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

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Posted April 01, 2020 by

Despite Covid-19, these employers are hiring students and recent grads

Coronavirus, also known as Covid-19, is shutting down the U.S. economy. Federal and state governments are essentially creating a parallel economy by providing individuals and businesses with enough income that, hopefully, economic disaster for them and for all of us may be avoided.

What is particularly stressful about this public health crisis is that no one knows when it will relent and the business world will get back to full speed. What magnifies that for college students and recent graduates is the timing: spring is when most students begin part-time, seasonal, and internship jobs and recent graduates begin their entry-level careers. At College Recruiter, we fear that this could quickly become the worst hiring season for new college graduates since the 2008–2009 Great Recession.

As we emerged from the Great Recession, employment numbers for students and recent graduates slowly improved until they became amongst the best in modern history. It was starting to become unusual when a student or recent graduate who networked and applied to advertised jobs well (two different things) had difficulty finding an opportunity in their chosen career paths. To be clear, many were unable to find those opportunities, even if they searched well, but the percentage who were unable to find opportunities in their chosen career paths had declined from being commonplace in 2008 and 2009 to unusual in 2019 and the beginning of 2020.

Today, however, we’re only three months into the Covid-19 pandemic and the employment numbers are devastating. Employers are scrambling to try to figure out how to adapt their internship and recent graduate hiring programs to remote (virtual) work when possible.

The news, quite frankly, is mostly bad for most employers and employees, but that does not mean that there is a complete lack of good news. Some employers are hiring and some of those have greatly ramped up hiring. Some noteworthy examples, in no particular order, are:

Posted March 19, 2020 by

Resources for students, grads searching for remote work due to COVID-19

The rapidly escalating coronavirus pandemic is creating havoc in the lives of almost everyone worldwide. Estimates regarding the number of people laid off or whose employment will be terminated vary widely but, yesterday, the Secretary of the U.S. Treasury Department said that we could see an unemployment rate of 20 percent if we don’t flatten the curve.

If you or someone you know has lost their job or are nervous that your upcoming internship or other job offer won’t be available when you’re ready to start, then here are some resources:

Resources for Remote Work: 

  • Standuply’s list of 330 remote work tools
  • Skillcrush’s list of skills needed for successfully working from home
  • The Muse’s advice on how to find home-based jobs
  • Zapier’s article on how to find work-from-home jobs
  • An article written before the COVID-19 pandemic about the state of remote work
  • List of 25 sites that are good for finding remote work
  • A similar list of 18 sites which are good for finding home-based employment
  • A shorter but still good list for places to find telecommuting jobs
  • A list of 25 companies that hire virtual employees
  • Workplaceless, which is a professional development organization for remote work, they help universities and businesses understand how to best learn, grow and lead remotely
  • And, of course, College Recruiter, which currently has almost 10,000 job posting ads from employers who are trying to hire students and recent graduates who want to work from home

We’re all in this together. Let’s flatten that curve!

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Posted March 03, 2020 by

What do employers want to see on the resumes of students applying to jobs?

If you’re like most job seekers and at or near the beginning of your job search, then you’re most likely struggling with your resume. And you’re probably struggling to reconcile inconsistent advice you’re receiving from some (make sure it is only one page!) with others (length doesn’t matter since we’ve entered the digital age!).

But mechanics like whether to stay away from columns because some employer career sites are powered by applicant tracking systems (ATS) that can’t properly read column-based documents are well-covered by many other articles on College Recruiter and, quite frankly, many other high-quality career sites. What gets far less attention are what employers want to see on resumes when employers are looking for proof that their candidates have certain soft or hard skills.

First, it is worth emphasizing that virtually every medium- and large-sized employer uses an ATS and that means that the recruiter likely won’t see your resume at all unless it includes the same keywords that they happen to use when searching for candidates who they think would be best suited to the role they’re trying to fill. Every employer is different and every recruiter is different, so generalizing is futile. They’re going to search differently and so you’re going to want to think from their standpoint as much as you can. If you were a recruiter working for the company you’re applying to and trying to fill that open seat, what keywords would you most likely use when searching through a virtual stack of similar resumes?

