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Internship Advice: How to Land an Internship & Maximize Your Experience

Friday, May 17th, 2013

By now, most students realize the importance of an internship. Whether it’s a college requirement or a choice of your own, internships can help even the savviest student develop their professional skill-set and gain the experience needed to land a full-time job. See our tips below to differentiate yourself from the crowd and excel from start to finish.

When Searching for that “Perfect Internship”

Always choose experience over money. As you read this, you are probably shaking your head thinking, “How can I take an unpaid internship and still have spending money?” Regardless of the pay, the purpose of the internship is to provide you with experience. If you shy away from unpaid or lower wage internships you could be missing out on an opportunity that could help you grow professionally and personally.

Use the connections and resources you have available. Your professors, family and friends want to help you succeed. Reach out to your network and inquire about internship openings or even if you can use them as a reference to attest to your work ethic. Also, take time to speak with your career services department. Not only can they help you tailor your resume, but they can direct you to your school’s online job resources and possibly introduce you to recruiters from companies you are interested in interning with.

Take advantage of online resources. Almost all employers have a career page on their website that links directly to open positions with their company. However, if you are unsure of a company that you’d like to work for, visit sites like <a href=”http://internships.jobs” target=”_blank”>Internships.jobs; that provide you with vetted and reliable internship opportunities from companies around the nation.

During Your Interview

Take time to showcase your personal brand. An interview is all about selling yourself and your skills to an interviewer. Use this opportunity to show how and why you’d be well suited for the position. Your interviewer will be listening for not only your skills, but to see if your personality would be well matched with the company’s culture.

Engage and connect with your interviewer. You want your interviewer to connect with you during conversation and remember you afterwards, bottom line. Turn your interview into a conversation, not a back-to-back round of question, answer, question, answer. By turning your interview into a conversation you are actively engaging your interviewer and providing he/she with meaningful points to remember about you.

Ask Questions. At the end of every interview, you have the opportunity to ask your interviewer questions. This is the part of the interview that allows you to see if this company would be a good fit for you. Make sure to have meaningful and unique questions prepared. Ask questions like, “What made you choose a career with this company? What is the culture of this company? Why do you enjoy your job?”

For the Duration of Your Internship

Ask questions— a lot of them. Rule number one of any internship: never be afraid to ask questions. You are there to learn after all, and if you don’t understand something, just ask. Your employer doesn’t expect you to know how to do everything. So if you encounter a task that is unfamiliar to you, ask questions.

Tackle your tasks with positivity and enthusiasm. Let’s face it, not every task you are given at work is going to be fun. While you may be given some “go-fer” tasks, exhibit the same amount of professionalism for small and large projects. You never know when you could receive a full-time job offer after all.

Get to Know the Industry. Jump on every opportunity available to learn more about the industry you are working in. Attend meetings, conferences and events with your team. After your internship is completed, you may not stay in the industry, but you will have done your best to educate yourself on the inner workings and may meet some great people to add to your network along the way.

Make Mistakes. While you may not want to make mistakes, you are going to. It’s human nature. At the end of the day, it’s how you learn and move forward. If you make a mistake, take ownership for your actions and your employer will appreciate your honesty and willingness to fix your mistakes.

Network and get to know fellow interns and full-timers. One of the biggest components of a job search is your network. Have you heard the phrase, “It’s all about who you know”? When job searching, that couldn’t be more correct. Build a professional relationship with full-time employees and your fellow interns. The people around you are a great source for job advice and tips that may help you land your next job.

Follow the tips above to increase your chances for success at a great internship experience. Keep in mind, even though you are there to work, you need to have fun along the way. After all, your internship may ultimately lead you to a career that you love!

Ready to search for an internship? Visit Internships.jobs. For additional advice and resources, check out our Pinterest board for job seekers, the Social Jobs Partnership page and Jobipedia.org.

