• Find a winter internship: A Guide of Do’s and Don’ts

    October 24, 2017 by

     

    If you need an internship this year, try learning from people who have failed or succeeded at finding one.

    Your advisor says an internship will open doors and build your skills. But you’re busy with everything else, and you might not even know what to look for in an internship. What doors do you even want to open? And what skills do you even want to build?

    We put together a guide of “Do’s and Don’ts” to help you find an internship that is right for you. It’s based on real stories that we heard from recruiters at Intel and The New England Center for Children. (We changed the names but the stories are about real applicants.) Continue Reading

  • Entry level business jobs: Your business major isn’t a shoo-in.

    September 27, 2017 by

     

    Business is the most popular major on college campuses today. Many students believe a business degree gives them the best shot at employment and a successful career, but according to the Washington Post, many employers disagree. Below we provide a list of entry level business jobs, but first, business majors should read what you are probably lacking and how to make yourself more employable. Continue Reading

  • Tips from expert recruiters: the best elevator pitch and how much time to spend networking

    August 28, 2017 by

     

    Networking is part of the job search, like it or not. For entry level job seekers, it’s important to practice a simple introduction that lets people know who you are and who you want to be, so they know how to help you. I met with two recruiting experts who gave their advice for the best elevator pitch, and plenty more tips for students and grads to network and build their personal brand.

    Toni Newborn, J.D., is the Diversity and Consulting Services Manager at the City of Saint Paul; and Jeff Dunn is the Campus Relations Manager at Intel. Newborn and Dunn are part of College Recruiter’s Panel of Experts. Continue Reading

  • “Brand yourself” sounds intimidating. Two recruiting experts discuss how and why job seekers should care.

    August 21, 2017 by

     

    For students and grads looking for a job, we cannot underestimate the importance of networking. You’ve heard that advice before. However, if you don’t build your personal brand before or as you build your network, you could meet with a million people and still get nowhere in your job search.

    I caught up with two recruiting experts on our Panel of Experts who offered their advice for entry level job seekers. Toni Newborn, J.D., the Diversity and Consulting Services Manager at the City of Saint Paul; and Jeff Dunn, the Campus Relations Manager at Intel, weighed in on how to “brand yourself.” Continue Reading

  • Summer intern onboarding: Good and bad practices

    May 15, 2017 by

     

    Onboarding should be a positive and productive experience for interns. When you build a successful onboarding program, you benefit in the short-term with satisfied interns who will give their all, and you also benefit in the long-term when your best interns convert to full-time employees.

    We wanted to bring forth some best practices and common mistakes for onboarding summer interns, so we checked in with our friend Saïd Radhouani, Ph.D., Co-founder of Nextal, a collaborative applicant tracking system. Radhouani, who holds a double Ph.D. in Management and Computer Science, has built teams from scratch and put in place strategies to serve some of the largest web and mobile properties in Canada. We also gathered insight from Wes Higby, President of Full City Tech Co, where he consults in employee development and other services.

    8 essential elements to successfully onboard your interns

    These seven steps will help you set up your interns for success:

    • Onboarding doesn’t start on the first day. Interns should begin onboarding before that, especially for interns who accept the position months before they graduate and begin your program. It is your responsibility to make a great first impression and show interns that your company is a good place to work, and that they will be given an opportunity to grow and succeed. Consider assigning each intern to a peer advisor who meets with them before they start. Consider inviting them to holiday parties, community service activities, and other office events where they can meet their future co-workers. At the very least, before your interns arrive, they should already understand your organization’s history, vision, and mission. Another excellent way to start off right is to ensure administrative paperwork is done before the first day, instead of boring your interns to death on their first day.
    • Welcome your interns authenticallyGive them a personal and warm welcome. It is very important to schedule a real moment for your new interns to be personally welcomed. Interns lack experience and might need special treatment in the beginning to facilitate their transition into a professional environment. Their first day’s experience can have a big impact on their integration within the work environment. Set up their workspace and equipment so that area is clean and ready to go. All technology (computer, phones, passwords) should be set up properly and working.
    • Organize a site visit for them. Give office staff notice beforehand so they can be present and introduce themselves. This will give them a taste for your organizational culture and the business background. The more people they connect with, the more they will feel included in the day to day life of your organization.
    • Introduce them to their own team. They need to know right away who they will be working with. This will lay the foundation for their sense of belonging. Don’t underestimate the importance of this–your interns who feel connected, safe and included from the beginning will be likely to identify with the higher organizational needs.
    • 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.
    • 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. Remember that college students are used to seeing a syllabus for each of their courses. Consider creating a work plan that explains the focus and goals of each week during the internship program. And go ahead and call it a syllabus.
    • 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.

    Read concrete tips and big ideas in our white paper, “How You Should Tweak Your Summer Internship Program”

    • Define a communication plan. The manager should define the communication plan with the intern. For example, an intern might be expected to send a written report to their manager at the end of each week. This will not only help the intern to improve their communication skills, but it will help move projects along by documenting progress. Also, this would raise red flags if they hit a roadblock. Some interns are required to write a paper for college credit at the end of the internship program. If that’s the case, they will have a lot of materials from their weekly communication.

    Intern onboarding gone wrong: Common mistakes employers make

    These are five onboarding mistakes that employers often make.

    • Don't support everyone with the same broad brushDon’t treat everybody the same. It’s important to have a process or checklist, but just be careful not to 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. Your college talent is now made up of Gen Z, and above all else, they demand authenticity and expect personalization.

