Welcome to "From Dorms to Desks", brought to you by College Recruiter job search site, which believes that every student and recent graduate deserves a great career.
Every week, our AI-generated hosts dive into relatable topics, from landing that first internship to acing job interviews. With quick, 10-minute episodes full of upbeat, humorous dialogue, they make job searching feel less like a chore and more like an adventure. Whether you're a student navigating the last days of college or an early-career professional starting your first job, "From Dorms to Desks" is here to help you make the leap from campus life to career success—with plenty of laughs along the way!
Site
RSS
Apple
Recent rankings
Latest chart positions across Apple Podcasts and Spotify rankings.
Shared links between episodes and podcasts
Links found in episode descriptions and other podcasts that share them.
Discover shows related to From Dorms to Desks, based on actual content similarities. Explore podcasts with similar topics, themes, and formats, backed by real data.
There is no related content for this show.
No links shared by this podcast
What is the most important month for finding an internship?
Season 1 · Episode 67
Tuesday, December 9, 2025 • Duration 44:55
In today's episode of the From Dorms to Desks Podcast, we explore the dynamic world of internships, offering essential advice for both students and employers. We'll discuss why winter break is a surprisingly effective time for students to search for summer internships, update their resumes, and expand their professional network. For employers, we'll highlight innovative hiring strategies that go beyond the traditional resume, such as using skills-based assessments, video applications, and project-based tasks to find enthusiastic and adaptable candidates.
We also dive into the critical importance of the fall recruiting season, particularly September, which has become a key month for securing top talent early. The conversation covers various internship types, including off-cycle and spring programs, which offer valuable alternatives and less competition. Whether you're a student struggling to find a position or an employer looking to improve your hiring process, this episode provides actionable strategies to navigate the competitive internship landscape and make meaningful connections. And remember, it's just as important to take breaks and practice self-care to avoid burnout.
How to negotiate your first job's salary so you're not underpaid throughout your career
Season 1 · Episode 66
Tuesday, December 2, 2025 • Duration 44:09
Negotiating a job offer can feel daunting, but it's a crucial step that sets the tone for your financial future. Failing to negotiate your initial salary can have a significant compounding effect, potentially costing you hundreds of thousands of dollars over your career.
On today's episode of the From Dorms to Desks Podcast, we discuss why it's essential to do your homework before you even receive an offer. Research industry salary trends for your role, location, and experience level. Understand your "walk-away" number—the minimum you need to cover expenses and meet your goals. When you receive an offer, always take time to review the entire compensation package, not just the base salary. Perks like extra vacation days, remote work options, professional development funds, and better benefits can add significant value.
When you're ready to make a counteroffer, express enthusiasm for the role and clearly articulate the value you bring. Focus the conversation on your skills and market value, not your previous salary. Remember, negotiation is a collaborative process, not a confrontation. By approaching it with confidence and preparation, you can secure an offer that truly reflects your worth and sets you up for long-term success.
How to navigate the job market as a first-generation student
Season 1 · Episode 57
Tuesday, September 30, 2025 • Duration 53:27
In this empowering episode of the From Dorms to Desks Podcast, we tackle the often-intimidating world of professional networking for first-generation college students and graduates. We understand that for many, the idea of ‘consulting’ or finding connections within an industry can feel completely foreign, especially when your family might not have direct experience in those fields. This episode is for anyone who feels like networking is akin to asking strangers for a kidney—we’ve been there too, and we’re here to demystify the process.
We dive into how first-generation students, who often lack a built-in professional network, can effectively navigate the job market. A key takeaway is the importance of early planning, starting your internship search six to eight months in advance, and defining your professional career journey as early as possible. It’s not just about securing a job, but about deeply learning about your chosen field in ways textbooks can’t capture. We emphasize the need to expand your job search beyond advertised listings, even asking businesses directly if they’d be open to taking on an intern, and considering diverse industries where your degree skills are transferable.
Networking is paramount, and we explain how to approach it effectively. This includes leveraging your unique background and experiences as a first-generation student, highlighting your resilience, determination, and diverse perspective as strengths in your personal narrative. Don't hide your first-generation status; trumpet it as a form of diversity on your resume to stand out to recruiters. We also discuss the power of seeking mentorship and networking within your community, attending career fairs, workshops, and community events to uncover unadvertised opportunities.
