Hire at Ball State A Recruiting Guide for Employers - Ball State University
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Hire at Ball State A Recruiting Guide for Employers
Welcome Meet the Team
to Ball State
Thank you for your interest in hiring
talent from Ball State University!
We developed this resource to help
you maximize your impact and raise
your brand visibility on campus. Our
team is dedicated to the success
of our employers, students, and Jim McAtee James Mitchell
alumni. Annually, we connect with Director Associate Director for
more than 70 percent of our enrolled Employer Relations and
students from all majors and all Recruitment Programs
class levels. This helps us better
serve you, our employer partners.
From career programming that is
infused into the classroom, to job
fairs and networking events, we offer
nationally recognized services that
are truly making an impact. Our post-
graduation success rate is one of the
highest among our peers. Ball State
is an industry leader, developing
relationships to help students prepare
for the workplace of tomorrow and Marisha Harlan Jennifer Randall
beyond. My professional team and Coordinator of Employer Relations
I are dedicated to helping you. Please Employer Relations Assistant
let us know how we can assist you
in reaching your goals.
—Jim McAtee
Career Center
Lucina Hall 220
765-285-1522
careercenter@bsu.edu
bsu.edu/careers
CareerCenterBSU
Jamie McCall
bsucareercenter Assistant Director
for Internships
bsucareercenter
You’ll Find the Skills You Need Ball State Students are in Demand
With Ball State Students We currently • 61% Employed
With more than 190 majors and 130 minors,
have a 93%
full time
Ball State offers students outstanding instruction
and preparation for any workplace. placement rate • 24% Continuing
their education
Beyond the classroom, immersive learning with 82%
brings together interdisciplinary, student-driven • 8% Employed
employed part time
teams guided by faculty mentors to create high-
in their field
impact learning. Students earn credit for working • 1% Volunteer/
collaboratively with businesses, nonprofits, and
of study
service/military
government agencies to address community
challenges. 48% of • 71% Work in Indiana
When you hire at Ball State, you will get a focused, graduates • 6% Work in Illinois
prepared, and accomplished employee. For a list of continuing • 4% Work in Ohio
Ball State areas of study, visit bsu.edu/majors. their education Summary of postgraduate information for
choose to do May 2017 bachelor’s degree level graduates
of Ball State University. Among the 2,149 May
so at Ball State graduates, information was gathered on a total
of 1,835, yielding an 85 percent knowledge rate.
2017–2018 Student Profile
17,004 From all
undergraduate
5,509 14,287
8,219 92
Indiana
counties
graduate
50
454
From all states, international
Washington, D.C., students from
and 2 U.S. territories 68 countries
7.7% African-American
5.2% Hispanic/Latino
Fall 2017
1.5% Asian-American Entering Class
7.7% Other/Unknown • 4,002 freshmen • 1162 average
• 796 transfers SAT score
77.9% Caucasian
(two-part test)
Ethnicity • 20% ethnic
minority • 23 average
ACT score
• 73% high school
honors diploma • 3.5 average GPA
or equivalent
1
Build Your Brand On Campus
Cardinal Job Fairs ACCESS RÉSUMÉ BOOKS
We are happy to create a résumé book for you.
September 19, 2018 • February 20, 2019
Please contact us regarding your particular needs.
11 a.m.–3 p.m., Worthen Arena
To register, please log in to Cardinal Career Link SET UP A TABLE OR INFORMATION SESSION
through bsu-csm.symplicity.com/employers. Select “Events” from the menu and navigate
Complete the registration through the to “Information Sessions” and “Request
“Events” section. Information Sessions.”
