• Northwestern Mutual’s internship program is their solution to aging workforce challenges [interview]

    August 02, 2017 by

     

    The financial services industry, like many industries, is facing significant aging workforce challenges.

    The demand for financial advisers is expected to increase 30% from 2014-2024 (US Bureau of Labor Statistics). However, some estimates predict that 35% of advisers plan to retire or leave the industry within the next 10 years (Cerulli & Associates). Northwestern Mutual’s Internship Program Director, Michael Van Grinsven, shared with College Recruiter how they plan to overcome the looming talent shortage.

    Watch our discussion with Michael Van Grinsven here, or read major takeaways below. Continue Reading

  • Summer internship 2017: improve your search and find what you want

    May 17, 2017 by

     

    For students and recent grads who are looking for a summer internship, College Recruiter’s Panel of Experts has some great advice. We spoke with Vicky Oliver, Author of “301 Smart Answers to Tough Interview Questions,” and Joanne Meehl, president and primary Job Coach & Career Consultant at Joanne Meehl Career Services.  They shared excellent tips for finding a summer internship in 2017.

    What is the first thing students should do to start searching for a summer internship?

    Vicky Oliver career consultantVicky Oliver: I would go to your career counselor at college. Give yourself a deadline for drafting your resume. Encourage feedback. Realize it’s a working document. You may have to go through a few drafts of it before it’s perfect. Also, students should make sure to polish up their LinkedIn profiles. Get a nice, professional online profile up that expresses your interests. Start following groups that you feel may include some people who work at the companies where you want to work. If one of them posts an article, comment on it. Be a part of the conversation.

     

    Joanne Meehl career consultantJoanne Meehl: Don’t put it off. First, some self-assessment. Ask yourself: “What do I want, and why? What experience would add to my expertise? What are the 3-5 things I want to get out of an internship, aside from on-the-job experience for a potential future career?

    What you find out there in an internship may not be a perfect fit but you will learn from any internship. Even learning “this kind of role and this industry is NOT for me” is a valuable lesson.

    Search online. For example, use CollegeRecruiter.com or search Google for “internships and [city name]”. Search your LinkedIn connections for knowledge about internships or potential internships.

    Then, turn to your network: Tap your network for who they know, including your friends, their parents, your parents’ friends, professors, administrators on campus, former summer employers, you name it. The personal appeal — via phone call or email — is powerful. Be specific about what you want, for example: “Ten weeks, 30+ hours a week, would like to offer my technical knowledge while being able to participate in decisions …”  Don’t mistake flexibility for indecision: the answer “anything” when someone asks what you want does not help them help you, makes you sound unfocused and even desperate.

    What if I live in a small town, where there are no internship opportunities?

    Joanne Meehl: If your hometown is small and there’s little opportunity, you could 1) commute to the nearest larger city for an internship (not always easy), or 2) create one where you are IF it can give you solid challenge and experience. An employer may not know that interns are available, or may never have created an internship before. Show the owner/president of the company or organization what the structure would look like, based on internships you’ve done before or on your college’s publications about internships. You will need to work with internship directors on campus to show them why your self-created internship is worthy of credits but do so; they will have ideas for you AND for the employer that can help you make the experience more substantive.

    Should I consider unpaid internships? Or is an unpaid internship a bad sign about an organization? Continue Reading

  • Summer intern onboarding: good and bad practices

    May 15, 2017 by

     

    Onboarding should be a positive and productive experience for interns. Employers who build a successful onboarding program benefit in the short-term with satisfied interns, and in the long-term when they convert to full-time employees who can help achieve company goals. However, if intern onboarding is done incorrectly, new hires won’t likely be effective.

    College Recruiter heard from Saïd Radhouani, , Ph.D., co-founder of Nextal, a collaborative applicant tracking system, and Wes Higby, President of Full City Tech Co. They shared best and worst practices for summer intern onboarding.

    8 essential elements to successful intern onboarding

    Saïd Radhouani spells out below seven steps for ensuring interns are set up for success:

    1. Before anything else, your onboarding program needs to begin prior to day one — even before work begins.
    2. A personal welcome. It is very important to schedule a real moment for your new interns to be personally welcomed. Interns lack experience and might need a special treatment to facilitate their integration within the professional environment. Their first day’s experience can have a big impact on their integration within the work environment.
    3. Site visit and org culture. After welcoming them, it’s important to organize a site visit and give them an introduction about the workspace culture and the business background. This will help your them to be included in the day to day life of your organization.
    4. Introduce them to the team. Once the intern feels familiar with the environment, it’s important to present them to the team that they will be working with. This will lay the foundation for their sense of belonging.
    5. Appoint both a manager and a mentor. While the manager will manage the work of the intern and ensure projects stay on focus, the mentor will have a role of a facilitator. The mentor will be in charge of providing any information (not necessarily related to the intern’s project) that will help the intern in their role.
    6. Clarify expectations. The manager has to clarify expectations from both sides: what the intern is expecting to get from the internship, and what the manager is expecting to get from the intern. To do so, it’s very important to provide a real work assignment and define the success criteria.
    7. Assign challenging and relevant work. Allowing to your intern to work on challenging and relevant tasks that are recognized by your company is one of the best ways to ensure the success of the internship. Once the work assignment has been done, the intern should be given the necessary documents and tools to allow them to get the necessary information. Ideally, the manager or the mentor should provide a reference checklist that the intern can follow to make sure that they are getting all what they need.
    8. Define communication plan. The manager should define the communication plan with the intern. Every intern should send a written report to their manager at the end of each week. This will help the intern to work on their communication skills and write down their work progress. It will also help them to raise flags whenever they hit a roadblock. If they need to write a report at the end of the internship, they will have a lot of materials from these communications. This also will help the manager to track the progress and appreciate the work or raise flags on time.

    Intern onboarding gone wrong: Common mistakes employers make

    Wesley Higbee, President of Full City Tech Co., shares five common onboarding mistakes made by employers.

    1. Treating everybody the same.It’s important to have a process or checklist. Just don’t standardize it too much. Tailor the plan to the candidates you’re hiring. If new hires have accolades in sales, for example, don’t put them through a sales training program.
    2. Waiting periods for benefits.There’s nothing to gain by withholding vacation days, health care, etc. Waiting periods connote cheapskate and can create mistrust. If you don’t trust new employees enough to give thembenefits on day one, why are you hiring them?
    3. Not making expectations clear. If you throw them to the wolves without ensuring everyone is on the same page, of course you will find that they don’t perform up to your expectations.
    4. Not including new hires in the process of assessing what they want to learn.You cannot force feedinga training without also learning what motivates them and where they want to grow.
    5. Not learning from new hires.Learning is not a one-way road. There are plenty of candidates you might hire that have more to teach you, than you have to teach them.

    Signs the internship is going well

    “Two things,” says Radhouani, will tell you whether things are on the right track. “Clear communication and measurable progress.”

    If the onboarding was done successfully, then the intern will have clear objectives and all the necessary information to achieve them. During the weekly meetings with the manager, it should be clear how much progress is being made. Another good indicator is how well the intern has integrated within the team.

    Keep informed of recruiting best practices by staying connected with College Recruiter on LinkedInTwitterFacebook, and YouTube. Hiring soon? Would it make sense to have a brief conversation about your hiring needs? Consider College Recruiter’s advertising solutions, or email [email protected]

     

    Said Radhouani of Nextal, an applicant tracking systemAbout Saïd Radhouani: Saïd is tech entrepreneur passionate about Big Data, Search and Digital Marketing. He built teams from scratch and put in place strategies and platforms that serve some of the largest Web and mobile properties in Canada. He founded Big Wisdom to help organizations to leverage their data and make optimal decisions in their digital journey. Big Wisdom provides services from strategy to implementation to support in content management, search, knowledge management and analytics.

     

    Wes HigbeeAbout Wes Higbee: Wes helps organizations make the leap from today to tomorrow. He started out in software development helping organizations tackle business opportunities. In working closely with customers as a consultant, he realized there are many needs beyond the software itself that nobody was taking care of. Those are the needs he addresses today, whether or not technology is involved. Wes has a passion for sharing knowledge. He speaks professionally on webinars and conferences to help organizations improve.

     

  • Onboarding new employees starts before first day on job

    May 02, 2017 by

     

    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. Continue Reading

  • Opportunity for growth and variety: Insurance internships

    March 03, 2017 by

     

    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

  • Spotlight on success: CEB’s summer internship program

    February 20, 2017 by

     

    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

  • Don’t ask, “Do we have to pay interns?” The answer is always yes.

    February 13, 2017 by

     

    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.”

    Continue Reading

  • 10 strategies for securing a summer internship

    February 07, 2017 by

    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.

    In fact, there are even hidden benefits of internships that go bad.

    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:

    Continue Reading

  • Sneak peek at government internships: Securities and Exchange Commission

    December 21, 2016 by

     

    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!) 

    Are you ready to advance your career? Register with College Recruiter to get the latest jobs emailed to you! And don’t forget to follow us on TwitterLinkedInFacebook, and YouTube.

  • Four ways recent college grads benefit from completing Massive Open Online Courses

    December 15, 2016 by

    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.

    Continue Reading