CAREER COUNSELINGOur counseling services are designed to address your needs and
concerns on a one-on-one basis. A 45-minute appointment with acareer counselor or student peer counselor can be scheduled by calling (650) 725-1789. Wait times can range from one day to twoweeks depending on the time of year. Fifteen-minute “same-day”appointments are available Monday-Friday from 11 am-12 noon and 2 pm-4 pm. These types of appointments are perfect for resume orcover letter critiques or to answer quick questions. Call (650) 725-1789after 9:00 am on the day you want the appointment.
We also employ peer counselors, Stanford students who are trainedand well-equiped, to help underclassmen with the process of lookingfor part-time and summer jobs and internships.
WORKSHOPS/SPECIAL PROGRAMSThere are a variety of useful workshops and special programs
offered at the CDC throughout the academic year. Please check thequarterly CDC Calendar of Events at cardinalcareers.stanford.edu/calendar for scheduling details.
The SII can help you understand more about your interests andhow they relate to various careers.
• Myers-Briggs Type Indicator Interpretation (MBTI) The MBTI indicates your personality preferences and then provides feedback on various careers where your personalitymight be either a complement or a challenge.
• Skills Workshop In this workshop you will use the SkillScan®, an inventory that features a hands-on card sort, to help pinpoint your strengths andskill preferences.
• Values Workshop This session uses a values card set to help you identify your work-related and life values. Also discussed in this workshop is howto identify an organization/company that aligns with your values.
• Early Deadline Internships This fall workshop will help you get a head start on your internship/summer job search, and inform you about summerinternships with early deadlines.
• Internship Search Strategies 101Learn tips and resources to help you land a summer job or internship.
• Make the Most of Your Internship A spring quarter panel presentation designed to help you maximize your internship experience.
• Key Strategies for the Job SearchLearn how to conduct an independent job search by focusing yourefforts, researching options, building a support network, andusing multiple resources.
• Public Service Job Search Develop your job search strategy, build your network, and learn howto use your time most effectively to find a great public service job.
• Cardinal Recruiting Program Orientations At the beginning of fall and winter quarters, informational and procedural orientations describe the on-campus recruiting program.
• Preparing for the Career Fair Learn helpful hints on how to have interactions with employersthat help clarify your career direction and get the right job.
• Resume and Cover Letter Essentials This workshop will take you through the ins and outs of writing adynamic resume and cover letter.
• Interviewing Strategies How to prepare for an interview, types of interviews, and follow-upprocedures are discussed in this workshop.
• Evaluating and Negotiating Job Offers This workshop is designed to help you clarify your parametersand priorities, evaluate whether an organization/job offer are agood fit, and learn skills to negotiate an offer.
• Soliciting Recommendations and Establishing a Reference File This workshop will help you with the logistics of soliciting recommendations including cultivating relationships with faculty,choosing the most appropriate recommenders, and managingyour file once it has been established.
Special Programs• Stanford Career Week
Held during winter quarter, this series of panels and programs is geared for both undergraduate and graduate students.Professionals working in a variety of career fields will discuss theirindustries. As a part of the week’s programs, career fairs andevents to interact with alumni are also offered. The fairs consist ofboth public service and business employers representing environment, human service, advocacy, education, governmentagencies, finance, public relations, retail, and marketing.
• The Academic Job Search SeriesThese programs feature faculty experts, graduate studentsrecently in the job market, and informational programming specific to the academic job search. Programming also offersadvice for women, ethnic minority, and international students.Topics include: giving a job talk, writing a curriculum vitae, academic interviewing strategies, developing teaching andresearch statements, and negotiating job offers.
CAREER CENTER RESOURCES/SERVICES
4 Stanford Career Development Center
• PhD PathwaysThe PhD Pathways series is designed to provide exposure to avariety of non-academic career options sought after by doctoralstudents and post docs. Attendees will learn about creating aresume (using information from their CVs and other employmentexperiences), career assessments, and helpful CDC resources.Employers and alumni, familiar with doctoral level positions outside of academia, will provide a perspective on how to makethe most of an advanced degree.
• Women at Work SeriesThrough discussions on topics such as assertiveness, family/lifebalance, issues for women of color in academia, and financial literacy,this winter quarter program is designed to help all students develop useful strategies for success in the classroom andbeyond. It is co-presented by the Career Development Center and the Women’s Community Center.
CAREER RESOURCE LIBRARYHere you will find a specialized collection of occupational descriptions,
industry information, job and internship listings, and company directories to help you with your career, job, and company searches.Our hardcopy collection complements our online collection, whichincludes:
• Going Global Country Guides, International Employer directory,and daily international job postings. Going Global is available anywhere on campus at: online.goinglobal.com.
• Downloadable Guides from Vault. Go to: cardinalcareers.stanford.edu click on “Career Resource Library”. The guidescover industries, career paths, employers, and job search skills.
Reference assistance is always available in-person during our openhours. Go to cardinalcareers.stanford.edu/research/crc.htm formore details.
REFERENCE FILE SERVICEThe reference file offers a convenient way of getting your
references to prospective employers and/or graduate schools. For more information visit https://cdc-secure.stanford.edu/reference.
CARDINAL CAREERS Thousands of listings for internships, part-time, full-time and summer
jobs can be found by registering with the CDC and accessing ourjobs/internship database at https://cdc-secure.stanford.edu/login.
CARDINAL RECRUITING PROGRAMThe Cardinal Recruiting Program provides students with a
convenient opportunity to interview on campus with employers during the fall, winter and spring quarters. Interviews are for full-timepositions for graduating students as well as summer internships. Learn more about the Cardinal Recruiting Program at http://cardinalrecruiting.stanford.edu/recruiting/.
CAREER FAIRSDuring the academic year, the Career Development Center
sponsors career fairs, which are designed to provide general career information, help you develop contacts, and perhaps find aninternship, summer, or full-time job. For a list of the Career Fairs offered by the CDC visit http://cardinalcareers.stanford.edu/ recruiting/job_fairs.html.
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INTERNATIONAL STUDENT RESOURCES/SERVICESCAREER COUNSELING
Career counselors are excellent listeners, problem solvers, information providers, and motivators. Call 725-1789 to schedule anappointment. Below are just a few examples of what counselors do:
• Help you discover your skills and interests • Provide resources for exploring options or researching industries • Provide information on US resumes/CVs and cover letters and
review drafts • Provide tips on interviewing in the US and conduct practice
interviews • Strategize your job search
INTERNATIONAL STUDENT WEBSITEFor more information and resources on career development, job
search strategies, and resources for international students, check outthe section of the CDC website specifically for International Students,cardinalcareers.stanford.edu/communities/international/.
WORKSHOPS AND PROGRAMS The CDC offers a variety of workshops and programs each quarter,
some specifically designed for international students. Check the CDCCalendar, cardinalcareers.stanford.edu/calendar/, for specific datesand times of the following recurring events, additional events, and tosign up for workshops.
• Resume and Cover Letters for International Students• Job Search Strategies for International Students • Interviewing Strategies for International Students • Job Search Strategies for Spouses of International Students
CAREER RESOURCE LIBRARYcardinalcareers.stanford.edu/research/crc/htm
RESOURCES OF NOTE FOR INTERNATIONAL STUDENTS Culture Shock USA Living and Working in America Passport USA Directory of American Firms Operating in
Foreign Countries, Vols. 1, 2, 3 Directory of Foreign Firms Operating in the US Global Resumes and CVs Job Search in Academe Surviving Your Academic Job Hunt: Advice for Humanities PhDsOutside the Ivory Tower—Alternatives to an Academic CareerInternational Student Resource BinderGoing Global: online goingglobal.com—Includes USA Country
Guide
WORK PERMIT AND VISA ISSUES The CDC does NOT provide information regarding work permits.
The Bechtel International Center offers a full range of services for international students and their spouses, including immigration andwork permit information for F-1 and J-1 students. Excellent informationon immigration issues is available through their website, icenter.stanford.edu. Check out their immigration section, attend a practicaltraining workshop, or meet with an International Student Advisor, (650) 723-1831.
The ASSU Legal Counseling Office can also provide information orreferrals on immigration law issues, as well as information on otheraspects of the job search, such as reviewing employment contracts whenan offer has been made. All registered Stanford students and their spousesand domestic partners with a Stanford ID are eligible for counseling, provided they have not requested a refund of the “fee assessment.” The hours may vary throughout the quarter and in the summer, so it isimportant to call (650) 723-3381 to schedule an appointment.
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THE ACADEMIC JOB SEARCH
DOCTORAL STUDENTS YEAR OF CANDIDACY JOB SEARCH TIMELINE
As you enter your final year of doctoral work, many of you may bestruggling with the demands of defending your dissertation or finalresearch studies, continuing your work as a research assistant, andbeginning the process of obtaining an academic job. The followingtimeline and suggestions can serve as a guide to help you manageyour academic job search process.
Summer QuarterUpdate your CV, general letter of application, and organize materials fora teaching portfolio.
Obtain feedback from faculty, mentors, and fellow students on creating a CV that contains the necessary information for your field ofstudy. Make an appointment with a CDC counselor for further feedback.
Obtain letters of reference.This is a good time to contact past references and update letters.
Consider using the Reference File Service at the CDC to store lettersof reference: https://cdc-secure.stanford.edu/reference.
Fall QuarterFinalize one version of your CV as a template.
You may have several versions of your CV depending on the positions for which you are applying: research positions, teaching positions, endowed chairs, and other types of academic jobs.
Apply for positions.Find these through your dissertation chair/advisor, departmental
listings, CDC resources, professional conferences and organizations,and various Internet websites.
Continue to solicit letters of recommendation and update previous letters.
Attend the CDC’s Academic Job Search Series and other departmental and campus events.
CV and cover letter writing, academic job talks, teaching portfolios,and on-/off-campus interviewing are usually covered here.
Meet with a CDC counselor for further resources.
Winter QuarterContinue applying for positions.
