Limited Resources for Campus Recruiting? Think Outside the Box

March 30th, 2012

When it comes to recruiting soon-to-be college graduates, many small and medium-sized businesses simply can’t compete with the resources of a Fortune 500 company. These smaller companies may not be able to afford a presence at a high-profile college fair, so they either make a modest attempt or avoid the big leagues altogether. But this doesn’t mean you should abandon college visits as part of your recruiting strategy.

Here are tips for campus recruiting you may not have considered:

Think small.

There are many small, “out of the way” institutions with plenty of students eager to enter the workforce. Some employers mistakenly place too much emphasis on a student’s major, rather than on the student herself, thus missing out on individuals with the right attitude, if not the right degree.

In fact, by establishing yourself as a hiring presence on smaller campuses, you instantly become the “big fish” you can’t be elsewhere. And these smaller institutions will often work harder to attract companies like yours, and offer more resources as part of their career fair package.

Look for new ways to connect with students

Career fairs aren’t the only way to find potential employees. Some firms make the effort to connect through classroom presentations or through social media venues. They also reach out to the presidents of various student clubs or fraternities, who often know which students might make a good fit for their business.

At the very least, it’s a great way to start building on-campus relationships that can pay off later on.

Smaller is better

Many students feel they’ve been “burned” by large companies which made a big splash during a career fair but were nowhere to be found in the follow-up phase. Or these same companies do respond but on their own schedule, which may be weeks or even months later.

If your business is positioned to act quickly, this can be a huge selling point in your campus recruiting campaign. As word gets out, more students will vie to interview with you, knowing that one way or another, they’ll hear back sooner than with the much bigger firms. And, as numerous student surveys show, plenty of college graduates prefer working with a small business. They’re attracted by fewer layers of hierarchy and greater opportunities for career advancement.

Meador Staffing Services offers a variety of resources and tips to help you find the right people to work in your business.

Looking for a Job? Market Yourself!

March 23rd, 2012

You can look for a job by reading “help wanted” ads online or in the newspaper. Or you can take a more pro-active role by marketing yourself through your current contacts and others who can help you land that dream job.

Spread the word

How many “warm contacts” do you have – people you already have a relationship with? These may include the obvious, such as friends, relatives, former employers and co-workers.  But what about former school classmates? Members of your church? People you hang out with at the gym?

Let everyone know you’re actively job-seeking and to please keep you in mind should they hear about an opening somewhere. Expand your network by adding friends on Facebook and LinkedIn. Just be sure that everyone you connect with has your contact information (and it doesn’t hurt to give out copies of your resume).

A business card is another useful tool for networking. It’s a quick and easy way to provide people with your information. Add the URLs to your social media sites and online portfolios so people can check you out later on their laptops or smartphones.

If you get a lead, follow up

A friend or colleague hears about a possible open position at XYZ company. They give you the name of a person to reach out to, but that’s about all the information they have. The next step is up to you. Place a call to your friend’s contact. Introduce yourself and immediately mention the name of the friend/colleague who referred you. Then say, “My friend suggested I talk to you about a job opening. Can you offer some details on this position?” That should get the ball rolling.

You should always be prepared to talk about yourself and your background in a succinct and enticing way. Think of it as a “commercial” about you. Write down a very short speech (30 or 60 seconds, tops) about who you are, something about your background, why you believe you’re a good fit for the open position, and how you can use your skills and experience to benefit the potential employer. Rehearse your commercial for a friend or family member, until you’re confident enough to use it as part of your marketing activities.

Always send a short thank-you email message to the person you spoke with, as well as the friend/colleague who gave you the original referral. Everyone wants to feel appreciated when they help someone out.

Ready to start looking? Meador Staffing Services offers great opportunities for new positions in Austin, Houston and across Texas.

Use Your Social Media Pages to Recruit the Candidates You Want

March 16th, 2012

What’s the point in building social media pages on your company’s website but not tailoring them to what job candidates are looking for? Sadly, that’s what many businesses are currently doing. And they’re missing out on a valuable pool of job-seekers who rely on social media to get the information they want about a would-be employer.

Recent surveys of three types of job candidates – in retail, IT and healthcare – offer unique insights into the type of content you should include on your social media pages. More than 500 workers across the U.S. in each of these industries took part in the surveys. It turns out these job-seekers are interested in very specific information when they click on social media pages. (The following survey results can also guide employers in other industries.)

  • Job listings on company pages
  • Fact sheets about the organization (or a Q&A with a recruiter)
  • Description of career paths and potential for growth within the organization
  • Videos of the company’s new products and services
  • Videos or blog postings about what “a day on the job” is like
  • Testimonials from current employees
  • Photos of a company event (picnic, team-building activities, etc.)

What Your Social Media Pages Should Not Be Doing

In the three nationwide surveys, workers also noted what turns them off when they click on an organization’s social media pages:

  • Content that reads like advertisements
  • Filtering or removing social media comments
  • A lack of newly posted information and blog entries
  • Different messages in different social media venues
  • Failure to respond to questions submitted by candidates

At this point, a relatively small group of job-seekers are making significant use of social media pages, but as these surveys suggest, the numbers are on the rise. This, experts say, is definitely a case of “Build it and they will come.”

The most important thing is to keep your pages fresh and informative. This not only sparks interest, but motivates candidates to refer the sites to their friends as well.

Meador Staffing Services’s Candidate Resource Center offers a wide range of online tools and services to help in your job hunt.

What You Should Know About the World of Gen Y Workers

March 2nd, 2012

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