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

Posted December 13, 2018 by

Video, slides, and recap of College Recruiting Bootcamp on AI at Google

 

Wow, did we ever receive great feedback from Monday’s College Recruiting Bootcamp on AI at Google. I thought I should share some highlights:

  • All 200 available tickets sold-out almost a week ahead of the event thanks, in part, to promotional efforts by the Association of Talent Acquisition Professionals, CareerXroads, Recruiting Brainfood, and Jibe.
  • A handful let us know that they couldn’t attend. We gave their tickets to people on the waitlist.
  • Attendees at the Sunday evening reception, sponsored by TalentNet Inc., enjoyed crab, steak, grilled vegetables, adult beverages, and more than a few laughs.
  • Whitney Selfridge, Google’s Product Marketing Manager, and Faith Rothberg, College Recruiter’s Chief Executive Officer, warmly welcomed the hundreds who attended in-person and via the live stream, which was sponsored by AllyO.
  • I delivered an overview of how AI is already being used in the recruitment industry.
  • Tarquin Clark, Director of Partnerships and Go To Market for Google’s Cloud Talent Solutions, delivered the opening keynote on how AI can better our education, businesses, and careers. He then moderated a panel discussion featuring Roopesh Nair, President and Chief Executive Officer of Symphony Talent; Jayne Kettles, Co-Founder and Chief Product Officer for gr8 People; Joe Essenfeld, Chief Executive Officer and Founder of Jibe; and Justin Lumby, Vice President of Technology Strategy for TalentNet Inc.
  • Alexandra Levit of PeopleResults and author of Humanity Works delivered the featured presentation on how technology and people will merge in future workforces. She then moderated a panel discussion featuring Jennifer Sethre, CEO and Founder of Intry; Wahab Owolabi, Recruiting Manager for Rubrik; Jared Bazzell, Talent Acquisition Manager – Campus for CDW; and Doug Berg, Founder of ZAPinfo. Thanks to ZAPinfo, 100 attendees received a copy of Alexandra’s excellent, new book.
  • After a delicious lunch sponsored by our partner, Google, we were treated to the closing keynote by John Sumser of HR Examiner on AI, the algorithms, and who owns the outcomes. He then moderated a spirited discussion with panelists Jeff Dunn, Campus Relations Manager for Intel; Derek Zeller, Director of Recruiting Solutions and Channels for ENGAGE Talent; Richard Rosenow, Workforce Planning Analyst for Facebook; and Heather Bussing of the Law Offices of Heather Bussing.

(more…)

Posted February 27, 2017 by

College Recruiter CEO to speak about gender diversity at NACE conference

 

Minneapolis, MN (February 25, 2017)—Interactive recruitment media company College Recruiter announced today that CEO Faith Rothberg will speak at this year’s conference for the National Association of Colleges and Employers (NACE), held June 6-9 in Las Vegas. The NACE conference is for college career services and college recruiters to make new connections, develop new insight and skills and discover new business solutions. Rothberg will speak about diversifying the workforce.

According to Rothberg, “When you pretend gender diversity doesn’t matter, your bottom line suffers. So recruiting and retaining women isn’t just the right thing to do – it is essential to increasing your profitability.  Including women in all areas of your organization adds valuable differing insights to solve our tough business problems.”

As CEO of a technology driven business, Rothberg has an inspirational personal story to share. Her career has remained at the intersection between business and technology, both of which were male-dominated fields when she entered them and, unfortunately, remain so in 2017. After earning her MBA, Rothberg became a manufacturing information technology consultant in a job that required working out of construction trailers at manufacturing facilities. Rothberg now leads College Recruiter and takes pride in helping launch the early careers of college students, including thousands of young women. STEM fields (science, technology, engineering and math) are heavily dominated by men, and Rothberg will share about the challenges she has faced while climbing to the top.

Although less attention is paid on this topic outside of STEM, many non-STEM industries are just as lacking in gender diversity. Rothberg will identify the industries and fields that are lagging, and discuss some of the research around why organizations need to diversify their talent pipeline. She will speak directly to recruiters who influence that entry point into the pipeline, as well as retention strategies.