Prepare and practice your academic job talk. Practice interviewswith peers, faculty, CDC counselors, and other supporters/mentors.
Spring QuarterContinue applying for positions.
Tenure track and one year positions continue to be announced during this period.
Evaluate academic job offers and be sure to negotiate for time to carefully consider each offer.
Discuss negotiation strategies with your advisor, CDC counselors,and other personal resources.
*If you have not yet found a position, do not despair. You may wishto continue applying for jobs and it may take more than one year to finda position.
ACADEMIC JOB PREPARATIONThe minimum job application in academia requires a vita (CV),
letter of application (or cover letter), and at least three reference letters.Many departments also request a writing sample, a personal statement, a statement of research interests, a statement of teaching interests, and/or at least one chapter from your dissertation.
DEVELOPING AN EFFECTIVE TEACHING PORTFOLIO
Since teaching ability is not easily demonstrated on a vita or duringan interview, a “teaching portfolio” which demonstrates one’s teachingexpertise, may sometimes serve as a useful addition to your applicationfor an academic position. A teaching portfolio may be especially relevant when applying for positions where teaching is stressed in thejob description. The intent of the teaching portfolio is to capture theintellectual substance and actual samples of teaching methods that an academic interview, vita, or application letter cannot.
Job applicants seeking positions in other career fields includingarchitecture, art, advertising, fashion, and writing often prepare “portfolios” containing samples of their work. Employers use portfoliosas a means to determine the abilities of applicants.
Review of the portfolio is usually part of the interview process,although some applicants are asked to submit samples of work earlierin the process. Others choose to send a portfolio as part of the dossier.It is up to you to determine what to send, how much to send, and theappropriate time to send the different components of your application.Samples of teaching portfolios are available at the Career DevelopmentCenter and the Center for Teaching and Learning.
SUGGESTED COMPONENTS OF A TEACHING PORTFOLIOWork samples from current or recent teaching responsibilities:• Course materials prepared for students such as syllabi, exams,
handouts, and/or discussion questions. *If you have never createdsuch items, it is okay to create a mock-up of planned materialsyou would use.
• Student essays, field or lab reports and other works with your TAcritiques and feedback.
• An edited videotape or written case study of a classroom teachingexperience.
Documents of one’s professional development as a teacher:• Records of changes resulting from self-evaluation. • Evidence of participation in workshops, seminars, and
professional meetings intended to improve teaching. • Statement of teaching responsibilities.• Statement of pedagogical philosophy and strategy.
Information from others:• Student evaluation forms.• Statements/evaluations from colleagues who observed your
teaching.• Invitations to teach from outside agencies.
TIPS FOR DEVELOPING YOUR TEACHING PORTFOLIO• Start compiling samples for your portfolio as early as possible.• Form the habit of filing away samples of work that demonstrate
your teaching.• Select those items that you deem to be the best examples of your
work demonstrating teaching quality.
GRADUATE STUDENT INFORMATION
6 Stanford Career Development Center
• The intended use of your teaching portfolio may vary, thus soshould its format.
• Be sure the format is well organized and present your work withcare, neatness, and creativity.
• After you secure a job, plan to continue to retain copies of yourwork.
WRITING AN EFFECTIVE TEACHINGSTATEMENT
Though teaching portfolios are a good way to display evidence ofteaching experiences and skills, teaching statements are requestedmore often. This is typically a self-reflective essay about teaching whichmay be included in your portfolio or submitted on its own. It is typicallyone to two pages in length and will focus on your teaching interests,provide an overview of the teaching you have done thus far, and high-light your beliefs about learning, education, and pedagogy in general.
To make the teaching statement easier to prepare, it is best to beginby writing down your thoughts about the following prompts:
Why does teaching appeal to you?Who was your favorite teacher? Least favorite? Why? What is the purpose of teaching? (i.e., To train future leaders? To
provide critical thinking skills? To promote your field? etc.)How do students best learn? What techniques have you used to
promote this learning?What/where have you taught and what/where do you want to be
teaching in the future?What is it about the position to which you are applying (and the
students you will be teaching) that specifically appeals to you?How have you assessed your teaching effectiveness? What have
you done/will you do to improve effectiveness?
After you have thought about each of these ideas, begin writing.The order of your teaching statement may vary but in general you maywant to organize it around these concepts:
Pedagogical Statement: Learning and Teaching is…Goals: My students will learn….Implementation: I have encouraged/will encourage this learning
by….Growth: I have successfully developed and learned….Goals: In the future, I plan to….
It is okay to mention personal experiences which have brought youto this place in your career as well as mistakes from which you havelearned. What is most important, however is that the information be relevant and positively-focused. In addition, it is also common to usemetaphors for teaching or quotations about teaching which guide you.Again, however, it is important to bring such references back to you—how you have implemented said philosophies.
To review teaching statement samples: visit the Center for Teachingand Learning, and/or www.acs.ohiostate.edu/education/ftad/portfolio/philosophy/phil_sampl.htm.
WRITING AN EFFECTIVE RESEARCH STATEMENT
Many top-tier academic institutions and science/tech departmentsrequire applicants to submit a research statement as part of theirdossier. This is typically a one- to two-page essay about your researchinterests, experiences, and goals. It is used to assess fit with the institutionas well as level of research acumen in a particular area or field.Although everyone’s research statement will vary, it should include:
Previous Research Experience (25%): Where did your career beginand on what early projects did you work? How did it lead you here?What are your research philosophies and methodologies?
Current Projects (25%): On what does your dissertation focus? Howwas/is it funded? What are your specialty areas? What methodologiesdid you use?
Future Endeavors (50%): Where will this lead? What are your fundingsources? What are the implications of this research? How does this fitwithin the institution to which you are applying?
Within the research statement, you are not required to explainexactly what your research will be in the future (you do not need tostate hypotheses or name specific methodologies unless necessary, forexample). What is most important is that you are able to present a realistic and interesting research agenda which fits the goals, facilities,and needs of the department to which you are applying. In doing so,you also do not have to highlight potential working relationships withinthe department unless there is an obvious fit or you feel it will makeyour essay stronger.
Finally, be sure to cite any work from which you draw. It is not necessary, however, to talk entirely about the work of your researchgroup. While it is important to give credit where it is due, your statementshould focus on the work you have done within the group so that thecommittee can garner an idea of your skills and potential.
Samples of research statements can be found at:www.cs.caltech.edu/~baksoylu/research/research.pdf andwww.math.mcmaster.ca/~osburnr/RESEARCH.PDF.
WRITING AN EFFECTIVE PERSONAL STATEMENT
One of the most commonly asked questions by applicants is “whatdo schools look for in a personal statement?” There is no short answerto this question. There are, however, some guidelines and suggestionsto be offered. In a discussion of the personal statement, there are twogeneral principles to consider:
First, some universities use the personal statement as a pre-interview document.
Second, most job descriptions do not state exactly what they wantin a personal statement or they only list vague guidelines. This isbecause the search committee wants to know what you feel is mostsignificant about your application.
CONTENTThe applicant’s statement should be about him- or herself. Although
this fact may seem obvious, it is amazing how many statements aresubmitted which focus on relevant personal goals in addition to professional ones. Search committees are more eager to read aboutwhat you have to say about yourself as a candidate for positions.
What should you write about yourself? The key is to stress yourstrengths without being obnoxious and deal with your weaknesseswithout being defensive. Committees look at how persuasive an applicant is in discussing her/his own candidacy.
The personal statement gives the applicant the opportunity to takethe search committee by the hand and guide them through his/herapplication. The big advantage here is that it can be done solely on theapplicant’s terms. Consequently, if there is some activity, work, or lifeexperience that he/she is very proud of, that should be stressed andexpanded on in the personal statement. It is your responsibility andalso to your advantage to highlight the strongest parts of the application.Separate yourself from the pack. By stressing your strong points, youare able to maximize your chances. However, be careful how this is
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Sdone. Confidence is a fine quality, however arrogance is somethingelse. The line between the two is fine, but it is crucial that the applicantunderstand the difference.
Some people would say that you should not discuss your weaknesses in a personal statement. They argue that to deal with yourweaknesses only draws attention to them. There is merit in this, ofcourse. However, part of the search committee’s job is to examineclosely both the strong and weak points of each applicant. The issue isnot whether the weaker parts of the application will be examined. Theissue is on whose terms they will be examined.
Some applicants are reluctant to discuss certain aspects of theirbackground, such as history of disadvantage, ethnic status, etc. andthe affects these had on their career decisions and goals. This is a mistake. No one is asking for lengthy stories of heroism in overcomingenormous obstacles. Information of this kind, however, is very valuableto committees and in most instances, if done professionally; it can onlywork to the applicant’s advantage.
In conclusion, remember these few things:
First, applicants should be brief. They should say what they have tosay and no more. There are usually no page restrictions. Experiencesuggests however, that two pages are sufficient.
Second, many applicants subscribe to the theory that recruiting isstrictly a numbers game and most personal statements are never read.This is not the case. Of course, the numbers are very important in anydecision, but the statements are read. Applicants should be advised towrite their statements with great care. In many cases, they will be thedetermining factor.
An Example….It is refreshing to read a statement which gives some background
on why a person wants to work in a particular area or field. Here is anexcerpt from a statement:
“Shortly after my return from Washington, D.C., in1999, I was awarded a research fellowship from theInternational Union for the Conservation of Nature.The purpose of this project was to develop aninventory of ecologically balanced, marine-basedtechnologies. During this project, I was given myfirst glimpse into the complex work of internationallaw. My work on this fellowship culminated withseveral published articles and an invitation to lecture on this subject in Japan.”
This concerns the past; now what are the hopes or plans for thefuture? Later in the essay, the applicant wrote:
“The preceding paragraphs have illustrated theextensive connection my education and work havehad with the law. In retrospect, I believe that I am most effective in a classroom environment, educating future leaders to think critically and produce solid research. This is what has led me toacademia.”
