『From Dorms to Desks』のカバーアート

From Dorms to Desks

From Dorms to Desks

著者： WRKdefined Podcast Network
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 Welcome to "From Dorms to Desks", brought to you by College Recruiter job search site, which believes that every student and recent graduate deserves a great career. Every week, our AI-generated hosts dive into relatable topics, from landing that first internship to acing job interviews. With quick, 10-minute episodes full of upbeat, humorous dialogue, they make job searching feel less like a chore and more like an adventure. Whether you're a student navigating the last days of college or an early-career professional starting your first job, "From Dorms to Desks" is here to help you make the leap from campus life to career success—with plenty of laughs along the way!All rights reserved by WRKdefined マネジメント マネジメント・リーダーシップ 出世 就職活動 経済学
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  • What today's early career job seekers want

    What today's early career job seekers want
    2025/07/29
    It's clear the power dynamics have shifted significantly in the last year, moving firmly into the hands of the talent themselves. Today's workers aren't just looking for a job; they're seeking roles that align with their needs and expectations, and they feel empowered to demand more from employers. This elevated confidence is palpable, with a notable portion of job seekers believing it's easier to find a job now than before. This sentiment translates into action: nearly half of all surveyed workers are actively looking for a new job or planning to do so in the coming year. Perhaps most striking is the fact that almost one in three workers feel comfortable quitting their current job without having another one lined up. This willingness to walk away underscores the current labor market's tightness and job seekers' conviction that other opportunities exist. Money, unsurprisingly, remains a major motivator. A significant portion of workers believe they could earn more simply by switching jobs right now. However, it's not just about the initial salary. The report highlights that compensation is the top factor for actively looking for a new job, and it was the most significant factor for workers who left a job in the past year. Fair pay isn't just a benefit; it's a foundational expectation, and employers falling short risk increased turnover. Beyond compensation, other factors heavily influence job seekers' decisions. Growth opportunities, flexibility to work from home, work/life balance, and health benefits are all critical considerations for those seeking new roles. This reflects a broader desire for roles that support a holistic life, not just a paycheck. The data also reveals that poor work/life balance, poor company culture, and limited or no growth opportunities are major reasons for leaving a job, especially within the first 90 days. The importance of flexibility, particularly the ability to work remotely, cannot be overstated. A significant percentage of workers are willing to accept a lower salary in exchange for remote work, and a substantial number state their ideal setup is 100% remote. Remote work is a crucial factor in deciding whether to accept or reject a job offer for many, with a notable portion even declining offers that require full-time on-site presence. For many, especially certain demographic groups, remote work offers tangible benefits beyond convenience, such as a greater sense of belonging. Learning and development opportunities also play a role in retaining talent. While about half of workers reported not being offered increased learning opportunities in the past year, those who have learned new skills or reskilled demonstrate a commitment to adaptability. Offering such opportunities, from tuition reimbursement to mentoring, helps workers build new skills and can enhance current abilities, aligning with a job seeker's desire for growth. Company culture continues to be a cornerstone of job satisfaction and retention. Job seekers want employers to have an active voice in social justice conversations and are willing to turn down offers if a company lacks diversity or clear diversity goals. Importantly, workers are quick to assess culture fit, with most believing it takes less than a month to determine if a new organization is the right cultural fit. A mismatch in culture is a significant reason workers would leave a new job. Even in remote environments, most workers believe company culture is just as important as ever. Finally, benefits and perks remain essential to attracting and retaining talent. Workers expect core offerings like healthcare, 401k plans, and paid family leave—but increasingly prioritize mental health resources as well. Yet, access to mental health benefits has declined, even as stress and burnout rise due to understaffing and heavier workloads. Employers must reassess whether their benefits truly support employee well-being in today’s labor market. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    12 分
  • How early career hiring is massively changing

