CAREER OUTLOOK
Recruiting Trends T
HOW DO EMPLOYERS REACH YOU?
he process of recruiting has evolved to inform potential employers more thoroughly to capture the attention of social media-savvy and digitally-oriented students and recent graduates. The Michigan State study illuminated strategies that employers use most often for recruitment.
The college employment system remains the key recruitment delivery system 98 percent of the time. It was followed by: posting on an employer’s website 97 percent; attending career fairs, 97 percent; visiting campuses, 89 percent; having alumni target schools, 88 percent; hiring from internship and co-op connections, 87 percent; and using social media, 82 percent. Sectors that used the widest variety of recruitment strategies included administrative services, information services, hospitality, retail, transportation and utilities. Among the industries that used the fewest, and are among STEM student hunters are entertainment, educational services, healthcare, mining and oil, nonprofits, and wholesale. The four main web sites recruiters use are LinkedIn, Facebook, Monster, and After College. The latter focuses on “entry-level jobs and internships for students of nursing, engineering, business and all disciplines.”
“[Students] should display maturity, a profes- sional demeanor, and communication skills”
How do HBCUs fit in?
Michigan State asked recruiters to identify the types of schools they actively recruited from for talent. During academic year 2013-2014, employers expect to boost HBCU, historically Black colleges and universities, recruiting by 10 percent. The employers are generally major organizations, with more than 10,000 workers. Each “expects to recruit 134 or more new bachelor’s degrees this year” and students at “these [Black] institutions may experience more robust recruiting than counterparts attending neighboring public and private institutions,” the report says.
There were 342 recruiters visiting Black schools and they projected an 11 percent hiring increase. There were 259 employers recruiting at Hispanic Serving Institutions for 159 hires per company and a 13 percent increase in hiring.
48 USBE&IT I SUMMER 2014
What companies want and don’t want in an employee:
The Michigan State University report lays out what the employers and the prospective workers should expect from each other as well as provides examples of how the two groups sometimes disconnect and disappoint each other.
Students should:
• Display maturity, a professional demeanor, and communication skills
• Demonstrate a connection or interest in an employer’s culture and values
• Be coachable and disciplined • Show their academic, employment, community involvement • Be open-minded, creative, curious, and confident • Have internship experience that demonstrates curiosity and ability
• Be self-starters, optimistic, diplomatic, and ready to give recruiters an example
• Know that workplace insight can trump academic history • Have internship, co-op, and/or volunteer experience • Create opportunities, show drive and value • Not confuse their degree with their salary value • Not assume that they know how much work is expected in a job
• Realize that just clocking hours doesn’t create opportunities or show value
• Never lower their dress and conduct standards once hired • Write cover letters that show specific knowledge about a specific employer
www.blackengineer.com
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