April 27, 2017 by Matt Krumrie
Almost every job interview boils down to three key questions in the mind of the interviewer, says Steve Koppi, Executive Director of the Worcester Polytechnic Institute (Worcester, Mass) Career Development Center.
- Can this candidate do the job
- Will this candidate do the job, and
- How will this candidate fit in or get along with others?
“These same principles apply to second round interviews,” says Koppi. “The good news is that you have cleared at least that first hurdle. The employer believes you, the candidate, can do the job, and you have the skills and knowledge they are seeking in a new hire.”
Thao Nelson, Senior Associate Director of Undergraduate Career Services at the Indiana University Kelly School of Business, is also a former recruiter. She invited recent college grads to a second job interview when they convinced Nelson of these three things in the first interview:
- That they can do the job and provided strong, impactful, and relevant examples
- They really wanted to work for her company.
- That they were likable, and she or others on the team would enjoy working with them.
A job seeker who makes it to a second job interview has demonstrated they have the background, core aptitudes, and transferable skills to do the job, says Cheryl Goodman, Talent Development Manager with Alexander Mann Solution’s, a talent acquisition and management firm with clients in 80 countries. Goodman is based in Cleveland, Ohio and heads up Alexander Mann Solution’s new graduate recruitment program.
In the second interview recent college grads are “being assessed for long-term potential to thrive within the culture and contribute to the company,” says Goodman. “It’s about ROI, too, because the company will be investing in your career launch and professional development, so they are looking to be sure that’s a wise investment.”
What to expect in a second interview
A candidate who makes it to a second interview can expect to be presented with scenario-based questions, such as how they would respond to certain situations and why, says Goodman.
April 25, 2017 by Matt Krumrie
Entry-level sales jobs present a great opportunity for recent college grads to learn professional skills that last a lifetime. And below, a variety of entry-level sales professionals, as well as business owners and sales executives with experience at companies like Google, IBM, AOL, and Dell Computers, talk about the unique and life-long skills developed through an entry-level sales job. Here is what every recent college grad needs to know to succeed in a career in sales:
1. Sales jobs are not restricted based on one’s degree
Recent college grads and entry-level sales professionals who are able to participate in a company-sponsored sales training program will learn skills that last a lifetime, says Maddy Osman, an SEO content strategist and digital marketing professional. Before she started her own business, Osman worked as an account representative for Groupon, where she went through over two months of cold-calling sales training, graduating among the top 5 of 25 trainees in her class. Osman says she still refers to the sales materials she learned in that training and applies it to her digital marketing role.
“Even if you never work in sales again, you’ll learn about psychology, and negotiation, which will help you when getting a new position, negotiating for a higher salary, or creating strategic partnerships,” said Osman.
In her role at Groupon, Osman worked alongside employees who majored in liberal arts, theater, marketing, and history, to name a few. The common denominator among those who were successful was that they were outgoing, and/or held student leadership roles at their college or University.
“There wasn’t one area of study more represented than another,” said Osman. “So it’s not necessarily about the degree – as long as you have one.”
That being said, one doesn’t have to go through a dedicated sales training program to succeed in entry-level sales jobs. Learn why below.
2. Everyone can succeed in sales – even those who don’t think they can sell
Mac Anderson graduated from Miami of Oho in 2015 with a degree in marketing. Anderson achieved a lot while in college, working a part-time job at a bar/restaurant, volunteering for two non-profits, and maintaining a full course load and active social life.
“I learned a lot about myself by trying new things and making a leap of faith,” said Anderson.
Anderson had a wide variety of other experiences too. He coached a traveling youth baseball team, and was a laborer on a construction crew. He also worked in sales, marketing, and logistics for a non-profit called Top Box Foods.
But it’s his current entry-level sales job at ParqEx that has Anderson buzzing about where his career is going. ParqEx is a marketplace (mobile app + website) that allows owners of underutilized parking spaces to rent out their parking, by the hour, day, week or month, to a driver in need of convenient, affordable parking. ParqEx specializes in hard-to-park neighborhood and has partnered with many local neighborhood organizations and chambers of commerce to solve the parking nightmare.
“I honestly never thought of myself as a salesman because I did not think I had the right characteristics,” said Anderson. Soon after Anderson started in his current role, he was presenting to a group of over 100 builders (and potential clients) – an experience that has played a key role in him developing a positive, can-do attitude, and desire to succeed in sales.
“I have learned that I can do literally anything I set my mind to,” said Anderson.
But many recent college grads are afraid to do what makes them uncomfortable, or not familiar to them in their job or career. Especially early in their career, and especially if it’s a 100 percent commission-based sales job. That’s why many recent college grads shy away from sales careers. But it’s been the exact opposite affect for Anderson, and has helped him thrive as a professional
“Getting out of your comfort zone is essential for personal and professional growth,” says Anderson.
Every sales person has a different style, says Anderson. That’s why he feels there’s no one-size-fits-all template to sales success. “Just try new tactics, do what feels right for you personally, and always be positive and confident,” says Anderson. “You will get comfortable and find your style.”
Kevin Cote, Director of Sales at Namely, a leading HR, Payroll, and Benefits platform for mid-sized companies, agrees.
“Get comfortable with being uncomfortable,” says Cote. “The only way to grow in sales and win business is to be confident in asking difficult questions, navigating awkward or tricky objections, and mastering the science of being comfortable in uncomfortable situations.”
3. Sales is perfect training for future CEO or business owner Continue Reading
April 20, 2017 by Matt Krumrie
Many recent college grads are unprepared to negotiate salary during an entry-level job interview. And in the long run, they pay the price – financially, that is.
According to a recent Paysa study, younger workers, or those with only 0-2 years of experience, are 42 percent likely to be underpaid. The same Paysa data also found that women in markets across the U.S. are 45 percent likely to be under-compensated while their male counterparts are only 38 percent likely to be under-compensated. Paysa is a Palo Alto, California-based company that uses proprietary artificial intelligence technology and machine learning algorithms to analyze millions of data points, including compensation information, to help employees understand their market salary.
