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2013-2014

jobjobsearchsearchmanualmanual

Ohio University Career & Leadership Development Centerwww.ohio.edu/careerandleadership

740-593-2909533 Baker University Center OHIOCLDC

JOB SEARCH MANUAL

2013-2014

Ohio University

Career & Leadership

Development Center

DIVISION OF STUDENT AFFAIRS

Career & Leadership Development CenterCareer & Leadership Development Center Services . . . . . . . . . . . . . . . . . . . . . . . . . . 2Bobcat CareerLink . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

The Job Search: Networking & ResearchingInformational Interviewing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Potential Informational Interview Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5Shining a Light on Job Shadowing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6How to Find the Right Job . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9Turning Your Internship Into a Full-Time Position . . . . . . . . . . . . . . . . . . . . . . . . . 10Clean Up Your Social Media Identity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11Your 60-Second Commercial . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12Career Fairs . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13Use Social Media to Network and Find a Job . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15

The Job Search: RésumésRésumé Writing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16Transferable Skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19Developing Self-Marketing Skills . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 • Creating a Effective Résumé • Action Verbs for Your Résumé • Sample Résumés

The Job Search: CorrespondenceCover Letters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 26Employment References . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27Job Offer Correspondence . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28

The Job Search: InterviewingThe Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29Students With Disabilities: Acing the Interview . . . . . . . . . . . . . . . . . . . . . . . . . . . . 34

The Job Search: StrategyInternational Students and the Job Search . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35Choosing Between Job Offers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36The Benefits of Company Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37Backpack to Briefcase . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38

ADVERTISER INDEX

Earth Share . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18Educational Housing Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4Jefferson County Public Schools . . . . . . . . . . . . . . . . . . . . . . . . . . 18Ross Stores, Inc . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14U .S . Army Health Professions Scholarship Program . . . . . . . . . . . . 14USA .gov . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 39World Wildlife Fund . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40

Table of Contents

2 Ohio University www .ohio .edu/careerandleadership

Career & Leadership Development Center Services

COACHING AND MOCK INTERVIEWS • Individual Career Coaching Appointments (30 minutes) - In Person, Telephone, or Skype • Career Caching Drop-ins (10 minutes) - Monday - Friday, 11:00 a .m . - 5:00 p .m . • Mock Interviews (30 minutes) - In Person, Telephone, or Skype

WORKSHOPS & EVENTS • Foundations: First-Year Leadership

Experience • 21st Century Leadership Certificate Series • Career and Internship Fairs - Fall: September 24, 2013 - Spring: February 18, 2014 - Teacher Recruitment Consortium:

April 11, 2014

RESOURCES • Bobcat CareerLink - Job & Internship Postings • Online Resources • Career Resource Center

FOR MORE INFORMATION • Visit our website: ohio.edu/careerandleadership • Follow us on Facebook, Twitter, and Pinterest @ohioCLDC

CAREER & LEADERSHIP DEVELOPMENT CENTER

CAREER AND LEADERSHIP DEVELOPMENT CENTER MISSION The Career & Leadership Development Center is committed to holistic preparation of all Ohio University students and alumni/ae for active development and implementation of career and leader-ship skills necessary in our global community . We accomplish this by:

1 . Facilitating a process of self-awareness that encourages all students and alumni/ae to engage in career exploration and holistic leadership skill development

2. Helping students and alumni/ae recognize, synthesize, and communicate their experiences

3 . Fostering collaborative relationships with faculty, staff and employers to connect students with innovative resources, services and employment opportunities

4. Empowering students to be lifelong learners by providing learning opportunities to construct the following leadership skills; self-awareness, interpersonal development, team development, organizational development and innovation

www.ohio.edu/careers

www .ohio .edu/careerandleadership Ohio University 3

Bobcat CareerLinkHOW DO I REGISTER FOR BOBCAT CAREERLINK? All Ohio University students (including regional campus students) who are currently enrolled are automatically regis-tered for Bobcat CareerLink . Students who have requested confidentiality through the Registrar are not automatically uploaded . To gain access to the system email your request to [email protected] . If you do not have your password, type in your username (Ohio/Oak ID) and click on forgot my password on the login page . You will be emiled a new password . Be sure to check your spam or junk mailbox if you do not receive a new pass-word in your inbox.

DOCUMENT STORAGE/UPLOADING YOUR RÉSUMÉ Upload a combination of ten documents including résumés, cover letters, transcripts, and other documents to be used in your job search . Your primary résumé will auto-matically be included in the résumé book and be accessible to employers . Your stored documents are not viewable to employers unless you submit them when applying for a job . Once uploaded, all résumés will be approved by the Career and Leadership Development Center in 1-2 business days . Be sure to upload your résumé in advance to insure it will be approved before any job application deadlines . We want all students and alumni to succeed in finding a job and the first step in doing so is to have a powerful résumé that effectively highlights your qualifications .

To upload a document: 1 . Click on the Documents tab 2 . Click Add New 3. Enter a title for your document in the label box (i.e.

YourlastnameRésumé) 4 . Choose the document type 5 . Browse to find the correct document 6 . Click Submit

SEARCHING FOR A JOB USING BOBCAT CAREERLINK Under Jobs & Internships, you may choose to search under Bobcat CaererLink Job Postings or NACElink Extended Job Search. All jobs posted to the Bobcat CareeLink Job Postings section are posted specifically for Ohio University students . Show Me will display different options to search by including jobs, internships, and jobs and internships that you specifically qualify for . You may also search by position type, job func-tion, industry or key word .

APPLYING FOR JOBS Some jobs posted on Bobcat CareerLink will allow you to apply for a position directly through the system . On the right side, under application status, you can select the résumé, cover letter, and other documents the employer wants you to submit . Not all jobs posted on Bobcat CareerLink allow you to directly apply for a position and may require you to visit and apply through another website .

On-Campus Interviewing: Gives you the opportunity to interview on campus with employers who have professional job openings or internships . Interviewing takes place both fall and spring semester .

Preselect Schedule: Most employers will use “prescreening” to fill their interview schedules . This means that when you submit your résumé for an interview, your résumé will be forwarded to the employers for their review . The employers will select the candidates they wish to interview . The system will be programmed to allow only preselected candidates to schedule an interview time .

Open Schedule: Approximately 10% of the employers will use “open scheduling .” This means that any candidate who meets the employer’s criteria will be able to schedule an inter-view on a first-come, first-served basis .

APPLYING FOR ON-CAMPUS INTERVIEWS Typically, an email newsletter will be sent to students who meet the requirements of on campus recruiting positions . This newsletter will include a list of employers and their job position(s). You may view additional infor-mation about these employers and requirements for the posted position by logging onto the Bobcat CareerLink site .

To apply for a job/internship available through on-campus interviewing: 1 . Click the Jobs & Internships button on the main naviga-

tion bar . 2 . Click on the Bobcat CareerLink Job Postings button . 3 . Under the Show Me pull down box select All On Campus

Interviews 4 . Click on the job title you wish to apply for 5 . On the right hand side of this page you will click on the

apply button . Select which résumé and cover letter you wish to submit, the click the Submit button .

To apply for a job/internship position with an open schedule, you will follow the same procedure as described above . However, once you have selected and submitted your documents, you will be able to sign up for an interview slot as part of the application process from the confirmation page .

SCHEDULING ON-CAMPUS INTERVIEWS

Preselect SchedulesYou will receive an email notification if the employer prese-lects you for an interview . You must then return to the Bobcat CareerLink site to schedule an interview .

Selecting Interview Time Slots From the Interviews tab, you may view any of your applica-tions. All applications submitted for on-campus interviews will appear in the Requested Interviews section for at least 14 days . Once an employer has accepted your job application,




you may sign up for an interview schedule slot . To sign up for an interview schedule slot: 1 . Click on the desired position . 2 . Under “Options” click Schedule Interview 3 . Click on the Time radio button associated with the time

slot you desire . 4 . Click on the Submit button .

Changing the Time of an Interview To change your time slot on an interview schedule: 1 . Click on the Scheduled Interviews tab . 2 . Click on the Reschedule button of the desired position . 3 . Click on the desired time slot 4 . Click Submit button

Canceling Interviews (Be Sure to Read the No Show/Late Cancellation Policy Located Below) If you have previously signed up for an interview slot for a job/internship, you can cancel your interview up to two business days prior to the actual interview date . Simply click on the Schedule Interview tab and click Cancel on the desired position. It will bring up a pop up box asking if you are sure you wish to cancel . If so click “yes” . Note: You will not be able to re-apply for the position . Be sure to review the Career and Leadership Development Center No-Show/Late Cancellation Policy found on our website www.ohio.edu/careerandleader-ship under the “About Us” section. If you fail to provide the proper advance notice, you will be considered a “No-Show/Late Cancellation” and your Bobcat CareerLink privileges will be suspended .

Students using Bobcat CareerLink agree to abide by the Ohio University Code of Conduct. It is a violation to misrepresent your credentials in written or oral form. For the complete policy go to http://www.ohio.edu/

careerandleadership under the “About Us” section to view the Academic Misrepresentation Policy link.



http://www.ohio.edu/careers

http://www.ohio.edu/careers

http://www.studenthousing.org


THE JOB SEARCH: NETWORKING & RESEARCHING

Informational Interviewing: A Smart Way to Learn From the Inside

What is informational interviewing? Quite simply, it is a meeting in which an individual can meet with an industry or organization professional to learn about field(s) of interest and establish a professional contact. It is not a job interview .

Aren’t professionals too busy? Yes, but . . . many people enjoy talking about themselves, discussing their field, and sharing information about their pathway to success . Most, if asked appro-priately, are willing to meet and answer career-related questions . Depending upon the professional and his or her schedule, the interviews can be conducted in person, by phone, or perhaps even by email or Skype .

How do I set up an informational interview? Develop a list of potential contacts in the field . Call in advance to request an appointment. Explain why you are calling; be polite, positive, and professional . You may want to rehearse beforehand. If you receive a “no,” move on to the next contact on your list .

How long should the interview last? Set your interview for 15-30 minutes and DO NOT exceed the time to which you both agreed.

Should I send a thank-you note? Absolutely. Thank the individual for sharing his or her time and expertise and indicate how you plan to use what you learned or what steps you have already taken as a result of the conversation .

Should I give my résumé to the contact? If you are seeking a job/internship now or will begin soon, you may ask your contact to keep you in mind if any prospects or opportunities arise . It is acceptable to leave a copy of your résumé or send one along with a thank-you note . Be sure that your résumé is up to date, polished and targeted .

How should I prepare for the interview? Research the company’s website and visit your contact’s LinkedIn site for context and background. You can also use www.inthedoor.com on Facebook to find out if anyone you know is employed at the company .

Is there anything I should not ask? Overly personal questions such as “what is your salary?” are clearly off limits. Also avoid asking questions whose answers you could easily find on your own such as “What does your company do?”

What should I ask? When developing questions keep in mind that your goal is to develop a relationship with someone in a company or organization of interest to you and to learn more about the field or industry . See sample questions below .

Reprinted with permission from East Carolina University’s 2012-13 Career Resource Guide .

Potential Informational Interview QuestionsCAREER PATH/CAREER DEVELOPMENTCan you tell me how you got into to this field?

Are specific majors or coursework necessary for entering and succeeding in the field?

What does a typical career path look like in your industry?

What professional or trade associations do you recommend?

What do you read—in print and online—to keep up with developments in your field?

ABOUT THE FIELD/INDUSTRYCan you describe a typical day?

What are some of the biggest challenges facing your company and your industry today?

How do you see your industry changing in the next 10 years?What do you like most about what your field and what would you change if you could?What is unique about your company?

CONCLUDING QUESTIONSCan you recommend other professionals in this field with whom I should speak? May I use your name when I contact them?May I contact you again if I have further questions?


Smart Tip: Set the meeting to accommodate the schedule and convenience. of the professional.

Smart Tip: Visit the Career & Leadership Development Center and meet with a counselor to critique your résumé before the interview.

Smart Tip: Practice asking your ques-tions beforehand so that you can focus on the answers and sound confident and professional.

Smart Tip: When you receive an offer for a job or internship, noify your contacts. Tell them about the posi-tion and thank them for their help.


SCOPE OUT YOUR DREAM JOB or workplace in advance…take a day and follow (“shadow”) a professional who‘s already at work doing what you want to do. During the shadow day you can have in-depth conversations, get feedback on your résumé, and obtain advice about getting your foot in the door. Students often feel more motivated—and less intimidated—starting a job search after job shadowing. The outcome? You‘ll be a savvier job applicant with a better chance of taking it to the next level.

Get a Close-Up Look Before choosing someone to shadow, ask yourself: Who‘s employed at my top-pick organization? Who‘s doing work that I want to “road test”? Who‘s new in the field and still charged up? Who‘s seasoned, with experience that‘s wide or deep? Who has contacts they’d be willing to share? Plan on doing three to five shadows to experience different situations, and to increase your network of contacts. Casting a wide net is an especially good idea if you‘re graduating with a degree in liberal arts and are unsure about a job objective. Arrange shadows that hover around your strongest interest, along with a wild card. For example, an English major who likes to write could shadow at an advertising agency, a corporate PR department, a publishing house—and at a recycling non-profit. You never know what you‘ll learn or who you‘ll meet.

Shining a Light on Job Shadowing

By Jebra Turner

Make sure to read the “Informational Interviews” sidebar on the next page. Informational interviews can be a helpful foot-in-the-door approach to a job shadow experience. They can also help you focus on which professionals might be the most willing to offer you a job shadow experience.

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Informational InterviewsOne of the easiest and most effective ways to meet people in a professional field in which you are interested is to conduct informational interviews. Informational interviewing is a networking approach which allows you to meet key profes-sionals, gather career information, investigate career options, get advice on job search techniques and get referrals to other professionals. The art of informational interviewing is in knowing how to balance your hidden agenda (to locate a job) with the unique opportunity to learn firsthand about the demands of your field. Thus, never abuse your privilege by asking for a job, but execute your informational interviews skillfully, and a job may follow.

What motivates professionals to grant informational interviews? The reasons are varied. Generally, most people enjoy sharing information about themselves and their jobs and, particularly, love giving advice. Some may simply believe in encouraging newcomers to their profession and others may be scoping out prospects for anticipated vacancies. It is common for professionals to exchange favors and information, so don’t hesitate to call upon people.

