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By A line Levanen
- 0 N-CAMPUS recruiting is in full
Vitng singbu t' otto e toge
involved in the arranged interviewing
process coordinated by the Univer-
sity's Office of Career Planning and
t 14Placement.
* "Many students put (the inter-
l viewing process) off until winter or
summer terms, and since some com-
paries come only in the fall, it is to
their advantage to begin now," says
Ane Richter, the office's director of
placement.
About 1,300 students receive an
average of six interviews through the
on-campus recruiting program every
academic year, Richter says. A
follow-up survey of 1963 participants
showed that 73.2 percent had found
some type of employment, though not
necessaytroigh program, she
adds.
Although literally hundreds of
companies send representatives to
the University every year to inter-
view students,, Richter says those
firms are "just the tip of the iceberg."
Because on-campus recruiting
casts a firm between $3,000 and $5,000,
only companies that employ large
numbers of people are likely to visit
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But smaller businesses will hire the
majority of graduating students.
Richterypoints to a report by The
Saturday Evening Post which states
that 70 percent of all jobs are with
companies that have just 29 to 30
workers.
As a result, she warns students that
on-campus interviewing is com-
petitive and advises they seek out
other prospective employers on their
own.
Moreover, Richter points to
statistics which show that the
average job hunter interviews for 12
positions for every one job offer he or
she receives. That offer may not
always be what you're looking for
either.
Each student is limited to six inter-
views through the on-campus
recruiting program.
Students who want to sign up for the
program should begin bypicking up
a copy of the "Placement Manual"
available in the career planning and
placement office. The manual con-
tains all of the application materials
for enrolling in the program along
with information about specific
recruiters and the dates of their cam-
pus visits.
The first step is to complete the
"computer registration form for on-
campus interviewing" which will en-
ter your academic background, work
experience, and career objectives on
the office's computer. Recruiters sc-
an these forms, reproduced onto
computer tape, to select students they
want to interview when they arrive on
campus. Therefore, your application
should be neatly typed.
"This is the first impression of you
that an employer sees. If it is not
typed, some companies might think
that the applicant wasn't interested
enough in them to take the time to do
a nice job," Richter says.
The next step for students is
checking the "Daily Overview Book"
in the planning office to find out which
firms will be on campus in upcoming
weeks. The book also describes
briefly the qualities each recruiter is
seeking in potential employees. Each
representative can meet with as
many as 13 students during a one-day
visit.
When the book lists a firm with
whom you'd like to interview, you must
fill out the "Interview Request
Form." The form allows you to state
a preferred interview time, but
Richter advises that students who
check off the "any time" option stand
a better chance of being chosen. The
completed form must be returned to
the planning office by noon on the
Friday two weeks prior to the actual
interview.
On the Wednesday the week before
the company's visit, a list of students
scheduled for appointments will be
posted in the office.
"If you're not on the schedule and
are qualified for a particular job, sign-
up anyways. You may get an interview
the next time that a certain employer
is here," Richter suggests, adding
that the interviewer might even call you
on his initial visit if someone else can-
cels.
Richter also warned students-that if
they miss the interviews they sign up
for, they will be dropped from the
program.
Equality rules mean premature
i
By Christy Riedel
A LTHOUGH affirmative action
legislation and hiring quotas
have increased opportunities for
minorities in the upper echelons of
today's work force, the mandates have
also caught some minority workers in
an unenviable bind - premature ad-
vancement.
Employers seeking to fulfill their
hiring quotas and to impress affir-
mative action officials tend to
promote minority workers to
managerial positions without suf-
ficient training.
Figures from the National Bureau
of Labor Statistics show that the
numberrof blacks in executive and
managerial fields - such as real
estate, accounting, financial
management, marketing, adver-
tising, and labor relations - jumped
from 4.6 percent to 5 percent between
1983 and 1984.
But Reggie Eason, a 1984 Univer-
sity graduate who now works as an
analyst for Aot laboratories in
Chicago, said some minorities in his
firm are offered promotions after
only a year on the job, even though
the standard advancement time for
most industries is three years.
Eason, who is black, said that
premature promotions are unfair to
all of the company's staf f, but
especially to the minority employee.
"It's not fair to a person who isn't
yet qualified to deal with a higher
position," he said.
"It's very true - I've seen it hap-
pen," he said. "There's a lot of
discontent about this. Many people
think it's tokenism."
Deborah Orr May, director of the
University's Office of Career Plan-
ning and Placement, agrees that "for
women and minorities, if you're in a
good, strong, entry level person, you
can almost be in danger of 'being
promoted too fast," she said.
"There are a lot of companies that
haven't taken advantage of minority
talent," she said. "And certainly,
there are a lot of compnaies commit-
ted to affirmative action."
As Eason said, companies must be
subtle in seeking minority employees
because they are caught between op-
position from co-workers who say
minorities are hired only to fulfill a
quota and their committment to af-
firmative action.
"Going back on (affirmative ac-
tion) committments would harm in-
ternal company morale," Eason said.
In addition, when minority workers
achieve management status they of-
ten find they are underpaid compared
to their white counterparts.
promotion for some
minio rities
Although May said she has heard no
complaints about the gap between
minority and non-minority wages,
pay disparities still exist. Overall,
blacks make only 78 percent of what
white workers do. In professional
fields, however, the difference is
smaller - professional black workers
earn 87.8 percent of their white coun-
terparts' salaries, said Devens, an
economist for the National Bureau of
Labor Statistics.
May, however, said that minorities
just jumping into the job market can
sometimes bargain for a higher star-
ting pay with companies who are ac-
tively seeking out minority can-
didates.
"If minority students prepare
themselves, they can negotiate a little
higher starting pay because they're
part of a tighter market," May said.
Minority repOt:.
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Researching the skills alparticular
job requires and its typical starting
pay can help any student negotiate a
better starting wage, she said.
Despite gains in promoting
minorities to upper-level
management, the Bureau of Labor
Statistics says affirmative action has
not had an impact on the number of
minorities employed at the lower en-
ds of the job market.
Devens said that fields such as
social work, clerical, health ser-
vices, and a variety of blue collar jobs
still have particularly high concen-
trations of black employees, who ac-
count for at least 17 percent of all
workers in each of these fields.
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