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

Posted April 02, 2018 by

Cybersecurity recruitment: Attracting hard-to-find applicants and diverse college grads

 

We had an excellent panel discussion with experts who have years of experience in cybersecurity recruitment. They had insight into where to look for new talent, how and why to broaden your funnel, what has changed with Gen Z candidates, and how to attract the diverse talent you need. Our panelists were Pete Bugnatto, a strategic talent sourcing specialist at Lockheed Martin; Melissa Baur, Managing Partner at The Georgetown Firm; and Steven Rothberg, President and Founder of College Recruiter.

There is more demand than ever for professionals in cybersecurity. Pete Bugnatto of Lockheed Martin says there is simply more security needed. Now, just about everything needs to be secure and cybersecurity is more built in, rather than bolted on, to systems. (more…)

Posted September 17, 2016 by

You need effective talent, but can’t pay huge bucks for it. What now?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

As a smaller business, what you need is effective talent. That, coupled with strong decision-making and the right technological assets, will help you get competitive with your bigger in-industry rivals.

If you lack the talent, though, everything that comes next usually isn’t that successful. The problem, of course, is that traditional methods of getting talent — especially young talent, which (truth be told) can be gotten cheaper and developed — cost money. Doing on-campus college recruiting involves asset production, plane fares, hotel rooms, and other costs.

As a result, many companies — SMBs to enterprises like Goldman Sachs and Lockheed Martin — are shifting resources away from on-campus recruiting and into virtual/interactive recruiting. (more…)

Posted September 07, 2016 by

Analytics and data in recruiting: Don’t let competitors steal your talent

Group of businesspeople at work

Group of businesspeople at work. Photo courtesy of Shutterstock.

Five years ago, Steven Rothberg, founder of CollegeRecruiter.com, rarely heard employers talk about using analytics or data when making hiring decisions.

“Now I can hardly walk down the hall at a recruiting conference or spend 30 minutes on a call with a client and not hear some reference to it,” says Rothberg. “There is no doubt that HR professionals recognize the value in using data-driven decisions, but probably fewer than one percent of employers are good at it.”

Ian Cook, Head of Workforce Solutions at Visier, a company that develops cloud-based applications that enable HR professionals to answer workforce strategy questions, talked about the impact of analytics, specifically to campus recruiting and the hiring of recent college grads, in the College Recruiter article Analytics, data changing way employers recruit, hire college graduates.

“This is no longer a nice to have,” Cook said in that article, referring to the use analytics and data to drive recruiting and hiring decisions. “Everyone knows the game has changed, and if you are not using analytics to play the best you can then you will be left behind.”

The reality is, if you are not using analytics and data, your competitor who already is using analytics to recruit and hire recent college grads and entry-level job seekers probably has already interviewed or hired that candidate that may have once been interested in your company.

“If you don’t dive into analytics, then you are increasing the likelihood that your competitor will be able to scoop up all the great talent that you need,” says Cook.

The move to using big data and analytics for campus recruiting, hiring recent college grads or entry-level employees has been met with resistance by both small and large employers. Many of those employers believe their campus recruiting efforts, combined with a strong social media outreach, and robust campus careers page, drives success recruiting recent college grads or entry-level job seekers.

“We do hear the ‘our college recruiting program is a well-oiled machine’ from some employers,” says Rothberg.

But at the same time, both small and large employers are now successfully using analytics and data to drive hiring decisions. That list includes these three well-known companies:

Enterprise Rent-A-Car: Dylan Schweitzer of Enterprise Rent-A-Car spoke publicly about how they use data to track their sources of hire and that allows them to reduce their spend on schools, job boards, and other sources which are more expensive than their other sources.

Lockheed Martin: Alton Fox of Lockheed Martin mentioned at TalentBlend 2016 that they’re shifting more and more of their university relations budget toward job boards and other virtual sourcing tools because the cost-of-hire is far lower AND the employees are far more productive.

Uber: Uber tests, tests, and tests some more with different job titles, geographic targeting, job descriptions, landing pages, and more. They work with a wide variety of media partners and many of those partners are paid on a performance basis, so if the ads they run work well then Uber keeps working with the media partner and probably increases how much they spend with that partner, says Rothberg. If the ads don’t work well, Uber shifts those resources to better performing sourcing tools.

Using analytics and data to make recruiting and hiring decisions should be viewed as a way to bridge the gaps that can be cause with human oversight or human error. Analytics and data also provide a unique insight that has never been available before. So why not use analytics and data when making hiring decisions?

Many organizations are focused on analyzing candidates, such as by resume parsing or extended social profile analyses, in order to improve their likelihood of landing a great hire, says Cook. Others are taking a more strategic approach and attempting to analyze the workflow and outputs of the recruiting function.

They are looking at questions such as:

  • Can we recruit faster?
  • Are we spending our sourcing dollars in the right place?
  • If we change up our process, do fewer people abandon their applications?
  • Which sources consistently produce employees who stay and perform?

These are complex questions involving multiple data sources, but they are all are aligned to ensuring the function is delivering what the business needs.

