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

Posted October 24, 2019 by

Chipotle now covering 100% of tuition costs, even for part-time employees

It isn’t hard to admit: I’ve been a fan of Chipotle’s food since it opened a restaurant near my home about a decade ago.

If you’ve never been, think Subway but for burritos, tacos, and tortilla-less meals served in a bowl. Think concrete floors and lots of stainless steel. Think freshly cooked, savory meats. Think fresh, yummy guacamole. But I digress into a hunger causing diatribe.

Working in a restaurant — any restaurant — is not for the faint of heart. The work is usually fast-paced, customers can be jerks, and the hours often very early or very late. But it is good, honest, hard work. Every minute of every day your work is appreciated by customers who want a little treat, either in the sense of rewarding themselves or rewarding their taste buds. Or both.

Keeping workers happy and retaining them is an incredible challenge for almost all restaurants, especially those whose pay is at the lower end of the scale, which includes almost all fast-food restaurants. Let’s face it, you’re not going to get rich working in a fast-food restaurant, but you’ll earn your pay, you won’t get bored, and you’ll almost certainly make some great friends amongst your co-workers.

But now there’s another benefit to working at a fast-food restaurant. To be clear, not just any fast-food restaurant. Just Chipotle. At least for now. Chipotle, consistent with its mission to Cultivate a Better World, just announced an incredible tuition reimbursement program. Together with Guild Education, Chipotle will cover 100 percent of college tuition costs for all eligible employees, including hourly (crew) members. When I read that, I skeptically thought, “Yeah, but who will be eligible?” I’m often wrong, and this was one of the many times when I was very happy to be wrong.

The news here isn’t that Chipotle has a tuition reimbursement program. Yawn. Lots of employers, including College Recruiter, do. And the news isn’t even that the program covers 100 percent of the tuition costs. That’s a higher bar than most but, at best, evolutionary and not revolutionary. The news here is that to be eligible you need only have worked at Chipotle for four months (120-days, to be exact) AND work at least 15 hours a week. That’s right. Those working only 15-hours a week will get 100 percent of their college education paid for by Chipotle. That’s revolutionary. Kind of like their one-pound, barbacoa, burritos. But I digress again.

There are some limitations, but they’re VERY reasonable. Only certain degrees qualify, but there are 75 of them and range from high school diplomas to bachelor’s degrees in business or technology. The courses are online, but include VERY well respected schools like Denver University. Not satisfied with their schools? No problem. Chipotle will continue to offer its tuition reimbursement program, which allows eligible employees to be reimbursed for tuition up to $5,250 a year at the school of their choice. That’s not going to come close to covering the full cost of a typical, elite, four-year university, but it could easily cover a third or even a half at many state colleges and perhaps all of the costs of a community college. Or, slap that baby together with a nice scholarship or two and now you’re back into the free zone. Where you can enjoy a pork carnitas taco. With green chili. Mmmm.

College Recruiter, we believe that every student and recent graduate deserves a great career. That guiding principle leads us to push some employers to treat their employees better, sometimes by paying them better, sometimes by creating better working conditions, and sometimes by helping those employees achieve their life goals. With this new program, Chipotle is setting a new bar for other employers and, I hope, many others will follow their lead. Kudos, Chipotle.

Posted October 16, 2019 by

To hire students, you need to recruit on-campus. Right? Wrong.

At College Recruiter job search site, one of the biggest changes that we’ve seen over the past few years is the rapidly increasing number of employers who use time-to-hire, cost-per-hire, and productivity data to measure their sourcing partners, including college career service offices. Their findings are shocking to many.

For decades, employers believed that they had to travel to and recruit students on-campus if they wanted to hire “the best” candidates. Those beliefs were typically grounded on false assumptions. You’ve probably heard that productivity data shows that the more diverse and inclusive a workforce, the more productive is that workforce. But that means that an employer who only hires at a small percentage of the 3,000 four-year colleges and universities or the 4,400 one- and two-year colleges is undermining their own diversity and inclusion efforts. So the more targeted your campus recruiting efforts, the less diverse, inclusive, and productive will be your workforce. Ouch.

