Press Quotes from 2003 Top Entry Level Employers
"We recently instituted a new college hire program at SWIFT and hired 6 new college graduates in 2002. These new college hires have done so well and are so well qualified that my management team is asking for more new grads.We dont have to twist arms to hire new grads. They want even more new grads in 2003!"
- Mike Shepelak, Director Human Resources-Americas, SWIFT
"We continue to search the country for future leaders to drive the record breaking sales we have experienced this year. As other companies continue to lay off employees and fight off bankruptcies, we will continue to hire entry-level Manager Trainees to sustain the growth we have encountered in 2002."
- Gregory Pond, National Recruiter, 84 Lumber Co.
"We believe in college graduates as the backbone of our hiring philosophy. The office equipment industry has long been one of the best training grounds for anyone choosing sales as a profession. It has long been believed that copier sales provides the basic training needed to become a sales superstar. Many companies spend a great deal of their recruiting budgets trying to lure copier sales people away from our industry after they have had two years of experience. The main reason is the strong training they receive in the basics of sales including cold-calling, prospecting and closing. Copier salespeople are also highly compensated with commissions which attracts only those people with the self-confidence and drive to be successful in business and in life. With our commitment to hiring college graduates, we always welcome candidates to apply within 60 days of their graduation. We even accept applications from those individuals who were romanced by a higher salary sales position only to find there may not be the challenge, training or motivating environment they were looking for."
- Steve Serbin, Director of Sales, Minolta Business Solutions
"The current state of college-level hiring requires that each student be prepared to effectively network in a 'three-dimensional' sense. Most students confuse networking as simply a means to an end. However, effective networking requires mutual give and take and ongoing maintenance in order to cultivate a 'three dimensional,' productive relationship. Ongoing maintenance includes emails, thank you notes, phone calls to provide updates and, most importantly, to ask 'how are you doing?' I encourage college students to seek internships and other work arrangements to (1) get significant career-related experience; and, (2) begin effectively networking within the company or across their chosen industry. Every summer, INROADS interns are provided an excellent format in which to demonstrate their work-related competencies and interests, as well as network via information meetings, luncheons, and projects. INROADS, a national career development organization which places minority interns with corporations, facilitates this connection between potential full-time employee and corporate client. To date, INROADS interns who have used the most effective networking strategies have received early offers for 2003 full-time positions."
- Pamela Phifer Watson, Managing Director, INROADS
"One area that has received much needed attention over the past year has been in campus outreach for students alumni with disabilities. Many well qualified students/alumni with disabilities have been largely overlooked by college recruiters in the past. However, through our strong campus relationships with career services offices and emphasis on diversity recruiting, at Raytheon we're finding this to be an opportunity to connect with qualified students in a greatly underserved market. Additionally, our outreach complements our recruiting relationships, so all campus recruiters and hiring managers should address this in their corporate recruiting and diversity planning."
- Bob Foley, University Programs Manager, Eastern Region, Raytheon Company
"Given the state of the current economy, we have experienced a dramatic improvement in the quality of the candidate available for entry level employment opportunity. Candidates of today seem to be finding companies with strong track records of earnings, brand strength and a proven career path to be a more attractive alternative to the less predictable, often unproven entry level positions that were found to be so glamorous in the boom years of the late '90s and early '00s."
- Chris Garrity, National Field Service Manager, DAP Inc.
"We have seen an increase in entry-level sales related positions by smaller and medium sized firms. In the current economy, a good portion of the job requisitions we receive have been for sales positions. Some of our clients are finding hiring fresh, aggressive recent college graduates a way to increase revenue at lower overhead costs. One client, a medium sized investment banking firm in CA, has a preference to hire recent college graduates to their sales force, and train new recruits according to the company's sales culture. Recent college graduates are desirable in volatile markets when headcounts and salaries are constantly being evaluated."
- Richelle Konian, Principal, Careers On The Move
"Take care of your business (job), and it will take care of you."
- Donald Truss, President, The Science Registry
"The Finish Line has become the nation's second largest athletic specialty retailer and although there are a lot of factors that have allowed us to prosper and become who we are, one reason above all others is paramount; we have been dedicated to searching for, hiring and developing talented individuals to become successful businessmen and businesswomen for Team Finish Line. We have not nor will we waiver from this guiding principal. In other words, we are steadfast in our commitment to hire quality individuals including college graduates to insure that Finish Line surrounds itself with the best people possible not simply the best people available. As Finish Line continues to gain market share and expand its operations, it is imperative that we expand our entry level management hiring. We have recently undertaken a nation-wide college / university campus initiative to not only create an on-campus image but to truly build relationships with school career services, placement officials and employer relations representatives. This program is still in its infancy but we fully expect to see short-term measured results by Spring of 2003 and long-term desired results thereafter. This combined with other newly created recruiting initiatives should allow Finish Line to not only reach desired results but also separate us from our competition by establishing ourselves as the industry leader when it comes to hiring, training, inspiring and challenging talented individuals to service our customers."
