Rachel gives listeners some advice on what to do this summer if they do not have a job or internship.

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As a passionate, motivated teen looking to honor her own grandmother, Rachel Doyle started the first GlamourGals chapter when she was only 17 years old. Today, Rachel has the same enthusiasm and drive for the cause behind GlamourGals that she demonstrated in high school and her ability to continually streamline, evaluate and redefine aspects of the GlamourGals allows the program to grow along with its volunteers. When Rachel was still in high school, she was featured on The Oprah Winfrey Show. Since then, she has steadily gained national recognition in many media publications such as Montel Williams, The Christina Show, The New York Times, CBS’s The Early Show, Glamour Magazine, Cosmopolitan Magazine, and Newsday. Rachel has also won many awards for her work for GlamourGals. She was named the first ever “Cosmogirl of the Year” by Cosmogirl Magazine. She accepted the National Group Volunteer of the Year Award from the American Health Care Association. Rachel was featured in the American Eagle Outfitters Spring 2005 national ad campaign, and in 2006 she was named one of four Fun Fearless Females by Cosmopolitan Magazine, beating out thousands for the title. The GlamourGals program was also featured in two textbooks: a McGraw Hill 7th Grade Health Textbook and the 2007 Prentice Hall College Management textbook.

http://twitter.com/GlamourGals

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Drew discusses the mistakes he made in the job search process and how listeners can avoid them today.

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The first issue Drew really struggled with as a student was disorganization. His key advice is to get organized, plan ahead for all of you job search commitments, and know what you have on your plate. A way to do this is to create a calendar or tracking sheet with all the upcoming job events. Another issue he encountered was that he had difficulty focusing on the companies and jobs that he was interviewing for. As Drew states, no matter how organized you are, you cannot spread yourself too thin, and focus on each job application is critical. Generic cover letters and resumes won’t get you too far in this market. To focus your efforts, seek help through the university’s alumni network, career services, friends, and relatives. Drew suggests that students seek help early and often about how to narrow career interests, and figure out what it specifically that you want to get into within a certain field. You can job shadow, talk to alumni, talk to MBA students, and learn what a specific job actually entails. He also urges to not limit your internship and job search to just career services; look at industry websites, specific company websites, and even contact the company to see if they have any positions availabile even if nothing is posted to create opportunities for yourself. His last point is to not miss easy opportunities such as company visits, boot camps, and other events that are taking place on campus where you can network and make invaluable connections.

Drew Conklin is a recent graduate of Cornell University who now works in Strategy & Operations for Deloitte Consulting in Washington, D.C. He currently works with governmental clients in the firm’s federal practice. He previously completed internships in real estate consulting and investment management with firms in Queensland, Australia and Beverly Hills, California.

http://www.linkedin.com/pub/drew-conklin/7/643/911

http://pages.teamintraining.org/nca/rnr10/conkilnd

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Lauren shares some tips, strategies, and resources that can help with the internship process.

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Lauren is called the “intern queen” because she held 15 different internships during her 4 years at college. This helped her learn much about herself and her interests. All her internships had some media aspect to them, but in different fields which helped her narrow her likes and dislikes. As Lauren states, internships help you learn how to conduct yourself in a professional environment, learn administrative and technical skills, learn how to manage conflict, dress appropriately, and how to converse with company clients. She then shares some internship tips. For example, she suggests keeping the resume focused on the position you are targeting. Even with 15 different internships, she would not put more than 3 or 4 very relevant internships on her resume. As a personal strategy, she created her “Intern Queen Dream List” with the 10 companies she wanted to work for. She would research each company, and then block out her time to apply for all of them at once. She would then follow-up with each company, something she recommends to all listeners. She suggests that you have all your materials ready before you begin: template resume, template cover letter, and letters of recommendation. She recommends that after every semester or internship, you ask for a letter of recommendation so that you always have something that is relevant and current. A great resource for students is her website (link below) with over 500 employers that are still looking for interns for spring and summer 2010. She recommends that you apply for at least 10 internships each semester. Lauren says that the important thing to remember is that she built InternQueen so that she can be the person to guide you through your internship process, and she is very excited to have the opportunity to help you.

