Search Results
- Panel of Experts provides ongoing insight to College Recruiter
College Recruiter’s Panel of Experts brings together expert voices from around the country with insight around entry level talent acquisition—both from the employer’s perspective and the job seeker’s. Members of the panel have decades of experience in advising human resources or job seekers, and are recognized experts in their fields. They specialize in workforce solutions, best practices in diversity, university relations, internships, interviewing, resume writing, career development and more.
At College Recruiter we believe that every student and recent grad deserves a great career. We are excited to offer their deep insight to our readers and followers, who we believe will learn how to apply best practices to their own hiring approaches or job searches. Every month we will share a discussion with members of the Panel of Experts. Watch the videos, read the blog posts, and find all archived discussions on LinkedIn for recruiters, LinkedIn for job seekers, Twitter, Facebook, and YouTube.
Members of the panel:
Martin Edmondson, Chief Executive at Gradcore. At Gradcore, Martin specializes in graduate recruitment, employment and employability, with the aim of maximizing graduate potential for organisations, universities and places. Martin has a wide range of experience and skills, gained from working across the public, private and third sectors.Marky Stein, Fortune 100 Career Consultant.
Marky is the author of “Fearless Interviewing”, named the #1 interviewing book of the “100 Best Career Books of All Time” by onlinecollege.com. Her book “From Freshman to Fortune 500: 7 Secrets to Success for Grads, Undergrads and Career Changers” is due May 2017.
Alexandra Levit, Consultant for all things workplace. Alexandra Levit’s goal is to prepare organizations and their employees for meaningful careers in the future workplace. A former nationally syndicated columnist for the Wall Street Journal and writer for the New York Times, Fast Company, and Forbes, Alexandra has authored several books, including the international bestseller “They Don’t Teach Corporate in College.”
Joanne Meehl, MS, IJCDC, CPPA, Career Strategy Coach and President and primary Job Coach at Joanne Meehl Career Services. Joanne helps leaders market themselves for their next roles. She talks with hiring managers, internal and external recruiters, and HR directors about what they want. She translates this knowledge into guidance for her clients. She positions herself to her clients as a partner who gets her clients to decide and focus, see their own value, and communicate who they are in order to land the job they choose.
Janine Truitt, Chief Innovations Officer at Talent Think Innovations. She is an entrepreneur, mentor, coach, speaker, blogger and brand influencer. She provides innovative, on-demand services, trainings, media and products that arm businesses with the timely knowledge and tools they need to succeed. She inspires individuals from the c-suite to stay-at-home moms to recognize and utilize their full potential by nudging them beyond their comfort zones and providing a practical way to achieve success.
Vicky Oliver, Author of award-winning career development books. Her career advice has been featured in over 901 media outlets, including the New York Times Job Market section, Wall Street Journal, New York Post, and Esquire magazine. She has been interviewed on over 601 radio programs. Her first book, “301 Smart Answers to Tough Interview Questions” (Sourcebooks, 2005), is a national bestseller in its third U.S. printing.
Toni Newborn, J.D., Diversity and Consulting Services Manager at City of St. Paul. She is currently serving as the Diversity and Consulting Services Manager for the City. In this role, she manages the consulting services division as well as create strategic plans to diversify the city’s work force from a racial equity lens.Bruce Soltys, Head of Talent Acquisition Sourcing Strategies at Travelers. He
Leads a team accountable for the design and delivery of the enterprise strategy for sourcing, attracting and recruiting a pool of diverse candidates through relationships with targeted colleges, universities, and student organizations across the country.Jeff Dunn
, Campus Relations Manager for Intel Corporation. Jeff has over 20 years of corporate recruiting experience. He is a regular speaker on college campuses on successful job search strategies. He specializes in helping students with resume, networking, interviewing, LinkedIn and Branding strategies.