Don‘t automatically assume that a certain field will be off-limits for shadowing, either. Most of the time some arrangement can be made. “We‘ve set up job shadows for students in ethnomusicology, to medicine, to accounting, to Wall Street, to physical therapy, to nursing, and to museum studies,” says Shannon Forbes, former Director of Career Services at New York‘s Hartwick College. “One time we had a student interested in archeology, and we were able to connect her to a Boston city archeologist. She shadowed at the Smithsonian and also at the Museum of Natural History.”

Fire Up Your Rolodex It‘s possible to arrange a shadow visit with almost anyone—if you‘re creative and persistent. “Talk to people at community organizations, or alumni, or

church members, or even professors,” says Forbes. “In some fields, nursing for instance, there‘s a lot of red tape, so start with your department or college career office so that they can handle it. They may have an agreement in place already.” Another college resource that can help you make a connection is the alumni relations office. They often compile a list of alums who‘ve offered to act as career information sources, or even mentors. Don‘t discount alumni who are not in your field. They might work for a company you‘ve targeted, or may have an “in” to someone there.

Speed Bumps, Detours and U-Turns It feels great when shadowing seems to confirm that you‘re on the right track. But that isn‘t always the case. Even a shadow experience that goes smoothly doesn‘t guarantee that there won‘t be potholes down the road. After all, it‘s only a short visit. “A job shadow doesn‘t go deep enough to confirm an interest—it‘s best used to elimi-nate things” says Kelly Perdew, winner of “The Apprentice 2” TV show and an executive vice president with the Trump Organization. “I thought I wanted to be an attorney with a strong business background, so I doubled up on a JD and MBA degree. I went around and spent an entire day (each) with a number of law firms. I spent a lot of time on informational interviewing, shadowing, a clerk-ship—and then decided on a different path. Still, it was an incredibly valuable experience. Even if you‘ve gone down the wrong path, make the most of the experience and contacts made.”

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Ready. Set. Go! Once you‘ve done your homework, it‘s time to contact the individual that you‘d like to shadow, or have a go-between make the approach on your behalf. (It‘s much harder to say no to a friend than a faceless stranger who calls, emails, or writes with a request.) Another key is to make sure the shadow-ee knows that you‘re not asking for a job—only an opportunity to spend some time together at work. A phone call or exchange of emails beforehand is a good way to set some ground rules for the shadow visit. For example, some shadow-ees are so harried that you‘ll have to ask questions on the fly, while others may prefer that you save them up for a de-briefing period. Of course, some of how the day shapes up will depend on the personality of the person you shadow. Extroverts usually enjoy spontaneous give and take exchanges, while intro-verts may not want to talk much at all.

Make the Most of the Visit According to Dorothy Kerr, Executive Manager of Employer Services at Rutgers University Career Services in New Brunswick, N.J., some students feel ill at ease during shadowing visits. Rutgers students may attend etiquette classes through Career Services to help them make a good impression. Some of the skills students practice in the sessions include shaking hands, making good eye contact, asking questions, and dining at business functions. “Often we‘ll hear, ‘We never sat down to dinner at the table in my family,’ so dining etiquette is new to them,” says Kerr.

Appropriate attire is another stumbling block. The rules about workplace dress and behavior have relaxed as the whole culture has become more casual. “To make the best impression, dress as if you‘re going to a job interview,” suggests Kerr. “Your personal appearance should be neat, your hair combed, and your clothes orderly.“ Not sure if you should wear a suit or khakis? Ask your shadow-ee for a recommendation. Your shadow visit will be more interesting if you participate rather than just observe. If you can, pitch in somehow. And don‘t give yourself a pass on unpleasant tasks or working conditions, either. If it‘s typical in the department to work extended hours, don‘t leave at precisely 5:00 p.m. Emphasize the personal aspect, too. Have coffee, lunch, or after-work drinks with your shadow-ee and co-workers. People often let their guard down in a social situation, so you‘ll get a truer picture of the organizational dynamics. Afterward, follow up with a handwritten thank-you note. Then keep in touch periodically with updates on your progress. Who knows, your job shadow experience could very well lead to a mentorship relationship, a job referral, or even an outright employment offer.

Jebra Turner is a former human resources manager who writes about career issues, and other busi-ness topics. She lives in Portland, Ore., and can be reached at www.jebra.com.

How do you set up informational interviews? One possible approach is to send a letter requesting a brief informational interview (clearly indicating the purpose of the meeting, and communicating the fact that there is no job expecta-tion). Follow this up with a phone call to schedule an appointment. Or, initiate a contact by making cold calls and set up an appointment. The best way to obtain an informational interview is by being referred from one professional to another, a process which becomes easier as your network expands.

How do you prepare for informational interviews? Prepare for your informational interviews just as you would for an actual job interview: polish your presentation and listening skills, and conduct preliminary research on the organization. You should outline an agenda that includes well-thought-out questions. Begin your interview with questions that demonstrate your genuine interest in the other person such as, “Describe a typical day in your department.” Then proceed with more general questions such as, “What are the employment prospects in this field?” or “Are you active in any professional organizations in our field and which would you recom-mend?” If appropriate, venture into a series of questions which place the employer in the advice-giving role, such as, “What should the most important consideration be in my first job?” The whole idea is for you to shine, to make an impression and to get referrals to other professionals.

Always remember to send a thank-you letter to every person who grants you time and to every individual who refers you to someone.

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Finding the job you want takes many steps and involves just as many decisions . This checklist is designed to help you along the way and guide you to the appropriate

sources . Be sure to discuss your progress with your career advisor .

KNOWING WHAT YOU WANT3 Choose your ideal work environment—large corpora-

tion, small business, government agency or nonprofit organization .

3 Choose your ideal location—urban, suburban or rural .

3 List your three most useful job skills and know which is your strongest .

3 Know whether you want to work with people, data or things .

3 Know whether you enjoy new projects or prefer following a regular routine .

3 List some of the main career areas that might interest you .

3 List your favorite leisure time activities .

3 Know what kind of reward is most important to you in a job—money, security, creative authority, etc .

RESEARCHING CAREER OPTIONS3 Develop a list of career possibilities to research .

3 Visit your career services library and utilize the Internet to learn about various careers . The Dictionary of Occupational Titles and the Occupational Outlook Handbook are valuable resources .

3 Consider whether your desired career requires an advanced degree .

3 Keep up with current trends in your field through trade publications, news/business magazines and newspapers .

3 Identify employers interested in interviewing someone with your academic background and experience; create a list of three or more employers in the field you are considering .

3 Use the Internet to learn more about potential employers and check out salary surveys and hiring trends in your anticipated career field .

3 Make at least three professional contacts through friends, relatives or professors to learn more about your field of interest .

3 Meet with faculty and alumni who work or who have worked in your field to talk about available jobs and the outlook for your field .

GETTING EXPERIENCE3 Narrow down the career options you are considering

through coursework and personal research .

3 Participate in a work experience or internship program in your chosen field to learn of the daily requirements of the careers you are considering . Such assignments can lead to permanent job offers following graduation .

3 Become an active member in one or more professional associations—consult the Encyclopedia of Associations for organizations in your field .

3 Volunteer for a community or charitable organization to gain further work experience. Volunteer positions can and should be included on your résumé .

CREATING A RÉSUMÉ

3 Form a clear job objective .

3 Know how your skills and experience support your objective .

3 Use action verbs to highlight your accomplishments .

3 Limit your résumé to one page and make sure it is free of misspelled words and grammatical errors .

3 Create your résumé using a word processing program and have it professionally duplicated on neutral-colored paper, preferably white, light gray or beige . If you are submitting your résumé online, be sure to include relevant keywords and avoid italics, bold and underlined passages .

3 Compose a separate cover letter to accompany each résumé and address the letter to a specific person. Avoid sending a letter that begins “Dear Sir/Madam .”

PREPARING FOR THE INTERVIEW

3 Arrange informational interviews with employees from companies with which you might want to interview . Use your network of acquaintances to schedule these meetings .

3 Thoroughly research each employer with whom you have an interview—be familiar with product lines, services offered and growth prospects .

3 Practice your interviewing technique with friends to help prepare for the actual interview .

3 Using the information you have gathered, formulate ques-tions to ask the employer during the interview .

3 Arrive on time in professional business attire.

3 Collect the needed information to write a thank-you letter after each interview .

How to Find the Right Job




One of the best benefits of an internship or coopera-tive education experience is that it can serve as your passport to future employment opportunities . Getting

your foot in the door by landing the internship or co-op is only half of the challenge in turning your career dreams into a reality . The more vital half is to build a reputation during this career experience that will culminate in receiving a full-time job offer . A growing number of employers are using internships as a way to gain a first in-depth look at prospective employees . In this respect, both you and your employer have a common goal—namely, to determine if there is a good fit between you . Here are ten tips to becoming a savvy intern and making powerful career moves:

1. EXHIBIT A CAN-DO ATTITUDE Pass the attitude test and you will be well on your way

to success. Attitude speaks loud and clear and makes a lasting impression, so make sure that yours is one of your greatest assets . Take on any task assigned—no matter how small—with enthusiasm . Take the initia-tive to acquire new skills. Accept criticism graciously and maintain a sense of humor .

2. LEARN THE UNWRITTEN RULES Get to know your co-workers early in your internship .

They will help you figure out quickly the culture in which you will be working . Being the “new kid” is like being a freshman all over again . You will need to adapt, observe, learn and process a large volume of information. Watch closely how things get done. Ask questions and pay attention to how people interact with each other .

3. TAKE YOUR ASSIGNMENTS SERIOUSLY Build a reputation for being dependable . Be diligent

and accurate in your work . You may encounter a great deal of ambiguity in the work environment, so seek direction when in doubt and do whatever it takes to get the job done. As an intern, you will generally start out by performing small tasks, asking a lot of questions and learning the systems . Your internship supervisor knows that there will be an initial learning curve and will make allowances for mistakes . Learn from your errors and move on to your next task. From there, your responsi-bilities and the expectations of others are likely to grow.

4. MEET DEADLINES Always assume the responsibility to ask when an

assignment is due . This will help you to understand your supervisor’s priorities and to manage your time accordingly. Alert your boss in advance if you will be unable to meet expectations. This will show respect and professional maturity .

5. SET REALISTIC GOALS AND EXPECTATIONS

Invest actively in the most critical element of your intern-ship—that is, the learning agenda which you set up with your supervisor at the beginning of the assignment . Your

learning agenda should target specific skills and compe-tencies that you wish to acquire and demonstrate. After all, the learning agenda is what distinguishes a short-term job from an internship . It is up to you to establish a correlation between your learning goals and the daily work you are asked to perform . Maintain a journal of your activities and accomplishments in order to monitor your progress . Seek regular reviews from your supervisor to assess your performance and reinforce the fact that you mean business .

6. COMMUNICATE RESPECTFULLY Assume that everyone else knows more than you do.

However, don’t be afraid to present useful ideas that may save time or money or solve problems . Make sure, however, that your style does not come across as cocky. Employers value assertiveness but not aggressiveness . Find out the proper way to address individuals, includ ing customers . Maintain a pleasant and respectful demeanor with every person, regardless of his or her rank .

7. BE FLEXIBLE Accept a wide variety of tasks, even those that may not

relate directly to your assignments or those that may seem like grunt work. Your willingness to go the extra mile, especially during “crunch time,” will help you carve the way to assuming greater responsibilities .

8. BE A TEAM PLAYER Learn how your assignment fits into the grand scheme

of things and keep a keen eye on getting the job done . In today’s work environment, success is often defined along the lines of your ability to get along with and interact with others . You’re a winner only if your team wins .

9. GET A MENTOR Identify at least one individual to serve as your mentor

or professional guardian . It should be someone who is willing to take a personal interest in your career development and success . Once you know your way around, begin to network wisely and get “plugged in” by associating with seasoned employees who may share their knowledge, perspectives and insights . Get noticed, because many more people will have a role in determining your future than you might at first realize .

10. HAVE FUN! Last but not least, enjoy learning, sharpening your

skills and developing professionally and person-ally . Participate in work-related social functions and become an active member in your work community .

Make your internship or co-op experience work for you. It can be the first link in the chain of your career .

Written by Lina Melkonian, Director of Development at San José State University, College of Engineering.

Turning Your Internship Into a Full-Time Position




The social media profiles of job candidates are becoming an area of scrutiny for recruiters . In fact, there are now even online research analysts who will comb the internet

for damaging information on a firm’s applicants. (On the flip side, there are “scrub services” that will clean up a job hunter’s digital footprint.) Here are some simple ways to take a DIY approach to scrubbing your online presence .

GOOGLE YOUR NAME Search for your name online occasionally to see what comes up, or set up automatic name alerts at Google .com/alerts . You may discover results for many people with your same name, possibly with embarrassing or outrageous content . To find the real “you,” try tweaking your name (e.g., Sam versus Samuel) or add some additional identifying modifiers (perhaps your city or school). Search for your name on all the networks to which you’ve ever belonged, including MySpace and YouTube. (Recruiters check everywhere.) After a thorough review, ask yourself: Will this social media profile foster callbacks, interviews, and job offers? If not, keep reading .

KEEP SOME MYSTERY “Most new grads grew up texting, Skyping, Tweeting, Facebooking and reading or creating blogs,” says Jenny Foss, who operates Ladder Recruiting Group in Portland, Ore . “Older, more experienced competitors aren’t ‘native social media people .’” That’s the plus; the minus is you have to shift your mindset from “impressing the guys” to “promoting myself as a polished professional .” Foss recommends you adjust the privacy settings on your accounts . But you’re not safe even then since companies can change privacy policies . When possible, it is better to remove negative or overly private content than hide it .

THERE’S NO SWIMSUIT COMPETITION Recruiters will judge you by your profile photos . Do they tell the right story? “Don’t post sexy photographs of your-self online . Don’t even be too glamorous . That’s a really big turnoff to employers,” says Vicky Oliver, author of 201 Smart Answers to Business Etiquette Questions . “Dress in photos as you would in an interview .” Remove unflattering pictures, videos, and unfavor-able comments you’ve posted on social networks . Post a high-quality headshot, the same one across all platforms . Important: Don’t forget to check out photos where friends have tagged you on Facebook . If you’re pictured at a party with a drink in hand, delete the tag. Adjust privacy settings to prevent that from happening again .

BLOT OUT THE BITTER Have you ever gone online while under the influence or in a foul mood? Bad idea . “Whatever you wouldn’t do at the networking event, don’t do online,” says Oliver . Some examples of social media gaffes: Posting about parties, dates, getting into posting wars with your friends, or using obsceni-ties, faulty grammar, typos, or cryptic texting shortcuts. “I personally would never put a thumbs-down sign on someone’s comment,” Oliver says . “I would not write anything negative, no snippy commentary at all .”

