TalentEgg Trends

Today’s Talent, Tomorrow’s Leaders

Knowledge Hub For Employers, Career Educators And Coaches

Author: Nathaniel Rottenberg (page 1 of 4)

Bridging the student to employee divide

On Monday, we launched Student Voice, a three-month initiative giving students a platform to share their job search frustrations, stories, and lessons for employers. Over the next three months, we intend to collect and publish hundreds of entries and share them as widely as possible with decision makers across the country. We want to give students a voice in the world of campus recruitment to change the way that employers and students interact for the better.

We asked students to share their stories by answering three questions. One is: “Based on your experiences, what’s one lesson you’d like to share with employers?” If there’s one response that we’ve overwhelmingly heard over the past week, it’s that new grads want more feedback from employers. They apply, don’t get the job, and are left scratching their heads wondering why.

Why do new grads value feedback?

A lot of people believe that it has to do with what I’m calling the Gen Y factor. Some say this generation has grown up with constant feedback from Mom and Dad, instant results from the Internet and video games, grades from professors and teachers, so therefore they also expect feedback from employers. I’m not discounting this factor as being partially responsible, but I think it’s something much simpler.

Feedback makes you better. Plain and simple. How are you supposed to improve if you don’t know what you’re doing wrong in the first place? If students want feedback, it’s only because they try hard and they are eager to do their best.  They want to succeed. I don’t know about you, but this is a quality I’d value greatly in a job candidate.

One of the Student Voice contributors stated it perfectly: “We are the leaders of tomorrow. If the current leaders don’t provide us with feedback, how can we prepare to take over in the future?” Great point.

There’s a problem though. Some employers, will respond with something like this: “We can’t spend the time (or money) giving feedback to every candidate, especially the ones that we’re not going to hire.” That’s a fair point. After all, they are running a business.

To sum it up: students and new grads are unsure of what steps to take to become a successful candidate, and some employers are unwilling or simply unable to provide them with the feedback they need to succeed.

How do we solve this problem?

Simply put, I don’t know. Not yet at least. And that is why we created Student Voice. By sharing student’s stories and experiences we’re hoping we can generate solutions and ideas for employers, as well as help students learn from their peers’ experiences.

I may not have a solution to this divide, but I have some ideas

We need to teach students practical skills like how to write a proper resumé, how to handle an interview, and which paths of study will lead to which careers. I personally do not remember being taught these skills. I remember filling out a questionnaire that told me what I should be when I grow up; I believe I’m supposed to be a chicken farmer or a lawyer. Thanks for that.


As you know, entry level candidates do not necessarily posses the hard skills that you’re looking for. But the ones who are following up, and asking for feedback, definitely have soft skills like determination, hard work, desire to succeed and improve, etc. These skills demonstrate that this person is serious about becoming your next superstar. Consider this the next time you are hiring new grads for entry level positions.

Join the movement: Fight youth underemployment with us!

Youth underemployment is a big problem in Canada, and we can’t fight it alone. As I mentioned above, I don’t know the answer to this problem. But I do know, that the more voices that are heard, the greater the chance we have of succeeding. 

Students: Share your stories and tell your friends to do the same. Every contribution makes a difference! 

Employers: Read these stories and learn from them. Listen to these talented, bright minds, struggling to find meaningful employment. This is research right from the demographic that you’re struggling to reach.

All together now! A guide to employee engagement

Passion. A sense of purpose. Engagement. Studies show that employees that are “engaged” in their work perform significantly better than those who are not. The problem is finding real, tangible ways to make that happen. Good thing there’s an eBook for that.

We’re very pleased to be part of an awesome new eBook – All together now! a guide to employee engagement.

Thanks to Ben Eubanks, of upstartHR for gathering all the great content and a putting it together! The eBook is to help HR pros, managers, and business leaders learn more about the importance of employee engagement.

Click here to check it out!

What makes a great corporate culture

When I graduated university in 2008, I had no idea what I wanted to do. Not a clue. When you’re considering going to law school in the same thought as taking a job in construction, it’s pretty obvious that you don’t have a clear career path laid out.

There’s nothing wrong with that. In fact, my guess is that a ton of new graduates are pretty lost when it comes to career direction. I personally think that this can be a good thing because it forces you to experience different things and learn about yourself.

Fast forward to today. I’ve done an internship, which transitioned to an entry level job, and now I’m on my second ‘real’ job. If there is one thing that I look for in an employer above all else, it’s a great corporate culture.

Here are three things that I think make a culture great:

Encourage new ideas

I don’t want to be a robot. In fact, one of my favorite things about working is thinking of new ideas to help move the business forward. I love coming up with an idea, researching it, and proposing it. An environment that encourages innovation and free thinking is crucial to success and will ensure that people stick around. When someone comes up with a new idea, share the idea with the team. This will keep things exciting and encourage others to brainstorm.


To me, freedom is being able to make my own decisions when it comes to little things like taking lunch or a break. It may seem trivial, but I believe it has a great impact on productivity and morale.

If I can get away from my desk to think, or take a break when I’m stuck on something, I’m much more productive. Happier too. I do better work if I can take a few minutes when I need to, not just when I’m allowed to. It shows that an employer trusts their employees to complete their work on time.

Have some fun

Fun is crucial. We have a lot of fun at TalentEgg. Every Friday we stop working early and have a beer. We each share our highlight of the week and talk about how our weeks went. Not only is this is a great opportunity to learn what every team member is working on, but we also get to know each other a little better.

What makes your culture great?

Trevor Talks: Campus Recruitment

Check out this episode of Trevor Talks where Lauren Friese and Trevor Thomas, VP Digital Strategy at TMP Worldwide, discuss campus recruitment, and the different ways that todays’ students are looking for jobs.

Key takeaways:

  • Social media is important but employers need a wider reach
  • Most students start with a specific Google search like “entry level jobs Toronto”
  • Students are most likely to click on is a true destation site – a site dedicated to exactly the kind of information they are looking for
  • The power of the web is a major win for both employers and students – employers can maintain a 24 hour a day presence
  • Face-to-face interactions are still the best way to connect with students, but it’s not always practical for students and employers
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