Tag Archive for graduate Recruiting

Could Moocs be the next big thing in college recruiting?

If you follow the learning and development community, then Moocs, or Massive On-line Open Courses won’t be a new concept. They have been gaining momentum, popularity and adoption since first appearing in 2008. .Wikipedia defines a Mooc as:

“A Massive Open Online Course (MOOC; /mk/) is an online course aimed at unlimited participation and open access via the web. In addition to traditional course materials such as videos, readings, and problem sets, MOOCs provide interactive user forums that help build a community for students, professors, and teaching assistants (TAs).”

Kevin Wheeler wrote on ERE in March 2014:

“Sites like Udemy, Moodle, Udacity, and others allow organizations to create their own private courses. These can attract potential candidates and provide a platform for engagement that is authentic and useful to the candidate and your firm. If you can involve hiring managers, as well as fellow employees, you will have one more high-quality source of candidates.”

In my work with Sydney start-up and SRM (student relationship manager) technology provider iGrads, I have been spending the last 12 months taking a close look at the trends within graduate and entry-level hire, and  I can see real potential for organisations to develop their own Moocs to attract students, by providing learning delivered by employees to support and mentor students in their course work during their study years. This would connect the organisation with students providing real value to all. For the student they get high quality, relevant learning, whilst the company gets a great opportunity to connect, build relationships, offer work experience and internship, as well as assessing a students skills, capability and learning through study, assessments, assignments and real life simulations. This has to be the ultimate in employer branding particularly when hiring students. Connect in year one, and you would be the obvious destination by year 3, as well as ensuring that study is relevant to work, a common complaint when looking at the traditional academic curriculum.It has been well documented that Gen Y value learning, whilst millennial’s value development opportunity, Organisations offering Moocs would stand out on both accounts.

Thinking beyond students in university, the rising cost of study, against a background of high level student unemployment has led to many questioning the value of continued education. An ambitious organisation requiring specific skills or learning could set up their own university equivalent as a means of attracting and assessing candidates in a whole range of areas, particularly talent short markets such as developers, your own in-house code academy, open to anyone interested in signing up.

My thinking is that this could be something we should see much more of over the coming years.

Bill

Guest Post: Sodexo's @Arie_Ball: Hiring college grads, building a future #truDublin

I found an old Irish proverb that says, “The future is not set, there is no fate but what we make for ourselves.” I think this proverb is especially poignant when we project it on college recruiting.

At Sodexo, college recruiting is a way to recruit top talent for the leadership of our company, now and into the future. This philosophy is embraced at all levels, from our CEO and his executive team to our field operators.

But, our efforts are not just about attending recruitment events, nor are they just about our hiring needs for today. We work to actively engage college students throughout their college years and build relationships with them for today and tomorrow. From Sodexo Careers blog posts to mentoring programs, we work with students to help guide them towards their careers and teach them job search strategies and techniques. We also aim to introduce them to all of the different career options within Sodexo.

If you do not sow in the spring, you will not reap in the autumn.

One of our premier offerings for college students is our Future Leaders internship program, which features individually tailored professional development and mentoring opportunities, providing a foundation for their future success.

We start by training our hiring managers on how to create a meaningful work experience for interns. Then, we ensure that each intern is matched with a mentor to help navigate our company and provide additional technical/professional expertise. We provide professional development webinars on career planning, ethics in the workplace and the use of social networking to enhance communication.

At the conclusion of the internship, we find that more than 95 percent of interns would like to work for Sodexo and more than 40 percent who are eligible for hire are offered a position. Additionally, select students who complete the internship are invited to participate in our Student Ambassador program, which aims to build Sodexo’s employment brand on campus with faculty, staff, students and alumni.

You’ve got to do your own growing, no matter how tall your grandfather was.

We also realize that students sometimes need to find their own way. So, we start early, working with high school students. Through our relationships with top student organizations in our industry, like ProStart and BCA, we provide mentoring, career search help and make site visits. At the college level, we work with the National Society for Minorities in Hospitality (NSMH) where we not only attend career fairs but have a strong presence throughout the year. We also serve on industry panels at the NSMH national conference where we connect with students and invite them for on-site interviews.

Attending conferences is great. But, our main focus is in building relationships with these students using the communication tools that they prefer – social media. From the dedicated college recruitment page on our Career Center web site, students have access to numerous sites including our Sodexo Careers blog, a Facebook page, several LinkedIn groups, a YouTube channel and our Twitter handle, just to name a few. We also embrace unique opportunities within these media, such as creating Facebook event pages, i.e. Sodexo’s NSMH conference page. Even if we don’t have a position for them now by maintaining connections through our talent communities we may just have the perfect position for them as they gain experience and progress with their career.

