As I am planning for the career management class in the fall, I came across Kevin Wheeler’s discussion of five tips to assist corporate recruiters in college recruiting.
Many people will probably agree with me that the job market is tough for students and career service staff in universities. The truth is corporate recruiters still find it difficult to find the top talent in college. Wheeler suggested that this recession brought many negative impacts to Corporate U.S.A. Layoffs, uncertainty, long working hours, and changes of corporate cultures have resulted in lower employee morale and engagement. College students observe such changes and consider other options. Some may go to graduate schools or move to other emerging markets for better opportunities. Others may start their own business or join non-profit organizations.
College recruiting involves more than just recruiters and job candidates. Professors and career service staff also play a very important role. Here, I build on Wheeler's discussion and share his tips for corporate recruiters. Tomorrow, I will follow with some suggestions for college students, professors, and career service staff on how to enhance their college recruiting experience and results. The tips for recruiters include:
1. Build an employment brand through prolong engagement. Technology savvy students want to build a trustful relationship with a company and recruiters on Facebook, Twitter, and other social media networks. A one-time career fair or campus visit does not contribute much to a long-term trustful relationship.
2. Ask managers to do the recruiting. It is more than dedicating responsibilities. Similar-to-me effect applies to both interviewers and job applicants. As a result, a young manager who is an aluminum or alumina of the college students will help.
3. Focus more than just building relationships with professors and career service staff. Extending the relationship with current students through social media is also important --- students’ “word-of-mouth” effect could be critical; with social media, words can reach thousands of audience in seconds.
4. Adopt a long-term recruiting strategy. A trustful relationship with candidates is initiated at the time when they were still freshmen.
5. Utilize multiple media and methods to attract students’ attention.
Within this blog, you may find more discussion on Social Media in Recruitment and Selection. What suggestions do you want to share with us?
References:
Kevin Wheeler @ ERE.net: http://tinyurl.com/linchikwok08162010
Picture of Lyman Hall @ Syracuse University (Hospitality Management) was downloaded from: http://tinyurl.com/linchikwok08162010P
Many people will probably agree with me that the job market is tough for students and career service staff in universities. The truth is corporate recruiters still find it difficult to find the top talent in college. Wheeler suggested that this recession brought many negative impacts to Corporate U.S.A. Layoffs, uncertainty, long working hours, and changes of corporate cultures have resulted in lower employee morale and engagement. College students observe such changes and consider other options. Some may go to graduate schools or move to other emerging markets for better opportunities. Others may start their own business or join non-profit organizations.College recruiting involves more than just recruiters and job candidates. Professors and career service staff also play a very important role. Here, I build on Wheeler's discussion and share his tips for corporate recruiters. Tomorrow, I will follow with some suggestions for college students, professors, and career service staff on how to enhance their college recruiting experience and results. The tips for recruiters include:
1. Build an employment brand through prolong engagement. Technology savvy students want to build a trustful relationship with a company and recruiters on Facebook, Twitter, and other social media networks. A one-time career fair or campus visit does not contribute much to a long-term trustful relationship.
2. Ask managers to do the recruiting. It is more than dedicating responsibilities. Similar-to-me effect applies to both interviewers and job applicants. As a result, a young manager who is an aluminum or alumina of the college students will help.
3. Focus more than just building relationships with professors and career service staff. Extending the relationship with current students through social media is also important --- students’ “word-of-mouth” effect could be critical; with social media, words can reach thousands of audience in seconds.
4. Adopt a long-term recruiting strategy. A trustful relationship with candidates is initiated at the time when they were still freshmen.
5. Utilize multiple media and methods to attract students’ attention.
Within this blog, you may find more discussion on Social Media in Recruitment and Selection. What suggestions do you want to share with us?
References:
Kevin Wheeler @ ERE.net: http://tinyurl.com/linchikwok08162010
Picture of Lyman Hall @ Syracuse University (Hospitality Management) was downloaded from: http://tinyurl.com/linchikwok08162010P
Comments
Post a Comment