• Programmatic advertising in recruitment: start paying attention

    March 15, 2017 by

     

    Programmatic advertising is alive and well in the present. However, many recruiters still think of it as a future strategy. Programmatic advertising will account for 50% of all digital ad sales by 2018, if not even sooner. That is only a year from now, so if you’re still not putting dollars into this method of recruitment, you should start paying attention. Despite this rapid scalability of programmatic advertising, it’s been slow to adapt to the recruiting and entry-level hiring space. Here we will explore how this new technology will look in the recruitment space.

    A primer on programmatic advertising

    The overall concept of programmatic advertising can be very nuanced. Essentially, it’s based on artificial intelligence (AI) and real-time bidding (RTB). It automates the decision-making process for where to place advertisements online. As digital and mobile technologies scaled, programmatic was a way to help maximize the ROI of advertising budgets. Consider this: there are more than 41,000 zip codes in the United States alone. To manually optimize and target campaign efforts is beyond the scope of most human beings. Here there was a natural space for programmatic advertising, which can automatically understand where to place advertisements based on a web user’s data patterns. As Digiday has summarized, albeit a bit flippant, “It’s using machines to buy ads.”

    Programmatic advertising kills “post and pray” in recruitment

    The standard recruiting approach for years has been “post and pray.” A company will create (or recycle) a job description and then mass-post to a variety of boards. Then, they just hope some ideal candidates roll in. The ROI on this process is suspect, and it’s even more suspect if you’re a company with high-volume hiring needs. While you need a lot of candidates, you also need to stay within budget — so there has to be a degree of strategy and targeting to the process. Unfortunately, there often is not.

    Programmatic advertising attempts to solve some of these issues. It proves a clearer ROI and makes sure that recruitment advertising budgets are slotted towards the most important vacancies. And, above all: the processes that used to give recruiters the most headaches are now almost entirely automated.

    A breakdown: What does this look like for recruiters?

    If you are a recruiter just trying out programmatic advertising, here’s how it breaks down at the ground level: Continue Reading

  • College Recruiter CEO to speak about gender diversity at NACE conference

    February 27, 2017 by

     

    Minneapolis, MN (February 25, 2017)—Interactive recruitment media company College Recruiter announced today that CEO Faith Rothberg will speak at this year’s conference for the National Association of Colleges and Employers (NACE), held June 6-9 in Las Vegas. The NACE conference is for college career services and college recruiters to make new connections, develop new insight and skills and discover new business solutions. Rothberg will speak about diversifying the workforce.

    According to Rothberg, “When you pretend gender diversity doesn’t matter, your bottom line suffers. So recruiting and retaining women isn’t just the right thing to do – it is essential to increasing your profitability.  Including women in all areas of your organization adds valuable differing insights to solve our tough business problems.”

    As CEO of a technology driven business, Rothberg has an inspirational personal story to share. Her career has remained at the intersection between business and technology, both of which were male-dominated fields when she entered them and, unfortunately, remain so in 2017. After earning her MBA, Rothberg became a manufacturing information technology consultant in a job that required working out of construction trailers at manufacturing facilities. Rothberg now leads College Recruiter and takes pride in helping launch the early careers of college students, including thousands of young women. STEM fields (science, technology, engineering and math) are heavily dominated by men, and Rothberg will share about the challenges she has faced while climbing to the top.

    Although less attention is paid on this topic outside of STEM, many non-STEM industries are just as lacking in gender diversity. Rothberg will identify the industries and fields that are lagging, and discuss some of the research around why organizations need to diversify their talent pipeline. She will speak directly to recruiters who influence that entry point into the pipeline, as well as retention strategies.

    Rothberg’s focus for the discussion will go beyond merely discussing the problem. She will bring specific examples of how small, medium, and large organizations have successfully improved their recruitment and retention of women. She will discuss the implementation of innovative programs that will improve their recruitment and retention of female students and recent graduates.

    About College Recruiter

    College Recruiter believes that every student and recent grad deserves a great career. They believe in creating a great candidate and recruiter experience. Their interactive media solutions connect students and grads to great careers. College Recruiter is the leading, interactive, recruitment media company used by college students and recent graduates to find great careers. Their clients are primarily colleges, universities, and employers who want to recruit dozens, hundreds, or thousands of students and recent graduates per year.

    About NACE

    Established in 1956, NACE connects more than 7,600 college career services professionals at nearly 2,000 colleges and universities nationwide, more than 3,000 university relations and recruiting professionals, and the business affiliates that serve this community. NACE forecasts hiring and trends in the job market; tracks starting salaries, recruiting and hiring practices, and student attitudes and outcomes; and identifies best practices and benchmarks.