DE Members Prominent on 2013 DiversityInc Employer Recognition Lists

Thursday, May 16th, 2013

As a nonprofit Association of employers, DirectEmployers (DE) works to offer the resources and assistance that our Members need to be recognized as having a fair and diverse workforce, and therefore assisting with OFCCP compliance regulations. Through strategic partnerships with veteran, diversity and disability organizations and a varied product and service offering, we help provide our Members the opportunity to do just that. Many of our Member companies earn recognition for their recruitment and staffing initiatives.

Each year, DiversityInc Magazine releases lists of top companies in a number of hiring and staffing areas including but not limited to diversity, disabilities, veterans and minorities. This year, we are proud to see our Member companies comprising the majority of these lists. Check out some of the stats that we pulled:

The DiversityInc Top 10 Companies for People With Disabilities
- 9 out of 10 are current DirectEmployers Members

The DiversityInc Top 10 Companies for Global Diversity
- 10 out of 10 are current DirectEmployers Members

The DiversityInc Top 10 Companies for Veterans
-7 out of 10 are current DirectEmployers Members

The DiversityInc Top 10 Companies for Recruitment & Retention
- 9 out of 10 are current DirectEmployers Members

The DiversityInc Top 10 Companies for Executive Women
- 8 out of 10 are current DirectEmployers Members

The DiversityInc Top 50 Companies for Diversity
- 38 out of 50 (or 76%) are current DirectEmployers Members

Other DE Member Honors:
Top Company for Diversity-Management Progress (BASF)
Top Company for Supplier Diversity (AT&T)
Top Company for Global Cultural Competence (Monsanto)

Congratulations to our Members! We are proud to be involved with such hardworking organizations that are so dedicated to the HR profession, and hope that their jobs are made easier through Membership with our Association.

Think your organization has award-worthy initiatives? Consider entering the inaugural DirectEmployers Awards Competition! Learn more on the DEAM13 Awards page.

The Employment Line, Episode 4: Veterans Career Fair Announced for DEAM13

Tuesday, May 14th, 2013

This year’s DirectEmployers 2013 Annual Meeting & Conference will feature a Veterans Career Fair! Learn more in the episode of The Employment Line.

You never know what you’re going to see in sunny San Diego! However, there is a chance you may see a helicopter rescue drill. Did you know that there are 9 Marine Corps and Naval bases in and around San Diego?

According to the United States Department of Labor, Veterans comprise 7.7% of the U.S. labor force and many reside in the area. Are you meeting your veteran hiring goals?

The DirectEmployers Annual Meeting & Conference is quickly approaching and, this year, we’ve added a pre-conference event to extend the Association’s veteran outreach and coincide with your hiring initiatives. Enter in, the Veterans Connect Career Fair on Monday, October 21, from 10 AM – 2 PM. We’ve invited all employers to bring their recruiters and promotional materials, talk with vets and, perhaps, interview onsite. If you are interested in participating, please visit vetconnect.directemployers.org.

Employers can also take this week in October to help underwrite the conference, show support for DirectEmployers, and exhibit in the DEAM13 Expo Hall. For more information regarding underwriter opportunities, please visit the Underwriters page.

Summer 2013 Jobs Outlook: 5 Tips for Soon-to-be Grads

Thursday, May 9th, 2013
Need Job Image

Source: Metro.us

In today’s job market, it is nearly impossible to find employment without a bachelor’s degree, and oftentimes without a master’s degree. Unfortunately, recent college grads may still have trouble securing a professional position. The good news is, according to a report released last month by the Bureau of Labor Statistics, the unemployment rate for individuals having recently earned bachelor’s and advanced degrees is experiencing a downward trend—albeit still high as compared to pre-recession days1.

In an effort to find a job, grads have to get creative in their search and implement more aggressive tactics. If you are preparing to don a cap and gown and head out into the business world late this spring, take a few of these tips into consideration prior to your job search.

Get an Internship
While obtaining a permanent, full-time position would be the best-case scenario, it is smart to take any opportunity that you can get. Internships are a great way to gain experience, network, and get your foot in the door with a company. If you do a good job, you may end up being offered a full-time position in the end. In the very least, you will have real-world experience to bring to another company. Interested in an internship? Search and apply for one in your area of expertise at Internships.jobs.

