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The latest news, trends and information to help you with your recruiting efforts.

Posted March 08, 2018 by

Career guidance: Four keys to getting your career off to a great start

 

Congratulations, you landed a job out of college! You’ve launched your career, but to make sure you keep going in the direction you want, keep your eyes on the ball. You (not your employer) are the owner of your career. I learned a few lessons early in my career that I share that career guidance here. Things worked out alright for me, but looking back I believe the following four points can increase your chances of starting off in the right direction and excelling in your chosen career. (more…)

Posted February 19, 2018 by

How to get out of customer service and transfer your skills to a new career

 

You have worked in customer service, maybe for longer than you planned. Working in customer service can be exhausting, and you really want to launch a new career. Before you get disillusioned (or especially if you already are), take heart. You likely have many skills that will help you get out of customer service. Here we list six skills you’ve probably built that you can transfer to a new career, and we also give you a list of jobs to consider that might be your ticket out.  (more…)

Posted February 08, 2018 by

Strategies to address the tech skills gap and plan your future workforce

 

We wanted to know how employers are addressing the tech skills gap and learning to prepare their future workforce pipeline. We met with Parvathi Sivaraman and Maan Hamdan from Education Unbound, which was formed to build up STEAM in education. By supporting education, they also help reduce the expected tech skills gap and mitigate some of the negative impact automation will have on many traditional jobs. (more…)

docstockmedia/Shutterstock.com

Posted May 02, 2017 by

Onboarding new employees starts before first day on job

 

A new employee who is not onboarded the right way is going to have difficulty finding a sense of belonging inside an organization, says Scott Redfearn, executive vice president of global HR at Protiviti, a global business consulting and internal audit firm.

“Employees who don’t have a meaningful career experience aren’t going to last, and they will not perform to their full potential,” says Redfearn. (more…)

Two women having a job interview. Photo courtesy of Shutterstock.

Posted December 20, 2016 by

6 rules for women who want to become corporate leaders

Many recent college grads head into the job search just hoping to land that first job to start their career. Others graduate from college with a clear goal in mind: To become a corporate leader, company president, CEO, or major industry influencer.

If the latter fits your career aspirations, and you are a female seeking to climb the corporate ladder to career success, then follow the lead from Melissa Greenwell, author of Money On The Table: How to Increase Profits Through Gender-Balanced Leadership (Greenleaf Book Group, January 2017).  Greenwell is Executive Vice President and Chief Operating Officer of national retailer The Finish Line, Inc., and a certified executive coach who helps women and men understand how they can leverage natural strengths to identify and make behavioral changes that help them succeed as senior leaders.

Greenwell’s book, Money on the Table, includes several stories from women who didn’t follow a corporate path and leveraged their passion and leadership skills to build their own businesses.

“When you are someone that others follow or look to for help, you will stand out from the crowd,” says Greenwell. “You won’t need to push your way through.”

To get started on the path to career success, and to become an influential female leader, follow these tips and advice from Greenwell:

1. Be the best team player one can be: The first thing a recent grad should do, beyond mastering their subject matter, is to learn how to be the best team player they can be. Help others, volunteer for assignments, and make the extra effort to move projects or initiatives forward that will enable the organization to be successful. “When leaders see you working for the good of the organization, they will notice,” says Greenwell. “This is the behavior they want to see in their future leaders.” Pay close attention to the best leaders in the organization. Ask one to mentor you. Make it known that you want to earn a position in leadership. (more…)

Posted October 27, 2016 by

Health care hiring experts reveal keys to success: What you need in an analytics and data career

Female hospital administrator working at a modern medical center

Photo courtesy of Shutterstock.

Analytics, big data, data mining, and data science. Those are not just buzz words, but job titles for some of the hottest jobs of the future. And actually, the present. Especially in health care careers, where professionals throughout the world are using a variety of analytics and data to help cure diseases and solve business problems.

How so?

