March 07, 2017 by Matt Krumrie
Compassion, patience. A willingness to help. A desire to continually learn. Those are all important traits of a successful nurse, say Dr. Kim Hudson-Gallogly, head of the University of North Georgia’s Department of Nursing.
“The medical field is constantly growing and changing,” says Hudson-Gallogly. And recent college grads pursuing a career in nursing or nursing jobs must be prepared to adapt now, and in their future. Especially when it comes to landing that entry-level nursing job.
Those pursuing entry-level nursing careers should “try and expose yourself to many different areas of nursing so that you can know where your interests truly lie,” says Hudson-Gallogly. “That way, you can have at least a couple of areas you would like to work in, in case your first choice is not available.”
According to the American Nursing Association “Nursing is the protection, promotion, and optimization of health and abilities, prevention of illness and injury, facilitation of healing, alleviation of suffering through the diagnosis and treatment of human response, and advocacy in the care of individuals, families, groups, communities, and populations.”
To succeed in a nursing career, college students and recent college grads pursuing nursing careers need excellent people skills with the ability to listen, observe, and communicate with others, says Rhonda Bell, Dean of Health Sciences at San Jacinto College North.
“A nurse is a team member in an ever changing dynamic health care system,” says Bell. “He or she must have the ability to work as a part of a multi-disciplinary team in order to achieve the best outcomes for the patient and family receiving care.”
Nursing can be a stressful career, says Bell. But also rewarding. A nurse must be able to manage stress and deal with emotional situations, as well be flexible and adaptable on short notice. What it comes down to is, a nurse must have a passion for caring for others, says Bell.
Nurses are taught to be unbiased and non-judgmental when caring for all cultures, ethnicities, socio-economic groups, genders and age groups, says Dr. Janet Mahoney, Dean of the Marjorie K. Unterberg School of Nursing and Health Studies at Monmouth University.
“The profession is guided by the code of ethics,” says Mahoney. “Nursing is a highly respected profession and one that the public highly regards as one of the most trustworthy.”
Nurses portray calmness in a sea of chaos, adds Mahoney. As new nurses join the field, they quickly learn how to multitask and delegate appropriately. Each patient’s care experience brings nurses to a new level of knowledge, competency, and confidence. Each experience builds on the other to form a firm foundation.
What are some other skills and traits of a successful nurse? What does it take for current college students and recent college grads to succeed in a nursing career? Nursing industry educators and leaders provide these 10 secrets to success for recent college grads pursuing nursing careers:
December 13, 2016 by Matt Krumrie
Are you a recent college grad looking to get ahead of the competition by creating a video resume? Be cautious before thinking a video resume is the golden ticket to landing an interview, or getting a job.
That’s because even in today’s digital world, success on the job hunt still often depends heavily on an old-school document, according to The Creative Group (TCG), a company that specializes in connecting interactive, design, marketing, advertising and public relations talent with the best companies on a project, contract-to-hire, and full-time basis.
Nearly eight in 10 executives surveyed by TCG said they prefer receiving traditional resumes in Word or PDF format over video or infographic resumes. Some employers won’t even accept video resumes and in the TCG survey, released in May of 2016, only three percent of executives indicated they prefer video resumes over traditional resumes.
That’s no surprise to Tom Thomson, managing partner of Sanford Rose Associates, a recruitment firm in Nashville. “The recruiters I discussed this with do not want video resumes,” says Thomson. Here is why, he says:
- Recruiters and hiring managers see these as highly produced marketing pieces.
- Most people are not comfortable or feel natural in front of a camera. “You may not want this to be the first impression a potential employer has of you,” says Thomson.
- It can easily be used to discriminate against highly qualified candidates based on their appearance.
Arlene Vernon, a Twin Cities-based HR consultant, agrees. “When you see the person on a video, there’s an increased risk of discrimination from a legal perspective, because you can see race/ethnicity before you get to hear about their skills/background.”
Time is also a drawback of video resumes.
“I can scan a resume to see whether I like the candidate in five to ten seconds,” says Vernon. “I don’t have time to watch a video. I might do it after seeing a resume I’m interested in, to learn more about the person, and see their presentation skills. But I don’t think the convenience of a ‘paper’ resume will disappear.”
