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

To download this podcast, click here

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

Like this podcast, why not share it?

Young Mi Park focuses on differentiating yourself, and encourages listeners to approach their job search in an innovative manner.

To download this podcast, click here
 
Coming Soon!

Young Mi Park has built her career expanding global brands and guiding businesses and new ventures. She has held leadership roles in Marketing, Strategy and General Management at Sesame Workshop, Levi Strauss, Burger King and American Express and has also worked at ambitious “fourth sector” educational start-ups and other new ventures, including her own bootstrap initiative. She has led successful turnarounds of failing business units, received industry recognitions for best brand image and advertising and spearheaded successful new product and new market development. In addition to extensive experience in the U.S., she has worked in or with businesses in Korea, Taiwan, Australia, Guam Japan, France, Canada and Mexico and devised business development strategies for Europe and Latin America. Currently COO of a fresh, new cosmetics concept, Thevi Cosmetics, she has an undergraduate degree from Cornell University and an MBA from the Kellogg School of Management.
 

Like this podcast, why not share it?

Sara discusses how body language can tell things about us that we may not want to share in an interview setting, and she gives listeners a few pointers on how to give the right impression.

To download this podcast, click here

Image and body language is critical because people create their impressions and ideas of how smart, credible, and confident someone is in the first seven seconds of meeting them. It is therefore extremely important to be aware of and understand your body language and what it is saying about you. When you walk into a room, you want to project a look of confidence. The best way to do that is to keep good posture by keeping your shoulders back, approach the interviewer, give them a firm handshake, and thank them for interviewing you, all the while maintaining eye contact. Some common “ticks” that people display is that after they are seated for an interview, they may fidget with their fingers, twirl their hair, of wag their foot. All these little habits are extremely distracting for the interviewer. To stop yourself from doing this, you should bring a pad and pen to the interview and you should keep both feet on the floor, which will help stop yourself from wagging your foot, help keep good posture, and help project your voice. To stop yourself from appearing overconfident, you should be yourself, always smile, and maintain eye contact. If you are making up an answer, or lying, you usually give yourself away by opening your eyes wider, and by rubbing your nose (the pad and pen will prevent you from rubbing your nose). If the interviewer is interested in you as a candidate, they will tend to lean forward; on the other hand, if someone doesn’t like what you are saying, they will lean back and tug on their ear. When this happens, you should ask the interviewer a question; you should always go into an interview with a few questions. Sara’s final tips are (1) you must be aware of what your body ticks are, (2) you should go into the interview relaxed with your pen and pad to keep control of your hands, and (3) you must keep both feet firmly on the ground.

As an Image and Body Language Specialist, Sara Canuso, President of A Suitable Solution, empowers individuals to use non-verbal communication, image, and body language as tools to communicate effectively with others and to understand not only what others say, but to discover the unspoken messages and feelings behind their words and actions. Her insightful keynote presentations, business seminars and one-on-one coaching on the Impact of Image deliver new ideas and practical tools in the areas of creating powerful first impressions, developing a positive self image, dressing for success, and inspiring confidence. Sara is the creator of Campus to Corporate, a program held in area colleges to help students prepare to enter the workplace. She is a certified seminar leader and known for her informative and popular column in Philadelphia Maven and her Winning Look articles in the Legal Intelligencer and the Burlington County Straight Word.

sara@asuitablesolution.com

www.asuitablesolution.com

Like this podcast, why not share it?

Peter discusses how his book’s message applies to listener’s lives and careers. He hits on topics such as the fear of failure, the pressure to find career passion, and why success is what you make of it.

To download this podcast, click here
 
Show Summary Coming Soon!

Emmy Award-winning musician Peter Buffett has an acclaimed career that spans more than 28 years as a professional musician, composer, philanthropist and author. He began his career as the musical mind behind many of the early MTV bumpers of the ‘80s, and the climactic crescendo in the memorable “Fire Dance” scene in 1990’s Oscar winning film Dances with Wolves. From 1987 to present, Buffett has released 15 records, and has been signed to such labels as Narada, Epic and Hollywood Records. He now owns two independent labels, BisonHead and BeSide Records. Buffett’s latest venture is his inspiring new book, Life Is What You Make It. Personal and revealing, instructive and intuitive, Life Is What You Make It is about following passions over conventions, transcending your circumstances or status, taking up the reins of your destiny, and living life to its fullest.

http://www.peterbuffett.com

http://www.peterbuffett.com/books

Pre-purchase the book here.

 

Like this podcast, why not share it?

Ken offers listeners his advice: take the initiative, seek feedback, and take control of your career – do not sit back and wait for opportunities to come to you.

Ken Saji is a Senior Editorial Director at MTV Networks, where he serves as a creative director and head writer for their Creative Services department. He is responsible for setting the creative vision and developing brand strategies for MTV Networks’ corporate projects, which encompass integrated solutions across digital, on-air, video, print, radio and merchandise for business-to-business, consumer and internal communications. His award-winning work spans everything from integrated campaigns and large-scale pro-social causes to new business initiatives and brand development. He graduated from Cornell University cum laude with a degree in English, and from Columbia University’s Graduate Writing Program.

Like this podcast, why not share it?

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

To download this podcast, click here

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

Like this podcast, why not share it?

Linda discusses internal networking and how listeners can make meaningful relationships at work that can help them get ahead.

To download this podcast, click here

Linda’s message is simple – building relationships within your company (internal networking) can influence your success. It allows others in your organization to get to know you better, see your skill set, and understand your leadership style. Research shows that women, more than men, spend more time doing their work and less time networking. Men on the other hand, spend more time building relationships that allow them to climb the professional ladder faster. Internal networking is building genuine relationships, creating many casual friendships, and letting your associates see your role in the company and your accomplishments. Linda shares a personal story about a woman who worked extremely hard but got passed over twice for a promotion. With Linda’s coaching, they made a few small changes to her professional demeanor and she eventually got the promotion. Some of the things that they changed included: attending all the company events, networking and meeting people outside of her comfort zone at these events, setting up lunch dates with people in her company to learn what was going on in other departments, getting involved in company projects, and finally, getting to company meetings early so that she could speak with different people and network. These changes helped Linda’s client become more visible and helped her get the promotion. Linda then ends the podcast with other tips and suggestions related to internal networking.

