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

Posted March 30, 2016 by

Narrowing your candidate pool

When recruiting college students and recent grads, it’s important to narrow your candidate pool as you go through the college recruiting process.

This article and accompanying three videos, hosted by College Recruiter’s Content Manager, Bethany Wallace, feature The WorkPlace Group experts Dr. Domniki Demetriadou, Partner and Director of Assessment Services, and Dr. Steven Lindner, Executive Partner. The videos are part of a 15-video series featuring The WorkPlace Group experts.


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Employers can become overwhelmed by the number of candidates in the candidate pool, depending on the size of the employer and number of internships and entry-level jobs available. The process of narrowing down the pool typically begins with resume review.

Individuals apply in numerous ways: resume books, walk-in applicants, job boards, career fairs, on-campus interviews, etc. Regardless of how candidates apply, resumes must be reviewed. WPG uses a resume checklist which is scientifically constructed. Reviewing resumes objectively allows employers to make clear inferences about candidates’ qualifications.

In high volume situation, particularly for employers with large college recruiting programs, WPG recommends using a web screen to narrow the candidate pool. The web screen allows employers to quickly qualify or disqualify candidates. Next, employers conduct either a phone screen or video-based interviews. This step helps the recruiters get to know the candidates on a deeper level.

After conducting these screening steps, the employer would interview the candidate face-to-face: either an OCI (on-campus interview) or an interview on site at the employer location. This would help the employer to decide whether to hire or not hire the individual and to decide whether to conduct background checks, drug screenings, and other necessary paperwork.


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The qualities employers should be looking for when recruiting candidates can vary depending on the organization and the job function/position. The WorkPlace Group develops an ideal candidate profile featuring the requirements for the position and nice-to-haves when working with employers. Employers should also consider what learning objectives they want to set for each position—what do they want student interns to learn? By working through this process before interviewing candidates, employers can eliminate the problem of hiring the wrong candidates for positions.

The last video offers specific tips for narrowing the candidate pool.


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1) Focus on soft skills in interviews, not technical competencies, when interviewing interns and recent grads. Employers must remember that students are students, not polished professionals.

2) Use situational questions, not behavioral interview questions. Ask “can do, not have done” type questions. Students won’t necessarily be able to draw upon past experience when answering interview questions, but they can explain what they might do hypothetically. They can demonstrate problem solving skills when answering situational questions.

3) When hiring for technical roles, focus assessment at the right level. You can’t expect new grads to be experts in technical areas; you can expect them to have an appropriate level of skill based on their education and level of experience, though. Talk to them about their projects in particular classes to gain insight into their studies.

Always be as rigorous and scientific as possible in the interview process.

 

For more tips on college recruiting from The WorkPlace Group, subscribe to our YouTube channel and check out all 15 videos featuring experts Dr. Domniki Demetriadou and Dr. Steven Lindner.

Follow our blog, and connect with us on LinkedIn, Twitter, and Facebook.

Dr. Steven Lindner, Executive Partner, WPG

Dr. Steven Lindner, Executive Partner, WPG

Dr. Steven Lindner is the executive partner of The WorkPlace Group®, a leading “think-tank” provider of recruitment services assisting companies ranging from small, fast growing businesses to multinational Fortune 500 companies. He is an expert in Talent Acquisition and Assessment, has appeared in many radio and TV interviews and a frequent presenter at HR conferences.  He writes weekly employment articles for the NY Daily News and holds a Ph.D. in Industrial/Organizational Psychology from Stevens Institute of Technology.

 

 

 

Dr. Domniki Demetriadou, Partner and Director of Assessment Services, WPG

Dr. Domniki Demetriadou, Partner and Director of Assessment Services, WPG

Dr. Domniki Demetriadou, is a partner and director of assessment services of The WorkPlace Group®, a leading “think-tank” provider of recruitment services assisting companies ranging from small, fast growing businesses to multinational Fortune 500 companies.  Demetriadou is an expert in Talent Acquisition and Assessment, and a member of the Society for Human Resource Management (SHRM) and the American National Standards Taskforce. She is a frequent presenter at HR conferences and has led many multinational recruiting programs. She holds a Ph.D. in Industrial/Organizational Psychology from The Graduate Center at Baruch College, CUNY.

