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

Julie Ann Sowash of Disability Solutions

Posted March 21, 2020 by

Faith Rothberg of College Recruiter and Julie Ann Sowash of Disability Solutions Selected by NACE to Deliver Presentation on How Programmatic and CPC Impact-Diversity and Inclusion

Minneapolis, MN (March 20, 2020) — Job search site, College Recruiter, announced today that its chief executive officer, Faith Rothberg, will deliver a presentation at the 2020 National Association of Colleges and Employers (NACE) annual conference in Minneapolis with Julie Ann Sowash, Executive Director of Disability Solutions.

NACE is an American nonprofit professional association for college career services, recruiting practitioners, and others who wish to hire the college educated. It boasts a membership of more than 8,100 college career services professionals at nearly 2,000 colleges and universities nationwide, more than 3,100 university relations and recruiting professionals, and the business affiliates like College Recruiter that serve this community.

This year’s conference will be held at the Minneapolis Convention Center from June 2nd through 5th. Approximately 2,500 career service, recruiting, and others typically attend these annual conferences.

“I was thrilled to be notified by NACE that the proposal that we submitted was accepted by their annual conference selection committee,” said Rothberg of College Recruiter. “We felt that the proposal would likely be of interest to them and the attendees to the conference as inclusion is a core value for NACE. We admire their passion to foster and support individual and organizational diversity and inclusion to advance equity in all facets of the Association.”

According to Sowash of Diversity Solutions, “Our plan is for Faith to begin the presentation with an introduction to how programmatic and cost-per-click advertising work. Attendees will see how an employer might use one and not the other, but they typically work together. I’ll then discuss how they may undermine diversity and inclusion efforts by steering advertising budgets to the job search site or other media property that offers the lowest pricing, which is often very different from delivering the diverse – candidates employers are seeking.” Instead of just identifying the problem, Faith and Julie will – recommend a solution that is simple to implement and will, we hope, be adopted by employers seeking diverse candidates including recent graduates and talent with disabilities.

About College Recruiter

College Recruiter believes that every student and recent graduate deserves a great career. Our customers are primarily Fortune 1,000 companies, 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 952.848.2211, email Sales@CollegeRecruiter.com, or visit www.CollegeRecruiter.com.

About Disability Solutions Disability Solutions works with employers to help strengthen their workforce through diversity and inclusion. We partner with top companies to deliver people and business-driven outcomes by developing recruiting and engagement strategies for the disability community – delivering custom solutions in outreach, recruiting, talent management, retention and compliance. For more information, call 203.203.6220., email Info@DisabilityTalent.org, or visit www.DisabilityTalent.org.

Faith Rothberg, CEO of College Recruiter

Posted February 11, 2020 by

What has changed in the job board industry since College Recruiter went live in 1996?

College Recruiter’s chief executive officer, Faith Rothberg, was recently interviewed by a learning and development company. One of the questions they asked was how the job board industry has changed since our site went live way back in 1996.

Two of the biggest things that have changed are how employers treat candidates and the technology used to bring the two together. 

Employers treat candidates with far more respect now than they did in the mid-90s. Some of that has to do with the economy because it is far harder to hire well-qualified people today than it was 25 years ago. But some of that has to do with efforts by groups like The Talent Board, which runs the Candidate Experience Awards. We were very active in helping that organization get off the ground and continue to advocate for it. It uses a carrot instead of stick approach by praising employers for treating candidates well instead shaming those who don’t. 

On the technology side, we can use College Recruiter as an example of how much and how fast it has changed. We have had seven versions of our website in 23 years. That might sound like a lot, but that’s an average of one roughly every three years.

When we launched in 1996, only 50 of the Fortune 500 had websites and none of those had a searchable database of jobs that allowed candidates to apply on-line. Instead, you could sometimes search but usually there would just be a generic page that described at a high level the kinds of candidates the employer was seeking and you’d be asked to mail, fax, or maybe email your resume instead of applying online to a specific posting. Today, virtually every company with more than a few hundred employees has an applicant tracking system and, therefore, searchable job postings that allow you to apply to specific postings. Many of those integrate assessments so you sometimes aren’t even able to apply if you’re unqualified. In short, as compared to 25 years ago, candidates and employers spend far less time today trying to find each other and candidates spend far less time applying to jobs. That allows them far more time to make sure that they are a good fit for each other.  Are there any trends you’re following for 2020? In terms of technology or otherwise?  

