ARTICLES, BLOGS & VIDEOS

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

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Posted April 24, 2019 by

Looking for a remote part-time, seasonal, internship, or entry-level job?

On March 19th, College Recruiter announced on The Chad and Cheese Podcast that our site, leveraging search technology from Google Cloud Talent Solutions, had rolled out major upgrades to how students, recent graduates, and other candidates can search for and find jobs. The announcement in March was two-fold:

  1. Candidates can search all of the job postings using any of 100+ languages, even if the job posting was written in English. Employers hiring retail sales associates, for example, could advertise those positions in English but may see an increase in applications from those whose primary language is Spanish but who are also proficient in English.
  2. Rather than searching for jobs by city or state/province, we became one of the first sites not just to enable commute search, but to put it front and center. If you’re searching for a part-time job in New York City, does it really matter that the job is in New York City? Wouldn’t it be more relevant if you could restrict or prioritize your search to jobs which are within a 15-minute walk, 30-minute cycle, 45-minutes on public transport, etc? Thanks to our friends at Google, the millions of candidates who use College Recruiter a year now search by how long it will take for them to get to a job rather than the less meaningful proxy of how far away that job is.

Today, in collaboration with Google Cloud, we are excited to share another huge step forward for candidates. Quite simply, candidates who are searching for remote work will no longer need to guess at whether the employer has included words in their job posting such as virtual, home-based, work-from-home, WFH, or telecommute. Until now, if the candidate included in her search the keyword “remote” and the employer included in his posting the keyword “virtual”, very, very few job boards would be able to match the two job postings. In other words, job postings rarely clearly described work opportunities as being available for remote work even when they were. Effective immediately, we’re able to do so and we’re able to do so exceptionally well.

According to Google, “job seekers have different lifestyle and geographic needs that require flexibility. Working from home can enable parents and caregivers to be more available to their families. It can help retain a high performing employee who regularly relocates as a military spouse. And it can help increase the loyalty of millennial and Generation Z employees who are much likelier to stay in a role for 5+ years if their company is flexible about where and when they work.”

In addition to helping the largely Millennial and Gen Z candidates who use College Recruiter to find great careers, we’re also excited about the promise this enhancement has for those with disabilities that make it difficult or even impossible to commute to work. There’s a tremendous amount of talent in these people. We’re proud to be a part of this solution.

Posted April 03, 2019 by

How to optimize your job posting ads in the era of Google for Jobs and Google Cloud Talent Solutions

College Recruiter was one of the first job boards to replace its proprietary job search technology with what is now called Google Cloud Talent Solutions (CTS).

We went live about 15-months ago in January 2018 and have been very, very happy. As I discussed on a recent episode of The Chad and Cheese Podcast, the results we’ve seen have been superb: far more candidates searching far more jobs and far more applying to those jobs. In addition, our costs have plummeted because we’re saving a ton of development and customer service time.

But the transition has also been eye opening to us in terms of pretty minor adjustments that very few employers are either aware of or are willing to make yet which would yield great results for them. Here are just some:

  • Include compensation, even if it is a range. Most employers are still reluctant to disclose compensation range because, they typically claim, it undermines their ability to negotiate with the candidate. That reveals a problem with their negotiation skills and that’s understandable, but fix the negotiation skills. Some employers want to underpay employees and that’s why they don’t want to reveal the salary ranges, but it isn’t 1952. Employees can easily find out if they’re fairly paid and those who aren’t will become disgruntled and leave, which leads to a lack of productivity and so any money they may have saved in wages will more than be offset by the productivity issues.
  • Include street address, city, state/province, postal code, and country for every job. If the jobs are remote, denote that in your location field using a word like “remote” so that Google can easily identify those. Without the street address, Google has a harder time figuring out the exact location of the job and that leads to problems with the new commute search feature. College Recruiter built a bunch of code to get around this problem, but few job boards will do that. If we don’t get the street address, we use the Google Maps API to look-up the address and then we feed that to the CTS API, but some employers have multiple locations in a city and so our look-up may identify the wrong location. Also, some employers don’t have every location listed in Google Maps, such as those who have field offices. If your field office isn’t listed, then a Maps API look-up won’t work properly. Our search is now commute time driven rather than location driven. With Google CTS powering 4,000 job boards and ATS sites, the days of looking at candidates looking at location and inferring commute time are, thankfully, quickly coming to an end.
  • I know from The Chad and Cheese Podcast that Chad Sowash and Joel Cheesman hate the use of words like “ninja” in job descriptions and that’s fair, but the use of those words isn’t a problem if the employer also uses more standard language like “sales representative.” The standard language will allow CTS to infer what the job is about, and it is amazing how accurately CTS does that.
  • For years, Joel and other SEO experts have tried to convey to employers and others that they need to think of a job posting as a web page and that web pages need to be SEO optimized. That’s still the case, but isn’t as critical as it used to be because Google is smarter than it used to be. Still, the most important signal to Google and therefore to job boards and ATS that use CTS about what the job is about is the job title. Do not use internal jargon like SE II to refer to a Software Engineer Level 2. In fact, don’t refer to “Level 2” at all because that’s only meaningful internally. Use for the job title language like, “Software Engineer Team Lead” as that’s more meaningful externally. If your lawyers tell you that you need to use SE II, well, get new lawyers or stop lying about what they’re telling you as that’s bullshit. Second, use the internally approved language in the body of the job description but use externally accepted language in the job title field.
  • Think about Amazon recommendations when writing a job title. If you like A, you’ll also probably like B. Include language like that in your job descriptions. “If you like math, then you’ll love this job as our programmatic job ad buying manager”. Google will understand that someone who searches for jobs using the keyword “math” should be shown that job because of the keyword, but it will also understand to show that job to someone who searches for jobs using keywords like statistics and physics. This is starting to happen. One of our employer customers is hiring hundreds of people for a maintenance technician job and they started to see respiratory therapist applying. They interviewed some, hired some, and want to hire more. I didn’t get the connection until they told me that respiratory therapist know how to operate machinery and that’s what the technicians do.
Posted March 19, 2019 by