But the reasons for these gender salary discrepancies vary based on a number of factors, however, says Chris Bolte, CEO of Paysa. In many cases inexperienced job seekers – including female recent college grads:
- Do not know what their value is at that company
- Do not know how to have a conversation about salary with the hiring manager
- Are uncomfortable/afraid negotiating for more money due to any number of factors, including being new to the workplace, concerned the offer will be revoked, or because they are interviewing with an intimidating manager.
But there is one glaring difference between young men and women, according to Sylvia RJ Scott, Founder of Girls’ C.E.O. Connection™ (Girl’s Creating Enterprising Organizations), a for-profit social enterprise dedicated to engaging and equipping females as entrepreneurs. In February Scott spoke to a group of young women who were members of the Theta Beta chapter of the Delta Delta Delta sorority at Colorado University Boulder. She discussed the topic of salary negotiation with the group, all juniors and seniors, and will be sharing a salary negotiation reminder checklist before they graduate this spring. Scott says female college grads are often too timid or afraid to boast about their academic, athletic, internship, or related work experiences when negotiating salary during an entry-level job interview.
Their male counterparts? Not so much…
“Males are not afraid to promote their accomplishments,” says Scott. “Women need to do the same. Be confident without being arrogant.”
During an interview, females should focus on explaining how internship, club experiences, or extracurricular activities are relevant to the job, says Scott. Providing employers/interviewers with examples about what was accomplished in those experiences that can be transferred to the real world is key.
“Know what you bring to the table from other experiences in college,” says Scott. “Be prepared to express to the employer how this background fits the job description. Do not hold back on tooting your own horn.”
“Gaining a realistic expectation of entry-level salary amounts within similar industries, or the range for entry-level positions – through research and due-diligence – is a first step to determining what a reasonable salary might be and whether or not one has a strong case to negotiate further,” says LaMere.
As women embark on the entry-level job search, they should be prepared to advocate for themselves.
“Define your goals and ensure you have a solid understanding of your current capabilities in comparison to the role you are seeking,” says Linda Taylor, HR Manager at FedEx. “When negotiating or advocating for yourself, be confident that your voice is important. Whether it’s your gender, education, or skills, tap into your unique point of view and showcase how you can help the company succeed.”
When you’re just starting out, it can be difficult to express your ideas or have the confidence to ask for what you want, says Taylor. But women should search for employers who celebrate differences and encourage all team members to be themselves.
“Push yourself to be confident by practicing with little steps that can pave the way to big victories,” says Taylor. “Raise your hand in a big lecture class, ask a question at your first meeting, or conduct proactive research to see how your job offer compares to similar roles at other organizations. As you prepare for a first job, make a commitment to think and act like you would in the role you’re seeking, and stick to this mindset during the interview and negotiation stages.”
Data driven discussion should drive salary negotiations
So how do female college grads overcome obstacles to a fair entry-level salary? Start with research.
Figure out what others like you are making at that company. Paysa offers tools that help job seekers understand what they should be paid at a specific company. Job seekers can also use salary calculators like the one College Recruiter offers.
“Having a respectful, data-driven discussion with the recruiter or hiring manager that highlights your desire to take the job, but also starts the negotiating process, is important,” says Bolte.
Highlight positives of position
During the interview/negotiation, job seekers should cover key points and focus on positives by:
- Expressing that the job with the company is an awesome opportunity.
- Expressing how the company mission and values fit your goals.
- Expressing that you see great learning and growth opportunity and are ready to make an impact/difference.
Present your salary talking points – based on data
Then, when discussing salary, tell the recruiter/employer the following:
- That you want to be sure to get a competitive market compensation package.
- That you’ve been conducting research, talked to other recruiters, companies, and professionals in the same industry/type of position, and “it seems that your offer is not as competitive as it needs to be. Specifically, it appears to be approximately <20% – insert real number from research> under market.
- “What can you do to close that gap?”
- Wait and listen…..
“At this point, the recruiter or hiring manager may ask you what it will take to close the deal, so to speak,” says Bolte. “I would recommend going back to whatever the broad number is you learned from your research.”
The company will likely get back to you with:
- An adjusted compensation package the is somewhere between their original offer and your ask.
- Your full ask.
- A statement saying that their original offer is the best they can do.
Confidence is key
“These conversations with managers can seem intimidating/scary but they don’t’ have to be,” says Bolte. But it takes research, dedication and practice to succeed. “Go get it done,” adds Bolte.
When a recent college grad (regardless of gender) is starting out in their career, they may think – through lack of experience – that they should be making more than what’s being offered. But remember, that first job, or entry-level job, is a starting point, says LaMere. If there is room to negotiate on salary on an entry-level position, be reasonable and sensible. It is important not to price oneself out of the market.
During an interview, when a potential employer asks what would be an ideal salary, a good answer would be: “I would like to learn more about the position first,” putting the onus on the potential employer to be the first to name a number. Once a salary number is on the table, use Bolte’s advice above to approach the topic. Once a final offer is presented, don’t be afraid to take a day or two to think through the position and the opportunities that it offers, beyond just the pay, says LaMere.
“While salary negotiations may be daunting for some new grads, as long as they do their homework about the job and pay range, are reasonable in their expectations and prepare themselves for the process, they will ultimately achieve the success they are seeking – both from an entry-level learning experience to start their career, and their salary compensation, for their efforts,” says LaMere.
Additional salary negotiation and job interview preparation tips for female recent college grads
Like any aspect of the job search, being able to successfully talk about salary, or negotiate salary comes from preparation. Scott offers these salary negotiation tips for female college grads:
- Reach out to alumni from your school, sorority, or industry-related clubs who have previously held similar entry-level jobs and ask for advice or tips.
- Get advice from a college career center counselor, many who have resources or experience helping college students and recent college grads with salary negotiations. They also may have contacts within their network who can help.
