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  • URR Professionals Have Unique Opportunity to Positively Impact People’s Lives

    March 20, 2023 | By Kevin Gray

    New Recruiters
    A group of recruiters with their hands together.

    TAGS: best practices, diversity and inclusion, recruiting, nace insights, talent acquisition

    There are many rewards in being a university recruiting and relations (URR) professional, according to Seldric Blocker, executive director and head of asset and wealth management campus recruiting at JPMorgan Chase.

    “What I find most rewarding about my career is the impact I can have on changing people’s lives by providing exposure and experiences that are oftentimes the first for many and their families,” Blocker says.

    NACE23 Preconference Workshop: Recruiter Bootcamp Intensive
    Join Seldric Blocker, executive director, head of asset and wealth management campus recruiting at JPMorgan Chase, and Bruce Soltys, vice president, university relations and leadership development programs for Travelers, for the “Recruiter Bootcamp Intensive: What You Really Want and Need to Know” NACE23 preconference session. This four-hour session will touch on everything you ever wanted (and needed) to know about the ever-evolving world of recruiting.


    “We also have the opportunity to provide a seat at the table for many who may not have been historically represented.”  

    He says that, as they navigate their career, URR professionals should develop a solid foundation in process and project management.

    “In addition, while campus recruiting is cyclical, URR professionals should approach and plan each cycle with creativity, innovation, and relevancy,” Blocker says.

    “Learn the business; business acumen is key. Never say you ‘just work in campus recruiting.’”

    Challenges abound, however, with many associated with the big two issues of time and budget. Blocker notes that these include lean URR teams, limited resources, and lack of time for professional development.

    “Also,” he says, “we face issues in balancing competitive recruiting timelines with candidate development and candidate experience.”

    Blocker explains that the profession is making positive strides, especially in the areas of diversity, equity, inclusion, and belonging.

    “As a profession, we are doing a good job of moving away from exclusionary practices like an over reliance on core schools,” he explains.

    “We are starting to expand our reach and add HBCUs and Primarily Black Institutions into the conversation. However, there are areas we still need to address, such as including cultural relevancy when recruiting students, balancing student and business/industry needs, and developing better ways of educating students on opportunities. Job opportunities should not focus on the premise of “if you know, you know.’”

    Blocker has several suggestions for URR professionals to successfully progress in the profession.

    “Keep a network of URR professionals from a variety of industries close,” Blocker says.

    “Understand that there is a process for everything and everything has a process, and never sacrifice the quality of your work. It is also crucial to know that diversity is everyone’s responsibility and should be woven into every aspect of the recruiting process.”