student voice: campus recruitment from the student perspective

Student Voice: Campus Recruitment from the Student

Perspective

Lauren Friese

Founder, TalentEgg

Contents

1.Introduction

2.Students vs. Employers Data

3.The Student Voices

4.Key Findings

5.Career Centre/Employer Voices

Student Voice: Campus Recruitment from the Student Perspective

Introduction



Who Am I?

Lauren FrieseFounder of TalentEgg.ca

• Queen’s economics grad (2005)

• London School of Economics

• Efficient school-to-work transition in the UK – used online resources

• Returned to Canada to launch TalentEgg in 2008

@LaurenFriese

• At the intersection of employers and Generation Y

• Canada's most popular job site and online career resource for Generation Y

• The #1 choice for employers to attract, target and recruit Canada's top students and recent graduates

@TalentEgg

What Is TalentEgg?


Born between 1982 and 1999, currently ~12-29

Most diverse generation

Hyper-involved in many activities throughout life

Raised on positivity and constant feedback by Baby Boomer parents; reinforced by teachers, coaches, peers

More exposure to media/ads than any previous generation

Generation Y: The Basics


Generation Y: The Basics

Daily computer and Internet use since ~1998

Mobile phones and portable digital music since 2000s

Digital photography

Text and instant messaging

Today all of these in one = smartphones

“Digital Natives” = Complete digital connectivity since childhood (not tech experts)


Quick Wins For Employers?

1.Open up your hiring for the opportunity to reach (more?) top students

2.Recruit outside the regular Sept/Jan periods to attract top (and more) talent

3.Invest in feedback to impress and retain candidates

4.Improve job descriptions to ease the process for you and for students


Students vs. Employers Data



Canada boasts a high youth underemployment rate of 30%


82% of students are enrolled in programs

that, in our experience,

only 10% of employers hire

from

Other

Business18%



• Only 19% of students said they’ll be searching for their first post-grad job in September (the month that most companies recruit in)

• Employers who recruit primarily in September will miss out on 80% of the student population OtherSeptember

19%




67%

33%

Did you know most employers hire graduating students in September?

Two thirds of students do not

know most employers hire

graduating students in September

Yes:

No:


No; 34%

Yes, and I would go again;

34%

Yes, but I wouldn't go again; 32%

• 2/3 students have attended a career fair at some point

• only 1/3 found the experience valuable enough to want to go again in the future

• 34% have never attended a career fair on campus Have you ever attended a career fair on your campus?




Most common reasons for not attending:

• No time

• Not interested in employers attending

• Schedule conflicts


• 42% of students plan to attend zero info sessions over the next year

• 34% of students don’t even know what an info session is

• Employers that participate in info sessions are reaching less than 25% of the student population How many employer info sessions do you plan to attend over the next year?

What's an info

session?

0 1 to 5 5 to 10 10+

34%

42%

11%8%

5%




Social media:

• Only 9% of students look for career information and participate in career discussions on social media websites such as Facebook and Twitter


15% of young Canadians can’t find work at all

Student Perspective


Job hunting is hard.

Students want to be heard.

An online petition that includes stories, photos, videos and

comments from students and recent graduates

Student Voice: The Concept


Student Voice started as a campaign to raise the profile of youth underemployment – and it has achieved that – but it has also become:

• a community for frustrated students and successful recent grads alike

• a resource for employers trying to get a better understanding of Gen Y

Student Voice: The Response


Student Voice: The Growth


Why Should You Care?


The Voices


Degree

42% Current Students58% Recent Graduates

Program

25% Business Students

Current Situation

43% Un- or Under-employed

Type Of Student


Key Findings


1. Recognize my achievements, not my network

2. Recognize my achievements, not my degree

3. Give me feedback

4. Improve job descriptions

5. No experience no work, no work no experience

Major Themes


“The process of applying for real jobs is new to most students. We want to know how we can make ourselves more marketable and what we can do to not be cut in the initial screening.”

Laura Wettstein, BBA Graduate, Mount Royal University

“I find it upsetting when employers won’t even acknowledge receipt of the application unless you are contacted for an interview. We spend a lot of time, money and hard work perfecting applications, and sometimes I wonder if they even got it.”

