ONLINE University

PROFESSIONAL Beyond
RECRUITING BRANDING
why within
it is not
Brand Ambassadorships Revolutionized college
working markets

What is a brand
Source:
problem Huffington Post

57% 84%

say
Source:
Millenial Branding
ambassador?
of students wish their
schools offered more networking "word-of-mouth"
opportunities to help them prepare “A brand ambassador is a person employed by an is the primary influencer for
for the working world. organization to engage its products or services students their purchasing decisions.

70% do not find observations by embodying the corporate identity in terms

of appearance, demeanor, and ethics.. Brand
89%
jobs using the
conventional
recruiting methods ambassadorships offer students a part-time branding is key
Source: opportunity to participate in one of the company’s "A strong corporate brand
Pew Research of millennials
Center
use social most critical tasks, while gaining important is j ust as i m po rtant as
media "several work-related attributes recruiters seek in resume.” strong product brands."
times a day".
social media Leader

87%
is the fastest growing source of hire out of 5 stated

of executives
they are Marketing Relationship
SOCIAL million interested Knowledge Builder
PROFESSIONAL
NETWORKS 42% COLLEGE students in becoming

+13%
29% RECRUITING

68%
PROGRAMS a collegiate Team Player
Tech-
potential
-3%
14% brand Adequate "completely or
11% ambassador, mostly agree"
Source: “LinkedIn
Talent Solutions: despite an skills Professional with this
2013 Global
Recruiting Trends” overall lack of Credibility Speaker statement. Source:
“The Company Behind The Brand:
resources for In Reputation We Trust”
2011 2013 2011 2013 Source:
Barnes & Noble such outlets. developed through
brand ambassadorships

85%
solution % of students and employees who think GPA is Source: “LinkedIn
Talent Solutions:

there is a need very or extremely important for landing a job: 2013 Global
Recruiting Trends”

for a refined, more

structured program – one that Young adults'
68% 48% believe branding
FACT

allows for proper monitoring of has a significant impact

specific tasks and recognition of the valuable (21-25)
hiring on the ability to hire
skills learned from work experience. participation students
managers
employees great talent.
Bottom Line: in the labor
force has
online professional bottom line:
Source: National Journal

declined since
networks are the branding is a powerful
Source:
Chegg
the 1990s and
future of recruiting. now is at its GPA is 20% LESS recruiting tool.
why?

lowest point important to employers

since 1972. as it is to students.

employees prefer some type of SO WHAT ARE THEY LOOKING FOR? but...I have these skills?
WORK EXPERIENCE think again
n o
ati

RELEVANT WORK
“I prefer to hire Chegg conducted a survey of 2,001 students and recent
ill nic

EXPERIENCE
sk m m u n
co itte

25
candidates with...“ graduates - 18 to 24 years old - and 1,000 hiring managers...
94.8%
s
wr

74.1% 76.6%
71%
es

ANY TYPE OF
WORK EXPERIENCE fewer than hiring managers who
ut

had interviewed recent

hic
ip

20.7% EXPERIENCE IS

in
graduates in the past
rib

wo rong
et

19.9%
rs

NOT A FACTOR
att p

two years found them

rk
de

76% 72%
st
to

lea

4.8% prepared for a job in

1.1%
their field of study.
n o
ls
m

ati
ea

il

ill nic
sk
rk to
at

2014 2013
lvi m

sk m m u l

2014 2013 2014 2013

co rba
so oble
wo ility

ng

Source: Chegg “Bridge That Gap:

in

Analyzing the Student Skill Index”

ve

71.4% 70.3% 68.6%

pr
ab

Source: NACE Job Outlook 2014