Solutions for Working with an Executive Recruiter

Posted on January 27, 2012 by Helping You Hire

Job hunters must understand how staffing services work in order to improve their chances of successfully getting a job.

Job hunters seeking staffing solutions geared towards senior or executive positions often consider using an executive recruiter. There are two main types of executive recruiters: Retained and Contingency. Contingency executive recruiters earn a commission only after a client company hires the job candidate that they referred. Retained recruiters, meanwhile, earn a retainer fee in advance from companies in order to conduct job searches for candidates. They may earn payments even if their search does not result in a successful hire. Both types of staffing services firms can earn around 30% of first-year compensation for the job candidates they place. They never charge the candidates themselves. Contingency recruiting is typically used for executive job positions that pay less than $100,000, for positions which have numerous qualified candidates, and for filling multiple job vacancies with similar types of candidates. Contingency recruiting is used by hiring organizations who desire greater involvement in the staffing processes. Retained staffing services companies are used when executive positions that pay more than $100,000 need to be filled, when highly unique or highly specialized candidates are required, and when a company needs a third party to select and interview candidates on its behalf, among other reasons.

When working with executive recruiters, jobseekers must understand that recruiters focus on finding perfect fits for specific jobs as opposed to chasing a broad range of job candidates. Job applicants can improve their chances of getting a return call from executive recruiters if they use staffing services agencies that specialize in their industry or job function. Executive job hunters should ask their friends, co-workers, and relatives for recruiter references. Additionally, they may improve their chances of being discovered by recruiters if they join professional societies, attend industry conferences and job fairs, and inform contacts in their network that they are open to working with staffing services professionals.

Job hunters should not limit themselves to contacting staffing services agencies in their immediate geographical area, especially if they are willing to relocate. Also, many executive recruiters who seem to be regional-based may have national clients. While many executives only make contact with executive recruiters when they face a career crisis, it can be beneficial to initiate contact with staffing services professionals long before their work is actually required. This way, executives can develop a relationship with an executive recruiter who has an understanding of their work experience, salary expectations, skills, and goals.

Job hunters must be aware that recruiters typically work on multiple assignments and, as a result, are unable to personally reply to all the calls and letters they receive. Job hunters should not take a lack of response personally. Executive staffing services companies receive new job vacancies on a regular basis and, as such, will continue to consider the resumes they receive each time a relevant job falls into their lap. Job candidates should be persistent and use several staffing companies in the event that one company fails to find them the work they desire. Candidates who fail to elicit responses from staffing agencies should send in new, updated resumes on a regular basis.

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Resume Writing Solutions for the Older Jobseeker

Posted on January 26, 2012 by Helping You Hire

Older job hunters need to revise their resumes in order to appeal to modern-day hiring managers.

Older workers who find themselves unemployed following a long period in employment tend to take ill-advisable strategies when preparing their resumes. Many 40-plus job hunters simply update the top of their chronological work history with a short description of recent experiences or projects, yet fail to remove the listing of a job they held when they were much younger. This could result in clunky, disjointed, and bulky resumes that today’s recruiters may not have the time or patience to look over. Older jobseekers can tap into easy hiring solutions by simply giving their resumes a complete, fresh spin.

Selecting a resume format is often a difficult decision for the older jobseeker. However, with a little common sense, it is easy for the jobseeker to address this issue. Older jobseekers do not necessarily need to disguise the dates of their employment history on their resumes, yet they may wish to omit some of the more lengthy work recaps. It is wise for job hunters to set a time limit when listing their employment history. Work experience that is older than 10 years will typically be considered irrelevant as work requirements have changed considerably in the time since.

When it comes to education, some older job hunters may find that the degrees they received a decade ago are considered out-of-date. One hiring solution is for jobseekers to include dates on a time-limited work history, but omit them from their resume’s education section. Older jobseekers should also emphasize the skills, abilities, and proficiencies they have acquired over time to show that they are keeping up with the changes in their field.

Other hiring solutions for older jobseekers are to highlight their most recent and greatest accomplishments to appeal to young recruiters and modern-day staffing managers and customizing their resumes to each job application in order to directly address the requirements of prospective employers. When creating a modern resume, job hunters should emphasize their achievements and show off relevant skills. One concern that employers may have about hiring older workers is their potential lack of familiarity with new technology. Older individuals should take care to list out their technological proficiencies and any certifications they may have obtained.