10 MISTAKES TO AVOID WHEN WRITING YOUR TEACHING, RESEARCH,AND PERSONAL STATEMENTS
1. Failing to recognize the importance of thepersonal/research/teaching statement.
2. Underestimating the difficulty and time involved in developingthe essays.
3. Waiting until just before your deadline to begin work on thestatement(s).
4. Not researching the school, department, and/or position aheadof time.
5. Submitting a statement that is more generic than personal.6. Filling your statement with clichés. 7. Not focusing on all aspects of your experiences (previous work,
current projects, and what you hope to produce in the future).8. Submitting your essay with typographical or grammatical errors. 9. Trying to guess what the committee wants instead of focusing
on what you personally bring to the position. 10. Writing statements that simply list out experiences or repeat
information from the CV instead of expounding on informationand writing about it in conventional essay formats.
ACADEMIC CVs AND COVER LETTERSThe curriculum vitae (also referred to as the vita or CV) is a summary
of an individual’s educational background and experiences. The CV is used when applying for teaching and administrative positions inacademia or for a fellowship or grant. In contrast to a CV, a resume isused to summarize an individual’s education and experience related toa specific career objective in the private or public sector. The CV is thekey document in securing an interview with a search committee. Otherimportant elements of the application process include the application or “cover” letter and letters of reference. In addition, applicants aresometimes asked to include transcripts, teaching evaluations, andresearch proposals.
WRITING YOUR CURRICULUM VITAEIt is crucial to have the CV represent your experience,
accomplishments, expertise, and special professional qualities in themost positive manner possible. The visual impact of the CV providesthe initial message about your attention to detail and thoroughness.
• Is it well designed, organized and attractive?• Are categories of information clearly labeled?• Is it easy to find certain sections of interest to search committee
members?• Has your advisor reviewed and critiqued it?• Have you avoided using acronyms?• Has it been prepared on a computer with letter quality print?• Has it been proofread several times to eliminate any typos?• Has it been copied on heavyweight, smooth finished white paper?
While contents of a CV will vary from field to field, it is worth notingsome of the major categories and information typically included.Attached are sample resumes which reflect stylistic differences and, tosome degree, conventions of the fields represented. Your CV should belong enough to thoroughly present all your qualifications in the categories discussed below. That will probably take two, three, four, ormore pages. See sample CV on page 35.
Typical Format:
Identifying Information: Name, address, phone, back-up numberand email. Leave off date of birth, marital status, number of children or other information that is not job related or does notadd to your qualifications.
Education: Begin with your most recent or expected degree. Listdegrees, majors, institutions, and dates of completion (orexpected date) in reverse chronological order. Also list minors,subfields, and honors.
Some thinkit’s about beingcompetitive.
We thinkit’s about beingcollaborative.
Thinking New Perspectives.
Working for an investment bank is demanding enough without having to consistentlyprove you’re better than the next person. Particularly when it’s much more rewardingto learn from each other, pool ideas and build on combined strengths. If you thrive on teamwork, you’ll get on faster, whatever your background, nationality, culture ordegree discipline.
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Credit Suisse is an Equal Opportunity Employer and does not discriminate in its employment decisions on the basis
of race, color, religion, sex, national origin, age, veteran or military status, disability, or any other protected category.
Dissertation or Thesis: Provide the title and a brief description ofyour work, its theoretical framework, your conclusions, yourdirector (and readers, if their names or departments add breadthor new perspectives to your area of research). For engineeringand sciences, if you decide to describe your research morecompletely in the “Experience” section, you may want to simplylist the title of your dissertation in this section. For a new candidate in humanities or social sciences, the dissertationshould be featured prominently in this section.
Awards, Honors, Fellowships, Scholarships: Recognition ofscholarship by the university or within the field is very important.Memberships in honorary societies belong in this section aswell, unless they have already been listed under “Education.”
Professional Experience: This category is often divided into several possible categories such as “Research Experience,”“Consulting,” “Fieldwork,” “Teaching Experience,” or“Postdoctoral Work,” as well as many others, depending on yourdiscipline. Reverse chronological order is again the rule.
Academic Service: List all departmental and university groups,committees and task forces on which you served. Studentgroups are valid as well. You should demonstrate that you haveexhibited leadership qualities, and you will assume certaindepartmental administrative duties if hired. (See Rivera-Corot CV).
Memberships or Professional Affiliations: List all professionalgroups and offices held.
Languages: List all you read/speak and note those in which youare fluent, proficient, or in which you have a basic knowledge.
WRITING YOUR COVER LETTERUse departmental letterhead, if appropriate. The most important
aspect of your letters is that they should be written individually torespond to each position. This means that you must give some thoughtto how your background matches the qualifications of the position. Inaddition, your letters must indicate a sincere interest in academic lifeand in the institution to which you are applying.
State the specific position for which you are applying and where youlearned about it. If there is not an advertised position, explain who suggested you write or why you are writing. Let the reader know whoyou are, what your field is, and where you are attending school.Indicate any special interest or background you have that may be ofinterest to their department or institution.
These paragraphs will vary according to your field and possibly thetypes of positions for which you will be applying (teaching emphasis vs.research emphasis). Discuss your dissertation or thesis (or most recentresearch), what it accomplishes, your methodology, conclusions, andthe implications of your work. This may take more than one paragraph,but you should write to a general audience as opposed to specialists inyour field. Discuss future plans for research or research interest aswell. You should also point out supporting fields in which you haveexpertise or enumerate the variety of classes you could teach. If theposition requires teaching, be enthusiastic about your experience anddiscuss the courses you have developed or your teaching style.
Deal with logistics, namely, are you having a reference file sent anda writing sample/chapter of your dissertation sent? If so, mention thatyou look forward to meeting with the committee and to their inviting youto an interview. See sample letter on page 38.
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www.hondaresearch.com
Honda R&D Americas, Inc.
At Honda R&D Americas, Inc., you’ll be involved in projects that not only excite
you, but also turn the heads of an entire industry. Our engineers are designing,
testing and using their talents to create the motorcycles/ATVs, automobiles and
power equipment concepts of the future. And in the process they rediscover
why they chose this profession — the power to turn today’s dreams into tomor-
row’s products. It’s a high-performance, highly rewarding opportunity and we
invite you to come along for the ride of your life.
Our success is built with a hands-on approach beginning with concept genera-tion and continuing through the finished vehicle. All this is made easier by ourproximity and accessibility to Honda’s manufacturing facility.
Be part of the excitement. If you are interested in a career at Honda, send yourresume to: Human Resources, Honda R&D Americas, Inc., 21001 State Route739, Raymond, OH 43067-9705. Fax: 937-645-6337. Email: [email protected] equal opportunity employer.
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RESEARCH YOUR SKILLS, INTERESTS,AND VALUES
Know yourself—begin by assessing your skills, interests and values. It’s surprising that many individuals consider salary and otherfactors before personal values and interests. Wouldn’t it be great if youcould actually incorporate your interests into your career plans?Consider utilizing the career assessment tools offered by the CDC.These tools can be used to help you understand and compare yourpersonal style and interests to individuals successfully employed in avariety of occupations. Ask yourself:
What are your interests?What are your skills?What are your values?What is your personal style? What are your goals and dreams?
WOULD TAKING A CAREER INVENTORY OR COMPLETING SOMEWORKSHEETS BE HELPFUL TO YOU?
Get to know yourself with the Assessment Tool Kit program. TheCDC offers an assessment workbook and the Strong Interest Inventory,Campbell Interest and Skill Survey, Myers-Briggs Type Indicator, Skillscard sort, and Values card sort.
RESEARCH YOUR OPTIONS ANDWHAT’S OUT THERE NETWORKING/INFORMATIONAL INTERVIEWS
What is networking? Networking means connecting with people in afield or organization in which you wish to work, to ask for information,not a job. Networking, including informational interviewing, is the jobseeker’s equivalent of market research. It is essential in learning about fields and job functions, the skills they require, jobs not publiclyadvertised, ways to enter a specific field, and inside information abouta particular organization’s culture and expectations.
FIVE STEPS TO SUCCESSFUL NETWORKING1) DEVELOP A LIST OF POSSIBLE CONTACTS
Think about what fields you want to explore and develop a list ofcontacts relevant to your interests. To find these contacts, use theSTANFORD CAREER NETWORK, stanfordalumni.org/scn,family, friends, professors, or perhaps people who have published articles in newspapers or journals in your field.
2) ASK FOR THE INFORMATIONAL MEETINGYou can do this by phone, or by email or letter with a follow-upphone call. Assume that the person is very busy but will enjoygiving you advice. You can phone your contact directly, send anemail asking for a meeting, or write an approach letter.Information meetings are far more effective when conducted inperson rather than over the phone or by email. Phone meetingsare necessary in long distance job searches, or when asking for a referral to someone more appropriate. However, peoplenormally share referrals to their network only when they know you and have confidence in your abilities. This type of relationship is difficult to establish on-line or over the phone.
Phone Dialogue to Ask for a MeetingWriting your own script out ahead of time will help you feel morecomfortable and in control of the situation. Practice your scriptuntil it sounds natural and upbeat. Rehearse it with someonewho can give you feedback. Always check whether the person
has time to talk to you, so you have their attention. Offer to callthem back . . . don’t expect them to call you.• Introduce yourself and explain how you got their name.• Ask if they are free to talk for a few minutes.• If they’re not, ask for the best time to call back and be sure
you actually call then.• Tell them you are RESEARCHING the ________ field, and
asking for ADVICE, not a job.• Ask for a 20-30 minute meeting at their convenience, at their
worksite, and assure them you know they are busy and youwill be brief. OPTIONAL: You can offer to buy them a cup ofcoffee or take them to lunch, but this can be expensive; meeting them in their office is often more convenient for themand helpful for your research.
• Be sure to get clear directions to their workplace and anyspecial procedures for parking at the facility.
Sending Email or Writing a Letter to Ask for a MeetingYou can do the same through email or a letter, but it’s helpful tofollow up with a phone call. It is usually best not to enclose aresume with an approach letter or email, as it looks more likeyou are applying for a job. Describe your experience in your notein a brief, natural way. If you do enclose your resume, mention inyour note: “I have enclosed my resume so you will have someinformation on my background.”