Want an example? Let’s say that College Recruiter was looking to hire a full-stack developer and we’d love to find someone who has a demonstrated ability to work from home, is a good communicator, and works hard. We wouldn’t just search “full-stack developer” when searching through the applicants to that job posting. All of the applicants should have the skillset because they’re all applying to that job, but where the differences might be between the candidates would be those whose resumes indicate they worked from home, are good communicators, and work hard. You’ll want to come up with keywords to describe each of those and make sure you work them into your resume. When describing your past work experience, make good use of acronyms and synonyms in order to help with this task. For example, it is great that your previous job was “home-based” but in the description also indicate that you “worked from home” as the latter will be a better keyword match for a recruiter searching for resumes with “work from home” as a keyword phrase.

So, when it comes to searching resumes of students who are applying to part-time, seasonal, internship, and entry-level jobs, what attributes or keywords are recruiters most likely to want to see? According to a recent survey of mostly large employers by the National Association of Colleges and Employers:

  1. Problem-solving skills – 91.2%
  2. Ability to work in a team – 86.3%
  3. Strong work ethic – 80.4%
  4. Analytical/quantitative skills – 79.4%
  5. Communication skills (written) – 77.5%
  6. Leadership – 72.5%
  7. Communication skills (verbal) – 69.6%
  8. Initiative – 69.6%
  9. Detail-oriented – 67.6%
  10. Technical skills – 65.7%
  11. Flexibility/adaptability – 62.7%
  12. Interpersonal skills (relates well to others) – 62.7%
  13. Computer skills – 54.9%
  14. Organizational ability – 47.1%
  15. Strategic planning skills – 45.1%
  16. Friendly/outgoing personality – 29.4%
  17. Entrepreneurial skills/risk-taker – 24.5%
  18. Tactfulness – 24.5%
  19. Creativity – 23.5%
  20. Fluency in a foreign language – 2.9%

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Posted February 25, 2020 by

Ask the Experts: I’m trying to find a job for after graduation in another state but my career service office isn’t being helpful.

Question:

Graduation is fast approaching and I’m stressing out as I don’t have a job yet. My career service office is focused on jobs from local employers and so isn’t of much help as I attend an out-of-state school and want to move home after graduation to be close to friends and family. I’ve applied to dozens of jobs but after weeks I’ve heard back from only a few and those were automated responses confirming my applications. No interviews. No emails from recruiters. No job offers. Help! I love my parents, but I don’t want to share a room with my little sister again.

First Answer:

Maybe it’s time to expand the way you are searching for a job. It sounds like you’ve been applying online to various companies and you’ve also visited career services. Those are two great starts. But I would consider adding a third type of job search–asking your parents, their friends, their contacts, and anyone else you know in your hometown that can help. The best way to find a job is through old-fashioned “word of mouth.” Start with your parents. Do they know anyone in the field of your dreams? If so, reach out to that person and ask him or her to meet you for an informational interview–to learn more about the field. While you’re there, ask for 5 additional contacts in the field. Reach out to them and ask to meet for coffee. Tell them you will be in town from such-and-such a date till such-and-such a date. Go on the informational interviews (promise each person you will only use 15 minutes of his or her time). In this way you begin to have a true network of people who are thinking about you and looking for opportunities for you. It’s called the “hidden job market.” This job market knows of jobs before they are advertised online. Using this approach helps you avoid competing against hundreds of grads for the same position. It also gives you an advantage because you hear about the job earlier. I hope this helps, and good luck!

Vicky Oliver, author of 301 Smart Answers to Tough Interview Questions (Sourcebooks, 2005) and Power Sales Words: How to Write It, Say It, and Sell It with Sizzle (Sourcebooks, 2006)

Second Answer:

 Keep in mind that most job openings aren’t advertised because a lot of businesses prefer to hire from within the company or through word of mouth. If you’re coming in from off the street, you could be out of luck.  Instead of working harder, work smarter. Use online resources and business trade publications, such as The Wall Street JournalForbes, and Fast Company to target desirable companies in your home area. Then, prepare to infiltrate these companies by making the transition from outsider to insider. Here’s how:

  • Get to know individuals already employed at your target company who are in a position to hire you. 
  • Apply for an internship position that will land you inside the company and provide you with an opportunity to build your skill portfolio.
  • Secure referrals from anyone you know in your chosen field—either people with years of experience behind them, such as old professors and your parents’ friends, or recent graduates who will have sympathy for your plight and might also be more familiar with a company’s lower-level job openings.

