Greatra Mayana

Career & Employment Opportunities

The Effective Job Search

(energetic music) – [Narrator] The following
is a presentation of the University of St. Thomas, with campuses in Minneapolis
and St. Paul, Minnesota. (energetic music) – [Jacob] Hello everyone and welcome to today’s St. Thomas webinar. Here we have Jennifer Rogers of the Career Development Center talking about the effective
job search, Jennifer. – Very much, Jacob, and thank you very much
to the Alumni Association for inviting me and the
Career Development Center to take part in their webinar series. We’re really happy to
reach out to those of you who are about to graduate
or who have graduated. My scintillating topic today
is the effective job search, may not be the most
exciting and sexy topic but it is really important, and I’m going to go through today several elements that will make
you probably more effective. My job title is Associate
Director of Employer Relations. I’ve had the privilege
of working here in the St. Thomas Career Center for over 15 years and I’m also a career
counselor in the group. So let’s get started and I’ll show you what’s on
the agenda for this time. We’re going to talk specifically about how when you begin you really should identify the targets that you set for yourself, in terms of a job search, identify what you have
to offer to employers, you need to be able to
do a lot of research, you have to know what your options are. Some of you may be even more interested in understanding the labor market, the search strategies of course. We’re going to talk about
probably the two most common search strategies that are employed and the differences between the two and finally I want to make
sure that you understand what career services we offer in the Career Development
Center for our alumni. So this whole process
begins as this slide says with what would you like to do? The very, very first question that if you tell anybody that
you’re on a job search or in the job market the first question most people
are going to ask you is, oh really, so what kind of
job are you looking for? Or where would you like to work? Very important that you have answers and have thought about the
questions on this slide. What career fields do really interest you? Do you have any specific
job titles you’d like to do? Maybe, and hopefully,
you’ve even gone into depth and really thought about
the type of employer or specific employer that
really grabs your attention. So the next piece is if
you’re going to start this whole process and
answer these questions, you have to know yourself and we have four elements
here on this slide that’s really important for everybody. You need to know what strengths and skills you have to offer,
again you need to be able to define your career related interest areas. You need to have an understanding
of your personality style and you also have to understand what’s really important to
you in work and in your career and here’s what I mean by those things. Strengths and skills are really important. I often ask people in the
first appointment with me, so can you name your top five
greatest strengths or skills that you bring to any job. Hopefully you have some answers to that. The interest areas are more
around work environments, places of employment,
career fields of interest. The personality style, most
career counselors deal with is the Myers-Briggs Typology. It’s a four letter code, many
of you may have taken this assessment or found something
online that does that, but when you work with a career counselor we’re going to tell you
how your individual, unique personality, interfaces, and impacts the type of, I
would say, work environment that you would prefer,
that you’d be happiest in, and what naturally gifts you will bring with your personality style and how that matches up
with the kind of jobs you think you’re looking at investigating and the last part is
actually the most important, the work values, I call
those the foundation. These are the building blocks of your career development process and at the core is your work values. In other words, what elements
absolutely have to be present in this job, in order for you to say yes. You need to understand
what’s more important to you, a high salary or is it
giving back to society or helping people individually
and maybe it’s both. Maybe it’s the benefits that are offered and that’s more important, maybe it’s the ability to
travel, maybe it’s autonomy, a competitive environment,
a team environment, these are all elements of a work value, and the last thing I’m going
to say about this slide is that if you cannot name and identify all of these four things,
this is where invite you to make an appointment
with a career specialist in the Career Development Center because we have all kinds of tools to help you unearth and unpack
these things for yourself but this is the foundation,
know who you are and where you’d like to go. More specifically this slide talks about what types of employers
are appealing to you. The three biggies as it says here are the size of the employer,
the location of the employer, and the type of industry or sector that that employer represents. And let me give you more details about what I mean by that,
if any of you have had multiple internships or work experiences, you may have had the
privilege of working already for a wide variety of
employers, in terms of size, but I can tell you from
personal experience there’s a vast difference between working for an organization
of say less than 25 employees versus working for a large corporation with over 5,000 employees. The work environment and the culture feels completely different and you know what, we each
have preferences and affinities for maybe one or the other and sometimes we don’t know that until we’ve actually
experienced those environments. The location, well, some of
you think, oh that’s a given, most of you were very fortunate
to have a lot of employers right here in the Twin Cities, so if you don’t want to
relocate out of the local area you may not have to, but if you are interested in relocating you need to establish that. Again many of the largest
corporations have told me that if an employee tells
