ARTICLES, BLOGS & VIDEOS

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

Posted July 20, 2018 by

A data-driven university selection approach: You can too!

 

At Micron Technology, Dmitry Zhmurkin uses a fantastic method for basing their university relations decisions on data. Zhmurkin is their University Relations Program Manager, and his method helps them decide whether to visit a campus and work with career services, or whether to recruit virtually. College Recruiter’s president and founder Steven Rothberg recently spoke with him about his methodology and said that Zhmurkin “just greatly improved the college recruiting practices at probably dozens, maybe hundreds of organizations.”

Want to know the secret formula? Below we summarize Zhmurkin’s presentation, including a description of his methodology. (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…)

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 06, 2017 by

Tools and metrics to make recruitment and selection process more efficient and candidate-friendly

 

For talent acquisition professionals who are looking at their recruitment and selection process and wondering how to make things more efficient, this discussion addresses tools available to you.

We spoke with two members of our Panel of Experts about this, Bruce Soltys, Head of Talent Acquisition Sourcing Strategies at Travelers; and Janine Truitt, Chief Innovations Officer at Talent Think Innovations.

Watch part 1 of our discussion here, or read the takeaways in the blog post below. (more…)

Posted September 21, 2016 by

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

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.

 

Posted September 20, 2016 by

What’s the difference between diversity and inclusion?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

Diversity is a complicated topic, especially in this modern political climate where it seems like many are trying to define other groups as the enemy. It’s also semantically complicated — it means many different things to many different people. Some think of it as skin color, some as gender, some along socioeconomic lines. It varies.

What’s more — diversity and inclusion are actually very different concepts, although they’re not often treated as such. Your efforts at diverse recruiting need to differentiate between the two ideas. (more…)

Posted September 19, 2016 by

Did you know Goldman Sachs just down-shifted their on-campus recruiting?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

Goldman Sachs has long been considered a king of on-campus recruiting.

Don’t get us wrong: they still do it, and they’re still aggressive around a few campuses. But recently they’ve shifted budget over to interactive, digital, social, and job boards more so — all in the interest of maximizing their college recruiting ROI. (more…)

Posted September 18, 2016 by

It’s time to think more about diversity recruiting

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

We tend to think of diversity in very specific ways, using even more specific terms…but there’s oftentimes layers and layers of nuance we’re missing. Have you ever considered narcissism in hiring, for example? Cue this study:

“A job interview is one of the few social situations where narcissistic behaviors such as boasting actually create a positive impression,” said Del Paulhus, Psychology Professor at the University of British Columbia and the study’s lead author. “Normally, people are put off by such behavior, especially over repeated exposure.” The research noted that “narcissists tended to talk about themselves, make eye contact, joke around and ask the interviewers more questions. As a result, the study found that people rated narcissists as more attractive candidates for the position.”

That’s not good. You need to be thinking more and more about your diversity recruiting efforts, on a variety of spectrums.

One of the most effective operational ways to do that is by diversifying your recruitment funnel. You do that through shifting methods — move away from on-campus and more to online, for example. There’s a concern that online candidates aren’t as “vetted” as face-to-face candidates, but that can be overcome.

 

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 16, 2016 by

How do you actually hit your diversity recruiting targets?

Ted Bauer

Ted Bauer is a contributing author to College Recruiter

By Ted Bauer, contributing author to College Recruiter

We all know diversity needs to be a priority in recruiting, but many of us struggle with this daily.

There are best practices all over the Internet for diversity recruiting — Harvard has a particularly good one — and there are numerous lists of good companies for diversity, including Black Enterprise’s version and Fortune’s version.

There are organizations out there doing diversity recruiting properly, and here’s the central thing all of them have in common: they diversify (logically) their pipelines. If you’re predominantly on-campus, then you’re predominantly going to get the types of students on that campus. But if you’re on-campus and using digital tools and job boards, you can attract a wider grouping. Then, from a numbers perspective and a talent perspective, you’re set up for more success. (more…)