One reason that apprenticeship programs are far more popular in Europe than they are in the United States is because employers in Europe tend to take a far more long-term view of their employees than do employers in the U.S. In Europe, it is more a part of their culture to hire people with some but not every single desired skill and then train them until they have all of the desired skills. In the U.S., employers expect employees to hit the ground running and, therefore, train them only when necessary. Apprentices, by definition, require substantial training.

Another reason that apprenticeships are far more popular in Europe is that it is far harder to terminate an employee in Europe than it is in the United States. In Europe, you can often only terminate an employee for cause and, even then, often need to provide severance. In the U.S., employment is typically at will and you can be fired for any reason or no reason, as long as it isn’t a bad (illegal) reason.

Apprenticeships require a long-term commitment by both parties that, sadly, isn’t as much a part of our culture as it is in Europe.

One of the most basic factors separating students who find it relatively easy to find a well-paying job upon graduation from those who end up unemployed or underemployed is whether the students had internships or not and whether those internships were paid or unpaid.

According to results of the Class of 2019 Student Survey from the National Association of Colleges and Employers, “more than half of all graduating seniors who applied for a full-time job—53.2 percent—received at least one job offer. Within this group, 57.5 percent of students who had an internship and 43.7 percent of graduating seniors who did not have an internship received a job offer.”

In addition, the students who completed at least one internship prior to graduation were significantly more likely to receive multiple job offers for positions upon graduation. For those who completed at least one internship, the average student received 1.17 job offers. Those without an internship received 16 percent fewer job offers: an average of only 0.98 per student.

Another key factor was whether the internship was paid or unpaid. Many legal experts believe that unpaid internships are illegal unless the employer is a governmental or non-profit entity. But just because something may be illegal doesn’t mean that it doesn’t happen. Just think about the last time you drove a car. Almost everyone breaks at least one law every time they drive, whether that’s failing to come to a complete stop at a controlled intersection or driving even one mile per hour over the speed limit.

The impact of internship pay status was evident as well as 66.4 percent of According to NACE, 66.4 percent of class of 2019 graduates who had a paid internship received a job offer. On the other hand, just 43.7 percent of unpaid interns were offered a job. In other words, if you only graduate with an unpaid internship and your friend graduates with a similar but paid internship, she is 34 percent more likely to receive at least one job offer upon graduation. Ouch.

AI offers tremendous opportunities to those in talent acquisition and human resources as well as society as a whole, but also poses some threats.

On December 10, 2018, hundreds of talent acquisition and other human resources leaders gathered in Mountain View, California and remotely via live stream to participate in the College Recruiting Bootcamp on AI, organized by job search site, College Recruiter, and hosted by Google.

Our closing keynote was delivered by John Sumser, Principal Analyst for HRExaminer, an independent analyst firm covering HR technology and the intersection of people, tech, and work.

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AI offers tremendous opportunities to those in talent acquisition and human resources as well as society as a whole, but also poses some threats.

On December 10, 2018, hundreds of talent acquisition and other human resources leaders gathered in Mountain View, California and remotely via live stream to participate in the College Recruiting Bootcamp on AI, organized by job search site, College Recruiter, and hosted by Google.

Our featured presentation was delivered by Alexandra Levit, author of Humanity Works, speaker, consultant, futurist, Chair of the DeVry University Career Advisory Board think tank, and expert in all things workplace.

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Economic news released today by the National Association of Colleges and Employers contained a lot of great news for students and recent graduates of one-, two-, and four-year colleges and universities.

According to a survey of NACE employer members, only four percent of employers plan to decrease their hiring of recent college grads while a whopping 57.4 percent plan to increase such hiring. For those who aren’t human calculators, that means that 38.6 percent plan to maintain their number of hires. Even better news is that the percent increase in projected hires came in at 16.6 percent, which would be the largest increase in 12 years. It is noteworthy that the hiring rate has not been increasing year-after-year since the Great Recession of 2008-09. Indeed, the class of 2018 saw hiring decrease by 1.3 percent.

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If you try to do everything all at once, it can be overwhelming. I like to break the process down into manageable, bite-sized pieces.

