“What are you planning to do when you graduate?”, is a question that I often ask undergraduate and graduate students. Responses are as wide ranging as the student population itself. There is the predictable “Good question”, the more resigned “I don’t know” and the more altruistic variants on “save the world — make a difference”. Most though have a common goal, either continue on in their academic pursuits or…..get a job. A recent article (published by BBC) on a study done at University of Westminster revealed many of the experiences I have had over the years are not unique, but rather data points in the much larger phenomenon of recent graduates not being able to find a job. (article here)
Before coming to Washington University in St. Louis almost ten years ago, I spent 17 years in the private sector, working as a project manager in the civil engineering\architecture business. Part of that time was as a self employed consultant, part working for a major engineering software provider, and part working directly for engineering companies. I feel extremely fortunate to have had the real-world project experiences that have shaped my professional career. All of these experiences had a common denominator. You must bring value to the job.
Sharing these experiences have led students and recent graduates to my door to ask for my help in finding gainful employment after graduation. They come with CV in hand and want to know what to change and how to modify content to get a job. They are crushed to discover that almost no one cares which lab they worked in during college, what their GPA was, or who they were a TA for (and how many times). They make the changes only to find that it’s still not enough to land their dream job….or any job. The disconnect between resume and interview is real. read more…
Career Advice | Job interviews |Women in the workplace
by Robin Mamlet | February 21, 2017
Tim Foley for The Chronicle
As women move up the leadership ranks in higher education, they find fewer and fewer female peers. That’s been fairly well documented by the American Council on Education and other sources, and is no surprise to those of us in the executive-search industry.
Why that’s the case is a topic fraught with complexity. There is the matter of stepping up and Leaning In to be sure, but there is also sexism — sometimes the overt kind and sometimes the subtle kind that occurs all along the leadership trajectory and affects who is mentored, who is labeled “leadership material,” and who gets the kind of opportunities and assignments that lead most directly to advancement.
Of the many factors that limit women’s advancement, two are things we ought to be able to resolve: how candidates present themselves in job interviews and how search committees interpret those interviews. Read more…
by Dennis McCafferty | 12-08-2016
Are you one of the many executives who haven’t looked at their résumé in months … or years? Do you think it’s not necessary because you’re secure and happy with your current company and feel that revising your résumé would be a waste of time? Well, you may want to reassess your thinking, because career experts recommend that you review your résumé at least once a year. After all, résumés are often submitted as part of consideration for award nominations, guest bylines, speaking events at industry conference and partnership opportunities. It would also help to have a strong résumé in case your organization gets involved in a merger or acquisition. To this end, we’ve come up with the following best practices for résumés, which is adapted from an article by Lisa Rangel, titled “9 Executive Résumé Trends for 2017.” Founder of ResumeCheatSheet.com
, Rangel is an executive résumé writer and official LinkedIn moderator at Chameleonresumes.com
. Career Toolkit recently named her as one of the top 28 résumé writers. – See more at: http://www.cioinsight.com/it-management/careers/slideshows/how-to-market-yourself-with-a-winning-resume.html#sthash.pcWgX3Gw.dpuf
More and more final candidates for senior roles are being asked to present their 100-day action plans as part of the interview process. The question is an obvious test that has a hidden trick in it. Shame on you if you walk into a late round interview without a plan for what you are going to do leading up to and through your first 100 days. And shame on you if your plan is all about you.
In a world in which 40% of new leaders fail in their first 18 months, hiring organizations are realizing that it’s no longer good enough to hire the right leader. They have to help with executive onboarding. This is all about helping new leaders prepare in advance, manage their message and build their teams. It all starts with a plan.
Lincoln knew it wasn’t enough to win the war. We had to “finish the work” and secure “a just, and a lasting peace.” Read more…
by Dennis McCafferty Posted 054-29-2016
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A growing number of CIOs and other hiring managers are screening job candidates by checking out their social media pages, according to a recent survey from CareerBuilder. These managers are also using search engines to research prospects—with many indicating that they’ll rule out applicants entirely if they couldn’t find any information about them online. Supervisors in the IT industry are most likely to turn to social media/search engines for research here, looking for details that supports candidates’ fitness for a vacancy as well as a professional online persona. A great deal of survey respondents admit that they’ve eliminated people from consideration based upon what they’ve found out about them online. As for the biggest deal-killers? These would include provocative/inappropriate photos and/or videos of the prospective hire, as well as the posting of discriminatory comments and any “bad mouthing” of an employer. “Tools such as Facebook and Twitter enable employers to get a glimpse of who candidates are outside the confines of a resume or cover letter,” said Rosemary Haefner, chief human resources officer of CareerBuilder. “And with more and more people using social media, it’s not unusual to see the usage for recruitment to grow as well.” More than 2,185 hiring managers and HR pros, as well as more than 3,030 workers, took part in the research, which was conducted by Harris Poll. – See more at: http://www.cioinsight.com/it-management/careers/slideshows/why-hirers-use-social-media-to-screen-candidates.html#sthash.a3jll3XB.dpuf