Kelsey Castle's Posts - RecruitingBlogs2024-03-28T16:45:55ZKelsey Castlehttps://recruitingblogs.com/profile/KelseyCastlehttps://storage.ning.com/topology/rest/1.0/file/get/1228316873?profile=original&width=48&height=48&crop=1%3A1https://recruitingblogs.com/profiles/blog/feed?user=1nmug2wzk5eos&xn_auth=noHow Much Weight Should a Job Candidate's Education Hold?tag:recruitingblogs.com,2013-11-04:502551:BlogPost:17637732013-11-04T18:00:00.000ZKelsey Castlehttps://recruitingblogs.com/profile/KelseyCastle
<p>The benefits of holding a college degree for a job-seeker are fairly obvious - <a href="http://www.cleveland.com/datacentral/index.ssf/2013/08/unemployment_rate_74_percent_o.html">August 2013 stats</a> show that the unemployment rate for college graduates is just under 4 percent, compared to nearly 8 percent of those who only have a high school diploma and nearly 11 percent for high-school dropouts.</p>
<p>However, that only answers the question how much attending college should matter for…</p>
<p>The benefits of holding a college degree for a job-seeker are fairly obvious - <a href="http://www.cleveland.com/datacentral/index.ssf/2013/08/unemployment_rate_74_percent_o.html">August 2013 stats</a> show that the unemployment rate for college graduates is just under 4 percent, compared to nearly 8 percent of those who only have a high school diploma and nearly 11 percent for high-school dropouts.</p>
<p>However, that only answers the question how much attending college should matter for the person looking for a job. The question is if employers should be placing so much weight on the education of their job candidates.</p>
<p><img src="http://www.mediashower.com/img//77006043.jpg" border="0" width="400"/><br/> <i>College degrees should hold weight - but only to a certain extent.</i></p>
<p>Based on surveys, it's clear that recruiters put a lot of weight on candidates with a college degree. <a href="http://chronicle.com/article/The-Employment-Mismatch/137625/#id=overview">A recent article in the Chronicle of Higher Education</a> notes that two-thirds of employers say meeting degree requirements for a job posting is 100 percent required to even have your resume read. But at the same time, many employers kvetch about a candidate's preparedness for the work force - even if they graduated magna cum laude. So, clearly, even among those doing the interviewing, the worthwhileness of a college degree is debatable.</p>
<p><a href="http://boss.blogs.nytimes.com/2012/09/11/how-i-interview-job-candidates/">In an article in The New York Times</a>, business owner Tom Szaky notes that education only matters to him in the case of inexperienced employees or if a job requires a background in an academic subject such as science or law. After five years, both a candidate's alma mater and major matter little to him.</p>
<p><img src="http://www.mediashower.com/img//166370070.jpg" border="0" width="400"/><br/> <i>Critical thinking skills matter, college degree or not.</i></p>
<p>What a college degree does show, however, is a candidate's ability to work toward a goal and stick with a task. Of course, you never know how much assistance a candidate had, whether it was financially or otherwise, and legally speaking, it's a minefield when you get to asking personal questions like that - particularly if you're wondering why a candidate didn't finish college.</p>
<p>Overall, though, a college degree speaks to a potential employee's ability to patiently complete coursework and stay committed to something, and that is something to be seriously considered.</p>
<p>Once you determine how much a college degree matters in your search for the perfect job candidate, the next question is: How much does the candidate's major matter? To some of your fellow recruiters, not much. To others, it's important. It all depends on what the job entails.</p>
<p>College majors that are tied to specific career paths, such as engineering or law, clearly hold weight. Other courses of study, particularly those in the liberal arts or even general fields like business, might mean a little less, as long as the candidate has demonstrated ability to problem-solve, think creatively, and communicate effectively.</p>
<p>Majors tend to matter more when dealing with potential candidates that are young, inexperienced, and perhaps only know what they've been taught in college. As a job seeker moves through the industry, he'll pick up skills that will make his college studies moot.</p>
