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

Posted August 06, 2020 by

Turmoil is less impactful on Gen Z as they’ve known only economic and political strife

Every industry is blessed with the presence of a small number of thoughtful, sharing people. The people who read, watch, and listen and then freely share their insights with their customers, vendors, partners, and even competitors.

The recruitment industry of which College Recruiter is a part is no exception. One of those people in our industry is Mike Temkin, Vice President of Strategic Strategic Planning and Development for Shaker Recruitment Marketing. Mike does a masterful job of sharing with his network economic data and analysis, including articles about the impact of the economy on different sectors or groups of people. An example is an article that he just shared on Facebook from National Public Radio’s website, ‘Nothing Feels Tangible’: Virtual Is New Reality For Grads Starting New Jobs.

The job and employment data cited in the article are certainly devastating, and largely accurate. But some is also misleading, such as the continuing reliance by the media on the number of postings.

That kind of metric made perfect sense until a few years ago, but the massive growth of programmatic, cost-per-click advertising have changed the underlying premise that almost all postings run for 30-days and so a fair measurement of job growth is to compare the number of postings from five years ago (or whenever) to today, but that’s just not the case.

What is very common now is for an employer or their intermediaries to post a job on day one, deactivate it on day four when the number of clicks or applications hits some pre-defined number, re-activate it a day later, de-activate it two days later, etc. In a 30-day period, you can easily have 10 versions of the same job. Is that 10 times the number of postings? No, but there isn’t really a good way to equate the old way of measuring the number of jobs with the new realities.

The more subjective aspects of the article were great. The quotes from and empathy for this year’s graduates were well done. What could have been even better would have been to pull in this generation’s resilience.

My youngest is 21 and entering her fourth year of university. What struck me years ago about her cohort was that they’ve never known a time of peace. She was born in 1999 and so was only two on 9/11. We’ve been at war for her entire life.

This is not a generation like mine (Gen X) whose formative years came largely during times of peace and prosperity. Gen Z has, instead, life in an era of terrible wars and economic strife. There have certainly been good times too, but never without also struggles by many in their inner circles and society-at-large.

Photo courtesy of Shutterstock.

Posted August 05, 2020 by

How to ensure a good turnout to your virtual career event

Until the spring of 2020, most Fortune 1,000 companies, government agencies, and other employers who hire at-scale have looked to on-campus career events and interviewing as central to their college and university recruiting programs.

Different employers have tried different strategies to replace on-campus recruiting. Many are using multi-employer, virtual events while others are hosting their own events. Either way, they’re a waste of time unless marketed to the ideal candidates. Career services do a lot of things very well, but marketing employment opportunities on behalf of a variety of employers isn’t one of them.

How should you market your virtual career event? Use a variety of tactics and repeated messaging to the same candidates. Build awareness then engagement then ask the candidate to take action by attending the event. Ask career services to promote it. Share it socially. Email it to candidates in your ATS. And get it in front of the right candidates at the right time via a high-quality, proven, targeted email campaign.

College Recruiter believes that every student and recent graduate deserves a great career. More than 2.5 million students and recent grads of one-, two-, and four-year colleges and universities use our site a year to find part-time, seasonal, internship, and entry-level jobs. Virtually every week and often multiple times a week, we deliver on behalf of our employer customers emails targeted to candidates of certain schools, geography areas, degrees, majors, years of graduation (2010 to 2023), grade point average, languages, diversity (race, gender, military veterans, people with disabilities), and more. We’ve delivered thousands of targeted email campaigns, so we know a thing or two about this. If you’re looking to hire dozens or even hundreds, let me know. We’ll get right back to you with some suggestions for how we can help.

Photo courtesy of Shutterstock.

Posted August 04, 2020 by

20 of the best virtual career event platforms for engaging with students, grads

College Recruiter does not sell virtual career events, so this isn’t going to a “use our product” email.

