January/February 2020

Communities: Education
New Olin Program Aims to Deepen Connection Between Students, Potential Employers

When the Olin College of Engineering opened its doors in 2002, it was tough to get companies to recruit at the tiny, unknown institution. But over the last 20 years, the school’s reputation has grown. Olin has become known for its high-quality program focused on interdisciplinary and project-based learning.

Just a few of its accolades over the last year: ranked #3 in the nation among undergraduate engineering programs by US News; designated a top 10 national “best buy” college by Fiske Guide to Colleges; and included in Princeton Review’s listing of best value colleges, based on a return on investment score. Princeton Review noted Olin’s “emphasis on real-world problems and solutions [that] prepare students to enter the job market not just as valuable employees, but as potential innovators and entrepreneurs.”

Employers have taken notice. Close to 100 companies come to the school each year to recruit, explains Director of Post-Graduate Planning Sally Phelps—and the school produces only 85 seniors each year. “We can’t even give each of those companies a senior!” she says.

A new program aims to help students and potential employers better get to know each other in a crowded field. For a $2,000 fee, participants in the new Premier Recruitment Partners program get additional opportunities to connect with the school’s students, and the students benefit from additional real-world exposure to engineering.

Through the program, companies can participate with campus clubs, in addition to taking part in typical recruiting activities such as career fairs and accessing student resumes. One company led a workshop to help students build their LinkedIn profiles. Another brought representatives to campus for a day in which students could talk about a range of topics, including getting resume help or engaging in a practice interview. A third company invited students to their office to show a day in the life of an engineer there.

Companies are interested in building more of an ongoing partnership, Phelps says, not just “coming and picking out the best students and running away.” For the firms that are already highly involved with the school and see the value in Olin’s students, “it’s not a tough sell,” she says. And students can better learn about a company’s culture and values.

As Jen Dynes, manager of campus recruiting for Tableau Software, puts it, the program gives the company a better opportunity to connect with Olin’s “incredibly talented students…in more meaningful ways.”

Ten companies are participating in the first year of the program; Phelps is happy with that number starting out. Moving forward, she aims to grow the program but still keep it small enough that the two designated career center staffers can work closely with companies to support their goals. Staff’s key focus: “What is the benefit to the students?”