What makes an internship valuable?
This question can be posed from both sides of the internship relationship - the employee and the employer.
The answer is the same for both - an internship is valuable when it's result is a win-win for both parties. As a student/employee
you will want to produce work that contributes to the company while learning new skills and/or building upon existing ones.
As the employer, you want to have results from the employee that help your projects and overall goals while also developing
a potential pipeline.
Here are some ways for employers to build internship programs that will result in the ultimate
- Offer paid and unpaid internships. Paid internships are important
for students to have during the summer and typically will be several hours a week since they aren't in school. Unpaid internships
can be effective during the school year and should have part-time hours because the students will also be juggling school
and extracurricular activities.
- Plan the intern's work and offer varied tasks. Having a student
show up without a plan for their day will result in frustration on both sides. Create a work plan with goals, timelines, and
check in meetings so everyone can stay on track and consistently communicate changes.
- Assign a mentor for
each intern. Even if you have multiple interns in one department, each person should have an employee that will be
their point of contact to ask questions, offer ideas, and get feedback from. There should be weekly communication with the
intern to assess progress on work and address any concerns.
- Determine strengths and potential long-term fit.
As the intern learns about the company culture and begins to produce work, employers should be identifying what their
pipeline needs are and how the intern could fill future positions.
Four skills entry-level hires need to have
A recent Wall Street Journal article addressed how the landscape has changed for both employers and entry-level new
hires. The expectations for skills will obviously vary based on industry, but there are some key categories of skills
that people moving into entry-level positions should be able to exhibit in order to secure a job.
Communication - Even if your comfort zone is minimal contact outside your workspace, employers are expecting
you to be able to interact. This can include communication with clients, internal contacts, and vendors.
- This should probably more accurately be phrased ‘active listening/problem solving'. Being able to hear what
issues are occurring internally or externally and then determine an action plan to move forward is an important skill in the
- Numeracy - You don't have to be an accountancy major or have a background in math to
show your abilities in this area. Knowledge of software programs using numerical information such as Excel will allow you
to analyze information effectively.
- Adaptability - Do you consider yourself a lifelong learner?
Are you willing to take on a project even if you need to learn a new process or method to achieve the goal? Employers want
to know that their team is going to learn new skills as their job changes and they move into greater areas of responsibility.
May graduates need to be strategic in interviews
It's that time of year - college graduates are finalizing their studying and determining what they will be doing
as a career starting this summer. New college graduates should understand that there are certain ways to increase your
competitive chances in the interview process. A recent SHRM article shared some tips straight from the hiring experts
that can help you beat the other candidates.
- Personal presence is important
and it includes assessing and modifying your social media. Be sure that the various ways an employer can ‘see' you all
show your enthusiasm, confidence, and professionalism to be successful in the workplace.
- Be a storyteller.
Interviewers want to thoroughly understand how you have used your skills in the past to produce results in school,
work, and extracurricular activities. Answer questions with specific examples that will make them feel like they were right
there with you and be sure to include the impact you had in each situation.
- Ask thoughtful questions.
At the end of every interview you are given an opportunity to ask questions so plan in advance and to research to make the
most of this chance. Think about questions that give you more information about the job responsibilities, opportunities to
use your skills, and ways you can contribute to the overall team success.
Highest growth jobs cross several industries
If you are considering a career transition, additional education or certifications, or a new path for your professional
life you should understand what the projected highest growth jobs are. According to the latest issue of HR Magazine
from SHRM, the jobs that are expected to have the greatest growth by 2026 have a wide range of education and/or certification
requirements. Here they are in order based on the greatest number of new jobs:
Home health and professional care aides
- Waiters, food service workers and cooks
- Registered nurses
- Janitors and cleaners
So before you determine next steps for your career,
check out these positions and whether they could be a fit for your future.
Management skills you need for future success
Whether you are currently a manager or aspire to be one, the World Economic Forum has done the research across a
wide range of industries to help you plan now for tomorrow's skills. Creating a plan now to identify your current abilities
in these areas will assist you in finding ways to build skills that are gaps you need to focus on filling.
- Emotional intelligence
- Strategic thinking
- Executive presentation
- Analytical skills
- Understanding the impact of AI
- Leadership ability
Do you have the skills needed in the future workplace?
