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

Posted March 31, 2020 by

Ask the Experts: Start date for employment delayed due to Covid-19

Question:

I was about to start a new job but my employer is telling me that I can’t until after COVID-19 is resolved. Do I wait around for them? What if it takes them a lot longer to bring me on than I can afford? What if they never bring me on and terminate my employment before I even start? What if I go to work for someone else and then this employer wants me to start?

First Answer:

Congratulations on your new job.

My initial question is: what is the rest of their employee population doing? Presumably, most people are working remotely. I would approach the hiring manager and ask if you can do the same.

Layout a specific strategy for how you will ramp up, taking the responsibility for introducing yourself to people, learning the organization’s technical tools, and understanding what and how your boss would like to receive in terms of work product. If there’s an onboarding system you can access online, so much the better. 

It’s unlikely that anyone new will hire you until the COVID crisis subsides, so I would do your best to work with your new employer. Even if you didn’t already sign a contract with a specific start date (which gives you more leverage), hopefully, the organization will be sensitive to your situation.

— Alexandra Levit, author of They Don’t Teach Corporate in College

Second Answer:

To all of these questions I would ask one in return: What do we know for certain about how COVID-19 will impact us next week?

The answer to that is simple, nothing is certain when it comes to COVID-19. With this uncertainty looming over, when starting a new job you need to try to get as much clarity as possible on the current opportunity while creating a contingency plan.

To get clarity, reach out to the employer and ask if there is an opportunity to begin work remotely, or part-time while the company navigates COVID-19. This will allow you to potentially begin work and show flexibility with the downside of it being at partial hours or pay. As COVID-19 could continue on for many more weeks also establish a set a timeline, either bi-weekly or monthly, for employment status check-ins with HR or management.

What I can say with certainty is that you want to keep this employment option open as COVID-19 is effecting employment rates and making the market extremely competitive. While you are maintaining regular check-ins and showcasing adaptability to your potential new job, continue to build your virtual network, apply for new roles, and build new skills. This will ensure that if you have to pivot due to the employer ultimately terminating the offer or taking too long to officially hire you, that you will be ahead of the game.

If you are a university student and this opportunity was for your summer job, begin thinking of a back-up plan now, as there are only so many summers you get during your university career. Back-ups can include online summer courses, pursuing a remote internship, and if the internship market is saturated looking to international internships completed remotely, or, developing a new skill by completing an online course in project management, foreign language, software system or more.  

Jillian Low, Director of University Partnerships for CRCC Asia

Third Answer:

This is a difficult response in a challenging time for anyone to receive. No doubt disappointing, deflating and demotivating. That said, the employer may be saving you some disappointment down the line when you’ve got less opportunity to pivot. Most of the ‘what if’s’ won’t be able to be answered for some time so now is a good time to add to the eggs in your basket. 

Since this employer thinks highly enough of you to want to employ you, consider following up to see what projects you might be able to work on remotely in the near term. If they don’t have any at the ready, suggest some that might be of interest to them based on what you already know of the industry. It’s also a good time for back-up options to pursue jobs with other employers. That might mean reaching out to career services to set up interviews, or doing so on your own, with the employers who are still recruiting. It might mean finding some micro-internships on sites like Parker Dewey. It may also be a good time to take a step back and read some of the many prognosticators out there talking about what COVID 19 is likely to mean for the job market 3, 6, 9 months from now and see which industries are expected to benefit. Do any new interests or ideas emerge?

Of course, it’s never a bad time to network and letting folks know of your current status would make sense. Remember that everyone is going through a lot of uncertainty so starting off your network outreach with a ‘how are things for you’ rather than ‘here’s what I need from you’ is likely to get a far better response.

Pam Baker, Founder and CEO of Journeous

Fourth Answer:

Do I wait around for them? What if it takes them a lot longer to bring me on than I can afford? Considering the current situation, having any opportunity at a possible job is a chance many people would love to have.

In my opinion, I would definitely weigh my options. It depends on your current situation and if you can afford to have your future employer turn you down after weeks or months of waiting.

If this employer terminates your contract before you even begin, then they made a more decision to even begin the hiring process when they didn’t have the resources to follow through. 

In my last thoughts, I would encourage you too always have multiple job offers and opportunities on the table so you remain the power position. It’s frustrating as a job seeker when you put all your eggs in one basket and that basket doesn’t turn out successful.

Lorenz Esposito, Digital Marketer at Potentialpark

Fifth Answer:

In my opinion, the best course of action is to try to get an assurance from your new employer that your job offer is solid and won’t be rescinded.  I would try to get it in writing. Be polite about your request, and simply explain that you are a bit anxious due to the outbreak of covid 19 and you’re dotting your i’s and crossing your t’s.

If your employer writes you that the job offer is solid, I would take him at his word. If your employer won’t put it in writing, then I think it’s fair for you to try to secure another job.

