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

Posted May 19, 2016 by

Soft skills in the workplace: IBM offers tips to candidates

When entry-level candidates apply for jobs, they often claim to have great soft skills. However, after employers hire candidates, they may find that candidates don’t have the excellent soft skills they boasted about possessing. This creates a problem for employers in the onboarding process and afterward, too, as they are left to deal with new employees lacking basic soft skills required to adapt to the workplace and corporate culture.

Can the new employees interact well with their teammates? Are they capable of making strong decisions on their own without input from management every step of the way? Do new employees manage their time well, resolve conflicts as they arise, and communicate clearly, effectively, and appropriately with clients and coworkers? If the answer to any of these questions is ‘no,’ employers have big—often expensive–problems on their hands.

Pete Joodi, Distinguished Engineer for IBM, provides entry-level job seekers and employers with insight into why soft skills matter so much in today’s workplace, particularly in the field of information technology. In this interview by Bethany Wallace, Content Manager for College Recruiter, Pete Joodi discusses the soft skills dilemma.


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At IBM, Pete Joodi, Distinguished Engineer, focuses on research and innovation in information technology. He focuses on optimization strategies; his goal is to find ways software and technology can improve energy efficiency, cost containment, and compliance.

Pete mentions that within the last 50 years, the world has truly expanded thanks to technology. We need to know how to work with each other now more than ever. This is the reason soft skills are more important than ever before.

IBM conducted a study in 2014. One of its findings indicated that soft skills are in great demand by employers but are most lacking in students graduating from institutions of higher education today. Pete Joodi doesn’t see this as a negative finding, however. Instead, it indicates an opportunity for growth and improvement for employers.

At IBM, the focus is on leading and contributing to technological innovation in the ‘cognitive era.’ Candidates applying at IBM need the following soft skills in order to succeed: communication skills, teamwork and collaboration skills, problem-solving skills, adaptability and flexibility skills, language and translation skills, ability to interact well with colleagues and clients, critical thinking skills, and conflict resolution skills.

Truly, soft skills are highly relevant at IBM. The world is more complex than it was, but it’s also more rewarding to work in the world today. In order to create consumable products, IBM and other companies must hire candidates with excellent soft skills.

For more details about how to improve your soft skills, transferable skills, and non-verbal skills, visit CollegeRecruiter.com, follow us on LinkedIn, Twitter, and Facebook, and subscribe to our YouTube channel.

 

Posted May 09, 2016 by

6 common mistakes grads make when searching for entry-level jobs

First Job word; business man touching on red tab virtual screen courtesy of Shutterstock.com

PhuShutter/Shutterstock.com

Recently, research from the Australian government shows how the shift from college education to full-time employment is becoming more challenging. Job prospects for young Australians are decreasing and on the other hand, recent graduates are making key mistakes when searching for entry-level jobs. Open Colleges, one of Australia’s leading online educators, has gathered information from a variety of recruiters to help recent graduates understand their mistakes when applying for entry-level jobs. Avoid these most common mistakes to avoid when searching for entry-level jobs.

1. Negative attitude towards work

Australian government research confirmed young people do not have enough of a positive attitude towards work. Recruiters recommend job seekers be more motivated and demonstrate enthusiasm to potential employers.

According to the study, young people need to be more responsible and reliable concerning their behavior and approach to their jobs. Recruiters suggest working with a business for a while, coming in to shifts, being punctual, and showing respect to colleagues, and customers or clients.

2. Think learning is over after college

Recruiters ask young professionals to be more open to learning when they start their first entry-level jobs. We all need to continue learning during our professional lives to stay updated with industry changes. But when starting a new job, it is especially important to have the right attitude towards learning because everything is new; employees will need to gain knowledge of the working process in their new companies and the different procedures to complete work correctly and in a timely manner. Your first employer is giving you an excellent opportunity to learn and gain valuable experience, so absorb as much as you can.

3. Underestimate the importance of previous work experience

Even though job seekers are applying for their first full-time entry-level jobs, having some related work experience will give them a competitive advantage. This may be some volunteer work done while still in school or some unpaid jobs during the summer. Don’t underestimate this experience; include it on your resume and tell your interviewers about it.

Studies are essential, but having first-hand experience shows employers that you have some practical skills and a better understanding of work responsibilities and professional work life.

4. Failure to make a good first impression

Whoever says his opinion is not influenced by the first impression is lying. In an interview, job seekers only have a few seconds to convince interviewers that they are the right candidates, so along with their studies, work experience, and the right attitude, their presentations during interviews will play an important role in their success in landing their first full-time jobs.

According to the research, recent graduates often dress inappropriately for work and have untidy hair, so recruiters recommend paying special attention to appearance. Not every company’s dress code is the same, so make sure to verify details about the company culture before an interview in order to dress appropriately.

5. Poor job search and application skills

When looking for their first jobs, Australian young professionals are making very common mistakes, according to research. These skills improve with time and practice, but a couple pieces of advice recruiters give are: make sure each application (resume and cover letter) is tailored to the position for which you are applying, and always double check your application’s spelling and grammar. Recruiters see these types of mistakes as a lack of attention to detail and unacceptable in today’s marketplace.

