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  • Will a headhunter help a recent grad find a job?

    Will a headhunter help a recent grad find a job?
    2024/11/26
    It is important to understand the dynamics between job seekers, headhunters, and employers. Headhunters a/k/a executive search a/k/a third-party recruiters are compensated by employers, not candidates, so their priority is to meet the needs of their clients. Consequently, job seekers should tailor their approach to align with the requirements and preferences of potential employers, rather than focusing on the recruiter's personal preferences. When you do find a headhunter who is willing to work with you, pay close attention to their submission guidelines. They'll likely ask you for documents such as your CV/resume, transcripts, and any licensures. These documents will help them match you with a great role, but your ability and willingness to provide what they want when they want it and how they want it will demonstrate your attention to detail and ability to adhere to instructions, qualities valued by employers. Be sure to focus on recruiters specializing in your field to maximize the chances of finding suitable opportunities. Communicate regularly but not excessively. If it isn't clear to you what that means for the headhunter you're working with, ask them. You'll want to be sure to demonstrate a patient and respectful approach as your professionalism, or lack thereof, will reflect well or poorly on them as well. There are some good strategies to effectively engage with headhunters. Build a strong online presence through platforms like LinkedIn, contribute to industry-related websites, and establish a professional website. These all will help to showcase your expertise and attract attention. Networking, both online and offline, plays a crucial role in connecting with headhunters or their associates who may be seeking candidates with specific qualifications. There is also value in joining and becoming active with professional organizations and trade groups as headhunters often actively search these for talent. Joining such organizations not only increases visibility but also provides opportunities to connect with industry professionals who may offer job leads or support. Overall, we encourage a proactive and multifaceted approach to enhance visibility and make a strong impression on executive headhunters. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    45 分
  • How to ask for an internship over the phone

    How to ask for an internship over the phone
    2024/11/19
    Probably something like 90 percent of candidates apply to the same 10 percent of job openings. Wouldn't it be better to be one of 10 percent applying to 90 percent of job openings? Adopt a targeted and strategic approach when searching for internships. This involves moving beyond simply submitting applications en masse and instead focusing on identifying companies that have established internship programs. Use resources like your college's career center and websites such as CollegeRecruiter.com to pinpoint these opportunities. It is important to find the correct point of contact within these organizations. Instead of relying on generic HR departments or online forms, strive to identify the individual specifically responsible for managing internships. This personalized approach can significantly increase your chances of getting noticed. Tailor your application materials, including your cover letter and resume, to explicitly state your interest in an internship rather than full-time employment. Highlight relevant skills and experiences and clearly articulate how they align with the potential internship projects at the company. Networking is a powerful way to secure an internship. Networking can be particularly valuable in a competitive internship landscape where personal connections can give you an edge. Begin by leveraging your existing network of colleagues, friends, and professional groups. Inform them about your internship search as they may have leads, insights, or connections that can help you. Additionally, consider conducting informational interviews with individuals working in your field of interest. These conversations can provide valuable insights, advice, and potential connections to internship opportunities. Attend relevant industry events such as conferences and workshops to expand your network and learn about companies that might offer internships. Some individuals will face unique challenges in their internship search. For instance, those with extensive experience might encounter concerns about being overqualified. In these cases, networking and clearly conveying your specific internship goals become even more critical. Sending unsolicited resumes might be less effective than networking, but there are ways to improve your chances of success. Following up with a phone call after sending your resume can be beneficial, but make sure to be prepared and respectful of the person's time. Sending an introductory email before making a call, even if it goes unanswered, can provide context and increase the likelihood of a positive response. Finally, remember that persistence is key. Don't be discouraged by initial silence. Multiple follow-ups through various channels such as email, phone, and even mail might be necessary to get your foot in the door. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    26 分
  • Is it better to start your career at a small or large employer?

    Is it better to start your career at a small or large employer?
