Purpose: This thesis studies the behavior and actions of introverted and extraverted students in regards to preparing for and obtaining a postgraduate position. The purpose of this thesis is to develop an understanding of introverts' and extraverts' approach to the job search process and to provide suggestions to improve the job search process. Methodology: In addition to research of existing literature, a survey was given to students at the W. P. Carey School of Business at Arizona State University, to determine students' job search behaviors, and to recruiters of organizations who recruit from the W. P. Carey School of Business at Arizona State University to determine what recruiters look for in a candidate. Findings - We found that extraverts are more likely to network online than introverts. Secondly, we found that extraverts are more likely to self-promote their strengths to company recruiters than introverts. Thirdly, we found that introverts are more reserved when it comes to discussing their strengths with company recruiters than extraverts. Fourthly, we found that extraverts are more likely to feel as though they successfully represent themselves to company recruiters than introverts. Additionally, we found that the top three behaviors that recruiters look for in candidates include the candidate being energized about the prospects of working for the organization, that the candidate is knowledgeable about the organization, and that the candidate asks questions and introduces him-or-herself at organization information sessions. The three lowest rated behaviors were that the candidate uses live (in-person) networking to connect with the recruiter, that the candidate is reserved when discussing his/her accomplishments, and that the candidate uses online networking to connect with recruiters.

Purpose: This thesis studies students' motivations for accepting internships, and how companies can better their internship programs to retain interns for full-time employment. The purpose of this thesis is to produce ways for companies to increase the return on investment of their internship programs by increasing their conversion rates of interns to full-time employees. Methodology: In addition to research of existing literature, a survey was given to undergraduate students at Arizona State University to determine students' motivations for accepting internships, interest level in working for the company full-time before starting their internship and upon completion of their internship, what factors are important when seeking an internship versus a full-time job, what different companies offer in their internship programs, and how companies stay in contact with interns following their internship. Findings: Through my research I found that upper and lower division students have different motivations for completing internships, and that upper division students have more of a motivation for working full-time for the company they intern for. I also found that students' interest in the company will shift throughout the course of their internship, but those students that are satisfied with their internship will be more likely to want to work full-time with that employer. Students also found different factors important when seeking internships versus full-time jobs; students looking for internships are most interested in work that they enjoy, industry, and pay, while students searching for a full-time job find pay, work, that you enjoy, and location most important. I also found that students would be most satisfied with those internships in which the program centers on engagement, meaningful work, and feeling a part of the team. Finally, students who accept return offers from the company they intern for receive minimal communication from the company after they receive their offer. This may be the reason so many former interns continue to seek other job opportunities following the acceptance of their return offer.

Purpose: This thesis studies the effectiveness of various recruitment strategies directed towards college students in the interest of acquiring the best talent for internships and full-time career opportunities after graduation. The purpose of this thesis is to develop an understanding about what current students respond to when it comes to efforts companies make to recruit for employment and then to provide suggestions to improve recruitment strategies. Methodology: In addition to research of existing literature, a survey was given to students at Arizona State University, in order to determine students' reactions to recruitment strategies used by companies. Differences in reactions will be examined by talent, as well as position, gender, school of discipline, and age. Findings: Through the research conducted, I found that personalized efforts are not necessarily always preferred by students. Mass efforts, such as career fairs and job postings, hold a lot of weight and influence in a decision. Two personalized recruitment efforts that should be noted are interaction with the HR team and direct emails. Reputation also plays a significant part in the recruitment of students on campus. Establishing a well-known and liked reputation within the different areas of reputation is vital to the recruitment of students.