- Get advice from female instructors and adjunct professors who know or still work in the industry.
- Understand cost of living factors: Location and cost of living may play a factor in the salary offered. An entry-level job in San Francisco or New York City may pay more than a job in Biloxi, Mississippi, for example. But make sure whatever salary is offered is relative to the cost of living pending on location.
Female college grads need to know their worth going into the interview/negotiation and show it. Do so by following these tips, from Scott:
- Walk in with confidence, dress professionally no matter what the position. This is true even if the company is known to dress casual.
- Practice in front of a mirror and watch the body language. Ask someone to role play as the person doing the negotiation. Try to find a female that has gone through the process, and get her feedback.
- Be prepared to discuss what else can be negotiated to increase the compensation package if it does not meet expectations/research. Does the company have a tuition reimbursement package, flexible work schedules, more vacation time? It’s worth asking.
April 13, 2017 by Matt Krumrie
Dear Matt: Do you have any interview tips? I always read about how important it is for recent college grads to ask the right interview questions during a job interview, but, I never know what job interview questions to ask. Can you provide a list of these interview questions and what employers want recent college grads and entry-level job seekers to ask?
Matt: I will say this, I wish I had a list of job interview questions to ask when I was interviewing for entry-level jobs. Because it certainly would have not only helped me ask the right interview questions, it would have also helped with interview preparation, and confidence.
Good news! There is a great, extended list of the best job interview questions to ask employers listed below, featuring outstanding advice from recruiters from corporate America, and career management leaders from two of the top business schools in the country.
The reality is, if you are confident, and prepared, going into an interview, you can relax, be yourself, and shine.
But many job seekers, especially recent college grads, are shy or timid when going into those first job interviews. I was one of them, and looking back at those early interviews, I never did ask the right questions, because I wasn’t prepared to ask the right questions. That makes a huge difference in how employers view you, and your potential to succeed in the job and fit in with the team.
“Not asking questions can signal lack of interest, and a missed opportunity to sell yourself,” says Susie Clarke, director of Undergraduate Career Services at Indiana’s Kelley School of Business. “It is important to remember that an interview is a two way street and they expect you will have questions, so show them you are prepared and interested in their position.”
Corinne M. Snell, Ed.D., the Assistant Dean of Student Professional Development at Fox School of Business at Temple University, agrees. Prior to her current role, Snell worked in corporate America, working in college relations roles for Campbell’s Soup Company, Siemens Health Services, and Lutron Electronics.
“A certain level of spontaneity is expected in any job interview, but candidates should have a list of questions prepared in advance,” said Snell. “The worst thing one can do is indicate he/she has no questions or say something like, “Um, I think we already covered everything.”
One of the biggest things a college student or recent graduate needs to remember is that just as much as the recruiter or hiring manager is interviewing them, they are also interviewing the potential employer, says Justin Bischoff, Talent Acquisition Advisor at Buffalo Wild Wings, a casual dining restaurant and sports bar franchise.
“Ask questions about the things that matter to you,” says Bischoff. “These should be things that you feel will make you stay with an employer long term.”
Try to keep it conversational, says Bischoff. For example, if you’re interested in sales, ask something such as “earlier in our interview you mentioned that one of the main focuses of this role is to drive sales in the restaurant, can you tell me a little more about that?”
Asking about the culture of the organization and development programs also impresses employers, says Bischoff.
“I am also impressed by a candidate who has done their research on the organization and the position prior to the interview,” says Bischoff. “By asking questions on matters that are truly important to you about what you have learned, you are able to showcase the time and effort you’re putting into joining the organization’s team.”
Snell puts it bluntly, saying “Job seekers need to prepare for that moment when the employer turns the table and asks ‘what questions do you have for me?'”
That’s what impresses today’s corporate recruiter, says Asma Anees, a Talent Advisor with Blue Cross, a Minnesota healthcare provider. She leads college relations at Blue Cross and is one of the first persons to interview/phone screen recent college grads and entry-level employees who interview with the company.
Anees suggest job seekers break down interview questions into four categories, focusing on asking about:
- The position/job
- About the company
Anees provides these job interview question and answer tips:
Job seekers who ask about the challenges of the position stand out, says Anees. Employers like candidates who want to be challenged, and who want to know about what it takes to succeed in that role. “It helps me understand their willingness to take on certain duties,” says Anees.
Anees likes it when job seekers ask job interview questions such as “What are the performance expectations or how will I be evaluated?”
“These students have received grades for everything they do for the last however many years,” says Anees. “These Millennials want to know where they stand, and I can appreciate that. It tells me they want to perform well and be rewarded for it.”
Good question to ask: Will there be any training or mentorship for this role? Anees says job seekers who want to pursue professional development opportunities stand out to her.
Job seekers who are curious about the business, strategic plan, how the company makes a difference, and if the company is growing, are “all great questions,” says Anees. “It tells me they care for the well-being of the organization and their future.”
Snell provides these sample job interview questions to ask employers:
1. Questions related to the position:
- What are the key qualities necessary for someone to excel in this role?
- What are your expectations for this role during the first 30, 60 and 90 days?
- What is the typical career path for someone in this position?
2. Questions related to the company?
- How would you describe the company culture (or values)?
- What do you like best about working for this company?
3. Questions related to the industry (these should vary from industry to industry):
- What recent changes has the company made to product packaging?
- How has industry consolidation affected the company?
- How does the economy affect company sales?
- What percentage of revenues does the company invest in R&D?
- How is the company challenged by government regulations?
4. Questions related to the hiring process:
- What are the next steps in the interview process?
- When do you expect to make a decision?
“The likelihood of having sufficient time to ask a multitude of questions is slim, so the candidate needs to be prepared and have several questions ready,” says Snell. “Interviewing is a two-way street and employers do expect job seekers to be prepared with thoughtful, insightful questions.”
Remember this though – thoughtful and insightful do not revolve around asking how much vacation time one gets, salary, or benefits. In time, that information will be discussed.