them at the entry level phase they are unwilling to go where the company wants to send them, you basically killed your career or at least any chance
of further promotion. So make sure that you
understand what is required or preferred when you
interview for these things. And the last piece is industry or sector. I have a few samples for
you here on this slide but there is again, very big differences in the different sectors of the economy. The last is probably something that I wish that most people would think about which is the public sector, non-profit organizations
and government agencies and as you’ll see in future slides, those types of organizations are hiring quite a lot these days. So I hope you consider all types. So I’m just going to recap. This slide says know your options. This is where the research
piece is important. What are the realistic
career options for you? Do you have favorite, specific job titles? Have you researched what
salary is realistic for you at this phase in your career? Again, research very specific employers and conduct informational interviews. The way you get to know all of
your options is by reading up and maybe creating a
top 20 list of employers and then once you’ve
created your top 20 list, the best thing to do is
try to identify individuals within your favorite employers and you need to conduct an
information and advice interview. Don’t ask them for a job, but just ask them for information
at the starting point. Get more information about the
company, their career paths, how many people are staffed at what level, what are the job titles that
you should be looking for and most importantly
you’re asking for advice about how do I find out
when you have new openings, well what advice do you have
for me given my interest areas? The last item on this slide says is labor market demand
of interesting to you? It’s not of interest to everybody. Some people just know, you know, I want to be a high
school biology teacher, and I don’t care if the
job market is good or bad. This is what I’ve trained for
and this is what I want to do. Other people care and they want to know is this a field that’s
growing, is it contracting, and am I going to have some job security in the next five to 10 years. So before we start talking about that, it’s important to understand
what drives employer hiring. So here are the three main elements, growth, turnover, and retirements, and I’ve listed those in order of importance to the employer. We’re really fortunate that
we’re in a great economy and most employers tell
me that they’re in a high growth pattern right now and they’re needing to hire more people because they have more
business and more customers. The turnover piece is happening
because of the good economy because people feel safer
moving around, changing jobs, leaving their jobs, so oops, that leaves openings
for employers to fill. The retirements are also important but they haven’t happened
in the same numbers that everybody expected given the number of baby boomers that are retiring. There’s that nasty, little
thing called The Great Recession that unfortunately put some people behind, so they wanted to continue to work and one of the major, what
should I say, characteristics of baby boomers is their work ethic. (laughs) So they just aren’t moving as fast but we will talk about a couple of sectors where retirements are
very important to them. So this is what we’re talking about. You also might want to
consider who is hiring. Certainly all size of
employer are definitely hiring but we have data from the Collegiate Employment Research Institute out of Michigan State
University that tells us that particularly very small
and small employers are hiring. That’s because they’re in growth mode. So less than 500 employees
kind of, doesn’t sound small but it is actually small
in the world of the economy and here this slide runs through some very specific industries where
we know there is some growth. Information services refers to
computer services really, IT. Finance, notice this is very specifically the insurance sector of finance. They’re definitely hiring big numbers ’cause the retirements
are impacting insurance. Healthcare is pretty well understandable. Social assistance refers
to social workers, people in professions where
they’re helping professions, psychologists, counselors. Interestingly that is tied in terms of demand with transportation. So anything in terms of logistics. That would be primarily rail,
plane, and shipping transport, and trucking, so anything
in logistics they’re hiring. The second to last is a longer title, they’re on this list consistently, professional business
and scientific services. We mean very specifically
accounting firms hiring, again, computing services,
engineering firms, legal services, and scientific research. If you have a math or science
background you are in demand and the last on this list on
this slide are non-profits, as I’ve said before. The next slide goes into much more depth about specific career fields
where we know there’s demand. Again, I would say out
of all of these five, four of them have been on the
list in the top five demand for, I’d say, the last two to four years, if that, maybe longer. The newcomer to this
list is the third point, data analytics. I can’t tell you how many
employers are now asking me for people with either
data analytics degrees or backgrounds, or certificates,
or skill sets, or classes, and that means different
things to different employers but the most common I hear, if you’ve been around for awhile, maybe you’ve heard the
term market research. Well a lot of times market
research is now called marketing analytics,
digging deeper into the data people are gathering on their customers, probably heard that in the news but there is very high
demand for these fields. This slide talks about
how most people find jobs but more importantly, how recruiters are finding
their new employees. The triangle on the left refers to employers hiring strategies. The triangle on the right
refers to the job seekers job search strategies. You’ll notice that they are opposite. They have an inverse relationship
and this is a problem (laughs) and this is why I’m talking to you today. So the employers I talk to tell me that the top of the left triangle says that they’re spending
