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  3. University Recruiting The prosperous recruiting As it turns out, this seduction of college students by recruiters at inv

University Recruiting The prosperous recruiting As it turns out, this seduction of college students by recruiters at inv

admin2010-06-11  70
问题                               University Recruiting
    The prosperous recruiting
    As it turns out, this seduction of college students by recruiters at investment banks and consulting firms is more campus legend than reality— the exception and certainly not the rule. Sterling Witzke, a senior at Stanford University who signed on with Mercer Management Consulting in Chicago, says she got a glimpse of life in the fast lane, but notes, "Most of my friends who went through the process did not get this type of treatment." Indeed, the courtship is not as salacious as urban legend would have us believe
    While prospective recruits may not be destined for a hot club or even a low-down strip club, America’s leading investment banks and consulting firms are, in fact, recruiting more aggressively on college campuses than ever before. Despite a sputtering overall economy that has reduced college recruiting by old-line giants like IBM or GM, I-banks and large consultant firms boosted their recruiting efforts on key campuses by about 15% last year-- a trend that is expected to continue, according to Trudy Steinfeld, Executive Director at New York University’s Office of Career Services. "Banking and consulting are leading the way in this very robust recruiting season," says Steinfeld.
    As other seniors embark on a desperate job search and pile up the rejection letters, those with their eyes on the investment banking/consultant world are bombarded by fervent entreaties and hosted at a series of events ranging from information sessions to expensive dinners. And most important of all, there are jobs waiting-- with the promise of that pot of gold -- at the end of their rainbow. "A lot of the employers are becoming more proactive and determined," says Barbara Hewitt, associate director of career services for undergraduates at the Wharton School of the University of Pennsylvania. "Because their economy and job market are so good now, they’re finding it very hard to get all of the students what they want. There is just a lot more competition on the employers’ side at this point, and they are feeling more pressure to step up their campus recruiting.
Recruiting work in the university
    The field can be a perfect match for students not yet certain of their ultimate career destination or those who have an urgent need to pay off college loans before pursuing the next degree. These firms thrive on "human capital" and therefore put a premium on attracting bright, ambitious young people, explains one Wharton alum. With their offices buzzing past 2 a. m., there is significant turnover. Thus they value freshly minted college grads who want to out-compete their peers and who can churn out high-quality work on precious little sleep. "There were nights when I slept under my desk, using my jacket as a blanket and my keyboard as a pillow," says one recent Brandeis graduate who asked that his name be withheld because his company discourages employees from talking to the press. Yet despite the hard work and many sleepless nights, entry-level positions at big I-banks and consultants are the most sought-after jobs for graduating seniors interested in finance and consulting.
    The entry-level jobs are unusually lucrative, with first-year analysts making up to $120 000. Moreover, these positions provide invaluable training for those pursuing careers in the field. "Most people leave after the first two years because they get burned out," explains the Brandeis grad, who works at a top investment bank, "but the skills you learn are essential to getting the most coveted(令人垂涎的) jobs in finance going forward, I-banking is a stepping stone to a great business school, and most importantly, to a great job."
    The recruiting process still begins in earnest in the fall of senior year, when a group of associates arrives on campus to interview and select applicants. In an effort to signal the students that they are not just cogs in a machine, but high-priority recruits, one firm even sent its chairman to a number of colleges. Once the firms identify their prime candidates and extend offers, the chase begins in earnest. Recruiters maintain constant contact with their students and use a variety of methods, including signing bonuses just like pro athletes, to try to coax them to sign on the bottom line.
The strategy of recruiting
    Though it is obviously difficult to maintain personal relationships with so many new recruits, some firms do try. One recent graduate who will begin working at Wall Street bastion Lehman Brothers in September was particularly impressed by the "buddy system" that Lehman set up for recruits. "They paired each of us up with someone who was working as an associate at the firm and you could ask them anything," he enthused. "That was great for me. They were very honest and open."
    Recruiters devote much of their time to communicating, sometimes several times a day, with their quarry. "After we extend the offer, we like to keep lines of communication open. We offer them all types of assistance and advice," Jones says of Goldman Sachs’ recruiting efforts. After she received her offer from Mercer, Stanford’s Witzke received phone calls from "about 20 different people at the firm within a week or two." Our anonymous Brandeis recruit says that before he accepted his offer he got phone calls and e-mails from everyone with whom he had worked during a summer internship at the firm. "These people, who had been complete jerks to me when I worked there, were now calling to tell me what a great person I am, what a great job I did, and that they know I’ll make the right decision," he says. Even the Chief Operating Officer of the firm, whom he had never met, chimed in with a phone message. "He was basically saying: you’re the man, even though I don’t know you at all."
    In addition to the regular calls, students are invited out to social events that; recruiters insist, are aimed at far more than just showing him or her a good time. "We take students out for dinners so that they can get to meet the people they will be working with in an informal setting,’ Jones explains. Harvard 05 graduate Blythe Adler accepted a job offer at Bain, one of the country’s leading management consulting firms, just four hours after the offer was extended. As a summer intern at the firm, Adler was taken out for dinner parties, lunches, and even pedicures and she says the social interactions were critical to her eventual decision. "When I was out with the people from the company," she says, "I was thinking, ’Are these people I want to be around for 12 hours a day?’" She recognized that for many, the job choice is likely to have huge implications on their social life: "When kids come to New York after college they don’t know a lot of people in the area, so it’s nice to have a group of people you can go out and have a good time with. ’ Witzke, who was deciding among the ten top consulting firms in the country, agrees. "Ultimately it came down to the people I met at ’Sell Weekend’ ," she says. "They took us out for a big sushi dinner and I had a lot of fun. If you’re working long hours, you absolutely have to like the people who’re sitting next to you."
    Student recruits will likely find the recruiting campaigns tamer and far less seductive than those fantasy versions of legend. But with recent college graduates flocking to the field in unprecedented numbers, it’s obvious that such an approach is not necessary. Lots of phone calls, some personal attention and the occasional sushi dinner seem to be doing the trick just fin
Although there is a lot more competition on the employers’ side at this point, they never lower their standard.
选项 A、Y
B、N
C、NG
答案C
解析 文章中没有讲到面对激烈的竞争，雇主有否降低标准的问题，因此此题是not given．
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