By now, student have begun slogging it out for employment, in this unfortunate economy. Here is an article with some tips for moving into first job. In this climate, it’s all about who you know, what you know, and how you show it.
Across the country, just 19.7 percent of this year’s graduating class who’ve applied for a job have one, according to a study released last week by the National Association of Colleges and Employers (NACE).
Just 59 percent of this year’s graduating seniors have started their job search, compared with 64 percent last year at this time, according to the NACE survey. Survey researchers believe it’s because students are discouraged by the economic headlines.
Job counselors at UW’s Career Center say headlines about the recession can have a demoralizing effect.
Steve Gellert, who will be graduating with an MBA from Cornell University’s Johnson School, found campus recruiting to be a bust. Many recruiters weren’t looking for full time hires, so he had to turn to sites like Monster.com and Hotjobs.com.
“This is a tough year, very challenging,” said Jim Clayton, director of the graduate career management center at the W.P. Carey School of Business at ASU. “A number of organizations that have been here in previous years are not coming on campus or are cutting back their hiring. Some are more reluctant to hire international students. A combination of things are happening this year.”
About 60 percent of ASU’s daytime business graduate students have found jobs, which is down from about 70 percent at this time last year. Still, that does indicate that some companies are hiring. Motorola, Apple, Intel and AT&T are among the corporations that recruited at ASU this year, he said.
“We’re seeing people in health care, high-tech, finance and in the energy area,” he said. “Organizations are still seeking leaders, individuals who can be the power brokers eventually.”
“Network, network, network,” Clayton said. “Don’t spend the entire day in front of the computer just submitting resumes at Web sites. Try to make a connection through an individual.”
The current lull in recruiting activity is a great opportunity to develop an “explode out of the box” recruiting plan that gives you the capability to ramp-up recruiting from nearly zero to extremely high levels almost overnight. It’s inevitable that you will need this type of plan, so the only remaining question is when is the best time to develop it?
In my experience, if you wait until the day when requisitions begin to be unfrozen, it will be too late to do an adequate job. Also, don’t wait until you have sufficient budget resources to hire a consultant to help you; just having a plan will build you instant credibility within HR and among senior managers. If you develop a really effective plan, you will actually prevent a great deal of stress on both yourself and your recruiting team because you will be well prepared for any problems that might occur during the turnaround.