Rothberg’s focus for the discussion will go beyond merely discussing the problem. She will bring specific examples of how small, medium, and large organizations have successfully improved their recruitment and retention of women. She will discuss the implementation of innovative programs that will improve their recruitment and retention of female students and recent graduates.

About College Recruiter

College Recruiter believes that every student and recent grad deserves a great career. They believe in creating a great candidate and recruiter experience. Their interactive media solutions connect students and grads to great careers. College Recruiter is the leading, interactive, recruitment media company used by college students and recent graduates to find great careers. Their clients are primarily colleges, universities, and employers who want to recruit dozens, hundreds, or thousands of students and recent graduates per year.

About NACE

Established in 1956, NACE connects more than 7,600 college career services professionals at nearly 2,000 colleges and universities nationwide, more than 3,000 university relations and recruiting professionals, and the business affiliates that serve this community. NACE forecasts hiring and trends in the job market; tracks starting salaries, recruiting and hiring practices, and student attitudes and outcomes; and identifies best practices and benchmarks.

Posted May 04, 2016 by

Stay-at-home mom to CEO: Transferring skills to the workplace

During one of our one-on-one meetings, Faith Rothberg, CEO of College Recruiter, laughed as I described some of my potty training woes with my toddler.

“Just continue to lower your parenting expectations, and you’ll be fine.”

This sage advice has saved me from numerous mommy meltdowns. Faith Rothberg is not only a wonderful workplace mentor, but she’s also a mentor for young moms as well. Faith was recently featured in an article about returning to the workplace by OptIn as well.

Faith, a mother of three children, two of whom no longer reside at home, is a true parenting expert. She chose to stay home to care for her children after establishing her own career in the field of information technology after earning her MBA at the University of Michigan. Before earning her stay-at-home mom (SAHM) status, she worked for Ford Motor Company as a programmer, a manufacturing information technology consultant for KPMG, and for Wells Fargo as a project manager. Faith’s family photos adorn the walls of her house—even her home office—and she doesn’t hide the fact that her family comes first.

Yet as CEO of College Recruiter, an online recruitment media company named one of the world’s top career sites by Forbes, WEDDLE’s, and Business.com, how does Faith strike a balance between work and family? How did she transition back into the workplace after staying home with her children for 13 years? How did her SAHM experience provide her with transferable skills which now benefit her as CEO?

I recently interviewed my boss, Faith Rothberg, to ask her these very questions and more.


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

Faith made the decision to stay home with her children after her second son was born. She admits she didn’t feel she was doing well as a mom or as a professional at this time in her life. The biggest surprise she had at this time was how hard it felt to be home every day and how many decisions she was faced with making all day long while caring for her children. She realized right away that she was building better multitasking skills, decision-making, and problem-solving skills as a parent. These are transferable skills that certainly aid her now in the workplace.

Many stay-at-home moms struggle when deciding whether to re-enter the workplace. “I don’t know if you ever know exactly that it’s the right time. When I made the decision to come back and start in our business . . . it was really good timing for the business, and it was almost good timing for me,” Faith candidly shares.

She admits she was worried she would not be able to be as available for her children. There was certainly an emotional component which was difficult during the transition back to work.

Faith suggests that parents who stay home with their children should remain active in their communities and at their children’s schools. Parents can volunteer in the classroom, on committees, and in non-profit organizations in order to round out their resumes to avoid major gaps with absolutely no experience.

Faith offers three tips for stay-at-home moms considering a return to the workplace.

  1. Evaluate what you want to do.

Often what you were doing before you had children isn’t what you want to do now (when returning to the workplace). You may have had a great paying job before having children, but now you may have different goals or objectives. Take some time and either work with a career coach or take career assessments online to reevaluate your goals. Get a career mentor and seek advice and guidance.

  1. Once you know what you want to do, update your resume.

You’ll have a gap on your resume during the time you stayed home with your children, and you may not have professional work experience to list on your resume during this gap. Use the volunteer experience and community involvement to fill in the gaps on your resume.

  1. Network.

Network with other children’s parents and with the spouses of those other stay-at-home parents. Network back with your former coworkers. Use LinkedIn and other social media sites. Send your resume to your contacts and friends and don’t be afraid to ask for help.

For more tips related to transferable skills, transitioning back into the workforce, and searching for jobs, visit our blog and follow us on social media at LinkedIn, Twitter, Facebook, and YouTube.

