ARTICLES, BLOGS & VIDEOS

The latest news, trends and information to help you with your recruiting efforts.

Posted July 02, 2008 by

Tell us about your dream job.

My dream job is to be a ballroom dancer and teach dance lessons, then own my very own studio!

— Submitted by Susan from The Woodlands, Texas, United States through the CollegeRecruiter.com Career Blog Application on Facebook.com.

Posted July 01, 2008 by

What do you find most attractive about the career you have chosen?

The most attractive thing about my career is the amount of flexibility I have. I’m allowed to manage my own schedule, work on the projects I’m interested in, be as creative as I want to be and that I’m allowed to use my vacation when I want to. This career is personally gratifying and yet allows me to to also enjoy my life outside of work. I couldn’t ask for anything more.

— Submitted by Chrissy from Kaukauna, Wisconsin, United States through the CollegeRecruiter.com Career Blog Application on Facebook.com.

Posted July 01, 2008 by

What was your first job, and how did you get it?

My first job was at Puerto Rico Telephone Company, and I got it because a friend of mine who worked in that company suggested me to fill an application, so I did and I approved all the assessments. I worked for that company for 27 years!

— Submitted by Mayra through the CollegeRecruiter.com Career Blog Application on Facebook.com.

Posted June 25, 2008 by

If you have been late for a job interview, how did it turn out?

Personally, I’ve never been late for a job interview and I highly recommend that you not be either. However, if you ever find yourself in a situation where you will be late there is a great way to handle the situation.
If you are going to be late to a job interview, call ahead to the office and let them know that you anticipate being late. Then ask if they would still like you to come or if they would like you to reschedule. Never assume that you are the only person on their schedule for the day.
Some great ways to avoid being late to an interview.

  1. Give yourself extra time on the day of the interview.
  2. Do a pre-run drive to the location so you know where you are going and to see if there will be an construction or other delays you can avoid.
  3. Be prepared.

Remember, there really is no good reason for being late. Yes, there are things you can’t anticipate happening but being prepared in that case will help you look good in the employers eyes if you can handle the situation with ease.
— Submitted by Chrissy from Kaukauna, Wisconsin, United States through the CollegeRecruiter.com Career Blog Application on Facebook.com.

Posted June 25, 2008 by

Is A Recession The Perfect Time To Recruit Entry Level (Gen Y) Marketing and Sales Talent?

Speculation surrounds the idea of recessionary recruiting for businesses all over the U.S. For instance, employers shed 63,000 jobs in February, 20,000 in March, and April’s numbers are unknown. What can employers do to counter these issues without losing key talent in their organizations? It is unknown currently, but we have a few suggestions for preparing for these types of events. Recessionary recruiting should focus on sales and marketing talent from competitors and preparation for economic downturn.
Sales and marketing are the most profitable sectors of any organization and recruiters need to consider recruiting entry level talent to increase the bottom line.
Multi-Faceted Recent Grads
Job cuts in today’s companies provide recruiters with opportunities to recruit highly talented grads with sales experience. Gen Y has entered the workforce with an aptitude for entrepreneurship and is waiting for a chance to prove their worthiness to employers. The recession has led the strongest candidates to sales positions in companies across the nation. The additional sales and marketing jobs are answers to most companies’ profit loss.. Directors of talent management should handle this responsibility in their organizations so each department remains flexible and prosperous.
With the inclusion of Gen Y, an organization recruiting talented sales and marketing grads will have a better experience during the recession.
Recruit Competitors’ Sales and Marketing Talent
Have you recruited top sales and marketing talent from your competitors? This is a risky decision to make, but it can help your company gradually rise above recession. Some recruiters may ask how or why they should consider their competitors’ talent; well, sales and marketing talent can add profits to your bottom line.
With company headcounts slashing across the nation, your sales force should be stronger than ever. Consider top performers who were discarded due to your competitors’ impulsive cutbacks. Your company can take advantage of their mistakes by acquiring these leaders to increase sales leads, generate objectives, and promotions to distinguish your company in your market.
Prepare for Economic Downturn
The economic downturn continues to effect employers just as much as employees due to post-Boomers’ focus on family and entrepreneurship, which is addressed in Recession’s Impact on the Job Market. Recession is hurting the overall optimism of 2008 graduates, but it keeps their hopes high if companies enact their workforce plans for this time of economy. The talent demands will continue to rise as more graduates enter the job market, but employers’ capability to hire is of prime factor. With this said, workforce planning is needed due to the economic downturn we have experienced the last four years.
What can you do to help your company counter recession?
You should look for the best entry level sales and marketing candidates that will stay with your company through bad times. Companies offering great benefit packages and refusing pay freezes have a greater return on their investments in Gen Y. If you want to stay ahead of the competition, remember the bottom line and the talent available.
By: — Tahjia Chapman a Staff Writer for CollegeRecruiter.com, the leading job board for college students searching for internships and recent graduates hunting for entry level jobs and other career opportunities.
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted June 24, 2008 by

Tell us about your dream job.