<p>When interviewing a candidate, give weight to their education - but not too much. You want to look for candidates that are quick to learn, effective communicators, and have growth potential. That might be a college graduate, but you never know - the perfect person might have skipped out on higher education but will still be a worthwhile addition to your company.</p>
<p><i>Kelsey Castle is a freelance writer and editor who specializes in business and real estate, such as <a href="http://www.roblawhomes.com">Amarillo homes</a>. She resides in Maryland.</i></p>Secrets for Successfully Recruiting Passive Job Hunterstag:recruitingblogs.com,2013-11-03:502551:BlogPost:17637702013-11-03T17:30:00.000ZKelsey Castlehttps://recruitingblogs.com/profile/KelseyCastle
<p>Passive job seekers aren't those who are lazy or disinterested. In fact, they're quite the opposite - they're too busy doing their job successfully to know that another company has their sights set on their talent. That's exactly what makes them so appealing.</p>
<p>For one thing, these candidates are currently employed. They're productive members of the workforce, gaining skills, experience, and education that could benefit your company. However, they're not the people who are searching job…</p>
<p>Passive job seekers aren't those who are lazy or disinterested. In fact, they're quite the opposite - they're too busy doing their job successfully to know that another company has their sights set on their talent. That's exactly what makes them so appealing.</p>
<p>For one thing, these candidates are currently employed. They're productive members of the workforce, gaining skills, experience, and education that could benefit your company. However, they're not the people who are searching job listings for the latest openings. This means you have to go out of your way to recruit them.</p>
<p><img src="http://www.mediashower.com/img//87455862.jpg" border="0" width="400"/><br/> <i>Your next employee might be waiting for your email - they just don't know it yet.</i></p>
<p><b>Go Mobile</b></p>
<p>If a potential job candidate receives an employment opportunity, they're savvy enough not to use the company computer to research and respond. However, <a href="http://www.tlnt.com/2013/09/11/the-mobile-secret-to-recruiting-passive-job-seekers/">in a recent survey,</a> 63 percent of respondents say they have searched for a job on their mobile device - so a smart recruiter should know how to use mobile devices to their full ability.</p>
<p>Make sure your company's website is optimized for mobile devices so it's easy for the candidate to research and review information. It's important to remember that this set of candidates won't feel the need to invest a lot of time and effort into an opportunity that has fallen into their lap.</p>
<p><b>Fully Utilize LinkedIn</b></p>
<p>According to <a href="http://www.payscale.com/career-news/2013/08/how-linkedin-helps-passive-job-seekers-land-their-dream-jobs">recent stats</a>, only 20 percent of LinkedIn users are actively seeaking new job opportunities, while up to 60 percent are passive candidates. However, LinkedIn might be the best thing to ever happen to recruiters seeking passive candidates - it's a bevy of well-rounded resumes right at their fingertips, and they have the ability to search for and target very specific skills. No longer do these headhunters have to make a lot of effort to find the perfect candidates for them - it's right at your fingertips.</p>
<p><img src="http://www.mediashower.com/img//57449155.jpg" border="0" width="400"/><br/> <i>A passive job seeker might be hard to persuade to interview, but a worthwhile opportunity could get her in the door.</i></p>
<p><b>Employ Proactive Networking</b></p>
<p>Even in the digital age, it's not all about the Internet - sometimes, you meet the best candidates via old-fashioned methods such as at conferences, in networking forums, and through employee referrals. Ask your top-performing employees for the names of peers working in similar industries, and talk seriously to folks you meet at business events. Trust your instinct - though you might not be able to see their resume right away, you can often gauge their knowledge and work ethic from a conversation about their career.</p>
<p><b>Offer a Worthwhile Opportunity</b></p>
<p>A passive job seeker isn't looking for a new position because he's comfortable where he is. Sometimes, the fear of change can be enough to keep an employee right where he is. Therefore, you want the opportunity you offer to this person to be desirable enough to make them consider leaving their comfort zone.</p>
