ARTICLES, BLOGS & VIDEOS

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

Posted March 18, 2019 by

How does the rapid adoption of AI by recruitment technology providers impact the advice college career service offices provide to students?

Last week, I had the good fortune to be a panelist for an event hosted by Elmhurst College in Elmhurst, Illinois. The roughly two dozen attendees were mostly college career service office professionals who were members of the Chicago Career Professionals Network (CCPN).

The topic of conversation for this meeting was artificial intelligence and the impact it is having and will have on how students and recent graduates find employment. The career service office leaders wanted to know whether the advice they’ve been giving to students for years and sometimes even decades needed to be updated.

John Sumser of HR Examiner delivered the opening presentation after which attendees asked questions of the panelists: Elena Sigacheva, product manager for Entelo; Jason Trotter, human resources business partner for Allstate; and me. Watch the video below to learn:

  • What is artificial intelligence and machine-learning and its relationship to recruiting?
  • How are employers / recruiters currently using AI and how they may use the technology in the future?
  • How should college career service office and career coaches advise students to effectively navigate the new recruiting landscape?

Photo courtesy of Shutterstock.

Posted March 15, 2019 by

Are diversity and inclusion hiring efforts undermined by the shift to programmatic, CPC job advertising?

Over the past couple of years, College Recruiter has undergone a remarkable transformation. As was the case since the dawn of recruitment advertising a few hundred years ago, all of our employer customers were advertising their part-time, seasonal, internship, and entry-level job opportunities with us on a traditional, duration-basis such as $X for 30-days.

Today, virtually all of the postings on our site are pay-for-performance such as cost-per-click and most of those are programmatic, meaning that the jobs we receive and the CPC we receive are based upon pre-set rules created by the employer customers, their advertising agencies, or their job distributors. Hopefully, that quick overview helps to illustrate why I wrote above that our people, process, product, and price have undergone a remarkable transformation.

I thought that readers of this blog would appreciate a little information about what we’re seeing happening in the marketplace right now. Some of the traditional, ad agencies are doing a good job in terms of advising their customers as to what CPC’s to pay, what jobs to distribute, expectations, etc. Some aren’t.

A common theme across almost all ad agencies — but not all — is that the overriding metric of success is minimizing the CPC and/or eCPA. I understand the desire to use objective metrics like that, but I’m also hearing frustration from some on the employer side who are appreciating their reduced costs per and time to hire but concerned about the negative impact these programs are having on their diversity and inclusion hiring efforts and, therefore, the long-term productivity of their workforce. 

What a small number of employers and advertising agencies are starting to appreciate is that the lowest CPC and lowest eCPA typically translates into a higher percentage of candidates coming from a smaller percentage of sources, which reduces the diversity of the applicant pool. Note that when I talk about diversity, I’m not just talking about race or gender. I’m also talking about socioeconomic and other such backgrounds. If a disproportionately large number of applicants come from low cost, general aggregators, then the candidate pool will also be general and therefore anything but diverse.

A couple of the ad agencies we work with are segmenting their budgets so they allocate $A to general aggregators; $B to industry-specific, niche sites; $C to geographic-specific, niche sites; $D to college-specific sites; etc. Within each of those groups, they use CPC and eCPA as measures of success, but they don’t expect or need the CPC or eCPA for the niche sites to be as low as those from the aggregator sites.

From what we can see on our end, most of the job exports from the advertising agencies are being managed to minimize CPC and eCPA instead of the more nuanced approach that we’re starting to see from a small number of other, more cutting edge ad agencies whose clients value a diverse and inclusive candidate pool so much that they’re willing to pay for it. Talk can be cheap, but these ad agencies and their customers aren’t just talking the talk, but they’re also walking the walk.

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

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…)

Most popular applicant tracking systems, as ranked by OnGig

Posted January 23, 2019 by

Does underlining text mess up a resume when applying through an applicant tracking system?

There are thousands of ATS, but only a small percentage dominate the market. Some of the most popular ATS such as Oracle’s Taleo are widely used by many of the largest organizations and have changed little over the years. Others are sold by start-ups and tend to be far more modern in their approach. And, of course, some fall somewhere in the middle. My point here is that we must not generalize. What works well for one ATS is a disaster for another. In fact, because employers often customize their ATS, what works well for one employer may be a disaster for another even though they’re using the same ATS company.
It is true that the formatting in a PDF is typically passed onto the recruiter if the ATS allows the candidate to upload a PDF (some don’t) and if that ATS passes that PDF to the recruiter (some only use the PDF to extract or parse the data) and if the recruiter chooses to look at the PDF (some don’t). The reality is that candidates can spend a ton of time formatting their PDF only for it to never be seen by the recruiter or hiring manager because the ATS may simply parse the resume in an attempt to complete required and optional fields such as first name, last name, email, street address, city, state, zip, most recent work experience, etc.

(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…)

Posted June 07, 2018 by

What qualities and skills should your university relations team possess?

 

When talent acquisition leaders select their own recruitment team members who will fill their organization’s entry-level roles, what kind of people should they look for? Specifically, given generational changes and changes to HR technology, do you know what qualities will serve your college or campus recruiters best? I spoke with Paula Harvey, who is VP of Human Resources at Schulte Building Systems. In addition to championing strategic, fun, and global HR, she is Board Director at the SHRM Foundation, and was selected to be an official SHRM 2018 blogger. She gave her insight into what makes a great university relations recruiter.  (more…)