Some of the best job interview questions to ask employers, says Clarke, include:
1. Would you please tell me about yourself and your career path?
Yes – job seekers should ask the person conducting the interview this. This will allow you to learn more about the employer, what this person likes about the company, and could create a common interest to make the follow-up connection stronger. “It is all about building relationships and showing genuine interest is important,” says Clarke.
2. What are the reasons you stay with this company, or why did you recently join the company?
Their response will typically tell you a lot about the work environment/culture of the company. “For many college students and recent college grads, the company culture is an important criteria when making their decision,” says Clarke.
3. What skills or characteristics have led to your success here?
This is an opportunity for you then to highlight your strength that relates to one of these skills if you have not already.
4. I have learned a lot today and even more excited about this opportunity, so is there anything else I could provide or questions I can address about my ability to do this job?
“This shows that you want the job and want to eliminate any concern that they might still have,” says Clarke.
When the interview is near completion, and if the employer has not covered this already, Clarke says you should always ask: What are the next steps in the interview process?
“This is important, so you know what to expect and when to follow-up if you have not heard back from them,” says Clarke.
Asking the right questions during your interview can impact your chances of landing the job, says Bischoff.
“When a candidate asks thought-provoking questions, it shows that they have solid communication skills, are genuinely interested in the opportunity, and are looking to make a long-term investment,” says Bischoff. Ultimately, asking the right questions makes that interview and the candidate memorable when it comes time for a hiring decision.”
How does the company onboard new employees? Can you talk about what that process looks like?
Why this question: By asking this question, the job candidate is demonstrating their interest in the company culture and its commitment to employees and their career path and setting them up for success from the outset. “The first several months in a new job are a key period in building the relationship between employee and employer, and the candidate wants to know that the company is a place they can grow and mature,” says Warn. “In our work with employer partners, we’ve helped design mentor programs, where new employees develop and strengthen workplace and interpersonal skills.”
Another good question, says Warn, is asking “How does your company encourage its employees to collaborate/work as a team, and demonstrate integrity and initiative?”
Why this question: This question coming from a candidate demonstrates that he/she already possesses some “soft skills” that are typically learned and honed once in the workforce. This student may have graduated from an institution that offers soft skills (or “power skills”) training in the form of a standalone program and is already ahead of the curve when it comes to developing these critical work/life skills.
Good questions will show that you have researched the position, company, and even highlight some of your strengths. “This signals to the employer that you are very interested and enthusiastic about the opportunity,” says Clarke.
Show enthusiasm and interest when wrapping up the interview.
“I appreciate when candidates take the last couple of minutes to reiterate their interest and why their skills and abilities would make an impact to the team,” says Anees. “Don’t forget to smile and a firm handshake.”
About Ask Matt on CollegeRecruiter.com
Ask Matt is a new monthly career advice column that offers tips and advice to recent college grads and entry-level job seekers. Have a question? Need job search or career advice? Email your question to Matt Krumrie for use in a future column.
April 11, 2017 by Matt Krumrie
The saying you only get one chance to make a first impression really holds true in today’s job market, says Melissa Wagner, Career Services Advisor for Rasmussen College. Your interview outfit is a big part of the first impression you make at a potential employer.
“An interview is the candidate’s opportunity to sell the employer that they’re the right fit for the position,” says Wagner. “So it’s important that candidates bring their best game to the playing field.”
“Your interview attire and professional appearance can make or break you when meeting a prospective employer,” says Thurman. “First impressions are important.”
While half (50%) of senior managers surveyed by OfficeTeam said employees wear less formal clothing than they did 5 years ago, and many companies are allowing workers to dress more casually in the office, you should choose apparel that’s a couple notches up for job interviews, says Brandi Britton, District President for OfficeTeam, a staffing firm specializing in placing highly skilled professionals into administrative jobs.
“Job seekers should research the firm before the interview to get a sense of what’s appropriate to wear to the meeting,” says Britton. “This may include visiting the company to observe what current employees are wearing, tapping their network for advice, looking online for articles that discuss the company’s culture, or asking the recruiter or company’s HR representative for guidance.”
Like the interview itself, dressing for success takes planning and preparation.
“If you buy something new, wear it a few times before your meeting to make sure it fits well and you feel confident in it,” says Britton. “Pay attention to the less visible – but no less important – aspects of your appearance, like your shoes, socks and accessories. Make sure your outfit is free of wrinkles and stains, your hair and nails are well-groomed, and your shoes are polished.”
Employers are not only judging how interviewees respond to questions, they also judge their professional demeanor and appearance – to make sure they are a fit for the company culture, or when meeting with clients (if applicable).
“Do some research on the company and during an initial phone interview make sure to ask about the company culture and environment; including the dress code,” says Wagner. “As a representative of the company, your appearance is part of the full package when you’re out in the community, meeting clients, and working with customers. And with competition for jobs tight, you only get one chance to make a good first impression. Not only does your appearance help give you that professional polish that will impress the employer, but when you look and feel good, it can help give you additional confidence.”
To help college students and recent college grads prepare appropriate interview outfits, we’ve put together this guide breaking down how to dress for job interviews within specific industries including, finance jobs, administrative jobs, creative/marketing jobs, advertising and public relations agency jobs, legal jobs, IT jobs, trucking jobs, and for internships:
How to dress for finance job interviews
The dress code for finance and accounting departments is becoming increasingly more casual, though still business professional, according to the professionals at Robert Half. While a full suit and tie or skirt and jacket may not be necessary for a job interview, it is often better to err on the side of overdressing. “Every company has its own culture, so it’s always a good idea to do your homework as much as you can to determine the dress code for the role and company where you are interviewing,” says Britton. The general recommendation is dress slacks or a skirt with a button-down shirt and blazer. Men should wear ties. Continue Reading
March 30, 2017 by Matt Krumrie
It’s no secret the advancement of technology has changed the recruiting game. The use of applicant tracking systems (ATS) – software applications that enable the electronic handling of a company’s recruitment needs – are responsible for the technological recruiting revolution. As outlined by ICIMS, a provider of cloud-based hiring solutions, ATS recruitment “allow organizations to collect and store candidate and job related data and track and monitor the process of candidates through all stages of the hiring process.”
