ARTICLES, BLOGS & VIDEOS

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

LinkedIn head office

Posted February 23, 2019 by

1,000’s of colleges invested heavily to advocate for LinkedIn over the past decade. Did they do so wisely?

LinkedIn recently published a summary of the demographics of its users. The results were quite interesting.

I think that we can all agree that thousands of college career service offices and leaders have invested massively over the past decade in advocating and, in some cases, requiring their students to become members of LinkedIn. Quite frankly, I’m a fan and very active user of LinkedIn, as is the job search site company that I founded some 28 years ago. So I’m not writing this to denigrate LinkedIn nor the career service offices and leaders who have invested so much of their time, energy, and resources in promoting it to their students. What I’m wondering is whether all of that advocacy has been worthwhile and if, in hindsight, different decisions should have been made.

A few numbers that jumped out at me and which surely will provoke some thought and, hopefully, discussion amongst readers of this blog article:

  • 13 percent of young adults are members.
  • 44 percent of LinkedIn users are active on a monthly basis, from which I infer that about 5.7 percent of young adults use LinkedIn on a monthly basis.
  • 26.1 percent of LinkedIn users are in the U.S., from which I infer that about 1.5 percent of U.S., young adults use LinkedIn on a monthly basis.

There are approximately 20-million students who are currently enrolled in U.S. one-, two-, and four-year colleges and universities plus another 20-million recent graduates for a total of 40-million students and recent graduates. If 1.5 percent of them are active LinkedIn users, that’s about 600,000 users.

Now, I understand that some of my inferences may be off and I would be happy to be corrected as to the actual number of active users who are U.S. students and recent graduates, but if my numbers are correct, then they indicate to me that the tactics and strategies employed by thousands of colleges for years have not born the fruit they should have. So, I ask, should colleges continue to promote LinkedIn to their students — sometimes even to the point of requiring the students to register in order to graduate — and, if so, how should that promotion be different tomorrow than it was yesterday?

Posted February 14, 2019 by

Why including video in your job board postings is crucial if you’re trying to hire students and recent grads

They say that video killed the radio star. At least that’s what The Buggles sang way back in 1980. Could they have actually been singing about the death of text-only job posting ads? Doubtful, but I suppose possible.

So although I doubt that The Buggles were considering job posting ads while writing out the lyrics of that iconic song, I do think that video is killing the text-only job posting ad. Why? There are 86 million members of Gen Z, they’re beginning to enter the workforce, and they rely upon YouTube and other video sites for information far more than their Millennial older siblings and even more so than their Gen X and Baby Boomer parents.

Our friends at Google recently conducted a survey with Qualtrics Research to better understand how 18- to 24-year olds decide who to date. The decision of who to date is not quite the same as who to work for, but there are similarities. Some 41 percent of this age cohort learned about dating apps like Tinder through online video sites like YouTube. Taken alone, that number didn’t surprise me. But it did when I found out that it meant that 57 percent more of this age cohort found out about dating apps using online video sites than did 25- to 34-year-olds.

In addition to using video to learn about dating, Gen Z uses video for just about all kinds of learning. Indeed, 80 percent of teens turn to YouTube as a source of information. Why does this matter to employers? Because a generation that prefers to learn through video is going to be more likely to apply to a job posting from your competitor that includes video instead of your posting that does not.

A few years ago, College Recruiter embarked on what others in the job board industry told us was foolish: to exponentially increase the number of postings on our site with embedded video by offering that feature for free to our employer customers. Today, hundreds of thousands of the postings on CollegeRecruiter.com have video embedded into them, even though most job boards don’t allow employers to embed video. Of the minority of job boards that do offer that feature, most of those are very large and charge employers a fortune. Our strategy to encourage the inclusion of video isn’t unique, but it sure is unusual.

Quite simply, College Recruiter believes that every student and recent graduate deserves a great career and we’re passionate about the candidate experience. Anything that we can do to help the job seekers using our site find that great career in a way that creates a better experience for them is something that we’re going to want to do. And video fits that description perfectly.