Communicating on their terms is key to reaching college students. For example, earlier this year we embarked on a mobile text message campaign to reach students attending the NSMH national conference. Students who subscribed to our “text to win” campaign submitted information that captured in our candidate database. From there, we interacted with these students throughout the conference and used their information to generate leads for various job openings. The interaction with the students was phenomenal, but it wasn’t all about us. The students who participated were entered into a drawing for a $300 Apple store gift card.

At the core of all our student outreach activities lies our goal to not only brand Sodexo as a top employer with the next generation of leaders, but to help shape career choices while students are still in high school .. For example, we contribute a bi-weekly post to Dan Shawbel’s Student Branding Blog, a Top 50 Counseling Blog with 14,000 readers per month and we’re cited multiple times in two ProStart textbooks used by 84,000 highschool students. If we are not preparing today for the talent we need tomorrow, our companies will not maintain their competitive position in the market.

Distant hills look green.

College recruitment may only be one element that contributes toward Sodexo’s future, but it is one that we believe plays a critical role in the development of our future leadership. We work to not only identify top talent, but to help prepare that talent to ensure quality hires upon graduation. Once hired, we continue to develop that talent, guiding them toward the future.

Wherever you go and whatever you do, May the luck of the Irish be there with you. I look forward to meeting you at #truDublin!

Don’t miss the opportunity to meet with Arie at #truDublin next week. You can buy the last few tickets HERE

My #trulondon thinking and the #trugrad program

Wow! #trulondon is now over, at least the in person part. The last curry has been eaten, pint drunk, Meet me-me card exchanged (thanks PinstripeTalent) and conversation had.I have quite a few posts lined up on my learning points, but the one I want to start with governs graduates and graduate recruiting.
Before #trulondon, I got a bit fed up of hearing and reading about graduate recruitment frompeople who had long since seen a university or college. I wanted to hear first hand about graduate recruitment and any issues with the process. to address this I invited a group of students from less fashionable Middlesex University led by their employability mentor @WendyJacob.
What struck me was the harsh realities about being a final year student outside of the elite academic establishments.
The majority of universities do not qualify as elite, hence the vast majority of students do not fit in to this category.
From those who took part I had the following thoughts and ideas I to share with you:

1:The graduate recruitment programs are currently not fit for purpose.The application process is time-consuming taking up to 5 days to complete.This is during a critical year for students when study time is understandably at a premium. Why recruit in the final year? If companies hired in the first or second year of study there would be quite a few benefits:

1: The students have more time to complete the application process and expand their number of applications.
2: By hiring earlier in the academic process, succesful students can gear their options and projects around the business they will be joining.Once appointed, vacations can be spent on internships with the hiring company. Can anyone think of a better way to align study with preparing for work? The offer can be subject to examination, giving added motivation to study in the final year.

3: The hiring company can provide a mentor to work with the successful candidate providing support, advice and motivation during their study years.

4: In terms of employer branding opportunities for companies seen to be support students during their studys, a great opportunity for less fashionable brands or S.M.E.’s.

Another point that came across loud and clear from the panel of students is that relocation is not always an option. Many students are not born with a silver-spoon in their mouths.They balance study with work, sometimes raising children or supporting parents, some live at home and can not afford the luxury of relocation. Imagine the pay-back,commitment and brand advocacy you could get by supporting and employing someone with this levelof commitment and motivation to bettering themselves. There is a wealth of untapped potential in the less fashionable universities. I’m sure the best talent at these establishments stand up well against what is available from the more recognised universities. There is less competition for the top students. In my opinion all employers should look to their local universities for a percentage of there minimum intake,and forge closer links to smooth the process, getting to know students outside of the recruitment process.

At the end of the track Peter Gold of Hire Strategies suggested that those present should mentor one student through the job seeking process, what he asked for in return is that the students share their lessons through social-media in order to help others.

I’m proud to say that this was well supported, and was a really positive outcome from the track. We are now seeking more help in spreading this through the #trulondon community:

What we are looking for:

1: A company either willing to sponsor a #truGrads website so that we can build a great resource for student jobseekers, and a central place to maintain the students learning blogs for others to use. (the alternative is a company that can build and host it for us.)

2:More mentors willing to take on one student through the scheme. We need a real-time commitment rather than words.

3: Ideas on how we can grow the program.

4: Venues for hosting workshops and training days.

If you think you can help with any of this please contact me bill@billboorman.co.uk, or leave your own thoughts in comments.

What do you think?Is it all talk or can we make this happen?

Bill