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Student Voice:Campus Recruitment from the   Student Perspective        Lauren Friese      Founder, TalentEgg
Contents      1.Introduction      2.Students vs. Employers Data      3.The Student Voices      4.Key Findings      5.Caree...
IntroductionStudent Voice: Campus Recruitment from the Student Perspective
Who Am I?                                             • Queen’s economics grad                                            ...
What Is TalentEgg?                                             • At the intersection of                                   ...
Generation Y: The Basics      Born between 1982 and      1999, currently ~12-29      Most diverse generation      Hyper-in...
Generation Y: The Basics                                             Daily computer and                                   ...
Quick Wins For Employers?     1.Open up your hiring for the opportunity to       reach (more?) top students     2.Recruit ...
Students vs. Employers DataStudent Voice: Campus Recruitment from the Student Perspective
Students vs. Employers Data           Canada boasts a high youth          underemployment rate of 30%Student Voice: Campus...
Students vs. Employers Data       82% of students are        enrolled in programs                                        B...
Students vs. Employers Data     • Only 19% of students       said they’ll be searching       for their first post-grad    ...
Students vs. Employers Data       Two thirds of                             Yes:     students do not                      ...
Students vs. Employers Data    • 2/3 students have      attended a career fair                       Yes, but I      at so...
Students vs. Employers Data       Most common reasons for not        attending:       • No time       • Not interested in ...
Students vs. Employers Data   • 42% of students plan                                42%     to attend zero info           ...
Students vs. Employers Data      Social media:      • Only 9% of students look for career        information and participa...
Student Perspective                15% of young Canadians                  can’t find work at all                Job hunti...
Student Voice: The Concept          An online petition that includes            stories, photos, videos and           comm...
Student Voice: Campus Recruitment from the Student Perspective
Student Voice: The Response        Student Voice started as a campaign to        raise the profile of youth        underem...
Student Voice: The GrowthStudent Voice: Campus Recruitment from the Student Perspective
Why Should You Care?Student Voice: Campus Recruitment from the Student Perspective
The VoicesStudent Voice: Campus Recruitment from the Student Perspective
Type Of Student                                      Degree                            42% Current Students               ...
Key FindingsStudent Voice: Campus Recruitment from the Student Perspective
Major Themes       1. Recognize my achievements, not my network       2. Recognize my achievements, not my degree       3....
Feedback                           “The process of applying for real jobs is new to                           most student...
Improve Job Descriptions                                                  “It felt like I was just reading the            ...
Improve Job Descriptions     Which factors are most important to students and     recent grads when they’re searching for ...
No Experience <> No Work                                                “Experience is important, but                     ...
Business Vs. The Rest  Business students                             Non-business    (25%)                                ...
Poignant Voices     Tyler and Anna on discriminatory interview practices       “Most of the questions were designed       ...
Poignant Voices    Ishpreet on the difficulties international students face                                   “Internation...
Poignant Voices    Kate on the gap between small schools and big jobs           “Small changes, such as assigning         ...
Poignant Voices    Carolyn on how interns are not recyclable                               “Employers should include inter...
Career Centre/                      Employer VoicesStudent Voice: Campus Recruitment from the Student Perspective
Employer Voices      Employers have been reading Student Voice and want to add      their voices to help students and rece...
Career Centre Voices                                        “Every year, strong candidates                                ...
Quick Wins For Employers?       1. Open up your hiring for the opportunity to          reach the 82% of students not curre...
Find Student Voice        STUDENT         VOICE                            www.TalentEgg.ca/StudentVoiceStudent Voice: Cam...
Thank You!    Please contact me:    Lauren Friese      Founder, TalentEgg.ca    Email:                                    ...
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Student Voice: Campus Recruitment From The Student Perspective

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  • The goal of today is to tell you about student voice and why its important, share with you the results, and then discuss implications and perhaps even some quick wins that you can take away. MY GOALSTo give you a good understanding of how students are feeling on campus – not to tell you how to do this, how to do that, but rather, to show how what you do is perceived.WHAT ARE YOUR GOALS
  • 1 – and make sure your hiring practices (aka interviews) don’t discriminate. Then train internally.2 – the easiest one by far – make sure you are reaching students throughout university/college3 – only 2 people said Social Media. But over 10% mentioned feedback. THINK ABOUT THIS!4 – another very quick win is to make job descriptions more appealing.There are implications for career centres, employers, and government too
  • We’ve been shouting about the problems in the campus recruitment system for a long time. But we thought it was time to give students a stand. We knew they were frsutrated – and they should be:Also – there are so many misconceptions between employers and students, based on our surveys. i.e. employers investing in social media, students don’t’ know they want it
  • According to a study of 17 countries that fall under the Organization for Economic Cooperation and Development (OECD), Canada boasts one of the highest rates of youth underemployment. Almost one third of employed Canadian youth feel they are overqualified for their jobs. Underemployment= the employment of workers with high skill levels in low-wage jobs that do not require such abilities, for example a trained medical doctor who works as a taxi driver.