A trend we’re following for 2020 is something that we’ve invested a tremendous amount of time and money preparing for. College Recruiter is one of the only niche job boards in the world to have successfully migrated our employer customers from duration- to performance-based pricing. Duration-based pricing was like buying an ad in the newspaper: you paid $X to run your ad for Y days. We still offer $75 postings for 30-days because many employers prefer to buy that way, but most of our customers now pay for every candidate that we send to them, usually by click. If we run an ad and don’t send candidates to the employer then we don’t get paid. Our interests, therefore, are better aligned and the employer no longer has to post-and-pray.

At the same time as pay-for-performance is rolling over some of our out-of-date competitors like a tsunami, automated systems are determining where job ads run. This is called programmatic job ad distribution and the sites which get to run an ad, for how many days, and for how much money will be the ads which get the best results. In the mid-1990’s, the sites that got the ads were those which had the funniest Superbowl ads. If your job board delivers quality candidates in the quantity desired by the employer, then you’re going to continue to receive similar ads from that and other employers and the amount you get paid for the candidates you deliver to the employer will increase, so you’re making more money and your customers are happy about that.

In addition the changes taking place on the tech side, there’s also been a lot of changes on the candidate side. In the mid-1990’s, the candidates entering the workforce were the youngest members of Gen X and oldest Millennials. Now, the oldest Millennials are approaching 40 and the generation entering the workforce is Gen Z. With the rise of Gen Z has also come a lot of talk about the future of work. Will there be work or will AI displace all of us? If there is no work or not enough for the vast majority of people, will we all receive a universal basic income (UBI) and, if not, how will we survive?

There’s been a long term trend moving away from living to work toward working to living. What I mean by that is far more than Baby Boomers, Gen Z wants to make a positive impact on the world. They place greater value on their personal relationships and understand that they cannot count on an employer to be loyal to them during difficult times. They value working hard and seek financial security but, sadly, they don’t expect to find it. 

Regarding the future of work, look for more freelancing and gig work not because the people want it but because corporations are demanding it. Look for more flexible working relationships including project-based work and remote work. 

Employers should be prepared: the gig economy will make recruitment easier but retention harder. Employers will be able to staff up and down faster but their workforce will be less experienced and be less efficient. 

In our college recruiting niche, we’re seeing a rapidly increasing minority of employers becoming school- and even major-agnostic. Employers are starting to use productivity data to determine where their best hires come from and they are finding that its more about the person and less about the school or major. We’re excited about that, because we believe that every student and recent graduate deserves a great career, not just those from the elite schools. 

We’re sometimes asked if there is one thing that we would advise talent acquisition teams to do differently with these Gen Z candidates. The answer is no different than if we were to advise them as to what to do differently with a Boomer, Gen Xer, or Millennial because we all want the same thing from prospective employers: do a better job of communicating to the candidates about the positive impact they can have on the world around them by working for your organization. Gen Zers get the attention around this issue because it appears to matter more to them at the age they’re at than it did to previous generations, but who doesn’t want to make the world a better place, both while they’re at work and on their own time?

Some of the advise we give to candidates has changed over the years, because the underlying issues have changed. For example, we talk a lot more now about starting salary because that has become so critical. Employers tend to increase pay by percentages rather than the value you deliver, so if you start off being paid too little you’ll likely always be paid too little. If your boss doesn’t value your work as shown by underpaying you, try to find a different job within the same company where your work will be better valued as shown by your compensation. And if that doesn’t work, find a new employer. 

