Addresses the issue of why some companies have been unsuccessful in recruiting on college campuses in the last few years. Explains why campus recruiting is important and compares hiring of recent college graduates to that of more experienced workers. Offers suggestions for successful campus recruiting. (MKA)

To engage Hispanic and Native American students, employers may need to refine their recruitment strategies. Career services practitioners at Hispanic-Serving Institutions (HSIs) and tribal colleges advise employers of practices that lead to--or veer from--successful recruiting outcomes. (BF)

Describes employers' increased level of interest in campus recruitment. Looks at who's hiring, the positions they are trying to fill, and how much they are willing to pay. Outlines ways to approach small employers, and provides information on what employers want in a new employee (e.g., excellent communication skills). (RJM)

Director of Oxford University's Careers Service visited career services offices in the United States and reported to his colleagues how functions and deliveries in the United States compared to those in England. Includes excerpts from his analysis related to financial pressures, on-campus recruitment, programs and services, networking, and more.…

The basic tenet--learn by doing--of Schering-Plough's 30-year-old management recruiting and training program remains unchanged. The recruiting philosophy remains: first search within the company then seek out a newcomer who is a quick study. Examines recruitment for sales and management focusing on a program for the latter. (JBJ)

To improve the outcomes of their diversity recruitment efforts, many organizations work to build ties with historically black colleges and universities (HBCUs), Hispanic-serving institutions, tribal colleges, and other institutions with significantly minority populations. Here, career services professionals at four HBCUs talk about effective…

Presents results of the UCLA career center's 1999 Business Attire Survey. The survey polled recruiters about appropriate apparel and accessories for students interviewing for entry-level jobs. Also discusses recruiters' responses beyond the survey questions that reflect corporate policy and personal opinions and help illuminate the quantitative…

Reports a survey that examines the extent to which high-tech and traditional recruiting methods are being used. Results show that nontechnological recruiting methods still work well, Web sites are not a replacement for more traditional methods, and there is some indication that technology in recruiting is not uniformly distributed. (MKA)

Polls directors of career services on their expectations of entry- and director-level career services candidates and their views on how to attract and nurture newcomers to the field. Suggests that to ensure a steady flow of newcomers, practitioners must communicate their expectations to students and afford them the opportunity to acquire relevant…

Representatives of organizations participating in Florida State University's fall 1997 career exposition were asked to rate the importance of eight nonclassroom activities. Results show employers view work experience, leadership roles, participation in preprofessional organizations, and volunteer work to be important for employment eligibility.…

Discusses how career services practitioners are struggling to make the most of a lackluster job market, particularly with student supply exceeding employer demand. Strategies focus on reconnecting with students and engaging employers. (GCP)

Presents experienced recruiters' techniques for finding the right employee. Encourages recruiters to read extensively on groups, such as Generation X, so as to appreciate prospective employees' goals. Gives tips on marketing a firm, spotting and avoiding recruiting mistakes, ways to build relationships, and strategies for utilizing career fairs.…

Looks at how technology is changing the way career centers conduct business. Examines the move toward a "paperless office" and the risk of not serving everyone by going paperless. Describes ways in which technology is increasing student preparedness and the need to answer students increasingly informed questions in person. (RJM)

Offers advice to recruiters working on college campuses on how they can create a positive image with students and career services personnel. States that a good recruiting organization knows its customers, creates programs with the customer in mind, chooses its recruiting team well, and fosters strong relationships with campus partners. (MKA)

States that in-person job fairs can be challenging for small colleges and universities with commuter campuses because they have difficulty attracting the big name corporations that students and alumni expect. Describes how Roosevelt University in Chicago dealt with this problem by organizing a successful online job fair. (MKA)