ARTICLES, BLOGS & VIDEOS

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

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 June 26, 2017 by

Archived white papers from College Recruiter

College Recruiter regularly produces white papers that address challenges to the talent acquisition community and in human resource planning, especially professionals hiring entry-level. Below you’ll find our archives. Enjoy!

Gen Z talentGen Z Talent: Understand them to recruit them. All of your college recruitment, from now until 2033, will be tapping Gen Z talent. To say that Gen Z will change the workforce is an understatement. This white paper gives concrete tips for recruiters, TA and HR leaders who related to sourcing, equity, benefits, branding and more–to help attract Gen Z candidates.

 

 

Tweak your summer internshipHow you should tweak your summer internship program: Learn from real-time feedback this spring. Recruiters have been warming up summer intern candidates. There are several things they can listen form, and communicate back, to increase your hiring success. This guide touches on new intern regulations, Gen Z, candidate communication, branding and the single most important factor in delivering a great internship.

 

 

Recruiting can’t be strategic until it shifts to a marketing approach: Here’s how. There is little doubt among strategic recruiting leaders that recruiting must become more like corporate marketing. Marketing receives much stronger executive support and more funding than recruiting. This is because marketing emphasizes data-driven decision-making, market segmentation, powerful branding and being customer-centric. This white paper discusses seven important approaches recruiting should consider borrowing from marketing.

Candidate experience

Making or breaking the entry-level candidate experience: Turning common mistakes into opportunities. Disengage your candidates, and you shrink the pool you have to fish in. Qualified candidates who drop out in the process cost money. Like all of us, candidates have grown to expect great experiences. We teamed up with our friends at TMP Worldwide to create a white paper that will guide in turning common mistakes in the recruitment and selection process, and turn them into opportunities.

Fall college recruitment plansFall 2017 College Recruitment: Emerging trends and challenges. As the school year creeps up, recruiters are looking at their plans, and wondering what to keep from last year and what to change. NAS Recruitment Innovation and College Recruiter teamed up to provide insight into trends and offer advice for talent acquisition teams with a high volume of entry-level hiring needs. We touch on applied tech skills, programmatic advertising, what students are looking for, diversity and much more.

talent war means making happy teamsWinning the talent acquisition war in 2017: There has been a shift in tools and techniques used by employers to attract talent in light of advances in technology and business needs. An effective recruitment strategy should not only align with workforce plans, but also attract top performers. Employers need to respond to key trends when it comes to acquiring talent. This white paper addresses diversifying the workforce, use of analytics, hiring millennials, leveraging mobile technology and responding to the gig economy.

Predictive analytics and interview biasPredictive analytics, bias and interviewing: For centuries, crystal ball gazers and fortune tellers promised to be able to predict the future. They played on our biases and gullibility, and counted on us attributing chance occurrences to their predictive powers. But predictive analytics gives us the ability to reduce uncertainty by applying statistics and determining the probabilities that future patterns will emerge in the behavior of people and systems. This white paper addresses privacy invasion, biases that impede truth, and what to do about bias.

Finding game changer talentDon’t pass on game changer candidates who are still rookies: Game changers are high-impact hires who, soon after joining a team, end up completely transforming it. They quickly move beyond being just top performers because they can be further described using words like stunning, remarkable, exceptional, or extraordinary. Unfortunately, I frequently see recruiters and hiring managers pass over these extraordinary rookies. This white paper addresses identifying rookie game changer candidates.

Evaluate sources effectivelyHow employers evaluate career services, job boards and other sources (And how mobile recruiting changes everything): When College Recruiter began using technology to track candidates who clicked “apply” in 1998, within months, one of the world’s largest hospitality companies was paying us $0.05 per click to drive thousands of students and grads to their career site. And yet today, few employers seem to properly track the sources of candidates who visit their career sites, let alone those who apply, are interviewed and get hired. This white paper addresses flawed assumptions about evaluating sources, and the solution.

 

Posted March 17, 2017 by

7 steps for successful federal government recruiting [tool and video]

 

To be a successful in federal government recruiting, you need deep knowledge of staffing systems and federal hiring practices and laws. However, you must also be willing to use innovative technologies and alternatives to posting on USAJOBS. College Recruiter spoke with Kyle Hartwig, ­­­­­­Senior Human Resource Specialist with the National Institute of Health (NIH). Hartwig developed a tool for federal government recruiters who are engaged in targeted outreach. The tool has 7 steps which guide recruiters in finding and engaging talent for hard-to-fill positions. There is a link below to the full 7 steps. Here you can read a summary and watch our 5-minute interview with Kyle to hear major tips and takeaways.

This tool attempts to address unique challenges in federal government recruiting.

According to Hartwig, a lot of agencies are afraid of doing active outreach. The reason is that they are concerned about is ethics. There are very stringent laws associated with hiring. Thus, HR specialists in agencies across government often shy away from taking real steps to find talent for unique roles. More often than not, many federal agencies don’t feel they have the freedom to recruit and find their own talent. With strict or even confusing federal staffing regulations, recruiters often opt for simply posting the opening on USAJOBS, or a few other places. After that, they just wait to see who applies. Hartwig says he built this tool because “we owe the American public our best efforts to keep our agencies fully staffed and running at capacity to fulfill their missions.”

