ARTICLES, BLOGS & VIDEOS

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

Posted March 13, 2018 by

Changing priorities at College Recruiter to help employers hire at scale

 

Recently, someone asked me what College Recruiter’s priorities were five years ago, versus our priorities today. And if they changed, why?

Five years ago, we were all still emerging from the Great Recession. The economy was unstable. No one really knew if we were about to plunge back into a recession or if we were in the early stages of a long, slow, and unsteady recovery. Fortunately, the latter was the case. At College Recruiter, revenues and profits were increasing and we were looking to the next three, four, even five years and making strategic decisions.  (more…)

Posted February 10, 2016 by

5 tips for hiring interns

Every company or organization that regularly hires numerous interns, with or without a college recruiting program, wants to know the best practices for hiring interns. Steven Rothberg, President and Founder of College Recruiter, offers his top 5 tips for hiring interns in this 5-minute video.


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

1. Write compelling job posting ads.

Remember that job postings ads are not job descriptions. Understandably, job descriptions are often lengthy, detailing minutiae involved in daily tasks of the position, including “other duties as assigned.” However, job posting ads for internships should be succinct and convey your corporate identity and define your industry.

“Job posting ads are sales documents,” says Rothberg.

2. Approach internship training with enthusiasm.

“Internships are entry-level positions; by definition, that means [candidates] don’t have experience,” Rothberg reminds employers.

Employers, then, must provide interns with training. Rothberg explains the benefits of hiring interns, in spite of the need to train them.

3. Offer interns meaningful, realistic experiences.

Meaningful work doesn’t necessarily mean “interesting.” Many employers mistakenly believe they must entertain interns for a few months. Instead, employers should provide interns with a realistic view of their companies. This increases the likelihood that employers will retain interns hired full-time upon graduation.

4. Provide feedback.

The more feedback internship managers can provide to interns, the better.

“One of our clients encourages its managers to provide interns with at least one piece of tangible feedback every single day,” notes Rothberg.

Providing quality feedback doesn’t require writing formal reports, and the more interaction you have with your interns, the more feedback you will naturally provide.

5. Consider the internship relationship “temp to perm.”

Rothberg discourages recruiters from viewing interns as cheap hires or temporary labor; if employers and interns view the relationship as temp to perm, both will invest more in the experience.

At College Recruiter, we believe every student and recent graduate deserves a great career, and we are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to great careers. Let College Recruiter assist you in the recruiting process. Be sure to follow us on LinkedIn, Twitter, YouTube, and Facebook for more information about the best practices in college recruiting.

 

Posted April 17, 2015 by

Failed The First Time? Here’s How You Can Apply The Second Time

Woman applying for new job

Woman applying for new job. Photo courtesy of Shutterstock.

Rejected? Dejected? Don’t worry! We all know how it feels. If you still feel that the job you applied for was the “perfect” one and you don’t have a clue about why they rejected you, you may well try again. Many applicants are too bummed out to ever try again – for any position at all at the company. However, with the facts and figures listed below, you might change your mind about this.

If a company has listed a job ad, the intention of the job ad could have been for a future job position, and not necessarily a job position that is currently available. Also, reapplying after a certain new position has opened isn’t always a bad idea because the applicant pool changes every time. So, it is possible for you to have a higher chance the second time you apply (this means that at least 6 months have passed since you last applied). (more…)

Posted November 27, 2014 by

Double the Response to Your Job Postings With Some Simple Edits

Post Perfect Training ProgramSince we went live way, way back in 1996, one of the most common questions we’ve been asked by employers large and small is how they can increase the quantity and quality of responses they’re getting when they post jobs to their own career sites and to job boards such as College Recruiter. These are questions that almost every employer is asking and for good reason. On-line recruiting is now a $7 billion industry and a lot of that money could be better used through some fairly easy tweaks to how job postings are written.

If you think you’re getting the biggest bang for your buck, ask yourself: (more…)

Posted October 26, 2012 by

Number of Apply Clicks and Cost Per Click for Job Posting Ads

Job postings

Photo courtesy of Shutterstock

A commonly used cliche has the buyer of advertising stating that he knows that half of his advertising is working but he just wishes that he knew which half. That cliche pre-dates the Internet as today’s marketers should and sometimes do know which of their ads is working. But even then, how do you define “working?”

One of the interesting developments since CollegeRecruiter.com went live way back in 1996 is the increased attention employers are paying to metrics so they can better understand where their money is being well spent. For 16 years we’ve heard employers say that they use niche job boards such as ours because they care more about quality than quantity yet when it came time to decide whether to renew a job posting package our sales team would invariably hear yes or no based upon how many applications the employer received from our candidates. Those employers were saying they were basing their decisions on quality but actually were basing them on quantity. (more…)

Posted December 21, 2011 by

Looking for a Marketing Job? Job Postings for Mobile Marketers Up 120% In Two Years.

Over the past 90 days, employers and staffing firms have placed more than 4,400 job ads for marketing professionals with mobile skill sets, according to WANTED Analytics, a leading source of real-time business intelligence for the talent marketplace. The volume of job ads that include mobile criteria in the job description grew significantly over the past two years, as mobile websites and applications become a more common business strategy. Hiring demand increased 16 percent compared to the same 90-day period in 2010 and more than 120 percent versus 2009. Mobile skills now represent 10 percent of all job ads for marketing professionals. (more…)

Posted August 14, 2006 by

Best Practices for Writing an Effective On-line Job Posting Advertisement

While posting job openings online has become an integral part of most recruitment advertising campaigns, few companies take the steps to maximize the return on their investment. Taking the initiative to compose an effective job advertisement will not only differentiate your company and draw a qualified pool of active candidates, but a dynamite ad can also persuade passive candidates — skilled workers who are already employed but open to a great opportunity — to click the Apply button as well.

Devote a sufficient amount of time to composing your job advertisement. Too often companies allot substantial resources to the selection of resources and candidate evaluation, but when it comes to writing an effective job ad, many recruiters are given little guidance and even less time. Companies must understand that more effective job advertisements attract more qualified candidate pools, save time, and increase return on investment.

Communicate a mutually beneficial message. To reach out to the most qualified active and passive candidates, your job ad should include more than just requirements and compensation. Tell job seekers about the opportunity, not just the position available. Cite key points of differentiation, like potential for individual growth within the organization, involvement in important projects, unique management style, flexible hours, etc. Workplace dynamic and corporate culture are important factors for candidates, so give them an idea of the type of company to which they are applying. (more…)