For online networking, we highlight the invaluable tools of social media platforms like LinkedIn and X. Learn how to connect with industry professionals, engage meaningfully, and utilize your school's LinkedIn alumni page as a powerful resource to connect with graduates who are eager to help. A significant portion of our discussion focuses on informational interviews, explaining how these casual conversations allow you to gain insights into industries and career paths, expand your network in a non-threatening way, and potentially uncover job opportunities without the pressure of a formal job interview.
Finally, we share insights on gaining hands-on experience, noting that employers value demonstrated ability, whether it comes from a paid part-time role, seasonal work, or an internship. We encourage you to be confident in your abilities, apply for opportunities even if you don't feel fully qualified, and be candid about your financial needs, advocating for fair compensation. Remember, you have a unique perspective to bring to the workforce, and with creative networking and determination, finding the right opportunity is entirely achievable.
Where the Jobs Really Are (Hint: They're Not All On Indeed)
Season 1 · Episode 56
Tuesday, September 23, 2025 • Duration 41:38
This week, the cohosts of the From Dorms to Desks Podcast dig into the unadvertised opportunities that can be your secret weapon in the job market. We know you love job boards like College Recruiter, but they aren’t the only game in town—and today we’re spilling the fries on a secret menu of job-search hacks.
For years, you’ve probably heard that 70–80% of roles live in a “hidden job market,” filled through internal moves, referrals, or direct outreach. Employers often skip public postings to protect confidentiality, control the applicant pool, or hire quickly through existing networks. That’s still real—especially for senior, niche, and very small-company roles—and it’s why simply replying to listings has limits.
At the same time, the landscape has shifted. With digital transparency, company career sites, regulations, and aggregators, many experts now believe 60–80% of U.S. jobs are advertised at least briefly. The catch? Advertised roles draw crowded pipelines, and many get filled early—sometimes before the posting gains traction. Translation: job boards are useful, but they’re just a slice of the pie.
So how do you unlock the rest? By getting proactive and a little bold:
Network like it matters—because it does. The strongest opportunities still move through trust. Relationship-building opens doors to unposted roles, warm referrals, insider intel, and confidence. You’ll see stats claiming ~85% of jobs are filled via connections; whether or not the exact number fits your field, the signal is clear. Get specific about your goals, map your current circles (friends, family, classmates, former coworkers), and schedule short informational chats. Show up at industry events, conferences, workshops, and trade shows. Join professional associations that share members-only roles. On LinkedIn, tighten your profile, post thoughtful takes, and join relevant discussions. Participate in niche online communities. Then nurture your network—follow up, be useful, and practice reciprocity.
Reach out directly. Don’t wait for a posting to give you permission. Identify organizations you admire and message the people who can say “let’s talk” (hiring managers, team leads, department heads, sometimes executive assistants). In a concise note, reference something specific you respect about their work, connect your skills to their problems, make a soft ask (“open to a quick chat?”), and say thanks. Think of it as telling your story on their stage: why them, why you, why now. Pair LinkedIn with email, stay professional and human, and remember—polite persistence beats one-and-done.
Use niche job boards to narrow the noise. Specialized platforms surface roles tailored to your skills that may never hit the big aggregators. Examples: College Recruiter (early-career roles worldwide), TechCareers (technology), MarketingHire (marketing/advertising), Hcareers (hospitality), Bot-Jobs (conversational AI). For seekers, that means faster signal; for employers, a tighter pool of qualified candidates. Set targeted alerts so the right openings find you first.
The big idea: combine robust networking, thoughtful cold outreach, and smart use of specialized boards. That mix gives you an insider’s edge—so you’ll spot opportunities early, skip the stampede, and have real conversations with the people who make hiring decisions. In a market where more roles are visible yet fiercely competitive, this approach helps you stand out, get in early, and land offers others never even knew existed.
How to use Gemini, ChatGPT, and other LLMs to find a job
Season 1 · Episode 55
Tuesday, September 16, 2025 • Duration 48:21
On this week's episode of the From Dorms to Desks Podcast, our cohosts dive into a topic that barely existed a few years ago: how artificial intelligence tools like Gemini and ChatGPT are ushering in a new economic era, transforming the path from college to the workforce.
This shift is already visible across sectors from technology and finance to media and law. For the first time, unemployment among recent graduates has exceeded the overall jobless rate, with some experts pointing to AI’s impact on entry-level roles, which appear more vulnerable than senior positions. Compounding the challenge are lingering pandemic effects, which limited networking opportunities and slowed the development of critical social skills.