Whether you’re posting a single job for 30-days or using our JobsThatScale product to help you hire dozens or even hundreds, we’re going to want you to embed your YouTube employment video into your posting and we make it really, really easy for you to do that…for free.

Posted February 09, 2019 by

Selecting and Qualifying the Right Job Board Partners

“It is literally true that you can succeed best and quickest by helping others to succeed.” – Napolean Hill

Mission Possible

Many companies craft mission statements that help guide the way they do business and create a certain company culture. Unfortunately, surveys show that these statements have very little influence on how many companies actually do business.

According to Wikipedia, a mission statement is intended to “guide the actions of the organization, spell out its overall goal, provide a path and the framework or context within which the company’s strategies are formulated.” That sounds noble – and even essential – for a successful company, and yet, in the daily hustle to meet customer needs, hit business targets and respond to competitive threats, these “guiding principles” are often the first things to slip. So, we understand why many people are skeptical about their value.

However, research also shows that the most successful companies are those that have teams focused around a common purpose and have deeply socialized guiding principles. They accomplish this by putting them into practice every day instead of letting them gather dust in a binder or simply serve as wall decorations.

What’s more, the most outstanding companies have “outward facing” principles, which means they have guidelines not just for creating a positive corporate culture, but also for how they interact with their customers. When deciding on a supplier or vendor, for any aspect of your business, including job boards and other recruitment vendors, it’s important to understand what motivates them and guides their actions.

Partnerships vs. Suppliers

For the most part, the “supplier-customer” relationship is straightforward. The supplier provides the product or service that the customer needs. And, the customer chooses a supplier based on price, features, quality, service levels, etc. But what if we take this relationship to the next level?

For instance, instead of viewing a recruitment services vendor as simply a supplier of candidates, begin to think of them as your partner – someone who is striving to help your business succeed by providing the right candidates for the right positions. In order to do this effectively, the vendor needs to know more than just the job description. They must understand the company/industry, the culture, the challenges, the “real” requirements, and more. This necessitates a partnership.

The difference between a supplier and a true partner is that partnerships are built through:

  • Transparency, candor, and empathy – There is trust, which is built on open, honest communications and a desire to understand your business and its needs.
  • Collaboration – Which requires active listening in order to discover how to bring more value to the relationship and tailor services to meet client needs.
  • Accountability – Partners want to exceed expectations, provide measurable results and offer performance guarantees.

Creating Value for our Partners

Let’s face it, one-way relationships are not very fulfilling. At College Recruiter, we believe that every student and recent graduate deserves a great career. And, we believe that a strong partnership with our customers must be two-way – with each party holding the other accountable for upholding their side of the “bargain” We understand that establishing mutually beneficial relationships with our partners – whether they are employers, advertising agencies, recruitment process outsourcing (RPO) organizations or universities – is critical to our success and yours.

“We think you’ll find working with College Recruiter to be like a breath of fresh air,” said Faith Rothberg, Chief Executive Officer. “We believe in creating a great candidate and recruiter experience, and we’re passionate about the customer experience. We want to be more than just a ‘supplier’ – we sincerely want to form a lasting partnership with those we work with.”

At College Recruiter, we value:

  • Honesty and integrity
  • Enthusiasm, tenacity, and fun
  • Unparalleled customer experiences
  • Critical thinking and problem solving
  • Teamwork and collaboration
  • Continuous improvements

Doesn’t that sound like a company you’d like to partner with? Of course, actions speak louder than words. That’s why we stand behind our job postings, targeted emails, mobile banners, and display banner ads, and guarantee results for clients. From our management team and advisory board to our content panel and our employees, we select people who share our values. And, whether its targeted emails or job postings, branding campaigns or diversity solutions, College Recruiter delivers for our partners.

In fact, we have a long list of client partners that love us! Listen to what they have to say:

“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.” –Leapforce, Inc.