most of their time finding their new hires through
their own internal referrals, maybe internal candidates, they’re being promoted from within or somebody who had had an internship or just straight networking
through that organization. That’s where they find the largest numbers of their new employees but look to the right, the
networking part of activities for the job seeker is usually
the lowest amount of time is spent in networking activities and that can’t be that way. You’ll notice at the very
bottom of the right triangle, where most applicants spend
the most of their time is submitting their resumes online
through online job postings. We know or actually, it’s
been for many, many years, that approximately only
20 to 30% of people are actually truly
successful just opening up a job listings webpage,
responding to online ads. So that means that the majority of people are going to be more successful employing those networking kinds of activities. So let’s unpack that a little bit more. Since we know now that
networking is probably the preferred way for
employers to find employees let’s talk about what that means. So on this slide it
says networking is key, I just said that, and
what I’ve shared with you is a list of where do I start? Often times people will ask me well who do I network
with and where do I begin? Clearly the first bullet
says family and friends. That’s where where you want to start and when I say family,
I mean extended family, and when I say friends,
I mean extended friends. Faculty is the second point on this slide. If you have graduated certainly
within the last few years, hopefully you’ve kept in
touch with some faculty and you never know, many
faculty are sometimes approached directly by past students who are now in a position to hire. So keep in touch with
those faculty members. Very key, past intern supervisors, again even if it’s been
the last few years, go ahead and reach out to
an intern supervisor you had even a couple years ago,
tell them where you are, what you’re looking for, and ask even if they don’t
have any particular openings in their organization, maybe they can refer
you to people or places. LinkedIn is going to be
your key to networking. I think I’ve had three
conversations in the last week with students about to graduate who say, I hear that Tommies love to help Tommies, how can I connect with other alumni who might be working either
in the field I’m interested in or places where I’d like to work. LinkedIn groups are your key. The University, the
Career Development Center, has created a couple of groups. The one that’s noted here is
the Alumni Sharing Knowledge or ASK group. We also have a couple of other groups. One is called #HireTommies, where employers are
connecting with students and of course your University
St. Thomas Alumni Association, join those groups and get involved and start participating in conversations. And the last note here on this slide says professional organizations. There is a professional
organization for every single career field that you
could possibly think of. If your not clear what those
professional organizations are, again, you’ve been just
recently out of school, talk to your faculty members, but you have to establish some specific career fields of interest first. You can also talk to a career specialist and we can point you in the direction of some related
professional organizations. You need to show up to those events and mix and mingle with the people that are working in jobs
that you might want some day and that they have happy
hours, they have trainings, they have conferences, join
if you can before you graduate because student dues are much less than the professional dues, but that’s an excellent place to network. So that concludes my networking pieces. Well I’m not going to discount the other strategy that people employ, even though we think 20
to 30% are successful, advertised positions are a
way that people can find jobs. That is especially true if
you are moving laterally, moving directly from
hey I had an internship in this specific role and now I’m looking for a full-time job in exactly the same type of role or with the exact same type of industry. If that’s what your resume looks like, you may have great success
just looking at job postings. So what we have here on this slide is a list of some samples. Certainly our own Career
Development Center job and internship listings
site is a great place to look. Obviously if you have
created your top 20 list of favorite employers,
you go to their webpages and they’ll have a Careers or Jobs section and then I list in the
next couple of bullets, some basic sites,,, those are spider sites. They’re going to pull
jobs from all over the web and has actually
become much better than it was in the last few years and in all of these sites online I recommend that you use the
advanced search features, very important, especially
if you are a new college grad or about to graduate, if you can find an experience level filter and you want to put entry
level, that will help a lot. The last two points in this slide refer to staffing agencies, temporary positions, and professional association websites. So we’re going back to the
professional associations. But if you’re not familiar
with staffing agencies, they can be a great help to you. They have contract employment,
short-term employment, and full-time employment. You could register with more
than one staffing agency and be clear what kinds of jobs they have. Are they going to start you in on a temporary position for six months and then if you do well
they’ll definitely move you into a full-time role or do
they have a full-time job? They’re the middle men, right, the large corporation that
needs to hire multiple people will say hey, I don’t have the human resources capacity to do that so they’ll ask a staffing agency to find all of their new hires for them. Sometimes it’s just temporary, sometimes it’s a small business who really doesn’t even have
a human resources staff at all and they will tap those staffing companies and say, hey I’m looking for an entry level sales account manager role. Could you help me find that person? And again if you don’t know where to start of course Google is your friend and you can certainly contact any one of our career
