• 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

  • How to overcome recruiting challenges to fill airline jobs, aviation jobs, and airport jobs

    June 29, 2017 by

     

    The airline and aviation industry is massive. So it’s no surprise recent college grads get confused when trying to understand the different paths to landing aviation jobs, airline jobs, or airport jobs.

    When recent college grads think about airline jobs, they often first think about pilots and flight attendants. That’s not a surprise, as those are the people that travelers see on the front line when traveling by air.

    Airline jobs go beyond pilots and flight attendants

    Becoming a pilot or flight attendant shouldn’t be the only career path college students and recent college grads pursue. And that’s the challenge airline industry employers face as they look to recruit recent college grads to continue to fill the over 700,000 jobs within the U.S airlines industry (according to Airlines For America (AFA), the industry trade organization for the leading U.S. airlines).

    Continue Reading

  • How recruiters should communicate with today’s college students

    January 25, 2016 by

    Today’s college students and recent graduates, members of Generation Y (Millennials) and Generation Z, prefer that recruiters communicate with them on their terms. But what are those terms? How can recruiters and talent acquisition professionals best meet today’s college students where they are?

    In this 9-minute video, Steven Rothberg, President and Founder of College Recruiter, offers expert advice and insight into today’s college students’ communication preferences and how employers might best communicate with these candidates on their terms for best results in recruitment efforts.

     


    If the video is not playing or displaying properly click here.

     

    Since approximately 1/3 of today’s workforce is comprised of Gen Y members, it’s important for recruiters and talent acquisition leaders to understand and adapt to this generation’s learning styles and communication preferences.

    It is no longer sufficient for employers to engage with college students and graduates through print media or even websites. Today’s college students and recent grads expect employers to utilize blogs, video, and social media in college recruiting efforts. Rothberg states that, “If a picture is worth a thousand words, a video is worth a thousand pictures.”

    In addition to offering practical suggestions for incorporating video into college recruitment efforts, Rothberg also suggests that recruiters consider host virtual career events to conserve time and cost, particularly when recruiting on smaller campuses or in remote locations.

    Rothberg places particular emphasis on recruiters’ need to connect with Gen Y candidates by ensuring that their websites and online job applications are compatible with mobile devices. With over 90% of college students using smartphones, it’s imperative that employers maintain mobile compatibility. Technology like responsive design enables companies’ websites to adapt to mobile devices’ screen sizes. This is imperative since mobile devices are linked to about 60% of internet traffic.

    Steven Coburn/Shutterstock.com

    Steven Coburn/Shutterstock.com

    Since many of today’s college students and recent graduates prefer accessing employers’ websites via mobile devices, recruiters must attempt to create mobile-friendly job applications. Rothberg suggests allowing candidates to apply for positions without uploading resumes and asking for resumes later since most of today’s college students and recent graduates apply from mobile devices and don’t keep copies of their resumes on their smartphones. Rothberg also discusses specific ways College Recruiter tailors banner ad campaigns to today’s college students and recent graduates’ communication preferences.

    In 10 years, today’s college students and recent graduates will make up 75% of the workforce. For this reason, it’s crucial for recruiters to adapt to today’s technology rather than expecting students and grads to adapt to old-fashioned modes of operation.

    At College Recruiter, we believe every student and recent graduate deserves a great career and are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to great careers. Let College Recruiter assist you in the recruiting process.  

     

     

     

     

  • Effectively capturing information at recruiting events.

    October 05, 2015 by

    Entry-level jobs and internships must be filled. Most of the time these positions are filled by college students looking for experience in the workforce. Most students, when wandering around career fairs, don’t know what they are looking for so they hand out resumes to companies that sound interesting. This webinar helps students get the most out of career fairs and helps students feel welcome into the workforce.

     

    In this recorded webinar, Andrea McEwen Henderson (https://www.linkedin.com/in/andreamcewen), former National Account Manager for College Recruiter, hosts Kevin George (https://www.linkedin.com/in/kevinngeorge), CEO and Co-Founder of HireCampus, who will explain how to effectively capture information at recruiting events.