3) PREPARE YOURSELFRead about your contact’s field and organization in order to getthe most out of your meeting as well as show your interest.Building a target list of 5-10 organizations in which you are interested will demonstrate your focus.
4) CONDUCT AN EFFECTIVE MEETINGYour goals are fourfold:• to learn more about the career path you’re considering• to present your background and interests clearly• to learn more about the company itself• to obtain referralsPeople tend to be very busy, so be sure you keep the meeting tothe time you requested. Meetings in person, which are the mosteffective, should probably take no more than 30 minutes, andphone meetings should only last 10-15 minutes.
Introduce Yourself and State Your Purpose“Hello. It’s a pleasure to meet you, and I really appreciate yourtaking the time to see me (or speak to me). As I said in myemail, I am exploring different career fields and opportunities. I will be graduating in ____, and am especially interested inlearning more about the __________ field. I am not looking for a job at this point, but am researching the field.” Or “I amresearching possibilities for summer internships to gain experience in the _______ field, and would appreciate your perspective as someone involved in the field.”
Talk About Your Background in Brief, Conversational TermsPractice this “thumbnail sketch” beforehand.“I’d like to tell you alittle more about my background, so you can give me advice onhow I might plan my next steps . . . I have taken some time tothink about my experience and education to this point, and feel my particular skills involve analysis (using my econ
PREPARING FOR THE JOB SEARCH
cardinalcareers.stanford.edu 9
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1 0 Stanford Career Development Center
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Nbackground and interest in solving complex strategic problems),communication and teamwork skills, and thinking on my feet. Iam considering going to graduate school in _____, _____, orpossibly ______ in a few years, but until then I want to getinvolved in this field (or possibly a name of an allied field) andget clear about my career plans.”
ASK QUESTIONS DURING THE MEETINGAsk Questions and Build the Relationship (Let them be theexpert)“What kinds of projects do you work on?”“What led you to this position?”“What do you like most and least about your work?”“What are the personal qualities of people who are successful in
this field?”“How would you describe a typical week in terms of the percentage
of time you spend on the different parts of your job?”“What kinds of backgrounds do people in this organization (field)
have?”“What are the most pressing needs and issues for your
department within the overall organization?”
Other Possible Questions to Ask“What are typical career paths in this field?”“I’ve built a target list of organizations in this field to research.
Would you be willing to look at my list and give me any suggestions you might have?”
“What other kinds of organizations do (health educators) work in?”“Given my background and interests, are there other
organizations you might suggest I explore?”
“How would you advise me to get started in building experiencein this field?”
“What organizations hire entry level people in (advertising)?”“How do you see the next few years in terms of job prospects in
this field?”“Are there conferences which might be useful for newcomers to
attend? A professional association I could join as a student?”“Are there certain classes or training programs you would
recommend for building experience for this type of position?”“What kind of training is provided for new staff?”“How is performance evaluated? What is rewarded?”“What is the work environment like in terms of pressure,
deadlines, new projects, teamwork vs. independent work, etc.?”“What are typical work schedules here? Is it common to work
nights/weekends?”“Is it possible to balance career and personal life reasonably well
here?”Ask for Referrals“You’ve been very generous with your time, and you’ve given meseveral new ideas to explore. I have a final request. The jobs youthought might be appropriate for someone with my skills andbackground sound interesting, and I’d like to find out more aboutthese possibilities. Do you know anyone in these kinds of jobswho would be willing, like yourself, to provide me with additionaladvice and information?” Or, “Do you know anyone in (marketresearch) at (Ajax Company) who could give me advice or wouldbe willing to share their knowledge and give me ideas for furthercontacts?”
Say Thank You “Thanks again for taking the time to talk with me. I’ve enjoyedour meeting and it’s useful to hear about your experience. I will let you know how I’m doing.” Or “This meeting has been so helpful; may I contact you in a few months when I have progressed further in my search?” Then ask for their businesscard.
5) FOLLOW UPSend a thank you note, which can be typed or handwritten onquality paper, including your address and phone. Email can alsobe used for a thank you note when appropriate. Remember tokeep track of your contacts by creating a tracking system. Yourletter can be typed or handwritten, on good quality, 5”x7” orsmaller paper, with a matching envelope. Or you can use email ifit seems appropriate. Be sure to include your address, phone,and email, so that your contact can get back in touch with you ifthey remember more information for you.
CDC Resources for Networking/Informational InterviewsInclude:
• Stanford Shadow Program at:cardinalcareers.stanford.edu/shadow
• Stanford Career Network at:stanfordalumni.org/career/scn
• Stanford Alumni in Entertainment Internship Network at:cardinalcareers.stanford.edu/network
• Profiles of Success at:cardinalcareers.stanford.edu/majors/profiles
cardinalcareers.stanford.edu 1 1
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P.O. Box 9999Stanford, CA 94309(650) 723-XXXX
May 21, 20XX
Dear Mr. Payne:
Donald Green, my roommate’s father, was right when he suggested that youwould be helpful to me in offering advice on a career in consumer product marketing.
I appreciated your taking the time from your busy schedule to meet with me.Your suggestions were most helpful, and I have already set up a meeting withSarah Wood, as you suggested.
Again, thanks so much for your assistance. I will keep you posted on myprogress, and check back with you in a few months.
Sincerely,
Tom Wang
Tom Wang
SAMPLE THANK YOU LETTER
RESEARCH EMPLOYERSHow do you find out which companies/organizations are out there and where they are
located? The answer is DIRECTORIES and DATABASES! For example, you can useHoovers.com in the Career Development Center Resource Library to gain a list of companies/organizations by geography, industry or recent IPO. Hoovers has contact information for12 million companies, and in-depth data for 40,000 more. You will get a current snapshot of business information and executive biographies, to see a sample go towww.hoovers.com. Contact the CDC Career Resource Library at [email protected] more information about using the “Pro” version of Hoovers.
You can pull up listings of technology companies by name, company size, product, orgeography using CorpTech onlne in the CDC Career Resource Library. Over 90,000 companies and their associated products and executive names are included. Send emailto [email protected] for more information on using CorpTech.
JobBank books cover 26 different U.S metropolitan areas and include organizations infields from aerospace to government to publishing and beyond. Additionally, you can findlists with contact information for the top 20-50 companies in many fields in the “Book ofLists” for each of 43 different cities.
Guidestar.com is another online database accessible through the CDC. This is filledwith information about both foundations and individual non-profits. You can search byname, location, activity, and subject. For a preview, go to www.guidestar.com; for fulluse, come into the CDC Career Resource Library.
Other methods for finding companies include going to the Yahoo! or Google directorypage and drilling down by industry; using online yellow pages such as superpages.com,and, finding out the trade/professional association for your area of interest and checkingwhether there are “member institutions.” The CDC Career Resource Library has USAAssociations, a book that lists a thousand groups.
The Stanford Graduate School of Business’ Jackson Library has a multitude ofresources also, for conducting employer research. See its website atgsb.stanford.edu/library/research.
cardinalcareers.stanford.edu 1 3
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1 4 Stanford Career Development Center
TH
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JOB SEARCH STRATEGIESNetworking
Description: Networking means connecting with people in a field ororganization in which you wish to work, to ask for information, not a job.Networking, including informational interviewing, is the job seeker’sequivalent of market research. A key strategy to networking is askingevery contact for more contacts.
Advantages: Effective way to access those jobs that are neveradvertised through want ads or websites. It’s an opportunity to gatherimportant information on the hiring process, the work style/culture, andcorporate values. Many jobs are filled by an employee referral, andsometimes jobs are created to take advantage of your skills and experiences. Networking is one of the most effective ways to findemployment.
Disadvantages: Networking is time consuming and requires a certain amount of comfort to contact individuals and set up the informational interviews.
Contacting Employers DirectlyDescription: Connect with employers via telephone or email to
inquire about job opportunities. Tactful persistence may help you getnoticed by a busy manager or Human Resources Department.Tactful persistence also lets the employer know that you are veryinterested in the job/company and may distinguish you from othercandidates.
Advantages: A great way to target specific employers that interestyou and may not post their jobs.
Disadvantages: Since you will be contacting employers who donot know you, it’s likely that your response rate will be very low.Employers tend to prefer employee referral candidates rather than“unknown” candidates. There’s also a great likelihood that no position will be available.
After identifying fields and job functions that interest you, the suggestions below will help you contact employers with more ease:
STEP 1. TARGET 5 TO 10 ORGANIZATIONS:Develop a list of organizations that may be a fit for you. Directoriessuch as Wetfeet and Vault guides, and the Stanford EmployerDatabase, all of which are on the CDC’s website, can help you identify organizations in your field of interest.
STEP 2. LOCATE CONTACTS WITHIN AN ORGANIZATION:Identify specific individuals within an organization that can connectyou to hiring managers or the appropriate contacts. The tips belowmay help you identify contacts:
a) Use the CDC’s Stanford Employer Database. A majority of theemployers that recruit at Stanford will have their contact informationin our database. Typically those listed in the database are humanresource professionals, who can route candidates to the appropriatehiring managers. For public sector employer information use theCDC’s On-line Public Service Employer Database.
b) Try calling the company headquarters or office of the VicePresident of the division in which you are seeking a position. Ask foran annual report and the name and title of the head of a specificdepartment in which you’d like to work.
STEP 3. CONTACT THOSE INVOLVED WITH THE HIRINGPROCESS:Your primary goal is to establish contact with a hiring manager orhuman resources representative to introduce yourself and get asense of any possible opportunities. You can either send an emailor make a telephone call. One strategy is to send an email to thecontact person, then call about a week later to follow up. It’s a goodidea to develop an introductory script before calling:
“Ms. Walker, my name is Morris Jackson from Stanford University. Isent you an email recently, and I am calling to make sure you havereceived it. Do you have a few moments to speak with me? I willgraduate from Stanford in June with a degree in InternationalRelations and have experience interning in the marketing departmentof a growing international company moving into the Latin Americanmarket. I am fluent in Spanish and very interested in GlobalEnterprises. I am hoping that you can help me learn more aboutpossible job opportunities with your organization.”
