• Panel of Experts provides ongoing insight to College Recruiter

    April 05, 2017 by

    Growing your business or career

    College Recruiter’s Panel of Experts brings together expert voices from around the country with insight around entry level talent acquisition—both from the employer’s perspective and the job seeker’s. Members of the panel have decades of experience in advising human resources or job seekers, and are recognized experts in their fields. They specialize in workforce solutions, best practices in diversity, university relations, internships, interviewing, resume writing, career development and more.

    At College Recruiter we believe that every student and recent grad deserves a great career. We are excited to offer their deep insight to our readers and followers, who we believe will learn how to apply best practices to their own hiring approaches or job searches. Every month we will share a discussion with members of the Panel of Experts. Watch the videos, read the blog posts, and find all archived discussions on  LinkedIn for recruiters, LinkedIn for job seekers, Twitter, Facebook, and YouTube.

    Members of the panel:

    Martin EdmondsonMartin Edmondson, Chief Executive at Gradcore. At Gradcore, Martin specializes in graduate recruitment, employment and employability, with the aim of maximizing graduate potential for organisations, universities and places. Martin has a wide range of experience and skills, gained from working across the public, private and third sectors.


    Marky Stein, Fortune 100 Career Consultant. Marky Stein career consultantMarky is the author of “Fearless Interviewing”, named the #1 interviewing book of the “100 Best Career Books of All Time” by onlinecollege.com. Her book “From Freshman to Fortune 500: 7 Secrets to Success for Grads, Undergrads and Career Changers” is due May 2017.



    Alexandra Levit career consultantAlexandra Levit, Consultant for all things workplace. Alexandra Levit’s goal is to prepare organizations and their employees for meaningful careers in the future workplace. A former nationally syndicated columnist for the Wall Street Journal and writer for the New York Times, Fast Company, and Forbes, Alexandra has authored several books, including the international bestseller “They Don’t Teach Corporate in College.”


    Joanne Meehl career consultant

    Joanne Meehl, MS, IJCDC, CPPA, Career Strategy Coach and President and primary Job Coach at Joanne Meehl Career Services. Joanne helps leaders market themselves for their next roles. She talks with hiring managers, internal and external recruiters, and HR directors about what they want. She translates this knowledge into guidance for her clients. She positions herself to her clients as a partner who gets her clients to decide and focus, see their own value, and communicate who they are in order to land the job they choose.  


    Janine Truitt talent consultantJanine Truitt, Chief Innovations Officer at Talent Think Innovations. She is an entrepreneur, mentor, coach, speaker, blogger and brand influencer. She provides innovative, on-demand services, trainings, media and products that arm businesses with the timely knowledge and tools they need to succeed. She inspires individuals from the c-suite to stay-at-home moms to recognize and utilize their full potential by nudging them beyond their comfort zones and providing a practical way to achieve success.


    Vicky Oliver career consultantVicky Oliver, Author of award-winning career development books. Her career advice has been featured in over 901 media outlets, including the New York Times Job Market section, Wall Street Journal, New York Post, and Esquire magazine. She has been interviewed on over 601 radio programs. Her first book, “301 Smart Answers to Tough Interview Questions” (Sourcebooks, 2005), is a national bestseller in its third U.S. printing.


    Toni Newborn diversity managerToni Newborn, J.D., Diversity and Consulting Services Manager at City of St. Paul. She is currently serving as the Diversity and Consulting Services Manager for the City. In this role, she manages the consulting services division as well as create strategic plans to diversify the city’s work force from a racial equity lens.




    Bruce Soltys, Head of Talent Acquisition Sourcing Strategies at Travelers.  He Bruce Soltys university recruitingLeads a team accountable for the design and delivery of the enterprise strategy for sourcing, attracting and recruiting a pool of diverse candidates through relationships with targeted colleges, universities, and student organizations across the country.


    Jeff DunnJeff Dun campus relations manager at Intel, Campus Relations Manager for Intel Corporation.  Jeff has over 20 years of corporate recruiting experience.  He is a regular speaker on college campuses on successful job search strategies. He specializes in helping students with resume, networking, interviewing, LinkedIn and Branding strategies.



    Catie Ewen, GradLeaders

    Catie Ewen, Content and Digital Marketing Specialist at GradLeaders, a leader in college career services technology and recruitment software. Catie is an experienced digital marketer with expertise in strategic talent sourcing, career services processes and career management technology. She holds dual degrees in Journalism and Mass Communications from Miami University.