AI tools can be invaluable throughout the job search. They can help craft resumes and cover letters, suggest keywords, improve formatting, and generate tailored versions for specific roles. They support interview prep by creating practice questions, offering response guidance, and surfacing insights on company culture. Career exploration becomes more accessible as AI suggests paths aligned with a candidate’s skills and values, provides salary and job outlook data, and interprets complex postings. Some platforms even streamline applications by auto-applying at scale.
Still, effectiveness depends on responsible use. Recruiters are quick to spot AI-generated language, making over-reliance counterproductive. AI should serve as inspiration and refinement, not a one-stop solution. Users must also protect their data by never sharing personal information on these platforms. Career services teams are actively grappling with ethical implications, student privacy concerns, and the breakneck pace of AI development.
As AI automates more technical tasks, soft skills rise in importance. Experts emphasize problem solving, communication, curiosity, compassion, creativity, and courage. Hiring is shifting away from academic pedigree toward interpersonal and cognitive strengths. Graduates are urged to deliberately cultivate these skills—practicing public speaking, participating in group discussions, and showcasing social ability directly on resumes. Recruiters still prize human connection.
To thrive in this evolving market, graduates should become fluent in AI by experimenting, comparing outputs, and rigorously fact-checking content. Beyond tools, they must evaluate employers carefully, seeking companies that invest in employees and use AI responsibly rather than purely for replacement. Asking about career progression, learning opportunities, and workforce development during interviews can reveal a company’s true priorities.
Universities are adapting in real time, with career services forming working groups and creating toolkits to guide students toward ethical, effective AI use. The message is clear: AI is reshaping the entry into work, but those who pair fluency in new tools with strong human skills will remain competitive and in demand.
Is it too late in the year to find an internship?
Season 1 · Episode 54
Tuesday, September 9, 2025 • Duration 41:56
Finding a great new job is almost never easy. A lot of factors come into play, including timing. On this week's episode of the From Dorms to Desks Podcast, our cohosts focus on the issue of timing, specifically whether it's simply the wrong time of the year to find an internship.
Everyone on LinkedIn is already posting about their summer internships, and you’re just now realizing… oops. Don't worry, if you're feeling that sinking sensation that you've missed the boat on summer internships, you're not alone, and it's absolutely not too late! While it might feel like the major corporate programs have closed their doors, a significant percentage of summer internships are actually secured in the spring, with many offers coming in March, April, May, and even June. This is especially true for industries outside of finance, consulting, and big tech, and for opportunities at smaller companies, startups, and non-profits, which often hire year-round based on immediate needs rather than strict seasonal calendars.
The key to finding a meaningful opportunity now is to embrace a more proactive and creative approach. Instead of waiting for postings, take the initiative to create your own opportunities. Research companies you admire and pitch yourself directly, proposing specific value-driven initiatives or projects where you can solve a problem or fill an operational gap. Show them you understand their current challenges and how your skills can provide immediate value. This approach can be particularly effective with mid-sized firms and logistics companies, which often have flexible hiring practices.
If traditional internships aren't available, consider unconventional roles. This could mean exploring remote internships, short-term projects, or part-time positions that offer management-related experience. Even volunteering can open doors and provide valuable exposure. Remember that your existing work experiences, even current part-time jobs, can be utilized as a viable alternative to traditional internships, helping you achieve career competencies. Don't forget to leverage your network by reaching out to alumni, professors, and industry professionals, as personal connections frequently lead to unlisted opportunities.
When preparing your materials, focus on showcasing transferable skills from your coursework, personal projects, or leadership roles. Even without direct internship experience, you have valuable skills to highlight. You might also want to think ahead and start applying for fall internships, as many companies are already filling those spots, and off-cycle programs often have less competition and can lead to full-time offers. Persistence is paramount, and by staying open-minded and adaptable, you'll discover that there are still plenty of options to help you gain the experience you need and kick-start your professional journey.
How to spot a fake job posting ad
Season 1 · Episode 53
Tuesday, September 2, 2025 • Duration 45:23
On this week's episode of the From Dorms to Desks Podcast, our cohosts talk about how some students, recent graduates, and other job applicants tirelessly apply for jobs with little success. If you're experiencing that, you're not alone. It turns out that more than a third of all jobs posted online are actually not real vacancies, a phenomenon often referred to as "ghost" or "fake" jobs. One survey revealed that 81% of recruiters admit to posting these fake advertisements. This can lead to wasted time, emotional toll, and job search burnout for eager applicants.
