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University Relations

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This presentation was created to show the university research I had done at Freudenberg-NOK at the Human Resources conference.

This presentation was created to show the university research I had done at Freudenberg-NOK at the Human Resources conference.

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University Relations University Relations Presentation Transcript

  • University Relations
    • Goals
    • Methodology
    • Rankings
    • Results
    • Current Program Details
    • University Summaries
    • Conclusions
  • Goals
    • Enhance recruiting power and effectiveness by limiting the number of schools FNGP recruits from.
    • Broaden horizontal recruiting and recruit for the company as a whole rather than individual facilities.
    • Establish which schools Freudenberg-NOK currently works with, how many co-ops are used at the various facilities, and how many new college graduates have been hired in recent years.
    • Determine what Human Resource managers look for when they interview recent graduates for entry-level positions.
    • Research the top schools in the nation, determine which schools to target, and find the best ways to increase name recognition and recruit on each campus.
  • Methodology
    • Extensive online research to find the top engineering and business schools.
    • Sources: - U.S. News & World Report Rankings – Peer and recruiter assessment - The Wall Street Journal – Survey of recruiters - Business Week – Survey of students/recruiters - Academic Ranking of World Universities – Emphasis on Nobel Prize winners - Graduateshotline.com – Student comments
  • Rankings
  • Rankings Criteria Top criteria used by selected sources to rank top 50 universities
  • Methodology
    • Phone interviews with HR leads.
    • Developed a questionnaire to send to HR leads.
    • More online research based on HR opinions and comments.
    • Surveyed Freudenberg & Co. NA Group Companies
    • Developed a comprehensive spreadsheet containing: - University Rankings - Information from HR interviews - Contact information for schools of interest
  • Current Program Details
    • 12 facilities currently recruit from at least 20 different universities across the United States.
    • Current co-op programs with: - UMASS – Lowell - U. Wisconsin - Georgia Tech - Kettering - Auburn - Purdue - Rose-Hulman - Iowa State - U. Michigan
    • Sometimes difficult to get students/new hires to relocate.
    • Most schools are targeted for their area of study or geographic location.
  • Current Program Details
    • Of the approximately 43 co-ops used in the last three years, only 6 have been hired upon graduation (14%).
    • Retention: - Approximately 25 new graduates hired in the last 5 years. - Including the 6 co-ops hired (total of 31), only 16 recent graduates are still with the company (52%).
  • Results
    • HR Rankings from Questionnaire
    • Highest rated characteristics: - Motivation - Initiative - Integrity
    • Lowest rated - Knowledge of the company - Creativity - First impression
    • Candidate’s alma mater does not have great influence on the hiring decision.
  • Results
    • HR Notes from Questionnaire:
    • - “Personal qualities are more important (than education). I can teach the right individual anything, but it is difficult or impossible to break negative personality traits.”
    • - “An MBA is good as well for commercial and technical, sometimes you need an engineer that also understands the business aspect, and an MBA can help in this area.”
    • - “Graduates are typically not yet in tune with what the business world requires. College only prepares academically, work experience helps with team dynamics and interpersonal skills.” - “Candidates are not rehearsed on how to conduct an interview, therefore allowing more sincere interaction. College candidates are typically eager to learn about the company rather than just sell themselves, allowing mutual benefit interaction.”
  • Results
    • HR Phone Interviews
    • The company’s current recruiting practices are very inconsistent.
    • Most facilities have not hired for many entry-level positions in recent years. Those facilities that have co-op programs do not hire their co-ops very often.
    • HR managers say it is easier to hire co-ops than students straight out of college.
    • Most say they do not have many entry-level positions available, and most positions are filled through recruiting firms.
    • Most of the students hired have had degrees in an engineering discipline.
    • Are recent graduates willing to relocate?
  • Results
    • Freudenberg & Company North America
    • The Freudenberg & Co. North America Group Companies do not have established coop programs
    • Texbond – Georgia Tech
    • Freudenberg Household Products – Purdue
    • Nonwovens – North Carolina State
    • Kluber
    • Chem-Trend – University Michigan
    • EagleBurgmann
  • Results
    • Decided to target four schools: - The University of Michigan (U-M) - Georgia Institute of Technology (Georgia Tech) - Purdue University - Massachusetts Institute of Technology (MIT) (investigate)
    • Criteria: - Academic ranking - Geographic location - Current programs with FNGP facilities
    • Based on information gained from the Career Services website at each university, a handbook was created detailing the various ways to recruit at each institution.
  • University Summaries
    • University of Michigan
    • Rankings by U.S. News & World Report: - #25 overall - Engineering school ranked #9 - Ross School of Business ranked #11
    • Online recruitment system: MonsterTRAK; Engineering school uses HireME; Ross uses Web Recruiter ™.
    • Numerous Job Fairs during the year – each fair has a different cost and registration form.
    • Student Event Sponsorship
    • Engineering co-ops and interns are available through the HireME database – interns generally work during the summer, while co-ops alternate working and classes after their sophomore year.
  • University Summaries
    • Georgia Tech
    • Rankings by U.S. News & World Report: - #35 overall - 4 th ranked Engineering school - 25 th ranked Business school
    • Online recruitment system: CareerBuzz
    • Four options in the Co-op program: - Undergrad co-op - Graduate co-op - Undergrad Professional Internship - Work Abroad
    • Co-op program uses the Professional Practice Division Database.
    • Corporations can sponsor the university by becoming a Career Services Partner or Executive Partner.
  • University Summaries
    • Purdue University
    • Rankings by U.S. News & World Report: - #64 overall - 12 th ranked Engineering school - Krannert School of Management ranked #23
    • Online recruitment system: NACElink Network
    • 21 st Century Partnership Program
    • Professional Practice Program (Co-op): - 16 weeks in Fall/Spring - 8 weeks in Summer - Co-op Days: Feb 12-13 2008.
    • Talk With a Pro: Database of professionals willing to talk to students
  • University Summaries
    • MIT
    • Rankings by U.S. News & World Report: - #7 overall - #1 Engineering program - Sloan School of Business ranked #4.
    • Fall recruiting season: October 1 st – November 30 th 2007
    • Spring recruiting season: February 8 th – April 11 th 2008
    • Purchase banner ads on Career Services website.
    • Online recruitment system: MonsterTRAK
    • Undergraduate Professional Opportunities Program: Summer internship program for engineering sophomores.
    • Corporations can assist with Career Workshops or other similar educational opportunities.
  • Conclusions
    • Freudenberg-NOK’s current recruiting and co-op programs vary from location to location. Some facilities do not have many entry-level positions available, therefore very few new college graduates have been hired in recent years. Although most HR managers say that it is easier to hire co-ops than new graduates because less training is required, very few co-ops have been hired in the last three years.
    • Focusing our recruiting efforts on 3-4 schools will make the process much more efficient and effective. Forging relationships with a limited number of universities will pay off in the long run, both for the company and the schools themselves, as we can focus our efforts and resources on getting exactly what the company needs while supporting the university financially. A result of limiting the number of targeted schools will be better horizontal recruiting, wherein we recruit for the company as a whole, rather than for individual facilities.