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

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Posted February 28, 2020 by

Why are students demanding paid internships and higher wages for entry-level jobs?

A week doesn’t go by without an employer that College Recruiter works with or who I’m connected with in some way questioning why students aren’t interested in their unpaid internships, or their entry-level jobs that pay $12.00 an hour. Invariably, the conversation includes the phrase, “back in my day”.

The reason, quite simply, is that the 99 percent of students who weren’t fortunate enough to be born into wealth simply need the money to eat, pay rent, and afford other necessities. Yes, I get that when you went to school in 1979 that you worked hard (and part-time) as a waiter and paid for your own college and living expenses and graduated with no debt. But do you get that the same job now pays only a fraction of what it did four decades ago and the cost of housing, health care, transportation, and college are exponentially larger than they were when Carter was still president?

According to the Bureau of Labor Statistics Consumer Price Index (CPI) and the Bureau of Economic Analysis’s Personal Consumption Expenditures Price Index (PCE), a student working as a part-time waiter today needs to earn $34.20 an hour based on a 30-hour workweek in order to have the same spending power as you did in 1979 if you were making about $10 per hour. As eyebrow-raising as that may be, the reality is actually worse.

Using the CPI and PCE essentially assumes that what someone would buy in 2020 is the same as what a similarly situated person would buy in 1979. But spending habits, like our tastes in fashion, change. If you attended the University of Minnesota (go Gophers!) in 1979 and your lifestyle was that of an average student, the $10 per hour you made in wages plus tips might have been sufficient to cover your costs. But an average student today lives in a nicer apartment, has to cover more of their healthcare costs, is more likely to use cars as their primary means of transportation because mass transit hasn’t kept up with the growth of the Twin Cities metro, and college, well, don’t even get me started (yet) on the horrendously increased cost of college.

Now, I can hear some objections. “But I was poor and didn’t have all the luxuries these pampered kids have today! They’re choosing to go expensive schools and have fancy toys. That’s their problem!” Well, to an extent, that’s true. But before you starting point fingers like that, maybe look first into the mirror. What kind of a television did you have when you were in college? Did you have friends over to play videogames or watch a movie? If so, your TV was probably at least as good as those owned by your friends. Now, picture using that same TV today to watch anything. Hard to imagine, isn’t it? Would you think it reasonable to expect any of today’s students who are living the lifestyle you lived decades ago to use the same TV you did? Of course not. If your TV was even average as compared to those of your friends then, logically, you should agree that today’s student should have a TV that is average amongst their friends. And that means a large (but not enormous), flatscreen TV. At Best Buy, best selling televisions averaged $330 in 1994 and $280 today, so that appears to be a deflation of $50. But when you factor in inflation, they’re about the same price. So don’t start thinking that today’s student with a flatscreen TV is living the life of luxury, as they’re no more living that lifestyle than you were a few decades ago.

Prefer numbers instead of TV analogies? Let’s flashback to the era when Gen Xers like me were graduating from college. Let’s assume that you graduated in 1985 and so you’re about 52 years of age now. In that era, the median male worker needed only 30 weeks of income to afford a house, car, healthcare, and education. Some call this the Cost-of-Thriving Index (COTI). By 2018, that same lifestyle would require 52 weeks of income, an increased workload of 73 percent.

If we look at median expenses for male workers today (we use male because households with multiple people still tend to have more males working than females) and compare those expenses to those in 1985 for people with similar, average lifestyles, we find that the male worker in 1985 could easily afford housing, healthcare, transportation, and college costs, meaning they had plenty of room leftover for non-core items like clothing and even some discretionary items like entertainment. Today? That same lifestyle leaves the male short of cash even before non-core and discretionary items. Instead of it taking 30 weeks to cover all of these COTI costs in 1985, it takes 53 weeks to cover the equivalent costs in 2018.

So, the next time a younger Millennial or Gen Z worker passed on your unpaid internship or questions the $12.00 starting wage for your entry-level opportunity, maybe choose to advocate within your organization for higher wages. In other words, instead of pointing fingers, have a look in the mirror. The problem isn’t with the person you’re pointing at but, instead, with the person whose reflection is in the mirror.

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Posted April 25, 2019 by

Are you posting “everywhere” when you post your job to college career service office sites?

Recruiting on-campus along with posting on-line has certainly gained traction over the past decade or so, but I would urge those who post on-line to do some research into their vendors. Just as no two schools are alike and, in fact, they’re almost all quite different and deliver very different returns on investment, the same goes with job search sites, whether those are tied in with specific schools or serve a broader and, therefore, more inclusive audience.

Recent estimates put the number of job boards, job search sites, job marketplaces, etc. (different names for the same thing) at about 100,000 worldwide with about 50,000 of those in the U.S. Take out the cookie cutter sites where you have one organization powering multiple sites and everything about those sites is identical other than the look-and-feel and you’re down to about 10,000 U.S. sites. Take out the sites which are run more as hobbies and generate negligible traffic and you’re down something like 500 to 1,000 sites. Take out the aggregator, general, and other such sites which are primarily targeted to candidates with more than a few years of experience and, therefore, not a good fit for students and recent graduates and you’re down to about a dozen. Take out the sites which only allow access to students from certain schools and therefore exclude students from other schools and, realistically, virtually all recent graduates and you’re down to a handful.

Employers who want to pursue a “post everywhere” strategy to build a diverse and inclusive candidate pipeline from students and recent graduates not just from a small number of four-year colleges where the employer goes on-campus but all of the other 7,400 one-, two-, and four-year colleges should be looking at the sites that align with that strategy. On the other hand, if your program is unable or unwilling to consider candidates from a broad range of schools — there are sometimes very legitimate reasons why that is such as the major required is only offered at 10 schools — then you’re going to want to use sites which are only accessible to students from those schools.

