• Tips from EY campus recruiter to find jobs for new graduates

    August 29, 2017 by

     

    If you are beginning your last year of college, don’t put off the job search. Looking for a job can easily start to feel like a full-time job itself. Luckily, there are things you can do that fold into your daily or weekly lives that will help you land a job by the time you graduate.

    We spoke with Jill Wilson, who is part of EY’s U.S. Campus Recruiting team. She has some concrete tips for seniors to take this coming year in bite sizes, so you can find a job that you love without having to panic. This is part two of our conversation. Last week we discussed why it’s a bad idea to wait until April to start your job search, and what are the big items that seniors should check off during the year to land a job they love. Continue Reading

  • Tips from expert recruiters: the best elevator pitch and how much time to spend networking

    August 28, 2017 by

     

    Networking is part of the job search, like it or not. For entry level job seekers, it’s important to practice a simple introduction that lets people know who you are and who you want to be, so they know how to help you. I met with two recruiting experts who gave their advice for the best elevator pitch, and plenty more tips for students and grads to network and build their personal brand.

    Toni Newborn, J.D., is the Diversity and Consulting Services Manager at the City of Saint Paul; and Jeff Dunn is the Campus Relations Manager at Intel. Newborn and Dunn are part of College Recruiter’s Panel of Experts. Continue Reading

  • “Brand yourself” sounds intimidating. Two recruiting experts discuss how and why job seekers should care.

    August 21, 2017 by

     

    For students and grads looking for a job, we cannot underestimate the importance of networking. You’ve heard that advice before. However, if you don’t build your personal brand before or as you build your network, you could meet with a million people and still get nowhere in your job search.

    I caught up with two recruiting experts on our Panel of Experts who offered their advice for entry level job seekers. Toni Newborn, J.D., the Diversity and Consulting Services Manager at the City of Saint Paul; and Jeff Dunn, the Campus Relations Manager at Intel, weighed in on how to “brand yourself.” Continue Reading

  • 10 strategies December college graduates should follow for job search success

    December 27, 2016 by

     

    As 2016 comes to a close many college students have now handed in their final paper, taken the last exam of their collegiate careers and entered the job market. But according to a study of 503 entry-level job seekers by national career matchmaking firm GradStaff, recent college grads seem largely unaware of career opportunities and unsure of how to apply their skills in the workforce.  So what strategies can December college grads put into action now to create results that land a job? Start by following these 10 strategies for success.

    1. Develop a strong value proposition: Start by developing a strong value proposition and identifying those important soft and transferrable skills, says Bob LaBombard, CEO of GradStaff, a company that serves as a career matchmaker for recent college graduates, and companies that are looking to fill entry-level jobs.

    “These soft skills – such as critical thinking, effective communication, time management and leadership – are in high demand among prospective employers,” says LaBombard. “Grads should consider how and where they’ve applied these skills during college, whether in classes or extracurricular activities, or in non-professional jobs, including restaurant and retail service positions.”

    2. Sell what you want to do next: Next, be prepared to talk about what it is you want to do now that you are graduated.  Everyone that you know, run into, or talk to, is going to congratulate you on graduating, then ask “what’s next?” or “what do you want to do now?” The “I’ll take anything” approach is not a good option, says Kathleen I. Powell, Associate Vice President for Career Development at The College of William & Mary, and President, National Association of Colleges and Employers (NACE). Case in point, if you tell someone you’ll take anything, it’s hard for that person to find “anything.”

    But…

    “If you tell someone you’re interested in arts management, accounting, psychology, now you’ve given that person an area to focus on and they can start thinking of contacts in their networks,” says Powell.

    3. Casual conversations can lead to opportunities: Don’t blow off those casual conversations with friends, family members – that wacky uncle just may be well-connected in an industry where you want to work and be able to point you to a job opening, a mentor, or someone with whom you can set up an informational interview. Members of your church, social networks, parents of high school friends, relatives of your significant other, when they ask “what’s next” they are generally interested – so be prepared to effectively sell your excitement of what you want to do next. That’s the only way they can possibly help you, by knowing what you truly want to do.

    4. Network, network, network: Because, it really is about networking. Recent ADP employment reports show the bulk of all new job growth – often as much as 70-80 percent in a given month – is driven by small and mid-sized businesses. “These companies often don’t have the resources to recruit on campus, and tend to rely on referrals from employees, clients, vendors and other partners to identify candidates,” says LaBombard. “As a result, personal networking is critical. All entry-level job seekers should seize opportunities to ask parents, teachers, friends, clergy and even former employers for connections in industries of interest, and they should continue engaging with professional associations, alumni groups and others for face-to-face networking opportunities.”