Instead, this is going to be a “we’ve heard good things about these products from our Fortune 1,000 company, government agency, and other employers who hire at-scale customers” email. Virtual career event platforms come in many shapes and sizes and have existed for years, but they’ve become much more popular recently.

College Recruiter believes that every student and recent graduate deserves a great career. If we can help employers find virtual career event platforms that align with their needs, then that’s great. Some are best for multi-employer career fairs where you might have five or even 50 employers present. Candidates read about your roles, watch your video, and chat with you one-on-one. Others are more akin to information sessions or open houses, where there is only one employer. Some can be used either way.

Below are the platforms recommended by our employer customers, some of whom use our targeted email product to drive hundreds to thousands of highly-targeted, engaged candidates to their career events:

  • 6Connex
  • Brandlive
  • Brazen
  • CareerEco
  • Crowdcast
  • Easy Virtual Fair
  • Google Meet
  • Gr8 People
  • GradLeaders
  • Handshake
  • Jobcase
  • Paradox 
  • Premier Virtual
  • Shaker Recruitment Marketing
  • Symplicity
  • TextRecruit
  • vFairs
  • XOR 
  • Zoom

Now, a word of warning: a career event is like a tree falling in a forest: if no one attends, did it really exist? Would it make sense to explore how we can help ensure a good turnout to your virtual career event?

Posted August 03, 2020 by

What Gen Z candidates want from their 2021 internships and entry-level jobs

Every year, employers across the country scratch their heads in frustration as they try to understand what the current generation of college and university students and recent graduates want. Is it higher pay? Better benefits? Richer health care plans? Ability to work from home? Flexible working hours? Mentors?

This year, employers should expect massive changes over previous years. In addition to the gradual shift to a more candidate-centric hiring process since the 2008-09 Great Recession, we’ve also experienced the massive societal changes from the COVID-19 pandemic and the Black Lives Matter movement.

The National Society of High School Scholars (NSHSS) recently surveyed more than 14,000 members of Gen Z — those born after 1997 — to ascertain their workplace-related preferences. Some are predictable but others may surprise you.

First, let’s look at what shouldn’t be of surprise to anyone. “Economic uncertainty is a theme that runs throughout. High school respondents are concerned about minimizing student debt, with almost half (48%) expected to have more than $10,000 in college loans. Nearly two-thirds (65%) expect to have a job while in college. While optimistic about finding a job within one year of graduation (84%), over half (56%) expect to be living at home when they begin that job.” This sentiment existed at these levels prior to COVID-19 and the increased prominence of the Black Lives Matter movement touched off by the killing of George Floyd by the Minneapolis Police Department.

Something else which has seen little change is the shift toward careers in science, technology, engineering, and math (STEM) fields, which tend to pay more and provide better job security. According to NSHSS, the most popular majors are health (30%), science (29%) , and business (18%). “The top three fields students expect to work in the future are medicine/health (37%); sciences (17%); and biology/biotechnology (17%). Consistent with these findings, hospitals were the top choice.”

There are differences by gender and race. “Women are more likely than men to enter the fields of medicine, science, and biology but far less likely to consider engineering or computer science. For the most part, STEM careers are seen as an area of opportunity for students of color who are often more likely to enter the top STEM fields than Caucasian students.”

Now, to some of the items which may be of surprise to many. That Gen Z cares about social justice and politics may not be all that surprising, but the number who do is likely to surprise many. Some of the findings:

  • 62 percent suggest it is extremely or very important to have women in leadership positions;
  • 63 percent believe the same of racial diversity in leadership;
  • They care the most about human rights (40%), healthcare/health (39%), and education (37%);
  • Although a whopping 76 percent expect to be involved in politics in the future, 66 percent are not interested in running for political office so most are looking to influence political decisions behind-the-scenes and a disproportionally large number of these (62 versus 57 percent) are female; and
  • Although the conventional wisdom is that young people don’t vote, that was proven to be inaccurate in 2008 and 2016 and an even greater percentage at 91 plan to vote in the 2020 election.