“Predominantly, we see industries that need to recruit a lot of high value talent being early adopters or ahead of the game when it comes to talent analytics,” says Cook. “Organizations that hire lots of software engineers or technical medical staff or specialists with financial skills understand the value that comes from being data-driven as opposed to following the old ‘post and hope’ model.”

College Recruiter has been using analytics and data for years, providing employers with specific and organized reports to help achieve their recruiting and hiring goals. But many recruiters and HR professionals simply fear change, or the challenge of implementing analytics into the decision-making process.

“The biggest reason that I see employers resisting the use of data and analytics is the fear of math,” says Rothberg.

Here is an example: Rothberg recently asked the head of HR for a 5,000-employee company if they would like a detailed proposal that walked through the outcomes of the various recruitment advertising packages being considered. This proposal included projections on the number of candidates that would be sent to that company’s applicant tracking system from College Recruiter, how many would apply, how many would be hired, time-to-hire, and cost-per-hire.

“She asked what I needed and I asked her how many people she wanted to hire and over how many months,” recalls Rothberg. “She didn’t know. I asked how many applications she would expect to generate for every 1,000 clicks we sent to her ATS. She didn’t know. I asked how many hires she would make for every 100 applications. She didn’t know. As unfortunate as all of that was, she didn’t want to know. She was the head of HR for a 5,000 person company and she didn’t want to admit that math scared her.”

Don’t let analytics scare you. Employers, both large and small, are using analytics to drive talent decisions. Dive in, before your competitors steals your next great hire.

“We can always find ways to save a little money, hire a little faster, diversify a little more, and hire people who perform a little better and are retained for a little longer,” says Rothberg. “Data and analytics help us identify those areas where we can improve, whether there is only minor or vast room for improvement.”

Wondering how analytics can help drive your recruiting decisions and successes? Contact College Recruiter today to learn more, and be sure to Check out our blog and follow us on LinkedInTwitterFacebook, and don’t forget to subscribe to our YouTube channel.

Posted April 21, 2016 by

TalentBlend, the only conference to TA program managers, is next week in D.C.

TalentBlend logoTwo of my favorite people in the world of talent acquisition are Kara Yarnot and Moe Hutt of Meritage Talent Solutions. Together they have over 30 years of talent acquisition project and program management experience.

I first became acquainted with the dynamic duo back when they were leading the talent acquisition efforts for the massive, federal government contractor, SAIC. A few years ago they apparently decided that they could no longer fight the entrepreneurial bug and so set off on their own to create Meritage Talent Solutions. One of the first things that organization did was create the TalentBlend conference. Unlike other HR conferences which are either quite general or really just targeted to senior talent acquisition leaders, TalentBlend is targeted to an underserved group of very important people: program managers. These people build, optimize, and innovate talent acquisition programs, systems, tools and practices.  (more…)

Posted April 13, 2016 by

College Recruiter sponsoring premiere event in Europe for university relations leaders

Brussels, BelgiumCollege Recruiter has two primary types of users: candidates who are searching for great careers and the employers who recruit them. One way that we give back to the recruiting community is by regularly sharing our knowledge and trying our best to advance the conversations through our blog, videos, and social media. Another way is through conferences such as the dozen or so College Recruiting Bootcamp events we’ve organized to-date.

A third way that give back to the recruiting community is through our active participation in conferences organized by partners. This weekend, for example, chief executive officer Faith Rothberg will moderate a panel at TAtech (the Association for Talent Acquisition Solutions) in Orlando about how job boards can and should prevent fraud including bogus jobs which are posted for a number of reasons, one of which is identity theft. On Monday, I’ll deliver a presentation at SHRM Talent Management in Orlando about how talent acquisition leaders can use metrics to improve the efficiency and effectiveness of their departments but also to get that “seat at the table” that so many crave but haven’t been able to attain because the information they share with their C-level leaders has been tactical and not strategic. About a week later I’ll be in D.C. for TalentBlend 2016. College Recruiter is a sponsor and I’m moderating a panel discussion with Alton Fox of Lockheed Martin and Temeka Thompson of the U.S. Securities and Exchange Commission during which we’ll talk about how leading organizations recruit students and recent graduates through off-campus channels including interactive recruitment media such as College Recruiter.

Pretty much all of the above has a U.S. focus but we’re well aware that there’s a big, beautiful world outside of our borders. Indeed, most of our Fortune 1,000 and even federal government clients have hiring needs around the world and we’re increasingly being called upon to help them with those needs. Today, for example, we’re working on a proposal for a federal government agency that has significant hiring needs for people who are U.S. citizens, live or are willing to live abroad, have college degrees, and speak both English and Spanish. These multinational projects are challenging yet a lot of fun and have led us to engage with organizations in other countries whose missions include helping students and recent graduates find great careers. An example is Gradcore, a U.K.-based organization run by my friend, Martin Edmondson. I delivered the keynote presentation at their annual conference a couple of years ago and in May we are sponsoring and helping to organize their GEC Europe conference.  (more…)