ARTICLES, BLOGS & VIDEOS

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

Posted June 25, 2019 by

Not all Job Boards are Created Equal

Over the years, we’ve seen a lot of creative job postings, including ads on subway stations and bus stops asking riders if they like the direction they’re heading or posing the question “How was your day at work?” Then there was the ad appealing to Twilight fans that pictured a row of pencils with sharp red tips and the tagline “We thirst for more creative blood.”

In today’s tight job market, job postings are not only becoming more inventive, but they’re showing up in unlikely places, such as coffee cups, bathroom stalls, pizza boxes and of course, social media, in addition to established job boards.

The fact is, employers have a lot of options when it comes to job postings. The trick is finding a way to stand out from the crowd, engage the right prospects and make your company memorable—without breaking the bank. This is especially important for smaller employers trying to compete with the big, recognizable names in their industry.

While its up to you to get the creative juices flowing when developing your actual job posting, College Recruiter can help you get more for your money by targeting the right candidates.

Why post an ad on our website rather than general job boards?

At College Recruiter, our audience is college students and recent grads, exclusively. As a small- to mid-sized employer, chances are you’re looking for entry level employees, which are typically those candidates that recently graduated and are looking for their first or second job. In addition, many students need part-time jobs while attending college in order to pay their way. These part-time jobs and/or internships often lead to successful full-time employment. And, developing a relationship with a student early on can give smaller companies a leg up on larger enterprises.

To make the most of your ad budget, reaching the right audience is key. College Recruiter believes that every student and recent graduate deserves a great part-time, seasonal, internship or entry-level job, which is why our interactive media solutions, including job postings, are designed specifically to make great connections between college students or recent grads and employers.

In fact, we are the leading interactive, recruitment media company used by college students and recent graduates to find great careers! And, because of the niche we serve, your $75 ad posting works much harder than it would on a general job board.

Studies by Appcast and eQuest across hundreds of job boards, thousands of employers, and millions of jobs show that a typical job posting on a typical job board delivers only one candidate to an employer. College Recruiter is delivering more than eight times the industry average, meaning that you’re far more likely to hire the person you need far more quickly and less expensively.

We make it easy.

Because we work with companies of all sizes, we understand that every company has unique recruiting needs and resources. We also recognize that small- to mid-sized companies typically don’t have the staff or budget to manage a complex recruiting campaign. That’s okay.

At College Recruiter, we make the process of posting jobs easy. Our fully automated system can get your posting online in the time it takes you to enter the job posting information and pay. Of course, if you need more assistance or expert advice, our experienced team is ready and willing to lend a hand.

But, don’t just take our word for it. Here’s what a couple of our clients have said about our recruitment solutions:

“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!!!! — Director of Human Resources, Sequoia Financial

“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.” — Recruiter, Leapforce, Inc.

To learn more about College Recruiter and how we can help you reach the right candidates, visit us at www.collegerecruiter.com.

Posted June 12, 2019 by

If Your C-Suite Is Not Supporting Your Diversity Efforts, Ask Them How Many Left-Handed Employees They Have

Numerous studies show that the more diverse an organization’s workforce is, the more productive they are. In fact, research from McKinsey found that companies that are diverse by gender and ethnicity, outperform their peers financially by 35%!

And yet, it can still be a challenge for some talent acquisition teams to get buy-in for their diversity efforts from CEOs and other leaders. Without this support from the top, it’s virtually impossible to create a diversified workforce.

“Organizations must see diversity as an essential element of their strategy, rather than a trend or an accessory,” notes Kimberly Jones, Global Talent Acquisition Specialist and Founder of Kelton Legend, a multi-dimensional talent acquisition strategy organization. “If your leadership team doesn’t see the value of diversity, you can make a strong business case — there is plenty of research that supports the fact that diverse businesses are more competitive.”

Jones suggests an interesting twist to the diversity conversation: Start by asking talent acquisition leaders how many left-handed employees they have. Think about it: If you’re a consumer goods company, designing instruments such as scissors, and you don’t have left-handed engineers or designers, how can you produce a product that is effective for everyone? You’re probably not producing products that are as functional as they could be. And, since approximately 30% of the population is left handed, you’re only marketing to 70% of the people. Why would you intentionally lose out on market share?

This principle applies to gender, ethnicity, age and people who are differently-abled. Without a diverse team, you’re missing out on the valuable perspectives and distinctive contributions that come from a blend of people.

Jones adds: “Forget the assumption that there is a ‘norm’ — we are all different. And we should all have an opportunity to contribute our unique talents.”

