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Leverage Internships Unlike hiring experienced workers, college recruiting is about recruiting raw material —a blank slate. With unproven candidates, it can be more difficult to assess who has the characteristics you seek. Internships and cooperative (co-op) education programs provide excellent...

They are likely to know who are the influential people on campus and can make referrals to boost your recruiting network. Alumni also are effective counselors to graduating students. Involve recent alumni in informational interviews that share their perspective on the organisation and the...

Engage Alumni Recent graduates who work at your firm can provide one of the best sources for building campus networks and finding new student candidates. Start engaging alumni by identifying the schools from which your best hires have graduated. Find out what programs and resources these...

Your participation in such events should focus on trends in your industry rather than only on your own organisation, and the events should be open to all students to provide the broadest reach for your networking efforts.

Student Clubs Offer Targeted Opportunities Every campus has student organisations related to professions and interests. Offer to speak at their meetings or to serve as mentors to the students. Participation can be face-to-face on campus or virtual through online webinars.

Keep communication open and ongoing as you participate in and engage with the community. Every campus has its own culture. The placement cell staff can help you understand how students spend their time, how and where they share information, add what subcommunities within the school might be most...

Your Network Hub: The Placement Cell. Building your campus network begins at the placement cell. As the hub of your network, it provides a jumping-off point to the rest of the campus community. Rather than handing over your job opportunities, "handshake" them over-have two-way conversations with...

They also help to position IBM as an employer that values leadership at all levels. By extending participation beyond business and engineering students to include liberal arts majors and nonseniors, IBM plants seeds with an entire generation of students and its value

McCormick cites IBM as an example of a company having this kind of long term, generational recruiting plan. In addition to its short-term hiring activities - participation online on sites like 123oye.com and interviewing sessions-IBM also sponsors campus workshops on leadership development. Open...

Heidi McCormick, acting director of Case Western University's Career center, says, "Companies now are starting to realise that, with people changing jobs six to eight times in their lifetimes, it is more cost-effective to get in front of them when they are students than when they are 25 or 35...

Today's college graduates will be an increasingly important employee segment as baby boomers retire. In coming years, the number of retirees is expected to exceed the number of new college graduates entering the workforce. Recruiters need to start now to build campus networks with a generation...

Start Now To Reach a Generation Most college recruiting efforts locus on executing short-term hiring goals by filling specific entry-level positions with graduates from selected schools. Positioned differently, however, your college recruiting program can serve as a marketing vehicle to an...

Each campus operates as a classic "small world." That world includes lots of students, faculty, alumni and placement cell 'officers', mixed in with a few highly versatile students and school organisations that have links to an even broader range of qualified candidates. By networking, you can...

finding the best student candidates in the long term requires reaching beyond technology to build deep relationships with campus communities and students in nontraditional ways like listing in Jobnet Magazine and Jobnet Placement Agencies Directory.

To meet immediate hiring needs, technology can help the screening ; by streamlining applications and allowing students to learn about your company through sites like 123oye.com and apply for jobs at any time.

The college recruiting window of opportunity is short, however, and the field is wide. From a pool of hundreds of expected graduates who will be job hunting in 2005, college recruiters must screen, interview, select and make job offers—and they must do all this within the campus recruiting season.

College recruiters face the same core challenge that confronts all recruiting professionals: to find the best candidates and communicate a compelling Employer value proposition that convinces those candidates to join your team.

1. The coercive style. This “Do what I say” approach can be very effective in a turnaround situation, a natural disaster, or when working with problem employees. But in most situations, coercive leadership inhibits the organization’s flexibility and dampens employees’ motivation.

There are six basic leadership styles. Each derives from different emotional intelligence competencies, works best in particular situations, and affects the organizational climate in different ways.

The great teacher is not the man who supplies the most facts, but the one in whose presence we become different people.