specialists for help with that. So those are the main strategies, this slide talks about some general advice we would all give you is you
need to manage this process, you need to set your goals,
you need to stay organized. In other words, keep track
of who you’ve talked to, utilize your Outlook calendars and setup, I would say,
almost like an appointment. You need to carve out time
on specific days of the week that says this is when I’m going to devote these two hours to my job search. You’ve heard the phrase
it takes a full-time job to find a full-time job. Well, that might be an exaggeration but it certainly takes a lot of time. I really recommend
using Excel spreadsheets to keep track of all
the contacts your making and that includes both people
you’ve actually applied with or just generally people
you’ve had conversations with, informational interviews or
struck up casual conversations. Whoever you talk to, whether
it’s in a formal interview or just in a casual 15, 20
minute helpful conversation, send thank you notes. It’s a great way to stand
apart from everybody else and I’ll give you a hot tip. Certainly when I’ve been hiring people and I’ve talked to other
employers, all things being equal, if I’m looking at two or three candidates that have the similar type of resume, similar kind of background
and experience level, and I’m having a hard time
choosing between the two, it’s pretty nice if one
person sends a thank you note and the other one doesn’t. Hm, that just tipped the scales and I might as well just hire the person that send a thank you note because they are using professionalism and I can also see their
writing skills one more time. Writing skills are absolutely important. I give you the URL here
for our career website and we’re going to talk actually next with a deeper dive into some
main features of our webpage. After we review with
you the basic services we have for alumni, this slide talks about
the online resources which I will show you towards
the end of this presentation. I’ll do a little deeper
dive into our job listings but know that you are
always invited to any of the career seminars or workshops that our staff is putting on and I will show you and
point out that portion of our website where
you can keep up to date on all the career seminars. For recent graduates, those of you who either
graduated just this past December or you’re going to be graduating in May, it says you have
eligibility to participate in our on-campus interviewing program. That’s where large, major corporations are coming to campus to
interview our students for screening interviews for
just maybe summer internships or full-time roles. So once you graduate you
will be eligible to view and apply for those positions
one semester after graduation. The last piece on this slide refers to your TommieCareers password. Again I’ll show you in some
screen shots in a moment of some of these tools. If you have a password, I think I understand
that once you graduate for about six to 12 months
your St. Thomas email address and password is good. Once that expires in order to
utilize some of our advanced job listing search tools, in order to access our employer directory, and to make your resume
available to employers that contact us you
will need a new password and I’ll show you where in our website you can request a new one. The last slide here talks
about speaking with us. I’ve kind of talked about that
through this whole process. We refer on this slide to
pop-in hours and appointments and I just want to tell
you there’s a difference. Pop-in hours are really quick questions, 10 to 20 minutes is probably all we’ll have to talk to you about and the hours of the day we have available for staff to do that varies day to day, so you’ll want to contact us. The appointments are
50 to 60 minutes long. I recommend those. The phone number is listed on this slide and you can call that number to inquire about pop-ins and appointments and if you’re not local, you know, if you can’t just drive here to St. Paul where the career center offices are, know that we have Skype
and telephone appointments available to you. So that’s the wrap-up
of the main services. Like I said, I want to
make sure you understand what website related features
and resources we have for you because if you’re remote this works. In the top left-hand corner,
it’s kind of off the screen, is our web URL. It was on a previous screen and it’ll be on one of
the last slides today, I recommend you bookmark that. On the top right hand corner
under feature lengths, these are the three sites,
portions of our website, I think you’re going to use the most. I’ll go from bottom to top. The Career Resources
section I really recommend you dig deeply into that. We have a tab on every single
career and job search topic you can think of and in that portion of our webpage, you will find other web
links to other web resources and there will be PDFs and webinars of all of our presentations and our handouts. Right above that it says
Seminars and Events, I mention that off and on
throughout this presentation and I said that you are
certainly welcome to attend like our resume writing seminar or how to interview seminar,
your welcome to come to those, most of them are going to be
here in our St. Paul Campus and we also will put events. If we hear about off-campus career fairs or off-campus events where an employer is doing an open house and we think that that’s
going to be valuable to a wide audience of
current students and alumni, it’ll be posted right here under our Seminars and Events page. The last piece on the
top there refers to the job and internship listings and this is where we’re going to go next so you see a little bit more of that. So in the middle there,
the box talks about that there are currently and this was a snapshot
at a time a few days ago, this snapshot says 1,170 postings. I would say that that number will vary, anywhere between 1,100
and 1,400 internships and full-time jobs and part-time jobs are posted through our
website on any given day and that number varies
based on the time of year. On the far right of your screen it says Student and Alumni Log In. So that’s what I meant by
you are going to want to do an advanced search on this website. If you looked for example