  • Analytics, data changing way employers recruit, hire college graduates

    September 02, 2016 by
    Business training at office

    Employers are using analytics to make hiring decisions. Photo courtesy of Shutterstock.

    Workforce analytics are transforming human capital strategy, said Mark Schmit, Ph.D., SHRM-SCP, executive director of the SHRM Foundation. That’s why it’s more important than ever for employers to understand how analytics and data will drive recruiting and hiring decisions. Schmit’s comments were part of the Society of Human Resource Management’s release of the Use of Workforce Analytics for Competitive Advantage Report in June of 2016.

    The report stated: “For HR practitioners, it will be increasingly important to understand analytics and to be able to present the findings to senior executives. In a data-driven world, organizations will establish specialist HR teams and recruit data-oriented personnel.” In that same report, Schmit highlighted a 2015 Economist Intelligence Unit survey that found 82 percent of organizations recognize the importance of talent-related data in managing recruitment, retention, and turnover, and increasingly see workforce analytics “as a critical tool to shape future business strategy.”

    That’s no secret to Ian Cook, Head of Workforce Solutions at Visier, a company that develops cloud-based applications that enable HR professionals to answer workforce strategy questions.

    “If you don’t dive into analytics, then you are increasing the likelihood that your competitor will be able to scoop up all the great talent that you need,” says Cook.

    College Recruiter has been using analytics and data for years, providing employers with specific and organized reports to help achieve their recruiting and hiring goals. Active in industry organizations and events, the team at College Recruiter helps employers identify strategies that leads to  success recruiting and hiring recent college graduates and entry-level employees.

    Remember this: Analytics aren’t just used to make decisions on executives. Forward-thinking organizations are already using analytics and data to drive campus recruiting efforts and to recruit and hire recent college graduates and entry-level job seekers. For example, Visier delivers a workforce intelligence solution that makes the management of data, the formulation of analysis, and the sharing of business insights simple. And it can be customized. If campus recruiting is important to your organization, analytics and data can be used to identify which schools deliver graduate hires that stay with the organization the longest, and that progress upward in the organization.

    “We understand that campus hiring is a unique process and have analytic content specifically related to this type of hiring,” says Cook. “We enable organizations to track the true costs of their campus work and then relate this back to the successful – and not so successful – hires that come through this channel.”

    Cook points out that it is becoming more common knowledge for employers to move away from hiring from specific schools and to instead look more broadly at the profile of the individual. Cook knows of some organizations that did a longitudinal study of the performance of their graduate hires. They found that work experience prior to and during school time, athletic achievement, and extracurricular activities, such as committees or volunteering, were more predictive of a future good hire than the specific school or the candidates grade point average (GPA).

    “This completely changed their approach to campus recruiting,” says Cook. “Previously, they over-spent to chase the students with the top GPA’s from the best schools. Now, they would source more broadly, and reduce the weight given to school and GPA in their overall selection process. This has increased their retention of graduate hires and reduced the overall cost of their campus recruitment program.”

    The SHRM report also noted that “Organizations wanting to exploit ‘big data’ to gain a competitive advantage are setting up small specialist teams of data analysts, training their existing staff in the use of big data, and recruiting college graduates with skills in workforce analytics.”

    Employers should focus on finding recent college graduates with a background in analytics, perhaps through an internship, and start implementing analytics as an important part of their recruiting and hiring plans.

    Data, and more specifically, analytics, should be seen as a decision support mechanism, says Cook. “No analysis can remove the need for a decision, nor replace the human judgement within the decision,” he says. “However, analytics has been shown to improve the speed and quality of the human decision-making process such that substantial business value is gained.”

    And, the benefit of analytics over intuition or ‘gut-instinct’ is the removal of bias, indecision, and all the other factors that are known to cloud human judgement.

    “This is no longer a nice to have,” says Cook. “Everyone knows the game has changed, and if you are not using analytics to play the best you can then you will be left behind.”

    For more advice and tips on how employers are using analytics to drive hiring decisions, stay connected to College Recruiter. Check out our blog and follow us on LinkedIn, TwitterFacebook, and don’t forget to subscribe to our YouTube channel.

    Ian Cook of Visier

    Ian Cook of Visier

    About Ian Cook
    Ian Cook heads up the workforce domain for Visier, which develops cloud-based applications that enable HR professionals to answer workforce strategy questions. Ian has been involved in driving forward the datafication of HR and is a speaker and blogger on the subject. Prior to Visier, Ian built Canada’s leading source of HR benchmark data. His expertise has also been developed through years of international experience solving strategic HR problems for brands in the Fortune 500 and FTSE 100.