The Walter Reed Army Medical Center in Washington, D.C. used data mining to model patient populations and define chronic disease groups, which ended up improving their ability to help diabetic patients manage and reduce complications of their disease. Health care providers are using predictive analytics to find factors associated with high-cost patients. They can detect insurance fraud and even forecast medical outcomes. Analytics and data continually make more impact in health care. And so do the job opportunities. But for recent college grads, understanding the job titles and career paths of analytics and big data careers can be confusing.

“The good news is that opportunity is abundant,” says Kevin Purcell, Ph.D., a Professor in the analytics program at Harrisburg University of Science and Technology in Harrisburg, PA. “As with any new field, sometimes deciphering job titles is the first hurdle.”

Purcell breaks down these potential job titles and what the job entails:

  • Data analysts: Responsible for gleaning information from data using various software packages and their knowledge of SQL on databases. This is often combined with intermediate level statistics.
  • Data scientists: Responsible for gleaning information from data, but at a larger scale and also often tasked with more open questions. The skill also demands more advanced statistical knowledge such as machine learning as well as programming skills to better manipulate data to his or her own will.
  • Data engineers: Typically software engineers that focus on building robust data pipelines that clean, transform and aggregate messy and unorganized data into usable data sources.
  • Big data architects: Develop plans for integrating, structuring, and maintaining a company’s data sources often employing big data technology such as Hadoop

Chris Lee is the Manager of Performance Measurement at Children’s Hospital of Orange County (CHOC) in Orange, California. He sees two key skills that are crucial to success working in analytics and data in the health care industry. Those skills are analytical and technical skills – combined with interpersonal skills. Sure, it’s important to have advanced Excel skills, knowledge of databases, strong data mining and presentation skills. However, the most technical people need interpersonal skills to work with others, including non-technical co-workers.

“The main thing I’ve learned in the field that students can’t learn in the classroom is the interpersonal aspect of working with people who request data,” says Lee. “The people you will work with in the real world have all sorts of personalities and traits. Great interpersonal skills will help one foster relationships and make the data analysis portion of the job much easier when you can clearly define and understand the data elements that the requester is asking for. Most successful analysts have that right balance that enables him or her to interact with the data requester to generate/create the correct data analysis.”

Purcell agrees: “It is imperative for both data analysts and data scientists to be competent communicators,” he says. “Data storytelling is an indispensable skill needed to communicate technical findings to non-technical audiences with a focus how the findings can impact the business or organization.”

Purcell says employers look for other core skills such as intellectual curiosity, analytical thinking, and knowledge of software tools such as R, Python, a high-level programming language (Java or C++), and GUI-based visualization.

Kevin Huggins, Ph.D., also a Professor in the analytics program at Harrisburg University of Science and Technology, says getting hands-on, real-life experience is crucial to launching one’s entry-level analytics and data career.

“Nothing can replace practical experience,” says Huggins. “Internships are excellent options, but sometimes not available to everyone. Since most platforms are open, contributing to open competitions or open-source collaborations can provide experience where professional opportunities are scarce.”

Carolyn Thompson, Managing Principal, Merito Group, LLC, a talent acquisition and consulting firm, says the single most requested skill set in healthcare analytics that employers seek is revenue cycle experience. “Because of the complex nature of payment and provider relationships, this is an area where the demand is literally never fully met,” says Thompson. “These people have strong Excel skills, good business judgment and can do modeling and forecasting around all the various aspects of healthcare revenue.”

Andrew S. Miller, President & CEO of BrainWorks, a leader in big data recruitment, says employers want recent college graduates who are trained in statistics, math, quantitative analysis, using programs, and algorithms. But ultimately, recent college grads also have to be able to communicate and present the data.

“The ability to take your finding and present to key business stakeholders is critical,” says Miller. “Employers want a person who can not only massage and manipulate data, but interpret the data into insights and meaningful conclusions. If they can’t convey the information in a way that makes sense or sells management or what action to take, their value to the employer becomes limited.”

Analytics and big data jobs are hot and in demand. Especially in the health care industry. Use these tips to advance your career and land that first job or internship.

Want to learn more about the latest in analytics and data careers? Stay connected to College Recruiter by visiting our blog, and connecting with us on LinkedIn, TwitterFacebook, and YouTube.