GET LINKEDIN This is the single best social media platform for job seekers because of its professional focus . Some savvy employers are now

even requesting LinkedIn profile info as part of the job applica-tion process . One of the most powerful aspects of this profile is the recommendations from previous bosses and co-workers . Testimony from others is proof positive of your professionalism . Make good use of keywords and set up links between all your social media profiles . LinkedIn, Facebook, Twitter, and Blogspot all rank high in Google searches .

WITNESS PROTECTION PROGRAM Some job seekers are so concerned about privacy they’ve gone into lockdown mode and blocked all of their profiles . Unfortunately, that makes recruiters wonder what they’re trying to hide . Plus, many of them seek employees with social media skills, so cleaning up what’s out there is usually better than shutting it down .

WHAT WOULD YOUR MOTHER SAY? Many career coaches and recruiters say that the rule of thumb for social media content is: Would you want your mother or employer to see it? No? Then don’t post it . “Self-censorship is the main key,” says Alexandra Levit, author of Blind Spots: The 10 Business Myths You Can’t Afford to Believe on Your New Path to Success. “Always think before you post, because if there is a single person out there who you don’t want to see your content, I guarantee it will get back to them .” You may be too close to the situation to judge what’s appropriate or not, so it can be helpful to have a second pair of eyes to look over your profiles . Select someone who’s about the same age as your target employers, experienced in your field, or at least in the hiring process .

NETIQUETTE TIPS Dan Schwabel, a personal branding expert and author of Me 2.0, offers these tips to keep your digital reputation clean: • Don’t over-promote yourself or people will get turned off. • Do share industry insights, useful resources, quotes and

facts with your audience . • Don’t send your résumé to employers on Facebook. • Do build a relationship through tweeting before you

email blindly . • Don’t come to an interview without researching the company

and the hiring manager online, using LinkedIn first .

Written by Jebra Turner, a former human resources manager, who writes about career issues, and other business topics. She lives in Portland, Ore., and can be reached at www.jebra.com.

Clean Up Your Social Media Identity


CONTENT YOU SHOULD NEVER SHAREThese may seem really obvious, but people lose jobs (and job offers) every day because of them: • Don’t refer to a company by name; they may get alerts

when mentioned online . • Don’t complain about your job or boss. • Refrain from making snarky comments about co-workers

or customers . • Don’t reveal your drug/drink habits. • Never make discriminatory or inflammatory remarks. • Don’t share intimate relationship details. • Don’t brag about skipping work, playing games or

sleeping on the job . • Do not broadcast an employer’s confidential information.



Your 60-Second Commercial


Use the following guidelines to develop an introduction when meeting employers during interviews, career days, and other networking events . Your goal is to create a positive and lasting impression in a brief amount of time .

1. Preview the list of organizations participating in the event and plan a strategy for the day. Put together an “A” list and a “B” list of employers you want to target . Contact your career services office to see what employers may be recruiting on campus .

2. Research all the employers on your “A” list. Look for current facts about each employer, including new products, services or acquisitions .

3 . Write down some key facts about the employer:

(a) _____________________________________________________________________________________________

(b) _____________________________________________________________________________________________

4 . Review job descriptions pertinent to your major for employer requirements . Note specific knowledge, skills, and abilities they seek . List academic or employment experiences and activities where you demonstrated these skills.

The employer is seeking: My qualifications and selling points:

(a) __________________________________________ (a) ____________________________________________

(b) __________________________________________ (b) ____________________________________________

(c) __________________________________________ (c) ____________________________________________

(d) __________________________________________ (d) ____________________________________________

5 . Review the employer’s mission statement and look for key words that indicate the personal qualities the organization values in its employees . List 2 or 3 of your personal qualities that closely match .

MY PERSONAL QUALITIES:

(a) _____________________________ (b) ____________________________ (c) _____________________________

Review the sample below . Using the information above, prepare and practice a brief 60-second commercial or introduction to use when meeting employer representatives .

Hello, my name is _______. I am currently a junior, majoring in economics and working part-time as a supervisor at Campus Information Services. This role has enhanced my communication, management, and leadership skills. In addition, I had an internship over the summer with ABC Company where I worked in a team environment on a variety of marketing and website development projects. I recently read an article about your company’s plans for business growth in the Northeast, and I’m interested in learning more.

Notes: Practice your introduction with a friend or career counselor so it sounds conversational rather than rehearsed . You may want to break your opening remarks into two or three segments rather than delivering it all at once . Good luck with your all-important first impression!

Adapted with permission from the Office of Career Services at Rutgers University, New Brunswick Campus.

STEP 1: RESEARCH THE EMPLOYER

STEP 2: DEVELOP YOUR INTRODUCTION



Career Fairs


A career fair is an exciting event welcoming organiza-tions to campus to recruit students and alumni . It is your opportunity to investigate career fields and posi-

tions; meet representatives from companies for whom you are interested in working; gather information about industries; gain an opportunity for an interview with a company .

WHAT TO EXPECT AT THE VENUE • A large room, with rows and rows of booths or tables

with company reps standing at them .

• It will be crowded, with long lines at some tables, and loud .

• Be prepared to wait—plan your strategy ahead of time so your time is not wasted .

• Some career fairs offer additional, private space for employers to conduct formal interviews with students/alumni at or after the event .

PREPARE BEFORE THE FAIR • Search Bobcat CareerLink for a list of participating

companies and job descriptions .

• Identify and research companies of interest.

• Update your résumé and have it critiqued.

• Prepare good questions based on more than information easily found on the company’s website .

• Know yourself and what you have to offer. Prepare your “60-Second Commercial” introduction .

• Anticipate questions and plan responses as you would for any interview .

• Attend a Prepare for the Fair workshop offered by the Career and Leadership Development Center . For more information and dates please visit Bobcat Careerlink .

WHAT TO BRING • Your Ohio ID to check in at the fair.

• Copies of résumé, transcript and samples of your work, if appropriate .

• A pad of paper and pen, to take notes.

• A briefcase or portfolio to carry résumés and notes, and to store business cards, company literature and giveaways .

PLAN YOUR STRATEGY • Submit your résumé ahead of time through company’s

website—show the recruiter you have taken initiative .

• Survey layout of the fair, and prioritize the employers with whom you’d like to speak, have specific goals in mind .

• Start by approaching organizations with a lower priority to gain confidence .

• Pay attention to length of lines; revise your strategy.

• Ask recruiter what the next step in the process is and how you should follow up with them .

MAKE A GOOD FIRST IMPRESSION • Dress for success—interview attire is suggested.

• Approach the recruiter, shake hands, use good eye contact and smile .

• Start with your “60-second commercial” to introduce yourself .

• Explain why you have an interest in them, and what skills and qualifications you have to offer the company .

TIPS FROM RECRUITERS • Don’t ask: “So what does your company do?”

• Don’t ramble or take up too much of the recruiter’s time; be confident and smile .

• Get the representative’s business card if available. Make notes immediately after speaking with each company .

• Explore all your options—speak with companies you may not have considered before .

• Make the most of your wait in line—get company litera-ture from the table before you get in line, so you can read about the company while waiting .

• Don’t randomly hand out résumés.

• Being asked to apply through their site is a good thing; you have not wasted your time talking with the recruiter .

• If recruiter works in a different area from the one you’re interested in, you can try to find out how to get in touch with a more appropriate person in the company .

• Don’t expect to be offered a job at the career fair, but you may get an interview .

• Don’t be disappointed if you are asked to apply through the company website . You haven’t wasted your time . Many companies are required to track candidates through their site .

AFTER THE EVENT • Follow up! It can be a challenge but do your best—if you

get contact info from recruiters before you walk away, this step will be much easier .

• Some companies will simply refer you to the website to complete an application, or collect your résumé, and indicate you’ll be contacted if there is interest in inter-viewing you . They may not have a business card for you to take, or won’t give out their contact information . Don’t be frustrated—this doesn’t mean there are no jobs at these companies, it just means you’ll go through a different process .

• If you have the recruiter’s contact information send a thank you note immediately . Use notes about your discussion to personalize it; remind the employer that you talked with them at the career fair, reinforce how your skills and qualifications will be an asset, and reiterate your interest in an interview . Send an additional résumé with your thank-you note .

• Make follow up phone calls within a week of the event. Restate your interest in the company and position;




find out your status and when you might hear about interviews .

• If you do have an interview following the career fair, make sure to send a thank-you note to the interviewer within 48 hours of the interview . Just like any interview, thank them for the opportunity; reiterate your interest in the company and position, and convey how you will be an asset to the company .

WORKING A CAREER FAIR FROM A DISTANCE If you are not able to attend a career fair, there are still some ways you can take advantage of the opportunity to connect with representatives, and find out about opportunities .

• Look at the list of participating companies. If they are coming to a fair, they are most likely hiring—a company is in good financial shape or has a bright outlook if they are willing to spend the money to travel to a career fair . Many companies take the time to submit job descriptions prior to their visit to campus, go ahead and apply to them!

• Apply through the company website. Always apply to openings through their site. Even if you can come to the career fair, companies want you to submit your résumé through their site because it helps them track candidates . So in this way, you are on a level playing field with people who do attend a fair .

• Use the career fair contacts. Visit Bobcat CareerLink. Recruiters from a fair, open to being contacted, will be on a list after the fair for follow up .

Remember, no one gets hired just as a result of a career fair conversation—it is just a point of contact that can help move you along in the hiring process . You are just missing out on that initial contact a career fair can offer—but as you can see there are ways you can make up for it .

Reprinted with permission from Rochester Institute of Technology’s 2012-2013 Career Guide .

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Use Social Media to Network and Find a Job


• First, make a decision whether to keep Facebook social or expand it to include professional purposes.

• If you decide to use Facebook for professional networking, take a close look at your Profile and decide what you want business contacts or prospec-tive employers to see, changing your privacy setting if needed .

• Create a simple profile (or clean up your existing one) with minimal graphics and widgets.

1 . Learn Twitter

2. Set up a Professional Account

3 . Include Bio and Résumé

4 . Tweet Often on Job Searching and Career Goals

5 . Follow Others Related to Your Career

6 . Learn to Use Hashtags Properly: #JobSearch

Get the word outTell your networks that you are looking

Get LinkedIn recommendations from your colleagues Show future employers your strengths and unique qualities

Find out where people with your backgrounds are workingSearch for keywords, industries, educational backgrounds

Find out where people at a company came from“Company Profiles” show the career path of current employees

Find out where people from a company go next “Company Profiles” also tell you where employees leave to

• Limit the photos you post and post content relevant to your job search or career aspirations .

• Use Facebook email to build relationships with your friends .

• Choose your friends wisely. Remember your friends can see information .

• Utilize social media job searching resources like: www.inthedoor.com, which links your Facebook to Indeed, a national job search engine .

7 . Use Proper Keywords for Others to Search

8 . Use Other Twitter Jobs Websites: twitterjobsearch.com, tweetmyjobs.com, jobshouts.com

9 . Learn How to Retweet

10 . Reach out to HR contacts

Check if a company is still hiring Check the “New Hires” company page for details on new employees

Get to the hiring managerLook for manager’s two degrees away and connect with them

Get to the right HR personFind someone in the company you know to give the manager your résumé

Find out the secret job requirementsFind a connection to give you inside information on the job and company

Find startups to joinSearch for startup companies in your industry for new opportunities

QUICK TIPS FOR USING FACEBOOK FOR PROFESSIONAL NETWORKING

10 TIPS FOR USING TWITTER FOR PROFESSIONAL NETWORKING

TIPS FOR USING LINKEDIN FOR PROFESSIONAL NETWORKING AND JOB SEARCHING

Build your network before you need itNo matter how the economy or your career is doing, having a strong network is a good form of job security .

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THE JOB SEARCH: RÉSUMÉS

Your résumé often creates the first impression you make with an employer . The information you include and the way you present it can determine whether you will

have the opportunity to interview for a position . If the résumé is strongly written and presented attractively, it may open the door to an interview . Your résumé is your marketing tool . It provides a quick overview of the skills, knowledge, and experience you have to “sell” to an employer. A résumé summarizes your educa-tional and employment experiences. Therefore, it should be a concise, easy-to-read review of your qualifications .

PREPARATION FOR WRITING THE RÉSUMÉ A résumé should support your career goals by presenting evidence to the employer that you have the skills and knowledge necessary to perform the job. If you are unsure which career options you want to pursue, it will be more difficult to design an effective résumé . Therefore, it is important to have some type of “objective” in mind (if not on paper) when constructing your résumé. Your objective will enable you to write a résumé that highlights your most impor-tant qualifications for specific kinds of jobs . Formulating at least a general career goal forces you to assess the skills and knowledge you have to offer employers and enables you to focus your energy on the most likely career opportunities . Employers will interpret a vague career goal as a lack of direction and self-knowledge. If you don’t know the types of positions for which your background can best be utilized, the employer cannot afford the time and energy to figure it out for you . When you feel confident that you have identified your skills, defined your objectives, and become familiar with options in your chosen career field (including potential employers), you are ready to begin writing your résumé .

RÉSUMÉ CONTENT A résumé is a flexible document that can be adapted to highlight your particular skills or experiences. The content categories you select for your résumé will be determined by a number of factors, especially by your strongest “selling points,” relative to the type of position you are seeking . You may have several versions of your résumé if you are targeting different types of career positions . The length of a résumé is generally one page, but two pages are usually acceptable if you need the space to show the breadth of your experience. If you go to two pages, make sure the information on page two is relevant and that you use the majority of the second page .

Identification Data—Name, address/es (current and perma-nent if appropriate), phone number(s), email address, and website or link to an online portfolio (if applicable). Make sure your email address sounds professional!

Career Objective—These statements on résumés are now considered optional; if you decide not to include an objective on your résumé, then your objective should be clearly articu-lated in your cover letter . If you do include an objective, be specific—don’t explain what you want from an organiza-tion but rather address the skills you are bringing to that organization . Objectives do not include pronouns such as I, my, or me .

Education—Your academic experiences should be listed in reverse chronological order with your most recent degree or experience listed first. List the proper title of your degree and GPA (a guideline is to include a GPA if it’s 3.0 or above). It is appropriate to list the percentage of expenses you earned to finance your degree .

Experience—Your experience should include not only paid full-time positions but also part-time, volunteer, field, obser-vation, internship, and cooperative education experiences. For each position, list the organization for whom you worked, the location (city and state), job title, and dates (month/year) of employment. There is no single correct order for the presentation of this information as long as you are consis-tent throughout the résumé . You should separate “Relevant Experience” from general “Work Experience” to indicate that you have experience relating to your degree and/or career goals . • Give a brief description of the skills and responsibilities

for each position using short phrases and clauses rather than full sentences .

