ARTICLES, BLOGS & VIDEOS

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

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Posted May 29, 2019 by

Why are more students reneging on their job acceptances?

A recent discussion in a listserv moderated by the National Association of Colleges and Employers was about an upward trend that some employers are seeing in the number of candidates who are reneging on their acceptances for both internship and entry-level jobs. One employer shared that they typically see four to five percent renege but this year that has jumped to more than eight percent.

Another employer helpfully shared that they’re also seeing more reneges and speculated that students “seem to be accepting offers as a back-up plan and then continuing the recruiting process throughout the year”. That employer is getting a much higher number of reneges within a week of the scheduled start date, blamed the students, and expressed hope that career services would start counseling students more about why they should not renege on job offers.

A third employer confirmed that they too are seeing higher renege rates but offered the following ideas: “(1) it continues to be a hot job market, (2) more companies are putting focus effort on early career talent, and (3) rapidly advancing / evolving technologies for employers and students are bringing more awareness efficiency (arguably) to the campus recruiting market.”

Another factor that I suspect is playing a role in the increased percentage of candidate reneges is the very long-time — and sometimes increasingly long — between when the candidate first meets with the employer and receives a job offer until the date when they actually start work.

It wasn’t all that long ago when the bulk of on-campus recruiting was late September through mid-November with offers taking weeks to be made. Now, it isn’t at all unusual to see employers interviewing at the beginning of September, making offers of employment in the interview room, and demanding a yes/no decision within days. Backed into a corner, a student would be irrational to decline this “bird in the hand” offer in favor of maybe getting a better offer days, weeks, or even months later a/k/a two in the bush.

Then, accepted offer in hand, some employers will essentially go radio silent and have little to no substantive contact with the student for months. Maybe the occasional email here or phone call there, but the intensity of the relationship goes from passionate to what is minimally required, and sometimes even less. Is it any wonder that the student loses their excitement and is open to reconsidering their acceptance?

To the employers who are frustrated by the reneges, let’s get creative about the entire process. What is within your control? Does your recruiting cycle really need to be driven by a fall/winter schedule that has existed since the 1950’s? Would it make more sense to look at alternative means to engage with, extend offers to, and continue to engage with students? 

Put another way, if an epidemic or other such natural or even manmade disaster were to prevent your team from flying out to college campuses around the country, how else could you recruit your next generation of leaders? Maybe look at those contingency plans — or create some — and then put them into place on a pilot basis. Maybe, just maybe, some of those contingency plans will deliver better candidates faster and for less money than the process many organizations have followed since “I like Ike” was a commonly heard campaign slogan.

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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 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.

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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:

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Posted January 15, 2019 by

We need to stop blaming hourly, service industry workers for being poor when we pay them crap and treat them worse

More than 10,000 talent acquisition and other human resource professionals are avid readers of Hung Lee‘s excellent, weekly, e-newsletter, Recruiting Brainfood. If you’re in TA, HR, or an affiliated industry like I am, then you need to subscribe if you care about staying current with new technology, trends, and ways of looking at the world of recruitment.

Hung recently shared an article published by Huffington Post by Lauren Hough. The article, “I Was A Cable Guy. I Saw The Worst Of America”, was a fascinating, first-person view into the life of a lesbian (her sexual identification was quite relevant to the article) cable installer for a telecommunications company.  She made — and admitted to making — some mistakes and some ethical lapses, but for those of us whose jobs require far more muscle between our ears than on our arms, legs, and backs, it provided an incredibly powerful reminder of how hard service industry people work, how poorly they’re paid, and how awfully they’re treated. I shared the article to the new, Recruiting Brainfood group on Facebook, and that sparked an interesting discussion. (more…)

Posted December 13, 2018 by

Video, slides, and recap of College Recruiting Bootcamp on AI at Google

 

Wow, did we ever receive great feedback from Monday’s College Recruiting Bootcamp on AI at Google. I thought I should share some highlights:

  • All 200 available tickets sold-out almost a week ahead of the event thanks, in part, to promotional efforts by the Association of Talent Acquisition Professionals, CareerXroads, Recruiting Brainfood, and Jibe.
  • A handful let us know that they couldn’t attend. We gave their tickets to people on the waitlist.
  • Attendees at the Sunday evening reception, sponsored by TalentNet Inc., enjoyed crab, steak, grilled vegetables, adult beverages, and more than a few laughs.
  • Whitney Selfridge, Google’s Product Marketing Manager, and Faith Rothberg, College Recruiter’s Chief Executive Officer, warmly welcomed the hundreds who attended in-person and via the live stream, which was sponsored by AllyO.
  • I delivered an overview of how AI is already being used in the recruitment industry.
  • Tarquin Clark, Director of Partnerships and Go To Market for Google’s Cloud Talent Solutions, delivered the opening keynote on how AI can better our education, businesses, and careers. He then moderated a panel discussion featuring Roopesh Nair, President and Chief Executive Officer of Symphony Talent; Jayne Kettles, Co-Founder and Chief Product Officer for gr8 People; Joe Essenfeld, Chief Executive Officer and Founder of Jibe; and Justin Lumby, Vice President of Technology Strategy for TalentNet Inc.
  • Alexandra Levit of PeopleResults and author of Humanity Works delivered the featured presentation on how technology and people will merge in future workforces. She then moderated a panel discussion featuring Jennifer Sethre, CEO and Founder of Intry; Wahab Owolabi, Recruiting Manager for Rubrik; Jared Bazzell, Talent Acquisition Manager – Campus for CDW; and Doug Berg, Founder of ZAPinfo. Thanks to ZAPinfo, 100 attendees received a copy of Alexandra’s excellent, new book.
  • After a delicious lunch sponsored by our partner, Google, we were treated to the closing keynote by John Sumser of HR Examiner on AI, the algorithms, and who owns the outcomes. He then moderated a spirited discussion with panelists Jeff Dunn, Campus Relations Manager for Intel; Derek Zeller, Director of Recruiting Solutions and Channels for ENGAGE Talent; Richard Rosenow, Workforce Planning Analyst for Facebook; and Heather Bussing of the Law Offices of Heather Bussing.

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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 21, 2018 by

How to train your existing employees in applied technology skills

Any employer recruiting for tech talent will likely have their own take on what the tech skills gap looks like at their organization, but closing the gap is essential. Alexandra Levit, Chairwoman of Career Advisory Board, workforce consultant and author of several career-related books, says it’s important not just to identify tech skills, but to also take very concrete steps to train your existing employees in applied technology skills. That might be through internal coursework, bringing in a consultant or having employees do self-study. Alexander spoke at SHRM 2018, presenting “The tech skills gap is more complicated than you thought, but closing it is within your reach.” We interviewed her to dive deeper into what employers need to understand about the complexities of the tech skills gap and how they can close it at their own organizations. (more…)
Posted June 11, 2018 by

How Blain’s Farm and Fleet improves their retail employee performance

 

Andrew Marcotte knows how to improve the performance of entry-level retail employees. He is an HR Business Partner at Blain’s Farm and Fleet, a specialty discount retailer with 38 locations. Marcotte supports store operations and store management teams across all locations. He shared with us what they do to motivate, grow and develop entry-level employees and we have shared his insight below. Marcotte was selected as an official SHRM 2018 blogger.  (more…)