The document is an employer guide from the Tallahassee Community College Career Center that introduces services and events to help employers recruit and hire students. It provides information on job fairs, on-campus recruiting events, internship programs, and the online career management system TCC FutureLink that employers can use to connect with students. The Career Center aims to help employers build their brand on campus and access a pool of over 14,000 talented students preparing for careers.
The internship program at USF St. Petersburg provides students hands-on business experience by completing internships for academic credit. Over 250 local companies hire interns through the program. Completing an internship increases a student's chance of post-graduation employment by 51.7%. The program includes career coaching, selecting an internship matching a student's interests, and collaborating with employers to develop work objectives. Interns work 10-20 hours per week applying their academic knowledge while gaining valuable job skills and experience. Many employers use the program to recruit new full-time employees from motivated and talented interns.
This document discusses best practices for college recruiting. It suggests targeting the right activities rather than the most activities. Specifically, it recommends using a combination of job postings, social media, selective career fairs and networking events, campus presentations, and strategic donations or sponsorships. It also emphasizes getting referrals. The document provides questions to consider when planning a recruiting strategy, such as top schools to target, events to attend or sponsor, and donations to make. It stresses measuring activities against hiring goals and evaluating return on investment. New recruiting technologies are also highlighted.
The document discusses services provided by Axis Outsourcing for campus recruitment, including organizing campus drives, screening candidates, conducting tests, and managing the entire recruitment process to help companies hire qualified freshers. Axis has experience placing over 9,000 students through 650+ campus drives, and provides customized recruitment solutions tailored to each client's needs and budget. Testimonials from past clients praise the quality of candidates identified and efficient recruitment processes enabled by Axis.
The document summarizes the winners of the 1st Annual Campus Recruitment Excellence Awards in several categories: Best Campus Career Website (PwC Canada), Best Online Campus Campaign (MacLaren McCann for MasterCard Canada), Best On-Campus Campaign (ConocoPhillips Canada), Campus Recruiter of the Year (Lisa Kramer from Accenture), and Campus Recruiting Program of the Year (KPMG LLP's Ace The Case program). The document provides details on the winning campaigns and programs and what the judging panels liked about each.
The document promotes apprenticeship programs offered at North Warwickshire & Hinckley College. It describes apprenticeships as a way to earn money while gaining job-specific skills and qualifications. It highlights that apprentices earn a salary, receive on-the-job and classroom training, and have opportunities for career advancement. The document provides examples of apprenticeship programs available in various fields and levels of study.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
The document provides information about the Trade Adjustment Assistance (TAA) program, which assists US workers who have lost their jobs due to foreign trade. The TAA program seeks to provide reemployment opportunities and skills training to trade-affected workers. It explains that a petition must be filed for a worker group and approved by the Department of Labor. If approved, individual workers can receive benefits and services through their State Workforce Agency. It describes the petition and approval process as well as benefits like training funds and the roles of case managers and academic advisors in approving training programs at colleges.
The internship program at USF St. Petersburg provides students hands-on business experience by completing internships for academic credit. Over 250 local companies hire interns through the program. Completing an internship increases a student's chance of post-graduation employment by 51.7%. The program includes career coaching, selecting an internship matching a student's interests, and collaborating with employers to develop work objectives. Interns work 10-20 hours per week applying their academic knowledge while gaining valuable job skills and experience. Many employers use the program to recruit new full-time employees from motivated and talented interns.
This document discusses best practices for college recruiting. It suggests targeting the right activities rather than the most activities. Specifically, it recommends using a combination of job postings, social media, selective career fairs and networking events, campus presentations, and strategic donations or sponsorships. It also emphasizes getting referrals. The document provides questions to consider when planning a recruiting strategy, such as top schools to target, events to attend or sponsor, and donations to make. It stresses measuring activities against hiring goals and evaluating return on investment. New recruiting technologies are also highlighted.
The document discusses services provided by Axis Outsourcing for campus recruitment, including organizing campus drives, screening candidates, conducting tests, and managing the entire recruitment process to help companies hire qualified freshers. Axis has experience placing over 9,000 students through 650+ campus drives, and provides customized recruitment solutions tailored to each client's needs and budget. Testimonials from past clients praise the quality of candidates identified and efficient recruitment processes enabled by Axis.
The document summarizes the winners of the 1st Annual Campus Recruitment Excellence Awards in several categories: Best Campus Career Website (PwC Canada), Best Online Campus Campaign (MacLaren McCann for MasterCard Canada), Best On-Campus Campaign (ConocoPhillips Canada), Campus Recruiter of the Year (Lisa Kramer from Accenture), and Campus Recruiting Program of the Year (KPMG LLP's Ace The Case program). The document provides details on the winning campaigns and programs and what the judging panels liked about each.
The document promotes apprenticeship programs offered at North Warwickshire & Hinckley College. It describes apprenticeships as a way to earn money while gaining job-specific skills and qualifications. It highlights that apprentices earn a salary, receive on-the-job and classroom training, and have opportunities for career advancement. The document provides examples of apprenticeship programs available in various fields and levels of study.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
The document provides information about the Trade Adjustment Assistance (TAA) program, which assists US workers who have lost their jobs due to foreign trade. The TAA program seeks to provide reemployment opportunities and skills training to trade-affected workers. It explains that a petition must be filed for a worker group and approved by the Department of Labor. If approved, individual workers can receive benefits and services through their State Workforce Agency. It describes the petition and approval process as well as benefits like training funds and the roles of case managers and academic advisors in approving training programs at colleges.
