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

Posted May 24, 2019 by

5 Ways Small Businesses Can Compete for Top Talent in a Tight Job Market

When it comes to recruiting top talent, it’s always been a challenge for smaller businesses to compete with large, well-known companies. While large organizations have name recognition, big marketing budgets and fully-staffed departments dedicated to human resources and talent acquisition, smaller companies must find more creative ways to attract and retain high-quality candidates.

In today’s tight labor market, this challenge has become more formidable. Consider this: In June of this year, the Bureau of Labor Statistics reported that there are 6.7 million jobs open in the U.S. and only 6.4 million available workers to fill them. Low unemployment coupled with a shortage of talent in many areas, has made hiring a tough job for companies of all sizes, but particularly for small- to mid-sized organizations.

According to a 2018 report from Vistage International, a peer mentoring organization for CEOs, business owners and executives of small- to mid-sized companies, 61% of small and mid-sized businesses expect to increase their workforce in the next 12 months. In addition, a recent CareerBuilder survey found that companies across the globe are looking to revamp their hiring efforts to fill both temporary and full-time positions in 2019. The same survey found that 44% of businesses are planning to hire full-time employees and 51% are planning to hire temporary employees. But roughly half of all the hiring managers surveyed said they are unable to fill much-needed positions due to a lack of qualified talent.

The heightened competition for talent has increased salaries and benefits across many industries, as well as the number of company perks. In this highly competitive environment, smaller companies, who are not able to offer the same type of compensation and benefits packages, must find other ways to grab the attention of job seekers and find the best candidates for open positions. Some proven strategies include:

1. Form Relationships with Candidates

The first step in forming relationships is to “get social.” Smaller businesses must have a strong presence on LinkedIn and other social media. A Pew Research Center survey found that 79% of Americans who were looking for work used the Internet to view job listings, learn about companies and apply for jobs. Of those, 34% said online resources were their most important tool.

It’s also important for small businesses to have a well-developed LinkedIn profile. These profiles are free and offer great exposure. They help candidates find businesses that they would otherwise never know about. LinkedIn also serves as a free resume database, allowing job seekers to search though hundreds of candidates and reach out to those who are a great match. Keep in mind, however, that LinkedIn is far more popular amongst Gen X’ers and Baby Boomers than Gen Z’ers and Millennials. LinkedIn’s own statistics indicate that only 1.5% of Gen Z’ers and Millennials use LinkedIn even on a monthly basis.

In addition, forming a relationship involves being more “hands on” throughout the recruiting process. Provide company updates or news and check in with candidates via a personal phone call or email. During the interview process, include executives and managers who may be working with this person. This shows the candidate that they’re valued enough for the CEO or other executives to take the time to speak with them.

To relate with younger candidates, it’s also important to adopt a mobile-enabled application process, which means that not only must it be possible to apply for a job using an Android or iPhone, but that it’s easy to do without having to use third-party services such as “Apply With LinkedIn.” Most candidates either don’t have those third-party services, don’t know how to use them, or don’t want to use them.

Mobile devices are increasingly becoming more entrenched in our everyday life, especially within younger populations. According to Glassdoor, 89% of job seekers say their mobile device is an important tool for job searching and 45% use it to search for jobs at least once a day.

2. Attend Networking Events and Job Fairs – and Seek Referrals

When you’re shopping for caviar, but you have a fast food budget, you must work harder to find candidates. Simple job postings rarely do the trick. Even with a small staff, it’s worth the time and effort to attend networking events and job fairs. While the big company names draw candidates to an event, it puts you in good company. Not only do these events expose you to candidates who don’t know who you are, it allows you to present your company “in person.” Talking with someone face-to-face and conveying your enthusiasm and passion for your workplace and the position are more effective than a job posting. Of course, that means sending the right person to represent your company at job fairs and other events! Make sure they’re representing your company in the best light possible.