Additionally, older jobseekers cannot expect recruiters to read every resume word-for-word. Because many employers now use online job boards or other online hiring solutions, resumes must be tailored so they are readable by search engines. Many employers shortlist resumes by searching for certain keywords contained within them, so job hunters should make sure that their resume targets these words to glide through the resume-mining process. Older jobseekers can pick up on these words by reading job posts to see which words or phrases are oft-repeated.

It is essential for the older jobseeker to get valuable feedback on their resumes, especially if the resumes have not been updated in a while. This will aid jobseekers in refining the way in which they craft their resume. Older jobseekers should be persistent in their application approach and consider a wide range of tools to aid their search, including using hiring solutions agencies, social networking sites, attending job fairs, using job boards, and searching through the online or print classified ads.

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Job Search Solutions for the Unemployed

Posted on January 25, 2012 by Helping You Hire

The unemployed may wish to look towards staffing services agencies to aid their quest to find employment.

If you have sent out countless resumes and have attended numerous interviews, yet still find yourself unemployed, it is no doubt very frustrating. In the current economic climate, job openings can be hard to come by, but there might also be a few factors that may be holding you back that you can easily fix. The sheer number of applicants for every job vacancy means that you must stand out and market yourself to recruiters as the best candidate for the job. There are several easy solutions to help you accomplish this

You may wish to consider posting your resume on staffing services job boards in your quest for work. It may be necessary to use several staffing services job boards as opposed to just one or two. You should take steps to ensure that your resume is clear and logical in nature. You should list any work experience and skills that are relevant to the jobs you are applying for and, where applicable, use searchable words and terms to help your resume be listed at the top of search results. You may want to change the order of your resume from chronological to functional, or vice versa, if you fail to get many responses. Updating your resume every month or two will also help keep it fresh in search results.

Another solution to a stagnating job search is to search the Internet for your name to see precisely what information is revealed in the search results. Companies are highly likely to search for information about you online, and in the event that they find negative information, this may prevent them from offering you an interview or with a job. If there is any negative information online, you may want to take steps to address the issue or ask whoever posted the information to take it down. You may also want to log into your social networking profiles and change your settings to private, ensuring that your personal information cannot be seen by the general public. If you are unable to control the information that appears online, you may need to counteract this negative information by bringing it up during the first interview and putting a positive spin on it. You should also check your credit history and fix any erroneous information you may find. The Internet is also helpful in keeping updated on developments in your field, so you can show in your cover letters and interviews that you are up-to-speed.

There is a wide variety of staffing services that aim to connect employers with job candidates. You should not dismiss the idea of using social sites, job boards, and job fairs when searching for a job. You may also wish to consider networking to help you to find employment. Ask your friends and relatives if they know of any job vacancies and if they would be willing to recommend you to their hiring managers. When seeking jobs, do not forget to check out the websites of the companies you are interested in working for. These websites are valuable sources of up-to-date job vacancies and will enable you to gain an insight into whether or not you are suited to the work that they do, before you spend valuable time preparing your resume.

If you have found yourself unemployed for a long period of time, you may wish to consider using a professional staffing services company to help you to find work. These companies may be able to match your specific skills and experiences to available jobs. Additionally, you might want to enroll in training courses that refresh your knowledge or teach you new skills. Most industries are not static, and you might find that they need additional or different skills today. Self-improvement can also show hiring departments that you are dedicated and a self-starter.

 

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Job Search Solutions for the Overqualified

Posted on January 24, 2012 by Helping You Hire

Overqualified job candidates may want to consider different tactics, such as using a staffing agency, as job search solutions.

Individuals who have found themselves laid off from their jobs after several years in the field may find it a struggle to acquire future work, particularly if vacancies for senior positions prove hard to come by. If they cannot afford to simply not work, they may find themselves looking further down the career ladder at vacant positions for which they may be deemed overqualified to fill. Companies may not wish to hire job candidates who are overqualified for fear that they will become bored or unsatisfied soon after taking on a job. Other concerns that companies might have include the possibility that seasoned candidates may feel dissatisfied with a lower-level job’s smaller paycheck. An unhappy employee may be quick to leave his or her position upon finding a better job vacancy elsewhere, leaving a company with another job search on its hands. The challenge for overqualified job candidates is to dispel these misconceptions and detail the ways in which their advanced skills can aid their future employer.