ATS recruitment is designed to enhance the overall recruiting experience for both recruiters and candidates. But forward-thinking employers recruiting recent college grads focus on the job seeker’s needs – the candidate experience – first.
“It’s important to make it as easy as possible for candidates to apply,” said Tim Mayer, Director of Talent Acquisition for Kraus-Anderson Construction Company, which uses BirdDogHR Talent Management Suite. “If your application is a time intensive process, people will drop out during the process or might not even try at all.”
There is some rationale for using the ATS to collect as much info as reasonably possible, including screening and ranking questions, but none of that matters if the candidate doesn’t hit “submit” adds Mayer.
“Interaction with the ATS could be the applicant’s first step in the candidate experience and can set the tone for a great, or poor candidate experience,” says Mayer.
What’s unique about applicant tracking systems is how they allow recruiters and hiring managers to customize their ATS for specific jobs, roles and even events. For example, a recruiter or hiring manager working a college recruiting fair or campus job fair could fully customize their ATS with functionality solely for that specific campus career fair, or hiring event.
SmartRecruiters is one example that allows recruitment marketing and collaborative hiring in the cloud. Bjorn Eriksson, Chief Marketing Officer of SmartRecruiters, offers some unique examples of how employers can customize an ATS for an event such as a college recruiting fair or campus job fair:
- Prepare: Know which positions you are actively trying to fill. Be sure the representatives working the booth are familiar with the open positions and hard-to-fill niche career opportunities so they can speak to them when engaging with students. With some ATS’s, like SmartRecruiters, you can publish event specific job ads tailored for college job fairs.
- Qualify: Prepare questions or a brief interview to pre-qualify applicants. Prepare questions to ask those who express an interest in your company to pre-qualify them. “It’s also a great opportunity to focus on providing meaningful information to students,” says Eriksson. “Don’t just recruit them, but ask their opinions, offer relevant advice and see if they are really a good match.” Make sure to capture students’ contact information so that you can continue the dialogue.
- Connect: Respond to inquiries and follow up ASAP after the event. While the impression is still fresh, group your candidates into: Best matches, possible matches, and no matches. View each candidate as a potential customer or future client, and tailor your follow up message to each group.
Ultimately though, the success – or failure – an individual or employer has with the ATS isn’t solely technology-based, says Saïd Radhouani, Ph.D., co-founder of Nextal, a collaborative applicant tracking system.
“I believe that the ultimate success depends on how the ATS is used, and not on how it’s set up,” said Radhouani. “Yes the implementation and functionality has an impact, but even if the setup is good, it doesn’t mean that recruiters won’t make mistakes.”
When a recruiter starts using a new ATS, they often won’t understand all the features and functionality, says Radhouani. As time goes on, they sometimes fail to learn new functionalities, and don’t maximize the systems capabilities. So recruiters within the same organization who use the same system should meet monthly to collaborate and share experiences, functionalities, and tips on how to best optimize their applicant tracking system.
“Recruiters should also attend webinars put on by the ATS vendor,” said Radhouani. “If recruiters know other colleagues from different companies who are using the same ATS, reach out to them to see how they are using it to ensure they are getting the most out of their ATS.”
And if the ATS vendor has a community forum, be active in the forum, ask questions and provide feedback.
Recruiters should be sure to measure success – and failure – in their recruiting by using the analytics/metrics capabilities of their ATS.
“Most modern applicant tracking systems have analytics capabilities that provide very insightful metrics about the entire recruiting process,” says Radhouani. “If a recruiter doesn’t measure what they do, they’ll never know whether they’re improving their productivity or not.”
Over time, recruiters and hiring managers get frustrated if an ATS is not user-friendly, doesn’t have specific functionality and capabilities, and does not help enhance the recruiting process. Applicant Tracking Systems are not all equal, and as hiring managers move from company to company, and use different systems, they can find pluses and minuses of each system they use. The key however, is to take advantage of the functionality of the system that is in place, find what works, and align your recruiting needs with the capabilities of the system.
“If you don’t have what you love, love what you have,” said Radhouani. “Every ATS has its good and bad sides. Recruiters should focus on the good side and work with the ATS, not against it.”
“Really embrace the entire suite of options your ATS provides,” says Mayer. “Automate where appropriate and make sure the ATS provides a candidate experience that aligns line with your employment brand.”
March 28, 2017 by Matt Krumrie
Becoming a Licensed Practical Nurse (LPN) or a Registered Nurse (RN) is a great accomplishment, and there are many good paying, traditional nursing career paths that both LPN’s and RN’s can pursue upon completion of their degree.
But there are even more opportunities for career advancement – along with increased salary, for registered nurses who pursue advanced nursing degrees. In fact – be sure to scroll down to the bottom of this article to see a comprehensive list detailing advanced nursing career paths – as well as a cool infographic detailing nursing careers by degree and pay.
The article 15 Highest Paying Nursing Jobs said: “To really thrive however, many RNs earn additional certifications, go for an advanced degree, and specialize in one particular area of nursing. This increases their earning potential by helping them qualify for positions at more prestigious hospitals. Some advanced practice RNs can even open their own clinics.”
Obtaining advanced nursing degrees is a challenge, but worth it for the nurse who aspires to continue to advance in their professional career.
“Advancing your nursing career from one level to the next can be an intimidating and time consuming endeavor, but in the end it’s worth it,” says Diann DeWitt, PhD, RN, CNE, chair of the Nursing program at Argosy University, Phoenix. “Highly educated and highly skilled nurses are able to exercise a higher level of autonomy, offer a greater degree of care to patients, and enjoy higher nursing salaries and a greater demand and satisfaction for their work.”
