ARTICLES, BLOGS & VIDEOS

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

Posted July 14, 2016 by

How employers can maximize relationships with career services

Most successful college recruitment plans include strategic relationships with key colleges and universities. One of the best ways to develop relationships with colleges and universities is by developing relationships with career services professionals on target campuses. This three-minute video, featuring The WorkPlace Group Executive Partner, Dr. Steven Lindner, explains how employers can maximize relationships with career services professionals. Dr. Steven Lindner also explains why talent acquisition leaders this matters in the grand scheme of the hiring process. Dr. Steven Lindner is hosted by College Recruiter’s Content Manager, Bethany Wallace.


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Career services matters, Dr. Steven Lindner states, because career services is the avenue for sharing information about job postings with college students on campus. Career services professionals allow employers to access students’ resumes and to participate in career fairs. Career services professionals make employers aware of student organizations and opportunities for sponsoring events held by organizations; for employers, these can be affordable, unique branding and marketing opportunities.

Dr. Steven Lindner shares two specific tips from The WorkPlace Group with employers.

1. Invite college students to visit your organization to conduct a site visit.

Let them experience your company culture and work environment. While conducting the tour of your company headquarters, introduce college students to current interns and recent graduates you’ve hired who are thriving within your organization. Explain your targeted candidate profile and success profile. Keep in mind that students who visit will likely share their experience with other students on campus; try to ensure that students return to campus sharing positive information about your organization.

2. Be persistent when interacting with career services professionals.

Remember that career services professionals are incredibly busy and are interacting not only with college students on campus but also with all the employers vying for their attention and assistance. One of the best times to reach out to career services professionals is during the summer months before students return to campus in the fall.

For more assistance in improving your relationships with career services professionals, follow College Recruiter on LinkedIn, Twitter, Facebook, and YouTube.

Dr. Steven Lindner, Executive Partner for The WorkPlace Group®, is a talent acquisition, assessment, and hiring process expert. Under his leadership, The WorkPlace Group® has helped employers hire thousands of job seekers across 44 different countries. The WorkPlace Group® is a leading “think-tank” provider of recruitment services assisting companies ranging from small, fast growing businesses to multinational Fortune 500 companies. In addition to their Recruitment Outsourcing and Project Based Hiring Services, they are one of just a few recruitment providers with specific expertise in College Recruitment.

Posted July 11, 2016 by

Networking benefits entry-level candidates

Handshake between a man and a woman photo by StockUnlimited.com

Photo by StockUnlimited.com

In their search for entry-level jobs, college students and recent graduates should not assume all employment opportunities are made public. Sometimes, there are opportunities available they can’t find in the newspaper or even online. Students and graduates should talk to people (including their families and friends) about the type of jobs they are looking for. This is part of professional networking. Networking is an opportunity for job seekers to engage in meaningful conversation advancing their careers.

While much of this conversation today happens online, meeting recruiters, hiring managers, or other professionals in person should not be forgotten. Speaking with recruiters, talent acquisition leaders, and hiring managers face-to-face can benefit college students and recent graduates when searching for entry-level jobs. By introducing themselves in person, students and grads can learn more about potential employers, which can help them stand out from the competition. Karen A. Young, President and Founder of HR Resolutions, LLC, shares advice on networking concerning entry-level candidates.

· “If students want to set themselves apart, I want to meet them in person! I can, probably, already find them online.

· This generation already has a bad reputation for being too “connected.” Get out and see and talk to people.

· The workplace is about face-to-face connections (even in a virtual workspace), so demonstrate you can present yourself in that environment.”

Need more networking advice? Click on our blog, and follow us on Facebook, LinkedIn, Twitter, and YouTube.

Karen Young, President and Founder of HR Resolutions, LLC

Karen Young, President and Founder of HR Resolutions, LLC

Karen Young is the award-winning Founder and President of HR Resolutions, a full-service human resources management company. She has over 25 years of experience in personnel and human resources, as well as being recognized by the HR Certification Institute as a Senior Professional in Human Resources (SPHR) and the Society for Human Resource Management as an SHRM-SCP. Karen has worked with numerous organizations to improve workplace environments, lower HR costs, and increase the bottom line.

Posted April 22, 2016 by

TATech 2016 Fall Conference & Expo: Doing better deals

The Association for Talent Acquisition Solutions (TATech) will host a fall conference in Las Vegas, Nevada, on September 19-21, 2016. Peter Weddle, CEO of TATech, is excited to announce the conference and share information about the conference’s scope, purpose, and agenda with viewers in this video hosted by Bethany Wallace, Content Manager of College Recruiter. Bethany interviews Peter and Steven Rothberg, President and Founder of College Recruiter, who will present a session for talent acquisition leaders at the TATech 2016 Fall Conference & Expo.


