Greatra Mayana

Career & Employment Opportunities

Internship Job Search Strategies


– [Christine] Alright,
so welcome to the webinar on Internship and Job Search Strategies. My name’s Christine Kelly, I’m the director of Career Development. And, I’m joined by. – [Leigh] I’m Leigh
Schroyer, Employer Outreach and Internship Coordinator. – [Christine] Wonderful, so, today, we’re gonna talk a little bit about how to search for
jobs and internships. So, whether you’re seeking
an internship or a job, the process is the same. And today, what we’re
gonna do is share with you some strategies that you can use to find your own internship or job opportunities, or even create them if that’s the case. Before we talk details, I
wanna consider a little bit behind what’s driving your
need for an internship or job. So, on a basic level, we know
that you want an internship because it will help you to
get the kind of job you want, and that if you already have a job and you came to graduate school, then I believe the reason you did that was so that you could advance your career, or maybe you wanna
completely change careers. And, we wanna help you
explore those options and get something that’s
really the type of career that you’re looking for
and is gonna set you up for a good future. So, what we’re gonna do
is talk about ways that you can use your experiences
here to actually flourish in your job search and
internship creation and search. So, when you think about
your work experiences that you’ll need to gain
while you’re at CGU, you need to think strategically. So, again, even those of you
who might have work experience, if you’re contemplating
changing your role, or changing your industry
after completing your degree, you might still need to do an internship or at least look at how
you craft your current work in such a way that it helps
you to move into the position or the industry that
you’re aiming towards. So, both Leigh and I have
made mid-career shifts. So, I changed. I’m still the same industry, but I changed pretty
drastically the job title I had and the role I had. – [Leigh] I completely changed
industries and focuses, so. – [Christine] Yeah, and so changing the functional areas is one challenge. Leigh’s was a bigger challenge, ’cause that was industry
and functional area. So, those are challenging things, and we wanna help you figure
out some of the things that you can do to speed
along your process. So, before you start your search, you’re really gonna need
to do a gap analysis, so that you can know that you’re gaining the right experiences here at
CGU that are gonna help you get the career position that you want. So, obviously, we’ll look at a little bit of why you need an internship. Obviously, the first reason
is that you wanna build skills that you’re lacking. Again, it really helps if
you know the specific skills that you’re lacking, so
by talking to people, reading job descriptions,
and really researching the industry or the career
level position that you want, you’ll know what skills you need to have. Also, gaining relevant work experience, and so, employers talk a
lot about wanting people who have a wide variety of skills, and they’re open to people
from different backgrounds. But, what really happens, that you’ll see, is that employers tend to
prefer relevant work experience, and so that might be something
that you need to work on. Also, applying theory to practice, and so, CGU has a lot of classes
that allow you to do that. And, an internship will also
help you take it a step further so that you’re not just
working on a class project, but you’re working on
something in the actual field that you wanna enter. Obviously, building your
strategic relationships and getting to know
people who can help you enter your field of interest. So if you’re just starting out
and after CGU is going to be your first career level position, obviously you need to build a network within that particular industry so that you can get to know people and they can help you as
you go through your process of trying to find internships and jobs. For those of you who might
be making a mid-career shift, you’re gonna have to build
an entirely new network. If you’re trying to work in a new industry or even a new functional area, you might find that the
people that you currently have strong network connections with maybe aren’t the right people
for moving into that new area. Also, learning to articulate
your academic experience in industry terms, and
this is one of the things that’s a challenge when you
come to graduate school. You learn how to talk like an academic. And when you leave academe, unless you’re staying in academe, you need to learn how to
talk like non-academics. And so, that’s something
that you’ll need to work on. Also, an internship can help
you refine your career focus. I think there’s nothing better than trying something out
before you fully commit to it so you can see if you really like it, or you might through the
process of a internship discover a love of something
else that you experience there that you didn’t know you had. And lastly, so that you can learn how to navigate the work environment. Different workplaces have
different environments, different cultures, and
so in an internship, you can try those out through
any kind of job shadow that you might do. So those are some things
that you can think about as you’re considering the