    LaBombard offers these additional tips:

    Continue Reading

  • 6 rules for women who want to become corporate leaders

    December 20, 2016 by

    Many recent college grads head into the job search just hoping to land that first job to start their career. Others graduate from college with a clear goal in mind: To become a corporate leader, company president, CEO, or major industry influencer.

    If the latter fits your career aspirations, and you are a female seeking to climb the corporate ladder to career success, then follow the lead from Melissa Greenwell, author of Money On The Table: How to Increase Profits Through Gender-Balanced Leadership (Greenleaf Book Group, January 2017).  Greenwell is Executive Vice President and Chief Operating Officer of national retailer The Finish Line, Inc., and a certified executive coach who helps women and men understand how they can leverage natural strengths to identify and make behavioral changes that help them succeed as senior leaders.

    Greenwell’s book, Money on the Table, includes several stories from women who didn’t follow a corporate path and leveraged their passion and leadership skills to build their own businesses.

    “When you are someone that others follow or look to for help, you will stand out from the crowd,” says Greenwell. “You won’t need to push your way through.”

    To get started on the path to career success, and to become an influential female leader, follow these tips and advice from Greenwell:

    1. Be the best team player one can be: The first thing a recent grad should do, beyond mastering their subject matter, is to learn how to be the best team player they can be. Help others, volunteer for assignments, and make the extra effort to move projects or initiatives forward that will enable the organization to be successful. “When leaders see you working for the good of the organization, they will notice,” says Greenwell. “This is the behavior they want to see in their future leaders.” Pay close attention to the best leaders in the organization. Ask one to mentor you. Make it known that you want to earn a position in leadership. Continue Reading

  • Ask Matt: How recent college grads can benefit from joining professional associations

    November 18, 2016 by

    Networking2Dear Matt: I’m a recent college graduate who is seeking opportunities to grow and network within my field. I’ve always heard that professional associations are beneficial. Why should recent college grads join professional/industry associations?

    Matt: Joining an industry-related association or trade organization, or young professionals networking organization, are great ways for recent college graduates to network, meet other like-minded professionals, and learn. Many recent college grads have met professionals who have become future co-workers, managers, and even friends, through associations or various professional networking organizations.

    But meeting people and making contacts and friends are only a small reason why joining industry associations are highly recommended for college students and recent college grads.

    “Recent graduates benefit immensely from joining professional associations – and there’s much more to it than networking for job opportunities or brushing up on your interviewing skills,” says Richard Baseil, executive director of the IEEE Signal Processing Society, the world’s premier association for signal processing engineers and industry professionals.

    Joining professional associations allows college students and recent college graduates to stay on top of industry trends, learn about volunteer or leadership opportunities, and enables project collaboration. For example, IEEE’s Signal Processing Society offers current students and recent graduates exclusive member benefits including continuing education, substantial discounts on various technical and industry resources, and career recognition through scholarships and awards.  And, since most employees do not stay with a single employer through their career, an association such as IEEE can act as a stable “home base” as members seek other opportunities.

    Employers like employees who step outside their comfort zone Continue Reading

  • How traveling abroad after college can help you land your first job [infographic]

    October 31, 2016 by

     

    Are you thinking about traveling abroad after college, but you worry about entering the working world one year later? Don’t worry! In fact, traveling the world will help you acquire some very necessary skills to get your first job. While having fun and exploring new cultures, you will learn things you wouldn’t otherwise. And when you are back from your adventures, you can make travel look good on your resume and in an interview. Here are six ways to take advantage of your traveling experiences and stay on track to launch your career:

    1. Take time to reflect

    Knowing what you want to do straight after graduation can be quite challenging. Before making this important decision, it may be beneficial to take some time off to travel abroad and analyze the future of your career from a different perspective. Traveling will give you the chance to disconnect from your daily routine and have time for yourself to consider the different options.

    2. Volunteer

    If you have just finished college, you may not have any working experience yet. But that is not a problem! You can do some volunteering work while traveling; it will be easier than you think. You can choose some fantastic volunteering programs at GoAbroad.com based on the country you want to visit, the causes you care about and the duration you have in mind.

    Volunteering abroad will look exceptional on your resume and will help you to stand out from the competition. Employers will highly value your commitment, responsibility, and devotion.