Costs (reduced fee for nonprofits) cover:
• two representatives Calendar of Events
• six-foot table and tablecloth Fall Recruitment Season: Sept. 4–Nov. 30, 2018
• lunch, parking, and curbside assistance • Labor Day: 9/3 (no classes)
with materials • Center for Logistics and Supply Chain
• event marketing through Ball State Career Management Fair: 9/18
Center’s mobile app • Cardinal Job Fair: 9/19
For more details, contact Marisha Harlan at • Cardinal Job Fair Interviews (day after): 9/20
mrharlan@bsu.edu or 765-285-2436. • Construction Management Career Fair: 10/5
• Fall Break: 10/8–9 (no classes)
On-Campus Interviewing • Thanksgiving Break: 11/21–25 (no classes)
What better way to fill your staffing needs than Spring Recruitment Season: Jan. 22–April 29, 2019
meeting candidates in person on Ball State’s
• Martin Luther King, Jr. Day: 1/21 (no classes)
beautiful campus? Many employers attend the
Cardinal Job Fairs and remain on campus the next • Natural Resources and Environmental
day to conduct interviews. You can also schedule Management Career Day: 1/24
interviews at other times during the academic year. • Sales Career Day: 1/28
• Cardinal Job Fair: 2/20
For more information, visit bsu.edu/careers
and navigate to the “Employers” section. You can • Cardinal Job Fair Interviews (day after): 2/21
also contact Jennifer Randall at jrrandall@bsu.edu • Spring Break: 3/3–10 (no classes)
or 765-285-2431. • Criminal Justice Career Day: 3/21
• Teacher Job Fair: 4/17
Using Cardinal Career Link (CCL) Other academic units offer networking events
POST A JOB throughout the year. Contact us for more information.
Select “Jobs” and then “Job Postings.” We
recommend including as much information as
possible for the best exposure to the position. Each
job posting will be activated within 24-48 hours
unless posted on a weekend.
GET AN ON-CAMPUS INTERVIEW SCHEDULE
Select “OCR” and navigate to “Request a Schedule.”
If you need assistance, please contact Jennifer
Randall at jrrandall@bsu.edu or 765-285-2431.
2
Recruitment Timeline Branding and Partnership Menu
On-campus interviews work best when ample time Career Fair Sponsorship: You will receive employer
is given to market the position, collect résumés, recognition before and during the event and at the
and review candidates. The following timeline is a sponsored location. You must be registered to attend a
suggestion that allows maximum time for each step specific Cardinal Job Fair to choose this sponsorship.
of the process:
Cardinal Job Fair $1,500
• Employer requests date for on-campus
Professional Photo Booth
interview and submits job description
36 days before interview date. “Prepare for the Fair” Workshop $500
and Preparation Area
• Career Center reviews request and posts job
description 36 days before interview date. Coat Check $400
• Résumé submission ends 12 days before Water Station $250
interview date.
• Employer selection ends eight days before Event Sponsorship: You will receive event
interview date. participation, along with networking opportunities.
• Interview sign-up ends two days before
Etiquette Dinner— $1,000
interview date.
Exclusive Sponsorship
On-campus information tables and sessions work Practice Interview Program $700
best with one to two weeks’ notice. This gives the Celebration—Event Underwriter
Career Center time to request a location for your event
Etiquette Dinner—Table Sponsor $300
and to promote it to the appropriate audience(s).
and Event Underwriter
Advisory Board Employer Partnership: The Career Center is
Meeting twice a year, the Career Center Advisory pleased to offer our Partnership Program for
Board engages in important topics relevant for the employers. It provides the opportunity to:
participants as well as assists the Career Center in • build brand identify
our growth. Previously, we have discussed issues
• make connections with students and faculty
related to transferable skills and the workplace,
webinar content that would be valuable for • leverage resources to help you meet you
employers, what the Ball State Career Center of recruiting goals
the future might look like, and how our data can • strengthen your ties to Ball State
assist the members in their current roles. We also The Partnership Program is a $2,000, one-year
give advisory board members the opportunity to commitment. It’s offered in addition to the event-
learn about strategic initiatives the Career Center related opportunities listed earlier.
operates. Please consider joining us! For
more information, contact James Mitchell Please contact James Mitchell at jmitchell@bsu.edu
at jmitchell@bsu.edu or 765-285-2452. or 765-285-2452.
