ARTICLES, BLOGS & VIDEOS

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

Posted January 08, 2020 by

How the CIA uses productivity data to win support for its D&I programs

Most of Fortune 1,000 companies, government agencies, and other employers who hire dozens or even hundreds have diversity and inclusion programs because their talent acquisition and other human resource leaders know that the more diverse and inclusive a workforce, the more productive is that workforce.

But many and perhaps most of these TA and HR leaders struggle to get the resources they need for their D&I programs. Why? Because these TA and HR leaders have not been able to win support for these programs from their CEO, CFO, and other C-suite executives.

At our College Recruiting Bootcamp on D&I at EY, our 17th employer user conference, our closing keynote presenter was Roynda Hartsfield, former Chief of Hiring for the CIA’s Directorate of Digital Innovations (DDI) and current Head of Talent Acquisition for Excel Technologies, LLC. Roy wowed the 125 people in the room plus the hundreds watching the livestream as she walked through how she and other members of her team at the CIA first used data to demonstrate to its C-suite how their most diverse and inclusive teams were also their most productive teams and then won the resources to make the CIA’s diversity and inclusion efforts even stronger.

After her presentation, Roy was joined on the stage by panelists:

  • Gerry Crispin, Principal and Co-Founder for CareerXroads and Co-Founder of TalentBoard.org, which works to improve the candidate experience by defining, measuring, and improving the treatment of job candidates;
  • Ankit Somani, Co-Founder for AllyO;
  • Marjorie McCamey, Corporate Development for intrnz and Corporate Recruiter for Franklin Templeton.

Are you struggling to win the resources you need from your C-suite? Watch the one-hour video:

Want to learn more about how College Recruiter helps Fortune 1,000 companies, government agencies, and other employers who hire at scale reach diverse candidates? Go to http://www2.CollegeRecruiter.com/advertising2 or email us at Sales@CollegeRecruiter.com.

Posted January 08, 2020 by

How to recruit employees with Asperger’s Syndrome

Conferences can be tremendous opportunities to learn, but too many conferences cover the same topics over and over and over again and sometimes it is even the same presentation by the same speaker. But not always. Sometimes, the topic is new to the attendees, or presented in a markedly different manner.  

At our College Recruiting Bootcamp on D&I at EY, our 17th employer user conference, our featured presenter was Jo Weech, President & CEO of Exemplary Consultants. Jo shared with the 125 talent acquisition leaders in the room plus several hundred watching the livestream how and why leading employers are reaching out to candidates with Asperger’s Syndrome not just because it is the right thing to do, but because it makes business sense to do it.

After her presentation, Jo was joined on the stage by panelists:

  • Keca Ward, Senior Director of Talent Acquisition for Phenom People;
  • Jon Kestenbaum, Executive Director of Talent Tech Labs;
  • Janine Truitt, Member of College Recruiter’s content expert board and Chief Innovations Officer for Talent Think Innovations; and
  • Lois Barth, Principal and Human Development Expert for Lois Barth Coaching & Consulting Services.

Are you debating whether to recruit people with Asperger’s or struggling to retain them? Watch the one-hour video:

Want to learn more about how College Recruiter helps Fortune 1,000 companies, government agencies, and other employers who hire at scale reach diverse candidates, including those with Asperger’s? Go to http://www2.CollegeRecruiter.com/advertising2 or email us at Sales@CollegeRecruiter.com.

Posted November 26, 2019 by

What’s the best career advice College Recruiter’s founder wishes he had received early in his career?

Probably the best career advice that I ever received came from Marvin Granath, senior vice president for the Human Resources – Legal office of Honeywell Inc.

Marv was my boss for the last year that I was at Honeywell and he reported to the CEO. What Marv taught me — both verbally and by allowing me to watch him in action — was the importance of building a strong network and using corporate politics not just for his benefit but the company’s. 

Marv planted seeds every hour of every day. He continually looked for ways of creating win-win situations by helping others accomplish their personal and corporate goals. He did so not on a quid pro quo basis but instead knowing that some of his assistance would go unrewarded but some would greatly help him reach his personal and corporate goals. When he needed help, people throughout the company would be eager to do whatever they could, not just because it was their job but because they truly wanted to help him as a tangible way of showing him their appreciation for the help he had provided to them days, weeks, months, or even years earlier and without precondition. 