at some of the most popular job functional areas. For example, the IT functional areas, or sales areas, or marketing areas, you could be looking at
80 to 100 plus positions. That’s a lot to look at. I recommend that you log in to our system, do an advanced search, and separate out the job function areas and I’ll take you there next. The bottom right talks about where you go if you know longer have a good St. Thomas username and password. There’s a link there to check on that says alumni account information and we’ll get you a new account. Once you’ve logged in to our system, this is what you’re going to see. This is your homepage. In the top left-hand corner, the red box, talks about those job listings and in the bottom right-hand corner, we’ve highlighted Interview Stream. This is a new software
that we’re making available to individuals with access to our system and it’s a software
program that allows you to videotape yourself answering practice interview questions. You can go in, you can type in the name of the type of job you’re seeking, it will pull out specific
interview questions just for that career field and you can record yourself,
and listen, and play it back. You can also retain that listing and even send it to a career specialist and we can talk you through
how we think you did with that recording. Cool. So let’s look a little bit closer at that Job Listings section. Once you open up Job Listings click on Tommie Career Listings,
below that is highlighted, the Extended Job Search. So for those of you who want to relocate and move to another city in a state, you should click on Extended Job Search. That’s where you can specify the type of career you’re looking for and a specific city and state. But let’s look more closely
at the Tommie Career Listings and remember I just referred
you to the Advanced Search. So on the right-hand side of your screen we’ve highlighted the
Advanced Search button and this is what we
recommend you do, is isolate, I’m just looking for jobs, full-time, and I want to look at these
specific career categories and then it will then take those 100 jobs and boil it down to a
more manageable number for you to go through. Once you’ve established your
advanced search criteria, you’ll notice the other red box that’s highlighted says Saved Searches. You will have a option
to save that search. What that means is that
if you edit your search you can name it, keep track of it, and then you’ll see that
the edit will allow you to, it says Send Via Email. So instead of logging into
our site every other day because jobs are moving on and off, you can save the search and it will send to the preferred email
address any new position that comes open that meets
your criteria, excellent, and I believe on the
next slide will tell you, it’s a little off the screen, but on the left-hand margin at the very bottom left-hand
corner, it says My Account. That’s where you can establish
your contact information, your graduation month and year, and I also recommend the
My Resumes and Documents, again in the middle of
the left-hand margin you’ll notice that there
will be an Add New button. So you can upload your
resume into our site, some employers will restrict applications through our system only. So if you are looking at a job listings and you see a white apply
button on that page, you had to of uploaded a resume here in order to apply for that position. That’s a good thing to do. After you upload your resume, notice the other red highlighted
box says Resume Books. So if you want to make your
resume available for employers to find you, I recommend
that you post it to one or more resume books. And this is what a resume book looks like. We have about ten different career fields that are represented by these books and you obviously are
going to dump your resume and attach it to a book that
describes a career field that you’re qualified for
and that you’re interested in and that’s all you need to do. Where it says Submit Resume, just click the drop down box, you’ve already named the
resume you’ve uploaded and it will automatically
attach that book. We’re contacted most weeks
and most months by employers just asking us for resumes. So it’s a pretty reactive way
to go about your job search but I have heard of success stories. We finally end with if
you’re on a career website the menu bar across the top
has our different audiences and when you click on the Alumni Audience, this is the page you’re going to see. I don’t have room to show you everything but I just want to point
out a couple things to you. If you maybe are now or
will begin a position to be an employer yourself, I recommend you click on Hire A Tommie, and help out the current students and then again I refer to LinkedIn and the specific group
where we are combining our alumni with our students and there’s more information
when you click on this link. Alumni that join our LinkedIn group are telling the world I want
to help my fellow Tommies. I’m happy to give you an
informational interview, maybe give you a job shadow,
just sit down and talk to you about my employer, my career path, and just give general tips and advice from my personal experience. That’s what you’re going
to find on that group. So I believe that that concludes
most of my presentation, formal presentation and
I’m open now for questions if there are any. Thank you. – [Jacob] Yeah thank you, Jennifer. Great presentation. We have a few questions rolling in for ya. The first one is you
talked a lot early on about making sure an employer matches or you have matching
values with your employer or someone you’re interviewing with. What are some good questions
you can ask in an interview to make sure that you would be a good fit in that employer’s culture. – Well, I’d have to see
your list of work values, (laughs) but it really depends. So let’s take this example. Let’s say that you’re
not the kind of person that wants to sit isolated at
a computer screen all day long and you really get fired up with working in a team environment. So if you’re in an interview situation, whether it’s a formal job interview or even an informational
interview where you’re interviewing somebody else. Make sure you ask