 

 

Posted April 14, 2016 by

Fraudulent job postings target college students

Fraudulent job postings, left unchecked, can prove truly harmful to college students and recent grads. Recently, an organization calling itself HYDROCK, Inc, LLC, posted fraudulent job postings for college students. Thankfully, the Better Business Bureau of Minnesota and North Dakota received reports about the fraudulent postings and alerted employers, job seekers, and recruitment media companies like College Recruiter about the questionable job postings.

The postings boasted of positions allowing students flexible hours/scheduling “to avoid conflicts between classes or other business.” Unfortunately, if it sounds too good to be true, it probably is. Upon further investigation, that was the case with this posting.

College students and recent grads should be leery of shady job postings. If applicants run across job postings like this (or are approached by companies after posting their resumes online), they should consider the following warning signs that may indicate signs of fraudulence:

  • You will receive a check up front, prior to beginning work.
  • You will work a minimal number of hours but receive a large income in return.
  • You are asked to submit your Social Security number or very sensitive personal information to a company prior to the face-to-face interview and acceptance of the position.
  • As part of the position, you will be required to transfer money or reship goods.
  • The company claims to be located in another country.
  • The position does not list any minimum qualifications for education or experience.
  • The job posting contains grammatical, mechanical, or stylistic errors.
  • The company claims to have been in business for years, but the website was only recently created.

Faith Rothberg, CEO of College Recruiter, recently discussed the topic of fraudulent job postings with Pete Weddle, the Vice President of TATech. Faith will be moderating a panel discussion at the TATech Industry Congress this weekend, April 16-17, in Orlando, Florida.


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

Faith and Pete both believe that if College Recruiter and other recruitment media companies take action to prevent scammers from successfully reaching candidates, they will help make a difference in fighting this ongoing battle against fraudulent job postings.

“At College Recruiter, we believe every student and recent grad deserves to get started in a great career. Having quality job postings is necessary to reaching this goal,” Faith Rothberg states. “We also believe that talent acquisition leaders deserve to have a place to connect with candidates, a place which showcases quality positions they have to offer. This is what College Recruiter offers. College Recruiter’s extensive filtering system ensures that the jobs on our site are quality postings and are limited strictly to those with 0-3 years of experience.”

Need help managing job postings? Reach out to College Recruiter—we’re here to help.

Posted April 13, 2016 by

College Recruiter sponsoring premiere event in Europe for university relations leaders

Brussels, BelgiumCollege Recruiter has two primary types of users: candidates who are searching for great careers and the employers who recruit them. One way that we give back to the recruiting community is by regularly sharing our knowledge and trying our best to advance the conversations through our blog, videos, and social media. Another way is through conferences such as the dozen or so College Recruiting Bootcamp events we’ve organized to-date.

A third way that give back to the recruiting community is through our active participation in conferences organized by partners. This weekend, for example, chief executive officer Faith Rothberg will moderate a panel at TAtech (the Association for Talent Acquisition Solutions) in Orlando about how job boards can and should prevent fraud including bogus jobs which are posted for a number of reasons, one of which is identity theft. On Monday, I’ll deliver a presentation at SHRM Talent Management in Orlando about how talent acquisition leaders can use metrics to improve the efficiency and effectiveness of their departments but also to get that “seat at the table” that so many crave but haven’t been able to attain because the information they share with their C-level leaders has been tactical and not strategic. About a week later I’ll be in D.C. for TalentBlend 2016. College Recruiter is a sponsor and I’m moderating a panel discussion with Alton Fox of Lockheed Martin and Temeka Thompson of the U.S. Securities and Exchange Commission during which we’ll talk about how leading organizations recruit students and recent graduates through off-campus channels including interactive recruitment media such as College Recruiter.