Another finding that may surprise some is the lack of interest in attending graduate school. Historically, those graduating from college during a recession tended to go to graduate school in far greater numbers. Rather than graduating into unemployment or underemployment, they often made the rational decision to essentially wait out the recession while also improving their marketability. Perhaps because the cost of grad school has increased about 10 fold over the past three decades, fewer members of Gen Z than generations previous plan to attend grad school during this recession. There are differences, however, between races and the genders. “Asian Americans/Pacific Islanders (72%) and Blacks/African Americans (69%) are the most likely to show an interest in a graduate education. More women than men (64% vs. 55%) plan to attend graduate school.”

Consistent with their desire to be involved in a career that furthers social justice issues, 28 percent are interested in a career with local, state, or federal government agencies.

Finally, many employers will ask, what do students most want when searching for a job? This year, the top three considerations are:

  • Work / life balance – 61 percent
  • Welcoming atmosphere – 43 percent
  • Friendly colleagues – 33 percent

Photo courtesy of Shutterstock.

Posted July 31, 2020 by

3 ways employers can increase number of black students, grads they hire

Two months ago, the Minneapolis Police Department murdered George Floyd only miles from my home.

Floyd was suspected of paying for groceries with a counterfeit $20 bill, which isn’t a crime unless he did so knowingly. Two police officers dragged him from his vehicle, spoke with him on the sidewalk, and waited for two other officers to arrive. Their arrival changed everything. The confrontation quickly escalated with the police officers throwing Floyd to the ground despite his full compliance. One stood guard while three others pinned him to the ground for almost nine minutes. During that time, one of the officers, sworn to protect and to serve, pushed his knee into Floyd’s neck to cut off his air supply. Floyd begged for his life, witnesses videotaped the encounter, and no efforts were made by the police to provide any medical assistance even after Floyd stopped breathing. The execution of yet another peaceful, unarmed, black man by the police touched off protests, riots, anger, and a lot of soul searching by many in our country.

Hopefully, one of the lasting impacts will be an increased awareness by employers of their discriminatory hiring practices. In some cases, the discrimination was unintentional, often referred to as unconscious bias. In other cases, it was intentional and, therefore, intentional. Whether unconscious or conscious, most agree that it must end and it must end now. Some employers have plans in place and have already made improvements. Others want to improve but don’t know what they need to change in order to achieve the desired outcomes.

Career service office management platform, Handshake, recently published a blog article that outlines three employer practices that are disadvantageous to black students. A review of each provides a roadmap for those employers who want to improve their hiring practices to be more inclusive of black candidates.

First, many employers will not consider candidates whose grade point averages are below are certain number. To many employers, using GPA as a requirement makes sense as they want to hire the best and brightest, but it begs the question: is GPA actually a good predictor of job performance? Turns out, it isn’t. Studies show that GPA poorly predict workplace productivity.

Eliminating GPA as a hiring requirement greatly increases the number of black candidates who qualify and, therefore, help make your hiring process more inclusive and, ultimately, will make your workforce more diverse and, therefore, productive. The difference is significant. A study by the U.S. Department of Education of recent graduates of four-year, Bachelors’ degree programs showed that 75 percent of whites had GPAs of 3.0 or higher but only 55 percent of blacks.

Second, employers should extend their hiring periods. Rather than only hiring for some roles in the fall, they should also allow students to apply in the winter. Why would this matter? Because black students tend to have far less wealth than white students, which results in far more black students working part-time while in school. Their additional obligations reduce their ability to be ready for the fall recruiting season. If your jobs are already filled with those who applied in September and October before a black student applies in November or even January, then you’re hiring process isn’t inclusive.

Third, be more transparent about your compensation. Many employers choose not to disclose salary, relocation, and other compensation-related items. If your family is wealthy enough to pay your student loans and perhaps even provide some additional spending money after graduation, what you’re paid might not matter that much. But if you’re going to need to cover all of those expenses and perhaps send money home to help your family, then what you’re paid matters greatly.