Cardinal Recruiting (CDC’s On-Campus Recruiting Program)Description: Students schedule interviews on-campus.
Approximately 250 employers participate each year. Advantages: Convenient way to interview with employers. Disadvantages: Narrow selection of companies and opportunities.
Job Postings in the Want Ads and on the InternetDescription: Employers will post jobs in newspapers, on their
website, and on Internet job boards. You read about the jobs and apply. Advantages: Easy to find and apply to jobs. Disadvantages: Many employers do not post their jobs in the
newspaper or on job boards. Also, the typical job posting receives agreat deal of attention and publicity. Candidates often compete withhundreds of other applicants and may have difficulty distinguishingthemselves.
Employment AgenciesDescription: These companies will refer you to job openings and will
typically be compensated by the employer.Advantages: Requires little work on your part and allows you
access to opportunities you might not have found on your own.Disadvantages: An employment agency makes money when they
place you into a job. Often your personal interests are not their toppriority. If you have good qualifications, and you have an interest that corresponds with their opportunities, you might find these agencies helpful. If not, then don’t expect much assistance fromthese organizations. Tip: Avoid agencies that require you to pay a fee for them to place you.
Career FairsDescription: Students have the opportunity to meet with
representatives from different organizations. Employers will have different agendas. Some want to collect resumes to screen throughlater. Others will use career fairs to publicize their upcoming recruitingevents and promote their organization.
Advantages: A great way to gather information about companies,learn about job opportunities, and make contacts.
Disadvantages: A small variety of companies participate in careerfairs. There is limited time to talk to each employer.
THE JOB SEARCH
cardinalcareers.stanford.edu 1 5
TH
E JOB
SEAR
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PREPARING FOR A CAREER FAIRWhat is a career fair?
Career fairs, also referred to as job fairs, are usually one day eventsset up to connect large numbers of employers with job fair participants.Employers are there to recruit employees, so if you are interested inlooking for a job or finding out more about a potential career, don’t missout. Career fairs are typically sponsored by universities, professionalassociations, local employment agencies, or by a job fair promoter.
Career fairs are usually free to those seeking employment. Thesefairs are held at local universities, hotels, and conference centers. Tofind out about upcoming events check your campus career center, theradio stations, and newspapers. The National Business EmploymentWeekly’s event calendar lists many such events. Some fairs are targetedfor entry-level, technical, education, or other specified groups and maybe advertised through your campus clubs and organizations.
What can I expect?You can expect anywhere from 10 to 350 employers represented at
different booths or tables. Employer representatives are anxious to giveaway their organization brochures and other promotional materials (keychains, pens, notepads, etc.) they have brought with them. Their job isto meet as many attendees as possible and promote their organizationsto YOU. It is likely that the table you want to approach will be crowded—be patient and observe. You can also expect a carnival type atmospherewith lots of background noise with which you will have to compete.
Sometimes fair organizers will offer formal group presentationssimultaneous to the career fair. This is a great way to learn more abouta specific topic and also have a chance to introduce yourself to anemployer/presenter and get some individual attention.
Benefits of a career fairConsider a career fair to be one-stop shopping. What a luxury to
have the opportunity to talk to numerous employers at one time andplace. Some direct benefits of attending a career fair include:
• An efficient and economical way to make contacts• Learning more about specific industries, careers, and organizations• Actually talking to a company representative instead of just
mailing in or submitting an on-line resume• Asking someone in the field for feedback about your resume,
education, or experiences• Making a contact within the organization
Of course, if a career fair is such a good deal then there may behundreds to thousands of other people just like you trying to talk toemployers. This is why it is so important to BE PREPARED to get themost out of attending a career fair.
Some fairs allow time for employers to schedule interviews on-site, butmany use the time to screen applicants or collect resumes to bring back to their organization. It is ideal to be able to engage the recruiter in a conversation so that they will remember you and your skills. Do not be discouraged if this does not happen; there can be numerous people tocompete with in this setting. Use your time to collect valuable companyinformation via conversation and distributed materials so that you can write an incredibly well informed cover letter stating your interest in anorganization.
The career fair can be separated into three stages:1) BEFORE: the preparation stage
Do your homework. Contact the organization sponsoring the fair tofind out some of the following details.
• Is there an admission fee?• How many organizations will be represented?
• Is there a published list available ahead of time or on the day ofthe event?
• How will the employers be organized? Alphabetical order, byindustry, etc.?
• What is the starting and ending time of the event?• What is the appropriate dress?• Are there any special procedures to follow to participate? (i.e.,
submit resume ahead of time)
Put together your resume. You may have a dichotomy of interestsand in that case it may be ideal to have different versions of your resume.Be realistic in your preparation time and remember that it is most importantto have a well-polished resume that shows off your education, skills, andexperiences. Be sure to have your resume critiqued by at least three people. It is better to attend without a resume than to NOT attend thecareer fair at all. You can always pick up pertinent information about anorganization to use in a follow up letter of inquiry or application.
Have a plan. It is very easy to feel intimidated at such an event.Wandering around aimlessly will only enhance this feeling. Have aplan—even if your only plan is to explore. This will help you to havesome idea as to which organizations you want to approach. An example of a plan may be geographic, industry based, or by the majors requested. Many organizations will publicize the types of majorsor job titles they are seeking. Be open-minded and flexible; you mightbe surprised at what you find.
• Bring a pen, folder, note pad and/or some sort of log sheet tokeep you organized.
• A highlighter can be useful to help indicate which organizationsyou want to target on your employer list. (If you forgot yours, don’tworry, you can always find an employer giving one away)
Bring your pertinent questions. Your questions will depend on yourgoals (career exploration vs. job search). Sample questions may include:
• What qualities and background are you looking for in employees?• I am currently a freshman so I have I some time to plan ahead,
what courses would you recommend someone take before beinghired as a __________?
• What is the application process for your organization?• Do you have a business card I can have for future reference and
contact?
Dress appropriately! Professional is best unless it’s a more casual event.
2) DURING: the actual eventHand out your resume. Have plenty of copies of your polished
resume easily accessible (if you choose to distribute your resume). Youdon’t want to have to put down all the “freebies” you collected to handsomeone your resume. If you have two versions of your resumes, color-coding them can be very helpful. Gray, white and off-white are allgood choices. A new trend is for employers not to collect resumes onsite but to just refer you back to their web-site for on-line resume submission. Try and use the face time at the fair to gather pertinentinformation to enhance your application.
Thank employers for any brochures or promotional materials you aregiven. This is not a time to pick up stocking stuffers or birthday gifts foryour family. Be reasonable with your consumption of recruiter giveaways.
Collect business cards and jot down a fact on the back to jog yourmemory when you write a follow-up letter.
Approach an employer representative and introduce yourself.Don’t sit back and wait to be approached. Shake hands, make good
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eye contact, and tell the employer your name, major, and interests. The more focused you are the better. If you are unsure how you wouldfit into the organization, ask the employer open-ended yet specificquestions. What qualities do you look for in employees? What kind ofsummer internships are available?
Create a one-minute commercial as a way to sell yourself to anemployer. This is a great way to introduce yourself. The goal is to connect your background to the organization’s need. In one minute orless you need to introduce yourself, demonstrate your knowledge of thecompany, express enthusiasm and interest, and relate your backgroundto the organization’s need, and end with a question. This is meant to bea dialogue NOT a monologue.
Other dos and don’ts:• Be assertive without being rude• Be sensitive to others waiting behind you• Realize that recruiters like to talk to groups• Maximize your time at the career fair• Observe other students/employers for clues• Don’t ask about salary and benefits• Don’t monopolize someone’s time• Don’t ask, “What do you have for my major?”• Don’t exhibit a lack of direction and focus
3) AFTER: the follow-upYou are only as good as your follow-up!Keep track of those organizations and representatives with whom
you spoke.Send a thank you letter to those representatives you wish to
pursue. This will set the stage for future correspondence.
CAREER FAIRS SPONSORED BY STANFORD’S CAREER DEVELOPMENTCENTER
Unlike most career fairs, Stanford’s Career Fairs are usually casual.Even employers tend to dress down. Although informal, do rememberthat these are potential employers and distasteful dress and decorumis not appropriate. When getting dressed for the event, keep in mindthe industry and type of position you desire.
Stanford’s Career Development Center sponsored career fairs arefree to job seekers. Participating employers are made available prior tothe event on the CDC Web page. The employer information includesthe type of position being sought: technical vs. non-technical, full-time,part-time, or internships, and Visa status.
• Fall Quarter—Career Fair, held in October in White Plaza. This isthe largest on-campus career fair with over 200 employers inattendance.
• Winter Quarter—Stanford Career Week includes the Businessand Public Service Fairs held in late January or early February inTresidder Union.
• Spring Quarter—Spring Career Fair, held in April in TresidderUnion.
Additional Web articles on preparing for a career fair can be found at http://www.jobweb.com/Resources/Library/Career_Fairs/default.htm.
INTERNSHIPS/SUMMER JOBS
WHAT IS AN INTERNSHIP? An internship is a preprofessional experience which can provide
exposure, training, and mentorship in a given career field. Individualinternships vary in terms of duration. For example, many Stanford students intern during summer when it is possible to work full-time,while some students intern during the school year on a part-time basis. Internships can be paid or unpaid, and sometimes offer academic credit.
INTERNSHIPS VS. SUMMER AND PART-TIME JOBS
Much like an internship, a summer or part-time job can help yougain a variety of skills and experience. Though they may or may not becareer-related experiences, they can help you develop important skillslike teamwork, communication, or organization that can be applied toalmost any work setting. Typically, summer or part-time jobs are advertised as needs arise within an organization, and are always paid.