<p>Why is this job right for them? What sort of benefits does your company offer that they might not have right now? Opportunities to work from home, additional vacation time, and the ability to learn through education, seminars, and conferences - with the ability to grow and be promoted - might also appeal to passive job seekers.</p>
<p>A passive job seeker might not be the right fit for your company or even interested in the opportunity you offer. However, as the saying goes, "you miss 100 percent of the chances you don't take" - so reach out to that potential employee and see where it goes.</p>
<p><i>Kelsey Castle is a freelance writer and editor who specializes in business topics and personalities such as <a href="http://www.visualcv.com/ceciliaibru">Cecilia Ibru</a>. She has a degree in journalism and lives in Maryland.</i></p>Top College Classes That Can Help Elevate Your Job Searchtag:recruitingblogs.com,2013-09-07:502551:BlogPost:17503932013-09-07T21:30:00.000ZKelsey Castlehttps://recruitingblogs.com/profile/KelseyCastle
<p>The competition for an entry-level job is stiffer than ever, particularly for the <a href="http://education.yahoo.net/articles/six_high-earning_careers.htm">best-paying careers</a> on the market. While having a college degree can boost your marketability over someone without any higher education, the advantage isn't as high as it once was.</p>
<p>Taking a variety of courses during your college years can elevate your job search, making you more appealing to a potential employer. If you didn't…</p>
<p>The competition for an entry-level job is stiffer than ever, particularly for the <a href="http://education.yahoo.net/articles/six_high-earning_careers.htm">best-paying careers</a> on the market. While having a college degree can boost your marketability over someone without any higher education, the advantage isn't as high as it once was.</p>
<p>Taking a variety of courses during your college years can elevate your job search, making you more appealing to a potential employer. If you didn't go to college - or if it's been years since graduation - returning to a local college or university to simply take a few classes can enhance your resume, too.</p>
<p>The key to choosing the right college courses is determining in what area you're lacking and trying to become a well-rounded person. For example, if you majored in English or another liberal arts study, focus on expanding your horizons in the STEM (science, technology, engineering, and math) fields. Conversely, if you're already proficient in the STEM industry, aim to boost your communication or creative skills.</p>
<p><img src="http://www.mediashower.com/img//77006043.jpg" border="0" width="400"/><br/> <i>Simply having a college degree isn't always enough - you have to take the right classes, too.</i></p>
<p><b>Business and STEM Classes</b></p>
<p>Nearly every job you go into with a liberal arts degree, whether it's teaching, writing, or non-profit work, benefits from a solid background in business or STEM fields. For example, an economics class provides you with a broad perspective on the role of costs and values of goods and services, so you have a more realistic view of the marketplace. If you have a choice between macro or microeconomics, choose the latter.</p>
<p>To expand on this broad world view, invest in a finance class - this will show a potential employer that you not only understand economics in a larger sense, but you can also apply the knowledge on a smaller scale, working on budgets and spreadsheets. Whether or not you end up using these skills to manage a department at the company or to contribute to a local charity, it will end up coming in handy.</p>
<p>At some point in your career, you'll probably be asked to do some form of marketing. In fact, the interview itself is a form of marketing - you're marketing yourself! A primer on basic marketing or sales skills, including social media skills and coming up with fresh, creative ideas, will go far in nearly any career field.</p>
<p>Finally, don't forget about technology. While you don't have to be a computer whiz, claiming proficiency in Microsoft Word will no longer cut it. Taking one or two courses in web and computer skills or even something more advanced like computer programming or web design shows an employer that you're keeping up with technology.</p>
<p><img src="http://www.mediashower.com/img//153379569.jpg" border="0" width="400"/><br/> <i>Broaden your horizons with a college course that will help with your job search.</i></p>
<p><b>Liberal Arts and Creative Classes</b></p>