Robert Shindell is the President and CEO of Intern Bridge, a leading experiential education research and consulting firm. He has spent two decades in the career services and hiring space. He’s the principal investigator of the National Internship & Co-op Study, and is one of the most sought-after speakers and thought leaders in the country on internship management, entry-level hiring, and collegiate career services effectiveness.
.
- Lisa Orrell Happy to Be a Part of CollegeRecruiter.com’s Ask the Experts Panel
Lisa Orrell of the Orrell Group has not only graciously agreed to contribute to the CollegeRecruiter.com Ask the Experts blog, she has also spoken out in full support of it. Check out her press release below:
Popular Blog Offering Career and Job Seeking Advice to Gen Y
Selects Lisa Orrell As Panel Expert
CollegeRecruiter.com, the award winning job board for Gen Y, has selected Lisa
Orrell, The Generation Relations Expert, to be an expert panelist for their “Ask
The Expert” career blog
San Jose, CA – CollegeRecruiter.com has launched its “Ask The
Expert” career blog for Generation Y (aka Millennials) job seekers, recent grads, and
those already employed. And Lisa Orrell, author of “Millennials Incorporated”, speaker,
consultant, and Leadership Coach for Gen Y, has been selected as a panel expert for
their popular blog.“CollegeRecruiter.com is the leading job board for matching college students and recent
grads with employers offering internship and employment opportunities,” explains Lisa
Orrell. “So to be selected as an expert panelist for their ‘Ask The Experts’ blog is an
honor. Our panel team answers questions ranging from how to land a job, to managing
employees older than you, and everything in between!”
“Based on Lisa’s extensive knowledge of Gen Y, and her expertise on understanding the
new dynamics within the multigenerational workforce, she was a perfect fit to be one of
our experts,” shares Steven Rothberg, President & Founder of CollegeRecruiter.com.
“We’re thrilled she’s making the time to participate and her insights will help a lot of
young people seeking solid career and workforce advice.”
The CollegeRecruiter.com “Ask The Expert” blog is active and answering questions
regularly. For blog access, visit: https://www.collegerecruiter.com/ask-the-experts/
For media inquiries, or to reach Lisa Orrell to speak at your next event or conduct a
presentation for your company, please contact her at: Lisa@TheOrrellGroup.com,
phone 1-888-254-LISA (5472), or visit www.TheOrrellGroup.com.
About Lisa Orrell
Lisa Orrell is The Generation Relations Expert, and author of the popular book,
Millennials Incorporated. She is an in-demand speaker, consultant, and Leadership
Coach for Gen Y, hired by well-known organizations to coach their Gen Y talent, and to
educate their senior leadership and management teams on how to better recruit,
manage and retain Gen Y employees. She also conducts seminars and keynotes on
how to improve generation relations to increase workforce morale, productivity and
revenue. Lisa has been a featured guest on MSNBC, ABC, and NPR, and her expert
commentary has appeared in (partial list): FoxBusiness.com, Human Resource
Executive, China’s HerWorld magazine, Monster.com, CareerBuilder.com, HR.com,
Universum’s Trainee Guides for Norway, Denmark & Sweden, and Employee Benefit
News. People also follow her popular blog at: blog.generationrelations.com
About CollegeRecruiter.com
Founded in 1996 by Steven Rothberg, CollegeRecruiter.com has become the leading job board for college students hunting for internships and recent graduates looking for entry level jobs and other career opportunities.
College Recruiter.com features hundreds of thousands of job openings and tens of thousands of pages of employment-related blogs, articles, podcasts, and videos. This website has also been featured in countless major media, including: CNN, BusinessWeek, ABC, Fortune, USAToday, and The Wall Street Journal. And, for two
years in a row, CollegeRecruiter.com received the prestigious Weddle’s User’s Choice Award for best job boards, and was rated a “best” site by CareerXroads.