    Watch College Recruiter’s Steven Rothberg present “New Strategies to Engage Gen Z and Other Modern Candidates”

    • Don’t make interns wait for benefits. There’s nothing to gain by withholding vacation days, health care, etc. Putting interns through a waiting period will make them see you as a cheapskate and can create mistrust. If you don’t trust new employees enough to give them benefits on day one, why are you hiring them?
    • Don’t give unclear expectations. If you throw them to the wolves without ensuring everyone is on the same page, you will find that they don’t perform up to your expectations. This seems like a no brainer but many interns have this exact experience.
    • Don’t exclude interns from the process of designing their training. Don’t just train them by talking at them. Take advantage of that training period to learn what motivates them and where they want to grow. This will engage them and you will discover ways to get the most out of them this summer.
    • Don’t assume you have nothing to learn from your interns. Learning is not a one-way street. There are plenty of interns who have skills that you do not. Learn from them not only to benefit your own development but to increase their sense of inclusion and value.

    Signs the internship is going well

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

    Another good indicator is how well the intern has integrated within the team. During the weekly meetings with the manager, it should be clear how much progress they are making toward their goals and how they are working with their team. If you successful onboard your interns, then they will have clear objectives and all the necessary information to exceed expectations.

  • 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

  • The do’s and don’ts of recruiting summer interns

    February 15, 2017 by

     

    Recruiting interns requires being strategic. Here are a few ideas.

    The competition for talent ranks as one of the biggest challenges with recruiting interns.  Whether contending with large corporations that have more established programs, or smaller businesses with better compensation and perks, companies are only successful in the long term with an effective recruitment strategy and strong employment brand.

    Developing the right recruitment strategy and implementing it on a consistent basis is critical.  Here are a few ways to become more strategic:

    • Host focus groups to learn how students perceive your employment brand, and what they are looking for in a potential employer
    • Encourage former or current interns to become ambassadors to further your reach on campus
    • Build and foster your school relationships, letting them know you’re open to new and unique opportunities to connect with students
    • Focus recruitment efforts in the fall. Your competition is probably recruiting interns to snap up top talent in January so it benefits you to start early.
    • Maintain a consistent message across all functions that are recruiting interns on campus, making sure what’s communicated aligns back to the larger organization.
    • Play up the positives of your company, being transparent about what a student may not feel is a benefit (students can see right through an inauthentic or generic message).
    • Increase your candidate pool and save on cost through virtual career fairs, info sessions, and video interviews.
    • Recruitment platforms, talent communities and niche job boards can help pinpoint candidates who you wish to hire.

    Dig into a few pools that you might be missing.

    Companies can broaden their candidate base through the use of talent communities and social media platforms.  A company’s own careers page can let students opt-in to receive notices about internship openings or related company news.  Social media platforms make recruiting interns easier by targeting and connecting with certain student populations (ex. HBCUs, STEM, MBA) through advanced filters and virtual presentations. 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.

  • Preparing for a career in the STEM Industries

    October 06, 2016 by

    Guest writer Luciana Amaro, Vice President Talent Development & Strategy, BASF

    1272644The workforce in Science, Technology, Engineering and Math, or STEM, is crucial to America’s innovative capacity and global competitiveness. Today’s STEM graduates have more career opportunities available now than at any other time in U.S. history. This three-part series from BASF, the world’s leading chemical company, will examine ways that college students and new graduates can establish a strong foundation that equips them to join the next generation of scientists and engineers.

    STEM disciplines have increasingly experienced talent shortages over the years. Recent data show that for every 1.9 available STEM jobs, there is only one qualified STEM professional available for hire. The resulting impact on the global economy is striking, given how many industries are part of the STEM supply chain. In fact, according to a recent report by the U.S. Bureau of Labor Statistics (BLS), by 2018, there could be 2.4 million unfilled STEM jobs.

    If you are considering a career in any of the STEM disciplines, do you know which education path will best prepare you? There are many programs at four-year universities, two-year colleges, community colleges, junior colleges and vocational-technical colleges. With so many choices, it might be overwhelming to determine what’s right for you, but the good news is that you can establish a strong foundation for success through many different ways.

    Build a strong foundation

    While we always appreciate an advanced degree, at BASF we also seek candidates who have non-traditional backgrounds that offer a transferable, yet distinct, set of skills and abilities, such as active or former military personnel. We believe hiring diverse employees results in an engaged, high-performing workforce that drives long-term success. If you are pursuing a technical career, junior colleges and certificate programs can provide you with the trade skills many companies require.

    Expand your network

    There are many collaborative educational partnerships that exist between businesses and schools today. See if your school offers education tracks or career fairs to set you up with connections following graduation. Most STEM related companies interview and hire students before they graduate, working closely with colleges to get a jump on the competition.

    Some companies, including BASF, recruit high-potential candidates through internship programs. Internships are a great way to build first-hand experience, gain practical insights into a particular company and larger industry, and help you apply the skills you learned in school. While possessing strong science and math skills might seem obvious, young professionals in the STEM fields also need well-developed interpersonal skills, as well as presentation, public speaking, organizational skills and great attention to detail.

    After college, what’s next? For advice on the myriad career opportunities in STEM available to new graduates today, check back next Thursday to read “Exploring STEM Career Opportunities for Young Professionals.”

    luciana-amaroLuciana Amaro is a Vice President in BASF Corporation’s Human Resources department, leading the Talent Development and Strategy unit.  In her current role, which she assumed on August 1, 2014, she is responsible for North American talent management, leadership development, staffing and university relations, workforce planning, learning and development, organizational development and change management.