Attend Career Fairs
Whether virtual, through your school, or a public event, career fairs are a beneficial means to finding employment. These free events should be included in your job searching agenda and are meant to connect you with potential employers, allowing you to showcase your skills and experience face-to-face interaction with recruiters.

Create an Online Portfolio
Depending on what line of work you hope to be in, you may find it beneficial to have a compilation of your work prepared for an employer to review. Compile research papers, projects and work samples, along with a resume and professional headshot, into a simple website. This is your brand and it should represent you well. Want a more simple solution? Beef up your LinkedIn profile and include your past experience, contact information and current employment objective.

Start Networking
You’ve heard the phrase, “It’s all about who you know.” Well, that phrase couldn’t be truer. Networking and building connections is a task that begins in college and never truly ends throughout the duration of your career. Find networking events in your city and make plans to attend, create a LinkedIn profile, and start connecting. This is a great way to acquire interviews and foster professional relationships that could be useful in the future.

Reach Out to Your Existing Contacts
Go through all of the contacts you have acquired through past positions, career fairs, school events, and personal connections and reach out to see if they know of any open positions you may be a good fit for. You never know where there might be an unadvertised opportunity waiting for you.

The key is to be proactive and start your search sooner rather than later—don’t take the summer off. Take the initiative, show an employer why they should offer you a position, and don’t get discouraged if it doesn’t happen right away. Simply enjoy your last days as a college student and make plans to hit the ground running post-graduation!

Looking for tips on crafting a stellar resume? Get helpful tips and advice in this post regarding what employers want to see on a resume.

Source:
1 – Bureau of Labor Statistics; http://www.bls.gov/opub/ted/2013/ted_20130405.htm

Conference Survival Guide

Thursday, May 9th, 2013

Summer is almost here and while it seems far away now, fall will be right around the corner. Our team is already in full conference mode and preparing for upcoming events, including DirectEmployers 2013 Annual Meeting & Conference (DEAM13), taking place this October in sunny San Diego, California.

In preparation for the busy conference season ahead, we’ve put together some tips to help you get the most out of the events you may attend.

Make Plans Pre-Conference
We’ve got a great agenda this year, jam-packed with a number of can’t-be-missed sessions in our recruiting, compliance and leadership tracks. To make things a little less hectic, plan out which sessions you wish to attend ahead of time. This will give you more time to network, browse the expo hall and enjoy the experience!

Share the Knowledge Post-Conference
In order to bring what you learned back to the office (and to ensure that you are approved to come back next year), provide your supervisor and fellow department members with a write-up of key takeaways and suggestions on how you can implement them in your organization.

Put Your Smartphone Away
While it may be tempting to check email on your mobile devices every few minutes, try turning them off during the sessions and direct all of your attention to the event. You came to network and learn—wait until breaks or later in the evening to catch up on your emails and work tasks.

Part Ways with Your Team
Attending with your co-workers? While it may be tempting to stick together, try splitting up and attending a variety of sessions. Be sure to take notes and share the knowledge with one another post-event. There may be some really great tips to be acquired from sessions you might otherwise have missed.

Take Advantage of Evening Social Events
If you have a free night, take the opportunity to take in the sights of the area with your new connections – head to dinner or enjoy the nightlife as a group. Bonding over shared experiences could lead to beneficial business opportunities in the future!

Join the Conversation
From asking questions during the Q&A sessions to getting involved through social media, being conversational is crucial to getting the most of your experience. If there is something you want to learn from a speaker that wasn’t covered in the presentation, don’t be afraid to ask. And tweeting with the designated conference hashtag is another way to connect with other attendees, while sharing points of the presentations that resonate with you. Get a conversation going and make plans to meet up!

Bring and Collect Business Cards
Networking is a major component of attending a conference. The quickest way to share your contact information with another attendee is to swap business cards. There are also great apps available, such as CardMunch, which enable you to capture images of business cards with your mobile device and add the information directly to your contacts list. Post-conference, connect on the various social media networks and reach out with a simple, “It was nice meeting you and I look forward to staying in touch” message. A little goes a long way!

