Five common mistakes in advertising on-campus

Whether you're trying to get students to go to an event or check your job, avoid these common mistakes.





1. Time and money for advertising that reaches your target audience





Newspapers and newsletters, may seem ideal places to advertise, but you know what day the majority of students actually read the campus newspaper? And if you have read, once you know the advertising by employers? Before spending a lotdollar question, ten students if they remember a recent advertising and whether it was one of them to participate in an event or advertise.





Before putting posters, ask students if they are to look at the notice boards. Check the walls to gain more eyes of others, and know when the cards are removed. An employer put posters on every board an East Coast University before leaving campus on a Friday afternoon. Too bad that the cards are completely eliminate allSunday evening, before students are once again filling the halls.





Even if you choose to send e-mail about your super connectors protrude when students are more likely to read it. Organizations are often successful with sending e-mail messages to students on Sunday, because the students more time to e-mail, so they do during the week and tend to their computers to work Sunday to Saturday .





2. Leaving the students confused about who you are andwhat has been selected for the





If you're not Nike, Coca-Cola or McDonald's, you have brief, but clear and memorable way to say what your company does. Even if you do a recognized brand such as IBM, that you specify which department is the setting and what it does, especially if it is not the core business units. investment banks have difficulties in recruiting for their IT departments, because students do not think technology if they see the name of a bank.





NotList of boring and confusing title of the job accounting, or human resources used for domestic purposes. Use job titles or descriptions that students can understand. Nobody knows or cares what I or Engineering Technology Specialist Level II funds, but they want to see Design Engineer or Marketing Analyst.





3. Not for a particular group of people





If you are looking for summer internships are juniors, make clear your intention. Do not waste time trying toGet your ad on the mailing list of a class of high-level seminar. To see the new arrivals in the second year or advertisement ambiguous attitude are not welcome. The same goes with the lines: If you do not say explicitly: "All the majors are encouraged to" be open only to students who are studying what they think is aligned with the core business.





Premedication and prelaw students want to take their time before entering graduate school. McKinsey and other consulting firmstalent were important, as she took the ads that say: "Before going to law school, come to McKinsey." And of course, are groups such as students of society and the political science department will distribute the message.





4. Non-students call for action





You do not have to do the commercials of the Super Bowl, remember that just because there are Doritos. Looking for a reason to say the advertising, so students know exactly what you want to do: applythis site. Come to this room right now.





5. Not to mention the good stuff





Mike's Pastry in Boston is famous, and in any event on campus that is free dessert pastry Mike draw a lot of offers. If your boss is attending, or you are giving away a new car or to announce an iPod, it's in your ads!





Copyright © Chris Sethi Restaurants, Ian Ybarra, and Ramit, 2007





The above is an excerpt from the book Recruit or Die


byChris Resto, Ian Ybarra and Ramit Sethi


Published by Portfolio, August 2007, $ 24.95US / $ 31.00CAN; 978-1-59184-161-6


Copyright © Rest Sethi Christ, Ian Ybarra, and Ramit, 2007





Authors


Chris Resto, founding director of MIT's largest professional development and internship program has advised the graduating Practice Opportunities Program (UPOP), hundreds of companies and thousands of students for recruiting. Previously assumed and takenGraduates for Capgemini.





Ian Ybarra, a graduate of MIT, argues Rest UPOP as a student and has since written for publications such as Inc., Forbes.com, and FastCompany.com.





Ramit Sethi, a recent graduate of Stanford and co-founder and vice president of marketing for online start-up PBwiki blog and writes a personal finance for young people.

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