Tag Archives: Dena Ogden

MPACE pre-post: The Essentials

This is it, you guys! Tomorrow is the day that hundreds of us in the college recruiting/career services fields will descend upon Portland, Oregon for the annual MPACE conference.  I am flying out tonight, which means that I’ve got all my luggage and gear sitting in my office, ready to go. 

To be honest, I'm excited to have a reason to get my warm jacket out.

What’s an employer resource card, you ask? It’s got a bunch of relevant information for employers – important URLs, contact info for multiple staff members, and key dates. Here is what they look like up close…

It’s our first time using them in a while, so I’ll let you know how it goes.

In the meantime, I’ll be blogging & tweeting from Portland, so I’m looking forward to keeping everyone updated. And for my fellow attendees, safe travels and I’ll see you guys up there! 
-DBO

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Is timing really everything?

For those who are working closely with us here on campus, you might already know that today is the last day official day of class for the Fall 2011 quarter. Which means…next week is Finals Week!  And shortly after that, campus will start to get very, very quiet, as students head home for the holidays. The reason I’m bringing all of this up is to address just how the academic calendar can affect recruitment and hiring.

Granted, not every employer can hire around a school schedule, we certainly get that. ZotLink never closes, so you are absolutely welcome to post your positions as they become available. But, for those who do have the luxury of choosing when to recruit, we suggest keeping the following in mind…

  • UCI is on a quarter system, meaning we have three 10-week academic terms per year – Fall, Winter, and Spring, plus Summer quarter, which is its own entity.  A link to our academic calendars can be found here.
  • The first week of each quarter can be hectic for students – changing schedules, fighting for space in classes, settling back into a routine, etc. It’s not an ideal time to put up a new posting, if you can avoid it.
  • The last week of classes, along with finals week, are also not the best times to recruit. For most, the priorities will be finishing up with academics and going home. 
  • And of course, ZotLink activity is quieter during actual breaks.  UCI Student Housing is closed for breaks/holidays, so going further with hiring steps (interviewing, etc.) can also be tough during these times. 

Is it still possible for you to successfully recruit during parts of the year when ZotLink is quieter? Yes, of course. I wouldn’t say that timing is everything, but when it comes to recruiting, it’s certainly  something.  It nevers hurts to keep the ebbs and flows of the academic calendar in mind as you plan out your  recruiting schedule.

Speaking of schedules, a heads-up that next week, four staff members from UCI (including me) will be representing the Career Center at the annual MPACE Conference in Portland. Get ready for some live blogging coming your way from Oregon!

In the meantime, have a great weekend!
-DBO

Wise words on Employer branding…

My, my, my…that word ‘branding’ gets thrown around a lot these days, doesn’t it?  In a few minutes I’m going to an Events Council meeting to learn more about it, so it’s been on my mind today.

Here at the Career Center, we are certainly not immune to the power of branding. We’re conscious of not only our own brands (on-campus and off-campus), but also the brands of our employers. On that note, I wanted to share some words of wisdom from my colleague Michelle Foley (who single-handedly ran Employer Relations AND OCI before I came on board), who recently said that “Campus recruiting has a lot to do with building a brand.  At UCI it takes employers engaging in at least one activity per quarter a full academic year to achieve student recognition.  Once recognition is achieved the activity level should be maintained for another academic year to solidify the reputation.”

Something to think about, right?  The main idea here is that steady, long-term involvement can lead to recruitment success. Keep in mind that this is a suggestion for employers who expect to do consistent hiring over an extended period of time, and who want to build a solid pipeline of candidates from UCI. I realize that can sound like a lot of work, but the good news is we have staff members dedicated to helping employers develop and maintain a level of involvement that is appropriate to them and their business needs (ahem…I am one of those staff members).

Either way – let me know how we can help. That’s what we’re here for.

See? We really are helpful.

Until next time,
DBO

PS  – There is absolutely still hope for employers who do not hire as frequently. Many can often still find success while maintaining a smaller presence on campus. Some quick, inexpensive ideas can be found here

Why aren’t more students applying to my posting? (FAQ’s 4.0)

This question helps me revisit that childhood dream of becoming a detective, since there is never a clear, one-size-fits-all answer to give.  It usually takes a little bit of digging to determine how to answer this question. Here are some of the many things we have to consider when someone brings this topic up:

  • What time of year/academic quarter is it?
    Indeed, there are times of the year when ZotLink is quieter. Midterms, finals, spring break, summer term, the list goes on. All of these shifts in the calendar mean that students are either busy or away, and that they are checking ZotLink less often.  There are also times when recruitment season is in full swing and it’s busier on ZotLink, meaning that you will have more competition with your posting.
  • How much (and what kind of) information is in the posting?
    Our students are very savvy. Clear, concise, error-free descriptions that demonstrate your company’s professionalism are going to be appreciated. Blank sections, vague information, or unclear messages will deter applicants.
  • How is the position described, and named?
    I can certainly understand the desire to stand out and showcase your company’s personality, though if you have a creatively-named position, be aware that not everyone will understand it.  Calling a Sales Representative a “Life Changing Relationship Builder” may match your company’s values, but it won’t make sense to those who aren’t as familiar with your lingo or personality.
  • What type of position is it?
    There are some types of opportunities that are simply more popular among our student body than others. Personally, I believe that nearly every internship, entry-level or junior position has a spot on ZotLink (we have over 40,000 students and alumni registered), but that doesn’t mean students are equally interested in all of them, unfortunately.
  • Is the compensation fair?
    There are a number of things many people (students or non-students) expect to get paid to do. Calling the experience an “unpaid internship” does not change that, and might lead to a less-enthusiastic applicant pool. On a related note, if your position is unpaid, but it shows up next to four identical opportunities that ARE paid, that will affect someone’s decision whether or not to apply.
  • What else do students know your company (from online sources, the news, word of mouth, etc.)?
    You could have the most perfectly-worded, perfectly-timed, well-compensated position in the world, though if a student knows someone who had a miserable internship experience, or who doesn’t like working with your organization, that may inhibit their application. In addition, if your organization has received bad press or has negative reviews online, that will also be a factor. 

