Tag Archives: NACE

Peer Recruitment On Campus


At the recent NACE 2011 conference, attendees heard over and over again that the 40- or 50-something recruiter doesn’t connect to students in the same way that a recent grad who works at the company can. The younger recruiters are seen more as “peers” who can better address the process of looking for and interviewing for a job these days.

I am not discounting the importance of a senior member of your staff being involved with campus recruiting. Their years of wisdom and knowledge of the company are key to sharing stories and showing stability within your organization. What I am saying is be sure to bring along your company’s 20-something recruiter who can cue into the little nuances of today’s college student. It does make a difference to the students and will help your company stand out at the career fairs you are putting so much money and time into. Try it, and let us know how it goes.

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Open Communication in Recruitment

Career Center Student Assistants
Career Center Student Assistants at Johns Hopkins University.

At the recent NACE 2011 conference, I had the pleasure of hearing great discussions about how career centers and corporate recruiters can work together better. One great idea we discussed was having a better communication model for corporate recruiters and career centers that looks like a basic corporate hierarchy. In addition to names and titles at companies or career center staff, it would also include a short description of who is responsible for what as it relates to recruiting or marketing on the campus.

For example, a career center director might be in charge of alternative marketing opportunities available through the career center in addition to managing career fairs or scheduling on-campus interviews. A career center office manager might also oversee job postings and updating company literature and premium items for their students.

Alternatively, a recruiter from a company would provide the career center with a list of the two or three people within their organization who the career center can contact for various updates throughout the school year. Some key people a career center may need to speak to at your company could be the head of recruitment, the lead recruiter assigned to that campus, and someone in your communications or design department with access to company logos and company overviews.

Communication between career center and company should be transparent and easy to understand. Starting here will create a clearer understanding of each other’s business and develop cohesiveness when planning a successful campus recruitment season.

Is your school or company currently using a communication structure like this for on-campus recruiting? What other tips do you have for those involved with student recruitment?What other tips do you have for those involved with student recruitment?

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16 Tools to Building Your Recruitment Brand – NACE Presentation

I gave a presentation called the “16 Tools to Build Your Recruitment Brand: Hiring the Very Best Students” at the National Association of Colleges and Employers (NACE) conference on June 2, 2010. Due to the interest in this topic and lack of time a presentation can give, I wanted to continue the discussion online with those of you who have more to say. Each week for the next 17 weeks I’ll post in more detail about each area discussed at NACE. For those of you who want to follow along, here are the areas I’ll cover.

GenY
Gen Y Job Seekers

1. Career Centers – How to leverage campus career centers for recruitment

2. Career Fairs – A new look at how to participate and engage with students through career fairs

3. Information Sessions – How to host information sessions for today’s GenY

4. Group Sponsorships – Leveraging campus organizations and student groups

5. Mentor Programs – Should you develop an internal mentor program or use the university mentor program or both.

6. Speaking Opportunities – Making your voice be heard on campus

7. Office Tours – How show and tell of your workplace creates buzz

8. Virtual College Fairs – Casting your net in the digital age

9. Company Websites – How first impressions set the tone for your next conversation

10.  Email – Use of targeted student email lists for recruiting

11. Facebook – How Facebook should be utilized for recruiting

12. LinkedIn – How LinkedIn is more than just connections

13. YouTube Channels – How video can elevate your brand image and put you in control

14. Campus Marketing and Media – Tactics and advertising channels that work for recruiters

15. Career Blogs – How you need to be part of the conversation

16. Mobile – The time is now. No more excuses.

I also plan to cover the steps every company should take to develop a successful marketing and recruitment plan.

I’m looking for feedback from both the employer/brand side, and the career center/university side. If you have other ideas of topics you’d like to discuss, please let me know and we’ll start a discussion around that too.

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Tactics for Recruitment Branding and Marketing

Thomas Borgerding (CEO of Campus Media Group) has been invited to speak at the 2010 NACE Annual Conference on June 2nd. Tom will provide the top 16 tools for building your recruitment brand and hiring the very best students. Attendees will learn how to best reach out to students and develop long-term strategies for filling the recruitment funnel, and learn tactics on options for any size budget.

The discussion will include topics such as how to work with career centers, Facebook and other social networking platforms, student groups, campus newspapers, and other media channels while promoting your brand and career opportunities. Borgerding will also cover how to keep a presence on campus even when your company isn’t hiring.

You can follow the discussion on Twitter using #NACE10. For those of you that would like a copy of the presentation or would like more information on our college recruitment capabilities, please contact us here.

The National Association of Colleges and Employers (NACE) is the leading source of information on the employment of the college educated. The professional association connects more than 5,200 college career services professionals at nearly 2,000 colleges and universities nationwide, and more than 3,000 HR/staffing professionals focused on college relations and recruiting. To learn more about the annual conference, please click here.

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