Thanks to my relationship in guest blogging with a great student career website called Talent Egg (http://talentegg.ca/), I was featured as a Recruiting Expert with advice to Students on Corporate Tours in Tuesday July 12th's Toronto Metro.
Click here to read the article in its entirety: http://bit.ly/nMvzu7
It is an article about how students can stand out on corporate tours and is a build from an earlier blog post that actually received a lot of hits & garnered many comments. Thank you to everyone for your words of encouragement on this exciting publication!
Showing posts with label Career Services. Show all posts
Showing posts with label Career Services. Show all posts
Tuesday, July 12, 2011
Thursday, June 30, 2011
Thursday News Day: Global Campus Recruiting
As per my article on Tuesday of this week, I’m focused on international global recruiting best practices as a theme right now. Despite all of my best searches, the information available online on this topic is shockingly limited. The best article I could find to share is from 2010; however, it does have some strong points that many companies are still not doing half way through 2011 and it is less than 1 year old. Read here for tips & tricks and know I will be working on many more articles on this topic moving forward.
If you have any great articles or resources on global recruiting beset practices, please include them as a comment in the below to share with myself & other readers.
“Global Recruiting in 2010: Trends & Best Practices”
- Featured on: slideshare
- Writer: Kevin Wheeler
- Publishing date: Aug 25, 2010
- Link: http://slidesha.re/dm81lO
Happy reading! Any resources/articles/webinars you can share about global recruiting? What are your challenges? Learnings? Best practices for global recruiting or taking global plans & implementing on a local level? I would love questions/ideas/thoughts as inspiration for future blog articles.
Tuesday, June 28, 2011
Global Campus Recruiting Best Practices
As I’m working internationally this week in Europe, I was inspired to share information about campus recruiting at a global level. As many of my readers know, my specialty is building campus programs & I have developed & successfully run campus recruiting programs in over 12 countries from North America to Asia to Western Europe and Eastern Europe. It may shock you that students around the world essentially want the same things – enjoyment of work, development opportunities, exposure to leadership, work/life balance. Though the cultures of each country influence the practices/students, best practices in student recruiting essentially do work globally. Building the right programming is important to find that perfect new hire!
Though many global companies build management trainee or global recruiting principles, there are some things to keep in mind that work globally & some things to consider in tweaking your programming for each individual market. Read on to find out more!
From my experience, here are some best practices for building campus recruiting programs in multiple countries:
- Strong employment branding website with information about a day in the life at your company. Remember, your website should ENGAGE with students. Think blogs, twitter feeds, YouTube videos of your office, testimonials etc
- Key messaging/job offerings that speak to students. Knowing what students want & ensuring your offering speaks to these categories is important. Look to local/nation surveys on student values to build out your messages
- Campus Ambassadors, students who work a set number of hours per work promoting job opportunities with your company, helping to build your brand on campus & generate referrals. I have seen this program work around the world. The key factors are training them, have ongoing management & KPI’s (key performance indicators) that they are rewarded for meeting.
- Referral based programming works! Track referrals to applications & reward based on results.
- Campus events are so important for building up your brand on campus and recognition among students. Job fairs, information sessions, company presentations, case competitions etc are a great way to engage students.
- Relationships with Career Centers – Career Centers can make or break your experience on campus. Getting to know your contacts and educating them on your company’s offering is very important as they will help market your campus events, promote your company to influential students & help you gain access to deans & professors
- Relationships with Deans/Professors are very important. Guest lecturing in class rooms, supporting with real business cases to supplement curriculum and seeking referrals from influential professors will help gain traction with the right students.
- Supporting student groups. Find those groups that are part of your target market and work to be a key advisor/support. Do not just provide sponsorship dollars but instead work to provide the group mentors, internships, and/or business advice as this will be a better use of your sponsorship dollars. By spending time with these groups you will get to know the top students you want to recruit for your company.
- Giveaways are not a key part of a campus program. They are supplementary to educate students on your EVP (employer value proposition) but a cool giveaway is not going to sell a student on applying to your company
Things to tweak on a country by country basis:
- Consider Internet Access
o Some countries outside of Western Europe & North America have limited internet access or slow speeds. Having a length application process that relies heavily on internet access/online testing may decrease your applicants and candidate engagement in some countries. Consider this access to technology when tailoring the application for each country.
- On Campus activities really differ per campus. Some schools allow for class presentations by other students and some don’t. Know what’s allowed in your country & per campus to meet your KPI’s. Work with your career center to understand what works best on their campus. Tailor this metric not only by country but also by school.