So, why do employers engage in this deceptive practice? Companies post fake job listings for a variety of reasons. Some aim to scout for a talent pool for future openings, even when no immediate vacancy exists, or to gather resumes to keep on file. Others use them to project an image of growth and dynamism, or to make current employees believe their workload will be alleviated, or even to make them feel replaceable. In some cases, a job might appear online due to regulatory or contractual requirements, even if an internal candidate has already been selected. Beyond ghost jobs, there are various forms of employment fraud, from recruitment agent fraud where recruiters misrepresent wages, to scams involving fake job offers from individuals posing as company employees. Other common scams include work-from-home money laundering schemes, mystery shopper scams, and requests for payment for nonexistent job placements.
The good news is, you can become adept at spotting these red flags. Be highly suspicious if a job sounds too good to be true, offering exceptionally high pay for minimal work or no experience. Pay close attention to unprofessional or suspicious communication. This includes emails from generic addresses like Gmail or Yahoo instead of a company domain, or messages riddled with poor grammar and spelling errors. A major red flag is any request for sensitive personal or financial information upfront, such as your Social Security number, banking details, or credit card information, especially before you're hired. Legitimate employers will never ask you to pay a fee for background checks, training, equipment, or placement services. Be cautious if there's no verifiable company information, such as a poorly designed website lacking company history or the job not appearing on their official careers page. Also, vague job descriptions that lack clarity on responsibilities or reporting structure are often a sign of a scam. Be wary if you're offered the job without a proper interview or assessment of your skills, or if the process is conducted solely via text or email with no video or phone calls. Finally, consider how long the job posting has been active; ghost jobs often remain online for weeks or months.
Research companies before engaging: check their official website, LinkedIn for real employees, and reviews on Glassdoor or Indeed. Always verify recruiter identity through LinkedIn or by calling the company directly. Ask specific questions about the role; refusal to answer is a red flag. Filter searches to recent postings (within a week). If something feels off, trust your instincts.
If scammed, act fast: report to the job board (LinkedIn, Indeed), notify the FTC or local labor department, change passwords, monitor accounts, and contact payment providers if money was sent. Staying alert protects you from fraudulent opportunities.
How to overcome the black hole of applicant tracking systems
Season 1 · Episode 52
Tuesday, August 26, 2025 • Duration 26:37
On this week's episode of the From Dorms to Desks Podcast, we tackle the mystery of why your resume seems to vanish into a black hole after you apply for jobs online. That black hole has a name: the Applicant Tracking System, or ATS. In this practical episode, we break down exactly what ATS software is and why it's a critical gatekeeper for early-career job seekers, affecting whether a human ever even sees your application. You might be applying to jobs and wondering why you never hear back, even if you meet the qualifications; the software is often the reason.
An ATS is a powerful piece of software used by nearly all large employers and many smaller ones to manage the hiring process, from posting jobs to scheduling interviews. However, these systems do more than just track candidates; many now use artificial intelligence or algorithmic logic to evaluate resumes, deciding which ones rise to the top and which sink to the bottom. When you apply, the ATS parses your resume, extracting key data like job titles, skills, and education, and then compares them against the job posting requirements, often assigning you a score. Recruiters typically see the highest-ranked candidates first, and in high-volume roles, they may never even look at resumes buried at the bottom of the list. This means that if the ATS scores your resume poorly, you are effectively rejected by the software before a human ever has a chance to consider you, even if you don't receive an explicit rejection email.
The impact of ATS goes beyond just individual job searches; its decision-making capabilities have even led to legal challenges, such as the Mobley v. Workday lawsuit. This case alleges that ATS platforms are functionally acting as staffing companies by making hiring decisions, raising questions about potential liability under anti-discrimination laws if their algorithms disproportionately disadvantage certain groups. The outcome of such cases could significantly reshape how these tools are designed and used, potentially even forcing greater transparency in their scoring algorithms.
While navigating these invisible filters can feel overwhelming, there are clear steps you can take to increase your chances of getting past the machine and into the human part of the hiring process. Always tailor your resume to each specific job description, incorporating the exact phrases and keywords used in the posting. Be sure to list your relevant skills, certifications, and job titles using language that matches what the ATS expects. It's also crucial to avoid complex graphics, tables, or non-standard formatting that can confuse resume parsers. Finally, remember not to rely solely on online applications; whenever possible, try to secure a referral or reach out to someone within the company to help flag your application. By understanding how to "write a love letter to a robot" and ensure it doesn't get deleted on sight, you can significantly improve your odds, because right now, if the software doesn't like your resume, it effectively decides your fate.