  • Takeaways from College Recruiting Bootcamp

    January 06, 2017 by

    Photo from exaqueo.com

    We asked a few people who attended last month’s College Recruiting Bootcamp about their takeaways. Several weeks after the event, they are still thinking about our conversations regarding relationships, data and metrics, and work culture.

    Cassandra Jennings, University Relationship Manager, FDM Group: The greatest takeaway from the bootcamp experience is that no matter the industry or company, we have a shared need to connect and build campus relationships that are successful and make a difference to the bottom lines at our firms.  Though technology is ever changing, students still need to connect and we need to wade through all of the external noise and help students understand who we are, what we do and how we work in an honest and down-to-earth voice.

    Along with the challenges of messaging, we also need to keep an eye on meaningful metrics to help us communicate the importance of university relations and the positive impact it makes on the business.

    We are a few weeks away from the bootcamp and I’m still thinking about how our company, FDM Group can convey our brand on campus in a meaningful way.  We hired more than 600 students in 2016 and anticipate that our campus recruitment numbers will increase exponentially this year as our business continues to grow in North America. This is an exciting time at our firm and we need students to understand that this is a great opportunity to get valuable work experience and a great place to launch a career with us.  Continue Reading

  • Job postings on College Recruiter outperform those on competitor sites by 472.4 percent

    November 16, 2016 by

    Apply NowEver hear the expression about it being important now and then to stop and smell the roses? Well, I just did that and was it ever refreshing.

    A potential new client of College Recruiter challenged us to do more than just tell him that his job postings would work well on College Recruiter. He wanted to know how much better they would likely work on our site as compared to other job boards and he wanted us to provide to him actual data rather than just estimates. He was certainly asking a lot more of us than most of our potential clients but good for him. An informed client makes for a happy client.

    The client had two main questions:

    1. What is the average number of views per job? We attached to our emailed response an  example of a monthly job detail report that we emailed to an organization which is quite different from the client’s in terms of what they offer to their clients but quite similar in terms of how we envision working with the client. As you can see, in September we ran 1,370 jobs for the existing. Note that jobs were activated on virtually every day of the month and so the average job ran for only half of the month. We tracked and report 15,020 views for an average of 10.96 views per job. Given that the average job ran for half of the month, that equates to 21.93 views per job. Continue Reading

  • College Recruiting Bootcamp: featuring Pete Radloff

    November 10, 2016 by

    pete-radloffWho is Pete Radloff?

    Principal Technical Recruiter, comScore, Inc.

    What you’ll hear from Pete at the Bootcamp:

    How to convert interns into permanent, full-time employees upon graduation

    Why you’d be wise to listen to Pete’s advice:

    Pete Radloff has 15 years of recruiting experience in both agency and corporate environments, and is the Principal Technical Recruiter at comScore, as well as a Lead Consultant for exaqueo. He has also worked with brands like National Public Radio (NPR) and LivingSocial. Pete’s experience stretches across several areas of talent acquisition, including recruitment and sourcing, social media, employment branding, recruitment operations and the training and mentoring of recruiters. He’s known for his pioneering sourcing techniques, exceptional knowledge of the college market and his honest writing in numerous recruiting publications.

    Pete’s specialties are technical and non-technical recruitment, social media recruiting, employment branding, candidate sourcing, recruiting operations and management. Building recruitment processes from scratch or enhancing existing processes. Employee Referral Program development, ATS selection and implementation, college/university recruiting and relations and Recruiter and Interviewer training development.

     

    The College Recruiting Bootcamp will be focused, fast and mentally challenging. Join us in D.C. on December 8, 2016 at the SEC headquarters. Reserve your space today!

  • College Recruiting Bootcamp: featuring Andrew Morton

    by

    andrew-morton director of social engagementWho is Andrew Morton?

    Director of Social Engagement at Society for Human Resource Management

    What you’ll hear from Andrew at the Bootcamp:

    How to market your employer brand to Gen Y and Gen Z

    Why you’d be wise to listen to Andrew’s advice:

    After serving 20-years as an Army Officer and then as an Account Director at an advertising firm, Andrew now serves as the Director of Social Engagement at the Society for Human Resource Management, a global HR professional organization. Andrew believes that the pillars of any successful communications campaign are: sharing an organization’s story by developing content that’s both real and relevant, creating a community-management strategy that is responsive and sustainable and fostering strategic growth that allows an organization to shape its brand internally and externally.

    Andrew’s specialties are public relations executive, marketing, account and brand management, social media, web development, media marketing and relations, strategic communications, advertising, TV and digital production, market analysis, speech writing, media training and event management.

     

    The College Recruiting Bootcamp will be focused, fast and mentally challenging. Join us in D.C. on December 8, 2016 at the SEC headquarters. Reserve your space today!

