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

Posted May 06, 2016 by

Working for a startup after college

Startup business people working at modern office courtesy of


Everyone is nervous heading into their last year of college (except for those going to grad school, that is). It’s time recent graduates prove to themselves, and probably to their parents, that all of this was worth it; they can get entry-level jobs, get out on their own, support themselves, and start on a career path. It is probably their family’s hope that grads will conduct their job search seriously, and look at companies/organizations that promise a bright future. They’ve attended their first job fair, passed out their resumes, spoken with corporate recruiters, and some seemed interested. But something doesn’t “feel” right in their gut. There’s no excitement about all of this.

As recent graduates reflect on why they lack excitement, their minds go to the concept of a “corporate” environment with everyone playing their roles, a pretty large bureaucracy, policies, set work hours; “a single cog in a very large machine you will be,” as Yoda would say. Then there’s the office politics grads studied about in those business courses. Somehow, it doesn’t seem right. They’re thinking about their future success, which doesn’t include what the “big boys” offer. Recent grads need to look elsewhere.

Graduates need to consider working for a startup. Now their parents and some of their friends might think they’re a bit nuts. There’s no job security, as 50% of all startups fail within five years, and then where will they be? Mom may be wringing her hands. However, this isn’t their parents’ world anymore, and there are large advantages to taking this path right now in their lives when they have no obligations other than to themselves.

Flexibility and continuous learning

Most start-ups do not have “pigeon-hole” jobs. They will demand everyone pitch in when and where it is needed. Graduates may have a “job title,” but that will not mean a great deal. They’ll have a skill others may not, but they will be required to learn everyone’s job and everyone will be required to learn some of their job. This environment means continuous learning.

What’s the other great thing? Grads will be forced out of their “comfort zone” into exciting challenges; things can change on a dime, and they will need to change with them. If graduates really enjoy risks and challenges, they’ll love it.

Discover new talents

With all of the emphasis on pitching in, group decision-making, and problem-solving, recent grads may find they have creative talents and current skills they never knew or nurtured. They will be far more well-rounded in what they know and what they can do.

Learn how to budget

Pay is generally not the best for those who join startups. In fact, no one joins a startup for the salary. Graduates will often have to continue living like poor students, but they know how to do it. They’ll stretch those dollars, shop at thrift stores, and eat Ramen noodles sometimes. So what? Grads will also learn how to budget and be frugal.

Business people cheering with arms raised courtesy of


Work with passionate people

Enthusiasm is contagious, and that is one of the great things about startups. Everyone comes to work excited about the day and their projects. Everyone shares in each other’s successes (and pumps each other up when there are failures). Grads, too, will be excited about getting up every morning and getting to work; many people in the corporate world would love to have that feeling.

Learn entrepreneurship

Forecasters predict small businesses will be more a wave of the future than large corporations. Why? First, corporations continue to expand globally and set up headquarters in other countries. Second, people no longer trust large corporations like they used to. These giants have taken big tumbles in recent years and no longer provide job security to their employees. It is the small business that is trending now. Working for a startup gives employees valuable experience in becoming small business owners at some point, if they should choose to head in that direction.

Push through failure

Most startups have their failures. The good ones with resilient employees move forward, learning from the failure but never losing the enthusiasm for what they are doing. It’s good to experience failure when young; it is a wonderful teacher. If that startup goes “belly up,” think of all the lessons employees have learned in the meantime.

Potentially invest or be given a stake

A lot of startups value their original people, and founders will give those people a stake in the company. Many people became millionaires because they started out with Steve Jobs, Bill Gates, or Mark Zuckerberg. Having a stake in a company at a young age is a great thing.

Love the Culture

Flexible hours are a big plus. Value is not based upon the number of hours worked. It is based on what employees produce. They may work several 18 hour-long days, only to sleep in late for several days after that and only put in four hours or so.

Dress is a big factor for many job seekers. If they love a jeans and flip-flop environment, taking their dogs to work, letting their hair grow, or sporting a tattoo, they will find the startup environment is where they want to be.

Choosing the right startup

Startups come in all different stages of development. Choosing one should be based on job seekers’ level of risk tolerance, their investigation of the founder(s), and their passions for the product(s) or services being developed. Nothing is carved in stone; if one idea doesn’t work out, there are many others to try.

Need career advice as a recent graduate? Go to our blog and follow us on Facebook, LinkedIn, Twitter, and YouTube.

Rick Riddle, guest writer

Rick Riddle, guest writer

Rick Riddle is passionate about the self-development process and wants to share his experience with more people via his articles. He believes self-sufficiency and discipline lead to great results. Follow him on Twitter.

Posted October 07, 2015 by

Create a diverse workforce by finding talent

Creating a diverse workforce requires effort from employers. However employers define diversity, they must recruit and hire the best candidates. Employers must go directly to the talent sources.

To help explore these issues, College Recruiter recently hosted a College Recruiting Bootcamp on LGBT and other diversity hiring issues on Tuesday, September 29, at the Twilio headquarters in San Francisco.

College Recruiter has been publishing the opinions from a number of talent acquisition and recruiting leaders about why and how employers should diversify their workforces. Idan Shpizear, Co-Founder and CEO of 911 Restoration, explains how employers can create diversity in the workforce by finding the talent they need. (more…)

Posted September 15, 2014 by

College Students, Looking for Jobs on Campus? How to Prepare for the Job Fair

When looking for jobs on campus, college students should take advantage of job fairs.  Learn how they can prepare for them in the following post.

