Click here to load reader

Employer Recruiting Practices Survey Results

  • View
    44

  • Download
    2

Embed Size (px)

DESCRIPTION

Employer Recruiting Practices Survey Results. Funding Provided by: MWACE Steele Grant Award. Survey Conducted by: Saint Louis University Career Services. Purpose. - PowerPoint PPT Presentation

Text of Employer Recruiting Practices Survey Results

  • Employer Recruiting Practices Survey ResultsFunding Provided by:MWACE Steele Grant AwardSurvey Conducted by:Saint Louis UniversityCareer Services

  • To survey local and midwest employers about their recruiting preferences, in order to provide a summary report on best interview and job seeking practices to students who are internship or job-seeking, and to respondents of this survey upon request.

    Presenters: Kathy Day & Carol Lunning

    August 4, 2004Purpose

  • Preferred Method to Receive Resumes & Cover Letters E-mailed with cover letter as body & resume as attachment E-mailed with both documents as attachments Online application Mailed in 9x12 envelope No preferenceNumber of Employers who selected this answer(Select only one)

  • Most Important Things to Lookfor in a ResumeWork or internship experience (222)Specific major or degree (140)Summary of qualifications (120)Accomplishments (107)Clear Objective (58)Extra-curricular involvement (54)GPA (53)(Select up to three)

  • Complaints Regarding ResumesErrors (spelling, grammar, etc.)Lack of or unrelated experienceUnprofessional looking(Select up to three)Missing or unclear datesLack of or unclear objectiveMore than one pagePoor style or format

  • #1 Complaint Regarding Cover LettersNo clear connection between job requirements and candidates qualifications (92)

    Poorly written (60)

    Errors (spelling, grammar, etc.) (48)

    Lack of cover letter (29)

    Cover letter more than one page (17)

  • What Influences Your Decision to Invite a Candidate for an Interview? Relevant work or internship experience236Education that matches the job154Referral from someone within the company94Cover letter directed to specific job83Academic Accomplishments60Follow-up contact from candidate 51(Select up to three)

  • What makes a candidate stand out most in an interview? Personality that seems to fit position and team Answers that include thoughtful examples Sincere, passionate interest in the position Poised and professional attitude Providing evidence / an example of intelligence or ability to learn(Select up to three)Number of Employers who selected this answer

  • What makes a candidate stand out most in an interview?cont Knowledge of company / organization Thoughtful questions to the interviewer Professional dress Direct and appropriate eye contact

  • Is Telephone Screening Part of your Interviewing Process?Always106Sometimes145Never24

  • How Important do you Consider a Thank You Note in your Decision to Hire?Very Important34Important88Unimportant28Neutral122Very Unimportant3

  • In What Format do you Prefer a Post-Interview Thank You Note?Hand-written84Follow-up phone call1E-mailed38Typed15No Preference133Prefer not to receive one4(Select only one)

  • Preferred Method of Recruiting Entry-level Candidates Career Fairs Internships / Co-ops On-campus recruiting (interviews) Internal / company websites Referrals(Select up to three)Number of Employers who selected this answer External websites (Monster, HotJobs, etc)

  • Minimum Number of Interviews you Typically Conduct, Before Making an Offer to a CandidateOne 20Two 113Three 91Four24

  • Do You Ever Conduct Long-Distance Interviews Via Videoconferencing?Yes28No165Not currently, but may in the future82

  • What is Your Favorite Interview Question?Major Categories: Behavioral Analytical Strengths / Accomplishments Knowledge of Organization / Position Challenges / Areas for Development Who are you?

  • Give me an example of a time when you failed. What did you learn from it, and how did you apply that knowledge in a future situation?

    Give me a situation where in order to solve a problem you had to find a unique solution.

    Describe a difficult co-worker. Include why you consider them difficult and tell me how you work with that person.Behavioral-Based Questions

  • Analytical Questions Why are manhole covers round?

    What part of a car would you like to be and why?

    What are the key elements to being successful in a career?

    If you were the employer and could only make one job offer, which one of your classmates would you hire and why?

  • Strengths / Accomplishments How do you feel your experience has prepared you for a leadership role with our company?

    What has been your greatest accomplishment in life?

    What strengths do you bring to this position?

    What teambuilding and people development skills do you feel you possess?

    What qualities will you bring to our company that will help us improve?

  • Knowledge of Organization / Position Have you visited our website?

    What do you know about our company / organization?

    How does your work, educational, and volunteer / internship experience relate to this position?

    Why are you interested in this particular position within our company?

  • Challenges / Areas for Development Tell me about a stressful situation and how you handled it.

    Tell me about a time when you made a mistake on the job, how you handled it, and what you learned from it.

    Tell me about a job / task that you did not find challenging or stimulating. How did you keep yourself motivated?

    Give me an example of an area in which you would like to improve.

  • Who Are You? How would you describe yourself in 5 words or phrases?

    Nobody is perfect, but if there is something you could change about yourself, what would it be and why?

    If I were to contact a prior supervisor, how would he / she describe you as an employee?

    Why should I hire you instead of one of the other applicants for this position?

    What are your long-term career goals?

  • Advice to candidates applying for a position with your companyBE Confident and enthusiastic On time Prepared and professional Yourself Honest Assertive

  • DO Research about the company / organization Show respect to the interviewer Focus on your field of interest Give examples of leadership roles Follow up Relax Ask questions Dress professionally

  • HAVE Passion for the position Previous experience Extra copies of your resume and cover letter A list of references Evidence of work or class assignments that relate to the position

  • KNOW Your target position Details about the position What qualifications are required Your strengths How to think outside the box What you are getting into before you commit Where you want to work and why you are a good fit

  • SHOW

    Accurate dates of employment A real interest in the position A clear and concise objective A positive attitude and maintain eye contact How you can be an asset to the company

  • Additional Advice

    Practice interviewing

    Provide thorough but concise answers to questions

    Provide all information necessary to be considered as a candidate

  • Conducting SurveysLessons Learned: Start Early! Prepare a timeline & budget Get IRB Certified (check with your institution for requirements Determine purpose of survey and use it as a guide in developing questions

  • Lessons Learned Cont Plan distribution of survey and collection of data (letters, e-mails, etc.) Update incorrect mail and e-mail addresses Analyze and compile data Publish and distribute findings (booklets, website, etc.)

  • AcknowledgementsKim Reitter & James BuckAssistance in developing survey questions

    Ellen Steichen, InternDeveloping powerpoint presentation

    Career Services Student StaffAdditional survey assistance

  • Contact Information

    Carol Lunning, Assistant Director, Career [email protected]

    Kathy DayDirector, MBA & Graduate Business [email protected]

    SLU Career Services Office Phone: (314) 977-2828 Website: Careers.slu.edu

  • Thank you for your participation.

    Please remember to complete the session evaluation.