Category: College Life

After the first year, Tasia and I both decided to go through the sorority recruitment process. Throughout this process, I talked to up to thirty girls in the span of three days. Many girls asked me different questions, and I knew there was a code of conduct in terms of revealing and concealing my stigma depending on who I was talking to, as well as if they asked me something directly related to being Jewish. For example, a girl asked what my favorite place to travel was, and I said Israel.

She seemed accepting, so I felt the need to show my authenticity of being Jewish as many Jews travel to what we look to as our holy land, it was real and genuine. In my other conversations, I was situation-conscious of the social scene I was in and who was around me, I knew I had to make a certain impression on these women. Once I joined Pi Beta Phi, I realized that I was playing a two-headed role because when I am with my Jewish friends I am a stigmatized person embracing my real identity, while here I play a normal person who is part of a sorority on campus. Being a part of a stereotypical “popular” group on campus means I am expected to express a specific social personality, these are norms aligning with one’s social identity that must be sustained by individuals who, in my case, joined a sorority.

The first friend in the sorority I made told me she was Jewish as well. Aside from her, I had to maintain my techniques of information control on others in the sorority, as my stigma is discreditable, and it helps to manage my information. I had to navigate through in-group purification. For example, when everyone asked us what we do on Christmas eve, I had to notify my own conduct, while cleaning up the conduct of other stigmatized individuals like my new friend Lindsay to pass as normals. Being in a sorority with eighty-nine young women casts a shadow on individuals like myself. My stigma is a secret among the sorority; however, it is still known to like-minded individuals like Lindsay.

Now that I am in my fourth year and I am more confident in my Jewish identity, I have acted as a resident alien for all the other stigmatized individuals who have joined my sorority in the past years. I act as the voice of our stigmatized group, if anyone has something they want our chapter to know about, it goes through me. For example, during Holocaust education week I made an announcement at our weekly meetings about it and gained phantom acceptance from the chapter. This is a form of acceptance where the stigmatized appears to be accepted by the normals, and this acceptance is reciprocated back by the stigmatized individual, even if they are not truly accepted.

Time is a scarce resource, but at the same time, it’s an abundant resource. Balancing a job, social life, and school is not easy. Throughout my life, life from kindergarten to high school, there were scheduled school days that were structured at the same right hour of the day, and they remain the same all through the school year. For 12 years of my academic career life, my day was already structured and pre-fixed. Then suddenly, Bam! I’m thrust into college life which is super flexible and unpredictable. This proved to be very challenging to me during my first semester and as we talked about in 101, I’m not the only college freshman with this problem. In past classes, we addressed that most freshmen do not know how to manage their time to fit into their courses and any other obligations they may have, such as clubs, sports, and part-time jobs. During class, we learned that the only secret to balancing this is by having excellent time management skills. Also, know when to say no.

But how do I become good at time management? So many times this semester I’ve found myself looking at my clock at 9 p.m. on a Friday and my friends are excited about going out, but I’ve got a paper due by midnight, and haven’t even started writing. Assignment deadlines are constantly at battle with my desire to go out and have fun, and it’s easy to put work and studying off until tomorrow. So, after going through 101, I’ve worked on my time management over the last month or so, and here’s what I found the most helpful.

I know that I am not alone in this; many of my friends struggle with managing their time to get things done. One reason that time management is difficult is due to faulty planning skills. This occurs when people underestimate how long it will take to finish something. For example, I have written papers for several classes in college, this does not mean that I will be good at estimating how long it will take me to write another paper in my class this semester. This results in there not being enough time to complete the work, but people then later tend to overestimate how much time they spent working on the task. So, my advice is to overestimate how much time it will take you. If you think it will take two one-hour sessions to do the task, I’ve learned that giving myself two one-and-a-half-hour sessions gives me more time to successfully write my paper.

Another thing that is helpful for me, and we talked about this in class, is to limit social media. I am constantly checking social media. The lure of Instagram and Snapchat is huge, and it’s easy to think a five-minute break on these sites will create some kind of magical recharge. But one click and I look up and it’s hours later and I am still no closer to finishing your work. To fix this problem, I just started turning my phone off during the time I had set aside for studying or paper writing, and it has definitely helped me be so much more efficient.