Using a combination of these approaches, you are much more likely to gain access to unadvertised job openings in the companies you desire. However, it probably won’t happen overnight. Be persistent and don’t resort to laziness, even if you’re not seeing immediate results. Keep your expectations realistic and remind yourself of the end goal every day. Above all, don’t doubt your own abilities. Ignore all of the folks who tell you that the market sucks and that you should take any available job, even if it’s not what you want or need. Learn to take rejection with a grain of salt—it’s all part of the process. If you take the right action patiently and efficiently, an opportunity will come along that’s a good fit for your skillset.

— Alexandra Levit, author of They Don’t Teach Corporate in College.

Third Answer:

While it likely doesn’t feel like it, this may be a great opportunity. Chances are this will by no means be the last time you’re looking for a job – according to the US Department of Labor, on average college grads will hold 10-14 different jobs between the time they’re 18-38. Right now you have the benefit of resources in your midst that can help. So use them and learn how the process works. Start out by getting clear on what you’re looking for:

  • What skills do you want to use, which do you want to learn? 
  • What are the values important to you and that you’ll be looking for in an employer? 
  • What types of things do you love to do – and what about them do you enjoy? If you love playing video games you might be hard-pressed to find someone to pay you to play but when you identify that you’re drawn to the graphics or to the storytelling, now you’ve got some ideas to work with. 

Just because career services doesn’t have lots of prospects in your geography, it makes sense to consult them on your resume, your cover letter and your applications. They are likely to help you on improving your chances of getting a response to blind outreach. While you’re there, ask to get connected to alumni in the area you’re going to. Having an internal referral makes it anywhere from 3-14 times more likely to get the job, so tap into this group – whether for networking to learn more about an industry and organizations within it, or once you’ve earned it, for help in getting an interview. 

Then tap into your own network – if you’re going back to your home town, chances are you know folks who can help. Do you know people who you volunteered with or through a past summer job? Can friends’ parents provide some useful insight into opportunities? Remember – networking is a two-way street. When people help you, commit to paying it forward. You might not know how right away but actively working to help those who help you is the best way to build a lasting network that not only grows over time, will be there when you need it, but will also be your champion if they’re asked about you. 

Remember that you’re likely to do the job search again, and again, and again. Take note of what helps you and what doesn’t. And remember to make the most of the journey and stay curious along the way. You may be awfully surprised at what you’ll find.

— Pam Baker, CEO of Journeous

Fourth Answer:

Here are some things you can do, without delay, to find a great job “back home”, if your college is remote:

  • Resume: Make sure your resume focuses on job or internship accomplishments related to your major
  • LinkedIn: Get help doing your profile. If you college is not helping with this, get a career coach; you can work remotely with most. LinkedIn is THE way most companies and organizations find talent like you. Use your home city — since that’s where you want to be starting your career — not your college city, so local companies there can find you more easily. – On LinkedIn, follow companies in your target city and sign up for job alerts from them.
  • Create Google alerts for news about job titles your after and company names you’re after.
  • Instagram, Twitter, Facebook, others: Follow target companies here so you’ll see any news and job postings they put here.
  • Create a job search business card: Your name, phone number, email address, LinkedIn address, possible titles or major-related work topics. You don’t yet have an official title nor a company you’re working for but having a card is a serious sign of professionalism. Keep it simple, and get them printed for you; don’t print them on your home printer on that flimsy paper. Few things make you feel more like a professional than giving someone your business card!
  • Network! About 60%-80% of jobs are found this way, a statistic I see proven true over and over again with my clients of all ages. Ask about your desired companies when you talk with friends, family, neighbors in your home city, fellow students, Internship supervisors, faculty, and business people at any business gatherings in your home city. Ask them who they know in your target companies, and ask if you can speak with these people — not to ask about immediate openings, but to learn more about what they do and who they know. If they detect your interest is in THEM, they will help you! So start developing a database of contacts and keep it fresh.
  • Subscribe to the online business publications in your home city to see which companies are growing, which ones are fading, who’s expanding, who’s adding buildings (and thus, people).
  • Google “Best Companies to Work For” in the local business press there, and learn what you can about these companies and organizations. Why not work for a great company!
  • Join professional organizations in your major, in your target city. There are engineering societies, biology clubs, Public Relations groups, Sales and Marketing groups, Operations…you name it. College senior memberships / new grad memberships are usually much less expensive than a full membership yet you get all the membership privileges.
  • Join professional groups on LinkedIn to see what people in your future career are discussing today.
  • Keep checking in with people on your networking database or they will forget you.
  • Do practice interviews on campus or with a coach, in person or via video conferencing.
  • Check with your college’s Alumni Office for earlier graduates who are in your target city. They’ll enjoy meeting you and will want to help.