why behind your internship and job search. So there are some things
that you should do before you start your search. And so first would be to consider what industry you want to enter and really understanding and knowing how that industry hires. So for example, if you aspire
to be a college professor one day, you need to know
that all of the hiring process for that or almost all
of it happens in the fall for the following years. So if you wanted to start
in a new faculty job in fall of 2020, now’s the
time that you’re applying for jobs and doing the interviews. Same is true for consulting. – [Leigh] Yeah, if you’re
looking at consulting positions, you really need to start
in the very beginning of your first semester because
those application windows are gonna end before the end of September. – [Christine] And we found
a lot of organizations do their internship search in the fall for the following summer. So really understanding the timeline for hiring in the
industry you wanna enter. And then also looking at
the particular company that you wanna work for, I hear a lot from
recruiters that the question that people have the
hardest time answering during interview is, what do
you know about the company? You need to know about them, but that’s also good for
your own edification. Do you wanna work there? Do they work on projects
that are interesting to you? And what do you want to
get from what industry? What company do you wanna work for? – [Leigh] Well, one
thing about the companies you wanna work for, too, everybody says the big companies, Google, Microsoft, Apple, some of the larger
companies out there, but those represent a very tiny fraction of the jobs that are actually out there. So if you do your research,
you can find a lot more jobs that you might be interested in or companies you’d like to work for. – [Christine] And those are
also sometimes a real challenge. I’ve known some people that
have done the Google interview, and they say just the process to get hired is six or seven interviews. So it takes a lot of
time and a lot of energy. And a lot of people are not
successful their first time or sometimes their second time, (laughs) so it takes three times
to land a Google job. So it’s a lot of work. Also, thinking about your functional area, so this is something that Leigh and I will talk to students a lot, the what do want to do
for the organization. So you have to think of the industry. So industries are things
like higher education, tech industry, consulting,
finance, things like that. The functional area is what
you do within the organization. So maybe you’re in accounting or you’re in training and
development or human resources or doing business analysis,
and so when you’re thinking, you can do almost any job
in almost any industry. So maybe you’re thinking, well, I can’t work in the tech industry because I don’t know
anything about programming. Well, tech industry, I
mean, look at Google, I’ve work with people who’ve
ended up in Google Research. I worked with somebody who ended up being in Google’s wellness program. So there’s a lot of different areas. So, some of the people I’ve worked with had zero experience coding
’cause that wasn’t their job. So really think functional
area and industry and company. And then think about the specific skills that you wanna gain and develop. So I think any job that you apply for, and this includes your internships, should be a stretch for you. You shouldn’t look for
things where you already know how to do everything ’cause you’re not gonna grow as a person. So it’s really important to
think about what you wanna gain from it and how can you
look at some opportunities for you to build and become
a different candidate for your future positions. – [Leigh] This is a preview
of what we’re gonna be looking at over the next few slides. We’re gonna be talking about the best ways to find internships and jobs. So asking people that are
around you, family and friends. You can look to job groups or job clubs. You can actually go knocking
on an employer’s door, which usually means LinkedIn. Or you can do a Hire Me! campaign. So the first one we
wanna cover was talking about the different levels
of strategic relationships. And as you can see on the graph, there’s really three levels. You’ve got the inner group,
which is strong ties. Those are people you see
on a almost daily basis. And you interact, those are
your friends, your family, your professors that you
actually have classes with. The second level, the weak ties, are people you’ll see once a month or so. They may have your phone number, but you don’t regularly
interact with them. And then, the people on the
outer layer are temporary ties. They’re very rarely seen,
maybe saw them speak once. You made an impression on them. Maybe you contact them once a year, or you see them once a
year at a convention. And I’m gonna give you one second to think about what
percentage do you think of jobs do you think
comes from strong ties? Most people would be surprised. It’s only 16% of jobs
come from those ties. 55% come from weak ties, and the other 27% come
from temporary ties. And if you stop to think about it, you have to wonder why would that be? Well, the reason is, if you look at it, your strong ties, all those people are connected to other people that are in your small circle of friends. So, they don’t have that many connections that are not your connections. So, any one of them is gonna