Once a nurse becomes an RN they can then focus on advanced degrees or specializing in an area of patient care, such as labor and delivery, pediatrics, or trauma (ER), points out Kerri Hines, MSN/Ed., RN, Department Chair for nursing at San Jacinto North Campus. San Jacinto College offers various nursing programs, including a Vocational Nursing (VN) Program, Registered Nursing (RN), and LVN – RN Transition Program. These programs provide an opportunity for students to have multiple pathways into a nursing career. The Vocational Nursing Program is a one-year program that prepares a graduate to work as a Vocational Nurse. Licensed Vocational Nurses work in hospitals, long-term care facilities, clinics, home health, schools, and other health care facilities to provide basic care to patients.
“These specialty areas usually require a RN degree and keen assessment and clinical reasoning skills,” says Hines.
Registered nurses also work in clinic settings, where they must have the ability to multitask and oversee medical assistance, as well assist the nurse practitioner or physician. “The nurse must take on a leadership role,” adds Hines. “All of the above career opportunities require excellent communication skills and teamwork. Some settings require the nurse to work more independently than others. However, all nurses are part of a team.”
Nurses can also pursue nursing certifications, which allow nurses to demonstrate one’s knowledge and experience in a particular area, says DeWitt. Nursing certifications are available for registered nurses and advanced practice nurses depending on the program. In addition, current LPNs may be able to waive a portion of the RN program depending on their previous experience and the College or University admission requirements. Generally, transitioning from LPN to RN will involve taking general education courses, admission to and completing an accredited RN program and then registering for, and passing the NCLEX-RN examination.
No matter what area of study a registered nurse purses, compassion, professionalism and a caring attitude are trademark skills of nurses who find success and satisfaction in their work. “These skills also help inspire the motivation to pursue life-long learning, which is becoming increasingly important to the nursing profession,” says Dr. Michele Dickens, the online nursing program director for RN and RN to BSN degrees at Campbellsville University in Kentucky. “Learning new technologies and the ability to adapt to change is essential for long-term career success in the healthcare field.”
It’s a great time for nurses passionate about education, patient care and career advancement. Those who have some real world experience may be able to better understand the path they want to choose, and once they find that niche, the possibilities and opportunities are endless.
“Nursing, in my opinion, is the greatest profession to go into,” says Dr. Janet Mahoney, PhD., RN, APN-C, NEA-BC, Dean of the Marjorie K. Unterberg School of Nursing and Health Studies at Monmouth University. “Once a nurse has a firm foundation in nursing experiences and feels confident in his/her role as a nurse, the sky is the limit as far as career options go.”
For example, Forensic nurses are critical resources for anti-violence efforts. Forensic nurses collect evidence and give testimony that can be used in a court of law to apprehend or prosecute perpetrators who commit violent and abusive acts. If a nurse is interested in clinical practice, the Nurse Practitioner and Doctor of Nursing Practice (DNP) degrees will give them the skills to be experts in the field. Monmouth offers Forensic Nursing, Nurse Practitioner and DNP programs, but not all colleges and universities do; so any nurse looking to specialize, needs to thoroughly research their educational options. Advanced degrees prepare nurses to apply evidence-based findings to their clinical practice. DNP nurses practice at the highest educational level and have an equal place at the table with other doctoral level professionals.
Below, we highlight a variety of nursing career paths one can pursue with advanced nursing degrees:
Health Informatics Technology: With the ever-growing integration of information technology in hospitals and other patient care facilities (including the advent of the Affordable Care Act requirement for electronic health records), this field continues to expand, says Dr. Kim Hudson-Gallogly, head of the University of North Georgia’s Department of Nursing. UNG has developed courses and degree options that can augment the traditional nursing degree and provide skills to meet the demands of the technology boom. Besides the nursing education needed for this pathway, it is essential that the nurse have extensive information technology course work to help the nurse manage data and processes associated with health informatics. To that end, nurses or students interested in this career path would do well to gain a good deal of experience in computer science. To market yourself effectively, hospitals and other care facilities will want to know how your skills can help them manage and process patient data. “Employers will be especially interested if you can showcase innovative software or programming talents that will make their other departments and employees more efficient at their own work,” says Hudson-Gallogly.
Clinical Trials Research: This field has become even more important as the push for research has increased across all patient care facilities, says Hudson-Gallogly. In this position, nurses study medical strategies, treatments and devices, and ascertain whether they are safe and effective for humans. A successful clinical trial typically reveals that the strategy or device in question either improves patient outcomes, offers no benefit, or causes harm. Registered professional nurses meet part of the requirements for this role with their extensive patient care experience, decision-making skills, and organizational skills, which are all essential abilities for the research nurse. However, nurses in this field will study more extensively in the hard sciences than their practice-based counterparts, as they will need to be exceedingly proficient in the scientific processes behind testing new treatments and devices. UNG is currently in the process of developing a clinical trials research degree for health care professionals that will launch in 2018.
Operating Room Nurses (or perioperative nurses): These nurses require a specialized skill set that includes being extremely organized, possessing a strong problem-solving ability, and being technologically savvy. While this pathway requires licensing as a registered professional nurse, it is so highly specialized that it is difficult to recruit and retain qualified applicants. As a result, there is a shortage of these nurses, says Hudson-Gallogly. Operating room nurses have the serious responsibility of planning for and supporting successful operations and surgeries, which includes a great deal — accurate and thorough patient assessment, detailed diagnoses, operating room suite planning, timely intervention when a an issue is identified, and vigilant evaluation once the patient has undergone a procedure are all critical functions of this nursing role. UNG has developed an introductory course to generate interest in this field in an effort to meet the needs and demands of the hospitals and ambulatory surgical sites. In 2018, UNG will launch a certificate that will prepare the nurse to be better prepared and more successful in this field, said Hudson-Gallogly.