Vicky Tobianah, Graduate, McGill University

Feedback


“Each job description sounded like my dream job. But, when the

employer described the position during the interview, it sounded

nothing like the posting.”

Justyna Zarzeczny, Communications and Design Student, U of T Mississauga

Improve Job Descriptions“It felt like I was just reading the

same job description over and over again with the same requirements.

To attract top talent, businesses need to sell themselves better.”

Vino Jeyapalan, Science Student, University of Western Ontario


Improve Job Descriptions


24% 25%

4%

11%

35%

2%

Which factors are most important to students and recent grads when they’re searching for jobs?

No Experience <> No Work“Experience is important, but so is my education. If I have

just left university, how could I have 3 years of experience?”

Gabrielle Ried, Graduate, Mount Allison University

“No experience, no job. No job, no experience. Employers – I

have to start somewhere!”

Fauzia Hemani, Graduate, University of Toronto

“I recommend to specifically label job postings on whether

relevant experience is needed, and whether entry-level is truly

what you’re looking for.”

Alanna Carlson, Student, University of Saskatchewan


Business students(25%)

• Employers also need to make a good impression

• Make sure job postings are accurate and specific

• Value your interns as long-term assets. We aren’t recyclable.

Non-business students (75%)

• Don’t just hire business students!

• Expand your recruitment models. Don’t use key-word criteria and look beyond grades/degree titles.

• Hire more students.

Business Vs. The Rest


Tyler and Anna on discriminatory interview practices

“Most of the questions were designed to test business acumen and broad

problem solving skills that could easily be honed after a few years of commerce study. But for me, a film

student, they seemed alien.”

Tyler Turnbull, Graduate, Queen’s University

Poignant Voices


“International students leave their homes to find better opportunities and lead better lives, yet they still struggle. Break out of your typical hiring routine

and try something (or someone) different!”

Ishpreet Minhas, Graduate, Dalhousie University

Poignant VoicesIshpreet on the difficulties international students face


Kate on the gap between small schools and big jobs

“Small changes, such as assigning recruiters to given regions and using

technology like Skype for interviews, can make a huge difference. These

adjustments make the recruitment process less location-specific and less

intimidating.”

Kate MacKenzie, Student, Acadia University

Poignant Voices


“Employers should include interns and students in their teams for the long-run. Nothing is more frustrating than putting in

long hours and good ideas, and your employer refusing to see you as a long-

term member of the team”

Carolyn Mann, Student, University of British Columbia

Carolyn on how interns are not recyclable

Poignant Voices


Career Centre/Employer Voices



Employer VoicesEmployers have been reading Student Voice and want to add their voices to help students and recent graduates

“As employers, we have a duty to be available to students. We have to make sure that we’re out on campus – not just in the fall, but that we should be looking at a year round approach.”

Nancy Moulday, Manager Recruitment, TD Business Banking

“A challenge we face is that students don’t always understand what consulting is or how their degrees and experiences position them for careers in management or technology consulting.”

Lisa Kramer, Canada Campus Recruiting Lead, Accenture

“Every year, strong candidates miss fall recruitment because,

even though career centres try to prepare them, students are more

focused on their studies and extracurricular activities than

finding a job for 8 months down the road.”

Kathleen McConnell, Haskayne School ofBusiness Career Centre, University of Calgary


Career Centre Voices

1. Open up your hiring for the opportunity to reach the 82% of students not currently enrolled in Business programs

2. Recruit outside the regular Sept/Jan periods to attract top (and more) talent

3. Invest in Feedback to impress and retain candidates

4. Improve job descriptions to set up student expectations

Quick Wins For Employers?


STUDENTVOICE

INDUSTRY FOCUSES

Find Student Voice

www.TalentEgg.ca/StudentVoice


Please contact me:Lauren Friese

Founder, TalentEgg.ca

Email:[email protected]

Phone:416-479-4186

Web:www.TalentEgg.cawww.TalentEgg.ca/StudentVoice

Twitter:@LaurenFriese@TalentEgg

LinkedIn:http://ca.linkedin.com/in/laurenfriese

Thank You!


student voice: campus recruitment from the student perspective

Business

regular septjan

employers

make job descriptions

info sessions

career centres

lauren friesefounder

student voice

career fair