Late last year the Future Workplace research group - heads of human resources and corporate learning departments
in Fortune 1000 companies identified the top skills workers will need to be successful for the future growth of their careers.
Not unlike the NACE Job Outlook Survey that is conducted each year - polling employers who recruit for entry-level careers
at the nation's colleges and universities - this list is top heavy with soft skills that will be important for employees to
have and develop. Here are the top ten:
1. Complex problem-solving
2. Critical thinking
4. People management
5. Coordination -
6. Emotional intelligence
Service orientation (commitment to community/volunteering)
10. Cognitive flexibility
Further down the list are higher level skills - typically
those necessary for successful paths in managing projects and/or people, and skills related directly to technology.
The best gifts for your manager during the holidays
Not sure what to get your manager this holiday season? Forget the shopping trip and give them a gift in the
workplace. These gifts will not only help the management, but they will also support your team.
Don't worry, be happy. Bring your positive attitude to work everyday this holiday season. This time of year
can be stressful and/or emotional for you and your co-workers, not to mention your boss. Showing up each day with a happy
face makes a great gift and improves the workplace environment.
- Lend a hand. The holiday season
is a time when people look to help others through volunteering or giving. Take this approach at your job. Ask your teammates
how you can assist them on projects or planning for the new year. You can also ask your boss what you can do for him.
Increase the communication. This could be internal or external communication. Find opportunities for the
new year to increase/improve your communication methods. Share these ideas with management to make the whole team more effective
Three things to do at work before the year ends
Before the chaos of the year-end holidays start, take time to clean up some things around your workplace. Not
only will these steps help you end the year on a positive note, but it will also put you in a great position to start off
the new year.
Leave no loose ends...Whether you have a firm deadline on a project or not,
see what you can get completely done so you can start new projects in January. Make sure you communicate with any co-workers
about collaborative items that you are trying to complete so their segments don't hold up your progress.
with the hold, in with the new... This is the perfect opportunity to grab a filing box and purge your 2018 work files
that you won't need for 2019. It's also a great time to start naming new files so you are ready to go for the new year.
And anything that is going to move forward from this year to the next, decide whether you want to re-name the current year
file or create a new one. Think about doing this exercise on your electronic files too.
Q1 goals... Once you have determined your objectives for the first quarter, review them with co-workers who will
be involved and also with your manager. Establish any timelines and identify what resources you will need to get as
soon as the year starts. Getting prepared now will not only help you hit the ground running week one, but it will also
show your boss that you are going to start the year on a positive note.
Communicating effectively during job search
Communication during the job search process is very important to successfully securing a position. As soon
as a hiring manager contacts you for an interview, your communication style and approach will be evaluated also. There
are two key components to consider when contacting anyone in the company you want to work for; method of communication and
content. Here are some tips for different situations:
- Scheduling the interview
- If you missed the call to schedule an interview, the best way to respond is to call the person back asap. If you
need to leave a message, be sure to request a call or email back to confirm the time/date for the interview. Give the hiring
manager a couple of options for the interview unless they only provided you one in their message.
appointments - The day before any interview - phone, video, or in person - it's crucial to call the person who scheduled
with you and confirm the time and method. This is especially important if you and the interviewer are in different time zones.
Don't do this via email - you want to speak with someone personally so there is no miscommunication.
up - After every interaction during the process, you need to follow up via email to the person. This includes any
administrative personnel who have assisted you in scheduling. Keep these communications brief and showing appreciation for
their time. In follow up to an interview, be sure to remind the hiring person what you discussed and the experience you have
that makes you the best candidate for the job.
Back to school for students means back to the job hunt
As students go back to school, some working parents may be moving back into the job hunt. Summertime is a slower
hiring time for most companies. As we move into the Fall, employers will be planning for first quarter 2019 and in certain
industries be hiring for the upcoming winter months.
- Consider industries that have historically more seasonal
hiring activities to get experience in skills that you need to progress. If customer service or sales is an area you want
to pursue but don't have significant previous work in that area, check for seasonal hospitality, restaurant, or special event
- Look for career fairs that specialize in hiring for your
industry. These could be posted through professional organizations and industry websites.
- Find new sources for information
on hiring trends and career planning through the public library or professional affiliations through LinkedIn.
Make the most of your summer
If you have finished your summer travel you should be taking advantage of this season to boost your resume content.
