Looksharp Employers Blog

Watching The Internship Evolve Through Time [INFOGRAPHIC]

Brown_arrow_21 Posted by Nathan Parcells on
Mar. 30, 2015

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.

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How To Recruit Top Students If Your Brand Is Viewed As Boring

Brown_arrow_21 Posted by Zoe Schiffer on
Mar. 27, 2015

Stocksy_txpea9abe380YM000_Small_567819Last year, Business Insider ran an article titled College Students Want To Work For These Companies When They Graduate. The results? Google, Facebook, Amazon…the usual offenders with big consumer brands that students know. If you weren’t on that list, this article is for you.

How to recruit top students if your brand is viewed as boring

Let me start by saying that ANY company is capable of recruiting the very best college students. Right now you might think you need to compete on salary, or rebuild your university recruiting program altogether. I’m confident that if you follow these 5 steps, you won’t have to do either. (more…)


The Seven Habits of a Highly Effective Intern Program

Brown_arrow_21 Posted by Nathan Parcells on
Mar. 23, 2015

photo-1416339684178-3a239570f315A few years ago we met with the CTO of a Fortune 500 tech company that hires over 200 engineering interns every year and has one of the leading internship programs in the US.

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.

  1.    Build a strategy for converting interns to hires

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.

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Announcing Keyword Search!

Brown_arrow_21 Posted by Zoe Schiffer on
Mar. 19, 2015

Announcing Keyword Search!
You asked, we delivered. Keyword Search is now LIVE! This all-new addition to Profile Search lets you filter candidates based on ANY of the following criteria:

-Skills
-Interests
-Veteran Status
-Clubs/Affiliations
-Location/School
-Courses
-Awards

Basically, anything you can think of.

Save Time
What does this mean? You no longer have to sift through a stack of unqualified resumes. You can narrow down our pool of 10 million+ students and new grads to engage the ones with the exact qualifications you’re looking for- all in a matter of seconds.

Target: Skills, School, Courses & Location
Your dev team is hiring. They want someone in the Bay Area – preferably a senior from either Stanford or Cal. They want someone who has experience with Javascript. They even have a specific course in mind – Computer Science 242 – a high level programming class they know provides a solid foundation for the type of work this role requires.

With Keyword Search, they find 40 qualified applicants.

The benefit? They don’t waste time interviewing people that are under qualified for the role, or live too far away to manage the internship while in school.

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Target: Clubs
This same source function works with clubs and affiliations. If you’ve had success hiring people from an on-campus organization, search that organization at schools across the country and filter candidates accordingly.

Target: Veteran Status
Veterans are an integral part of any diverse hiring program. Find people who served our country overseas and invite them to apply to open positions.

Invite Qualified Candidates With No More Than a Click
Let’s go back to the Dev Team example. Since all 40 of those candidates have the qualifications you’re looking for, let’s make your life easy and invite them to apply all at once.

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Now, Go Make Your Life Easier!
We can’t wait to hear what you think.


Listen Before They Quit: 5 Strategies to Retain Top Talent

Brown_arrow_21 Posted by Andrew Maguire on
Mar. 18, 2015

Smiling Colleagues Talking at Work

If an employee quitting comes as a surprise to an employer, then both sides have failed at the relationship. For a company to function properly, both the employee and her manager have a responsibility to make it work. If there are problems, it’s up to all stakeholders to respectfully come together and try to fix them. (more…)


Top 10 Student Profiles of the Week

Brown_arrow_21 Posted by Liz LeCrone on
Mar. 17, 2015

Welcome back to our Top 10 series! Last week, we decided to showcase some of the phenomenal talent on our platform from schools around the world. These students are trending, which means they’re getting the most views from employers this week. You should check them out too, before they take a job with someone else.

Margaret K.
Margaret is an undergraduate student studying sociology and criminology at Christopher Newport University in Newport News, Virginia. She graduates in 2016 and is interested in opportunities in Washington, DC and surrounding areas. She is looking for jobs and internships in sociology research, law enforcement analysis, nonprofits, and the intelligence community.

Learn more about Margaret and her experience here. 

Jacqueline P.
Jacqueline is a journalism student at Ball State University in Muncie, Indiana. She graduates in 2015 and is pursuing journalism internships and job opportunities in or near Muncie, Indiana.

Learn more about Jacqueline and her experience here.

 Zachary G.
Zachary is an undergraduate psychology student at East Stroudsburg University of Pennsylvania. He graduates in 2015 and wants to pursue his dream of becoming a drug and alcohol counselor. He is looking for counseling internships near East Stroudsburg, Pennsylvania.

Learn more about Zachary and his experience here.

Adam L.
Adam is an undergraduate in communications at Wilkes University in Wilkes-Barre, Pennsylvania. He graduates in 2016 and is looking for jobs and internships in public relations, marketing, and communications. He is specifically looking at opportunities in NYC and surrounding areas, as well as in Wilkes-Barre, Pennsylvania.

Learn more about Adam and his experience here.

Ashkay B.
Ashkay is a Masters student at Syracuse University in Syracuse, New York studying computer engineering. He graduates in 2016 with quite a few skills to his name. He’s looking for computer engineering internships from Silicon Alley to Silicon Valley and a few places in between.

Learn more about Ashkay and his experience here.

