Advertising, Public Relations, Recruitment Marketing, Digital Advertising, Association Management
U.S. News and World Report recently released their top 100 high school rankings and New Jersey is home to quite a few of them. Every year they rank the best high schools in the country and this year was no different. They also ranked the best magnet schools, charter schools and best STEM schools in the country as well. The criteria used to rank these schools was based on six factors: college readiness, reading and math proficiency, reading and math performance, underserved student performance, college curriculum breadth and graduation rates.
New Jersey had eight schools of the top 100 high schools in the country. Monmouth County Vocational School District accounted for two of the eight New Jersey schools (High Technology High School and Biotechnology High School) that finished in the top 100. High Technology High School was also ranked as the #1 STEM School in the country. All of the eight high schools that made the top 100 are listed below.
In addition to these ranking they also ranked the top 100 high schools in each state. Middlesex County Academy for Science received the top honor for best high school in New Jersey. Below are the rest of the top 100 high schools in the state of New Jersey.
Best High Schools in New Jersey
SCG Advertising + Public Relations is a long-standing, woman-owned, full-service advertising agency headquartered in New Jersey. We have a vast amount of experience in the education space, working with hundreds of private, public, and charter schools across the country to recruit both students and faculty.
Whether a school is instructing in-person or online, one thing remains the same — they need an increasing number of substitute teachers from an ever-decreasing talent pool. How prevalent is the shortage? Google serves over a million results on “substitute teacher shortage COVID.” These results come from Madison, Chicago, Kansas City, Utica, Las Vegas, Coeur d’Alene, Houston, and so many more. The reporting originates from large and small cities all over the nation.
A good amount of jobs currently being posted come from Indeed.com. A simple search for substitute teachers in the United States reveals 7,271 openings nationwide. By far the largest number is coming from Chicago with 503 openings. That is well ahead of the number two city – Denver – with 61.
Even before the pandemic, a shortage of substitute teachers existed in many areas. However, that number is now increasing rapidly as potential candidates weigh the risk-reward of substituting where the income is relatively low and the potential exposure to COVID is higher. On the income side of the equation, The Bureau of Labor Statistics shows short-term substitute teachers earning $32,460 per year, which is $21,030 less than the U.S. annual average among all jobs. This low earning level limits the availability of retired teachers and part-timers.
The fear of COVID among teachers is real when you consider 18% of all public and private school teachers are in the high risk, 65 and older age group per The American Enterprise Institute. That potentially also means they could be taking home the virus to equally vulnerable family members. The bottom line? It is no surprise that the American Federation of Teachers, a national labor union, shows that 1 in 3 teachers say the pandemic has made them more likely to retire earlier than planned.
Here is a list of some of the things schools have been doing to have enough substitutes in their classes:
With the vaccine now here, help is on the way. Millions of doses have already been delivered, and both teachers and substitutes should be getting significant relief. Anything close to normal will be fully embraced by educators nationwide.
If you are looking for creative ways to fill open positions you can contact your Account Manager or email pcrescenzi@successcomgroup.com.
Parsippany-based agency hires Dillon Del Rosso to support new business development
Sales background with NFL’s Jets, University of Maryland
PARSIPPANY, NJ (Oct. 27, 2020) – Boonton resident Dillon Del Rosso has been named Vice President, North Regional Sales by the Parsippany-based communications agency SCG Advertising + Public Relations.
Del Rosso – who joins SCG from a premium partnership sales post with the National Football League’s New York Jets, in Florham Park – is responsible for supporting new business development efforts, with an emphasis both on advertising and public relations, including social media.
“In the agency environment, growth is in large part based on the ability to consistently develop new client relationships,” explains SCG Executive Vice President Michael Cherenson. “This will be Dillon’s focus, and we’re confident he’ll establish and cultivate the individual relationships that are the hallmark of successful business development efforts.”
A graduate of Misericordia University, Del Rosso also has professional business development experience with the Aspire Group at the University of Maryland. At Misericordia, Del Rosso played baseball for four seasons. A long-time northern New Jersey resident, he graduated from Hopatcong High School in Hopatcong.