Pretty much all of the above has a U.S. focus but we’re well aware that there’s a big, beautiful world outside of our borders. Indeed, most of our Fortune 1,000 and even federal government clients have hiring needs around the world and we’re increasingly being called upon to help them with those needs. Today, for example, we’re working on a proposal for a federal government agency that has significant hiring needs for people who are U.S. citizens, live or are willing to live abroad, have college degrees, and speak both English and Spanish. These multinational projects are challenging yet a lot of fun and have led us to engage with organizations in other countries whose missions include helping students and recent graduates find great careers. An example is Gradcore, a U.K.-based organization run by my friend, Martin Edmondson. I delivered the keynote presentation at their annual conference a couple of years ago and in May we are sponsoring and helping to organize their GEC Europe conference.  (more…)

Posted April 07, 2016 by

College Recruiter Named #1 Site for Recruiters to Post Entry-Level Jobs by Business.com

Business.com logoMinneapolis, MN (April 7, 2015) — Interactive recruitment media company College Recruiter announced today that it was just named by Business.com as the best site for recruiters to advertise their entry-level job openings. In an article written by Sarah Landrum, Business.com wrote that the five best sites for recruiters to post their open positions and reach the talent they’re looking for are:

 

  • College Recruiter – best job board for entry-level hires
  • Craigslist — best job board for non-traditional positions
  • Indeed — best all around job board
  • The Ladders — best job board for executives
  • VetJobs — best job board you didn’t know you needed

“We were honored to learn of the recognition,” said Faith Rothberg, chief executive officer of College Recruiter. “Business.com has been a well known and trusted brand for small- and medium-sized businesses to stay up-to-date on business industry news and trends and we’ve relied upon it many times when we’re researching companies we’re considering doing business with.”

According to the article, “[t]he way to recruit young talent is to go to where they are most often, and that’s online through numerous channels.” The problem that most employers face isn’t generating enough applications, but applications from the right candidates. In other words, quality is increasingly becoming more of an important factor to employers than quantity. “To solve the conundrum, try posting your open position on CollegeRecruiter.com. In addition to the standard job posting capabilities, College Recruiter offers packages for recruiters and businesses that include mobile and display advertising, targeted email campaigns and virtual career events, to name just a few.”

About College Recruiter

College Recruiter believes that every student and recent grad deserves a great career. We believe in creating a great candidate and recruiter experience. Our interactive media solutions connect students and grads to great careers. College Recruiter is the leading, interactive, recruitment media company used by college students and recent graduates to find great careers. Our clients are primarily colleges, universities, and employers who want to recruit dozens, hundreds, or thousands of students and recent graduates per year.

About Business.com

Business.com is redefining the marketplace for business purchases by making it dramatically easier for buyers to discover, learn about, compare and buy the products and services they need to run and grow their businesses. Business.com has assembled a world-class team of developers, designers, digital media experts, and even a Ph.D. in Human Computer Interaction to identify the specific needs of active business buyers and improve how they use the Internet to make purchasing decisions.

Posted March 25, 2016 by

College Recruiter wins Weddle’s User’s Choice Awards for best job boards for 9th time

2016 Weddle's User's Choice Awards

2016 Weddle’s User’s Choice Awards

College Recruiter is proud to announce its selection for the ninth time, from 95 nominated sites amongst 100,000 international industry contenders, as a recipient of the 2016 Weddle’s User’s Choice Award.

Weddle’s, managed by founder Peter Weddle, the premier publisher of original, effective resources for job seekers, career activists, employers, recruiters, and employment sites, recently announced the winners of the 2016 User’s Choice Awards. Weddle’s 2016 User’s Choice Awards are the only recognition in the industry which allows users (including job seekers, employers, and talent acquisition leaders) the opportunity to select recipients.

One of the recipients was CollegeRecruiter.com, an interactive recruitment media company for college students and recent graduates searching for internships, entry-level jobs, part-time jobs, and other career opportunities.

“In today’s job market, knowing the leaders in the job board industry is crucial,” said WEDDLE’s Publisher Peter Weddle. “The 2016 Weddle’s User’s Choice Awards winners represent the industry all-stars. Equally as important, these professionals are selected directly by those who use those sites to find jobs and hire new employees, and they are the most discerning judges by far.”

Peter and Faith award

Peter Weddle, Publisher of Weddle’s, with Faith Rothberg, CEO of College Recruiter

Faith Rothberg, CEO of College Recruiter, was thrilled to find out about College Recruiter’s selection as a recipient of the award.