It’s crummy to search for a job based upon its distance. Now you can search by commute time.

Minneapolis, MN (March 19, 2019) — It has only taken 410 years, but help wanted and other recruitment advertising is finally catching up to what job seekers have always wanted to know: how long will it take me to get to this job?

The movable type, printing press was invented in 1609 and within decades employers were placing help wanted ads in them. George Washington’s Continental Army posted recruitment ads in local newspapers. But for that entire time, employers, newspapers, online job boards, and other sources of classified advertising have shifted the effort of determining how long it will take to get to a job to the candidate by publishing the location of the job and, even then, often only publishing the city in which it was located. As a candidate, you can guess at how long it will take to get from your apartment to a job, but wouldn’t it be great if you didn’t have to guess but instead would just see a list of jobs that match your interests along with the commute time to each of them by driving, transit, cycling, and walking and both during peak and non-peak times? Now, you can.

College Recruiter was an early, early partner of Google’s with its Cloud Talent Solution product. A little over a year ago in January 2018, we replaced our job search engine with their search technology. The jobs you see on College Recruiter were posted to College Recruiter so you aren’t searching the entire web as you are when you’re on Google.com. Since before we even signed our licensing agreement with them, they’ve been superb partners in helping improve the discoverability of the hundreds of thousands of part-time, seasonal, internship, and entry-level jobs advertised at any given time on our site, as well as matching those jobs with the right candidates. For employers, reaching a larger talent pool is consistently top of mind, and we and our partners at Google also hear from — and listen to — job seekers about their unique job search and employment needs.

College Recruiter and Google are always working to add new features and functionality to connect employers and job seekers. Last year, Google added job search by U.S. military occupational specialty code for College Recruiter and other Cloud Talent Solution customers in the United States. Today and together, we’re announcing that College Recruiter now supports commute search by driving, transit, cycling, and walking AND candidates can search our site using any of 100+ languages, so if their primary language is Spanish and secondary language is English, they can search in Spanish, we’ll display the job posting ads in English, and the employer who receives their application will be well on their way to hiring a well matched candidate who has the highly sought after skill of being bilingual.

“At College Recruiter, we’re very excited about the enhancement to the Cloud Talent Solutions commute search option,” said Steven Rothberg, President and Founder of College Recruiter. “Many of the job seekers who use our site are looking for part-time, seasonal, and internship opportunities while they’re in school, and many of them would strongly prefer to work within walking or cycling distance so they can avoid the cost and hassle of driving or using public transportation. Now, they can search for a part-time, retail job within a 10-minute walk from their apartment instead of having to weed through dozens or even hundreds of part-time, retail jobs which are listed within their city.”

Listen to today’s episode of The Chad and Cheese Podcast for more information about the background of why College Recruiter chose to replace its search technology with that it licenses from Google, the impact of that decision, or the latest features that we’ve rolled out as a result of that partnership. During the podcast, hosts Chad Sowash and Joel Cheesman discuss all of these issues and more with guest, Steven Rothberg, the founder of College Recruiter.

Posted January 21, 2019 by

Is matching technology the silver bullet that employers (and some vendors) want it to be?

Merriam-Webster defines a “silver bullet” as something that acts as a magical weapon, especially if it instantly solves a long-standing problem. Sounds to me like the promises that a lot of vendors make to potential customers, including promises made by some HR tech vendors to employers. 

A recent episode of The Chad & Cheese Podcast (note the capitalized The, as in The Ohio State University, but I digress) caused me to ruminate about this subject, and if there’s one thing about rumination that I don’t like, is that it often ends up as vomit. The guest was the bright and likeable Claire McTaggart, chief executive officer of SquarePeg. During the episode, Claire described her company’s mission, product, customers, pricing, and value proposition and then the hosts, Joel Cheesman and Chad Sowash, passed judgment. In short, they liked her but not her business model. There were a number of aspects of her business to like but also some deal killers, chief among them the reliance on matching technology. Joel listed examples of sites which had claimed to have superb matching technology but essentially no longer exist including JobFox, Jobster, and Climber. What the hosts did not take the time to dive into, nor was that episode the appropriate time to do so, was why none of these sites have been able to make matching technology work and why that may be an impossible task, at least for certain roles.

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