City Colleges of Chicago’s Post

As campus recruiting season ramps up, our research highlights the strategic value of early career recruiting for succession planning and overall talent pipeline development. Specifically, our student research reveals that 54% of interns who feel like they belonged in their internships intend to stay with their employer for 5+ years. With the lower cost-per-hire for early career talent and the added cost savings from retained, quality talent - early career recruiting is well worth the investment! Reach out to me for the link to the full study on the business case for investing in university recruiting!

I firmly believe that career services and alumni networks should be prioritized when choosing the right college. Investigate the college's career services, internship opportunities, job placement rates, and the strength of the alumni network. Consider how the college supports your career development and prepares you for post-graduation success. Building connections and networking opportunities can open doors to future career opportunities and professional growth.

Come, learn more about the promise of federal employment!

I posted a few weeks ago about graduate programs and how I think they're a missed opportunity for agencies. One of the things to get right is understanding *who* of the graduate pool you're trying to attract as an employer. The reason this is so important to understand is that some students are already lining up summer internships or clerkships two (or three) full years before they graduate. And once they start down those paths, it's very possible it'll lead to a job offer at one of those orgs - often before they're even in their final year. To be competitive amongst that group of students, you need to be visible, you need to be early, and you need to understand salary market rates. The Aussie Corporate has a great annual resource on graduate salaries, and the most recent edition is on the website at the moment. If there aren't many agencies offering graduate programs, that doesn't mean there's no competition for talent!!

Join me for this insightful workshop!

How early in your senior year of college should you start applying for post-graduation jobs? Recruiting windows for college seniors will vary significantly by employment sector, so the answer is that it depends on the type of job you are applying for. Many organizations with competitive training programs will begin recruiting early in the fall and start making offers in late November. Industries such as investment banking, consulting, and accounting are well known as early recruiters. These groups recruit very heavily from their summer internship programs, so juniors should start applying for these opportunities early in their junior year. Start your job search as soon as possible, and invest as much time and energy as you can if you are committed to finding a job by graduation. Since many graduates find employment outside of their college's formal recruiting program, it makes sense to start early. Reach out to learn more about how we can help you find your ideal job: www.TheRightStartCoach.com or [email protected]

Students - Do you want your internship to lead to a job offer? Here’s how I ensured mine did… 1️⃣ Went above and beyond on my responsibilities 2️⃣ Networked with other managers to learn from them (and ensure they knew me) 3️⃣ Made sure that HR knew I wanted to return to the firm According to Symplicity, 70% of companies offer their interns full-time jobs, and 80% of interns accept those offers. So how do you know whether to accept the offer or not? I’ll walk through my thought process tomorrow 💡

At an internship or fellowship and wondering when to bring up interest in permanent employment? Watch the video below to hear Craig Starcher speak on his experience with hiring processes!

AV Club was pleasantly surprised (and slightly alarmed) to get 150 applicants for our summer Apprentice Program. Our original plan was to short-list 5 candidates, but due to the volume of quality candidates, we’re interviewing 18 people. Ok, so why the LinkedIn post? Well, we’re going to hire 2 apprentices. Which means we can’t hire 16 of them. But you can. We also now have a large database of students still looking for summer internships. Want some recommendations? We’ve got them. And if you’re on the fence about hiring interns this summer, please consider doing it. Or, if you have a program in place, please consider adding a few more spots. There are generous government wage subsidies available to take the edge off. Take it from us, there are so many talented students looking for opportunities to get into our industry. And most of them are struggling. However, their level of creativity and entrepreneurial spirit is absolutely incredible. It’s a shame. We all received a helping hand at some point in our careers. This is an opportunity to do the same for some very talented and deserving students. cc: Moxie Garrett