Posted September 08, 2016 by

7 ways employers benefit from internship programs, even if interns don’t become full-time employees

 

College students are looking for internships this year, and some interns will secure full-time employment with the company for which they intern. Others will go back to the job search, seeking a new job with a different company.

It can be a dilemma for employers: Can we keep our rock star interns and hire them permanently, or do we let them go and watch them succeed somewhere else? That’s not always the best way to look at it.

“Regardless if you are able to add a talented new college grad or entry-level employee to your staff, employers should always remember the best internships are those that are well-designed, have specific goals, and set appropriate expectations for the interns that are hired,” says Bob LaBombard, CEO of GradStaff, a company that serves as a career matchmaker for recent college graduates, and companies that are looking to fill entry-level jobs.

Translation: If you can’t hire an intern for a full-time job, all is not lost. Here are seven reasons why:

1. Strong Internship programs create a buzz/build your brand

“Given the enormous growth of social media, the best internship programs are important tools in enhancing and expanding the brand image of the employer on campus and in creating positive buzz about the company,” says LaBombard. Interns talk. They spread the good – and bad – about your company. Treat them well, and your business – and reputation – will benefit.

2. Internships help recruit for future job openings

The best interns may go on to working full timeEvery business has specific business goals and needs when hiring interns. Larger companies tend to use their internship programs as a way to evaluate interns for current or future employment (such as after graduation), while small and medium employers are more likely to hire interns to accomplish specific goals, like completing a well-defined project or to cover staff for the summer vacation season, says LaBombard. Both are crucial to business success.  And so is treating interns as you would any other employee.

“Even if full-time jobs will be only offered to a small subset of total interns, it is essential that each intern feels that she or he benefits from the experience and was treated fairly,” says LaBombard.

Can’t hire that intern now, don’t fret.

“Hiring needs can change rapidly, and that intern may soon be on your radar when seeking to fill a future opening,” says LaBombard.

Or, if that intern has a positive experience, they may seek to apply for other future job openings even after they have received one or two years of experience elsewhere.

Related: Northwestern Mutual’s internship program is their solution to an aging workforce

3. Internships build networking and business opportunities

If your intern goes on to do great things, and had a positive experience with your company, they may come back to seek your company services in another role, mention you to clients or vendors, or seek to partner with your business for future projects. You may be developing a future business partner.

4. Develops strong pipeline of future talent

Internship program fills your talent pipelineDid you hire a number of interns from one college or university? Did they have a great experience, but had to move on to other jobs? Don’t worry. These students will go back to their campus career center, professors, or peers, and reference the positive experience they had with your company. That means students from that college will be sure to keep your company at the forefront when seeking future internships, or full-time employment. Be honest and upfront with interns and keep lines of communications open about their performance, future opportunities, and next steps. This will ensure they view your company as a best place to work, and a place they would consider working for in the future. And a place they recommend to peers, professors, and campus career counselors.

5. Interns can make a positive impact on corporate culture

New ideas. New personalities. A new outlook. Those are all traits interns can bring to a department or business. This can help improve a company’s corporate culture, especially for employees who may be stuck in a rut. Maybe that new intern helps bridge some personality gaps and brings a team closer.

Also read: 5 reasons to look beyond your top schools and majors 

“A positive corporate culture is attractive to potential future hires,” says Bill Driscoll, District Presidentat Accountemps. “As much as possible, strive to develop a positive work environment where interns make the most of their skills and are exposed to different departments so that they will view the internship as a positive experience.”

6. Internships provide a way to get candid feedback about the company

Before saying goodbye to interns, make sure to conduct an exit interview. “It’s important for companies to part ways professionally because there is a chance you may work together again in the future,” says Driscoll. But take it a step further – use the exit interview to learn about areas where the company could improve or concerns that come up. These are things full-time/permanent employees may never share.

