How To Satiate Demand for More College Grads

How To Satiate Demand for More College Grads How To Satiate Demand for More College Grads Overall, the report (PDF) said, degrees in business, engineering, computer/information science, sciences, and communications disciplines are going to be most in demand by employers. Now the employers just have to find the soon-to-be-minted college graduates to hire.Texas AM offers some strong advice that can be helpful to both on-campus recruiters and prospective graduates looking for work. On its career center website, the university says, The key to successful recruiting is building and maintaining a presence on campus. Organizations who enjoy the most success are those who have name recognition and a positive image with students. In order to attain a higher level of campus presence, employers are encouraged to use an integrated approach involving a variety of activities.The universitys first suggestion is participation in on-campus career fairs. OK, so not all of the advice is revolutionary but its good to cover the basics. When Willie Sutton was asked why he robbed banks, he answered, Because thats where the money is. Potential employees are going to be at career fairs.Avail yourself of any job posting sites universities and colleges have to offer. Theyre a common way for prospective grads and recent alum to see what you have to offer.Use any online-recruitment tools that universities and colleges have to offer. The career centers will provide you spots for on-campus einstellungsgesprchs.Host an information session on campus. Its good marketing for getting your brand in front of the students. As Texas AM points out, it allows businesses to explaintheir organizations to students, rather than use interview time for this purpose. Othersuse these sessions to observe and interact with interview candidates in a less structuredenvironment.This wont help you during spring recruitment drives, but it does lay the foundation for future hiring. The university recommends providin g students with learning opportunities while exposing them to your organization by offering internship, cooperative education, or externship opportunities. Test out profil hires before graduation and enhance your staffing resources. As the university points out, once a student has gone through your organization as an intern, he or she becomes a brand ambassador for you on campus.Texas AM says companies can also have success by volunteering on campus. Its career center programs, for example, include mock interviews, the company visit, career profiling, and interview techniques. Again, as with the information sessions, it helps recruiters be seen in a more informal light outside of the formal interview and it also helps students get to know your brand as being community minded and informed because of your expert presence on topics important to them.Of course, money goes a long way in your recruiting efforts, too. Texas AM says (and its hardly unique among institutions of higher learni ng), Generous contributions from employer partners have enabled The Career Center to expand services and resources to better serve students and employers. As a result of their highly visible contributions, employers have enjoyed a competitive advantage through enhanced publicity and the opportunity to work directly with staff.All of the above advice works for students, too. Take part when a company you are interested in comes to campus and youll get noticed by company recruiters in a less formal setting. Career center fairs, sessions on mock interviews and career profiling, as well as interview techniques are all forms of networking that will be valuable tools to develop further along in your career.