Marv passed away a decade ago, but he continues to inspire me.

Posted November 05, 2018 by

From internship to full-fledged career: how one Fortune 500 company is recruiting from within

 

Author: Kate-Madonna Hindes

Investing in entry-level workers creates greater job stability and more opportunities for advancement for employees, contributing to a more economically vibrant society.(Rockefeller Foundation)

Every single day, new relationships are forming, and interns are turning into full-time employees. Across thousands of different companies, H.R. and recruiting departments are making long-term investments for maximum growth and profitability. Smart companies are taking note while searching for interns to see if they have the qualities they are looking for in full-time employees.

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Posted August 06, 2018 by

Wrapping up your summer internship: Reflect and connect the dots

 

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

Posted July 03, 2018 by

Preparing young women for gender inequality in the workplace

Career Resources Specialist Laveda Joseph has been noticing that at Wake Technical Community College, her female students are often unaware of the gender inequality that exists in the “real” world. Despite recent momentum toward equal pay, and the #MeToo movement, Joseph doesn’t see awareness increasing on campus. Anne Tomkinson, Senior Manager of Human Resources and Operations at D.C. Public Charter School Board, shares Joseph’s passion for helping young women prepare for the realities of the workplace. That’s not to say they accept status quo. On the contrary—the advice they share here should help young women advocate for themselves, build their confidence, and understand how to react when faced with inequality.

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Posted May 17, 2018 by

Empowering managers to own employee engagement

 

HR leaders can empower managers to own their employees’ engagement and retention. I spoke with Anne Tomkinson, who is Senior Manager of HR and Operations at DC Public Charter School Board. Not only does her expertise stretch over all aspects of employment relations, employment law, strategic planning and program management, she also knows how to empower managers and give them the tools they need to develop and engage their team members. It’s less complicated than you might think. Tomkinson is an official SHRM 2018 blogger, and you can read more of her insight at HRunderground.wordpress.com. (more…)

Posted May 16, 2018 by

The transformation to HR positive: Interview with HR trailblazers

 

What does it mean to be HR Positive? I spoke with two HR leaders who are blazing their way to a new perception of HR at their own organizations. Cecilia Clark, Senior HR Generalist at Schwan’s, supplements her HR career with a background in Finance, so she is an expert in connecting business and HR strategy to positively affect the bottom line. Chris Orozco, at Win-River Resort and Casino, turned Human Resources into Team Member Relations, which he currently leads. They are both official SHRM 2018 bloggers, and you can read more of their thoughts on Cici’s own HR blog, and Chris’ personal blog “Create: Life and Leadership by Design.” (more…)

Posted April 13, 2018 by

Build your leadership skills as an entry-level employee: Interview with Cy Wakeman

 

As an entry-level employee who wants to grow professionally, you hear constantly that you must build your leadership skills. What does that even mean, and how do you know you’re building the right leadership skills? I interviewed Cy Wakeman, an international speaker on leadership and management, and President and Founder of Cy Wakeman, Inc. She has a fantastic and authentic philosophy of leadership, and I’ve shared major takeaways from our interview below, including what not to learn from your manager, how to request and handle feedback, and tips for women.  (more…)

Posted March 09, 2018 by

Skills training for entry-level employees: Hard and soft skill bootcamps

There is a disconnect between employers and younger employees about the skills which are important in the workplace.

As far as I can tell, managers have almost always been, on average, older than their employees and those managers have almost always fretted about the lack of skills those employees bring to the workplace, especially younger employees. This isn’t a millennial phenomenon but an age-old generational phenomenon.

For a while now, I have noodled on why so many employers spend so much time and energy complaining about young adults and their lack of workplace-related skills. These employers want to pay these people entry-level wages, and yet they seem to forget that means that their employees will have entry-level skills. But maybe they don’t need to. Maybe the employees can have better skills before they report to their hiring managers. (more…)