March 03, 2017 by Guest writer Walt Capell, President and Owner of Workers Compensation Shop
As college graduates search for internships, there are many options to consider. One option is an insurance internship. The insurance industry is hiring and should continue for the foreseeable future.
The growth in the industry is due to several factors. First, the workforce is aging. By 2018, more than a quarter of the workforce will be above the age of 55. This situation is great for college graduates looking to start their career, because most companies have many experienced professionals who can mentor young employees. In addition, those aging employees will be retiring and their leadership positions will open up. The opportunity for growth is there if a recent college grad wants to find a place in the insurance industry and stay for their entire career.
If you like interacting with people, the insurance industry provides the opportunity to play a critical role in many business owners’ lives. You would help those business owners determine what risks they actually face and then negotiating how best to protect their business can be a juggling act. This will allow you to be able to interact with many businesses from many different industries that allow each day to be different in some way shape or form.
Do insurance companies typically expect entry-level hires to have internships?
While it’s typically not required for entry-level employees to have had an insurance internship, it is something many companies really appreciate. Through an internship, you will learn appropriate workplace interpersonal skills, which is key. You can build these skills through an internship in any industry, or through volunteer work. Volunteering at hospitals, social organizations, fraternities or sororities, or fundraising for a cause are all activities places where you can develop the skills you will need to succeed in the insurance industry. Continue Reading
February 20, 2017 by Anna Peters
As Head of Global Talent Acquisition at CEB, Teresa Green knows something about successful summer internship programs. She shared with College Recruiter about how they pull it off every year, and what she recommends as best practices.
What does CEB’s summer internship program look like?
CEB’s internship program provides students with hands-on work experience, allowing them to gain business acumen while supporting CEB’s mission to address senior leaders’ most pressing challenges. CEB hosts a ten-week summer internship program for rising college seniors in several of our U.S. office locations. Interns are placed in one of two business communities; research or business development. Research interns examine common challenges faced by business leaders and produce solutions that help those business leaders to take action. Business development interns assist with engaging senior-level executives in our services, prospecting and scheduling sales meetings. Each internship gives students a glimpse into the entry level roles within these communities and a chance to receive a full-time position at the end of the summer.
Our interns make an impact, not coffee.
We’re proud to say that interns make an impact – not coffee. Their work is tied to business objectives so we are able to measure the positive impact interns have on the organization. At the same time, CEB makes an impact on the students’ development, ensuring they are starting their career on the right track. Guaranteeing interns gain valuable work experience, allowing them to establish business relationships and helping them identify possible long-term career opportunities are important objectives of CEB’s program.
Every year we ask for feedback from our interns and, unanimously, they say that CEB hosts a well-rounded intern program. Throughout the summer students participate in learning and development workshops, a speaker series with our executive leadership, community service projects and various networking activities. Our diversity employee groups also host external speakers, social events and training activities that interns partake in across the summer. And there is always time for a little fun. In past years we’ve planned ice cream socials, bowling nights, baseball games and boat cruises for interns to hangout outside of the office.
An example of an intern who went on to succeed at CEB Continue Reading
February 13, 2017 by Contributing writer Ted Bauer
A common question in the space of college recruitment and talent acquisition is, “Should interns be paid?” Sometimes, unfortunately, the variation is “Do we have to pay interns?” In fact, there are over 7.4 million Google search results for that latter question, with the No. 1 hit typically being this ProPublica article asking “When is it OK not to pay an intern?” However, I look at it from the other side. In short: you should and need to pay interns.
First of all, paying interns is a Fair Labor Standards Act (FLSA) issue. In the broadest terms, government and non-profits do not need to pay interns, whereas for-profit companies do need to pay interns. The U.S. Department of Labor actually developed six criteria for determining whether an intern can work unpaid. (You can find everything on the sexily-titled “U.S. Department of Labor Fact Sheet Number 71.”)
The fourth criterion is worded as “… the employer that provides the training derives no immediate advantage from the activities of the intern …”
As College Recruiter president Steven Rothberg puts it, “I defy anyone to provide an example of an internship designed to deliver absolutely zero value to the employer.”
February 07, 2017 by Matt Krumrie
Remember what your teachers and professors constantly said, from kindergarten through college? There are no bad questions.
The same goes for internships. There are no bad internships. Whether it’s at a small company, large company, start up, non-profit, public or private company, government agency (the list goes on), there is tremendous value in an internship.
But obtaining an internship takes hard work, planning and preparation. And to obtain an internship this summer, college students and recent college grads need to start the process now.