Linda Yaffe, Leadership Development and Certified Executive Coach, works with career-minded men and women who want to focus on the leadership competencies and personal branding strategies that will move them to a greater level of professional and financial achievement. Linda incorporates her 16 years of front-line business experience, including senior and executive positions, to provide the essential skills, competencies and strategies needed to perform, advance and lead in today’s workplace environment. While serving as Senior Vice President at the Greater Philadelphia Chamber of Commerce, Linda personally interviewed, hired, and coached numerous high achieving men and women. Linda abides by the strict code of confidentiality and adheres to the highest standard of ethics in accordance with the International Coach Federation.

http://www.workingmatters.com/

Like this podcast, why not share it?

Carol gives listeners an overview of the green economy and some social media tips designed to help listeners make career connections.

To download this podcast, click here
 
Coming Soon!

Carol McClelland, PhD, author of Green Careers For Dummies, is one of the nation’s leading green career experts. Throughout her career, Carol has helped thousands of people find work that matches their values and interests. In addition to writing Green Careers For Dummies, Carol is the Founder and Executive Director of Green Career Central. This online resource center dedicated to providing career guidance, coaching, and resources to clarify the ever-evolving world of green career possibilities for professionals and career counselors. Carol is driven by three passions: guiding people to discover fulfilling careers aligned with their values, learning about innovations that enable people to live, work, and play more sustainably, and marveling at the inspiring wisdom of nature.

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

http://twitter.com/CarolMcClelland

http://www.facebook.com/GreenCareerCentral

http://www.facebook.com/GreenCareerForDummies
 

Like this podcast, why not share it?

Diane helps listeners combine online and personal networking strategies to effectively expand and maintain their networks.

To download this podcast, click here
 
Coming Soon!

Diane Darling is an author and Founder and CEO of Effective Networking, Inc. She founded the company on the premise that everyone can learn to network, they just need to find their own style. Combining interactive training, strategic planning and an exploration of the natural fears of networking, Darling demystifies the process by providing techniques that can be immediately implemented.

Darling has appeared on NBC Nightly News, in The Wall Street Journal, San Francisco Chronicle, and The Boston Globe. She is also a monthly columnist for the Boston Business Journal and teaches in the MBA program at Boston University.

Visit Prendismo to see videos of Diane
 

Like this podcast, why not share it?

Alexandra discusses workplace dynamics and helps listeners with the skills required to succeeding in any job.

To download this podcast, click here
 
The typical skills that are expected and required to succeed in any job are the same, and Alexandra outlines them in her book, They Don’t Teach Corporate in College. It is expected that there should be some discomfort the first year in a new job because there is an adjustment, but these tips can help shorten the adjustment period. The most common situation is not understanding what is expected of you and working hard at a job, but not seeing the result. There are other factors at play in the workforce that aren’t at play in school such as what your boss thinks of you, whether your work is visible to someone with authority, and whether your work is important to the company mission. She gives an example of how at her first job she was always putting out ideas and always being outspoken, but she didn’t realize that she was threatening the people who had been working on the project for months before she got there. It is important to realize how you are coming across to the people you work with, and to be aware of how you are impacting them. You should lay low the first few months to observe the actions of the those that are successful, and then model yourself after those people. Some coping techniques with this situation of being at a new job include making time for a work-life balance and increasing self-awareness. These soft skills such as communication, project management, and personal management apply to all types of jobs across all industries. Alexandra’s book provides young professionals with information to be more successful and to have things happen at a quicker pace.

Alexandra Levit’s goal is to help people find meaningful jobs – quickly and simply – and to succeed beyond measure once they get there. In February, she was named as the Wall Street Journal’s newest career columnist and writes the Reinvent column that anchors the nationally syndicated Sunday Journal and appears weekly on WSJ.com. Also a current columnist for Metro US, Alexandra has authored several books, including the popular They Don’t Teach Corporate in College (Career Press 2004 and 2009), How’d You Score That Gig? (Random House/Ballantine, 2008), Success for Hire (ASTD Press, 2008), MillennialTweet (SuperStar, 2009), and New Job, New You (Random House/Ballantine, 2010). Her book on the top myths of business success is due out from Penguin/Berkley in spring 2011. Alexandra is a member of the Business Roundtable’s Springboard Project, which is advising the Obama administration on current workplace issues. She graduated from Northwestern University and resides in Chicago, IL with her husband Stewart and son Jonah.

http://www.newjobnewyou.com

http://www.alexandralevit.com
 

Like this podcast, why not share it?

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

To download this podcast, click here
 
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
 

Like this podcast, why not share it?

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

To download this podcast, click here

Summary Coming Soon!

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

Like this podcast, why not share it?

Jaime Allen gives some tips and strategies to help listeners land their dream jobs, as they prepare for their final on-site interviews.