DirectEmployers will be at many upcoming conference include NACE 2013 Conference & Expo, HCI Strategic Talent Acquisition, SHRM 2013 Annual Conference & Exposition and the 2013 ILG National Conference. To see all events we’ll be attending, presenting or exhibiting, visit our Network with Us page.

DirectEmployers and Several of its Member Companies Partner with jobipedia.org to Offer Job Seeker Advice and a Jobs Database

Thursday, May 9th, 2013

Innovative and Interactive Site is Free and Provides Responses from Actual Recruiters and Approximately 250,000 Jobs.

Indianapolis, IN –Today, DirectEmployers Association announces its partnership with jobipedia.org, a website that provides an online job portal in addition to personal, free and timely answers about job searches and the workplace directly from active company recruiters.

Members of HR Policy Association, representing over 340 chief human resource officers of America’s largest companies, created Jobipedia.org. HR Policy Association members believe that, despite other available resources, many of today’s graduates lack some basic professional skills such as how to behave in an interview or to assimilate into the workplace. Jobipedia.org helps these graduates and other job seekers by directly answering their questions and building a searchable database of other questions and answers. Jobipedia.org topics include interviewing, resumes, compensation, appropriate attire and workplace behavior. Jobipedia.org not only provides credible and reliable job-related information, but it also allows job seekers to interact directly with experienced corporate recruiters, a feature no other website can provide on this scale.

“We are members of both HR Policy and DirectEmployers Association, so it’s exciting to see these organizations come together on such an important workforce development initiative. Both Associations are always looking to improve the labor market and this effort illustrates that commitment. The combination of resources and technology will really benefit both employers and job seekers for a long time to come,” said Carrie Corbin, Associate Director of Strategic Staffing and Talent Attraction, AT&T.

In conjunction with Jobipedia, WeHireAmerica.jobs was created to be included in the ongoing effort, to help attract qualified applicants to fill more than a quarter of a million existing jobs* for workers at all skill levels in the United States. WeHireAmerica.jobs is operated through a partnership between HR Policy Association and DirectEmployers Association, a nonprofit HR consortium of leading global employers. By combining the resources of these two organizations, WeHireAmerica.jobs is able to feature job openings of more than 300 of the nation’s largest employers.

“Our partnership with DirectEmployers Association has been an incredible help in our efforts to develop tools to assist job seekers. From their support and guidance on our jobipedia.org steering committee to their technical expertise in building our job board WeHireAmerica.jobs, DE has been a fantastic resource of support and guidance,” said Jaime Fall, Vice President, Workforce and Talent Development Policy, HR Policy Association.

Since the test launch of jobipedia.org, in October 2012, professional recruiters from HR Policy member companies, many of which also belong to DirectEmployers Association, have posted more than 1,200 personalized responses to questions. Over 60 of the nation’s leading colleges and universities provide links to the site from their career services websites, including Cornell, Duke, Georgia Tech, NYU, Ohio State, University of San Diego, University of Missouri-Kansas City and Tufts.

About DirectEmployers Association
DirectEmployers Association is a leading nonprofit Human Resource consortium of global employers that was formed to assist in the sharing of ideas, incorporation of best practices, and research and development of technology. Through this consortium, business standards are shaped and technology is used with respect to the diversity that is reflected in the various cultures embodied in a global workforce. Their recognized expertise in compliance, recruitment and cost effective technology enables Members to reach the largest, most diverse pool of quality job seekers worldwide. For more information visit www.directemployers.org.

About HR Policy Association
HR Policy Association is the lead organization representing chief human resource officers of major employers. The Association consists of more than 340 of the largest corporations doing business in the United States and globally, and these employers are represented in the organization by their most senior human resource executive. Collectively, their companies employ more than ten million employees in the United States, nearly nine percent of the private sector workforce, and 20 million employees worldwide. They have a combined market capitalization of more than $7.5 trillion. These senior corporate officers participate in the Association because of their commitment to improving the direction of human resource policy. Their objective is to use the combined power of the membership to act as a positive influence to better public policy, the HR marketplace, and the human resource profession. For more information visit www.hrpolicy.org.