About SCG Advertising + Public Relations
Founded more than half a century ago, SCG (Success Communications Group) provides 21st-century communication services highlighted by creativity, passion, and innovation. With specific expertise in advertising, marketing, public relations, social media, digital marketing, and recruitment, SCG is headquartered in Parsippany, NJ, with regional offices in the metro areas of Philadelphia, Atlanta, San Diego, and Tampa.
Additional information is available at www.scgadv.com, as well as on Facebook and Twitter.
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Just when it looked like more and more colleges were finding ways to provide a face-to-face learning experience during the continuing pandemic, West Chester University (right in my backyard) announced that virtual learning was being extended into the spring 2021 semester. That’s right…Spring 2021. As this was being announced, WCU’s local school district was moving into hybrid.
That was quite a wake-up call for me and, I would assume, for thousands of students who are in or in the process of entering the higher education system. Sounds like it’s time for a gap year while all this gets sorted out.
Trends and predictions on the effect this on-going pandemic is having on our colleges and universities have been released since we last broached the subject in our July 2020 blog. This includes a significant study from the National Student Clearinghouse whose mission is to provide data, services and insights to the K-20 and workforce continuum.
For Fall 2020 enrollment the impact of the pandemic differs – sometimes significantly – by degree and institution type. Here’s a small snapshot of what we have learned from NSC’s data as of September 24, 2020:
First-Time Beginning Students
Undergraduates
Graduate Students
All Students
Not sure when things will return to normal – if ever. If you are an Admissions professional, SCG would like to continue the discussion with you.
While we’re all adjusting to a new normal of remote work and virtual classrooms during the COVID pandemic, social media can be an important connection to family and friends. A Harris Poll conducted between late March and early May found that between 46% and 51% of US adults were using social media more since the outbreak began.
2020 has been a tough year for all of us, and not any easier with the untimely loss of friends and colleagues. Imagine my surprise when receiving status updates for the recently departed. Thirty million Facebook users died in the first 8 years of its existence and statisticians tell us that the dead will soon outnumber the living on Facebook according to this article on loop.com.
This has become such a big issue that we now have the FADA (Fiduciary Access to Digital Assets Act) which was set in place to extend the traditional power of a fiduciary to manage tangible property to include management of digital assets. So far, 25 states have enacted some version of FADA.
We should all take basic steps to get our digital affairs in order:
COVID also left 40 million Americans unemployed at least temporarily. As those job seekers look for new opportunities, many turn to LinkedIn for networking. This can be more difficult with many outdated profiles on LinkedIn. I’ve seen many examples of people who start fresh when leaving one employer. That may be because a profile was “hacked” or they didn’t want to be identified with a bad experience, or simple oversight. These dormant profiles may seem like no big deal, but I would worry about them being bait for hackers who know you aren’t paying attention. If you don’t want to update/maintain a profile from a previous employer, you can delete/deactivate. Here’s a link to instructions on how to do that, even if you don’t have access to the original email account or password. It’s a little dated but should help.
I’ve been hearing a lot of buzz about the Netflix documentary The Social Dilemma. It’s supposed to be quite eye-opening to concepts of technology addiction, social engineering, and surveillance capitalism. Yowza! If you’ve seen it, share some feedback. I will be watching in the next few days and look forward to the discussion.
Here are a few links if you’d like to research further:
https://beyond.life/help-centre/admin-legal/social-media-accounts-loved-one-dies/
https://www.nytimes.com/wirecutter/blog/get-your-digital-accounts-ready-in-case-of-death/
https://www.pcmag.com/how-to/how-to-prepare-your-digital-life-for-your-death
A survey of 250 full-time talent acquisition or recruitment professionals by Yello.co found that the top reason for not meeting the challenges of diversity recruiting was a “lack of time and resources to devise and execute a diversity recruitment strategy.” That said, recent protests have necessitated a renewed focus on social justice and an immediate and serious review of diversity in the workplace.