     

    Topics discussed:

    • The importance of campus recruiting events
    • The point of organizing student information at events
    • The right data points to collect at recruiting events
    • Is there a line between too much data and too little data?
    • How important is following up?
    • The importance of speed in following up
    • Is there value in engaging employees to contribute to follow up?
    • How important is it to have information in real-time?
    • How do I reconcile event information with our prospect channels?
    • What does event level detail tell me?

     

    If the video is not playing or displaying properly click here.

     

    How important are events for recruiting on campus?

    These events on campus are very important to recruiting. Companies lose great opportunities to hire students into the workforce when they do not go to those events. As a result of these missed opportunities the company’s competitor will have a better pick of students who want to work for them.

     

    What is the point of organizing student information at events?

    Just going to campus recruiting events will not help you understand which schools may be the best place for you to recruit. If, instead, you go and gather information about the students you talk to and keep it organized, it will be much clearer where you are most effective.

     

    What are the right data points to collect at recruiting events?

    One of the most basic data points to gather is contact information. To take it a step further, you’re going to want to know their area of interest. Understanding the needs of the company will help you find the right data points, and what schools are the best fit for you.

     

    Is there a line between too much data and too little data?

    There is a very fine line between too much data and too little data. Regardless of what type of event you are attending, the more data you gather the longer it takes. You don’t want to create a bottle neck or frustrate students by asking for 25 data points. You definitely want to stick to the core, essential information like contact information, graduation date, major, and area of interest.

     

    How important is following up?

    Following up is one of the most important steps in recruiting. You want to build relationships with these students so they feel a positive connection to your company. Most students are learning what the culture is like at different companies and by sending them an email with a hello and a thank you will help them feel more at ease.

     

    How much does speed matter?

    Speed is an important aspect of following up. If you send an email to a student a week after the event, it won’t be as relevant to them as if you did it the same day. Sending emails at frequent intervals can also help build that relationship with students. You are going to be offering competitive packages to these students, who no doubt have had multiple offers. The thing that will set you apart from the others is going to be the culture. If you follow up and are consistently emailing them, you will stand apart from the others and the student will feel warm about working at your company.

     

    Is there value in engaging employees to contribute to follow up?

    Having employees engaged and creating this culture of recruitment in a business is the most important thing you can do when approaching campus. The campus recruiter who speaks to many students, most at different schools and different fields of interest, will not provide the same level of connection as an employee who went to that school and can relate to the student’s position. They can give the students that, “Hey, I was in your shoes, and I did the internship, and this is where I am today, and this is why it was such a good experience for me.”  That connection will give the students a deeper understanding of your company and set you apart from competitors.

     

    How important is it to have information in real-time?

    The challenge with gathering information and looking at it in real time is being able to make decisions that could improve your current semester, not necessarily the one ahead. What I mean by that, to give an example, is to be able to look at a pipeline in real time and say, “Hey, we met 400 students from University A, but we’ve only seen 15 applications come through so far. Why don’t we send out an email to all the students we met so far just to make them aware that the application is open? For all we know maybe it’s buried on the school board. Maybe students are having trouble finding it, or maybe there is a technical error we don’t know about.” Understanding where you are in the process and where the pipeline is can inspire you to make some simple decisions that could have a big impact on how many people you end up hiring.

     

    How do I reconcile event information with our prospect channels?

    Events are not the only places you will meet with students. It’s important to have the same data for each encounter so you can compare different prospects and decide who should be interviewed. Communication between the team and the top will help with these decisions and how to make the different encounters count.

     

    What does event level detail tell me?

    Event level detail will help you understand how effective different events are and where the greatest return on investment is.  If you are not getting down to that level of detail, it can be really difficult to determine if a career fair at NYU or an information session at Columbia is a better way of getting students interested.

  • 3 Ways HR Can Make A Positive Impression With All Job Seekers

    December 24, 2012 by

    CollegeRecruiter.comRecruiters, here are a few tips to help you gain a favorable impression with potential job candidates.

    The job search is changing for the employer and the employee.  Even though unemployment remains high, the market for qualified job seekers, particularly those with very technical skills, is extremely challenging.

    Companies are looking at new ways to build relationships and gain the attention of the technical and qualified prospective employee.  For the last few years, the focus has been on recruiting the active vs. passive job seeker, but that is no more.

    This article –

    3 Ways HR Can Make A Positive Impression With All Job Seekers