<p>Although business, finance, and science or engineering-based degrees tend to be more profitable, there's something to be said for the skills gleaned from a liberal arts education - after all, there's a reason most four-year universities require that all students take a broad spectrum of these classes as undergrad pre-requisites.</p>
<p>For example, a communications course - one that focuses on both oral and written communication - enhances your marketability extensively. Today, the first interaction you're likely to have with a potential employer is via written communication - email - and being able to accurately reflect your potential worth to the company is much more effective than simply sending over your resume.</p>
<p>You also want that written communication to be grammatically sound, which a basic English or grammar class can teach you. Spellchecker can only get you so far.</p>
<p>Once you get to the interviewing stage, your oral communication skills come into play. A public speaking course can not only help you feel confident in preparing what you're going to say, but will help you down the line when you're called on to make presentations, whether at a conference or in meetings. A theatre class, as strange as it sounds, can help you master the same technique of getting you comfortable in front of an audience and thinking on your feet.</p>
<p>The point of taking classes out of your niche career area is to show a potential employer that you're not only well-rounded, but also eager to learn and adapt. While you don't have to list every out-of-the-box course you've taken on your resume, you can include a section for "relevant coursework" and switch out the classes, based on what you think a particular employer would like to see. When the employer sees your broad experience and education, you'll be one step ahead of the other candidates.</p>
<p><i>Kelsey Castle is a freelance writer who majored in journalism in college. Since graduating, she's taken health science and computer design courses to enhance her resume.</i></p>3 Characteristics That Can Make a Job-Seeker Virtually Unhirabletag:recruitingblogs.com,2013-08-07:502551:BlogPost:17387372013-08-07T16:00:00.000ZKelsey Castlehttps://recruitingblogs.com/profile/KelseyCastle
<p>It isn't your age, race, religion, marital status, or sexual orientation that makes you unhirable -- those characteristics are protected by federal law. However, there are other factors that go into determining whether someone is employable, such as job history, personnel skills, and networking ability.<br></br> <br></br> Whether you're a job-seeker wondering why you keep getting turned down for a job or a recruiter wondering if it's worth taking a risk of a potential job candidate, take a look at…</p>
<p>It isn't your age, race, religion, marital status, or sexual orientation that makes you unhirable -- those characteristics are protected by federal law. However, there are other factors that go into determining whether someone is employable, such as job history, personnel skills, and networking ability.<br/> <br/> Whether you're a job-seeker wondering why you keep getting turned down for a job or a recruiter wondering if it's worth taking a risk of a potential job candidate, take a look at these top three characteristics that make a new hire risky -- and how to navigate them.<br/> <br/> <img src="http://www.mediashower.com/img//159668433.jpg" border="0" width="400"/><br/> <br/> <i>Nervous about an interview? Make sure you've prepared thoroughly.</i><br/> <br/> <b>Spotty Employment History</b><br/> <br/> When you apply for a job, you're expected to either provide a resume detailing previous experience or fill out a job application. In either case, a potential employer can quickly tell if you have either gone years without working or hopped from job to job quickly. The wise thing is not to lie or fudge the dates on these -- you never know when a new employer will call a previous one to verify dates of employment.<br/> <br/> If the resume indicates a significant time spent not working, the recruiter or employer will want to know what the reason is. Whether it's because of having a child, furthering your education, taking time to travel, or caring for yourself or a loved one, the important thing is to relay not why there's a gap, but rather what you did during that gap that makes you relevant in today's job market. Focus on explaining any classes taken, volunteer work done, or related hobbies honed. Expound on how the experience has made you a better employee.