For more information about CollegeRecruiter.com, please visit their website or contact: Steven Rothberg, Steven@CollegeRecruiter.com, 800-835-4989 x: 704.Originally posted by Candice A
- Lisa Orrell Happy to Be a Part of CollegeRecruiter.com’s Ask the Experts Panel
Lisa Orrell of the Orrell Group has not only graciously agreed to contribute to the CollegeRecruiter.com Ask the Experts blog, she has also spoken out in full support of it. Check out her press release below:
Popular Blog Offering Career and Job Seeking Advice to Gen Y
Selects Lisa Orrell As Panel Expert
CollegeRecruiter.com, the award winning job board for Gen Y, has selected Lisa
Orrell, The Generation Relations Expert, to be an expert panelist for their “Ask
The Expert” career blog
San Jose, CA – CollegeRecruiter.com has launched its “Ask The
Expert” career blog for Generation Y (aka Millennials) job seekers, recent grads, and
those already employed. And Lisa Orrell, author of “Millennials Incorporated”, speaker,
consultant, and Leadership Coach for Gen Y, has been selected as a panel expert for
their popular blog.“CollegeRecruiter.com is the leading job board for matching college students and recent
grads with employers offering internship and employment opportunities,” explains Lisa
Orrell. “So to be selected as an expert panelist for their ‘Ask The Experts’ blog is an
honor. Our panel team answers questions ranging from how to land a job, to managing
employees older than you, and everything in between!”
“Based on Lisa’s extensive knowledge of Gen Y, and her expertise on understanding the
new dynamics within the multigenerational workforce, she was a perfect fit to be one of
our experts,” shares Steven Rothberg, President & Founder of CollegeRecruiter.com.
“We’re thrilled she’s making the time to participate and her insights will help a lot of
young people seeking solid career and workforce advice.”
The CollegeRecruiter.com “Ask The Expert” blog is active and answering questions
regularly. For blog access, visit: https://www.collegerecruiter.com/ask-the-experts/
For media inquiries, or to reach Lisa Orrell to speak at your next event or conduct a
presentation for your company, please contact her at: Lisa@TheOrrellGroup.com,
phone 1-888-254-LISA (5472), or visit www.TheOrrellGroup.com.
About Lisa Orrell
Lisa Orrell is The Generation Relations Expert, and author of the popular book,
Millennials Incorporated. She is an in-demand speaker, consultant, and Leadership
Coach for Gen Y, hired by well-known organizations to coach their Gen Y talent, and to
educate their senior leadership and management teams on how to better recruit,
manage and retain Gen Y employees. She also conducts seminars and keynotes on
how to improve generation relations to increase workforce morale, productivity and
revenue. Lisa has been a featured guest on MSNBC, ABC, and NPR, and her expert
commentary has appeared in (partial list): FoxBusiness.com, Human Resource
Executive, China’s HerWorld magazine, Monster.com, CareerBuilder.com, HR.com,
Universum’s Trainee Guides for Norway, Denmark & Sweden, and Employee Benefit
News. People also follow her popular blog at: blog.generationrelations.com
About CollegeRecruiter.com
Founded in 1996 by Steven Rothberg, CollegeRecruiter.com has become the leading job board for college students hunting for internships and recent graduates looking for entry level jobs and other career opportunities.
College Recruiter.com features hundreds of thousands of job openings and tens of thousands of pages of employment-related blogs, articles, podcasts, and videos. This website has also been featured in countless major media, including: CNN, BusinessWeek, ABC, Fortune, USAToday, and The Wall Street Journal. And, for two
years in a row, CollegeRecruiter.com received the prestigious Weddle’s User’s Choice Award for best job boards, and was rated a “best” site by CareerXroads.