To download this podcast, click here

Jaime covers the stage of the hiring process where you have been invited to the corporate headquarters for the final round of interviews. Your resume and performance have gotten you this far, but now the company is looking for a cultural fit within the organization. Jaime urges that it is extremely important to be yourself and not what you perceive the interviewer to be looking for. Jaime personally looks for three major things. First, while it is important to talk about your performance, it is also important to showcase your personality. She looks at how you carry yourself and your attitude as you answer general questions. Her recommendation is that candidates talk about their interests outside of work to give the company a better sense of your life outside of work. A good time to do this is in those 5 minutes or so between interviews as you are escorted from one office to another. While this conversation is casual, it shows that you can balance work and life, and allows for your passions to shine through. This can help you connect with the interviewer on a more personal level. Many candidates feel they have to “suck up” to the interviewers, but this is very pretentious and disingenuous. One pitfall that people fall into is being too focused on the interview process itself and forgetting to show off their character and personality. She suggests that you talk about things that make you unique and that can help you stand out. Another possible pitfall is that people are not prepared to ask relevant and thoughtful questions, and instead tend to ask predictable questions taken off a company’s website. A good question to ask could be on what the insight was behind a new product or marketing campaign. Jaime also stresses the importance of not only talking to the directors and VPs, but being truly genuine and friendly to everyone that you meet. She ends the interview by discussing how to behave during professional dinners and includes some tips on what to wear, whether drinks are to be ordered, and overall appropriate behavior.

Jaime Allen is currently a Director of Marketing at Darden Restaurant Group in Orlando, Florida. There she leads Marketing Strategy for Promotion Pipeline, Merchandising and Local Marketing for the Olive Garden brand. Prior to joining Darden, Jaime spent 8 years at SC Johnson in Marketing working on new product development and various brands such as Scrubbing Bubbles, Edge, Skintimate and Glade. Jaime has worked briefly as a personal chef and has passed the Level 1 Master Sommelier exam. She earned a Bachelor of Science degree at Cornell University in 2000.

jaimeallen9@hotmail.com

Like this podcast, why not share it?

Randy Brandoff reflects upon some common misconceptions that young professionals have about the interview process, employer expectations, and general career topics.

To download this podcast, click here

Randy offers his perspective on some common myths in the workplace. The first is that a student’s GPA is a prospective employer’s top priority. Randy believes that while your GPA matters, extracurricular activities are also extremely important because employers are looking for well-rounded candidates. The second belief that many students have is that the undergraduate major in college dictates what job and career they will pursue. However, Randy discusses that while there are some industries where this might be the case (architecture and engineering for example), generally he doesn’t agree. For example, there are countless liberal arts majors excelling on Wall Street. What you study in undergrad does not limit you to a specific direction; and the same applies to internships. Commonly, internships help people understand what they want and don’t want to do through gaining real life experience. The third perception is that the success in an interview comes down to whether the interviewer asks the right questions that allow you to showcase your strengths. Randy completely disagrees with this statement – a successful interview, he believes, comes down to the preparation you did, practicing before the interview, and having confidence during it. The next myth is that in an interview, the candidate needs to show how the company fits into his or her career goals. While Randy appreciates hearing how an employment opportunity fits into an applicant’s personal goals and life story, he finds it more compelling when the candidate discusses what they will bring to the company. The final general assumption is that a company will train a new employee and start them out slowly. According to Randy, this is very unique to the situation. There are some businesses that have long, formal training programs but the vast majority of companies cannot afford them. Instead new hires are quickly trained and expected to add value immediately. His final piece of advice to young professionals is to be yourself and to make who you are shine through during an interview.

Randy Brandoff is the Executive Vice President, Chief Marketing Officer for Marquis Jet. He joined Marquis Jet, the leader in private jet cards, as the Company’s founding employee and has been active in every aspect of start-up and growth phases. As CMO, Mr. Brandoff is the primary connection between Marquis Jet and its clients, focused on creating and managing profitable growth while engendering continued high customer retention. He is responsible for the successful development and implementation of Marquis Jet’s marketing and branding strategies and accountable for revenue, margin and market share performance. Prior to joining Marquis Jet, Mr. Brandoff was an Associate at The Argentum Group, a New York-based venture capital firm. Prior to joining Argentum, Mr. Brandoff was a Business Analyst with Deloitte Consulting LLC. Mr. Brandoff received his Bachelor of Science degree in Finance and Marketing (“AEM”) from Cornell University. He is on the board of Young at Heart, benefiting the Babies Heart Fund at Children’s Hospital at New York Presbyterian. He and his wife Dayna reside in New York City.

You may contact him at: randy.brandoff@gmail.com

Like this podcast, why not share it?

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

To download this podcast, click here

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.

Like this podcast, why not share it?

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

To download this podcast, click here

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.

Like this podcast, why not share it?

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

To download this podcast, click here

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

Like this podcast, why not share it?

Steve Rushmore discusses the importance of a cover letter and how it can make a difference in the application process.

To download this podcast, click here

Steve explains that cover letters are your introduction, and allow you to have a creative approach to quickly describe who you are and what you can do for the employer. Steve reads the first paragraph of every cover letter, but only about 5-10% of the cover letters interest him enough to finish. A bad cover letter focuses on what the company can do for the person rather than what the person can do for the company. Steve advises that it is also very important to know who to send the cover letter to; it must be addressed to a specific person. The cover letter should also have a specific goal such as a specific job offering within the company rather than just any position the company can offer. In addition, Steve urges that the applicant must have researched enough to know what the company does, where the company is positioned, and that they must have a burning desire to work with the company. He then wants to understand how the applicant’s skill level will fit into the company, with specific examples about the applicant’s background and how their skills will help the company achieve its goals. His last bit of advice is that the key to a great cover letter is to show that you are applying for a position to help the company achieve its goals. Steve also provides examples of good and bad cover letters to help listeners better understand their impact.

Steve Rushmore is the president and founder of HVS, a global hospitality consulting organization with more than 25 offices around the globe. He directs the worldwide operation of this firm and has provided consultation services for more than 12,000 hotels throughout the world during his 40-year career. He was one of the creators of the Microtel concept and was instrumental in its IPO. Steve is a partner in HEI Hospitality, LLC, and a hotel investment fund, which makes him one of the few hospitality consultants that actually invest in and own hotels. HVS, which Steve founded in 1980, has provided consulting services for thousands of clients in all 50 states and more than 60 foreign countries. Steve has a BS degree from the Cornell Hotel School and an MBA from the University of Buffalo. He holds MAI and FRICS appraisal designations and is a CHA (certified hotel administrator).

