Why September And October Are The Best Times to Recruit Graduate Students

Since the academic year has just begun, you may be thinking that this is not the right time to be thinking about how to recruit graduate students for your company. However, this assumption is incorrect; it is never the wrong time to think about how to recruit graduate students! Given the current financial climate, and the current job market, beginning the search for a suitable graduate to fill your position could be the best thing you do this year!

Many students want to take a short break after they have finished university, and they should not be begrudged the opportunity to spend one last holiday period with their friends, before they settle down and start their new career. After the summer break, former students will return refreshed, full of new ideas and ready to start. Therefore autumn is a brilliant time to start to recruit graduate students. If you are looking to hire a graduate immediately, September and October are the perfect times to look, as you will face less competition from large-scale recruiters, such as the public sector or big investment banks. This means that you will have thousands of interested graduates who are keen to apply for your positions. These graduates will be able to bring a fresh perspective to your company, and you will be able to train them to work in the ways which are best for your company.

Even if you are looking to recruit graduate students for next summer, then September is a great time to start to start considering your recruitment campaign, as there will be a wealth of talented students in their final year of university, who are looking for inspiration and opportunities about what to do with their future. These students often start looking for a job for the future as early as September or October of their final year of university. If you are planning on a big recruitment campaign, starting your recruitment drive in September will give you enough time to attract the candidates who you want, as well as giving you plenty of time to whittle long lists down into shortlists, and then select the right people for your positions.

In order to get the best candidates possible for the job that you want to advertise, you should put your graduate job advert on a website which specialises in graduate job vacancies. Students and Graduates are more likely to frequent these sites, because these sites specialise in the types of jobs that they are searching for. By actively reaching out to the type of people who you are looking for, you will be able to find the right person or people for the job.

Advertising your position on the internet is also a good, cheap way to reach a lot of people, with relatively little effort. Searching the internet for jobs is one of the most popular ways for recent graduates to find a position so do not let this opportunity pass you by, or you may regret it.

College Student Success & Leadership Secrets – Graduate Students & Professional Enrichment Programs

College student success & leadership secrets to embrace graduate students and professionals pursuing enrichment programs for personal development. Leadership & success secrets for college students of all ages, professions & backgrounds. A new vision to enlarge, incorporate & integrate diverse college students within the academic community.

Beyond obtaining my undergraduate bachelors degree by way of a two-year community college, followed by completing my education at UCF, I have pursued much personal and professional development coursework.

Continuing education is part and parcel of many professions and often mandatory to remain in good professional standing. As an educator, the Florida Department of Education mandates much professional development and ongoing continuing education for teachers.

As a motivational speaker and life-changing author, I both speak and write with the intention of transforming people. Because my desirable goals and outcome are measurable and quantifiable through people’s performance and productivity, I take great pride in staying on the cutting-edge academically to be a pioneer in my field.

This means I often attend very intensive professional development seminars, conferences, and sometimes courses on college campuses to further my personal and professional growth. Otherwise I would be empty as a speaker and writer. Certainly, one cannot give what they do not have. I therefore pursue bodies of knowledge with a ferocious hunger and thirst to obtain all there is to know so I can later thereafter empower my audiences and readers.

Professionals who enroll in similar professional development courses on college campuses are no different. We therefore who work on college campuses must always strive to make these executives and professionals feel at home lest they feel awkward and uncomfortable.

On the contrary, we should encourage and congratulate those who are smart enough to invest in their continual growth and development. For example, when I took a one week “Strategic Negotiations & Deal-Making” class at Harvard Business School, it cost me and the other executives who came from across the world $8,000 in tuition to attend and participate. Incidentally, the professionals participating took the course very seriously as did I.

Upon arrival at Harvard, the reception was very warm and welcoming. Our residence and living quarters was well prepared and the attention to detail impressive. This is the kind of hospitality and reception we must strive for on every college campus if we are to encourage and welcome professionals from within our communities to set foot on our colleges and universities.