Another example? Many of our employer customers who have looked at their productivity data have discovered that the more elite the school the employee went to, the less productive is that employee. How can that be true? Because they leave far sooner than those hired from second or even third-tier schools. One of our long-time customers is an accounting and consulting company. They cut way back on their on-campus efforts in favor of hiring through what they call “virtual” sources like College Recruiter. Why? Diversity, inclusion, and productivity. They’re becoming school and even major agnostic, meaning they don’t really care what school you went to or even what your major was. They used to only consider accounting, economics, and finance majors. Now they embrace fine arts, Russian literature, and any other major. In their words, “we can teach an employee how to read a balance sheet but we can’t teach them how to think critically”.

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)

Photo courtesy of Shutterstock.

Posted October 04, 2019 by

What’s changing in talent acquisition?

We launched our job board, CollegeRecruiter.com, 23 years ago in 1996 but have seen more embracement of technology and data to drive decisions by employers in the past two years than we did in the previous 21 years combined.

Our employer customers used to talk about how they were using data to make decisions, but what many (not all) were actually doing was using data to justify decisions. Now, many and perhaps most are actually using data to make their decisions. Two, tangible results of that:

  1. Very few data-driven employers prefer to buy job postings on a traditional, duration-basis because they can see that performance-based postings are more effective, efficient, or both. By effective, I mean that they generate enough, quality candidates to allow the employer to meet its hiring objectives, whether they’re trying to hire one, 10, or 100 people through the posting.
  2. Most data-driven employers are either using programmatic technology to distribute their jobs or their vendors are. Programmatic job ad distribution is largely killing the ability of media to sell postings based upon proxies like how many registered users they have, site traffic, and whether they purchased a Super Bowl ad. But it is also leading to problems with diversity and inclusion, as too many employers and vendors are looking at only the effective cost per application (eCPA) to determine where to run ads and not considering that certain audiences are just going to be more expensive to reach and that it is worthwhile spending that extra money in some but not all cases.

Photo courtesy of Shutterstock.

Posted April 25, 2019 by

To hire students, you need to recruit on campus. Right? Wrong.

At College Recruiter job search site, one of the biggest changes that we’ve seen over the past few years is the rapidly increasing number of employers who use time-to-hire, cost-per-hire, and productivity data to measure their sourcing partners, including college career service offices. Their findings are shocking to many.

For decades, employers believed that they had to travel to and recruit students on-campus if they wanted to hire “the best” candidates. Those beliefs were typically grounded in false assumptions. You’ve probably heard that productivity data shows that the more diverse and inclusive a workforce, the more productive is that workforce. But that means that an employer who only hires at a small percentage of the 3,000 four-year colleges and universities or the 4,400 one- and two-year colleges is undermining their own diversity and inclusion efforts. So the more targeted your campus recruiting efforts, the less diverse, inclusive, and productive will be your workforce. Ouch.

Another example? Many of our employer customers who have looked at their productivity data have discovered that the more elite the school the employee went to, the less productive is that employee. How can that be true? Because they leave far sooner than those hired from second or even third tier schools. One of our long-time customers is an accounting and consulting company. They cut way back on their on-campus efforts in favor of hiring through what they call “virtual” sources like College Recruiter. Why? Diversity, inclusion, and productivity. They’re becoming school and even major agnostic, meaning they don’t really care what school you went to or even what your major was. They used to only consider accounting, economics, and finance majors. Now they embrace fine arts, Russian literature, and any other major. In their words, “we can teach an employee how to read a balance sheet but we can’t teach them how to think critically”.

College Recruiter believes that every student and recent graduate deserves a great career. Our customers are primarily Fortune 1,000 companies, federal government agencies, and other organizations who want to hire dozens or even hundreds of students and recent graduates of all one-, two-, and four-year colleges and universities for part-time, seasonal, internship, and entry-level jobs.

In this historically tight labor market, are you struggling to hire the dozens or even hundreds of well-targeted, well-qualified students and recent graduates for part-time, seasonal, internship, and entry-level jobs? Would it make sense to either schedule a 30-minute call so that I can better understand your hiring challenges or email those to me so that I can make specific recommendations for how College Recruiter can help?