Like this podcast, why not share it?

Debbie Marquardt provides listeners with interviewing advice and discusses how to display yourself as a good fit for a potential employer.

To download this podcast, click here

Debbie’s first pointer is that preparation is very important for success. You need to work before the interview to (1) identify what the company is looking for and who will be interviewing you, and (2) to search within yourself to know what you want to communicate about yourself to the interviewer. Think about what your strengths are and how you are you uniquely qualified for the job. There are also general characteristics that every company looks for such as leadership and perseverance, and it is important to get these across as well. A resume is just a page full of statistics so you need to bring it to life in an interview. The interviewer needs to get a better idea of whether you are the right fit for the company. To determine if you are the right fit for a company, ask employees within the company what the culture is like and search the internet for articles about that company. Both can be extremely informative about the company environment so that you can decide whether this is what you want and also to help the interviewer understand how you fit into the company’s environment. The more you can learn about the company and the company learns about you in advance, the better off you will be during the interview. Debbie’s recommends that during the interview you need to answer questions in a way that communicates the facets that are unique to yourself. It is important to have stories that display the skills you want to communicate so that not only do they see you have the qualifications for the job, but they also know more about you as a person. Her final point is to be sure that you ask for the job at the end of the interview and let the interviewer know how much you want it.

Debbie Marquardt is the Global Franchise Marketing Director for Procter & Gamble Professional, the away-from-home division of Procter & Gamble that provides cleaning products and solutions for the Foodservice, Hospitality and Building Cleaning & Maintenance businesses. Debbie has worked at P&G for more than 15 years on a variety of marketing assignments on Crisco, Jif, Charmin, NA Marketing Innovation and P&G Professional. Debbie graduated from Dartmouth College with a Bachelor’s degree in Psychology and Education and then from the Kellogg Graduate School of Management at Northwestern with a Masters of Business Management in Marketing and Finance.

Like this podcast, why not share it?

Kai Robertson discusses industry trends, interview tips, and general career advice in the non-profit world. 

Kai Robertson has over 20 years of experience in the food industry and has spent the last eight specifically focused on promoting more sustainable business practices. This has included helping companies understand their environmental footprint, strengthening relationships with stakeholders, and speaking frequently to industry and executive audiences about why sustainability matters to the food industry. Most recently, Kai was Director, Business & Industry, Food and Agriculture Sector at World Wildlife Fund (WWF). Prior to joining WWF in 2006, Kai was at Conservation International’s Center for Environmental Leadership in Business as Director of Food & Agriculture where she directed the day-to-day management of CI’s relationship with Wal-Mart and was heavily involved in shaping Wal-Mart’s environmental sustainability strategy. Before CI, Kai directed private sector initiatives at the Environmental Working Group (EWG), an organization dealing with pesticides and food safety, farm policy and other key issues related to public health and the environment. She also spent eight years at the Food Marketing Institute (FMI), the leading supermarket trade association in the U.S. Kai began her career in investment banking and has an undergraduate degree from Cornell University and an MBA from Northwestern University’s Kellogg Graduate School of Management.

http://www.linkedin.com/pub/kai-robertson/0/339/2b0

Like this podcast, why not share it?

Dave Pelletier takes a very reflective and common sense approach to becoming an effective leader.

To download this podcast, click here

Dave gives his advice on how listeners can develop their own personal management and leadership style. First, you must reflect on the “why” of past experiences. He notes that it is amazing how much life experiences play a role in your career, and they after recognizing the “whats” of our past, we need to reflect on the “why”. For example, one of Dave’s “whats” is that he loved sports growing up, and upon reflection realized that this was the reason why he strives for a good team environment and harmony. Second, he stresses the importance of developing common sense. While it may sound basic, managers and leaders frequently rely on common sense to make decisions. Third, you must continue to learn if you want to grow, develop, and mature in role as a leader. Applying this knowledge gain to your career is where full potential and satisfaction is achieved. Finally, Dave urges that a critical aspect to becoming a better leader is understanding the concept of motivation, and creating an environment where people motivate themselves. The foundations of this are to (1) understand what you value, whether it be social relationships, money, work environment, or potential for promotion, (2) what do your people value, including superiors, peers, and subordinates, (3) and trust in your ability to provide the outcomes which are in your control. These bits of advice are very intangible, because there is no formula to becoming a better leader. Dave gives an example of the time when his controller found out out that her husband had Alzheimer’s. She told Dave that she was going to have to resign. Rather than letting her resign, he helped her work out a situation where she could stay with the company and work from home. Dave had to decide between hiring someone else, or using compassion to help better her life and provide continuity in the workplace. He ends with that often you need some common sense and compassion to reach the right decision.

Mr. Pelletier became CEO of Annalee Dolls, Inc in October 2002, following two years of turnaround consulting with this company. Dave started his relationship with Annalee while he was a principal in the strategic and financial consulting firm of R.E. PINARD & CO. of Manchester, NH. While at the firm, Dave worked with a number of companies in the areas of strategic growth initiative development, company turnarounds and as an intermediary on the sell-side of M&A transactions. Prior to his return to New Hampshire, Dave was co-founder and President of an Ohio based start-up company providing specialized value added manufacturing services to the worldwide appliance industry. Dave received a B.S. from Cornell University in Marketing and an MBA from the University of Colorado in Organizational Development. He also attended Columbia University’s six-month Executive Development Program in Organizational Dynamics.

Like this podcast, why not share it?

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

Like this podcast, why not share it?

Larry Robertson discusses what people can learn from successful entrepreneurs and how to apply it to their careers, which he discovered while interviewing many entrepreneurs for his book, “A Deliberate Pause”.