 

Posted March 24, 2016 by

Selecting schools for college recruiting

When selecting colleges and universities to recruit from, employers must consider a variety of factors.  This article and accompanying video series, hosted by College Recruiter’s Content Manager, Bethany Wallace, explore selecting schools for college recruiting in depth and features The WorkPlace Group experts Dr. Domniki Demetriadou, Partner and Director of Assessment Services, and Dr. Steven Lindner, Executive Partner.

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When selecting schools to recruit from, examine the career services office and resources on campus. Does the career services office offer resume books, on-campus interview opportunities, career fairs, or other opportunities for engagement with students? Not every college or university offers these events. When are these events and opportunities available? The school’s event cycle may not match your recruiting and hiring cycle. How much does the school charge for these services/events? Weigh the costs charged by the university when selecting schools to recruit from as well.

Employers must also consider how many other employers they will be competing against in comparison to the number of students/grads or candidates available. It may be better to be a large fish in a small pond. Unless you have fabulous job offers to present, you might not be able to attract top talent.

When selecting schools for college recruiting, it’s also important to evaluate student enrollment data. If you need to hire MBA graduates, and the university’s MBA program is not one of its better programs, that school may not be the best fit for your college recruiting program.

The next video provides tips about narrowing down their list of schools to recruit from.

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Employers should never be afraid to narrow down their target list for selecting schools for college recruiting from year to year. Recruiters will discover that retention is key; you may get terrific talent, but if you can’t retain star employees long-term, a particular college or university might not be the best fit for your company. The longer you recruit, the more historical data you’ll have to fall back on.

Always evaluate and assess your data. Ask the career services office for information about where their students are finding employment. Most career services directors are willing to partner with employers; career services directors who are willing to go above and beyond can help make up for lack of services and events they may not provide. Career services employees can provide employers with the chance to brand themselves on campus and to gain much-needed exposure on campus; they also keep employers in the loop and introduce recruiters to faculty members. Relationships with faculty members prove key in the college recruiting process.

In the last video, experts Dr. Steven Lindner and Dr. Domniki Demetriadou discuss the need to adapt recruiting strategy from school to school.

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The WorkPlace Group experts encourage adaptation of strategy based on the situation and school. There may be some times when it’s appropriate to post jobs online only, and some situations when it’s better to have a strong on-campus presence. It’s important to have a tiered structure around college recruiting. Not all colleges and universities are the same; whatever amount of effort you put into college recruiting will determine your outcomes.

For more tips on college recruiting from The WorkPlace Group, subscribe to our YouTube channel and check out all 15 videos featuring experts Dr. Domniki Demetriadou and Dr. Steven Lindner.

Follow our blog, and connect with us on LinkedIn, Twitter, and Facebook.

 

Dr. Steven Lindner, Executive Partner, WPG

Dr. Steven Lindner, Executive Partner, WPG

Dr. Steven Lindner is the executive partner of The WorkPlace Group®, a leading “think-tank” provider of recruitment services assisting companies ranging from small, fast growing businesses to multinational Fortune 500 companies. He is an expert in Talent Acquisition and Assessment, has appeared in many radio and TV interviews and a frequent presenter at HR conferences.  He writes weekly employment articles for the NY Daily News and holds a Ph.D. in Industrial/Organizational Psychology from Stevens Institute of Technology.

 

 

Dr. Domniki Demetriadou, is a partner and director of assessment services of The WorkPlace Group®, a leading “think-tank” provider of recruitment services assisting

Dr. Domniki Demetriadou, Partner and Director of Assessment Services, WPG

Dr. Domniki Demetriadou, Partner and Director of Assessment Services, WPG

companies ranging from small, fast growing businesses to multinational Fortune 500 companies.  Demetriadou is an expert in Talent Acquisition and Assessment, and a member of the Society for Human Resource Management (SHRM) and the American National Standards Taskforce. She is a frequent presenter at HR conferences and has led many multinational recruiting programs. She holds a Ph.D. in Industrial/Organizational Psychology from The Graduate Center at Baruch College, CUNY.