Whether you are planning a transition to a new field or a move in your existing company, the downtime of summer offers the
opportunity to build skills, learn new ones, or expand your repertoire of abilities for the next job.
Let your hobby teach you something. If you take time during the summer to head to the lake, garden, or another
hobby, identify what skills you can get from the activity. Can you build your planning, organization or communication abilities
while having fun?
- Technology is your friend. Between summer workshops and classes at the One Stop
Centers, there are multiple places to update your technological skills. Look ahead to the next job you want to have and figure
out what technical gaps you have to fill to get it.
- Helping someone can help you too. Taking time
to volunteer at a local organization will not only show your next boss that you care about others, but also allow you to increase
your own skills. Volunteer activities can also open up opportunities to learn new skills that could launch you into your next
Social media is a valuable tool in career transition
Anyone in the job search process should consider if they are maximizing the use of social media in the process.
Sites that are tailored to your industry, networking sites, and informational sites can all be valuable in providing helpful
tips and guidance on potential positions in companies. Facebook®® is a good source for some basic
information on the current ‘hot topics' a company is focused on and viewing the company's page before an interview can
assist in giving you insight into what is important for their organization currently. If you aren't maximizing LinkedIn®®
as a resource, here are some things to put on your to do list:
- Update your profile information
to be current with volunteer work or paid work experience you are doing.
- Request recommendations from previous supervisors
and colleagues that can attest to the skills you need to make the transition - communication, organization, technical skills
- whatever is most relevant to the industry or company you are pursuing.
- Check out the new ‘jobs' function
on the system - look on the right hand side to find positions that the search engine has found to match your past experience.
- Follow and join groups that are aligned with your transition, either by company name or by industry.
preparation for an interview, search for the company, department, and interviewer to formulate meaningful questions to ask
at the end of the phone or face-to-face interview.
Leveraging your mid-year review effectively
Some companies may make a mid-year review a formal process, while in others the employee needs to request this type
of discussion. Summer is a great time to carve out time with your manager to determine your current year's progress
and establish a go forward plan for the balance of the year. Employees who prepare for these meetings will have positive
outcomes and also feel empowered to work on professional development.
Understand what your objectives
are... The first step in having meaningful performance discussions with you manager is to clearly outline
your objectives. These may be corporate goals, department goals, project specific goals, or independent goals.
It's important that you not only know what you will be measured on, but how each criteria is weighted in evaluating your performance
Document, document, document... As the employee, you are responsible
for consistently documenting your activities throughout the year. This includes not only your successes, but also the
obstacles that you have encountered and how you dealt with them and overcame them. Don't rely on your manager to have
kept track of everything you have done - their responsibilities are broader than noting your actions.
open to critique and adaptation... When you are mentally preparing for these discussions, anticipate what
feedback you may receive from your manager. Be ready to take constructive input and make changes in your actions and
behaviors. Avoid appearing defensive by taking notes on the feedback and acknowledging that you are willing to continuously
learn. Bring your own recommendations on the areas that you want to develop in as well - cross-departmental training,
external soft skills training, mentoring new employees, etc. Planning ahead to share how you want to continue to professionally
develop will show your manager that you are committed to the performance discussion process.
For more information
about how to manage various areas of your career development, check out this book: https://www.amazon.com/deserve-raise-think-convince-boss-ebook/dp/B079RWXMZ6/ref=sr_1_8?ie=UTF8&qid=1530730085&sr=8-8&keywords=stacie+garlieb
What do the job description words mean?
Hiring managers are trying to attract a wide range of candidates for positions and the keywords in the job description
can give you an indication of whether you are going to be a fit for the position. A recent issue of HR Magazine describes
some phrases that are being used in recruiting to let prospective employees know what they are looking for. These are
some of the ones that you could find in the ‘requirements' and/or ‘qualifications' sections.
Skill level or training required.... Technical skills like programming, software knowledge, and computer
expertise could be expressed in various ways by an employer's recruiting language. "Digital native", "ninja",
and "guru" are a few of the newer phrases. So be sure that you aren't just looking for ‘expert' or ‘proficient'
to define the level of skill you need to have for the position.
- Personality traits preferred... Words
like ‘team-player', ‘outgoing' used to help signal that the job will require a high level of verbal communication.
