Skip to main content

Top Universities in Corporate Recruiters’ Mind – Part II

Yesterday, I discussed the important role a university faculty or staff member plays in college recruiting. I received some comments about how students also need to be actively involved in the process because at the end of the day, they are the ones who are looking for a job.
A successful college recruitment program relies on a close partnership between a school and a company. The Wall Street Journal report also suggests companies have increased interest in working with universities on either class projects or internships. The latter has become the key of how companies select job candidates as well as how students may secure a job offer even before they graduate.

During internships, companies will be able to observe students at work and see how well the interns fit in the organization --- as companies want to hire “well-rounded” and the best fit students. Meanwhile, students can “show off” their qualifications and see if they really enjoy working for the company. One fourth recruiters being surveyed admitted that they hired more than 50% of college grads who have completed an internship with them and that 14% respondents hired 75% of those who had been interns with them.

Big schools like University of Illinois at Urbana-Champaign and Texas A&M have already seen increased number of students showing interests in internships, a few of them are freshmen. For those who think freshmen are too early to prepare for a career, please think again. The truth is the competition starts early. The more prepared a student becomes, the more likely s/he will receive good job offers upon graduation.

References:
Evans, T. (2010, September 13). State schools lure more employers: Recruiters like one-stop-shopping for grads with solid academics, job skills, record of success. The Wall Street Journal, p. B1, B8. (http://on.wsj.com/aLwYwE)
Picture (SU Class of 2014) was downloaded from http://tinyurl.com/linchikwok09152010P

Comments

  1. There is a dilemma when it comes to offering jobs/ internships. As recruiters, they only have limited budget or resources to recruit certain number of employees. However, there are countless of college students looking for job experiences. After 3 years of college and approaching my last year, I've been in both shoes - the freshman perspective and the senior perspective. I was eager to get started on my career and wanted to learn as much as I could when I was a freshman. I was upset that career fair recruiters won't even bother to talk to me. Yet now that I look back, I understand why those recruiters won't respond to freshmen, because they are looking for people who have higher skills (such as Juniors and Seniors) as well as people who can be potential full time employees for the company. So this is a dilemma, there will be a continue rise in student's interests in earning job experiences at early stage, while there are only limited opportunities offering to only the ones who have had the experiences and skills.

    ReplyDelete

Post a Comment

Popular posts from this blog

Luxury vs. Millennials and Their Technology: The Ritz-Carlton (By Julia Shorr)

Embodying the finest luxury experience, The Ritz-Carlton Hotel Company, LLC has been established since 1983. In 1998, Marriott International purchased the brand offering it more opportunity for growth while being independently owned and operated. They are known for their enhanced service level as the motto states, “Ladies and Gentlemen serving Ladies and Gentlemen”. The luxury brand now carries 97 hotels and resorts internationally and is attempting to keep the aspects of luxury while keeping up with the trends of the technologically improving generations. The Varying Demographics of the Target Market The Ritz-Carlton’s typical target market includes: business executives, corporate, leisure travelers, typically middle-aged persons and elders, and families from the upper and upper-middle class section of society .   This infers a large range of types of travelers in which all are similar in that they are not opposed to spending extra for the luxurious ambiance. However, with

The challenges of SB 93 (California Senate Bill No. 93) will impose on the employers and their human resource management team (by Brittany Schaffer)

The COVID-19 pandemic started in early 2020, and it has caused massive changes within a short period of time. One of the most rememberable effects of the COVID-19 pandemic was that businesses had to come to a complete halt, forcing them to lay off employees. California's unemployment rates went up.  Now that the stay-at-home orders have lifted, people start to come out. Businesses are now reopening, looking to rehire their laid-off employees. Before the pandemic, employers had the option of recalling only a certain number of laid-off employees they would want to rehire based on employees' job performance. That option had been changed after Governor Gavin Newsome signed into law - Senate Bill 93, which went into effect on April 16th, 2021. The California Senate Bill No. 93 (SB 93) According to SB 93, companies in specific industries, mainly the hospitality industry, have the obligation to provide job opportunities in written form to qualified employees being laid off due to COVI

Want to win in future competitions? Invest in data-driven decisions now

Speaking of the permanent changes in the hospitality industry, many people will probably agree that demands for “bleisure”/“work-from-anywhere” travel and contactless self-service will continue to grow in the near future. Not everyone, however, realizes that data-driven decisions will become a key driver for growth in the industry, which has already affected how we do business now.   Automatic service enables businesses to capture more operational and consumer data for business decisions   One advantage of using automatic service comes from its ability to spontaneously capture and store real-time operational and consumer data for additional analysis. In the old-time when businesses still relied on workers to serve customers, operational data were collected usually through careful book-keeping, documentations, and observations; consumer data through market research were often limited to their perceptions, behavioral intentions, or past experience.     Now that automatic service is provi