Hopefully, candidates understand that we are NOT telling them to quit their jobs to get paid better. That strategy can work, but it is far better to find a way to get paid better by your current employer. A key to making that happen is for the employee to understand that the vast majority of employers want to compensate their employees fairly. Unfortunately, some hiring managers don’t know what fair compensation is. The reality is that employees can find this information as easily as employers and employees should use that information to negotiate a fair starting salary. This has become even more crucial for Gen Z candidates than generations before because Gen Z employees are carrying so much more student debt when they finish school than previous generations.

The last couple of questions for Faith were about industry jargon. She was asked for her favorite and least favorite terms. Her favorite was CPC (cost-per-click) because our successful migration from duration- to performance-based pricing such as CPC is driving fantastic growth at College Recruiter.

On the flip side of that jargon coin, she said her least favorite was matching technology, simply because it doesn’t work. It would be great if it did work but the reality is that it needs massive amounts of great data to work well. The data partially comes from the resume which is a backward-looking document and Gen Z candidates are so early in their careers that their resumes simply don’t have much data on them.

The data also comes from job postings which are forward-looking documents and tend to be very poorly written. For example job postings almost always talk about the employers requirements, many of which are actually preferences, and typically talk little about job duties. So you’ve got this situation where the Gen Z candidate can’t show much yet but the employer will only be matched with them if they’ve accomplished a lot professionally. That might work well for an engineer with ten years of experience but it fails miserably for a young adult who has had a couple of part-time jobs and maybe one internship.

Faith Rothberg, CEO of College Recruiter

Posted February 04, 2020 by

What was the original idea for College Recruiter and what problems were we trying to solve?

College Recruiter’s chief executive officer, Faith Rothberg, was recently interviewed by a learning and development company. One of the questions they asked was about the history of our company, including what problems we were attempting to solve.

The company out of which College Recruiter grew was founded in November 1991. We were publishing maps and employment magazines for college campuses for the first few years.

In 1995, a couple of us were in a career service office at the University of Minnesota when the director said to us, “There’s this thing called the Internet”. She said that she didn’t know what it was but that some of her students were using it to research companies they were about to interview with. In those days, the best way to do that research was to go into the career service office and go through their collection of annual, corporate reports until you found the one for the company you were researching or, just as often, found that it was missing.

We paid a high school student who was working for us $3,000 to build the first version of our website. We launched in November 1996. Looking back, it was incredibly rudimentary but not at all uncommon for the era. Job seekers could either search by category or location, but not both. So you could run a search for engineering jobs or jobs in Illinois but not engineering jobs in Illinois.

The problem we were trying to solve was to try to find a way to help every student and recent graduate find a great career. It was — and remains — important to us that we didn’t just serve some students and hardly any recent graduates or just students from some schools. We wanted to be inclusive and not exclude students simply because they happened to attend the “wrong” school. Unfortunately, we still see that approach a lot amongst some of our indirect competitors.

We’re currently in the middle of launching the seventh version of our software. True to our desires way back in 1996, our site is built from the ground-up to be inclusive. About 2.5 million job seekers use our site a year and every one of them has full access to every part-time, seasonal, internship, and entry-level job advertised on our site as they search by their desired location and keywords. The keywords can be job title, major, military occupation code (MOC), and in just about any language.

So, if you grew up in Philadelphia, are attending a school in Los Angeles, and want to find a job in Houston, you’re going to able to do that on College Recruiter. It is very, very unlikely that your career service office website will have any jobs listed in Houston and, if it does, it will likely only be a very, very small number. At College Recruiter, we typically have about 750,000 jobs advertised on our site at any given time.

Photo courtesy of Shutterstock.

Posted October 14, 2019 by

Are your job postings attracting too many unqualified and not enough qualified applicants?

We’ve all seen those job postings: “<Position> is responsible for driving revenue growth, optimizing interactions with enterprise leads, liaising and maximizing cross-functional segmentation using sales enablement and marketing nurture tools in coordination with CRM and digital generation management platforms. Must conduct A/B testing and drive key business metrics while aligning with leadership for optimal distribution strategy results. Will serve as ninja Agile scrum master to remove impediments. Extensive knowledge of end-to-end omnichannel demand gen in B2B and B2C environments. Strong record of win-win outcomes, conflict resolution and problem-solving among multiple layers of an organization. Stellar CX, VoC, SQL, COE, ETL, BI skills. 10+ years’ experience in <exhaustive list of software platforms>, superstar analytical skills, able to leap tall buildings at a single bound, ability to bend time and add a 25th hour to each day strongly preferred. Attention to detail a must.”