To download this podcast, click here

Larry defines a deliberate pause as that conscious moment when we open our minds, wonder why things are the way they are, and question how life could be better. Many entrepreneurs, practice this to the extent that it infuses with their life choices. He also discusses how there is no formula to success. People are very used to approaching things with a predetermined process, but good ideas and the ability to evolve into something meaningful doesn’t come with a formula. Successful entrepreneurs, for example, create a career that is molded closer to who they are and don’t worry about following a formula. They have a very driven quality about them because they feel that failure is not an option. Entrepreneurs have a unique capacity to see patterns where others don’t. They then see opportunity to make a difference in the world, and also see that no one else is doing anything about it, and so they feel a strong need to do it themselves. There is a unique undertaking and commitment that anyone can practice in their own careers. Larry also urges that people must define their own metric of success and determine what success means to them in their own terms. If you use someone else’s metric for success, once you reach the goal, you may not feel accomplished or fulfilled. Larry ends with giving us three things about successful entrepreneurs that can be applied to any career: (1) entrepreneurs don’t look at money as the primary driver as to where to focus their energies; there is always something deeper that drives them, (2) entrepreneurs are constantly engaged in and personally connected to what they do, and (3) entrepreneurs have given themselves the freedom to think differently, to question, and to search for ways to create value.

Larry Robertson has spent two decades in the entrepreneurial universe in roles ranging from advisor to investor and many in between. In 1992, he founded Lighthouse Consulting, which, appropriately, guides entrepreneurial ventures, their leaders, and those who invest in them. Larry frequently lectures on entrepreneurship at Georgetown and Cornell Universities and is a recognized expert on entrepreneurship in public, private, and academic forums. He has recently written “A deliberate pause: Entrepreneurship and its Moment in Human Progress” that reflects his views on the topics of entrepreneurship and human progress.

http://web.me.com/adeliberatepause/A_Deliberate_Pause/The_Book.html

Like this podcast, why not share it?

Rachel Doyle addresses the challenges associated with starting a non-profit as a career option.

To download this podcast, click here

Rachel, founder of the nonprofit GlamourGals, shares some basic issues to watch out for when starting a nonprofit. Per Rachel, fundraising is always an issue because of the resources needed to create an organization. Secondly, recruiting and retaining good people is a challenge. Rachel finds that offering flexible work schedules, not ruling by fear, and other non-monetary benefits are essential in getting the most out of people, especially volunteers. She urges creativity in your management and leadership style. Thirdly, excellent communication is essential and difficult in a world where people work virtually. Rachel also stresses differentiating yourself by being creative and unique in your ideas. For example, GamourGals has “Hot Pink Parties” which are knitting and crocheting parties with the elderly and teenagers. In the current economy, expensive dinners aren’t plausible so this is an affordable and relevant event that meets her non-profit’s mission. Rachel continues by discussing how to approach corporations, either as an interviewer or as a nonprofit looking for a partnership. Professionalism is imperative and having done your homework is essential; you must be well read, relevant, and well prepared. Also, it is important to evaluate to make sure that the company is in line with the nonprofit goals (or with what you want to do as a profession if you are interviewing). In addition, you need to find the right person to connect with. Rachel also expands on how it is important to bring a business sense to nonprofits because that structure is important. Finally, Rachel stresses the importance of writing a thank you note. It is very meaningful and very rare these days, and will really make an impact on the person.

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://www.glamourgals.org/index.php?option=com_content&task=view&id=156&Itemid=106

http://www.glamourgals.org/index.php?option=com_content&task=view&id=17&Itemid=51

http://twitter.com/GlamourGals

Like this podcast, why not share it?

Julie Bauke, a career strategist, gives listeners some tips on salary negotiation.

To download this podcast, click here

Julie explains that it is important to negotiate you salary because HR expects you to and if you don’t negotiate, you are most likely leaving money on the table. Salary negotiation is very beneficial in the long run because it continues to pay dividends throughout your career as more raises add on to the original one. Her advice when negotiating is to be clear as to why you believe you deserve a raise. The reasons behind your ask must pertain to the industry, company, or your skills rather than personal need. Also, Julie believes that you really only have one opportunity to negotiate. You need to get everything you want across at once. She also expands on some factors that may affect your ability to negotiate, such as the economy and market demand for your skill set. While these are uncontrollable, certain factors are in your control. You should have researched industry and salary comparables. This research is also key to help you determine how much you are worth to a company. Your value might be higher than the industry norm because you graduated at the top of your class or because you have great internship or work experience. Some common mistakes many candidates make while negotiating are forcing the company to give you a salary they don’t feel good about, pitting companies against each other, and bringing up irrelevant things such as needing a raise to pay the bills. Julie is offering her book, “Stop Peeing on our Shoes: Avoiding the 7 Mistakes that Screw Up your Job Search”, for free to three people. Simply send her a story about your negotiating experience by Thanksgiving (2009) for a chance to win!

Julie Bauke is a Career Strategist and President of Congruity Career Consulting. Her business focuses on educating and motivating individuals to take charge of their careers. She has over 12 years experience working with everyone from executives to professional athletes to college students. She is a dynamic speaker, trainer and coach and is the author of “Stop Peeing on our Shoes: Avoiding the 7 Mistakes that Screw Up your Job Search”. She believes that we all deserve to be “career happy”.
As mentioned in the show, please email her via www.congruitycareer.com
before Thanksgiving 2009 for a chance to get a free copy of her new book.

www.linkedin.com/in/juliebauke

www.facebook.com/CareerEnthusiast

www.twitter.com/juliebauke

Like this podcast, why not share it?

Jason walks us through sample case questions and scenarios to help listeners get a better understanding of how to approach this type of interview.

