Hi, I’m Lisa Simmons, the Associate Director of Employer Experience at Wake Forest University. Welcome to the Intern Bridge Career Services Online Technology & Social Media Conference. This segment is entitled, “Going Beyond LinkedIn: Technology and the Changing World of Recruiting.” In the past few years, career professionals and recruiters have become increasingly comfortable with LinkedIn as a networking and recruiting tool. LinkedIn has the enviable position of being the “gold standard” for professional networking. It is not rare to find universities promoting student use of LinkedIn. Unfortunately, it is said that the “only constant is change.” Recruiting is not exempt from change as we will see in this presentation. It is my hope that, by the end of this presentation, the naysayers will at least begin to see that there is a world beyond LinkedIn. The technology to tap the vast social network that is Facebook is in place. Some housekeeping:First, I apologize in advance for my southern accent. Reese Witherspoon’s character in Sweet Home Alabama said that “You need a passport to come down here.” I say that you need a Star Trek universal translator. We’ll have some time for questions at the end. However, I may not have the answers. What we are talking about today is in a HUGE state of flux, especially where Facebook is concerned. I spoke to a technology start up just this past Tuesday about Facebook recruiting. Honestly, even the techies are looking to build tools that people will use to tap into this valuable networking resource. This particular company has a product that acts like an applicant tracking system for recruiters on Facebook.This presentation is not exhaustive. We would need hours, if not days, to cover every tool that is available on the internet. Not all applications are equal. We’re developing a toolbox full of various tools. You will need to do your own homework to discover the mix that you both trust and find useful for your students. We’re just going to take a peek at what is available. Okay, let’s forge ahead.
We will begin this presentation with an examination on how and why campus recruiting is changing, if at all. I think the general perception is that it is changing. But, it is one of those issues that has so many influencing factors that the temptation to generalize is mitigated somewhat. Next, we will take a look at how technology is affecting the recruiting environment. When push comes to shove, recruiters really don’t have to visit campus anymore to recruit. With pressure on cost per hire, technology is a tempting alternative. If your company is under cost pressure, why come to campus if you can screen via Skype interview?Finally, we will piece together a “toolkit” that career professionals can use with their students to assist them in utilizing technology to create a wider network and a compelling online presence. Startups are popping up on the web like mushrooms after a good rain. I’m hoping that, after this presentation, you can pick a few to add to the entrees on your career smorgasbord.
Let’s tackle the issue of campus recruiting first as it is so foundational to the rest of our discussion. After all, the less recruiters target a campus, the more work the students will be forced to do. The two big questions for universities are:Is recruiting really changing? --- We hear so much about how the economy is driving employers’ recruiting decisions and even how social recruiting is on the rise. We may wonder if we will be dropped from employers’ target school list. We may worry that on-campus recruiting is dying due to a social media revolution. But, is this more hype than reality? Is it a conclusion looking for a story or cold hard facts?How will the environment affect recruiting on my campus? -- With employment statistics being crucial to our rankings, we keep testing the wind direction, not only so that we can adjust our sails accordingly but so that we can also set future expectations.
The Wall Street Journal recently published an article subtitled “Job Recruiters Skip Small Schools, So Students Put in Legwork.” If you are associated in some way with a smaller university, this March 1st article may have produced some concern. To quote this article: “Small academic programs—such as those with fewer than 200 students per graduating class…are often omitted from a busy recruiter's circuit. Firms will visit smaller schools if they are highly ranked but not many beyond the top 10 or 20 schools overall.”You are probably wondering if this is true or, at the least, the beginning of a trend. You may be wondering what it could mean for your students. You may also be putting some thought toward ways to counteract the effects of a future when fewer recruiters might visit campus. You may be considering ways to empower your students to take charge of and own their career rather than relying upon recruiters to come to them. Back to the article…
We need to put findings in perspective. I spoke briefly to the author, Melissa Korn, a few weeks back. She confirmed that primarily large companies were surveyed for the article. As follow up, I questioned a small sample of regional recruiters on my own to see if they agreed with the article. Many of them differed.Finally, there are so many other factors that weigh on recruiting decisions that it is difficult to formulate a “one size fits all” conclusion. What might hold true for most large national employers does not necessarily apply to smaller, more regional companies.