7. Helps understand true cost of recruiting and retaining employees

Don’t think you can afford to hire an intern right now? Can you afford to let that internship go to a competitor, or can you afford to spend more money to recruit and train a new employee in the future? That star intern already has experience with your company and can move right into a full-time role without missing a beat. This saves on the costs of recruiting and hiring a new employee, and keeps business moving forward, producing results with the intern who is now a full-time employee and that is already trained in and understand their role and the company.

An intern isn’t the only one getting invaluable experience and training. Employers can also benefit from hiring interns, even if they don’t become full-time employees.

Posted August 31, 2016 by

Sports analytics careers: Recent college grad discusses keys to success

Group of analysts reviewing data

Group of analysts reviewing data. Photo courtesy of Shutterstock.

It’s no secret that analytics and data are driving, and changing, the world of sports, at all levels. From high school to college, and the pros, individuals, organizations, and teams are using analytics to drive decisions on and off the field. The rapid rise in the use of sports analytics led to the creation of the popular MIT Sloan Sports Analytics Conference, called “a forum for industry professionals, students, and fans to discuss the increasing role of analytics in the sports industry.”

The growth of sports analytics has also prompted Syracuse University to launch the first-ever sports analytics bachelor’s degree program in the United States. Launching in the Spring of 2017, the Syracuse University sports analytics bachelor’s degree program will focus on computer programming, statistics, math, and of course, sports.

In May of 2016 Zack Sims graduated from the University of Georgia with a double major in Digital and Broadcast Journalism and Statistics. He also earned a certificate from UGA’s sports media program, preparing him for a career in sports, or sports analytics. While at UGA Sims wrote for a few sports web sites, covered live events, and practiced analyzing sports data on his own. He was also a Division I athlete, participating in track and cross country. An informational interview helped Sims earn a sports analytics internship at Competitive Sports Analysis (CSA), an Atlanta, Georgia-based sports analytics company.

Below, Sims talks to College Recruiter about how he landed his sports analytics internship, what he does as a sports analytics intern, the type of technical and soft skills needed to succeed in sports analytics careers, what he knows now that he wish he knew while in college – and much more:

Informational interview led to sports analytics internship

Sims was required to complete an informational interview with a sports industry professional as part of a sports media class at UGA.

“I told my professor that I wanted to work in sports analytics, and he told me he had recently met a woman named Diane Bloodworth, who owned her own sports analytics company in Atlanta,” said Sims. “I interviewed with Diane and got an understanding for how she got into the industry. She told me to stay in touch, so I called her shortly before graduating and asked if she had any openings. She offered me an internship, and I started working shortly after.”

Sports industry background

During the informational interview, Sims was able to discuss how his previous work in sports prepared him for a sports analytics internship. In the summer of 2015 he served as the Broadcast Intern for the Sunbelt Collegiate Baseball League, where he did play-by-play and commentary, and wrote game stories. He also wrote for three different websites covering college football. During his time at UGA, he covered a multitude of sports (swimming, softball, basketball, baseball and more) for the UGA sports media program. Two of his assignments from that program got published in the Atlanta Journal-Constitution and the Athens Banner-Herald.

Day-to-day duties of a Sports analytics intern

At CSA, Sims works as an analytics intern. CSA currently offers two products. scoutPRO is for fantasy football players. This product provide projections, access to a fantasy football expert, and insights into player data. CSA also offers scoutSMART, which is an analytics based recruiting software. It shows college football coaches how well a recruit will fit into their program. CSA currently only works in college and pro football. Its clients are fantasy football users (scoutPRO) and college football coaches (scoutSMART).

Sims’ day-to-day duties go far beyond the job title, because CSA is a startup company. Sims said this internship has provided him with experience in a lot of different areas beyond sports and analytics. He uses math, business and communication skills on a daily basis. He helps with CSA marketing efforts, managing social media, and analyzing NFL data. He manages software databases and much more.

When you work at a startup, you aren’t tied down to specific duties,” says Sims. “You really help in any way you can. I help manage our corporate website, run our Twitter accounts, head up our email marketing campaigns, manage the database for our scoutSMART, and create some visual analytics for our scoutPRO users. I’ve been able to work in so many areas during my internship.”

