Engaging first-year students in career services can be a challenging undertaking. Following are several recommendations for making critical connections with these students.
An employer brand is an organization’s reputation as an employer and the image of the company as a great place to work. When an organization undertakes employer branding, the ‘product’ it is selling is the employment experience it offers.
Today’s employer brand must appeal to the spirit of its intended viewer. A successful brand appeals to a deep-seeded need or a long-held value.
Georgia State University’s (GSU) career services office holds its Career Carnival, designed to engage first- and second-year students in career services and introduce them to career development constructs in a fun way.
One piece of advice for companies to help them improve their campus recruiting efforts: “Put a face with the name and show there’s a heartbeat inside.
Identify faculty partners willing to work collaboratively with the career services office in a partnership to promote student success, including reaching their personal, academic, and professional goals.
Humans have a basic need for three things: autonomy, competence, and relatedness. When these needs are fulfilled among your employees, your company will see of motivation, performance, persistence, and creativity. When any of these needs are hindered, your company will experience the opposite effect.
Many career centers use blogs to provide useful information to students and alumni, and expand online resources to balance with traditional ones. Here are some tips for planning, launching, and maintaining a career services blog.
A mission statement has to be created in a way that motivates employees to drive toward something important, believable, relevant, and achievable. It should meet the human need for relatedness and meaning. While it should be ambitious, the mission statement must accurately reflect a company’s culture. Processes that evolve into habits over time have to be designed to reinforce the mission. And, employees and customers have to witness behaviors that support this mission every single day.
Internet job postings—both on campus websites and on their own organizations’ websites—earned the highest effectiveness ratings for identifying and attracting potential new college graduates from employers responding to NACE’s 2012 Recruiting Benchmarks Survey.
Analytics are important when optimizing websites for mobile. It's important to be aware of the hardware and software visitors use to access the system.
Use marketing messages to brand your organization to potential hires. What makes your organization a great place to work is not about what you think—it’s about what your employees think. A great organizational culture is created by finding great people who are the right fit for the company.
NACE's Blog: http://blog.naceweb.org/
NACE's Tweets: @NACE.org
Contact NACE StaffNACE's Newsletter: Spotlight
©2015 National Association of Colleges and Employers. All rights reserved.