- Larry Gibson, Regional Recruiter/Trainer, The Finish Line
Career Center Quotes
"While our on-campus activities are down from two years ago, remaining at the pessimistic levels of last year, we are very excited that our off-campus recruiting has been very well received in New York, Boston, and DC. As the coordinating institution for the Career and Internship Connection events, held in New York in October and in Boston and DC in January, we were very excited to have positive responses from law firms, economic consulting groups, finance firms, advertising agencies, public relations firms and other very selective and attractive employers. If these organizations were not interested in reviewing resumes of and interviewing candidates for post-baccalaureate and internship positions, they would have declined our invitations. We believe their involvement is a sign that college hiring will take a positive upward trend in the Spring."
- Burt Nadler, Career Center Director, University of Rochester
"In this economic climate, and for the foreseeable future, it will be necessary for college students to start their job searches early. They cannot wait until the semester before graduation and expect to be successful. Secondly, internships have become almost as important to employers as math and English. Finally, a competitive grade point average is still important to most employers. Students with a marginal GPA must learn how to present their academic record in a favorable light. Work or internships, extra-curricular activities, and community service can be compensatory factors."
- David B. Small, Ph.D., Assistant Vice President for Student Services, University of Houston
"At the University of Puget Sound, we've actually had an increase in on campus recruiting this fall. It's not because there are more jobs, especially here in the northwest where Boeing has laid off 30,000 workers and announced plans to cut an additional 5,000. We've aggressively sought out employers instead of waiting for them to come to us."
- Ron Albertson, Associate Director, Career and Employment Services, The University of Puget Sound
"Students who are having the most success in this economy are those who are proactive, have an outstanding resume and interviewing skills, are clear about their career goals, and have career-related practical experiences that they can market effectively. We encourage students to use the career services office on their campus and to network with everyone they know."
- Kathy Day, Director, Career Services, Saint Louis University
"DeVry University is also finding that more entry level job opportunities are currently with small and midsize companies and businesses. Although the larger technology based manufacturers are still slow to hire, we're finding that the users of technology in traditional industries such as healthcare, banking, and other service providers still need technology professionals to maintain their technology infrastructure. We anticipate that the job market for our graduates will slowly improve as new or innovative technologies are developed and introduced."
- John Petrik, Dean of Career Services, DeVry University
"Based on recent employer advisory meetings, it appears that many of our larger employers are expecting to hire about the same or slightly more college graduates and interns as compared to recent years. This is particularly true in the business sector as a whole. However, in the teaching field, we would anticipate fewer openings and hires in our state due to significant budget shortfall issues over the upcoming months."
- Brian Ahern, Manager, Oklahoma State University Career Services
"We're seeing a new level of seriousness in our graduating seniors as they approach the job market. Students are doing more research, checking and double-checking their resumes and cover letters, and generally putting forth greater effort. When the job market switched last year, students seemed to take the Monty Python 'Run Away' approach and avoided dealing with the new reality of a tougher hiring. This year's graduates seem to understand the need to work harder and smarter to find a job."
- Dr. Kate S. Brooks, Director, Career Services, Dickinson College
"We have noticed that recruiting remains slow on our campus. Where we have seen some entry-level positions come into the career center is through our alumni employers. Also through having professional panels, we have found out about internship and entry-level positions."
- Judy L. Fisher, Director, Career Development Center, Occidental College
"Unlike most colleges here in Indiana, we did not see a downturn of employers seeking our candidates. Our May graduation survey showed two percent more students than last year had already accepted employment. These numbers support my philosophy that ours is not a marketing business; we are in a relationship-building business. What I tell students is that 'Good organizations look for good people.' We cultivate relationships with employers who hold that same philosophy. Speaking from the employer side for a moment--Business people look for talent that will be committed to our organizations. That means hiring people who don't just have a degree; candidates also have the strengths, gifts, and talents to build our organizations to the next level. Good organizations will make room for those people who are the right fit. Of course we all need to be savvy regarding the economy, but successful people never let the naysayers stand in the way of their dreams."
- Jo DuMontelle, Director of Career Development, Anderson University
"This report bears out what students often don't realize about the employment marketplace. Too many students focus on the 'name brand' employers in their job search while great employment opportunities can be found in the smaller to mid-size employers whose names students do not readily recognize."
- Nancy Nish, Director, Career Center, University of Nebraska-Omaha
"Many graduating seniors are finding employment in this tight competitive job market. However, the key word is 'competitive'. We are strongly encouraging our students to become competitive by developing their transferable skills through active participation in campus organizations, student government, volunteerism, and internship or co-op programs. Even the relevance of a student's part-time job can be significant in today's competitive job market."
- Jack Brewer, Director, Career Center, San Francisco State University
"Always write out your career life goals...in pencil. Be receptive to wonderful and necessary changes."
- Joe M. Reaves, Assistant Director, Internship Career Center, Loyola University of Chicago
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