Employers who are not transparent about compensation receive far fewer applications from black than white students. According to Handshake, employers who disclose the annual salary in their job descriptions receive 13 percent more applications from black students. Similarly, employers who disclose their relocation assistance policies receive 36 percent more applications from black students.

College Recruiter is on the verge of publishing salary data for every job advertised on its site. We are doing so to help even the playing field by bringing more pay transparency to the employment of students and recent graduates. No longer will students with less information than others be paid less than they deserve, as all students will know what employers in their geographic area pay for that particular job. Employers will be encouraged to disclose what they pay for a particular job but, if they won’t, then we will publish the going rate for that job in that geographic area. We expect this new feature to be live in August.

Posted July 31, 2020 by

Study finds that largest employers of college students discriminate against people of color

The National Association of Colleges and Employers (NACE) just completed an analysis of data that it gathered in 2019 about the internship hiring practices of employers. Sadly but not unexpectedly, NACE found that, as a whole, employers discriminate against people of color when hiring and paying interns.

NACE surveyed 3,952 graduating seniors from the Class of 2019 to determine how many never had an internship, had an unpaid internship, and had a paid internship. Other studies have demonstrated the importance of successfully completing a paid internship: students who graduate with paid internships are more likely to be employed in their chosen career field upon graduation and be paid better than those who only had unpaid internships and those who had unpaid internships were more likely to be employed in their chosen career field upon graduation and be paid better than those without any internship.

According to the new study:

  • Non-Hispanic, white students made up 74 percent of paid interns but only made up 71 percent of respondents;
  • Black students made up six percent of paid interns but made up 6.6 percent of respondents; and
  • Hispanic students made up 9.9 percent of paid interns but made up 10 percent of respondents.

The first two were different enough to be statistically significant. The third was not. In other words, when employers hire paid interns, they’re discriminating against black students.

Other observations from the NACE analysis:

  • White students are more likely to be paid interns than unpaid or never interns;
  • African-American students are more likely to be unpaid interns;
  • Asian-American students are more likely to be paid interns;
  • Hispanic-American students are more likely to never have an internship than an unpaid or paid internship;
  • Multi-racial Americans are more likely to be unpaid or never interns; and
  • International students on F1 visas are more likely to be paid interns and are rarely unpaid.

College Recruiter is on the verge of publishing salary data for every job advertised on its site. We are doing so to help even the playing field by bringing more pay transparency to the employment of students and recent graduates. No longer will students with less information than others be paid less than they deserve, as all students will know what employers in their geographic area pay for that particular job. Employers will be encouraged to disclose what they pay for a particular job but, if they won’t, then we will publish the going rate for that job in that geographic area. We expect this new feature to be live in August.

Courtesy of

Posted July 28, 2020 by

How college students can ace their Zoom video interviews for internships and entry-level jobs

For years, employers of college and university students and recent graduates have gradually shifted their recruiting strategies away from almost exclusively on-campus information sessions, career fairs, and interviews.

The shift didn’t result in fewer students receiving offers or being hired. The shift did, however, result in a change in tactics and strategies, including how employers allocated their budgets. The cost of recruiting a student through on-campus interviewing is about $6,275. Employers who shifted their emphasis even partially toward using more sources like social media and job boards like College Recruiter discovered that the average cost of hiring students online is about $460 for professional and often below $100 for hourly roles. It is little wonder, then, that many of the largest employers of students and recent graduates were already in the process of shifting more of their recruiting efforts online even before COVID-19 forced all of them to massively and, perhaps, permanently change their approach.

To successfully source candidates through online recruiting, employers typically advertise their job openings on leading job boards such as LinkedIn, Indeed, and College Recruiter. The ads may take the form of traditional, duration-based postings such as the $75 for 30-days that College Recruiter charges or performance-based postings, such as paying something like $0.25 to $0.75 every time a candidate sees a posting on the job board and clicks to go to the employer’s career site to, hopefully, apply. College Recruiter calls its cost-per-click (CPC) product, JobsThatScale.