<br/> <br/> If you were fired or laid off, you might wonder how you can ever spin that in your favor. The headhunter is likely not looking for the reason you were let go, but how you learned from the experience. If you were simply laid off due to the economic climate, nothing more needs to be said -- it's a common situation these days. However, if the circumstances resulted in a firing, explain why you're certain it's a situation that won't be repeated.<br/> <br/> The key is to not badmouth your previous employer during the process, as it can leave give the job recruiter the impression that you're bitter or likely to criticize the new company going forward.<br/> <br/> <b>Poor Interviewing Skills</b><br/> <br/> While it's true that a solid resume including top-notch education or an impressive internship can help you get your foot in the door, you can't rely solely on the words printed on the paper. A job candidate has to bring their very best to an interview; a headhunter translates the work and skills put into the interview as the potential enthusiasm the candidate will put into the job.<br/> <br/> Therefore, as a job seeker, it's vital to do your homework before coming into an interview. Prepare a list of talking points that turn the bullet points on your resume into benefits for the potential employer. This is particularly important in the type of job that will require you to sell or market something, but a good skill for any interviewee to practice.<br/> <br/> Additionally, learn more about the company and, if possible, the person you're interviewing with -- it shows the recruiter that you're willing to make a time and knowledge investment into the company, and you're not trying to skate by on the minimum amount of work necessary. Dig deeper than simply reviewing the company's mission statement and perusing the board of directors. Google the company to see if it's been in the news lately, and review any publications or newsletters that have been made public.<br/> <br/> When a headhunter asks you "What do you know about this company?" or "What questions do you have for me?" it's impressive when you can pull out questions about a recent acquisition, change in the board, or product that hasn't already been discussed in the interview.<br/> <br/> <img src="http://www.mediashower.com/img//86512739.jpg" border="0" width="400"/><br/> <br/> <i>You're not unhirable -- with a little work, you'll be decorating your cubicle in no time.</i><br/> <br/> <b>Lack of Networking</b><br/> <br/> This is a self-inflicted characteristic that can make you unemployable. The days of being able to apply to a "help wanted" ad are practically over -- getting hired in your targeted industry is less of a numbers game and more about who you know.<br/> <br/> Rather than send out resumes to every single job you come across -- a strategy that simply irritates job recruiters -- focus on acquiring connections in the industry. If you're a young professional, attend an event just for you. If you're an older employee, join the industry association. Both of these tactics will open you up to potential employers, as well as show recruiters that you're dedicated to your career.<br/> <br/> However, effective networking doesn't mean meeting as many people as possible and shoving your resume into their hands. Rather, take time to get to know the person before handing over your business card. If they turn out to be a lucrative connection, continue to build the relationship. If not, shake their hand firmly and move on.<br/> <br/> The key is to come across as someone who an employer wants to hire. Even if a period of unemployment has made you believe you're unhirable, nearly all characteristics indicating that can be worked around. Put in the effort, continue to network, and focus on boosting your employability, and the next interview you go on could be a winner.<br/> <br/> <i>Freelance writer and editor Kelsey Castle is a Big 10 University graduate with a bachelor's degree in journalism. She focuses on small business topics and personalities such as <a href="http://www.onlinenevada.org/steve_wynn">Steve Wynn</a>.</i></p>"Are You Pregnant?" and Other Questions You Can't Ask a Candidatetag:recruitingblogs.com,2013-08-06:502551:BlogPost:17388362013-08-06T16:00:00.000ZKelsey Castlehttps://recruitingblogs.com/profile/KelseyCastle
<p>As a job recruiter or headhunter, you have one goal: fill an open position with the best possible candidate. To do so, you<a href="http://www.mediashower.com/img//57449155.jpg" target="_blank"><img class="align-right" src="http://www.mediashower.com/img//57449155.jpg?width=200" width="200"></img></a> want to ask the right questions and get the right information to make an informed decision. However, certain laws -- including the Civil Rights Acts of 1964 and 1991, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1991 -- mean you have to…</p>
