Presentation on theme: "Welcome! Please standby. The CareerBuilder/Experience Webinar: is scheduled to begin at 3:00 pm Eastern - June 21, 2007 R ECRUITMENT M EDIA: D RIVING H."— Presentation transcript:
Welcome! Please standby. The CareerBuilder/Experience Webinar: is scheduled to begin at 3:00 pm Eastern - June 21, 2007 R ECRUITMENT M EDIA: D RIVING H IGH- I MPACT R ECRUITING IN THE C OLLEGE M ARKET!
Today's Presenter Founded Experience in 1996 and has grown the company into a leader in online career services for student and alumni job seekers. Experience is the world’s largest college recruiting network, including: –3.4 million registered candidates –3,800 universities –150,000 employers Presented By: Jennifer Floren Founder & CEO, Experience, Inc.
R ECRUITMENT M EDIA: D RIVING H IGH- I MPACT R ECRUITING IN THE C OLLEGE M ARKET! Presented By: Jennifer Floren Founder & CEO, Experience, Inc. In conjunction with CareerBuilder.com
Experience Audience Demographics Candidate Status –53% Students –47% Alumni eMail Opt-ins –750,000 Gender –46% Male –54% Female Top 5 Degrees –BA –BS –Bachelor Business Admin –MBA –Master of Science Major –Business –Computer Science/MIS –Business Finance –Business Accounting –Communications/Media
What to Know About The Next Generation of Hires: They are called “Millennials” and there are approximately 80 million of them in the US - the largest generation since Baby Boomers They are considered to be the most narcissistic and altruistic generation ever They were raised to live by the mantra ‘I am a special person" They are civic-minded and focused on helping those in need Although nearly 75% of college freshmen reported that it was important to be “very well-off financially” it’s not just for the sake of money as 45% of this generation feels it’s very important to develop a “meaningful philosophy of life” Source: University of California at Los Angeles study
Candidates’ Plans and Perceptions – It’s Not What You May Think College students are evaluating job offers based on these top criteria: –Fit with their skills (73%) –Company reputation and ethics (70%) –Career advancement opportunities (70%) –Location (66%) –Professional development/training (66%) 84% will choose an internship or full-time job based on the quality of the opportunity versus the brand recognition of the company 54% don’t care about the size of the company they work for where as 15% prefer a small company, 21% prefer medium-sized and 11% want to work for a large company 32% think companies like Starbucks and Microsoft offer more job security but 18% think companies like Starbucks and Microsoft are too big and that their job application would get lost Sources: Experience, Inc., Boston, MA 2007 Student Employment Survey
Unemployment rate fell to 4.5% in February 2007 Entry-level employers are increasing their hiring by 7.3% in 2007 63% of employers reporting definite plans to hire Hiring activity is expected to remain strongest in the South and West in 2007 Sources: US Dept of Labor, Experience/MSU Collegiate Employment Research Institute 2006 survey, employment survey by Manpower, General Employment Data – Today’s Market is Strong!
Because the Employment Outlook is Bright You Need To Get Even More Creative To Recruit the Best and Brightest College-Educated Talent!
What is Online Recruitment Media? Marketing tools that brand your career opportunities to prospective hires in a personalized and meaningful way to drive optimal recruitment results. Recruitment media tools include: Targeted eMail Sponsored eNewsletters Employer spotlights Sponsored web content Experiential programs
Why Do You Need It? Because 92% of college students reported that they will look for an internship or full time job in the coming year -- College recruiting entry- level candidates is NOT seasonal Because 43% spend more than 10 hours online a week Because 75% spend less than 2 hours a week reading magazines Because 67% spend less than 2 hours a week reading newspapers Because it’s flexible and cost efficient -- reach as many or as few candidates you want You can’t go to every campus in person but YOU SHOULD reach every college campus with your opportunities Sources: Experience, Inc., Boston, MA 2006 Media Perception survey and 2007 Student Employment Survey
Benefits of Online Recruitment Media More efficient recruitment Broad or targeted recruitment – it’s your choice –Make your on-campus recruitment ‘all campus recruitment’ –Cost effective way to reach a much larger talent pool –Reach passive and active candidates –Present your career opportunities in an environment where they can be shared/forwarded to other talented candidates
Case Study – Targeted eMail Challenge: Getting college-educated candidates to consider working Sprint while in school and specifically through the holidays Solution: 63,000 targeted emails went to candidates in colleges in the southern United States. The emails pitched part time jobs for holiday cash as well as tuition reimbursement programs as a way to drive college- educated candidates to apply for part time positions while they were in school so they could experience first hand a career at Sprint. Results: Sprint received more than 4,000 applications from college- educated candidates in 3 days
Case Study – Exclusive Experience An Event For One – Shared with Many Challenge: Compass Group brands serve food to everyone from fans at sporting events to Oscar winners. They wanted to reach the best culinary and hospitality majors in the US to showcase their brand and career opportunities. Solution: An in-person on camera interview with Chris Ashcroft, Executive VP of HR. Targeted emails were sent to more than 300,000 students inviting them to apply. Results: An Event for One-An Experience for Many! Thousands of applicants, tremendous brand exposure to students around the country and great interview by Meghan, a senior from Johnson & Whales. Chris was so impressed with Meghan’s enthusiasm and professionalism he hired her! Compass Group brands serve food to everyone from fans at sporting events to Oscar winners and Megan of Johnson & Wales is dying to know how to get her foot in the door! Listen to the advice she received from Chris Ashcroft, Exec. VP of HR at Compass. Watch Video
Things to Remember for High Impact College Recruiting The majority of college juniors and seniors will be looking for an internship or full-time job in the next 12 months -- college recruitment is not seasonal! College-educated candidates are more concerned with the quality of the opportunity than the company name. College students are online – you should be too. It’s critical to message about the quality career paths you offer in the context of your brand message not the other way around. Experiential programs that involve current employees puts a face and a personality to the organization. They make your company more enticing and memorable as a prospective employer.
Questions? Please press #1 on your telephone keypad To view our Defining Moments Videos and Job Shadows Blogs visit http://exclusive.experience.com Please contact your CareerBuilder.com sales representative to explore specific college recruiting opportunities For general college recruiting information, please contact Erin Murphy at email@example.com