    2024/11/12
    College and university students, recent graduates, and others early in their careers are often attracted to employers with the strongest brand name. That makes sense as they're far more likely to know of an Apple or Walmart than small local shop that does business only with other businesses and has a name such as J&J Manufacturing. But employers with strong brand names are also often the largest employers. Is it better for someone early in their career to start their professional career at a small or large employer? Here are some considerations: Large companies, particularly those in the tech industry, are the primary employers of college graduates. These organizations have well-defined hiring processes and dedicated recruitment resources, unlike many smaller businesses. For example, Google is the top employer of graduates from prestigious institutions, including all eight Ivy League schools. Amazon is another major employer, especially in states like Pennsylvania, Indiana, and Arizona. Large companies often value diversity and inclusion. Amazon, for example, believes diversity fuels innovation and provides robust support networks for various demographic groups. A college degree is still important for many industries. Indeed, 80 percent of hiring managers surveyed said a college degree was essential for healthcare and engineering jobs. While experience is highly valued, college prestige also plays a role in hiring decisions. Large companies also play a significant role in the global talent pool and are therefore more attractive to international students and those on temporary work visas. Amazon leads in H-1B visa applications, indicating its reliance on international talent. Other prominent H-1B visa sponsors include Cognizant, EY, Tata Consultancy Services, and Microsoft. Overall, understanding the hiring practices, values, and scale of large companies can be beneficial for students and recent graduates navigating the job market. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    18 分
  • How students and recent grads can find great remote, virtual, and hybrid jobs

    How students and recent grads can find great remote, virtual, and hybrid jobs
    2024/11/04
    Overall Themes: The Shift in Remote Work Landscape: While the pandemic normalized remote work, there's a growing trend towards hybrid and in-person roles. The job market is more competitive for fully remote positions. Adaptability and Skill Development: New grads need to be adaptable and prioritize continuous learning. Strong digital communication, time management, and self-management skills are essential for remote work success. Proactive Networking and Job Hunting: Utilizing remote-focused job boards, online communities, and informational interviews is key to finding hidden opportunities. Mastering the Virtual Interview: Technical preparation, a professional online presence, and strong virtual etiquette are crucial for nailing virtual interviews. Navigating the Challenges of Remote Work: Setting boundaries, maintaining work-life balance, and building strong virtual relationships are essential for long-term remote work satisfaction. Key Facts and Ideas: Limited but Existing Remote Opportunities: As of the recording of this episode, College Recruiter has advertised on it 4,672 hybrid or fully-remote jobs in the U.S. and thousands more in other countries. Focus on In-Demand Industries: Remote-friendly industries include tech, IT, marketing, content creation, and customer support. Embrace the Virtual Interview: "86% of organizations are incorporating virtual technologies into their interviews, meaning interviewees should anticipate these being used." Importance of Networking: "Networking is still incredibly powerful when working remotely...Start early and use every resource available to establish connections." Set Clear Boundaries: "The mix of professional and personal spaces can often be a challenge in remote work. That’s where creating distinct physical and mental zones for work is essential." Practice Makes Perfect: "Practicing virtual interviews before your first one can give you more confidence going into it and make you more familiar with the setting." Government Remote Opportunities: "The U.S. federal government...has not changed its plans, in part because its internship program was built from the ground up to be virtual." Actionable Insights for New Grads: Be open to hybrid and in-person roles: Don't limit your search to fully remote positions. Highlight remote-work skills on your resume and cover letter. Actively network online and attend virtual events. Practice your virtual interviewing skills and prepare your workspace. Develop strong time management, communication, and self-motivation skills. Research remote-friendly companies and industries. Consider freelance writing or data entry for summer income. Conclusion: The remote work landscape is evolving. While fully remote jobs are more competitive, there are still ample opportunities for new grads to find flexible and rewarding work arrangements. By being adaptable, proactive, and skilled in virtual communication, new grads can position themselves for success in the evolving world of work. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    15 分
  • How to negotiate your starting salary and other compensation

    How to negotiate your starting salary and other compensation
    2024/11/04