Say what?

All right, so while we made this one up (and trust us—don’t try to decipher it or your brain will get caught in a loop), in our tech-jargon, corporate-buzzword world there are plenty of real, similarly indecipherable job postings out there.

Sure, there are some postings that require more information—most notably, for jobs that involve technology and other specialized positions. But no matter how detailed your job posting needs to be, you should still aim for clarity and readability.

Join us for Job Posting 101 as we pass along some tips for writing job ads that will draw applicants’ interest, not send them scurrying to the nearest dictionary.

Job Title

  • Optimize your job title and description with the keywords your candidates will be searching for. Make sure the job title reflects the job. If you’re hiring a Customer Service Representative, use that title and resist calling it something cutesy or hip. Boring? Maybe, but be realistic: how many jobseekers will be searching for a Customer Service Ninja, or a Valued Customer Pleaser—and how many will miss your posting because it didn’t fit their search terms?
  • Be sure to include words that indicate the career level and the scope of the job: Customer Service Manager, B2B Digital Marketing Specialist, Senior Graphic Designer, Social Media Coordinator, Java Developer.
  • Don’t use internal terms; if you’re hiring an Assistant Art Director, use that title instead of the “Visual Manager 1” your company uses.
  • Include the city and state for searchers who are looking at a specific geographic location. Mention that it’s a telecommuting position (but in that case, include the company’s headquarters location so searchers are aware of possible time differences).

Company Summary

  • Before you go into the job description, give your applicants a paragraph-long glimpse of your company, and why it’s special.
  • Don’t just use your company’s boilerplate description here; personalize the description to give the applicant a reason to want to work with you. As an example, suppose you’re a small manufacturer hiring a Marketing Writer. You could say:

“W&W Manufacturing is a Michigan-based manufacturer of Safety Widgets and What-Nots. For 20 years, we’ve worked with the automotive industry to get our state’s drivers safely to their destinations and back home again. Now we’re looking for someone who can help us tell our customers’ success stories as we expand to keep drivers safe nationwide.”

Job Qualifications/Responsibilities

  • Decide on your “must-have” and “nice-to-have” qualifications before you sit down to write the posting.
  • Start out with a short summary paragraph. Use active rather than passive voice: instead of, “This position is responsible for creating all Safety Widget and What-Not collateral,” say, “You’ll create persuasive, readable sales copy for our full-color product catalog, trade show displays and website.” Make it human and personal; use the second-person “you” instead of “the Marketing Writer will…”— Let the candidate know how they’ll be a vital member of the team. Here’s an example:

“As W&W Manufacturing’s Marketing Writer, you’ll engage customers and prospects with your informative, well-crafted blog articles, white papers, brochures, trade show collateral, case studies, video scripts and more. Not only will you lead us in spreading the word nationwide about W&W’s Safety Widgets and What-Nots, you’ll help millions of drivers safely return to their homes and families each night. As a bonus, you’ll develop expertise in the widgets/what-nots industry and hone your craft as a marketing writer.”

