At Florida State University, the career placement staff tailors its career expos to the needs of students and employers. This article discusses how they market their expos; their online recruiter registration; how they recruit volunteers; and the importance of hospitality. (Author/MKA)

Details how the USG Corporation, through candid, focused communication and a consistent campus presence, has overcome a series of setbacks to successfully recruit new college graduates. (GCP)

Presents results of the UCLA career center's 1999 Business Attire Survey. The survey polled recruiters about appropriate apparel and accessories for students interviewing for entry-level jobs. Also discusses recruiters' responses beyond the survey questions that reflect corporate policy and personal opinions and help illuminate the quantitative…

Reports a survey that examines the extent to which high-tech and traditional recruiting methods are being used. Results show that nontechnological recruiting methods still work well, Web sites are not a replacement for more traditional methods, and there is some indication that technology in recruiting is not uniformly distributed. (MKA)

College seniors (N=204) responded to a survey that identifies what it takes to attract college job seekers and sustain their interest beyond a signing bonus. Questions concerned: college recruiting; advertising; what sparks interest in employers; interviewing; and what college job seekers want from employers. (Author/MKA)

Recruiters must be prepared for the up-and-down cycles of the job market. A consistent recruitment program with management support is important. Describes aspects of recruitment efforts at Arthur Anderson--Americas, where early identification of candidates and behavioral-based interviews are utilized. (MKA)

Polls directors of career services on their expectations of entry- and director-level career services candidates and their views on how to attract and nurture newcomers to the field. Suggests that to ensure a steady flow of newcomers, practitioners must communicate their expectations to students and afford them the opportunity to acquire relevant…

Presents the National Association of Colleges and Employers annual report to the membership. Discusses the expansion of web-based resources, research efforts, and educational programs for engaging students in early career planning, recruiting graduates for entry-level positions and meeting professional challenges. (Author/GCP)

Career centers at community and junior colleges often extend their services beyond the student body and into the surrounding community. Although this places greater demands on career services practitioners, it can also lend value and credibility to the career center's role, benefit the local citizenry and economy, and augment the college's…

Describes the strategies behind signing bonuses, with an overview of which companies are using such bonuses to lure employees into their workforce. Discusses how graduates from some schools expect bonuses, the dollar amount of bonuses, ways in which bonuses are paid out, the growing use of bonuses, and some of the rules behind signing bonuses.…

Recommends a recruiting planning process focusing on funnel statistics, selecting schools, training interviewers, and the campus debrief. States that recruiters must understand the needs of line managers to be effective. (MKA)

Representatives of organizations participating in Florida State University's fall 1997 career exposition were asked to rate the importance of eight nonclassroom activities. Results show employers view work experience, leadership roles, participation in preprofessional organizations, and volunteer work to be important for employment eligibility.…

Presents findings from the 2001 "M.B.A. Recruiting and Hiring Survey" conducted by the National Association of Colleges and Employers (NACE). Survey findings offer insight into M.B.A. recruitment, employment, and retention practices, and points to areas for improving outcomes. (GCP)

To improve the outcomes of their diversity recruitment efforts, many organizations work to build ties with historically black colleges and universities (HBCUs), Hispanic-serving institutions, tribal colleges, and other institutions with significantly minority populations. Here, career services professionals at four HBCUs talk about effective…

Discusses how career services practitioners are struggling to make the most of a lackluster job market, particularly with student supply exceeding employer demand. Strategies focus on reconnecting with students and engaging employers. (GCP)