“If you’re applying for a job that requires multimedia or presentation skills, a short, one minute video resume that highlights key skills and accomplishments can be effective and set you apart from the competition,” says Domeyer. “If you have creative skills, you can even put together an animated short about why you’d make a good addition to the team. That said, always have a traditional resume ready in case one is requested.”
According to the team at SparkHire, a company that provides video interviewing, resume and technology solutions: “Video resumes are a way for candidates to go beyond traditional methods of applying, such as submitting only a resume, cover letter, and work samples. Lasting typically 60 seconds, these videos are your shot to make the best first impression to an employer. A video resume lets the employer literally see you and hear your case (via your communication skills, personality and charisma) as the best candidate for the job – all before the interview takes place.”
When to use a video resume
Before you make a video resume and hit the upload button, think carefully about whether it will help or hurt your chances of getting a job interview, says the experts from Robert Half Technology. Professionals in the following industries are likely to see the most success with a video resume:
- Marketing, advertising and public relations: If you’re applying for a job that requires killer presentation skills, a video resume can help you show off your abilities and professional polish.
- Public speaking: When applying for jobs that require a lot of public speaking — for example, in sales or training — you can use a video resume not only to introduce yourself but also to include clips of yourself in action.
- Multimedia: For professionals who create multimedia content, a video resume can be one more way to demonstrate your editing or motion graphics skills.
- Broadcast: Candidates for jobs as newscasters, television hosts or film professionals have long used video show reels, mailing out old-school VHS tapes of their best clips years before the Internet came along. If this is your field, consider starting your show reel with a video resume to introduce yourself.
When to avoid video resumes
Of course, there are times when it’s best to stick to a traditional resume, according to Robert Half Technology:
- You’re not comfortable on camera: People who are shy may want to reconsider a video resume. One big goal of this format is to show employers your personality. If you tend to get nervous or clam up as soon as a camera turns on, you obviously won’t achieve this objective.
- The employer asks for a standard resume: A job posting might have a very specific application process, for example, or require job candidates to paste their resumes and cover letters in an online form.
- A video resume won’t help you sell yourself: For many job seekers, a video resume simply won’t add much value. If you’re applying for a position as an accountant, for instance, employers will probably find it easier and more convenient to review your skills and work experience on paper (or, in a PDF or Word document, to be more accurate).
- You prefer to remain private: Even though it’s possible to make your video private, you’re still putting details of your life on the Internet, and there’s a chance your video resume gets wider distribution than you anticipated. As always, make sure that what you post is something you won’t later regret.
There are pros and cons of video resumes. Recent college grads should be careful when creating one, and make sure it’s right for your industry or job application before sending one.
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November 18, 2016 by Matt Krumrie
Dear Matt: I’m a recent college graduate who is seeking opportunities to grow and network within my field. I’ve always heard that professional associations are beneficial. Why should recent college grads join professional/industry associations?
Matt: Joining an industry-related association or trade organization, or young professionals networking organization, are great ways for recent college graduates to network, meet other like-minded professionals, and learn. Many recent college grads have met professionals who have become future co-workers, managers, and even friends, through associations or various professional networking organizations.
But meeting people and making contacts and friends are only a small reason why joining industry associations are highly recommended for college students and recent college grads.
“Recent graduates benefit immensely from joining professional associations – and there’s much more to it than networking for job opportunities or brushing up on your interviewing skills,” says Richard Baseil, executive director of the IEEE Signal Processing Society, the world’s premier association for signal processing engineers and industry professionals.
Joining professional associations allows college students and recent college graduates to stay on top of industry trends, learn about volunteer or leadership opportunities, and enables project collaboration. For example, IEEE’s Signal Processing Society offers current students and recent graduates exclusive member benefits including continuing education, substantial discounts on various technical and industry resources, and career recognition through scholarships and awards. And, since most employees do not stay with a single employer through their career, an association such as IEEE can act as a stable “home base” as members seek other opportunities.
