Top 10 Most Important Career Profile Attributes

More than 1,200 recruiters used the Global Focus MBA recruitment technology last year to search and source the perfect candidates for their hiring needs. Within that technology, these recruiters performed more than 35,000 advanced searches by selecting more than 600,000 profile attributes to define their perfect candidate. These were the top ten most selected profile attributes:

1. Class Year  =  Graduating MBAs  -  16,392
2. Class Year  =  MBA Interns  -  13,979
3. Work Authorization  =  United States  -  12,537
4. Program  =  Full-time MBA  -  9,214
5. Class Year  =  Experienced MBAs  -  8,689
6. Language Ability  =  Basic/Conversant  -  6,443
7. Total Years of Work Experience  =  5 - 10 Years  -  5,154
8. Function - Experience  =  Brand / Product Management  -  4,578
9. Function - Experience  =  Corporate Finance  -  4,339
10. Function - Experience  =  Analyst / Research  -  3,885

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The MBA Recruiting Model is Changing

Even with job boards, online networking, and social media recruiting— employers say they are still missing too many high-potential candidates.

Consider this: Recruiters may literally look at thousands of resumes from thousands of sources while searching for that ideal candidate. The main problem with this data is that it is not standardized; recruiters have to search to find the information they need.

The Global Focus database helps recruiters find exactly what they need by providing a common format for every student enrolled.

All an employer needs to do is choose their desired criteria, whether it be involvement in clubs and activities, geographic preferences, or demonstrated leadership and/or work experience. Search results are returned instantly from the thousands of candidates in the database. Those candidates that most closely match what the employer wants rise to the top of the list, making it easy for the employer to find the most qualified candidates for the job.

Let’s imagine that a large financial corporation needs to hire ten candidates for a finance position.

The example above shows how a recruiter might search the Global Focus database to quickly identify quality candidates. Without Global Focus it would be very difficult to gather, review, and interview the number of high quality candidates needed to make ten formal offers of employment. With Global Focus, recruiters simply search the database and then directly connect with their ideal candidates.

What is Recruiting?

Recruiting is the process of finding, screening, and selecting qualified candidates for a job at a company or organization. Recruitment begins the moment a job becomes available and ends when an offer of employment is accepted by a job seeker. In between, the recruitment team (or person) may perform any or all of the following tasks: creating a job description, advertising the job, sourcing, screening, interviewing, performing background checks (including references, credit checks, and degree verification), making a job offer, negotiating (terms of employment, relocation, salary), and orienting candidates to the workplace (“onboarding”).

How does recruiting work?
As you can no doubt tell, the process of recruitment involves a lot of legwork for recruiters. Probably the toughest task for any recruiter is finding qualified candidates, which is very time-consuming. Some of the tools recruiters use to find candidates include:

• Sourcing. Instead of passively waiting for job-seekers to come to them via job posts, recruiters actively search for candidates who fit the bill for the job they need to fill. Recruiters “source” by gathering specific information such as a candidate’s name and contact information. Sometimes, they also glean information about the candidate’s skills and experience in a particular field. Recruiters find this kind of information from online searches (e.g., job portals, forums, alumni or other group listings, blogs, and networking websites), by calling a company directly to find out information about its employees, or by asking for employee referrals. Unfortunately, this research is often done one candidate at a time, resulting in a time-intensive and manual process.
• On-campus recruiting is also important in today’s recruiting environment. Many companies host a variety of events on campuses across the country, such as corporate presentations, workshops, and interview sessions. Some firms arrange company site visits for a select group of invitees, while other companies set up mentor programs or networking events. Global Focus “U” and your school's career services office is a great way to stay on top of these events and receive notice of on-campus activities.
• Job postings. Employers advertise (or “post”) jobs in print and online—using trade journals, web sites, and online job boards to post their vacant positions. Job search websites have job search functions, and also allow users to post a resume to attract potential employers. Some online job boards specialize in a particular industry, location, or other criteria. Many firms also post jobs on their own company websites. The main limitation of job postings is that there may be hundreds or even thousands of candidates apply for a position. This means a lot of competition for the candidate. For the recruiter, it means a lot of time spent sorting and sifting through piles of unqualified applicants to identify the truly qualified ones.

Available Now! Resume Books for Boston, Florida, Syracuse, Tuck and more

Eight new MBA resume books have released over the past week. Each Resume Book is an extensive database of profiles and resumes submitted by top MBA talent at one of our member schools. Select a school below and search this resume database by experience, certification, keywords, and more.

Available Now:

• Boston College: Class of 2012
• Carnegie Mellon - Tepper: Class of 2012
• Dartmouth - Tuck: Class of 2013
• Emory - Goizueta: Class of 2013
• Florida - Hough: Class of 2012
• Syracuse: Class of 2012
• USC - Marshall: Class of 2013
• Washington - Foster: Class of 2012

Coming Soon:

• IMD: Class of 2011 - Available: 9/16/2011
• Georgetown - McDonough: Class of 2012 - Available: 9/19/2011
• MIT - Sloan: Class of 2012 - Available: 9/19/2011
• South Carolina - Moore: Class of 2012 - Available: 9/20/2011
• South Carolina - Moore: Class of 2013 - Available: 9/20/2011
• Iowa - Tippie: Class of 2012 - Available: 9/21/2011
• Iowa - Tippie: Class of 2013 - Available: 9/21/2011
• Boston College - Carroll: Class of 2013 - Available: 9/23/2011
• Minnesota - Carlson: Class of 2012 - Available: 9/23/2011

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Available Now! Resume Books for Cornell, Duke, Wharton and more

Six new MBA resume books have released over the past week. Each Resume Book is an extensive database of profiles and resumes submitted by top MBA talent at one of our member schools. Select a school below and search this resume database by experience, certification, keywords, and more.

Available Now:

• Cornell - Johnson: Class of 2012
• Duke - Fuqua: Class of 2012
• Georgia - Terry: Class of 2012
• Indiana - Kelley: Class of 2012
• Univ of Penn - Wharton: Class of 2012
• NYU - Stern: Class of 2012

Coming Soon:

• Boston College: Class of 2012 - Available: 9/8/2011
• Carnegie Mellon - Tepper: Class of 2012 - Available: 9/8/2011
• Dartmouth - Tuck: Class of 2013 - Available: 9/9/2011
• Florida - Hough: Class of 2012 - Available: 9/9/2011
• Rochester - Simon: Class of 2012 - Available: 9/9/2011
• Emory - Goizueta: Class of 2013 - Available: 9/12/2011
• Syracuse: Class of 2012 - Available: 9/12/2011
• Denver - Daniels: Classes of 2012 & 2013 - Available: 9/12/2011
• Illinois: Classes of 2012 & 2013 - Available: 9/12/2011
• Minnesota - Carlson: Class of 2012 - Available: 9/12/2011
• USC - Marshall: Class of 2013 - Available: 9/14/2011
• Case Western Reserve - Weatherhead: Class of 2012 - Available: 9/15/2011
• Case Western Reserve - Weatherhead: Class of 2013 - Available: 9/15/2011
• Washington - Foster: Class of 2012 - Available: 9/15/2011
• Temple - Fox: Class of 2012 - Available: 9/16/2011