Home Care Nursing: A home care nurse can provide intermittent care to home bound patients (visiting nurse) or provide around the clock care to patients requiring skilled nursing care. “Registered nurses need the skills to assess not just the patient, but the home care environment to ensure that the patient is receiving adequate care,” says Dr. Patricia Burke of Touro College School of Health Sciences Department of Nursing. The home care nurse needs to work independently and make clinical decisions coordinating care with other health care professionals (social worker, occupational and physical therapy) and providing comprehensive reports to the physician and insurance companies. One of the benefits of home care nursing is the flexibility and the ability to arrange visits to meet the nurses’ preferences. For instance, the nurse can arrange to conduct visits while their children are in school. Weekends and holidays are usually covered by per diem or on-call nurse, another added bonus.
A baccalaureate nursing degree is preferred but not required to become a home care nurse, however, at least one years’ experience as a nurse is required. For a specialty home care nurse, such as pediatrics, two years’ experience may be required. With home care nursing experience and a baccalaureate degree nurses can progress to coordinators of care, supervising home care nurses and ensuring that documentation of care meets regulatory standards.
Occupational Health Nurse: The occupational health nurse (OHN) needs basic assessment and education skills. The focus of the OHN is on the identification of workplace hazards, education regarding prevention and safety of employees, and preventive care. OHN’s also conducting employee risk assessment with management, compliance with Occupational Safety and Health Administration (OSHA) regulations and training for industry specific safety issues. “A benefit of being an OHN is that the hours are regular with no weekend or holiday requirement,” says Burke.
Research Nurse: A research nurse can function at all levels of research from obtaining consent, collecting the data through analysis and dissemination. “Attention to detail is one of the most important skills needed for a research nurse,” says Burke. Research nurses can work in pharmaceutical, medical, or nursing intervention trials. This job requires excellent written and verbal communication skills, a knowledge of the research process and clinical expertise in the area studied. Most research nurses will work Monday through Friday, 9-5, with weekends and holidays off. If the research nurse is working for a pharmaceutical company their position may involve travel and evening seminars to disseminate findings. The minimum requirement for a research nurse is a baccalaureate degree, however a Masters is preferred.
As nurses further their education and gain experience, more formal leadership opportunities arise.
“New graduates must understand that healthcare and nursing is a dynamic area that is constantly changing,” says Hines. “The key to success is to be open-minded to new heath care trends and adopt a lifelong learning mindset. Additionally, the nurse must understand flexibility, as things are always constantly moving and changing to best meet the health care needs of the patients, their families, and the community.”
For a greater break down of nursing careers by degree and pay, check out this cool INFOGRAPHIC from Ashworth College:
To learn more about nursing careers and other health care opportunities, stay connected to College Recruiter. Start by registering with College Recruiter to have job alerts emailed to you. Then visit our blog, and connect with us on LinkedIn, Twitter, Facebook, and YouTube.
March 23, 2017 by Matt Krumrie
Recent college grads seeking entry-level jobs in the banking industry are heading into the field at the right time. That’s because many baby boomers who hold senior-level positions are expected to retire in the next five to ten years, and community and regional banks are looking for recent college grads and entry-level job seekers to emerge as industry leaders.
“America’s banks employ more than two million people with various backgrounds, skill sets and job functions,” said Mike Townsend, a spokesman for the American Bankers Association. “Thousands of baby-boomer bankers are likely to retire within the next decade, and opportunities for advancement will be abundant for the next generation entering the workforce.”
The need for emerging talent is a real issue across the country, including in the state of Ohio, where many banking jobs are going unfilled because there aren’t any workers to fill the openings, according to Bob Palmer, president of the Community Bankers Association of Ohio.
“There is a talent drain occurring very quickly in our industry,” Palmer said in the article Clark State adds banking program to meet demand for workers.
“The majority of those involved are older and in the later stages of their careers and we are experiencing a large amount of retirement,” said Palmer, who added, “quite frankly if we don’t have the talent to take care of our local community here, there will not be a place for community banks.”
The leaders at the Conference of State Bank Supervisors (CSBS) are aware of the shortage, and working to fill the skills and talent gap. CSBS is a nationwide organization of financial regulators from all 50 states, the District of Columbia, Guam, Puerto Rico, and the U.S. Virgin Islands. The vision of CSBS is to be the recognized leader advancing the quality and effectiveness of regulation and supervision of state banking and financial services.
The CSBS has created the Community Bank Case Study Competition, partnering with representatives from 33 Universities across the county for an engaging and experiential learning opportunity for undergraduate students as they interact with local businesses by partnering with community banks to conduct case studies. Students who participate in the CSBS gain valuable, first-hand knowledge of the banking industry through interactions with bank executives and networking opportunities. The competition is also an opportunity for students to sharpen research and analytical skills, practice problem solving, and enhance communications skills.
“The competition gives students an opportunity to learn in a tangible way about community banking,” said Mike Stevens, Senior Executive Vice President of CSBS. “They also get direct engagement with bankers and other business leaders, expanding their network.”
The case study competition energizes both students/participants and experienced professionals already working in the industry.
“The (students) bring much needed energy to banking,” said Stevens. “When the winning team presents at the CSBS-Federal Reserve research conference, the bankers are happy to see students interested in what they do. The energy and attitude in the room changes dramatically. One thing that surprised me is that everyone who participates in this project – faculty, students, bankers, and judges, all say how inspiring it is to see the work product and engage with the students.”
Stevens says entry-level jobs in community banking are a great career path for recent college grads truly looking to learn a wide variety of skills.
“Community and regional banks provide a lot of opportunities for an entry level banker,” said Stevens. “Community bankers really have to do it all. A recent college grad coming into a community bank has the opportunity to learn about nearly every area of a bank in a relatively short time period.”
What many recent college grads overlook is the fact that they don’t always have to have a background or education in finance to start an entry-level banking career.
“Banks need people with a variety of skills – marketing, information technology, security, legal,” says Stevens. “I hear many hiring managers say, ‘give me someone who can write, speak, and think through issues, and I can teach them about banking.'”