Lauren Berger is called “The Intern Queen” after completing 15 internships during her 4 years at college. Berger is CEO of Intern Queen Inc., an internship destination site where employers find interns and students connect with internships – all with the personal touch of “The Intern Queen”. Lauren was just named #5 on BusinessWeek’s Annual “Top 25 Entrepreneurs 25 and Under” List. Her website currently gets approximately 25,000 unique visitors each month. The site also features Lauren’s Blog: I AM INTERN – providing internship advice for employers, students, parents, and professors. She has recently placed students with The Academy Awards, NBC Universal, Nielsen Business Media, Clear Channel, and many more.

http://www.internqueen.com
 

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Joy leverages her extensive corporate background to give us the Inside Scoop to help you land the job you want.

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Joy J. Martin is known as the HR Insider. She has worked with the Career Changer Company and with some of the top financial services, advertising and professional services consulting companies in the world including HSBC, IBM, Bearing Point, J. Walter Thompson and others. With her background as a Corporate Recruiter and HR Manager, Joy shares the inside scoop on what it really takes to get hired. Joy is exceptionally positive, supportive and compassionate as she helps individuals uncover their life’s passion, find work they love and navigate the current challenging job market and hiring process. Are you ready to finally land that next job? Learn how to stand out in a crowded job market with our latest product by clicking on the first link below.

http://www.segaric.com/hr-insider-secrets.shtml

http://www.linkedin.com/in/hrinsiderjoymartin

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Lori Mousseau discusses the key components that recruiters are looking for in the initial 10 seconds that they take to review a resume.

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Lori begins with some factors that catch a recruiter’s eye in the 10-12 seconds they take to look over a resume: GPA, education, grammatical and spelling errors, versatility, and short and concise information. The GPA is very important to include on resume, because recruiters will assume the worst if it is not. Cumulative and major GPAs should be included, as well as an expected graduation date if you are still in college. Lori also mentions that even if you are below the minimum requirements for GPA for a specific job, they will still look at your personal circumstance and your extracurricular activities. Versatility on the resume is very important, even for a 4.0 student. The various clubs or activities that you may be involved in and the roles and positions you may have in them demonstrate to the recruiter that you are multi-faceted, willing to go above and beyond what is expected, you have leadership and organizational skills, and that in the long run you will be successful in a company. Lori also stresses that is important to have others look over your and proofread your resume because typos can make the recruiter question your attention to detail and your writing ability. The resume should be one page, short and concise, and formatted correctly. Jobs should be listed in chronological order with the most recent job first, the first bullet point must be the most important information, and subjective comments should be left off. Lori ends the show with explaining that the importance of cover letters is that they can explain things that may be sticking out from your resume. For example, if there is a gap in employment on your resume, you should explain why in the cover letter. The recruiter will look at the cover letter when any questions arise while looking over a resume.

Lori is the Campus Recruiting Manager with Ernst & Young and has been with the firm for six years. During her career with EY, she has recruited Experienced and Campus candidates for Advisory, Assurance and Tax. Currently, she focuses solely on campus recruiting from a variety of schools in Michigan and Northwest Ohio. In addition, Lori also serves on the advisory board at Michigan State University’s placement office. Prior to her current role, Lori served as the Advisory Campus Recruiting Leader for EY’s North Central Sub Area locations. She assisted in implementing and strategizing with leadership on the new Advisory transformation. Lori graduated from Michigan State University with a Bachelor of Science degree.

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James Connolly discusses interview tips and career advice that help young professionals “look beyond the obvious” and leverage their existing skills and abilities.