A Jobvite Job Seeker Nation Study found that 39% of job seekers rated initial contact with a company as making the biggest impact on their impression of an organization. You can capitalize on this by presenting a friendly, but knowledgeable face at job fairs, taking the time to really get to know candidates and what they want, and following up with personalized emails – something that larger companies are unlikely to do.

Small businesses can also broaden their reach by working with the right partners, such as recruiting agencies, co-ops, chambers of commerce and professional networking groups, which may result in listings in professional directories and word-of-mouth referrals.

Finally, look inside your company. Your employees can be your most passionate advocates. In fact, research by Deloitte found that employee referrals are the number one way organizations find high-quality hires. Fifty-one percent of companies surveyed named employee referrals among their top three most effective sources. Let employees know you have open positions and encourage them to share job postings with family, friends and professional associates. You may also consider offering a small bonus to employees who recommend someone who is hired. Of course, the more you rely on referrals, the less diverse your workforce will be — and numerous studies prove that diverse workforces are more productive.

3. Build and Maintain College Campus Relationships

The first step in working with colleges is to carefully research which schools are the best fit for your organization — including majors, quality of programs, student population, school location, etc. Once selected, the most successful university relations and recruiting programs take a long-term approach, building and maintaining relationships. Work closely with the career center staff to learn about a college’s culture, student demographics, degree programs and traditions. Then take it a step further by getting to know other key contacts, including faculty and administrators.

Even when your company is not hiring, be sure to maintain these relationships. Look for ways to stay involved: Can you offer a co-op or internship program (internships are a highly-effective way to find full-time hires and increase retention)? Can you volunteer to help with mock interviews or critiquing resumes? Can you speak to students about skills that employers are looking for?

Another factor to consider is whether you need to target candidates by which school they attend (or attended) at all. A rapidly increasing minority of employers, both large and small, are using workforce productivity data and discovering that the college an employee attended is poorly correlated (and sometimes even negatively correlated) with the productivity of the employee. Why? Reasons vary, but one explanation is that those who graduate from elite schools rarely stay with their first employer for as long as those who graduated from second- or third-tier schools.

If you want a diverse, inclusive and productive workforce, you should supplement your on-campus recruiting efforts with so-called virtual recruiting efforts, which typically means advertising your part-time, seasonal, internship and entry-level jobs on sites like College Recruiter that primarily target students and recent graduates of all one-, two- and four-year colleges and universities.

4. Promote Company Culture

When you can’t compete with compensation, you can still attract top talent by promoting your company’s culture and perks. The good news for small businesses is that competitive wages aren’t the only thing that can attract employees. Younger workers consider overall culture to be a major contributor to job satisfaction, according to a Society for Human Resource Management survey.

You may not be able to offer a fully-stocked kitchen and exercise rooms ala Google, but flexible work hours, remote work options, monthly workplace events, professional development courses, community-involvement and other perks can be very attractive to the right candidates.

According to a 2018 study by SCORE, a business mentoring network in the U.S., employee perks not only attract better, more qualified employees, but they are also such a powerful selling point that they can boost employee retention and job satisfaction levels. In fact, SCORE reports that benefits and perks in the workplace are often more important to employees than higher pay. The percentage of employees who took the following perks/benefits into account when choosing an employer were:

  • Flexible hours – 88%
  • More vacation time – 80%
  • Work-from-home options – 80%
  • Student loan assistance – 48%
  • Free gym membership – 39%
  • Free snacks – 32%
  • Weekly free outings – 24%

If you offer special perks, be sure to promote them. A great way to do that is to include video in your marketing efforts. A small number of job boards, including College Recruiter, not only allow you to include video within your job postings, but even let you do so for free!

5. Highlight Intangible Benefits

There are many benefits to working with a smaller company, such as greater flexibility, more diversity in day-to-day responsibilities, less bureaucracy, closer relationships, teamwork and the opportunity to make a direct impact on the bottom line. These benefits can be particularly attractive to younger workers who value “hands on” work that results in meaningful contributions from the get-go.