‘Tis the season, here comes the fall job fair. Next week I am at both Howard University and MIT with a workshop that is designed for students to ‘own’ their job fair experience. How do they prepare in order to be performing in the top 10% of all students who attend job fairs this fall

More here:

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Posted April 22, 2014 by

What Entry-Level Recruiters Actually Look For (Hint: It’s Not Grades)

Job seeker and recruiter with a quote from job seeker

Job seeker and recruiter with a quote from job seeker. Photo courtesy of Shutterstock.

Summary: What are entry-level recruiters looking for when they size up a potential job candidate?

When you encounter a recruiter at a job fair or networking event, what traits might this person be looking for as they shake your hand and chat with you for a few minutes? And when a recruiter starts a dialogue with you online, what traits might she be scanning for as she reads your messages and skims through your resume?

What kinds of qualities and signals will make a recruiter’s ears perk up? What keywords, personal traits, and non-verbal messages will inspire them to pick up the phone and chase you down before their competitors get ahold of you? And what traits will make them glaze over and move onto the next candidate in line? Here are a few of the ways recruiters size you up, regardless of your industry. (more…)

Posted March 20, 2014 by

Career Tips: 6 Things Recruiters Love To Hear

Young businessman pointing at you to join his team

Young businessman pointing at you to join his team. Photo courtesy of Shutterstock.

Summary: What can you say (or write) that will make recruiters stop whatever they’re doing and focus exclusively on you?

When you introduce yourself to a recruiter at a job fair or a face-to-face networking event, what can you say that will make a lasting impression and move your resume to the top of the list? And when recruiters are scanning social media profiles and resume databases for likely candidates, how can you get them to pause over your name and take a closer look at your credentials? Here are six sentences that recruiters love to find in profiles or hear when they meet candidates in person. (more…)

Posted September 23, 2013 by

How to Choose an Internship

How to Choose an InternshipSince internships are usually a once-in-a-career event, and they often consist of a few months of underpaid (sometimes unpaid) labor, the best time to complete an internship will usually take place before you officially graduate and need to support yourself.

Most well-planned careers begin with an internship that takes place during the summer between a student’s junior and senior years of college. And since you’ll want to step immediately into working/interning in June, this means the search for the right opportunity should start during the winter and early spring of your junior year. Here’s how to set the wheels in motion: (more…)

Posted July 26, 2010 by

Want to Recruit Social Media Experts? Host a Breakfast for Them.

The Twin Cities’ Social Media Breakfast was recently held at Deluxe Corporation. The event focused on small businesses and their use of social media. At the event, a panel of small business owners discussed how they currently use social networks to strengthen and expand customer base.

What has this got to do with recruiting? Well, Deluxe is re-making itself from the leading printer of checks into an information technology consulting firm for small and medium sized businesses. Let’s say you own a restaurant and want to build a powerful social media presence to drive loads and loads of new and repeat business. Who do you call? Deluxe wants you to call them. So how does a recruiting team get in front of a bunch of social media gurus? One great idea is to host a social media breakfast and invite everyone in your metro in that space. Then they can learn more about you while you learn more about them. Most won’t be interested in you and/or you won’t be interested in them for one reason or another, but if dozens or even hundreds of potential hires attend, how can you go wrong?

Take a peak at footage and pictures from the event!

Posted September 15, 2008 by

Preparing for a job fair

You recently heard somewhere that a job fair is an excellent way to meet lots of potential employers and maximize your job search time. The problem is, how do you find job fairs and what do you do once you’ve found them?
To locate upcoming job fairs:
– Review media, including free job publications. Don’t forget to check radio and TV stations.
– Check your target companies’ Career section Web sites. They’ll often promote job fairs they’re attending.
– Contact college career service offices in your area. They regularly conduct or know of job fairs. Non-students or alumni may be welcome.
– Search the Internet using the key words “job fair” or “career fair” and your city and state.
– Bookmark your favorite job search resources for upcoming job fairs and locations, as well as preparation tips.
To prepare for a job fair, follow these suggestions:
– Register for the job fair in advance. Be sure to get a copy of the hiring company exhibitors.
– Select the companies you’re most interested in and research their Web sites, annual reports and recent media coverage. Talk to your networking contacts. Your goal is to thoroughly understand what the companies do and how you can bring value to them
– Develop your “elevator pitch” that explains what you do, what you bring to the table, and how this aligns with the company’s business. Remember, you’re there to demonstrate what you can do for them, not what they can do for you.
– Develop a list of questions to ask. The worst question you can ask at a job fair is, “What do you do?” A more appropriate question might be, “I saw in your most recent annual report that you are expanding your marketing operations. Will graphic designers be part of that expansion? I have a graphic design degree and have been recognized for….”
While at the job fair, make sure you:
– Seek out your targeted companies and introduce yourself with a firm handshake and confident demeanor.
– Pitch your candidacy for a position.
– Ask questions and make a connection.
– Get business cards of people you meet at the booths.
Note: Even if the company is not hiring for your particular skills at the time, if it’s a company of interest to you, make an effort to meet the company representatives and establish a connection you can follow up on after the job fair.
Once the job fair is over, what’s next? If you collected business cards, you should immediately send a thank you note and reinforce your skills. Note something from the job fair you said or did that will help the recipient recall you. About one or two weeks after the job fair, follow up by telephone, as well.
Sharon DeLay is a Certified Professional Resume Writer and Certified Professional Career Coach. You can visit her at Permanent Ink Professional Development Services or e-mail her for more information.
© 2008 Permanent Ink Professional Development Services