• Avoid the use of any personal pronouns (I, my, or me). It is particularly effective to begin each fragment with an active verb .

• Take credit for what you have done—especially for those activities that you initiated, developed, or supervised . Be careful not to exaggerate your responsibilities, but do not undersell yourself either .

Activities—The activities section indicates your interests, willingness to accept responsibility, and leadership abilities . Your involvement in clubs, student government, athletics, and social organizations shows an employer you have broad-ened your education with activities outside the classroom . These activities can also demonstrate important work-related skills and knowledge such as organizational or management experience and the ability to work effectively with others. Be sure to include offices or other leadership positions you have held, as well as describing the positions and related tasks .

Optional Special Sections—You may list other types of information if they relate to your career and/or reflect achievements in which an employer may have an interest . • Honors and Awards • Special Skills—Computer, Equipment, Language(s) • Professional Affiliations • Additional Training • Research • Presentations • Productions/Shows • Publications • Study Abroad • Volunteer • Certifications • Military • Relevant Courses • Conferences Attended

Do not include personal information, photographs, or high school information .

Résumé Writing



approach is the easiest to follow and is often used by job seekers with limited experience.

FUNCTIONAL STYLE—The focus of this style is on skills and abilities—not on when or where they were attained . Related skills are grouped together in comprehensive categories . The skill areas should relate closely to the stated career objective. It is best used by people who have extensive professional experience, may have changed careers, taken time off from their career, or who have gained their skills in volun-teer or community service settings .

CURRICULUM VITAE—Candidates who are applying for faculty/administrative/research positions in a college, univer-sity, or research setting typically prepare a curriculum vitae (CV) rather than a résumé. Sample CVs and categories you may include in a CV are available on our website.

CREATIVE APPROACHES—Creative approaches to résumé writing are not appropriate for most career fields . However, candidates for positions in fields which place a premium on innovation may experiment with different ways to present their special qualifications to employers .

RÉSUMÉ STYLES There are many good résumé layouts . The layout of your résumé is important in creating a favorable first impres-sion in an employer’s mind . The appearance of your résumé may determine whether it is even read at all . Many corpo-rate recruiters recommend not using résumé templates that are available with your word processing software . It is more impressive to create your own résumé “from scratch” utilizing categories and formatting which fit your unique qualifications .

TRADITIONAL OR PAPER RÉSUMÉ STYLES Traditional résumé styles generally employ serif fonts, are 1-2 pages in length, and utilize active verbs to focus on various skills developed during work experience. However, traditional/paper résumés are not necessarily designed for submission through electronic means . You are encouraged to develop both a traditional “paper” résumé and an elec-tronic résumé to meet employers’ preferences . If you send an electronic résumé, then it would be acceptable to take a tradi-tional, fully-formatted résumé to an interview or a career fair .

CHRONOLOGICAL STYLE—With this style, informa-tion is presented in reverse chronological order—most recent information is listed first, working backward in time . This


Avoid on Electronic/Scannable Résumé

• Boldface, italics, underlining, highlighting, boxing, shading (no gray screens), or script text

• Avoid vertical lines completely

• Pictures or graphics

• Bullets

• Columns—scanners read left-to-right and will not read columns

• Do not compress text to fit 1-2 pages; letters may blur

• Do not use unusual characters or put brackets around area codes

• Do not send several versions of your résumé to the same employer—scanners can catch this and notify the employer

• Do not staple, use paperclips, or fold

• Do not put information on the back of your résumé

• Do not format the résumé to look like a newsletter or newspaper

• Do not focus as much on active verbs as key words

• Do not put all of your contact information on one line—each item should have its own line

• Do not exceed 65 characters per line

• Do not include an Interests or References section

• Do not use colored ink—only black

• Do not use tabs for indents—use the space bar instead

Include on Electronic/Scannable Résumé• Horizontal lines should have 1/4˝ above and below• Use (*) or (+) rather than bullets• 10-14 point font size; do not exceed 20 pt. for name• White, light gray, or beige paper color• Use sans serif fonts like Helvetica or Arial• Do use technical industry terms and jargon and make sure

to spell out any abbreviations• Send clear, original copies from a laser printer• Use a 1˝ margin—although 1/2˝ will usually work• Scannable résumé may be 2-3 pages in length because you

cannot use columns or compression techniques; however, do not go beyond 3 pages

• Use 8 1/2˝ x 11˝ paper—no unusual sizes• It is appropriate to send a hard copy of your résumé if you fax it first

• The use of key words is imperative! Nouns play a more important role in electronic résumé writing . Computers search for key words, not verbs—repeat key words

• Mail flat in a large envelope• Leave a good amount of white space between sections• Use 20 lb. paper or slightly heavier• Capital letters can be substituted for bold face • When faxing, use the highest mode rather than standard• Include a Key Word Summary section after the contact

information section

ELECTRONIC OR SCANNABLE STYLES

SCANNABLE/ELECTRONIC RÉSUMÉS—Scanning résumés allows organizations to manage the large volume of résumés they receive. The following list explains what to include and what to avoid when developing an electronic or scannable résumé .




academic experiences may also need to be changed to match the qualifications for the different positions .

• Reproduce your résumé on good quality paper and use a laser or letter quality printer. White, cream, ivory, or very light gray are acceptable paper color options. Avoid pastels or very bright colors . Since it is possible your résumé will be copied for distribution within an organization to which you have applied, choose a paper which copies well (without shadows). Also pay attention to the texture of the paper as a texture may obscure information if the résumé is scanned .

• If you are using résumé paper with a watermark, make sure the watermark can be read if you hold up the paper to a light . The watermark is usually the name of the paper manufacturing company, and it is not proper etiquette to have the watermark backwards or upside down .

• Remember the importance of key words on the résumé in the event you are applying to an employer’s electronic database .

Please refer to our website for additional sample résumés and a self-critique sheet.

FINAL POINTERS• It is essential that you use correct grammar, punc-

tuation, and spelling . Not all computer programs automatically run spell check!

• Use abbreviations sparingly. Spell out your degree, the name of the university, and organizations to which you belong .

• If you are requested to email your résumé, ask the employer what format they prefer (attachment, electronic, in body of email).

• Use a serif font for a traditional résumé (Times Roman, Garamond, etc.). Do not switch fonts.

• Present similar information consistently. • Use capitals, underlining, spacing, highlighting and

white space creatively to emphasize the most important points—but don’t overdo it!

• You must get your point across quickly and clearly. Studies show that employers will typically read a résumé for an average of 30-45 seconds .

• You may want to develop different résumés if you are seriously considering several career areas . If you choose this option, not only should the career objectives be different, but the way in which you describe your work and

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If you’re wondering what skills you have that would interest a potential employer, you are not alone . Many college seniors feel that four (or more) years of college haven’t

sufficiently prepared them to begin work after graduation . And like these students, you may have carefully reviewed your work history (along with your campus and civic involvement) and you may still have a difficult time seeing how the skills you learned in college will transfer to the workplace . But keep in mind that you’ve been acquiring skills since childhood . Whether learning the value of teamwork by playing sports, developing editing skills working on your high school newspaper or developing countless skills while completing your coursework, each of your experiences has laid the groundwork for building additional skills .

WHAT ARE TRANSFERABLE SKILLS? A transferable skill is a “portable skill” that you deliberately (or inadvertently, if you haven’t identified them yet) take with you to other life experiences. Your transferable skills are often: • acquired through a class (e.g., an English major who is

taught technical writing) • acquired through experience (e.g., the student govern-

ment representative who develops strong motivation and consensus building skills)

Transferable skills supplement your degree . They provide an employer concrete evidence of your readiness and quali-fications for a position . Identifying your transferable skills and communicating them to potential employers will greatly increase your success during the job search . Remember that it is impossible to complete college without acquiring transferable skills . Campus and community activities, class projects and assignments, athletic activities, internships and summer/part-time jobs have provided you with countless experiences where you’ve acquired a range of skills—many that you may take for granted .

IDENTIFYING TRANSFERABLE SKILLS While very closely related (and with some overlap), transfer-able skills can be divided into three subsets: • Working With People • Working With Things • Working With Data/Information For example, some transferable skills can be used in every workplace setting (e.g., organizing or public speaking) while some are more applicable to specific settings (e.g., drafting or accounting). The following are examples of skills often acquired through the classroom, jobs, athletics and other activities . Use these examples to help you develop your own list of the transferable skills you’ve acquired .

Working With People • Selling • Training • Teaching • Supervising • Organizing • Soliciting • Motivating • Mediating • Advising • Delegating • Entertaining • Representing • Negotiating • Translating

Working With Things • Repairing • Assembling parts • Designing • Operating machinery • Driving • Maintaining equipment • Constructing • Building • Sketching • Working with CAD • Keyboarding • Drafting • Surveying • Troubleshooting

Working With Data/Information • Calculating • Developing databases • Working with spreadsheets • Accounting • Writing • Researching • Computing • Testing • Filing • Sorting • Editing • Gathering data • Analyzing • Budgeting

EASY STEPS TO IDENTIFY YOUR TRANSFERABLE SKILLS Now that you know what transferable skills are, let’s put together a list of your transferable skills . You may want to work with someone in your career services office to help you identify as many transferable skills as possible . Step 1. Make a list of every job title you’ve held (part-time, full-time and internships), along with volunteer, sports and other affiliations since starting college. (Be sure to record officer positions and other leadership roles.)

Step 2. Using your transcript, list the classes in your major field of study along with foundation courses . Include electives that may be related to your employment interests .

Step 3. For each job title, campus activity and class you’ve just recorded, write a sentence and then under-line the action taken. (Avoid stating that you learned or gained experience in any skill . Instead, present your skill more directly as a verifiable qualification.)

“While working for Jones Engineering, I performed 3D modeling and drafting.”

NOT “While working for Jones Engineering, I gained experience in 3D modeling and drafting.”

“As a member of the Caribbean Students Association, I developed and coordinated the marketing of club events.”

NOT “As a member of the Caribbean Students Association, I learned how to market events.”

Step 4. Make a list of the skills/experiences you’ve iden-tified for future reference during your job search .

USING TRANSFERABLE SKILLS IN THE JOB SEARCH Your success in finding the position right for you will depend on your ability to showcase your innate talents and skills . You will also need to demonstrate how you can apply these skills at an employer’s place of business . Consult the staff at your career services office to help you further identify rele-vant transferable skills and incorporate them on your résumé and during your interviews . During each interview, be sure to emphasize only those skills that would be of particular interest to a specific employer . Transferable skills are the foundation upon which you will build additional, more complex skills as your career unfolds. Start making your list of skills and you’ll discover that you have more to offer than you realized!

ADDITIONAL TIPS TO HELP IDENTIFY YOUR TRANSFERABLE SKILLS

1 . Review your list of transferable skills with someone in your field(s) of interest to help you identify any addi-tional skills that you may want to include .

2 . Using a major job posting website, print out descrip-tions of jobs that interest you to help you identify skills being sought. (Also use these postings as guides for terminology on your résumé.)

3. Attend career fairs and company information sessions to learn about the skills valued by specific companies and industries .

Written by Rosita Smith.

Transferable Skills




The Career & Leadership Development Center is committed to assisting you with your career and profes-sional development . The purpose of all workshops and

programs is to promote career awareness, facilitate career preparation, and improve job search skills. All workshops and presentations are available for both current students and former students. Access the Career and Leadership Development Center’s Calendar of Events on Bobcat

The résumé serves as a marketing tool to highlight your rele-vant experience and skills, as well as your accomplishments. Your résumé will not get the job for you, but it will, if effec-tive, result in interviews . Your résumé must be concise, easy to read and understand, and use words that are familiar to the reader and have universal appeal . The goals of your résumé are to: illustrate achievements, attributes, and expertise to the best possible advantage and minimize any possible weaknesses . Your résumé should provide all of the information necessary to allow a prospective employer to identify your transferable skills . There are three basic types of résumés: chronological, func-tional and combination .

CHRONOLOGICAL The most frequently used format, the chronological résumé, lists your experiences, beginning with the most recent and/or relevant . This format focuses on work history and activities. You can divide your experiences into two catego-ries: relevant experience and work experience. Remember to list cooperative education and internship experiences before part-time work, even if it is more recent. Each section of your

CareerLink for a listing of workshop topics, dates and times, and locations . During the course of the academic year, workshops and programs are offered on résumé writing, interview prepara-tion, cooperative education, internship strategies, salary evaluation, applying to graduate school, federal employment, business etiquette and more .

résumé will list information in reverse chronological order, starting with what you are currently doing and working back in time .

FUNCTIONAL This type of résumé emphasizes functions that you can perform that are relevant to the job or career for which you are applying . In a functional résumé, the most relevant experience(s) to the job you are seeking is placed first. This format de-emphasizes specific jobs, employment dates, and job titles by placing them less conspicuously at the end of the résumé. It allows you to promote key skills and experiences without emphasizing where or when you developed them . For most traditional undergraduate students, functional résumés are the least effective .

COMBINATION A combination résumé is a combination of chronological and functional résumés . It starts with a brief personal summary, then lists job-specific skills relevant to the objective, and continues with a chronological format that lists the how, where and when these skills were acquired .

