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Archive for November, 2012

University Recruiting: Go Where the Scouts Go!

Wednesday, November 21st, 2012

Each year hundreds of college players enter the draft for professional sports teams in order to compete for their dream job: becoming a pro-athlete. And, every year coaches and scouts recruit the top athletes that fulfill their wish list to be the dominant team in the league by searching for their target players with the right skills and attitude.

Recruiting for your next “top performer” is not much different than the process that scouts use every April during the grueling draft trial. The conversations that we have with our clients when determining what they are looking for in candidates are very similar to the discussions that talent scouts, coaches, and team managers have in an effort to strategize exactly where to find talent for their upcoming season. Just as a sports team’s needs change each season, your needs as a business are also ever-changing.

When trying to be competitive in a marketplace, it is important to “scout” out the right talent. Some important elements in question are where to pursue talent, the desired attributes of candidates, and what certifications, industry experience, and/or specific knowledge the ideal candidate would ultimately possess.

I have had the pleasure in speaking to the career services departments of many universities across multiple countries to discuss networking opportunities, recruiting events, and to learn more about their program offerings. These students have been groomed for the opportunity to be your next Tom Brady and it is essential for your business to be competitive in their efforts to attain the top talent! There are many corporations fighting to get these top students and it is crucial to connect with them early in their careers to separate yourself from competitors. Developing and maintaining a campus presence, attending networking events, and mentoring students can be a game-changer come “draft time.” A business’s effort in securing students and alumni that align with their core values and needs can separate the Super Bowl champions from the rest of the pack.

When looking for new talent to add to your team, go where the scouts go… to the universities! Remember — the most successful teams put in the time and effort selecting the right players. In the long run, you will be glad you spent the extra time in securing the best fit for your team; you never know who might be your next MVP!

 

Written by: Kelly Bogey
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Posted in internships, Recruitment, Social Recruiting, University Networking | No Comments »

Hiring a Veteran

Tuesday, November 6th, 2012

As an employer, you know what makes your business the best that it can be – your employees! Regardless of the industry, your employees directly impact the quality level of the products and services that you provide to your clients.

When seeking highly trained candidates that have the capacity to lead and innovate, a veteran may be the perfect fit for the position. Armed with years of specialized training, a respect for established procedure, and an unparalleled work ethic, veterans have proven to be desirable employees that demonstrate a higher rate of retention.

Even with a laundry list of outstanding characteristics and dynamic skill sets, many veterans face unthinkable challenges upon entering the workforce. Yet, their loaded résumés are still not enough to pique the interest of every potential employer.  In addition, not all employers have mastered the art of cracking the ever-changing code of military acronyms that embody a veteran’s experience.

In order to progress past these issues, it is essential that businesses are equipped with the proper education on military culture and skill translation during hiring initiatives. Consider the following when implementing such a program:

Design a Strategy: Identify the key needs of your organization and how the skills sets of a veteran candidate may prove beneficial.

Welcome & Educate: Take the time to learn about military experience and culture, including solutions to the problems that veterans face in your workplace.

Actively Recruit: Broaden your knowledge of where and how to find veteran candidates.

Proactively Retain: Develop and promote vet-to-vet peer mentorship programs within your organization.

Tools & Resources: Utilize social media to keep yourself informed and up-to-date on trends and issues affecting our transitioning veterans.

Despite years of military service, a four-year degree, and security clearances, many transitioning veterans are still unable to find employment. Given the incredible sacrifice made by members of our armed forces and their families, employers should be strong advocates in increasing the opportunities available for those brave individuals – not based on a sense of obligation, but based on their unique set of qualifications that set them apart from other candidates.

This Veteran’s Day, let’s honor our many esteemed veterans by employing them!

 

Written by: Cari Castillo
Connect with Cari on LinkedIn 

Posted in Diversity, Veterans | 2 Comments »

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