You've stopped by your campus
career center to find out when the next round
of on-campus interviews will be and what companies
will be recruiting. You've also noticed a schedule
of companies offering information sessions. You
see that there are some companies you're interested
in working for and maybe even some you haven't
considered. But then you think about all the things
you have to do: lab assignments, problem sets,
and an exam coming up in a couple of days. Do
you really have an hour or two to spare to listen
to a company presentation?
For many employers, the campus
interview visit begins with a presentation by
the recruiter or recruiting team. By attending,
students can gain a better understanding of individual
employers and the job market. This information
can improve their performance in interviews and
thus increase their opportunities for employment.
These events also give students tools for evaluating
job offers critically. This article explains why
employers schedule presentations, how they work,
who should attend, and the value of attending.
It also tells how to understand employers' recruiting
strategies, proposes a job search strategy for
candidates, and explains how to use company presentations
to screen employers.
Why Companies Schedule
Presentations
Employers use pre-interview
presentations as a means to ensure high-quality
interviews. For a campus or other screening interview
to be effective, the candidate and the
employer must exchange enough information so that
each may correctly determine their suitability
for the other. Unfortunately, for the employer
and candidate alike, time constraints can work
against a successful information exchange. Often
the candidates have too little time to ask their
questions. If candidates do not have their important
questions answered, they may leave frustrated
and less disposed toward the organization.
How They Work
The presentation generally
has two components: the presentation itselfusually
about an hour in lengthand a function where
food and drink are served. For the employer, both
components are important.
Employers introduce general
information and answer basic questions about themselves
during the presentation. By doing so before the
interview, more time is provided in the interview
for candidates to make a strong impression. The
presenters, who are members of the recruiting
team, will ordinarily talk about their own careers,
their interests, and career paths in the organization.
They put a human face on their organization. In
this way, the recruiters help the candidates to
see their interviews in context. The presentations
also enable the interviews to run more smoothly
because they start with the participants already
acquainted. The discussion usually covers:
* The organization's history,
business interests and goals, and core values
* The organization's technological strengths and
direction
* Current job opportunities and their locations
* Resources and programs for developing employees
* The format of the interviews and process for
keeping candidates informed afterwards
With a solid introduction
to the employer, candidates are more equipped
to ask in the interview probing questions about
issues that are personally important. It
is helpful to understand that interviewers often
assign equal importance to the quality of a candidate's
questions as they do to the candidate's answers
to questions. While answers indicate one's level
of knowledge, a candidate's questions often reveal
his or her values and professional needs. Both
dimensions are important to an employer.
The other element of the presentation
is a reception or meal. At receptions, expect
pizza, hors d'oeuvres or other finger-foods,
and beverages. Expect a meal to be "business
casual." Either way, the employer is trying
to thank the candidates for attending and to enable
the interviewers to become better acquainted with
the candidates, and vice versa. The event also
allows the interviewers to observe the social
skills of the candidates and, possibly, to identify
the leaders among them. Thus, candidates should
be alert to this reality and consider the impressions
they want to make.
Who Should Attend?
Company presentations are
ordinarily open events, but sometimes employers
may have reasons to limit attendance to those
already chosen for interviews. The recruiters'
travel schedule may be the issue, or they may
feel that with a homogeneous audience they can
make the event more focused and more informal.
However, there are advantages to employers' widening
the audience to include interested candidates
not on the interview schedule and those a year
or so away from seeking employment. For one thing,
the pre-selection process isn't perfect, and employers
benefit by identifying solid candidates previously
overlooked. Organizations should also welcome
the opportunity to promote themselves early to
next year's candidates. If you're not invited
but wish to attend, ask the presenters and be
prepared to give them a reason to agree. For example,
your resume may not have been available for their
review, or you may be a junior interested in summer
employment with the company.
The Value Of Attending
In many ways a job search
resembles a research project. Attending company
presentations is much like doing a literature
search on employerseven better, because
they are interactive. The more organizations you
survey, the better your information can guide
you in selecting the right employers, entry jobs,
and careers for you.
As noted, the presentations
relate what individual employers do; their values,
resources, and opportunities; the kinds of people
they seek; their business goals and how they prioritize
them; and how they develop, reward, and advance
employees. These meetings allow candidates to
test their assumptions about employers, jobs,
and career goals, and to replace possibly biased
opinions with data based judgments. Each employer
is different but even among the most respected
and successful employers, not every one will be
right for you. These presentations allow you to
"try on" an employer to see how it "fits."
