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Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
Recruiting Top Talent And Hiring Interns
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Recruiting Top Talent And Hiring Interns

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Are your recruiting goals and methods inline with the personality and goals of graduating University seniors?

Are your recruiting goals and methods inline with the personality and goals of graduating University seniors?

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  • The 3 attributes at bottom are the community activism of the employer, the name recognition of the employer, and whether or not there was a signing bonus attached to job offer.
  • Transcript

    • 1. Recruiting Top talent and hiring interns<br />
    • 2. Agenda<br />Ideal Candidate Characteristics<br />Today’s College Students - Who are they and what do they want?<br />Research on Student’s Approaches and Attitudes toward the Job Market<br />Successful Recruiting Strategies<br />
    • 3. Who is Your Company’s Ideal Candidate?<br />Activity:<br />
    • 4. The Perfect Candidate<br />Communication Skills<br />Strong Work Ethic<br />Teamwork Skills<br />Initiative<br />Interpersonal Skills<br />Problem-Solving Skills<br />Analytical Skills<br />Flexibility/ Adaptability<br />Computer Skills<br />Technical Skills<br />Detail-Oriented<br />Organizational Skills<br />Leadership Skills<br />Self-Confidence<br />Friendly/Outgoing<br />Tactfulness<br />Creativity<br />Strategic Planning Skills<br />Entrepreneurial Skills<br />Sense of Humor<br />
    • 5. Ideal Candidate vs. Perfect Candidate<br />Leadership Experience<br />Major<br />High GPA (3.0 or above)<br />Involvement in Extracurricular Activities<br />Volunteer Work<br />School Attended<br />1/3 prefer a candidate with internship over a student without one<br />
    • 6. Benefits and Policies<br />P. 15 from NACE Job Outlook 2008<br />
    • 7. Today’s Students – Who are they? <br />Class of 2009<br />They don&apos;t remember when &quot;cut and paste&quot; involved scissors. <br />With little need to practice, most of them do not know how to tie a tie. <br />They learned to count with Lotus 1-2-3. <br />They may have fallen asleep playing with their Gameboys in the crib. <br />They have always been challenged to distinguish between news and entertainment on cable TV. <br />Source: Beliot College Mindset List (November 2008)<br />
    • 8. Identify traits/characteristics of Generation Y<br />Activity:<br />
    • 9. Generation Y<br />Personal relationships are important<br />Diverse and more global in nature<br />Multi-task & communicate in various ways<br />Programmed with activities since toddler years<br />High expectations of self and employers<br />Expect instant gratification<br />Work to live and expect work/life balance<br />Expect to work smarter not harder or longer<br />
    • 10. Today’s Students Workplace Differences<br />
    • 11. Campus Life vs. Business World<br />Freedom<br />Choices Impact Individual<br />Strong Peer Network<br />No Limits<br />Informal<br />Casual Dress<br />Campus Conduct<br />Self-sufficient<br />Accountability<br />Choices Impact Business<br />Business Networks<br />Limits and Processes<br />Formal<br />Business Appropriate<br />Professional Conduct<br />Synergistic Relationships<br />
    • 12. What do they want? <br />Opportunity to Advancement<br />Job Security<br />Quality of the Insurance/Benefits Package<br />Friendly Co-workers<br />Job Location<br />Opportunity for Personal Development<br />High Starting Salary<br />Recognition<br />Opportunity for Creativity<br />Clear Assignments<br />
    • 13. Moving On 2008 – NACE Research<br />Goals of Survey<br />Plans immediately after graduation<br />Strategies & tactics used to obtain employment<br />Attitudes & preferences regarding work, potential employers, & attributes of the job<br />
    • 14. Survey Participates <br />375 Schools in 45 States<br />More than 19,000 students (11,000 are graduating seniors)<br />Geographic Location of Respondents<br />25 % Northeast<br />26 % South<br />27 % Midwest<br />22 % West<br />Ethnic <br />25 % of respondents identified themselves as minorities<br />Gender<br />68 % Female (represent 57% of nation’s college student body)<br />32 % Female<br />
    • 15. Post-Graduation Plans<br />
    • 16. Internship or Co-op Experience<br />
    • 17. Parental Involvement<br />
    • 18. Salary Expectations by Industry & Gender<br />
    • 19. How long will you stay with 1st employer?<br />
    • 20. Weekly Work Hours<br />
    • 21. Work-Life Traits, Percent Reporst as More Important Than the Job, 2008<br />
    • 22. Employer Attributes<br />Opportunity for Advancement<br />Job Security <br />Quality of Insurance Package <br />Friendly Co-Workers <br />Job Location <br />Opportunity for Personal Development <br />High Starting Salary <br />Recognition <br />Opportunity for Creativity <br />Clear Assignments <br />Casual Work Atmosphere <br />Diverse Work Force <br />Active in Community <br />Signing Bonus <br />Recognized Company Name <br />
    • 23. “People leave managers, not companies”<br />- The Gallup Organization<br />What does this mean to recruiting?<br />
    • 24. Candidates’ Job Search Strategies<br />Company Web Sites<br />Career Center<br />Commercial Search Sites<br />Networking<br />Career Fairs<br />Company Reps<br />Employer Info Sessions<br />Recruitment Brochures<br />Newspaper Ads<br />Employment Agencies<br />Career Center Print Postings<br />Professional Associations<br />Virtual Job Fairs<br />Company Podcasts<br />
    • 25. Social Networking Sites<br />Do you use them? <br />Do you feel it is another avenue to reach your target audience?<br />
    • 26. The Candidate Centered Approach<br />Recruiting is like SELLING!!!<br />
    • 27. Strategies to Recruit Gen Y <br />Candidate Centered Approach<br />Communicate Clear Career Timelines<br />Highlight the “Bigger than You” Picture<br />Present Corporate Hierarchy<br />Promote Work-Life Balance<br />Utilize Internship Program<br />Ensure Candidate Culture Fit<br />Brand of Company<br />Good Recruiting is all about RELATIONSHIPS!!!<br />
    • 28. Engage and Retain Gen Y<br />Immediate Orientation & Development<br />“Hands On but Not a Micro-Manager” Management Style<br />Work Place Flexibility<br />Teamwork/Work Diversity<br />Recognition<br />Compensation and Benefits<br />
    • 29. Conclusion<br />Remember Your Ideal Candidate Characteristics<br />Today’s College Students - Who are they and what do they want?<br />Research on Student’s Approaches and Attitudes toward the Job Market<br />Successful Recruiting Strategies<br />
    • 30. Nancy Bernard, Director<br />nmb@auburn.edu<br />Holly Holman, Internship Manager<br />holly@auburn.edu<br />303 Mary Martin Hall<br />Auburn University<br />(334) 844-4744<br />Questions???<br />

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