For more information about CollegeRecruiter.com, please visit their website or contact: Steven Rothberg, Steven@CollegeRecruiter.com, 800-835-4989 x: 704.Originally posted by Candice A
- Lisa Orrell Happy to Be a Part of CollegeRecruiter.com’s Ask the Experts Panel
Lisa Orrell of the Orrell Group has not only graciously agreed to contribute to the CollegeRecruiter.com Ask the Experts blog, she has also spoken out in full support of it. Check out her press release below:
Popular Blog Offering Career and Job Seeking Advice to Gen Y
Selects Lisa Orrell As Panel Expert
CollegeRecruiter.com, the award winning job board for Gen Y, has selected Lisa
Orrell, The Generation Relations Expert, to be an expert panelist for their “Ask
The Expert” career blog
San Jose, CA – CollegeRecruiter.com has launched its “Ask The
Expert” career blog for Generation Y (aka Millennials) job seekers, recent grads, and
those already employed. And Lisa Orrell, author of “Millennials Incorporated”, speaker,
consultant, and Leadership Coach for Gen Y, has been selected as a panel expert for
their popular blog. - How to Land That Interview: Advice From the Experts
Whether you’re responding to the perfect job posting or sending queries out to companies on your “dream list,” we want you to get the consideration you deserve. So, we asked our panel of experts for their advice on how job seekers can make their cover letter and resume stand out from the crowd and land an interview.
(Please note, while there are some varying perspectives on certain aspects of the resume and cover letter, there are also some clear consistencies from our experts – just as there will be for different hiring managers.)
RESUMES THAT RESONATE
Pam Baker, Founder and CEO, Journeous:
An important thing to remember is that your resume can and should be tailored to the opportunity, while your LinkedIn profile will be a more generalized view of who you are and your experience. You want it to be easy for a recruiter to spend the 5-7 seconds they’re likely to use on scanning your resume to say “yes, this person is worth talking to.”
Adapt your objective/summary to reflect the focus of the job you’re interested in. Review the order of the bullets listed under your experience to list those that are most relevant to this job at the top. If you have specific training that allows you to stand out for this role, make sure it’s highlighted and easy to see. Lastly, make sure to start your bullets with what you accomplished, followed by how you accomplished it and not the reverse. Far too many bullets on resumes start with the “how” and list the results at the end. At this stage, you need to grab the recruiter/interviewer’s attention FAST.
For example, instead of saying: “Managed project to generate corporate donations for track team, doubling prior year’s total from $3,500 to $7,000,” say: “Doubled corporate donations to $7,000 for track team sponsorship by (how you did what you did)…”
Look closely at the job description and determine what specific skills the company is looking for and what achievements they want to see from a candidate, and then tailor your resume to fit that criteria. When you describe your previous experience, make sure it relates to the job you are applying for. Employers want to minimize risk, so you need to assure them that you’ve already succeeded in these areas.
These days, objectives are not necessary. If you do include an objective, again, make sure you customize it for each position that you are applying for.
Finally, be concise. A resume should tell a cohesive story about your experiences/job history in 30 seconds. If you’ve had a long career, be selective about what you include on your resume. You don’t have to list every experience.
Jeff Dunn, Intel Campus Relations Manager:
It’s all about targeting. For instance, a Computer Engineer has both hardware and software coursework and skills. For a software position, she needs to modify her objective – her “relevant” coursework and the class projects she lists – to be targeted for those skill sets.
In addition, make sure to include quantitative results/numbers in the resume whenever possible. Most resumes simply list tasks that do not demonstrate quality of work.
Joanne Meehl, MS, IJCDC, Joanne Meehl Career Services:
Job seekers should have a 3-4-line “Summary” at the top of page one of their resume that in short, snappy phrases mentions various points about them that match the job description – not only matches the posting itself, but shows an understanding of what the role AND career path require. It should also say something about who you are. College seniors can get this “inside information” about the career by talking with people who DO the job they want. This section should be real for the applicant, not made up for this one job. Here’s an example for an entry level Analyst position, by a client of mine who was a college senior when he wrote it, slightly edited for anonymity. (It worked):
New Analyst with big-picture business mindset. Relishes synthesizing data and doing research. Trusted by peers and managers during three pressured yet very productive Big Data internships. Self-driven, non-entitled, competitive, responsive, with a problem-solving attitude. Deeply interested in analytics, budgeting, operations. Speaks near-fluent Spanish and French. Willing to travel.