    3. Grasp a new language

    Being able to communicate with international business is increasingly important in the workforce. Speaking a second language will broaden up your career prospects, and it may impact your overall earnings. In the United States, Spanish is the second most-spoken language, and it may help you not only to get a job in the customer service industry but also in many B2B career opportunities. Furthermore, languages like Mandarin and Arabic are becoming extremely useful in international business, and there is a lack of Americans who are bilingual in these two languages.

    There are different ways you can learn a new language while traveling abroad after college. Some suggestions are: attend a short course in your destination country, enroll in an online language course, stay with a local host, chat to locals, read the papers, watch original version films with subtitles and download the dictionary app that best works for you. Even if you don’t become fluent in a new language, you will learn the basics, and that effort and knowledge are valued by hiring managers. Include your language skills on your resume to show you are a curious person, always trying to learn more and go the extra mile.


    TIP: Make sure to supplement your online job search with networking. Once you get guidance from your network, target your online search to the right job titles and companies. After you apply, follow up with someone who works there. College Recruiter lists thousands of entry-level job opportunities. Would it make sense to start searching?


    4. Build organizational skills

    Traveling, just like business, requires a lot of organization. You will gain a set of skills that you will find highly useful later on in your career, including:

    • Managing budgets like a pro. If you run out of money too soon, your adventure is over!
    • Becoming more adaptable and flexible. If your original plans change, you need to be prepared for what is next.
    • Getting better and faster at problem-solving. If you get lost, for example, you may need to be able to read a complex map or get instructions and follow them correctly.
    • Being responsible for your own decisions. When you are on the road, you are constantly making decisions that will affect your travels. If for instance, you decide to take a bus instead of a train and it takes longer than expected, you will have less time to spend at your destination.

    Overall, you will return from your adventure being a more mature and experienced person.

    5. International networking

    Take this opportunity to meet as many people as you can. Engaging with people from other cultures and backgrounds will enrich you as a person and will help you see life from different angles. Talk to locals and other travelers; you may find people abroad who are interested in your industry, and you never know who will recommend you in the future or where will you meet your next employer! Connecting with them on social media networks may be a good idea to stay in touch in the future.

    6. Start a blog

    Starting your own travel blog is the best way to put together your traveling experiences and tell the world. The benefits of starting a blog while traveling are endless: improve your writing skills, get better at photography and video, learn about online marketing, social media management, search engine optimization, develop relationships with other bloggers and so on.

    All the abilities acquired creating a blog will help you land your first job even if it is in a completely different area. Your blogging capabilities will make you better at communicating, working faster and being more efficient. All appreciated skills for any job position.

    If you are still in two minds about traveling abroad after college, talk to other people you know who have done it before. You will find out that nobody regrets having such a profound experience.

    This infographic comes from Essay Writing Service UK:

    Traveling after college is a viable option

    Maria Onzainmaria-onzain is a content marketing expert writing for Open Colleges about education, career, and productivity. She is passionate about all things digital, loves technology, social media, start-ups, travelling, and good food. Connect with Maria on LinkedIn

     

     

     

    Want more job search and career advice? Stay connected with College Recruiter on LinkedIn, Twitter, Facebook, and YouTube

  • Affinity groups: value to employee and employer

    October 26, 2016 by

    Group of different birdsAt a recent People of Color Job Fair, employers touted their welcoming workplaces. Many referred to their affinity groups as how they are inclusive of diversity. If offered genuinely, affinity groups can bring value to both the employee and the employer.

    Value to employees

    1. Take a rest from the code-switching. It can be lonely working in an office full of people who don’t look like you. Code-switching all day can be exhausting. (For those less familiar, “code-switching” is a daily practice for people who navigate two cultures. They adjust their dialect/language/mannerisms to fit into the surrounding culture without being questioned. NPR has a nice illustration of code-switching.) Affinity groups can offer relief for anyone who needs a space where it feels safer to express yourself freely. Groups are meant to bring people together who share a common interest or culture. Examples are veterans, women, African Americans and GLBT affinity groups. It’s about solidarity (“Why Women’s Spaces Matter”).
    2. Build your network. In your affinity group, you will probably find yourself networking with colleagues outside your immediate team. This can be helpful to your career. Especially for entry-level and younger employees, more experienced colleagues can give you advice and point you to resources.
    3. Build new skills. You don’t have to wait for a formal company training to learn new skills. Informal group discussions offer excellent opportunities to learn new tools, technology or best practices that can make you more effective and valuable at your company.

