Employer Relations : Important Topics
Employer Relations > Hot Topics
How students rate job benefits and policies
Good, affordable health care is more important to today’s college grad than salary increases.
- Medical insurance
- Yearly salary increases
- 401(k) retirement plan
- Tuition reimbursement
- Dental insurance and Life insurance
Source: NACE Journal, Summer 2005 – from Graduating Student & Alumni Survey
Previous Topics
Expand your applicant pool!
1. Consider liberal arts majors/graduates
If you assume you must have a business major for your position, consider liberal arts majors’ transferable skills.
Examples:
- For marketing & sales positions consider Communications or Mass Communications
- For management positions consider Communications
- For finance positions consider Economics
- For human resources positions consider Psychology or Sociology
- For market research positions consider a Mathematics major
2. Consider international students
- J-1 and F-1 visa students can work in paid or unpaid internships related to their academic field of study
- J-1 and F-1 visa students can obtain authorization to work for up to 12 months after graduation
What students value most
- Relationship with supervisor
- Organizational culture
- Additional education support and training
- Compensation
- Earning potential
Source: Jackie Freiberg’s National Association of Colleges & Employers Keynote Speech, May 2005
Top five criteria for choosing an employer
- Enjoying what I do
- Integrity of an organization (treats employees with honesty and fairness)
- Stability (provides secure future)
- Ethical business practices
- Good benefits package
Source: NACE Journal, Summer 2005 – from Graduating Student & Alumni Survey
Important job characteristics
- Interesting work
- Chances for promotion
- Opportunity for continuous learning and growth
Source: Midwest ACE survey of employers, Recruiting Trends 2005-2006
Items that show my company cares about me
- Family leave and Employee award/recognition programs
- Bonuses based on company profits or other performance goals
- Flexible work hours
Source: 2005 Employee Review, Harris Interactive survey for Randstad Corporation, Summer 2005
Faculty Referrals
Asking any faculty or career staff member to recommend individual students for positions places them in an awkward position legally. In some states faculty or staff who refer specific students to employers on a regular basis may be considered an "employment agency" and must therefore comply with EEO laws forbidding discrimination. As a result, the safest practice for faculty is to promote opportunities widely in their classroom and academic department.
Hiring Internationals
The U.S. Equal Employment Opportunity Commission (EEOC) has developed a Web page that address national origin discrimination under Title VII of the Civil Rights Act of 1962. A practical resource for employers, the extensive compliance manual section explains the prohibition against national origin bias and emphasizes best practices... The manual... includes recruiting and hiring, layoff and termination.
Source: National Association of Colleges & Employers, Legal Spotlight
Visit the University of St. Thomas International Student Services Web site for more information about federal rules around hiring international students for internships and jobs.
Recruiting the Millennial Generation
In a survey of almost 400 college seniors, the majority complained about the increasing use of technology in the recruiting process. 77 percent complained that online application forms were "complicated, intrusive and time-consuming" especially if used as a replacement for personal contact.
The Millennial Generation values being treated as an individual, and seeks opportunities to differentiate themselves. Reliance on technology affects their perceptions of a companies' culture.
Source: Scott Resource Group, as presented at the 2004 National Association of Colleges and Employers Conference.
