Winning the internship wars: key components of a successful internship program

Topics: college recruiting, internships

Posted by Lisa B. Radloff on May 30, 2019 2:37:37 PM

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The competition for interns is fierce, and today’s college graduates are a new breed. As Millennials (the youngest being 25) and Gen Z (the oldest being 23) make their way into the workforce, they present unique advantages for employers. Technically savvy and achievement oriented, this highly functioning demographic grew up in the age of transparency—and they expect the same honesty and candor from their employers.

So, how do you reach interns? How do you establish an application process that works for them?
Here are a few tips that have proven successful for our clients:

  1. Set up an Events page on your career site to promote college visits.
  2. Staff your events with recruiters who can answer the questions potential interns may have (pay rate, schedule, current openings, application requirements, etc.).
  3. Initiate a social media drip campaign to continuously communicate both your employer brand and available internships. Popular examples include Facebook sponsored posts and Google pay-per-click campaigns. You may also wish to create a specific landing page for intern response and include tracking code to gauge traffic.
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TRENDS IN CAMPUS RECRUITING 2017: A CHAT WITH JOSHUA TUNISON OF COLLEGE RECRUITER

Topics: campus recruiting, college recruiting, on-campus events

Posted by Lisa B. Radloff on Jun 22, 2017 9:00:00 AM

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When it comes to campus recruiting, one of the most knowledgeable professionals in the field is Joshua Tunison, National Sales Manager at College Recruiter. College Recruiter is the leading job search site used by students and recent graduates. We had a recent talk with Tunison, who was kind enough to share his knowledge and insight on campus recruiting.

Are you seeing any emerging trends for campus recruiting this fall?

  • Most organizations have a need for applied tech skills but many recruiters have a poor understanding of what they really are and how to identify them. A candidate who is able to integrate people, processes, data and devices has applied tech skills.
  • Organizations continue to compete for candidates with soft skills (communication, problem solving, analytical skills, critical thinking), which can be the difference between a short-term and long-term employee.
  • In addition to skills-based hiring, recruiters will be looking closely for cultural fit within their organization, recognizing that they may have to invest in more skills training to get new employees up to speed.
  • Finally, employers who have a mobile-friendly job application process will see an increase in applications.
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The Art & Science of Campus Recruiting: 4 Ways to Stand Out

Topics: campus recruiting, college recruiting, internships, on-campus events

Posted by NAS on May 12, 2016 9:00:00 AM

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What is the key to effective campus recruiting? In essence, it’s blending art and science: the science of leveraging research and technology for targeted recruiting and the art of devising creative ways to engage top candidates and keep them connected. Here are four suggestions to help you reach the right students.

1. Create a constant presence

Being on campus one week in the spring and one week in the fall is not enough to compete with companies who invest more time, thought and money in the process. In fact, companies need to be a constant presence on campus.

 So what’s a recruiter to do? Let’s start with the basics:

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