If you want to target new grads, there are a couple of approaches you can use. One of the best ways is to target your search using the site: operator with the type of degree you want. Let’s say we want to find computer science-degreed new grads from Berkeley. We start off looking for resumes, cv’s, bios and other profiles. You can easily do this search in Google by using the similar ( ~ ) function:

~resume

Which will get you pages with the words resume, cv, curriculum, bio, profile, and jobs. We will get rid of the pages that contain jobs later. Now let’s target the school we want:

~resume site:berkeley.edu

Next, let’s add in the type of degree we’re searching for, which is a computer science degree. For recent graduates, we will also add in the year:

~resume site:berkeley.edu (bscs OR mscs OR “computer science”) (2007 OR 2008)

And finally, let’s get rid of any job pages that may come up in your search using the intitle: operator.

~resume site:berkeley.edu (bscs OR mscs OR “computer science”) (2007 OR 2008) -intitle:job -intitle:jobs

Now that you have your string set up, you can switch out the school domain with other top-tier universities like Stanford, Carnegie Mellon, and MIT.

- Mark

In April 2008, the US DHS (Dept. Homeland Security) published some new guidelines enabling (Technology) employers to hire F1’s on OPT (Optional Practical Training) status.

Previously, the rule has been that OPT is authorized for one year and one year only. During this time the employer had to process an H1B application. The timing window was narrow and basically translated to preferred hiring consideration for qualified STEM (Science, Technology, Engineering & Mathematics) students who graduated in December and March in order to file for and receive an H1 visa. Technically, June graduates could be excluded from consideration, which is a huge problem, since that’s when most of them graduate.

In April, we learned that instead of 12 months, the student OPT authorization could be extended for an additional 17 months for up to a total of 29 months. On the surface, that sounded very good, because it meant that for the most part, we could look at any qualified student, no matter when they graduated, and it would not interfere with the H1 process.

Now, with the additional published guidelines, we understand that in order to qualify for this program… “The student must have a job offer from an employer registered with the E-Verify employment verification system.”

When we go to the USCIS web site, we see that… “As a participant in E-Verify, employers are required to verify all newly hired employees, both U.S. citizens and non-citizens.
Employers may not verify selectively, and must verify all new hires while participating in the program. The program may not be used to prescreen applicants for employment, go back and check employees hired before the company signed the MOU, or re-verify employees who have temporary work authorization.”

This is a problem, because according to the US Chamber of Commerce… “The program is “rife with errors and inaccuracies.” An estimated 0.1% of native-born citizens and 10% of naturalized citizens have incorrect data stored in the Department of Homeland Security or Social Security Administration’s databases — those citizens would likely not be named eligible to work by E-Verify.”

The debate concerning the use of E-Verify goes on. I thought that the 17 month F1 extension for a total of 29 months was a boon to high tech employers, but now I see it as a policing action for an inaccurate system that employers could be saddled with.

jd

Video Resumes, Video Cover Letters or Video Interviews - The benefits of video services like Vipe, as shown by Plugged-in Pete.

I think that these video resumes, or as I call them, “video cover letters” can be a very good initial representation of a candidate. This is the candidate’s opportunity to get their best foot forward when presenting themselves. Or I guess in this case it’s their best face forward!

Sure, they can be done over and over again before they are sent, but that’s the point. If their best video still doesn’t make a good impression, then you have just saved yourself the headache of flying out a candidate for a potentially expensive interview. Let’s take a practical look at this newer and very useful approach with Plugged-in Pete.

Click on the image below to see:

There are services like Vipe that allow candidates to record answers to questions that the client specifically asks of the interviewees. Others include Hirevue, Recruitv, and LiveHire, but the interface & simplicity of Vipe seems to resonate with their users.

Mark