Employers like employees who step outside their comfort zone Continue Reading
October 26, 2016 by Anna Peters
At a recent People of Color Job Fair, employers touted their welcoming workplaces. Many referred to their affinity groups as how they are inclusive of diversity. If offered genuinely, affinity groups can bring value to both the employee and the employer.
Value to employees
- Take a rest from the code-switching. It can be lonely working in an office full of people who don’t look like you. Code-switching all day can be exhausting. (For those less familiar, “code-switching” is a daily practice for people who navigate two cultures. They adjust their dialect/language/mannerisms to fit into the surrounding culture without being questioned. NPR has a nice illustration of code-switching.) Affinity groups can offer relief for anyone who needs a space where it feels safer to express yourself freely. Groups are meant to bring people together who share a common interest or culture. Examples are veterans, women, African Americans and GLBT affinity groups. It’s about solidarity (“Why Women’s Spaces Matter”).
- Build your network. In your affinity group, you will probably find yourself networking with colleagues outside your immediate team. This can be helpful to your career. Especially for entry-level and younger employees, more experienced colleagues can give you advice and point you to resources.
- Build new skills. You don’t have to wait for a formal company training to learn new skills. Informal group discussions offer excellent opportunities to learn new tools, technology or best practices that can make you more effective and valuable at your company.
Value to employer
- Boost retention of employees. Engagement is king. For those who claim that affinity groups look more like segregation than inclusion, consider how relieving it can feel for an employee to join an affinity group and feel at home with other colleagues who “get them.” That employee, in turn, may feel more positive about her work, thus stick around longer. In addition, group members can collaborate with management to discuss issues of recruitment and retention, and shed light on how to improve your practices. In this example, GLBT employees helped shape their organization’s benefit policy for domestic partnerships, making them more competitive.
- Get new consumer insights. Affinity groups can collaborate with management to discuss marketing solutions for consumers from their own community.
- Low-cost learning and development. Affinity group members share resources with each other, best practices, and new tools and technology. This no-cost informal learning is a nice supplement to expensive formal company training.
- Reap the benefits of diversity. Multiple studies point to the increased productivity and profits of diverse companies. However, if your work environment isn’t inclusive, these benefits remain out of reach. If managed well, affinity groups can be part of your inclusion strategy.
Doing it right
- You can’t force affinity groups. They must be employee-led, and membership can’t be forced. If employees feel that the group has been too packaged without their input, you lose their buy-in and engagement.
- Give it time. The longer your organization has affinity groups, the more likely you will be able to align them to business goals.
Veteran’s Day is November 11! Here are a few companies who have created affinity groups for veterans. Want to keep up on the latest career and job search tips and trends for recent college grads? Stay connected to College Recruiter by visiting our blog, and connecting with us on LinkedIn, Twitter, Facebook, and YouTube.
October 12, 2016 by Matt Krumrie
Dear Matt: I’m responsible for hiring entry-level employees for a large company, and I am amazed at how many recent college grads have their parents reaching out to us on behalf of their children – they even show up at interviews! I thought helicopter parents were only involved at the youth and high school level. But we’re now seeing it in the business world. Can you remind your readers and all recent college grads that parental involvement shouldn’t take place in the workplace?
Matt: By one definition, a helicopter parent is a parent who pays extremely close attention to a child’s or children’s experiences and problems, particularly at educational institutions. Helicopter parents are also prevalent at the youth and high school level, often hovering over their children and every decision involving those children at youth or high school activities, in school, or with friends.
And now, helicopter parents are invading the workplace. Yikes! It’s true.
“Believe it or not, recruiters and hiring managers are seeing a surprising influx of parental involvement in the job search, recruiting, and interviewing process,” says Brandi Britton, district president for OfficeTeam, the nation’s leading staffing service specializing in the temporary placement of highly skilled administrative and office support professionals. “As a staffing firm, we’ve heard our share of helicopter parent stories and experienced some unique situations with moms and dads ourselves.”
Today’s working parent can be a great resource for that recent college grad seeking job search advice, or with connecting them to members of their professional network. But they shouldn’t accompany their child to job interviews, contact employers on behalf of their child, or listen in on speaker phone or Skype/Facetime during the interview. Those are all things that are happening today and all things recent college grads should be sure to avoid to land that first job, or move forward in their career.