“We’re honored to receive the Weddle’s User’s Choice Award in 2016. Having received the award nine times in a row makes us feel truly distinguished among other job boards, particularly those who work with talent acquisition leaders to provide entry-level job opportunities to college students and recent graduates. At College Recruiter, we’re very passionate about the user experience, and we continue to strive to improve year over year. We’re grateful to be acknowledged for our efforts in the industry and humbled to be the only award winner from amongst the many good sites targeted to students searching for internships and recent graduates hunting for entry-level jobs,” Faith stated.

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 March 23, 2016 by

Fraudulent job postings: TATech Industry Congress

In today’s job board industry, fraudulent job postings are a real threat to both job seekers and talent acquisition professionals. TATech, the Association for Talent Acquisition Solutions, is confronting that threat head-on in various ways.

One of the ways TATech is rising to the challenges posed by fraudulent job postings is by offering solutions to members of the job board industry. At the upcoming TATech Industry Congress event in Orlando, Florida (April 16-17, 2016), College Recruiter’s CEO Faith Rothberg will moderate a panel discussion on this very topic. This article and embedded video, hosted by College Recruiter’s Content Manager, Bethany Wallace, with guests Faith Rothberg and TATech Vice President Pete Weddle, discusses the importance and relevance of Faith’s panel discussion topic, “Fraudulent postings: Why protecting users protects your business.”


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

First, Pete Weddle provides viewers who may be unfamiliar with TATech a little background on the organization. TATech, formerly the IAEWS (International Assocation of Employment Websites), has its roots in job boards. It has evolved as the industry has evolved. The association includes almost any organization providing technology and services that help facilitate the talent acquisition process. Collectively, the TATech membership powers over 60,000 sites or applications.

The TATech Industry Congress is the only industry-focused event in 2016. At this event, Faith Rothberg, CEO of College Recruiter, will moderate a panel discussion on a hot topic in the job board industry. The title of Faith Rothberg’s panel discussion is “Fraudulent postings: Why protecting users protects your business.” Faith explains that the panel discussion will cover everything from how fraudulent postings can occur, how businesses can prevent them from occurring, and how business owners/recruiters can keep them to a minimum. The panel will cover criminal intent, technological solutions, and enhancing the candidate experience.

Fraudulent job postings have become more of a problem lately because scammers have figured out ways to automate attacks on job posting sites to steal personal information. This can lead to problems for candidates when searching for jobs online. This can lead to more severe impacts on candidates, including identity theft. Scammers have become highly educated in this process.

Pete Weddle adds that he regularly hears from talent acquisition professionals who are concerned about this problem; he is very excited about hosting this panel discussion at the TATech Industry Congress.

Faith believes that TATech is truly helping the job board industry to better equip themselves to handle this problem through the TRUEad program. TATech created the TRUEad program in response to this issue. It is a centralized place to report fraudulent job postings and to gain awareness about fraudulent job postings.

For more information about the TATech Industry Congress or the TRUEad program, visit the TATech website.

Have you followed College Recruiter’s blog? Follow us today to receive links to articles like this. Subscribe to our YouTube channel, and follow us on LinkedIn, Twitter, and Facebook.

Posted February 27, 2016 by

Women’s role and leadership in technology

Ruoting Jia, author & Rutgers University freshman

Ruoting Jia, author & Rutgers University freshman

The workforce in technology, or in any academic discipline related to it—such as the  STEM field (Science, Technology, Engineering, and Mathematics)—is mainly dominated by males. Even though technology has become quite relevant to people’s daily lives in the 21st Century and its job positions are in fairly high demand, women seem like they are driven out of this field because they are considered “unrelated” to or are not fit for technology.

In order to gain a better perspective on the subject from someone who is a great role model in the field of computer science and to deeply analyze the hidden reasons for the gender gap in the computing workforce, I interviewed Mrs. Faith Rothberg who is a CEO of College Recruiter, a recruitment media company used by college students and recent graduates to find careers. Mrs. Rothberg has a strong educational background in both technology and business; she holds a bachelor’s degree in Information Technology and a Master’s degree in Business Administration. She is really passionate about her career, and she is willing to encourage teenage girls to participate in technology. She is also an active leader who has had conversation with elementary school girls about engagement in STEM fields, has volunteered at various organizations in middle schools and highs school, has spoken at the ceremony of Aspiration Award in Computing (an award for women), and has offered summer internships to one of the honorees.