Media Contacts:
Nancy Holland, DirectEmployers Association, 317-874-9022, nancy@directemployers.org

DirectEmployers Software Developer Wins Big in Open Source Programming Competition

Wednesday, May 8th, 2013

DirectEmployers software developer Ani Chan, and her team member Manpreet Singh, were recently awarded the grand prize of $10,000 at the 2013 SmartFile Platform Bake-Off for their application “SmartClip,” a Google Chrome extension that clips sections of websites and saves them for future viewing.

Ani started working at DirectEmployers as an intern just over a year ago and quickly became an integral member of the product development team. Although she’s only been here for a short time, her contributions have been invaluable to the Product Development team.

SmartFile, a business file sharing and FTP hosting platform built on an open source API, put on the competition. As explained in SmartFile’s press release, the contest challenged Indiana college students to “develop an open source application that interacts with the newly released SmartFile API over a period of 50 days.”

After qualifying for finals, Ani and her teammate presented a five-minute pitch to five of Indianapolis’ top business leaders. Submissions were judged in the following areas: Innovation, Utility, Use of SmartFile Platform, Design and User Experience.

Ani receiving the prize for winning the SmartFile contest. Photo from: http://www.smartfile.com/blog/wp-content/uploads/2013/04/bake-off-winners.jpg

Rick Wehrle, VP of Product Development at DirectEmployers is thrilled. “Ani has balanced school and work as a part-time intern with DirectEmployers, and also had time to enter and win the SmartFile contest! Recently Ani has been leading the development of My.jobs, a new web site currently in beta, for job seekers to privately manage and control their job search experience. My.jobs is being developed as open-source software. Check out Ani’s GitHub profile (https://github.com/stemchan), and her code contributions to My.jobs in the public GitHub repository (https://github.com/DirectEmployers/MyJobs).”

You can read the official press release from SmartFile on the Wall Street Journal website for more details on the 2013 SmartFile Platform Bake-Off. We are so happy for you Ani, congratulations!

Questions to Ask in the Job Interview

Friday, May 3rd, 2013

The following post was originally featured in Job Choices: Diversity Edition, a publication from the National Association of Colleges and Employers (NACE). You can view the original article in the digital version of the issue.

In the interview, you will be expected not only to answer questions but also to ask them. What you ask can be as important as the answers you supply. Steer clear of questions that could easily be answered with a little research. The interviewer may perceive you as lacking initiative or interest in the organization. Your questions should not be “throwaways” designed simply to fulfill the interviewer’s expectation. Ask questions that are based on the specific organization and job, that will provide you with important information and insight that can help you decide if this is a good match for you. You’ll score points with the interviewer if you ask thoughtful questions that demonstrate you interest and show you have taken the time to research the organization. Ideally, your research and your discussion with the interviewer will give you some topics to follow up on with pertinent questions, but here are a few to get your started.

  1. What do you do in a typical work day? In a typical week?
    This is a question to ask a hiring manager. It shows you are interested in life on the job in the organization.
  2. Why did you choose to work for this company?
    You can pose this question to a recruiter or hiring manager; this gives the person a chance to “sell” the company and gives you insight into why someone would want to work for the organization.
  3. How would you describe your company culture?
    This question provides you and the interviewer or hiring manager with another opportunity to determine if you and the company are a good match for each other.
  4. What is the natural career progression for employees with my skill set?
    This question shows that your are thinking about the future and hope to stay with the company.
  5. Does this organization have a formal mentor or coaching program? How is it structured?
    This illustrates that you are interested in being the best employee you can be.
  6. What kind of internal and external training do you provide?
    Again, this type of question illustrates your desire to excel in the job.
  7. What are the next steps in the hiring process?
    In addition, as your interview closes, be sure t restate your interest and ask for the job.

