February 20, 2015 by Steven Rothberg
STEM. Virtually every small, medium, and large employer in the country would love to hire additional recent graduates and students with science, technology, engineering, or math degrees. These employers often ask our account management and client services team for suggestions for how we can help those employers hire those with bachelor’s degrees in computer science and sometimes even those with bachelor’s degrees in computer science with a specialty in computer or cyber security.
We knew that the number of these highly skills technology workers were few but we didn’t appreciate just how few until our data science team did some labor market research. We’re making the Excel containing the details of our computer and cyber security labor market research available for free download but, at a high level, we found:
February 06, 2015 by Steven Rothberg
If you are or are soon to be a recent graduate or an employer who plans to hire one, then this salary survey information should be of great interest to you.
The highest paying industry for 2015 graduates from four-year colleges and universities is oil and gas extraction, according to NACE’s January 2015 Salary Survey. The rest of the top five top-paying industries all deal with manufacturing. Employers in oil and gas extraction expect to pay their new college graduate hires starting salaries that average nearly $68,000.
Other industries that project to be top-paying for these graduates are motor vehicle manufacturing, chemical manufacturing, food and beverage manufacturing, and computer and electronics manufacturing, all of which are offering salaries that average more than $61,000.
January 26, 2015 by Steven Rothberg
Human resource departments have always understood the need to efficiently manage the flow of information about people who want to work for our organizations.
Several decades ago the need for efficiency led to the popularization of applicant tracking systems and those have allowed employers to greatly reduce their costs-per-hire, time-to-hire, and ability to defend themselves in lawsuits. That’s all good but with the good often comes some bad.
At niche job board College Recruiter, we see ATS from the vantage point of our employer clients as well as the millions of actively searching recent grads and students who use our site and more passive candidates who we reach via targeted email, targeted mobile banner, and targeted display ad campaigns. As you might expect, many of them get pretty frustrated and the most highly qualified and therefore most sought after candidates tend to give up because, well, they can. Continue Reading
January 07, 2015 by William Frierson
As an employer, how much have you thought about diversity at your company? If you have not considered it, then you are missing out on an opportunity to create a healthy mix of thoughts and ideas that could lead to increased business. In addition, a diverse workplace shows potential employees that you embrace people being original and unique. However, diversity should not be something that you feel forced to implement, but have a desire to do so. If you want to achieve more diversity in your workplace, check out the following tips for your hiring process. Continue Reading
December 10, 2014 by William Frierson
Did you know that 99% of the companies that have hired military veterans want to hire more?
There are many good reasons for hiring vets:
- Vets are typically better educated than their civilian counterparts
- Vets are eligible for free relocation
- Vets represent an elite subset of the market (only 24% of 18-24 years olds can join)
- Vets are trained to be goal-directed and detail-oriented
December 09, 2014 by William Frierson
You’ve probably heard the quote that you know that half of your advertising is working but you don’t know which half. At College Recruiter, we help ensure that all of your ads work by targeting them to the grads and students who you want to reach the most.
There’s nothing worse than spending money when you don’t need to – and that’s why using targeted banner ads and emails to reach specific types of candidates is a smart move. Instead of a ‘shotgun approach’ to hit everyone out there, College Recruiter’s targeted banner and emails deliver your ads just to the exact candidates you need to fill your entry-level jobs and internships. Continue Reading
December 08, 2014 by William Frierson
For the past decade, Gerry Crispin and Mark Mehler of CareerXroads have surveyed thousands of employers about where their hires originated. This reliable study (you can get your copy here) consistently points to three top sources:
- Employer career sites; and
- Job boards.
December 05, 2014 by William Frierson
You may find this surprising – but 74% of talent acquisition leaders say that their organizations do a poor job of using metrics in their recruiting process.
Why? Some of it is lack of time – but a good portion simply don’t know what numbers are available and what can be done with them. But sometimes even when you know what numbers you want, you’re charged more money by your ATS or job board “partner” for access to your own numbers. At College Recruiter, we think that’s wrong. In fact, we automatically provide detailed reports every month for job postings and every targeted banner ad and targeted email campaign so that our clients know how many candidates saw the ads (branding) and how many of those clicked through to the employer’s web site to apply. Continue Reading
December 04, 2014 by William Frierson
Have you ever noticed how recruiting ‘experts’ and ‘pundits’ tell you that – more is better?
It isn’t. What’s the use of getting hundreds of applicants if they aren’t high quality? When you’re on the line for filling your organization’s open positions, you need quality applicants that meet your needs – not dozens of ‘poor fits’. Wouldn’t you rather get 20 applications and have 10 of them be good fits than get 200 applications and have 12 of them be good fits? Continue Reading
December 03, 2014 by William Frierson
There are a few companies out there that every candidate knows – Google, Facebook, IBM, Microsoft, and so on.
Then there are the rest of us. Our organizations provide as good of a work environment as the ‘big boys’ – maybe better! But if candidates don’t know who we are, our hiring efforts become more challenging. Continue Reading