I asked Mrs. Rothberg why there are few women in the field of technology. She responded, “In some areas of the country, the education systems, even the teachers, professionals, or the parents assume that boys are going to be good at those things, and girls are not due to the stereotypical culture.”

Are girls really not as good at STEM-related tasks as boys are? Such stereotypes are beginning to be questioned and confronted by the public.

However, a statistical report named By the Numbers from National Center for Women & Information Technology (NCWIT) has shown that 57% of professional occupations in the U.S. workforce are held by women, with 26% of professional computing occupations in both 2013 and 2014 U.S workforce held by women. Among this female workforce, 3% were African American women, 5% were Asian women, and 2% were Hispanic women. 24% of Chief Information Officer (CIO) positions at Fortune 100 companies were held by women in 2012, and only 6% of those positions in 2014.

In 2013, 56% of Advanced Placement (AP) test-takers were female, but only 46% of AP Calculus test-takers were female. Only 19% of AP Computer Science female test-takers were female. From the year 2000 to 2012, there was a 64% decline in the number of first-year undergraduate women interested in majoring in computer science (1). According to the SAT score report on the math portion from American Enterprise Institute (AEI), statistics have shown that from the year 1972-2013, there persists a huge gender gap in math because high school boys have an average SAT math test score that is 32 points higher than girls.  Moreover, the male-female ratio on the SAT math test is above 1 with the score that is higher than 580 points, and the ratio is below 1 with the score than is lower than 580 points; this suggests that more boys scored higher than 580 points on the math portion than girls, and more girls received a score that is below 580 points than boys did (Perry). Based on these statistics, society starts to question girls’ capabilities in the STEM field–are girls really inherently less intelligent than boys?

Education

One of the primary reasons which leads to this unbalanced data is the education system in technology, especially early education in elementary and secondary schools, which has not fully developed yet. Rothberg mentioned education in technology in our interview as well; she said that “technology until recently wasn’t taught young enough, and actually it’s still not taught young enough. I think we should be really teaching about computers and technology in elementary school.”

One of the most notable incidences in the Department of Computer Science in many research universities is that incoming freshmen leave the department after taking the Introduction to Computer Science course after their first semester because even though these are introductory level courses, they are still really difficult for these students who have not had any coding experience prior to entering the program. This is preparatory work that should be taught and learned in early education in order to be prepared for further advanced upper-level study (Wilson et al. 26).

Tracing back to early education, there are not many high schools or middle schools offering AP Computer Science or regular basic programming courses to their students. The chance that they will major in computer science without knowing the concept of the subject and what computer scientists do is quite minimal. Moreover, children in elementary schools are much less being exposed to programming; thus, even fewer children frame an interest in coding because learning how to code is like learning a new language. The earlier you start, the better you will be.

Therefore, with limited knowledge and skill to succeed in the so-called “easiest” course in college, it is easy to understand why there are fewer students going into the profession.

Another vital factor is that since the professions in technology are considered well-paid, there are fewer trained and experienced AP Computer Science teachers who would rather focus on computer system development or start their own technology businesses than teach students. By knowing the importance of having an instructor in the field that requires a lot of advanced skills and logical thinking, this also limits students’ opportunities to exceed in the field.

Stereotypes

Faith Rothberg, CEO of College Recruiter

Faith Rothberg, CEO of College Recruiter

Although having limited educational resources is an obstacle for both males and females, women are more likely to opt themselves out of the field while men are trying to work on getting themselves into the field. Rothberg states that “in some area of the country, educational systems, even the teachers, the professionals, or the parents assume that boys are going to be good at those things, and girls are not.”

Those old stereotypes hold women back from technology and are the subconscious assumptions and negative stereotypes towards women’s role in the STEM field which shape people’s misconceptions and misunderstandings about the computer science major and its workforce.

Computer scientists are considered “geeks” in the society who have the stereotypical physical traits like “wearing glasses, pale, thin, unattractive” (Cheryan et al. 5). They are viewed as people who are less active in social life and who are lacking interactive skills when it comes to communication and collaboration. People describe them as solely scientific and “obsessed with computers” that they work on (Cheryan et al. 10). Aside from that, their characters are defined as unattractive, nerdy, and socially introverted, which women will unlikely be.

