Each of the main characters in HBO’s adaptation of G.R.R. Martin’s fantasy epic Game of Thrones have their own motivations and methods that forward their goals, for good, evil, or something in between. And a careful examination of those characters reveals some common risks that Product Managers (and other roles) face in the business world on a daily basis. Here are five examples of things that any clever Product Manager can learn from watching Game of Thrones: (more…)
Looksharp Employers Blog
Mar. 2, 2015
Feb. 25, 2015
The relationship between Product Management and the Sales and Marketing teams in some companies can be unnecessarily strained. Often, this shows itself in such counter-productive behaviors as sales reps making promises to prospects or renewing clients based on their own interpretation of the roadmap, or the marketing teams creating collateral that materially misstates the capabilities of the product. Unfortunately, when left unchecked, these behaviors create a self-fulfilling prophecy on the part of both the Sales/Marketing teams and the Product Manager.
The good news is that there are some things that we can do as Product Managers to both proactively minimize these situations, as well as to respond to them when they occur in a way that stops the vicious cycle of bad behavior and centers everyone on the same goals — to create a product that delights the buyer and users who are out there looking for solutions to their problems.
1. Don’t Take it Personal – Don’t Make it Personal
It’s really easy and tempting to take the transgressions of Sales and Marketing folks personally, since they’re often taking things that you’ve explicitly said to them, warned them about, and repeated ad nauseum to them, and twisting them to suit their own purpose. Unfortunately, taking these things personally is a trap that results in more animosity and anger, and escalating rather than resolving the underlying problems. By the same token, don’t make it personal, even when it’s clear that there’s just one sales person who’s violating your unspoken (or spoken) agreements. It’s really tempting sometimes to blame someone’s personality for their actions, but it’s essential to focus on the fact that you’re all on the same team. If, for some reason, you really need to call someone to the carpet for something that they’ve done, do it privately — with their manager around if absolutelynecessary. Calling someone out in public or with their team present is thefastest way for you to blow every ounce of social capital you have with everymember of that team. Remember, when it comes down to it, and that you really do want each other to succeed; most issues with Sales and Marketing are issues of communication, and thus fairly easy to discover and try to remedy. (more…)
Feb. 18, 2015
After surveying eight thousand recruiters, we found that 81 percent of firms will spend 2014 hiring diverse candidates. Is this on your To-Do list? If so, try utilizing social media for your talent search. More than half (54%) of recruiters now utilize Twitter for hiring purposes.
Still on the fence?
In a recent article published by the Wall Street Journal, Twitter was dubbed more racially diverse than Facebook and Pinterest. Forty percent of African American Internet users between the ages of 18 and 29 use Twitter on a regular basis and almost half (41%) of the entire Twitter community is Hispanic, Asian, and African American. Twitter has evolved into a powerful tool for companies looking to recruit various cultures and fresh talent.
Feb. 17, 2015
We’ve all been there – sitting in our chairs around a table while various people opine about some topic that may or may not be related at all to the original reason you all got together, staring at the clock, hoping and wishing and praying that the pain will end soon so that you can get back to work and back to doing something productive with your time.
Sound like a meeting to you? It doesn’t need to. In fact, there are a few very small things that you can do that can help ensure that your meetings don’t wind up being a death march that nobody in the room cares about.
1. Have a Clear Purpose
The biggest problem that meetings tend to have is simply that there’s no clear goal to be achieved or problem to be solved. All too often, meetings are called just to “talk something through” or to “get something off someone’s chest” — which is fine and has its place, but for a meeting to really be tight, engaging, and (best of all) over quickly, the best thing to do is to state the purpose of the meeting and get everyone on the same page. First, this makes it clear why people are together, and sets a public pressure that pushes against tangents and other discussions. Having a clear purpose is the first, and often easiest step toward ensuring that you have a meeting that doesn’t suck, and it leads naturally into the second – setting an agenda. (more…)
Oct. 16, 2014
We set out to explore key issues, from the trend of students moving away from career fairs to how unpaid internships impact men and women differently. The results are fascinating. For students we were able to identify some of the key differences between students who receive internships and job offers and those who don’t. For employers we identified the big student trends that impact hiring and conversion rates.