questions about their field and about that job. So tell me, are there many
opportunities to work in groups and is this job function
primarily team oriented or would you say that I’d be mostly an individual contributor. So that’s the kind of question
and that’s the time to ask, again, in information interviews or in a full blown
formal interview itself. You should have maybe you’re
top ten list of work values set out for you and if
you can’t find information in a job description or
in a company website, talk to an individual and
try to pull that out of them and that will help you decide if you really want to work
for that employer or not. – [Jacob] Alright thank you. Another question is can career
counselors look at resumes? Can you talk a little bit
more about what resources you offer in resumes, cover letters, and application materials like that? – So the question is
can we look at resumes? – [Jacob] Yeah can you look at them and if so, what advice
and help can you offer? – Sure, the seminars that we offer if anybody is around St. Paul, we offer a resume and cover
letter writing seminar on a regular basis, if not weekly, and anybody’s welcome to attend those. Those seminars are going to presume that you’re kind of at a ground level and it’s going to be a very
comprehensive hour long workshop on resume writing 101 and
all the possible headers and information you can combine. Once you get beyond that entry, you know, I’m just creating a resume
from scratch, you have a draft, we have two other ways
you can get specific help with your resume. I mentioned the pop-ins. I wouldn’t utilize a
pop-in for a resume review unless you’re pretty confident and you just want one more set of eyes to take a look at this one more time because I said most of those pop-in times we only have about 10 to 20
minutes to spend with you, but for whether it’s a pop-in or whether you’ve made a
full hour long appointment with one of staff, please
bring into our office a printed off hard copy and the other thing I’ll say about resumes is we do recommend that people get advice about resumes from multiple
people in their circle, maybe that’s a mentor you
have, maybe it’s a faculty, maybe it’s somebody you
know in human resources and the career counselors in our office have many, many years of career experience and we talk to the employers that our interviewing our students and we also see surveys of employers, and we go to workshops where
we interface with people. So, you could show your resume
to five different people and get four different pieces
of advice on your resume. So just know that going in and it can be very confusing, and many times there’s
just no one right answer, and beware of people
who make it sound like there is only one right
way to write a resume because there’s not. But we’re happy to work with people. Oh and if you are again remote, and you’re unable to come to St. Paul and visit with us in person, then what we suggest you do
is call our phone number, make an appointment, but it
will be a telephone appointment. You get the email address
of the career counselor that you’re going to be seeing, email that person in advance your resume and then basically you’ll have
a conversation over the phone where the career specialist
can go over with you and give you specifics. We certainly can do this
via email back and forth but it’s just not as efficient, it’s better to have a
conversation with you. So I hope that answers their questions about how we help people with resumes. – [Jacob] Yeah that’s great. Next question is I made
a networking connection with somebody at a company
I want to work for. They said they’d get back to me soon and I haven’t heard from
them for a few weeks. Should I follow up with them again or wait for them to get back to me? Can you talk a little bit more
about networking etiquette. – Absolutely, I would
say that if you asked me what is the number one mistake
that any job seeker makes, it is the lack of follow
through or follow up. Whether that’s following
up on an actual application or interview or in this case, just a networking conversations or maybe a networking meeting, or an email that you’ve tried to send out. So how do I put this. I would always give professionals at least one or two weeks leeway. We’re all really busy,
unfortunately many of us have literally hundreds of emails
flooding into our email boxes on almost a daily basis. So some people are better
at tracking those emails. If you’ve emailed a
networking contact your resume and you haven’t heard back
from them give them break and hunt down their phone number. If you haven’t been
given a direct phone line you got to go back to basics, which is if you know the
company they work for and you know the department they work for, go to the company website, look
up the general phone number under Contact Us and pick up the phone. You’ll probably get patched
into a general operator or receptionist and ask
if you could be connected with XYZ department or if
you have a specific name obviously that specific name of a person and yeah, leave a voicemail message. It’s a little bit more
compelling and hard to ignore a live human being and a live
voice than it is an email. You said you waited three weeks, well, any networking contact
or especially a followup on an application, I would give
them two weeks at the most, and ideally what you can do if you’ve had some kind of conversation
whether it’s by email, or in person, or over the phone. When you’re wrapping up your conversation ask them for permission. So you’ve been really
helpful, here’s an example, you’ve been really helpful to me, I understand that it
might take you some time that you’re going to try to look at or try to find somebody
within your organization that you can refer me to. I so appreciate that. If I don’t hear back from
you in, what would say, in the next one to two weeks, would it be okay if I call you and I follow up on our conversation? That’d be really helpful to me. Thank you very much. You see, and then it takes
all the pressure off you so you don’t have to
feel awkward and weird about waiting for ten business days and then giving them a call because you’ve already gotten
their permission to do so and that’s what I would have to say about follow through and networking, absolutely, and sometimes you’ve got to hound people. You can’t hound people too much though. I would say maybe two follow