Caution: Be sure the answers to questions 5 and 6 are not available on the organization’s website or literature. If it is, you might ask a related question that delves deeper into the topic.

Special thanks to NACE for permission to share this article. Now we want to hear from you! What other interview tips would you share? For more information and tools, consider visiting our Pinterest board for job seekers!.

Systems Talking to Systems – with Standards

Thursday, May 2nd, 2013

The following is a guest blog post written by Kim Bartkus, Executive Director, HR-XML Consortium.

If you’ve ever traveled internationally, you’ve had to purchase an adapter plug or converter to use any of your electronics. A converter allows you to connect your device to an electric power source using a voltage your computer or phone charger can understand and utilize. Data exchange standards work the same way. If you want your system to talk with another system, standards help with that conversation.

converter

HR-XML data exchange standards have been developed by Human Resource industry experts so your systems can talk to each other. The standards provide a template of data so you know what the data is, and where it will be within the file being transmitted.

Think of a resume – it typically starts with the person’s contact information, an overview of their experience and interests, followed by details of work, education, certifications, etc. It’s usually in a similar format so you can easily scan to find what you are looking for. HR-XML standards provide that same type of template – so you know where to find the data, the definition, and the type of data to expect. Then you or your vendors can develop software that sends or receives data in a known template or format.

Imagine the time and cost savings to implement new products or integrate with external vendors. The HR-XML standards have been defined for most of the employment lifecycle, including recruiting, screening, assessments, onboarding, benefits, payroll, performance management, and provisioning. If you are already working within these areas, these open data templates are freely available.

Another major benefit is avoiding vendor lock-in. If you work with vendors that use the standards, it’s much easier to change to another vendor using the same standards; or to have multiple vendors working together to provide you the best solution. It’s a win-win scenario for both you and your solution provider.

If you are developing in-house, check out the free standards – it can help increase revenue, decrease expenses (and risk) and reduce time to deployment. If you are searching for a vendor, ask them if they use the HR-XML standards so you can benefit from years of industry experience. For more information, visit www.hr-xml.org.

Special thanks to Kim for contributing to our blog. Members can view her presentation from our 2012 Annual Meeting & Conference in the Pipeline under Annual Meeting Archives.

Salaries Climb for the Class of 2013

Thursday, April 25th, 2013

This post was provided by Claudia Allen, editor at the National Association of Colleges and Employers (NACE). NACE connects campus recruiting and career services professionals, and provides best practices, trends, research, professional development, and conferences.

Starting salaries for the Class of 2013 continue to climb as the job market improves for college graduates.

The average starting salary for a new college graduate earning a bachelor’s degree is $44,928—up 5 percent over the average starting salary earned by members of the Class of 2012, according to the April 2013 Salary Survey, a new study by the National Association of Colleges and Employers. Starting salaries rose across the board, from 2 percent to almost 10 percent.

Engineering majors claimed seven of the 10 spots among the highest paying majors for 2012-13 bachelor’s degree graduates. Petroleum engineering majors grabbed the top starting salaries, with an average of $93,500. Computer engineers pulled the second highest salaries with an average of $71,700.
Other engineering majors among the highest-paid are:

  • Chemical engineering ($67,600),
  • Aerospace/aeronautical/astronautical engineering ($64,400),
  • Mechanical engineering ($64,000), electrical/electronics and communications engineering ($63,400), and
  • Engineering technology ($62,200).

The top-paying non-engineering majors are computer science, with an average starting salary of $64,800, followed by management information systems/business ($63,100) and finance ($57,400). Generally, for humanities and social science majors, the average salary is $37,058.
Here’s how that plays out for some new graduates:

Source: April 2013 Salary Survey, National Association of Colleges and Employers, copyright holder.

A free executive summary of the April 2013 Salary Survey report is available at www.naceweb.org/salary-survey-data/.

NACE’s next report on starting salaries for Class of 2013 college graduates will be in the September 2013 issue of Salary Survey.