  • Keep your company’s culture in mind as you create the summary. What’s the best part of the job? Are you a close-knit group that collaborates on everything? A hip, tech-forward team that would make Apple jealous with your technology toolbox? Here’s the place to let the candidates know what they can expect.
  • The more information you provide the better, of course, but you can also give too much information—especially if you’re looking for a super-employee who can’t possibly exist in nature. Don’t scare off potentially good candidates—for instance, recent college grads who might qualify for the position—by making everything a “must-have.” Firm requirements that are clearly distinguished from “nice-to-have” requirements create less confusion and fewer unqualified applicants to sort through.
  • Unlike our brain-bending job posting at the beginning of this article, don’t pack all the information into a single massive paragraph. Remember that many jobseekers are reading on mobile devices, so make your requirements easily scannable with short sentences, bullets and white space.
  • Try not to use cliched phrases in your descriptions, because let’s face it: unless we’re shiny-new in the workforce, we all know that “fast-paced” can mean anything from “a busy office” to “utter chaos.” Or that “multi-task” can mean “doing the job of the three people who were just laid off.” You don’t want to scare people off—or make the job sound too perfect. So, on behalf of jobseekers everywhere, we beg you to use plain language and be as honest as possible. Don’t leave a trail of disillusioned former candidates or employees in your wake, which can damage your reputation among future jobseekers. (And for a needed laugh after that serious plea, check out this infographic of what these 50 job ad clichés really mean.)
  • Clearly note the length and type of experience you’re looking for, the job level (junior, mid-level, senior, manager), the preferred education level, as well as any particular skills (e.g. the ability to write clear and compelling copy), characteristics (e.g. the ability to work without supervision) or physical abilities (e.g. the ability to stand for an eight-hour shift) that applicants need for the job.
  • If your requirements are firm, that’s fine—just say so. A quick statement along the lines of, “Please read this posting carefully, as we will only consider those applicants who meet the listed qualifications,” can help reduce the number of unqualified applicants who apply anyway. 

Job Benefits

  • Similar to the job description, make your list of benefits easily scannable with short sentences, bullets, and white space.
  • Note the traditional information and benefits most candidates want and need—hours, pay or salary range, insurance, 401(k), paid parking, etc.
  • Don’t forget about the less traditional benefits that will make an applicant say, “Yes, I want to work there!” Do you have a relaxed dress code? Can you work from home some days? Do you provide lunch or healthy snacks for employees? Is there an onsite gym? A monthly book club? A monthly “bring your dog to work” day? Community volunteer opportunities? Talk about them all! We spend as much time at our workplace as we do with our families. Let prospective candidates see their days can be comfortable, enjoyable and even fun when they’re part of your team.

The final step in  you send your job posting off to your preferred job board, proofread your copy, have someone else proofread it and then proofread it one more time!

While this article is only a basic, high-level overview of writing a job posting, don’t worry—you’ll find resources galore online with a quick Google of “Best practices for writing a job posting” or a similar search. But if you don’t feel like Googling, here are the four most important things to keep in mind when you sit down to write your next job post:

  1. Write clearly and conversationally—ditch the jargon and clichés
  2. Use your human voice
  3. Be honest in the job description, requirements and benefits
  4. Let your company’s personality shine through  

A company that cares enough to be clear, human and straightforward with job candidates promises to be an employer that candidates will flock to. And if you follow these practices consistently, there’s every reason to believe that you’ll be the company people point to when they refer to “an employer of choice.”

Sources:

50 Nonsense Job Ad Clichés  (and What They Really Mean…),” by James Ball, coburgbanks.co.uk, undated.

How to Write a Job Description That Attracts Awesome Applicants,” by Eddie Shleyner, blog.hubspot.com, updated October 17, 2018.

5 Tips to Writing an Effective Job Posting,” by CivicPlus, civicplus.com, undated.

How to Write a Great Job Posting,” by Max Messmer, dummies.com, undated.

Posted June 25, 2019 by

Not all Job Boards are Created Equal

Over the years, we’ve seen a lot of creative job postings, including ads on subway stations and bus stops asking riders if they like the direction they’re heading or posing the question “How was your day at work?” Then there was the ad appealing to Twilight fans that pictured a row of pencils with sharp red tips and the tagline “We thirst for more creative blood.”

In today’s tight job market, job postings are not only becoming more inventive, but they’re showing up in unlikely places, such as coffee cups, bathroom stalls, pizza boxes and of course, social media, in addition to established job boards.

The fact is, employers have a lot of options when it comes to job postings. The trick is finding a way to stand out from the crowd, engage the right prospects and make your company memorable—without breaking the bank. This is especially important for smaller employers trying to compete with the big, recognizable names in their industry.