  • Numbers taken from Stats Can, 2008/2009 study that examined university enrolment by degree. 18% of students study business (the degree that employers look for), and 82% study something else (arts, humanities, science, math, etc.). That means that 82% of the Canadian university student population is pursuing a degree that may leave them unemployed or underemployed after graduating.
  • Based on a recent poll (of 503 students) on the TalentEgg website. That means that companies are missing out on 81% of the student population. *The most popular answer was “When I finish my classes in April” (37%)*
  • TalentEgg poll Sept 2011 – 704 respondents
  • TalentEgg poll, May 2011 – 312 respondents
  • TalentEgg poll July 2011, 266 respondents
  • That 3rd party survey we did – 1500+ respondents
  • Our youth unemployment rate is disappointing, with 14.6% of Canadians between the ages of 15 and 24 unable to find work at all. (statscan)Ask audience – career centres, employers – can they relate??Discuss story about how you came up with the idea, sent out an email, and within an hour had ten, thoughtful, constructive stories from students. Aka, students wanted to be heard but a platform didn’t exist. How this fits into TalentEgg.ca
  • Each entry discusses that student’s particular experiences with finding (or not finding) a job, including their recommendations for students in similar situations and ideas as to how employers could improve the recruitment process and make it easier for both parties.
  • Screen shot
  • March 1st- The idea, the initial email and quick response from students. Publishing a story a day. April 1st- Major publicity, both students, career centres and the media are interested in the cause. Published over 30 stories at this point.
  • April 4- Partnership with the Metro. Published our first story. Today (October 21st)- Published over 100 student stories and 7 employer/career centre/expert responses
  • Ask them.What employers think is important and what students think is important are very differentIf you don’t care, your competitors willBaby boom retirement
  • Vicky Tobianah (continued)- “I once applied for a job, which I did not get, but I received a very nice response, offering to even give some feedback on my application. This helped immensely and I really appreciated the time they put in letting me know how I could improve in the future.”FEEDBACkIn the applicationAnd in the process
  • Justyna (continued)- In addition to misleading description of the position, I found that employers mislead students in believing that the compensation is competitive when in reality its an unpaid position. I would suggest to employers to be accurate in their description and include the actual compensation and duration.Make them more excitingAND Make them accurate – set expectations up front!
  • This is what you should feature in your recruitment materials, especially job postingsTalentEgg poll, October 2011 – 703 respondents
  • I have been plagued with the “I need experience but nobody will give it to me” curse for a long time.Until one company is willing to take a chance on you and give you an entry-level position, the job or internship hunt can be tiresome. - Alanna Glass live in a small city and find it difficult to find meaningful work experience. I don’t know how many times I’ve heard, “You don’t have enough experience,” and wanted to scream back, “Well how do you think I am going to get the experience?”I hope employers will eventually realize how ridiculous this is.Carolynn mann LABELLING JOB DESCRIPTIONS
  • Business students in general had a slightly more positive tone because it appeared that they were more accustomed to the job application process (and had found ways around it ie. Applying to smaller companies, using their network or creating a network)
  • Tyler Turnbull (rest of quote)= “...As a result, I tried to steer interviews around the intangible skills that (I thought) I had: leadership, full-time employment through school, proven record of hard work, public speaking, etc. Some found this a strong asset while others – despite earlier talks on the importance of diversity – wanted one type of candidate. Despite some of these experiences being quite frustrating, they were also rewarding because I quickly found out the type of companies that I didn’t want to work for. It also helped me discover the ones that I thought would be excellent and focused me on understanding how to improve my skills to get an opportunity to work there.”**Anna, Deloitte story**
  • Ishpreet- “I am an international student who recently graduated from Dalhousie University’s electrical engineering program and I am having great difficulty finding an entry-level job. Although the job market may still be recovering from the recession, I even had difficulty finding co-op internships.” *Then quote on slide.*
  • Kate- “When I’m applying for a job in Toronto from my residence room at Acadia University in Wolfville, NS (you haven’t heard of Wolfville?!), I can’t help but feel like there’s a giant wall between myself and the employer. And, if they’re thinking the same thing—who is Kate Mackenzie, what is Acadia, and where the heck is Wolfville, Nova Scotia—then it seems likely that my application may come second to a student from a more familiar school. By including students from many different schools and locations, organizations will only benefit from the increased diversity and perspective.”