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James explains that many young professionals struggle to distinguish between obvious observations and the insights that those observations provide. For example, Nike observed many Chinese basketball players playing outside, and this is what James calls an obvious observation. But, outdoor courts are very different in the way a shoe interacts with hardwood floors in comparison to concrete, and so the insight that Nike came up with was that the Chinese players needed more durability in the outsole of their product. This insight has helped Nike establish itself as the top basketball brand within China. James then applies this idea of “looking beyond the obvious” to job searching and interviewing. For example, he suggests that students can utilize a class project for something more than just a grade. He recommends that students tailor the project to something that could be offered as business experience during an interview. He recommends that we move past the dejected feeling of not having enough work experience to utilizing all the things in our life and applying them to better ourselves in the job search process. We have to be willing to take an honest and critical look at ourselves and need people around us that will give valuable feedback. His suggestion is that these people must be a balance between people we like and people who will give us the advice that is hard to hear.

James Connolly is a product line manager for Nike’s Global Men’s Athletic Training Apparel business. He is responsible for the product creation engine that creates essential training silhouettes for athletes in american football and baseball. In addition James’ oversees both the men’s and women’s LIVESTRONG apparel assortment. This assortment has helped create more than $80,000,000 in revenue for the Lance Armstrong Foundation and its fight against cancer. Prior to Athletic Training James worked as both a Product Line Manager and Associate Product Line Manager for Nike’s women’s training apparel business. His education includes a BS from Cornell University’s Department of Applied Economics and Management. While attending Cornell James was a member of the track and field program and continues to stay involved with the running community through youth coaching.

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Jim Cassio describes what green careers are and walks listeners through some resources and opportunities.

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Jim explains that green jobs refer to jobs that are good for the environment, but it is difficult to determine what exactly this constitutes. A green economy requires sustainability and a full understanding of what it takes to preserve and protect the environment. Green jobs can be even more competitive than others, and require significant education and training. One misconception is that green jobs are available to anyone who looks for them, but reality is that they are in fact very competitive. Another misconception is that green jobs exist in only one or two industries, when in fact they can be found in all industries. Green jobs are not significant yet but the number is growing and the variety is wide. Jim believes that it is important to understand that green jobs exist with any employer who is committed to being environmentally responsible, even non-green companies. A resource people should use is the nonprofit sector because it offers very important educational and networking opportunities for those interested in green careers. Working as a volunteer or unpaid intern and expanding your skill set, gaining experience, and up to date knowledge, can be very beneficial in getting a green job. Another resource is Jim’s free electronic publication, “The Green Careers Resource Guide”, which can be found on his website. Jim’s expresses that it is important to recognize that you can green your own career rather than having to switch to a different career to be green. Think about what you can do to make your current career and employer greener.

Jim Cassio is a career information and workforce development consultant and author of the Green Careers Resource Guide and Green Careers: Choosing Work for a Sustainable Future (with co-author Alice Rush). Jim has been commissioned to conduct hundreds of labor market studies over the course of his career and has published numerous research reports, occupational resource books, and training directories.

www.cassio.com

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Ford Myers discusses how to evaluate multiple offers and turn down job offers that you are not excited about.

Ford R. Myers is President of Career Potential, LLC. Since 1992, he has been providing professional services in career consulting and executive coaching. After counseling thousands of individuals on their careers, Ford drew from his diverse experience to create Career Potential – a powerful new approach to career management. He is author of Get The Job You Want, Even When No One’s Hiring (John Wiley & Sons, 2009) and The Ultimate Career Guide, the only comprehensive manual for career management and job search. Articles and interviews have been featured in such publications as Inc. Magazine, Fortune, The Wall Street Journal, The Chicago Tribune, The New York Times, CNN-Money, and he has also appeared as an industry expert on many television and radio programs. Ford’s education includes: a Bachelor’s Degree in Communications, and a Master’s Degree in Human Resource Development.

www.GetTheJobBook.com

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In this podcast, Cliff helps listeners better understand how to work with outside recruiters. Having worked as a recruiter and with recruiters, he explains the advantages and potential pitfalls of using of “headhunters” in your job search.