What I’ve found super helpful is keeping my work organized. This can be a huge factor in saving time throughout the week. Throughout high school and part of my first semester, I was not organized. I never had to be. In high school, I could be sloppy and still graduate with a 4.0, but in college, it’s an entirely different story. I decided to buy separate binders, notebooks, and folders for each class. After that, I was quickly able to find the sheets of notes I needed for the upcoming test instead of scrambling through my backpack for them.

Time management is difficult. But as long as you sit down and create a study plan, you’ll be just fine. That’s exactly what I did in 101. As a class, we sat down and planned out our entire weekly study schedule down to the minute. Ever since then things have gone so much more smoothly than before. The act of actively putting things that are important to us on the calendar makes us happier and, as I said before, more organized. We all have a ton of things we can be doing every day and a ton of things we have to do every day. The key is to focus on the top three or four things that are most important and do them one by one at a certain time you set aside for that task. Just take it one at a time. Creating a schedule and being motivated to crush it is probably the best advice I got from being in 101. I know it seems like creating a schedule wouldn’t be such a radical, idea but when you think about it, in college, you have so much free time, you feel like you don’t really need a schedule. Newsflash, you do.

The last point I want to make about time management is that it’s all about balance. Balance and moderation between work and play, relaxation, and study time. That is the most important thing you can incorporate into your lifestyle. Luckily, through 101, I was able to tackle these issues and practice the methods, ideas, and techniques I learned in class.

On-campus recruitment

The world is evolving at a fast pace: technology is at its peak, science is experimenting, social life is advancing and so are the values of World affairs. With such a drastic alteration in every field of society, businesses have shown a similar surge of incompetence. Everyone wants the best of opportunity and to grab the goody-two-shoe employees for themselves. Hitherto, traditional methods were employed to achieve various economic goals; however, in the time of Gen-Z a new class of strategy has been put into play for ensuring diverse possible goals for a particular company: On-Campus recruitment. If you want to participate in this modern age of competence, you have to step up your game by adopting its modern culture as well, by means of which you can make your company grow and prosper in the best possible manner. The concept of On Campus recruitment deals with three main points:

1. Sourcing

The term source means to “identify” the most suitable and desirable candidates (fresh graduates or research students) for your organization or company. These candidates could be either hired for the internship, or entry-level positions, or may also be for managerial seats, depending on your requirements.

2. Engaging

The term “engaging” shows relevance to additional two sub-point

• The first idea is to engage and attract the desired candidates, from colleges and universities, to apply to your vacant and needed position of jobs. There are various strategies to accomplish “engaging” in On-Campus recruitment.
• The second idea is to create a talent pipeline all over the year; regardless, of the time of semester in universities or colleges. This talent pipeline will satisfy your talent requirements throughout the year.

3. Hiring

Recent research suggests that around 70% of employers will hire university and college students in the future through the On-Campus recruitment technique. Hiring of employees through the mentioned strategy could be grasped in several manners.

On-Campus recruitment is basically the amalgamation of Sourcing, Engaging, and Hiring. The companies that utilize this strategy could deal in both small hand activities, e.g. University career centers, source talent, and career fairs, to large-scale engagements, e.g. visiting the desired institutions and attending different recruiting events. Either small and multinational companies both are taking advantage of this approach for large-scale job requirements.

Cry of the time (why)

The above-mentioned information was to enlighten you about the basics of On-Campus recruitment. Now, the surface question arises: Why the employer needs this strategy contrary to the more traditional and conventional employment methodologies? This blog alone can provide you with convincing reasons that can most definitely embolden an employer to adopt this fashion of employment.

1. Talent and competition

Research conducted in America (2015-2016) shows that around 1 million and 98 thousand students graduated in a single year. These young and ambitious individuals carry great goals for their future, which ultimately has already led to vigorous competition among them. The talented students and the desired candidates are most probably to join companies and organizations whom they know about, and whose culture and values they attract. A company using On-Campus recruitment does catch the focus and eyes of such talented students which soon carry them into their companies and in return the employees pay them by giving dedication and loyalty.