  • Carolyn (continued)- “I understand that interns cannot always be long-term employees. However, employers should recognize that every new hire has the potential for long-term employment if they prove they’re valuable. Students and recent grads have a different view of the world and bring completely different ideas to the table.  Allow them to be a part of your team, and you’ll surely benefit.”There are so many stories – i can’t possibly capture them all here. So I would encourage youvisit and read one or two a day. They are a great way to keep your eye on what’s really happening on campus.
  • Share recruitment activities, address some of the misconceptions students bring up in their posts and give advice to help you develop better applicants. We’re accepting Employer Voices!
  • Currently have career centre voices from University of Calgary, UBC, Brock University, York University. Kathleen (continued)- “I would therefore like to encourage employers to consider the recruitment cycle from the student perspective. Many organizations run the risk of missing out on excellent candidates due to inflexible recruiting schedules. The best way to combat this is to make sure you are recruiting and engaging with students year round.”Lisa – Brock - We would also like employers to note that students operate on a different schedule and many do not think ahead when it comes to employment.When most employers try to recruit students in the fall, we feel there is a disconnection with students because they are not prepared (or thinking) that far ahead.  Most of today’s students are so involved in school, work, volunteer activities that they are focused on the now….not the later.
  • 1 – and make sure your hiring practices (aka interviews) don’t discriminate. Then train internally.2 – the easiest one by far – make sure you are reaching students throughout university/college3 – only 2 people said Social Media. But over 10% mentioned feedback. THINK ABOUT THIS!4 – another very quick win is to make job descriptions more appealing.There are implications for career centres, employers, and government too
  • Screen shot – find it under resources and also “Share your story” the newests student voice stories are also listed on the hp and we’re developing new ways to better feature them on TalentEgg because we think they’re important resources.
  • Transcript of "Student Voice: Campus Recruitment From The Student Perspective"

    1. 1. Student Voice:Campus Recruitment from the Student Perspective Lauren Friese Founder, TalentEgg
    2. 2. Contents 1.Introduction 2.Students vs. Employers Data 3.The Student Voices 4.Key Findings 5.Career Centre/Employer VoicesStudent Voice: Campus Recruitment from the Student Perspective
    3. 3. IntroductionStudent Voice: Campus Recruitment from the Student Perspective
    4. 4. Who Am I? • Queen’s economics grad (2005) • London School of Economics • Efficient school-to-work transition in the UK – Lauren Friese used online resources Founder of TalentEgg.ca • Returned to Canada to launch TalentEgg in 2008 @LaurenFrieseStudent Voice: Campus Recruitment from the Student Perspective
    5. 5. What Is TalentEgg? • At the intersection of employers and Generation Y • Canadas most popular job site and online career resource for Generation Y • The #1 choice for employers to @TalentEgg attract, target and recruit Canadas top students and recent graduatesStudent Voice: Campus Recruitment from the Student Perspective
    6. 6. Generation Y: The Basics Born between 1982 and 1999, currently ~12-29 Most diverse generation Hyper-involved in many activities throughout life Raised on positivity and constant feedback by Baby Boomer parents; reinforced by teachers, coaches, peers More exposure to media/ads than any previous generationStudent Voice: Campus Recruitment from the Student Perspective
    7. 7. Generation Y: The Basics Daily computer and Internet use since ~1998 Mobile phones and portable digital music since 2000s Digital photography “Digital Natives” = Complete Text and instant digital connectivity since messaging childhood (not tech experts) Today all of these in one = smartphonesStudent Voice: Campus Recruitment from the Student Perspective
    8. 8. Quick Wins For Employers? 1.Open up your hiring for the opportunity to reach (more?) top students 2.Recruit outside the regular Sept/Jan periods to attract top (and more) talent 3.Invest in feedback to impress and retain candidates 4.Improve job descriptions to ease the process for you and for studentsStudent Voice: Campus Recruitment from the Student Perspective
    9. 9. Students vs. Employers DataStudent Voice: Campus Recruitment from the Student Perspective
    10. 10. Students vs. Employers Data Canada boasts a high youth underemployment rate of 30%Student Voice: Campus Recruitment from the Student Perspective
    11. 11. Students vs. Employers Data 82% of students are enrolled in programs Business 18% that, in our experience, Other only 10% of employers hire fromStudent Voice: Campus Recruitment from the Student Perspective