— Joanne Meehl, founder of TheJobSearchQueen.com.

Fifth Answer:

The strategy of pushing out mass mailings is a very passive and never ends with a positive result. SO you must become more proactive quickly.  First, don’t make assumptions about career service offices.  Unless you are going to a regional state university the majority of career professionals have connections beyond the immediate area of the institution.  So first get an appointment with career staff and go over your job search strategy – it is not focused.  Second use the resources available to you.  First really check your institution’s employment portal – this will require some research skills.  You will find opportunities back in your home region – but you cannot simply drop them a resume.  You need to reach out to them – best to ditch the spring break plans and head home for some informational interviews. Next, since you are probably not the only student from your home region to come to this institution, use your institution’s LinkedIn  alumni site (or People Grove or whatever alumni software they have) and see who from your institution resides in the area.  Make connections with alums who are doing the kinds of things you are interested in.  Again use information interview to collect the information you need to target prospective employers.  Nest, you should have friends from high school who still live in the area or are returning from college themselves.  Connect with them in LinkedIn or Facebook or however and learn from them who they are connecting with.  Finally, ask your parents, relatives and mentors at home to suggest folks you can talk to.

As you make these connections, research, research, research.  Find out what companies are growing the fastest,  What sectors of the economy in your home region have been expanding.  Go to the local Chamber of Commerce webpage, the regional economic development office – groups like these have information on hiring.  Through these sites you may find special career/employment events, information sessions.   Finally check to see if there is a young professional  club or a SHRM chapter in the area – go meet people, learn what they are doing.

In short, your current strategy will not work.  Employers do not come courting you even though you think they.  They want candidates with initiative – and the job search is one way to demonstrate this.  The job search is hard, requires planning, and solid research.   Best thing about doing this – when the economy eventually weakens and you have to find yourself looking for a new job – you will have the skill to do so.  Your class mates who seemed to have an easy time – career fair, interview, job – now have to really dig deep and hustle to find their next job.

Have fun, smile – patience.

Dr. Phil Gardner, Director of the Collegiate Employment Research Institute at Michigan State University

Posted February 18, 2020 by

Can I trust a company that promises to find me an international internship?

A number of organizations help students find international internships, mostly for a fee. The business models vary, as do the fees, and there are many stories about fantastic experiences, but also some whose experiences were, at best, disappointing.

One of the best known international internship vendors is CRCC Asia. I recently reached out to director of university partnerships, Jillian Low, to ask her how students, career service offices, and others should go about evaluating a potential international internship provider. She provided a well-thought-out, step-by-step outline and, fortunately, was willing to allow us to share it here:

There are many different avenues that a student can take to complete an international internship. I always note four basic sources of international internships (although not an exhaustive list): 

