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

Posted February 26, 2016 by

Focusing on branding in college recruiting

In recruiting college students, recruiters should focus on employer branding. An employer brand represents what a company stands for; it’s why or why not job seekers will work for a business. Brian Easter, Co-Founder of Nebo Agency, explains how his company recruits college students with care and dedication.

Photo of Brian Easter

Brian Easter, Co-Founder of Nebo Agency

“Nebo’s success has been a direct result of our human-centered approach to doing business. It’s because we respect users we’re able to craft successful, long-term strategies for clients over short-term gains; it’s because we love and value clients we build lasting relationships with them; and it’s because we see culture as our competitive advantage we’ve been able to fill the Nebo ranks with the industry’s best people.

As such, we fiercely defend our culture by standing up for our employees at all times. We will fire and have fired clients on the spot when they question the value of our employees’ hard work. Like we’ve always said, Nebo was started to repair a broken industry, and it’s a goal we have in mind at every step.

We’d put the growth opportunities at Nebo against any other agency. More than half of our management positions are staffed by people who started as interns or in entry-level positions. We promote from within to maintain our culture, and we think it’s important to reward good work. We hire people who have potential to grow with the agency, meaning they are passionate, intelligent, have integrity, and want to make the world a better place. We hire people who have a greater mission. Nebo promotes based on merit and does not withhold promotions to make new employees “pay their dues.”

This manner of care and dedication to our employees translates to how we recruit and attract college students to Nebo. We are actively involved with a number of southeastern colleges, particularly the University of Georgia and Georgia Tech, in part because of their vicinities to our Atlanta office, but also because we are an office divided with proud Bulldawg and Jacket grads. Throughout the year, we attend career fairs, advertising, marketing, and PR organizational events, as well as host agency tours.

Whenever we plan an appearance at a college event, we don’t settle for just distributing basic fliers. We want our presence to reflect our unique culture at Nebo. Whether that means a contest guessing the number of jelly beans in a jar, giving away a drone or scholarship money to someone with the most compelling tweet, or personalizing t-shirts to embrace each school, we want students to know we are as excited to be there as they are. We always strive to provide every student with a remarkable experience with the Nebo brand.

Every year, Nebo receives thousands of resumes with a large majority from current college students, so we like to think our approach to engaging college students is working. We’ve made it our mission to create a place where the industry’s top talent comes together to help clients make the world a better place.”

At College Recruiter, we believe every student and recent graduate deserves a great career, and we 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. Be sure to follow us on LinkedIn, Twitter, YouTube, and Facebook for more information about the best practices in college recruiting.

As Co-Founder of Nebo, Brian Easter brings international experience to his role along with a proven track record of helping organizations reach their digital marketing objectives. Under his leadership, Nebo has enjoyed 12 straight years of growth, has never laid a single employee off, and has won over 100 digital awards in just the past years alone.

Posted April 18, 2015 by

Top 11 Hidden Gem Colleges for Employers Hiring Statistics Majors

Statistics Hidden Gem Index AwardMinneapolis, MN, April 18, 2015 — College Recruiter, the leading niche job board used by recent college graduates to find entry-level jobs and students to find internships, today announced the 12 winners of its 2015 Hidden Gem Index for the best colleges and universities for employers who want to hire high quality graduates who majored in statistics.

“There are a lot of awards out there for best colleges,” said Steven Rothberg, president and founder of College Recruiter, “but they almost all focus on starting salary, percentage of graduates employed upon graduation, or percentage of graduates employed within their chosen career path upon graduation. There’s nothing wrong with those rankings but they fail to tell the entire picture. They miss schools which are hidden gems because they do an incredibly great job of taking students who may not have been able to get into the most expensive or most prestigious schools but who are hired into the same types of jobs with the same types of companies paying the same types of starting salaries.”

College Recruiter used its custom research product to generate this ranking. Our database includes 185 majors at virtually every one of the 4,000 one- and two-year colleges and 3,000 four-year colleges and universities in the United States. A custom labor market or salary research report can tell an employer, for example, what the going rate is for a recent graduate with a certain major at a specific school. Other common queries include data related to SAT scores, gender, ethnicity, as well as tenure and turnover of employees. (more…)

Posted January 17, 2013 by

Video: How to Engage Students With Mobile Technology

Scott Williams, executive director of the University of Georgia Career Center, discusses how college career service offices can best engage their students with mobile technology.

His team wanted students to be able access the office’s web site whenever and wherever they were. They did so by:

  1. Looked at their existing web sites to make sure they were mobile compatible. They weren’t so changes were implemented.
  2. Implemented social media into their existing web sites to improve engagement.
  3. Made sure that students and employers could log into their website using iPhone apps and that the apps were designed to be used at times when the students would likely to be on their mobile devices such as at career fairs. About 75 percent of students were using iPhones but most of the rest were well served with a mobile web application. (more…)