Since many recruiters might take a pass on a resume that is deemed overqualified for the job, well-qualified candidates should consider using different tactics, such as using a staffing agency, to reach potential employers. A staffing agency can be a valuable point of contact with recruiters to help candidates get their foot in the door. A staffing agency can also find positions that match a senior-level professional’s skills, qualifications, and salary expectations. Alternatively, overqualified jobseekers may wish to use their networks to gain direct contact with hiring managers. They could use social networking tools such as LinkedIn, Facebook, and Twitter to acquire useful contacts. Getting in direct contact with hiring managers can be extremely helping since overqualified candidates can pitch their ability to thrive in the vacant position before presenting their cover letters and resumes. Overqualified jobseekers may also want to focus on job boards and job fairs that have a high concentration of experienced or senior positions.

When applying for jobs, overqualified candidates must be sure not to misrepresent themselves. While they may wish to slim down their resume in some areas to ensure that recruiters will not be daunted by their experience, they must also make sure that it is not so sparse that it is vague. Some staffing agencies suggest candidates should construct a functional resume. On this type of resume, rather than focusing on positions held and how long was spent in each, job candidates first discuss or list out relevant or key skills at the top of the page. These resumes also focus more heavily on the general job functions performed, before providing a brief detail of an employment history with dates.

During interviews, overqualified candidates must present a positive attitude and convey the sense that they regard all jobs with a certain degree of significance. Candidates should be prepared to face all the tough questions their work history could raise, such as those relating to salary, boredom, and job commitment.

It is essential for candidates who are overqualified to follow up on their interviews and gain valuable feedback. This can help show a candidate’s enthusiasm for a position, or a candidate can use the feedback to improve his or her resume or prepare for the next interview. Additionally, overqualified candidates should check their egos when job hunting, because lower-level positions at a great company can quickly turn into a better position after a few months.

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Why Aren’t Recruiters Calling Me Back?

Posted on January 23, 2012 by Helping You Hire

Job applicants who encounter a lack of responses from recruiters and staffing services agencies may need to rethink their strategy.

Recruiters screen job applicants to identify desirable and undesirable candidates and to tailor their questions to the ones they choose to interview. Recruiters also help guide job candidates through the hiring process and make the final staffing decisions. So what happens when you apply for jobs and attend interviews but never hear back from the recruiters?

If you have applied for a range of jobs but failed to hear back from recruiters, there are a number of things you can do. Professional staffing services recommend that job applicants should look at the security settings on their email accounts. If you do not usually check your junk mail folder, you may wish to look in there too. It is surprising how many emails can fall into the wrong section of your email account, especially when they come from a business email address. Next, type your name into a search engine. If you want to be really thorough, you may wish to check several ones. This is to see whether or not there is any information on the Internet about you that employers may find unfavorable. Log into your social networking sites and change your privacy settings so that personal information you would like to keep private is not accessible by the general public. Ensure that your profile pictures make you look professional, as opposed to a party animal.

To ensure that your resume is seen favorably by recruiters, you will need to ensure that your resume is well-written, well-prepared, and clear. Your resume should contain relevant search terms to attract the attention of recruiters, especially if it is posted on an online staffing services job board. For example, if you are looking for a software engineering job, you might want to include the words Ruby on Rails, Javascript, HTML5, MySQL, JQuery, UX, etc. if those are applicable skills. You may also want to provide your resume in various formats, including PDF and plain text versions. When constructing your resume, look at the job post to which you are applying and tailor your information to highlight your most relevant skills and experiences. Before attaching your resume to an online job profile, you should thoroughly check it for spelling and grammar mistakes. Professional staffing services agencies recommend that you refresh your resume regularly and to make sure to provide your most-used email address and telephone number.

If you still fail to hear back from recruiters, you should cast your net a little wider. Post your resume on a wide variety of job boards and sign up to receive job alerts via email or text message. Try using different formats or writing styles in your cover letter and resume to see if you get a better response. For example, a resume can be chronological, functional, or a combination of the two, depending on what information you would like to emphasize (or de-emphasize). Lastly, using professional staffing services may also help you get your resume in front of recruiters who are looking for your specific skills or experiences.

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How to Succeed as a Younger Manager

Posted on January 23, 2012 by Helping You Hire

Young managers must show they can be leaders when dealing with staffing solutions to succeed in the workplace.