Now "high-energy" and "enthusiastic" try to recruit candidates that can maintain a consistently positive
approach to their work culture.
- Specifics to fit the level of the job... One of the ways you can
quickly determine your ability to be a fit for the position is to look for content in the description that refers to categories
of specific requirements. These can include education level "minimum 3.0 GPA", language skills "bilingual in
Spanish", or licensure/certifications. Check out these phrases first to minimize the time you spend reading postings
that are clearly not a match for you.
Managing age gaps in the workplace
As baby boomers are staying on the job longer or transitioning to second careers, the Millenials are stepping into
their first management roles. This gap in age can potentially create challenges around communication, project management,
and company culture. Here are some considerations for workers on either side of this workplace situation:
Keep communication lines open and establish guidelines. Millenials grew up in the fastest growing technology
age and baby boomers were the first to use computers. The two generations have a love and hate relationship with using tech
for communication purposes. Every team needs to determine what communication methods will be most effective and when they
should be used. Texting or emailing may work for some teams or certain projects and other times face-to-face or
verbal phone communication will be necessary. Figuring out what works early in the work relationship is very important
so everyone is clear on how to make sure the teams is successful.
ways to work together and leverage strengths. Baby boomers have greater experience in their careers and working with
younger workers is an opportunity to share skills and ideas. Mentoring - formally or informally - is a perfect way to create
learning between the generations and to also help the team grow together. Millenials can gain skills and also contribute with
expertise in technology, new business concepts, and out-of-the box perspectives on projects.
- Respect tradition
but be open to change. This is important for every generation to acknowledge. Companies have certain policies and
procedures that have developed over time and should be respected. There are opportunities for both age groups to consider
options for change on less restrictive things like how projects are managed, resources employees can use for training, and
team involvement in community activities. Creating an open environment to discuss possibilities for change is crucial to success
in these new team dynamics.
What is blind hiring and how can it affect you?
The April issue of HR Magazine has an article about an old hiring practice that is starting to grow in certain industries.
The concept is called blind hiring and the objective is for employers to reduce, or ultimately eliminate, any bias for possible
discrimination in the hiring process at the earliest level of the recruitment for candidates. Depending on the method
the company uses, you may need to modify how you are writing your resume and cover letter to fit their guidelines, so here
are some different ways this practice could affect you.
- Don't include any identifying
information on your resume. Some companies are asking applicants to remove name, address, phone, dates, and any other
personal identifying information from their documentation. This way the hiring team only sees your experience and accomplishments
without any possible indication of your personal demographics.
- Complete an online assessment through a third
party to evaluate your abilities. This has been a common practice for companies that aren't doing blind hiring -
personality assessments, technical, and writing skills assessments are parts of several companies initial screening process
along with a resume review. For blind hiring practices, only the scores are provided to the hiring personnel and then candidates
are chosen to be interviewed based solely on the tests.
- Remove any sections with non-experience related information.
The debate on whether to include ‘hobbies and interests' sections on resumes continues with employers, but
in blind hiring these sections need to be removed prior to submission to the company. Including that you are a passionate
Little League coach could indicate that you have children. Noting that you volunteer for your church would signal your religious
preference. Ultimately this information isn't supposed to give you any advantage in the hiring process, so removing these
sections on all of your resumes is probably the best strategy.
What should you do when your interview seems like an American Idol audition?
You're pretty excited because you sailed through the online resume screen and right into the phone interview. After
nailing that, you were invited to meet with the manager for the job and he thinks you are someone who can be successful on
the team. So - now it's time to head into the final panel interview round with upper management and/or human resources.
You are confident about your ability to do the job, but sometimes a panel interview can spin out of your control. American
Idol is the ultimate panel interview - so think about how you are going to manage the situation if it heads down one of these
The interviewers are giving you ‘negative' body language. So visualize a contestant
starting to sing and it's WAY off key. The panel - even Luke Bryan - starts to make faces like they ate a raw lemon.
Even the most qualified candidates can find themselves wandering off into a bad answer. The best approach here is to
stop talking and ask them if you can give a different example. Say something like "I apologize, that isn't the
best example I can give you for that situation. A different time when I handled a difficult issue was..."
They have to listen to your new answer (song) and hopefully will forget your first performance.
