Looksharp Employers Blog

How to Maintain Student Connections over SummerFor some students, the end of the academic year is synonymous with the end of all productivity, leaving exams and internships alike on the back burner. For others, summertime is devoted to a single gig, and students stop thinking about the internship hunt. In either case, the work you’ve done for employer branding suffers as student priorities shift.

There are plenty of ways to keep the connections you’ve made with your student audience, however. Not only will your summer campaigns help you find candidates for fall openings, but it will also help your company solidify its year-round presence. (more…)

4 Foolproof Steps to Transform Any College Recruiting Program

Brown_arrow_21 Posted by Ryan Prosser on
Apr. 21, 2015

Young Business People Working TogetherHere’s an open secret that everyone knows. If you’re an HR Warrior that knows how to make a College Recruiting Machine Hum, you are indispensable. You are paid more. You are highly sought after, hugged more, and sleep better.

College recruiting can be tricky, but choosing to not hire fresh talent isn’t an option.

This post is a blueprint to help you make your team the college recruiting machine you were destined to be.

Step 1: Create a fair and fun work environment

Alright, boring companies of the world. I know what you’re thinking.

“We’re a boring company and we can’t possibly compete with Google on this.”

Stop it. Stop it right now. Telling your employer brand story isn’t about being the flashiest brand on the block. It’s about telling an accurate, concise story to the right audience.

If you try to bullshit millennials they will either:

A) See right through, or worse

B) Fall for it, discover the truth during orientation, and leave after you’ve poured a year of time and energy into training them.

Either outcome is very bad for your employer brand in the age of social media.

Instead capture some of the best essences of your workplace and showcase it.

Step 2: Showcase that story

Tell your story but NOT WITH TEXT.

Use mixed media (ie video, social media, etc) to show what it’s like to work at your company. Ultimately you are gong to get the types of students who see themselves reflected in the culture you are showcasing.

The biggest mistake you can make is pretending you’re something you’re not. You’ll end up with a bunch of short timers who come in, see what’s what and bounce. Tell your story and let the millennials make their decisions. You’ll get better apps and they’ll be from you students who like what you’re about. They’ll be stronger fits and they’ll stay longer.

This is a huge deal.

Step 3: Show them the opportunity

Ok, so you’ve told a great story about why you’re company is the best company for them. They’re hooked. They want to work for you. They apply. You hire them.

Everything is great.

And then all the best one’s start to leave in droves.

What. The. Hell. Just happened?

You didn’t show them you believe in them.

A good college recruiting program is built to sell Millennials twice.

First on your company. Then on their future at your company.

This is where most companies go astray. The best company’s create a road map for their grads and include things like:

  • Cross-functional exposure
  • Mentorship and exposure to leadership
  • Frequent feedback

And, by the way, there is a growing body of evidence that exposing entry-level hires to management provides significant benefits to both groups. If you don’t do this, you won’t lose all of your new recruits. But you will definitely lose the best ones.

Step 4: Use last year’s cohort to help you recruit

Once you’ve got a great class built and on the right track. Word of mouth (WOM) is everything. WOM is the #1 source for Millennials when it comes to trust and impact. WOM is not only great for generating apps but also for driving highly engaged (and pre-vetted) traffic to your career fair events.

How to Write the Perfect Job Description

Brown_arrow_21 Posted by Zoe Schiffer on
Apr. 16, 2015

Stocksy_txpce776843xCO000_Small_592181Whether you’re trying to hire interns or entry-level employees, your job description needs to communicate 3 things:

  • Prerequisites: What candidates need to be considered
  • Role: What the job entails
  • Culture: What it’s actually like to work there

Having one or two of these isn’t enough to attract top talent. You need to communicate all three, and you need to communicate them well.

Let’s look at each aspect and discuss what makes or breaks it:


Prereqs are fairly straightforward. What do you want the candidate to know before they start? What educational markers are important to you? What skills do you want them to have mastered? You can include both formal prerequisites (a masters degree in CS, a specific class, experience with Marketo) and less formal ones (the ability to work independently, travel for meetings, or willingness to move to a new city).

Check out this “requirements” section from a ViralGains internship description:



This is arguably the most important aspect of the job description. You need to speak to how this role fits into the larger goals of the company, what the day-to-day functions are actually like, and what the expected contributions are. Highlight specific learning opportunities (Will they master a new software? Learn a new skill?) and be as specific as possible.



Culture can be tricky to communicate. Unlike the other two sections, it doesn’t necessarily need its own section, although you’ll benefit from mentioning it in the intro, if not the title itself.

Furthermore, it should be communicated throughout the description via your language and word choice. What is the culture of the overall company? Team? How do people dress? What are work functions like? Both interns and entry-level candidates find culture to be incredibly important. To attract candidates that will fit in with your company culture, you need to authentically communicate what it’s like.


Add in videos and optimize your social media feeds to instantly stand out from all other employers.

Stay tuned for our next post on how to write the perfect offer letter!

How to Determine the Cost of an Entry-Level Hire

Brown_arrow_21 Posted by Liz LeCrone on
Apr. 16, 2015

Determining the cost of an entry-level hireWhen deciding whether or not to take on a new entry-level employee, it is important to look at how much the hiring process will cost you, beyond simply looking at entry-level salaries. (more…)

Join us! There are still a few spots left in our upcoming webinar on the ingredients you need for a fully baked succession-hiring plan.