    Value to employer

    1. Boost retention of employees. Engagement is king. For those who claim that affinity groups look more like segregation than inclusion, consider how relieving it can feel for an employee to join an affinity group and feel at home with other colleagues who “get them.” That employee, in turn, may feel more positive about her work, thus stick around longer. In addition, group members can collaborate with management to discuss issues of recruitment and retention, and shed light on how to improve your practices. In this example, GLBT employees helped shape their organization’s benefit policy for domestic partnerships, making them more competitive.
    2. Get new consumer insights. Affinity groups can collaborate with management to discuss marketing solutions for consumers from their own community.
    3. Low-cost learning and development. Affinity group members share resources with each other, best practices, and new tools and technology. This no-cost informal learning is a nice supplement to expensive formal company training.
    4. Reap the benefits of diversity. Multiple studies point to the increased productivity and profits of diverse companies. However, if your work environment isn’t inclusive, these benefits remain out of reach. If managed well, affinity groups can be part of your inclusion strategy.

    Doing it right

    1. You can’t force affinity groups. They must be employee-led, and membership can’t be forced. If employees feel that the group has been too packaged without their input, you lose their buy-in and engagement.
    2. Give it time. The longer your organization has affinity groups, the more likely you will be able to align them to business goals.

    Veteran’s Day is November 11! Here are a few companies who have created affinity groups for veteransWant to keep up on the latest career and job search tips and trends for recent college grads? Stay connected to College Recruiter by visiting our blog, and connecting with us on LinkedIn, TwitterFacebook, and YouTube.

  • Ask Matt: Recent college grads shouldn’t let helicopter parents hinder their job search

    October 12, 2016 by
    Helicopter parents in the job search; Tips for recent college grads

    Photo from StockUnlimited.com

    Dear Matt: I’m responsible for hiring entry-level employees for a large company, and I am amazed at how many recent college grads have their parents reaching out to us on behalf of their children – they even show up at interviews! I thought helicopter parents were only involved at the youth and high school level. But we’re now seeing it in the business world. Can you remind your readers and all recent college grads that parental involvement shouldn’t take place in the workplace?

    Matt: By one definition, a helicopter parent is a parent who pays extremely close attention to a child’s or children’s experiences and problems, particularly at educational institutions. Helicopter parents are also prevalent at the youth and high school level, often hovering over their children and every decision involving those children at youth or high school activities, in school, or with friends.

    And now, helicopter parents are invading the workplace. Yikes! It’s true.

    “Believe it or not, recruiters and hiring managers are seeing a surprising influx of parental involvement in the job search, recruiting, and interviewing process,” says Brandi Britton, district president for OfficeTeam, the nation’s leading staffing service specializing in the temporary placement of highly skilled administrative and office support professionals. “As a staffing firm, we’ve heard our share of helicopter parent stories and experienced some unique situations with moms and dads ourselves.”

    Today’s working parent can be a great resource for that recent college grad seeking job search advice, or with connecting them to members of their professional network. But they shouldn’t accompany their child to job interviews, contact employers on behalf of their child, or listen in on speaker phone or Skype/Facetime during the interview. Those are all things that are happening today and all things recent college grads should be sure to avoid to land that first job, or move forward in their career.

    According to a survey of 608 senior managers by Office Team, 35 percent of senior managers interviewed said they find it annoying when helicopter parents are involved in their kids’ search for work. Another one-third (34 percent) of respondents prefer mom and dad stay out of the job hunt, but would let it slide. Only 29 percent said this parental guidance is not a problem.

    The reasons for mom and dad getting involved are simple, says Britton: Recent college grads may not have as much job search experience and therefore turn to their parents for guidance.

    “The job search process can be extremely challenging and daunting,” says Britton. “Parental support and advice throughout the process can help you stay positive and on track.”

    But…

    “Although most parents mean well with their efforts, they need to know where to draw the line to avoid hurting their son or daughter’s chances of securing a job,” says Britton

    Managers were also asked to recount the most unusual or surprising behavior they’ve heard of or seen from helicopter parents of job seekers. Here are some of their responses:

    • “The candidate opened his laptop and had his mother Skype in for the interview.”
    • “A woman brought a cake to try to convince us to hire her daughter.”
    • “One parent asked if she could do the interview for her child because he had somewhere else to be.”
    • “A father asked us to pay his son a higher salary.”
    • “One mom knocked on the office door during an interview and asked if she could sit in.”
    • “Parents have arrived with their child’s resume and tried to convince us to hire him or her.”
    • “A job seeker was texting his parent the questions I was asking during the interview and waiting for a response.”
    • “Once a father called us pretending he was from the candidate’s previous company and offered praise for his son.”
    • “Parents have followed up to ask how their child’s interview went.”
    • “A father started filling out a job application on behalf of his kid.”
    • “I had one mother call and set up an interview for her son.”
    • “Moms and dads have called to ask why their child didn’t get hired.”