I already have my dream job! I’m a pubished writer who also created the Advice Sisters and several online publications, including two web sites, a blog, and an Ezine. I help readers around the world make life easier, more successful and more fun!
— Submitted by Alison from New York, New York, United States through the CollegeRecruiter.com Career Blog Application on Facebook.com.

Posted June 23, 2008 by

You Don’t Have to Hide Your Tattoos to Get a Job

Visible tattoos, once considered a serious flaw in the job interview, no longer seem to predict job search failure. With the success of TV reality shows like Miami Ink and LA Ink, college students are more inked and more colorful than ever. Pew Research in 2006 showed that 36% of 18 to 25 year-olds and 40% of those aged 26 to 40, have at least one tattoo. Earlier in 2000, the National Geographic News stated that 15% of Americans were tattooed.
In a 2006 survey of employer perceptions conducted by the National Association of Colleges and Employers (NACE), hiring managers were asked to state the amount of influence that certain factors had on their hiring decisions. The results may be surprising to many career professionals who have urged job seekers to err on the side of being conservative and hide those tattoos.
The NACE survey results showed that only 29% of employers stated that obvious tattoos strongly influenced them while 71% said it had slight to no influence on their hiring decisions. A cautionary note – taken by itself, that does not mean that employers look favorably on tattoos in the job interview.
Add that, however, to what John A. Challenger, of renowned global outplacement firm, Challenger, Gray and Christmas stated in a 2007 interview with the Boston Globe. “A decade ago, showing off tattoos and body piercings would be a sure-fire way to get your resume placed in the ‘No Way!’ pile. Times have changed.”
Challenger shared that hiring managers were more concerned about baggy-underwear-revealing-pants and cell phones in the job interview then they were about tattoos.
While the trends have indicated greater tolerance for tattoos in the job interview, jobseekers should keep in mind that HR managers making hiring decisions have their own personal biases. A January 2008 Harris Interactive poll surveying more than 2000 adults found that 32% of people without tattoos believed that individuals with tattoos were more likely to do something deviant.
Additionally, more than half believed that a person with a tattoo is more rebellious. Hiring mangers conducting the job interview, although trying to remain objective, might still tend towards their personal opinions and dismiss your candidacy for the job.
New college grads should err on the side of conservatism and cover up those tattoos. There will be plenty of time to show them off later. For now the goal is to get the job offer and get the proverbial foot-in-the-door.
By: Article by Marcia Robinson and courtesy of BullsEyeResumes College Blogs. Robinson has been coaching, training, and writing on career, workplace, employment and education issues for students and career professionals for 10 years.
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted June 23, 2008 by

Summer internships are more important than ever

It’s summer internship season again, and, according to an article on CNN.com, companies are hiring plenty of interns this year, despite-or perhaps because of-the downtown in the economy.
During my colleges years in the mid-1990s, internships were more of a “nice-to-have” rather than a “must-have” credential. I spent two summers working as a camp counselor in Los Angeles and plenty of my friends worked as lifeguards and waitresses. I don’t think it ever hurt us in the job search department.
Today, however, it’s not uncommon for college students to spend every summer in a different internship. While I hope that today’s students are still having plenty of fun in the summer sun, it’s a fact that in today’s competitive work world, internships have become essential.
One of the reasons internships are so important is because more and more companies are using their intern programs to replace on-campus recruiting. An internship is now a thinly disguised audition-for both the student and the employer-rather than a charitable learning opportunity. This makes sense: what better way for both sides to find out if a relationship is a good fit than to test it out for a few months before fully committing?
If you’re working as an intern this summer, here are some tips to ace your audition and earn a future offer if you’d like one:

  1. Be proactive.
    Leadership is one of the key skills employers look for in entry-level employees, so find ways to be a leader and take on extra responsibility in your internship. Try asking your manager this smart question: “What is a good thing for me to work on when you’re busy and I have completed the work I’ve been assigned?” This question shows that you’re a go-getter who wants to contribute as much as possible. And you may get assigned a cool project that no one else was smart enough to ask for. Remember, raising an internship from the “busy work/no experience” level to the “real experience” level is in your hands.
  2. Set up informational interviews.
    Networking and making a good impression are not just about who you know; they’re about who knows you. While you’re at an organization in the role of intern, you have a rare opportunity for face-time with people you otherwise might not be able to meet. Check with your internship coordinator to make sure it’s appropriate, then pinpoint a few people in the organization whose jobs interest you and ask them to meet with you. If you can, you should also set up a meeting with someone in the human resources department to talk about future full-time job opportunities. Use this opportunity to find out whether the company is looking to hire interns into permanent positions and learn exactly what they’re looking for so you can accomplish it in your internship.
  3. Keep in touch when your internship ends.
    Keep yourself top-of-mind with the company, even when you return to school in the fall. Supervisors, employees, fellow interns — everyone you meet through your internship — are now relationships and should be added to your contact database. Here’s my recommended way of adding people you meet during your internship to your network: ask them! Simply say towards the end of your stint, “I’ve really enjoyed meeting you and working with you during my internship. May I keep in touch with you in the future and check in with you once in a while?” Most likely people will say yes, and they’ll appreciate the respectfulness of your asking. Then, send each person a hello note or email within a month of ending your internship (just to say hello and prove you really do want to keep in contact).

Good luck!
By: Lindsey Pollak, a college campus speaker and author of “Getting from College to Career: 90 Things to Do Before You Join the Real World” (HarperCollins, 2007) http://www.lindseypollak.com/blog
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted June 23, 2008 by

Millennial Madness: Tips for Effectively Attracting & Recruiting Gen Y

As you read this, Millennials (Gen Y) are being actively recruited prior to, and upon, college graduation. Many are already busy navigating the waters of their first professional job since being hired a year or so ago. But why is this new generation the new darlings of the workforce? And how can you successfully attract and recruit this sought after group of young talent? Keep reading!
Let me start by saying that companies, of all sizes, are spending record-breaking amounts of money on recruiting the Millennials. Companies like Deloitte, Toyota, IBM and other brands you know are taking this very seriously, so this isn’t just me saying they are a big deal to the future of our professional workforce; companies all over the U.S. and abroad are starting to see it, too.
But why has this new generation of young professionals turned into such a hot commodity? One key factor is the looming reality of the Boomer Brain Drain that companies across the country are going to feel over the next 5-15 years (starting now as the oldest Boomers hit retirement age). Here’s one simple statistic from the Office of Employment Projections that will quickly put this into perspective: The average large company in the U.S. will lose 30-40% of its workforce due to retirement over the next 5-10 years. Ouch.
But wait! There’s more. According to the Employment Policy Foundation, based on the current population growth trend that is occurring in the U.S., we could be facing a labor shortage of educated and skilled workers of over 35 million people in the next 3 decades! This is a big deal and critical to our country’s ability to maintain our current level of productivity and competitiveness worldwide.
And we have as many GenXers on the planet as there are going to be, so the replacements for this massive Boomer exodus are the Millennials. That is why M.B.A. students are being offered amazing employment packages, starting salaries are being jacked-up higher than ever, and impressive signing bonuses are being offered. Many of the top young college grads are being pursued and courted like top college draft picks entering the NBA. Basically, recruiting and retaining them has turned into a big, competitive business.
Now that you have a general idea of why companies are clamoring to hire them, I thought it would be a good idea to share 5 key attraction and recruitment tips that your organization may want to consider.
Effective Attraction & Recruitment Tips:

  1. Go Where They Are: Running ads on Craig’s List or Monster.com aren’t enough. This generation has grown-up experiencing life online and congregate on places like MySpace, FaceBook, YouTube and Second Life. You should consider having a company presence in these communities to attract Millennials to your brand and make them aware of you. You can interview/videotape employees about how great it is to work at your company and post it on YouTube. Deloitte has done an amazing job posting fun videos on YouTube to attract Millennial talent, so check out their posts for ideas. Make them funny and/or interesting and you’ll get viewers. And it’s basically free and easy to do!
  2. Preach Work-Life Balance: This generation is showing up totally aware of work-life balance. They value time with family and friends, and they value their time doing things they enjoy. Boomers and Gen X employees typically didn’t ask for flextime until they had been in the workforce for 15+ years. Millennials are showing up and requesting it from Day One. And, the smart companies are offering it.
  3. Invite the Folks: As a whole, this generation considers their parents part of their social circle. They admire their parents, they like their parents, and they respect their opinion. Perhaps you’ve heard the new term “Helicopter Parents”. It means that even when their kids go off to college (or work!) they don’t stop hovering over them and guiding them (a lot!). Believe it or not, recruiters are now finding themselves taking a top candidate to lunch for a schmooze fest and he/she brings their parents. Recruiters are realizing that convincing the parents it’s the best job for their daughter, Sally, is as important as convincing Sally. Well-known companies are even creating “Parent Days” where job candidates can bring their parents to tour the company’s work environment, meet their potential managers, etc.
  4. Preach Mentoring: These young adults want to know you will provide them with plenty of guidance and mentoring! If you don’t have a mentor program in-place, create one and emphasize it during the interview process. I recently conducted a seminar with a well-known company about recruiting and retaining Millennials, and they had been suffering from a high turnover of Millennials. When I spoke to the Millennials who had left, all of them mentioned the company hadn’t provided enough mentoring and training programs.
  5. Emphasize They Will Get Plenty of Face Time With Managers: A recent survey of Millennial professionals, conducted by Robert Half International and Yahoo! Hot Jobs, found that 60% of Millennials want to hear from their managers at least once a day. This generation will not do well with just one weekly “check in” session with their managers. They want feedback daily and an opportunity to communicate with their manager(s) for input on their projects.

