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College Hiring is up for 2018

Every 2016 graduatesyear the National Association of Colleges and Employers (naceweb.org) surveys companies to find out about their plans to hire new college graduates. The Job Outlook for 2018 for grads shows that college hiring is up 4 percent.

Although lower than the last several years, 4 percent still shows a positive outlook and a robust job market.

Some additional data from other surveys that college students and grads might want to know:

23.6 days is the average time from interview to offer (2017 Recruiting Benchmarks Survey Report)

$18.06 is the average hourly wage for an intern (2017 Guide to Compensation for Interns & Co-ops

51.3% is the average conversion rate from intern to full-time hire (2017 Internship & Co-op Report)

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Posted in Career Advice, Career and Industry Awareness, Diversity Recruiting, Education & Training, Employment Trends, Job Search Tips, Life After College, New Grad, Niche Job Board, Personal Exploration, Professional Development, What Employers Want | Tagged , | Comments Off on College Hiring is up for 2018

Artificial Intelligence in Hiring; AI is all over your Job Search

AI in hiringIf you are graduating soon, you should know that recruiters are increasingly using Artificial Intelligence (AI) in the hiring process.  That voice on the other end of the phone could be a real person or a real computer like a Chatbot or an Avatar of some kind. You probably won’t know.  See how companies like Ikea, L’Oreal and PepsiCo are using the hiring robot Vera in the recruiting process.

For the last several years the big issue I talked to new grads about was how to manage social media in the job search.  I wrote a lot about that.

You should know the basics of social media recruiting by now – clean up your digital dirt, stay professional when working with HR and make sure you are well represented across professional social networking sites like LinkedIn.

Artificial Intelligence in Hiring

Well today, new grads should know that the use of Artificial Intelligence in hiring, is dominating the recruiting conversation.   In other words, Artificial Intelligence is all over your job search and if recruiters are talking about it, then you need to know about it.

It is possible that as you apply for jobs, Artificial Intelligence in some way or the other, without getting too technical, is being used to:

-Screen or scan your resume or your CV.

-Schedule your job interviews or actually “meet with you” to conduct your interview.

-Compare your profile via your resume or application to the profile of successful employees in the organization and rating your potential.

Companies are increasingly depending on Artificial Intelligence in hiring because it saves time for recruiters on administrative work, reduces the costs of bad hires and some say – eliminates bias in the job search.

Whatever the reason, the Class of 2018 should know that all of us will be increasingly connect with Artificial Intelligence in hiring and the more we know about it the better prepared we will be.

Of course, Artificial Intelligence won’t completely replace the people in HR, but you may find that AI could either make it harder for you to get in front of a real person or fast track you through the process.

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Posted in Career Advice, Career and Industry Awareness, Diversity Recruiting, Employment Trends, First Year on the Job, Job Interviews, Job Search Tips, Life After College, Life at Work, Millennials at Work, New Grad, Social Networking, What Employers Want | Tagged , , , , | Comments Off on Artificial Intelligence in Hiring; AI is all over your Job Search

Companies are Creating New Alumni Programs

Join an Alumni ProgramThere is another reason to never burn your bridges when you leave your company – You may want to go back one day.  And furthermore, the company may actually want you back!

Employers are doing more to create a new type of alumni program.  Not the type you probably already know about where graduates from the same college join together to help recruit more employees from their alma mater.  This is the alumni program that HR offices are building where the “alumni” are actually former employees.

In a recent publication from the Society for HR Management, one article says that Deloitte calls these types of alumni, “Colleagues for Life”.  Some other companies call these former workers “Boomerang Employees” or “Comeback Colleagues” because they leave, and the company is hoping they will come back.

With a tight job market where the unemployment rate is close to 4%, talent is sometimes hard to find and organizations are getting creative about where they source new employees.

Value of Alumni Programs

Here is the value companies are touting for participating in these new alumni programs:

87% allow these alumni to access company news and information

84% offer networking opportunities

80% invite alumni to special events

54% are offering alumni career development and continuing education

12% are offering groups for professional and personal interests

So if you are thinking about making a career move, think about a company where you may have already worked.

They may want you back.

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Posted in Career Advice, Career and Industry Awareness, Employment Trends, First Year on the Job, Job Search Tips, Personal Branding | Tagged , , , , | Comments Off on Companies are Creating New Alumni Programs

7 Workplace Disrupters Every Worker Should Know About

7 disrupters of work If you are a worker or future worker, it doesn’t hurt to get a little bit of understanding about how the folks who are interviewing you, offering you jobs and managing you, are thinking and going to be thinking.  (Graphic source – Bersin, Deloitte Consulting LLP, 2018)

As you know I’ve been sharing trends on workplace practices that new college grads and emerging professionals should know about.  However, the rate of change today, means that this information is not just relevant for these two groups.  It’s relevant for everyone!!

This list of 7 Workplace Disrupters were on the agenda at IMPACT2018, an annual get together of HR leaders talking and learning about the future of people management in evolving workplaces.   The theme for this year’s gathering was: The Rise of the Individual in the Future of Work. 