On-Campus Interview Room $5,000/
We spoke with well-prepared students today, Sponsor (three-year commitment)* year
and we are looking forward to getting back
Employer Partnership $2,000
on campus soon.”
— Recruiter, BGBC Partners, LLP *includes all Employer Partner benefits
3
Build Your Brand On Campus
Employer Partnership Exclusive Benefits Alumni Fellows and Practitioners can be any level
• Cardinal Job Fair registration fees (two per year) within your organization and are encouraged to
• Preferred booth near student check-in during engage and network with current students in
classroom presentations and campus visits. Sharing
job fairs
your knowledge and expertise with Ball State
• Splash and scrolling ads on the Career Fair
students will also build your brand on campus.
Plus app
• Extra representatives at the job fair for no The Faculty Externship Program places winning
additional cost (three instead of two) faculty in industry for a 40-hour summer experience
• Special student exposure event (e.g., bring and provides opportunity for dialogue, two-way
learning, informational interviews, and observations
students to office or site visit, freshman and
that directly benefit the student experience.
sophomore presentation, student organizations)
• Recognition during Career Center’s summer The Skills Infusion Program awards full-time Ball State
orientation presentation to students and family faculty members with paid professional development
members and training stipends related to mapping course
• Online recognition on Career Center website outcomes to the National Association of Colleges
and Cardinal Career Link and Employers’ (NACE) transferable skills. Participants
• Ongoing recognition on social media (Facebook, do this by leading a team collaboration to reflect on
Twitter, LinkedIn) course syllabi alongside the Career Center and an
employer/alumni partner from a related discipline.
• Early notification of interviewing opportunities
Alumni partners are needed to serve as an active voice
• Preferred dates for on-campus interviews from industry to talk about the workplace competencies
• Distribution of promotional items in the desired in new hires and to brainstorm ideas as to how
Career Center a faculty member might encourage awareness and
• Signage installed in main Career Center office connection of these skills through classroom
(display of company name) assignments, activities, exams, and projects.
• Recognition on the printed program calendar For more information, or if you have an
• Recognition during workshops interest in participating, contact Jill Cooper
at jlcooper2@bsu.edu or 765-285-2430.
Cardinal Connect
Cardinal Connect is a five-year grant initiative, funded Internship Stipend Program
by the Lilly Endowment, to promote opportunities The purpose of this program is to encourage
through educational collaboration. Ball State’s employers who have not hired an intern before, or
College of Sciences and Humanities (CSH) and do not have robust, meaningful internship programs,
Miller College of Business (MCOB) partnered with to hire an intern or enhance internship programs.
the Career Center to create the following programs: We may provide up to eight stipends of up to
• Visiting Fellows Program (CSH) $1,000 per year toward the cost of eligible interns.
• Visiting Practitioners Program (MCOB) A business may receive funding for only one intern,
once the experience is completed.
• Faculty Externship Program
• Skills Infusion Eligible businesses are Indiana businesses,
including for-profit businesses and nonprofit
These efforts build collaborative partnerships organizations, which do not have well-established
between local industry leaders, alumni, and internship programs.
academia to enrich the student experience by
sharing knowledge, skills, and perspectives. Eligible students must be enrolled full time at
Ball State.
4
Eligible internships are high-quality internship
positions that pay at least minimum wage, are of a
sufficient duration to allow students to gain valuable
work experience, and are approved by the Career
Center. The internships can be for-credit or not-for-
credit experiences.
For more information, contact Jamie McCall at
jamccall@bsu.edu or 765-285-2433.
Practice Interview Program The Career Center will also advertise your event by:
Do you remember your first interview? Many of us • announcing your event on Cardinal Career Link
wish we could have a do-over. Imagine, however, • promoting to students with relevant majors and
if you could have practiced that interview with a faculty liaisons via email
hiring manager or business executive and received • creating a flyer to be hung in student areas
instant feedback and advice. Would it not have
• postings on social media
made a world of difference? Now you can make that
difference for someone else. For more information, contact Jennifer Randall at
jrrandall@bsu.edu or 765-285-2431.