A Vision for a Healthy Campus Recruitment Ecosystem (TalentEgg CACEE 2013 Pre...TalentEgg
The document discusses establishing a healthy campus recruitment ecosystem in Canada with 5 pillars: 1) Integrated recruitment strategies across online and offline channels, 2) Understanding students and their decision-making processes, 3) Getting stakeholders like employers, schools and job sites to work together, 4) Improving the candidate experience through transparent and skills-based hiring, and 5) Creating positive employee experiences to develop student advocates. Examples are provided of best practices from companies that have improved outcomes through these pillars.
HR Virtual Learning Zone Session with K Sudeep, Head Talent Acquisition, TCS on theme "Campus Hiring Ecosystem - Staying Relevant" held on January 24, 2015 at 1100hrs.
The document discusses the hiring process and alternatives to hiring. It begins with an introduction and agenda. It then defines hiring and discusses alternatives like outsourcing, contingent workers, PEOs, overtime, and promoting from within. The document outlines the steps in the hiring process including requisitioning, recruiting internally and externally, using online methods and ATS. It discusses pre-employment testing and types of tests. Finally, it addresses using social networks in hiring and tips for candidates.
This document provides employers with guidance on developing an effective internship program. It outlines key steps like establishing goals for the internship, recruiting interns through various channels, completing a learning contract that outlines expectations for both the employer and intern, providing training and supervision for interns, conducting evaluations, and considering legal requirements. The checklist ensures employers have prepared for logistics, supervision, projects, and insurance before hosting interns. Overall, the guide advises creating a clear, structured program to maximize benefits for both interns and employers.
Business Development is the workforce development arm within St. Lawrence College. This arm provides customized professional development training to local businesses, individual community residents, and government employees. Business Development has complemented St. Lawrence College’s academic mission and has positioned itself as the regional leader in human capital development.
Investment in life-long learning while connecting job seekers and employers provides the local workforce with the necessary skill sets to foster economic development and social prosperity.
SBI Life conducted a study on campus engagement programs to understand how to strengthen their program. They surveyed HR managers and students to identify effective programs. For HRs, they interviewed 10 managers from 7 industries. For students, they received 154 responses from 8 institutes across 5 specializations. The analysis found the most popular programs with students and HRs. Based on this, SBI Life aims to develop a robust campus engagement program to enhance their employer brand on campuses.
Finalists, best practices and winners at the 2014 TalentEgg Campus Recruitmen...Lauren Friese
The document announces the 2014 TalentEgg National Campus Recruitment Excellence Awards (#TEawards). It lists various award categories and finalists, including Best Campus Career Website (Bell, Grant Thornton, PwC), Best Internship/Co-op Program (CPP Investment Board, KPMG LLP, Kraft), and Campus Recruiter of the Year (Corrine Bell, James Davidson, Melanie Ayer, Nikki Simone). The document provides commentary from student judges on what makes for strong programs and recruitment in each category. RBC is named the winner for categories like Campus Recruiting Program of the Year and Campus Recruiter of the Year for their exceptional digital engagement and relentless on
CHOYCE Secretarial Recruitment Agency Hong KongKate Choyce
CHOYCE is the only recruitment agency in Hong Kong dedicated to secretarial recruitment. We pride ourselves on taking a progressive if not daring approach to recruitment because we believe that traditional recruitment is no longer enough.
Protocol Consultancy Services presents a customer service apprenticeship opportunity with Secure Trust Bank. Key points include:
- Protocol offers qualifications in customer service, business administration, IT and more. Apprenticeships combine on-job and off-job training over 6-9 months.
- The customer service apprenticeship involves units in communication, customer service skills, problem solving and more. Employers provide a minimum weekly salary and time for training.
- Protocol receives outstanding Ofsted ratings and excellent feedback from employers and learners for their flexible, high-quality training delivery.
Premium WorkMail - Contact Talented People Easily Youth4work.com
Youth4work is an innovative skills platform that assesses and maps youth's talents through a four-stage registration process. It has over 1.5 million profiles, 7,500 colleges, 14,000 employers, and 3,000 jobs listed. Their premium workmail feature allows direct contact with candidates by selecting people from over 270,000 assessed profiles categorized by their talents. Users can send targeted messages to select candidates within 2-3 days and stay connected for roles and hiring processes.
Back to School: The ABCs of Campus Recruiting MetricsCielo
The document provides an overview of a webinar on using metrics to build an effective campus recruiting program. It discusses how to set recruiting goals aligned with overall talent strategy, measure success competitively, and analyze results to drive excellence. The webinar guest speaker has 20+ years of recruiting experience, including leading university programs. Key takeaways include how to establish strategic goals and tie them to measurable metrics to evaluate performance and ensure the program is achieving its objectives. A variety of standard and innovative metrics are also presented that can provide insights into different aspects of the recruiting process and outcomes.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Recruitment refers to the process of finding, screening, and selecting candidates for jobs within an organization. Large organizations typically hire professional recruiters to undertake recruitment activities like attracting candidates, creating a talent pool, and helping reduce hiring costs and turnover. Recruitment methods include both internal sources like transfers, promotions, and rehiring former employees, as well as external sources such as advertisements, employment agencies, campus recruiting, and employee referrals.
Campus Hiring is also a part of “Recruitment Life Cycle”.
Till few years ago “Campus Hiring” was a hot topic in the industry.
Only cream of candidates are getting placed and others leave institution without an offer.
Improvement of competency required for both Corporate and Institution.
Corporate is not going to perform the role of a training academy anymore.
All of us are blaming recession, global economic slow down or the reduction of US outsourcing to India. But the reality is totally different.