  • Student Sourced
    • Pluses: Great option for a very independent student or a student looking for a specific internship with a specific company. It may also be a more affordable option.
    • Minuses: Time intensive, can be difficult for the university to track, health/safety/risk management concerns, likely no on-site support, and lack of local network.
  • University Sourced
    • Pluses: A lot of on-campus resources, ample opportunity for in-person pre-departure/orientation. Students may be required to take courses or complete workshops prior to departure. It gives the university/department a lot of control in how well-prepared their interns will be in their experience abroad.
    • Minuses: Placement responsibility falls on university shoulders, time and staff intensive. There may be little to no on-site support.
  • Alumni Sourced
    • Pluses: Alumni have a vested interest in supporting the student as well as understand their curriculum and educational experience. Furthermore, the university will have to do less vetting of the company, as they know and trust the alumni. 
    • Minuses: Placement responsibility and support falls on the Alumni engagement team within the university and is still time and staff intensive, as well as little to no on-site support.
  • Provider Sourced
    • Pluses: Student is fully supported by pre-departure, arrival, and throughout the program. The internship is vetted in-person with ability to troubleshoot and support while on the ground. Local expertise is given by the provider. 
    • Minuses: Higher cost of participation. University relinquishes some control and oversight to the provider.

Knowing that international internships are a great opportunity for students, but not all will want to arrive in a country with no support, create their own social network, manage the travel logistics independently, or take on the health and safety risk of living in another country by themselves, I think it is imperative that all universities have a mixed portfolio of options to include student or university sourced as well as provider sourced. 

For universities just adding providers to their portfolio this can be a daunting process, and knowing what and how to vet can be a long procedure. I do know that the Forum on Education Abroad will be hosting a 1 day International Internship Taskforce this March prior to their annual conference which will begin the process of creating and setting standards for international internship programs. Hopefully, after the taskforce, next steps will be shared and additional buy-in requested. 

Finally for any student searching for an international internship on their own, there are some great research steps to take in order to find a great fit. In terms of looking at opportunities I would first:

  1. Review if the country of choice has a culture of internship or if there will be challenges in finding the opportunity through direct outreach to different companies. It is also good to look into how higher education courses for their degree are handled in the country and if they are tied to an apprenticeship or co-op experience which can be very common in Europe as this may limit opportunities for international candidates or set a duration minimum.
  2. Look into what opportunities are there for non-native or non-fluent speakers of the country. In Japan, for example, many placements require a certain level of language and a test to prove it. For France, they may be happy to determine the language level through the interview process.
  3. Consider what level of support the student will need in-country including language, emergency support, and housing. Going alone and sourcing your own experience can be the less expensive option but utilizing an international internship provider can readily provide language support, accommodation with a built-in social network of other interns and overall emergency support if needed. 

Once those three things are reviewed I would then source opportunities:

  1. Connect with the study abroad office to see if they know of any opportunities
  2. Look into alumni connections within the country to see if they have any leads
  3. Review international job boards for opportunities
  4. See about international internship providers who work within the location, vetting them based on:
    1. Alumni feedback
    2. Placement opportunities – especially for engineering
    3. Fees and what is included
  5. Review what local universities are offering in terms of internship for their students
  6. Look into expat boards or communities in the locale who may be able to provide resources or background information.

CRCC Asia specializes in connecting students with applied work experience in dynamic international settings. With over 13 years experience working in Asia, we have led internship programs for over 9,000+ students and graduates from more than 100 countries. We offer a range of program models built to satisfy the interests of each of our partner institutions, including a wide range of unique custom and faculty-led programming.  

Photo courtesy of Shutterstock.

Posted January 25, 2020 by

Ask the Experts: Should I apply to only paid internships or also unpaid internships?

First Answer:

If you can afford to take an unpaid internship, I would definitely apply to both paid and unpaid. With an internship, the primary criterion you should look for is the experience it offers you. Will that experience translate into a shinier resume for you, or even better, a job down the road? Secondly, look for an internship that can help you build skills. These skills will be transferable to other jobs down the line. At this point, you should be seeking internships that will help position you for your first job.

If the internship relates to either your current area of study or your career aspirations, apply! It’s always better to get an offer and turn it down if something more lucrative comes along.
Don’t discount perks, such as free lunches or help with transportation. If you live at home during the time of your internship, your out-of-pocket costs hopefully won’t be too severe.