Below, we look at the education, soft skills, and keys to success for recent college grads seeking entry-level banking career opportunities:
March 16, 2017 by Matt Krumrie
Fake email addresses. Copycat web sites. Requests for personal information before a job is offered. Interviews conducted only via instant messaging. Promises of salary that are too good to be true. Requests to submit payment to move to the next step of the job search.
These are just a few of the dirty tactics scumbags use to try and scam job seekers, including inexperienced job seekers like recent college grads and entry-level job seekers. The threat is real, and like any online or cyber threat, the people conducting the fraudulent activity are often trying to gather information to steal one’s identity or money.
The team at College Recruiter takes the threat of job search scams and fake job postings seriously, and has implemented a multi-step process that identifies and blocks the vast majority of identity thieves and other scammers from ever posting a job to College Recruiter. In fact, every single job advertisement placed on College Recruiter goes through an in-depth verification process to prove the job posting is legitimate, and all ads are verified through actual contact with a human with the employer posting the job ad – something not every job board can claim.
“Here at College Recruiter, we take these fraudulent attempts very seriously and work daily to ensure all the jobs that are posted on our web site are from verified employers to protect our job seekers from applying, interviewing, and becoming victims of identity theft,” says Dani Bennett, Sales and Client Services Manager at College Recruiter.
In the article Rise of Recruitment Scams Hurt Both Job Seekers and Employers Alike, the team at global outplacement and executive coaching firm Challenger, Gray, & Christmas identified some recent and unfortunately, popular job search scams. What may be surprising to many is that these scams don’t just target small companies. Here are some examples:
- Scammers created a false ad for Rio Tinto, one of the world’s largest metals and mining corporations. When a job seeker responded, the person who received the email asked for additional personal information, such as tax files, driver’s license, and birth certificate. Scammers then used this information to open credit cards and bank accounts. The messages from these so-called recruiters sound legitimate. In the Rio Tinto case, the recruitment email included an application with the company’s name and logo.
Remember, anyone can set up a fake web site or email account, for example through free email providers like Gmail, Yahoo!, or Hotmail. College Recruiter, however, will not accept any job postings that use a free email provider to receive job applications.
- In another incident in Houston, scammers set up an actual interview, via Google hangout, using the name of a reputable company, and then offered a position. The scammers then asked the job seeker to move around large sums of money, in this scenario, up to $3,000. To carry this out, they sent fraudulent checks made out to the job seeker to start a home office, then asked the job seeker to forward that money to a third party vendor.
“Any time a company asks you to pay or hold money for them, you should immediately see red flags,” said John A. Challenger, CEO of Challenger, Gray & Christmas, Inc. “A credible employer would never ask their employees to move money through their personal accounts. That’s why companies have accounting departments.”
- In July, Shell Oil, one of America’s largest oil and natural gas producers with over 22,000 employees, posted a notice on its careers site warning job seekers that scammers were using the Shell name and logo to recruit for positions.
Besides the obvious problem for job seekers, the toll these scams can take on a company’s reputation is huge, says Challenger. Most employers don’t know these fraudulent job postings are out there until they are contacted by job seekers who have figured out it’s a scam and contacted the legit company directly. By then, the company reputation is already damaged with those job seekers.
“From a recruitment perspective, once a company’s brand has been associated with these fraudulent ads, it may be difficult to attract the talent needed when a position becomes available,” says Challenger.
College Recruiter Founder Steven Rothberg added, “Some job boards, like College Recruiter, have formalized, proactive, anti-fraud measures in place, but many job boards are more reactive and rely upon their users to complain about fraudulent postings before the job board takes any action.”
Not only do cyber criminals post fake job ads, unethical recruiters also post fake job ads, often on sites where they can post free job ads. Why would they do that? To act like they are “well-connected” and have a long list of candidates to choose from. A recruiter may submit these resumes to the employer for which they are hiring for, to show activity – which employers value when working with recruiters – and that they have an active pipeline of candidates, when they have no intentions of responding to, interviewing, or hiring these employees.
How can a job seeker spot a fraudulent job posting, or job search scam? Follow these tips from the Better Business Bureau of Minnesota and North Dakota:
March 09, 2017 by Matt Krumrie
Dear Matt: I’m a recent college graduate who is struggling to get interviews. I have sent in over 30 resumes and applications but haven’t received one call for an interview. What am I doing wrong?
Matt: I still remember the very first resume I ever sent after graduating from college. I applied for a research position with a local business publication. I never got a call. And I know exactly why. In fact, I am 100 percent certain the person never read past the first sentence of my resume. Why?
Because my opening statement included this language: “Seeking entry-level opportunity that will help me advance my career.”
What’s wrong with that?
First, it made it about me. I get it. You are excited. You worked hard to graduate from college and are now eager to start your career. But if you learn one thing from this article learn this:
A resume is never about you!
How so? Isn’t a resume my career biography? The document that tells employers why they should hire me?
A resume is not about you. It’s also not a career biography. It’s a marketing document that quickly tells the employer that you may have the skills and background that fit their needs. For that research position, a more appropriate summary statement should have been:
Recent college graduate with 3 years of award-winning college newspaper leadership experience seeking opportunity as research coordinator for business publication.
In that summary I would have showed them:
- I had college newspaper experience.
- I had leadership experience (resume would show I worked as an assistant editor)
- I was part of a team that won a few college newspaper awards.
- And that I am directing this resume exactly to this position.
The reality is this:
A resume should show that you have skills, experiences and a background that would fit a specific job opening – their job opening! It’s about how you can help the next employer fill their needs and solve their problems. Their problem is they have a job opening. They need someone to fill it. That person, whether it’s you, or someone else, should use the resume to show the employer that you have the skills, achievements and combination of soft and hard skills that would entice them to bring you in for an interview. Then in the interview, the employer can learn more about you, see if you truly are who you say you are, and most of all, find out if you are the right fit for the position, with the team you would be working with, and within the company culture.
The second thing to remember is this: The resume doesn’t get you hired. It does though, help you get you an interview.