Deep understanding and research are needed on why campus interviews has failed in India.
This document outlines a campus engagement and recruitment program with the goals of creating a future talent pipeline, promoting the company brand to students, and developing campus partnerships aligned with business needs. It discusses leveraging campus programs, student engagement activities, a campus hire trainee structure, recruitment planning, and onboarding/assimilation programs. The key aspects include ongoing campus engagement through various initiatives, a multi-phase connectivity framework, utilizing technology and social media, assessing talent needs, implementing hiring and training plans, and facilitating new employee assimilation. The overall aim is to recruit and develop industry-ready graduates while benchmarking and refining the program outcomes over time.
This document discusses the Shannon Chamber Skillnet, a training network established in 2015 in Ireland's Mid-West region. It aims to provide high-quality, subsidized training to businesses and employees to develop job-ready skills and support economic growth in the region. Courses cover topics such as leadership, management, digital skills, and industry-specific training. Feedback from participants indicates the training helps employees gain new skills and improves business operations. The Skillnet works closely with local businesses and economic groups to ensure its training offerings match current industry needs in the region.
The document discusses developing a culture of college and career readiness in schools. It outlines initiatives in Texas like HB 5 and HB 18 that require students to choose an endorsement pathway and allow them to take college coursework earlier. It emphasizes the importance of rigor, writing skills, support structures, and industry partnerships. It provides examples of schools and programs that have successfully prepared students for college and careers through dual credit opportunities, career assessments, defined pathways, and business partnerships.
Recruiting and Admissions Faculty Development Model - Competency-Based EducationBecky Lopanec
This document discusses strategies for recruiting students to competency-based education (CBE) programs. It describes targeting working adults, veterans, and displaced workers. Selling points of CBE emphasized accelerated timelines and credit for prior learning. Stakeholder partnerships suggested included industry, community organizations, and internal referrals. Marketing ideas proposed leveraging the website, printed materials, and partnerships. An efficient admissions process proposed information sessions and one-stop registration. Sustaining CBE programs over time would require buy-in from faculty and staff as well as community engagement.
Everything you need to know about preparing students for the interview process RIVS
This document discusses how career centers can help prepare college students for the job interview process. It notes that over 40% of college students never visit their career center. Career centers can help students choose careers, prepare for interviews through mock interviews, and provide networking opportunities. They can also teach students how to perfect resumes and cover letters, negotiate job offers, know when to move on to new jobs, and build long-term career paths. The document includes sample interview questions for common college majors.
Global Career Centre Performance Update - August 3rd 2011sprott_shaw
The Global Career Centre (GCC) is part of CIBT operations that helps connect students from CIBT schools to career opportunities. The GCC seeks out employers and matches them to qualified graduates. It contacts companies to learn hiring needs and submits professionally prepared applications. This provides value to students by bridging learning and careers and helping employers fill positions. The GCC benefits students, schools, employers, and governments by facilitating employment.
This document discusses guidelines for arranging, monitoring, and evaluating mandatory student internships. It provides details on the roles of the internship coordinator, intern supervisor, and intern. It also describes how to identify targets and create a written plan for internships. Suggested places to find internships include LinkedIn, Internshala, Internships.com, and state employment agencies. Examples are given of internship selection reports and statistics for students from Guru Nanak Institute of Technology who received multiple paid internship offers.
Education in the Field of Technology - A presentation for (ISC)2 Maine ChapterColleen Ruggelo
The document summarizes a presentation about education and career opportunities in technology fields in Maine. It discusses the needs of local employers, popular technology jobs and their education requirements, certificates and degrees available through Kaplan University, articulation agreements for credit transfers, and ways Kaplan can partner with employers to help employees pursue technology education and careers.
A Vision for a Healthy Campus Recruitment Ecosystem (TalentEgg CACEE 2013 Pre...TalentEgg
The document discusses establishing a healthy campus recruitment ecosystem in Canada with 5 pillars: 1) Integrated recruitment strategies across online and offline channels, 2) Understanding students and their decision-making processes, 3) Getting stakeholders like employers, schools and job sites to work together, 4) Improving the candidate experience through transparent and skills-based hiring, and 5) Creating positive employee experiences to develop student advocates. Examples are provided of best practices from companies that have improved outcomes through these pillars.
HR Virtual Learning Zone Session with K Sudeep, Head Talent Acquisition, TCS on theme "Campus Hiring Ecosystem - Staying Relevant" held on January 24, 2015 at 1100hrs.
The document discusses the hiring process and alternatives to hiring. It begins with an introduction and agenda. It then defines hiring and discusses alternatives like outsourcing, contingent workers, PEOs, overtime, and promoting from within. The document outlines the steps in the hiring process including requisitioning, recruiting internally and externally, using online methods and ATS. It discusses pre-employment testing and types of tests. Finally, it addresses using social networks in hiring and tips for candidates.
This document provides employers with guidance on developing an effective internship program. It outlines key steps like establishing goals for the internship, recruiting interns through various channels, completing a learning contract that outlines expectations for both the employer and intern, providing training and supervision for interns, conducting evaluations, and considering legal requirements. The checklist ensures employers have prepared for logistics, supervision, projects, and insurance before hosting interns. Overall, the guide advises creating a clear, structured program to maximize benefits for both interns and employers.
Business Development is the workforce development arm within St. Lawrence College. This arm provides customized professional development training to local businesses, individual community residents, and government employees. Business Development has complemented St. Lawrence College’s academic mission and has positioned itself as the regional leader in human capital development.