To download this podcast, click here

Jason explains that a case interview is unique and important because it puts a candidate in a real life situation. The interviewer can see how well candidates hold their poise, how well they listen to what they need to deliver in terms of the case, and how structured they are in their thinking. The first part of the case generally has some background of the case company and some financial data. The second part of the case generally provides a deeper element of information around a specific piece of operation. Here, he uses the example of a company’s call center. For example, the interviewer may provide information on how many employees work there, how many supervisors and how many people managed by the supervisor, how many new hires come into the call center, the breakdown of how employees spend their time, and some additional cost data. Next, the interviewer asks questions. The first question is open-ended to get the candidate talking so that the interviewer can evaluate his or her poise and listening skills. For example, “I’m the client and now you have information on the company. How do I reduce my costs in the call center?” A hidden term is “client”; the candidate needs to address the interviewer a certain way based on this subtle piece of information. A bad answer would be something along the lines of “I would reduce training costs and change the way employees spend their time.” This is not adequate as there is no context provided for why the candidate thinks such. The interviewer is looking for a context on how they define the problem, an answer that meets the problem statement, and a good set of facts that supports the answer. Jason continues to provide a very specific answer where he defines the problem for the client and provides specific answers based on specific facts. A great answer would also pull from the candidate’s own experience, whether that is from school, an old job, or an extracurricular activity. Jason also highly recommends that the candidate asks some question to provide a clearer answer for the client. He informs listeners that candidates can prepare for case interviews by having a clear mind and having a good feel for how they would structure a problem, structure the answer, and how to articulate that. Jason’s one recommendation for someone that is going to have a case interview is to read the book about structured thinking and communication, “The Minto Pyramid Principle” by Barbara Minto.

Jason is a Senior Manager in Ernst & Young’s (EY) Advisory Services practice. He has over 7 years of advisory experience at EY and 3 years of experience at Arthur Andersen. Jason focuses on finance and accounting process, system and organizational improvement for companies in the Oil and Gas, Media and Entertainment, Private Equity and Consumer Product industries. Jason resides in Denver, Colorado.

jason.snider@ey.com

Like this podcast, why not share it?

Jane Chin makes a return appearance to discuss two specific strategies designed to help you become a high achiever: managing your boss and developing your personal brand.

To download this podcast, click here

Jane is working on a seminar series called “Overcoming Redundancy”, which targets high performance individuals and high achievers. Two of the key points from the seminar series are learning to manage your boss and creating your own personal brand. Jane urges listeners to think of they can manage their boss. One relevant question is “What is your boss’s definition of a job well done?” You need to know specifically what it is that you do that your boss views as important; it may not be what you thought. Another important question is “How does your boss view his or her own management style?” This view doesn’t have to match with how the other employees view him or her; it’s about what the boss thinks of him or herself. This is good to know because it will give you a lot of ideas on what to anticipate from your boss. Ask your boss questions like “how do you like to work with your employees”, “how do you like to communicate with them”, and “if we work together, how often do you need to hear from me?” The second key point from her seminar series, personal brand, is about how other people see you regardless of how you see yourself. You need to really think about your own strengths and how you contribute to the company. A good way to get an idea of your present personal brand is to think of what your boss or co-workers need when they call on you to do something. What situations or problems do people connect you as the solution to? The importance of having a personal brand is that in order to overcome redundancy, you want to make sure that your expertise is directly affecting at least five people in your organization. You also need to be proactive about creating your brand rather than reactive, because if you wait for feedback to come to you, it may already be too late.

Dr. Jane Chin is a microbusiness entrepreneur/coach and career transition strategist. Dr. Chin applies strategic thinking techniques to help professionals and companies identify the core nucleus of a problem and where viable solutions may reside. She integrates professional development with personal mastery, and writes about fear of success, addiction to approval, backstabbing coworkers, answering the question “what should I do with my life”, and various Achilles heel of career professionals. Jane is currently writing a book to help career professionals achieve high performance.

JaneChin.com
MicroBusinessMentor.com
LinkedIn Profile
Twitter

In this podcast, Jeffrey Greene speaks about affinity groups and their value to listeners as it relates to networking and career opportunities.

To download this podcast, click here
 
Jeffrey explains that an affinity group is a group of individuals that share a common interest, such as ethnicity or a field of study. Common affinity groups relate to academia, where students get together to discuss about different issues and learn from one another. Joining an affinity group is not about landing a job at a particular company, it’s about what you learn while you are in it. An affinity group can help you develop organizational skills, problem solving skills, and leadership skills. Also, they can potentially help you get a job, but not because you are in it, but because of the role you play in it. In addition, affinity groups help you meet professionals in your field and help you get a better understanding of all the career possibilities within your field. Employers utilize affinity group by using them to identify diverse talent and key in on students that are exhibiting leadership and problem solving roles. Kraft as a company uses them to identify long term candidates, full time employees, and interns. Some affinity groups that Krafts associates with are MANARS (Minorities in Agriculture Natural Resources and Related Sciences), NSBE (National Society of Black Engineers), and is looking into others such as the Society of Women Engineers. Finally, Jeffrey discusses how affinity groups are a great networking tool because you can meet both professionals in a certain field of study and also other students who can share important bits of advice. The show ends with Jeffrey explaining how affinity groups have affected her in the past such as how the skills she displayed as the graduate V.P. of MANARS helped her land a job with Kraft.

Jeffrey L. Greene is a Sensory Scientist at Kraft Foods R&D in Glenview, IL. She guides product development by providing a clear understanding of the impact of certain ingredients, technologies, and packaging. Jeffrey supports the Cultured, Cream cheese, and Canadian
Peanut butter Business Units. Jeffrey obtained her B.S. in Biology from Xavier University of Louisiana. She has her M.S. in Food & Nutritional Sciences from Tuskegee University and her Ph.D. in Food Science from North Carolina State University (concentration in Sensory Analysis and Flavor Chemistry).

 

Like this podcast, why not share it?