The questioning uncovered some interesting nuggets of information. The following are actual quotes from recruiters. (Only those recruiters who gave permission are identified.) Some of the smaller schools are the hidden treasures of talent and are often over looked. Sometimes the biggest programs only want the biggest employers who are not always hiring and therefore do not take advantage of other prestigious companies with openings. We look at all colleges big and small. ~Beverly League CareFirst BCBSWe'd rather recruit at a small school that is not as highly ranked to increase our possibilities of success. For example, ***** is a great school, but the competition to successfully recruit there is tough. Too many companies with big bucks recruiting a small class of graduates.We value the opportunity to have one on one conversations and have greater success in small groups.We have found great success with smaller schools in our recruiting efforts. I'm sure location comes in to play here as does the position recruiters are trying to fill. Depending on the level of opportunity, recruiters will travel to several distant locations.
Out of all recruiters surveyed, one did agree with the Wall Street Journal article but offered tips to schools on attracting recruiters. Yes, the WSJ's statement holds true. Highly ranked universities, although sometimes small, carry significant weight with their ranked position and have the advantage of national recognition. Smaller academic programs, looking to gain traction on a recruiter's circuit will need to market themselves in a unique fashion that generates interest and establishes a relationship. Once established, this relationship becomes much easier to cultivate and rely upon. ~Melissa Light Avalere Health, LLC
In addition to surveying recruiters about the Wall Street Journal article, I asked if they had plans to cut their recruiting due to economic or even sustainability measures. Quotes:No, however we are approaching it differently. For example, we do not usually attend the scheduled career fairs.No, if anything we're increasing our efforts in this area.No, we're actually brainstorming initiatives on how to become more engaged in on-campus recruitmentNo - we target as many schools as possible as we have always found this an excellent way to increase the talent pipelineThe closest answer that came to signaling a decline was “We are still focused on our target schools.”
So, let’s quickly recap where we are at this point. While the Wall Street Journal findings hold true for larger companies, smaller regional companies differ as they have different needs and often find that they cannot compete with the large “brands” at highly ranked schools. As such, we find that the state of campus recruitment is not cut and dried. It will vary based upon so many different factors. Finally, overall recruiting is not necessarily in a decline even though actual campus visits to some schools / locations may have been affected from region to region.For example, our MBA internship recruiting was down somewhat this spring. But, when we examined the primary reasons for the decline, we found economic and key personnel issues (movement of alumni / HR directors) were two large factors in the decline. One bank told us that they were concentrating their growth in Canada, a fact borne out by an April 4th FINS article entitled “Job Seekers: Look North.” Quote: “The U.S. may be retrenching when it comes to financial services employment, but Canada is doing the opposite.” (source: http://bit.ly/IyWUr8)But, overall, NACE’s 3/28/12 Job Outlook piece states that, “employers expect to hire 10.2 percent more new college graduates” than they did last year. (source: http://bit.ly/HgiyUM)Let examine the other factors now.
So many factors weigh upon the decision to recruit at a certain school other than size and rankings. A school’s diversity is carrying ever-increasing weight. A senior administrator at a university may have industry / employer ties that influence recruiting at the school. Loyal alumni may be able to influence recruiting decisions or, at least, be able to get resumes to the right people on behalf of the university. A school may have a certain specializations, programs, or pieces of the curriculum that are attractive to employers because it develops talent that meets their needs. A school may be conveniently located near the employer. The employer may have cultivated student interest over the years and the students might have just the right “DNA” to be a cultural fit in the organization. A recruiter’s experience with the university and the employer’s financial condition are also factors in recruitment. These various pieces of the puzzle come together to form the proverbial target school list. Of course, this doesn’t mean that employers will not entertain applications from students who are not on targeted schools. It simply means that students from non-target schools will have to work a bit harder on their networking to get on the recruiter’s radar screen. In summary, companies will continue to seek talent from universities and will be driven by a number of factors toward school selection. What is most likely to change is the manner in which employers recruit. Let’s move on to the next session, Technology & Recruiting.