Investment in life-long learning while connecting job seekers and employers provides the local workforce with the necessary skill sets to foster economic development and social prosperity.
SBI Life conducted a study on campus engagement programs to understand how to strengthen their program. They surveyed HR managers and students to identify effective programs. For HRs, they interviewed 10 managers from 7 industries. For students, they received 154 responses from 8 institutes across 5 specializations. The analysis found the most popular programs with students and HRs. Based on this, SBI Life aims to develop a robust campus engagement program to enhance their employer brand on campuses.
Finalists, best practices and winners at the 2014 TalentEgg Campus Recruitmen...Lauren Friese
The document announces the 2014 TalentEgg National Campus Recruitment Excellence Awards (#TEawards). It lists various award categories and finalists, including Best Campus Career Website (Bell, Grant Thornton, PwC), Best Internship/Co-op Program (CPP Investment Board, KPMG LLP, Kraft), and Campus Recruiter of the Year (Corrine Bell, James Davidson, Melanie Ayer, Nikki Simone). The document provides commentary from student judges on what makes for strong programs and recruitment in each category. RBC is named the winner for categories like Campus Recruiting Program of the Year and Campus Recruiter of the Year for their exceptional digital engagement and relentless on
CHOYCE Secretarial Recruitment Agency Hong KongKate Choyce
CHOYCE is the only recruitment agency in Hong Kong dedicated to secretarial recruitment. We pride ourselves on taking a progressive if not daring approach to recruitment because we believe that traditional recruitment is no longer enough.
Protocol Consultancy Services presents a customer service apprenticeship opportunity with Secure Trust Bank. Key points include:
- Protocol offers qualifications in customer service, business administration, IT and more. Apprenticeships combine on-job and off-job training over 6-9 months.
- The customer service apprenticeship involves units in communication, customer service skills, problem solving and more. Employers provide a minimum weekly salary and time for training.
- Protocol receives outstanding Ofsted ratings and excellent feedback from employers and learners for their flexible, high-quality training delivery.
Premium WorkMail - Contact Talented People Easily Youth4work.com
Youth4work is an innovative skills platform that assesses and maps youth's talents through a four-stage registration process. It has over 1.5 million profiles, 7,500 colleges, 14,000 employers, and 3,000 jobs listed. Their premium workmail feature allows direct contact with candidates by selecting people from over 270,000 assessed profiles categorized by their talents. Users can send targeted messages to select candidates within 2-3 days and stay connected for roles and hiring processes.
Back to School: The ABCs of Campus Recruiting MetricsCielo
The document provides an overview of a webinar on using metrics to build an effective campus recruiting program. It discusses how to set recruiting goals aligned with overall talent strategy, measure success competitively, and analyze results to drive excellence. The webinar guest speaker has 20+ years of recruiting experience, including leading university programs. Key takeaways include how to establish strategic goals and tie them to measurable metrics to evaluate performance and ensure the program is achieving its objectives. A variety of standard and innovative metrics are also presented that can provide insights into different aspects of the recruiting process and outcomes.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Recruitment refers to the process of finding, screening, and selecting candidates for jobs within an organization. Large organizations typically hire professional recruiters to undertake recruitment activities like attracting candidates, creating a talent pool, and helping reduce hiring costs and turnover. Recruitment methods include both internal sources like transfers, promotions, and rehiring former employees, as well as external sources such as advertisements, employment agencies, campus recruiting, and employee referrals.
Campus Hiring is also a part of “Recruitment Life Cycle”.
Till few years ago “Campus Hiring” was a hot topic in the industry.
Only cream of candidates are getting placed and others leave institution without an offer.
Improvement of competency required for both Corporate and Institution.
Corporate is not going to perform the role of a training academy anymore.
All of us are blaming recession, global economic slow down or the reduction of US outsourcing to India. But the reality is totally different.
Deep understanding and research are needed on why campus interviews has failed in India.
This document outlines a campus engagement and recruitment program with the goals of creating a future talent pipeline, promoting the company brand to students, and developing campus partnerships aligned with business needs. It discusses leveraging campus programs, student engagement activities, a campus hire trainee structure, recruitment planning, and onboarding/assimilation programs. The key aspects include ongoing campus engagement through various initiatives, a multi-phase connectivity framework, utilizing technology and social media, assessing talent needs, implementing hiring and training plans, and facilitating new employee assimilation. The overall aim is to recruit and develop industry-ready graduates while benchmarking and refining the program outcomes over time.
This document discusses the Shannon Chamber Skillnet, a training network established in 2015 in Ireland's Mid-West region. It aims to provide high-quality, subsidized training to businesses and employees to develop job-ready skills and support economic growth in the region. Courses cover topics such as leadership, management, digital skills, and industry-specific training. Feedback from participants indicates the training helps employees gain new skills and improves business operations. The Skillnet works closely with local businesses and economic groups to ensure its training offerings match current industry needs in the region.
The document discusses developing a culture of college and career readiness in schools. It outlines initiatives in Texas like HB 5 and HB 18 that require students to choose an endorsement pathway and allow them to take college coursework earlier. It emphasizes the importance of rigor, writing skills, support structures, and industry partnerships. It provides examples of schools and programs that have successfully prepared students for college and careers through dual credit opportunities, career assessments, defined pathways, and business partnerships.