Recruiters also suggest job seekers approach employers directly after providing their resumes and personally following up with them.

6. Unrealistic work expectations

When applying for their first entry-level jobs after college, recent graduates need to understand they cannot “start at the top.” They have to make an effort to work their way up through the business.

Another common mistake is to expect high compensation. This will also come with time as employees gain experience and assume more responsibilities. The nature of the work they do may not be exactly what they want initially, but as long as workers are learning and doing something they like, they are on the right path.

Need more tips for your job search? Check out our blog and follow us on Facebook, LinkedIn, Twitter, and YouTube.

Maria Onzain, guest writer

Maria Onzain, guest writer

Maria Onzain is a content marketing expert writing for Open Colleges about education, career, and productivity. She is passionate about all things digital, loves technology, social media, start-ups, travelling, and good food.

Posted February 26, 2016 by

Focusing on branding in college recruiting

In recruiting college students, recruiters should focus on employer branding. An employer brand represents what a company stands for; it’s why or why not job seekers will work for a business. Brian Easter, Co-Founder of Nebo Agency, explains how his company recruits college students with care and dedication.

Photo of Brian Easter

Brian Easter, Co-Founder of Nebo Agency

“Nebo’s success has been a direct result of our human-centered approach to doing business. It’s because we respect users we’re able to craft successful, long-term strategies for clients over short-term gains; it’s because we love and value clients we build lasting relationships with them; and it’s because we see culture as our competitive advantage we’ve been able to fill the Nebo ranks with the industry’s best people.

As such, we fiercely defend our culture by standing up for our employees at all times. We will fire and have fired clients on the spot when they question the value of our employees’ hard work. Like we’ve always said, Nebo was started to repair a broken industry, and it’s a goal we have in mind at every step.

We’d put the growth opportunities at Nebo against any other agency. More than half of our management positions are staffed by people who started as interns or in entry-level positions. We promote from within to maintain our culture, and we think it’s important to reward good work. We hire people who have potential to grow with the agency, meaning they are passionate, intelligent, have integrity, and want to make the world a better place. We hire people who have a greater mission. Nebo promotes based on merit and does not withhold promotions to make new employees “pay their dues.”

This manner of care and dedication to our employees translates to how we recruit and attract college students to Nebo. We are actively involved with a number of southeastern colleges, particularly the University of Georgia and Georgia Tech, in part because of their vicinities to our Atlanta office, but also because we are an office divided with proud Bulldawg and Jacket grads. Throughout the year, we attend career fairs, advertising, marketing, and PR organizational events, as well as host agency tours.

Whenever we plan an appearance at a college event, we don’t settle for just distributing basic fliers. We want our presence to reflect our unique culture at Nebo. Whether that means a contest guessing the number of jelly beans in a jar, giving away a drone or scholarship money to someone with the most compelling tweet, or personalizing t-shirts to embrace each school, we want students to know we are as excited to be there as they are. We always strive to provide every student with a remarkable experience with the Nebo brand.

Every year, Nebo receives thousands of resumes with a large majority from current college students, so we like to think our approach to engaging college students is working. We’ve made it our mission to create a place where the industry’s top talent comes together to help clients make the world a better place.”

At College Recruiter, we believe every student and recent graduate deserves a great career, and we are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to great careers. Let College Recruiter assist you in the recruiting process. Be sure to follow us on LinkedIn, Twitter, YouTube, and Facebook for more information about the best practices in college recruiting.

As Co-Founder of Nebo, Brian Easter brings international experience to his role along with a proven track record of helping organizations reach their digital marketing objectives. Under his leadership, Nebo has enjoyed 12 straight years of growth, has never laid a single employee off, and has won over 100 digital awards in just the past years alone.

Posted February 18, 2016 by

Using LinkedIn to recruit college students

Recruiters should watch out for hiring trends in college recruiting in 2016. One trend is connecting with college students on LinkedIn. By engaging with potential candidates sooner rather than later, small companies will have a chance to compete with large companies for the best talent. Dennis Theodorou, Executive Search Expert and Vice President of Operations at JMJ Phillip Executive Search, discusses this trend as it relates to his company and others.

Linkedin website home page with images courtesy of Shutterstock.com

JuliusKielaitis/Shutterstock.com

“One major tip we are giving clients and something we have been actively doing in the last two years is connecting with candidates on LinkedIn prior to their graduation, as early as one to two years before graduation. At that point in their careers, our companies and other companies often setup pre-interviews or bring candidates onsite for mixers or for “learn what we do” type-of days, offering a unique, hands-on, real world experience.

A big issue small and medium-sized companies need to accommodate is all the large corporations are picking up a good portion of the graduating class before these smaller companies ever get a shot. As a smaller company, we have had to become more aggressive for our internal hiring and for our clients to gain an edge and earn the attention of top talent. If recruiters and hiring managers cannot get recent graduates or college upperclassmen interested in their companies way before graduation, it’s likely they will lose these candidates due to high profile startups and large Fortune 1000’s hitting campuses with presentation days – nearly automatically placing them lower on students’ interest and priority scale before even having a chance.