    Main Themes: Negotiation is Expected: Employers anticipate some negotiation and view it as a sign of confidence and self-worth. Failing to negotiate can lead to being underpaid and signal a lack of advocacy skills. Preparation is Key: Thorough research on salary ranges, company culture, and potential benefits is crucial before entering any negotiation. Value-Based Negotiation: Highlighting your skills, experience, and potential contributions to the company strengthens your position. Beyond the Base Salary: Negotiation extends beyond just the base pay to encompass benefits, perks, and other non-monetary rewards. Tactful and Respectful Communication: Maintaining a positive and collaborative approach throughout the negotiation is essential to secure a favorable outcome. Important Ideas/Facts: Understanding Salary Ranges: Entry-level salaries vary greatly depending on industry, location, company size, and specific role. Researching salary ranges through online resources like O*NET, Glassdoor, Payscale, and College Recruiter's salary calculator is crucial. Quote: "Before entering a job interview, it’s vital that you know that [salary] range; use it when negotiating, and if you think you deserve more, bring solid arguments to support that claim." Quote: “My research shows me that your offer is somewhat under market salary. What can we do to bridge that gap?” Timing and Approach: Don't negotiate too early. Wait until you have received a job offer before initiating any salary discussions. Quote: "No successful candidate ever started a preliminary interview by outlining their wage requirements or benefits questions." Express enthusiasm and gratitude for the opportunity while clearly stating your desired compensation and benefits. Quote: "I’m truly excited about this opportunity...Based on my research...I was wondering if there’s any flexibility on [salary, start date, or benefits]." Be prepared to justify your requests with data, market research, and examples of your skills and accomplishments. Quote: "Pulling a number out of your hat is unconvincing...Coming in prepared is key to negotiating a job offer without risking your position." Negotiating Benefits and Perks: Consider negotiating for benefits like: Flexible work arrangements (e.g., remote work, flexible hours) Professional development opportunities Additional vacation time Sign-on bonus Tuition reimbursement Company car Quote: "Give some consideration to non-salary benefits...See if you can get away with getting a company car, better retirement contributions, vacation time, remote work options, or professional development opportunities baked into your offer..." Additional Tips: Be aware of your bottom line. Know your worth and be prepared to walk away if the offer doesn't meet your needs. Practice your negotiation skills. Consider participating in workshops or mock negotiations to build confidence. Remember, negotiation is a two-way street. Aim for a win-win situation that benefits both you and the employer. Conclusion: Negotiating your first salary can be intimidating, but it is a crucial step in establishing your value and setting the stage for future career success. By being prepared, confident, and tactful, you can increase your chances of securing a compensation package that reflects your worth. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    15 分
  • How to get a job if you have a felony, misdemeanor, or other criminal record

    How to get a job if you have a felony, misdemeanor, or other criminal record
    2024/11/04
    The Challenge: Prevalence of criminal records: A significant number of students and graduates have criminal records, with an estimated 4% having felony convictions. Employer Reluctance: Many employers are hesitant to hire individuals with criminal histories, making the job search particularly challenging. Navigating Disclosure: Balancing honesty with strategic disclosure of criminal history is crucial. Key Strategies: Legal Empowerment: Know your rights: Understand state laws regarding pre-employment screening and expungement eligibility. Expungement/Sealing: Pursue record expungement or sealing for eligible offenses, potentially allowing legal denial of a criminal record. "Ban the Box" policies: Seek opportunities in locations that have adopted policies delaying background checks. Discrimination Protection: Familiarize yourself with laws like Title VII of the Civil Rights Act and the Fair Credit Reporting Act (FCRA) to challenge discriminatory practices. 2. Strategic Job Search: Target receptive industries: Focus on fields known to be more open to individuals with criminal records, such as skilled trades, technology, and certain government jobs. Networking: Leverage personal connections and reach out to organizations specializing in reentry and workforce development. Non-traditional methods: Utilize platforms like LinkedIn to build a professional network and showcase your skills. 