COVER LETTERS THAT GET CONSIDERATION
Pam Baker:
While in truth I find that cover letters aren’t consistently read, when they are read, they offer an opportunity to go beyond the resume, which addresses the “what” and speaks to the “why” in your cover letter. WHY are you the best candidate for the job? WHY do you want this role? A resume is written in the third person; your cover letter is written in first person and gives you a chance to connect with the reader by making yourself memorable for who you are, beyond just what you’ve done.
Alexandra Levit:
Again, you should customize your cover letter to the position, highlighting the areas of expertise that the employer is looking for. It’s also important to be concise in your cover letter. Tell your story succinctly and provide quantitative results whenever possible.
If possible, find a direct contact at the company and send your information to that person. Communicating directly with the hiring manager versus someone in HR can ensure that you won’t get lost in the system. With everything being automated these days, it’s more difficult to stand out and get attention from the right person within an organization.
Jeff Dunn:
A brief cover letter has more impact than a full page that I don’t have the time to read. For example, “I have spoken to several of your company employees, and I believe that the Digital Design Engineer is a good match with my Electrical Engineering coursework and successful team projects. The best times to reach me are the afternoons. I look forward to speaking with you.”
Joanne Meehl:
Again, any examples you can provide would be appreciated. Cover letters are read by some on the hiring side, despite what some people in companies say about never reading them, so do one. Do a “match up” of “what you need” (the employer’s needs) and “how I meet that need,” with examples of your successes from internships, activities, jobs, volunteer work.
The salutation should not sound like a lawyer wrote it, so don’t use “To Whom it May Concern.” A better choice would be “Good Day.” Use the first paragraph to tell them what position they have that you fit and that your resume is attached. Include the job number if one is given.
The next paragraph should tell them why you want the job and why you want to work for them. Here’s where you say you’re interested “because of (the company’s name) cutting-edge leadership” or other statement that’s personal to you. This kind of statement reveals the research you’ve done to choose the company. Most job seekers don’t bother with research, so your cover letter/email and resume will rise above the rest on this aspect alone.
Now, the killer paragraph! Show them you understand their pain; this is so much more powerful than saying one more time, “I have X-years of experience in this field…” This introduces the section where you clearly show how you match the job. I recommend that you show the company how you match the advertised job, point for point. Choose your 4-5 strongest attributes that match their requirements.
Finally, the last paragraph should be a call for action, such as “I would appreciate the opportunity to speak with you regarding this position.” If you say you will contact them by a certain date, be sure to follow-up when you say you will! Use your email signature – meaning all your contact information. Make it easy for them to contact you.
MORE TIPS FOR GETTING THAT INTERVIEW
Pam Baker:
Make use of your network! Who do you know who works in the industry/company/type of job you’re interested in? Family friends, alumni, past coworkers, people you were in volunteer roles with? People typically want to help, so don’t hesitate to reach out. Let them know why you’re doing so and ask for 15 minutes of their time. Then plan out 3-4 questions you want input on, so you can show interviewers you’ve done your homework and know what makes a great candidate. For example, you might want to know what some of the qualities are that this company looks for. Or you might want to find out what skills set someone apart in this type of role. Or maybe it’s useful to get a sense of the type of work someone with your degree could do in this industry or company. You might ask if they know anything about the recruiting or hiring team – and if they know you well enough (e.g., they’ve worked with you before on a project, volunteer role, in a work capacity) you could ask them to put in a good word for you. People who are recommended by someone in their network are at least 3-4 times more likely to get hired! So, doing some up-front research on who might be able to help is well worth your time.
