• How does programmatic job ad buying benefit talent acquisition and other HR leaders?

    May 08, 2018 by

     

    Over the past couple of years, those of us who make our living in the job board world have grown from being aware of the existence of programmatic ad buying, to understanding the opportunities and threats it poses. We grew to either be terrified by it or embrace it, or some combination of the two. At College Recruiter, we made the decision early on to embrace programmatic job ad buying because we saw that the opportunity it presented to our employer customers (and therefore us) far outweighed the threat that it posed.

    Since 1991, when I founded the organization that became College Recruiter, I’ve often been accused of chasing after every shiny new thing. That’s not fair. I do chase after shiny new things, but not always. And sometimes they chase after me. Also, the accusation can be interpreted as a negative character trait. That’s also not fair because seeing opportunities and risks where others don’t can be valuable. That’s true whether you’re a caveman hunting for food or a talent acquisition or other human resources leader hunting for more efficient and effective ways of attracting the talent that your organization needs–not just to survive but also to thrive.

    Case in point: programmatic job ad buying. This was the shiny new thing that proved to be worthy of attention. Continue Reading

  • Changing priorities at College Recruiter to help employers hire at scale

    March 13, 2018 by

     

    Recently, someone asked me what College Recruiter’s priorities were five years ago, versus our priorities today. And if they changed, why?

    Five years ago, we were all still emerging from the Great Recession. The economy was unstable. No one really knew if we were about to plunge back into a recession or if we were in the early stages of a long, slow, and unsteady recovery. Fortunately, the latter was the case. At College Recruiter, revenues and profits were increasing and we were looking to the next three, four, even five years and making strategic decisions.  Continue Reading

  • Skills training for entry-level employees: Hard and soft skill bootcamps

    March 09, 2018 by

    There is a disconnect between employers and younger employees about the skills which are important in the workplace.

    As far as I can tell, managers have almost always been, on average, older than their employees and those managers have almost always fretted about the lack of skills those employees bring to the workplace, especially younger employees. This isn’t a millennial phenomenon but an age-old generational phenomenon.

    For a while now, I have noodled on why so many employers spend so much time and energy complaining about young adults and their lack of workplace-related skills. These employers want to pay these people entry-level wages, and yet they seem to forget that means that their employees will have entry-level skills. But maybe they don’t need to. Maybe the employees can have better skills before they report to their hiring managers. Continue Reading

  • College Recruiter is a featured presenter in the Grad CareerFestival designed to help unemployed grads land jobs quicker

    July 10, 2017 by

     

    Minneapolis, MN (July 10, 2017)–Grad Career/Festival is scheduled for July 27th– July 29th from 11 am – 10 pm daily (EDT). This event seeks to help college grads land a job 2.4 months more quickly! 33 hours of career advice!

    It takes over 7 months for average grad to find employment

    With nearly two million students graduating from college in May and June, it’s not surprising that it will take the average graduate 7.4 months to find employment.   While some of that time is a result of the economy not being able to absorb so many graduates at one time, much of it is a result of the fact that unemployed graduates simply do not simply how to look for a job.

    According to Steven Rothberg, president and founder of College Recruiter, “Research by the National Association of Colleges and Employers has shown nearly 62 percent of graduating seniors either NEVER go to the career center, or will only visit once or twice.  It’s no wonder then that the average grad thinks the proper way to look for a job is to load their resume onto 100 websites and wait for someone to contact them!   We know, given the right knowledge and skills we can help an unemployed graduate find a job quicker.”

    Each author is offering three tips based on their niche area of expertise.  Graduates will learn relevant, contemporary strategies to create an elevator pitch, build their online brand, use social media to land a job, as well as learn traditional networking, resume, interviewing, and job search techniques.  Authors will share the importance of creating a career plan, managing their career, and staying current on job search strategies.   The authors will follow the TED Talk recommended presentation length which will provide graduates additional time to pose questions to authors.

    Event gives grads tools to improve resumes and skills in interviewing, networking and job search

    During each author’s presentation, time has been set aside to introduce graduates to innovative online career tools designed to improve their resumes, as well as their interviewing, networking and job search skills.  According to Rothberg, “Our firm and staff are concerned that college graduates are not receiving the knowledge and skills they will need for the dozen job searches they are expected to have by the time they turn 38 years old.   We are excited about the possibilities of putting thousands of dollars in the pockets of graduates by giving them simple insights on how they can not only find a job quicker, but help them launch and lead successful careers!”

    The cost to participate is only $33, but free to anyone who uses the authors promotion code of — CT –. Participation is limited!

    About Grad CareerFestival

    The Grad CareerFestival is produced by TalentMarks, a nationally recognized firm that provides scalable career and professional development programming to career centers, and alumni associations.   http://www.gradcareerfestival.com

    About College Recruiter

    College Recruiter believes that every student and recent graduate deserves a great career. Each year, we help almost three million students and recent graduates of one-, two-, and four-year colleges and universities find seasonal, part-time, internship, and other entry-level jobs. College Recruiter is free to candidates as employers pay to advertise their job openings with us. At any given time, we have about 300,000 job postings and well over 40,000 pages of articles, blogs, videos, and other career-related content.  

    For details and interviews, contact [email protected]   800-849-1762 x 205

  • 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. Continue Reading

  • Takeaways from College Recruiting Bootcamp at the U.S. Securities and Exchange Commission

    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!