Another factor to consider: scalability. Are you looking to hire one person here and one person there and their skill sets are quite unusual? Then you’re going to want to zero in on the sites that allow you do a lot of filtering based on the profiles of the candidates or the sites that offer good matching technology. And for the matching sites, don’t just take their word that their tech works well as much of the matching technology out there is awful. Just as you’d do your due diligence with considering going to a new school, you need to do your due diligence when adding a new job board vendor. But if you’re looking to hire dozens, hundreds, or even thousands into the same or similar roles, can your job board partner provide data to you to demonstrate that it has successfully delivered well-targeted candidates at that scale for similar roles for other, similar employers? Again, do your due diligence.

Posted March 18, 2019 by

College Recruiter selected as one of 12 HR tech companies to present at Talent Tech Labs NEXT conference

Minneapolis, MN (March 18, 2019) — Job search site, College Recruiter, announced today that it was selected as one of only a dozen, human resource technology companies to demo its products to an executive network of passionate talent acquisition leaders from global enterprises.

Talent Tech NEXT, which is the second of three days of the ASU+GSV Summit, delivers insightful market intelligence and carefully curated company demos to 4,000 talent acquisition leaders from the world’s leading companies. Never a sales pitch. Attendees discover — and interact directly with — cutting-edge, fully-vetted technologies that are ready to implement directly into their recruiting stacks. Additionally, attendees learn about top trends and real use-case implementation strategies directly from industry practitioners who are actual agents of change and experts within the Talent Acquisition Technology Ecosystem.

At Talent Text NEXT, College Recruiter will demo its newest product, JobsThatScale job postings, which has already been adopted by hundreds of Fortune 1,000 companies and other organizations who want to hire dozens or even hundreds of people for the same role in different locations, different roles in the same location, or different roles in different locations.

Talent Text NEXT will take place within the ASU – GSV Summit on Tuesday, April 9, 2019 at the Manchester Grand Hyatt in San Diego, California. To save 50 percent off of an attendee ticket, go to  https://www.eventbrite.com/e/talent-tech-next-inside-asu-gsv-summit-tickets-55089769985?discount=TTLNextCollegeRecruiter or enter promo code TTLNextCollegeRecruiter at checkout.

About College Recruiter

College Recruiter believes that every student and recent graduate deserves a great career. Our customers are primarily Fortune 1,000 companies, federal government agencies, and other organizations who want to hire dozens or even hundreds of students and recent graduates of all one-, two-, and four-year colleges and universities for part-time, seasonal, internship, and entry-level jobs. For more information, call 952.884.2211 or email Sales@CollegeRecruiter.com, or visit us at CollegeRecruiter.com.

Posted February 07, 2019 by

AI, Algorithms, and Who Owns the Outcome

Artificial intelligence (AI), sometimes called machine learning or machine intelligence, is in its infancy yet poised to fundamentally change how we work, are educated, and run our businesses. AI is already impacting how leading employers engage with students and recent graduates and then hire and manage them.

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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Posted February 07, 2019 by

Merging Technologies and People for the Workforce of the Future

Artificial intelligence (AI), sometimes called machine learning or machine intelligence, is in its infancy yet poised to fundamentally change how we work, are educated, and run our businesses. AI is already impacting how leading employers engage with students and recent graduates and then hire and manage them.

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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Posted November 19, 2018 by

Superb hiring news for class of 2019: best hiring outlook since 2007

 

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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Graduates holding diplomas. Photo courtesy of Shutterstock.

Posted August 20, 2018 by

What companies hire the most recent graduates of colleges and universities?

College students and recent graduates are naturally curious as to which companies hire the most graduates for entry-level jobs and other career opportunities.

The thinking often goes that the more people these companies hire, the more likely it is that they’ll hire you. That may be true, but it also means that these companies tend to receive a large number of well-qualified applications, so apply to these organizations if their roles align with your competencies, interests, and values, but don’t apply if your primary interest is simply to be hired and receive a paycheck. As is the case with all employers, these companies want to hire not just candidates who are qualified, but also candidates who are the most qualified and the most likely to stay with them year after year after year. (more…)

Posted June 21, 2018 by

How to train your existing employees in applied technology skills

Any employer recruiting for tech talent will likely have their own take on what the tech skills gap looks like at their organization, but closing the gap is essential. Alexandra Levit, Chairwoman of Career Advisory Board, workforce consultant and author of several career-related books, says it’s important not just to identify tech skills, but to also take very concrete steps to train your existing employees in applied technology skills. That might be through internal coursework, bringing in a consultant or having employees do self-study. Alexander spoke at SHRM 2018, presenting “The tech skills gap is more complicated than you thought, but closing it is within your reach.” We interviewed her to dive deeper into what employers need to understand about the complexities of the tech skills gap and how they can close it at their own organizations. (more…)
Posted February 22, 2018 by

How your diversity activities can increase retention

 

Do you know whether your diversity activities results in increased retention? Any organization that is known for churning through its diverse talent will have a hard time recruiting future diversity. Here we get into challenges for HR leaders, including causes of high turnover, the impact cultural sensitivity, specific ideas for retention strategies, and what millennials bring to the table. We spoke with Martin Edmondson, CEO of GradCore, and with Janine Truitt, Chief Innovations Officer at Talent Think Innovations.

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Posted February 08, 2018 by

Strategies to address the tech skills gap and plan your future workforce

 

We wanted to know how employers are addressing the tech skills gap and learning to prepare their future workforce pipeline. We met with Parvathi Sivaraman and Maan Hamdan from Education Unbound, which was formed to build up STEAM in education. By supporting education, they also help reduce the expected tech skills gap and mitigate some of the negative impact automation will have on many traditional jobs. (more…)