“What happens now is that by the time young girls get to middle school and high school,” Rothberg said, “they see themselves as not smart as boys, so they are away from technology.” A lot of the girls who are studying computer science “come from families of computer scientists and engineers” (Stross), because their families understand the importance and responsibilities in the field, especially technology, are highly demanded in the 21st century. Unlike other families without computer scientists or engineers, the stereotypes restrict the encouragement and support from family members of young girls. Therefore, the more this stereotypical idea is added to women from a social aspect, the fewer women will enter into the field of technology.

Workforce

Women have historically chosen lower-paying yet fulfilling jobs, whereas their male counterparts, who are considered family providers, choose high-paying careers, such as computer science and engineering (Larson). This has become socially acceptable that men’s jobs are inventive and creative; however, women’s jobs are caring. When children are very young, toys, such as vehicles and Legos, seem to be designed for boys. However, girls often have dolls with a whole set of house settings, which give them a wrong perspective to girls that taking care of dolls and organizing house are all they are meant to do.

Also, the feeling of isolation or ostracism is a common frustration among women in technology. Since men are dominating the technological workforce, some women do not feel comfortable working in a gender-biased working environment. This is even drawing out more women from this field; therefore, the ratio of male-female is increasingly growing.

Another persisting factor that Rothberg mentioned is that unequal salary difference between female workers and male workers who have the same skills and abilities in the workforce. Their salaries are similar at the entry level positions regardless of gender. However, when it gets to higher positions with more experience and knowledge, gender and income disparity start to emerge, where men are paid more than women for the same type of jobs.

People focus too much on who are they working with instead of the work itself. However, “sometimes it doesn’t matter what gender you are at all. It’s just who knows what about a part of the business, and we share our knowledge about the industry.” Rothberg has worked as an IT analyst among a lot of male colleagues. She said she felt pretty comfortable working with them, and male colleagues “truly respect your opinion because it is a little bit different than what many of them are saying. It’s great to all agree on stuff, but it’s nice to throw out different challenges at each other, so I think they find that helpful too.” In order to create a welcoming working environment for women in male-dominated field, the spirit of the companies should focus on problem-solving and interacting and collaborating with coworkers, rather than paying much attention of the fact of gender disparity.

Leadership

Another reason for low representation of women in technology is the lack of female role models in this field. Computing is a particularly taxing field. Women may find it to be an inhospitable discipline and may choose to focus their education and career goals toward other fields where due to the lack of support and guidance from other women.

A study that conducted by Ph.D. students from Syracuse University shows that there are surprisingly fewer mentoring programs when approaching to the higher level of education. Unlike undergraduate students who are required to take courses from a variety of academic disciplines, “graduate students are often plugged into their own specialized studies and have little contact with others outside their department” (Bhatia, Priest Amati 4). With a small number of female graduate students, they can be isolated and have less access to social networks than their male peers.

Rothberg said that “anyone can be a leader in any part of their lives. All it takes is their own energy and passion and communicating with other people.” She brought up an interesting point which is being a CEO doesn’t mean being a leader, though she does consider herself a leader. As long as women are passionate and confident about what they are doing, they could become a leader and a role model in any way for other women, and help them to achieve more accomplishments in their area. Female leaders show strength and power to other female peers towards their gender abilities, and being a role model will encourage others to persist their interests that restricted by gender gap; for instance, Rothberg has recently shown her female influences in this highly male dominated field by being one of the board members of a conference.

Genetics

Rothberg brought up that there exists a difference between the genetics and brain functions of male brains and female brains. She said, “One thing that maybe more women have than man is EQ, or emotional intelligence, the ability to sense what’s going on with different people and that it’s part of my female identity.”

A study that was conducted by a researcher at the University of Pennsylvania shows that “the average women’s brains were highly connected across the left and right hemispheres, in contrast to men’s brains, where the connections were typically stronger between the front and back regions” (Sample). Since the left of the brain is more for logical thinking, and the right of the brain is for “more intuitive thinking, women are more intuitive and emotional than men are.” Moreover, male and female brains showed few differences in connectivity up to the age of 13 but became more differentiated in the age between 14 and 17 years old (Sample). Computer science is a field that requires a lot of logical thinking skills and accurate analyzing skills.