Recruiting and Admissions Faculty Development Model - Competency-Based EducationBecky Lopanec
This document discusses strategies for recruiting students to competency-based education (CBE) programs. It describes targeting working adults, veterans, and displaced workers. Selling points of CBE emphasized accelerated timelines and credit for prior learning. Stakeholder partnerships suggested included industry, community organizations, and internal referrals. Marketing ideas proposed leveraging the website, printed materials, and partnerships. An efficient admissions process proposed information sessions and one-stop registration. Sustaining CBE programs over time would require buy-in from faculty and staff as well as community engagement.
Everything you need to know about preparing students for the interview process RIVS
This document discusses how career centers can help prepare college students for the job interview process. It notes that over 40% of college students never visit their career center. Career centers can help students choose careers, prepare for interviews through mock interviews, and provide networking opportunities. They can also teach students how to perfect resumes and cover letters, negotiate job offers, know when to move on to new jobs, and build long-term career paths. The document includes sample interview questions for common college majors.
Global Career Centre Performance Update - August 3rd 2011sprott_shaw
The Global Career Centre (GCC) is part of CIBT operations that helps connect students from CIBT schools to career opportunities. The GCC seeks out employers and matches them to qualified graduates. It contacts companies to learn hiring needs and submits professionally prepared applications. This provides value to students by bridging learning and careers and helping employers fill positions. The GCC benefits students, schools, employers, and governments by facilitating employment.
This document discusses guidelines for arranging, monitoring, and evaluating mandatory student internships. It provides details on the roles of the internship coordinator, intern supervisor, and intern. It also describes how to identify targets and create a written plan for internships. Suggested places to find internships include LinkedIn, Internshala, Internships.com, and state employment agencies. Examples are given of internship selection reports and statistics for students from Guru Nanak Institute of Technology who received multiple paid internship offers.
Education in the Field of Technology - A presentation for (ISC)2 Maine ChapterColleen Ruggelo
The document summarizes a presentation about education and career opportunities in technology fields in Maine. It discusses the needs of local employers, popular technology jobs and their education requirements, certificates and degrees available through Kaplan University, articulation agreements for credit transfers, and ways Kaplan can partner with employers to help employees pursue technology education and careers.
Hidden careers in the business field: There is such a demand in the technological field that most employers are willing to hire and train employees with certain soft skills such as critical thinking, customer service, good attitude, and willingness to learn new things. Folks who have worked in marketing, customer service, and sales of any kind don't think of a career in Information Technology, but it's easier than they think it is to get very good paying jobs in this field because of the severe lack in applicants that the industry faces.
Getting college credit for certifications you already hold, and for life experience (experiential learning).
Trying classes before you commit to college debt.
Paying for school.
This document provides guidance for student groups organizing career fairs at MIT. It outlines the responsibilities of student groups, expectations for professional conduct, financial policies, and resources available from the Global Education and Career Development (GECD) office and Student Activities Office (SAO). Key points include: student groups must adhere to MIT policies and laws; GECD and SAO approve and advise on all career fairs; employers must be treated professionally and follow non-discrimination and recruiting best practices; and emergency plans should be submitted in advance.
The Payroll Administrator diploma prepares students for a career in the thriving field of Financial Administration. Canadian College of Business, Science, & Technology enables graduates from our program to not only manage the financial aspect of their future administrative duties but thoroughly prepares graduates to manage payroll formality on a broader scale. https://ccbstcollege.com/program/payroll-administrator/
The document provides information about co-ops/internships through Career Services at ERAU, including eligibility requirements, the application process, ways to find opportunities, costs, and policies. It emphasizes gaining hands-on experience, exploring careers, and increasing employment prospects through co-ops/internships. The Career Expo is highlighted as a way for students to meet employers on campus in October.
The document provides information to help new students get started at BPP University. It discusses registration procedures, timetables, IT resources, and various support services available. The Vice-Chancellor welcomes students and emphasizes that BPP aims to provide a valuable learning experience. The President of the Students' Association also welcomes students and describes the services and opportunities provided by the Association.
This document provides information and instructions for various services and processes related to student career advising and career services at an unnamed university. It covers topics like career counseling sessions, career fairs, job postings, mock interviews, and using the online career database system. The document is intended to train people, likely students, on how to utilize and assist with various career advising resources and services.
This document summarizes Erin Marie Koch's CRM presentation on MATC's student life cycle. It discusses how MATC acquires students through recruitment, attracts different demographic groups, and makes initial contact. It then covers how MATC helps students grow through support services, retains them to completion, and extends relationships with alumni. The presentation identifies opportunities to increase enrollment, fundraising, and internship development at each stage of the cycle. It also notes some issues with online learning requirements, course availability across campuses, and identifying ITV courses that could be addressed to improve the student experience.
Work-Based Learning and Job Placement for Noncredit.pptxssuser3bbeb5
Work-based learning exposes students to careers through classroom and structured employer interactions. It improves student engagement, career preparation, and employment outcomes. Benefits include helping students make informed career choices and developing job-ready skills, while employers gain a pipeline of qualified workers. Noncredit programs aim to expand these opportunities through regional partnerships focused on skills training, career exploration, and job placement. Pilot projects will develop virtual and hands-on learning, regional career fairs, ePortfolios, and metrics tracking to strengthen pathways between education and employment.
The document is a job posting for the position of Director, Child Welfare Operations with the Ministry of Children and Youth Services in Toronto, Ontario. The position is permanent with a salary between $115,000-$131,450 per year. Responsibilities include leading oversight of child welfare agencies, implementing a new IT system to track children's records, using data analytics to inform programs, and building stakeholder networks. Qualifications sought are senior leadership experience directing staff, providing strategic direction, leading transformation, and experience in social services, performance metrics, and stakeholder relations. The application deadline is August 15, 2014.