“The internship cycle is a moving target and seems to be starting earlier and earlier,” says Kathleen Powell, Associate Vice President for Career Development for The College of William & Mary in Williamsburg, Virginia, and President of the National Association of Colleges and Employers. “In fact, college career centers work with many employers who are looking to fill internships in the fall semester. But don’t let that dissuade you, start the process now.”
So what does one have to do to land an internship this summer? Follow these tips and strategies for success:
December 21, 2016 by Anna Peters
The mission of the U.S. Securities and Exchange Commission (SEC) is to protect investors, maintain fair, orderly, and efficient markets, and facilitate capital formation. If you are interested a government internship, especially related to economics, investing or the stock market, consider the SEC. We heard from Temeka Thompson, the Recruitment Outreach Program Manager at SEC. She shared about how they hire and utilize interns.
Sometimes interns are seen as performing grunt work only. What’s the attitude at Securities and Exchange about interns?
Temeka Thompson: Interns are considered valued contributors and perform a wide array of duties and responsibilities while on their internship. Legal students conduct research/fact finding, prepare briefs and memorandums for high profile cases. Business students can find themselves leading marketing campaigns, auditing and investigating programs for effectiveness. Our managers who utilize student programs believe this is an excellent opportunity to fill entry level mission needs with fresh, energetic talent, whom they highly enjoy collaborating alongside.
How do you identify the stronger candidates? What are the metrics you might use?
TT: In addition to reviewing the completed application, the resume with any financial services or legal experience is key. One of the oldest; yet tried and true methods of identifying great interns is face to face interviewing or even now, virtual interviewing. Applicants who have the ability to address behavioral questions, have a history of taking the initiative and eagerness to learn and contribute are the interns that typically succeed and are in a better position to compete for full-time positions upon graduation.
How do you convert strong interns into full-time employees?
TT: The process is organic. Internships are working interviews and the interns who exhibit the ability to produce, takes pride in their work products and the mission of the SEC and perform really well are in a better position to compete for full-time opportunities. 3Ls/Judicial Law Clerks (current & pending)/Legal Fellows can apply to our Chairs Attorney Honors program (a highly competitive and prestigious entry level attorney hiring program) and our Business Students have the opportunity to apply to any Pathways or full-time opportunity that best fits their skill sets.
(Big thank you to the SEC for hosting the College Recruiting bootcamp this month!)
December 15, 2016 by Matt Krumrie
Looking for unique ways to add skills and complete classes to advance your career? Then consider completing a Massive Open Online Couse. Also known as a MOOC.
According to Techtarget.com, Massive Open Online Courses (MOOC), are “free Web-based distance learning programs designed for the participation of large numbers of geographically dispersed students. A MOOC may be patterned on a college or university course or may be less structured. Although MOOCs don’t always offer academic credits, they provide education that may enable certification, employment or further studies.”
Why should recent college grad consider completing a Massive Open Online Courses?
Because lifelong learning is essential to career success, and that’s exactly what Massive Open Online Courses provide. Through a MOOC, college students, recent college grads, and adult learners are able to take free classes to improve their foreign language skills, add additional tech/software skills, and/or learn about machine learning or artificial intelligence. Students can complete a MOOC to complement their current major or area of study, to learn how to start their own business, or to add critical skills to a resume. There is no limit to the course topic a MOOC can cover, and there is no limit to the location of the students completing a MOOC. As MOOCs evolve, the completion of these courses are becoming more respected by employers, and some MOOC programs offer, for a small fee, certifications and badges upon completion, which bolster the credibility of these courses.
“Taking courses online can open doors to opportunities you never thought of,” said Gelena Sachs, Director of People Operations for Udemy, the world’s largest destination for online courses. “Finding a full-time job that aligns with a major or degree, right out of college, can be the ultimate challenge for many grads. Online learning allows job seekers to further expand their skills and broaden the landscape of opportunities.”
One Udemy student, Alexa, moved to New York after graduating to pursue her dream job of working in an art gallery, but had to take another job in the meantime to pay the bills. She took courses through Udemy to learn about marketing and transformed the job she thought she’d settled for into a different kind of opportunity she never knew she wanted.
Here’s another example: Social media continues to transform industries, while the tools themselves continue to evolve. Social media careers are hot, and constantly evolving. According to Altimeter’s recent Social Business Survey, 41% of enterprise marketing teams say ‘social education and training to build new skills’ is a top priority. To meet this growing demand from employers, Hootsuite Academy offers online video-based training on social media skills and strategy at a great post-graduation price point: Free.