Developing Self-Marketing Skills

Creating an Effective Résumé

Action Verbs for Your RésuméMANAGEMENT SKILLSAdministeredAnalyzedAssignedAttainedChairedConsolidatedContracted

CoordinatedDelegatedDevelopedDirectedEnhancedEstablishedEvaluated

ExecutedIncreasedImprovedInitiatedInstitutedManagedMotivated

OrganizedPlannedPrioritizedProducedRecommendedReorganizedReviewed

ScheduledStrengthenedSupervised

COMMUNICATION SKILLSAddressedAuthoredCollaboratedComposedContactedConvinced

CorrespondedDirectedDraftedEditedElicitedExplained

FormulatedInfluencedInterpretedLecturedMediatedModerated

NegotiatedPersuadedPromotedPublicizedReconciledRecruited

ResolvedSpokeTranslatedWrote




Action Verbs for Your Résumé continued

RESEARCH SKILLSAnalyzedClarifiedCollectedComparedConducted

CritiquedDiagnosedEvaluatedExaminedExtracted

GatheredIdentifiedInterpretedInterviewedInvestigated

LocatedOrganizedResearchedReviewedSolved

SummarizedSurveyedSystematizedTested

TECHNICAL SKILLSAdaptedAppliedAssembledBuiltCalculated

ComputedDesignedDevelopedDevisedEngineered

FabricatedInstalledMaintainedOperatedOverhauled

ProgrammedRemodeledRepairedReplacedSolved

StandardizedStudiedUpgradedUtilized

TEACHING SKILLSAdaptedAdvisedCoachedCommunicated

CoordinatedDevelopedEnabledEncouraged

EvaluatedExplainedFacilitatedFocused

GuidedIndividualizedInformedInstructed

PersuadedStimulatedTrainedTutored

FINANCIAL SKILLSAdministeredAllocatedAnalyzedAppraised

AuditedBalancedBudgetedCalculated

ComputedDevelopedEstimatedForecasted

ManagedMarkedPlannedProjected

ReconciledReducedResearched

CREATIVE SKILLSActedAdaptedComposedConceptualizedCreatedCustomized

DesignedDevelopedDirectedEstablishedFashionedFounded

IllustratedInitiatedInstitutedIntegratedIntroducedInvented

ModifiedOriginatedPerformedPlannedRevisedRevitalized

ShapedSolved

HELPING SKILLSAdvocatedAidedAssessedAssistedClarified

CoachedCounseledDemonstratedDiagnosedEducated

EncouragedExpeditedFacilitatedFamiliarizedGuided

IntervenedMotivatedReferredRehabilitatedRepresented

ResolvedSupportedVolunteered

CLERICAL/DETAIL SKILLSApprovedArrangedCataloguedChartedClassifiedCodedCollected

CompiledDispatchedDistributedExecutedGeneratedImplementedInspected

MaintainedMonitoredOperatedOrganizedPreparedProcessedPurchased

RecordedRetrievedReviewedRoutedScheduledScreenedSet up

StandardizedSpecifiedSystematizedTabulatedUpdatedValidatedVerified

MORE VERBS FOR ACCOMPLISHMENTAchievedAwardedCompleted

ExpandedImprovedPioneered

Reduced (losses)Resolved (problems)Restored

SpearheadedSucceededSurpassed

TransformedWon

Reprinted with permission from Texas A&M University’s 2012-13 Career Guide .



THE JOB SEARCH: RÉSUMÉSSa

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aps, using Bloom

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team

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documentation of the walk-through procedure and interacting with the trading, operations, and accounting personnel

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ed the funds’ controllers and accountants to investigate any discrepancies o

r exceptions found in the audit process

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n

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one-

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pany-specific analyses, using tools and databases su

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HO

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Dean’s L

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very Quarter of E

nrollment, John Carroll’s B

ook Scholarship 2012, Pepsi Scholarship 2011, David B. K

ropschot

Scholarship 2012, R

obert and Georgena Beck Scholarship 2012 and 2013, Dean’s S

cholarship 2011 and 2012, R

obert B

ischop

Scholarship 2012, LeaderShape

™ Institute Certificate 2011, and Beta Gam

ma Sigm

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Hon

ors

& A

ctiv

ities

G

olde

n K

ey In

tern

atio

nal H

onou

r So

ciet

y, A

then

s, O

H

Sept

embe

r 20

12 –

Pre

sent

So

cial

Cha

ir an

d Fu

ndra

ising

Cha

ir

• O

rgan

ized

and

res

ourc

eful

ly p

lann

ed s

ocia

l eve

nts

•

Coo

rdin

ated

and

man

aged

fun

drai

sing

even

ts, r

aisin

g ov

er $

5,00

0 in

one

yea

r

Ps

i Chi

, Ath

ens,

OH

Se

ptem

ber

2011

– P

rese

nt

Hist

oria

n

• C

ompi

led

chap

ter

hist

ory

of th

e N

atio

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onor

Soc

iety

in P

sych

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sure

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rec

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oper

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mer

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Psy

chol

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ssoc

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ashi

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C

Sept

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11 –

Pre

sent

StudentAffiliate



Jane

lle L

. New

man

Janelle.M

.New

[email protected]

Cam

pus A

ddre

ss:

Perm

anen

t Add

ress

:100 W. U

nion St.

759 Johnson Rd.

Athens, Ohio 45701

Huron, O

hio 44839

740-589-0000

419-555-9768

EDU

CAT

ION

O

hio

Uni

vers

ity, A

then

s, O

hio

Bachelor of S

cience in Education, M

ay 2014

M

ajor

: Ear

ly C

hild

hood

Edu

catio

n

Certifications: R

eading Endorsement K

-12

C

umul

ativ

e G

PA: 3

.6/4

.0

CLA

SSR

OO

M

Cha

unce

y El

emen

tary

Sch

ool,

Cha

unce

y, O

hio

EXPE

RIE

NC

E Professional Intern, 3/14-5/14

•

Taught cooperatively in a second grade classroom

with 26 students

•

Followed curriculum

guidelines to develop and im

plem

ent a science unit

•

Com

municated with parents through parent-teacher conferences

•

Created a classroom

calendar using a digital cam

era and related

tech

nolo

gy

•

Assisted with planning and managing family literacy nights

O

hio

Uni

vers

ity C

haun

cey

Lite

racy

Par

tner

ship

Student Volunteer, 9/12-6/13

•

Com

pleted 450 hours in Early Childhood placement

•

Designed and implem

ented lessons for at-risk students in Kindergarten,

First, and Second grades

•

Com

pleted all coursework for K

-12 Reading Endorsement

Reading Tutor, 9/12-6/13

•

Worked 40 hours with a struggling second-grade student

•

Diagnosed reading problems u

sing various tests

•

Utilized activities and gam

es to remediate reading problems

•

Assisted student w

ith authoring a book

K

ids o

n C

ampu

s, O

hio

Uni

vers

ity

Substitute Teacher, 6/12-8/12

•

Developed age-appropriate lesson plans and activities for the su

mmer

inst

itute

Reading Tutor, 6/12-8/12

•

Developed and im

plem

ented lesson plans

•

Worked one-on-one with struggling readers

REL

ATED

C

hurc

h of

the

Goo

d Sh

ephe

rd, A

then

s, O

hio

EXPE

RIE

NC

E N

urse

ry S

choo

l Coo

rdin

ator

, 9/1

0-Pr

esen

t

•

Supervise toddler and preschool children

•

Design and implem

ent age-appropriate activities

C

haun

cey

Elem

enta

ry S

choo

l, C

haun

cey,

Ohi

o

Pers

onal

Aid

e, 1

1/11

-1/1

2

•

Worked one-on-one with a kindergarten student to improve student

beha

vior


mp

le T

each

ing

Rés

um

é

New

man

Page 2

A

mer

ihos

t Poo

l, A

then

s, O

hio

Sw

im Instructor, 3/10-6/10

•

Taught individual sw

imming lessons

•

Developed and im

plem

ented strategies to teach swimming

PRO

FESS

ION

AL

Kap

pa D

elta

Pi I

nter

natio

nal H

onor

Soc

iety

in E

duca

tion,

Ath

ens,

Ohi

oM

EMBE

RSH

IP

Mem

ber,

9/09

-pre

sent

Reading is FUNdamental C

ommittee Chair, 2012-2013

•

Organized and participated in a library lock-in for 150 area students

•

Developed literacy activities and arranged sponsors for the lock-in

•

Worked 20 hours in a second/third grade multi-age classroom

•

Com

pleted over 50 hours o

f com

munity service during activation

•

Organized com

munity service opportunities for new

mem

bers

D

ean’

s Und

ergr

adua

te S

tude

nt A

dviso

ry C

ounc

il, O

hio

Uni

vers

ity

Secr

etar

y, 9

/11-

6/12

•

Assisted with designing su

rveys for student body in the College of

Educ

atio

n

•

Collected data and wrote reports of student concerns

•

Subm

itted reports to the Dean of the College of E

ducation

HO

NO

RS

Selective Scholarship for F

ull Tuition, 2010-present

Delta Kappa Gam

ma Teaching Scholarship, 2012

Harold and Sarah Welker S

ervice to Teaching Aw

ard, 2013

AD

DIT

ION

AL

Col

lege

of E

duca

tion,

Ohi

o U

nive

rsity

EXPE

RIE

NC

E R

esea

rch

Ass

ista

nt, 9

/13-

5/14

•

Assisted Dr. Jane M

. Smith’s research on the effects o

f physical activity on

disr

uptiv

e be

havi

or

OfficeofR

esidentialH

ousin

g,OhioUniversity

R

esid

ent A

ssis

tant

, 9/1

1-6/

12

•

Supervised floor section of 19 female residents in Lincoln Hall

•

Designed and advertised health and safety related programming

CO

MPU

TER

HyperStudio, K

idPix, Claris Works, Q

uattro Pro, SMART

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200

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opic

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hip

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rien

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Minors: Professional C

ommunications & Economics

on a

Stu

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aree

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one-

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ouns

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stud

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on

resu

mes

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tters

, int

ervi

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uest

ions

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Aid

stud

ents

in p

repa

ratio

n fo

r int

erns

hips

thro

ugh

the

Den

ison

Inte

rnsh

ip P

rogr

am a

nd th

e In

tern

ship

Stip

end

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ram

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tiliz

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e C

ampb

ell I

nter

est a

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kill

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OC

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in c

aree

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maj

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uden

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ssis

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var

ious

oth

er e

vent

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ludi

ng th

e an

nual

Spr

ing

Car

eer E

xpo

and

othe

r car

eer r

elat

ed w

orks

hops

Off

ice

of C

aree

r Ser

vice

s, O

hio

Uni

vers

ity-A

then

s, O

HG

radu

ate

Assi

stan

t

Sept

embe

r 201

1-C

urre

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rve

as th

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imar

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son

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ob a

nd in

tern

ship

pos

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and

com

mun

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mpl

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build

new

and

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latio

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ouns

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uden

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lum

ni in

wal

k-in

or i

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idua

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oint

men

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n m

ajor

and

car

eer r

elat

ed q

uest

ions

•

Pres

ent s

emin

ars a

nd o

utre

ache

s to

stud

ents

, org

aniz

atio

ns, a

nd a

cade

mic

dep

artm

ents

on

care

er re

late

d re

sour

ces s

uch

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umes

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and

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plan

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omm

ittee

pro

vidi

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eas a

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gges

tions

for a

reso

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nd

stat

e-of

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AD

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EX

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Uni

vers

ity C

olle

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H

Se

ptem

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012-

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vers

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xper

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ours

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stru

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firs

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six

stud

ents

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ours

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lect

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deg

ree

dete

rmin

atio

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nd a

ny o

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ac

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kly

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and

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opin

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choi

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ills,

impr

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udy

and

lear

ning

skill

s

•Pl

an o

ut-o

f-cl

ass a

ctiv

ities

to so

cial

ly in

tegr

ate

the

stud

ents

with

the

Ohi

o U

nive

rsity

com

mun

ity

Off

ice

for M

ultic

ultu

ral S

tude

nt A

cces

s & R

eten

tion,

Ohi

o U

nive

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-Ath

ens,

OH

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ticum

Stu

dent

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KS

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arch

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ssis

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m a

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iste

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pla

nnin

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e LI

NK

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nnua

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isor

s Rec

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•O

ffer

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cade

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supp

ort a

nd g

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to sc

hola

rshi

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uden

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ho w

ere

stru

gglin

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cou

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port

spre

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on

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ear L

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uden

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eva

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quar

ter

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anda

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unni

ngha

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eade

rshi

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ente

r, O

hio

Uni

vers

ity-A

then

s, O

HC

o-Fa

cilit

ator

/Pra

ctic

um S

tude

nt

January 2012-M

arch 2012

•

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taug

ht a

seve

n w

eek

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A.P

(Lea

ders

hip,

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erie

nce,

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ion,

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pose

) pro

gram

to fi

rst-y

ear e

mer

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lead

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incl

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and

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cilit

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ader

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men

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rain

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prog

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stud

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ento

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rafte

d an

ass

essm

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ool t

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e em

ergi

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ader

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men

tor p

rogr

am to

enh

ance

it in

the

futu

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Smith

pg. 2

INT

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XPE

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NC

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ffice

of F

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ear P

rogr

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rimar

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int-p

erso

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stud

ent p

ortio

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the

Sum

mer

Pre

view

Day

s inc

ludi

ng th

e fa

cilit

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Life

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it

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reat

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ly u

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evie

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orke

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dvis

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ampu

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pdat

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e an

nual

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and

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haire

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lloca

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mitt

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vers

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strib

utio

n of

a $

1.4

mill

ion

budg

et a

nd e

nsur

ing

the

stud

ent

fee

incr

ease

was

min

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•

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labo

rate

d w

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e V

ice

Pres

iden

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inan

cial

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pre

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ing

the A

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get y

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acka

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tifica

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proc

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ager

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asin

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ontra

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ervi

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Req

uest

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ropo

sal

•

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ed o

n an

d of

fere

d as

sist

ance

to th

e Fi

nanc

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omm

ittee

, by

men

torin

g an

d en

surin

g th

eir a

bilit

y to

ove

rsee

a $

30,0

00

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fere

nce,

Eve

nt &

Act

ivity

fund

for s

tude

nt o

rgan

izat

ions

•

Prep

ared

and

mai

ntai

ned

the

Gen

eral

Sen

ate

and

Exec

utiv

e B

oard

bud

gets

tota

ling

$30,

000

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mun

ity S

ervi

ce O

rient

atio

n, P

lym

outh

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te U

nive

rsity

, Ply

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A

ugus

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ugus

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9 C

oord

inat

or (2

006,

200

7), L

eade

r (20

05),

Part

icip

ant (

2004

)

•Se

rved

as a

stud

ent l

eade

r and

then

coo

rdin

ator

in a

wee

k lo

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tens

ive

prog

ram

of c

omm

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and

team

wor

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first

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s

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anne

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ader

mee

tings

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trai

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sess

ions

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, Jud

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s, an

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ente

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in re

view

ing

appl

icat

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and

sele

ctin

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com

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first

-yea

r stu

dent

s to

parti

cipa

te in

the

prog

ram

•

Wor

ked

colla

bora

tivel

y w

ith le

ader

s and

the

CSC

Coo

rdin

ator

to p

lan

the

wee

k of

eve

nts.