OTHER TYPES OF EXPERIENTIALLEARNING EXPERIENCESCo-ops
Co-ops (cooperative education) are very much like internships. Co-op positions are usually paid, highly structured in nature, and directly relate to your course of study. Typically, you must be enrolled in a cooperative education program at a college or university to participate. Stanford does not have a co-op program, but many community colleges and state universities have such programs.
Externship or Shadow ProgramsThese programs provide experiences that allow you to spend
between a day and several weeks observing a professional on the job.You gain an overview of a specific career field and get a taste of theactivities in the day of a particular professional. Learn more about theCDC’s Shadow Program at cardinalcareers.stanford.edu/shadow.
Volunteer/Community Service/Service Learning These are generally unpaid work or service experiences in the
human services or nonprofit sector. The Haas Center for Public Serviceon campus offers many service learning courses.
Fellowships These types of opportunities allow students to receive income
and do work in a particular area such as public policy, the arts, or education, and are sponsored by specific organizations or agencies.
WHY DO I NEED AN INTERNSHIP?Internships help you: 1. reinforce academic and career objectives and personal values
related to work;2. identify the skills you need to enter a given field;3. gain practical work experience in your field of interest to balance
the classroom training; and 4. get an edge in the competitive job market over those individuals
with no relevant work experience.
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SCREATING YOUR OWN INTERNSHIP
It’s possible that the internship you want does not exist. For example, you may want to intern at specific organization near yourhometown, but they do not have an established internship program.Sometimes employers actually want to hire interns, but for whateverreason, don’t have an established program.
The following information outlines the steps involved in developingyour own internship or summer job. In addition, you may want to schedule an appointment with a career counselor to guide you throughthe process.
Step 1: Assess what you are looking for in an internshipClarify your interests and objectives in participating in an internship.• What do you hope to gain from the experience?• What type(s) of work do you want to do?• Where do you want to do it (location and type of organization)?• What are your requirements regarding compensation? Time
commitment?
Identify your abilities (writing, research, analytical skills, etc.), academic preparation, previous work and volunteer experiences, hobbies, and extracurricular activities. This is what you have to offer theemployer. Take career assessments with a career counselor to helpyou clarify these skills and interests.
Step 2: StrategiesExplore options and identify prospective internship sites and contacts
utilizing the CDC’s Career Resource Library and Web resources.
• Develop a list of organizations that may be a fit for you.Directories such as Wetfeet and Vault guides and the StanfordEmployer Database, all of which are on the CDC’s website, canhelp you identify organizations in your field of interest. Someother useful resources located in the CDC’s Career ResourceLibrary include The Internship Bible and Peterson’s InternshipGuide.
• Research your organizations of choice by visiting their websites to learn about their mission, products/services offered, major divisions, and location.
• Identify specific departments/individuals to contact with yourinternship request. For example, it might be the UniversityRelations Department, Marketing, or Finance department. To helpyou identify specific departments/individuals, contact alumni fromthe Stanford Career Network, stanfordalumni.org/scn, andinCircle, incircle.stanfordalumni.org. You can also use theStanford Employer Database, cardinalcareers.stanford.edu/search.htm, to find contact information of employers who regularly recruit at Stanford. Also ask your professors, TAs, parents, relatives, and any other acquaintances if they have contacts at the places you’d like to intern.
Step 3: Prepare a quality resume and cover letter• Review resume and cover letter guidelines available on our
website.• Sign up to attend a resume and cover letter workshop offered
quarterly. • Make an appointment with a career counselor for help with your
draft.• Send resume and cover letter to contacts.• Follow up with a phone call to re-emphasize your interest and to
answer any questions employers may have. This is also a good timeto try to set up an appointment for an interview. If the organizationis out of the area, you may suggest a phone interview.
Step 4: Prepare for an interview• Review the interview preparation information available on our
website.• Sign up to attend one of the interviewing workshops offered
quarterly.• Set up a mock interview with a career counselor.• Review information on the prospective organization (website,
etc.).• Design a “job description” for yourself, if one has not been
provided. Think about the kinds of projects you would like to workon that would be of use to the department/company. Demonstratethe value you will bring to the organization.
Step 5: Follow up procedures• Send a thank you letter (samples available on our website).• Respond to all offers, even those you do not plan to accept.
FRESHMEN As freshmen, you may also run into the challenge of employers
preferring older students simply because they have more experienceand coursework completed. Though this is true, there are still manyopportunities available to freshmen. A good way to get started is tocome to the CDC’s Frosh Open House held in early January. Someother suggestions are to subscribe to the “Undecided Newsletter” inyour CDC registration profile and make an appointment with theInternship Counselor. Additionally, two resources in the CareerResource Library, The Internship Bible and Peterson’s InternshipGuide, have indexes that specifically list internships available to freshmen.
GRADUATE STUDENTS AND POST DOCS
For graduate students and postdoctoral fellows exploring careeroptions outside of academia, an internship is a viable option. It canhelp you learn about a particular field, experience different workenvironments, and make decisions about your next career step. Inaddition to our internship resources, be sure to check out the graduate student resources at cardinalcareers.stanford.edu/ communities/graduate to help you find an internship that is right foryou. You can also schedule an appointment the Graduate StudentCounselor.
INTERNATIONAL STUDENTSAs an international student, you may have many questions about
the internship process. Be sure to check out the CDC’s InternationalStudent website at cardinalcareers.stanford.edu/communities/international to help you get started. You can also schedule anappointment with a career counselor.
RECEIVING ACADEMIC CREDITSome employers may require you to receive academic credit,
particularly for an unpaid internship with their organization. It is veryimportant that you determine whether academic credit is required earlyin the application process. If academic credit is required and you arenot able to obtain academic credit, most likely the employer cannot takeyou on as an intern. The Career Development Center does NOT grantacademic credit to students for internships.
Options to receive academic credit:
Option 1Make arrangements with an academic department and a faculty
sponsor for a directed reading or independent study. Please check withacademic departments for specific information on this.
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Enroll in a coop/internship program at a community college or stateuniversity extended education program for one semester or quarter.The CSU system, Foothill College, and College of San Mateo are threelocal places to start your research. If your internship will be outside theBay Area, check community college and state university extended education programs near your internship site.
Option 3 (only after you’ve tried Options 1 & 2)Request a letter from the CDC that states that you are a student in
good standing and the internship experience is considered relevant andapplicable to the degree program. This does NOT constitute academiccredit for an internship, but MAY satisfy an employer’s requirements.
To request this letter, send the following information via email toEspie Santiago, the Internship Counselor at [email protected]:
• Your name• Year• Major (or state “undeclared”)• Internship company or organization name • Company or organization address• Name and title of a contact person at the internship• How you would like the letter sent (by fax, regular mail, or email,
providing the needed contact information) and to whom (to you oryour supervisor)
TIPS FOR INTERNSHIP SUCCESS
1. Communicate Effectively and Often Know what skills you can offer, and meet with your supervisor to
discuss ways to utilize them and gain more skills. Also let your supervisorknow if you feel your skills aren’t being used to their potential.
2. Set Goals Sit down with your supervisor and go over what you hope to gain
from the internship, especially if there isn’t a structure to the internship.Follow up to make sure you are meeting those goals and set new goalsif necessary.
3. Observe Get to know the corporate culture, dress, communication style, and
how decisions are made. This will help you avoid saying the wrongthing or overstepping your boundaries.
4. Know Your Role and How You Fit Into the Organization The organization is taking time to teach you new skills. Understand
what is expected of you and perform competently.
5. Be Flexible You may have to do some “grunt” work; that’s the trade-off for the
skills that you are gaining. At the same time, make sure there is a balance and if the balance becomes uneven, discuss with your supervisor how you can better apply your skills in the office.
6. Be Responsible Be on time, take your assignments seriously, and meet your
deadlines. Companies will often hire interns for future full-time positions, and will look closely at your performance and attitude todecide if you are a candidate for a full-time position.
7. Take It All InLearn as much as you can about the industry and organization by
reading what is around you, talking with everyone, and getting involvedwith extra projects.
8. Network Talk to as many people as you can. Introduce yourself to everyone.
A mentor may or may not be your supervisor.
9. Keep in Touch You will have extended your network through the internship. Keep in
touch with those you have met, so when it comes time to look for a full-time job, they remember you and can help.
10. Have Fun!!!
FREQUENTLY ASKED QUESTIONSWhen is the best time to look for an internship?
It is best to start looking as early as possible in order to have morechoices available to you. Some internship programs have deadlines asearly as November for summer internships. However, winter quarter isgenerally a good time to begin your search for a summer internship. Ifyou are looking for an internship during the academic year, a good timeto start might be one quarter before your anticipated start time.
When is it too late to find an internship?Depending on your specific requirements, it may never be too late.
However, don’t take this as a sign to wait until the last minute. Someemployers have deadlines during the fall quarter, while many don’thave deadlines until winter or spring quarters. Many employers posttheir internships with the CDC as their needs arise and may not postthem until late in the school year.
How can I find an internship in or near my hometown?1. Check the CDC’s job/internship database. You can do a search
by state or country and you can do a keyword search by desired city.National internship databases such as Jobweb, Internships.com, andothers may be a source of information. Links to these sites can befound at cardinalcareers.stanford.edu/links under the Internships/Summer Jobs section.
2. Network with Stanford alumni, who are located throughout theUnited States and internationally, through the Stanford Career Network at stanfordalumni.org/career and inCircle, incircle.stanfordalumni.org.
It is possible to do an internship for a month? Can I negotiate thestart or stop date?
Depending on the employer, they may be flexible with you in terms ofthe duration of your internship, while others may have strict requirements.If you have other commitments during the summer that may conflict withparticipating in a summer internship, consider a short-term project, working for a temp agency, or finding some other short-term jobs.
How much is an intern paid?Intern salaries vary depending on industry. According the latest
survey conducted by the National Association of Colleges andEmployers (NACE), undergraduate intern wages ranged from $10 to$16 per hour. For grad students, the average was $20 per hour.Generally, those in hi-tech/engineering internships can expect to getpaid more than those in non-technical internships. In non-profit or educational fields, interns are often unpaid.