    12. 12. Students vs. Employers Data • Only 19% of students said they’ll be searching for their first post-grad job in September (the month that most companies recruit in) 19% • Employers who recruit primarily in September will miss out on 80% of the student population September OtherStudent Voice: Campus Recruitment from the Student Perspective
    13. 13. Students vs. Employers Data Two thirds of Yes: students do not 33% know most No: employers hire 67% graduating students in September Did you know most employers hire graduating students in September?Student Voice: Campus Recruitment from the Student Perspective
    14. 14. Students vs. Employers Data • 2/3 students have attended a career fair Yes, but I at some point wouldnt go No, 34% • only 1/3 found the again, 32 % experience valuable enough to want to go again in the future Yes, and I would • 34% have never go again, 34 attended a career fair % on campus Have you ever attended a career fair on your campus?Student Voice: Campus Recruitment from the Student Perspective
    15. 15. Students vs. Employers Data Most common reasons for not attending: • No time • Not interested in employers attending • Schedule conflictsStudent Voice: Campus Recruitment from the Student Perspective
    16. 16. Students vs. Employers Data • 42% of students plan 42% to attend zero info 34% sessions over the next year • 34% of students don’t even know what an 11% info session is 8% 5% • Employers that participate in info Whats an 0 1 to 5 5 to 10 10+ sessions are reaching info session? less than 25% of the student population How many employer info sessions do you plan to attend over the next year?Student Voice: Campus Recruitment from the Student Perspective
    17. 17. Students vs. Employers Data Social media: • Only 9% of students look for career information and participate in career discussions on social media websites such as Facebook and TwitterStudent Voice: Campus Recruitment from the Student Perspective
    18. 18. Student Perspective 15% of young Canadians can’t find work at all Job hunting is hard. Students want to be heard.Student Voice: Campus Recruitment from the Student Perspective
    19. 19. Student Voice: The Concept An online petition that includes stories, photos, videos and comments from students and recent graduatesStudent Voice: Campus Recruitment from the Student Perspective
    20. 20. Student Voice: Campus Recruitment from the Student Perspective
    21. 21. Student Voice: The Response Student Voice started as a campaign to raise the profile of youth underemployment – and it has achieved that – but it has also become: • a community for frustrated students and successful recent grads alike • a resource for employers trying to get a better understanding of Gen YStudent Voice: Campus Recruitment from the Student Perspective
    22. 22. Student Voice: The GrowthStudent Voice: Campus Recruitment from the Student Perspective
    23. 23. Why Should You Care?Student Voice: Campus Recruitment from the Student Perspective
    24. 24. The VoicesStudent Voice: Campus Recruitment from the Student Perspective
    25. 25. Type Of Student Degree 42% Current Students 58% Recent Graduates Program 25% Business Students Current Situation 43% Un- or Under-employedStudent Voice: Campus Recruitment from the Student Perspective
    26. 26. Key FindingsStudent Voice: Campus Recruitment from the Student Perspective
    27. 27. Major Themes 1. Recognize my achievements, not my network 2. Recognize my achievements, not my degree 3. Give me feedback 4. Improve job descriptions 5. No experience no work, no work no experienceStudent Voice: Campus Recruitment from the Student Perspective
    28. 28. Feedback “The process of applying for real jobs is new to most students. We want to know how we can make ourselves more marketable and what we can do to not be cut in the initial screening.” Laura Wettstein, BBA Graduate, Mount Royal University “I find it upsetting when employers won’t even acknowledge receipt of the application unless you are contacted for an interview. We spend a lot of time, money and hard work perfecting applications, and sometimes I wonder if they even got it.” Vicky Tobianah, Graduate, McGill UniversityStudent Voice: Campus Recruitment from the Student Perspective
    29. 29. Improve Job Descriptions “It felt like I was just reading the same job description over and over again with the same requirements. To attract top talent, businesses need to sell themselves better.” Vino Jeyapalan, Science Student, University of Western Ontario “Each job description sounded like my dream job. But, when the employer described the position during the interview, it sounded nothing like the posting.” Justyna Zarzeczny, Communications and Design Student, U of T MississaugaStudent Voice: Campus Recruitment from the Student Perspective