Talent acquisition professionals are undoubtedly feeling the pressure. More than anyone they know the many benefits of a robust plan that results in greater diversity in the workplace. Just a few of those benefits include building a team that reflects the changing make-up of our population, wider variety of thought, stronger decision-making, inspiration resulting in more creativity, improvement in retention, enhancement of productivity, and a lift in the company’s reputation.
The reality is that talent acquisition has little influence over meeting the most common challenges that keep diversity recruiting plans on the shelf rather than into action. So, how do you move ahead when you hit the “no more excuses” stage in diversity?
Fortunately, there is a solution. Partner with the recruitment marketing experts at SCG Advertising & Public Relations. We will guide you through our 5-step Diversity Plan to:
Let’s talk now about a plan that will put you ahead of the curve in creating a diverse workforce in your company. Our SCG recruitment professionals have extensive experience in this area. Contact Mike Gatta, VP, National Development at 856-795-7391 x149.
What do you think of when you think about advertising? Clients frequently think narrowly of a limited range of options. One of the reasons that I love what I do is the constant variety. Every touchpoint with your customer or job candidate leaves a lasting impression. You should be reinforcing mission, vision, and values at every opportunity.
Over the years, we’ve helped clients tell their story on billboards, movie theatre screens, mall food court tables, coffee sleeves, t-shirts, banners on the front of buildings, shuttle buses wraps, computer screensavers, custom coins and holiday ornaments, just to name a few.
So, when Upson Regional Medical Center asked for help in identifying a vendor to help wrap the elevator doors in their hospital, we were ready. They wanted to share a safety guideline limiting the number of passengers in the elevators combined with a message reinforcing their commitment to caring for their community.
After presenting several design options, the client unanimously selected one design that featured four stock images of medical professionals. The client asked us to swap in their own employees and we were well on our way.
We faced an added challenge with the location of the hospital, which is approximately 70 miles from Atlanta in Central Georgia. We contacted vendors within a reasonable radius and carefully evaluated proposals, ensuring reasonable investment, quality job and ease of removal when the time comes. The client had 34 doors to be wrapped and we wanted to ensure it was done properly.
I am thrilled to say that installation was completed in one day with minimal interruption and the client was very pleased with the result, showing it off on social media the same day.
The Coronavirus Pandemic has brought an otherwise strong jobs environment across the United States to the brink of potentially massive layoffs. However, it is essential to understand that industries are not affected equally.
The Coronavirus has affected the jobs of millions of Americans. So how are some of our regions faring during the pandemic?
True to our “can do” spirit, there are a variety of great things happening during this pandemic.
Talent Acquisition Departments, like the rest of the world, are facing a new dynamic – how to recruit in the age of a pandemic like the Coronavirus. Virtural job fairs are the easy answer.
The public has been encouraged to avoid gatherings of large groups of people, to stay home as much as possible in order to stay safe. Conferences have been canceled. Employees are being asked to work remotely. Sporting events are being held without a live audience. The world has changed in the face of this new disease, and we have to change with it.
In days gone by, job fairs were an effective way to hire large numbers of employees quickly and efficiently. But in this new world, people are discouraged from gathering in large numbers – so how are you going to make the number of hires you need in a timely manner while respecting the new health guidelines?
With virtual career fairs, the answer is literally at your fingertips. Current technology allows us to custom design your events, and provide you with strategic home pages, mobile registration – including screening questions and automated responses to your candidates, streaming video, ATS integration and real-time analytics – all designed to work around YOUR needs – YOUR schedule –YOUR budget – AND, most importantly, allowing your staff and your applicants to stay safe.
Virtual career fairs allow your team to remain at their desks, whether at home or the office, and interact personally with pre-screened applicants in real-time, creating an experience for applicants that immediately furthers your brand, creates a real relationship between applicant and recruiter, and establishes your company as both technologically savvy and socially aware.
Whether you want to hold a one-off event, or to take a deep dive and hold multiple monthly events, we have a solution for you. For more information, we invite you to view our case study and contact us for more information.