Courtesy of Shutterstock

Posted April 25, 2019 by

Are you posting “everywhere” when you post your job to college career service office sites?

Recruiting on-campus along with posting on-line has certainly gained traction over the past decade or so, but I would urge those who post on-line to do some research into their vendors. Just as no two schools are alike and, in fact, they’re almost all quite different and deliver very different returns on investment, the same goes with job search sites, whether those are tied in with specific schools or serve a broader and, therefore, more inclusive audience.

Recent estimates put the number of job boards, job search sites, job marketplaces, etc. (different names for the same thing) at about 100,000 worldwide with about 50,000 of those in the U.S. Take out the cookie cutter sites where you have one organization powering multiple sites and everything about those sites is identical other than the look-and-feel and you’re down to about 10,000 U.S. sites. Take out the sites which are run more as hobbies and generate negligible traffic and you’re down something like 500 to 1,000 sites. Take out the aggregator, general, and other such sites which are primarily targeted to candidates with more than a few years of experience and, therefore, not a good fit for students and recent graduates and you’re down to about a dozen. Take out the sites which only allow access to students from certain schools and therefore exclude students from other schools and, realistically, virtually all recent graduates and you’re down to a handful.

Employers who want to pursue a “post everywhere” strategy to build a diverse and inclusive candidate pipeline from students and recent graduates not just from a small number of four-year colleges where the employer goes on-campus but all of the other 7,400 one-, two-, and four-year colleges should be looking at the sites that align with that strategy. On the other hand, if your program is unable or unwilling to consider candidates from a broad range of schools — there are sometimes very legitimate reasons why that is such as the major required is only offered at 10 schools — then you’re going to want to use sites which are only accessible to students from those schools.

Another factor to consider: scalability. Are you looking to hire one person here and one person there and their skill sets are quite unusual? Then you’re going to want to zero in on the sites that allow you do a lot of filtering based on the profiles of the candidates or the sites that offer good matching technology. And for the matching sites, don’t just take their word that their tech works well as much of the matching technology out there is awful. Just as you’d do your due diligence with considering going to a new school, you need to do your due diligence when adding a new job board vendor. But if you’re looking to hire dozens, hundreds, or even thousands into the same or similar roles, can your job board partner provide data to you to demonstrate that it has successfully delivered well-targeted candidates at that scale for similar roles for other, similar employers? Again, do your due diligence.

Photo courtesy of Shutterstock.

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.

Posted April 23, 2019 by

There isn’t a shortage of talent. There’s a shortage of well-qualified talent finding your jobs.

For many employers, this is an incredibly frustrating labor market. Technology has made it easier than ever for candidates to apply to jobs so employers typically say that quantity isn’t their issue but quality is. But why?

College Recruiter believes that every student and recent graduate deserves a great career. Our customers are primarily Fortune 1,000 companies, federal government agencies, and other organizations who want to hire dozens or even hundreds of students and recent graduates of all one-, two-, and four-year colleges and universities for part-time, seasonal, internship, and entry-level jobs.

How is College Recruiter able to help so many of the largest and well-known employers in the country hire so many great candidates? A lot of reasons, but a key one is that we license the world’s best search technology — Google’s — to match up candidates who know what kind of a job they’re looking for but might not guess at the job title or other keywords that your organization uses in its ads. Most job boards use dumb search technology, so if an employer posts a job using RN for the job title and the candidate searches for registered nurse positions, they’ll be like two ships passing in the night. But College Recruiter will match that employer with that candidate. 

We’ll also prioritize the search results based upon a bunch of factors, including how motivated that employer is to hire that candidate (those who want to hire more or faster rank higher so they get more well-qualified candidates faster) and even how long it will take the candidate to get to the job whether they want to commute by walking, bicycling, transit, or driving. Try telling a college career service office website that you only want to look at jobs within 15-minutes walking distance from campus. 

Oh, and we fully automate the process of adding, editing, and deactivating your postings without you having to lift a finger. Heck, you don’t even have to create an account on our site.