up touch points, you know, spread them out for a
week or two at a time. Two emails or two phone calls, but once you get to a couple of those then maybe you’re just becoming annoying and they just don’t have
anything to tell you, unfortunately, so that might be the case. – [Jacob] Okay thank you. How do you best explain a gap
in employment between jobs? – You know that’s an excellent question. Gaps in employment, kind of depends. We’re hoping that the gap in employment was filled with something and in people that I’ve worked with, I’ve come across a few
different scenarios. So career changers, might have a gap because they’re in a job search process. Well maybe you can talk about
the research you’ve been doing and all if the activities
you’ve been undergoing to research a new career
field or a new job. Maybe you’ve been going to a
job search networking group, maybe you’ve joined a
professional association and you showed up at some
trainings or conferences. Maybe you’ve spent time doing
informational interviews with people in a specific career field. Well use that time creatively and maybe you’re heading
says Career Research or Career Transition Research and you can put that period of time and list all the activities
that you’ve undergone. The other type of gap
in employment I’ve seen, is maybe for stay at home moms and there’s been a gap in
employment between the time when they stayed at home
with their children. Many mothers that I
know have not just been staying at home with their children. Many people are active in
terms of volunteer work while they were raising children. So that can be filling that gap, maybe you want to talk about
the volunteer experience, maybe it was volunteering in
a school or something else, and the third element to maybe
address gaps in employment is to utilize what we call a skills based or functional format in your resume. I don’t have time to go
into the details here but suffice to say the
top half of that resume is broken down into your
three main skillset areas that relate to the work
you would like to do because I’ll bet you, you could find that past experiences you have done things that have exposed yourself and shone that you’ve developed and highlighted those skillsets. Yeah, that’s too complicated
to explain this way but then your work history
goes at the very bottom of your resume. So a functional skill based
format might do the trick. You could Google that too and see one of us to talk about it. – [Jacob] Okay, looks
like we have time for a few more questions here. Next one is, I’ve accepted a job offer and I’m preparing to start
working after graduation. What could I be doing now to make sure I make a strong impression
when I start my new job? – Gosh, well that’s a real go-getter. I think I would kind of,
again, that would maybe depend on the length of time. You said you have a job offer and you’re going to be starting a job. For example, I know some people in the field of public accounting, their job may not start until
next September or October and in that case you got
about a three to six month window of time in between, for those people you’re going to be studying for your CPA
exam, again, for all people if you could join a
professional association that’s related to your
career fields of interest and get involved. Those are activities
that you could be doing in between the job offer
and starting the first day. That will continue to
demonstrate to the employer that you’re committed and
interested in continuous learning and that’s the other thing you could do. Maybe you’ve already
identified that there is a computer skill or a
technical skill that you know that will be asked of you in this new job and you may not feel like
your up to snuff in that. So find a way to take a class. Whether it’s your community
college or online, it’s a little late now, we’re in the middle of the semester here, but there are ways that
you can maybe take a class in a specific computer skill and that might be a nice
activity in between, and its never hurts to
continue conversation with your main contact person. SO if there’s a gap between
the time that you’ve accepted a job offer
and your starting date, say it’s months in between. Every month or so, you take the initiative to reach out to your main contact, maybe it’s a human resources recruiter, maybe it’s a manager or the director that you’re going to be working under. Shoot them an email message or
maybe leave them a voicemail, maybe you might want to talk
about a specific project that you’ve completed in a relevant class or a research paper that you’re doing that maybe will connect with the work you’re going to be doing or maybe you juts want to say hi, and do you want to get a
cup of coffee sometime. All of those would be
great activities to do in that waiting period. – [Jacob] Okay another
question about networking here. What are your tips for networking, any icebreakers, or questions
to start the conversation when you’re establish a networking
connection with someone? – Great. There’s two elements to that
whole networking conversation. The first element is the part where you’re introducing yourself and you’re telling somebody
information about yourself and the second part is
the conversation starter which is when you lead the conversation by asking this person questions. So let’s start with the first part, the tell me about yourself. Well that’s a common interview question that some people ask. So when you’re introducing yourself it going to kind of depend on
the context you’re in, right? Are you in a job fair? Are you just in a family reunion or a Easter holiday dinner and you’re seeing a long, lost aunt that you haven’t seen in a long time and you’re going to network with them or are you in a professional
association meeting and you know you’re rubbing
elbows with other people that are professionals
in your line of work. In all those cases I would start with your background, right? Here’s my education
background, my graduation date, what I graduated in, and then talk about specific
areas of interest to you. Maybe there is an element, if you’re graduating for example, this May you could talk about a favorite class that you had in that field. Maybe you might want to