Join a growing number of professionals nationwide
who help college students through practice interviews.
Come learn why our students talk about the wonderful “Work From Here”
experience of practicing with professionals. Are you visiting campus and need a place to
The Ball State Career Center schedules back-to- work while you’re here? We have semiprivate
back 30-minute interviews from 9 a.m.–noon and workspaces for you to use while you wait for your
1-4 p.m. You meet your student in the first five next presentation or meeting—or if you need a place
minutes, conduct a 20-minute interview, then offer to hold your next meeting. Contact Jennifer Randall
feedback at the end. at jrrandall@bsu.edu or 765-285-2431 to schedule
your space in our business-center-like environment.
For more information, contact Jeff Eads at
jleads@bsu.edu or 765-285-2434.
Workshops and Presentations
Table Outreach and The Career Center offers professional development
workshops for students each semester. Employers
Information Sessions may join our Career Coaches in teaching topics such
Your organization may set up a table in a specified as Workplace Problem-Solving, Networking, and How
area on the Ball State campus to advertise and to Make a Good Impression in the First 30 Days.
reach out to students. Our employer panels let students ask questions
Information sessions are in a reserved room. about the transition to the workplace.
Our Career Center will provide: On-campus presentations to classes and student
• eight-foot table organizations are another way our Career Coaches
• seating and presentation equipment, deliver professional development advice. Topics
such as projection screens include résumé writing, interviewing, and preparing for
a job fair. Coaches can invite employers to participate.
• table signage
For more information, contact Jeff Eads at
jleads@bsu.edu or 765-285-2434.
5
Our Students Are Intern-Ready
To ensure that our students are prepared to enter Career-Ready participants are expected to engage
the workforce, either as an intern or as a full-time in a variety of training and on- and off-campus career
professional, we have created two career development experiences. Career-Ready is much
preparedness programs that will guide them through more of a time commitment and usually takes two
the development of essential skills to make a to four semesters to complete, but the students who
successful transition from student to professional. successfully complete the requirements are truly
ready to make the transition into the workplace.
Both programs were created with direct input from
employers about the critical professional skills
today’s students must possess. About our Interns
The Intern-Ready program provides basic Many businesses, nonprofit organizations, and
preparation to students seeking professional government institutions know that Ball State interns
experience while they are still students. The are a dynamic and effective resource. In fact, many
components include items such as having a Career employers have found them to be so successful
Center-reviewed résumé, participation in career that they have built internships into their long-term
assessment and exploration activities, workplace operations and staffing plans, using our interns as
problem-solving training, and professionalism and a recruiting pipeline for full-time hiring.
etiquette training. All items can be completed in one
Internships give employers the opportunity to guide
semester and have been integrated into the curricula
and evaluate talent, while students gain valuable
of a number of classes across campus.
applied experience and make connections in
The Career-Ready program is a comprehensive professional fields they are considering for career
program that builds on the components of Intern- paths. Ideally, a successful internship program should
Ready. Career-Ready places a heavy focus on meet the organization’s needs, while providing a
leadership development, community service student with relevant career experiences.
and engagement, and experiential education.
Common practices of evaluating successful
internship programs include:
• establishing and measuring student
learning objectives
• observing interns’ day-to-day work
• ongoing assessment to improve internships
• evaluating interns’ performance and having
interns evaluate their experiences
An intern program lets you:
• have a year-round recruiting tool
• get help with unique events, short-term projects,
or other projects, allowing professional staff to
pursue other important projects and tasks
• gain fresh ideas and new perspectives
• give your staff members an opportunity to
mentor and develop supervisory skills
• increase your visibility on campus when
you promote internships at career fairs and
other events
6
And Career-Ready!
Credit and Noncredit Internships • The intern is not necessarily entitled to a job at
the end of the internship.
