Interesting talk by Colin Powell regarding how students need structure to learn. I would agree, given that I have two kids and I work from home. When I talk about structure, I don’t mean rigidity. My kids have a lot of leverage in managing their structure and environment. It’s an important skill to develop.
In the video General Powell discusses how a large percentage of students, mostly minorities, from a particular high school graduated and were accepted to college. A great achievement. However, structure must continue well after high school, especially for Latino students. One of greatest challenges faced by Latino students in college is the lack of support structures such as advisors, mentors, and social groups. It’s an important topic and good video to watch.
Adrian Kinnersley suggests that LinkedIn isn’t harming 3rd party recruiters but rather job boards. According to Kinnersley, talent recruitment is becoming a niche game:
Recruitment advertising spending decisions are now being driven by the need for platforms which allow effective interaction and the ability to target an audience of choice. LinkedIn is a much better vehicle for this than large generic job boards and is therefore competing very effectively with them — not recruitment consultancies who use LinkedIn as a tool.
Kinnersley’s view is short-sighted. And Overell’s words are truer today than when he first wrote them more than a year ago. Regardless of which side of the argument you’re on, it’s ludicrous to ignore the threat that LinkedIn poses.
Do a quick search for social media recruiting and you can find thousands of links to strategies, models, and trends regarding how organizations are trying to use these tools to attract new talent. Blogs are dedicated to it, conferences discuss it, and organizations are stilltrying to get it
But more often than not, simple is better.
NPR is using a very simple social media approach to spread the word about its job openings. By using a hashtag (#NPR—), NPR is finding unsophisticated success while other organizations spend millions attempting to do the same.
I become very familiar with the Hispanic Association of Colleges and Universities (HACU) when I worked at the University of Texas at El Paso’s Career Center (UTEP is one of the largest Hispanic serving colleges in the country). I saw first hand the impact HACU had on Latinos across the country. As our interns returned from HACU internships, they were transformed from anxious students to confident young professionals. It was an amazing change to witness. DiversityInc shares a nice overview of the program, and its impact on those Latino students that participate in the HACU internship program.
The Winter 2013 issue of Phoenix Patriot, a publication for and about our military community via the University of Phoenix, examines the Career trends of 2013 and the top 10 things students need to know about getting a job. Below is an overview of career areas where military students might find a lot of opportunities. (Graphic via Phoenix Patriot)
I enjoy finding new models that disrupt traditional approaches to doing things. One example is how “experimental recruitment” is seen as a better way for colleges and universities to attract potential students. Rather than “selling” a school, new models give potential students a preview of their experience.
Here [The Brunel Business School] we put a lot of we offer a mini-university experience with business simulation games, peer networking opportunities, motivational speakers and group exercises, all with the aim of creating a shared understanding of what university life is all about. In taking this approach, we are starting to undermine the conventional recruitment model that is fast becoming outdated.
Organizations that offer internships attempt to do the same thing, but I bet very few are able to provide a similar experience.
This is a great report via McKinsey regarding how educational institutions and organizations are sometimes at odds about understanding the skills gap. The study focuses specifically on youth who are making the transition into the workforce. Despite the need for entry-level workers on a global scale, organizations aren’t able to hire them because they lack the required skills. Six explanations as to why are highlighted:
Employers and educational institutions live in parallel worlds;
Numerous barriers in the school-to-work transition;
The school-to-work system utilized by educators and employers is failing;