3. Presenting Your Best Self: Honesty with discretion: Disclose your record truthfully when required but avoid unnecessary details. Highlight transferable skills: Emphasize relevant skills and experiences gained through education, part-time work, volunteering, or even incarceration. Demonstrate rehabilitation: Showcase personal growth, address past issues, and highlight positive changes. Exceptional presentation: Craft a polished resume, write tailored cover letters, and practice interview skills. Quotes from Experts: Jeffrey Korzenik: "The good news is that employers are more willing to consider a candidate with a record than they have been in decades, but the bad news is that a record is still a formidable barrier to getting hired." Melissa Clark: "The process [of expungement] can take six or seven months to complete in some states... and it is best to get the process started as soon as possible." Carisa Miklusak: "It’s always better to proactively discuss your situation with an employer, rather than addressing it once they find from your background results." Grant Aldrich: "People with criminal records should consider non-traditional methods to find a job... For example, some of the best jobs are not found on job boards but rather through LinkedIn connections." Additional Considerations: Entrepreneurship: Starting a business offers an alternative path to employment, allowing control and flexibility. Persistence and Positivity: Remain persistent in your job search, maintain a positive attitude, and seek support networks. Conclusion: Finding employment with a criminal record is challenging but not impossible. By understanding their rights, strategically approaching their job search, and presenting themselves effectively, individuals can overcome this barrier and achieve their career goals. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    19 分
  • Will AI be positive or negative for those early in their careers?

    Will AI be positive or negative for those early in their careers?
    2024/11/04
    Key Themes: AI as a Transformative Tool in Job Search: AI is revolutionizing the job search process for students and recent graduates. From crafting the perfect resume and cover letter to identifying hidden job opportunities and providing personalized interview practice, AI tools are empowering candidates to navigate the complexities of the job market more effectively. The Evolving Role of AI in Hiring: AI is being used in various stages of the hiring process, from initial candidate screening to interview scheduling and skill assessment. However, concerns remain about the potential for bias in AI algorithms and the need for human oversight to ensure fairness and accuracy. AI and the Future of Work: AI is not just automating tasks; it's augmenting human potential and creating new opportunities. Employers who embrace AI and upskill their workforce stand to benefit from increased productivity, innovation, and employee well-being. Data Privacy and AI: The increasing use of AI in job search and hiring raises concerns about data privacy and ownership. Regulations like GDPR are attempting to address these concerns, but individuals need to be aware of how their data is being collected and used. Key Takeaways and Facts: AI Tools in Job Search: Automated Applications: AI can auto-fill application forms, reducing errors and saving time. Job Matching Platforms: Platforms like Indeed and College Recruiter use AI to match candidates with suitable job postings, but College Recruiter does that only through its job search and not by attempting to match candidates' past accomplishments with employers' future employment needs. Interview Preparation: AI-powered tools like Big Interview offer simulated interview environments and provide feedback on responses and body language. AI in Hiring: Bias and Discrimination: AI algorithms can perpetuate existing biases in hiring data, leading to unfair outcomes. Legal Liability: Employers are ultimately liable for their hiring decisions, regardless of the technology used. Augmentation, Not Replacement: AI is best used to augment human capabilities in recruiting, not replace recruiters entirely. AI and the Future of Work:Increased Productivity: AI can automate repetitive tasks, freeing up employees for more creative and strategic work. Innovation: AI can analyze vast datasets to provide insights that drive innovation and help companies stay competitive. Employee Well-being: AI can help employees achieve a healthier work-life balance by reducing workloads and providing more fulfilling work experiences. Data Privacy: Transparency and Consent: Companies need to be transparent about how they collect and use candidate data and obtain informed consent. Data Minimization: Employers should collect only the minimum amount of data necessary for the specific purpose. GDPR and Data Privacy Regulations: Regulations like GDPR are being implemented to protect individual privacy rights in the age of AI. Quotes: “The proliferation of artificial intelligence (AI) technology like ChatGPT is transforming various aspects of life, including how students and recent graduates apply to part-time, seasonal, internship, and other early career job opportunities." "If your data isn't governed properly you're [ __ ] out of luck." "Employers are liable for its hiring decisions full stop it does not matter what technology you use." "The real value is not some cost savings today the real value is that we're going to be able to do things that we weren't able to do before." Conclusion: AI is undeniably transforming the job search process and the future of work. While there are challenges and concerns to address, the potential benefits are significant. By embracing AI responsibly and ethically, both employers and job seekers can leverage its power to create a more efficient, equitable, and fulfilling work experience. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    11 分
  • Are employers shifting toward skills-based hiring?