While its up to you to get the creative juices flowing when developing your actual job posting, College Recruiter can help you get more for your money by targeting the right candidates.

Why post an ad on our website rather than general job boards?

At College Recruiter, our audience is college students and recent grads, exclusively. As a small- to mid-sized employer, chances are you’re looking for entry level employees, which are typically those candidates that recently graduated and are looking for their first or second job. In addition, many students need part-time jobs while attending college in order to pay their way. These part-time jobs and/or internships often lead to successful full-time employment. And, developing a relationship with a student early on can give smaller companies a leg up on larger enterprises.

To make the most of your ad budget, reaching the right audience is key. College Recruiter believes that every student and recent graduate deserves a great part-time, seasonal, internship or entry-level job, which is why our interactive media solutions, including job postings, are designed specifically to make great connections between college students or recent grads and employers.

In fact, we are the leading interactive, recruitment media company used by college students and recent graduates to find great careers! And, because of the niche we serve, your $75 ad posting works much harder than it would on a general job board.

Studies by Appcast and eQuest across hundreds of job boards, thousands of employers, and millions of jobs show that a typical job posting on a typical job board delivers only one candidate to an employer. College Recruiter is delivering more than eight times the industry average, meaning that you’re far more likely to hire the person you need far more quickly and less expensively.

We make it easy.

Because we work with companies of all sizes, we understand that every company has unique recruiting needs and resources. We also recognize that small- to mid-sized companies typically don’t have the staff or budget to manage a complex recruiting campaign. That’s okay.

At College Recruiter, we make the process of posting jobs easy. Our fully automated system can get your posting online in the time it takes you to enter the job posting information and pay. Of course, if you need more assistance or expert advice, our experienced team is ready and willing to lend a hand.

But, don’t just take our word for it. Here’s what a couple of our clients have said about our recruitment solutions:

“We’ve tried several ways to recruit college students for our entry level positions including job postings on other leading college job boards. None worked well so we were skeptical when first approached by College Recruiter…(Your) approach in having the job posted to our area rather than to a handful of schools proved to generate far more responses than the postings on the other sites…it really works!!!! — Director of Human Resources, Sequoia Financial

“We run job posting ads on a lot of sites but had never used College Recruiter until we purchased an unlimited job posting package a month ago. We were amazed at the high quantity and quality of responses that we received. After only two days, we had a positive return on our investment for the entire month.” — Recruiter, Leapforce, Inc.

To learn more about College Recruiter and how we can help you reach the right candidates, visit us at www.collegerecruiter.com.

Photo courtesy of Shutterstock.

Posted April 25, 2019 by

To hire students, you need to recruit on campus. Right? Wrong.

At College Recruiter job search site, one of the biggest changes that we’ve seen over the past few years is the rapidly increasing number of employers who use time-to-hire, cost-per-hire, and productivity data to measure their sourcing partners, including college career service offices. Their findings are shocking to many.

For decades, employers believed that they had to travel to and recruit students on-campus if they wanted to hire “the best” candidates. Those beliefs were typically grounded in false assumptions. You’ve probably heard that productivity data shows that the more diverse and inclusive a workforce, the more productive is that workforce. But that means that an employer who only hires at a small percentage of the 3,000 four-year colleges and universities or the 4,400 one- and two-year colleges is undermining their own diversity and inclusion efforts. So the more targeted your campus recruiting efforts, the less diverse, inclusive, and productive will be your workforce. Ouch.

Another example? Many of our employer customers who have looked at their productivity data have discovered that the more elite the school the employee went to, the less productive is that employee. How can that be true? Because they leave far sooner than those hired from second or even third tier schools. One of our long-time customers is an accounting and consulting company. They cut way back on their on-campus efforts in favor of hiring through what they call “virtual” sources like College Recruiter. Why? Diversity, inclusion, and productivity. They’re becoming school and even major agnostic, meaning they don’t really care what school you went to or even what your major was. They used to only consider accounting, economics, and finance majors. Now they embrace fine arts, Russian literature, and any other major. In their words, “we can teach an employee how to read a balance sheet but we can’t teach them how to think critically”.