  • College Recruiting Bootcamp: featuring Teresa Green

    November 09, 2016 by

    teresa-green head of global talent acquisitionWho is Teresa Green?

    Head of Global Talent Acquisition, CEB

    What you’ll hear from Teresa at the Bootcamp:

    How to use metrics to improve return on investment from college relations program

    Why you’d be wise to listen to Teresa’s advice:

    Teresa is responsible for leading a best in class, global talent acquisition function for CEB, a global best practice insight and technology company.  She leads a team of 40 amazing talent acquisition experts. She’s responsible for setting the strategic direction and development of the function while effectively managing the expectations of and relationships with CEB’s global client community. Teresa develops the strategies which deliver a continuous, viable, and quality pipeline of talent to CEB’s business while scaling the function to meet its needs as a growing global company. She’s also responsible for creating a stronger employment brand in the market to attract top-decile talent around the world.

    Her specialties are Recruitment Strategies, In House Recruitment, Executive Search, Human Resources, Consulting, Professional services


    The College Recruiting Bootcamp will be focused, fast and mentally challenging. Join us in D.C. on December 8, 2016 at the SEC headquarters. Reserve your space today!

  • College Recruiting Bootcamp: featuring Kamille Smith

    by

    kamille-smith at U.S. Office of Personnel ManagementWho is Kamille Smith?

    Program Analyst, U.S. Office of Personnel Management

    What you’ll hear from Kamille at the Bootcamp:

    How to convert interns into permanent, full-time employees upon graduation

    Why you’d be wise to listen to Kamille’s advice:

    Kamille has about 10 years of experience in the Federal Government. She currently serves as a Program Analyst with the Recruitment Policy and Outreach, Pathways Programs for Students and Recent Graduates, at the U.S. Office of Personnel Management. She provides training, technical guidance and support to the agencies’ Pathways Programs Officers and job seekers. She also played a vital role in OPM’s work on the Pathways Programs agency-wide Toolkit and Handbook for supervisors and managers.

    The College Recruiting Bootcamp will be focused, fast and mentally challenging. Join us in D.C. on December 8, 2016 at the SEC headquarters. Reserve your space today!

  • Jobs posted to College Recruiter programmatically distributed to 27 other high quality, high traffic, niche career sites

    September 12, 2016 by

    Minneapolis, MN (September 12, 2016) — Interactive recruitment media company College Recruiter announced today that it has further enhanced its programmatic job distribution system to drive significant, added value to the small, medium, and large corporate, non-profit, and government employers who advertise their internships, seasonal work, part-time jobs, and full-time career opportunities by posting those jobs to the college and university students and recent graduates who search the job board, CollegeRecruiter.com.

    College Recruiter founder Steven Rothberg

    College Recruiter founder Steven Rothberg

    “According to chief executive officer Peter Weddle of the Association of Talent Acquisition Solutions — our industry’s trade association — there are now some 150,000 job boards primarily targeting candidates in the U.S.,” said College Recruiter president and founder Steven Rothberg. “But the vast majority of those are pretty much cookie cutter sites without any direct, employer clients. The jobs advertised on those sites were originally posted to another site which then distributed the jobs to lesser job boards. When candidates click to apply to a job on those lesser sites, they’re typically taken to the originating job board and from there they’re often taken to the employer’s site so candidates click, click, click, and sometimes click some more.”

    “College Recruiter is different,” continued Rothberg. “We’re passionate about the candidate experience and never want a candidate to click from our site to another to another or from another site to our site to another and perhaps another. That’s awful for the candidate experience and poisons the relationship between them and the employer before it even really starts, so it is also awful for the recruiter experience. When candidates see a job posted to College Recruiter, we send that candidate straight to the application page on College Recruiter or, more commonly, straight to the employer’s website to apply. And if our fully automated, programmatic systems see that we’re not driving enough candidates to apply to a job, we will distribute that job to some of the highest quality, highest traffic, niche career sites on the web. Unlike the terrible candidate experience adopted by our competitors, our passion for the candidate and recruiter experience extends to the other job boards with which we partner. Candidates that see the job on our partner sites and click to apply go straight to the application page on College Recruiter or, more commonly, straight to the employer’s website to apply.” Continue Reading

  • Are your interns valuable contributors or low-priority grunts?

    by
    Ted Bauer

    Ted Bauer is a contributing author to College Recruiter

    By Ted Bauer, contributing author to College Recruiter

    Let’s be blunt here: a bad, or poorly-contextualized, hiring process can cost you lots of money and time. As a result, internal recruitment (essentially promotion from within or adjustment of roles) has gained some favor in recent years.

    One of the best ways to approach internal recruitment is how you handle interns. An organization’s approach to interns typically resides somewhere between these two extremes: Continue Reading

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