Using Diversity to Attract Diversity

The other hurdle that companies must get over is creating a diverse talent acquisition team. Having diversity on your talent acquisition team accomplishes two things:

  • It shows that your company values diversity and provides an accurate representation of your workforce (if you have a diverse workforce).
  • It helps a wide variety of potential candidates relate better to your team and your company.

Jones recommends thinking beyond just gender or ethnicity and include different personalities, such as introverts and extroverts. Most companies think that recruiters should be naturally extroverted but imagine a highly-qualified candidate who is an introvert and feels uncomfortable trying to communicate with these outgoing, gregarious people, especially in a crowded career fair or other recruiting event. Some positions, such as engineers or accountants may not require an extroverted person. Companies that fail to relate to all candidates may miss out on some extraordinary talent.

The bottom line: Organizations that fail to embrace diversity may be less productive and less financially successful. They risk losing opportunities due to bias, even if those biases are unconscious.

“Unfortunately, you can’t teach someone to be unbiased,” said Jones. “It’s a result of a lifetime of teaching and experiences. However, you can make people more aware of their biases and teach empathy. That should be our goal.”

To hear more from Kimberly Jones, check out our video interview:

Or visit www.keltonlegend.com to learn more about Kimberly and her talent acquisition strategies.

Ernst & Young's world headquarters in Hoboken, New Jersey

Posted May 14, 2019 by

Tickets now available for College Recruiting Bootcamp on D&I at EY

Diversity and inclusion have long been goals of leading employers, but the motivations behind those goals have been mixed. For some employers, diversity and making their workforces more inclusive was just something that they felt was the moral thing to do. For other employers, it was legally compelled. Fortunately, more employers are discovering that the more diverse and inclusive their workforce, the more productive is that workforce.

Join your fellow university relations, talent acquisition, and other human resource leaders from corporate, non-profit, and government organizations on Thursday, December 12th at Ernst & Young’s new, world headquarters across the Hudson River from Manhattan for a highly interactive, collegial, and informative day of learning. It is goal of the organizer, College Recruiter, that you’ll leave with a roadmap for how you and your organization can not only survive, but also thrive by enhancing your existing diversity and inclusion talent acquisition tactics and strategies.

Due to the generosity of our host, Ernst and Young, we are able to bring this event — our 17th College Recruiting Bootcamp — to you at a far lower cost than comparable conferences.


Welcome Reception, Wednesday, December 11, 2019

5:00pm – 8:00pm WOW Suite, W Hoboken Hotel, 225 River St, Hoboken, NJ 07030. Hosts, organizers, presenters, panelists, and attendees are welcome to join us for hot and cold appetizers, light dinner, premium wine and beer, and more than just a few good laughs.

8:00pm – ?? If the weather is nice, we’ll join panelist Gerry Crispin for a guided walk four blocks from the W Hoboken Hotel to Castle Point on the campus of Stevens’ Institute of Technology where you’ll see where Henry Hudson moored his ship when he discovered…wait for it….the Hudson River, and the best view of New York City. Gerry will share a great (old) story about the brass cannon embedded there and a nice, short tour of the campus.

Conference Agenda, Thursday, December 12, 2019:

8:30am – 9:30am Registration and casual, continental, networking breakfast.

9:30am – 9:35am Welcome from Natasha Stough, Americas Director of Campus Recruiting for host Ernst & Young, and Faith Rothberg, Chief Executive Officer of organizer College Recruiter.

9:35am – 9:40am Why Should We Care About Diversity and Inclusion?

Presenter: Steven Rothberg, President and Founder of College Recruiter

9:40am – 10:00am Opening keynote: How EY built a better workforce through gender, ethnicity, sexual orientation, disability, and generational diversity and inclusion

Presenter: Ken Bouyer, Americas Director for Inclusiveness Recruiting for Ernst & Young

10:00am – 10:50am Panel discussion

  • Dawn Carter, Director, Early Careers for Intuit
  • Kim Wells, Director, EMBA & Executive Education for Howard University School of Business
  • Pam Baker, Member of College Recruiter’s Content Expert Board and Founder and CEO for Journeous
  • Kara Yarnot, Manager of College Relations for Boeing; Vice President, Talent Acquisition for SAIC; former Founder of Meritage Talent Solutions; member of College Recruiter’s board of advisors; and Vice President of Strategic Services for Hireclix

10:50am – 11:10am Networking break

11:10am – 11:30am Featured presentation: How to recruit employees with Asperger’s

Presenter: Penelope Trunk, Founder of Math.com, eCityDeals, Brazen, and Quistic and one of the world’s most widely read career advice experts