One or more interviews are typically then scheduled once the student or recent graduate has seen the job posting, clicked to the employer’s career site to apply through its applicant tracking system (ATS) software, and heard back from the employer. Before COVID, those interviews often consisted of an in-person interview at the employer’s office. Now, in-person interviews are rare and have largely been replaced by interviews using Zoom, HireVue, Modern Hire, Google Meet, Skype, or other video service.

For the recruiter, a video interview is likely something that they have a lot of experience doing. Even a new recruiter has likely conducted dozens and more experienced have hundreds or even thousands under their belts. For the student or recent graduate, many are experiencing their first video interviews now, or perhaps have only completed a few. None of us are born knowing how to successfully interview by Zoom or other video platform, but there are some ways that will help ensure that the video interviews are successful:

First, at least 30- and preferably 60-minutes before your interview, completely power down (not just re-start) your computer, router, and modem. Almost all connectivity issues can be prevented by taking the few minutes necessary to do this. Almost nothing could be worse than your video or audio being garbled. Realistically, the recruiter or hiring manager will be interviewing multiple, well-qualified candidates. If your technology makes it hard for them, they’re probably going to hire someone else.

Second, consider purchasing an external camera, microphone, or both. I use a 2019 iMac at work and it has an excellent camera, but the microphone is lacking so I purchased a used, Blue Yeti USB microphone. They’re just under $300 new on Amazon but I snagged one for $50 on Facebook Marketplace. The sound quality is FAR superior to the built-in microphone on my desktop computer and so much easier for the person I’m talking with to understand what I’m saying.

Third, make your bed. Seriously, employers want to hire people who are thoughtful and well-prepared. If the room you’re in is a mess and they see that, that’s going to turn them off. Virtual backgrounds are often available through the video services, but they don’t always work well. An option is to simply hang a solid colored bed sheet behind you. Oh, and don’t sit with your back toward a bright light like a window. That silhouettes you and makes it hard for the other person to see your facial expressions. You want the light to be on your face, not the back of your head.

Fourth, and this is really hard for many people, don’t look at the video on your screen. Computers typically have a little light beside the camera to serve both as a visual cue that the camera is on AND a place to focus on while talking with someone else. If you find yourself looking away from the light (and the camera beside it) and to the video, then close the video so the only thing to look at is the light. When I’m talking to someone on video and need to look them in the eye (look into the camera), what I typically do is shrink the size of the video so that I can barely see them and move that window to the very top center of my screen. That way, it is immediately under the camera. When I’m sitting a few feet back, it looks to the other person like I’m looking right into the camera and, therefore, into their eyes. Eye contact is very important to establishing trust. If you can’t (or won’t) look someone in the eye, they will often infer that you’re hiding something. That’s the kiss of death in just about any job interview.

Posted July 20, 2020 by

How do I find an internship, part-time, or summer job despite the COVID-19 pandemic?


Due to COVID-19, it looks like my college campus will either be closed entirely with all learning on-line through virtual tools like Zoom or will be so shutdown that employers won’t be able to host information events, attend campus career events, or interview in-person. I am entering my junior year and so would like to line-up an internship or at least a part-time or seasonal job during the school year and next summer. I plan to search and apply to jobs that are advertised on-line with sites like College Recruiter, but what else should I be doing?

First Answer:

I would check in with your college career services office. Just because your college is closed for in-person classes does not necessarily mean that its administrative offices are closed. The admin offices could be open, and if so, your diligence in contacting them could pay off because other students might not think to contact them.

Whether they are open or closed, now is the time to polish your LinkedIn profile. Make it shine.

Join LinkedIn groups that are associated with the industry where you seek an internship. Does your college have a LinkedIn or Facebook group?

Can you find alumni in your chosen field? Realize that while finding an internship right now is challenging, everyone has a wellspring of sympathy for college students right now, due to the Covid19 predicament. So if you can find alumni, they are likely to stretch further for you than ever before.

