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

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Posted April 25, 2019 by

To hire students, you need to recruit on campus. Right? Wrong.

At College Recruiter job search site, one of the biggest changes that we’ve seen over the past few years is the rapidly increasing number of employers who use time-to-hire, cost-per-hire, and productivity data to measure their sourcing partners, including college career service offices. Their findings are shocking to many.

For decades, employers believed that they had to travel to and recruit students on-campus if they wanted to hire “the best” candidates. Those beliefs were typically grounded in false assumptions. You’ve probably heard that productivity data shows that the more diverse and inclusive a workforce, the more productive is that workforce. But that means that an employer who only hires at a small percentage of the 3,000 four-year colleges and universities or the 4,400 one- and two-year colleges is undermining their own diversity and inclusion efforts. So the more targeted your campus recruiting efforts, the less diverse, inclusive, and productive will be your workforce. Ouch.

Another example? Many of our employer customers who have looked at their productivity data have discovered that the more elite the school the employee went to, the less productive is that employee. How can that be true? Because they leave far sooner than those hired from second or even third tier schools. One of our long-time customers is an accounting and consulting company. They cut way back on their on-campus efforts in favor of hiring through what they call “virtual” sources like College Recruiter. Why? Diversity, inclusion, and productivity. They’re becoming school and even major agnostic, meaning they don’t really care what school you went to or even what your major was. They used to only consider accounting, economics, and finance majors. Now they embrace fine arts, Russian literature, and any other major. In their words, “we can teach an employee how to read a balance sheet but we can’t teach them how to think critically”.

College Recruiter believes that every student and recent graduate deserves a great career. Our customers are primarily Fortune 1,000 companies, federal government agencies, and other organizations who want to hire dozens or even hundreds of students and recent graduates of all one-, two-, and four-year colleges and universities for part-time, seasonal, internship, and entry-level jobs.

In this historically tight labor market, are you struggling to hire the dozens or even hundreds of well-targeted, well-qualified students and recent graduates for part-time, seasonal, internship, and entry-level jobs? Would it make sense to either schedule a 30-minute call so that I can better understand your hiring challenges or email those to me so that I can make specific recommendations for how College Recruiter can help?

College admissions building. Photo courtesy of Shutterstock.

Posted March 13, 2019 by

How does the admissions cheating scandal impact students deciding on what college to attend?

One of the biggest stories of the week is the alleged college admissions scheme apparently perpetrated by dozens of wealthy and well-connected Americans which, if true, are guilty of defrauding the schools and perhaps the federal government.

According to CNN, actress Lori Loughlin — who starred in the hit sitcom Full House, “surrendered Wednesday morning to federal authorities in Los Angeles, FBI spokeswoman Laura Eimiller said, as fallout from the college admissions scandal continues to spread. Loughlin and her husband, fashion designer Mossimo Giannulli, are accused of paying $500,000 in bribes to designate their two daughters as recruits to the University of Southern California crew team, even though they did not participate in crew, according to court documents released Tuesday.”

“Fifty people — from Hollywood stars and top industry CEOs to college coaches and standardized test administrators — stand accused of participating in a scheme to cheat on admissions tests and admit to students to leading institutions as athletes regardless of their abilities, prosecutors revealed Tuesday in a federal indictment. The scandal is being called the largest college admissions scam ever prosecuted.”

If true, the scam brings to light the dirty, dark, not-so-secret truth that America has never been a meritocracy and has always suffered from crony capitalism, which devalues the hard work and effort expended by the vast majority of the population.

Although Americans have been brought up to believe that if you work hard and play by the rules that you can be anything you want to be, that has only been the case for some and not for most. Until JFK, all presidents were white, male, land-owning, Protestants. Until Barack Obama, all were male, land-owning, Christians. A look at the C-suite of the Fortune 1,000 reveals that the lack of diversity and inclusion is not limited to the White House. In short, meritocracy existed only for a small minority of the population.

Parents and students remain obsessed with getting into the “best” college or university largely for status reasons but also for rational, economic reasons. Somehow, if your kid gets into an elite university, that makes you a better parent in the eyes of some, but that’s truly unfortunate has allowed the banks and higher education industries to redistribute to themselves and their shareholders enormous amounts of wealth from the middle class. 

However, there are good, rational, economic reasons to enroll in and graduate from an elite college: your chances are higher of landing a well-paying job with a well known and respected employer. Most of the best known and respected employers recruit the bulk of their professional, entry-level talent from colleges and universities and for decades they’ve done so largely by sending recruiters and hiring managers to interview on college campuses.

Fortunately, an increasing minority of employers are looking at their outcomes data — which employees are the most productive — and are finding that there is a weak and sometimes negative correlation between the perceived quality of the school and productivity of the employee. That is leading these employees to become school agnostic, meaning that they are being more inclusive in their hiring by reducing or eliminating their on-campus hiring efforts in favor of hiring through job boards such as College Recruiter and other Internet sites. 

Posted February 07, 2019 by

Why should I use a job board to recruit students and recent graduates?

 

A potential customer of College Recruiter just asked a great question of our sales team. We’re trying to convince them to advertise their internships on our job search site as we know from experience that we will deliver an excellent return on investment to them. Quite simply, their profile is a perfect fit: Fortune 1,000 employer with thousands of employees and they hire hundreds of students and recent graduates a year.

So, what’s the problem? As a good, potential customer does, they communicated their key concern or, as a salesperson would call it, objection. The customer, through their advertising agency, said that they don’t advertise their internship roles because they hire all of them through on-campus, career fairs. Our response:

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