“Even with a diploma in hand, graduates should never stop honing their skills,” says Cameron Ugernac, Senior Director of Community and Education, Hootsuite, a leading social media management platform.
December 08, 2016 by Matt Krumrie
Are you a recent college grad and self-proclaimed introvert? No worries – the solution every young professional should follow is here.
In fact, this may be the most effective – and beneficial, way to successfully network. Especially for introverts.
And this method is a great way for recent college grads to learn how to feel comfortable and communicate in a group setting, become involved in a professional networking or industry association, and add important experiences to a resume. And because of the role they will take on, they will absolutely communicate with others, including those who are putting on the networking event, or attending the event.
What is the No. 1 way to networking success for the recent college graduate who is an introvert?
“We always encourage introverts to volunteer at a networking events/conferences,” says Robin Darmon, Director of Career Services at the University of San Diego. “This provides the introvert with a purpose and provides an opportunity to make meaningful connections with professionals.”
November 14, 2016 by Anna Peters
Contributing writer Ted Bauer
Companies of all sizes frequently hire interns, but the approach to thinking about these interns is usually a little bit misguided. Because interns often represent either entirely free or very cheap (relative to full-time hires) labor, they can become factories of busy work — essentially doing work that others (i.e. full-time employees) either don’t have the time for or, in all honesty, don’t want to do.
While there’s some logic in assigning the pointless busy work to the cheapest labor source, it’s also a bad strategic play both in the short-term and long-term. Here are two major reasons why.
“Busy” vs. “productive.” Admittedly, there are many professionals — way above the intern level — who don’t completely understand this designation. And admittedly, not all work at a job can be productive. There is always logistically-driven, spreadsheet-updating, “busy” or “shallow” work to be done. But you need to think about the psychology of the intern experience, as opposed to simply the cost model. In many cases, this is an intern’s first experience with office work — or among their first. If all they do is busy work, they certainly won’t feel very motivated by your company or that specific department. (More on why this is a problem in the next section.) While we wouldn’t necessarily condone giving interns access to proprietary information or letting them set high-level strategy, they can attend some larger scope meetings to learn about how the different pieces of your organization and business model work together. Yes, they might get coffee for people or archive documents digitally from years ago. That’s fine. But there needs to be a mix of straight busy work and some productive work, including opportunities to learn about how the company works, how it generates revenue, and what the different roles do in support of that.
The value of internal recruitment: Let’s assume we are discussing summer interns for the time being, as that’s a fairly common intern time frame and model. A college summer intern who performs well could become a full-time hire when he/she finishes college. Research has shown internal recruitment (i.e. promotions) to be valuable, and the same methodology works for intern conversion. Organizations are usually set up in specific, clearly-defined ways around process and reporting. An intern who was given a summer of busy work + productive meeting attendance already understands those processes and reporting structures. When he/she enters the company, it’s much closer to a “hit the ground running” situation than recruiting someone from a different college who never interned with you. That latter hire may end up being a superstar, yes, but in the first few months, they will be much less productive than a converted intern. Also remember this about the value of interns: because they have less work experience, they haven’t been exposed to numerous approaches to work. You can more easily ground them in your culture, roles, and expectations than you can with even a mid-career professional you poached from a competitor.
Additionally, college recruitment should regularly be part of a company’s diversity recruitment strategy — precisely because the organization can start a diverse pipeline to upper management. Diversifying the workplace, which is a common goal of most orgs, begins with diversifying the intern pool and then converting those interns into FT employees.
One of the clearest paths to intern conversion is two-fold:
- Have a strong employer brand that will resonate with young people
- Know what success looks like in an intern role so you know whom to attempt to convert to full-time
On Thursday, December 8th at Union Station in DC, we’ll be hosting a College Recruiter Bootcamp Conference. At 1:15pm, Susan LaMotte (the CEO of exaqueo) will lead a panel on marketing your company to Gen Y and Gen Z (the next generations to enter the workplace, behind the millennials). After the topical presentation, Susan will moderate a discussion on the same topic including:
- Panelist: Allison Lane, Director, Corporate Marketing and Communications, The Bozzuto Group
- Panelist: Jessica Steinberg, Director, Global Talent Brand, CDK
The registration cost is $98 per person and includes all seminars/panels (you can see the other ones at the top link), continental breakfast, Union Station tour, and lunch.
