Lessons from NACE 2010 – Part 2

A steady stream of tweets from the NACE 2010 Conference in Orlando kept me busy all day! Once again #NACE10 attendees shared valuable information — 140 characters at a time! Thanks again to all the tweepers keeping us “non-attendees” informed about the conference — much appreciated! Here are my takeaways as well as some tweets I captured from Day 3! You can check out Lessons from NACE 2010 Part 1 here. Enjoy!

Employer branding/recruiting processes. A big focus during day three was the importance of communication during and after the on-campus recruitment process. Keeping students informed during and after the recruitment process was seen as essential. Open lines of communication with career centers before and after the recruitment process was also encouraged. Some notable tweets:

Emp. values and mrkting should target your segmented audience. Often time employers highlight values that are of little interest. 
Relationship building is a contact sport. If you are in the office as a college recruiter you aren’t building relationships.
Relationships are built on communication. You can be anywhere as long as communication is both open and active
How many recruiters at all steps of the process ask candidates for feedback? What do you want candidates to say?
Candidates don’t just go away. Delivering feedback is crucial to the experience and the brand
We have to say no more than we say yes. So delivering feedback to candidates is important regardless of their status.
Candidates don’t just go away. Delivering feedback is crucial to the experience and the brand
Your employment brand should be accessible: career centers want to collaborate with your social media specialist
Is ur company accessible on all of those portals. And as you can see – we have a dedicated careers twitter account to complement our corporate presence
Biggest complaints — 1)feedback 2)interviewing and not hiring 3)difficult application process
Compare your job description to your competitors and cross out all the things you have in common. Then, sell your brand instead
Employer branding for college students: need to have significant website, social media, consistent MSG, dig/print brochure, VIDEOS
Does your recruiting team have vision statement & business case for UR that is developed and understood? 

Quite a bit of discussion on how career centers are using social media. A lot of sharing regarding this topic with suggestions on schools to check out that are doing good work in this regard (see tweets below). But… ‘who is responsible for managing social media efforts in career centers?’ – some obvious budget and resource questions; some comments below.

 How do you tell your story in a fun, quick, engaging way? Check out the UF Career Center Annual Report
Enjoyed seeing DePaul’s use of technology. Check out their 60 sec Career Road Map on You Tube
Learning that many university career centers & employers have hired social media managers
We are no longer on the network; we are in the network. @99gr81
@CHKcareers I’ve heard some centers here split SM amongst staff so they have some1 4 Twitter etc. Do you do it this way too?
We do split – but the staff is dedicated to maintaining their assigned presences. Social Media is ALL we do.
@lizkingevents No matter who manages SM at a center. It’s vital that it’s nurtured & developed. Identify goals & above all ENGAGE!
@careerjkm – @OSUOKC does some of the best SM engagement w/ students, potentials students, community and businesses.
SM portals like Facebook & Twitter become “websites” if you don’t engage in conversations. Don’t you already have a website?
How are any career centers assessing the effectiveness of their social media efforts?
UofToronto measures analytics, pg views, msgs, wall posts, comments, etc for SM w/ http://bit.ly/dctsxt 
I think @elinchen can tell you more about how they measure SM – especially w/ the Fb acct http://bit.ly/aaJkrm @reyjunco @careerjkm  
I look @ it as joining networks vs. Getting followers. Focus on the content that matters 2 u and followers will come. 
Columbia U is doing some awesome social media stuff! Webinars, Twitter, virtual fairs, and lots more.

Changing college recruiting environment: A lot of chatter about how college recruiting continues to evolve.

 More people are accessing websites via their mobile devices than their home computers
Employers may be turning to more niche career fairs rather than large, general fairs. Thoughts?
Not sure abt Twitter? All I can say is that 2 days ago I was tweeting into the dark & I’m now having gr8 convos w gr8 ppl!! 
Trends changing college recruiting à Lots to think about-economy, univ budget cuts, distance learning, legislation. So many things!
Wow stat: 53% of students say they want a company where they can spend their whole career!
Wow.  From ’98-’18 the percentage of 55+ workers will grow from 12% to 24%
BLS: info, wholesale/retail trade, healthcare industries with largest projected growth of output until 2018
According to Career Builder 2009 survey, over 45% of employers are using social media to research candidates
By 2020 US Census Bureau anticipates 46% of students in the US will be students of color. #NACE10 Expanding Your Diversity Reach
Internships – Employer expectations have increased: they now expect from interns what they expected from new hires a few years ago

Career Centers and Athletic Departments Working Together: Interesting conversion of career center and athletic department functions. How can they work together to provide valuable services to student athletes? See below.

 Career Svcs & Athletic dept shouldn’t be competitors on campus. They should be collaborators. Goal is to prepare students.
Even after graduation (even IF they go pro), athletes need to be prepared for the business world.
Coaches are mentors. Mentors have influence. Know how to partner and share responsibility.
97% of athletes don’t know where Career Svcs is on campus per research by @CareerAthletes. I’d say it applies to gen pop, too.
Have a busines card! Not even 1% of the 250k student athletes educated since ’98 have provided a card at a career athlete event.