Young managers can face many challenges in the workplace, particularly when they are required to manage a team that consists of older employees. The best thing for young managers to do when leading staff of older generations is to make sure to demonstrate both understanding and competent leadership. The greatest young managers understand the goals of their team and keep these goals in mind, especially when seeking staffing solutions, as opposed to focusing on the age of their team. Young managers should lead with a respect for their team and for their company, its customers, and stakeholders. Younger mangers must leave their egos at the door when entering into their workplace, regardless of the fact that they may have achieved considerable feats in little time in their previous roles.

Younger managers should refrain from making references to their educational achievements as if they had happened only a few years ago. Instead, they should focus on the details of their experiences and highlight concrete results that they have achieved in the workplace and the skills that they have developed. They may not want to make reference to their current age or to the age at which they achieved workplace results. Young managers should always ensure that they are consistent when dealing with their employees. They should not make judgments based on the age of an employee, and this is especially true when hiring new employees and trying to find good staffing solutions. Young managers should fully immerse themselves in their team’s projects in order to show that they are able to engage with their employees, rather than simply leading from afar. This way, managers are also able to better understand problems or issues that arise and help their employees find suitable solutions.

As soon as they have been appointed to a job, young managers should sit down with their team and discuss their expectations. Young managers should take the time to learn about the personal goals of each team member and how each employee can be supported to ensure that these goals are met. They should also take the time to learn about the expectations their team has of them. Younger managers should not hide away in their offices. They should be a physical part of their team, ensuring that the staff notice and see value in their presence. Younger managers should seek to ask their employees for ideas and then implement these ideas where possible. Younger managers should also bring their own fresh ideas to the table and ask experienced staff for their opinion of them in order to create a feeling of inclusiveness. In the event that managers need to make difficult decisions in regards to staffing solutions which will affect their whole team, they should make sure to inform the team as a whole.

Good managers, regardless of their age, should always work to remove any obstacles that may be hindering their team from achieving success in the workplace. The greatest way in which a young manager can do this is to listen to their team, recognize their efforts, and work to resolve any issue that prevents a team from working effectively and efficiently. Managers should ideally work to build a positive momentum within their team. Young managers should take advantage of their high level of energy and enthusiasm and use their ideas to motivate their employees and make positive changes in the workplace.

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When to Recruit Temporary Hires vs. Permanent?

Posted on January 17, 2012 by tracey

Choosing to recruit temporary or permanent workers can prove a difficult task for companies large and small and executives must weigh up the pros and cons of both staffing solutions.

The use of temporary workers has enjoyed an upward growth ever since the opening of the first U.S. temporary staffing agency back in the 1940s. In the current tough economic climate, many businesses are finding that the hiring of temporary workers through staffing solutions agencies or otherwise is well-suited to their business, with many more companies seriously considering the hiring of temporary workers in the near future. Millions of people are currently employed by temporary staffing companies daily, and while this is a testament to the popularly of temporary staffing solutions, this does not eliminate the difficulties companies face when determining whether to recruit temporary or permanent staff.

Temporary staff provides companies additional help with less commitment and greater flexibility. Companies are able to hire staff when they need them. The time frame for hiring temporary staff can range from as little as one day to several months. Temporary staff can cover holiday leave, maternity and paternity leave, and sickness and can often start work on short notice. Temporary staff can also be brought in to cope with short-term high workloads or for their particular skillset for a certain project. Employers are not usually required to provide temporary staff with benefits, which reduces the cost of employment. Temporary staff members can be brought in on a solely temporary basis or on a temporary-to-permanent basis, providing companies with a chance to evaluate their performance in the workplace before deciding on whether or not to offer them a permanent position. Additionally, staffing agencies are in charge of screening workers, providing benefits, and managing payrolls, all which reduce the burdens on companies.

Companies that bring on temporary hires have the disadvantage that the workers are often not familiar with the way the company works and is structured, which could produce some disruptions in the workplace. Companies must rely on hiring agencies to meet their requirements, and while this minimizes the task of in-house recruitment and selection, there is a chance that this staffing solution may produce an unsuitable candidate. While the majority of temporary workers are motivated to perform well, a lack of concern for job prospects may make a temporary worker uncommitted. Additionally, the cost of hiring temporary workers includes the payment of a fee to the hiring agency, hourly or daily payment to the worker, and the expense of initial training. This may mean that the hourly rate for a temporary worker is higher than that of a permanent staff member.