According to a survey of 608 senior managers by Office Team, 35 percent of senior managers interviewed said they find it annoying when helicopter parents are involved in their kids’ search for work. Another one-third (34 percent) of respondents prefer mom and dad stay out of the job hunt, but would let it slide. Only 29 percent said this parental guidance is not a problem.
The reasons for mom and dad getting involved are simple, says Britton: Recent college grads may not have as much job search experience and therefore turn to their parents for guidance.
“The job search process can be extremely challenging and daunting,” says Britton. “Parental support and advice throughout the process can help you stay positive and on track.”
“Although most parents mean well with their efforts, they need to know where to draw the line to avoid hurting their son or daughter’s chances of securing a job,” says Britton
Managers were also asked to recount the most unusual or surprising behavior they’ve heard of or seen from helicopter parents of job seekers. Here are some of their responses:
- “The candidate opened his laptop and had his mother Skype in for the interview.”
- “A woman brought a cake to try to convince us to hire her daughter.”
- “One parent asked if she could do the interview for her child because he had somewhere else to be.”
- “A father asked us to pay his son a higher salary.”
- “One mom knocked on the office door during an interview and asked if she could sit in.”
- “Parents have arrived with their child’s resume and tried to convince us to hire him or her.”
- “A job seeker was texting his parent the questions I was asking during the interview and waiting for a response.”
- “Once a father called us pretending he was from the candidate’s previous company and offered praise for his son.”
- “Parents have followed up to ask how their child’s interview went.”
- “A father started filling out a job application on behalf of his kid.”
- “I had one mother call and set up an interview for her son.”
- “Moms and dads have called to ask why their child didn’t get hired.”
When it comes to parental involvement in the job search, Britton provided the five biggest mistakes college grads make when involving parents in the job search:
- Parents should avoid direct contact with potential employers. They should not participate in interviews or call, email or visit companies on behalf of their children.
- Job seekers should be the ones filling out the applications and submitting resumes, not their parents.
- Helicopter parents should steer clear of involvement in following up after their child has applied or interviewed for a position.
- Having your mom or dad try to bribe a potential employer is a definite no-no. In our survey, one woman brought a cake to a company to try to convince them to hire her daughter.
- Parents shouldn’t be involved in job offer discussions, such as negotiating salary or benefits.
“Parents should absolutely not be included in their children’s job interviews,” says Britton. “The meeting is meant to be a discussion involving only the interviewer(s) and job candidate. “Parents participating in interviews can distract from the goal of making sure it’s a fit for the applicant and employer. The employer is evaluating whether to hire the applicant — not his or her parent.”
Employers usually appreciate candidates who are assertive, but when a parent is clearly handholding or answering questions for their child, it sends the message that the individual lacks initiative and independence, adds Britton.
Does this automatically eliminate a candidate?
“Not all employers will automatically take a candidate out of contention if his or her parents become too involved in the job search, but chances are that most hiring managers would be put off by this type of behavior,” says Britton. “Parents who become overly involved in their children’s job searches can cause more harm than good because employers may question the applicant’s abilities and maturity.”
Professionals need to take ownership of their careers – they’re responsible for applying to and ultimately landing positions. So how can parents assist recent college grads in the job search? Britton offered these additional tips on how parents can assist recent college grads in the job search:
- Uncovering hidden job opportunities: Family members and others in your network can be great sources for advice and help you uncover hidden job opportunities.
- Job search and interview preparation: It’s perfectly fine to tap your parents for behind-the-scenes assistance, such as reviewing resumes, conducting mock interviews or offering networking contacts.
- Access to professional contacts: Parents or those in their network can provide access to contacts at companies or alert you to opportunities.
- Resume and cover letter review: Have your mom or dad review your resume and cover letter to ensure they’re error-free and clearly showcase the most important information.
- Mock interview assistance: Prepare for interviews by practicing responses to common (and tricky) questions with your parents. They can also provide constructive criticism regarding your answers and delivery.
- Decision-making: Juggling a few offers? Children may want to get their parents’ opinions when weighing potential opportunities. But ultimately, it’s the job seekers decision, not the parents.