know about other opportunities that other people within
that circle are gonna know. The weak ties, though, those people are gonna know people you’ve
never met and never heard of, and they’re gonna be aware
of a lot more opportunities. And there are a lot more
people that you’ve bumped into, you have a casual relationship with, but not overly close relationship with. – [Christine] Yeah, I saw a presentation a few years back on something
I did at networking analysis and found that the
people who are at minimum three times removed from you are the ones that are the most helpful. So again, that reinforces this, the three rings out from you. – [Leigh] How do you go about
building those weak ties? You can build some strong
ties this way, too, but you look at the
associations that those people you brush up against every
month or so belong to. I go out to meetings from the Association
of Trading Development, Professionals in Human
Resources Association, but there are other ones, too, that specifically fit my degree program, The Society of Human Resources and International Positive
Psychology Association, but those are all great ways
to meet those weak ties. I can tell you a short story
of how I went to a convention for the Industrial
Organization of Psychologists, and I made a connection in
there with one of the speakers. And I actually brought
her in to consult with me on the one of the projects
I did here at school, so– – [Christine] And there’s
a professional association for everything and meetups
and all that kind of stuff, so there’s a lot of ways to
connect with people, too. – [Leigh] So one of the main ways, one of the great ways to be
able to get an internship is to actually craft an
internship or job proposal. So, first thing you need to
do is find a specific employer that you’re interested in working for. And you need to do your
research on the employers that you build out. There’s a good book called
“The Two Hour Job Search” that I refer to a lot, and
he suggests you build out 40 to 50 different organizations you might be interested in working for, and then you prioritize from there based on geographics, if we have alumni, if they’re posting positions. Then you look at the individual divisions at those organizations, the divisions that do what you wanna do. For instance, organizational development is rarely an actual department, but usually it fits within the
human resources department. So you would target that
division for an OD type of job. Find out who does the
hiring for that division. And then, find out what the needs are of that organization and
how you can fit that needs. And the way you’re gonna find that out is you really have to
have inside information. You have to know somebody
that’s in the company, finding a mentor that’s
within that company or is in a tangential
company that might have information about it. – [Christine] An informational interview is a great way to find that out, too. – [Leigh] Yeah, that’s gonna be your first and last option on finding
those opportunities. We often say that in
this process in crafting an internship or job proposal,
most of the jobs you find, are not even posted. They don’t exist in the public space yet. – [Christine] Yeah, and
the stats on that vary. I’ve heard anywhere as low as 65% of jobs and as high as 85% of jobs don’t ever get advertised outside anywhere. So they get filled by
those ways we showed you a couple of slides ago through referrals and other types of things like that, and very few of those
through Internet job boards. And so, really getting to know people and knowing companies you wanna work for and what they want, it’s gonna
accelerate your job search. – [Leigh] Well, and
just because a position doesn’t technically exist
in that organization, if there’s no chief happiness officer (Christine laughs)
at most organizations, but if you can create a proposal that shows how that’s
going to help the company profit and build revenue
and build better culture, then they may be able to create a position that you can apply your skills at. – [Christine] And that’s
actually a real position. I saw that somewhere, a
chief happiness officer. – [Leigh] It does exist, but
it doesn’t exist everywhere. – [Christine] We weren’t
making it up. (laughs) – [Leigh] Yeah. Okay, so the other way you can do it is you can devise a Hire Me Campaign. You can look at a lot
of different examples of how this exists. But these are strategies to
get employers’ attention, and you can directly
reach out to recruiters to give them your Hire Me campaign. I’m gonna give you a
couple examples real quick. Okay, so this first one is
called the Google Job Experiment. And it’s just gonna
play for about a minute. (easygoing pop music) So, this person that was trying to apply for specific companies in New York looked at every CEO’s
name of those companies. And he bought a Google advertisement. So when they searched for their names, ’cause we know every CEO
searches their own name on Google, this would come up. And the first one that would
pop up was his advertisement. So he created five ads. He got four responses,
four interviews actually out of those ads. And he got two offers from
them, and for a total cost, wait for it, six bucks. (Christine laughs) That was pretty, pretty effective advertising campaign.
