Top Three Things Employers Can Do to Hire and Keep the Best Employees

Tom BorgerdingTom Borgerding, President/CEO, Campus Media Group, Inc.
Twitter: @mytasca

I’ve been hearing a lot of talk about the most important things to college students when making a decision about where to work. Let’s step back again and evaluate the challenge most companies face.

When we see stories about the “The Secret Sauce of College Recruiting” or “What Students Want” or “Do You Have What Students Want?”, it can cause discomfort in who we are as representatives of companies.

Do we need to offer more education options, be more inclusive, provide more benefits, add tracks through the company, provide more mentoring, etc.? There are so many recommendations floating around out there these days. There seems to be a top 10 list for just about everything.

What do we do with all of this? We take a deep breath, revisit our company mission, values, and purpose, and look at what’s most important to achieve the goals the company has set. If we don’t know why (mission, values, purpose) we are in business, it can be very hard to determine what’s most important. Before we all jump off the deep end with the “latest and greatest,” let’s become great at what is most important.

Be authentic. Students—and really all of us—want to work for a company and with a group of people who are authentic and focused on the same ultimate goals we are. We understand the reason we work somewhere. It’s not because our company has a cool logo or interesting office design. Ultimately what is going to win and keep people is the direction of the business, leadership, the people we work with, and the work we do.

Help them make an impact. We all want to make an impact in this world. No one wants to be stuck in a dead end job where they don’t feel like they matter in the organization and are known as a number rather than by their name. Let people volunteer, donate, and get involved on teams where they can make an impact on the business in more ways than their job description states. Provide those opportunities.

Listen. Before we go out to add all the new things to the company we are told we need, listen to what our current employees want. If someone comes into an organization being promised one thing and when they arrive they find out it’s not actually what they were promised, they will likely quickly move on to another employer that keeps promises. We need to care about others and what they care about to find success. It’s not about “me,” but about what others are concerned with. The only real way to find out what matters to others is to ask them. Ask the tough “why” questions so that what you do can truly help those around you and your organization succeed.


The Assessment Diaries Poll: Does your office actively seek candidates with assessment-related skills?

Desalina Allen

Desalina Allen, Senior Assistant Director at NYU Wasserman Center for Career Development
Twitter: @DesalinaAllen

Today, I’m taking a break from sharing my assessment experience and looking to the NACE community for some feedback. I’ve already alluded to some of the skills that are important to develop when working with assessment but have included more details here.

Assessment-Related Skills/Competencies:

  • Familiarity with assessment design, including writing learning goals

  • Experience conducting qualitative research via focus groups , interviews or benchmarking

  • Knowledge of survey methodology and survey software

  • Ability to analyze quantitative information using Microsoft Excel or other statistical software such as SPSS, STATA

  • Comfortable summarizing and reporting qualitative and quantitative research findings to audiences with various backgrounds

These skills and competencies can definitely be learned (I’m still working on them myself) but my guess is that they aren’t everyone’s cup of tea. Which leads me to my question: Does your office actively seek candidates with assessment-related skills?  This could mean including them in a job description, creating a position with official assessment responsibilities, or screening for these skills via the resume review process.

Please respond and include any comments below:

P.S. I found this really thorough overview of assessment skills via ACPA