So are the rumors you’ve heard about them being high maintenance true? Yes. But, they will also be high performing. Our country (and world!) has just begun to feel their impact as they reach their mid-20s. And, as with generations in the past, this generation will create new definitions for: Work environments, success, leadership, communication, management, entrepreneurship, corporate culture, and professional relationships. The successful companies will adjust (and are!) their corporate cultures and recruitment and retention strategies to appeal to this unique generation.
For more free tips on recruiting, managing and retaining Millennial Talent, and for info on improving generation relations in the workforce, be sure to visit: http://blog.generationrelations.com/
By: Lisa Orrell, the author of “Millennials Incorporated” & Generation Relations Expert. Lisa Orrell is an in-demand expert about recruiting, managing and retaining our new generation of young professionals. http://www.TheOrrellGroup.com
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.

Posted June 19, 2008 by

The Resume is Alive and Kickin’

“The rumors of my demise have been greatly exaggerated,” said The Resume.
The article “The Death of the Resume” makes the same claim as the recent white paper “Can We Finally Retire the Resume?” available through ZoomInfo and written by Allan Schweyer of the Human Capital Institute:
“…there is no longer any reason for employers to rely on resumes, and yet the vast majority still do. Resumes are unstructured, difficult to search & compare, expensive to handle and frustrating to store and retrieve… The better approach [to recruiting] is to… require all applicants (external and internal) to submit their applications using e-profiles.”
“I haven’t retired,” cried The Resume. “I’m working but I’m under-employed and unappreciated.”
No doubt each Resume is a creative document, unique as its author. But is a standardized, restrictive e-profile really better for recruiting? Ask any Employer if they are buying a commodity, or a person with unique talents, attributes, and problem-solving (creative) qualities. How many times have you spotted something on someone’s resume that wasn’t identified in your job description or qualifying questions that made you want to interview the person? Wouldn’t a resume give you a better feel for someone’s suitability (soft skills) than cryptic answers to knock out questions?
Then consider how much time people actually have to fill out detailed online profiles. The same aforementioned white paper said that profiles should take less than 15 minutes to complete. “Amen, brother,” cried the applicant. Most profiles today take more than thirty minutes. The result: they’re abandoned. So ask yourself: “How much money did I pay through job postings and other marketing means to attract candidates only to fail to get their applications?”
BOOM! VROOM! VROOM! That’s the sound of the Baby Boomers driving to their retirement homes in Florida. Seventy-six (76) million baby boomers expect to retire in the next four to five years, to be replaced by only 46 million Gen Xers (US Department of Labor’s Bureau of Labor Statistics). The shrinking labor pool means tougher talent wars. It must be easy to capture applicants if you want to compete. A lengthy profile process is not the way to do this.
“So how do I capture The Resume in a fast and useful way?” you ask…
Allan Schweyer will tell you in that same white paper that suggested The Resume’s retirement:
“…allow applicants to upload their standard resume and have it parsed into the appropriate fields of the profile (inexpensive technology is available to do this).”
In addition to saving you 99% of the cost of manual data entry, resume parsing technology will give you structured data – the stuff you need for accurate searching according to Allan Schweyer:
“Today’s powerful searching and ranking technology can improve screening efficiency and accuracy tremendously, for the greatest gains though, structured data is required.”
“So am I alive, retired or dead?” asked The Resume.
“Well,” said the recruiter “you’re talking to me aren’t you?”
By: Andrew Stock of HireAbility Connects the World’s Recruiters and Parses the World’s Resumes
Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching entry-level jobs and other career opportunities.