Sep. 18, 2014
Campus recruiting can be an arms race. You compete for the best booth, the best swag, and the best perks, but everyone knows that just because a student stops by to grab that free hoodie doesn’t mean they are a good fit for your company. (Have you ever met a student who can say no to a cool sweatshirt? We haven’t either).
Campus programs are also hard to track. Getting your brand out there is valuable, but more and more students are going to Google and to social media to learn about your company and culture. This past year career fair attendance hit an all-time low; meanwhile, students said the number one thing they want from their career centers is more social media updates.
Let’s face it: it’s not just about the free sweatshirt.
Over the past 5 years we have spoken to thousands of companies and HR managers. They have told us about their concerns over decreasing budgets and increasing demands. They have talked about their need to increase the quality of their candidates, reduce their time to hire and to find candidates across the country to make up the DNA of their workforce in the future.
These concerns led us to develop an all-new product that we are thrilled to share with you today: Profile Search. Profile Search is the easiest way to find student and recent graduate job seekers. It is the proven way to reduce your time to hire and free up your team to focus on other critical projects. Like designing that perfect sweatshirt.
Jun. 3, 2014
For a long time you have known us as InternMatch. We helped you find great interns and many of them turned into great employees.
Sometimes though you needed someone who was a bit further along. That’s why last year we launched entry-level jobs on InternMatch. Since then thousands of companies have posted jobs and millions of students and recent grads began searching, applying and getting hired for these roles.
Jun. 3, 2014
He was focused on growing the company’s full-time engineering team by converting high performing interns to entry level positions. When he reviewed the intern program he learned that interns weren’t being sent offer letters at the end of their internship and the company’s conversion rate of interns to full-time hires was a fraction of the industry standard.
Even the best intern programs make mistakes. Between hiring, managing your program, and keeping up with the changing habits of millennials, it’s easy to let some things fall through the cracks. This guide is here to help you understand 7 most important attributes of a successful internship program.
Many companies including Boeing and Facebook send offers to interns at the end of their intern program and incentivize students to accept those offers early. Boeing, for example, will pay for a student’s entire senior year college tuition if they accept a full-time role. Ultimately, not every company can afford a program like that, but if converting interns to full time hires is one of your biggest goals, you’ll need to develop a strategy and track key metrics closely. One without the other is of limited use.
Jan. 28, 2014
As the war for sourcing the brightest and best technical talent continues, employers have found that attending career fairs to handout boxes of swag doesn’t quite cut it anymore. From hackathons to product demos, technical recruiting has been taken to the next level in 2014 and we’re here to help you identify the trends, like:
Before your team heads out on campus, check out our free Ebook to learn more!
Nov. 15, 2013
Internships have come a long way since their birth in the 11th century. Interns may no longer participate in the back-breaking labor required of apprentices from centuries ago, but the internship has transformed into an increasingly valuable asset for providing students with the experience and skills for success in their chosen career field. Have you reaped the many benefits of an internship yet?
The highly positive professional experiences provided by internships has become necessary to getting hired in today’s competitive job market. In fact, 66 percent of employers think relevant work experience is the most important factor in their hiring decisions.
LookSharp helps companies hire amazing millennial talent. Our service is trusted by brands including Google, SiriusXM, Facebook and more.
About the University Recruiter Blog
Locating the right candidate isn't immediate, but it can be done. The InternMatch University Recruiter Blog is here to help with your hiring strategy.
Drawing from our diverse university network and huge student base, we publish articles that help you hire smarter. Subscribe to the University Recruiter Blog to receive the latest updates on all things HR: data-driven analyses of the university hiring climate, new trends in internship programs and entry-level positions, how-to guides and resources on the recruiting process, tips on program development and intern management, and much, much more. We hope the blog becomes a key resource in your campaign to find and hire top students.
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