Alexandra Levit:
I agree with Pam. It’s important to make a personal connection if possible. Try to target someone who is directly involved in the area you are applying for. Also, be sure to follow up after you’ve submitted your resume. A good rule-of-thumb is three touchpoints within a six-week period. I suggest starting with an email, then a second email, and finally a phone call. If you don’t get a response after that, let it go. When you’re communicating with the company/contact, show enthusiasm for the company and the position – Why do you want this job? What makes you excited about working with this company? What aspects of the position are appealing?
Jeff Dunn:
If possible, follow up with an employee who can get your resume to the hiring manager, in case they don’t find your resume in the database.
Finally, show some evidence of “people skills” in addition to your functional skills (leadership, communication skills, adaptability, ownership, initiative, etc.). While these are subjective, including some will personalize your resume. You can give examples when you land the interview.
Joanne Meehl:
Show some excitement for the company, the role/position, and your career choice. Don’t make this a sterile exercise about “skills,” but expand from skills to show how you enjoy the nature of the work and that you’re planning to be doing it for many years because it’s so fascinating to you. Even if you’re a future (very sedate) accountant, show some FIRE for the work! This will demonstrate that you are serious about the career AND will distinguish you from other grads.
To learn more about the College Recruiter panel of experts, click HERE.
- Ask the Experts: How to decide which school to visit in-person versus virtually
Many employers, large and small, are in the midst of deciding which colleges and universities to target this school year for their hiring of part-time, seasonal, intern and entry-level employees. We asked experts what the most important criterion is for their organization when deciding what schools to visit in-person versus virtually versus not at all.
- “Brand yourself” sounds intimidating. Two recruiting experts discuss how and why job seekers should care.
For students and grads looking for a job, we cannot underestimate the importance of networking. You’ve heard that advice before. However, if you don’t build your personal brand before or as you build your network, you could meet with a million people and still get nowhere in your job search.
I caught up with two recruiting experts on our Panel of Experts who offered their advice for entry level job seekers. Toni Newborn, J.D., the Diversity and Consulting Services Manager at the City of Saint Paul; and Jeff Dunn, the Campus Relations Manager at Intel, weighed in on how to “brand yourself.” (more…)
- Diversity in the workplace: recruitment tips and tactics Part 2 [expert panel discussion]
As demographics change in the United States, including at college campuses, we should be seeing more diversity in the workplace. So why is the needle moving so slowly? In today’s panel discussion with College Recruiter’s Panel of Experts, we explore strategies for talent acquisition professionals to improve their diversity recruitment. Today our discussion touched on what an inclusive recruitment process looks like, differences between the government and private sectors, and concrete tips for talent acquisition professionals. (more…)
- Diversity recruitment: Big impact strategies and mistakes Part 1 [expert panel discussion]
As demographics change in the United States, including at college campuses, employers should have more diverse new hires. So why is the needle moving so slowly? Here we explore strategies for talent acquisition professionals to improve their diversity recruitment. Our discussion touches on mistakes recruiters make, big impact strategies and becoming culturally confident.
We were joined by Alexandra Levit, a workplace consultant; Toni Newborn, J.D., Diversity and Consulting Services Manager at City of St. Paul; and Bruce Soltys, Director of University Relations at Travelers. This is Part 1 of our discussion. Part 2 discusses what an inclusive recruitment process looks like, differences between the government and private sectors, and concrete tips for talent acquisition professionals. (more…)
- Remote DBA Experts explain the job of a DBA
Two administrators, male and female, at server room. Photo courtesy of Shutterstock.
Now a day’s all websites, web pages are dynamic. It means that it’s not just a page where in you read the data. You have multiple options on the page. Multiple tabs, check boxes, buttons that lead to some other data not already on the screen. All of this data shown and possibly shown on the website is basically stored in a data base. So whenever someone types in a website’s name in the address bar, the data base server pushes the home screen data. When you write a simple blog, that blog is stored in the database. When someone wants to read the blog, the blog is retrieved from the database. The comments posted on the blog are also stored in the database, only to be retrieved later on. (more…)