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

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Posted July 18, 2019 by

New, free job search engine for career service office and other sites from College Recruiter

College Recruiter believes that every student and recent graduate deserves a great career.

About 2.5 million students and recent graduates of one-, two-, and four-year colleges and universities use our website a year to find part-time, seasonal, internship, and entry-level jobs. They do so at no charge. Our revenues come from employers who pay to advertise the jobs with us. 

Do you have students who search your site but don’t find a lot of jobs which match their interests, perhaps because they grew up in another state and want to find a job back there? Just have your web developer drop this code onto your resource page or wherever your students would go to search for a job:


<!– begin iframe-board –>
<div class=”iframe-board”>
<iframe style=”width: 100%; height: 800px;” src=”https://cr.careersitecloud.com/” frameborder=”0″></iframe>
</div>
<!– end iframe-board –>

Your students will have instant access to thousands of internships and entry-level jobs. They can search by category, location, keywords, and even sign up to get new jobs emailed to them. When they see jobs of interest, they’ll click the ones of interest and go straight to the employer’s website to apply. To be clear: they will not be sent to College Recruiter or any other job search site.

There’s no fee to add this new feature to your site, which should make it far easier for your students to find the jobs they want. What we get out of it will be more candidates going to the jobs advertised by our employer customers, which will make them happier and that will, in the long run, make us happier.

Want to see what the search looks like. Here you go!

Posted July 01, 2019 by

8 Interview Questions Job Seekers Should Ask

You’ve landed the interview and spent hours researching the company and preparing your responses to the most common interview questions. You’ve got this, right? Not so fast.

An often-overlooked part of the interview process comes near the end when the interviewer turns the tables and asks, “Do you have any questions for me?” Believe it or not, most employers are expecting you to have insightful queries ready. You can impress employers by being prepared with a few insightful questions that show you’re an attentive listener and truly engaged in the process. The answers can also give you additional insight as to whether this position and company are a good fit.

Consider the following:

1. What particular areas of my background or experience interest you?

The company selected you from the pile of resumes or applications they received for a reason. You may have “checked all the boxes” when it comes to the job requirements, such as having the right degree, skill set or related experience, but typically there is something “extra” that caught their attention and set you apart. Were they impressed with your internships? Did they find your leadership skills in past roles important to this position? Or, was it the way you demonstrated your ability to work well on a team? Asking this question not only shows that you’re interested in the position and what it entails, but it will give you a clue as to what to emphasize in your follow-up letter.

2. What are the most challenging aspects of the job for which I’m being considered?

Again, this question demonstrates your interest in the position-both the exciting, interesting aspects and the difficult, challenging parts. You may find from the answer they provide that the challenges associated with this position are not something you’re willing to accept (e.g., long hours, tight deadlines, or a lack of teamwork between departments). In this case, you may not want to pursue the position. On the other hand, by addressing the fact that you’ve successfully navigated similar situations in the past, you’re demonstrating your ability to handle this position and that you’re not afraid of the challenges that may come your way.

3. What are the most important characteristics needed to succeed in this position?

There are job requirements and then there are the “other” skills that may not be listed that are necessary for success. Job postings often list generic proficiencies such as good communication skills or the ability to work in teams, but what are the real qualities they’re looking for? This question can sometimes tease out those underlying characteristics so you can respond to them either in the interview or in your follow-up communication. For example, if the interviewer says they need someone who is good with details or very organized, you can provide a specific example related to those characteristics.

4. Where do you see this position going in the next few years?

Asking about the future shows that you’re interested in the long term. These days, with so many employees hopping from one job to another, it can be reassuring to an employer that you want to stay with them and pursue a career versus just taking a job as a step toward something else. The answer may also help you decide whether this job is the right fit for you. If the answer you receive is vague, it may indicate that there is no room for growth, or the direction may not be where you want to go.

5. What does a typical day look like?

It’s one thing to describe a job and its responsibilities, but how that position plays out day to day is quite another. Learning about a “day in the life” of someone in this position can help you decide whether you’re really a good fit. Asking the question shows that you’re interested in more than the basic responsibilities-you want to know more about the culture, the interaction with other employees, etc. As a bonus, employees who love their jobs and the company they work for will be enthusiastic about describing a typical day around the office, so you’ll get a sense of the culture. If they aren’t enthusiastic, it may indicate internal dysfunction. If you’ve developed a good rapport with the interviewer, you may want to follow up with a more personal question, such as “What do you like most about working here?”

6. Is this a new position or are you replacing someone?

If the position is new, it may indicate that the company is growing. On the flip side, because it’s a new position, it may not be well defined, which presents its own challenges. If it’s an existing position, it’s fair to ask why the person who previously filled this role left. Does the company have an issue with turnover? Does the position report to a difficult manager? While it’s highly unlikely that the interviewer will provide this type of negative information, the answers you receive could raise a few red flags.

7. Does your company have a mission, vision and set of values? What are they?

If the company lists these things on their website, there is obviously no need to ask. You should already be aware of them from your research. In that case, you may want to mention that you were impressed by the company’s mission or values and feel that you are a good fit with those values because… (insert example here). If there is no mission, vision or values on the website, then it’s okay to ask the interviewer if the company has them and what they are. It may give you a sense as to what’s important to the company, as well as some insight into their culture.