share if it’s another alum you might want to share
a conversation about professors and things like that, So talking about your academic background, maybe specific, (coughs) pardon me, interest areas in your academics and also just generally your
career areas of interest, leading off with that and like I said, the
real networking kicker is when you start asking them questions. So again, depending on the situation you might want to start with if you know something about the company or just about the career
field ask them questions like so how long have you
been in your line of work and how did you decide to
get in that line of work, or how did you find your first job? Do you have any advice for me if I’m trying to break into this field. But have at least a good
handful of questions at the ready in your mind to start that networking conversation and then once you start
asking the questions you can probably sit back
and just listen for awhile and then it’ll just naturally
evolve as a good conversation, but make sure you ask for
advice and information that will move you forward
in your whole search process. – [Jacob] Okay, talking
about the high demand fields that you mentioned a little bit ago. You said that they generally, the same fields have
been on there for awhile, they’ve had a bit of longevity. If someone is, say, a freshman right now or maybe looking at
getting some preparation for their next job in a particular field can you expect those
fields to stay consistent and stay in high demand in
say, two, three, four years? – That’s a really good question. I’m trying to think, so of that list when I showed the high demand fields, you want me to flip
back to that screen or? It has a list of about five career fields that are most high demand. I can name a few of them
that have been consistent and that would be the IT technology field, the accounting and/or
corporate finance field, and thirdly I guess I would
say that insurance field. Those three and oh I would guess blend the engineering with that, because people interpret engineering in lots of different ways. Those four areas in my
conversations with employer have been high demand fields
consistently for gosh, almost three to five years. They ebb and they flow, of course, in particular the IT related fields and the accounting have
continued to maintain at the top. I don’t see too many
reasons why those would fall but to your point you can’t
expect those to be consistently high demand across forever. I referred you to a portion of our website where it said Career Resources. Within the section of our
webpage is a tab that says Major and Career Exploration and under our external links
we have several websites where you can research careers and embedded within each of those sites is a job outlook section. We have a local and a
couple of national websites you can visit, you type in an occupation or career field. It will give you detailed
information about what’s involved in that career, who hires
in that career field and again typical salary
and the job outlook. Be careful, are you looking
at Minnesota based data or are you looking at
national data, right, because if you want to
stay in the Twin Cities and you’re looking at a national average in terms of salary and job outlook. Then you need to make sure that
you’re drilling deeper into state of Minnesota employer information and I also have that on a previous slide where I referred to Minnesota DEED, actually I don’t think it made it onto that last version, but the Minnesota Department of Employment and Economic Development, if you just google MN DEED, that’s the core organization
that keeps track of the job outlook and the job market here in the state of Minnesota. So those are my tips about
how to track job outlook. Hope that helps. – [Jacob] Okay and last question here. Do you just want to talk
a little bit more about the resources a career
development center offers, specifically any other
of those remote resources that you mentioned online,
digital, Skype interviews, that sort of thing that you
would recommend to viewers? – Sure. I’m happy to remind people,
again if you’re not local and you need services that are remote, for example I mentioned the fact that anybody’s welcome to our
seminars and workshops. Again, I’m going to refer back to that Career Resources
section of our webpage. Basically any of the
topics that you might have, how to interview, how to do a job search, how to write a resume, any common topics, in the top right-hand corner of that topic you will have, again, you’ll have access to any of our handouts, PDF formats, any webinars, podcasts, and other resources that we have for you. So utilize the Career Resources section of our website for that. I’m going to mention social
media while I have you here. Again I mentioned a few groups, the career center has LinkedIn groups and we are pushing out information
via our LinkedIn groups, particularly the University
of St. Thomas Alumni sharing knowledge group and sometimes the Career
Development Center group. Other resources you talked
about Skype related things. Our staff are happy to meet you, technically for appointments
in any way that helps you, whether it’s a telephone or Skye based or even Google Hangouts depending on which career specialist you get. We can do those remotely with you as well. You just need to tell the
receptionist when you call what you need and what you’d prefer and give us your contact information so we can talk to you about that. So I think those are the
major remote services and any portion of our
website, as you can see, job listings are
available any time online. Let me know if I forgotten anything. – [Jacob] Alright thank
you so much Jennifer and I want to let everyone know that this will also, the
recording of this webinar, will also be emailed out to everyone who participated today. So if there are any other questions or things that were left out, you can go back and review that and see anything you want to watch again. So thank you so much Jennifer. This has been fantastic information. Really can’t thank you
enough for coming in and doing this today. – [Jennifer] Yeah, thanks a lot Jake.

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