What if I can’t afford to take an unpaid internship?The Community Service Work Study Program, administered by the
Haas Center, may be able to help subsidize your internship if the organization is an eligible non-profit and you qualify for Federal WorkStudy. For more information, call 725-7407. Another option is to applyfor an Undergraduate Research Program Grant,
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Swww.stanford.edu/dept/undergrad/urp. For more information on fellowships, grants, and funding, check our links database, cardinalcareers.stanford.edu/links and click on “Fellowships and Grants.” Ifyou are a graduate student, please refer to the Internet ResourcesHandout and go to the “Resources for Grants and Fellowships” section, cardinalcareers.stanford.edu/communities/graduate/guides.html.
CDC INTERNSHIP RESOURCES • THE INTERNSHIP NETWORK is a resource that allows you to
connect with other students to talk about their internship experience. Youcan learn how to approach a specific organization for opportunities and getan insider’s view on what it was like to work there. To access the networkor to register to be a contact, visit internships.stanford.edu/network.
• SHORT-TERM WORK ABROAD RESOURCESIf you are interested in an international internship, be sure to check
out our International Careers page and read the section on Short-TermWork Abroad, cardinalcareers.stanford.edu/icareers.
• THE SHADOW PROGRAM provides you with an opportunity toshadow (spend a day or more on the job) with a professional in order togain a better awareness of the working world. The Shadow Programdatabase is located on the Web at: cdc-server.stanford.edu/shadow.
• THE STANFORD EMPLOYER DATABASE can help you searchfor companies that hire Stanford students for jobs and internships.
• OTHER STANFORD RESOURCES AND PROGRAMSThe Stanford Career Network is a database of alumni volunteers
who are available for informational interviews and can give studentsadvice on looking for summer employment in their career fields. stanfordalumni.org/scn.
Undergraduate Research Programs (URP), located in Sweet Hall,can help you if you are interested in conducting research at Stanford orelsewhere. URP also has information on grants and fellowships.www.stanford.edu/dept/undergrad/urp.
The Haas Center for Public Service connects academic studywith community and public service to strengthen communities anddevelop effective public leaders. The Haas Center administers severalsummer and post-graduate fellowships. They also offer many community service opportunities. haas.stanford.edu.
Stanford in Government (SIG), located in the Haas Center, is anonpartisan, student-run organization that promotes political awarenessand involvement on the Stanford campus. SIG provides opportunitiesfor undergrad/grad students to work in the public sector at the state,federal, or international level. sig.stanford.edu.
Volunteers in Asia (VIA), also located in the Haas Center, is aStanford-based summer internship program (student status required) inChina and Vietnam for teaching English and in Indonesia for marineconservation. VIA also has a program placing students in China,Indonesia, Vietnam, Laos, and Japan for two years to teach.www.viaprograms.org.
Overseas Studies Programs (OSP), located in Sweet Hall, offersstudy abroad programs, some of which offer internship programs.These internships are either paid or for credit and presently exist inBerlin, Florence, Kyoto, Oxford, Paris, and Santiago. osp.stanford.edu.
Overseas Resource Center (ORC), located in the BechtelInternational Center, can help you find a non-Stanford study abroad
program that fits your needs, including those with internship programs. The ORC also has information on a variety of fellowshipssuch as the Rhodes, Marshall, and Fulbright. www.stanford.edu/dept/icenter/orc/index.html.
Community CentersThe following community centers have internship resources, and
sometimes post internship opportunities: the Asian AmericanActivities Center; the Black Community Services Center (BCSC); El Centro Chicano; the Lesbian, Gay, Bisexual, TransgenderCommunity Resource Center (LGBTCRC); the Native AmericanCultural Center; and the Women’s Community Center. www.stanford.edu/dept/vpsa.
Academic ResourcesDon’t forget to seek out academic departments for opportunities in
your area of interest. One department of note for any student interestedin fields ranging from the environment to child advocacy is HumanBiology. The department maintains an internship board, information onalumni contacts, and has student peer advisors to help you.
ON-CAMPUS EMPLOYERSBe sure to check the CDC’s job/internship database at https://
cdc-secure.stanford.edu/login for additional opportunities. (Go to thesearch page and under “Work/Study,” select work study or non-workstudy depending on your qualification status.) You can also contactspecific departments directly to inquire about opportunities.
Associated Students of Stanford University (ASSU)You can inquire about positions at the ASSU office, located on the
2nd floor of Tresidder.
Athletics DepartmentStop by the department you are interested in working for to inquire
about positions or check their online directory to get departmental contactinformation and contact them directly. gostanford.collegesports.com.
Dining and Catering ServicesJob openings include student management opportunities, cashier,
and service positions. Flexible hours are available, and shifts areoffered during breakfast, lunch, afternoon snack service, dinner, andlate night service. Please contact the Stanford Dining Manager, or callthe Human Resources Coordinator at 725-4614 for more information.www.stanford.edu/dept/hds/dining/resdinng/jobs.html.
Stanford BookstorePositions can be available at Tresidder Express (the convenience
store), Medical Technical Bookstore in downtown Palo Alto, TheBookshop located in the Cantor Arts Center on campus, Track House(by the stadium), Stanford Shop in the Stanford Shopping Center, aswell as the Campus Bookstore. Visit www.stanfordbookstore.com/htmlroot/career/storeemployment.html for more information or e-mail [email protected], or call 725-6136, ext. 372.
Stanford University Human Resources DepartmentVarious full-time and part-time positions can be found on Stanford’s
jobs site, jobs.stanford.edu, including jobs in the HousingDepartment. You can also call 723-1888 for more information.
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SLAC offers summer student employment opportunities based onthe needs of the departments within the Laboratory. Positions haveincluded unskilled labor, data entry, light industrial and clerical work, aswell as electronics, programming, and research. Visit their website atwww-public.slac.stanford.edu/hr/jobs and then click “SummerStudent Opportunities.”
Stanford (On-Site) Manpower Temporary ServicesHires students for temporary clerical work at various campus
offices. Call 846-2200.
Summer Conference ServicesHires students for full-time and part-time positions in various
capacities (such as office managers, assistant managers, and RAs)related to seminars and conferences hosted at Stanford University during the summer. To apply, call the office at 723-3126.
University LibrariesHires students for all libraries, excluding professional schools,
Hoover and SLAC. For a listing of openings, go to http://library.stanford.edu/about_sulair/jobs.html. Not all positions are postedonline, so it is advised that you fill out an application (section A), available at www-sul.stanford.edu/depts/humres/studapp.html, orstop by the library in which you are interested to pick one up.
SUGGESTED WEBSITESThe CDC has compiled a list of websites with a specific focus on
internships or summer jobs, as well as many other fields, that may help you with your search. cardinalcareers.stanford.edu/links.
HOUSING FOR INTERNSSome internship employers may provide you with or help you find
housing, while many may not. Check out the CDC’s list of housingresources to help you. cardinalcareers.stanford.edu/internships/housing_resources.htm.
Current Address Permanent AddressTelephone number and Telephone numberCell phone number if applicable if applicableWeb page address (if pertinent)
ObjectiveThis section, while not required, is helpful as it tells the employer, at aglance, the type of position you are seeking. The objective can include thespecific position you are seeking, skills you wish to use on the job, field ororganization type by which you wish to be employed, or a combination ofall of the above.
EducationThis section should include:• Name of the degree-granting institutions; List most recent first.• Degree received and major• Graduation date or projected graduation date, or dates of attendance if a
degree was not completed• Overseas academic experience
Optional:• Any minors, specialization or focus areas• Courses relevant to the position for which you are applying• Honors and GPA (if they are a strong selling point). Indicate GPA basedon a 4.0 scale.• Senior research/honors thesis title and brief description• Freshmen and sophomores can include high school
ExperienceList most recent experience first. You should include:• Title of the position• Name of the organization and location (city and state)• Dates, including month and year• Descriptions of responsibilities beginning with action verbs (avoid phrases such as “duties included”)• Believable, verifiable accomplishments• Paid jobs, internships, volunteer community service, extracurricular projects involving leadership or teamwork, special
academic research or honors projects• You may choose to divide your experience into two or more sections. Possible section headers might include Research
Experience, Teaching Experience, Leadership Experience, Volunteer Experience or Relevant Experience.
Additional InformationThis section could include computer skills, languages, volunteer work, sports, and interests. If one of these areas is relevant to the job, however, you may choose to put it in the “Experience” section. You may also choose to use more specific section headers such as:• Skills• Activities• Interests• Honors and Awards
RESUMES/COVER LETTERSRESUMES
A resume is a brief summary of your qualifications, education, and experiences relevant to your job search objective.The purpose of a resume is to obtain an interview. Employers will spend less than 30 seconds reviewing your resume;therefore, the information must be conveyed in a clear, well-organized style. The sections of a resume are listed below.
Sample Objectives
• A position as an editorial assistant.
• Electrical engineering internship.
• To obtain a position in finance.
• A program coordinator position in a community organizationworking with youth.
• Seeking a position in museumadministration requiring strongwriting skills and a background inart history.
• To apply decision and systemsanalysis to strategic planning inthe telecommunications industry.
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TIPS FOR CREATING A SUCCESSFULRESUMEDos
• Do design your descriptions to focus on your accomplishments,using action verbs to clearly indicate the skills you’ve used. SeeSample Action Verb list on the next page.
• Do try quantifying results in your descriptions, such as “Createdmarketing campaign that increased club membership by 25%.”
• Do keep your resume brief enough to fit on one page (or twopages if your experience is extensive). Academic CVs are oftentwo pages or longer.
• Do print your resume on good quality bond paper, either white orconservative tones. If printed on plain computer paper, copy ontogood quality bond paper.
• Do accompany your resume with a cover letter in most cases.• Do have others look over your resume for content and grammar.