In this podcast, Susan wants listeners to understand that technology should enhance networking, not replace face to face meetings. She shares the value of small talk, and how to use it to become a “talk target”.

To download this podcast, click here

Susan discusses how in a technology driven world, face to face communication has taken a backseat to cell phones, email, and text messaging. Technology makes our lives easier because of its instantaneous nature – you don’t have to worry about interrupting people and it makes international communications inexpensive, easy, and fast. However, technology works best as a follow up tool, after you have met someone in person. Meeting people face to face allows for small talk, where real relationships and friendships are made. Susan stresses the importance of small talk in her book How to Work a Room. Small talk allows people to find things they have in common with one another and start building a rapport. She also defines a “talk target”, someone who makes us feel like we are good conversationalists. They are always in the midst of a group and seem to bring the best out of everyone by making people feel relaxed and at ease. Susan suggests that it isn’t what you say, but how you make people feel when you say it. Her five tips to become a talk target is to (1) be a conversation chameleon by adjusting your conversation to people by age, interests, jobs, or career; (2) be a name dropper whether it be a person, a school, a subject, or a restaurant to help connect with people and further the conversation; (3) spiral other people’s lives by using friends’ stories to relate with people; (4) give people a second chance, (5) be nice to everyone; and as a bonus, always follow up after meeting people.

Susan RoAne leads a double life as a bestselling author and a sought-after keynote speaker. Known as “The Mingling Maven,” she gives her multi-generational audiences the required tools, techniques and strategies they need to connect and communicate in todays global business world. Her practical, informative, and interactive presentations are known for what The San Francisco Chronicle calls her dynamite sense of humor.

Because of her groundbreaking best-seller, How to Work a Room, Susan is considered the undisputed and original networking and conversation expert. It has sold over a million books worldwide and has launched an industry that she continues to create and shape in the 21st Century. She also wrote The Secrets of Savvy Networking , What Do I Say Next?, and her new book is Face To Face: How To Reclaim The Personal Touch in A Digital World.

www.susanroane.com

In this podcast, Kelli Grant offers advice on getting a great internship and leveraging it to get a full time position. Though she approaches this topic from a journalistic perspective, these common sense tips apply across all majors.

To download this podcast, click here
 
Kelli discusses some very important aspects of being a good intern, regardless of major or career path. First, it is imperative to do what you are asked to do, and to do it with a smile. Students have high expectations of their internships but in reality, internships generally start with basic tasks such as conducting research or making photocopies. Interns need to build trust before they are able to do the more important tasks. Her second advice is to be proactive as an intern. For example, if you have free time, ask your supervisor if you can help with another task. You get noticed by asking for opportunities and taking the initiative to do more. Thirdly, it is important to be prompt. Treat the internship as a full time job; get there on time and stay as late as is needed. Finally, use your internships to network for future positions. During the internship, be nice to everyone because you never know who is going to be helpful in your job hunt down the line. Kelli also offers some internship interviewing tips: (1) Treat the interview as if going in for a full-time job, because many employers parley internships into full-time positions, and (2) emphasize what you bring to the company that no one else can, and why you are the better candidate. Her parting shot is that it is very important to have a quality internship. This professional experience is very important to get before graduating, and nothing shows an employer that you are ready to do the work than an internship where you got real world experience.

Kelli B. Grant has covered consumer finance since joining SmartMoney.com in June 2005. Her Deal of the Day column and accompanying 3 Tips video segments tell consumers how to save money and spend it wisely. Before joining SmartMoney.com, Kelli worked at MarketWatch.com as a reporter. She holds a bachelor’s degree in journalism and anthropology from Ithaca College.
 

Like this podcast, why not share it?

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.

To download this podcast, click here
 
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
 

Like this podcast, why not share it?

In this podcast, Patricia Fripp gives advice on how to formulate effective presentations for interviews or the boardroom.

To download this podcast, click here
 
Patricia Fripp, a sales presentation expert, urges that presentation skills are important because at the beginning of your career, how you present shows how good you are for a job. It doesn’t matter how good you look on paper, you need to be able to present your ideas well. She explains that there are three ingredients for every type of presentation: (1) Decide on the structure of your presentation. What is it you want to say and why does the audience care? Provide specific proof. (2) Script the opening for brevity and specificity. (3) The last words must linger; never use a closed question. She also suggests putting ideas and remarks together into a conversational style with shorter sentences and a spoken rhythm. The more you practice, the more it sounds like you haven’t practiced. When speaking or presenting to a senior manager, start with your conclusion right up front and get to the point. She refers to it as “report on the deals, not the details”. To rise above the competition, interview the company thoroughly to be well prepared for the interview. Show how you can add value to the company. Finally, she has a content rich website that includes free information such as a special report on the 12 Mistakes Sales People Make in the Presentation.

Patricia Fripp is an award-winning speaker, sales presentation trainer, and executive speech coach. Fripp delights audiences, electrifies executives who speak, and transforms sales teams. Meetings and Conventions magazine calls Patricia “one of the country’s 10 most electrifying speakers.” Kiplinger’s Personal Finance says, “Patricia Fripp’s speaking school is the sixth best way you can invest in your career.” She is also the author of Make It! So You Don’t Have to Fake It and Get What You Want.

www.fripp.com

 

Like this podcast, why not share it?

In this podcast, Joni Lusty walks us through the critical interview process to help listeners get the jobs they desire.