In addition, top talent is drawn to companies that are innovative and offer opportunities to grow and learn. You can use this to your advantage by talking about how candidates won’t be “boxed in” by a role, as happens within many large organizations. The nimble nature of small companies allows employees to wear many hats, which can be very appealing and can often compensate for a lower salary.

Today’s candidates have far more power during the job search and are also job hopping more than ever before. To succeed in this candidate-oriented job market, it’s important for small businesses to develop innovative recruiting and hiring strategies to fuel growth.

Sources:
“Best Practices for Recruiting New College Graduates,” by Mimi Collins, National Association of Colleges and Employers, NACE, October 13, 2017.
“Recruitment Statistics 2018: Trends & Insights in Hiring Talented Candidates,” TalentNow.com, February 2, 2018.
Vistage International, 2018 CEO Report on Business Growth
“What’s More Important at Work: Better Perks and Benefits or a Higher Salary,” Biospace, June 27, 2018.
“7 Tips for Small Businesses Competing with Large Employers for Talent,” Collegeforamerica,com, Workforce Insights, June 28, 2017.

Posted May 21, 2019 by

Why including video in your job board posting is crucial if you’re trying to hire students and recent grads

They say that video killed the radio star. At least that’s what the The Buggles sang back in 1980. Could they have actually been singing about the death of text-only job posting ads?

While I doubt that the lyrics of that iconic song were referring to job posting ads, I do think that video is killing the text-only job posting ad. Why? There are 86 million members of Gen Z who are entering the workforce and relying on YouTube and other video sites for information far more than their Millennial older siblings — and even more so than their Gen X and Baby Boomer parents.

Our friends at Google recently conducted a survey with Qualtrics Research to better understand how 18- to 24-year-olds decide who to date. Of course, the decision of who to date is not quite the same as who to work for, but there are similarities. Some 41 percent of the age cohort learned about dating apps through online video sites like YouTube. Taken alone, that number doesn’t surprise me, but it did when I found out that it meant that 57 percent more of this age cohort found out about dating apps using online video sites than did 25- to 34-year-olds.

In addition to using video to learn about dating, Gen Z uses video for just about all types of learning. Indeed, 80 percent of teens turn to YouTube as a source of information.

Why does this matter to employers? Because a generation that prefers to learn through video is going to be more likely to apply for a job posting from your competitor that includes video instead of your posting that does not.

Videos Can Give Small- to Mid-Sized Employers an Advantage

In a tight job market, small- to mid-size employers often need to work harder to attract top talent. Video could be your secret weapon! Consider this:

  • Video gives candidates a better glimpse into your organization. They can determine whether they’re a good fit with your culture, your expectations and the position. Consider doing a “A Day in the Life” video that showcases your unique environment along with the position’s responsibilities, or a “Meet the Team” video that allows prospects to see faces and personalities. This can be especially helpful if you have a diverse team and you’re trying to attract more diversity.
  • Videos are persuasive because they resonate with candidates — they allow them to see, hear and feel the excitement a hiring manager has for the job and the company. They are generally perceived as being more authentic or believable than written job postings. More importantly, younger candidates are accustomed to this type of visual/audio experience to make decisions.
  • Videos help increase your SEO. In fact, according to Google stats, job postings that include video are more likely to show up in a job seeker’s search results than those that don’t.
  • Videos send a message that your company is on the cutting-edge. What you lack in size, you more than make up for innovation!

Finally, a study by TheLadders found that the average prospect spends only 50 seconds on a job posting description before moving on. They spend only 22 additional seconds reading the postings that describe a job that they’ve decided to apply for — meaning that they apply for jobs without knowing much about them. If your top prospects can’t muster enough excitement about a job description in less than a minute, it’s a good bet that those individuals will not apply for that job. Video provides that spark of excitement and holds a prospect’s attention longer.

A Fool’s Errand or a Smart Move?

A few years ago, College Recruiter embarked on what others in the job board industry told us was foolish: to exponentially increase the number of postings on our site with embedded video by offering that feature for free to our employer customers.