– Good investment. (laughing) – [Leigh] That was someone
that was doing marketing, so it was great evidence. It was the proof. And this is an interactive
resume for a coder, so, Robby Leonardi. So it gives a little
information about him, where he wants to live and work, a little personal
information, he likes the NBA. But then it goes through his skills, programming languages he has,
software he has worked with, goes through his experience, and then his awards and publications. And at the very end, you can
actually send him a message directly through his resume,
which is a great example of the proof part of the
coding, or the proof part of the application process,
or interview process. – [Christine] Great, okay, so
once you launch your campaign, and hopefully you’re
gonna be really successful in getting your internship or your job, we just wanna talk a little
bit about some things that you could do to make
sure that your internship leads to a job offer. Or for those of you who are
preparing for advancement in your career, these
are the same strategies that you could use to build yourself up. And it’s really important to remember in internship and or a job, that you need to do a
lot of self-promotion ’cause we like think that our bosses will recognize all the wonderful
things that we’re doing, and that’s not always true
’cause your boss is busy with his or her own work. So she may not pay
attention to all the things that you’re doing, and
there’s been a lot of research on performance evaluations and found out that most, even though it’s
supposed to be 12 months, it’s usually about two
weeks before the evaluation takes place is what gets focused on. So you wanna keep good records and do some things to help your boss understand you and your goals. So obviously, having open
lines of communication, especially if you’re in an
internship and you would like that to turn into a
job at different points, talking about what
possibilities there might be. Also, communicating about what
else within the organization, so maybe that role’s
not the exact right one and you wanna work in
a different division, you can have those conversations. And in an internship, the boss-worker relationship is different. It’s not as formalized, and so
it might be okay to do that. Ask a lot of questions,
and so use your time there to figure out what’s going on. Seek feedback, so especially for interns and even in your own job
to ask for opportunities to speak to your boss to get some feedback on how things are going
before you get to a point. So for example, if you only
get reviewed once a year, there might be a time
during the halfway point where you wanna ask for a meeting and talk about in the first six months, how have I done? So that if there are problems
that you can fix those in the next six months
before your evaluation. And definitely take time
to talk about the future, about what you want, what your goals are, and how your boss can work with you. So for example, sometimes
you might have a boss who’s really open and transparent. In my last job, I did not
necessarily have that, but in my role here as director, Leigh and the assistant director, I know that for both of
them, these are starter jobs and not really where they
wanna end up for their career. But I’ve talked to them
about helping me understand where they wanna go next and
what experiences they need to be able to make those changes later on. And I’ve told them to just
be really open with me about when it’s getting close to the time that they wanna leave so
I know what’s going on, and then I can help them
prepare for their future. So some bosses are okay with that. So there are ways that you can figure out if that’s an okay conversation to have. If you’re in an internship situation, that’s always an okay conversation to have because there isn’t really a guarantee that they would offer
you something anyway. And it’s trying out, so talk
about your future with them. And again, always manage up. So communicate with your
boss about what you’re doing, what you’re accomplishments have been, keep track of that, that
again, things that are above and beyond the regular duties of your particular job
and keep them informed about what’s happening and going on. – [Leigh] You also wanna
make, take advantage of the time that you have
with your boss there. So every meeting you go into, be prepared. Have your own agenda
and checklist of things that you wanna cover, so you’re making efficient use of their time. They may not have that much
time to spend with you, but if you have a list, they’ll understand that you’re respectful of their time they’re devoting to you. – [Christine] And there are some things that you can do that will make
you stand out a little bit and things that you should think about beyond the actual tasks of your job. So first is to find mentors, and it has an S on it for a reason. You should find many mentors. When you’re here at CGU,
you should also have more than one mentor. So depending on your year