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Cliff’s first piece of advice is that it is important for candidates to understand that recruiters are hired by companies to find the harder than average candidate. There are two primary types of recruitment processes: contingency and retained. Contingency recruiters don’t get paid unless the candidate they bring forward to the company gets hire. Retained recruiters get paid a deposit upfront and keep it regardless of whether the person they bring forward is hired. For most undergraduates, working with a recruiter isn’t in the best interest of the recruiter because recruiters are looking for qualified candidates with previous work experience. However, a graduate with an MBA degree from a good university is a much more desirable candidate. Companies consider people with MBAs as smart, ambitious, and trainable. On the other hand, recruiters generally don’t work with Ph.D. students straight out of graduate school due to the differences between the private sector and academia. Recruiters generally prefer the Ph.D. candidate to have at least a year of industry work. Recruiters gravitate toward the “hotter” professions, and so candidates with a background in these professions have a better chance of working with good recruiters. For example, health informatics is emerging right now, so those with IT and healthcare backgrounds are in good position. Cliff also offers some key points to remember. First, recruiters have a vested interest in placing candidates to get paid, so they convince people to look at jobs they aren’t interested in. He warns you to be careful to not go on interviews for jobs that you know you aren’t interested in. Second, make sure not to work with a “bad” recruiter that is only in it for the money. They will flood their employees with a candidate’s resume, making the candidate look desperate. You need to tell the recruiter not to send out your resume to anyone without checking with you first. Take time to get to know the recruiter before deciding to work with one – get a feel for how they work. Finally, remember that the recruiter will do everything in their power to help you get a job. While there are some pitfalls, recruiters can definitely give the right candidate an advantage.

Clifford S. Mintz, Ph.D. has an extensive background in biopharmaceutical drug development, biotechnology training and bioscience career development. Dr. Mintz has held a variety of positions including stints as a medical school professor, professional recruiter management consultant and medical/science writer. Cliff is the founder of BioInsights a biopharmaceutical education and training organization, a co-founder of BioCrowd a social networking and career development website for bioprofessionals and author of BioJobBlog. He teaches product development and regulatory affairs in several biotechnology training programs and is an Adjunct Professor in the Department of Biochemistry and Molecular Biology at Georgetown Medical School. Cliff received a B.S. in microbiology/animal science from Cornell University, a Ph.D. in Bacteriology from the University of Wisconsin-Madison and performed his post-doctoral studies at Oregon Health Sciences University and the College of Physicians & Surgeons, Columbia University.

www.biojobblog.com

www.biocrowd.com

cliff@bicrowd.com
 

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Laura Sewell tells students what they should do this summer if they have not been able to find a job or internship. Toward the end, she shares some resume tips to help in the future.

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The number one things you can do if you are going into the summer without a job offer is to increase your visibility. Find activities in your community or across the country that will enhance your marketability to prospective employers. Laura also reminds students that many companies are still making job offers even though the semester is over, so they should start marketing themselves through every venue possible. Leverage your entire network to find out which companies you might want to work at, which companies are still hiring, and what skills are most sought after. Then, find someone within the company, introduce yourself, and express your interest. If there is a company that you are interested in that doesn’t recruit on your campus, look for opportunities to connect through social networks. Laura closes by giving some tips on how to stand out in the application process, such as using your resume to show leadership potential, key accomplishments, strong team work, and work ethics. She gives five key resume tips: spend time on your resume, tailor it to the position, ensure perfection, keep it to one page, and stress achievements (not just job descriptions).

Laura Sewell begain her career with IBM in 1998 after graduating from NC State and spending two years in the public school system. Laura currently leads US University Recruitment and US Employment Branding for IBM. Her IBM experience includes a variety of roles in HR and Global Business Operations. She is passionate about bringing top talent in to IBM and helping students understand the variety of opportunities available across the company and across the globe.
 

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Baseema shares some tips on how to use the library as a career resource. She provides examples of what the library has to offer to people looking for career information.

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Baseema first dispels the myth that using library has to be a physical activity, but the library actually opens up a world of electronic resources. In this tough economy, students have to look beyond Google. Students should contact a librarian to use Career Search, a website that can generate a list of contact names and number in a certain business for a specific geographic region in under 5 minutes. Also, the Vault Career Guide, a subscription resource offered by career offices, is available through the Cornell Library. The two resources offer unbiased resources in a fraction of the time one might spend searching Google. Finally, Baseema informs us that the librarians can also help students develop the skills that are needed in business, such as creating a business plan. Students can even get this help directly through the Cornell website by clicking on the “Ask a Librarian” link. In general, the Cornell Libraries can help career search and help develop skills that students need when they start working. Baseema encourages all students to get online and Google their school library for help.