<p>As a job recruiter or headhunter, you have one goal: fill an open position with the best possible candidate. To do so, you<a target="_blank" href="http://www.mediashower.com/img//57449155.jpg"><img class="align-right" src="http://www.mediashower.com/img//57449155.jpg?width=200" width="200"/></a> want to ask the right questions and get the right information to make an informed decision. However, certain laws -- including the Civil Rights Acts of 1964 and 1991, the Age Discrimination in Employment Act of 1967, and the Americans with Disabilities Act of 1991 -- mean you have to pick and choose your questions to keep the interview legal.<br/> <br/> <i>Avoid asking a job applicant about her age, place of birth, or marital status.</i><br/> <br/> <b>Questions to Avoid</b><br/> <br/> While bluntness can be an admirable trait in some cases, a job interview isn't the time -- instead, think about what you're asking and why you're asking it. Focus on asking questions about how the candidate is qualified to fill the position, not about their personal life or stats. Questions or topics that are off-limits include:</p>
<div style="margin-left: 2em;"><ul>
<li><b>Age or birth date:</b> Whether you want to hire an older employee with more experience or a younger person at a lower salary, asking how old the candidate is could kick start an age discrimination lawsuit.</li>
</ul>
</div>
<div style="margin-left: 2em;"><ul>
<li><b>Place of birth:</b> Even if you're just making small talk about someone's origins, asking where a candidate is born can get you in legal trouble. Rather than asking if someone is from another country, simply ask if he is legally authorized to work in the U.S. -- a standard job application question.</li>
</ul>
</div>
<div style="margin-left: 2em;"><ul>
<li><b>Religious beliefs:</b> Even if the company has a religious affiliation -- such as a Catholic university or hospital -- asking about the job candidate's beliefs is not allowed.<br/> <br/> Along the same lines, asking about a person's outside clubs or organizations isn't allowed either, because it could reveal a religious or personal affiliation. The only exception is if an organization has a professional slant.</li>
</ul>
</div>
<div style="margin-left: 2em;"><ul>
<li><b>Family and marital status:</b> Stay away from any questions about a person's relationship status, sexual preference, and current or future plans for children. Even questioning the name of a known spouse and his or her occupation or salary is off the table, other than asking if that spouse (or other family member) is employed by your organization. This guideline includes asking if a woman is pregnant or planning to become pregnant, even if it's just chit-chat about <a href="http://www.walmart.com/browse/baby/strollers/5427_118134">stroller</a> recommendations.</li>
</ul>
</div>
<div style="margin-left: 2em;"><ul>
<li><b>Disabilities:</b> Flat-out asking if a candidate has any mental or physical disabilities -- even if that disability is visible -- is not allowed. However, you can ask if the applicant is able to carry out all necessary job assignment and function in a safe manner.</li>
</ul>
</div>
<p><br/> <a target="_blank" href="http://www.mediashower.com/img//87606061.jpg"><img class="align-left" src="http://www.mediashower.com/img//87606061.jpg?width=200" width="200"/></a><br/> <i>Even if a woman is noticeably pregnant, it's illegal to ask about her about it.</i><br/> <br/> <b>You're in the Clear</b><br/> <br/> In some cases, there's a way to determine certain information without asking an illegal question. Re-frame the question into one that is open-ended. For example, if you have concerns that an older employee might retire imminently, ask the candidate about their long-term career goals. If you're concerned family status might stop a parent from traveling or working overtime, don't ask about the children -- instead, ask if the job candidate foresees any issues with weekend overtime work or last-minute work travel.<br/> <br/> However, remember that certain queries are illegal for a good reason -- they have no bearing on a candidate's ability. Consider that before you try to figure out how to legally ask a question that's typically not allowed. When the intended goal is truly to determine if an applicant is a good fit for the job, it's simpler to rephrase questions in a safe and legal manner.<br/> <br/> <i>Freelance writer and editor Kelsey Castle has a journalism degree from a Big 10 university. She enjoys writing about health, business, and culinary topics.</i></p>