Today, hundreds of thousands of the postings on CollegeRecruiter.com have video embedded into them, even though most job boards don’t allow employers to embed video. Of the minority of job boards that do not offer that feature, most of those are very large and charge employers a fortune. Our strategy to encourage the inclusion of video isn’t unique but it sure is unusual.

Quite simply, College Recruiter believes that every student and recent graduate deserves a great career and we’re passionate about the candidate experience. Anything we can do to help the job seekers using our site find that great career in a way that creates a better experience for them is something we want to pursue. And video fits that description perfectly.

College Recruiter is the leading job search site used by students and recent graduates of all 7,400+ one-, two-, and four-year colleges and universities who are searching for internships, part-time jobs, seasonal work, and entry-level career opportunities. Our customers are primarily Fortune 1,000 companies, federal government agencies, and other employers who want to hire dozens, hundreds, or thousands of students and recent graduates per year. Our mission is to connect great organizations with students and recent graduates.

Whether you’re posting a single job for 30-days or using our JobsThatScale product to help you hire dozens or even hundreds, we’re going to want you to embed your YouTube employment video into your posting and we make it really, really easy for you to do that…for free.

Posted February 14, 2019 by

Why including video in your job board postings is crucial if you’re trying to hire students and recent grads

They say that video killed the radio star. At least that’s what The Buggles sang way back in 1980. Could they have actually been singing about the death of text-only job posting ads? Doubtful, but I suppose possible.

So although I doubt that The Buggles were considering job posting ads while writing out the lyrics of that iconic song, I do think that video is killing the text-only job posting ad. Why? There are 86 million members of Gen Z, they’re beginning to enter the workforce, and they rely upon YouTube and other video sites for information far more than their Millennial older siblings and even more so than their Gen X and Baby Boomer parents.

Our friends at Google recently conducted a survey with Qualtrics Research to better understand how 18- to 24-year olds decide who to date. The decision of who to date is not quite the same as who to work for, but there are similarities. Some 41 percent of this age cohort learned about dating apps like Tinder through online video sites like YouTube. Taken alone, that number didn’t surprise me. But it did when I found out that it meant that 57 percent more of this age cohort found out about dating apps using online video sites than did 25- to 34-year-olds.

In addition to using video to learn about dating, Gen Z uses video for just about all kinds of learning. Indeed, 80 percent of teens turn to YouTube as a source of information. Why does this matter to employers? Because a generation that prefers to learn through video is going to be more likely to apply to a job posting from your competitor that includes video instead of your posting that does not.

A few years ago, College Recruiter embarked on what others in the job board industry told us was foolish: to exponentially increase the number of postings on our site with embedded video by offering that feature for free to our employer customers. Today, hundreds of thousands of the postings on CollegeRecruiter.com have video embedded into them, even though most job boards don’t allow employers to embed video. Of the minority of job boards that do offer that feature, most of those are very large and charge employers a fortune. Our strategy to encourage the inclusion of video isn’t unique, but it sure is unusual.

Quite simply, College Recruiter believes that every student and recent graduate deserves a great career and we’re passionate about the candidate experience. Anything that we can do to help the job seekers using our site find that great career in a way that creates a better experience for them is something that we’re going to want to do. And video fits that description perfectly.

Whether you’re posting a single job for 30-days or using our JobsThatScale product to help you hire dozens or even hundreds, we’re going to want you to embed your YouTube employment video into your posting and we make it really, really easy for you to do that…for free.

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 May 03, 2018 by

Hiring for entry level at scale? Here’s your guide to writing excellent job postings.

 

The quality of your job posting has a direct impact on how many applicants you will receive. If you need to hire for dozens, hundreds or even thousands of entry-level positions, we’ve got some tips to give your job posting the kick in the pants it needs to attract more top talent.

Over the years at College Recruiter, we’ve heard tons of feedback from our employer customers and other job boards on the effectiveness of a wide variety of job postings. Some postings generate way more views and applications than others, and unfortunately, few employers take full advantage of these tips to stand out to the right entry-level candidates. In this guide, we address your job title, whether to include salary, video, talking about your culture, and more.


