Issue link: http://www.insightdigital.biz/i/68118
HIGHER EDUCATION has allowed us to become more sophisticated with our recruitment efforts by employing web-based postings and candidate searching to video-interviewing. Using social media such as LinkedIn allows us to be more aggressive in our searches, pursuing passive candidates who we might have missed in the past. working to diversify our workforce in our recruitment strategies. The health care industry needs the nursing candidates to match our population, so the trend is toward hiring more Hispanics and more men. We are hiring more non-traditional students, but even the traditional 20-somethings are now more willing to be flexible than in the past decade. Tom Veeser: "At Affinity, we are " certainly different. We receive many applicants who are not qualified for the position they are applying for, which adds costs to our direct cost structure. That' Peter Helander: "The economy is " s why we've strengthened our internship program. These students are our future, and it' the student and our organization." Jill Dequaine: "We spend a lot of s a win-win for both time on campus coaching students through mock interviews, meeting them at career fairs and offering assistance with their resumes. This gives us an opportunity to know students on a more personal level and to learn if they will be a good fit. College students want to learn about the culture of our firm. They really want to feel as though they fit in with the company long before an interview. They are evaluating us just like we are evaluating them." Are there particular soft skills, tech- nical expertise, attitudes or other items you wish students would have before asking for an interview? Jill Dequaine: "I tell students that I'm interviewing them for an entry-level position, but I'm really trying to see if they have what it takes to be the next shareholder. Do they possess leadership skills? Can they communicate effectively both verbally and through email? Are they involved in their campus accounting club? Do they volunteer? Are they holding board positions? Are they confident and dressed to impress? These are important. eliminated intelligent and excellent candidates because of poor writing skills! They really hurt their chances when they show up for interviews unprofessionally. Unlike the Baby Boomer candidates, many of today' Tom Veeser: "We've actually " young people are less willing to start at the bottom and prove themselves." Jeff Lasee: "Our experience has s been that most fresh graduates fail in the interview process in the areas of attitude and approach. They don't have the experience or track record yet so the hiring decision is heavily weighted on these two areas. The approach to take is not what' it for me, but what's in this hire for the employer. The interview is about what s in Installing Confidence Installing Confidence 10 11 At Tri City Glass & Door, we know it takes more than just a great product to do the job right. It takes the installation know- how that comes from being in business since 1960. Krueger's True Value – Neenah, WI Clintonville High School – Clintonville, WI Count on us to enhance your building with quality hardware, glass, and door products, installed on-time by experts. The Right Product. The Right Way. 100 W. Northland Ave. APPLETON 800.521.5221 34 | INSIGHT • June 2012 Appleton/Commercial 2801 N. Roemer Rd. 800.449.8081 AUTOMOTIVE / RESIDENTIAL 1811 E. Mason St. GREEN BAY 800.242.8177 Appleton/Residential 100 W. Northland Ave. 800.521.5221 tricityglass-door.com COMMERCIAL 2801 N. Roemer Rd. APPLETON 800.449.8081 Green Bay 318 N. Military Ave. 800.924.5715 1811 E. Mason St. GREEN BAY 800.242.8177 www. insightonbusiness.com