ARTICLES, BLOGS & VIDEOS

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

Posted May 18, 2018 by

Nonprofit employer branding solutions to attract entry-level talent

 

Nonprofit organizations have an enormous opportunity to polish their employer brands and really show them off to entry-level job candidates. To hear insight into employer branding mistakes and solutions at nonprofits, we interviewed Matt Kaiser, Director of Recruitment at Children’s Healthcare of Atlanta. Kaiser has a passion for improving the recruitment processes, uncovering a unique employer brand identity, and implementing ideas to improve the candidate experience and attract top talent. He will be a speaker at SHRM 2018, presenting “Pursuing Purpose in Building Your Brand.”

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Posted March 24, 2016 by

Selecting schools for college recruiting

When selecting colleges and universities to recruit from, employers must consider a variety of factors.  This article and accompanying video series, hosted by College Recruiter’s Content Manager, Bethany Wallace, explore selecting schools for college recruiting in depth and features The WorkPlace Group experts Dr. Domniki Demetriadou, Partner and Director of Assessment Services, and Dr. Steven Lindner, Executive Partner.

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When selecting schools to recruit from, examine the career services office and resources on campus. Does the career services office offer resume books, on-campus interview opportunities, career fairs, or other opportunities for engagement with students? Not every college or university offers these events. When are these events and opportunities available? The school’s event cycle may not match your recruiting and hiring cycle. How much does the school charge for these services/events? Weigh the costs charged by the university when selecting schools to recruit from as well.

Employers must also consider how many other employers they will be competing against in comparison to the number of students/grads or candidates available. It may be better to be a large fish in a small pond. Unless you have fabulous job offers to present, you might not be able to attract top talent.

When selecting schools for college recruiting, it’s also important to evaluate student enrollment data. If you need to hire MBA graduates, and the university’s MBA program is not one of its better programs, that school may not be the best fit for your college recruiting program.

The next video provides tips about narrowing down their list of schools to recruit from.

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Employers should never be afraid to narrow down their target list for selecting schools for college recruiting from year to year. Recruiters will discover that retention is key; you may get terrific talent, but if you can’t retain star employees long-term, a particular college or university might not be the best fit for your company. The longer you recruit, the more historical data you’ll have to fall back on.

Always evaluate and assess your data. Ask the career services office for information about where their students are finding employment. Most career services directors are willing to partner with employers; career services directors who are willing to go above and beyond can help make up for lack of services and events they may not provide. Career services employees can provide employers with the chance to brand themselves on campus and to gain much-needed exposure on campus; they also keep employers in the loop and introduce recruiters to faculty members. Relationships with faculty members prove key in the college recruiting process.

In the last video, experts Dr. Steven Lindner and Dr. Domniki Demetriadou discuss the need to adapt recruiting strategy from school to school.

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The WorkPlace Group experts encourage adaptation of strategy based on the situation and school. There may be some times when it’s appropriate to post jobs online only, and some situations when it’s better to have a strong on-campus presence. It’s important to have a tiered structure around college recruiting. Not all colleges and universities are the same; whatever amount of effort you put into college recruiting will determine your outcomes.

For more tips on college recruiting from The WorkPlace Group, subscribe to our YouTube channel and check out all 15 videos featuring experts Dr. Domniki Demetriadou and Dr. Steven Lindner.

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Dr. Steven Lindner, Executive Partner, WPG

Dr. Steven Lindner, Executive Partner, WPG

Dr. Steven Lindner is the executive partner of The WorkPlace Group®, a leading “think-tank” provider of recruitment services assisting companies ranging from small, fast growing businesses to multinational Fortune 500 companies. He is an expert in Talent Acquisition and Assessment, has appeared in many radio and TV interviews and a frequent presenter at HR conferences.  He writes weekly employment articles for the NY Daily News and holds a Ph.D. in Industrial/Organizational Psychology from Stevens Institute of Technology.

 

 

Dr. Domniki Demetriadou, is a partner and director of assessment services of The WorkPlace Group®, a leading “think-tank” provider of recruitment services assisting

Dr. Domniki Demetriadou, Partner and Director of Assessment Services, WPG

Dr. Domniki Demetriadou, Partner and Director of Assessment Services, WPG

companies ranging from small, fast growing businesses to multinational Fortune 500 companies.  Demetriadou is an expert in Talent Acquisition and Assessment, and a member of the Society for Human Resource Management (SHRM) and the American National Standards Taskforce. She is a frequent presenter at HR conferences and has led many multinational recruiting programs. She holds a Ph.D. in Industrial/Organizational Psychology from The Graduate Center at Baruch College, CUNY.

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 July 16, 2015 by

The Millennial Makeover Part 4: What Attracts Them to Your Company

Millennial Employees words on a worker or staff member on an organizational chart to illustrate finding and hiring young people

Millennial Employees words on a worker or staff member on an organizational chart to illustrate finding and hiring young people. Photo courtesy of Shutterstock.

When it comes to today’s workforce, there is no doubt that millennials are creating an atmosphere of change in the workplace.  So, who are millennials?  This group was born between 1980 and the year 2000, and reflect a generation with their own career goals, attitudes, and oh yes, their understanding of how to use technology.  For employers to take their companies to the next level, they will need to find ways to recruit and retain millennials, also known as Generation Y. (more…)

Posted July 03, 2015 by

The Millennial Makeover Part 2: What They Want in the Workplace

Young African American woman thinking, horizontal

Young woman thinking, horizontal. Photo courtesy of Shutterstock.

When it comes to today’s workforce, there is no doubt that millennials are creating an atmosphere of change in the workplace.  So, who are millennials?  This group was born between 1980 and the year 2000, and reflect a generation with their own career goals, attitudes, and oh yes, their understanding of how to use technology.  For employers to take their companies to the next level, they will need to find ways to recruit and retain millennials, also known as Generation Y. (more…)