Understanding Recruiting
Strategies
Employers follow recruiting
strategies. For most, it is: "screen in,
screen out, screen in." In other words, they
seek to screen in, at the outset, enough
qualified candidates to meet their recruiting
goals. They conduct as many initial interviews
as needed to generate an adequate pool of the
right candidates for site interviews. Depending
on the quality of the candidate pool and selectivity
of the employer, an employer may initially interview
10 to 20 times as many people as there are job
openings.
After the interviews, the
employer screens out most candidates since
it seeks only the top four or five to interview
for each job opening. Doing this quickly allows
the employer to focus on scheduling site interviews
for the finalists. These the employer screens
in. Because each site interview involves significant
costs in employer time and money, employers invite
only those whom they feel will succeed. Unless
concerns arise about a candidate's communication
skills, attitude, or interactive style, a site
interview should result in a job offer. In competitive
times, preferred employers make two or three offers
to obtain one acceptance. Other employers may
need to make more offers.
A Job Search Strategy
For Candidates
Job candidates should follow
a similar job-search strategy. A useful one is:
"screen in, screen in, screen out."
The first "screen in" refers to identifying
as many appealing employers as is reasonable.
Visiting employer Web sites, reading company literature,
and attending pre-interview presentations are
all elements of this strategy. Be open-minded
at this time since you are simply exploring ways
to expand your employment options.
The second "screen in"
refers to getting as many potential employers
interested in you, through campus and other screening
interviews. Your goal is to be invited for as
many site interviews as is appropriate. Don't
accept invitations from companies that you have
already eliminated. You don't want to waste your
time or theirs. However, if a company about which
you're uncertain should invite you, a site interview
could clear up your concerns. If you want three
or four attractive job offers for a reasonable
set of options, six to eight invitations for site
interviews are a good target.
If you have at least two appealing
job offers, use a final, "screen out"
step to conclude your job search. Your personal
criteria, such as those indicated below, are your
guide. Also, ask your advisors and mentors for
their perspectives.
Use Company Presentations
To Screen Employers
Before you attend employers'
presentations to determine their appeal to you,
develop a questionnaire that enables you to evaluate
their information. Create one that lets you see
how well the employer measures up to what you
value. In other words, generate a list of questions
that address your job interests and needs.
Bring your questionnaire to the presentation and
rate the organization on how well it can provide
everything you seek. Take notes.
If you want advancement and
promotions, ask about:
Career paths available
for employees with your credentials
Their standards for evaluating
employee performance
Training and developmental programs for employees
How they recognize and reward top performers
If you want independence in
your work, learn:
Who decides what projects
will be pursued, or terminated
Their culture-is it defined by formalities and
rules or more open and informal?
The managerial philosophy and style
Opportunities for independent work and freedom
to act
If you want to have a life
outside the job, inquire about:
What hours successful
employees typically work
How much travel your job would involve
Opportunities to work with and through others
What cultural and recreational attractions are
there
If you like challenge and
seek to avoid routine work, ask about:
Opportunities employees
have for choosing projects
How one may change jobs in the organization
The major challenges the organization pursuing
How employees are selected for exploratory work
or new challenges
If you seek predictability
and security in employment, try to understand:
What is the organization's
competitive position?
Its principal opportunities for sustainable
growth
Its history of reorganizations, mergers, acquisitions,
and layoffs
How competitive is its salary and benefits program
If involvement or helping
others is important, inquire about:
How the employer supports
and recognizes contributions to employee groups
The employer's attitude about employees' roles
in professional societies
The more presentations you
attend, the more opportunities you can identify.
As you screen potential employers, construct a
spreadsheet to compare their ability to meet your
wants and needs. You will screen in those that
look promising, and screen out the others. The
more skilled you become at evaluating presentations
strategically, the better you can spot
which employers to pursue and which to forgo.
Summary
Company presentations are
a robust source of information for job candidates,
particularly if they understand what they seek
in their jobs and careers. They provide an important
foundation for evaluating employers and job offers
critically. Students should take advantage of
them whenever they can.
James D. Burke is formerly
Manager of Technical Recruiting and University
Relations for Rohm & Haas Company. Jim has
more than 20 years of experience in recruiting
and career development programs. Jim is an active
ACS Career Consultant and is presently on the
ACS Board of Directors.
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