11:30am – 12:20pm Panel discussion

  • Keca Ward, Senior Director of Talent Acquisition for Phenom People
  • Paula Golladay, Schedule A Program Manager for the Internal Revenue Service
  • Janine Truitt, Member of College Recruiter’s content expert board and Chief Innovations Officer for Talent Think Innovations
  • Lois Barth, Principal and Human Development Expert for Lois Barth Coaching & Consulting Services

12:20pm – 1:20pm Catered lunch break

1:20pm – 1:40pm Closing keynote: Winning over the c-suite: How the CIA’s talent actuation leaders use productivity data to win support for its D&I programs

Presenter: Roynda Hartsfield, former Chief of Hiring for the CIA’s Directorate of Digital Innovations (DDI)

1:40pm – 2:20pm Panel discussion

  • Gerry Crispin, Principal and Co-Founder for CareerXroads
  • Sahil Sahni, Co-Founder for AllyO
  • Nijhier-Aleem Lattimer, Program Coordinator for Howard University Ralph J. Bunche International Affairs Center
  • Bruce Soltys, Director of Campus Recruiting for Prudential; Senior Human Resource Program Manager of University Relations, Diversity Talent Partners, and Campus Programs for Verizon; Member of College Recruiter’s Content Expert Board; and Vice President of Sourcing Strategies for Travelers Companies

2:20pm – 2:30pm Wrap-up by College Recruiter CEO Faith Rothberg.

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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.

Ernst & Young's world headquarters in Hoboken, New Jersey

Posted March 19, 2019 by

Call for presentations for the 12/12/2019 College Recruiting Bootcamp in D&I at EY

College Recruiter believes that every student and recent graduate deserves a great career. 

One of the many ways that we back up our belief is by giving back to the talent acquisition and hiring manager communities by hosting one or two College Recruiting Bootcamp employer user conferences each year. We designed these events to be VERY low cost, VERY engaging, and VERY productive for the attendees.

Our 16th of these events was the College Recruiting Bootcamp on AI at Google in December 2018 at their main campus in Mountain View. As we ended that event, I told attendees that we were planning to return to New York City or Washington, D.C. for the next event. We are. On December 12th, we will hold the College Recruiting Bootcamp on D&I at EY across the Hudson River from Manhattan at the new, world headquarters of Ernst & Young.

Each event has a different theme, based in part on the brand of the host organization. We’ve worked with EY for about a decade and they have always been passionate about diversity and inclusion. But, unlike other diversity and inclusion events, this event will go beyond skin color by challenging some of the long-held beliefs in the world of college and university relations. Some examples of topics we may cover:

  • Why are a rapidly increasing minority of employers are becoming school and even major agnostic?
  • Why are some organizations no longer recruiting on-campus and instead hiring hundreds or even thousands using virtual sources such as job boards and social media?
  • Most organizations that hire a lot of talent from colleges and universities value diversity, but should their talent acquisition teams and hiring managers involved in that process also be diverse?
  • Does diversity extend to the school type and, if so, how are employers being more inclusive in their hiring by opening their doors to students and recent graduates of one- and two-year colleges instead of just those from four-year colleges and universities?

Want more information about the College Recruiting Bootcamp on D&I at EY? Please go to our information and ticketing page.

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?

Posted March 18, 2019 by

College Recruiter selected as one of 12 HR tech companies to present at Talent Tech Labs NEXT conference

Minneapolis, MN (March 18, 2019) — Job search site, College Recruiter, announced today that it was selected as one of only a dozen, human resource technology companies to demo its products to an executive network of passionate talent acquisition leaders from global enterprises.

Talent Tech NEXT, which is the second of three days of the ASU+GSV Summit, delivers insightful market intelligence and carefully curated company demos to 4,000 talent acquisition leaders from the world’s leading companies. Never a sales pitch. Attendees discover — and interact directly with — cutting-edge, fully-vetted technologies that are ready to implement directly into their recruiting stacks. Additionally, attendees learn about top trends and real use-case implementation strategies directly from industry practitioners who are actual agents of change and experts within the Talent Acquisition Technology Ecosystem.

At Talent Text NEXT, College Recruiter will demo its newest product, JobsThatScale job postings, which has already been adopted by hundreds of Fortune 1,000 companies and other organizations who want to hire dozens or even hundreds of people for the same role in different locations, different roles in the same location, or different roles in different locations.

Talent Text NEXT will take place within the ASU – GSV Summit on Tuesday, April 9, 2019 at the Manchester Grand Hyatt in San Diego, California. To save 50 percent off of an attendee ticket, go to  https://www.eventbrite.com/e/talent-tech-next-inside-asu-gsv-summit-tickets-55089769985?discount=TTLNextCollegeRecruiter or enter promo code TTLNextCollegeRecruiter at checkout.