Why does this matter for you? Over 10,000 baby boomers retire every day. In just 5 years, the Millennial generation will make up 46% of the workforce.

In their 2015 Report on Managing Succession with Software, Deloitte found that

“Gaps in leadership are cited by 89 percent of executives as an urgent impediment to achieving their goals of building a workforce to meet future business objectives.”

If you want to build a world-class company, you need a strong succession plan in place today. During this webinar, we’ll show you how! We’ll be covering:

  • Data and statistics on succession planning
  • Collaboration and how to get your team involved
  • Organizational change and Millennial views on leadership
  • Building your brand to attract and hire the best talent
  • Hiring trends and practices for 2015 and beyond

Sign up here!

Building Your Buzz Before The Career Fair

Brown_arrow_21 Posted by Nathan Parcells on
Apr. 6, 2015

Screen Shot 2013-09-12 at 10.56.40 AMYou just registered for a career fair. First of all, congratulations. There is a massive field of talent just lurking in the university waters, hoping to swim to the surface and help you develop your business. The thing is, the students are waiting for you to lure them to the top and you should have started getting the word out about your company yesterday. The animal kingdom analogy is running a little thin, but career fairs are like zoos and you want your company to be the one holding a sign-up sheet chock full of interested, qualified, applicants over your head just like Rafiki holds up Simba on top of Pride Rock. Here’s how to build some buzz about your company, brand and talent community before booth setup even begins.


Watching The Internship Evolve Through Time [INFOGRAPHIC]

Brown_arrow_21 Posted by Nathan Parcells on
Mar. 30, 2015

Internships have come a long way since their birth in the 11th century. Interns may no longer participate in the back-breaking labor required of apprentices from centuries ago, but the internship has transformed into an increasingly valuable asset for providing students with the experience and skills for success in their chosen career field. Have you reaped the many benefits of an internship yet?

The highly positive professional experiences provided by internships has become necessary to getting hired in today’s competitive job market. In fact, 66 percent of employers think relevant work experience is the most important factor in their hiring decisions.


How To Recruit Top Students If Your Brand Is Viewed As Boring

Brown_arrow_21 Posted by Zoe Schiffer on
Mar. 27, 2015

Stocksy_txpea9abe380YM000_Small_567819Last year, Business Insider ran an article titled College Students Want To Work For These Companies When They Graduate. The results? Google, Facebook, Amazon…the usual suspects — those with big consumer brands that students know. If you weren’t on that list, this article is for you.

How to recruit top students if your brand is viewed as boring


Let me start by saying that ANY company is capable of recruiting the very best college students. Right now you might think you need to compete on salary, or rebuild your university recruiting program altogether. I’m confident that if you follow these 5 steps, you won’t have to do either. (more…)

The Seven Habits of a Highly Effective Intern Program

Brown_arrow_21 Posted by Nathan Parcells on
Mar. 23, 2015

photo-1416339684178-3a239570f315A few years ago we met with the CTO of a Fortune 500 tech company that hires over 200 engineering interns every year and has one of the leading internship programs in the US.

He was focused on growing the company’s full-time engineering team by converting high performing interns to entry level positions.  When he reviewed the intern program he learned that interns weren’t being sent offer letters at the end of their internship and the company’s conversion rate of interns to full-time hires was a fraction of the industry standard.

Even the best intern programs make mistakes. Between hiring, managing your program, and keeping up with the changing habits of millennials, it’s easy to let some things fall through the cracks. This guide is here to help you understand 7 most important attributes of a successful internship program.

  1.    Build a strategy for converting interns to hires

Many companies including Boeing and Facebook send offers to interns at the end of their intern program and incentivize students to accept those offers early. Boeing, for example, will pay for a student’s entire senior year college tuition if they accept a full-time role. Ultimately, not every company can afford a program like that, but if converting interns to full time hires is one of your biggest goals, you’ll need to develop a strategy and track key metrics closely. One without the other is of limited use.


Announcing Keyword Search!

Brown_arrow_21 Posted by Zoe Schiffer on
Mar. 19, 2015

Announcing Keyword Search!
You asked, we delivered. Keyword Search is now LIVE! This all-new addition to Profile Search lets you filter candidates based on ANY of the following criteria:

-Veteran Status

Basically, anything you can think of.

Save Time
What does this mean? You no longer have to sift through a stack of unqualified resumes. You can narrow down our pool of 10 million+ students and new grads to engage the ones with the exact qualifications you’re looking for- all in a matter of seconds.

Target: Skills, School, Courses & Location
Your dev team is hiring. They want someone in the Bay Area – preferably a senior from either Stanford or Cal. They want someone who has experience with Javascript. They even have a specific course in mind – Computer Science 242 – a high level programming class they know provides a solid foundation for the type of work this role requires.

With Keyword Search, they find 40 qualified applicants.

The benefit? They don’t waste time interviewing people that are under qualified for the role, or live too far away to manage the internship while in school.


Target: Clubs
This same source function works with clubs and affiliations. If you’ve had success hiring people from an on-campus organization, search that organization at schools across the country and filter candidates accordingly.

Target: Veteran Status
Veterans are an integral part of any diverse hiring program. Find people who served our country overseas and invite them to apply to open positions.

Invite Qualified Candidates With No More Than a Click
Let’s go back to the Dev Team example. Since all 40 of those candidates have the qualifications you’re looking for, let’s make your life easy and invite them to apply all at once.


Now, Go Make Your Life Easier!
We can’t wait to hear what you think.

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