Some students can receive academic credit
• The employer and the intern understand that the
for internships. They contact their academic
departments and advisors to determine eligibility. intern is not entitled to wages for the time spent
Ball State administers academic credit, which in the internship.
students must arrange before internships. Students
pay tuition to obtain credits; this should not be Starting or Enhancing
confused with compensation. an Internship Program
SET YOUR GOALS
Paid and Unpaid Internships Prior to hiring an intern, a business must understand
The Ball State Career Center strongly recommends how interns will fit within the company’s goals and
compensating interns for their work. Compensation culture. A clear understanding of your company’s
usually is paid as an hourly wage, but it can include: needs and goals will help maximize the benefits
for your organization and make the internship most
• a stipend based upon satisfactory completion valuable for the student.
of the internship
• Speak with key people in your organization,
• structured commissions
making clear decisions about what you want to
Most students cannot afford to accept unpaid accomplish from having an intern and what you
internships without taking a paid position elsewhere. want an intern to get from working with your
If you decide your internship must be unpaid, it is company, nonprofit organization, or agency.
important that the position meets all U.S. Department • List the internship duties and any projects on
of Labor requirements under the Fair Labor Standards which you may want intern participation; be sure
Act. These standards were created to help determine to consider your expectations of an intern.
whether workers are considered “trainees” or
“employees.” In addition, the Ball State Career DEVELOP AN INTERNSHIP JOB DESCRIPTION
Center recommends that unpaid interns work no The position description outlines the intern’s primary
more than 15 hours per week. work, role, responsibilities, qualifications, reporting
According to the Fair Labor Standards Act, all interns relationship, hours required to do the job, and more.
must be paid unless all six of the following criteria Internships need to be substantial, progressive,
are met: and challenging.
• The internship, even though it includes actual The following are key components of an effective
operation of the employer’s facilities, is similar internship position description:
to training that would be given in an educational • organizational overview
environment. • internship title
• The internship experience is for the benefit of • minimum GPA (if applicable)
the intern.
• desired majors
• The intern does not displace regular employees
• start and end dates
but works under close supervision of existing staff.
• weekly internship hours required
• The employer that provides the training derives
• required or preferred skills
no immediate advantage from the activities of
the intern, and on occasion, its operations may • internship responsibilities
be actually impeded. • how to apply
Contact the Career Center if you need assistance
creating your internship job description.
7
Creating a Quality Internship
IDEAL RECRUITING TIMELINE We had some really awesome interns this
As a general rule, employers should begin recruiting summer, but [the two from Ball State] were our
best, not only based on results, but they were
for an internship between four and six months
two of the hardest workers we had in the office.”
ahead of a start date to allow for the largest possible
— Ali Ramsland, campus recruiter, WestPoint
candidate pool. Employers should select all interns
Financial Group/MassMutual
at least one month before an internship start date,
allowing time for interns to receive and review
pre-internship materials. Provide job-specific training:
TIPS FOR A SUCCESSFUL EXPERIENCE • Help the intern develop specific skills necessary
Always set expectations and: to the job (e.g., research, writing, technical
skills, leadership, communication, making
• Teach the intern about the organization and presentations).
the particular area of focus. • Plan professional development opportunities
• Set clear expectations for behavior, dress, such as attending workshops, brown bag lunch
attendance, communication, and any other seminars, presentations by upper-management,
pertinent information. Remember, your intern conducting informational interviews, and
may be new to a professional work setting. providing access to company and professional
• Discuss company culture, office policies and publications.
procedures, and problem solving.
COMPLETE A MIDTERM EVALUATION OR
• Integrate the student into the organization
OTHER FORMS OF FORMAL FEEDBACK
and help your intern feel like part of the team.
Reviewing an evaluation with the intern is a great
Conduct ongoing supervision and feedback: way to provide feedback on progress to-date, assess
• Set regularly scheduled meetings (weekly is how the situation is working from both perspectives,
great, but biweekly at a minimum) to provide and negotiate what will happen for the balance of
feedback and instruction as well as provide the term.
chances for an intern to ask questions.
