Today’s guest post is by our talented colleague and friend Karla Porter. Karla is the Director of Work Force Development and Human Resources for a chamber of business, industry and economic development agency in Pennsylvania and blogs about Human Capital & New Media at karlaporter.com You can follow her on Twitter @karla_porter for “all things human capital, career, recruiting and new media… maybe more.”
In 2008, college students and their parents were wearing out their worry beads thinking there would be little hope for a long time for graduates and no way to pay students loans for many years to come. Post graduate enrollment increased with students thinking they might as well stay in college rather than face unemployment or have to deal with underemployment. At least that way they could stave off student loans a while longer.
At the same time, in one of life’s ha ha I fooled you moments, employers coming out of recessionary shock realized the economic woes were going to be a chronic case of global acid reflux not a mere blip on the radar, but they couldn’t necessarily hold out on hiring any longer. What to do?
In many companies the answer has been to help manage budget cuts by hiring recent college graduates with the aptitude to do the job at entry level salaries, rather than seasoned professionals with track records that command heavyweight salaries. At the very least, hiring managers are much more willing to interview and seriously consider recent graduates than perhaps they have ever been. Whether it will prove to be a wise business decision in the long run or not, it’s the hand many hiring managers and recruiters have been dealt.
So, why not enjoy the VIP treatment college and university career services centers are delighted to bestow upon you in order to help place their grads, especially in these times of a tight job market? Get to know the players, build rapport with them and they’ll turn into a team of willing assistants for you. It might even help ease the pain of a “light” placement fee for third party recruiters or a smaller bonus for in-house recruiters.
Here are some tips to tap into talent – even if you don’t have a budget to get out to on-site campus recruitment events. I’ll use computer science/engineering majors as an example.
- Search university ranking computer science engineering to get started.
- Call the career services offices of those you are interested in and ask what the best way is to get your job in the hands of upcoming and recent grads. They’ll be happy to hear from you.
- Join alumni groups on LinkedIn.
- Need 5 years of experience? Search engineering graduate 2005 – here’s Texas A&M results, scroll down to the bottom for non-doctoral grads.
- Get a booth in a FREE virtual job fair like this one held annually for the Small Engineering Schools Consortium.
- Call the engineering school to get leads. Here’s everyone you could possibly want to know at Temple University College of Engineering.
Do you have any tips you would like to share for tapping into fresh college graduate talent? Interested to hear your stories and examples.