A survey carried out by COU UNI WORK in 2015, Canada reports that the unemployment rate in Ontario is only 4.2% among Gen-Z. This survey vividly suggests the fierce competition and the sheer talent that embodies the young and talented graduates. On-Campus recruitment provides a substantial platform for employers to develop a talent pipeline for their future and grab the best candidates for their required services

2. Lower cost

On-Campus recruitment reduces costs in two possible manners:

· In the first place, it minimizes the cost of employment of a candidate because the basic aim of On-Campus recruitment is to develop a talent pipeline that will provide, groom, and nourish the subjects according to the requirements of the company. The employer needs not visit different places all over the world for the quest of employment. Travel, food, stay, and other miscellaneous expenditures are efficiently avoided by the company which has established a talent pipeline once and for all in the selected universities by maintaining healthy relations with their respective career centers.

· In the second position, because of many peas in a pod, the employers have the leverage of Choice during selection. They have a wide variety of candidates at their door who are willing to accept reasonable pay for a mere opportunity in the company. These are relentless Gen-Z, who are born in the world of competence and knows how to make their way to the top. Students at a young age are ambitious and are ready to take on the world with their uniqueness.

A report put forwarded by CNNs journalist, Jose Pagliery, suggests that the actual cost of employment is 18% to 20% more than the workers’ base payment. This employment cost could be efficiently reduced with On-Campus recruitment.

3. Retention of employees and talent-pipeline

In this age of opportunities and talent, young graduates are often perplexed in their decision of job-related questions: Which company should I join?, what am I supposed to do after college? which is my category of interest? which company could be suitable to my values and my culture? etc. These are a few of the many questions that arise in the mind of a graduate and soon-to-be graduate; however, here the companies can play a vital and crucial role by establishing relations with universities career centers and my arranging career fairs inside institutions. By doing so, the companies can Source, engage, and Hire their targeted candidates or in short establish a career-pipeline track. On the other hand, the students will develop a relationship with different companies and get to know about their Employer brands. It is a Win-Win situation for companies and students, both.

In the period between 2009 and 2013, the retention ratio of TD Business Banking was recorded at 98.6% for the 600 of its MBA students it plucked off Canadian campuses.

4. Technology Orientation

One of many promising differences between millennials and Gen-Z is that the millennials came into the cusp of technology, while Gen-Z is born in the era of smartphones and social media. Keeping in view this point, an analysis by Pew Research Center surveys that around 90% of the new generation owns their own Tablets and 86% of Gen-Z uses social media. It would be grotesque not to realize the importance and vitality of social media for business promotion and job employment. A number of big firms are using digital media to secure talented candidates and promote their business models on social media sites. It is an understandable idea that the use of the Internet has benefited each and every corner of life; therefore, the extravagant use of technology proves to be an eye-catching factor for companies that should adopt an On-Campus recruitment strategy.

Being a campus recruiter

If you are planning on adopting campus recruitment as your full-time job, or either being an inquisitor has some questions regarding it, this section will lay it down for you frugally. A campus recruiter officer is dedicated to sourcing, engaging, and hiring university or college students for internships, entry-level positions, or managerial seats. He is expected to carry technological, managerial, marketing, and relation-building qualities. Some of the highlighting mottoes of this job can be classified into:

• a. Finding, and sourcing candidates
• b. Managing the marketing of the company to engage candidates
• c. To promote and showcase the Brand employer during recruitment events
• d. To design student communication plans
• e. Define the salaries
• f. Cooperate with the manager to conduct interviews, extend job offers and evaluate the interviews.

How to build an on-campus-recruitment system

This is a crucial and technical part of the overall strategy, for a proper and strong based strategy could provide you with efficient and valuable candidates and vice versa. Similarly, an impromptu and spur-of-the-moment decision could also land an unfavorable fortune for a company if it does not plan and establish a vigorous system of On-Campus Recruitment. In order to realize an almost perfect system, the following key points are to be kept in mind:

1. Define your purpose and need

Before deciding anything, the first question you need to ask yourself should be,

• What type of knowledge do you need to satisfy your requirements?
• Which are your best possible shots in the shortlisted institutes?

For example, if a company has a vacant position for Engineers, it should go for universities that have Engineering as its main focus. Defining your purpose in your job posts will attract the targeted and eligible students you. Secondly, the advertisement of your company should decree your culture, values, and employer brand in a vivid fashion. The advertisement should be designed with professional tactics as it is your advertisement that represents you before students and leaves behind a first impression.

2. A team

After you have structured your purpose and defined your needs, the second step is to organize a Team.