If we succeed in opening our hearts and academic communities to these professionals, we shall thereby be able to endear them to our academic goals and strategically work together potentially in a multiplicity of ways to propel mutual success for all parties involved.

Graduate school, executive education, professional enrichment, and specialized training therefore should all be taken seriously by college and university administration. Certainly when the alumni are contacted to support causes on campus, the level of respect, hospitality, and services on campus throughout the year are genuine factors of consideration before donors open their wallets and pocketbooks to write a check of sponsorship and make a donation.

College and university leaders therefore must think strategically and intimately know every demographic student populace and group among them, lest they miss some great opportunities to network and friend raise. As we value people over programs; appreciate personal development over academic curriculum; and creatively design collaborate initiatives to unite our communities (academic and society) – the future shall be bright as we together bring our gifts to the table and teach one another.

This mutual respect and collaborate partnership between academia and professionals will cause us together simultaneously to achieve more success, develop more leaders, and ensure maximum impact as we together wield our influence in concert.

As a Minority Graduate Student, How do I Find a Suitable Advisor or Mentor?

Take a moment to consider what it might be like to function day after day in an environment in which you are “the only one” or, at minimum, one of only a few who represent your particular race, nationality, age group, ethnicity, or gender. In many graduate departments across the U.S. minorities, foreigners and even women often find themselves isolated within an intensely competitive academic environment that provides no cultural understanding or support to assist them in finishing their degree.

Further exacerbating this situation is a shortage of minority faculty role models who can provide a mentoring and support system for like graduate students. A lack of diverse faculty in a department can create a signal of an unwelcoming environment for women and minorities. This may curtail the number of minority students who actually apply to graduate school, and may also contribute to the small percentage who actually complete their degree once they have enrolled. The cycle continues, the next generation of female and minority students will face the similar issues.

During an orientation for admitted students visiting a department at Wisconsin, a black student quipped, “Whew; I’m sure glad there are other white people here. I wasn’t sure when I applied!” Everyone laughed, but his comment proves worthy of mention. Given the current demographics in higher education, there is no guarantee that you(as a female, foreign, or minority student) will meet other students or faculty of color in the graduate department you choose.

The demographics of specific departments can vary greatly. Some may feature far fewer minority students to provide a sense of community of cultural, social, emotional and professional support. If this type of support is critical for your emotional well-being, be sure that to select a department with a critical mass of minority students. For example, if a department admits two minority students each year, and the average time spent in graduate school is six years, there may possibly be 10-12 minority students in the department at any given time with whom you can interact.

A campus visit can actually be quite helpful in reducing the stress about the unknown elements of graduate school. For example, some departments have a collegial working environment, while others are more competitive. Some allow collaboration across; other disciplines others do not. During your visit to the campus, it is not out of line to ask about the number of women and minority students in the department or what level and type of funding is available for minority students. If these types of issues are important to you, it is critical that you complete appropriate due diligence prior to applying.

Many women and minority graduate students are determined to find an advisor who is their same race and/or gender. My advice is to not waste your time trying! Due to the current lack of diversity among academic faculty, the chances of finding one are slim.

Because there are so few of them in academia, female and minority advisors tend to be overwhelmed and overburdened by the extra mentoring responsibilities they are asked to perform … and this is particularly true of minority women! Their workloads can become even more extreme because of additional campus committee duties they may be asked to fulfill because of their race, ethnicity, or gender. For example, the chair of the department may ask them to help diversify a variety of committees on campus. And, while some female and minority faculty might feel a sense of responsibility to mentor minority graduate students, others simply do not. They should still, however, be viewed as key allies; regard these faculty members as reserve mentors rather than as advisors.

Furthermore, keep in mind that race, ethnicity, and gender are simply not the best criterion for selecting an advisor. I chose my advisor because he had a reputation of being culturally sensitive to foreign students and, more importantly, for helping his students complete the program quickly.

Success in graduate school often depends on a successful mentoring relationship between you and your advisor. As such, finding a faculty member with similar research interest is critical to finishing your degree, and far more important than finding a faculty member who matches your gender and/or race.