“The support that you provide is outstanding. Thanks!” — Recruitment Center, Central Intelligence Agency

“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!!!!” — Sequoia Financial

“College Recruiter has been working as a great resource for our Talent Acquisition team! Our inbox has been flooded with applications from quality candidates, a bit overwhelming but we will take it!” — University Relations and Recruiting Coordinator, HGST, a Western Digital Company

“I was completely blown away by College Recruiter’s data and analytics.” — Kara Yarnot, member of College Recruiter’s board of advisors and former head of talent acquisition for SAIC and college relations for Boeing

Making a Match

At the risk of sounding cliché, finding the right job board partner can be a bit like dating. You have basic requirements, but since a great recruiter needs to know your company or agency quite intimately, there are other aspects to consider when forming a partnership, such as:

  • Is there chemistry?
  • Do their values align with yours?
  • Are they well-managed and ethical?
  • Do they listen more than they talk? (No one likes a date who talks about himself/herself all night!)
  • Are they responsive?
  • Do they offer any type of guarantees?
  • Are they willing to offer references or direct contact with other customers?

Whether you work with College Recruiter or another job board, be sure to find the right fit for you. This will not only lead to a higher quantity and quality of applicants but also savings in both time and money over the long-term.

If you’d like to connect and talk about partnerships opportunities, visit http://www2.CollegeRecruiter.com/home or call 952-848-2211.

 

College Recruiter is the leading job search site used by students and recent graduates of all 7,400+ one-, two-, and four-year colleges and universities who are searching for internships, part-time jobs, seasonal work, and entry-level career opportunities. Our customers are primarily Fortune 1,000 companies, federal government agencies, and other employers who want to hire dozens, hundreds, or thousands of students and recent graduates per year. Our mission is to connect great organizations with students and recent graduates.

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.

(more…)

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.

(more…)

Posted February 07, 2019 by

How AI Can Better Our Education, Careers, and Businesses

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.

University relations, talent acquisition, and other human resource leaders from corporate, non-profit, and government organizations gathered on on Monday, December 10, 2018 at Google for a highly interactive, collegial, and informative day of learning. It was goal of the organizer, College Recruiter, that the hundreds who attended either in person or via livestream left with a roadmap for how they and their organizations could not only survive, but also thrive by using AI to enhance their existing talent acquisition tactics and strategies.

This video captures the opening keynote and related panel discussion at the College Recruiting Bootcamp on AI at Google. (more…)

Posted February 07, 2019 by

Why should I use a job board to recruit students and recent graduates?

 

A potential customer of College Recruiter just asked a great question of our sales team. We’re trying to convince them to advertise their internships on our job search site as we know from experience that we will deliver an excellent return on investment to them. Quite simply, their profile is a perfect fit: Fortune 1,000 employer with thousands of employees and they hire hundreds of students and recent graduates a year.

So, what’s the problem? As a good, potential customer does, they communicated their key concern or, as a salesperson would call it, objection. The customer, through their advertising agency, said that they don’t advertise their internship roles because they hire all of them through on-campus, career fairs. Our response:

(more…)

Posted January 21, 2019 by

Is matching technology the silver bullet that employers (and some vendors) want it to be?

Merriam-Webster defines a “silver bullet” as something that acts as a magical weapon, especially if it instantly solves a long-standing problem. Sounds to me like the promises that a lot of vendors make to potential customers, including promises made by some HR tech vendors to employers. 

A recent episode of The Chad & Cheese Podcast (note the capitalized The, as in The Ohio State University, but I digress) caused me to ruminate about this subject, and if there’s one thing about rumination that I don’t like, is that it often ends up as vomit. The guest was the bright and likeable Claire McTaggart, chief executive officer of SquarePeg. During the episode, Claire described her company’s mission, product, customers, pricing, and value proposition and then the hosts, Joel Cheesman and Chad Sowash, passed judgment. In short, they liked her but not her business model. There were a number of aspects of her business to like but also some deal killers, chief among them the reliance on matching technology. Joel listed examples of sites which had claimed to have superb matching technology but essentially no longer exist including JobFox, Jobster, and Climber. What the hosts did not take the time to dive into, nor was that episode the appropriate time to do so, was why none of these sites have been able to make matching technology work and why that may be an impossible task, at least for certain roles.