All that said, only you can decide what you can live with — and without. 

— Vicky Oliver, author, 301 Smart Answers to Tough Interview Questions (Sourcebooks 2005) and Bad Bosses, Crazy Coworkers & Other Office Idiots (Sourcebooks, 2008)

Second Answer:

Students should consider applying to any internships, paid or unpaid, that will give them the opportunity to expand their skills/knowledge or make a contribution. Either will add a lot of weight on a resume.

— Jeff Dunn, Campus Relations Manager, Intel Corporation

Third Answer:

This depends. Are you in an industry that mostly offers unpaid opportunities? Do you need the money to support yourself, and if so, would it be possible to work another job at the same time as the internship? You also want to ensure an unpaid internship is fair and legal, because ideally an internship  is a gateway into the full-time job that will launch your career, and engaging with a company that isn’t doing right by its interns is probably not the best idea. One additional thing you might try? Ask your school about grants that support students pursuing unpaid internships.

— Alexandra Levit, author of They Don’t Teach Corporate in College. 

Fourth Answer:

Skipping past internships, I can only begin to describe the elation and excitement you will have when you sign your employment contract for your first full-time role after graduation. Furthermore, that excitement will only increase after you successfully leverage your experience and outcomes for a raise the following year. Finally, if and when you leave your first role and successfully negotiate a higher salary (according to Bloomberg those who switched jobs on average enjoyed compensation growth of 5.3%), you will know you have made it. 

The above describes stepping stones to career management and growth. If you look at the stepping stones before that first full-time role you will find internships. For me, my internships stepping stones were landing an unpaid internship my sophomore year, that I leveraged for an internship with a monthly stipend, and then my senior year, I used my previous experience to edge out the competition and land an internship that was paying much more than my average peer’s internship. These stepping stones were crucial to my career management, and if I had never taken my first unpaid internship, I may never have landed the next role. 

That said, unpaid internships can be a contentious topic, with some wanting nothing to do with them, and others questioning their quality. At the end of the day, the end goal of an internship is to walk away with tangible first-hand work experience, industry and professional knowledge, and a set of transferable skills that you can apply to any future career path, not a specific amount of money in the bank. 

When reviewing internship opportunities, I would first look at the experience offered, the projects and tasks you will tackle, and the supervision and mentorship that will be available to you. If the opportunity offers strong experience aligned to your studies and career management, with clearly defined tasks and a strong supervisor, then you can go to the second review of paid or unpaid. 

If the opportunity is unpaid but still offering a high-quality experience look into why it is unpaid. Perhaps it is for a non-profit or small start-up, who absolutely needs the support, will offer you killer access to meetings, leadership, and networks, but couldn’t possibly find the budget to pay. Conversely, if looking internationally, many international internships are unable to offer pay, as no visa supports this, but nevertheless you will get great access to global connections and cross-cultural understanding.

If there is a valid reason for the unpaid status, and you have vetted the opportunity for quality, I would say that you are doing yourself a disservice by not applying. During the application process you can also find opportunities to see if there are other ways they can financially support you such as offering: coffee, breakfast or lunch at the workplace, covered or discounted transit, a small stipend, or an end of internship bonus. 

Finally, remember that when applying work experience to your resume, it does not matter if it was volunteer, unpaid, or paid, it is still important work experience that should be clearly noted with three to four strong bullet points explaining your role and key outcomes with quantifiable examples (ex. Supported customer support and retention through increased touchpoints and external communications, increasing contract renewals by 10% over six months).

— Jillian Low, Director of University Partnerships, CRCC Asia

Fifth Answer:

You should not do any internship. It puts you in a position where people assume you know nothing. 

Instead, launch a company, or a marketing campaign for someone else’s company. Spend three weeks selling services you will pay someone else to deliver. You Learn fastest by taking on big projects you have no idea how to do. Guess. Make mistakes. Try again. It’s ok because no one is paying you or firing you or telling you to do small jobs that are too easy to make errors. 
After you do this for two summers, you won’t be entry-level. You will have lots of experience. You might have some wins. You’ll have lots of failures.