Why You’re Ghosted (and How to Fix It)
Season 1 · Episode 51
Tuesday, August 19, 2025 • Duration 37:25
On this week's episode of From Dorms to Desks, our cohosts dive into one of the most frustrating job market experiences: ghosting. As they put it, "You clicked apply and waited. And waited. And… nothing. Ghosted again." Sometimes it’s not personal—your résumé may be the culprit—but often the silence comes from recruiters and hiring managers themselves.
Candidate ghosting—when recruiters cease all communication without explanation—is widespread and demoralizing. It’s especially maddening when recruiters initially express enthusiasm, only to vanish after candidates invest in interviews or projects. Job seekers are left in limbo, often branding recruiters as “time wasters” or worse.
Recruiters cite many reasons. Some juggle thousands of applicants and claim it’s “not a good use of time” to respond. Others blame indecisive or uncommunicative hiring managers. Some avoid delivering bad news, worry about hostile reactions, or hide behind no-reply emails triggered by applicant tracking systems. Others keep candidates “warm” as backup options, or are told explicitly by managers not to reject candidates. Antiquated systems, agency profit models, and even laziness all play a role.
The impact extends beyond individuals. Ghosting damages employer brands, drives candidates to ghost recruiters in return, and feeds perceptions that “ghost jobs” are posted without intent to hire. The practice erodes trust in recruiting as a profession.
Despite the excuses, most agree ghosting is unprofessional and avoidable. Simple solutions exist: automated rejection emails, upgraded tracking systems with candidate portals, and a stronger emphasis on accountability. Some point out GDPR obligations to inform candidates about their data, arguing silence may even breach compliance. Others suggest recruiters should push back on hiring managers for clearer processes. Ironically, when recruiters are ghosted themselves in job searches, they often gain empathy.
For candidates, the episode explores small changes to make résumés stand out and applications harder to ignore. General strategies include following up when communication stalls, but also moving on quickly if silence persists. Setting expectations for updates during interviews can help, but ultimately the healthiest approach is not dwelling on ghosting—keep applying until an offer is in hand.
How to stand out when applying and interviewing for jobs
Season 1 · Episode 50
Tuesday, August 12, 2025 • Duration 13:22
When you’re early in your career, it can feel like you’re shouting into a crowded room, hoping someone will hear your voice above the noise. The reality is that most employers are looking for potential more than polish. They don’t expect you to have years of experience, but they do want to see that you’ve taken ownership of your path so far and are ready to learn. That means making sure your resume, cover letter, and application are sharp, tailored, and free from the kind of errors that scream, “I rushed this!”
Every job you apply to deserves a few extra minutes of customization. Use the job description as a cheat sheet. Match your language to theirs—if they want someone with “strong communication skills,” don’t just say you’re a good communicator. Point to a time when you led a group project or presented your research in front of a class.
Don’t underestimate the power of storytelling. Interviews aren’t interrogations—they’re conversations. Employers want to understand what makes you tick, how you handle challenges, and how you might fit into their culture. When they ask about your strengths or weaknesses, don’t rattle off a list. Give them a story. Maybe you struggled with time management during your sophomore year, so you built a system with calendar reminders and task batching. That’s not just a weakness—it’s a problem you solved. That tells them you’re self-aware, coachable, and serious about improvement.
And yes, enthusiasm matters. No one wants to hire someone who’s just looking to fill space between graduation and something better. Employers love candidates who show genuine interest in the company, who’ve done a little homework, and who can explain why this particular role is exciting to them. It’s okay if you’re still figuring things out—most of us are—but show them you care enough to try. Ask thoughtful questions. Engage. Be curious. That’s how you stand out.
Oh, another thing: keep in mind that rejection isn’t always about you. It might be timing, budget, or someone else having just a bit more experience. If you’ve applied for even several jobs, chances are that you felt that you were very well-qualified for at least one. If so, there’s also a very good chance that you were disappointed or even worse when you weren’t hired, and confused about why you weren’t hired. Weren’t you the right candidate applying to the right job at the right time? But consider the same issue from the perspective of the employer: chances are that they received applications from multiple candidates who were all well-qualified and could only hire one. If you were them, wouldn’t you want to hire the one who had the least chance of failing and the greatest chance of succeeding? Of course. So, when you next apply, do whatever you can to maximize the likelihood that the employer looks at you that way. The more you can convince them that you’re a low risk candidate, the more likely it is that you’ll be hired.
Don’t let a “no” stop your momentum. Treat every application and interview as practice for the next one. Each time, you’ll get sharper, more confident, and better at telling your story. That’s the long game, and that’s how early-career professionals start landing roles that change their lives.