As employers, capture their minds early, and you will increase your odds greatly, but you have to be highly proactive.”

At College Recruiter, we believe every student and recent graduate deserves a great career, and we are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to great careers. Let College Recruiter assist you in the recruiting process. Be sure to follow us on LinkedIn, Twitter, YouTube, and Facebook for more information about the best practices in college recruiting.

Mr. Dennis Theodorou has more than 15 years of operational excellence and executive experience across multiple industries including: Executive Search, Supply Chain, Manufacturing, Retail and Hospitality. Mr. Theodorou graduated with a bachelor’s degree in Supply Chain Management from the leading supply chain management college in the world, Michigan State University. He has continued his education through graduate-level course work at Harvard University. As a development agent for Subway, he managed and led an entire region of store locations including the management of self-owned stores, franchise development, real estate, and area management. As a national expert in hiring, he has hired more than 700 employees over his entire career span and works hand-in-hand with companies to help on board top talent. Currently as Vice President of JMJ Phillip, he manages a portfolio of executive recruiting and employment service brands, spanning multiple locations and across nearly all verticals.

Posted September 28, 2015 by

Expanding diversity’s boundaries

Taking a company to the next level requires a different mindset. Employers need to recruit candidates with unique perspectives who can find solutions. Diversity offers businesses an opportunity to enhance what already makes them successful.

To help explore these issues, College Recruiter is hosting a College Recruiting Bootcamp on LGBT and other diversity hiring issues on Tuesday, September 29th at the Twilio headquarters in San Francisco. Join us.

Prior to that event, we’ll publish the opinions from a number of talent acquisition and recruiting leaders about why and how employers should diversify their workforces. (more…)

Posted September 17, 2015 by

Benefits of Being Yourself at Work

A diverse workforce merges different ideas and points of view. By hiring employees with diverse backgrounds who feel comfortable with themselves, employers create a more inclusive work environment for all employees.

To help explore these issues, College Recruiter is hosting a College Recruiting Bootcamp on LGBT and other diversity hiring issues on Tuesday, September 29th at the Twilio headquarters in San Francisco. Join us.

Prior to that event, we’ll publish the opinions from a number of talent acquisition and recruiting leaders about why and how employers should diversify their workforces. In today’s article, Dr. Darren Pierre of the University of Chicago discusses a couple of benefits to being yourself at work. (more…)

Posted September 14, 2015 by

Diverse Teams Lead to Best Work

In the workplace, employers want to get the most out of their employees. Establishing a diverse and inclusive workforce helps achieve this goal. Workers with innovative ideas and perspectives help companies obtain new clients and customers.

To help explore these issues, College Recruiter is hosting a College Recruiting Bootcamp on LGBT and other diversity hiring issues on Tuesday, September 29th at the Twilio headquarters in San Francisco. Join us.

Prior to that event, we’ll publish the opinions from a number of talent acquisition and recruiting leaders about why and how employers should diversify their workforces. In today’s article, Patricia Rossman of BASF Corporation discusses the importance of building a diverse and inclusive workforce. (more…)

Posted July 06, 2015 by

Pursue a Career as an Interior Decorator

A business woman (possibly an interior decorator,designer or architect) looking through swatches (paint color schemes)

A business woman (possibly an interior decorator,designer or architect) looking through swatches (paint color schemes). Photo courtesy of Shutterstock.

Interior décor involves being able to use your imagination, creativity and artistic skills. You also require a dedicated approach to your work and the ability to be well organized. The combination of your creative concepts and the knowledge that you have about the profession makes it possible to help your clients create attractive designs that fulfill their needs. (more…)

Posted May 27, 2015 by

Major Tips to Create Dynamic Presentations

Businessman giving presentation on projector screen to colleagues in office

Businessman giving presentation on projector screen to colleagues in office. Photo courtesy of Shutterstock.

In today’s world, no one has time to sit and read lengthy instructions or pages full of information. The emphasis is placed instead on convenience and efficiency. Individuals, be they students or professionals, are busier than ever. They have more on their plate than they ever have before. Students, for example, tend to be taking more credit hours, working more hours, and spending more time on extracurricular activities than in the past. They don’t have the time or desire to spend their precious free time on anything that is less than compelling. Professionals are in the same boat: today’s professional works more hours than in the past, in part thanks to the ever-changing methods of communication. They are almost always able to be in contact with customers, coworkers, and loved ones. (more…)

Posted April 24, 2015 by

7 dream jobs for students who love socializing

Real estate agent with couple buying new house

Real estate agent with couple buying new house. Photo courtesy of Shutterstock.

If you like working with other people and find it easy to teach, empathize and persuade them, you’ll probably love a job that can make use of your people skills. Fortunately, there are lots of professional opportunities for those who simply love socializing – here are 7 dream jobs that will be perfect for you if you’re a people person. (more…)