ARTICLES, BLOGS & VIDEOS

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

Posted March 05, 2018 by

Salary disclosure and the new climate: Tips for recruiters to make informed hiring decisions

 

Wages for women and minorities still lag behind their White male counterparts. Consequently, equal pay regulations have gained traction quickly in the last few years. The intent of the legislation, focused around salary disclosure, is to close the stubborn pay gap. Recruiters may be losing one tool in their toolbox but they can still perform their jobs well. 

Last year, eight states, cities, or localities made it illegal for employers to ask for salary history. At the end of 2017, more than a dozen pay equity laws were under review. Many HR experts anticipate this trend will continue. To get ahead of the curve, your HR team should review your strategy. (more…)

Posted January 29, 2018 by

Recruitment methods for non-traditional students

 

The entry-level talent pool increasingly consists of “non-traditional students.” Recruitment methods and strategies that narrowly focus on attracting talent from top schools, or from a short list of degrees, no longer provide employers with the workforce they need to grow. Employers should become more aware of who non-traditional students are, and how talent from alternative pools brings value. (more…)

Posted December 12, 2017 by

How the skills of a recruiter should mimic sales reps

 

If recruitment is marketing, recruiters must be marketers. The skills of a recruiter vary, but more and more, organizations should expect recruiters to have the skill set of a good sales rep. Here we’ll discuss what mistakes college recruiters tend to make, and what skills a good sales reps has that recruiters should adopt. (more…)

Posted September 18, 2017 by

 Recruiting solutions for salary negotiation: Tips for recruiters

 

If your employer is like the vast majority, you try to keep your candidates in the dark about salary range until you’re ready to discuss it.  This is not the best recruiting solution that results in top talent. It is a disservice to both you and the candidate, so we are providing tips for recruiters to prepare proactively for these conversations with candidates. (more…)

Posted September 01, 2017 by

Upskilling talent and 5 reasons to look past your top schools and majors

 

If recruiters aren’t looking beyond their annual list of campuses, or looking beyond the traditional 4-year graduate, or expanding the short list of majors they actively seek, they could be sinking their own ship.

I am not the first one to point this out. LinkedIn CEO Jeff Weiner says their emphasis moving forward is on “skills, not degrees.” Here are five reasons why talent acquisition professionals need to look beyond their list of top schools and major. (more…)

Posted August 28, 2017 by

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

 

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. (more…)

Posted March 31, 2017 by

Resume rules: Avoid common mistakes and stand out [video]

 

College Recruiter spoke with Joanne Meehl, President and primary Job Coach & Career Consultant at Joanne Meehl Career Services.  Joanne is part of College Recruiter’s Panel of Experts, which is made up of professionals around the country with top notch advice for recruiters and HR professionals, or for entry level job seekers. Here, Joanne shares her insight into resume rules that help college students and grads avoid mistakes and stand out to the applicant tracking systems. (more…)

Posted February 24, 2017 by

Assumptions that hurt hiring practices

 

Hiring assumptions are everywhere. They often reduce the effectiveness of the hiring process. Admittedly, it’s impossible to remove all potential subjectivity and bias from a hiring process. Even as we’ve introduced more technology into recruiting (for example, Applicant Tracking Systems), a human being–a flawed human being–makes the final decision after some person-to-person meetings. A candidate’s dress, speech, overall manner, specific responses to questions, and more can potentially trigger biases and assumptions in even the most level-headed hiring manager. Confirmation bias is hugely powerful psychologically, and we can’t ignore that.

However, let’s call out some of the biggest hiring assumptions. Perhaps increased awareness can help us to be more vigilant, and minimize the impact of our biases on recruiting and hiring. Some of the most common hiring assumptions include:

Assumption #1: “The perfect candidate is always out there somewhere!” This is an ideal, but often not the reality. To find the best candidate for a given job, a hiring manager/HR professional needs to understand three different concepts: (1) the work itself, (2) the current composition of the job market for that type of role, and (3) what other jobs in that geography (or remote) are offering. Internally at companies, HR and hiring managers tend to understand (1), but less so (2) and (3). If you need an “agile scrum manager,” and your local market just hired dozens of that role, then when you go to hire, it’s a depleted market. The perfect candidate may not be out there, and it may be better to delay the posting instead of hiring someone short of your needs because of this hiring assumption.

Assumption #2: Complicated hiring processes weed out less passionate candidates: Many times, companies will create intense early-stage (top of funnel) hiring processes. For example, their candidates must take written tests, complete projects, etc. The theory is logical: having these as mandatory will weed out less-passionate “passive” candidates. Unfortunately, though, this is also a hiring assumption that can backfires. Intensive, jump-through-hoops hiring demands can end up just being barriers, and weed out highly-qualified people, who may simply choose not to apply. Additionally: if your hiring process is very demanding, that might be fine. But please make sure it correlates with competitive compensation at the end. No one wants to prove a skill set 17 times over to then be offered an under-market salary. (more…)

Posted November 09, 2016 by

College Recruiting Bootcamp: featuring Teresa Green

teresa-green head of global talent acquisitionWho is Teresa Green?

Head of Global Talent Acquisition, CEB

What you’ll hear from Teresa at the Bootcamp:

How to use metrics to improve return on investment from college relations program

Why you’d be wise to listen to Teresa’s advice:

Teresa is responsible for leading a best in class, global talent acquisition function for CEB, a global best practice insight and technology company.  She leads a team of 40 amazing talent acquisition experts. She’s responsible for setting the strategic direction and development of the function while effectively managing the expectations of and relationships with CEB’s global client community. Teresa develops the strategies which deliver a continuous, viable, and quality pipeline of talent to CEB’s business while scaling the function to meet its needs as a growing global company. She’s also responsible for creating a stronger employment brand in the market to attract top-decile talent around the world.

Her specialties are Recruitment Strategies, In House Recruitment, Executive Search, Human Resources, Consulting, Professional services


The College Recruiting Bootcamp will be focused, fast and mentally challenging. Join us in D.C. on December 8, 2016 at the SEC headquarters. Reserve your space today!

Posted November 09, 2016 by

College Recruiting Bootcamp: featuring Kamille Smith

kamille-smith at U.S. Office of Personnel ManagementWho is Kamille Smith?

Program Analyst, U.S. Office of Personnel Management

What you’ll hear from Kamille at the Bootcamp:

How to convert interns into permanent, full-time employees upon graduation

Why you’d be wise to listen to Kamille’s advice:

Kamille has about 10 years of experience in the Federal Government. She currently serves as a Program Analyst with the Recruitment Policy and Outreach, Pathways Programs for Students and Recent Graduates, at the U.S. Office of Personnel Management. She provides training, technical guidance and support to the agencies’ Pathways Programs Officers and job seekers. She also played a vital role in OPM’s work on the Pathways Programs agency-wide Toolkit and Handbook for supervisors and managers.

The College Recruiting Bootcamp will be focused, fast and mentally challenging. Join us in D.C. on December 8, 2016 at the SEC headquarters. Reserve your space today!