You are middle management now. Because you can guide someone else through a high learning curve and fear of failure. 

You could never achieve that so fast in an internship. 

— Penelope Trunk, CEO, Quistic

Visit College Recruiter’s About Us page for more information about any of the above contributors or the other members of our Content Expert Board.

Posted January 14, 2020 by

What’s right and wrong about college rankings, such as those by U.S. News and World Report?

College rankings tend to be beauty contests based upon the strength of the school’s brand.

Students who want to attend the “best” school are typically interested in finding the school that will lead to the greatest likelihood that they’ll find a well-paying job in their chosen career path and desired geographic area. That data is typically held by the career service offices, not admissions, and certainly not well communicated in a short, summary of the school as published by U.S. News & World Report or any other publication.

But let’s leave aside, for the moment, the issue of which office within a given university has the best access to outcomes data. One example of such data is the percentage who are employed within six months and within their chosen career path. Another is the average starting salary, and that’s typically broken down by career path.

But are either of those metrics even a valid measure of the quality of a school? The data indicates no. What is now clear from a more scientific analysis of outcomes data is that the primary driving factor behind employability and compensation is the background of the candidate, not which school that candidate attended. If you come from a well-connected, white, family who lives in a wealthy suburb near New York City, you’re almost certainly going to emerge from whatever school you attend making a lot more money than if you’re part of a poorly connected, Native American, family who lives in an impoverished, rural area.

Now, that’s not to say that the more privileged candidate can do nothing and graduate into a fantastic job making fantastic money. But it does say that candidates shouldn’t fret as much about which school they attend based upon the data that the schools tend to release. Instead, they should look for schools which add the most value to their graduates.

A few years ago, College Recruiter created its Hidden Gem Index for the best colleges and universities for employers who want to hire high-quality graduates during the normally very difficult spring hiring period. If you’re a candidate who wisely wants to attend a low cost school that adds tremendous value to its students, have a look at the Hidden Gem Index.

Posted December 26, 2019 by

Ask the Experts: What is the one piece of career-related advice that you would provide to a student or recent graduate searching for a part-time, seasonal, internship, and entry-level job?

First Answer:

Put your strongest credentials near the top of your resume. Whether it is coursework, projects, volunteering, GPA or strong “soft skills” lead with what you are best at. Keep tweaking your resume until it generates some –callbacks (phone screens), so you can tell your story in more detail.

— Jeff Dunn, Campus Relations Manager, Intel Corporation

Second Answer:

My advice would be a bad paraphrase of JFK:

Ask not what the company can do for you but what you can do for the company. Too many graduates forget to fully tailor their application approach in a bespoke way for the company they are applying for, and also tend to major on how the job/internship will benefit them rather than what value they will add to the organization. Focus on what you’ll bring and why you particularly want to work for that exact company. 

— Martin Edmondson, CEO, Gradcore

Third Answer:

My one piece of advice is that ALL work experience counts. Don’t hold out for your dream internship or even your dream entry-level job. You will switch jobs, positions, and careers many times throughout your lifetime. Nike says, “just do it.” I say, “just start somewhere.” Each experience matters and each experience helps you build skills.

— Vicky Oliver, author, 301 Smart Answers to Tough Interview Questions (Sourcebooks, 2005) and author Bad Bosses, Crazy Coworkers & Other Office Idiots (Sourcebooks, 2008)

Fourth Answer:

In my role as a digital marketer, I would advise students or recent graduate to fully explore every career-related channel a company has to offer. To make an educated and career decision, it is important to understand how a company works and values its employers inside and outside the workplace.

— Lorenz V. Esposito, Digital Marketing Specialist, Potentialpark

Fifth Answer:

Make it count. By that I mean, get all you can out of the experience.