BPP UNIVERSITY SCHOOL OF BUSINESS & TECHNOLOGYSalema Veliu
The document discusses degree apprenticeships in the UK, including their history, how they work, available degree topics and sectors, duration, benefits, and learning outcomes. Degree apprenticeships combine full-time paid work with part-time university study, allowing candidates to earn a bachelor's or master's degree while gaining practical job training. Apprentices spend time at university and with their employer. This helps students apply their learning in a hands-on work environment.
This document outlines a career academy internship program partnership between Prince George's County Public Schools (PGCPS) and local businesses. It provides details on the internship program, including an overview of PGCPS career academies, the benefits of internships for businesses, a process for integrating internships, and dates for upcoming internship periods in spring/summer 2015. The goal is to match high school seniors in career-focused academies with internships in related fields to give them real-world career experiences.
Tips 2 grow your business by Pathway,How to Find Great Staff for GrowthThe Pathway Group
Finding funding for staff training, How to Find Great Staff for Growth,
To save your business from making bad hiring decisions Pathway2Grow has devised some useful
tips to help you think out-of-the-box and attract quality staff to help your business grow in an
otherwise stagnant economy.
The document summarizes the Cosmetology program offered at Moultrie Technical College. The 1-year program prepares students for careers in cosmetology through courses in safety, sanitation, hair, skin and nails. Students will work with clients in a salon setting. The program is offered both day and evening and costs approximately $5,600 including books, supplies and certifications. Over 95% of graduates find employment with opportunities including salon ownership. The program instructors are introduced who are dedicated to students' success in the cosmetology field.
Students can take career and technical education (CTE) classes in high school to earn college credits and potentially save on tuition. The document outlines the 5-step enrollment process and provides contact information for the admissions, financial aid, testing, and career counseling offices. It promotes CTE programs in culinary arts, health science, furniture making, cosmetology, and graphics design that prepare students for employment after graduation with potential industry certifications.
1. TCC Career Center | Student Union, 2nd
Floor | 444 Appleyard Drive | Tallahassee, FL 32304
(850) 201-9970 | TCC.fl.edu/careercenter | careercenter@tcc.fl.edu
Tallahassee Community College Career Center
EMPLOYER GUIDE
2. This guide will introduce you to events
and services through the Tallahassee
Community College Career Center.
From job fairs to hiring sessions, the
TCC Career Center will help you build
awareness of your employer brand
and expand your recruitment reach
so that you can hire the best
employees and interns.
With more than 14,000 students
preparing for careers, TCC offers
your organization access to a pool of
talented and motivated prospective
employees and interns. In turn, you’re
offering the opportunity to help our
students launch a successful career.
To get started, contact us today
at 850-201-9970 or
careercenter@tcc.fl.edu.
Professional Practice Standards All employers who wish to recruit students from Tallahassee Community College through
the TCC Career Center and its resources are required to comply with all Federal Equal Employment Opportunity Laws and
the National Association of Colleges and Employers (NACE) Principles for Professional Practice.
Campus Snapshot
Students
Full-Time 46%
Part-Time 54%
Degree Objective
A.A. Degree 73%
A.S. Degree 17%
Certificate Program 1%
Attendance Age
21 or under 62%
22-24 13%
25-39 18%
40 or over 7%
Gender
Female 54%
Male 46%
Residency
Within District 58%
Out of District 39%
(within State)
Residency Within District
Leon 80%
Gadsden 11%
Wakulla 9%
3. tccfuturelink.com/events | TCC Career Center Employer Guide | 3
The Tallahassee Community College Career Center is pleased to offer a FREE career services
management system to our employers. TCC FutureLink is powered by Symplicity and endorsed
by the National Association of Colleges and Employers. TCC FutureLink is designed to enhance
communication between students, employers and Career Center staff. To receive important
information and updates about this free service, please register at tccfuturelink.com/employers.
As a registered employer with TCC FutureLink, you may:
• Post your positions directly online
• View your postings
• Manage the duration of your postings
• Re‐post positions without re‐entering them
• Receive resume books from qualified students
(only available to verifiable employers)
• Register for and track upcoming job fairs and
other events
• Schedule on-campus hiring sessions and
information sessions
Registered students may:
• Search and apply for jobs
• Receive emails describing positions that match
their qualifications
• Access the Career Center’s calendar of events and
special announcements
All listings on TCC FutureLink are reviewed at the broad
discretion of Career Center staff, and we reserve the
right to choose to not post a position if it does not
appear to support the best interests of students and/or
the college.
TCC FUTURELINK GUIDELINES
• TCC FutureLink is accessible to current TCC students
and graduates, including international students. It is
the employer’s responsibility to verify employment
eligibility.
• Employment opportunities submitted by employers
for TCC FutureLink cannot be combined with the
marketing and/or sale of products or services to
students.
• Employment opportunities submitted by employers
for TCC FutureLink should not have any upfront
associated costs for students related to the student
being employed or being considered for employment.
This includes but is not limited to membership fees;
startup fees; fees for lessons (training); portfolio costs,
placement fees; and the purchase of tools, samples, or
sales kits.
The College retains the right to remove any employer
account, contact account, or job listing from TCC
FutureLink without consulting or informing the
submitting employer.
By choosing to register with TCC FutureLink, you agree to
abide by the above list of guidelines.