These are uncertain times, and we are all navigating through them. If you go work for someone else, the best way to possibly keep the door open at the first employer is to write a heartfelt note that due to financial circumstances, you felt it prudent to take another job and that you hope he understands.

— Vicky Oliver, author of 301 Smart Answers to Tough Interview Questions (Sourcebooks, 2005) and Bad Bosses, Crazy Coworkers & Other Office Idiots (Sourcebooks 2008).

Photo courtesy of Wikimedia and author, Barnellbe.

Posted April 26, 2019 by

What are the consequences to students who renege on job offers?

I’ve been participating in an interesting discussion in a listserv managed by the National Association of Colleges and Employers. Most of the readers are talent acquisition leaders from Fortune 1,000 and other large employers and college career service office professionals. A small percentage of readers are like me in that they work for organizations which, in one way or another, help college and university students and recent graduates find great careers.

The discussion that prompted me to write this blog article is about whether employers should report to a career service office that a student who accepted a job offer later reneged on that offer. One employer volunteered that they do send lists of those reneges to the career service offices. I wonder if that employer and others like them are providing any context provided to the reasons for the student reneging on the offer or any opportunity provided to them to provide the context.

Let’s be honest, sometimes the student reneges on their employment-at-will relationship because they change their mind and we can point a finger at them as the party to blame, if there is a need to assign blame. But what if an objective, third-party would actually point to the employer? Reasons are numerous, such as when employers oversell the opportunity, materially change the compensation or position, the hiring manager is terminated or reassigned, a family emergency prevents the student from starting, the employer pivots or even eliminates the business unit that recruited the student, the economy very suddenly and very dramatically changes as it did in 2008, etc. 

Realistically, if an employer is going to report student reneges to the career service office, what do we expect the career service office to do with that information? Wouldn’t it make sense that there would be negative repercussions to the student, and are we trying to help that student or are we trying to punish them and dissuade future students from reneging, much like imprisoning criminals punish the perpetrator and, perhaps, dissuade others from committing the same crime. Do we want to model our college and university recruitment programs on the criminal justice system?

For the career service offices who are accepting the renege information from the employers and maybe even soliciting it, are you doing the same from the candidates? What about employers who renege on their offers? If you’re punishing the student in some way such as banning them from further use of your services, are you levying the same punishments against the employers? 

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 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 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 June 12, 2018 by

When and how HR tech can engage gig workers in your organization’s culture

If there is one person who knows about how HR leaders can and should choose the right technology tools, it is Sarah Brennan. Brennan is Founder and Chief Advisor at Accelir, where she dedicates herself to improving the impact of technology on people, business and the future of work. She partners with the companies that build the technology and she educates the companies that use that technology. Brennan was also selected to be an official SHRM 2018 blogger. I interviewed Brennan about how she is seeing the impact of the growing gig economy, and how HR leaders should be using (and not using) technology to engage their contracted and gig workers.  (more…)
Posted March 26, 2018 by

How to tweak your summer internship program

 

Talent acquisition leaders can learn from real-time feedback this spring to improve their summer internship program. Recruiters have been working hard to warm up summer intern candidates, and there are several things they can listen for and communicate back to increase your hiring success. We interviewed Dr. Robert Shindell of Intern Bridge to gather some great insight, we combined it with our own expertise and pulled together 11 slides full of practical and impactful tips to improve your summer intern hiring (more…)

Posted March 19, 2018 by

Redefining the role of the college and university relations recruiter

Recruiting and advertising for open positions has changed. Before industrialization, virtually every place of employment was a solo or small operation. Without power, it was difficult to scale anything. All of a sudden with electricity, you could have factories with production lines. Employers needed to quickly go from having a couple people working in their facility to maybe even hundreds or thousands.

Advertising for jobs nowadays is mostly done through social media, networking, and employee referrals. When you only need to hire a few people, chances are you already know them. In that case, no advertising is needed. Steven Rothberg, President and Founder of College Recruiter, explains that if you now have to suddenly start hiring dozens, hundreds or thousands, it’s very unlikely that you’re going to know enough people to fill those positions. Rothberg recently presented “Redefining the Role of the College and University Relations Recruiter,” and we share his takeaways here.   (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…)

Posted February 14, 2018 by

What about the gig economy employers should build into their workforce analysis

 

HR leaders, as you do a workforce analysis, do you see the gig economy as a threat or an opportunity? I checked in with Mona Tawakali, Vice President of Digital Strategy with KRT Marketing to get insight into this question. Tawakali has not only done extensive research on the trend and the impact of the gig economy, but her team is also continually hearing from employers about how the new world of work is changing their strategies.

Overall, your organization should see the growing gig economy as an opportunity. Business leaders understand the increasing need for agility, and the gig economy lends itself nicely to being nimble. With people working gigs or projects, it becomes easier to scale up or down more quickly. You can “change your workforce for the skills you need” at the moment, says Tawakali. This is especially beneficial for startups, small businesses and growing companies. The effect of this, she says, is a more efficient economy overall. (more…)