25 job interview questions to get the job Ladders 2018 Interviews Guide

25 job interview questions to get the job Ladders 2018 Interviews Guide25 job interview questions to get the job Ladders 2018 Interviews GuideIve assembled the following 25 job interview questions for you to ask the HR partie, the recruiter, the hiring manager, and the other people with whom you interview.These are useful because they are open-ended enough for an answer to be revealing, while relevant enough to the context of an interview to seem sensible. They dont feel very threatening to ask - they allow you to feel sharp - and yet they can produce reams and reams of insight into the heart of the operation and its people.As a rubric for scoring opportunities, you might ask yourself about each role for which you interviewCompetitors business - What worries you about the business, what opportunities do you see? What are the growth prospects for the business?gruppe - How do you like the folks on the team, is team composition right, is there anything missing that will make your j ob difficult?Work-life balance - Do they work too much or too little? How much ambition are you looking for? Are nights / weekends / vacations sacrosanct or a cause for more work?The work - Is it high-level, low-level, managing, doing, thinking, travel?The pay and benefits - Is it enough cash now, is it enough cash later, is there room for advancement? Are the core benefits and fringe benefits good?With that introduction, here are your 25 easy-to-ask, revealing-to-answer questions to take to a job interview.25 great job interview questionsWhats the biggest change your group has gone through in the belastung year? Is the improving economy also improving your business, or leid yet?Which competitor worries you the fruchtwein?If I get the job, how do I earn a perfect score on my performance review? What are the key accomplishments youd like to see in this role over the next year?What are the three things I can contribute in the first 100 days to make you feel great about hiring me? W hat are the fruchtwein important things to the success of this role overall?Whats your (or my future bosss) leadership style?How does sales / operations / technology / marketing / finance work around here? (I.e., groups other than the one youre interviewing for).What type of people are successful here? What type of people are not?Whats one thing thats key to this companys success that somebody from outside the company wouldnt know about?How did you get your start in this industry? Why do you stay? (Asked well - i.e., asking the question and then not interrupting at all - this question alone can have your interviewer chatting away for 10 or 20 minutes of fond reminisces.)What are your groups best and worst working relationships with other groups in the company? What are the pain points you have to deal with day-to-day?What keeps you up at night? Whats your biggest worry these days?Who are my customers (internal or external) and how do they measure me / us? Who views me (my team) as a customer (internal or external)?Whats the timeline for making a decision on this position? When should I get back in touch with you?The economy has been getting better, and theres a lot of hiring going on. Why did you decide to prioritize this position instead of the many others you could have hired for?What is your reward ordnungsprinzip? Is it a star system / team-oriented / equity-based / bonus-based / pat-on-the-back-based? Why is that your reward system? What do you hope to get out of it, and what actually happens when you put it into practice? What are the positives and the negatives of your reward system? If you could change any one thing, what would it be?What does success for this group / team / company look like in one year? In five years?What information is shared with the employees (revenues, costs, operating metrics)? Is this an open book shop, or do you play it closer to the vest? How is information shared? How do I get access to the information I need to be success ful in this job?If we are going to have a very successful year in 2019, what will that look like? What will we have done in the time before then to make it successful? How does this position help achieve those goals? (This question helps show your ability to look beyond todays duties to the future more than a year away.)How does the company / my future boss do performance reviews? How do I make the most of the performance review process to ensure that Im doing the best I can for the company?What is the rhythm to the work around here? Is there a time of year that its all hands on deck and were pulling all-nighters, or is it pretty consistent throughout the year? How about during the week / month? Is it pretty evenly spread throughout the week / month, or are there crunch days?What type of industry / functional / skills-based experience and background are you looking for in the person who will fill this position? What would the perfect candidate look like? How do you assess my experie nce in comparison? What gaps do you see?What is your (or my future boss) hiring philosophy? Is it hire the attitude / teach the skills or are you primarily looking to add people with domain expertise first and foremost?Is this a new position, or an existing position? If new, why was it created and what are the expectations? If an existing position, where did the prior person go? What were the things that person did really well, that you hope to see in the next person? What are the things you hope will change?In my career, Ive primarily enjoyed working with big / small / growing / independent / private / public / family-run companies. If thats the case, how successful will I be at your firm?Who are the heroes at your company? What characteristics do the people who are most celebrated have in common with each other? Conversely, what are the characteristics that are common to the promising people you hired, but who then flamed out and failed or left? As Im considering whether or not Id be successful here, how should I think about the experiences of the heroes and of the flame-outs?The bottom lineYou may want to score these answers along the framework I created above, or on a framework of your own making. Or you may focus entirely on the qualitative side of your conversations.In any event, this list of questions enables you to come to every interview with a few good questions.Remember, asking questions in interviews is only 50% about addressing your needs, explaining the role to you, and satisfying your curiosity. The other 50% of asking questions is showing your capability for critical thinking about the company, the industry, and the role.Using your question time to show off your good noodle by asking (brief) insightful questions, is a much better use of the time than saying that you have no questions.One last great question to ask at a job interview to keep in your back pocketAnd if you somehow run out of questions - even after reading this list - there is th e great, all-purpose, anytime, anyplace question to ask, that you can always rememberIs there anything else I shouldve asked but didnt?This article is adapted fromLadders 2018 Interviews Guide 74 Questions That Will Land You the Job (Ladders 2018 Guide). Purchase the Kindle Single for immediate download here.**Disclosure Ladders from time-to-time uses affiliate links. At no additional cost to you, we will receive a commission if you click through and make a purchase.