    When it comes to parental involvement in the job search, Britton provided the five biggest mistakes college grads make when involving parents in the job search:

    1. Parents should avoid direct contact with potential employers. They should not participate in interviews or call, email or visit companies on behalf of their children.
    2. Job seekers should be the ones filling out the applications and submitting resumes, not their parents.
    3. Helicopter parents should steer clear of involvement in following up after their child has applied or interviewed for a position.
    4. Having your mom or dad try to bribe a potential employer is a definite no-no. In our survey, one woman brought a cake to a company to try to convince them to hire her daughter.
    5. Parents shouldn’t be involved in job offer discussions, such as negotiating salary or benefits.

    “Parents should absolutely not be included in their children’s job interviews,” says Britton. “The meeting is meant to be a discussion involving only the interviewer(s) and job candidate. “Parents participating in interviews can distract from the goal of making sure it’s a fit for the applicant and employer. The employer is evaluating whether to hire the applicant — not his or her parent.”

    Employers usually appreciate candidates who are assertive, but when a parent is clearly handholding or answering questions for their child, it sends the message that the individual lacks initiative and independence, adds Britton.

    Does this automatically eliminate a candidate?

    “Not all employers will automatically take a candidate out of contention if his or her parents become too involved in the job search, but chances are that most hiring managers would be put off by this type of behavior,” says Britton. “Parents who become overly involved in their children’s job searches can cause more harm than good because employers may question the applicant’s abilities and maturity.”

    Professionals need to take ownership of their careers – they’re responsible for applying to and ultimately landing positions. So how can parents assist recent college grads in the job search? Britton offered these additional tips on how parents can assist recent college grads in the job search:

    1. Uncovering hidden job opportunities: Family members and others in your network can be great sources for advice and help you uncover hidden job opportunities.
    2. Job search and interview preparation: It’s perfectly fine to tap your parents for behind-the-scenes assistance, such as reviewing resumes, conducting mock interviews or offering networking contacts.
    3. Access to professional contacts: Parents or those in their network can provide access to contacts at companies or alert you to opportunities.
    4. Resume and cover letter review: Have your mom or dad review your resume and cover letter to ensure they’re error-free and clearly showcase the most important information.
    5. Mock interview assistance: Prepare for interviews by practicing responses to common (and tricky) questions with your parents. They can also provide constructive criticism regarding your answers and delivery.
    6. Decision-making: Juggling a few offers? Children may want to get their parents’ opinions when weighing potential opportunities. But ultimately, it’s the job seekers decision, not the parents.

    “Parents want the best for their kids, but being overly involved in a child’s job search can cause more harm than good,” says Britton. “It’s a positive for mom and dad to help behind the scenes by reviewing resumes, conducting mock interviews and offering networking contacts. However, ultimately, companies seek employees who display self-sufficiency and maturity.”

    Want more tips and advice on how to successfully navigate the job search? Then stay connected to College Recruiter by visiting our blog, and connect with us on LinkedInTwitterFacebook, and YouTube.

    Matt Krumrie

    Matt Krumrie

    About Ask Matt on CollegeRecruiter.com
    Ask Matt is a new monthly career advice column that offers tips and advice to recent college grads and entry-level job seekers. Have a question? Need job search or career advice? Email your question to Matt Krumrie for use in a future column.

  • Are you wasting millions on your on-campus recruiting approach? It’s possible.

    September 21, 2016 by
    Ted Bauer

    Ted Bauer is a contributing author to College Recruiter

    By Ted Bauer, contributing author to College Recruiter

    This headline from October 2015 in Harvard Business Review says it all: “Firms are wasting millions recruiting on only a few college campuses.”

    We’ve seen this for years, especially among the EPS companies across investment banks, management consulting firms, and law firms. There are “target” campuses and then there’s “everyone else.” While you might get some amazingly high-quality people (good!), overall the process has a lot of waste, financially and in terms of potential burnout for your recruiting team.

    There’s a better way. Ever seen the stat that it took 35 years to construct the federal highway system, but Facebook reached 500 million users in six years? It’s an obvious stat, sure — but it speaks to the amazing power of digital to both connect and scale.

    No matter how you approach digital vs. in-person, your goal should be to maximize your ROI from your college recruiting efforts. To do that, you might need to move around some budget buckets: less on-campus and more interactive/digital/social/job board work.