4. To discuss your recruitment needs:
Christy Mantzanas, Career Placement Coordinator,
(850) 201-6172 | mantzanc@tcc.fl.edu
For Internship recruitment:
Sarah Olson, Career Center Specialist
(850) 201-9971 | olsonsa@tcc.fl.edu
OnCampusRecruitingPolicyProviding space for employers on TCC’s campus, and allowing employers to post jobs, does not imply an
endorsement of the missions or activities of any visiting or posting organization. As an academic institution, we strongly encourage
students to research information and options in order to make informed employment decisions.
Over 1100 employers
have registered and
received assistance with
recruitment services
70 plus employers
participate in career
center events each year
100% employer
satisfaction reported
at the TCC Job Fair
Welcome to Tallahassee Community College! Thank you for your interest
in establishing a relationship with the Career Center. Our goal is to provide
remarkable service and offer the best advice so that we may truly be a
partner in your recruitment efforts on campus.
ON CAMPUS RECRUITING
The TCC Career Center is happy to assist you in
hosting on campus recruiting events that are
customizable and at no charge. These events
are publicized to students online through TCC
FutureLink.
To plan and promote the event, the Career
Center needs at least three weeks’ notice and
the employer will provide the event flyer. We ask
employers to be aware that students sometimes
have schedule conflicts that prevent them from
attending sessions in which they have an interest.
Hiring Session
If you are ready to fill three or more positions and
want to meet candidates face to face and collect
resumes, this event is for you. This session is casual
and includes a recruiting table but no formal
presentation from the employer.
Information Session
If you are interested in recruiting talent from TCC
and want to build your brand on our campus, this
session is for you. This session is more formal and
includes a presentation from the company.
5. JOB FAIRS
The Career Center hosts a part-time job fair each spring
semester and an all-inclusive job fair each fall semester.
These events are for employers recruiting for full‐time,
part‐time and internship positions.
• Part-time job fair employer registration fee
approximately $50
• All-inclusive job fair employer registration fee
approximately $100
Employers who wish to attend, should complete the
online registration at tccfuturelink.com/events.
Space is limited, register as soon as possible. Once your
registration has been approved, you will receive an
email confirmation notice and an invoice. Closer to the
event, representatives will receive an email with event
details and parking information.
The registration fee includes:
• 6 foot table with two chairs
(additional representatives are $15)
• Two breakfast tickets
• Free Parking
• Electrical outlets are available, but limited
(to request an outlet, check the appropriate box on the
registration form. Remember to bring your own electrical
extension cord)
Bring your table covers, display items, giveaways,
business cards, company brochures, applications and
handouts. Do not send materials to the Career Center.
Payment is due two weeks before the event.
If paying by credit card, we accept VISA, American
Express and MasterCard. A signature is required for
credit card transactions. To receive the credit card
payment form, please email Christy Mantzanas at
mantzanc@tcc.fl.edu.
If paying by check, make payable to: TCC Career Center.
Please write “TCC Job Fair” on memo line. The invoice
must be included with payment. Mail to:
TCC Career Center
Attention: Christy Mantzanas
444 Appleyard Drive
Tallahassee, FL 32304
Just a few reasons you should attend
a TCC Career Center Job Fair:
• Your opportunity to meet up to 300
candidates in just a few hours
• Our job fairs are open to TCC students and
alumni, FSU and FAMU students as well as
community members
• 100% of employers stated they will attend
future TCC Career Center events and
recommend events to their colleagues
tccfuturelink.com/events | TCC Career Center Employer Guide | 5
“Very good student response. Majority of attendees
were engaged, professional and prepared.”
“Blown away by the number of attendees!
The Career Center did a great job
promoting the event!”
6. 6 | TCC Career Center Employer Guide
TCC INTERNSHIP PROGRAM
TCC INTERNSHIP PROGRAM
TCC’s Internship Program provides organizations with
access to educated, motivated and talented students
who want to contribute their knowledge and skills to
your organization.
Hosting an intern can be beneficial in many ways.
Employers will:
• Gain access to students who are enthusiastic about
learning your business processes
• Have the chance to mentor future professionals
in your field, helping them gain workplace
experience
• Receive company name recognition on
TCC’s campus
• Increase opportunities to find valuable and
potential full-time employees
To host an intern and to complete an internship
request form visit www.tcc.fl.edu/internships.
For information about the internship program
internships@tcc.fl.edu | (850)-201-9971
85% of students who
completed a mock
interview achieved
a score of Good or
Excellent
91% of TCC interns are
placed into internships
that are directly related
to their major
7. TCC Career Center Employer Guide | 7
TCC HAS TALENT!
Healthcare Pass Rates
Nursing (RN), A.S. 89%
Paramedic Certificate 100%
Emergency Medical 90%
Technician, Technical Certificate
Radiologic Technology, A.S. 83%
Respiratory Care, A.S. 100%
Dental Assisting Certificate 91%
Dental Hygiene, A.S. 100%
Pharmacy Technician 92%
Certificate
TCC A.S. Degree Completers
Current Placement Rate*:
Dental Hygiene 81%
Emergency Medical Services 92%
Radiography 92%
Nursing 99%
*FloridaCollegeSystemVocationalPrograms
AggregatedOutcomeDatafor2012-13
TCC POINTS OF PRIDE
Awards & Recognition
• Tallahassee Community College was featured in the
Huffington Post as one of the top 10 community
colleges in the country (#8) as calculated by
SmartAsset.com, an investment website. (2015).
• TCC was selected as one of the three statewide
finalists for the Engaged Campus of the Year award
from Florida Campus Compact (2015).
• TCC was ranked #1 nationally among two-year
colleges for graduating students with Associate in
Arts degrees during the 2011-12 academic year.
Diversity
• TCC’s highly-regarded programs attract students
from all over the globe. Our student body
represents more than 80 countries worldwide.