8. Where are you in the hiring process and what’s the next step?

If this information hasn’t already been covered, it’s a good way to wrap up the interview. Again, this reinforces your interest in the position and indicates that you are ready to take the next step. Just as importantly, it lets you know what to expect and how to follow up.

Research shows that as many as 42% of job seekers do not come prepared with questions for the interviewer. Therefore, having some insightful questions at the ready can set you apart from other candidates. It also conveys your interest in the company and helps you decide if it’s where you want to work. Remember, interviews are a two-way street.

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 June 14, 2018 by

[Guide] Get your resume past the machines and land a job you love

 

Applying for jobs can be incredibly frustrating. Does this sound familiar: you’ve submitted your resume online for dozens (hundreds?) of jobs and no one has called for an interview. You have decent experience and a college education but you’re not getting anywhere. Not finding the right job is negatively affecting every aspect of your life.

One of the most common frustrations for job seekers is getting past the applicant tracking machines (ATS) in their job search. An ATS is a machine that scans your resume before a human even lays eyes on it. We teamed up with Intry to create a guide to navigating ATS’s so you can get your resume past the machines and land a job you love.

Read the Guide:

Get Your Resume Past the Machines and Land a Job Your Love

At College Recruiter, we believe that every student and recent grad deserves a great career, and we also believe you deserve a high-quality job search experience. Our friends at Intry feel wholeheartedly that everyone deserves to be happy in their jobs. We combined our own expertise of what helps entry-level candidates stand out, with Intry’s deep knowledge of how ATS filters are blocking your resume.

In the guide we describe eight steps you can take:

  1. How to focus your job search
  2. Doing self-reflection to become more aware of where you fit
  3. Networking
  4. One-click applications–beware!
  5. Staying employed at your day job
  6. Tailoring your resume for each job application
  7. How font and format matter
  8. Managing your emotions

Tips for navigating ATS in your job searchRead the guide: Get Your Resume Past the Machines and Land a Job You Love

 

 

 

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Posted May 30, 2018 by

The Entry-Level Job Seeker’s Guide to Salary Negotiation

 

Younger workers, or those with only 0-2 years of experience, are 42 percent more likely to be underpaid (Paysa study).

Negotiating salary at the point of a job offer is when you will have the most leverage. Once you take the job, you won’t have as much to bargain with. If you don’t ask, you won’t get it!

We want you to get paid fairly almost as much as you do! At College Recruiter we believe that every student and grad deserves a great career. Every year we help thousands of entry-level  candidates find jobs, so we know a thing or two about how you can stand out to a potential employer. We gathered our insight, and included a lot of advice from our friend and expert career coach Marky Stein, into a full guide for entry-level job seekers.

Read the Entry-Level Job Seeker’s Guide to Salary Negotiation

(more…)

Posted May 25, 2018 by

Job search advice for students and grads with disabilities

 

By day, Dan Cross is the Talent Acquisition Strategy Manager at Capital One. But a role he always embraces night and day is disability advocate. We posed a few questions to him and he gave some insightful tips for students and grads with disabilities who are job seeking. We share his advice below. Cross is outspoken about HR issues and trends (find him on Twitter @CrossOverHR), and was named an official SHRM 2018 blogger.  (more…)

Posted May 23, 2018 by

Do you dread going to work every day? You don’t have to.

 

We spend about a third of our adult lives at work. That’s a big slice of your time, but is work more a source of pain or pleasure for you?

According to a recent Gallup poll, about 70% of people surveyed in the United States (compared to 85% worldwide) indicate that they “hate” their jobs. This is a huge waste of time and talent if you are among this very high percentage.

Let’s explore how you can avoid falling into a trap of staying at a job that you dread! (more…)

Posted May 15, 2018 by

Entry-Level Job Seeker’s Guide to Interviewing

 

Got a job interview coming up? We would love for you to get that job! We’ve been connecting students and grads to entry-level jobs for many years now, so we know a thing or two about what will make you stand out. Don’t make the mistake of showing up unprepared. To help you prepare, we put together a guide just for entry-level job seekers. Download the Entry-Level Job Seekers Guide to Interviewing here (no registration needed). (more…)

Posted May 14, 2018 by

Graduated but don’t have a job yet? Tips and words of wisdom from VP at Robert Half

 

If you’ve graduated from college and the reality of the job search has sunk in, you’re not alone. We spoke with Kathleen Downs, who is Vice President with Robert Half Finance & Accounting. She has advised many entry-level job seekers and professionals in launching their careers, and we offer her advice here. There is definitely light at the end of the tunnel–there are jobs for grads out there–and Downs has concrete tips for fixing some possible mistakes you might be making in your job search. (more…)

Posted April 20, 2018 by

Job seekers, here is how to defend yourself against a bad reference

 

If you are going to interview for a job, or if you already have, you are one step closer to when that employer will call your references. They will likely call all the references you provided, but don’t assume they will only look into those people. If you’re worried that the employer will contact someone who has a biased or negative perception of you, we have some advice. You can prepare for it and defend yourself appropriately.

First, if you’re worried about the potential new employer spilling the beans at your current employer, recruiters get this. They understand the negative impact of spoiling your secret to your boss. Some job applications build in a box to check that says “please do not contact current employer until the offer stage.” If you are afraid of your boss finding out that you’re considering leaving, check this box. If you don’t see this box, you can write this exact phrase into your references document. (more…)