Think about it for a moment. The internet has revolutionized the way we do business, shop, communicate… The speed in which this occurred is breathtaking. We have come a long way from the “help wanted” ads in the newspaper and, now, even job boards. In fact, some believe that job boards are antiquated and will die a timely death very soon. Yet, job board advocates would point out that we’re still not “there” with regard to alternative recruiting methods. Social media-based recruiting is still in its infancy with many vying to be THE solution. Let’s take a look at an interesting timeline.
I have been in campus recruiting a decade. Since then LinkedIn, Facebook, YouTube, Twitter, Pinterest, and Google Plus have come on the scene. Each affect career centers in some way. LinkedIn tends to be used as a professional networking site while Facebook has been reserved as personal space. Yet, students and those in the early stages of their career are likely to have more and stronger connections on Facebook than LinkedIn. With over 800 million users, Facebook is larger than LinkedIn. Some believe that professional networking will begin to take place on this platform as applications like BranchOut, Beknown, Glassdoor, and others extend the possibilities for this space.YouTube is being used to store a variety of videos for career centers from instructional to recruiter interviews. Some schools have gone beyond using YouTube as a repository and have developed a branded channel to market their school and students. Twitter has gained popularity for its ease of use, timeliness, and brevity. Some schools tweet jobs and events to their audience.Career centers are promoting their schools and career resources on Pinterest. A few students have caught on to the power of visual representation and are using Pinterest a resume. Finally, Google Plus features such as Google Hangout are gaining steam, well, at least in the Career Services offices... With technology offerings ever increasing, can you imagine what the next decade will bring? I can imagine a program or application that will allow the job seeker to aggregate connections from multiple social media platforms, match them against viable jobs that fit their skills (determined by an embedded skills testing function) and conduct screening interviews online. But, lets get back to what we have in the here and now.
It is a fact that recruiters are utilizing social media. The question is “To what extent?” According to the April 2011 Society for Human Resource Management Research Spotlight, 95% of surveyed organizations use LinkedIn for recruiting while 58% use Facebook and 42% use Twitter. The same survey found that the top two reasons for using social media were to 1) recruit passive candidates and 2) decrease recruitment costs.Source: http://bit.ly/e0okic
Quotes:Overall, Twitter and Facebook appear to be highly under-utilized networks for recruiting, but we expect that behavior to change during 2012. While 21% of recruiters are connected to all three social networks, the data shows that 48% of recruiters are using LinkedIn exclusively and are not leveraging the other two networks for social recruiting LinkedIn remains the most effective network overall for recruiting, but Twitter presents an opportunity to break through the clutter more efficiently and reach potentially high quality candidates using its search functionality. Facebook appears to be the least effective network given the nature of this channel and lack of ability to search for jobs already buried in the newsfeed.Currently, Facebook has the least amount of network activity among agency and corporate recruiters. One would anticipate them to alter their strategies going forward to leverage the power of the largest social network (e.g. employee referral programs). Also, as more job seekers look to leverage Facebook as a professional network, one might expect Facebook to grow as a recruiting network.
I like visual representations.This is a small piece of a Bullhorn Media infographic that I wanted to show you that is related to the previous slide. Only 21% of recruiters spread themselves across the three platforms. LinkedIn is still the hands-down favorite.
One of the most mind-boggling statistics surrounded social media job screening. Note the difference between the SHRM and Reppler research. SHRM utilized its database of HR professionals.Reppler conducted its study with Lab42, a social network survey tool. It surveyed people involved in the hiring process at their respective companies. The difference in the findings may point to the knowledge base of those who conduct recruiting. Larger and more sophisticated companies will have trained HR professionals who are aware of the legal implications of screening candidates online. In fact, the SHRM survey indicated that 66 percent of the HR professionals were concerned about the risks associated with this type screening.The lesson to be learned is that social media searches do take place even if shunned by most HR professionals. Thus, never assume that your information is private.This brings us to the issue of privacy.
