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.

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 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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Posted January 09, 2019 by

Identifying talent through internships and co-ops ranked as most important by employers of students and recent grads

A pretty common question that we get at College Recruiter is, “What do employers care about?” Sometimes, candidates are asking because they want to know how they can become better qualified or better communication their existing skillset. And sometimes we’re asked by other employers who are considering creating or improving their college and university relations programs.

A recent survey of employer members of the National Association of Colleges and Employers (NACE) indicated that those mostly large employers are most concerned with their early identification of candidates and their branding efforts. “Identifying talent early through internships and co-ops was rated the highest, with 94.9 percent of respondents indicating it is “very” or “extremely” important. Trailing slightly was branding their organization to campuses, as 90.2 percent indicated it is “very” or “extremely” important. Other factors of high importance were diversity (87.4 percent) and measuring the results of their university relations and recruiting program (83.5 percent).”

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Posted November 19, 2018 by

Superb hiring news for class of 2019: best hiring outlook since 2007

 

Economic news released today by the National Association of Colleges and Employers contained a lot of great news for students and recent graduates of one-, two-, and four-year colleges and universities.

According to a survey of NACE employer members, only four percent of employers plan to decrease their hiring of recent college grads while a whopping 57.4 percent plan to increase such hiring. For those who aren’t human calculators, that means that 38.6 percent plan to maintain their number of hires. Even better news is that the percent increase in projected hires came in at 16.6 percent, which would be the largest increase in 12 years. It is noteworthy that the hiring rate has not been increasing year-after-year since the Great Recession of 2008-09. Indeed, the class of 2018 saw hiring decrease by 1.3 percent.

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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 August 06, 2018 by

Wrapping up your summer internship: Reflect and connect the dots

 

The summer is winding down and coming to an end, this means many students will wrap up their internships and head back to the classroom. Whether your internship was an outstanding experience or a complete disaster, there is a lot of important reflection to be done. Pam Baker, the founder of Journeous, has dedicated her career to helping young adults choreograph meaningful careers and become focused leaders. Baker accomplishes this by working with individuals to help them find the intersection between their values, interests, and strengths. Jeff Dunn, Campus Relations Manager at Intel, is passionate about helping job seekers at all levels with resumes, interviewing, career planning, and networking. Below we will dive into the most important things to do nearing the end of a summer internship. (more…)

Posted July 31, 2018 by

Talent acquisition in health care: 7 skills to recruit for and planning a future workforce

 

Where is talent missing in health care, and how can recruiters identify that talent? How can health care talent acquisition leaders plan their workforce to successfully compete and provide great patient care? We got into these questions with Janine Truitt, Chief Innovations Officer at Talent Think Innovations, and with Pam Baker, founder of Journeous. Collectively, Truitt and Baker spent about 30 years in health care and pharmaceuticals, including in HR and TA. They each provided unique insight into how to fill talent shortages, what kind of talent is needed, how to imagine the future of the health care workforce, and how recruiters can survive in this industry.

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Posted July 24, 2018 by

Building an internship program at an innovative company

 

What does an innovative company do to recruit and retain interns? I had the pleasure of speaking with Mario Portugal, Head of Recruitment at Beyond Limits, a leading developer of advanced artificial intelligence (AI) solutions. They built some strategic elements into their internship program that help them recruit the right talent and retain that talent into the future, all while allowing other employees to benefit from what the intern team has to offer.

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