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.

In this historically tight labor market, are you struggling to hire the dozens or even hundreds of well-targeted, well-qualified students and recent graduates for part-time, seasonal, internship, and entry-level jobs? Would it make sense to either schedule a 30-minute call so that I can better understand your hiring challenges or email those to me so that I can make specific recommendations for how College Recruiter can help?

Courtesy of Shutterstock

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.

Photo courtesy of Shutterstock.

Posted April 24, 2019 by

Looking for a remote part-time, seasonal, internship, or entry-level job?

On March 19th, College Recruiter announced on The Chad and Cheese Podcast that our site, leveraging search technology from Google Cloud Talent Solutions, had rolled out major upgrades to how students, recent graduates, and other candidates can search for and find jobs. The announcement in March was two-fold:

  1. Candidates can search all of the job postings using any of 100+ languages, even if the job posting was written in English. Employers hiring retail sales associates, for example, could advertise those positions in English but may see an increase in applications from those whose primary language is Spanish but who are also proficient in English.
  2. Rather than searching for jobs by city or state/province, we became one of the first sites not just to enable commute search, but to put it front and center. If you’re searching for a part-time job in New York City, does it really matter that the job is in New York City? Wouldn’t it be more relevant if you could restrict or prioritize your search to jobs which are within a 15-minute walk, 30-minute cycle, 45-minutes on public transport, etc? Thanks to our friends at Google, the millions of candidates who use College Recruiter a year now search by how long it will take for them to get to a job rather than the less meaningful proxy of how far away that job is.

Today, in collaboration with Google Cloud, we are excited to share another huge step forward for candidates. Quite simply, candidates who are searching for remote work will no longer need to guess at whether the employer has included words in their job posting such as virtual, home-based, work-from-home, WFH, or telecommute. Until now, if the candidate included in her search the keyword “remote” and the employer included in his posting the keyword “virtual”, very, very few job boards would be able to match the two job postings. In other words, job postings rarely clearly described work opportunities as being available for remote work even when they were. Effective immediately, we’re able to do so and we’re able to do so exceptionally well.

According to Google, “job seekers have different lifestyle and geographic needs that require flexibility. Working from home can enable parents and caregivers to be more available to their families. It can help retain a high performing employee who regularly relocates as a military spouse. And it can help increase the loyalty of millennial and Generation Z employees who are much likelier to stay in a role for 5+ years if their company is flexible about where and when they work.”

In addition to helping the largely Millennial and Gen Z candidates who use College Recruiter to find great careers, we’re also excited about the promise this enhancement has for those with disabilities that make it difficult or even impossible to commute to work. There’s a tremendous amount of talent in these people. We’re proud to be a part of this solution.

Posted April 23, 2019 by

There isn’t a shortage of talent. There’s a shortage of well-qualified talent finding your jobs.

For many employers, this is an incredibly frustrating labor market. Technology has made it easier than ever for candidates to apply to jobs so employers typically say that quantity isn’t their issue but quality is. But why?

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.

How is College Recruiter able to help so many of the largest and well-known employers in the country hire so many great candidates? A lot of reasons, but a key one is that we license the world’s best search technology — Google’s — to match up candidates who know what kind of a job they’re looking for but might not guess at the job title or other keywords that your organization uses in its ads. Most job boards use dumb search technology, so if an employer posts a job using RN for the job title and the candidate searches for registered nurse positions, they’ll be like two ships passing in the night. But College Recruiter will match that employer with that candidate. 

We’ll also prioritize the search results based upon a bunch of factors, including how motivated that employer is to hire that candidate (those who want to hire more or faster rank higher so they get more well-qualified candidates faster) and even how long it will take the candidate to get to the job whether they want to commute by walking, bicycling, transit, or driving. Try telling a college career service office website that you only want to look at jobs within 15-minutes walking distance from campus. 

Oh, and we fully automate the process of adding, editing, and deactivating your postings without you having to lift a finger. Heck, you don’t even have to create an account on our site.