(more…)

Posted December 13, 2018 by

Video, slides, and recap of College Recruiting Bootcamp on AI at Google

 

Wow, did we ever receive great feedback from Monday’s College Recruiting Bootcamp on AI at Google. I thought I should share some highlights:

  • All 200 available tickets sold-out almost a week ahead of the event thanks, in part, to promotional efforts by the Association of Talent Acquisition Professionals, CareerXroads, Recruiting Brainfood, and Jibe.
  • A handful let us know that they couldn’t attend. We gave their tickets to people on the waitlist.
  • Attendees at the Sunday evening reception, sponsored by TalentNet Inc., enjoyed crab, steak, grilled vegetables, adult beverages, and more than a few laughs.
  • Whitney Selfridge, Google’s Product Marketing Manager, and Faith Rothberg, College Recruiter’s Chief Executive Officer, warmly welcomed the hundreds who attended in-person and via the live stream, which was sponsored by AllyO.
  • I delivered an overview of how AI is already being used in the recruitment industry.
  • Tarquin Clark, Director of Partnerships and Go To Market for Google’s Cloud Talent Solutions, delivered the opening keynote on how AI can better our education, businesses, and careers. He then moderated a panel discussion featuring Roopesh Nair, President and Chief Executive Officer of Symphony Talent; Jayne Kettles, Co-Founder and Chief Product Officer for gr8 People; Joe Essenfeld, Chief Executive Officer and Founder of Jibe; and Justin Lumby, Vice President of Technology Strategy for TalentNet Inc.
  • Alexandra Levit of PeopleResults and author of Humanity Works delivered the featured presentation on how technology and people will merge in future workforces. She then moderated a panel discussion featuring Jennifer Sethre, CEO and Founder of Intry; Wahab Owolabi, Recruiting Manager for Rubrik; Jared Bazzell, Talent Acquisition Manager – Campus for CDW; and Doug Berg, Founder of ZAPinfo. Thanks to ZAPinfo, 100 attendees received a copy of Alexandra’s excellent, new book.
  • After a delicious lunch sponsored by our partner, Google, we were treated to the closing keynote by John Sumser of HR Examiner on AI, the algorithms, and who owns the outcomes. He then moderated a spirited discussion with panelists Jeff Dunn, Campus Relations Manager for Intel; Derek Zeller, Director of Recruiting Solutions and Channels for ENGAGE Talent; Richard Rosenow, Workforce Planning Analyst for Facebook; and Heather Bussing of the Law Offices of Heather Bussing.

(more…)

Posted December 03, 2018 by

Interview by Peter Clayton of Total Picture about the College Recruiting Bootcamp on AI at Google on Mon 12/10/2018

 

One of my favorite people in the recruitment industry is Peter Clayton of TotalPicture Media. Without a doubt, he is the most knowledge and capable videographer in the industry. When I hear that he’s involved in a project, I know that the project will go well.

Peter and I recently sat down…about 1,266 miles apart, to discuss next Monday’s College Recruiting Bootcamp on AI at Google. Over the past decade, College Recruiter has organized 16 of these one-day conferences for talent acquisition and human resource leaders. All have essentially broken even, none have lost much money, and none have made much money. And that’s the way we planned them. We wanted to do something that would enable us to give back to the recruiting industry and a no-pitch, educational conference that moves around the country seemed like a great idea as there is a tremendous amount of turnover in talent acquisition and human resources, especially amongst those whose primary focus is the recruitment of people early in their careers, including college and university relations recruitment leaders. (more…)