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

Posted October 15, 2019 by

Why are apprenticeship programs so much more popular in Europe than the U.S.?

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.

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.

Photo courtesy of Shutterstock.

Posted October 14, 2019 by

How mobile-friendly is your application process?

By Robin Porter

Tom, a 38-year-old long haul truck driver, spends most of his time on the road—often going weeks at a time without seeing his wife and two young children. He’s worked hard to earn his degree online, so he can find a job that lets him be at home with his family.

Now Tom’s in job-search mode. Given the nomadic nature of a trucking job, he has to submit applications when and where he can. That’s why he’s thankful for smartphones—even if it’s sometimes a pain to fill out applications on a small screen (so many questions, and why does he have to re-enter his job history when he’s already uploaded his resume?). However, with limited access to secure computers, it’s all he’s got.

A couple of job applications have been user-friendly. More often, though, the frustration of trying to get through the tedious and detailed online application process on a phone, combined with his tight schedule, forces Tom to abandon his applications to get back on the road. It’s not his choice, but he has schedules to meet. Sometimes, he wonders if he’ll ever be able to settle into a job that will allow him to watch his kids grow up…

Someone who’s as industrious and goal-oriented as Tom, our fictional truck driver, would be an asset to any company. If he applied to your company, would he be interviewing with you right now, or would he be lost in the system because he applied on a mobile device?

Before you wave away the idea that the devices applicants use make a difference in his or her employment prospects, consider that, according to the Pew Research Center, 81% of adults in the U.S. now own smartphones, with the breakdown in ownership by age as follows:

  • Age 18-29: 96%
  • Age 30-49: 92%
  • Age 50-64: 79%

And consider another recent study by Glassdoor, the employer and salary review site, which found that 58% of their users look for jobs on smartphones—and in fact prefer to apply that way.

That’s a lot of job seekers you could be missing out on, if your online application process isn’t mobile-friendly.

Who Applies via Mobile?

Most mobile applicants tend to be in the mid-phase of their careers, with 55% in the 35-44 age range. The largest group—52%—are women, and in general, mobile applicants tend come from industries and occupations where their work doesn’t keep them within range of a computer. Think restaurant, health care, retail, construction, manufacturing or transportation workers like our friend Tom.

Even if you don’t specifically hire in those industries, how many good candidates who have decided to transition to your industry might you be overlooking—without even realizing it?

The Effects of Mobile-Friendly Application

Glassdoor’s study found that mobile job seekers complete 53% fewer applications and take 80% longer to complete each application. The difficulty of completing applications—a CareerBuilder study found that 60% of jobseekers quit in the middle of an online application due to length, complexity or even formatting issues—is not only discouraging for the applicants, it could eventually become a negative for your company as jobseekers abandon your site for more user-friendly postings.

Now, if we’re being honest, in an employer’s market it might not be a significant issue. However, when the market favors job seekers and you have to compete for talent, your applicant pool could shrink considerably—especially as the capabilities of mobile devices continue to expand.

And if you think that a challenging online application process separates the serious applicant from the less-serious ones, think again. The top-notch candidates you’re searching for know what their time is worth, and their patience for an unnecessarily complicated process is as low as anyone else’s.

The Costs of Mobile-Unfriendly Application

Appcast, a developer of programmatic job advertising technology, did a benchmark study that examined the U.S. hiring market in 2018. Among their findings was a 24.5% increase in mobile device clicks from 2017 to 2018. Nearly half of all applies, 47.10%, came from a mobile device in 2018, up drastically from 30.05% in 2017—a 54.93% increase in mobile applications.

The Appcast study further found that recruiters who use more streamlined platforms that shorten the length of the application process cut their cost per applicant almost 250% by reducing the time to complete an application from 15 minutes to just five. Consider that in the cost-per-click pricing model, recruiters pay per click—whatever the candidate does beyond that initial click. When unwieldly application forms translate into abandoned applications, you’re still paying for those clicks even if they don’t result in a job candidate.