In fact, the Dec. 8th event will be at the SEC (Securities and Exchange Commission) offices in Union Station. They have a great intern conversion ratio, so we reached out to them for ideas around it and to get a sneak peek at what you might learn on Dec. 8. They told us:
“The process is more organic. Internships are working interviews and the interns who exhibit the ability to produce, takes pride in their work products and the mission of the SEC and perform really well are in a better position to compete for full-time opportunities. 3Ls/Judicial Law Clerks (current & pending)/Legal Fellows can apply to our Chairs Attorney Honors program (a highly competitive and prestigious entry level attorney hiring program) and our Business Students have the opportunity to apply to any Pathways or full-time opportunity that best fits their skill sets.”
“Working interviews” is a great attitude.
We’d love to see you on December 8th in the SEC’s home. There are also panels on ROI and metrics around the recruiting space, so by attending both, you can have a more holistic picture of intern conversion and its benefits. Register today at www.exaqueoevents.com/register
November 08, 2016 by Matt Krumrie
Job seekers who are looking for change should consider this unique opportunity that provides steady career growth–in a sector where there is a shortage of workers. The opportunity? Coding bootcamps.
Coding bootcamps are short – but intense – training opportunities focusing on teaching students in-demand technical skills. They are offered across the country.
According to a recent report, 73% of coding bootcamp graduates surveyed were employed in a full-time job requiring the skills learned at bootcamp, with an average salary increase of 64%. Roughly half of the jobs in the top income quartile — defined as those paying $57,000 or more per year — are in occupations that commonly require applicants to have at least some coding knowledge or skill.
Grand Circus, a technology learning institute in the heart of downtown Detroit, offers a variety of 10-week coding bootcamps that teach skills that prepare students for today’s information technology job market. Coding bootcamps have risen in popularity and are available for students throughout the United States, Canada, and other part of the world, all with different requirements, costs and training. To learn more about coding bootcamps, review this list of the best coding bootcamps in the world, or this comprehensive guide and complete coding bootcamp school list.
Coding bootcamps fill skills gap
“Coding bootcamps have become incredibly effective in filling some of the skills gap America is facing,” says Jennifer Cline, Senior Marketing Manager, Grand Circus. “As new technologies emerge, colleges unfortunately can’t keep up with the ever-changing demands of the industry.”
The Grand Circus program teaches students the practical knowledge needed to launch a career in technology by focusing on both the technical and soft skills that employers are looking for. Students learn how to build functional applications and websites while developing the skills and resources to effectively find a career and work well on a team.
Employers are noticing – 92 percent of Grand Circus grads get hired within 90 days of graduation with an average starting salary of $48,000. Each Grand Circus bootcamp costs $7,500. In Detroit alone, employers like Quicken Loans, Fathead, TitleSource and Domino’s Pizza are hungry for .NET (C#) programmers for enterprise development. Grand Circus is also one of 10 Google for Entrepreneurs tech hubs in North America, serving as a platform for start-ups and established organizations to connect. Grand Circus has also partnered with Microsoft Ventures and Amazon Web Services to provide entrepreneurs with the tools and resources they’ll need to be successful and build world-class companies.
“One of the cool things about our coding bootcamp programs is that we’re nimble enough to change our curriculum based on the needs of today’s job market,” says Cline. “We work with more than 80 companies that hire our students. These close partnerships with tech companies allow us to constantly evaluate our curriculum while also introducing our students to some of the industry’s best opportunities.”
In-turn, students also get support from these hiring partners. These employers host students at their offices and let them see the inner workings of an IT department, contribute to career or informational panel discussions, and provide mentoring and feedback to students.
Coding bootcamps teach more than tech skills
But coding bootcamps do more than just teach code and tech skills. Coding bootcamps teach students how to work in small groups – something that’s a must in the technology sector, as much of the work is project or group based and collaboration between team members is crucial. Coding bootcamps teach students problem solving, analytical, and communication/interpersonal skills – which are all important when relaying results of that project work to management. A previous background in coding, or experience in IT is not necessary. Many students are also seeking a career change, and attend coding bootcamps to shift careers.
Learning code makes you a needed asset in today’s industry, says David Gilcher, lead resource manager at Kavaliro, a woman-owned and minority-owned firm employing more than 300 IT professionals, management, and administrative staff around the country.
“We are finding more roles seeking out prospective candidates with development skills even if the role doesn’t require them daily,” says Gilcher.
“A grasp of these development skills, regardless of career field, will set job seekers apart from the competition,” says Gilcher.
“As more clients seek mobile, big data and automation solutions, new development languages will evolve or be replaced with others,” says Gilcher.
