The On-Campus Interviewing program represents only a segment of the job market. The opportunities available through the program are determined largely by market demand. Some career fields are well represented; others are not. Although there are exceptions, the typical employer participating in On-Campus Interviewing tends to hire a number of college graduates each year and tends to plan hiring needs well in advance. Employers in other fields and with different hiring needs tend to use other methods of recruitment and hiring.
To get an idea of the kinds of opportunities available through On-Campus Interviewing, log in to HIREsooner as a guest with information obtained by contacting Career Services. Although companies may indicate a preference for certain majors, you're encouraged to consider all the jobs for which you believe you're qualified. It is not uncommon for employers to interview students whose majors do not match the employers' specified requirements.
1. Larger organizations that:
- need more employees.
- know or can reasonably predict their recruiting needs well in advance.
- have the budget and the staff to send recruiters to campus for interviews.
2. Smaller organizations that:
- are local or regional.
- are located in places to which a large number of OU graduates would be willing to go.
3. Organizations that have hired OU graduates in the past and know the value of an OU degree.
Recruiting on campus costs employers time and money, so whether or not to use On-Campus Interviewing is an economic decision. Generally, in career fields in which demand for job candidates exceeds the supply, employers will make the effort to recruit on campus through On-Campus Interviewing. Generally, in career fields in which the supply of job seekers exceeds jobs available, the job seekers must take the initiative to seek out employers; thus there is less need for these types of employers to recruit through On-Campus Interviewing.
- Employers who fill positions as they come open usually need to advertise and fill positions quickly -- On-Campus Interviewing does not serve this purpose.
- Smaller organizations often do not have the personnel and the funds to recruit on campus.
distant, smaller, or regional organizations are less likely to have the incentive to recruit on
campus or seek out students at OU.
Students who are targeting employers in a distant location will typically need to use job search strategies other than On-Campus Interviewing.
- Certain career fields are not represented in On-Campus Interviewing because it's simply not the traditional way for those employers to do hiring. (For example, you typically will not find social service occupations, broadcasting positions, or graphic arts positions listed in On-Campus Interviewing.) Other job search strategies are used to seek those types of jobs.
- Most employers who do not use On-Campus Interviewing do use OU Online Resume Books and HIREsooner.
Students who are:
- pursuing jobs in career fields that are represented in On-Campus Interviewing such as: technical, scientific, engineering, computer-related, business, sales, accounting, financial services, marketing, and management. (There are others, but these represent the majority.)
- somewhat geographically flexible, as opposed to targeting a specific or very distant location.
Students who have:
- a positive attitude. Looking for a job is hard work and most people will experience some discouragement along the way.
- above average credentials and initiative. Aside from specific qualifications for specific jobs, employers look at extra-curricular leadership and involvement, work experience that shows exposure to the real world, basic computer skills at minimum, good communication and interpersonal skills, and GPA. Students who are not necessarily at the head of the pack in all these areas can make up for it with initiative -- for example, by attending Employer Spotlights.
Career Services does not screen student GPAs for On-Campus Interviewing participation. Employers may state GPA preferences; some do. The reality of the job market is that employers often look at GPA first, and therefore students with higher GPAs tend to be more successful in getting selected for On-Campus Interviewing. Contrary to what you may have heard, there is no 3.0 GPA cutoff that applies to all of On-Campus Interviewing. Some employers do prefer 3.0 and above; not all do.
If you are unsure how much GPA affects your chances in On-Campus Interviewing, speak with a Career Services advisor. Your GPA should be considered in relation to your other qualifications. If there is a shortage of job candidates with your skills, some employers may not be as particular about GPA as others. If GPA is not your strongest qualification, you'll need to make up for this by presenting the rest of your qualifications effectively in your resume and by taking initiative in your job search, both with On-Campus Interviewing and other job search strategies
If you find nothing
in your chosen career field in On-Campus Interviewing,
it does not mean that Career Services can't help you.
Remember that On-Campus Interviewing represents a limited
segment of the job market that is driven by employer
Career Services can help you:
- Select appropriate job search strategies.
- Develop your job search skills (resume writing, interviewing, etc).
- Identify prospective employers.
- Attend Career Services presentations on job search topics. See the Upcoming Workshops.
- Schedule an appointment with a Career Services adviser for individual assistance with your job search.