ARTICLES, BLOGS & VIDEOS

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

Posted May 31, 2018 by

Recruitment marketing strategies for college students and grads

 

“It’s an increasingly tough marketplace out there on both sides, and that customer understanding can go a long way for the company’s recruiting and all these applicants who want to land a great place to be.” That is from Nancie Ruder, owner of Noetic Consultants, a marketing consulting firm that specializes in brand strategy, research and training. Ruder will speak at SHRM 2018, presenting “Unlocking Marketing Strategy to Optimize Recruitment.” I spoke with Ruder to get her insight into effective recruitment marketing to college students and recent grads. We chatted about measuring success, what Gen Z wants, and non-traditional student recruitment. Here are the takeaways from our conversation. (more…)

Posted May 24, 2018 by

Gen Z Talent: Understand Them to Recruit Them [white paper]

 

All of your college recruitment, from now until 2033, will be tapping Gen Z talent. To say that Gen Z will change the workforce is an understatement. At College Recruiter, where we are this close to entry-level talent and swim in the pool of TA trends, we think this generation will transform your workforce.

Gen Z, born after 2000 (some say as early as 1995) will make up 20% of workforce by 2020. We have learned a lot about what makes Gen Z different and how you can recruit them. We teamed up with Door of Clubs to tap into current insights and bring you a white paper full of real tips for recruiters, employment branding specialists and HR leaders.

Read the full white paper to understand how to shift your entry-level recruitment to attract Gen Z candidates

(more…)

Posted April 20, 2018 by

Most interns are hired through job boards and other off-campus, virtual programs

 

When most people — including employers — think of hiring interns, they think of hiring them on-campus with the assistance of the college career service office as well as professors and other faculty. And those people would be wrong. Some interesting information came out today from the National Association of Colleges and Employers (NACE) regarding the sources of hire for interns.

NACE’s membership is heavily skewed to large employers so those are the employers are receive and respond to its surveys. You must consider that when looking at their survey results, understanding that it isn’t a random sample. In other words, their data don’t accurately reflect the hiring practices of all employers. At best, it reflects the hiring practices of the large employers that make up the bulk of its membership. (more…)

Posted March 20, 2018 by

Recruitment marketing via text messaging: Pros and cons

 

Recently, a journalist asked me about services offered by organizations such as Canvas and TextRecruit that make it pretty easy for employers to market their employment opportunities to job seekers via text messaging campaigns. There are pros and cons to recruitment marketing via text messaging.

College Recruiter used to sell cell phone text messaging campaigns to our employer customers but we stopped doing so about a decade ago. It had become clear that bulk, commercial texting fell under the same laws as bulk, commercial faxing. Neither are illegal, but both require an incredible amount of record keeping and the recipients had to opt in to receive the messages. Emails, on the other hand, allow employers to market to any candidates who have not opted out.  (more…)

Posted February 26, 2018 by

Beyond Ban the Box: Should TA leaders revise their criminal background policy to source new talent? 

Recently, the New York Times reported on a changing landscape in the hiring space, in the article “As Labor Pool Shrinks, Prison Time Is Less of a Hiring Hurdle. According to the article, many employers are relaxing their criminal background policies to allow themselves to open a new talent pool: people with criminal backgrounds and even, in the case of municipal employer, current inmates.

While recent “Ban the Box” laws have played a part in this trend, there is much more to the story. We asked two experts at Verified First, a leading background and drug screening company, to weigh in about this trend. Michael Lotterstein is Vice President at Verified First, and Elyzabeth Ambra is Compliance Director. (more…)

Posted January 29, 2018 by

Recruitment methods for non-traditional students

 

The entry-level talent pool increasingly consists of “non-traditional students.” Recruitment methods and strategies that narrowly focus on attracting talent from top schools, or from a short list of degrees, no longer provide employers with the workforce they need to grow. Employers should become more aware of who non-traditional students are, and how talent from alternative pools brings value. (more…)

Posted November 08, 2017 by

What executives want students to do about diversity in organizations

 

Having grown up more aware of diversity issues than previous generations, college students might not think they have blind spots. Recruiters, HR leaders and executives all know, however, that even as the millennial generation floods the workforce, we are all still struggling to create more inclusive workplaces and more diversity in organizations.

We heard from two executives who are participating in the largest CEO-driven business commitment to advancing diversity in organizations and inclusion within the workplace in the U.S.  CEO Action for Diversity & Inclusion™ brings students into a conversation about diversity in organizations, right at a time when students are making important decisions about their career paths. We share their insight here about how to engage students in these conversations, what they have learned about inclusion and lessons they hope employers will take to heart. (more…)

Posted October 31, 2017 by

Retention strategies: Benefits that help retain millennial talent

 

Whether you add flashy perks to your benefits package, don’t forget that what millennials care about first (and really anyone, for that matter), is earning a competitive and fair wage, and job security. If your retention strategies don’t acknowledge that, this article may not be for you. As College Recruiter founder and president Steven Rothberg states, “compensation and job security are more important right now because both have been declining and young adults face far higher costs of living due, in large part, to exponentially higher student loan debt.” If you do offer a competitive salary and job security, then we here offer three employee benefits that can help retain your millennial talent. (more…)

Posted August 09, 2017 by

Talent acquisition in high volume: Tips for creating a high touch candidate experience

 

Just because you have to hire a cohort of 1,000 entry level employees every year doesn’t mean your hiring process needs to be low-touch or non-engaging. Janine Truitt, a member of our Panel of Experts and Chief Innovations Officer at Talent Think Innovations, offers some excellent tips for talent acquisition leaders who have high volume needs. Truitt is an expert in innovative training and products that arm businesses with the knowledge and tools they need to succeed. Read her advice below on how large employers with at-scale hiring needs can still provide a high-touch and positive candidate experience. (more…)

Posted July 27, 2017 by

Fall 2017 college recruitment trends and challenges [white paper]

 

As the 2017-18 school year creeps up, recruiters are looking at their plans, and wondering what to keep from last year and what to change. College Recruiter teamed up with our friends at NAS Recruitment Innovation to create a white paper chock full of insight into trends and offer advice for talent acquisition teams with a high volume of entry-level hiring needs this fall. (more…)