiter

    College Recruiter believes that every student and recent grad deserves a great career. They believe in creating a great candidate and recruiter experience. Their interactive media solutions connect students and grads to great careers. College Recruiter is the leading, interactive, recruitment media company used by college students and recent graduates to find great careers. Their clients are primarily colleges, universities, and employers who want to recruit dozens, hundreds, or thousands of students and recent graduates per year.

    About NACE

    Established in 1956, NACE connects more than 7,600 college career services professionals at nearly 2,000 colleges and universities nationwide, more than 3,000 university relations and recruiting professionals, and the business affiliates that serve this community. NACE forecasts hiring and trends in the job market; tracks starting salaries, recruiting and hiring practices, and student attitudes and outcomes; and identifies best practices and benchmarks.

  • Assumptions that hurt hiring practices

    February 24, 2017 by

     

    Hiring assumptions are everywhere. They often reduce the effectiveness of the hiring process. Admittedly, it’s impossible to remove all potential subjectivity and bias from a hiring process. Even as we’ve introduced more technology into recruiting (for example, Applicant Tracking Systems), a human being–a flawed human being–makes the final decision after some person-to-person meetings. A candidate’s dress, speech, overall manner, specific responses to questions, and more can potentially trigger biases and assumptions in even the most level-headed hiring manager. Confirmation bias is hugely powerful psychologically, and we can’t ignore that.

    However, let’s call out some of the biggest hiring assumptions. Perhaps increased awareness can help us to be more vigilant, and minimize the impact of our biases on recruiting and hiring. Some of the most common hiring assumptions include:

    Assumption #1: “The perfect candidate is always out there somewhere!” This is an ideal, but often not the reality. To find the best candidate for a given job, a hiring manager/HR professional needs to understand three different concepts: (1) the work itself, (2) the current composition of the job market for that type of role, and (3) what other jobs in that geography (or remote) are offering. Internally at companies, HR and hiring managers tend to understand (1), but less so (2) and (3). If you need an “agile scrum manager,” and your local market just hired dozens of that role, then when you go to hire, it’s a depleted market. The perfect candidate may not be out there, and it may be better to delay the posting instead of hiring someone short of your needs because of this hiring assumption.

    Assumption #2: Complicated hiring processes weed out less passionate candidates: Many times, companies will create intense early-stage (top of funnel) hiring processes. For example, their candidates must take written tests, complete projects, etc. The theory is logical: having these as mandatory will weed out less-passionate “passive” candidates. Unfortunately, though, this is also a hiring assumption that can backfires. Intensive, jump-through-hoops hiring demands can end up just being barriers, and weed out highly-qualified people, who may simply choose not to apply. Additionally: if your hiring process is very demanding, that might be fine. But please make sure it correlates with competitive compensation at the end. No one wants to prove a skill set 17 times over to then be offered an under-market salary. Continue Reading

  • 17 strategies that can help you graduate from college debt free

    February 23, 2017 by

     

    College is expensive. And student loan debt is on the rise. While many believe the only way to graduate from college debt free is by receiving an academic or athletic scholarship, there are actually several strategies one can implement to graduate from college debt free – or with much less debt than the average college student graduates with – which is just over $30,000.

    It’s not easy and it could make the path to graduation more challenging, but it can be done. It starts by planning in advance and digging deep to find ways to accomplish this goal.

    “The days of going to college without any real pre-planning or self-evaluation are over,” says Bob LaBombard, retired CEO of GradStaff, a company that helps college students and recent college grads identify where there skills fit in the job force  “It’s just too costly and risky.”

    Consider these facts: More than half of college students change their major at least once. Further, recent data shows that only about 56 percent of students entering college graduate within six years; almost half drop out.

    “Clearly, lack of a clear-cut plan often causes students to waste time, precious tuition dollars and, ultimately, interest in completing a degree,” says LaBombard.