In another vein, many federal HR specialists are unaware of the specific competencies necessary in each role they recruit for. Understanding those competencies would allow them to actively pursue ideal talent. Hartwig says that this is possible. “I’ve found proactive and specific talent sourcing and outreach to be a challenge in the Federal government but not impossible.” His tool allows HR specialists to use best practices while also following federal guidelines.

Don’t buy into the myths.

Congress certainly provides guidance for government recruiting and hiring practices, and we definitely need to follow all regulations. A critical one is Merit System Principles and Prohibited Personnel Practices: agencies cannot give a competitive advantage to individuals who they actively recruit.  According to Hartwig, “We must meet public notice requirements through an announcement on USAJobs (for most jobs).  This means we cannot give individuals information that would help their chances in getting the job that is not otherwise available via the announcement.  We can answer informal questions, but nothing too specific about what the applicant should address in their application.”

There are myths out there, however, that perpetuate assumptions about recruitment and hiring practices. Hartwig says, “Don’t immediately think there’s a regulation against this, or there’s a law that prohibits this,” or there is a reason not to employ certain recruitment practices. Many times, Hartwig says, if you investigate further, you’ll find these are myths. Don’t be afraid to expand your outreach to beef up your candidate list. Hartwig says he is often confronted with the assumption that outreach is easy. Wrong. Outreach—the kind that results in high quality hires—takes a lot of work. “Working with an entire hiring team, and finding the exact target skills of the desired candidate is not easy.” The 7-step tool, however, breaks it down into a methodical process.

The seven steps in the tool are not ground breaking. They are quite simple: (more…)

Posted November 10, 2016 by

College Recruiting Bootcamp: featuring Pete Radloff

pete-radloffWho is Pete Radloff?

Principal Technical Recruiter, comScore, Inc.

What you’ll hear from Pete at the Bootcamp:

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

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

Pete Radloff has 15 years of recruiting experience in both agency and corporate environments, and is the Principal Technical Recruiter at comScore, as well as a Lead Consultant for exaqueo. He has also worked with brands like National Public Radio (NPR) and LivingSocial. Pete’s experience stretches across several areas of talent acquisition, including recruitment and sourcing, social media, employment branding, recruitment operations and the training and mentoring of recruiters. He’s known for his pioneering sourcing techniques, exceptional knowledge of the college market and his honest writing in numerous recruiting publications.

Pete’s specialties are technical and non-technical recruitment, social media recruiting, employment branding, candidate sourcing, recruiting operations and management. Building recruitment processes from scratch or enhancing existing processes. Employee Referral Program development, ATS selection and implementation, college/university recruiting and relations and Recruiter and Interviewer training development.

 

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 April 26, 2016 by

[video] 5 tips for following up after job interviews

 

Just because your interview went well doesn’t mean you can rest. Following up after a job interview is absolutely important and affects your chances.

Imagine this scenario: You finish the interview. You stand up, straightening your new suit jacket. The recruiter smiles broadly and extends her hand.

“Thank you so much for your time today. You should definitely hear from us within the next two weeks about our hiring decision.”

It’s in the bag, you think to yourself while you shake hands with her, smiling and thanking her for the opportunity to interview with her company and colleagues. (more…)

Posted April 09, 2015 by

Screening Candidates via Social Media

Social media isolated over a white background - 3D text

Social media isolated over a white background – 3D text. Photo courtesy of Shutterstock.

Social media is an extra weapon of recruiters to screen candidates. It would be hasty not to take advantage of this effective opportunity which is free, despite the fact that it is a bit time consuming. Social media is an effective device. At the point when employers recruit and interview candidates, social media can give significant information to help hiring professionals make their decisions. It’s vital however to choose if the reward is more prominent than the risk, and if so take measures to decrease the risks involved. (more…)

Posted December 21, 2012 by

Passive, Active… Pactive? Let’s Call the Whole Thing Recruiting

CollegeRecruiter.comAre you a passive or active job seeker?  Either way, find out why you’re an attractive candidate to recruiters in the following post.

It’s an easy debate to have, the passive vs active candidate debate. It goes a little something like this:

Experienced recruiter patiently explains that the reason a candidate is passive is because they already have a job and aren’t really looking for another one. This makes them attractive to recruiters and hiring managers in several ways:

Follow this link:

Passive, Active… Pactive? Let’s Call the Whole Thing Recruiting

Posted August 13, 2012 by

Employers Increasingly Focused on Retention As Economy Recovers

John Challenger of Challenger, Gray & ChristmasEven as employers appear reluctant to ramp up hiring, a new survey shows that the majority are committed to retaining the workers they have and are focused increasingly on employee engagement as the most effective means of achieving that goal.

In the survey of human resources professionals, 80 percent said their companies were focused on employee engagement and 67 percent said the focus on engagement is greater now than it was before the recession.  The survey was conducted by global outplacement and executive coaching consultancy Challenger, Gray & Christmas, Inc. among attendees at the annual conference and exposition of the Society for Human Resources Management held recently in Atlanta.

“As the job market continues to improve, albeit slowly, more and more workers are starting to seek new opportunities.  In recognition of this, employers are stepping up their efforts to hold on to the talent that was critical in helping the company survive the downturn,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas. (more…)