Posted March 23, 2016 by

Planning for college recruitment

Creating a college recruitment program from scratch is a daunting task. This 3-part video series featuring The WorkPlace Group (WPG) experts Dr. Domniki Demetriadou, Partner and Director of Assessment Services, and Dr. Steven Lindner, Executive Partner, provides talent acquisition leaders with suggestions and guidelines for starting their own college recruitment programs.

The video series is hosted by College Recruiter’s Content Manager, Bethany Wallace. Part 1 provides talent acquisition professionals tips about getting started when planning a college recruitment program.


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The first place to start when planning a college recruitment program is to identify objectives for developing a college recruitment program. This helps identify internship opportunities within the organization; this transfers into considering which degrees match up with internship needs. After this, employers must consider their resources. Resources include not only budgetary items but also time, staffing hours, and travel time.

Dr. Demetriadou advises her clients to determine “what [they] need, where [they] need it, and how much [they] are willing to invest in the process.”

Part 2 helps college recruiters with the school selection process.


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Once college recruiters have identified their objectives and resources, it’s time to do an environmental scan. One of the factors to consider is geography. Will staff need to travel to conduct campus recruiting visits and OCIs (on campus interviews)? Will students need to travel to visit the employer facility/headquarters?

Another factor to keep in mind is diversity, particularly in STEM (science, technology, engineering, and mathematics) fields. If the university is large, but the demographics do not offer a diverse candidate pool, recruiters may want to remove the university from the target list or consider re-prioritization.

It’s also important to consider whether it’s more beneficial to recruit nationally or regionally. It may be helpful to create a tiered list for college recruiting.

Consider the curriculum at the universities. Do they match with the available internships and entry-level jobs?

These are just a few of the factors to consider when doing an environmental scan when planning for college recruitment.

Part 3 wraps up the college recruitment planning process and discusses how to narrow down the school selection list.


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Although there is no such thing as having too large a list of schools during the planning phase or beginning stages of the college recruitment planning process, Dr. Steven Lindner mentions that part of the college recruitment process is narrowing down the target list for college recruiting. He reminds viewers that there is a difference between visiting schools and recruiting from them.

In the beginning, it’s great to keep college recruiting options broad to ensure meeting objectives. However, as recruiters consider their resources, they must narrow down the target list significantly in order to work within the constraints of their budgets.

Dr. Demetriadou reminds viewers to “think big, but implement small.”

Continue reading our blog for more featured articles with The WorkPlace Group experts Dr. Steven Lindner and Dr. Domniki Demetriadou. For more videos and tips about the timeline for developing a great college recruitment program, subscribe to our YouTube channel and follow us on LinkedIn, Twitter, and Facebook.

Dr. Steven Lindner, Executive Partner, WPG

Dr. Steven Lindner, Executive Partner, WPG

Dr. Steven Lindner is the executive partner of The WorkPlace Group®, a leading “think-tank” provider of recruitment services assisting companies ranging from small, fast growing businesses to multinational Fortune 500 companies. He is an expert in Talent Acquisition and Assessment, has appeared in many radio and TV interviews and a frequent presenter at HR conferences.  He writes weekly employment articles for the NY Daily News and holds a Ph.D. in Industrial/Organizational Psychology from Stevens Institute of Technology.

 

 

Dr. Domniki Demetriadou, is a partner and director of assessment services of The WorkPlace Group®, a leading “think-tank” provider of recruitment services assisting

Dr. Domniki Demetriadou, Partner and Director of Assessment Services, WPG

Dr. Domniki Demetriadou, Partner and Director of Assessment Services, WPG

companies ranging from small, fast growing businesses to multinational Fortune 500 companies.  Demetriadou is an expert in Talent Acquisition and Assessment, and a member of the Society for Human Resource Management (SHRM) and the American National Standards Taskforce. She is a frequent presenter at HR conferences and has led many multinational recruiting programs. She holds a Ph.D. in Industrial/Organizational Psychology from The Graduate Center at Baruch College, CUNY.