    There are many strategies that can help college students cover the high costs of obtaining a college degree, and if done correctly, graduating debt free. We highlight those strategies here:

    Continue Reading

  • Creating mobile job applications: Experts share best practices [video]

    February 22, 2017 by

     

    What changes should an organization make to ensure their job application is truly mobile friendly? College Recruiter spoke with Chrissy Toskos, Vice President Campus Recruiting at Prudential Financial.  Chrissy shared how Prudential allows, expects and accommodates mobile job applications, and the success they have seen because of their changes. We also are including insight from College Recruiter founder and president Steven Rothberg, who adds a birds-eye view of employers trying to attract entry-level applicants with mobile applications, and how they measure their success.

    Read the blog post below, or watch the video here:

     

    What changes are necessary to make a good mobile job application?

    Chrissy Toskos: Prudential was an early adopter of mobile applications, having introduced it in January 2015 when less than 20% of Fortune 500 companies had this capability. The mobile application was launched with the intent to provide an easier and more modern way for students to apply for internships and full-time positions at Prudential.  We created a student friendly application by reducing the number of fields that the students are asked to complete which resulted in a shorter application and significant increase in applications.

    We eliminated duplicate content and created specific parameters to ensure that the information captured from each candidate is accurate and specific. By tailoring the language and reorganizing the application to the student perspective, we found a significant increase in submissions and accuracy of completed applications.

    Steven Rothberg: Over the past two years, the percentage of traffic to College Recruiter from smartphones, tablets, and other mobile devices has increased from 15 to 50 percent. The huge and likely permanent increase in the share of traffic coming via mobile versus websites is only exasperating a problem that many employers have.

    Do you notice a difference in quality between non-mobile and mobile job applications? 

    Chrissy Toskos: We have not seen a difference in the quality of applications via mobile device vs non mobile device since the processes mirror one another. After applying via mobile device, students are asked to submit their resume online to fully complete the application process.

    There’s no difference in quality between the mobile and non-mobile versions of the Prudential Application. Both application platforms provide applicants with a user friendly look and feel when searching, applying and submitting an application. The only functional difference is for applicants that need to upload a new resume in that the mobile application will not allow for resume uploads. Therefore, applicants need to save their submissions and later access their account via a non-mobile device to fully complete and submit their application. Once their resume is updated in the system, applicants can apply to jobs with ease via their mobile devices. 

    What challenges come with mobile job applications and how do you respond?

    Chrissy Toskos: We have found that we may have to reach out to candidates with a reminder to upload their resumes after they have applied.  Other than the follow-up this has been a seamless process allowing us to provide a more accessible way for students to apply to positions at Prudential.

    As mentioned above, one of our ongoing challenges is the inability to upload a new resume to their profile. We are currently monitoring the system functionality to solve for this current challenge.

    Steven Rothberg: The majority of employers make little to no effort to accurately and automatically track their sources of candidate traffic, applicants, and hires. Many rely upon candidate self-identification such as “how did you hear about us” drop-down boxes or, even worse, asking candidates during an interview. Studies show that drop-down boxes are very likely to provide inaccurate data, and it is likely that interview stage questions provide even worse data. These employers would be better off collecting no data than collecting data which is that inaccurate.

    Even if the employer is trying to automatically and accurately track their applicant sources, it is very difficult to do so accurately when candidates use mobile devices. One problem is that it is likely they will conduct their initial research on their mobile but then come back hours, days, or even weeks later on a laptop or another device that allows them to upload a resume. Tracking across multiple devices is very difficult and often impossible.

    Another and lesser known problem is that many tracking systems rely upon the use of cookies but those are blocked by mobile apps and many of the most popular mobile browsers such as Safari. Simply put, if your tracking systems rely on cookies, then you aren’t able to accurately track mobile traffic.

     

    Chrissy Toskos

    Chrissy Toskos is the Vice President Campus Recruiting at Prudential Financial. She leads the transformation of Prudential’s multi-faceted campus recruiting strategy to identify and invest in the long-term engagement of top talent while providing innovative practices for building a leadership pipeline for the company. Connect with Chrissy on LinkedIn.

     

     

    Steven RothbergAbout Steven Rothberg: Steven’s entrepreneurial spirit was evident from an early age. Disciplined in fifth grade for selling candy during math class and in college for running a massive fantasy hockey league, Steven managed to channel his passions into something more productive after graduate school. A fully recovered lawyer, Steven founded the business that morphed into College Recruiter and now, as its visionary, helps to create and refine the company’s strategy and leads its business development efforts.