As Tom, our trucker friend, and other job seekers rely more and more on mobile devices to search and apply for jobs, it’s vital for employers to adapt their online application processes to reflect the latest technology and application practices. Glassdoor’s study showed that when a job was promoted as mobile-friendly, the number of job applicants increased as much as 11.6%. How many more promising applicants would you have to choose missing out on if you made your online application process mobile-friendly?

Today might be the best day to make that calculation. And the first day of a new era in your recruitment process.

Sources:

Being away from home for weeks on end can put truckers’ mental health at risk, and there’s no solution in sight,” by Rachel Premack, businessinsider.com, June 18, 2018.

Mobile Fact Sheet,” by Pew Research Center, pewinternet.org, June 12, 2019.

The Rise of Mobile Devices in Job Search: Challenges and Opportunities for Employers,” by Daniel Zhao, glassdoor.com, June 2, 2019.

Study: Most Job Seekers Abandon Online Job Applications,” by Dave Zielinski, shrm.org, March 8, 2016.

Is Poor UX Hurting Your Chances of Finding Good Employees?” by Samuel Harper, uxdesign.cc, July 14, 2019.

2019 Recruitment Media Benchmark Report,” by Appcast, info.appcase.io, 2019. (Note: link opens to a download form)

Posted October 08, 2019 by

Lists you need to make when you start your job search

Many job seekers, especially those who are more toward the beginning than end of their careers, struggle to decide what kind of a job they want to do. For those, we recommend pulling out a legal pad and dividing it into four columns:

  1. Competencies
  2. Interests
  3. Values
  4. Compensation

Under competencies, list in a few words everything you’re good at, whether it is career-related or not.

Under interests, list everything that catches your attention, whether it is career-related or not. 

Under values, list everything that matters to you, whether it is career-related or not. 

Under compensation, list all of the things that you want and need to do which cost money and estimate how much each costs per month or year.

Now, look for commonalities in the first three columns. Are there items which are in the competencies, interests, and values columns? Circle those. Now look at the items which are circled and consider those along with your compensation needs. Can you do any of the circled items for work — even part-time — and meet your compensation needs? If so, you’ve just found at least one career path.

Courtesy of Shutterstock.

Posted September 03, 2019 by

How do I decide what kind of a job to look for?

Many job seekers, especially those who are more toward the beginning than end of their careers, struggle to decide what kind of a job they want to do. For those, we recommend pulling out a legal pad and dividing it into four columns:

  1. Competencies
  2. Interests
  3. Values
  4. Compensation

Under competencies, list in a few words everything you’re good at, whether it is career-related or not.

Under interests, list everything that catches your attention, whether it is career-related or not. 

Under values, list everything that matters to you, whether it is career-related or not. 

Under compensation, list all of the things that you want and need to do which cost money and estimate how much each costs per month or year.

Now, look for commonalities in the first three columns. Are there items which are in the competencies, interests, and values columns? Circle those.

Now look at the items which are circled and consider those along with your compensation needs. Can you do any of the circled items for work — even part-time — and meet your compensation needs? If so, you’ve just found at least one career path.

Photo courtesy of Shutterstock.

Posted July 18, 2019 by

New, free job search engine for career service office and other sites from College Recruiter

College Recruiter believes that every student and recent graduate deserves a great career.

About 2.5 million students and recent graduates of one-, two-, and four-year colleges and universities use our website a year to find part-time, seasonal, internship, and entry-level jobs. They do so at no charge. Our revenues come from employers who pay to advertise the jobs with us. 