    30. 30. Improve Job Descriptions Which factors are most important to students and recent grads when they’re searching for jobs? 35% 24% 25% 11% 4% 2% Good salary Job training Work flexibility Work culture Opportunities Other and support for advancementStudent Voice: Campus Recruitment from the Student Perspective
    31. 31. No Experience <> No Work “Experience is important, but so is my education. If I have just left university, how could I have 3 years of experience?” Gabrielle Ried, Graduate, Mount “I recommend to specifically Allison University label job postings on whether relevant experience is “No experience, no job. No needed, and whether entry- job, no experience. Employers – level is truly what you’re I have to start somewhere!” looking for.” Fauzia Hemani, Graduate, University of Alanna Carlson, Student, Toronto University of SaskatchewanStudent Voice: Campus Recruitment from the Student Perspective
    32. 32. Business Vs. The Rest Business students Non-business (25%) students (75%) • Employers also need to • Don’t just hire business make a good impression students! • Make sure job postings • Expand your recruitment are accurate and specific models. Don’t use key- • Value your interns as word criteria and look long-term assets. We beyond grades/degree aren’t recyclable. titles. • Hire more students.Student Voice: Campus Recruitment from the Student Perspective
    33. 33. Poignant Voices Tyler and Anna on discriminatory interview practices “Most of the questions were designed to test business acumen and broad problem solving skills that could easily be honed after a few years of commerce study. But for me, a film student, they seemed alien.” Tyler Turnbull, Graduate, Queen’s UniversityStudent Voice: Campus Recruitment from the Student Perspective
    34. 34. Poignant Voices Ishpreet on the difficulties international students face “International students leave their homes to find better opportunities and lead better lives, yet they still struggle. Break out of your typical hiring routine and try something (or someone) different!” Ishpreet Minhas, Graduate, Dalhousie UniversityStudent Voice: Campus Recruitment from the Student Perspective
    35. 35. Poignant Voices Kate on the gap between small schools and big jobs “Small changes, such as assigning recruiters to given regions and using technology like Skype for interviews, can make a huge difference. These adjustments make the recruitment process less location-specific and less intimidating.” Kate MacKenzie, Student, Acadia UniversityStudent Voice: Campus Recruitment from the Student Perspective
    36. 36. Poignant Voices Carolyn on how interns are not recyclable “Employers should include interns and students in their teams for the long-run. Nothing is more frustrating than putting in long hours and good ideas, and your employer refusing to see you as a long- term member of the team” Carolyn Mann, Student, University of British ColumbiaStudent Voice: Campus Recruitment from the Student Perspective
    37. 37. Career Centre/ Employer VoicesStudent Voice: Campus Recruitment from the Student Perspective
    38. 38. Employer Voices Employers have been reading Student Voice and want to add their voices to help students and recent graduates “As employers, we have a duty to be available to Lisa Kramer, Canada students. We Campus have to make Recruiting Lead, Accenture sure that we’re “A challenge we face is that out on campus – students don’t always understand Nancy not just in the what consulting is or how their Moulday, Manager Recruitment, TD fall, but that we degrees and experiences position Business Banking should be looking them for careers in management or at a year round technology consulting.” approach.”Student Voice: Campus Recruitment from the Student Perspective
    39. 39. Career Centre Voices “Every year, strong candidates miss fall recruitment because, even though career centres try to prepare them, students are more focused on their studies and extracurricular activities than finding a job for 8 months down the road.” Kathleen McConnell, Haskayne School of Business Career Centre, University of CalgaryStudent Voice: Campus Recruitment from the Student Perspective
    40. 40. Quick Wins For Employers? 1. Open up your hiring for the opportunity to reach the 82% of students not currently enrolled in Business programs 2. Recruit outside the regular Sept/Jan periods to attract top (and more) talent 3. Invest in Feedback to impress and retain candidates 4. Improve job descriptions to set up student expectationsStudent Voice: Campus Recruitment from the Student Perspective
    41. 41. Find Student Voice STUDENT VOICE www.TalentEgg.ca/StudentVoiceStudent Voice: Campus Recruitment from the Student Perspective
    42. 42. Thank You! Please contact me: Lauren Friese Founder, TalentEgg.ca Email: Twitter: lauren@talentegg.ca @LaurenFriese @TalentEgg Phone: 416-479-4186 LinkedIn: http://ca.linkedin.com/in/laurenfriese Web: www.TalentEgg.ca www.TalentEgg.ca/StudentVoiceStudent Voice: Campus Recruitment from the Student Perspective
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