Software skills crucial in sports analytics careers

To succeed in a career in sports analytics, one must be able to have much more than a knowledge and interest in sports. They must be analytical, and be able to understand, learn, and use a variety of software programs, and have a variety of technical skills.

Prior to this internship, Sims used Kaggle, a social media site for data analysts, to practice analyzing sports data. He primarily looked at Major League Baseball data on Kaggle. Now, at CSA, R, Tableau and Excel are the three main programs Sims uses for conducting data analysis.

“They are great for breaking down large data sets and producing something meaningful,” says Sims. “I also use Constant Contact for managing our email marketing campaigns.”

Coding/programming skills important in sports analytics careers

“The one thing I wish I would have known was how important coding/programming is,” says Sims. “If you want to get into analytics, you really need to be proficient in a few programs. I was exposed to R and SAS while at UGA, but I didn’t really start learning them in-depth until I started teaching myself the last few months.”

Sims expanded on the technical skills needed to succeed in a sports analytics career, saying “I think you need to know R (or SAS), Tableau, and SQL to land some bigger jobs in analytics. Each of these plays a very big role in any analytics job. The good thing is there are plenty of places on the internet where you can learn these tools (W3Schools, R for Everyone, Tableau Website, Kaggle).”

Soft skills are crucial to sports analytics career success

You can love sports, and be an analytics genius, but soft skills are still crucial to succeed in sports analytics careers.

“I definitely think you need to be effective at communicating to work in analytics,” says Sims. “There are a lot of people who can break down data, but there aren’t many people who can do that and clearly explain what the data is telling them.”

From college classroom to the real world

Sims says the sports media and journalism classes he took at UGA helped prepare him for his internship.

“These classes made it easy to tell a story from the data I work with,” says Sims. “I think my statistics classes taught me what to look for when analyzing data.”

The future of sports analytics careers

Since starting his internship and searching for jobs in sports analytics, Sims has noticed just how fast the field of sports analytics is growing: “I’ve learned the sports analytics market is growing like crazy,” he said. “There are so many opportunities emerging, and this should continue for the next couple of years. This excites me, because I know I can work my up in the industry.”

Passion for sports important

Most college students or recent college grads who pursue a career in sports analytics are likely going to have a passion for sports. And that is another valuable trait to showcase with employers, when interviewing for jobs in sports analytics.

“I definitely think you need a passion for sports to be successful in this field,” says Sims. “When I’m trying to analyze data for our fantasy football users, it helps that I know what kind of metrics are important to them. I love football and I also play fantasy football, so it helps me know what our customers will want to see.”

Being a well-rounded college graduate is valuable

“I’m a believer that the more versatile your background is, the better,” says Sims. “Being passionate about sports is great, but if you can also break down data and draw important meaning from it, you can definitely find a job in sports analytics.”

The importance of a sports analytics internship

An internship is crucial to success.

“It’s really hard to just land a sports analytics job when you come out of college, unless you’ve done a lot of work/projects on your own,” says Sims. “Internships are a stepping stone for you to get a job with a sports team, sports technology company, or other sports organization or business.”

The future

Sims would welcome the chance to stay at CSA once his internship is complete. He also still dreams of working in an analytics role for a professional sports team/organization, or sports media company. For now, he knows he’s getting some of the best on-the-job training he can to pursue his passion and dream of working in the fast-growing field of sports analytics. Sims calls working at CSA “a great experience,” adding that he “gets the freedom to explore projects that I might not get a large company.”

Sports analytics careers are not the future, they are the present. Zack Sims is prepared to take the next step in his career. Current college students, recent college grads and entry-level job seekers can prepare for the next step in their career by staying connected to College Recruiter to learn about careers in sports analytics. To do so, visit our blog, and connect with us on LinkedIn, TwitterFacebook, and YouTube.

Zack Sims

Zack Sims

About Zack Sims
Zack Sims graduated from the University of Georgia in the srping of 2016 with a double major in Digital and Broadcast Journalism and Statistics. He also earned a certificate from UGA’s sports media program and was a member of the UGA track and cross country teams.