The former CEO of Googlewas purported to have said that “If you have something that you don’t want anyone to know, maybe you shouldn’t be doing it in the first place.” Perhaps that statement could be modified a bit: If you have something that you don’t want anyone to know, maybe you shouldn’t be placing it on the internet.On March 12th of this year, SHRM released an article entitled “Social Recruiting Goes Viral.” This article contrasted two positions on the use of Facebook which hinged on privacy concerns or lack thereof. The first position posits that the wall between public and private will begin to disappear while the other submits that Facebook has had too many privacy issues to be trusted. (Source: http://bit.ly/zy65jd)But what is privacy nowadays is an illusion? As an experiment, I Googled my name. Here is the information that I gathered without much effort:Place of employmentPictureWork phoneOffice locationEmail addressA person who is practiced at gathering information about others will be able to do so. Therefore, always assume that you are an open book on the internet. Never put anything there that you wouldn’t want your manager, co-workers or recruiters to see. That way, you don’t have to fret about using Facebook for networking. After all, this is probably where your closest friends and family can be found - your best advocates. To belabor this a bit, Dorie Clark writes in her Harvard Business Review Blog Network article It's Not a Job Search, It's a Permanent Campaign“The advent of 24-hour cable news (and later, the Internet) opened a gaping maw, ravenous for content…The real problem, though, isn't the impact on politicians. It's the fact that everyone else — including regular professionals — is also now expected to perform round-the-clock personal brand maintenance, and most people don't even realize it. Sure, they probably have a Facebook account, and they may even be on Twitter. But they don't recognize that these are no longer personal communication tools, or a means of strengthening weak ties across their networks. Instead, they are the criteria by which you will be evaluated in the future.” http://bit.ly/Hnws4x This brings us to our recruiting toolkit…
Data is currency nowadays. So, one of the most concerning aspects of utilizing technology is trust. Just how much data does a certain application take and store? The Wall Street Journal did a piece on April 10th of this year entitled “Selling You on Facebook.” Quote: “A Wall Street Journal examination of 100 of the most popular Facebook apps found that some seek the email addresses, current location and sexual preference, among other details, not only of app users but also of their Facebook friends. One Yahoo service powered by Facebook requests access to a person's religious and political leanings as a condition for using it. The popular Skype service for making online phone calls seeks the Facebook photos and birthdays of its users and their friends…This appetite for personal data reflects a fundamental truth about Facebook and, by extension, the Internet economy as a whole: Facebook provides a free service that users pay for, in effect, by providing details about their lives, friendships, interests and activities. Facebook, in turn, uses that trove of information to attract advertisers, app makers and other business opportunities.” (Source: http://on.wsj.com/HmOjxr)
The same Wall Street Journal article also “tattles on some of the tools that we will discuss today.Identified – “Brendan Wallace, co-founder of a Facebook app called "Identified" that provides career networking, said his company aims to build up a repository of data. He is unsure how he will use the information but said, "data is what anyone wants access to." "Identified," which isn't in the top 100 apps, obtains from each of its users birthday, city, education and work history, and also the same set of information from its users' friends.”Branchout - Rick Marini, chief executive of the professional-networking app "BranchOut," said that more than 20 million people have signed up for the app. What users may not realize is that professional information about all of their friends is also now a part of the app's database. That lets "BranchOut" tout that it has more than 400 million profiles. Mr. Marini said that his company seeks minimal data about users and their friends. "If we start asking for information like pictures and videos, we're going to hurt our business long term because users won't trust us," he said.Personally, most data that these apps request do not bother me. They are pretty benign, especially when one is networking for a job. However, I’m pretty certain that many of my friends would not want to have their data pulled without their permission. Therein seems lie the problem. It is creating a general climate of distrust. You can adjust your settings to control your data to prevent your friends’ apps from extracting it. Finally, the “How Grabby Are Your Apps” link reveals just how much data some apps extracts.
Getting the privacy “stuff” out of the way for just a moment, imagine for a moment that recruiters really did quit coming to your school. Like the Wall Street Journal article suggested, your students would have to do quite a bit more legwork as far as personal branding and networking. So, what would you do?First of all, your students should understand that they live in a time when self promotion has never been easier. They are fortunate to have some common platforms (probably most of which they are already on) at their fingertips where they can showcase their education, experience, skills, interests, awards… However, there can be a slight tradeoff that may prove to be a barrier to some. They may not want to turn their fun spaces over to their job search, preferring to leave networking for LinkedIn. For those who want to keep Facebook in the personal realm, never fear. There are a number of tools / apps devoted to online branding, virtual resumes, etc… The only drawback would be that employers will most likely not find them unless provided a link.