— Vicky Oliver, author of 301 Smart Answers to Tough Interview Questions (Sourcebooks, 2005) and Power Sales Words: How to Write It, Say It, and Sell It with Sizzle (Sourcebooks, 2006)

Second Answer:

It is difficult times indeed ahead but the important thing to remember is that you are not alone and tens of thousands of students are going through the same exact situation.

I would recommend using this time to keep applying to new opportunities and to continue your hard skill development. Take e-courses and try to develop a stronger skill set for these internships you are applying for.

I always recommend college students who are looking for internship roles to try and make themselves indispensable by going above and beyond the minimum skill set required for the internship. 

— Lorenz V. Esposito, Digital Marketing Specialist, Potentialpark

Posted July 17, 2020 by

Now’s the time for job seekers to shift their thinking to “what’s the kind of role I want, what’s the culture I want to be in, and where do I see areas of growth in this economy”

By Bryan Lipiner, Babson College

Every day, Babson College students located around the world are accessing real-time career advice and one-on-one discussions, right from their computer.

Take the week of July 13 for example. Students used the school’s career resources to learn how to personalize connection requests on LinkedIn, how to pose interview questions about the coronavirus outbreak, and how to succeed in a virtual internship.

Making these opportunities available is a weekly routine at the virtual office of Undergraduate Center for Career Development (CCD) Director Donna Sosnowski and her team, which strives to continuously innovate to serve students in this ever-changing landscape. “Everything we do is new and different,” she says.

Landing on Their Feet

When colleges and universities across the country rapidly pivoted online in March, Babson’s CCD office too transitioned, a move Sosnowski described as simple as “flipping a switch” due to the team’s long-term approach to virtual programming.

“It was seamless for us,” Sosnowski said.

Part of what also made the transition so easy was the students themselves, who are both technically sound and socially-oriented. These qualities have led to favorable results for recent Babson graduates, despite difficulties peers in their age bracket have faced.

“Our students have had strong landings,” Sosnowski said. “The career outcomes for the Class of 2020 look very good this year and are on par with previous years, with an impact by COVID.”

Getting Accustomed to the Next Normal

While the pandemic has caused pockets of deep economic impact in retail and hospitality, it’s also unearthed new opportunities in educational technology and in the commerce supply chain. “There are a lot of forward-thinking companies that are hiring talent,” Sosnowski said. “Now’s the time for undergraduates and graduates to shift their thinking to ‘what’s the kind of role I want, what’s the culture I want to be in, and where do I see areas of growth in this economy.’”

Bryan Lipiner is a journalist with Babson College and multimedia storyteller who engages audiences through content.

Posted July 15, 2020 by

Three Tips for Recruiting Entry-Level Positions, Internships Amid COVID-19

By Brianne Thomas, Head of Recruiting, Jobvite

There is no doubt that college graduates who are looking for employment are facing an interesting challenge.

Though once expected to enter into the strongest job market in 50 years, the millions of students who recently graduated from two- or four-year colleges are now beginning their careers in a market with a 13.3% unemployment rate. The encouraging news for job seekers is that recruiting efforts are not completely stopping, but rather shifting, as a result of the COVID-19 pandemic.

To find the best candidate for the position in the current job climate, recruiters must rethink their strategies for reaching entry-level talent. Below are three tips on how college recruiters can adapt their processes and tactics for reaching and attracting recent graduates for entry-level roles and internships.

Highlight Remote Work

A rising number of U.S. companies are now considering permanent remote and work-from-home options for non-essential workers. In fact, recent research by the Society for Human Resources Management (SHRM) found that 17% of HR leaders in 2,284 U.S. companies report their organizations will move to permanent work-from-home policies in the future for their employees.

Not only do employers understand the advantages of remote work, but workers prefer this arrangement, too. According to the 2020 Jobvite Job Seeker Nation Report, 34% of U.S. workers would take a pay cut of up to 5% in order to work remotely. Additionally, the study finds that 65% of job seekers say remote work is ‘very important’ or ‘somewhat important’ in their decision to accept a job offer.