Do you have students who search your site but don’t find a lot of jobs which match their interests, perhaps because they grew up in another state and want to find a job back there? Just have your web developer drop this code onto your resource page or wherever your students would go to search for a job:


<!– begin iframe-board –>
<div class=”iframe-board”>
<iframe style=”width: 100%; height: 800px;” src=”https://cr.careersitecloud.com/” frameborder=”0″></iframe>
</div>
<!– end iframe-board –>

Your students will have instant access to thousands of internships and entry-level jobs. They can search by category, location, keywords, and even sign up to get new jobs emailed to them. When they see jobs of interest, they’ll click the ones of interest and go straight to the employer’s website to apply. To be clear: they will not be sent to College Recruiter or any other job search site.

There’s no fee to add this new feature to your site, which should make it far easier for your students to find the jobs they want. What we get out of it will be more candidates going to the jobs advertised by our employer customers, which will make them happier and that will, in the long run, make us happier.

Want to see what the search looks like. Here you go!

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 by StockUnlimited.com

Posted May 27, 2019 by

Paid vs unpaid internships are key to landing a well-paying job upon graduation

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.

Image courtesy of Shutterstock

Posted May 20, 2019 by

2019 job market best for college grads since 2017

Want more evidence that the job market facing this year’s college grads is the best in years? Actually, the best in 12 years, if you want to get technical.

According to the Class of 2019 Student Survey by the National Association of Colleges and Employers, graduating college seniors who had applied for full-time jobs received an average of 1.10 job offers, the highest rate of average job offers in 12 years.

That students who are merely applying for jobs are, on average, receiving more than one job offer is consistent with NACE’s Job Outlook 2019 Spring Update, which reported that U.S. employers plan to hire 10.7 percent more graduates from the class of 2019 than they did from the class of 2018.

Posted May 13, 2019 by

I’m willing to do anything. Why can’t I get hired?

I founded the company out of which College Recruiter. We’ve been helping students and recent graduates find great careers for 28 years, which is about six years more than the typical college grad has been alive.

One of the most common questions that we get asked by students and recent graduates is why they can’t get hired by an employer despite being willing to do any work asked by that employer. The response is almost always a variation of, “Well, that’s the reason. Employers don’t want to hire people who are willing to do anything. Few have the time and fewer still have the patience to coach candidates.

Corporate recruiters — those who work in-house for a specific employer — are typically evaluated based upon how many people they hire. If they take extra time to help you or work with you to figure out which of their openings you’re best suited for, chances are that they could have helped their employer hire multiple people in that same amount of time. Third-party recruiters (also known as headhunters or executive recruiters) are under even more time pressure as they’re typically paid a straight commission only when a candidate they refer to an employer is hired by that employer. For them, time truly is money.

Your skills are transferable to a wide variety of roles. I get it. You’re willing to just get your foot in the door and then work your way up. I get it. You’re happy to work for just about any sized organization, provided that it is a dynamic, growing company. I get it. You’d be happy living where you currently do but are also more than willing to relocate at your own expense. I get it. You just want a chance to prove yourself. I get that too and so do the employers that you’re contacting, but the sad truth is that most don’t really care.

Make their job easy. Commit to the type of organization for which you wish to work, maybe a few metro areas that you already have ties to, and a handful of roles and then pursue those with a vengeance. When you apply, be sure that they know that you’re really applying to the specific job by customizing your cover letter and resume to perfectly fit the job. You’re applying for a sales position and the job title the employer uses is “account manager”? Then be sure that your cover letter and resume use “account manager” to describe the work you’ve done and the work you want to do. Their job title states that they want a candidate with a major in computer science but your school calls that information technology? Then be sure that your resume states that your major was, “Computer Science (Information Technology)” or something along those lines.

Oh, and when you do start to engage with the recruiter, be sure that everything you talk about is for the benefit of the employer. They’re a multinational with offices in Chicago, Kansas City, Fort Lauderdale, and Barcelona? Great, but if the recruiter you’re talking with is filling a role for the Chicago office then don’t tell her that you’d love to work in Barcelona someday unless she asks you if you’d be open to starting with the firm in Chicago and a year or two from now working out of the Barcelona office. She’s trying to fill a seat in Chicago, not Barcelona.