Download the full guide to see our tips for creating excellent job postings to help you

hire college students and grads at scale


For example, the title of your job posting is critical. Candidates very well may know some of the industry jargon, but you have to think like a job seeker. Give your posting a title that will be searched for. Instead of titling it “SD IV,” use the title Software Developer and drop the internal lingo.

Your job posting is an advertisement. Nothing more and nothing less. You want it to generate interest in the position, so there is no reason to use the full job description, which is more of a legal document than a sales document.

Download the full guide to see our tips for creating excellent job postings to help you hire college students and grads at scale

The guide touches on what will specifically attract Gen Z talent to your posting. If you understand what they seek in a job and a career, such as stability and growth, your job posting can speak to that. This younger generation of talent wants to work at organizations that make a positive impact or have a strong sense of purpose. If that’s your organization, your job posting should reflect that.

Posted April 12, 2018 by

How do you pay students and recent graduates when 10 percent don’t have bank accounts?

 

SHRM18 Blogger GraphicI have learned a lot over the years about millennials, and more recently, Gen Z, and how employers can and should recruit and engage them. Recently, however, I learned something new.

I was recently offered the opportunity to be one of the official bloggers for The Society for Human Resources Management national, annual conference, being held in Chicago in June 2018. I felt honored and thrilled about the opportunity to learn from presenters, moderators, panelists, and exhibitors prior to the conference. I learned something about millennials from Alicia Blanda, managing partner of ATM at Work and exhibitor at #SHRM18 (more…)

Posted April 02, 2018 by

Cybersecurity recruitment: Attracting hard-to-find applicants and diverse college grads

 

We had an excellent panel discussion with experts who have years of experience in cybersecurity recruitment. They had insight into where to look for new talent, how and why to broaden your funnel, what has changed with Gen Z candidates, and how to attract the diverse talent you need. Our panelists were Pete Bugnatto, a strategic talent sourcing specialist at Lockheed Martin; Melissa Baur, Managing Partner at The Georgetown Firm; and Steven Rothberg, President and Founder of College Recruiter.

There is more demand than ever for professionals in cybersecurity. Pete Bugnatto of Lockheed Martin says there is simply more security needed. Now, just about everything needs to be secure and cybersecurity is more built in, rather than bolted on, to systems. (more…)

Posted May 15, 2017 by

Summer intern onboarding: Good and bad practices

 

Onboarding should be a positive and productive experience for interns. When you build a successful onboarding program, you benefit in the short-term with satisfied interns who will give their all, and you also benefit in the long-term when your best interns convert to full-time employees.

We wanted to bring forth some best practices and common mistakes for onboarding summer interns, so we checked in with our friend Saïd Radhouani, Ph.D., Co-founder of Nextal, a collaborative applicant tracking system. Radhouani, who holds a double Ph.D. in Management and Computer Science, has built teams from scratch and put in place strategies to serve some of the largest web and mobile properties in Canada. We also gathered insight from Wes Higby, President of Full City Tech Co, where he consults in employee development and other services.

8 essential elements to successfully onboard your interns

These seven steps will help you set up your interns for success:

  • Onboarding doesn’t start on the first day. Interns should begin onboarding before that, especially for interns who accept the position months before they graduate and begin your program. It is your responsibility to make a great first impression and show interns that your company is a good place to work, and that they will be given an opportunity to grow and succeed. Consider assigning each intern to a peer advisor who meets with them before they start. Consider inviting them to holiday parties, community service activities, and other office events where they can meet their future co-workers. At the very least, before your interns arrive, they should already understand your organization’s history, vision, and mission. Another excellent way to start off right is to ensure administrative paperwork is done before the first day, instead of boring your interns to death on their first day.
  • Welcome your interns authenticallyGive them a personal and warm welcome. It is very important to schedule a real moment for your new interns to be personally welcomed. Interns lack experience and might need special treatment in the beginning to facilitate their transition into a professional environment. Their first day’s experience can have a big impact on their integration within the work environment. Set up their workspace and equipment so that area is clean and ready to go. All technology (computer, phones, passwords) should be set up properly and working.
  • Organize a site visit for them. Give office staff notice beforehand so they can be present and introduce themselves. This will give them a taste for your organizational culture and the business background. The more people they connect with, the more they will feel included in the day to day life of your organization.
  • Introduce them to their own team. They need to know right away who they will be working with. This will lay the foundation for their sense of belonging. Don’t underestimate the importance of this–your interns who feel connected, safe and included from the beginning will be likely to identify with the higher organizational needs.
  • Appoint both a manager and a mentor. While the manager will manage the work of the intern and ensure projects stay on focus, the mentor will have a role of a facilitator. The mentor will be in charge of providing any information (not necessarily related to the intern’s project) that will help the intern in their role.
  • Clarify expectations. The manager has to clarify expectations from both sides: what the intern is expecting to get from the internship, and what the manager is expecting to get from the intern. To do so, it’s very important to provide a real work assignment and define the success criteria. Remember that college students are used to seeing a syllabus for each of their courses. Consider creating a work plan that explains the focus and goals of each week during the internship program. And go ahead and call it a syllabus.
  • Assign challenging and relevant work. Allowing to your intern to work on challenging and relevant tasks that are recognized by your company is one of the best ways to ensure the success of the internship. Once the work assignment has been done, the intern should be given the necessary documents and tools to allow them to get the necessary information. Ideally, the manager or the mentor should provide a reference checklist that the intern can follow to make sure that they are getting all what they need.

Read concrete tips and big ideas in our white paper, “How You Should Tweak Your Summer Internship Program”

  • Define a communication plan. The manager should define the communication plan with the intern. For example, an intern might be expected to send a written report to their manager at the end of each week. This will not only help the intern to improve their communication skills, but it will help move projects along by documenting progress. Also, this would raise red flags if they hit a roadblock. Some interns are required to write a paper for college credit at the end of the internship program. If that’s the case, they will have a lot of materials from their weekly communication.

Intern onboarding gone wrong: Common mistakes employers make

These are five onboarding mistakes that employers often make.

  • Don't support everyone with the same broad brushDon’t treat everybody the same. It’s important to have a process or checklist, but just be careful not to standardize it too much. Tailor the plan to the candidates you’re hiring. If new hires have accolades in sales, for example, don’t put them through a sales training program. Your college talent is now made up of Gen Z, and above all else, they demand authenticity and expect personalization.

Watch College Recruiter’s Steven Rothberg present “New Strategies to Engage Gen Z and Other Modern Candidates”

  • Don’t make interns wait for benefits. There’s nothing to gain by withholding vacation days, health care, etc. Putting interns through a waiting period will make them see you as a cheapskate and can create mistrust. If you don’t trust new employees enough to give them benefits on day one, why are you hiring them?
  • Don’t give unclear expectations. If you throw them to the wolves without ensuring everyone is on the same page, you will find that they don’t perform up to your expectations. This seems like a no brainer but many interns have this exact experience.
  • Don’t exclude interns from the process of designing their training. Don’t just train them by talking at them. Take advantage of that training period to learn what motivates them and where they want to grow. This will engage them and you will discover ways to get the most out of them this summer.
  • Don’t assume you have nothing to learn from your interns. Learning is not a one-way street. There are plenty of interns who have skills that you do not. Learn from them not only to benefit your own development but to increase their sense of inclusion and value.

Signs the internship is going well

According to Radhouani, two things will tell you whether things are on the right track. “Clear communication and measurable progress.”

Another good indicator is how well the intern has integrated within the team. During the weekly meetings with the manager, it should be clear how much progress they are making toward their goals and how they are working with their team. If you successful onboard your interns, then they will have clear objectives and all the necessary information to exceed expectations.

Posted March 22, 2017 by

Millennial and Gen Z job seekers: your chance to tell employers what you expect [survey]

 

If you are a Millennial or Gen Z job seeker, do you have a dream job? What makes that job so appealing? Do you make a lot of money in your dream? Do you work from home or have office friends around you? What potential employers attract you? What turns you off?