you got assigned an advisor, so that’s who you start
with, but you can branch out. You might find people in
different departments on campus. You might find advanced graduate students who are mentors to you. You wanna just avoid having focusing on one person ’cause one person can’t meet all of your mentoring needs. So someone might be really good at helping you figure out how to navigate a workplace or how to communicate effectively, and someone else might be
really good at strategizing. So when you think of meeting people, finding out what their strengths are what you need to help
you move to that next state. And always building your network, and that’s something you’ll
need throughout your career. You never know when you might hit a snag with where you’re going sometimes. It’s funny ’cause I think,
I mean, a lot of people who want the job that
they can have forever, and if you haven’t worked a lot, you think that’s really good. I’ll just have one job, one company. But you might get bored
’cause what you want in your 20s and 30s is not necessarily what you want in your 40s, 50s, and 60s. So you might wanna make a change. – [Leigh] One of the changes now, too, they show that the average expectation of being at one position
is only three years now. So you’re gonna change a lot
in the process of your career. – [Christine] Right, so
always have a strong network. Keep those lines of communication open. Do informational interviews with people. Again, when you’re a student
and you contact someone and tell them I’m a student,
and I’m doing research for my career, they’re really
willing to talk to you. And you can do a lot
of things as a student that once you’re out of school
is a little harder to do ’cause if you’re not, you don’t have the I’m-a-student badge
on you, people might be a little less willing to talk to you ’cause they might think,
you’re only talking to me ’cause you want me to help you get a job. – [Leigh] And when you’re
a student, it’s curiosity. When you’re a professional,
it’s just stalkish. – [Christine] (laughs) Yes somewhat– – [Leigh] And I would also say, start that network process early. I would start it right at the beginning of your CGU career. Most of the programs have tracked courses for that first semester, maybe
half that second semester, but you wanna have information
about that gap analysis and the skills gaps you have
before you’re making decision and choosing electives
in that second semester. – [Christine] Right, that’s a great point. In addition to the fact that your network, you can’t build a network when
you need a job right away, within a month or two,
’cause it doesn’t work. People you just met aren’t necessarily gonna recommend you for jobs. But if you know them for a
year and change, they might. And then this, the keeping a journal, someone gave me a really great
piece of advice years ago and said, “Keep track of what
you do on a regular basis “that’s above and beyond
the duties of the job.” And that’s excellent
advice that I followed. I’ve been a little lax lately, but I’m gonna get back on that. But that’s something
you have to think about because sometimes I don’t
remember what I did last week, so I have to keep things down. So I just created a Word document, and I just started
adding to it every month here things that I did. Every year it would grow, and I always had that list of things that I did that were beyond just the general
duties of my job and position. So that’s also really helpful when you go for your yearly evaluation
to have here are all the accomplishments that I
had over the past 12 months. It helps when you need
to revise your resume or your CV as the case may be. But it will really help you keep track. And then also, when you’re doing that, you can look, as you wanna move up into a new career level position, you’ll need skills that
you don’t currently have. So if you constantly do
this, it might make you aware of some of the gaps that you have. Where if you keep some of
the things that you do, like are in your comfort
zone, you might think, okay, I need to look at this and break out of my comfort
zone and do some new things. So definitely keep a journal. That will help you out quite a bit. So those are the main tips that we have. I realize this was kind of
a short snapshot of things. But the point was just
to give you an overview so that you will wanna come in
and talk to us more in depth. We like to personalize
the experience to you as much as possible, and we realize that your needs are not the
same as everybody else’s. So these are some ways that
you can interact with us and engage with us. And so you can come
for one-on-one coaching to explore your options. And I think this is sometimes people, I think everybody knows
that we do document review. And sometimes people think,
well, I can’t go there yet ’cause I don’t know what I wanna do. But that’s the exact best time to come, if you don’t what because you
can start talking through. Or sometimes I’ve found,