One of the
panelists is becoming distracted. On the show, it could be Katy Perry finding her newest crush or Lionel Richie
and Luke getting up and dancing. In a job interview this could be as simple as one of the people checking their phone
while you are answering a question. The key here is to stay on track with your answer and pay attention to the other
panelists with your eye contact. If the person becomes re-engaged while you are speaking, pretend nothing happened and
show them that you are in control of answering the question effectively.
You are getting ‘buying signals'
from the panel. This can be a great - and terrible - thing to happen in an interview (audition). It's
wonderful that everyone is fully engaged and leaning forward and listening intently to you while nodding and whispering to
each other about how qualified you are. Avoid the temptation to start smiling too much and getting so internally excited
that you forget your answer (the lyrics) and fall off the rails at the end. Stay focused on what the question is and
provide the clearest example of how you used your skills to successfully produce results in that type of situation in the
How did the interview go?
This is a question you may ask yourself after a job interview and/or it may be a question you get from a significant other
or friend. So - how do you know how the interview went? There are some obvious and not so obvious ways to evaluate
how you did - here's a few:
- The interviewer's body language - when
you were answering, did the hiring person take notes on your responses? Did they nod as if they were acknowledging what you
were saying? Were they sitting forward in their chair showing their engagement with your conversation? These are all good
signs that you were making a positive connection with them.
- The interviewer's questions -
did the person ask follow up questions to clarify or get more details about your answers? How did the questions progress during
the interview - did they start more general and then become more specific in relation to your ability to do the position?
If the questions end up targeting your experience and how it will fit the opportunity, it's possible that the manager is identifying
you as a credible candidate.
- Your questions for the hiring manager - the best way to evaluate
how well you do in an interview is to ask key questions at the end that make the interviewer consider their judgement of your
abilities to do the job. Questions like ‘Based on our conversation today, is there any reason that you would not recommend
me to move forward in the process?" or "Is there any additional information I can provide you at this point regarding
my qualifications for this position?" will make the hiring person think about what you have or haven't told them.
It will also allow them to tell you where you may or may not have answered with enough impact to convince them that
you are a valuable candidate who they should continue to pursue. Even if the interviewer responds that you didn't give
enough information on a certain aspect of your background, you then have a chance to provide a different example. If
you don't ask a final question like this, you won't have any way to determine ultimately how you did in answering the questions.
Ten criteria to determine if you need a resume update
Updating your resume can be a daunting project which people try and avoid until they absolutely need to. But, waiting
until your next great career opportunity comes along to make changes will just cause you more stress. Find your last
updated resume version and run through this list to see if you need to schedule updating time this weekend:
Education is at the top of your resume - if you complete the education/training more than one year ago, move it to the bottom.
Certifications and/or licenses are out of date - if you are currently re-certifying, update the date even if it's in the future.
If not re-certifying, take it off. If it's a certification for something that never goes out of date, take the date off.
Professional affiliations are on there that you aren't a member of anymore.
- You changed positions within your company
- even if your title changed, but your main responsibilities didn't, you need to update it.
- Main job responsibilities
have changed - you manage some/more people, you manage new projects, you train people, you work cross-functionally...
You won an award(s) in your job or in professional or volunteering organizations
- There is new volunteering experience
to add or new experiences in your existing volunteering experience
- You learned new technical and/or computer skills
relevant to your job and your industry
- You have increased or learned new language skills to use in the workplace
You haven't updated your overall resume in the past year - at a minimum, review your resume every 6 months and make changes
Preparing for a 'bad interviewer' experience
It may be a phone or in person interview. It can be a bad interviewer for several reasons or opinions. So
how can you best prepare for someone who just doesn't know how interview well and/or how to ask meaningful questions?
Here are some quick tips not to be caught off guard:
- The interviewer who
reads your resume to you... This is the person who literally takes one of your bullet points and says "Tell
me about how you Managed a team of 4 project engineers to reduce costs by $20K monthly by analyzing new vendor contracts and
shifting production methods". The good news is that you should have already built strong stories around each of your
bullet points to nail this answer. The bad news is that this interview is going to be a little frustrating but hang in there
and focus on specifics and results to impress this person.
- The interviewer who only asks ‘standard'
questions... This interviewer asks "What are your strengths?" "What are your weaknesses?"
"Why should I hire you?" Anticipate these in various phrasings and get specific examples to help the person understand
the skills and experience you have that align with the job requirements.