“Parents want the best for their kids, but being overly involved in a child’s job search can cause more harm than good,” says Britton. “It’s a positive for mom and dad to help behind the scenes by reviewing resumes, conducting mock interviews and offering networking contacts. However, ultimately, companies seek employees who display self-sufficiency and maturity.”
Want more tips and advice on how to successfully navigate the job search? Then stay connected to College Recruiter by visiting our blog, and connect with us on LinkedIn, Twitter, Facebook, and YouTube.
About Ask Matt on CollegeRecruiter.com
Ask Matt is a new monthly career advice column that offers tips and advice to recent college grads and entry-level job seekers. Have a question? Need job search or career advice? Email your question to Matt Krumrie for use in a future column.
September 21, 2016 by Harry Rothberg
By Ted Bauer, contributing author to College Recruiter
This headline from October 2015 in Harvard Business Review says it all: “Firms are wasting millions recruiting on only a few college campuses.”
We’ve seen this for years, especially among the EPS companies across investment banks, management consulting firms, and law firms. There are “target” campuses and then there’s “everyone else.” While you might get some amazingly high-quality people (good!), overall the process has a lot of waste, financially and in terms of potential burnout for your recruiting team.
There’s a better way. Ever seen the stat that it took 35 years to construct the federal highway system, but Facebook reached 500 million users in six years? It’s an obvious stat, sure — but it speaks to the amazing power of digital to both connect and scale.
No matter how you approach digital vs. in-person, your goal should be to maximize your ROI from your college recruiting efforts. To do that, you might need to move around some budget buckets: less on-campus and more interactive/digital/social/job board work.
August 26, 2016 by William Frierson
For many college students and recent graduates, networking is likely to be part of their job searches. Their success or failure when interacting with recruiters and hiring managers will depend on their approach. While securing internships or entry-level jobs is a priority, college students and recent grads don’t want to come off as too aggressive when asking about career opportunities. Job seekers should not assume that just because they are eager to work that employers will automatically tell them about job opportunities, including those in the hidden job market.
When networking, students and graduates can inform professionals about who they are and what interests they have. At the same time, they can ask questions to learn more about potential employers and what they have to offer. Marc Prosser, Co-Founder and Managing Partner of Fit Small Business, discusses a key mistake to avoid when networking and shares helpful tips for a better experience.
“The biggest networking mistake is asking people if they know of any open jobs. It’s good to be aggressive and show you’re looking for work. But why should anyone recommend you, especially if they don’t know you or your work ethic?
The best way to network is showing curiosity about what people do. Ask them and tell them you’d like to learn more about their profession; establish an interest in them. They may recommend you and say “This person is interested in…and may be good for the position.” Asking employers if they’re hiring won’t be as effective as “Hey, what do you do?” Avoid that mistake and you’ll be better at networking.”
Marc Prosser is the Co-Founder and Managing Partner of Fit Small Business, a site that provides reviews and articles for small business owners. Prior to starting Fit Small Business, Marc was the CMO of FXCM for 10 years. He joined as FXCM’s first employee and grew the company to more than 700 employees.
August 22, 2016 by William Frierson
Attending networking events on college campuses is a great way for recruiters and hiring managers to interact with and build relationships with college students. By engaging in conversations with college students, recruiters and hiring managers can find potential candidates for entry-level jobs, internships, or other career opportunities. It is also important to keep in mind that networking is a two-way street. While it is important for students to follow-up with recruiters, recruiters should do the same.
One mistake some recruiters make is not following up during the hiring process. This can not only create a less impressive candidate experience but can also a company or organization’s reputation. Kevin Fallon, Director of Career Services at Salisbury University (Maryland), discusses the negative effect left on college students when recruiters do not follow up during the hiring process.
“The single biggest mistake we often see recruiters and hiring managers make during the hiring process is a lack of follow-up or follow-through. College students will come to us and say ‘I never heard back from (recruiter) at (name of company) – Should I follow up with them?’ This lack of following through on communicating with students is damaging to an organization’s brand, and it leaves them with an unfavorable view of the organization. It especially does when you consider the contact management software available today.”