Several articles have been written recently about using YouTube, Facebook, and even Pinterest for a resume. This lends itself especially well for any students pursuing work in social media, digital marketing, etc… You probably should familiarize yourself with how common social media platforms can be utilized as resumes. You might get questions about it from a few promotion-savvy students. First Article: Adam Vincenzini writes for Ragan’s PR Daily: Be mindful of your art: Make sure you have a plenty of landscape style images to illustrate your career history (750 x 300 pixels is a decent size).Think beyond your typical CV/ résumé: The format allows backdating so any articles, links or videos that help tell your career story are incredibly useful.Use a combination of status updates and milestone updates: Status updates can be backdated, too, so use this option to break things up a bit.Leave yourself plenty of time: There was (and probably still is) a lot of trial and error involved in creating my page, so don't expect to knock it off in a hurry.Keep your career highlights in a accessible place: I did a bit of searching to locate some of the content for my page, but it would have been much easier if I had kept some of these bits and pieces in the cloud.Second Article: Jake Langwith of ClickZ has a good idea:With timeline being rolled out, why not create a fan page for your CV (resume)? Now please remember, there are a lot of weirdos out there in Internetland, so don't put any personal contact information such as a home address or phone number on the fan page. Keep it simple: they can message you via Facebook or add in a throwaway email address just for job hunting. Third Article: Heather Hawkins of the EmploymentGuide.com states:Pinterest can be a unique and innovative way for you to market yourself online to prospective employers. This becomes obvious if you just type in “resume” in Pinterest’s search bar. Suddenly, it’s résumés, portfolios and references as far as the eye can see! (This is absolutely true. Just be careful to not fall afoul of copyright laws. This has been in the news lately with regard to Pinterest, so you might want to read up on it before advising anyone to use this as a resume.)Fourth Article: Christopher Penn of Awaken Your Superhero has some very interesting views on what to place on PinterestSlides from Keynote/PowerpointPlayable video that you have compiled introducing yourselfRecommendation from LinkedIn profileQR codeProfessional headshotPublicationsScreenshots of the websites of companies (Tread lightly here)5. Fifth Article: Amy-Mae Elliott gives tips for video resumes on Mashable… I won’t read any of this to you, but I suggest that you look for this article. It’s an interesting read replete with examples.
Here is what I did with my Facebook page.Now, I have a slight confession here. One could not always control what information “friends” could see within your profile. Because of that, I have two Facebook accounts, which it is rumored that Facebook frowns upon. The first is friends and family only. It is locked down tight. But, my “professional” Facebook is open, connected with employers (via likes), and carries career interest information. So, while I tout Facebook as a networking tool with great potential, like most everyone else, I have my reservations about combining the two Lisa’s – personal and professional. As long as the trust issue surrounds apps, it will most likely remain this way.