Willy Franzen, founder of One Day, One Job and One Day, One Internship shares innovative ways to leverage Twitter and Facebook in your job search.

Willy explains how to make professional connections and get interviews using websites like Facebook and Twitter for professional networking. Everyone has heard that you should not have bad things up on your Facebook page that employers might see, but Willy has advice on how to use Facebook in a positive way. You can use the Facebook advertising model to reach employers by targeting specific employer networks with advertisements and by linking to your online resume. This helps job seekers get a foot in door and get their resumes to right people. Twitter allows job seekers to jump into conversations and reach people, from CEOs to college students. You can find people in your industry discussing relevant knowledge and provide value to those conversations to build your reputation. You can learn information about a company and make connections with people.

Paul Joseph explains how to leverage a telephone screen into a face-to-face interview. He also provides tips to utilize the telephone more effectively when conducting a job search.

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Paul sees a telephone screen as an opportunity for you to proactively sell yourself. In using the telephone to either ace an interview or be proactive in job searching, it is important to do your homework first; research the company and interviewer to understand what they are looking for, and also know your value proposition to market yourself as a candidate for the job. For the phone interview, enter the conversation with an objective in mind and sell yourself. Paul also reminds interviewees to engage the interviewer by asking similar questions back, and therefore develop a more personal connection. Similarly, initiate a phone call after sending in a resume to develop a personal relationship, giving you a competitive edge.

This podcast is part 2 of Scott Goodfellow’s interview with 10GoodMinutes. He discusses strategies on how to get noticed by recruiters. He shares pre-interview tips, specific interviewing strategies, and explains what makes a candidate stand out in an interview.

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Scott says that when he is looking to hire someone for a job in finance or accounting at Proctor & Gamble, he wants to see a broad experience base beyond those two specialized areas. During an interview, recruiters are not necessarily just looking for depth of experience, but for experience in leading others and making a difference. How do you set yourself apart from other interviewees? Go to career fairs and talk to the recruiters. Make sure everything on your resume is quantifiable – not just through action verbs, but through metrics. Once you get past the initial contact and into an actual interview, the recruiter will want to know how you are going to fit into the company and if you are willing to take on leadership. If you take an hour or two to really think through your resume, you can be prepared with direct, succinct answers. Lack of preparation can be a huge downfall, especially for undergraduates, since they haven’t had the real world experience of selling themselves. Familiarity is your best friend – get to know previous interns, speak to recruiters at multiple job fairs, and learn all about the company. Quality of preparation is more important than quantity of interviews. Alumni references can help, but are not the sole decision factor in an interview. If you don’t understand a question in an interview, try rephrasing it for clarification.

Scott Goodfellow discusses strategies on how to get noticed by recruiters. He shares pre-interview tips, specific interviewing strategies, and explains what makes a candidate stand out in an interview.

To download this podcast, click here
 
Scott says that when he is looking to hire someone for a job in finance or accounting at Proctor & Gamble, he wants to see a broad experience base beyond those two specialized areas. During an interview, recruiters are not necessarily just looking for depth of experience, but for experience in leading others and making a difference. How do you set yourself apart from other interviewees? Go to career fairs and talk to the recruiters. Make sure everything on your resume is quantifiable – not just through action verbs, but through metrics. Once you get past the initial contact and into an actual interview, the recruiter will want to know how you are going to fit into the company and if you are willing to take on leadership. If you take an hour or two to really think through your resume, you can be prepared with direct, succinct answers. Lack of preparation can be a huge downfall, especially for undergraduates, since they haven’t had the real world experience of selling themselves. Familiarity is your best friend – get to know previous interns, speak to recruiters at multiple job fairs, and learn all about the company. Quality of preparation is more important than quantity of interviews. Alumni references can help, but are not the sole decision factor in an interview. If you don’t understand a question in an interview, try rephrasing it for clarification.