    How early career hiring is massively changing
    2025/07/22
    The dynamics of finding quality talent are undergoing significant changes in the hiring market. As we navigate this new decade, shifts in job seeking, hiring, and overall employment habits are becoming increasingly evident, making awareness of the current market state crucial for future success. Understanding the habits and expectations of younger generations entering the workforce is paramount for employers seeking to find great new talent. Looking at the hiring process itself, employers report it takes about 27 days on average. Notably, younger candidates are strongly inclined towards digital methods. For instance, 29% of Millennials and 46% of Gen Z use mobile devices to apply for jobs. This preference for digital goes further, with 54% of Gen Z indicating they will not complete an application if the methods seem outdated. They desire a streamlined, efficient digital process, ideally one they can manage entirely from home throughout the hiring exercise. However, this preference for ease doesn't mean these younger job seekers are less selective about opportunities or willing to lower their employment expectations. When it comes to how Gen Z finds potential jobs, they rely on a variety of sources. Referrals are the most trusted source, cited by 62%, followed closely by job boards at 56%. Company websites and career centers are also highly trusted, each selected by 55%, while hiring events are trusted by 51%. This highlights the importance of diverse recruitment channels to reach this demographic effectively. A significant portion of the broader workforce, 40%, is considering leaving their current employer this year. This trend is expected to prompt companies to bring more young individuals into the workforce. For these Gen Z hires, finding appropriate employment is critical. The data suggests a strong link between a first job matching one's education level and remaining appropriately employed years later; 87% whose first job matched their education were still appropriately employed 5 years on, and 91% of those appropriately employed at 5 years maintained that status at 10 years. Financial expectations are also a key factor for recent graduates. Among Millennial graduates, 41% expect to earn between $60,000 and $85,000 in their first year of work, and a substantial 70% expect to make $60,000 or more. These figures highlight the compensation expectations employers need to be aware of when hiring early-career talent. Employment longevity expectations differ between generations as well. More than half of Gen Z employees (55%) and a significant minority of Millennials (38%) expect to work for their current employer for less than three years. Conversely, only 25% of Gen Z and 39% of Millennials expect to stay with their current company for five years or more. This suggests a higher propensity for shorter tenures among younger workers compared to previous generations. As the job market continues to evolve, skilled young individuals early in their careers are actively seeking employment that aligns with their educational background and skill sets. They are looking for competitive benefits and compensation from the outset. These job seekers are also likely to transition between positions as a means of advancing their careers, rather than necessarily staying with one company for an extended period. This dynamic requires employers to adapt their recruitment and retention strategies to meet the expectations of this new generation of talent. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    12 分
  • Why You Didn’t Hear Back: How Applicant Tracking Systems Score, Rank, and Quietly Reject Job Seekers

    Why You Didn’t Hear Back: How Applicant Tracking Systems Score, Rank, and Quietly Reject Job Seekers
    2025/07/15
    Early in your career, you’ve likely applied to jobs, met the requirements, and heard nothing back. No response. No rejection. The reason might be software—not a person. Enter the Applicant Tracking System (ATS) Most companies with 1,000+ employees—and many smaller ones—use an ATS. The bigger the brand, the more likely your resume hits software before a person. ATS platforms don’t just organize applications—they screen, rank, and often decide who gets seen, using AI or rule-based filters to sort candidates before any human is involved. Popular ATS Platforms: Workday Recruiting iCIMS Talent Cloud Oracle Taleo SAP SuccessFactors Greenhouse SmartRecruiters Lever Odds are, if you clicked "Apply" at a major company, your resume was parsed and scored by one of these before a recruiter ever opened their dashboard. Ranking: The Invisible Interview You apply. The ATS extracts titles, employers, skills, and education from your resume. Then it compares that data against the job description. Some tools rely on keyword matching. Others use machine learning to assess "fit." Then it assigns you a score. You don’t see the score. Recruiters do. Tier 1: Great match Tier 2: Could work Tier 3: Probably not In high-volume roles, recruiters often stop at the top ranks. The rest? Never reviewed. Your resume didn’t get rejected. It got buried. Is That a Rejection? Not technically. But if no human ever saw your application because a machine deprioritized it, then for all practical purposes, yes—it’s a rejection. But Don’t Recruiters Reject Candidates? They do. But in most roles, they don’t have time to dig through every applicant. ATS platforms use knockout questions—“Are you authorized to work in this country?” “Do you have X certification?”—that can trigger an auto-rejection. But most early-career applicants aren’t failing those. They’re just ranked too low. The recruiter checks the top 10 or 20 resumes and moves on. The rest get a generic rejection weeks later—even though no one ever read them. Effectively Rejected = Practically Rejected If your resume never surfaces due to a low ATS score, the software decided your fate—not because you lacked potential, but because you didn’t speak its language. Wrong phrasing? No keywords? Nonstandard formatting? You're out. Mobley v. Workday: A Lawsuit with Teeth In 2023, Julian Mobley filed a lawsuit against Workday. He’s Black and alleges that after applying to hundreds of jobs using Workday’s ATS, he was functionally rejected—repeatedly—before any human review. His legal team argues that Workday’s ATS isn’t just a tool—it functions as a staffing agency. And staffing firms are subject to anti-discrimination laws. If the software filters people out based on criteria that lead to racially biased outcomes—even unintentionally—it may be liable. Workday denies wrongdoing, claiming their software is just one part of a broader process. But the lawsuit reframes the conversation: if the ATS controls who gets seen, it’s more than software. It’s an actor. And if it filters candidates disproportionately, that’s a civil rights issue. The Stakes If courts side with Mobley, it could change the hiring landscape: – Required transparency around scoring algorithms – Legal accountability for discriminatory filtering – Pressure on employers to audit how tech shapes decisions What You Can Do The system is flawed, but not unbeatable. Tailor your resume to match each job description. Use the employer's language for skills and titles. Avoid tables, columns, or graphics. They break parsing. Don’t rely solely on online applications. Find a referral. Flag your name. None of this guarantees success. But it increases your odds of making it past the machine—and into the human conversation. Because right now? If the system doesn’t like your resume, no one sees it. No one considers it. No one calls you back. The ATS didn’t just track your application. It made the first—and most critical—decision. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    21 分
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