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incl

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dai

ly se

rvic

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tes,

team

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ldin

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veni

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ondi

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vent

s and

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AD

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Com

mis

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for C

aree

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elop

men

t-Dire

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ate

Boa

rd M

embe

r

2013

*App

oint

ed to

the

dire

ctor

ate

boar

d fo

r a th

ree

year

term

Prof

essi

onal

Dev

elop

men

t Com

mitt

ee, O

hio

Uni

vers

ity-A

then

s, O

H

Ja

nuar

y 20

12-C

urre

ntSt

uden

t Per

sonn

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ssoc

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mailto:[email protected]


THE JOB SEARCH: CORRESPONDENCE

Cover LettersA cover letter is a type of job search correspondence that is sent along with your résumé

to a prospective employer to indicate your interest in a position .

PURPOSE • Identifies the position for which you are applying.

• Indicates your interest in the position and employer.

• States your main qualifications, with supporting examples.

• Refers the reader to your enclosed résumé.

• Specifies the action(s) that you will take in pursuit of this employment opportunity .

RULES • Use résumé paper, preferably white (8.5˝ x 11˝) with a

matching envelope (email is also appropriate).

• Ensure that there are no grammatical errors in the letter.

• Make sure the letter is typed.

• Keep the letter brief and to the point—define an objective .

• Avoid negative approaches—boastfulness, exaggera-tion, inconsistency, etc .

• Use specific, relatable examples.

FORMATOpening paragraph: Pique the interest of the employer .

1) State why you are writing and give information to show your interest in this specific organization.

2) Name the position for which you are applying and how you heard about it.

Middle paragraph(s): Create a desire on the part of the employer to know more about you.

1) Explain why you are interested in working for this employer.

2) Point out your achievements or qualifications in this field, especially those that meet the job description or requirements.

3) Refer the reader to your general qualifications and highlight important parts of your résumé that will appeal to THIS specific organization .

4) Avoid repetition between cover letter and résumé.

Closing paragraph: Pave the way for the interview .

1) Ask for an appointment.

2) State that you will contact the employer in the near future.

3) Thank the employer for the consideration of future employment.

Reprinted with permission from Purdue University’s 2012-13 Career Planning Handbook .




Employment ReferencesWHO SHOULD SERVE AS YOUR REFERENCES?

• Ask people who have a positive opinion of you and who can describe your work-related qualities and personal characteristics .

• Past and present employers usually know about your reli-ability, initiative and ability to work with others . This information is valuable, even if your employment was not career-related .

• Faculty members know about your academic ability, productivity, and timeliness, and perhaps have observed how you work with others .

• Advisors and coaches may be aware of information about you that could be relevant to a potential employer—such as maturity, initiative, interpersonal skills or leadership qualities .

• Don’t list references who only know you in a social capacity or are simply friends of your family .

GETTING PERMISSION

• Never give someone’s name as a reference without securing that person’s permission in advance .

• Verify spelling of names, titles, and all contact information for your references .

• Give each person who agrees to serve as a reference for you a copy of your résumé (or vita). This lets your references know about your interests, abilities and experiences. A faculty member may know your academic skills and an employer may know your on-the-job characteristics, but each may not be aware of the other facets of your background . Keeping your references well-informed will help them serve as better references for you .

• Keep your references posted on your activities and progress . Tell your references the names of persons and organizations to whom you’ve given their names .

• When possible, give them a copy of the job description for the positions for which you are applying . This helps your references be prepared for phone calls and letters they may receive .

• Thank each reference in writing for his/her assistance .

WHEN TO GIVE YOUR REFERENCE LIST TO A PROSPECTIVE EMPLOYER:• Provide reference information when you are asked to

provide it . If you reach the interview stage and have not been asked for reference information, you may want to offer it .

• Generally do not send reference information with your résumé unless it has been requested .

• Contacting references is time-consuming, and most employers will do some initial screening of candidates—by reviewing the résumé and perhaps conducting interviews—before contacting references .

• For most undergraduates, employers will not be contacting references prior to interviewing you .

WHERE TO LIST REFERENCES:• On a résumé DON’T . It is unnecessary to state “References

available upon request”—and is often a waste of valuable space—because most employers assume you can supply references. They expect them on a separate page when requested .

• On a curriculum vitae DO list references . It is customary practice to include your reference list on this document .

WHAT SHOULD REFERENCES SAY?: Encourage them to mention:

• Capacity in which they know/knew you (i.e., summer intern and she was the supervisor),

• Time frame of the relationship (i.e., summer of 2012 or has known the candidate for four years), and

• Positive qualities demonstrated in the position (i.e., visited work sites, designed floor plans on CAD, and presented proposals to clients).

Reprinted with permission from Virginia Tech’s 2012-13 Career Planning Guide .




Job Offer CorrespondenceJob offer correspondence helps to effectively and professionally communicate your career actions and choices .

FOR ALL TYPES OF CORRESPONDENCE:

LETTER OF ACKNOWLEDGEMENT • Do not delay your acknowledgement of a received invitation or offer—procrastination makes a bad impression. • Restate the title of the position and salary. Express your appreciation for the offer. Indicate the date that you will let the

company know your decision .

THANK-YOU LETTER • Mail within 24 hours after the interview. • Reiterate your interview date and time, as well as your interest in the employer and your strongest selling points.

FORMAT:Opening paragraph: Express your appreciation to the employer for meeting with you. Recall something specific that you discussed such as what you learned about them, the opportunity you are applying for, or a common interest you share with the interviewer .Middle paragraph: Add any information you failed to mention in the interview. Tell the interviewer about a skill that might further convince him of your value to the organization .Closing paragraph: Reiterate you interest and enthusiasm in the position . State something you are looking forward to in the position . Let the interviewer know how he can contact you .

LETTER OF DECLINE • Provide a brief explanation of why you chose to decline the employment offer. • Express your appreciation for the offer and for the time that the company has invested in you.

FORMAT:Opening paragraph: Express your appreciation to the employer for meeting with you. Express your regret that you will not be accepting the offer .Closing paragraph: Extend your sincere best wishes to the organization and those with whom you met. If you are open to being contacted, let the interviewer know how he can contact you .

LETTER OF ACCEPTANCE • Indicate your acceptance of the offer of employment—restate the position, compensation, classification, and starting date (if

previously established). • Express your appreciation, excitement, and gratitude for the opportunity to work for the employer. • Inform employer of any travel plans if relocation is necessary.

FORMAT:Opening paragraph: Express your appreciation to the employer for meeting with you. Express your enthusiasm for receiving the job offer. Reveal 1-2 aspects of the position or organization you are looking forward to experiencing. Identify skills you are looking forward to developing or utilizing .Closing paragraph: Reiterate your continued interest for your upcoming career opportunity . Let the interviewer know how he can contact you .

HEADING FORMATYour Street AddressCity, State, Zip code

Today’s DateRecipient’s NameTitleCompany NameStreet AddressCity, State, Zip code

Dear Mr ./Mrs ./Miss ./Dr . _______

SALUTATIONSincerely,

Your signatureYour Name type-written

HELPFUL HINTS: • Address your letterhead to a specific

person within the company, if possible

• Follow-up to your correspondence if you do not get a response after 2 weeks

• Use email to maintain contact and keep track of correspondence both sent and received

Reprinted with permission from Purdue University’s 2012-13 Career Planning Handbook .



THE JOB SEARCH: INTERVIEWING

The Interview1. TELEPHONE INTERVIEWS To eliminate candidates from large applicant pools, employers will use phone interviews to pre-screen candidates . This reduces costly on-site interviews for the employer . Most employers will formally announce the phone interview requirement, but be prepared to be contacted by potential employers at all times when applying for jobs. Even when talking to a secretary to set up your interview, your behavior and personality are being monitored . Make every contact count and remember, a phone interview is as important as a face-to-face interview! As an applicant, always anticipate the employment call. Be ready to answer the phone professionally and in a location without distractions . Reset your voicemail to a professional greeting if necessary . If the employer catches you at a bad time, politely explain the reason and set a time to make a return call that is conve-nient to the employer .

Preparing • Call ahead and find out the names and position titles of

those conducting the interview . • Accept the call while sitting at a table or desk that is in a

quiet location, free from distractions such as noise and people. A phone interview allows you to have notes in front of you such as the job description, your résumé, the mission statement of the employer, and any questions you anticipate asking at the end of the interview .

• Have the names and position titles you acquired previ-ously in front of you .

• Dress professionally, do not mumble, and smile! These subtle actions will help you sound better on the phone .

During • Answer the call professionally. • Your voice and responses are the only first impression

you will make over the phone. Avoid filler words “umm,” “like,” “you know,” etc .

• Do not ramble listening for a response . During a face-to-face interview you can see people agreeing with you and nodding their heads . On the phone, interviewers will often remain silent until you have finished responding .

• Do not breathe into the phone . Sitting lazily in a chair will cause you to breathe into the phone and prevent your clarity of speech .

• Most importantly, give verbal cues . “I agree” or “give me time to think” are substitutes for nods and furrowed eyebrows .

After • Immediately following the interview, write any notes you

may need in the future . These notes should include ques-tions you may want answered later or information the employer should know that did not get discussed in the phone interview .

• Just like a face-to-face interview, send a thank-you note .

2. FACE-TO-FACE INTERVIEW Because each interviewer is different, there are many types of interviews . Some interviewers are skilled at interviewing; others are not . Some are talkative; others let you do most of the

talking . Most interviews, however, will range from open-ended, in which the interviewer asks ques-tions and lets you do most of the talking, to the highly structured, in which the interviewer asks many specific questions following a pre-planned format . Many interviews will fall between these extremes; you should be prepared for any style .

Preparing In preparing for your interview, do not under-estimate the importance of your personal appear-ance . Obviously, personal neatness and cleanliness are important; but your clothing should not be overlooked. Although it is not critical to dress in the latest fashion, employer surveys consistently demonstrate that clothing is an important factor in the total picture of the candidate . In the same way that you have invested in your education and the preparation of your credentials, you may want to consider investing in an “interviewing outfit .” For both men and women, one suit should be sufficient . Men may want to have a shirt and tie change, and women a blouse change, to create two different

DRESSING FOR SUCCESSProfessional • Clean, manicured fingernails • Neat hair • Polished shoes • Natural-looking make-up • Long-sleeved shirts if wearing a suit • Clean and neatly pressed clothes that fit properly • Men’s suit buttons—never button the bottom

button

Unprofessional • Baggy stockings, saggy socks, no stockings or socks • Perfumes or colognes • Boots • Costume jewelry • Hair jewelry (if functional, it’s okay) • For men, gold medallions, charms; for women, low

necklines, high hemlines .




appearances . Career & Leadership Development Center staff members will be happy to discuss this topic with you. Additional information on dressing for the interview can be found on the Career and Leadership Development Center’s website at ohio.edu/careerandleadership . To assist you in preparing for an interview, you can schedule a Mock Interview on our website .

During • The interviewer will establish rapport and create a

relaxed, though businesslike, atmosphere. This is where the interviewer gets the very important first impression of you .

• The review of your background and interests usually takes the form of “what,” “why,” “where,” and “when” types of questions . Interviewers might ask a question like “tell me about yourself” or something similar to that . Focus on what you are like, and what you have accom-plished, your academic and work background, and your goals . One objective here is to see if your qualifications match your declared work interests . Give concise, but thorough, responses to questions .

• Assuming you have the necessary qualifications, the interviewer will begin the process of determining whether the employer has job openings that match your interests and qualifications . If there seems to be a match, the interviewer will probably explain job details to see how interested you are in the position .

• In conclusion, the interviewer should explain what the next steps are in the application process. Be sure you understand them . Promptly provide any additional infor-mation requested . There should be ample opportunity for you at this point to ask any questions you have .

3. QUESTIONS ASKED BY EMPLOYERS You will be asked many questions during a job interview . The following is a list of questions that may help you prepare for your interview . Practice answering these questions and you will be more at ease during your interview .

• What are your long-range goals and objectives? • What are your short-range goals and objectives? • How do you plan to achieve your career goals? • What are the most important rewards you expect in your

career? • Why did you choose the major/career for which you are

preparing? • What are your strengths, weaknesses, and interests? • How do you think a friend or professor who knows you

well would describe you? • What motivates you to put forth your greatest effort? • In what ways have your college experiences prepared you

for a career? • How do you determine or evaluate success? • In what ways do you think you can make a

contribution to our organization? • What qualities should a successful manager possess? • What two or three accomplishments have given you the

most satisfaction? Why? • Describe your most rewarding college experience. • What interests you about our product or service? • Why did you select your college or university? • What led you to choose your major or field of study?

• What college subjects did you like best? Why? • What college subjects did you like least? Why? • If you could do so, how would you plan your academic

studies differently? • Do you think your grades are a good indication of your

academic achievement? • What have you learned from participation in extracur-

ricular activities? • In what kind of work environment are you most

comfortable? • How do you work under pressure? • In what part-time, co-op, or summer jobs have you been

most interested? Why? • How would you describe the ideal job for you following

graduation? • Why did you decide to seek a position with this

organization? • What two or three things would be most important to

you in your job? • What criteria are you using to evaluate the organization

for which you hope to work? • Will you relocate? Does relocation bother you? • Are you willing to travel? • Are you willing to spend at least six months as a trainee?

4. CHALLENGING INTERVIEW QUESTIONS YOU MAY ENCOUNTER

• Tell me about yourself. Remember, this is a job interview, not a psycho logical or personal interview. The interviewer is interested in the information about you that relates to the situation, such as education and work experiences.

• What do you expect to be doing five years from now? Ten years from now? The interviewer is looking for evidence of career goals and ambitions rather than minutely specific descriptions.

• Why should I hire you? Stress what you have to offer the employer, not how nice it would be to work there.

• What are your ideas about salary? Research the field so that you know the current salary range for the type of position you are seeking.

• What do you know about Company X? Research the organization, attempt to find out about the organization’s products, location of their plant(s), previous growth record, and responsibilities.

5. BEHAVIORAL INTERVIEWING Behavioral interviewing is a technique used by employers in which the questions asked assist the employer in making predictions about a potential employee’s future success based on past behaviors . In behavior-based interviews, candidates are asked to give specific examples of when they demonstrated particular behaviors or skills .

EFFECTIVE FORMULA FOR ANSWERING BEHAVIORAL INTERVIEWS

S. Describe the Situation you were in or T. the Task you needed to accomplish; A. describe the Action you took and R. the Results of your experience.




The candidate must describe in detail a particular event, project, or experience and how he/she dealt with the situation, and what the outcome was.

“Tell me about a time when you were on a team, and one of the members wasn’t carrying his or her weight .” If this is one of the leading questions in your job interview, you could be in for a behavioral interview . Based on the premise that the best way to predict future behavior is to determine past behavior, this style of interviewing is widely used among recruiters .

