How America’s Top Companies Are Recruiting New Employees

(ARA) - Before you know it, thousands of young men and women will be graduating from America’s colleges and universities. Some will continue their education; but for those who plan to enter the workforce, the time to start looking for a job is now. As the search for the perfect position begins, it is important to keep in mind that companies recruit top talent a lot differently today than they did just 10 years ago. Rather than simply placing an advertisement in the local paper and waiting for the resumes to roll in, many of America’s top companies are setting up Assessment Centers where they can first interview potential employees, then evaluate them in real work situations.

Brianna Roy, a December 2004 graduate of the Richard DeVoss School of Management Northwood University, Midland, Mich., received an offer after one of these Assessment Centers last winter.

“During a job fair at Northwood in November 2004, I was introduced to some of the management team within Federal-Mogul (a global supplier of automotive parts). They were impressed with my resume and invited me to their World Headquarters in Southfield, Michigan.” Roy says. “At the Assessment Center, I went through a variety of hypothetical situations, exercises and interviews. They also asked me my preferences on areas within the company.”

Roy identified marketing as an area of interest since she had completed some extensive research on the topic prior to her interview. “I wanted to know as much as possible about their products and marketing efforts so I would be able to show them where I could fit into the big picture,” she said.

“Finding people like Brianna is what Assessment Centers are all about,” says Bev Crocker, Human Resources Manager, Federal-Mogul Corporation. “During the Assessment Center we had the opportunity to observe and evaluate her capabilities and determine if she would fit within our culture.”

Inviting potential employees to Assessment Centers rather than sit-down interviews isn’t the only change in the way big companies are recruiting employees. Here are some other things for job seekers to keep in mind:

• When recruiters and headhunters show up on campus, take the time to meet with them and be sure to get a business card. When you’re ready to apply for a job, send materials to that person directly. Making a personal connection will help move your materials to the top of the pile.
• Many companies are no longer accepting paper resumes and cover letters. Instead, they are asking for these materials to be submitted on-line. Check the company’s Web site to see where materials should be sent.
• Instead of relying just on the newspaper, a lot of companies are using such Web sites as monster.com and careerbuilder.com to advertise jobs and recruit top talent. Be sure to post your resume on both sites and check back frequently.

“Finding a good job requires extra work on your part, but once you find the perfect fit, it will have all been worth it,” Roy adds.

Federal-Mogul Corporation is a leading global automotive supplier offering a comprehensive portfolio of quality products and trusted brands. Headquartered in Southfield, Mich., Federal-Mogul employs more than 45,000 people in 31 countries. The company reported sales of $6.2 billion in 2004.

Federal Mogul has a wide variety of career opportunities available for this year’s graduates. They fall under the areas of engineering, finance, marketing and supply chain management. For more information, log on to www.federalmogul.com/careers.

Courtesy of ARA Content