Students who attend coding bootcamps often have a diverse and varied background. Grand Circus bootcamps – and many others across the country – are open to students of all backgrounds and experiences, not just college students, and not just for those with a college degree.
“We’ve trained teachers, nurses, finance managers, baristas and so many other professionals to become effective developers, and then we help them land the job of their dreams,” says Cline. “Most grads go on to be junior-level developers, and take the skills we’ve provided to grow their careers long term.”
Employers are able to attend a Student Demo Day at Grand Circus, to get a first-hand look at projects/work completed by Grand Circus students using the coding skills learned at bootcamp. Employers know coding bootcamp graduates are getting specific training in the in-demand programming languages, says Gilcher.
“Coding bootcamps can be a great source of finding new talent,” says Gilcher.
Networking opportunities created at coding boot camp
Students attending coding bootcamps should focus on relationship building with instructors and classmates. These are all valuable networking contacts. Those classmates may have future openings at their companies and contact colleagues met at coding bootcamp. They may progress to manager or executive level roles, and seek to hire professionals they developed relationships with at coding bootcamp. Or, they may someday launch a startup, and seek that hard-working, talented IT professional met at coding bootcamp.
“For those that are attending coding bootcamps, I recommend they maintain solid relationships with those they meet there because those are going to be the people that know hiring managers or will become hiring managers,” says Gilcher.
Coding bootcamps can provide a new career path for students, and certified, trained, ready-to-work job seekers for employers.
“It’s really a win-win for both parties,” says Cline. “We’re helping students find fulfilling careers while also providing talent that allows local companies to grow.”
November 04, 2016 by Anna Peters
Many students and grads take internships with the hope of them turning into full-time employment. When you get hired on full-time, you will assume more responsibility, so get ready to step up!
You’re a grown up now. School and your internship are over. You should recognize the expectations that your company has of you now. Susana Quirke, Content Writer and Marketing Executive at Inspiring Interns recounts, “We once had an intern take multiple days off in their first few weeks, with no doctor’s note, as if this were university. This is a job. Unless you have a real health issue, you have to go.”
Many internship programs are very structured. You may been part of a cohort of interns. You may have been given specific project goals and received plenty of instruction. Companies who develop good internship programs expect to spend plenty of time helping you learn the ropes. However, when you begin working as a full-time employee, your supervisor may expect you to be able to perform without much hand-holding. Managers simply don’t have time for that.
“That doesn’t mean you shouldn’t ask for clarification,” says Michele Mavi at Atrium Staffing. “Ask co-workers for pointers or check in when you need to make sure you’re on track. A lack of hand-holding doesn’t mean your manager expects you to know everything. What it means is they expect you to be able to manage yourself and ask for what you need when you need it.” When you don’t know the answer to something or have a problem, follow this rule of thumb. First, try to solve it by yourself. If you’re still stuck, ask a coworker. If you’re both stuck, go to your manager—but make sure to say how you’ve already tried to find a solution. Knowing you first took initiative, he or she may be happier to jump in and help.
Enjoy your new responsibility! “A full-time employee will always be given more responsibility than an intern,” Susanna says. “You’ll be held to account in a way that you weren’t before, and expected to meet targets reliably. That’s why you’re paid, after all.” But the lack of direct hand-holding should be a good thing for you and your career. As Susanna puts it, many managers will let you “roam where you will, so long as you bring back the goods.”
Don’t stop proving your worth just because you’ve been hired on full-time. “While there certainly may be a honeymoon period once you officially gain employee status, know that proving yourself doesn’t end with being hired. In fact, it’s just the beginning of the process,” says Michele. If you didn’t go through an evaluation or review process as an intern, you likely will as an employee. One way to think of your review, says Michele, is to “keep in mind is that as an employee you’re a cost. A cost to the company and to your department.” Your company is making an investment in you, and your job is to help them remain convinced that you’re worth it. “At least once a year, your boss will have to justify the cost of your salary against the value you provide.” Michele advises that you “strive to add value wherever possible and growth will be your reward.”
Michele Mavi has nearly 15 years of experience as a recruiter, interview coach, and resume writer. She is Atrium Staffing’s resident career expert, as well as director of internal recruiting and content development. She also founded Angel Films, a division of Atrium Staffing focused on the creation of recruiting and training videos. Connect with Michele on LinkedIn.Susanna Quirke is the Content Writer & Marketing Executive at Inspiring Interns. Inspiring Interns is a a graduate recruitment agency which specializes in sourcing candidates for internships and giving out graduate careers advice. To hire graduates or browse graduate jobs London, visit their website.