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

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Posted May 02, 2017 by

Onboarding new employees starts before first day on job

 

A new employee who is not onboarded the right way is going to have difficulty finding a sense of belonging inside an organization, says Scott Redfearn, executive vice president of global HR at Protiviti, a global business consulting and internal audit firm.

“Employees who don’t have a meaningful career experience aren’t going to last, and they will not perform to their full potential,” says Redfearn. (more…)

Money in a jar for a college fund. Photo courtesy of Shutterstock.

Posted February 23, 2017 by

17 strategies that can help you graduate from college debt free

 

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

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

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

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

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

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

(more…)

Posted December 02, 2016 by

Three ideas for finding meaning at your job

1680350Guest writer Jacob Merkley

Work can sometimes be stressful, challenging, or perhaps even downright boring.  For some, it is hard to find reasons to get up in the morning and go to work.  For others, being at work means long hours of doing something you just don’t “love”.

You don’t need to feel depressed about work when you wake up in the mornings, nor do you need to just work to get a paycheck.  No matter how you feel about your current situation, keep these three ideas in mind to find greater meaning and job satisfaction, no matter what it is.

 

Change Your Attitude

If you are comparing your current job to the imaginary one that satisfies everything you ever dreamed of, you may need a change in attitude. When things aren’t perfect, try to keep your cynicism in check. Remember the last time your job made you feel satisfied and empowered.  Embrace moments like these. Be grateful for the job you do have. Many people don’t have a job at all or are underemployed, and might love to be in your spot.

Think Less About Yourself

Sometimes it’s hard to not get caught up in what the job can do for you.  We all need a job.  We need the paycheck. But maybe it is time to consider what you can do for your job or your company. Think about the impact you are making on a daily basis.  Are you helping others? Are you helping your team members or the community?  Are you making a difference somehow? If you prioritize helping others, you might see your immediate environment become more positive and in turn affect your own outlook.

Look Outside Work to Find Meaning

If you really can’t make your work meaningful, then consider other ways that you can find meaning in your life.  (more…)

Posted September 21, 2016 by

Are you wasting millions on your on-campus recruiting approach? It’s possible.

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

This headline from October 2015 in Harvard Business Review says it all: “Firms are wasting millions recruiting on only a few college campuses.”

We’ve seen this for years, especially among the EPS companies across investment banks, management consulting firms, and law firms. There are “target” campuses and then there’s “everyone else.” While you might get some amazingly high-quality people (good!), overall the process has a lot of waste, financially and in terms of potential burnout for your recruiting team.

There’s a better way. Ever seen the stat that it took 35 years to construct the federal highway system, but Facebook reached 500 million users in six years? It’s an obvious stat, sure — but it speaks to the amazing power of digital to both connect and scale.

No matter how you approach digital vs. in-person, your goal should be to maximize your ROI from your college recruiting efforts. To do that, you might need to move around some budget buckets: less on-campus and more interactive/digital/social/job board work.

 

Posted September 20, 2016 by

What’s the difference between diversity and inclusion?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

Diversity is a complicated topic, especially in this modern political climate where it seems like many are trying to define other groups as the enemy. It’s also semantically complicated — it means many different things to many different people. Some think of it as skin color, some as gender, some along socioeconomic lines. It varies.

What’s more — diversity and inclusion are actually very different concepts, although they’re not often treated as such. Your efforts at diverse recruiting need to differentiate between the two ideas. (more…)

Posted September 19, 2016 by

Did you know Goldman Sachs just down-shifted their on-campus recruiting?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

Goldman Sachs has long been considered a king of on-campus recruiting.

Don’t get us wrong: they still do it, and they’re still aggressive around a few campuses. But recently they’ve shifted budget over to interactive, digital, social, and job boards more so — all in the interest of maximizing their college recruiting ROI. (more…)

Posted September 18, 2016 by

It’s time to think more about diversity recruiting

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

We tend to think of diversity in very specific ways, using even more specific terms…but there’s oftentimes layers and layers of nuance we’re missing. Have you ever considered narcissism in hiring, for example? Cue this study:

“A job interview is one of the few social situations where narcissistic behaviors such as boasting actually create a positive impression,” said Del Paulhus, Psychology Professor at the University of British Columbia and the study’s lead author. “Normally, people are put off by such behavior, especially over repeated exposure.” The research noted that “narcissists tended to talk about themselves, make eye contact, joke around and ask the interviewers more questions. As a result, the study found that people rated narcissists as more attractive candidates for the position.”

That’s not good. You need to be thinking more and more about your diversity recruiting efforts, on a variety of spectrums.

One of the most effective operational ways to do that is by diversifying your recruitment funnel. You do that through shifting methods — move away from on-campus and more to online, for example. There’s a concern that online candidates aren’t as “vetted” as face-to-face candidates, but that can be overcome.

 

Posted September 17, 2016 by

You need effective talent, but can’t pay huge bucks for it. What now?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

As a smaller business, what you need is effective talent. That, coupled with strong decision-making and the right technological assets, will help you get competitive with your bigger in-industry rivals.

If you lack the talent, though, everything that comes next usually isn’t that successful. The problem, of course, is that traditional methods of getting talent — especially young talent, which (truth be told) can be gotten cheaper and developed — cost money. Doing on-campus college recruiting involves asset production, plane fares, hotel rooms, and other costs.

As a result, many companies — SMBs to enterprises like Goldman Sachs and Lockheed Martin — are shifting resources away from on-campus recruiting and into virtual/interactive recruiting. (more…)

Posted September 16, 2016 by

How do you actually hit your diversity recruiting targets?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

We all know diversity needs to be a priority in recruiting, but many of us struggle with this daily.

There are best practices all over the Internet for diversity recruiting — Harvard has a particularly good one — and there are numerous lists of good companies for diversity, including Black Enterprise’s version and Fortune’s version.

There are organizations out there doing diversity recruiting properly, and here’s the central thing all of them have in common: they diversify (logically) their pipelines. If you’re predominantly on-campus, then you’re predominantly going to get the types of students on that campus. But if you’re on-campus and using digital tools and job boards, you can attract a wider grouping. Then, from a numbers perspective and a talent perspective, you’re set up for more success. (more…)

Posted September 15, 2016 by

How focused on talent strategy are you, really?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing writer to College Recruiter

A year ago at the Reinventing America Summit, one session was on “Winning The Big Talent Game.” (The sub-title of the corresponding Forbes article was “It’s not about snacks and scooters.”)

Kip Wright, SVP of Manpower North America, had a sobering thought at this event: “Do you, every month, look at your financial plan? Of course,” he said. “How many of you spend months looking at your talent plan? We’ve got to fundamentally think very selfishly and aggressively about how we manage our talent.”

We do. And if you’re a smaller company, this is even more relevant — because your resources may be limited compared to some of your enterprise competitors. If you have better people, you’ll win those key market share/partner battles — but there’s a belief that you need to break the bank to get better people. You don’t. (more…)