Companies must make financial and human capital commitments to permanent workers. For example, companies often spend a lot of resources training permanent hires and provide for their salary and benefits. In turn, permanent workers are more likely to make an effort to integrate into the work environment and care more about the success of the company. They might be motivated to work harder by the prospect of promotion to a better position. Additionally, permanent workers increase stability in the workplace since there’s not a continual period of adjustment. It is also easier to build camaraderie between coworkers when there is less employee turnover.

Which staffing solution is best for companies depends on their business needs, operational projections, and company culture. If a company needs staffing flexibility, has volatile workloads, or need to control costs, it may want to look at temporary hires. Temporary hiring has become a huge part of how some industries, such as IT, do business. Companies can now find experienced temporary workers in a range of industries, which attests to the momentum of this market. Industry networking sites, social networking websites, and job boards also allow companies a way in which to advertise temporary employee positions to a large audience, which also adds to the popularity of this type of hiring.

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What Are the Best Websites for Recruiting Good Candidates for Your Company?

Posted on January 17, 2012 by tracey

The Internet is broadening companies’ recruiting reach, and there are many effective staffing solutions available.

Jobseekers are increasingly using the Internet to aid in their job search. Job candidates search for job openings on online job boards, find out relevant information about the companies they are interested in using company websites, and get updates about their application process in online recruitment centers. Since many jobseekers are starting their search online, companies must make the Internet part of their recruiting strategy. There are many online tools and sites that provide effective staffing solutions.

Traditionally, companies had to rely on search firms, headhunters, job fairs, and campus recruiting to find and attract good job candidates. These different staffing solutions often cost a lot of time and money, and finding the right candidate for the job using these methods was not always a given. So it is not surprising that online job boards have gained a lot of popularity with recruiters, since it takes very little resources to post jobs and reach a very wide audience. There are industry-specific online job boards, like Dice.com, or ones that target specific positions, such as management level. Many recruiters find these targeted boards a good executive staffing solution. Job boards can also cover a number of positions, industries, and regions, which allows recruiters to filter resumes or search by specific keywords. Some of the most popular job boards are Monster.com, Careerbuilder.com, and Yahoo! Jobs.

Local and regional newspapers often have a classified section on their websites, which can help companies locally recruit. These are often popular sections for readers, as they span a number of interests, from autos to pets. Companies that are looking to fulfill positions requiring specific technical skills can advertise job vacancies in relevant online trade magazines or sites. Additionally, a company’s website is a valuable marketing and informational tool when it comes to recruiting.

The job-search process has also undergone a revolution since the advent of Facebook, Twitter, LinkedIn, and other social networking sites. A recent survey by the Institute for Corporate Productivity shows that about 65% of business professionals are connecting with each other and with employers on social networking sites. Human resources can leverage social media as staffing solutions to connect with potential recruits. This type of headhunting is called social recruiting.

It is estimated that there are more than 50,000 job boards and career portals on the Internet. This explosion of online job boards combined with the emergence of technological staffing solutions like Facebook and LinkedIn means recruiters now have access to a wider range of applicants than ever before. The Internet also allows human resources professionals and staffing managers to perform background checks and verify employment history to screen applicants.

Finding and attracting good candidates for your company is critical to an organization’s success. As the job market becomes increasingly crowded and there are more jobseekers to choose from, recruiters need to be more selective in their choices as poor staffing decisions can

produce long-term negative effects. The Internet has revolutionized the job search by providing effective staffing solutions, but companies must be focused in which sites they use. If companies do not keep up with changes in the online job search process, they might miss out on good job candidates.

 

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The Advantages and Disadvantages to Using a Headhunter

Posted on January 17, 2012 by tracey

Using staffing services is associated with several benefits and drawbacks which businesses should first review.

There are numerous ways to staff a business. Companies can manage the staffing process in-house with a recruiting department, they can outsource the job to professional staffing services, or they can use a combination of these two staffing solutions. Outsourcing some or all of recruitment can take a huge burden away from businesses. A staffing services agency takes responsibility for the job search and the preliminary shortlisting of applicants, sending only the best and most well-qualified candidates to a business. However, this type of staffing solution has both advantages and disadvantages of which companies must be aware.