     

    Want to stay on top of other expert advice around college recruitment? Connect with College on Twitter, LinkedIn, Facebook, and YouTube.

  • 10 employers that offer tuition assistance for part-time employees

    February 21, 2017 by

     

    It’s no secret that college tuition is expensive. And it’s no secret that student loan debt is an issue because of this. In fact, nearly seven in 10 seniors who graduated from public and nonprofit colleges in 2015 had student loan debt, with an average of $30,100 per borrower, according to the Institute for College Access & Success.

    But there are surefire ways to lessen student debt load, while gaining valuable job skills and experience at the same time. Continue Reading

  • Spotlight on success: CEB’s summer internship program

    February 20, 2017 by

     

    As Head of Global Talent Acquisition at CEB, Teresa Green knows something about successful summer internship programs. She shared with College Recruiter about how they pull it off every year, and what she recommends as best practices.

    What does CEB’s summer internship program look like?

    CEB’s internship program provides students with hands-on work experience, allowing them to gain business acumen while supporting CEB’s mission to address senior leaders’ most pressing challenges. CEB hosts a ten-week summer internship program for rising college seniors in several of our U.S. office locations.  Interns are placed in one of two business communities; research or business development. Research interns examine common challenges faced by business leaders and produce solutions that help those business leaders to take action.  Business development interns assist with engaging senior-level executives in our services, prospecting and scheduling sales meetings. Each internship gives students a glimpse into the entry level roles within these communities and a chance to receive a full-time position at the end of the summer.

    Our interns make an impact, not coffee.

    We’re proud to say that interns make an impact – not coffee. Their work is tied to business objectives so we are able to measure the positive impact interns have on the organization.  At the same time, CEB makes an impact on the students’ development, ensuring they are starting their career on the right track. Guaranteeing interns gain valuable work experience, allowing them to establish business relationships and helping them identify possible long-term career opportunities are important objectives of CEB’s program.

    Every year we ask for feedback from our interns and, unanimously, they say that CEB hosts a well-rounded intern program.  Throughout the summer students participate in learning and development workshops, a speaker series with our executive leadership, community service projects and various networking activities. Our diversity employee groups also host external speakers, social events and training activities that interns partake in across the summer. And there is always time for a little fun.  In past years we’ve planned ice cream socials, bowling nights, baseball games and boat cruises for interns to hangout outside of the office.

    An example of an intern who went on to succeed at CEB Continue Reading

  • 10 unique side jobs that can help pay off student loan debt

    February 16, 2017 by

     

    Robin Rectenwald has a full-time job working for WordWrite Communications a Pittsburgh, Pennsylvania public relations firm, that she absolutely loves. But that hasn’t stopped her from finding unique side jobs to help pay off her student loan debt. Rectenwald graduated from Duquesne University in 2012 with 20 different student loans and $100,000 in loan debt. Now, in 2017, she only has five loans left, and is quickly whittling down the amount she owes.

    Before landing her first full-time job in 2012, Rectenwald worked part-time as a customer service representative at Gateway Clipper Fleet, a Pittsburgh sightseeing organization. She worked in the ticket and sales office, where she learned about marketing, sales and customer service – all valuable skills in her current role – and for any future opportunities. She worked for Gateway Clipper Fleet for four years, using that money to make extra payments towards her school loans. Rectenwald recently switched to a new part-time job as a customer care representative at ShowClix, a ticketing software company. For this job, she works from the comforts of her own home answering phones and responding to emails from customers looking to buy tickets to international events.

    “Even though I’ve grown as a professional in the PR field and have had a number of promotions that increased my salary since starting out as an entry-level professional, I continue to work a part-time job because I’m trying to save as much money as possible,” says Rectenwald. “With this part-time income, I’ve been able to pay off several student loans and I’m currently using this extra money to pay tuition out-of-pocket for grad school.”

    Rectenwald takes these part-time jobs seriously, and puts in maximum effort – something her managers have noticed. She was offered a full-time job in the marketing department at Gateway Clipper Fleet, and is writing a crisis communication plan for ShowClix as part of her grad school program.