To download this podcast, click here
 
Joni begins by explaining that to best position yourself for the perfect job, you must first determine what that perfect job is for you. Picking the job requires looking at the entire offer, including continual education offerings, 401k, benefits, salary, location and long term potential. It is critical to think in the long term: what position do you want to hold in 5-10 years, and what type of experience do you need to achieve that. For the actual interview, she stresses that you need to heavily research the company, attend socials, talk to employees in the company, and gather specific stories and details to show the company that you are truly invested in the job. C Companies seek people who have long term goals and ambition, but they want candidates that are going to be committed to the profession for the long haul. Other than research and preparation, a spotless resume helps land a job; get opinions from many different people with different point of views to ensure than the resume will stand out. In addition, find out the type of interview you will have. Have a few stories prepared for behavioral questions; try to sound natural and sincere rather than rehearsed. Finally, at the end of the interview, make sure you ask questions to show that you are very serious about this as your career and your future. Avoid talking about salary and benefits, but ask questions around what they see the firm doing in the future, why the interviewer came to the company, and why they are still there. Joni’s last piece of advice is to have a great attitude, let your personality show through, be sincere, and have fun with the process.

Joni Lusty is a Campus Recruiter at Ernst & Young and has been with the firm for 10 years. Joni is responsible for EYs recruiting efforts for the PacificNorthwest Advisory practice. Before becoming a campus recruiter, Joni worked as Audit Manager with EY in the Salt Lake City office. She graduated with her Masters in Accounting at Brigham Young University.
Joni is very involved in a number of EYs internal initiatives include the local Professional Womens Network and Social Responsibility. Joni also serves on the board of directors for Worldwide Association of Performing Artists, a not for profit arts organization.

www.ey.com/us/careers

www.ey.com/eyinsight/index.html

EY can also be found on Facebook

 

Like this podcast, why not share it?

Lynn Gray discusses how the current economy is impacting job opportunities for Gen Y, and shares specific strategies that can help Gen Y succeed.

To download this podcast, click here
 
With several years of experience at Lehman Brothers and an extensive recruiting background, Lynn Gray offers advice for the Generation Y workforce. She explains how the current economy is impacting job opportunities. Recruiting is down 22% for entry level jobs and boomers are not retiring, thus limiting opportunities for Gen Y. However, she is optimistic because she believes Gen Y is resilient, practical, knowledgeable, and can be more creative in their job searching. She provides an example of how Lehman Brothers had to transfer 20 new hires from the real estate section that they were hired for, to a more general section. 19 of the 20 agreed to their offer and are using the transfer to build different skill sets until the real estate sector revives. Also, she discusses how Gen Y is the most diverse workforce generation the US has seen yet. They can communicate around the world easily and have traveled a great deal, and are therefore more open to international opportunities. Towards the end, she explains that this tight economy is a great opportunity for junior employees to step up and relieve some of that stress taken on by senior management. Her advice for Gen Y is to try different things, take on different tasks, expand their knowledge base and be ready to take the next step when the economy booms again.

Lynn Zuckerman Gray is the Founder and Chief Executive Officer of Campus Scout, LLC, which provides strategic campus-recruiting services for corporations. For more than eleven years, Lynn was with Lehman Brothers in New York, serving from 2002-2008 as Global Chief Administrative Officer of Lehman Brothers’ Global Real Estate Group. She also was an active member of Lehman Brothers’ Women’s Network serving on its Steering Committee and as the Network’s Cornell Recruiting Team Captain. Lynn is a graduate of Tufts University and the Cornell Law School and is a member of the Advisory Board of the Graduate Program in Real Estate of Cornell University where she chairs the Career Advisory Subcommittee and the MBA Program in Real Estate at the University of Wisconsin.

lynnzgray@gmail.com

lynnzgray@gocampusscout.com

www.gocampusscout.com

 

Like this podcast, why not share it?

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.

To download this podcast, click here
 
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.
 

Like this podcast, why not share it?

Angela Ciborowski walks us through the case-based interview used in consulting and technical jobs, and gives our listeners a sneak peek on what the company is looking for when they ask you “how many jellybeans does it take to fill a 747.”

To download this podcast, click here

Many consulting companies use case-based interviews, which use certain techniques to assess a person’s problem-solving ability and business logic. The interviews vary depending on the skill they are trying to assess. The five types of cases are brain teaser (which assesses creativity and how quickly a person can think on his feet), strategy (which determines a candidate’s business economics and how she handles complex business issues), operation (which assesses the understanding of business operations and basic industry knowledge), finance (which determines the understanding of finance and accounting), and complex (which is a mixture of two or more types of cases). The interviewer is not necessarily looking for the correct answer, but how the candidate approaches the problem. They are evaluating how well the candidates listen to the question, their quantitative and analytical skills, their creativity, and their ability to think quickly under pressure. The three key attributes of being a successful business advisor are organizational skills, problem-solving abilities, and communication skills. Case interviews are effective because the company can assess people on many levels and see how they deal with real client scenarios, and also determine the candidate’s strengths and areas for improvement. The four steps to having a successful case interview are: (1) understand the question being asked, (2) structure and analyze response: use a framework and determine options, (3) evaluate the different options available, and (4) arrive at a conclusion and clearly articulate it.

Angela explains that the compensation package that employees receive is more than just salary. The whole package is more than just a single number.

To download this podcast, click here
 
Angela begins by urging students to recognize the elements of compensation packages beyond just salary. Other equally important elements in the job offer are benefits, program policies, and office culture. Benefits such as medical insurance, bonuses, and leave policy are crucial in both a fiscal and personal sense. Ask questions such as, “How much medical does the employee pay versus how much medical does the company pay,” “What is the timing of the bonus, “What is the recovery agreement,” and “what types of leave are offered?” Another key factor is if the company has professional development, which includes training for employees, mentoring programs to help develop employees in their careers, and regular feedback for employees on expectations and progress. Finally, office culture is a major part of what a prospective employee should understand. For example, a prospective employee should find out about the dress code and the social environment of the workplace. It is also important to look at gender equality and inclusion: What percent of top executives are women and/or ethnically diverse individuals? Lastly, be sure to understand the firm’s attitude toward mobility if you are interested in working abroad or being able to transfer. Overall, make sure to look at more than simply the base salary: read the fine print and understand the office culture to ensure a job offer is a good fit.