About College Recruiter

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. For more information, call 952.884.2211 or email Sales@CollegeRecruiter.com, or visit us at CollegeRecruiter.com.

Posted February 14, 2019 by

Does Griggs v. Duke Power Co. prohibit the use of artificial intelligence in hiring?

One of the many things that I learned two months ago at the College Recruiting Bootcamp on AI at Google that College Recruiter organized and Google hosted was that employers need to be very, very careful about how they use artificial intelligence in their hiring decisions. Unfortunately, in a rush to make as much money as possible, many AI vendors are selling these employers on the efficiency of the technology and not adequately addressing the potential liability being created from the use and misuse of the technology.

One of the U.S. Supreme Court’s landmark decisions was Griggs v. Duke Power Co., 401 U.S. 424 (1971), which made illegal a company’s employment requirements which did not pertain to an employee’s ability to perform the job if those requirements had the effect of disparately impacting African-Americans and other ethnic minorities. Duke Power had argued that requiring a high school degree for its higher paid jobs was not discriminatory because it applied the same requirement to all applicants regardless of race. The Court, however, recognized that a high school degree was not needed to perform the work and negatively impacted the ability of African-Americans to be hired because fewer of them had high school degrees.

So, what does this have to do with artificial intelligence? Turns out, a lot. The typical implementation of an AI hiring tool involves the employer uploading resumes and other data for its best employees and then telling the technology to find more people like that. On the surface, that makes sense. “Our best salespeople all came to us after selling cars, so our new AI hiring technology will find car salespeople for us.”

But what if your hiring practices in the past have been discriminatory — perhaps unintentionally — and so your AI recommends more of the same candidates? For example, what if your best salespeople all had college degrees and so your AI only found or recommended salespeople with college degrees? A lot of employers — too many employers — would argue that would be a good thing. But would it be? What if you can’t prove that having a college degree pertains to their ability to sell? And what if, as is the case, those with college degrees are far more likely to be Caucasian or Asian than African-American, Hispanic, or Native American? What if your engineers are all male and so your AI disregards females?

Artificial intelligence may prove to be one of the greatest advances in our history, but we must be careful with how we use it. And whether the matching technology being touted by your other job board partner is powered by AI or not, be equally as cautious about it and for the same reasons. Do you know how that job board determines which candidates are a good match? Do you know for sure that it isn’t inadvertently discriminating against women? Minorities? Veterans? Disabled?

Posted February 14, 2019 by

Why including video in your job board postings is crucial if you’re trying to hire students and recent grads

They say that video killed the radio star. At least that’s what The Buggles sang way back in 1980. Could they have actually been singing about the death of text-only job posting ads? Doubtful, but I suppose possible.

So although I doubt that The Buggles were considering job posting ads while writing out the lyrics of that iconic song, I do think that video is killing the text-only job posting ad. Why? There are 86 million members of Gen Z, they’re beginning to enter the workforce, and they rely upon YouTube and other video sites for information far more than their Millennial older siblings and even more so than their Gen X and Baby Boomer parents.

Our friends at Google recently conducted a survey with Qualtrics Research to better understand how 18- to 24-year olds decide who to date. The decision of who to date is not quite the same as who to work for, but there are similarities. Some 41 percent of this age cohort learned about dating apps like Tinder through online video sites like YouTube. Taken alone, that number didn’t surprise me. But it did when I found out that it meant that 57 percent more of this age cohort found out about dating apps using online video sites than did 25- to 34-year-olds.

In addition to using video to learn about dating, Gen Z uses video for just about all kinds of learning. Indeed, 80 percent of teens turn to YouTube as a source of information. Why does this matter to employers? Because a generation that prefers to learn through video is going to be more likely to apply to a job posting from your competitor that includes video instead of your posting that does not.

A few years ago, College Recruiter embarked on what others in the job board industry told us was foolish: to exponentially increase the number of postings on our site with embedded video by offering that feature for free to our employer customers. Today, hundreds of thousands of the postings on CollegeRecruiter.com have video embedded into them, even though most job boards don’t allow employers to embed video. Of the minority of job boards that do offer that feature, most of those are very large and charge employers a fortune. Our strategy to encourage the inclusion of video isn’t unique, but it sure is unusual.

Quite simply, College Recruiter believes that every student and recent graduate deserves a great career and we’re passionate about the candidate experience. Anything that we can do to help the job seekers using our site find that great career in a way that creates a better experience for them is something that we’re going to want to do. And video fits that description perfectly.

Whether you’re posting a single job for 30-days or using our JobsThatScale product to help you hire dozens or even hundreds, we’re going to want you to embed your YouTube employment video into your posting and we make it really, really easy for you to do that…for free.

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.

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