Now we are going to look at some neat embedded and website applications. If you have a creative side, this is really where the fun begins. Fortunately, there are a number of creative minds who have put some thought into online networking and personal branding / promotion. Many, if not most, of these tools are 100% free, which can be good or bad depending on your bent toward privacy. Some are just a infographic resume while others go a bit further and act as a networking and / or application tracking tool. If you want more detailed information, you can go to www.appappeal.com. They review most applications and have a wealth of information about each. Further, please not the pics on the slides that are dog-eared. They indicate that there is a YouTube video available about the application.Let’s begin with the Facebook-based networking applications: Branchout, Cachinko, Glassdoor, and Monster’s Beknown. Each leverages the job seeker’s Facebook network. While I have played around with each of these to gain some familiarity, I cannot really speak to the usefulness of any particular one over another as I have not been job searching. However, my assumption is that opinions would be widely varied according to layout preferences, ease of use and other factors
I am drawn to infographics and visual representations like I was “Where’s Waldo” a number of years ago. They are both fun to look at and informative. Most will allow login through your social networks and download your resume information. Are they useful to employers? Well, it most likely depends upon the job. Finance..? Probably not so much… Any creative field would probably benefit from a visual resume though. So, here are our first few: About.me, re.vu, ResumUp, and VisualCV.One of my, hands down, favorites is re.vu. There are a number of beautiful templates to choose from. Another favorite is ResumUP. ResumUP is easily shared to social networks, including Pinterest. VisualCV has been around awhile. In my opinion it is a bit more visually sedate (more conservative). Also, putting it together is a very manual process. However, sharing it via social networks, including LinkedIn, seems fairly straightforward. Finally, About.me is another tool to develop an online resume. Like VisualCV, it involves a bit more work. The platform includes templates. In my example, I used a vacation picture as a background. These apps really do place your data into a format that is engaging. However, the drawback is that, while you might be impressed with information in this format, a recruiter may not. So, the question is, “What do I do with this?” Well, I will leave that answer to the professional career coaches. But, I might just ask a few recruiters what their opinion is and how a student might best present themselves in this fashion. Would it be a link from a resume? Would it be a copy with a resume? My guess is that it will differ per industry and company and even recruiter. I don’t know if we are “there” yet. So, if you have any feedback on this, please let me know. I’ll provide an email address at the end of this presentation.
Moving on, here are a few more applications – Resume Baking, Glogster, ResumeBear, and Zerply. All are interesting in their own way. I must note that ResumeBear is listed as the most popular in the U.S. by appappeal.com based upon Alexa traffic. However, Zerply has just come on the scene and appears to have a lot of promise. Appappeal quote: “Zerply is an excellent tool for discovering talented people online and promoting oneself online as well. It takes the idea of LinkedIn, but makes it easier to find and connect to people using its mechanism. Essentially a person can showcase their existing LinkedIn, Twitter or Facebook account onto their Zerply profile to create (what Zerply likes to call) a beautiful online presence. Zerply has been positioning itself as a more modern and accessible alternative to LinkedIn, a more professional version of Facebook and Twitter and an excellent resource for networking and self-promotion. In fact, Zerply has been touting its benefits and is starting to be used by recruiters everywhere to discover new talent, particularly in web design and other creative industries. Zerply provides its users with a great looking profile which highlights their personality, experience and skills in a young, fresh way.”Hmmmm…. I’ll be watching Zerply.
Here are a few more… Visualize.Me, DoYouBuzz, and Resunate. All are online resume builders. Resunate is, arguably, the most professional while Visualize.me describes itself perfectly with its name. It is a visual resume.
Now, I would be remiss if I didn’t mention intRvue. Since this is a paid service, there are no worries about your private data being marketed. This is more like resume website. There is a YouTube video at http://youtu.be/36h2mzuCQmc
Appappeal shows the popularity of resume apps around the world. I found it quite interesting. We’ll pause here for just a few seconds to let you take a better look. ------count to 10 slowly-------
Several tools purport to measure one’s web presence / influence. I have no idea whether these measurements have any bearing at all on job outcomes. However, I do think they can be used as a tool to measure if you are doing a decent job with web presence. In addition, there’s a neat little tool call Rezscore that will score your resume. Career coaches, you may take exception with it (I would love to hear feedback), but I thought it was fun. It was especially fun when I turned my LinkedIn profile into a resume using http://resume.linkedinlabs.com/ and then uploaded it to Rezscore to get “graded.” As you can see, I scored a B +. Time to work on the profile…!
Finally, here are a few more sites / applications that we didn’t mention. ------------count to 10--------------
So, let’s begin to wrap the apps discussion up. Free apps can ill-mannered. They are like the neighbor or relative who visits and goes through your bathroom cabinets when using the restroom or lifts the lids of your pots to see what you are cooking. While the harm done is usually not deep, it feels like a violation of privacy and trust even though we give the apps permission in order to use them. Either our attitudes will have to change or the application developers have some huge PR to conduct. Developers are developing apps rapidly. Its almost like the Field of Dreams where the hope is, “if you build it they will come.” We have to remember that free apps are paid for with data. Data is big money.There are trust issues surrounding the use of apps. What are they doing with are data? How is it being aggregated and where to form a bigger picture of our personal lives for strangers.Further, will students even use these apps? That’s probably one of the most difficult questions to answer. We keep saying that Millennials are these social media giants, yet closer inspection will uncover the fact that this is more perception than fact. Finally, how will recruiters react? How do all the applications discussed fit into recruiters model?