In short, College Recruiter is built from the ground-up with the needs of large employers in mind. You’re not trying to hire one, unique candidate. You don’t have all of the time in the world like some SMB’s do. We get that. Want some proof? Let’s set up a 30-minute call to talk through your hiring challenges or email those to me. Either way, I’ll make specific recommendations to you for how we can help.

Posted April 03, 2019 by

How to optimize your job posting ads in the era of Google for Jobs and Google Cloud Talent Solutions

College Recruiter was one of the first job boards to replace its proprietary job search technology with what is now called Google Cloud Talent Solutions (CTS).

We went live about 15-months ago in January 2018 and have been very, very happy. As I discussed on a recent episode of The Chad and Cheese Podcast, the results we’ve seen have been superb: far more candidates searching far more jobs and far more applying to those jobs. In addition, our costs have plummeted because we’re saving a ton of development and customer service time.

But the transition has also been eye opening to us in terms of pretty minor adjustments that very few employers are either aware of or are willing to make yet which would yield great results for them. Here are just some:

  • Include compensation, even if it is a range. Most employers are still reluctant to disclose compensation range because, they typically claim, it undermines their ability to negotiate with the candidate. That reveals a problem with their negotiation skills and that’s understandable, but fix the negotiation skills. Some employers want to underpay employees and that’s why they don’t want to reveal the salary ranges, but it isn’t 1952. Employees can easily find out if they’re fairly paid and those who aren’t will become disgruntled and leave, which leads to a lack of productivity and so any money they may have saved in wages will more than be offset by the productivity issues.
  • Include street address, city, state/province, postal code, and country for every job. If the jobs are remote, denote that in your location field using a word like “remote” so that Google can easily identify those. Without the street address, Google has a harder time figuring out the exact location of the job and that leads to problems with the new commute search feature. College Recruiter built a bunch of code to get around this problem, but few job boards will do that. If we don’t get the street address, we use the Google Maps API to look-up the address and then we feed that to the CTS API, but some employers have multiple locations in a city and so our look-up may identify the wrong location. Also, some employers don’t have every location listed in Google Maps, such as those who have field offices. If your field office isn’t listed, then a Maps API look-up won’t work properly. Our search is now commute time driven rather than location driven. With Google CTS powering 4,000 job boards and ATS sites, the days of looking at candidates looking at location and inferring commute time are, thankfully, quickly coming to an end.
  • I know from The Chad and Cheese Podcast that Chad Sowash and Joel Cheesman hate the use of words like “ninja” in job descriptions and that’s fair, but the use of those words isn’t a problem if the employer also uses more standard language like “sales representative.” The standard language will allow CTS to infer what the job is about, and it is amazing how accurately CTS does that.
  • For years, Joel and other SEO experts have tried to convey to employers and others that they need to think of a job posting as a web page and that web pages need to be SEO optimized. That’s still the case, but isn’t as critical as it used to be because Google is smarter than it used to be. Still, the most important signal to Google and therefore to job boards and ATS that use CTS about what the job is about is the job title. Do not use internal jargon like SE II to refer to a Software Engineer Level 2. In fact, don’t refer to “Level 2” at all because that’s only meaningful internally. Use for the job title language like, “Software Engineer Team Lead” as that’s more meaningful externally. If your lawyers tell you that you need to use SE II, well, get new lawyers or stop lying about what they’re telling you as that’s bullshit. Second, use the internally approved language in the body of the job description but use externally accepted language in the job title field.
  • Think about Amazon recommendations when writing a job title. If you like A, you’ll also probably like B. Include language like that in your job descriptions. “If you like math, then you’ll love this job as our programmatic job ad buying manager”. Google will understand that someone who searches for jobs using the keyword “math” should be shown that job because of the keyword, but it will also understand to show that job to someone who searches for jobs using keywords like statistics and physics. This is starting to happen. One of our employer customers is hiring hundreds of people for a maintenance technician job and they started to see respiratory therapist applying. They interviewed some, hired some, and want to hire more. I didn’t get the connection until they told me that respiratory therapist know how to operate machinery and that’s what the technicians do.