- Postering/handouts – many schools internally have different rules about what is allowed on posters or if posters are even allowed to be hung on campus property. Ensure that you allow local offices to determine these nuances before ordering global quantities with a set design.
- Timing – even within a continent, the countries may have very different calendar years. Your recruiting season in England and Germany are very different as German students don’t go back to school until October versus August/Sept in England. Thus, your timing for applications, interviews and job offers will be sensitive to each country.
- Social media sites/usage varies per country. Ask your recent new hires what social media sites you should be using!
- Social media sites/usage varies per country. Ask your recent new hires what social media sites you should be using!
I hope these tips help you understand what global recruiting best practices work on a global level & what needs to be tweaked locally. Cheers & happy recruiting!
Thursday, June 16, 2011
Thursday News Day: Recruitment 3.0 - Are You Ready?
This week’s news comes from www.ere.net – one of my favourite websites for articles about recruiting, sourcing, social media & overall HR issues. Whenever I need supporting information about training hiring managers or what’s happening in the market place, this is one of my go-to resources.
This week’s theme:
“Facebook’s Tag Suggestions Raise HR Issues”
- Featured on: www.ere.net
- Writer: John Zappe
- Publishing date: June 14, 2011
- Link: http://bit.ly/j5eWGV
Read this article as a recruiter for understanding the technology fully. As a candidate, read on to find out the importance in opting out of this feature on Facebook.
“A Vision for the Future of Recruitment: Recruitment 3.0”
- Featured on: www.ere.net
- Writer: Matthew Jeffery & Amy McKee
- Publishing date: June 14, 2011
- Link: http://bit.ly/jcgRSF
This is an absolutely fantastic article outlining the current evolutionary landscape that is Recruiting 3.0. It is a great tool for HR managers to educate senior leadership about the changing game called recruiting.
Happy reading! Thoughts on the article about Recruitment 3.0?
Thursday, May 12, 2011
Thursday News Day: University & College Trends
I’m starting a new weekly Thursday post to share relevant news articles or blogs on the topics of talent management, recruiting, social media, & branding. My goal is to provide you with interesting news articles and blogs resources. I hope you enjoy addition #1.
TALENT MANAGEMENT/RECRUITING:
“When a University Degree Just Isn’t Enough”
Featured in: Globe & Mail
Writer & Publishing date: James Bradshaw; May 9, 2011
This article relates to my April 23, 2011 blog post on Balance Game for New Grads: Degree vs Experience vs Interest. BA graduates are a shrinking portion of enrollment classes as students feel obligated to get graduate, professional or college credentials to prove their worth. – Do you think a BA still holds value? Are you hiring BA candidates?
“Job-Seeking University Graduates give it the Old College Try”
Featured in: Globe & Mail
Writer & Publishing date: Tralee Pearce; May 10, 2011
Link: http://bit.ly/kTDgUH
This article speaks how colleges are seeing an increase in enrollment of students with university bachelors who are seeking specific job related training to be “job ready.” Colleges are essentially being used as finishing schools. - Colleges - are you using this trend in your marketing material?
Happy Reading! Any articles/resources you would like to share?
Wednesday, May 11, 2011
Career Services & Student Corporate Tours
University Career Services are trying to create new engagement with students and help prepare them for careers after school. One new offering I am seeing offered by career services is organizing corporate tours where they build relationships with relevant companies. Within this offering, a short office tour and information session is organized where students can talk to management and new hires to understand what a career at their company would look like. I recently participated in one of these from a corporate standpoint & have some tips for students as well as for Career Services.
The students arrived looking dashing and all professionally attired to make a good impression. We started the introduction asking who had heard of our company before. I was shocked to see only 1 out of 15 students put up their hand. Would you really come into an interview without even visiting the company website & understanding their offerings, jobs and company vision or culture? Well these students did. Our first impression of the students was not good though they went on to have great questions throughout the tour.
Career Services: don’t assume that your students will do their due diligence in doing research on the companies you are visiting. Ensuring your students are prepared will make a great impression as this reflects on your campus & your services. This will help the company want to further engage your services to hire your students.
Students: Any time you are engaging with a potential employer, have your ducks in a row. Do your research. Visit the company website, seek them out on Facebook & LinkedIn. Understand the basic values of the company and know why you might want to work for them. Remember, just because an interaction isn’t a job interview doesn’t mean it can’t get you a job! First impressions count more than ever now that the job market is picking up and companies have choices in the students they hire.
I applaud career services for connecting student’s to corporate life and building higher engagement between students and their campus services. Hopefully my above tips help make these offerings even stronger for all parties involved.
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