    Are employers shifting toward skills-based hiring?
    2024/11/04
    This episode analyzes the growing trend of skills-based hiring and its implications for employers, recruiters, and job seekers. Main Themes: The Shift from Traditional Hiring: Employers are moving away from traditional hiring practices that prioritize resumes and degrees and instead are focusing on a candidate's actual skills and abilities. Benefits of Skills-Based Hiring: This approach leads to a more diverse and inclusive workforce, improves the quality of hire, and increases efficiency in the hiring process. The Role of Technology: AI and machine learning are playing a crucial role in facilitating skills-based hiring by providing objective assessments and reducing unconscious bias. Implementing Skills-Based Hiring: The process involves defining skills needed for the role, developing assessments to measure those skills, and adapting traditional recruiting methods like career fairs and interviews. Challenges and Considerations: Ensuring fairness and effectiveness of assessments, balancing skills with experience, and managing candidate expectations are key challenges. Key Ideas and Facts: Skills-Based Hiring Defined: "Skills-based hiring is an approach that focuses on the actual skills and abilities of candidates, rather than their educational or professional pedigree." Impact on Diversity: "Traditional hiring practices often inadvertently favor candidates from certain socioeconomic backgrounds. Skills-based hiring dismantles these barriers, offering equal opportunities to a broader range of candidates." Technology's Role: "Advancements in technology play a crucial role in facilitating this shift. AI and machine learning algorithms can assess a candidate’s skills more objectively, reducing unconscious bias." The Resume Debate: "Do I really need to get rid of resume forever? There is a, the answer is no, not forever, and not for every position." Importance of Objective Assessments: "An impressive resume and experience do not guarantee that a candidate will tackle the work at hand. Proven, verified skills are a better indicator, although there are no guarantees." Pitfalls to Avoid: "There are several pitfalls to skills-based hiring, but they can be managed. First, there is the risk that the skills being sought are changing, disappearing or becoming commoditized. Employers need to evaluate for relevant skills that differentiate candidates and directly enable job performance." Measuring Skills: Various methods are being used to measure skills, including: Open-ended questions to assess technical articulation. Pre-employment tests to measure specific skills. Blind interviews to reduce bias. Situational judgment tests to assess decision-making skills. Portfolio showcases to highlight relevant experience. Quotes: "The future is recruiter recruiting...which means there's still a key role for the recruiter, but I think all these AI Technologies are really much better at doing these initial screens looking for the skills...The role of the recruiter really comes up further along the chain." "Skills-based hiring is on the rise and weighs more heavily than experience, in my opinion." "We frequently hear from hiring leaders who want to know how skills-based hiring applies to all talent, including candidates with and without college backgrounds." Conclusion: The transition to skills-based hiring represents a fundamental shift in how employers identify and recruit talent. While challenges exist, the potential benefits are significant. By embracing a skills-based approach, organizations can create a more equitable and efficient hiring process, build a more diverse and talented workforce, and ultimately improve their business outcomes. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    10 分