Did you know that among top business schools, Kellogg has some of the fewest "rules" when it comes to recruiting? Did you know that many of the big on-campus recruiters are as overtaxed by the escalation of recruiting events as we are?
CMC has recently launched a joint student/CMC/Corporate Relations taskforce on this issue and the goal is to have new recruiter guidelines in place by early May. Some ideas that I've personally heard from students and staff have included:
- potentially limiting the number of times a company can be present on campus in the Fall to a hard number
- looking at ways to "protect" busy academic times from recruiting events, like midterms and finals weeks
- better utilizing the Spring quarter for career exploration, especially for rising 2nd years who decide to go in a different direction after their summer internship
What do you think? Which options sound the most attractive/unattractive? What other ideas do you have?
Cheers,
Craigo
CMC has recently launched a joint student/CMC/Corporate Relations taskforce on this issue and the goal is to have new recruiter guidelines in place by early May. Some ideas that I've personally heard from students and staff have included:
- potentially limiting the number of times a company can be present on campus in the Fall to a hard number
- looking at ways to "protect" busy academic times from recruiting events, like midterms and finals weeks
- better utilizing the Spring quarter for career exploration, especially for rising 2nd years who decide to go in a different direction after their summer internship
What do you think? Which options sound the most attractive/unattractive? What other ideas do you have?
Cheers,
Craigo
9 comments:
I hate the number of recruiting events consulting folks have to do. If there is any way to reduce the number of events - - that would be great!
I totally agree. Consulting is about efficiency and effectiveness right?!? One of Kellogg United's initiatives is to look into this issue and work with the CMC and recruiters to improve quality without increasing quantity.
Thanks for the post! Keep them coming...
Tell me about it ... you shouldn't feel obligated to go to four DIFFERENT kinds of coffee chats for a single firm!
One idea up for serious discussion is putting a limit on the number of times any given company can be on campus. It's going to require close coordination with professional clubs, CMC, and lots of student input, but I think we need to move toward putting some firmer boundaries to reduce the overall burden of attending event after event after event.
As a second year student who decided to pursue other options after my internship, I did not feel ready to actively recruit in the Fall quarter. While the off-campus job search is viable, I'm not aware of much support from the CMC for off-campus searchers. Networking work-shops, quarter-long CMC advisor/student relationships and a better KCN user experience (how about emailing the job titles and companies instead of just a link?)would be appreciated. In addition, it would be great if students could reserve the interview rooms in the spring quarter for phone interviews.
Those are great ideas, thanks for contributing them. For off-campus searchers and 2nd year career switchers, I think we can better publicize CMC resources that are available, and identify where additional resources are needed. For example, I think the Spring quarter can be better utilized for career exploration, so that returning 2nd years who decide to change gears are better prepared to look for new opportunities.
Also, I hope you'll consider reaching out to me directly so we can talk more about your ideas!
I totally agree with the first comment. Consulting firm has too many events and tends to be less informative after you've gone to two or three events.
During CIM, the CMC made a point of telling 1st years they should not worry about recuiting at the beginning of the Fall quarter. They mentioned most of the recruiters and presentations were for 2nd year candidates and that the companies would be back for the 1st years. However, after several company presenations passed, I learned they would not be back on campus before 1st year interviews. I understand the CMC does not want 1st years to worry too soon about recruiting; however, I think many 1st years would prefer this over the alternative (i.e., missing out on important recruiting contacts). Is it possible to improve communication about the recruiting process and expectations during this time?
Is there a way to leave feedback for the CMC? More specifically, is there some form of evaluative tool to rate performance and/or offer recommendations? If not, this may be helpful for improving performance for next year's recruiting efforts.
Two great comments - let me take them one at a time:
1) Your point is well made - I think there's opportunity here to do a better job with clarifying exactly what the rules should be for when and how 1st year recruiting officially "starts." I can also tell you that this is something that the CMC is looking at right now, and I'm committed to bringing as much student input to that process as I can.
2) Regarding CMC feedback, I definitely see the principal role of the CMC VP (as well as Section CMC reps) as soliciting and delivering feedback to the CMC. That said, I do think a more formalized process for gathering specific feedback could be extremely valuable, and I'd definitely like to follow up on this idea.
Thanks for these great comments ... keep em coming!
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