Kevin Fallon serves as the Director of Career Services at Salisbury University (Maryland), where he leads the delivery of career and professional development services to more than 8,000 students enrolled in, as well as alumni from 42 undergraduate and 14 graduate programs in business, education, science and technology, and the liberal arts. Prior to joining Salisbury, Fallon’s 22-year career included talent acquisition and talent development leadership roles with global Fortune organizations such as PriceWaterhouseCoopers, Accenture, and Bank of America, as well as university career services leadership roles with the Robert H. Smith School of Business at the University of Maryland College Park and Rider University in Lawrenceville, New Jersey.
August 19, 2016 by William Frierson
How do you handle networking opportunities? Is it a one-way or a two-way street? The mistake you can easily make is that networking is all about you. Because you’re so focused on landing an internship or an entry-level job, no one else seems to matter. Having that perspective is a mistake.
Networking is about communicating with professionals or other job seekers and building relationships with them. If you’re not just talking but taking the time to listen to someone else, you can learn valuable information to benefit your career. Michael Moradian, Executive Director of HonorSociety.org, explains why networking isn’t all about you and offers good networking tips.
“We live in a culture obsessed with personal branding, which isn’t necessarily a bad thing. The problem occurs when the only thing professionals focus on is themselves. Don’t attend networking events to tell your story alone; focus on listening, as well. After all, networking should be a dialogue, not a monologue.
It all comes down to authenticity. Are you joining professional groups and meeting people to only serve your career and to be the loudest, most talkative person in the room? If so, you will get nowhere fast.
Show a genuine interest in meeting new people, sharing ideas, asking questions, and developing strong relationships. Nobody wants to associate with selfish, egotistical blowhards who try controlling every conversation.
Being authentic also requires gratitude. Many young professionals forget to thank whoever takes time to talk to them. Express how much you appreciate each person’s time and energy. This leaves them with a positive impression of you and solves another common networking mistake, which is failing to follow-up.
Most people assume their contacts will seek them out on their own. Don’t leave it to chance. Instead, be proactive, and connect online and schedule follow ups with a simple email or a request for a lunch meeting. Take charge, be humble, and maintain a level of professionalism.”
Michael Moradian is the Executive Director of HonorSociety.org, an honor society that recognizes academic achievement and provides valuable resources and tools to its members. Connect with Michael and HonorSociety.org on Twitter at @HonorSocietyorg.
August 16, 2016 by William Frierson
As recruiters and hiring managers search for top talent, it is important they understand how to approach potential job candidates. Employers should think about treating candidates the way they would want to be treated when searching for internships or entry-level jobs. Recruiters and hiring managers can’t assume just because they arrive on college campuses that they will make connections. Taking time to speak with college students who attend networking events shows sincere interest in them and create a favorable impression of an employer. Michael Moradian, Executive Director of HonorSociety.org, explains the importance of connecting with candidates in a genuine manner.
“Networking is a way to build professional relationships on a personal level. But many recruiters fail to connect with potential candidates in a meaningful way. Communication is the most important tool in a recruiter’s toolkit. If you can’t explain expectations and describe opportunities in a clear, straightforward way, candidates will go elsewhere. Job seekers aren’t interested in vague, unclear information. They want to know if an opportunity is right for them so help them see if they can fit into the role.
It’s easy to spot common offenders when you’re at networking events. Keep an eye out for card spammers, people who throw their business cards around attempting to reach as many people as possible in a short amount of time. This is not just unprofessional; it’s also offensive.
You can’t build relationships by skimming the surface and trying to get your information in as many pockets as possible. Why would I want to build a trusting relationship with you when you can’t seem to take the time to fully engage with me?
Instead, start a conversation and express a genuine interest in connecting. Being inauthentic and focusing only on the result is off-putting. Don’t force anything; sometimes, there just isn’t a fit. Express what you can offer and how you can help potential candidates.
Follow-up if you sense some interest, but don’t be pushy. There is a human side to business, and talented candidates appreciate when they are treated as a person, not a commodity.”
Michael Moradian is the Executive Director of HonorSociety.org, an honor society that recognizes academic achievement and provides valuable resources and tools to its members. Connect with Michael and HonorSociety.org on Twitter at @HonorSocietyorg.