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Peter Weddle explains that TATech is the global trade association for the talent acquisition solutions industry. It represents the for-profit enterprises and not-for-profit organizations that provide technology-based products and services for talent acquisition professionals, from applicant tracking system companies, job boards, and social media sites to mobile apps, recruitment advertising agencies, and cloud-based recruitment marketing platforms. Collectively, its members power or operate over 60,000 sites worldwide and provide state-of-the-art solutions services for virtually every facet of talent acquisition.

The purpose of the TATech 2016 Fall Conference & Expo is to provide cross-talk and information sharing between recruiters/talent acquisition professionals and vendors who provide products and services for talent acquisition professionals. Peter Weddle believes there is a lack of communication and interaction between these two groups of professionals, and that enabling employers and recruiters to get the information they need from their vendors will help them improve their return on investment.

Steven Rothberg, President of College Recruiter, hopes to help talent acquisition leaders improve their return on investment when working with vendors, too, and that is the scope of his presentation entitled, “Doing better deals: How to be a smart consumer of talent acquisition solutions.” In the past, many employers simply posted jobs and assumed the risk; either the jobs would perform well or not. However, with the solutions available to employers now via technology, employers should do their homework and understand the estimated return on investment associated with various types of advertising (banner advertising, email campaigns, pay per click, etc.).

Steven will cover this information in his presentation and believes it will empower talent acquisition professionals to make informed decisions regarding their college recruiting budgets. It will also help employers to negotiate better deals and to make cost comparisons between proposals from different vendors. He emphasizes that employers should negotiate with vendors and provide justification using metrics and pricing information using this type of cost comparison information.

Peter Weddle emphasizes the value of attending a conference like the TATech 2016 Fall Conference & Expo; there isn’t always an opportunity to visit face-to-face with owners of organizations like College Recruiter. In addition, TATech is offering free hotel accommodations at The Palms to those who register for the conference by June 15, 2016. Lastly, Peter mentions that the conference is truly a fun experience, featuring the 2016 Recruiting Service Innovation Awards (the ReSIs). Modeled after the Oscars, the awards are a red carpet, black tie optional celebration.

Be sure to follow our blog for more information about upcoming conferences and events for recruiters and talent acquisition professionals. Subscribe to our YouTube channel, and follow us on LinkedIn, Twitter, and Facebook.

 

 

 

Posted March 02, 2016 by

SHRM 2016: Metrics don’t lie

At the 2016 SHRM Talent Management Conference and Exposition  April 18-20, Steven Rothberg, President and Founder of College Recruiter, will present to recruiters, talent acquisition leaders, and human resource managers. The title of his presentation is “Metrics don’t lie, but is your staff lying about its metrics?”

In this 7-minute video hosted by College Recruiter’s Content Manager, Bethany Wallace, Rothberg provides an overview of his upcoming presentation as well as clarification on why metrics matter.


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

 

Before talent acquisition leaders begin using metrics to measure their success in college recruiting programs, they must first define measurable objectives. Rothberg mentions that this is one of the problems in college recruiting. Rothberg states that most talent acquisition leaders, particularly in college recruiting programs, did not use metrics or data to measure their success until recently.

Generic data points, like average cost per hire, assist in measuring effectiveness. However, putting those metrics into context is even more helpful. If your organization’s cost per hire is really low, Rothberg states, then you probably have a pretty effective operation. If your organization’s cost per hire is $10,000, and other organizations similar to you are hiring at $5,000, that may be a red flag.

Rothberg is particularly excited about presenting at the 2016 SHRM Talent Management Conference and Exposition because the event is always full of positive energy, with attendees genuinely motivated to grow and become better, regardless of their job title or position within their organizations. For this reason, Rothberg is including information in his presentation about how talent acquisition professionals can get a seat at the table by using predictive analytics. Talent acquisition professionals can use predictive analytics to discuss potential problems and to offer solutions. For example, labor market shortages  and impending increases in benefit costs might be discussed using predictive analytics, and proposals about ways to deal with those changes might be made.

Be sure to register for the 2016 SHRM Talent Management Conference and Exposition.

Follow our blog for more tips about using metrics in your college recruiting program, and follow us on LinkedIn, Twitter, YouTube, and Facebook.

At College Recruiter, we believe every student and recent graduate deserves a great career. We are committed to creating a quality candidate and recruiter experience. Our interactive media solutions connect students and graduates to excellent entry-level jobs and internships. Why not let College Recruiter assist you in the recruiting process?