ARTICLES, BLOGS & VIDEOS

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

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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.

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 07, 2019 by

Merging Technologies and People for the Workforce of the Future

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

AI offers tremendous opportunities to those in talent acquisition and human resources as well as society as a whole, but also poses some threats.

On December 10, 2018, hundreds of talent acquisition and other human resources leaders gathered in Mountain View, California and remotely via live stream to participate in the College Recruiting Bootcamp on AI, organized by job search site, College Recruiter, and hosted by Google.

Our featured presentation was delivered by Alexandra Levit, author of Humanity Works, speaker, consultant, futurist, Chair of the DeVry University Career Advisory Board think tank, and expert in all things workplace.

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Posted September 22, 2018 by

8 tips for how to hire nurses

Nurses. Year-after-year, we hear from hospitals, doctors’ offices, and other organizations how frustrated they are in trying to hire nurses, whether they are entry-level, recent graduates or have years of experience.

Before I dig into some suggestions for how any organization can hire more nurses, let’s first examine whether the underlying premise of a shortage is even true. Well, it’s true. “Currently there are nearly three million jobs for registered nurses, and there are more than 2.9 million licensed RNs, which doesn’t seem like a significant shortage,” said Joe Dunmire, executive director of Qualivis. “But 21 percent of licensed RNs are not engaged in patient care, which makes the actual deficit nearly 700,000.” To make that worse, Qualivis expects that there will be more than a million RN vacancies by 2024, which is more than twice the deficit of the last major nursing shortage.

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Posted August 16, 2018 by

Understanding the advantages of the gig economy

 

The workforce has been evolving due to the integration of technology in our society today. “Sometimes all you need is a cell phone and a laptop and you can do many kinds of work remotely,” states Jo Weech, CEO and Principal Consultant of Exemplary Consultants. Weech provides business management consulting to small businesses and start-ups. Here, she offers insight into what the gig economy is and how students and recent graduates can take advantage of the opportunities that come along with it.

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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 30, 2018 by

How four factors will help you find your dream job

College Recruiter regularly is asked by job seekers, “What kind of a job should I apply to?” If this question has been racking your mind too, stick around for a little, we’re going to help you out. Many young adults aren’t sure what they want to do with their major. They don’t know what kind of employer they should be looking for. This can be puzzling and extremely frustrating. Here, Steven Rothberg, President and Founder of College Recruiter, dives into the four primary factors that you need to focus on in order to end up with an outstanding career.

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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 June 06, 2018 by

How college students and grads can make the most out of their summer internship

 

If you are starting a summer internship you’re most likely very excited, but also nervous. Here we offer some expert advice from Dr. Robert Shindell, President & CEO of Intern Bridge and Pam Baker, Founder & CEO of Journeous. These experts want to help you get the most out of your internship. In our interview with them, we discussed how you should approach the program, how to overcome the trickiest parts of getting started, how to avoid some of the most common mistakes, and what you can learn from even a poor internship experience.

Watch the full half-hour interview with Shindell and Baker at https://youtu.be/WGS-1apIpCA

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Posted April 12, 2018 by

How do you pay students and recent graduates when 10 percent don’t have bank accounts?

 

SHRM18 Blogger GraphicI have learned a lot over the years about millennials, and more recently, Gen Z, and how employers can and should recruit and engage them. Recently, however, I learned something new.

I was recently offered the opportunity to be one of the official bloggers for The Society for Human Resources Management national, annual conference, being held in Chicago in June 2018. I felt honored and thrilled about the opportunity to learn from presenters, moderators, panelists, and exhibitors prior to the conference. I learned something about millennials from Alicia Blanda, managing partner of ATM at Work and exhibitor at #SHRM18 (more…)