• Every team has a Leader and Followers, being the administrator of your company, it lies in your domain who should lead the team. Each decision in the building of a team is supposed to be unbiased and solely on the basis of performance and leadership quality because your assigned leader will help you achieve the goal of plucking off talented candidates from various campuses.
• The on-campus recruitment system quenches the need for large-scale candidate requirements, which cues the establishment of several teams by a single company. One team is appointed to visit Universities and colleges to attend career fairs and career centers, the second team may take the control of fort behind them and the third team may collect and search for eligible candidates. In this way, a company is most probable to find talented staff for their future and ensure a safe tomorrow.

3. Companies and career centers’ relationship

The relationship between companies and the universities’ career centers may determine the ratio of a successful system. Depending on the company, each job vacancy has particular requirements and in order to meet those needs, a company needs to have fruitful and healthy relevance with career centers so that the company does not miss out on any valuable opportunity for employment. A career center has the data of its students who are eager to enroll themselves in different companies, and the companies rely on these career centers to help their quest for employment and secondly, career centers inform the registered companies of any recruitment events that are to be held.

4. Effective timeline

Now that the employer is informed about the recruiting event, the company needs to design an internal, organized plan to begin the On-Campus recruiting. This step particularly requires focusing solely on structure, coordination, and organization in case of multiple events to be visited, e.g. career fairs, a company information session and interview dates, etc.

The company can make use of the following elements in order to attract candidates:

1. Branding material
2. Giveaways
3. Company representatives

Two channels for recruitment

1. Meeting face to face

As the name indicates that this type of recruitment takes place when the campus recruiter visits the campus of a university and meets the candidates at career fairs, career centers, or in the company professional sessions. The officer collects their resumes and evaluates and shortlists their favorite candidates. It is a time-consuming process as compared to the digital recruitment.

2. Virtual campus recruitment

A more modern approach to hiring employees is Virtual campus recruitment. By means of this system, the company directs thousands of text messages and emails to its candidates or targeted audience for a job vacancy. Through this system, the employer screen candidates and later on hires candidates through software video interviews. According to research, almost 59% of people use technology for enrollment in companies. It is time-saving and also reduces human resources expenditure.

How to improve on-campus recruitment strategies

Now that the companies have stepped up their game by adopting this strategy, there are a few important keynotes that could set you apart from other competitors:

1. Exhibit an impressive brand employer and job posts

In order to obtain the attention and interest in On-Campus recruitment, there are two handy tools:

• The first tool is your Brand Employer because it sets you apart from your competitors on various levels. The brand employer of your company showcases your unique culture, values, and goals for your future. Before designing your brand employer, you are to ask yourself as to: Why would a candidate choose my company over my competitors? , What are you proposing anything different from the more traditional approach carriers? When you find suitable explanations to these questions, then exhibit them at On-Campus recruitment events.
• The second useful weapon for your catch of employees is Job posts. As mentioned above, job posts are representative of your motto for the company. Job posts are the first impression your target audience will receive and to make an effective impression then job posts should be organized while accepting your company brand. The design and fashion of the post depending on what kind of company you have. If it is business related, the post is to be sleek and fashioned accordingly: however, if the company is related to something funny then the post should be of humor. This strategy will for sure attract a decent amount of audience at these events.

2. Utilising social media

Social media has come off as a concrete mean to provide a platform for both employers and employees. A 2018 survey by Career Builder suggests that 70% of employers genuinely utilize social media to screen candidates during the hiring process, while an ample amount of 43% of employers regularly updates their data by constantly checking on current employees. The same company did research in which it was shown that 57% of employers will not interview candidates who do not have a social media profile. Similarly, the young generation is relatively more involved in social media sites as compared to millennials. This is an opportunity for employers to plow off their favorite candidates as 43% of employees look for jobs on social media sites. More than 98% of students use social media with 27.2% of students spending more than six hours per day. Social media is a game changer for the business, you sell and buy on the same platform without being literally present.

3. Applicant tracking system

The age of the 21st century brought the influx of technology into everyday life, from fans to airplanes, every field of life is enlightened with the magic of science and technology. Business, in the same manner, has taken a flight of advancement with the rise of the 21st-century Sun. Many advancements took place in the business community; however, one of the latest addition is Applicant Tracking System. The size of this system depends on the budget and size of the company. This is an automated software that performs three main jobs

• To advertise job posts automatically on a number of platforms.
• To sort the candidates according to their individual talents, skills, and performance
• In times of shortlisting it automatically schedule interviews.

