By Gabriella Angiolillo
During my senior year at Vanderbilt University, especially the fall semester, I spent most of my time outside of classes engaging in the infamous “job search.” While it felt more like a story by Camus than a journey with an end, I’m actually grateful for such an extensive (albeit trying) experience.
I know what you’re thinking – finding a job after college is arduous enough, especially in this job market. Why would anyone be grateful for such an experience? Well, for me, the answer is simple: I am now on the other side of the table.
As a member of the HR team at Peoplefluent, I quickly found out that I’m more passionate about the role of recruiter than applicant (surprise, I know.) I love adding value by drawing upon my senior year experience and from my friends’ views of companies’ recruitment strategies during that time.
This perspective has proved to be invaluable as I participate in Peoplefluent’s surge in recruiting activity—including our campus hiring presence. In the past 6 months alone, Peoplefluent has hired 50 employees with the number hired per quarter increasing, on average, 38% over the previous quarter. Speaking of numbers, what I find remarkable is the level of data now available on social media sites, such as the included chart from LinkedIn, showing Peoplefluent’s growth versus our peers (and how impressive it is!).
Much of Peoplefluent’s ability to bring on quality hires is our focus on simultaneously leveraging two prime areas of real estate: campus and social. We chose a few select schools and formed partnerships with their career centers, teachers, students, leaders and organizations. We have also implemented LinkedIn’s “In Your Network” widget and have plans to integrate our “Apply with LinkedIn” button directly onto our Careers page.
It is not always obvious to students how they should approach job networking. I remember it seemed daunting to talk to random people – strangers at companies where I hoped to work. Many of my friends, who were campus leaders with high GPAs, did not receive offers from places they wanted to work, because they did not have any connections at that company. That’s why Peoplefluent’s use of LinkedIn’s “In Your Network” widget make so much sense. It prompts candidates to network with people within our company. Already, quality candidates have reached out to me through the widget because they see I attended their university.
And don’t even get me started on the online applications. I absolutely LOATHED them. Every company had a different one, but they all had the common characteristics of being long and boring. As a senior with a jam-packed schedule, I simply didn’t have time to take 30+ minutes on every online application. Thus, I became selective and only applied directly to a few companies on the “100 best places to work for” list. In this way, candidates and employers can both miss out on great opportunities. So while I wasn’t able to use the “Apply with LinkedIn” feature during my own job search, I’m excited that future applicants – and Peoplefluent from a hiring perspective – will gain such a benefit.
What I find most compelling about my recruiting experience is that the foundation of recruiting is still the same at the core. No matter if it is on a campus or through a social media site it is still based on one idea: networking.