In this session we covered-- the state of college recruiting,-- technology used in recruiting ---and formed an applications toolkit. Hopefully you have learned something, had something confirmed or have at least been interested in some of the information surround technology, privacy, and recruiting.
So, what are the next steps? Explore the offerings a bit more on your own. Learn about them. Try them. Ask others their opinions about them. Read appappeal.com, Mashable, TechCrunch to learn about changes in technologyJoin the Career Counselor Technology Group on LinkedIn. And, if you want to connect after this presentation, you can reach me via email or LinkedIn
We’ll now open the floor to questions.
Going Beyond LinkedInTechnology and the Changing World of Recruiting
In this presentation… Campus Recruitment Reality Check Technology & Recruiting Job Search Toolkit
Campus Recruitment Reality Check Is recruiting really changing? How will that affect recruiting on my campus?
Recruiting at Small Schools March 1st WSJ Article Small schools are often skipped Visited only if highly ranked What does that mean for us?
A Dash of Perspective Large companies were surveyed Regional recruiters differ More factors than size and rank
Recruitment Survey Findings Small schools are hidden treasures of talent Less competition for recruiters Greater success in small groups Location is a factor
Marketing & Cultivation …Smaller academic programs, looking to gain traction on a recruiters circuit will need to market themselves in a unique fashion that generates interest and establishes a relationship. Once established, this relationship becomes much easier to cultivate and rely upon. ~Melissa Light at Avalere Health, LLC
Status of Recruiting Visits Cutting back on career fair attendance Increasing on-campus efforts Brainstorming on how to become more engaged on campus Target as many schools as possible
A Recap The WSJ findings holds true mainly in regard to large companies Smaller, more regional companies differ Companies report that their campus recruiting is not declining Factors other than school size and rankings are part of the recruiting equation
Recruiting Influences Programs Curriculum Diversity Sr. Administration Specializations Ties Employer Alumni Financial Health Student Location Interest / DNA Recruiter Experience
Technology & Recruiting How is technology affecting recruiting?
Social Media Recruiting 95% of organizations 58% of organizations 42% of organizations
2012 Social Recruiting Activity Report(Bullhorn Media) PDF Report Facebook & Twitter under-utilized 48% Recruiters using LinkedIn Only Facebook presents obstacles to recruiting Facebook recruiting could increase if driven by job seekers
Bullhorn Media Infographic http://bit.ly/yGhBPd
Social Media Job Screening SHRM Research Reppler Research October 2011 October 2011Social Media Screen 18% 91%
The Privacy Illusion Privacy… “If you have something that you don’t want anyone to know, maybe you shouldn’t be doing it in the first place.” ~ Eric Schmidt Former CEO of Google
Data Collection Data is currency Take more info than necessary Apps invade your friends’ privacy App Economy > $20 billion in 2011
Tattling on the tools Identified BranchOut Protecting your Facebook data ◦ Home ◦ Privacy Settings ◦ Apps and Websites ◦ Edit Settings ◦ How people bring your info to apps they use ◦ Uncheck info you don’t want available WSJ: How Grabby Are Your Facebook Apps
Using Social Media Your new résumé format: Facebook Timeline How to Facebook Yourself Into a New Job Pin It To Win It: Pinterest and Your Job Search 8 tips for a Pinterest social media resume Top 5 Tips for Creating Impressive Video Resumes
More Visual ResumesResume Baking GlogsterResumeBear Zerply
Even More Visual ResumesVisualize.Me DoYouBuzzResunate
One of the best… Our Mission: “intRvue wants to position individuals for the success they deserve by providing them with tools and training to capture, develop, and communicate their professional stories in a dynamic and interactive way. Our services help people deepen their professional relationships and cultivate networks that are engaged, interested, and aware of the unique value the individuals have to offer.”