Posted August 15, 2016 by

5 things recent grads must do when applying for jobs

Photo courtesy of StockUnlimited.com

Photo courtesy of StockUnlimited.com

Many recent graduates are looking for their first professional job now that graduation ceremonies have concluded. This is a scary yet exciting time in a young person’s life and there are tons of potential opportunities in front of them. However, it’s essential for job seekers to do a few things while applying for their first entry-level jobs. Some universities will have career centers that can point students in the right direction before they graduate while others will be left to search through their professional network to look for advice. The job application process can vary greatly from field to field, but either way there are a few universal things recent grads should do to ensure success when looking for jobs.

1. A positive social media experience

These days almost every person has a social media profile, or several, that can be a positive or negative representation of themselves. Recent graduates who do not yet have a LinkedIn profile should set one up straightaway and make sure they have a professional photo as well as a list of whatever they have done so far in their career. It’s absolutely okay to provide unpaid internships, volunteer experience, or extracurricular activities done while in college. Additionally, recent grads should make sure their Facebook and Twitter pages convey a professional representation of who they are as a person.

2. Practice interview skills

Most job seekers dread the thought of making a mistake at an interview. It’s one of the most nerve-wracking experiences a young person will have, and it doesn’t get much easier as time goes by. As a result, recent grads are encouraged to heavily practice their interview skills until they feel more at ease in the situation. There’s no way around it, the interviewer could decide to give the applicant a chance to start their dream career or pass their resume by. Although it’s great to practice interview skills with family and friends, students are also encouraged to seek the advice of a professional at their university’s career center who can give them constructive criticism. Another alternative is to have an informational interview with somebody in their potential field who can give them honest feedback about their performance.

3. Answer tough questions with ease

Complicated and unexpected questions can be very challenging to answer. Although students and recent grads can practice certain universally difficult questions, the reality is they will probably be caught off guard. Students should practice answering questions that may seem ridiculous or off base so they can control their reaction when it comes to the real deal. In many cases, the interviewer just wants to see how a potential employee will react as opposed to focusing on the specific answer to their question.

4. Be (the best version of) yourself

It’s really important for applicants to be themselves and let their genuine personality shine through. It’s important for the interviewer to know that the applicant is sincere and would be able to get along with other people in the office environment. However, it doesn’t hurt to be the best version of you. This means dressing nicely, being prompt, being flexible with the interviewer’s schedule, and setting aside the correct amount of time for the interview.

5. Have a sense of humor about the job application process

In addition to being pragmatic, recent grads are encouraged to maintain their sense of humor throughout the interview process. In the modern economy it’s quite possible that a highly qualified applicant won’t find and entry level position in their dream field right away. They may end up doing a second internship, working part-time in their field and moonlighting elsewhere, or they may have to keep the job they had when they were a student for a while. As long as students are improving as they go through the process they shouldn’t get too down on themselves. Eventually, most graduates find a good entry level position in their field but keeping a great sense of humor can keep spirits up during this transition.

Robyn Scott, guest writer

Robyn Scott, guest writer

For more job search and interview tips, follow us on LinkedIn, Facebook, Twitter, and YouTube.

About Robyn Scott, author: Robyn Scott, a guest writer for College Recruiter, is a private tutor with TutorNerds LLC. She has a BA from the University of California, Irvine, and a MA from the University of Southampton, UK.

Posted August 08, 2016 by

Is a college degree worth it for Millennials?

Photo by StockUnlimited.com

Photo by StockUnlimited.com

In today’s global, competitive workforce—where Millennials are the largest generation to date—jobs are tough to find and competition is more than 10 times worse than before the last economic downturn in 2008. For the past eight years, evidence shows a stalling, declining economy with pockets of hope but mostly despair. A recent poll cited that college graduates and Millennials under the age of 35 are moving back in with their parents in the homes they grew up in at alarmingly increasing rates. Other recent findings include the following factors that can hinder a graduate’s job search: taking too long to graduate while others fill jobs; going on to graduate school and delaying a career start; not being able to afford to work for less in a career start due to heavy college loan debt.

