ARTICLES, BLOGS & VIDEOS

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

Posted March 23, 2016 by

Planning for college recruitment

Creating a college recruitment program from scratch is a daunting task. This 3-part video series featuring The WorkPlace Group (WPG) experts Dr. Domniki Demetriadou, Partner and Director of Assessment Services, and Dr. Steven Lindner, Executive Partner, provides talent acquisition leaders with suggestions and guidelines for starting their own college recruitment programs.

The video series is hosted by College Recruiter’s Content Manager, Bethany Wallace. Part 1 provides talent acquisition professionals tips about getting started when planning a college recruitment program.


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The first place to start when planning a college recruitment program is to identify objectives for developing a college recruitment program. This helps identify internship opportunities within the organization; this transfers into considering which degrees match up with internship needs. After this, employers must consider their resources. Resources include not only budgetary items but also time, staffing hours, and travel time.

Dr. Demetriadou advises her clients to determine “what [they] need, where [they] need it, and how much [they] are willing to invest in the process.”

Part 2 helps college recruiters with the school selection process.


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Once college recruiters have identified their objectives and resources, it’s time to do an environmental scan. One of the factors to consider is geography. Will staff need to travel to conduct campus recruiting visits and OCIs (on campus interviews)? Will students need to travel to visit the employer facility/headquarters?

Another factor to keep in mind is diversity, particularly in STEM (science, technology, engineering, and mathematics) fields. If the university is large, but the demographics do not offer a diverse candidate pool, recruiters may want to remove the university from the target list or consider re-prioritization.

It’s also important to consider whether it’s more beneficial to recruit nationally or regionally. It may be helpful to create a tiered list for college recruiting.

Consider the curriculum at the universities. Do they match with the available internships and entry-level jobs?

These are just a few of the factors to consider when doing an environmental scan when planning for college recruitment.

Part 3 wraps up the college recruitment planning process and discusses how to narrow down the school selection list.


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Although there is no such thing as having too large a list of schools during the planning phase or beginning stages of the college recruitment planning process, Dr. Steven Lindner mentions that part of the college recruitment process is narrowing down the target list for college recruiting. He reminds viewers that there is a difference between visiting schools and recruiting from them.

In the beginning, it’s great to keep college recruiting options broad to ensure meeting objectives. However, as recruiters consider their resources, they must narrow down the target list significantly in order to work within the constraints of their budgets.

Dr. Demetriadou reminds viewers to “think big, but implement small.”

Continue reading our blog for more featured articles with The WorkPlace Group experts Dr. Steven Lindner and Dr. Domniki Demetriadou. For more videos and tips about the timeline for developing a great college recruitment program, subscribe to our YouTube channel and follow us on LinkedIn, Twitter, and Facebook.

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 08, 2016 by

Job candidates: How to find them

Choosing amongst job candidates courtesy of Shutterstock.com

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Organizations often overlook having an open house or another face-to-face meeting as a relatively inexpensive way to hire multiple people for one or more roles. The best candidates do not apply for jobs simply because they’re open to taking new jobs, and they happen to be qualified for jobs recruiters want filled. College students and recent graduates are far more likely to be interested in applying, interviewing, accepting job offers, and staying with a company for years if they understand the organization, the work environment, and the team they’d be working with from the beginning of the process. (more…)

Posted December 09, 2014 by

Use Targeted Emails and Banners to Reach Grads, Students by School, Major, Diversity, and More

Business hand touch email marketing concept

Business hand touch email marketing concept. Photo courtesy of Shutterstock.

You’ve probably heard the quote that you know that half of your advertising is working but you don’t know which half.  At College Recruiter, we help ensure that all of your ads work by targeting them to the grads and students who you want to reach the most.

There’s nothing worse than spending money when you don’t need to – and that’s why using targeted banner ads and emails to reach specific types of candidates is a smart move.  Instead of a ‘shotgun approach’ to hit everyone out there, College Recruiter’s targeted banner and emails deliver your ads just to the exact candidates you need to fill your entry-level jobs and internships. (more…)

Posted December 04, 2014 by

Less is More in Recruiting

Recruitment concept on blue background with world map and social icons

Recruitment concept on blue background with world map and social icons. Photo courtesy of Shutterstock.

Have you ever noticed how recruiting ‘experts’ and ‘pundits’ tell you that – more is better?

It isn’t. What’s the use of getting hundreds of applicants if they aren’t high quality? When you’re on the line for filling your organization’s open positions, you need quality applicants that meet your needs – not dozens of ‘poor fits’.  Wouldn’t you rather get 20 applications and have 10 of them be good fits than get 200 applications and have 12 of them be good fits? (more…)

Posted July 08, 2014 by

Want to Move Your Entry Level Job Search Along? 3 Steps that Can Help

If you have been searching for an entry level job and feel like you’re not getting anywhere, check out three steps in the following post to help move your search along.

About an hour after I got married, I lost my job. I’m exaggerating slightly, but I’m sure that’s what my in-laws probably thought. After our wedding, I moved their Georgian daughter up to Boston for my job—and then promptly lost it. Those were not fun months. A lot of young professionals are in

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Posted June 09, 2014 by

What LinkedIn Says about College Recruiting in 2014

As graduates head off into the real world, they will have decisions to make concerning their career paths.  So for grads and employers who are interested, the following post reveals what LinkedIn says about college recruiting in 2014.

Another graduating class has walked across the stage, diplomas now in hand. Next step: the workforce. But what are these recent grads thinking? What about a career opportunity appeals to them most (and least)? What companies to they most want to work for? And where do they go to find work?

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Posted April 04, 2014 by

Safety Tips for Studying Abroad

Glass globe on a book with study abroad in the background

Glass globe on a book with study abroad in the background. Photo courtesy of Shutterstock.

Studying abroad can be an exciting, one-of-a-kind experience. From immersing yourself in the local culture to expanding your education and making lifelong friends, the opportunities offered by studying in a foreign country are endless. If you plan on studying abroad, check out the following tips for staying safe and adjusting to your new surroundings. (more…)

Posted November 30, 2012 by

Transitioning Students with Disabilities into College and Careers

CollegeRecruiter.comWith the right preparation, schools can make the lives of students with disabilities a little easier as they transition into college and the workforce.  In the following post, find out what parents say can be done to help with this process, and what is making a difference.

Scott Rich is a prime example of how a student with disabilities can be successful. Rich was diagnosed with autism at the age of three, and behavioral problems affected him throughout elementary school. He had difficulty engaging to the point that he was expelled on several occasions, and during middle and high school, he suffered anxiety and time management issues.

Today, life for Rich is an entirely different story. At age 29, Rich has earned his M.A. in Special Education, a B.A. in Geography, and a Minor in Special Education. Rich now works as an outreach advocate and is mentoring students with special needs and autism.

Link:

Transitioning Students with Disabilities into College and Careers

Posted March 20, 2012 by

7 Reasons Why I.T. Recruiters May Reject Your Resume

Depressed woman sitting with face in handsA new report from Kovasys IT Recruitment answers a question that many information technology candidates are asking: “Why are the technology recruiters ignoring my resume?” According to Alex Kovalenko, a technical recruiting manager at Kovasys Inc., “If a tech recruiter can not tell within ten seconds that you are worth a call then your resume will go straight into a recycle bin. Keep in mind that at our firm recruiters can review up to 50 resumes every day and can not spend hours reviewing resumes.”

Mr. Kovalenko says that there are seven reasons why IT recruiters could potentially reject your resume and are as follows: (more…)