Conclusion

“The definition of insanity is doing the same thing over and over again, but expecting different results.”- Albert Einstein. In order to survive the competence of your rivals, you have to think out of the box and take calculated risks, which will help you to bloom your business and the overall outlook of your company, rather than being a blind sheep of your traditional and ancestral customs. This blog enlightens you with a comprehensive definition, reasons to adopt, how you can outcompete your rivals, and different strategies and recruiting plans of the On-Campus recruiting system. By adopting this strategy an employer can witness improved outcomes and reduce his human resources as well as his costs in different sections of the employment process, efficiently.

Reference list

• https://bizfluent.com/13654172/advantages-disadvantages-of-campus-recruitment
• https://educationdata.org/number-of-college-graduates/
• https://technologyadvice.com/blog/human-resources/employee-recruitment-strategies/
• https://www.asalesguy.com/told-coming-no-social-media-presence-no-job/
• https://www.benefitspro.com/2017/07/21/benefits-technology-what-do-employers-want/?slreturn=20200031151505
• https://www.bls.gov/spotlight/2016/a-look-at-the-future-of-the-us-labor-force-to-2060/home.htm
• https://www.businessnewsdaily.com/2377-social-media-hiring.html
• https://www.google.com/amp/s/hiring.workopolis.com/article/need-campus-recruitment-strategy/amp
• https://www.pewresearch.org/fact-tank/2019/09/09/us-generations-technology-use
• https://www.pewresearch.org/fact-tank/2019/09/09/us-generations-technology-use
• https://www.salary.com/research/salary/benchmark/campus-recruiter-salary
• https://www.symplicity.com/employers/campus-recruiting/resources/building-a-successful-campus-recruiting-strategy

A college education is very important. It helps students become more open-minded about certain topics, gives them a chance to reinvent themselves as well as prepare them for their future occupation. Students are already stressed from the college environment, so one of the last things they should be worried about is their safety. With the increase in campus shootings, more people have been divided on the safety measures that should be implemented to keep the students safe. One of such controversial topics is concealed carry on campus. If they can, and want to, everyone should be able to carry a firearm on their person wherever they go on campus, especially if they are a college resident.

Alan Schwarz, author of The New York Times article “A Bid for Guns on Campuses to Deter Rape” wrote, “twelve states already allow campus carry: Idaho, Utah, Colorado, Mississippi, Oklahoma, Arkansas, Wisconsin, Michigan, Rhode Island, Delaware, Connecticut and Virginia” (Schwarz NP). College students in those states already have the right to protect themselves with their own firearms. As of now, at least ten more states are considering passing similar laws. There are many compelling reasons for concealed carry. Concealed handguns protect people who cannot always rely on police forces for protection. Concealed handguns deter crime and could help stop a public shooting spree. Most adults who carry concealed handguns are law-abiding and do not misuse their firearms. The majority of Americans support allowing the concealed carry of handguns.

While safety is one of the universities’ goals, their campus security may not always be a reliable solution in the heat of the moment, when a crime is being committed. Many university campuses have police officers, but not enough to help everyone. Arrigo and Acheson, authors of “Concealed Carry Bans and the American College Campus: A Law, Social Sciences, and Policy Perspective.” claim that, “sworn campus officers and security personnel simply cannot be expected to be on hand for every act of violence or criminality that occurs. In these instances, individuals are left to defend themselves” (Arrigo & Acheson 121). Richard W. Stevens, lawyer and author of “Just Dial 911? The Myth of Police Protection” mentions Arizona Sheriff Richard Mack who stated, “…police do very little to prevent violent crime. We investigate crime after the fact’ (Stevens NP). While this is very important, it does nothing for the individuals who need protection at that moment. Linda Greenhouse in her New York Times article states that, “The Supreme Court has ruled more than once that police officers have no legal duty to protect citizens from violent crime” (Greenhouse NP). Basically, in many cases it is up to the individual to protect their life or well-being. An ability to have a gun at their disposal could prove very useful. Even if a would-be victim did contact the police, they would still wait for their arrival, which can take anywhere from ten to fifteen minutes, on average. time they may not have. An alternative solution would be to providing personal security, one could carry their own gun on campus.