  • Where possible, seek out a job that taps into something you’re curious about. Interested in drones? Check out what jobs are involved in drone pilot training. Spend hours on YouTube? Look into jobs at a local video production company. Planning to be an entrepreneur? Look for small business owners locally who need some end of year or seasonal help so you can see up close what it’s like to run a business. 
  • Think about what you want to get out of the experience. Are there skills you want to learn? People you want to talk to? Types of work you want to try? Craft this ahead of time, and add to it while at your job so you’re learning about what fits you every step of the way. It’ll make bigger decisions down the line far easier.
  • Make the most of the jobs you hate. Ideally, these will be short-lived, but spending time getting clear on WHAT you hate about the work, the environment, the management style, the commute, the industry and so on helps you avoid more of this later on. I’ve learned far more from these jobs than I did from most of the others.

— Pam Baker, CEO, Journeous

Sixth Answer:

Skip the entry-level jobs. They waste your time because the pay is low, people don’t respect entry-level employees, and the jobs take a long time to get because there are so many people with no experience and it’s difficult for hiring managers to figure out who to hire when no one is particularly qualified. 

Look at the jobs that require 3 – 5 years of experience. Find a job that is in the location you are now that you’d like to have in a couple of years. Make a list of all the experience the job requires that you do not have. Hire a professional resume writer to see if they can spin your current — probably random and temporary — experience into the experience employers are looking for. 

Here’s are some examples from real people who have hired me to make their resume look like they are beyond entry-level:

I changed this: Collected emails from the staff and put them into the support email folder so everyone could access client information. 

To this: Reorganized customer service systems to streamline inter-departmental cooperation and decrease customer service wait time. 

Both bullets describe the boring and low-level task of data entry for client emails. But the rewritten bullet uses the language of someone who has worked in business and understands how to impact the bottom line. Additionally, the second bullet looks at the work from a high-level which implies that the person doing the work was at a higher level. 

A smart resume writer can do this with all your experience to make your resume read like you have much more experience than you do. 

After you have a new resume, you will see yourself differently. You’ll start to believe that you ARE actually qualified for higher-level positions. Then you’re ready for the next step. 

Make a list of the qualifications an employer lists for the job you want. Pull out any qualifications you don’t have. You can get that experience right now, this week, before you start applying for jobs. Make the most recent job on your resume freelancing. And make the dates the last few years. Because we are all freelancers. We all help other people talk through ideas for a wide range of things. That’s what friends do. 

As a freelancer, you can say you did anything. Because you can choose to do anything. You don’t have to get paid. A resume is about what you’ve done. Not about who paid and who didn’t. So, for example, if you want to get a job that requires have done a social media campaign, do one, for any company, and write a bullet about it. If you need experience giving presentations, give one to your friend and then write a bullet about it. 

When you’re in the interview, you can talk about whatever you did. You don’t need to say you did it for free. You don’t need to confess that no one cared at all about what you did. Because really, if everyone confessed how stupid their bullets were, and how fake their job duties were, then no one in the world would be able to write a resume. But that’s for another discussion! 

— Penelope Trunk, CEO, Quistic

Visit College Recruiter’s About Us page for more information about any of the above contributors or the other members of our Content Expert Board.

Posted December 10, 2019 by

What’s a common resume tip that is actually really bad advice?

One of the most common and most harmful recommendations is to send a video or otherwise graphically enhanced resume to any medium- or large-sized employer that does not explicitly ask for one.

Why? Because the vast majority of them use applicant tracking systems (ATS), and almost none of these are able to handle video or graphics. Candidates who rely upon video or graphics to communicate their qualifications or career interests put themselves at a significant disadvantage when applying to jobs advertised by these employers.

Posted December 03, 2019 by

2 ways to stand out after a job interview

There are many ways for an applicant to stand out after being interviewed for a job. Here are just two.

First, bring with you to the interview some pre-stamped envelopes with thank you note cards. Immediately after you’re interviewed and have left the building, handwrite a quick thank you note to each person who interviewed you with a reference in each note to something that they said so they’ll know that your note was customized. Get those into the local mail that same day. The interviewers will likely receive the note the next business day, which will really impress them.

Second, once every week or two, email the interviews a note to confirm your continuing interest and provide them with a link or attach a scan of an article etc. that you’ve seen that may be of interest to them, such as something interesting that the press wrote about their company or one of their vendors or customers. You’d be surprised how many recruiters and hiring managers will assume that silence from a candidate indicates lack of interest.