The 7 Workplace Disrupters that are forcing us how to think about workplace practices are listed below.  This list is not to be feared of course, but to be acknowledged as the current realities through which we must navigate our professional lives.

The 7 Workplace Disrupters

-Technology is everywhere.

-Artificial Intelligence (AI), Cognitive Computing and Robotics is new to the list of trends that are impacting HR practice of recruitment and selection of job candidates.

-There is a tsunami of data that HR offices (and organizations) are increasingly using to help make decisions.

-Jobs are vulnerable to automation.

-Diversity and generational changes are a factor in today’s workplaces.

-There is an explosion in contingent work (The numbers of part-timers, freelancers and independent contractors is on the rise).

-Average length of time in a job is about 4.5 years and skills are basically “expiring” more quickly.

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Posted in Career Advice, Career and Industry Awareness, Diversity Recruiting, Employment Trends, First Year on the Job, Leadership, Life After College, What Employers Want | Tagged , | Comments Off on 7 Workplace Disrupters Every Worker Should Know About

I’m just looking for a good place to work

One of the most streGood place to workssful parts of the job search is evaluating whether or not a certain company would be a good place to work – for you.  Questions you ask yourself could be – How do I pick a good place to work? How do I know if I will like working in a certain company?

A recent article in the Society for Human Resource Management magazine looked at data from the Effective Workplace Index which identified characteristics of high performing versus low performing organizations.  The index compares how employees behave in high performing environments versus how employees behave in low performing environments. Some of the items in the index may be of interest to you as you research a company to find a good place to work.

For example, the data shows that in high performing organizations, 77% of employees want to stay versus 30% of employees who want to stay at a low performing company.

Another example is that 55% of people in high performing companies indicate that they are engaged in their jobs versus only 17% in low performing workplaces.

How would you use this information to your advantage as you consider where would be a good place to work?  Here is one way.

During the job interview, most recruiters and hiring managers, give job candidates an opportunity to ask questions about the company.  Consider formulating questions that would help you get a sense of whether or not it is a high or low functioning environment based on how people in that company feel about their satisfaction or their engagement.

Here are a couple questions you could ask:

Question 1: What is the employee turnover like in this position?  This will help you understand if people are staying with the company or not.  If you hear that people get promoted from this position into other roles, that could be a good sign that this is a good place to work.  If you sense that they are posting this job all the time, you might think that people don’t want to stay.

Question 2: What are some of the things that leaders in this company do to make sure employees are engaged with their work?  If you get a response that the company conducts employee engagement surveys or that managers coach employees to meet company objectives, while taking employee career goals in mind, you may think they are doing more to engage employees.  If you hear nothing about these types of activities, then you might thing that engagement is not a priority for them.

Choosing the right place to work is just as important to job applicants as finding the right employee is to companies.  It you don’t hear the responses you expect, it doesn’t mean that you won’t enjoy working there or it won’t be a good fit for you, it just means you have more information to make a better, more informed decision about this company as a potential place to work.

Ask the questions that will get you the information that you care about as you evaluate whether or not an organization would be a good place for you or not. It’s better to learn more up front, instead of finding out after you start working.

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Posted in Career Advice, Choosing a Career, Job Interviews, Job Search Tips, Life at Work, Millennials at Work, On campus interviews, Work and Life | Tagged , , | Comments Off on I’m just looking for a good place to work

Black Teen Unemployment Rates at 22.9%

Teens at WorkThe US Department of Labor released the employment numbers for December 2017.  The December jobs report showed 148,000 new jobs and unemployment rate of 4.1%, which is the lowest in 17 years.

Although the numbers are good overall, it is concerning that the unemployment rate among African American teens stands at 22.9%.  Gallup data shows that young black males as a group also have higher unemployment, lower graduation rates, less access to healthcare and higher incarceration rates than other racial, age and gender groups in the U.S.  A college degree is often cited as the rationale for the differences among adults, but the gaps in teen unemployment requires more explanation and attention.

Below is a breakdown of the employment data for December.

WHITES – 3.7% overall

Adult men (20 years or over) overall 3.4 %

Adult women (20 years or over) overall 3.4%

Teenagers (16 – 19 years) 12.3 %

BLACKS – 6.8% overall

Adult men (20 years or over) overall 6.6 %

Adult women (20 years or over) overall 5.8 %

Teenagers (16 – 19 years) 22.9 %

HISPANICS – 4.9% overall

Adult men (20 years or over) overall 3.8 %

Adult women (20 years or over) overall 5.3 %

Teenagers (16 – 19 years) 15.4 %

The number of long term unemployed, (those unemployed beyond 27 weeks) remained unchanged at 1.5 million representing about 23% of the unemployed.

EDUCATIONAL LEVEL

Unemployment rates for persons 25 years of age or older by educational level:

Less than High School – 6.3%

High School graduate with no college – 4.2%

Some college or Associate degree – 3.6%

Bachelor’s degree or higher – 2.1%

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Posted in Career and Industry Awareness, Diversity Recruiting, Education & Training, Employment Trends, HBCU's and Politics, ReSkill America, Teens at Work | Comments Off on Black Teen Unemployment Rates at 22.9%
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