Using a headhunter can save a business considerable time and effort. A business with unsubstantial hiring requirements may not have the need or resources to maintain a recruiting department, so using professional staffing solutions can be a well-suited temporary solution. Once headhunters have come to an understanding of the employment needs of a business, they can start the recruitment process to seek out employees that successfully match the job profile. A headhunter can advertise the job opening in various media on behalf of a business, which can also in turn save money and time. Additionally, experienced headhunters may possess valuable contacts across various industries and tap into these networks to attract high-quality job candidates for a company.

However, there are also downsides to using a headhunter. Recruiting agencies can be costly. A headhunter may charge a percentage of an employee’s pay for a specified period of time, and this can prove expensive to a business. Additionally, companies may end up paying extra fees, such as for unsolicited referrals or for multiple referrals of the same candidate if several different staffing services are used. Some headhunters work for specific businesses and will guide job candidates towards these employers as a priority. A company should therefore inquire about the relationships a headhunter maintains with other businesses prior to hiring. This will aid a business in avoiding working with a headhunter who has a conflict of interest.

Also, some headhunters focus on specific positions or industries, but others have a broader concentration. Those with a broader concentration may have a more difficult time in understanding a company’s specific employment needs, which can result in less qualified candidates. Headhunters also lack the same level of understanding of company culture and fit as would a company’s in-house recruitment or HR staff, which could produce candidates who seem great on paper but are a bad fit. Headhunters may also lack a sense of urgency or dedication to fulfill one particular company’s employment needs.

A business that uses a headhunter for staffing services will often be unable to partake in verifying background and reference checks. For shortlisted candidates, it is essential for a business, rather than a headhunter, to conduct thorough reference checks. However, some headhunters choose to keep that information—as well as contact information—proprietary unless a company makes the decision to move forward with a candidate. A company that directly works with job recruits can also keep contacts for future reference in case a need for a particular candidate arises some time down the line.

Companies today also benefit from a number of free or cheap resources that aid in finding qualified job applicants. For example, a business may wish to advertise jobs on the company website, on social media sites, or through job boards. When a business looks for its own staff, it are also able to better determine whether or not a candidate is suited to the company and its culture. Companies can also become involved in training programs at local universities or colleges and offer job placement to graduates.

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Job Search Tips for College Graduates

Posted on January 17, 2012 by tracey

College graduates can land the job they want with a few tips to remember.

Searching for a job after just earning your college degree is a tough task nowadays. With today’s global economic problems and high unemployment rate, the current job market is pretty crowded and competitive. Some companies now have far stricter prerequisites, which can particularly affect new college graduates who tend to have less workplace experience. Thus to get a job, grads may consider using various hiring services to sharpen their job profiles and get in contact with hiring managers.

One of the first impressions college graduates makes is with their resume and cover letter. To land an interview, graduates must make sure these documents stand out from the pack. Graduates should make sure both convey their work or internship experiences, relevant coursework, and what they uniquely bring to the table. Grads may want to experiment with different formats to see which one best showcases their school and work experiences. Many colleges have hiring services or campus recruiting departments that can be used to review resumes and cover letters to make sure they are logical, relevant, and free from grammar or spelling errors.

College grads should also make sure to attend campus job fairs. Job fairs can produce valuable direct contact with recruiting staff at companies. Students who have not yet decided on a career can also explore different employment options in a range of industries and learn what requirements are needed for certain positions. It may so happen that a company shows interest in a student but is currently not staffing. It is important for the student to maintain contact with the company and check for regular employment updates or even seek temporary internships or part-time employment. Students can regularly check company websites for updates on staffing needs.

Another way to approach a job search is to sign up for online job boards like Monster.com. These sorts of online hiring services are an easy way to research what companies are hiring and what they are looking for, so college grads can tailor their resumes and cover letters accordingly. Students may want to look at the keywords companies use in their job postings and incorporate those keywords into their own resumes and profiles to be picked up by recruiters who are actively searching the boards for job candidates.

College grads should also make sure their profiles on social media sites are professional and updated, as these sites can also be used as networking tools. Students should also make sure to maintain professional contacts from summer jobs, professional clubs or associations, and college alumni. Networking can produce valuable job leads or even get college grads direct contact with hiring staff at companies.

Most importantly, college graduates should not give up in their job search and make sure to match their expectations with reality. Students should keep approaching the companies they are interested in, follow up with recruiters, and be persistent in the job hunt. Students can also register with companies offering professional hiring services. These recruiting companies can help match a grad’s skills and experiences with job openings and arrange for an interview.

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