What might explain the current unhappiness epidemic

What might explain the current unhappiness epidemicWhat might explain the current unhappiness epidemicWed all like to be a little happier.The problem is that much of what determines happiness is outside of our control. Some of us are genetically predisposed to landsee the world through rose-colored glasses, while others have a generally negative outlook. Bad things happen, to us and in the world. People can be unkind, and jobs can be tedious.But we do have some control over how we spend our leisure time. Thats one reason why its worth asking which leisure time activities are linked to happiness, and which arent.In a new analysis of 1 million U.S. teens, my co-authors and I looked at how teens were spending their free time and which activities correlated with happiness, and which didnt.We wanted to see if changes in the way teens spend their free time might partially explain a startling drop in teens happiness after 2012 and perhaps the decline in adults happiness since 2000 as well. A possible culprit emergesIn our study, we analyzed data from a nationally representative survey of eighth-, 10th- and 12th-graders thats been conducted annually since 1991.Every year, teens are asked about their general happiness, in addition to how they spend their time. We found that teens who spent mora time seeing their friends in person, exercising, playing sports, attending religious services, reading or even doing homework were happier. However, teens who spent mora time on the internet, playing computer games, on social media, texting, using video chat or watching TV were less happy.In other words, every activity that didnt involve a screen was linked to more happiness, and every activity that involved a screen was linked to less happiness. The differences were considerable Teens who spent more than five hours a day online were twice as likely to be unhappy as those who spent less than an hour a day.Of course, it might be that unhappy people seek out screen activities. Howe ver, a growing number of studies show that most of the causation goes from screen use to unhappiness, not the other way around.In one experiment, people who were randomly assigned to give up Facebook for a week ended that time happier, less lonely and less depressed than those who continued to use Facebook. In another study, young adults required to give up Facebook for their jobs were happier than those who kept their accounts. In addition, several longitudinal studies show that screen time leads to unhappiness but unhappiness doesnt lead to more screen time.If you wanted to give advice based on this research, it would be very simple Put down your phone or tablet and go do something just about anything else.Its not just teensThese links between happiness and time use are worrying news, as the current generation of teens (whom I call iGen in my book of the same name) spends more time with screens than any previous generation. Time spent online doubled between 2006 and 2016, and 82 percent of 12th-graders now use social media every day (up from 51 percent in 2008).Sure enough, teens happiness suddenly plummeted after 2012 (the year when the majority of Americans owned smartphones). So did teens self-esteem and their satisfaction with their lives, especially their satisfaction with their friends, the amount of fun they were having, and their lives as a whole. These declines in well-being mirror other studies finding sharp increases in mental health issues among iGen, including in depressive symptoms, major depression, self-harm and suicide. Especially compared to the optimistic and almost relentlessly positive millennials, iGen is markedly less self-assured, and more are depressed.A similar trend might be occurring for adults My co-authors and I previously found that adults over age 30 were less happy than they were 15 years ago, and that adults were having sex less frequently. There may be many reasons for these trends, but adults are also spending more time with screens than they used to. That might mean less face-to-face time with other people, including with their sexual partners. The result less sex and less happiness.Although both teen and adult happiness dropped during the years of high unemployment amid the Great Recession (2008-2010), happiness didnt rebound in the years after 2012 when the economy was doing progressively better. Instead, happiness continued to decline as the economy improved, making it unlikely that economic cycles were to blame for lower happiness after 2012.Growing income inequality could play a role, especially for adults. But if so, one would expect that happiness would have been dropping continuously since the 1980s, when income inequality began to grow. Instead, happiness began to decline around 2000 for adults and around 2012 for teens. Nevertheless, its possible that concerns about the job market and income inequality reached a tipping point in the early 2000s.Somewhat surprisingly, we found that teens who didnt use digital media at all were actually a little less happy than those who used digital media a little bit (less than an hour a day). Happiness was then steadily lower with more hours of use. Thus, the happiest teens were those who used digital media, but for a limited amount of time.The answer, then, is not to give up technology entirely. Instead, the solution is a familiar adage everything in moderation. Use your phone for all the cool things its good for. And then set it down and go do something else.You might be happier for it.Jean Twenge, Professor of Psychology, San Diego State UniversityThis article is republished from The Conversation under a Creative Commons license. Read the original article..bxc.bx-campaign-1012255 .bx-group-1012255-fEAd6NQ position relativez-index 1width 720pxheight 480pxbackground-color transparent