To appeal to recent college graduates, recruiters should specify opportunities for working remotely on job descriptions and advertise open positions on social channels as “remote.” Be transparent about the level of location flexibility, whether it’s temporary or permanent, and specify what type of training plans and mentorship support will be available remotely to new grads or entry-level staff that will allow them to have hands-on teaching similar to what they would have received in the office. It’s also important to describe all technology, technical support or equipment stipends the company provides to virtual workers. Lastly, explain the internal platforms and tools the employer utilizes to create an inclusive environment for home-based workers.

Connect Via Text

The use of texting is second nature for college students and recent graduates. Recruiters looking to fill an entry-level position or internship should embrace texting to quickly and efficiently source prospective candidates. Jobvite has found that over 90% of organizations that have tried text recruiting stick with it. As a result, it is anticipated that text-based recruiting will only continue to increase as the workforce continues to meet candidates where they are.

In many cases, texting can be a more effective recruiting channel than email as it offers a number of advantages for recruiters and candidates alike. A text message, for instance, is typically responded to in 90 seconds, as opposed to an email, which has an average response time of 90 minutes. Statistics also show that while email has a 20% average open rate, texts have a 98% open rate. This accelerates the communication process, allows recruiters to find the right candidate faster to shorten the time-to-hire period, and improves the overall candidate experience, recent college graduates included.

When reaching out to a candidate via text, recruiters should clearly explain why they are reaching out and how they initially made the connection (i.e. “We met at a campus job fair.”). Creating relevancy for the candidate is the perfect place to start the chat—next, follow up with a question. In addition, use a library of questions available to access within talent acquisition software to navigate the most important screening queries before sharing the chat with the hiring manager. These initial texts help gauge which candidates are the most interested, so future efforts can focus on highly engaged applicants.

To engage entry-level job applicants, recruiters can use text to share deeper insights with candidates on what it’s like to work within the organization and how they might fit into the overall work environment. The Job Seeker Nation Report found that company values and culture are an important factor in evaluating a job offer with 52% of job seekers citing it as important. Consider sending employment branding materials via text to candidates, including job descriptions, a list of office perks, team photos, video tours of the office, and more.

Leverage Social Media for Referrals

According to the 2020 Job Seeker Nation Report, 42% of survey respondents say they find out about job openings on social media, a 10% jump from the previous year. Recruiters must include social media in the recruiting process to attract, engage, and connect with job candidates, especially the younger generation of talent. Afterall, Gen Z (ages 7 to 22), the first demographic group that has never known a world without the internet, spends 2 hours and 55 minutes per day on social media.

Amid the COVID-19 climate, one-third of workers today say they are ‘very likely’ or ‘pretty likely’ to share job openings at their companies via social media, compared to 26% before the current pandemic. In addition, 38% of workers say they are ‘pretty likely’ or ‘very likely’ to click on a job opportunity that someone in their network posts on social media. However, many workers who want to participate in referral programs can’t because the employer doesn’t offer one.

Talent acquisition teams have a great opportunity to create a culture and structure to support referrals.

Employees who are satisfied with their companies and jobs are eager to invite those in their network to join them, which makes social referrals an important component of the recruitment marketing process. It’s also an easier, faster, and cheaper way to source and hire candidates. Recruiters and employers need to make social referrals easy by placing social sourcing and referral tools right in employees’ hands. With these tools, employees can share open job opportunities with their social and professional networks through automatic social publishing.

As the world of work is shifting, there is a great opportunity for college recruiters to adjust their processes to reach and attract top entry-level talent. Recruiters and employers who adapt to these needs will be well-positioned to succeed as the economy improves.

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ABOUT THE AUTHOR With 10 years of combined HR and Talent Acquisition experience, Brianne Thomas has spent her career involved with various aspects of full cycle recruiting focusing on Talent Acquisition and HR Leadership for high growth tech, SaaS, and consulting organizations.