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

Posted November 16, 2016 by

Diversity bonuses: do they work?

Employee happy with his bonusCompanies who understand the importance of hiring diverse employees are pouring millions into their Diversity and Inclusion efforts. One such effort is to offer a “diversity bonus” to recruiters or employees who make referrals. The results are mixed. In 2015, Intel started offering $4,000 to employees who refer women or minorities. It may have played a part in their increase in diverse hiring. Facebook tried to incentivize recruiters to recruit more diversity, and it doesn’t seem to be working. A third example isn’t actually a bonus but a mandate. The NFL’s Rooney Rule requires teams to interview minority candidates for coaching and senior football operation jobs. When they put the policy in place, there were six head coaches of color. Over 12 years, the NFL added 14. This does seem like progress, albeit a bit slow moving.

Some love the idea of paying out for minority and women candidates. Some say it just doesn’t feel right. If you decide to invest in this approach, make sure to think through the risks and how to do it right.

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Posted March 03, 2016 by

NACE 2016: Benchmarks in college recruiting

At the 2016 National Association of Colleges and Employers Conference & Expo June 7-10 in Chicago, College Recruiter’s President and Founder Steven Rothberg will present a session for employers entitled “How to Benchmark Your University Relations Program in the Absence of Benchmarks.”

In this brief video hosted by College Recruiter’s Content Manager, Bethany Wallace, Rothberg explains why clear benchmarks in college recruiting do not often exist and helps define some potential solutions to this problem.


If the video is not playing or displaying properly click here.

Rothberg mentions that in the field of college recruiting, until recently, very few college recruiting programs had benchmarks. As a result, many college recruiting programs did not know if they were operating effectively. Some college recruiting programs are beginning to share their operations data and establish benchmarks, but there is still a lack of continuity across the industry.

For example, not all organizations define cost per hire the same way. If a recruiter travels, and the company does not factor in all travel costs and salary costs, as well as fees charged by the university, then the cost per hire estimate is inaccurate. Failure to accurately estimate costs affects overall budget estimates.

It’s also important to use benchmarks accurately in order to measure success in college recruiting and to give credit where credit is due. Rothberg cites his work with a client recently who was able to pinpoint the exact number of candidates who’d been hired as a result of working with the college recruiting team.

Benchmarking is not just about measuring your own success, Rothberg notes, but also about comparing your achievements to those of others in the field whose organizations are similar to yours and who are hiring similar types of candidates. Cooperating with other employers by sharing benchmarking data can help you reach goals. This is what Rothberg’s session at the 2016 NACE Conference & Expo will focus on.

Don’t forget to register for the 2016 NACE Conference & Expo. Follow College Recruiter’s blog for more information about best practices in college recruiting, and follow us on LinkedIn, YouTube, Twitter, and Facebook.

At College Recruiter, we believe every student and recent graduate deserves a great career. We are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to excellent entry-level jobs and internships. Why not let College Recruiter assist you in the recruiting process?

Posted January 14, 2016 by

Job application advice for interns and grads

With the spring semester in full swing this week, many college students have begun to ask themselves (or at least their parents have begun to ask them) that age old question: what am I going to do this summer? Or better yet, if they’re graduating in May, what am I going to do after graduation?

Andy Ek, Manager of College Relations, Koch Industries, Inc.

      Andy Ek, Manager of College Relations, Koch Industries, Inc.

Andy Ek, Manager of College Relations for Koch Industries, offers college students pertinent advice and direction related to searching for both full-time jobs and internships.

What is the best advice you have to offer new college graduates about how to prepare for the job search process in January if they plan to graduate in May?
Regardless of timing, I’d encourage all students to self-reflect on their best natural abilities and their specific career interests. What are they good at and what types of roles would they enjoy doing most?  I think it’s important for each student to research firms that offer careers (not just employment) in their areas of interest.  Students will benefit from networking as much as possible (with peers, faculty, employers, etc).  The knowledge gained from building these relationships will lead students straight toward the opportunities with the most potential.

If students want to work for Koch as a summer intern, when should they apply? Please describe the application process.
The application process for our summer internship program starts at the beginning of the previous year’s fall semester.  For example, most students interested in our summer 2016 intern opportunities applied in mid-September 2015 in order to be considered.  All applications are available on our recruitment website, www.kochcollegerecruiting.com, and will require completion of an online profile, a short questionnaire related to the role’s qualifications, and submission of a resume.  Students eventually hired for a position typically receive an on-campus or phone interview, before traveling to a site location for a second interview.

Have you hired an intern who later became a star employee?
Our goal in employing interns is to identify those individuals with the right mix of virtues and talents required to be successful within our firm.  We are thankful to have had numerous examples of star employees hired through our college recruiting process, including eight who are current or past presidents of various Koch companies.

Want to learn more about how to connect the dots along the path to job search success? Follow our blog and connect with College Recruiter on Facebook, Twitter, and LinkedIn.

 

Andy Ek is the Manager of College Relations for Koch Industries, Inc. In this role, Andy is responsible for leading Koch’s college recruiting program, managing and developing Koch’s relationships with key universities, and partnering with Koch leadership to determine optimal entry-level talent strategies for their organizations. A native Kansan, Andy is a 2004 University of Kansas graduate with a degree in Business Administration and Accounting – he also earned a Master’s in Business Administration from KU in 2011.  Andy was recognized as one of the Wichita Business Journal’s 40 under 40 honorees in 2015.

Based in Wichita, Kansas, Koch Industries, Inc. is one of the largest private companies in America.  With a presence in more than 60 countries, Koch companies employ more than 100,000 people worldwide, with about 60,000 of those in the United States.