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Volume 2, Issue 3: Spring 2010
(Version française, cliquez ici)
Post a Job at McGill
Do you have an open position at your organization that might be of interest to current or graduating McGill students?
Then advertise the job opening with us and reach thousands of potential applicants!
Our job listing service is free and is accessible to both undergraduate and graduate students (across all disciplines) looking for full-time, part-time, summer and internship positions.
CACEE – Who?
CACEE, the Canadian Association of Career Educators and Employers, is a national non-profit partnership of employers, recruiters and career educators. Their goal is to provide information, advice, professional development opportunities and other services to students, employers and career service professionals.
As active members of CACEE, we at CaPS encourage employers interested in meeting other recruiters and university career service professionals to join this association. For more information, please visit their website at: www.cacee.com.
Other career centres on campus
The Career Planning Service (CaPS) is McGill’s central career centre. We have an office on both the downtown and Macdonald campuses. Did you know that there are several faculties at McGill that also have career centres? This works well for those employers who prefer to recruit students from only a particular faculty. Other employers prefer to work only with us as a central office and we then coordinate recruitment with the other centres as necessary. The choice is yours.
Other centres on campus include: Faculty of Education, Faculty of Engineering, Faculty of Law, and Faculty of Management.
For a complete listing and contact information, click here.
McGill Career Planning Service (CaPS)
Business Hours: Monday to Friday, 9am-5pm (except for the following Fridays: June 25, July 2, 9, 16, 23 & 30)
In this issue:
The 2009-2010 academic year will soon draw to a close as graduating students prepare for their final exams and to enter the job market. After a year chock full of activities here at CaPS, we’ll try to catch our breath before preparing to do it all over again next fall.
Career Fairs & Events
Last year began with a number of important Career Fairs, including the “Public Service of Canada Job Fair” and the “Life Science Career Conference” in October. “Diversity Week: Women in the World of Work” took place in November and “World Wide Career Week” was held in December.
A full slate of events began in January, 2010 with “Musical Crossroads”, an exploration of musical career options, followed by two-week long session called “Work Your B.A.” and another week of Diversity focused workshops and events. At Macdonald Campus, “Green Week: Working in the Environment” capped off the year’s major events in March. In all, over 50 individual career-related student workshops were conducted, along with two dozen PACE (Program for the Advancement of Career Exploration) sessions, numerous CV clinics and The Job Finding Club.
Activities for Graduate Students
Activities didn’t slow down for graduate students at CaPS either. In addition to the regular schedule of Career Fairs and career development workshops, two major career events took place. “Academic Career Week” in October focused on helping students searching for careers inside academia, while in March “Graduate Career Month” focused on graduate students learning about careers outside of academia.
Thank you to those employers who took the time out of their busy schedules to take part in our activities. For those who couldn’t make it this year, there’s always next year.
Please note that the dates for many of the career fairs listed above have not been confirmed. Check back on our website in the future for any potential changes.
Top Tips for On-Campus Recruiting
In an increasingly competitive marketplace, seeking out the best new talent for your workforce is paramount. Graduates from top-rated universities like McGill are an obvious source for recruiting future employees, but students also have needs to consider when looking at future employers. That’s why distinguishing your company or organization from others when recruiting on campus can make all the difference.
1) Get Involved on Campus
On-campus recruiting events like Career Fairs, Open Houses or corporate presentations are an excellent way of promoting your business to students. Tell them what’s unique about your company and what sets it apart from the competition. Take them beyond the information they can find on your company’s website by elaborating on some of your business challenges, insights and strategies for success. Use case studies to highlight some of your organization’s better qualities, its people or culture. Where possible, bring in enthusiastic people already working in roles similar to the one you’re hiring for. Encourage recent hires to talk about their entry-level job experiences, as well as the kind of work they do on a daily basis. Finally, don’t hesitate to talk to students about career development possibilities. The potential for professional growth holds more weight than parties and perks for many students.
2) Show Career Path Potential
Don’t assume a lack of loyalty on the part of today's students. Nearly 40 percent hope to stay with their first employer for at least five years after graduation. Recruiting employers should show students that their workplace offers opportunities to grow and evolve. Give students a glimpse into other possible career paths within your organization where they may want to move in the future. Talk about the scope of potential opportunities, other lines of business and locations. Insights like these may influence a candidate’s long-term interest in your company.
3) Feature Your Organization's Great People
Working with great people is a top priority for new graduates. Recruitment messages should focus less on corporate social responsibility, innovation, salaries and benefits and more on the “community” the new hires will join. To do this, have your current employees interact with students and create opportunities for students to interact personally and virtually with staff. Have your employees share stories of their own experiences within the company. In short, bring your company to life through its people.
4) Boost Your Employer Brand
If you are not already considered a top employer brand, consider becoming one. Understandably, graduates want to work for an organization they perceive as successful. Simple measures can be taken to build lesser know employer brands on campus into bigger brands. Build a stronger presence by investing more in campus recruitment efforts and target the university’s departments, programs and schools. Focus your efforts. Cultivate a deeper relationship with career centre staff, student leaders and professors at select schools and programs rather than casting a wide net across many different university campuses.
5) Internships: A Winning Formula
Attract top talent early by offering an internship. But, don’t think of it as a one-way benefit for students to gain valuable work experience. For employers looking for the cream of the crop among university-educated, entry-level employees, an internship program is the best way to build a pipeline of talented, young professionals. In addition to filling an immediate need, employers are given the chance to preview a student’s ability and to assess their “fit” within their organization for the future. As appropriate, student interns can be seamlessly converted into full-time employees who can be immediately productive, significantly decreasing an organization’s cost-per-hire.
6) Make Job Posting Details User-Friendly
As an employer, you are welcome to post listings for part-time, full-time and summer jobs as well as internships and research opportunities at McGill’s online job search database, myFuture at no charge. When doing so, remember to make your headings and job descriptions as clear and user-friendly as possible. Although most students are knowledgeable about the position(s) they’re looking for, others may be searching for the first job. Don’t risk missing out on highly qualified candidates that could be a perfect match for your company simply because a job title, requirements or responsibilities in the posting were unclear. Also, when filling out the employer information on myFuture, remember to provide details under the “Profile” section of the listing. Additional information provided, such as your industry, website link, a description of products and services and a corporate overview is invaluable to potential job candidates.
CaPS can’t stress enough the importance of students having a great CV when they apply for jobs. Many McGill students attend CV workshops or CV reviews with career advisors in preparation for the job search ahead, but not all do. We know employers and human resource professionals don’t have time to waste looking over CVs that are unclear, unfocused or full of typos and formatting errors.
To help with this problem, CaPS puts the following alert on each job description posted on myFuture to “warn” students about poor CV quality.
We would like your feedback regarding the quality of CVs you are receiving from McGill students. Please let us know if they are not up to your standards, what are the most prevalent flaws and what can be done to improve a student’s chance of having their CV taken seriously. This can be done by sending an email to our director, Gregg Blachford at firstname.lastname@example.org. We’ll happily pass this information along to students.
Have a great summer! See you in the fall.
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Design: Owen Ripley