Brian N.
Brian is a photography major at the Art Institute of California-Argosy. He graduates in 2017 and has worked as a freelance photographer. He is currently seeking internships in digital photography near Orange County.

Learn more about Brian and his experience here. 

Matthew W.
Matthew is an undergraduate in computer science at Arizona State University in Tempe, Arizona. He graduates this summer and is looking for entry-level software jobs in Denver and Phoenix.

Learn more about Matthew and his experience here.

Brett P.
Brett is an undergraduate International Business student studying Finance and Chinese at Bryant University in Smithfield, Rhode Island. He graduates in 2017 and is currently looking for jobs and internships in sales, finance, and accounting in Boston.

Learn more about Brett and his experience here.

Elizabeth C.
Elizabeth is earning her bachelor’s in creative writing at Southern New Hampshire University. She graduates in 2017 and is currently looking for jobs and internships in publishing and related fields in Boston, NYC, and San Francisco.

Learn more about Elizabeth and her experience here. 

Megan H.
Megan is an undergraduate student at Saint Joseph’s University in Philadelphia, Pennsylvania. She’s studying health services administration and sociology, and she graduates in 2016. She is currently looking for internships and jobs near New Brunswick.

Learn more about Megan and her experience here.

Thank you for checking out this week’s Top 10 Student Profiles! If you’re interested, check out our Top 10 Viewed Companies. Each week we’ll post the ten most viewed companies of the week and share them out to our students. To get featured, log in or sign up as an employer and getting your page viewed!

 


Top 10 Student Profiles of the Week

Brown_arrow_21 Posted by Liz LeCrone on
Mar. 10, 2015

This week, we’re launching our Top 10 series. We’ve got phenomenal talent on our platform, and we want to highlight some of the best from schools around the country. These students are trending, which means they’re getting the most views from employers each week. You should check them out too, before they take a job with someone else.

Cade Colton B.
Cade is an undergraduate student in Finance and Economics at Carthage College in Kenosha, Wisconsin. He graduates in 2017 and wants to pursue a career in finance. He is looking for internships and jobs in accounting or finance, specifically in Chicago, Milwaukee, and Racine, Wisconsin.

Learn more about Cade and his experience here.

L. Scott F.
Scott is a Masters student in Communication, Culture and Technology at Georgetown University in Washington, D.C. He graduates in 2016 and wants to transition his skills to work in healthcare or other consumer-related industries. He is looking for internships and jobs in Washington, D.C. and surrounding areas.

Learn more about L. Scott and his experience here.

Maura B.
Maura is a recent graduate from Trent University in Peterborough, Ontario with a bachelor’s degree in Anthropology and Archaeology. She wants to transition her educational pursuits and experience into a professional setting. She is looking for jobs in forensic science or anthropology and is willing to relocate anywhere.

Learn more about Maura and her experience here.

Ruby K.
Ruby is an undergraduate student in Business Administration and Advertising and Promotion at Western Michigan University in Kalamazoo, Michigan. She graduates in 2017 and is interested in marketing, advertising, and communications internships, preferably in Chicago, Detroit, Los Angeles, or San Francisco.

Learn more about Ruby and her experience here.

Allison N.
Allison is an undergraduate student in Film Production at the University of Florida in Gainesville, Florida. She graduates in 2016 and is working toward her goal of becoming a film director. She is currently interested in internships in theatre and film production, preferably in Los Angeles, New York City, Orlando, or San Francisco.

Learn more about Allison and her experience here.

Christy C.
Christy is an undergraduate student in Asian Studies and Religious Studies at St. Mary’s College of Maryland in St. Mary’s City, Maryland. She graduates in 2015 and is interested in international politics. She is interested in internships in Washington, D.C.

Learn more about Christy and her experience here.

Julianna M.
Julianna is an undergraduate student in English and American Studies at Dresden University of Technology in Dresden, Germany. She graduates in 2016 and has experience with film production. She is interested in internships in film editing in any location.

Learn more about Julianna and her experience here.

Tiernan D.
Tiernan is an undergraduate student in Business and Marketing Management at Cardiff Metropolitan University in Cardiff, Wales. He graduates in 2016 and is currently seeking internships in marketing and business development, preferably in New York City.

Learn more about Tiernan and his experience here.

Briana P.
Briana is an undergraduate student in Public Relations and Business Administration Management at the University of Central Missouri in Warrensburg, Missouri. She graduates in 2016 and is interested in internships and jobs in public relations, marketing, sales, and design, preferably in Kansas City.

Learn more about Briana and her experience here.

Alexander T.
Alexander is an undergraduate student in Mechanical Engineering at Milwaukee School of Engineering in Milwaukee, Wisconsin. He graduates in 2017 and is interested in engineering internships, preferably in and around Milwaukee.

Learn more about Alexander and his experience here.

Thank you for checking out this week’s Top 10 Student Profiles! If you’re interested, check out our Top 10 Companies of the Week. Each week we’ll post the ten most viewed companies of the week and share them out to our students.


5 Things a Product Manager Can Learn from Game of Thrones

Brown_arrow_21 Posted by Cliff Gilley on
Mar. 2, 2015

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:ned-615x200 (more…)


Improving Your Relationship With Sales & Marketing

Brown_arrow_21 Posted by Cliff Gilley on
Feb. 25, 2015

Young People at WorkThe 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…)


TweetAfter 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.

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