However, at the beginning of the evolution of computers, most of the first pioneers of computing were women. They worked and found the mathematical foundations and mechanical computing algorithms. According to the history, the capabilities and creativity of women are predominately proved by the achievements of these women pioneers (Zimmermann).

As Rothberg agreed, “From the ability standpoint, they [middle school and high school students] start off very similar and continue to excel definitely at the same pace.” Although genetics forms people’s brain structures differently, which may affect our performances in STEM field, the efforts we put in will have a significantly larger influence on improving our thinking and abilities from a long term.

Conclusion

With the acknowledgment of the lack of women in technology, the society should take actions to solve this problem. Our society needs diversity, especially in technology field which is essentially needed and highly demanded in other areas as well. Thus, institutions should make technology or its related fields more appealing and welcoming for women, and increases female-focused networking events, mentoring opportunities, and on-campus community building. As women themselves, they should step out of their comfort zones to stand up and speak for themselves, to make initiatives, to strive for opportunities, to be confident what who they are and what they are doing, and to help and guide other women to make this group strong and intelligent.

 

For more information about careers in STEM and technology and to apply for internships and entry-level positions, visit our website to register and begin searching for positions today. Be sure to follow us on YouTube, Facebook, LinkedIn, and Twitter.

 

About the author:

Ruoting Jia is a freshman at Rutgers University–New Brunswick, studying in Computer Science and Mathematics. She is an honors graduate of Mayo High School in Rochester, Minnesota, and a 2015 Minnesota winner of NCWIT Award for Aspirations in Computing. She would like to pursue a career in the field of software development. 

 

References

Bhatia, Shobha, and Jill Priest Amati. “‘if these Women can do it, I can do it, Too’: Building Women Engineering Leaders through Graduate Peer Mentoring.” Leadership & Management in Engineering 10.4 (2010): 174. Print.

“By the Numbers.” National Center for Women & Information Technology. NCWIT, 3 Apr. 2015. Web. 8 Dec. 2015.

Cheryan, Sapna, et al. “The stereotypical Computer Scientist: Gendered Media Representations as a Barrier to Inclusion for women.” Sex Roles 69 (201e): 58-71. Print

Larson, Slena. “Why So Few Women Are Studying Computer Science”. ReadWrite. 2 September 2014. Web. 9 Dec 2015.

Perry, Mark J. “2013 SAT Test Results Show That a Huge Math Gender Gap Persists with a 32-point Advantage for High School Boys – AEI.” AEI. AEI, 26 Sept. 2013. Web. 1 Dec. 2015.

Rothberg, Faith. “Women in Computer Science.” Online interview. 25 Oct. 2015.

Sample, Ian. “Male and Female Brains Wired Differently, Scans Reveal.” TheGuardian. Squarespace, 2 Dec. 2013. Web. 9 Dec. 2015.

Stross, Randall. “What Has Driven Women Out of Computer Science?” The New York Times. The New York Times, 15 Nov. 2008. Web. 9 Dec. 2015.

Wilson, Cameron et al. Running on Empty: The Failure to Teach K-12 Computer Science in the Digital Age. New York: Association for Computing Machinery. Print.

Zimmermann, Kim Ann. “History of Computers: A Brief Timeline.” LiveScience. N.p., 8 Sept. 2015. Web. 9 Dec. 2015.

 

 

Posted November 16, 2015 by

The College Recruiter Difference

The College Recruiter DifferenceIt is far too easy for any organization to overlook the need to be more thoughtful and have better short- and long-term plans when you’re so focused on serving your customers. We’ve been no different but, thankfully, our leadership was able to find a substantial amount of time over the summer and early fall to look at what we were doing, what was working, what wasn’t working, what should remain unchanged, and what needed to be changed. In short, we’ve been doing a lot of strategic planning here at College Recruiter.

One of our conclusions was that we saw far better outcomes of our interactive, recruitment media campaigns when we forced ourselves (and sometimes our clients) to follow the process that we’ve developed over the 24 years we’ve been in business. This summer, as part of our strategic planning, we documented that process, gave it a name, and created a graphic to help our team and those with whom we interact an easy-to-follow checklist. We called the process, The College Recruiter Difference.

Note that there are five major steps: (more…)