Today, more than ever, every hiring decision is critical . Behavioral interviewing is designed to minimize personal impressions that can affect the hiring decision . By focusing on the applicant’s actions and behaviors, rather than subjective impressions that can sometimes be misleading, interviewers can make more accurate hiring decisions .

A manager of staff planning and college rela tions for a major chemical company says, “Although we have not conducted any formal studies to de ter mine whether retention or

PREPARE FOR BEHAVIORAL INTERVIEWSUse the STAR formula for responding to behavioral questions: S Situation, T Task, A Action, R Results . To help you prepare, use the STAR formula to come up with a story you would tell for each skill area below.

YOUR STAR STORY

Situation:

Task:

Situation:

Task:

Situation:

Task:

Situation:

Task:

Situation:

Task:

Situation:

Task:

Situation:

Task:

Situation:

Task:

Situation:

Task:

Situation:

Task:

Situation:

Task:

Situation:

Task:

Action:

Result:

Action:

Result:

Action:

Result:

Action:

Result:

Action:

Result:

Action:

Result:

Action:

Result:

Action:

Result:

Action:

Result:

Action:

Result:

Action:

Result:

Action:

Result:

SKILL

Teamwork

Decision making

Persuasion

Communication Skills

Time management

Multitasking

Leadership

Problem Solving

Adaptability

Goal Setting/Achievement

Creativity

Going above and beyond call of duty




success on the job here has been affected, I feel our move to behavioral interviewing has been successful . It helps concentrate recruiters’ questions on areas important to our candidates’ success within [our company] .”

Behavioral vs. Hypothetical Interviewing If you have training or experience with traditional inter-viewing techniques, you may find the behavioral interview quite different in several ways: • Instead of asking how you would behave in a particular

situation, the interviewer will ask you to describe how you did behave .

• Expect the interviewer to question and probe (think of “peeling the layers from an onion”).

• The interviewer will ask you to provide details, and will not allow you to theorize or generalize about several events .

• The interview will be a more structured process that will concentrate on areas that are important to the inter-viewer, rather than allowing you to concentrate on areas that you may feel are important .

• You may not get a chance to deliver any prepared stories . • Most interviewers will be taking copious notes

throughout the interview . The behavioral interviewer has been trained to objectively collect and evaluate information, and works from a profile of desired behaviors that are needed for success on the job . Because the behaviors a candidate has demonstrated in previous similar positions are likely to be repeated, you will be asked to share situations in which you may or may not have exhibited these behaviors. Your answers will be tested for accuracy and consistency .

If you are an entry-level candidate with no previously related experience, the interviewer will look for behaviors in situations similar to those of the target position: “Describe a major problem you have faced and how you dealt

with it.” “Give an example of when you had to work with your hands

to accomplish a task or project.” “What class did you like the most? What did you like about

it?” Follow-up questions will test for consistency and determine if you exhibited the desired behavior in that situation: “Can you give me an example?” “What did you do?” “What did you say?” “What were you thinking?” “How did you feel?” “What was your role?” “What was the result?”

You will notice an absence of such questions as, “Tell me about your strengths and weaknesses .”

How to Prepare for a Behavioral Interview • Recall recent situations that show favorable behaviors or

actions, especially involving coursework, work experi-ence, leadership, teamwork, initiative, planning and customer service .

• Prepare short descriptions of each situation; be ready to give details if asked .

• Be sure each story has a beginning, a middle and an end, i .e ., be ready to describe the situation .

• Be sure the outcome or result reflects positively on you (even if the result itself was not favorable).

• Be honest . Do not embellish or omit any part of the story . The interviewer will find out if your story is built on a weak foundation .

• Be specific . Do not generalize about several events; give a detailed accounting of one event .

A possible response for the question, “Tell me about a time when you were on a team and a member wasn’t pulling his or her weight” might go as follows: “I had been assigned to a team to build a canoe out of concrete . One of our team members wasn’t showing up for our lab sessions or doing his assignments. I finally met with him in private, explained the frustration of the rest of the team, and asked if there was anything I could do to help . He told me he was preoccupied with another class that he wasn’t passing, so I found someone to help him with the other course . He not only was able to spend more time on our project, but he was also grateful to me for helping him out . We finished our project on time, and got a ‘B’ on it.” The interviewer might then probe: “How did you feel when you confronted this person?” “Exactly what was the nature of the project?” “What was his responsibility as a team member?” “What was your role?” “At what point did you take it upon yourself to confront him?” You can see it is important that you not make up or “shade” information, and why you should have a clear memory of the entire incident .

Don’t Forget the Basics Instead of feeling anxious or threatened by the prospect of a behavioral interview, remember the essential difference between the hypothetical interview and the behavioral inter-view question: The hypothetical interviewer may allow you to project what you might or should do in a given situation, whereas the behavioral interviewer is looking for past actions only . It will always be important to put your best foot forward and make a good impression on the interviewer with appro-priate attire, good grooming, a firm handshake and direct eye contact . There is no substitute for promptness, courtesy, preparation, enthusiasm and a positive attitude .

6. QUESTIONS TO ASK EMPLOYERS The employer will usually provide an opportunity for you to ask questions. Always be prepared to ask questions. Prepare questions, recognizing that some of them will be answered in the interview . In the on-campus interview, do not ask questions that are answered in the literature provided by the employer . If you are having trouble developing questions, you may want to consider the following: • What are the company’s strengths and weaknesses

compared to its competition? • How important does upper management consider the

function of this department/position? • What is the organization’s plan for the next five years,

and how does this department fit in? • Could you explain your organizational structure? • How will my leadership responsibilities and performance

be measured? By whom? • What are the day-to-day responsibilities of this job? • Could you describe your company’s management style

and the type of employee who fits well with it? • What are some of the skills and abilities necessary for

someone to succeed in this job?




• Can you describe an ideal employee? • What is your organization’s policy on transfers to other

cities?

7. AFTER YOUR INTERVIEW Typically, the interviewer will inform you of the organi-zation’s follow-up procedures . If the interviewer does not indicate the organization’s policy or tell you what will occur next, be sure to ask before leaving the interview. Most inter-viewers will also mention when you will hear from them or someone in their organization . If more than a week has passed beyond this date, you should write or call the employer to determine your status . Upon completion of your interview, it is advisable to send the employer a thank-you letter . The purpose of this letter is to reiterate your interest in the position and in the organization .

The following are some factors involved in an employer’s evaluation of prospective employees. These are in no particular order . • Major • Communication skills • GPA • Problem-solving skills • Dependability • Interpersonal skills • Enthusiasm • Your work ethic • Appearance • Knowledge of employers • Defined goals and • Academic performance/

ambitions major • Work experience • Interests • Maturity • Attitude • Motivation • Special aptitudes and skills • Extracurricular activities • Geographical • Personality preferences/restrictions

8. EXPENSES • Be sure it is clear before you take an interview trip whether

you or the organization will be responsible for your expenses. If you have any doubts, ask your contact in the organization . If the organization is paying for your trip, keep an accurate account of all expenses, such as meals, tips, cab fare, or private auto expenses. Receipts should be kept for all major expenses, such as transportation and hotel or motel accommodation .

• Unless it is indicated in the invitation, you may normally select the most convenient means of public transporta-tion . Travel by private automobile should be cleared with the organization .

• This is a business trip and your expenses should be incurred accordingly. Excessive expenditures might reduce an employment opportunity .

Refund of Expenses The student usually pays all expenses and receives reim-bursement following the trip . Generally, a written record of expenses including receipts must be sent to the employer before reimbursement will be made . Some employers may furnish forms for you to fill out when you return to the campus; otherwise, you should itemize expenses on a daily basis. If you follow these procedures, expense refunds are usually received without undue delay .

Reprinted with permission from Virginia Tech’s 2012-13 Career Planning Guide .

• What is the company’s policy on providing seminars, workshops, and training so employees can keep up their skills or acquire new ones?

• What particular computer equipment and software do you use?

• What kind of work can I expect to be doing the first year? • What percentage of routine, detailed work will I encounter? • How much opportunity is there to see the end result of

my efforts? • Who will review my performance? How often? • How much guidance or assistance is made available to

individuals in developing career goals? • How much opportunity will I have for decision-making

in my first assignment?

Interview Do’s • Arrive 10 minutes prior to your scheduled interview

appointment . • Dress appropriately and conservatively . • Know the exact time and location of your interview;

some employers may schedule interviews at other locations .

• Know the name and pronunciation of your inter-viewer’s name .

• Address the interviewer by his/her title—Mr., Ms., Mrs ., Dr . Listen closely to the introduction so you will know his/her title .

• Offer a firm handshake at the beginning and conclu-sion of the interview .

• Maintain good eye contact with the interviewer . • Sit still in your seat. Avoid slouching, twisting, and

fidgeting . • Have questions prepared to ask the interviewer .

Research the organization prior to the interview . • Be concise with your answers, yet be complete . • If you are given an application form, complete it

factually and neatly . • At the conclusion of the interview, inform the inter-

viewer that you will be pleased to supply additional information if needed .

• Express your appreciation to the interviewer for taking the time to talk to you .

• Show enthusiasm and initiative . • Portray self-confidence .

Interview Don’ts • Do not make negative comments about previous

employers or professors . • Do not falsify your application or answers to any

interview questions . • Do not imply that you will consider only one

specific job with that particular organization . • Do not give the impression that you are interested

in the organization because of its geographical location .

• Do not give the impression that you are just surveying the employment possibilities .

• If you choose to use cologne, use it sparingly . • Don’t ask about salary/benefits unless the employer

brings it up first .




Students With Disabilities: Acing the Interview

The traditional face-to-face interview can be particularly stressful when you have a disability—especially a visible disability . Hiring managers and employers may have had

little prior experience with persons with disabilities and may react with discomfort or even shock to the appearance of a wheelchair, cane or an unusual physical trait . When this happens, the inter-viewer is often so uncomfortable that he or she just wants to “get it over with” and conducts the interview in a hurried manner . But this scenario robs you of the opportunity to present your credentials and could prevent the employer from identify ing a suitable, qualified candidate for employment . It is essential that you understand that interviewing is not a passive process where the interviewer asks all the questions and you simply provide the answers . You, even more than applicants without disabilities, must be skilled in handling each interview in order to put the employer representative at ease . You must also be able to demonstrate your ability to manage your disability and be prepared to provide relevant information about your skills, experiences and educational background . In addition, you may have to inform the employer of the equipment, tools and related resources that you will need to perform the job tasks .

TO DISCLOSE OR NOT TO DISCLOSE To disclose or not to disclose, and when and how to disclose, are decisions that persons with disabilities must make for themselves during the job search process . Under the Americans with Disabilities Act (ADA), you are not legally obligated to disclose your disability unless it is likely to directly affect your job performance . On the other hand, if your disability is visible, it will be evident at the time of the interview so it may be more prudent to acknowl-edge your disability during the application process to avoid catching the employer representative off guard .

REASONS FOR DISCLOSING You take a risk when you decide to disclose your disability . Some employers may reject your application based on negative, preconceived ideas about persons with disabilities . In addi-tion, you may feel that the issue is too personal to be publicized among strangers . On the other hand, if you provide false answers about your health or disability on an application and the truth is uncovered later, you risk losing your job . You may even be held legally responsible if you failed to inform your employer and an accident occurs that is related to your disability .

TIMING THE DISCLOSURE The employer’s first contact with you will typically be through your cover letter and résumé, especially if you initially contacted the organization . There are many differing opinions on whether one should mention the disability on the résumé or in the cover letter . If you are comfortable revealing your disability early in the process, then give careful consideration to where the information is placed and how it is stated . The cover letter and résumé should primarily outline relevant skills, experiences and education for the position for which you are applying . The reader should have a clear understanding of your suitability for the position . Therefore, if you choose to disclose your disability, the disclosure should be brief and placed near the end of the cover letter and résumé . It should never be the first piece of information that the employer sees about you. The infor-mation should also reveal your ability to manage your disability while performing required job functions .

WHEN YOU GET THE INTERVIEW As stated earlier, it may not be wise to hide the disability (especially a visible disability) until the time of the interview. The employer representative may be surprised, uncomfortable or assume that you intentionally hid critical information. As a result, more time may be spent asking irrelevant and trivial questions because of nervousness, rather than focusing on your suitability for the position . Get assistance from contacts in human resources, your career center or workers with disabilities about the different ways to prepare the interviewer for your arrival . Take the time to rehearse what you will say before making initial contact . If oral communication is diffi-cult for you, have a career services staff person (or another professional) place the call for you and explain how you plan to handle the interview . If you require support for your inter-view (such as a sign language interpreter), contact human resources in advance to arrange for this assistance. Advance preparation puts everyone at ease and shows that you can manage your affairs .


TIPS ON MANAGING THE INTERVIEWPrior to the Interview1 . Identify a career services staff person to help you

prepare employers for their interview with you .2. Arrange for several taped, mock interview sessions

to become more confident in discussing your work-related skills and in putting the employer repre-sentative at ease; rehearse ahead of time to prepare how you will handle inappropriate, personal or possibly illegal questions .

3 . If your disability makes oral communication difficult, create a written narrative to supplement your résumé that details your abilities .

4 . Determine any technical support, resources and costs that might be necessary for your employment so that you can respond to questions related to this topic .

5 . Be sure that your career center has information for employers on interviewing persons with disabilities .

6 . Seek advice from other workers with disabilities who have been successful in finding employment .

7 . Review the general advice about interviewing outlined in this Job Search Manual .

During the Interview1 . Put the interviewer at ease before starting the inter-view by addressing any visible disability (if you have not done so already).

2. Plan to participate fully in the discussion (not just answer questions); maintain the appropriate control of the interview by tactfully keeping the interview focused on your abilities—not the disability .

3 . Inform the employer of any accommodations needed and how they can be achieved, thereby demonstrating your ability to manage your disability .

4 . Conclude the interview by reiterating your qualifica-tions and giving the interviewer the opportunity to ask any further questions .



THE JOB SEARCH: STRATEGY

International Students and the Job Search

Looking for a job is seldom easy for any student . For you, the international student, the job search process can be especially confusing . You may lack an understanding of

U .S . employment regulations, or perhaps you are unaware of the impact your career choice has on your job search . You may also be unsure about your role as the job-seeker and the resources used by American employers to find candidates. The following is an overview of the issues most relevant to international students in developing a job search strategy . Additional information about the employment process and related topics can be found through your career center and on the Internet .

