recruiting top talent and hiring interns

RECRUITING TOP TALENT AND HIRING INTERNS

Agenda

Ideal Candidate Characteristics Today’s College Students - Who are they

and what do they want? Research on Student’s Approaches and

Attitudes toward the Job Market Successful Recruiting Strategies

Who is Your Company’s Ideal Candidate?

Activity:

The Perfect Candidate

Communication Skills

Strong Work Ethic Teamwork Skills Initiative Interpersonal Skills Problem-Solving

Skills Analytical Skills Flexibility/

Adaptability Computer Skills Technical Skills

Detail-Oriented Organizational

Skills Leadership Skills Self-Confidence Friendly/Outgoing Tactfulness Creativity Strategic Planning

Skills Entrepreneurial

Skills Sense of Humor

Ideal Candidate vs. Perfect Candidate

Leadership Experience Major High GPA (3.0 or above) Involvement in Extracurricular Activities Volunteer Work School Attended

1/3 prefer a candidate with internship over a student without one

Today’s Students – Who are they? Class of 2009

They don't remember when "cut and paste" involved scissors.

With little need to practice, most of them do not know how to tie a tie.

They learned to count with Lotus 1-2-3. They may have fallen asleep playing with

their Gameboys in the crib. They have always been challenged to

distinguish between news and entertainment on cable TV.

Source: Beliot College Mindset List (November 2008)

Identify traits/characteristics of Generation Y

Activity:

Generation Y

Personal relationships are important Diverse and more global in nature Multi-task & communicate in various

ways Programmed with activities since toddler

years High expectations of self and employers Expect instant gratification Work to live and expect work/life balance Expect to work smarter not harder or

longer

Today’s Students Workplace Differences

Workplace Dimension Generation Y (1982 – 2000)

Career Goals Build a parallel career

Work Style Work to deadlines, not schedules

Authority & Leadership Value autonomy

Communication Casual & Direct; eager to please

Feedback At a Push of a Button

Loyalty To the People involved in the Project

Technology What else is there?

Training Continuous Learning is a Way of Life

Rewards & Recognition Work that has Meaning; Instant Gratification

Work-Life Balance Blend Personal Life into Work

Job Changing Part of Daily Routine

Campus Life vs. Business World Freedom Choices Impact

Individual Strong Peer

Network No Limits Informal Casual Dress Campus Conduct Self-sufficient

Accountability Choices Impact

Business Business Networks Limits and Processes Formal Business Appropriate Professional Conduct Synergistic

Relationships

What do they want?

Opportunity to Advancement Job Security Quality of the Insurance/Benefits Package Friendly Co-workers Job Location Opportunity for Personal Development High Starting Salary Recognition Opportunity for Creativity Clear Assignments

Moving On 2008 – NACE Research

Goals of Survey Plans immediately after graduation Strategies & tactics used to obtain

employment Attitudes & preferences regarding work,

potential employers, & attributes of the job

Survey Participates

375 Schools in 45 States More than 19,000 students (11,000 are graduating

seniors) Geographic Location of Respondents

25 % Northeast 26 % South 27 % Midwest 22 % West

Ethnic 25 % of respondents identified themselves as minorities

Gender 68 % Female (represent 57% of nation’s college student

body) 32 % Female

Post-Graduation Plans

  Count Percent

Work- Private Industry 4,740 45.0%Go to graduate or professional school 2,503 23.8%

Begin my own business 230 22.2%

Work- Nonprofit 1,469 13.9%

Work- Government 934 8.9%

Take time off 482 4.6%

Other 134 1.3%

Work- Military 44 0.4%

Total 10,536 100.0%

Internship or Co-op Experience

Figure 49: Have you had an internship or co-op?  Count PercentYes, Internship 5,273 50.1%Yes, Co-op 387 3.7%Yes, Both 329 3.1%No 4,526 43.0%

Total 10,515 100.0%

Figure 50: Offered a job through internship or co-op?(Interns and Co-ops) Count PercentYes 1,865 31.3%No 4,096 68.7%

Total 5,961 100.0%

Parental Involvement

Figure 57: Invite parents to orientation

  CountPercen

t

Yes 29 0.7%

No 4,087 99.3%

Total 4,116100.0

%

Figure 59: Invite parents to interview

Count Percent

Yes 17 0.4%

No 4,100 99.6%

Salary Expectations by Industry & Gender

Targeted Industry Female/Median Male/MedianAccounting $42,500 $47,500Advertising $32,500 $37,500Consulting $37,500 $47,500Education $32,500 $32,500Engineering $52,500 $57,500Finance $42,500 $47,500Health $37,500 $42,500Hospitality $32,500 $37,500IT $37,500 $47,500Manufacturing $37,500 $47,500

How long will you stay with 1st employer?

  Count PercentLess than 2 years 1,533 14.6%2-5 years 3,964 37.8%More than 5 years, but 583 5.6%less than 10 years    10 or more years 718 6.8%No clear expectation 3,695 35.2%

Total 1,903 100.0%

Weekly Work Hours

  Count Percent40 hrs or less 1,396 13.3%41 to 50 hrs 6,402 61.0%51 to 60 hrs 1,943 18.5%More than 60 hrs 756 7.2%

Total 10,497 100.0%

Work-Life Traits, Percent Reporst as More Important Than the Job, 2008

Religion

Fam

ily

Ethics

Comm

unity

Happine

ss

Free

Tim

e

Vaca

tion

...

Health

0

0.1

0.2

0.3

0.4

0.5

0.6

0.7

0.8

0.9

32.5%

83.6%

77.3%

24.7%

73.5%

28.3%

22.2%

81.9%

Work-Life Traits

Perc

ent

Employer Attributes

Opportunity for Advancement

Job Security Quality of Insurance

Package Friendly Co-Workers Job Location Opportunity for

Personal Development High Starting Salary Recognition

Opportunity for Creativity

Clear Assignments Casual Work

Atmosphere Diverse Work Force Active in Community Signing Bonus Recognized

Company Name

“People leave managers, not companies”- The Gallup Organization

What does this mean to recruiting?

Candidates’ Job Search Strategies Company Web Sites Career Center Commercial Search

Sites Networking Career Fairs Company Reps Employer Info

Sessions Recruitment

Brochures

Newspaper Ads Employment

Agencies Career Center

Print Postings Professional

Associations Virtual Job Fairs Company Podcasts

Social Networking Sites

Do you use them? Do you feel it is another avenue to

reach your target audience?

The Candidate Centered Approach

Recruiting is like SELLING!!!

Strategies to Recruit Gen Y

Candidate Centered Approach Communicate Clear Career Timelines Highlight the “Bigger than You” Picture Present Corporate Hierarchy Promote Work-Life Balance Utilize Internship Program Ensure Candidate Culture Fit Brand of Company

Good Recruiting is all about RELATIONSHIPS!!!

Engage and Retain Gen Y

Immediate Orientation & Development “Hands On but Not a Micro-Manager”

Management Style Work Place Flexibility Teamwork/Work Diversity Recognition Compensation and Benefits

Conclusion

Remember Your Ideal Candidate Characteristics

Today’s College Students - Who are they and what do they want?

Research on Student’s Approaches and Attitudes toward the Job Market

Successful Recruiting Strategies

Nancy Bernard, Directornmb@auburn.edu

Holly Holman, Internship Managerholly@auburn.edu

303 Mary Martin HallAuburn University(334) 844-4744

Questions???