Please keep in mind that you don’t have to figure everything out by yourself – my colleagues and I are here to work with employers and ensure that your recruiting efforts are going as smoothly as possible. I’ll gladly talk to anyone wondering how to maximize a posting.  Deep down, I like that detective feeling!

Until next time,
DBO

Top 5 Career Fair tips (for recruiters)

All right friends and readers – here it is! Now that our Fall Career & Graduate School fairs have wrapped up, I can share the Top 5 Tips I learned (for recruiters)…

5) Wear (or bring) comfortable shoes
Seriously. You might be standing for 5+ hours. When hosting tables during a previous job, I often wore sneakers or flip-flops that weren’t visible to anyone else (thank goodness for floor-length table cloths). Then, I changed into my stiff shoes for the walk to lunch or to my car. Most people had no idea I did this…until now.

4) Bring reinforcements
You do not need to take on the entire fair by yourself! It’s not uncommon to see two, three, four, or more representatives at one table. See if there are any recent college graduates in your organization who can spare a few hours to relate to the students. Or, better yet, see if there are any alumni in your company who can come represent (we’ll give them special nametags and pins)

3) Understand where the students are coming from
Please take a moment to remember what it’s like to be in a student’s shoes juggling career fairs and job applications with classes, homework, club meetings, group projects, study dates, internship hours, academic planning, home life, etc. Some students may be able blend right in with the experienced candidates you work with, others are still learning about what it means to be professional. Don’t be surprised if you encounter some of each.

2) Care for yourself
Take advantage of the tea and water available to you, or bring your own throat lozenges if you prefer. You will likely be talking a LOT.

1) Let staff know if you have any questions or concerns
There is much we can do to help you have a smooth and successful fair experience. Need water or a snack? Check. Want a quick route to the bathroom or to a coffee stand? Check. Have a question about our student body, or academic programs? Check. Is your table wobbly, or do you need another chair? Check. We can help with all of these things, if you ask us in time. Unfortunately, there isn’t anything we can do if we don’t find out about an issue until you give us your evaluation at the end of the fair. So, please don’t be shy. You will see dozens of us circulating at the fairs – let us know what you need!

Looking forward to seeing you next time!

-DBO

Highlights from Fairs 3 & 4

Hello again!

For those keeping track, we are now through four of our five fall fairs – the Work-Study and On-Campus Employment Fair, the Engineering, Science and Technology Fair, the Fall Career Fair, and the Graduate School Fair.  Big day! Time sure flies when you’re having fun, right? All that’s left for this quarter is our Law School Fair (next Monday, October 31). Hopefully many of you enjoyed the first unofficial pictorial posted back on 10-14. In that same vein, here are some more photo highlights from our events on 10-20 and 10-24 for your viewing pleasure…

As it turns out, the Fall Career Fair had many things in commong with the Engineering, Science & Technology fair held the week prior...

...including location, steady student traffic and strong employer representation.

Though, grad fairs look a little different. This is a "before" picture of yesterday's event, which had over 100 graduate schools represented.

Here's a "during" shot, with table tents and students as far as the eye can see.

Graduate School Fairs are also a bit more casual.

Though my unbiased (ahem) professional opinion is that you'll still find that staff is friendly and professional...

(As are our new friends tabling)

...especially after we've had our coffee (seriously. This part is important)

Lastly, I think this one speaks for itself - two our fabulous Peer Advisors helping with take-down.

photo credit: All photos courtesy of our fabulous marketing guru, Joanne.

I’m looking forward to reporting back after we finish our final fair fair on Monday – Until next time!

-DBO

OCI: Short for “On-Campus Interviewing” OR “Ooh, Can I?”

OCI is off-and-running, my friends!  Starting earlier this month, and continuing throughout this quarter, we will have a number of employers visiting our center and using our interview rooms to meet with our students, their potential employees. This is an exciting time at the Career Center (especially for my colleague Michelle F., who oversees all OCI scheduling).

For those who are unfamiliar with, or who are new to on-campus recruitment, I thought I’d offer a quick explanation about OCI.  It stands for On-Campus Interviewing, which is just what it sounds like. Participating employers can use ZotLink to manage their recruitment from start to finish (with help from Career Center staff). They have the ability to post positions, schedule interviews, communicate with candidates, and of course, interview them here on campus.

Here is the interview space

Here is Michelle, the Career Center staff member behind all the magic

 And, here is the tool that you (employers) can use to sign-up:

OCI can work very well for employers who are from out-of-town, who are managing a high volume of student candidates, or for those who want to streamline their UCI student recruitment efforts. And yes, it’s a free service. 

Now, I’m going to put this out there – many spots for Fall are already filled. That said, if anyone wants to join us over the next few weeks, please feel free to reach out and we’ll do our best to get you on the schedule. OR, put it on your calendar to consider for Winter Term – interviews will go from January 27-March 16. Further updates about future scheduling will be posted here, as they become available.

That said, have a great weekend, everyone!

-DBO