College Recruiting

Referrals: A Powerful but Missing Element of College Recruiting (Part 2 of 2)

Things to Do Offer rewards. Surprisingly, many people associated with a university are willing to make referrals with no promise of a reward. Why? Because they really believe in the abilities of the students they know and work with. You don’t need to give away a flat-screen TV in order to be successful. Students will readily refer with simple rewards …

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Über College Recruiting: How Advanced College Recruiting Differs From Your Current Approach

Most Firms Utilize the Traditional Approach I estimate that 95% of corporate college recruiting programs follow the traditional model because everyone is familiar with it and they are simply comfortable using it. I sometimes call the traditional model the “career center focus” model because it relies so heavily on services offered by the career center, and very little on actual …

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The Google Recruiting Machine Rolls On With Google’s College Ambassador Program

The King of Employment Branding The recent collapse of the banking and financial markets has subdued much of the consulting and investment banking competition that Google once faced on campuses. Despite some turbulence, the high-tech industry is still a shining light in this economy, and Google is by far most students’ number-one choice of employers among high-tech firms. Recent research …

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Building Relationships With Professors to Gain a Recruiting Edge (Part 2 of 2)

Developing a Formal Relationship-Building Process Today, if you want to identify top students, build your brand, and “sell” the best students, you need to go beyond the career center and build relationships with the faculty who know and have the ability to influence the decisions of these students. Once your firm makes the decision to build long-term relationships with faculty, …

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Building Relationships With Professors To Gain A Recruiting Edge (Part 1 of 2)

Today, if you want to identify, build your brand, and “pre-sell” the best students on employment opportunities with your organization, you need to go beyond the career center and build relationships with the faculty who know and have the ability to influence the decisions of college students.   The most common reason that college recruiting programs fail to attract the …

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Internships: Recruiting the Very Best College Interns

13 Ways to Identify the Best Interns If you can’t find the best students for your internship slots, obviously the other elements of your internship program will make little difference. Some of the most effective approaches for identifying top-quality interns include: Grad assistants know the best. Because grad assistants are involved both in teaching classes and in research, they have …

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Remote College Recruiting, Part 2 of a 2-Part Series

In part one of this series I highlighted the many reasons why you should include remote college recruiting as part of your college hiring strategy. In part two, I will highlight action steps, tools, and approaches that you can use to identify and sell top college students remotely. Tools for Virtual College Recruiting (Identifying and Selling)   Finding people remotely …

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Remote College Recruiting, Part 1 of a 2-Part Series

As recruiting continues to become more difficult, more and more companies are looking to reinvigorate their college recruiting programs and concentrate a greater percentage of external hiring efforts on entry-level professionals. If you are preparing to go that route, I suggest you look at some of the new approaches that comprise “remote” college recruiting. Many of these approaches produce three-times …

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College Recruiting: It’s Time To Revamp Your Program and Strategy

Start long before the rest of the pack, when your target customer base least expects you to approach them. Be persistent and consistent about building a relationship with the target, without being pushy. Don't attempt to build your own channel to the target, but rather rely on trusted channels that already exist. Offer value to the target with every contact. …

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The Best College Hires Graduated Two Years Ago

If you need immediate help on a project, don’t hire a recent college grad. Instead, “poach” a college grad from two years ago that a competitor has trained and developed at their expense. “Two-years-out” grads are more focused, mature, and immediately productive! Most managers know that recent college hires almost always require a good deal of training and “breaking in” …

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