INTERNATIONAL STUDENT AND FACULTY SERVICES OFFICE As an international student, you should only obtain employment-related information from an experienced immi-gration attorney or your campus ISFS representative . Advice from any other resource may be inaccurate. Once you have decided to remain in the United States to work, contact the international student services office or the office of human resources on your campus and make an appointment with your ISFS representative . In addition to helping you fill out necessary forms, the ISFS representative will inform you of the costs associated with working in the United States .

IMPORTANCE OF SKILLS AND CAREER FIELD Find out if your degree and skills-set are currently in demand in the U.S. job market. An advanced degree, highly marketable skills or extensive experience will all make your job search easier . Find out what region of the United States holds the majority of the jobs in your field; you may need to relo-cate in order to find the job you want . Learn all you can about your targeted career field by talking to professors, reading industry publications and attending professional meetings and regional conferences .

ROLE OF EMPLOYERS It is the employer’s responsibility to find the right people for his or her company—not to help you find a job . The inter-view is successful when both of you see a match between the employer’s needs and your interest and ability to do the job . The employer (through hiring managers, human resources staff or employment agencies) will most likely use several resources to find workers, including: • College recruiting • Campus or community job fairs • Posting jobs on the company Website or on national job

posting sites on the Internet • Posting jobs in major newspapers or trade publications • Posting jobs with professional associations • Résumé searches on national online services • Employee referrals • Regional and national conferences • Employment agencies (“headhunters”) Are you accessible to employers through at least some of the above strategies? If not, develop a plan to make sure your credentials are widely circulated . Notify as many people as possible in your field about your job search .

STRONG COMMUNICATION SKILLS You can help the employer make an informed hiring deci-sion if you:

• Provide a well-prepared résumé that includes desirable skills and relevant employment experiences.

• Clearly convey your interests and ability to do the job in an interview .

• Understand English when spoken to you and can effec-tively express your thoughts in English.

It’s important to be able to positively promote yourself and talk with confidence about your education, relevant skills and related experiences. Self-promotion is rarely easy for anyone. But, it can be especially difficult for individuals from cultures where talking about yourself is considered inappropriate . When interviewing in the United States, however, you are expected to be able to explain your credentials and why you are suitable for the position . Be sensitive to the interviewer’s verbal and nonverbal cues . Some international students may not realize when their accent is causing them to be misunderstood . Interviewers are sometimes too embarrassed or impatient to ask for clari-fication, so be on the lookout for nonverbal clues, such as follow-up questions that don’t match your responses or sudden disinterest on the part of the interviewer. Also, make sure you express proper nonverbal communication; always look directly at the employer in order to portray confidence and honesty . If your English language skills need some work, get involved with campus and community activities . These events will allow you to practice speaking English. The more you use the language, the more proficient you will become . These activities are also a great way to make networking contacts .

CAREER CENTER The career center can be a valuable resource in your job search . Be aware, however, that some employers using the career center won’t interview students who are not U .S . citizens . Though this may limit your ability to participate in some campus interviews, there are numerous ways to benefit from the campus career center:

• Attend sessions on job search strategies and related topics .

• Work with the career services staff to develop your job search strategy .

• Attend campus career fairs and company information sessions to inquire about employment opportunities and to practice your networking skills .

It’s a good idea to get advice from other international students who have successfully found employment in this country and to start your job search early . Create and follow a detailed plan of action that will lead you to a great job you can write home about .





Choosing Between Job Offers

The first question many of your friends will ask when you receive a job offer is “What does it pay?” For many college graduates this consideration is near the top of

the list, which is not surprising . Most students have invested thousands of dollars in their education, often racking up high student loan balances . Most graduates are looking forward to paying off that debt. Also, the value of a salary is easy to understand; the more zeroes after the first digit, the better . In order to evaluate a salary offer you need to know what the average pay scale is for your degree and industry . The National Association of Colleges and Employers (NACE) is a good source of salary information for entry-level college graduates . Their annual Salary Survey should be available in your campus career center . Make sure you factor cost-of-living differences when considering salary offers. For example, you may need an offer of $76,000 in San Francisco to equal an offer of $40,000 in Huntsville, Ala. Bonuses and commissions are considered part of your salary, so take them into consideration when evaluating an offer . It’s also important to have a good understanding of an employer’s policies concerning raises . Be sure to never make your decision on salary alone . Students tend to overempha-size salary when considering job offers . Money is important, but it’s more important that you like your job . If you like your job, chances are you’ll be good at it. And if you’re good at your job, eventually you will be financially rewarded .

FACTOR IN BENEFITS Of course, salary is only one way in which employers finan-cially compensate their employees. Ask anybody with a long work history and they’ll tell you how important benefits are . When most people think of employer benefits, they think of things like health insurance, vacation time and retirement savings . But employers are continually coming up with more and more creative ways to compensate their workers, from health club memberships to flextime. The value of a benefits plan depends on your own plans and needs. A company gym or membership at a health club won’t be of much value to you if you don’t like to sweat .

WHO’S THE BOSS? Who you work for can have as much bearing on your overall job satisfaction as how much you earn and what you do . First, analyze how stable the potential employer is . If the company is for-profit, what were its earnings last year? What are its projections for growth? If the job is with a government agency or a nonprofit, what type of funding does it have? How long has the employer been around? You could receive the best job offer in the world, but if the job is cut in six months, it won’t do you much good .

CORPORATE CULTURE There are three aspects to a work environment: 1) the phys-ical workspace, 2) the “corporate culture” of the employer, and 3) fellow co-workers. Don’t underestimate the impor-tance of a good workspace . If you are a private person, you probably will not be able to do your best work in a cluster of cubicles. If you are an extrovert, you won’t be happy shut in an office for hours on end . Corporate culture comprises the attitudes, experiences, beliefs and values of an organization . What’s the hierarchy of

the organization? Is there a dress code? Is overtime expected? Do they value creativity or is it more important that you follow protocol? Whenever possible, you should talk to current or previous employees to get a sense of the corporate culture . You may also be able to get a sense of the environ-ment during the interview or by meeting your potential boss and co-workers during the interview process. Ask yourself if the corporate culture is compatible with your own attitudes, beliefs and values . Your boss and fellow co-workers make up the last part of the work environment . Hopefully, you will like the people you work with, but you must, at least, be able to work well with them professionally . You may not be able to get a good sense of your potential co-workers or boss during the interview process . But if you do develop strong feelings one way or the other, be sure to take them into consideration when making your final decision .

LIKE WHAT YOU DO Recent college graduates are seldom able to land their dream jobs right out of school, but it’s still important that you at least like what you do . Before accepting a job offer, make sure you have a very good sense of what your day-to-day duties will be . What are your responsibilities? Will you be primarily working in teams or alone? Will your job tasks be repetitive or varied? Will your work be challenging? What level of stress can you expect with the position?

LOCATION, LOCATION, LOCATION Climate, proximity to friends and family and local popula-tion (i.e., urban vs. rural) should all be evaluated against your desires and preferences . If you are considering a job far away from your current address, will the employer pay for part or all of your moving expenses? Even if you are looking at a local job, location can be important—especially as it relates to travel time. A long commute will cost you time, money and probably more than a little frustration . Make sure the tradeoff is worth it .

TIME IS ON YOUR SIDE It’s acceptable to request two or three days to consider a job offer. And depending on the employer and the position, even a week of consideration time can be acceptable . If you’ve already received another offer or expect to hear back from anther employer soon, make sure you have time to consider both offers . But don’t ask for too much time to consider . Like all of us, employers don’t like uncertainty . Make sure you give them an answer one way or another as soon as you can .

IT’S YOUR CALL Once you make a decision, act quickly . If you are accepting a position, notify the hiring manager by phone followed by a confirmation letter or an email . Keep the letter short and state the agreed upon salary and the start date . When rejecting an offer, make sure to thank the employer for their time and interest . It always pays to be polite in your correspondence . You never know where your career path will take you and it might just take you back to an employer you initially rejected .

Written by Chris Enstrom, a freelance writer from Nashville, Ind.




The Benefits of Company Benefits

Though promises of high starting salaries or accelerated career growth may entice you as you search for your dream job, don’t forget to check out the company’s

benefits package . These packages are generally designed to provide protection against financial hardship brought about by unforeseen circumstances, such as illness or injury . With the high cost of medical services, even a routine physical exam can set you back several hundred dollars if you don’t have coverage . “Most employees today are looking for more than a paycheck,” says Amy Roppe, a senior account manager at Benefit Source, Inc ., a Des Moines, Iowa-based company that designs and administers employee benefit packages . “Employees are looking for overall job satisfaction, and bene-fits are a key part of that .” What kinds of benefits can you expect at your first job out of college? That depends . Not all benefits programs are created equal, and most have certain rules, limitations and exclusions, particularly in regard to health plans. Though some employers still provide complete coverage with no out-of-pocket expense to workers, most company plans now require the employee to pay part of the benefits expense, often in the form of payroll deductions . However, the cost is usually reasonable in comparison to footing the entire bill by yourself . The benefits described below will give you a general overview of what many companies offer to their employees:

• Medical insurance. This is the most basic (and prob-ably most important) benefit you can receive. Health coverage limits an employee’s financial liability in the event of illness or injury .

• Disability insurance. Provides an income to the employee in the event of a long-term disability .

• Life insurance. Provides a benefit payment to family members in the event of the employee’s death .

• Dental insurance. Provides basic dental coverage . Though many people agree that dental insurance is over-priced (you’ll seldom get more than your premiums back in the form of benefits), you’ll be covered for cleanings, scalings and x-rays.

• Prescription drug plan. This can save you a bundle, particularly if you require medicine for an ongoing condition. Typically, the employee pays a fixed co-payment—for example, $25—for each prescription.

• Vision. Provides a benefit that helps defray the cost of eye exams and corrective lenses.

• Retirement plans. These used to be funded entirely by employers but have been largely replaced by 401(k) plans, which are funded by the employee, often with some degree of “matching” contribution from the

employer . However, these matching contributions have limits and the plans vary from company to company . In many companies, there is a specified waiting period before new employees can participate .

• Flexible spending accounts. These plans allow you to set aside untaxed dollars to pay for dependent care and unreimbursed medical expenses.

• Tuition reimbursement. The employer reimburses the cost of continuing education as long as the classes pertain to your job and certain grade levels are achieved .

• Vacation. Most companies will offer paid vacation time to employees . The number of days off is usually deter-mined by how long you’ve been with the company .

• Sick time. Paid leave in the event of illness .

You should also be aware that there is something called “soft benefits .” These are usually very popular with employees and cost the company little or nothing. For example, many companies have gone to a business casual dress code, while others may offer what is called “dress-down Fridays.” Flextime is another popular soft benefit that many employers offer . This simply means that you don’t have to arrive at work at a specific time each day . If it’s more convenient for you to start at 10 a.m. to avoid the morning rush hour, for example, you’ll be able to do so . However, most companies require employees to be at the office during predetermined “core hours”—usually between 10 a .m . and 3 p .m . Telecommuting from home is another “benefit” that employers like to tout . However, don’t assume you’ll be allowed to work from home whenever you want . You’ll usually be offered this option when you’re too sick to make it to the office, when you’re on a tight deadline and your boss wants you to put in extra time, or when you’re unable to come to work because of weather-related conditions . And just what are the most popular benefits among recent college grads entering the work force? “In today’s environ-ment, it is assumed that health insurance will be offered,” says Amy Roppe, “so most young employees tend to inquire more about retirement or bonus programs . No one is sure whether or not there will be a Social Security benefit when retirement time comes . Workers are taking more personal responsibility for their own financial futures .” That sounds like the kind of common-sense advice we should all take .

Written by John Martalo, a freelance writer based in San Diego.




Backpack to BriefcaseTips for a Successful Transition from College to the “Real” World

The transition from college life to your professional career is one of the most difficult challenges you may face . This is a tough adjustment period, particularly if you have

never spent any time working in an environment like the one in which you will be spending 40 or more hours a week .

You need to recognize that your first year on the job is a sepa-rate and unique career stage . You will be in a transition phase during this time . You’re not a college student anymore, but you haven’t earned all the rights and privileges of a profes-sional either . The most important thing you will need to do is lose your college student attitudes and behaviors and begin to think and act like a professional .

You will quickly learn that the world of work is quite different from the college environment . When you show up for work on the first day, there will not be a syllabus waiting for you to explain what to do and how to do it . You have lost some of the freedom you enjoyed over your daily schedule as a college student . You will be viewed as “the new kid on the block,” and the quality of your work will become very important . Your performance will be a direct reflection on your boss or supervisor . If you can’t get the job done right, someone else surely can .

FIVE MAIN DIFFERENCES BETWEEN COLLEGE AND WORK1 . In college you are used to frequent feedback, evaluation and direction. Ask for too much of this on the job and you will appear insecure and lacking in self-confidence .

2. As a student you have enjoyed frequent breaks and vaca-tions from school usually totaling approximately 27 weeks spent in school . During your first year on the job you may have to work six months or more before you earn any time off . You will work on average more than 50 weeks that first year, maybe without a break at all .

3 . In college you can choose your own performance level (A, B, C) by attending class, turning in assignments, and studying for exams. In your career, A-level work is required at all times .

4 . College tends to focus on effort and growth . The real world cares only about results .

5 . Students are encouraged to put forth an individual effort and think independently . Once you begin working, you will see that you will be required to work a lot with teams and in collaborating efforts .

Now that you have had a chance to see what some of the main differences are between college and work, you should take some time to consider how to make that transition as smooth as possible . Please take a look at some suggestions for your first year on the job .

Reprinted with permission from Career Services at Virginia Tech.

10 STEPS TO FIRST-YEAR SUCCESS 1 Set goals that include gaining acceptance, respect and credibility . Learn to be a

professional . 2 . Take advantage of mentor and coaching relationships . 3 . Own up to your mistakes and learn from them . 4. Admit what you don’t know; sometimes that is more important than showing

off what you do know . 5 . Build a good track record . You may have to go above and beyond the call of

duty during your first year to make a lasting positive impression . 6 . Be prepared to pay your dues . You have to earn your “pin stripes” before you

can shed them . Be prepared to work long, hard hours . 7 . Find your “niche” with the organization . Work on building relationships and

fitting into the company culture . 8. Absorb information and spend your first year learning as much as possible.

Master the tasks of your job and improve your knowledge, skills and abilities . LEARN, LEARN, LEARN!

9 . Have a positive attitude . You will make a better impression being positive and likable . Leave your complaining at college!

10. Recognize that office politics exist. Learn the politics of your office, but don’t get involved . Watch out for complainers; they tend to gravitate to new hires in hopes of bringing you to their “side .”


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