Many employers are still grappling with changes and demands that the Millennial generation brought to the workforce. Now Gen Z job seekers are about to enter the workforce, and it goes without saying that employers may not be ready for them. Help employers understand what you want and how to brand themselves well by telling them who you are and what you expect from employers.  One way to make your voice heard is to participate in this SURVEY:

What do you expect from employers who want to hire you?

Every survey participant will be entered into a contest to win a complimentary resume consultation and revision session with Career Coach Bethany Wallace. You will also be entered to win one of 50 $5 Starbuck gift cards.

This survey will help companies help you

Transitioning from college student to employee is tough. If you don’t have much experience in the “real” world, it is hard to imagine what is expected of you. Increasingly, companies recognize that their people are their greatest asset and they want to help entry-level employees make that transition during the training and onboarding process. However, without vital feedback from Millennial and Gen Z job seekers, your new employer (meaning, the Human Resources manager, your supervisor or the CEO) won’t know what you expect. If they don’t understand how to welcome your generation into the workforce, or develop your skills, there will be culture shock and disappointment on both sides.

After compiling survey results from respondents like you, The WorkPlace Group and its constituents plan to share the findings with employers as they plan their college recruitment and onboarding processes. They will publish the results in an e-book, in various news articles, and at conferences and webinars.

If you provide honest feedback, employers will be better prepared to meet your needs. It takes time to develop new strategies for employee engagement, benefits and salary, training and management. Your feedback will give them time to adjust.

What’s in the survey

The survey is meant to determine what attracts you to certain companies while searching for a job. According to Bethany Wallace, who collaborated in developing the survey, “We genuinely want to hear from college students and recent grads about what makes them more or less likely to pursue employment with a particular employer.” The survey asks about what engages you during the application and hiring process and what makes you more likely to accept a job offer.

If you take the survey, give honest feedback. “We expect some surprises,” says Wallace.

As a teaser, here are a few questions from the survey:

  • Which employer benefits matter most to you?
  • What most impresses you about an employer and their recruiting process?
  • Should employers keep asking about your salary expectations?

Who developed the survey

The WorkPlace Group developed this survey with collaboration from Lyon College and Rutgers University.

Specifically, collaborators include:

Dr. Steven Lindner, Executive Partner, The WorkPlace Group

Dr. Domniki Demetriadou, Director and Partner, The WorkPlace Group

Bethany Wallace, Adjunct English Faculty, Lyon College

Sid Seligman, JD, Human Research Management Faculty, Rutgers School of Management and Labor Relations

Len Garrison, Manager, Career Services, Rutgers School of Management and Labor Relations

 

Want to keep on top of job search advice? Connect with College Recruiter on LinkedInTwitterFacebook, and YouTube.

Posted November 10, 2016 by

College Recruiting Bootcamp: featuring Andrew Morton

andrew-morton director of social engagementWho is Andrew Morton?

Director of Social Engagement at Society for Human Resource Management

What you’ll hear from Andrew at the Bootcamp:

How to market your employer brand to Gen Y and Gen Z

Why you’d be wise to listen to Andrew’s advice:

After serving 20-years as an Army Officer and then as an Account Director at an advertising firm, Andrew now serves as the Director of Social Engagement at the Society for Human Resource Management, a global HR professional organization. Andrew believes that the pillars of any successful communications campaign are: sharing an organization’s story by developing content that’s both real and relevant, creating a community-management strategy that is responsive and sustainable and fostering strategic growth that allows an organization to shape its brand internally and externally.

Andrew’s specialties are public relations executive, marketing, account and brand management, social media, web development, media marketing and relations, strategic communications, advertising, TV and digital production, market analysis, speech writing, media training and event management.

 

The College Recruiting Bootcamp will be focused, fast and mentally challenging. Join us in D.C. on December 8, 2016 at the SEC headquarters. Reserve your space today!