• TCC was named one of the 2015 Promising Places
to Work in Community Colleges by the National
Institute for Staff and Organizational Development
and “Diverse: Issues in Higher Education” magazine.
This designation recognizes the College for its
commitment to equality, diversity and inclusion.
Only 16 colleges nationwide received this honor.
• For the 2011-2012 academic year, Community
College Week placed TCC at #5 in graduating
African-American students with associate degrees.
Veteran-Friendly
• TCC was ranked among the top schools in Military
Advanced Education magazine’s 2015 Guide to
Military-Friendly Colleges & Universities. TCC
was also designated a military-friendly school by
Victory Media for the second consecutive year.
Science and Technology
• In 2013, TCC and Florida A&M University together
won a five-year, $2,193,365 million grant from the
National Institutes of Health for the Bridges to the
Baccalaureate Program in Biomedical Sciences.
The program has generated many successful
students, including one STEM scholar who won
the gold award in microbiology at the 2014 Annual
Biomedical Research Conference for Minority
Students.
Program Accolades
• Students graduating from the Florida Public
Safety Institute’s law enforcement program from
January through June 2015 achieved a 100 percent
pass rate on the Law Enforcement State Officer
Certification Exam.
Student Groups and Organizations
• TCC Model United Nations received an Honorable
Delegation award and a Position Paper award at
the National Model United Nations in New York
City (2015).
• TCC’s forensics team won the Florida College
System Activities Association State Championship
for the ninth year in a row in 2015. The team swept
the top six individual speaker awards and several
students earned gold, bronze and silver rankings at
the Phi Rho Pi junior college national tournament.
• The Eyrie, TCC’s student art and literary magazine,
won third place for general excellence from the
Florida College System Publications Association
(2015). Several students won awards for their
submissions in photography, poetry and art.
8. DEGREE AND CERTIFICATE PROGRAMS AT TCC
University Transfer, A.A.
Advanced Manufacturing
• Applied Welding
Technologies Certificate
• Industrial Machinery
Maintenance Certificate
• Machining Certificate
Business Management
and Accounting
• Accounting Technology
Specialist Certificate
• Accounting Technology
Operations Certificate
• Accounting Technology
Management Certificate
• Business Management, A.S.
• Small Business
Management Certificate
Office Administration
• Office Support Certificate
• Office Specialist Certificate
• Office Management Certificate
• Office Administration, A.S.
Computer Technology
• Applied Cybersecurity
Certificate
• Computer Programming
Specialist Certificate
• Computer Programming
and Analysis Certificate
• Computer Programming
and Web Development,
A.S.
• Help Desk/Technical
Support Certificate
• Help Desk/Technical
Support, A.S.
• Web Technologies
Certificate
• Web Technologies, A.S.
Graphic Design Technology
• Graphic Design Support
Certificate
• Graphic Design Production
Certificate
• Graphic and Web Design
Technology, A.S.
Network Services
Technology
• Network Virtualization
Certificate
• Network Support
Technician Certificate
• Network Infrastructure
Certificate
• Network Systems
Technology, A.S.
Criminal Justice and
Public Safety
• Criminal Justice
Technology, A.S. (+
transfer to Barry University
or Florida Gulf Coast
University)
• Law Enforcement Basic
Recruit Certificate (+
crossover from Corrections
or Correctional Probation)
• Corrections Basic Recruit
Certificate (+ crossover
from Law Enforcement or
Correctional Probation)
• Correctional Probation
Basic Recruit Certificate (+
crossover from Corrections)
• Firefighter Certificate
• Telecommunications
Certificate
• Unarmed Private Security
Officer Certificate
• Armed Private Security
Officer Certificate
Paralegal and Legal Studies
• Paralegal/Legal Studies, A.S.
Education
• Early Childhood
Development, Education
and Management, A.S.
Engineering Technology
• Engineering Technology,
A.S.
• Engineering Technologies
Support Specialist
Certificate
• Pneumatics, Hydraulics and
Motors for Manufacturing
Certificate
Recreation Management
• Recreation Management,
A.S.
Environmental
• Environmental Science
Technology, A.S.
Building Construction
Technology
• Air Conditioning,
Refrigeration and Heating
Technology Certificate
• Building Construction
Specialist Certificate
• Building Construction
Management, A.S.
Drafting and Design
Technology
• CAD Foundations
Certificate
• Drafting and Design
Technology, A.S.
Health Information and
Informatics Management
• Health Informatics
Specialist Certificate
• Medical Coding and Billing
Specialist Certificate
• Health Information
Technology, A.S.
Healthcare
• Dental Assisting Certificate
• Dental Hygiene, A.S.
• Emergency Medical
Technician Certificate
• Paramedic Certificate
• Emergency Medical
Services Technology, A.S.
• Nursing (R.N.), A.S.
• Health Profession to
Registered Nursing (R.N.),
A.S.
• Pharmacy Technician
Certificate
• Pharmacy Management,
A.S.
• Radiologic Technology, A.S.
• Respiratory Care, A.S.
• Central Sterile Processing
Technologist Certificate
• Endoscopy Technician
Certificate
• Surgical Technology
Specialist Certificate
• Health Science, A.S.
(Surgical Technology
Specialist, Endoscopy
Technician or Central Sterile
Processing Technologist
specializations)
• Nurse Assistant, Long Term
Care Certificate
• Critical Care Transport
Certificate (for EMS, Nursing
and Respiratory Care)
www.TCC.fl.edu/careercenter careercenter@tcc.fl.edu