1. Don’t procrastinate. To use another cliche, early bird gets the worm. While I trust that you’d rather land a great internship than a great worm, the cliche is too well known and understood for me to pass up. Some internships, particularly those with non-profits and governmental agencies, have strict and sometimes very early deadlines. Looking for next summer? You might need to apply in November. As of the writing of this blog article on November 5, 2018, College Recruiter already had 1,795 internships advertised on its site and it is still a couple of months from January when employers start to get aggressive with advertising their internship opportunities.
2. Complete your CIV analysis. What’s a CIV, you ask? Competencies, interests, and values. Grab a piece of paper and draw two lines down it to divide the paper into three columns. Write competencies at the top of the first column, interests at the top of the second, and values at the top of the third. Now, under competencies, write down everything that other people would say you’re good at. In the second column, write down everything that you find to be interesting, In the third column, write down everything that you care about. Now look for themes. What are you good at that also interests you and which you care about? Those themes are where you should focus your career search.
3. Network. Many and probably most people think that networking is all about asking other for help. Wrong. It is about asking them how you can help them. That will build good karma and inevitably you’ll find that some — not all — will reciprocate by asking how they can help you. Take them up on the offer. Tell them about your CIV, where you want your career to start, and ask them for the names of two people you should talk with. Keep repeating that. After a few rounds of people referring you to people who refer you to people, you’ll likely run across someone who will decline to give you the two names, not because they’re a jerk but because they want to hire you. Bingo.
4. Job search sites. Almost every college career service office has a career website, but the vast majority of jobs which are of interest to students and recent graduates are never posted to those sites. Why? Most employers don’t know about them and they can be hard and time consuming to use. So, use those sites but don’t stop there. Also use job search sites like College Recruiter, which typically has about a million part-time, seasonal, internship, and entry-level jobs advertised on its site. Did I tell you that College Recruiter already has 1,795 internships advertised on its site? Oh, yeah, I did. Did you search them yet?
5. Attend career fairs. Quite frankly, I’m not a huge fan because the expectations of the employers are often poorly aligned with those of the students. Employer representatives typically attend career fairs because they’re coerced by their bosses, their career service office partners, or both. Their disinterest shows, and they make it worse by refusing to accept paper resumes and telling you to go to their career sites if you want to apply. You could have done that from home, right? But they’re great places to network (see #3) and learn what it is really like to work for a company if you happen to run across a representative who likes to talk and maybe isn’t as discrete as they should be.
6. Search and apply to jobs. Seems kind of obvious, right? But you’d be amazed at how many candidates don’t apply to enough jobs, apply to the wrong ones, or do a terrible job of applying the ones they are qualified for. If you’re an elite student at an elite school or otherwise have some exceptional qualities, aim high by applying to the most sought-after internships, such as 20 top internships listed below. For everyone else, and that’s almost everyone, the hard truth is that you’re just going to have to try harder. But, if it helps, remember the joke about what you call a doctor who graduates at the bottom of their class from a third-rate medical school. The answer is doctor. Most employers for most jobs feel the same way about interns and new grads. They care far more that you went to college than your major. They care far more about your major than your school. And they care far more about your school than your grades or whether you had a sexy internship or just successfully completed an internship, preferably for them.
7. Create a job. Whether it’s a gig employment opportunity driving folks around or doing their grocery shopping for them or starting a small business in college like I did, don’t discount this option. But if you find yourself uttering, “I just need a good idea”, move on. The good idea is the least of your problems. Executing that good idea is FAR harder and FAR less exciting.
8. Get experience. The entire point of an internship program for the employer is to convert those interns into permanent hires upon graduation. If they don’t, their internship program is a failure. Similarly, the entire point of interning is to get an offer to become a permanent employee upon graduation and then to accept that offer. If you don’t, your internship was a failure. Well, maybe not a complete failure, but not as much of a success as it should have been.

So, back to the top internship programs. What are they? I thought you’d never ask:

1. Google
2. Apple
3. Microsoft
4. Tesla
5. Facebook
6. Goldman Sachs
7. Amazon
8. J.P. Morgan
9. SpaceX
10. The Walt Disney Company
11. Nike
12. Morgan Stanley
13. IBM
14. Deloitte
15. Berkshire Hathaway
16. Intel
17. ESPN
18. Mercedes-Benz
19. The Boston Consulting Group
20. Spotify

— Source: Vault

Let’s talk about the issues that 40+ year olds are facing in the job market today. Almost 20% of all college and university students — about four million — are over the age of 35. So why do we automatically think of a bunch of 20 something’s when we hear “recent graduates”? This is also often the image that comes to mind for talent acquisition teams and is used to discriminate against older candidates. Jo Weech, Founder and Principal Consultant at Exemplary Consultants, explains the major problems that this misconception creates.

Exemplary Consultants provides business management consulting to small businesses and start-ups. Weech got involved in the process because she truly believes that work can be better for every person on the planet. She published an article back in July that got a ton of traffic, likes, and comments. Steven Rothberg, President and Founder of College Recruiter, had a conversation with her about some of her experiences, where the article came from, and some of the lessons that came from it. The lessons learned are not only useful for job seekers, but for those in talent acquisition as well. (more…)

The workforce has been evolving due to the integration of technology in our society today. “Sometimes all you need is a cell phone and a laptop and you can do many kinds of work remotely,” states Jo Weech, CEO and Principal Consultant of Exemplary Consultants. Weech provides business management consulting to small businesses and start-ups. Here, she offers insight into what the gig economy is and how students and recent graduates can take advantage of the opportunities that come along with it.

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The summer is winding down and coming to an end, this means many students will wrap up their internships and head back to the classroom. Whether your internship was an outstanding experience or a complete disaster, there is a lot of important reflection to be done. Pam Baker, the founder of Journeous, has dedicated her career to helping young adults choreograph meaningful careers and become focused leaders. Baker accomplishes this by working with individuals to help them find the intersection between their values, interests, and strengths. Jeff Dunn, Campus Relations Manager at Intel, is passionate about helping job seekers at all levels with resumes, interviewing, career planning, and networking. Below we will dive into the most important things to do nearing the end of a summer internship. (more…)

Under the new program, these graduates will be placed into paid internships with small businesses or not-for-profit organizations to learn the in-demand digital and problem-solving skills required by today’s employers.  “In a modern workplace, digital skills are highly valued,” said Canada’s Minister of Innovation, Science and Economic Development, Navdeep Bains. “Equipping recent graduates with real-life work experience and a broad range of skills and knowledge will help improve their employability and enhance their career potential. As the economy changes and becomes increasingly knowledge-based, digital skills have never been more critical. Our government is proud to deliver a program that will help 1,200 Canadians gain meaningful work experience and develop digital literacy required for the middle-class jobs of tomorrow.”

The internships are being offered through Digital Skills for Youth, a program designed to help recent post-secondary graduates gain meaningful work experience and the digital skills needed for the jobs of today and of the future. Digital Skills for Youth is part of the government’s Youth Employment Strategy and aligns with the government’s Innovation and Skills Plan, a multi-year plan to make Canada a world leader in innovation and create well-paying middle-class jobs.