and Leigh’s probably too, that we meet with students who say, I don’t know what they wanna do. But as they start talking
about what they wanna do, we recognize what that job’s called. And so, can help them say, okay, this sounds like what
you are talking about. So maybe you could do some research to see if that’s what you really wanna do. And designing your road map is like, what’s your strategy? How are you going to use your time here? And then even thinking beyond here, how are you gonna design how your career is going to progress through its stages so that you can be upwardly mobile throughout your career path? – [Leigh] And one of
the things that we don’t see students enough about is
practicing for the interviews that are on here. I think that we are able to help students really be successful with that. Interview is not a process
that people go through on a everyday basis. It’s something that needs, it’s a skill that needs to be honed,
and we can help you do that and provide you some objective feedback. – [Christine] Right, yeah that’s great, ’cause actually I’ve been working with a couple people recently, and I think the hardest
question for anybody to answer is tell me about yourself. And that’s the most
frequently asked question in an interview, and oftentimes
it’s the first question. But it’s hard ’cause sometimes people are uncomfortable
talking about themselves, but you gotta craft a really
excellent story for that. So we can help you work with that. I have heard people sometimes say, well, I’ll interview for
jobs they don’t want. And then that will help
me improve my skills, but it doesn’t (laughs)
because someone that you interview with isn’t
necessarily going to tell you what you did that cost you the
opportunity to get the job. – [Leigh] Yeah, they’re not gonna give you the feedback that we– – [Christine] Yeah,
that we would give you. And then also preparing to negotiate. This is another thing that
comes along with the job that you might not have ever done before. And women tend to be less likely to negotiate than men do,
which is one contributor to why women get paid less. But also, I know a lot of
men who are uncomfortable with it as well. It’s just awkward and weird to have to ask your new boss to pay you more and to understand what the
process is for doing that. – [Leigh] Yeah, and I can really show you how much not negotiating can cost you. I have a little example I can show you if you come into our
office where you can turn one negotiation into
almost a million dollars over your career. – [Christine] So definitely
come in and talk to Leigh (Leigh laughing)
about how he can help you make a million dollars. (laughs) These are some other ways
that you can interact with us. So Big Interview is an online platform that we subscribe to for you. So, there are a lot of videos
that talk about how to answer different questions, but
also you can set it up so that it recognizes
your computer camera, and you can record yourself
answering questions. So a little head will
pop up, ask you question. You can record yourself,
and you can play it back. I think that’s really
good to hear how you sound ’cause in the middle of your answer you can’t really analyze that. But you can hear, did I make sense? Was it clear? Is this really what I
wanted to say about myself? And then you’ll also be
able to see how you appear. Almost everybody now is
doing video interviews for the initial screening interview. So that’s also awkward and weird. I know I do a lot of Zoom
meetings with people, and I keep staring at their face in the middle of the screen, and I don’t remember to look
at camera ’cause it’s weird. (both laughing)
So you wanna get used to doing that. We also have a lot of YouTube videos. Some are the webinars that we do. And we also have little career bites that are very short things. We have a blog. It’ll be the second
Wednesday of every month, we’re gonna have a new blog post. And it will be something
related to any number of things in career development land. So, definitely look at our
blog and at our Facebook. We post a lot on Facebook and Instagram. We do other webinars, and
we hold a lot of events. And so you can find out about our webinars and events in Handshake where you can also schedule appointments to meet with us. And here are other ways
that you can connect. So again, Handshake is great. That’s how you get your appointments. Find us on Facebook. Watch our YouTube videos. And come into the Career
Development office. We’re here to make sure that you have career success after you leave. You can come and meet with
us early in your career. We hope you’ll meet with
us often during your career so that you can make sure that you’re doing all the things
while in you’re in school that you need to. And then the nice thing about CGU is that even as an alum,
you’ll always have access to our services. So we hope to see you soon. – [Leigh] Thanks, everybody,
for joining us today, and have a good rest of your week. – [Christine] Thanks.

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