COMPLETE ANY FINAL EVALUATION OR
• Periodically review the progress of the OTHER FORMS (IF APPLICABLE)
intern towards the learning objectives in
Your feedback is absolutely vital to the growth
the agreement.
and development of the intern, so be clear, direct,
honest, and constructive. Interns will appreciate this;
keep in mind, you do them no favors by avoiding
feedback that is needed to help them succeed in the
Get Started Today future. Return this information to the Career Center
or appropriate faculty.
The Ball State Career Center is
always ready to assist you in What is the Average Length
starting an internship program and of an Internship?
finding a perfect student fit for your Internships typically are 10 to 16 weeks in length;
needs. To connect with us or for more however, that can vary based on your needs,
information, contact us at 765-285-1522 whether the internship is being offered on a credit
or noncredit basis, and the discipline. The search
or careercenter@bsu.edu. and application process should happen three to
four months before students would start.
8Ball State Recruiting Policies
A full list of our recruiting policies is available at bsu.edu/careers.
CAMPUS REPRESENTATIVE
Ball State has a stringent “no solicitation” policy
for our campus. As such, the Career Center will not
work to post positions for campus representatives
or other positions where students are encouraged or
required to market or sell items, programs, or services
to other campus entities (e.g., department offices)
or members (e.g., other students, faculty, staff).
INDEPENDENT CONTRACTORS AND
ENTREPRENEURIAL OPPORTUNITIES
The Career Center will not post positions or host
recruiting for companies that require candidates to
pay fees for or rent training, sales kits, equipment,
or other materials before or at the end of their
contract. This includes companies where candidates
are required to make an initial financial investment
to be hired.
NETWORK MARKETING AND
MULTILEVEL OPPORTUNITIES
The Career Center does not post positions or allow
recruiting for opportunities that have pay structures
based on recruiting additional staff into the organization and employment law differences. These job
or where the pay or commission structure is based postings should:
on fees from other employees or a percentage of
• pay at least minimum wage (this may include
sales generated by other employees.
housing stipend or living expenses that are
PERSONAL SERVICES included in the compensation package for the
teaching opportunity)
The Career Center does not post positions or assist in
recruiting candidates for personal services positions. • list salary in U.S. dollars
This includes, but is not limited to, baby sitter, nanny, • not require candidates to pay visa fees
tutor, individual hiring home health, or personal • clarify the population with which the candidate
assistant to care for personal errands or daily needs. will be working (e.g., children, college-aged
This also includes positions where an employee would students, adults)
work out of someone’s home, apartment, or dwelling. • preferably be willing to provide air transportation
to/from teaching site or reimbursement of travel
TEACH ABROAD
expenses.
We review postings and recruiting requests from
companies hiring candidates to teach English as THIRD PARTY / OUTSOURCED HR /
a Second Language (TESL) or English as a Foreign STAFFING FIRMS / HR CONSULTANTS /
Language (TEFL). Employers recruiting for work SEARCH FIRMS / TEMPORARY AGENCIES
outside of the United States are expected to adhere Typically positions within the company’s own
to the equal employment opportunity (EEO) policy organization (e.g., Account Manager) are acceptable.
and U.S. labor law policies. They will advise the Positions that are temp-to-hire, direct hire, or
Career Center and the students of the realities contract are also traditionally acceptable to post.
of working in that country and of any cultural
9Career Center
Lucina Hall 220 CareerCenterBSU The information presented here, correct at the time of
publication, is subject to change.
Ball State University practices equal opportunity in
765-285-1522 education and employment and is strongly and actively
bsucareercenter
committed to diversity within its community.
Ball State wants its programs and services to be
careercenter@bsu.edu accessible to all people. For information about access
and accommodations, please call the Office of Disability
bsu.edu/careers
Services at 765-285-5293; go through Relay Indiana for deaf
bsucareercenter or hard-of-hearing individuals (relayindiana.com or 877-446-
8772); or visit bsu.edu/disabilityservices. 661837-18 mcYou can also read