    “These part-time jobs have not only expanded my network and presented additional career opportunities, it has also given me a unique perspective on marketing and communication strategies.”

    And it’s also helped her greatly reduce her student loan debt, and time it would take to pay the loans back.

    That’s what Eric Hian-Cheong is also trying to accomplish. He works full-time for a public relations firm in McLean, Virginia, but also has two, unique part-time jobs. He makes $11 an hour as a part-time rock climbing instructor at a local fitness center, and also works as a second shooter/assistant to a local wedding photographer.

    “Why limit yourself to just one other part-time job?” said Hian-Cheong.

    He works up to 8 hours a weekend, and nets up to $400 a month as a rock climbing instructor – which is right around what he pays each month for his student loans. That job also provides a free gym membership – saving him another $95 a month in gym membership fees.

    These jobs have helped Hian-Cheong improve his self-confidence, he says, and also provides an incredible social life outside of the 9-to-5 job.

    “I have several friends whose social lives revolve around their 9-to-5, which can get a little unhealthy at times,” says Hian-Cheong.

    It’s also helped him network and communicate with a wide variety, and diverse group of people, helping him develop communication, interpersonal, critical thinking, and speaking skills, as he must provide instructions, detail, and clarity, when instructing individuals and a class.

    Rectenwald and Hian-Cheong are among the many recent college grads supplementing their income, and paying off student debt with the help of a unique side job. What are some other unique part-time job opportunities one can pursue to help make extra cash to pay off student loans? Consider some of these options:

    Continue Reading

  • The do’s and don’ts of recruiting summer interns

    February 15, 2017 by

     

    Recruiting interns requires being strategic. Here are a few ideas.

    The competition for talent ranks as one of the biggest challenges with recruiting interns.  Whether contending with large corporations that have more established programs, or smaller businesses with better compensation and perks, companies are only successful in the long term with an effective recruitment strategy and strong employment brand.

    Developing the right recruitment strategy and implementing it on a consistent basis is critical.  Here are a few ways to become more strategic:

    • Host focus groups to learn how students perceive your employment brand, and what they are looking for in a potential employer
    • Encourage former or current interns to become ambassadors to further your reach on campus
    • Build and foster your school relationships, letting them know you’re open to new and unique opportunities to connect with students
    • Focus recruitment efforts in the fall. Your competition is probably recruiting interns to snap up top talent in January so it benefits you to start early.
    • Maintain a consistent message across all functions that are recruiting interns on campus, making sure what’s communicated aligns back to the larger organization.
    • Play up the positives of your company, being transparent about what a student may not feel is a benefit (students can see right through an inauthentic or generic message).
    • Increase your candidate pool and save on cost through virtual career fairs, info sessions, and video interviews.
    • Recruitment platforms, talent communities and niche job boards can help pinpoint candidates who you wish to hire.

    Dig into a few pools that you might be missing.

    Companies can broaden their candidate base through the use of talent communities and social media platforms.  A company’s own careers page can let students opt-in to receive notices about internship openings or related company news.  Social media platforms make recruiting interns easier by targeting and connecting with certain student populations (ex. HBCUs, STEM, MBA) through advanced filters and virtual presentations. Continue Reading

  • Why employers covet soft skills developed working in the restaurant and retail industry

    February 14, 2017 by

     

    Note to those restaurant employees who get frustrated going to work on a Saturday night while friends are preparing for a night out on the town.

    Employers understand the sacrifices you are making, and in the long run, it will pay off. Why?

    Because employers covet recent college grads and entry-level job seekers who have restaurant industry experience. Sure, that doesn’t help when you feel you are missing the must-attend social event of the year (you’re really not) because you have to go to work, but it’s going to pay off when applying for that first job.

    Same goes for that retail worker, who goes to class all day and closes up shop every night, or who has to pull a double shift on a Sunday when other workers call in sick (because they did go to that social event the night before).

    Thousands of college students and recent college grads work restaurant jobs and retail jobs, and whether they know it or not, they are developing transferable skills that employees seek in recent college grads and entry-level job seekers.

    Continue Reading