Often arguments are made that rarely does a good guy with a gun stop a bad guy with a gun. According to David B. Kopel, author of Colorado Consensus on Gun Laws, the state of Colorado had enacted the 2003 Concealed Carry Act which “…helped to stop a massacre at the New Life megachurch in Dec. 2007 when a volunteer security guard for the church who was carrying a concealed handgun shot an attacker who had opened fire in the church” (Kopel NP). Clearly, this was one such situation. Good guys with guns do stop bad guys with guns. Perhaps if more good guys could carry guns, they could stop more bad guys. The law in Colorado has been passed as a consequence of 1999 Columbine school shooting. Similar situations happened at other school campuses, like Appalachian School of Law, for example, where armed students used their weapons to disarm an active shooter on campus and prevented a potential mass shooting.

Responsible citizens should be allowed to arm themselves against criminals with guns. Violent criminals will always have guns, off and on campus. Rather than being victims, students who are concealed handgun carriers have a sense of safety and security, especially when going outside at night. A study by criminologist Gary Kleck, PhD, concluded that, ‘robbery and assault victims who used a gun to resist were less likely to be attacked or to suffer an injury than those who used any other methods of self-protection’ (Kleck 167), which supports the argument that the mere presence of a weapon is a deterrent to escalation of crime, or even the crime itself. A peer-reviewed study, also with Kleck’s participation, published in the Journal of Criminal Law and Criminology “…found that when someone draws a concealed gun in self-defense, the criminal retreats 55.5% of the time” (Kleck and Gertz NP). A gun in the hands of a would-be victim levels the playing field significantly.

Some people, however, do not think that it would be safe to allow guns on campus. “Those who oppose concealed carry practices argue that colleges and universities have an obligation to cultivate a learning climate absent suspicion, fear, and danger, and that by allowing more guns on campus the incidents of violence will escalate rather than diminish” (Arrigo & Acheson 121). In other words, more guns equal more violence which in turn equals less safe learning environment. What is not being considered in that argument, is that individuals that want to conceal carry are responsible individuals; they took and passed conceal carry classes and have experience using their weapons. They are more likely to prevent or stop violence than to cause it. William Sturdevant, an engineering statistician wrote, “In Texas the general public is 5.3 times more likely to be arrested for violent offenses and 14 times more likely to be arrested for non-violent offenses than concealed carry weapon permit holders” (Sturdevant NP). Patrik Jonsson reported in The Christian Science Monitor says that, ‘the number of incidents in which concealed-gun carriers kill innocent people is a fraction of 1 percent of all gun-related homicides’ (Jonsson NP). Clearly, this is an indication of responsibility that concealed-carry permit holders display.

If concealed carry on college campuses was allowed nationwide, many more responsible students could be carrying a firearm without being a danger to anyone. They would have the ability to responsibly protect themselves with a firearm. Moreover, they could also protect others should another school shooting occur by stopping the shooter. Mass shooters tend to target the most people with the least amount of security, counting on no one being armed. Aaron Stark in his TEDx talk titled “I Was Almost a School Shooter” said, “It wasn’t about the people, it was about the largest amount of damage in the shortest amount of time with the least amount of security” (Stark 4:08-13). The situation he describes could be stopped by students or even faculty or staff carrying concealed weapons and why most gun advocates are against gun free zones.

Generally speaking, Americans support allowing concealed carry of handguns. Based on the results of a poll done by Thomson Reuters, “75% of Americans support laws allowing law-abiding citizens to get a permit to carry a concealed weapon’ (Ipsos NP). A similar poll taken by CBS News and New York Times concluded, “65% of Americans oppose a federal law requiring a nationwide ban on people other than law enforcement officers carrying concealed weapons’ (CBS News NP). Clearly, the majority of Americans are in favor of allowing the concealed carry of handguns. It is plausible that it will extend also to campus carry as well.

College is a learning environment where everyone should feel safe. Even though that is the goal, that is not always the case. Unfortunately, bad things do happen to students on campuses across America. If there were more guns on campus, in the hands of responsible people who can protect themselves and others, more students would be safe. Students could protect themselves if the campus police weren’t around. Having a handgun could deter crime and help stop a mass shooting spree. The majority of those who carry concealed handguns are law-abiding and do not misuse their firearms. Most Americans already support allowing the concealed carry of handguns in public. The next logical step is to support campus carry. If they can, and want to, everyone should be able to carry a firearm on their person wherever they go on campus.