In short, College Recruiter is built from the ground-up with the needs of large employers in mind. You’re not trying to hire one, unique candidate. You don’t have all of the time in the world like some SMB’s do. We get that. Want some proof? Let’s set up a 30-minute call to talk through your hiring challenges or email those to me. Either way, I’ll make specific recommendations to you for how we can help.

Posted April 03, 2019 by

How to optimize your job posting ads in the era of Google for Jobs and Google Cloud Talent Solutions

College Recruiter was one of the first job boards to replace its proprietary job search technology with what is now called Google Cloud Talent Solutions (CTS).

We went live about 15-months ago in January 2018 and have been very, very happy. As I discussed on a recent episode of The Chad and Cheese Podcast, the results we’ve seen have been superb: far more candidates searching far more jobs and far more applying to those jobs. In addition, our costs have plummeted because we’re saving a ton of development and customer service time.

But the transition has also been eye opening to us in terms of pretty minor adjustments that very few employers are either aware of or are willing to make yet which would yield great results for them. Here are just some:

  • Include compensation, even if it is a range. Most employers are still reluctant to disclose compensation range because, they typically claim, it undermines their ability to negotiate with the candidate. That reveals a problem with their negotiation skills and that’s understandable, but fix the negotiation skills. Some employers want to underpay employees and that’s why they don’t want to reveal the salary ranges, but it isn’t 1952. Employees can easily find out if they’re fairly paid and those who aren’t will become disgruntled and leave, which leads to a lack of productivity and so any money they may have saved in wages will more than be offset by the productivity issues.
  • Include street address, city, state/province, postal code, and country for every job. If the jobs are remote, denote that in your location field using a word like “remote” so that Google can easily identify those. Without the street address, Google has a harder time figuring out the exact location of the job and that leads to problems with the new commute search feature. College Recruiter built a bunch of code to get around this problem, but few job boards will do that. If we don’t get the street address, we use the Google Maps API to look-up the address and then we feed that to the CTS API, but some employers have multiple locations in a city and so our look-up may identify the wrong location. Also, some employers don’t have every location listed in Google Maps, such as those who have field offices. If your field office isn’t listed, then a Maps API look-up won’t work properly. Our search is now commute time driven rather than location driven. With Google CTS powering 4,000 job boards and ATS sites, the days of looking at candidates looking at location and inferring commute time are, thankfully, quickly coming to an end.
  • I know from The Chad and Cheese Podcast that Chad Sowash and Joel Cheesman hate the use of words like “ninja” in job descriptions and that’s fair, but the use of those words isn’t a problem if the employer also uses more standard language like “sales representative.” The standard language will allow CTS to infer what the job is about, and it is amazing how accurately CTS does that.
  • For years, Joel and other SEO experts have tried to convey to employers and others that they need to think of a job posting as a web page and that web pages need to be SEO optimized. That’s still the case, but isn’t as critical as it used to be because Google is smarter than it used to be. Still, the most important signal to Google and therefore to job boards and ATS that use CTS about what the job is about is the job title. Do not use internal jargon like SE II to refer to a Software Engineer Level 2. In fact, don’t refer to “Level 2” at all because that’s only meaningful internally. Use for the job title language like, “Software Engineer Team Lead” as that’s more meaningful externally. If your lawyers tell you that you need to use SE II, well, get new lawyers or stop lying about what they’re telling you as that’s bullshit. Second, use the internally approved language in the body of the job description but use externally accepted language in the job title field.
  • Think about Amazon recommendations when writing a job title. If you like A, you’ll also probably like B. Include language like that in your job descriptions. “If you like math, then you’ll love this job as our programmatic job ad buying manager”. Google will understand that someone who searches for jobs using the keyword “math” should be shown that job because of the keyword, but it will also understand to show that job to someone who searches for jobs using keywords like statistics and physics. This is starting to happen. One of our employer customers is hiring hundreds of people for a maintenance technician job and they started to see respiratory therapist applying. They interviewed some, hired some, and want to hire more. I didn’t get the connection until they told me that respiratory therapist know how to operate machinery and that’s what the technicians do.