What is a newly minted college graduate to do? Is the college degree they hold in their hands worth it? Will they find a job? Will they make enough to pay off student loans and college debt while at the same time living independently from their parents?

 

Welcome to the “new normal” of what is the big Millennial challenge: Finding jobs that pay well enough to satisfy debt while at the same time affording a lifestyle.

In this brave, new world of global capitalism, government spending, and oversight, new regulations such as the new overtime mandate of paying salaried workers more for overtime…. graduates are in for a big wake up call! And more, older, qualified and more senior workers are standing in line for those jobs.

Happy yet? Keep reading. The US economy is stalled. Unfortunately, the government has decided to make it their role to tell employers how to run their businesses. Small businesses—the county’s backbone of entrepreneurship—have become stressed and many have closed or re-shifted to allow for these regulations. Some economists are predicting layoffs over the next few quarters as a result of a stalled economy coupled with higher mandated wages. Additionally, technology is often replacing workers in the workforce adding to the “do less with more” theme in many business operations.

Here are the top things you must do if you want employment in this US economy, and this includes being able to pay off debt:

Get more than one job: It may take a career start for less money combined with a job waiting tables on nights and weekends to make enough money. There is no shame in this, and in fact, future recruiters and employers will react positively to those Millennials who demonstrate a good work ethic.

Don’t expect it to be handed to you: Gone are the days of jobs awaiting. Employers want employees with “go get ‘em” work ethics. As an employer of Millennials, I am always looking for young talent willing to earn their way into my business.

We don’t care about your yoga, essential oils or feelings at work: They call it work for a reason. While some larger companies (Google, Twitter, etc) have offered amenities and benefits attractive to Millennials, these jobs are often reserved for the top few. A recent news report cited high competition for these coveted jobs. Most businesses cannot afford to “cater” to a certain type of demographic like the Millennials.

Communicate the old fashioned way: Look people in the eye, shake hands, talk persuasively, and send a hand-written thank you note. In a recent report by DC-based, NRF (National Retail Federation), communication skills place last on a list of training wants for Millennials. Placing first on the employer’s list? Communication skills. Millennials who understand what corporate recruiters are seeking will be those better able to get employed.

Secure a job that you know you can achieve in and take it: Work hard to prove yourself. My friend, Patti Clauss, Sr. VP of Global Talent for Williams-Sonoma and related companies says to “follow my lead and communicate with me like I communicate with you. Stay put in your job long enough to learn something valuable and transferable,” says Clauss.

Stay in your first job long enough, and work hard to generate results that are good enough to brag about: You must achieve results, get good feedback and move the ball down the field. Only then will people notice you and want to promote you or hire you away.

Don’t be a quitter: The problem with Millennials is they don’t stay put long enough to learn enough to make them valuable to the next employer: Hopping around in jobs is not a career enhancing practice. Employers will take note of a graduate who has moved around more than once within a two to three year time frame. Nobody wants to invest in someone if they know they won’t stay long enough to add value.

Reach out and engage with older, more established mentors in your job or career who can give you advice you won’t get anywhere else. Listen to those who have forged their paths before you and learn.

Read the local paper and read blogs by those in your area of work.

Know that your college degree is only as good as the paper it is on: While we believe a degree is a door opener, it is just that. What you do with it is what matters. A degree (or many) will not convince an employer to select you over others. We see many smart, degreed people out there looking for any job—often an entry level job.

Amy Howell, Author and Founder of Howell Marketing Strategies, LLC

Amy Howell, Author and Founder of Howell Marketing Strategies, LLC

Times are so different and it is critical that Millennials get into high gear and work to get ahead. They must understand that getting a degree is just one quiver in their pack of arrows. Today, they must have many other weapons with which to compete.

Amy D. Howell is founder and owner of Memphis PR firm, Howell Marketing Strategies, LLC, a mother of a college student, high school student and author of two books, “Women in High Gear,” and most recently “Students in High Gear.”