Career Counselors and Peer Counselors are available at the CDCto critique your resume during same day appointments.
DON’TS• Don’t make your margins and font size too small: margins no
smaller than one inch and font size no smaller than 10 point.• Don’t include personal pronouns (e.g. I, me, we).• Don’t include personal information, physical characteristics, or
photographs on your resume. However, individuals from othercountries may include these on their resumes.
• Don’t include the last line: “References available upon request”(see Sample Reference List on page 37).
Other Tips• It is more appropriate for freshmen and sophomores to include
high school experiences. However, important high school experiences that have some relevance to your job objective maybe appropriate for upper classmen.
• For International Students it is sometimes a disadvantage toinclude your non-immigrant visa status or permanent address (ifoutside the U.S.) on your resume. Usually your visa status shouldbe discussed later during the interview. If you have obtained permanent residency or U.S. citizenship, it might be to youradvantage to list the information on your resume.
RESUME FORMATSThere is no single way to format your resume. The format you
choose should present your strengths clearly. See sample formats andlayouts on pages 24 - 34.
Chronological FormatThis format is most familiar to employers and most commonly used
by Stanford students. This style of resume presents your experienceand education in reverse chronological sequence, starting with themost recent. Date, job title, organization’s name, location and adescription of your activities are listed as part of the experience section. This format is simple, straightforward, and especially useful for anyone with a history of directly relevant experience.
Functional/Skills FormatThis format focuses on areas of skill and can be effective in conveying
your strengths to an employer, although many employers are not asfamiliar with this format as with the chronological or combination format.This style of resume draws attention to accomplishments and highlightsyour skills by function rather than your work experience and is more commonly used by people with very little formal work experience or arereturning to the workplace after being away or otherwise involved.
Combination FormatThis format is appropriate when you have relevant work experience
for each of several skill areas and combines both the chronological andfunctional formats. This style allows you to group your experiences orkey selling points together by functional areas (such as Research
Experience and Teaching Experience), and then list those experiencesin reverse chronological order within each section. It is also a familiarformat to employers.
SUBMITTING RESUMES ELECTRONICALLYEmail
Send your resume as an attached file and paste the text into thebody of the email. Having your resume in the body of the email as wellas an attachment gives the employer the opportunity to see yourresume in the event they cannot open your attachment or do not takethe time. Use a simple format for the resume you put in the body of theemail: left justified, no bold, no italics, no underlines, no tabs. SeeSample Electronic Resume on page 36. Don’t forget to include a coverletter in the body of the email too. If you have your resume in a PDFfile, you can also attach that with your email. The PDF version will allow the employer the opportunity to see your resume in an attractiveformat, utilizing bold and underlines.
When emailing resume files, name them so the employer can easilyidentify them as your resume. Last name, followed by first name andthe word “resume” is most helpful.
Resume ScanningCompanies receiving large quantities of resumes may scan each
resume as an image, and then sort the image into recognizable letters,words, and symbols. These scanned images are entered into a databaseand then searched for key words, which indicate skills, education andknowledge areas the employer is seeking. Left-justify all text and avoidusing underlining, italics, bullets, bold, and columns.
Every occupation and career field has its own jargon, acronyms andbuzzwords—these are helpful key words to use. If you are responding to ajob listing, use words from the job listing in your resume and cover letter.
CDC RESOURCESPublications with additional relevant advice available at the CDCwebsite and Career Resource Library:
• Curriculum Vitae and Cover Letters (for academic job searchers)• PhD Pathways: Exploring Your Career Options• Resumes and Cover Letters for Graduate Level Students• Teaching K-12
Books available in the CDC Resource Library:• Be Your Own Headhunter Online, Dixon and Tiersten• Best Keywords for Resumes, Cover Letter, and Interviews:
Powerful Communication Tools for Success, Enelow• Binder of Stanford Students’ Cover Letters • Binder of Stanford Students’ Resumes and CVs• Creative Careers: How to Put Together a Winning Resume• Damn Good Ready to Go Resumes, Parker• Expert Resumes for Health Care Careers• Encyclopedia of Job-Winning Resumes, Fourier and Spin• From College to Career: Entry-level Resumes for Any Major, Asher• Heart & Soul Resumes, Cochran and Peerce• Hook Up, Get Hired! The Internet Job Search Revolution, Kennedy• Internet Resumes, Weddle• Resumes, National Business Employment Weekly• Resumes for Performing Arts Careers• Resumes that Mean Business, Eyler• Same-Day Resume: Write an Effective Resume in an Hour• The Smart Woman’s Guide to Resumes and Job Hunting, King
and Sheldon• The Global Resume and CV Guide, Thompson• Trashproof Resumes, Princeton Review• Use the Internet to Land Your Dream Job!, Goodwin, Cohn, and
Spivey• Vault Guide to Resumes, Cover Letters, and Interviewing. 3rd
Present Address Permanent Address:P.O. Box 2738 956 Cherry StreetStanford, CA 94309 San Francisco, CA 94112(650) 555-1234 (415) 555-5678
OBJECTIVE: To obtain an entry-level position in retail leading to the position of buyer.
EDUCATION:9/XX-6/XX Stanford University, Stanford, CA.
Pursuing a Bachelor of Arts degree in International Relations. Course work includes economics, organizational behavior, computer science, statistics, and psychology. GPA - 3.8/4.0
EXPERIENCE:9/XX-present Resident Assistant, Madera House, Stanford University, Stanford, CA.
Work with a staff of four resident assistants in an 88-student, freshman dormitory.Create, plan and implement academic, cultural and social activities with the students.Encourage and facilitate discussion of social, political and ethical questions among thestudents. Build community spirit and guide residents in assuming responsibility fortheir personal and communal lives. Coordinator for “Madera Makes Music,” a weeklyeducational program during winter quarter. Schedule performances, organize thebudget and create publicity.
10/XX-6/XX Visual Display Artist/Salesperson, The Gap, Palo Alto, CA. Designed and assembled window and floor displays. Assisted customers with selection and purchase of merchandise.
1/XX-1/XX Vice President, Delta Gamma Sorority, Stanford University, Stanford, CA. Directed planning and implementation of activities for 95 chapter members.Supervised and approved officer budgets. Increased member participation throughinnovative motivational techniques. Created prototype for annual chapter retreat andmember recognition program. Organized rush activities.
6/XX-6/XX Entrepreneur, The Sewing Studio, Durham, CA. Created business offering fashion design and clothing construction courses to home-sewers. Developed advertising strategies, coordinated class schedules, andtaught classes. Has expanded into a business with annual gross sales of merchandiseand services of $200,000.
7/XX-9/XX Administrative Intern, U.S. Congressman Eugene Chappie, Chico, CA. Developed computer cataloging system for constituent request files. Researched local,state, and national issues for congressional use.
ADDITIONALINFORMATION: • Goalie, Stanford Women’s Water Polo, Stanford University.
• Orchestra Conductor, Dorm Musical, Roble Hall, Stanford University.Responsible for harmonious interaction of 18-piece orchestra.
• Familiar with Macintosh and PC software applications.
Present Address: Permanent Address:6756 Ventura, #36 13 Moss LanePalo Alto, CA 94306 Crabapple Cove, WI 55555(650) 555-2190 (612) 555-3520
OBJECTIVE: To obtain a position as a paralegal with a corporate law firm.
EDUCATION: Stanford University, Stanford, CA. BA degree in Psychology. Course work has included criminal law, economics, political science, and sociology (9/XX-6/XX).Complete dossier available from:Career Development Center, Stanford University, Stanford, CA 94305-3081
EXPERIENCE: RESEARCHING/WRITING• Researched language development in infants utilizing both library
resources and experimental data.• Generated written report of research project results.
ORGANIZING/SUPERVISING• As one of four class presidents, planned events and activities for the
Stanford senior class. Contacted businesses targeted for participation inthese events.
• Organized and supervised committees to assist in publicizing, promoting and raising funds for various senior class functions.
• Set goals and guidelines for committee meetings.
PUBLIC SPEAKING/COMMUNICATING• Acted as senior class liaison to University officials. Informed them of
senior class activities and enlisted their support and approval.• Discussed campaign platform and issues at residence halls while
running for class office.• Participated in public relations events to publicize the Varsity Football
program to the surrounding community.• Conducted impromptu interviews with various media
representatives.
FINANCIAL PLANNING/BUDGETING• Coordinated a budget of $9,000 for senior class events.• Estimated and quoted prices for a variety of construction projects.
EMPLOYMENTHISTORY: Crew Member, Pierce’s Asphalt and Seal Coating Service, Crabapple Cove,
WI (6/XX-9/XX, 6/XX-9/XX).
ADDITIONALINFORMATION: President, Senior Class, Stanford University, Stanford, CA.
Running Back, Stanford Varsity Football Team.
SAMPLE FUNCTIONAL RESUME
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PATRICIA DIXON
Present Address: Permanent Address:P.O. Box 1234 123 Park CourtStanford, CA 94309 San Carlos, CA 94070(650) 555-0000 (650) [email protected]
SKILLS • Extensive program development and motivational skills.SUMMARY: • Proficient with MS Word, Excel, FileMaker Pro, and PageMaker.
• Experienced lab technician executing DNA sequencing and gene analysis.
EDUCATION:9/XX-6/XX Stanford University, Stanford, CA. Bachelor of Arts degree in Psychology with Honors. Course
work includes biology, calculus, chemistry, and statistics. GPA - 3.7/4.0
EXPERIENCE: RESEARCH/WRITING
9/XX-6/XX Public Relations InternHoover Institute Public Affairs Office, Stanford, CA.Compiled Hoover Fellow articles from an array of journals, magazines and newspapers. UsedPageMaker to create mastheads and retype opinion editorials. Developed efficient proofreadingmethods and an innovative talent for pasting up difficult articles.
6/XX-9/XX Research AssistantUniversity of Illinois at Chicago Cancer Center, Chicago, IL.Quickly learned complicated laboratory procedures. Successfully executed molecular biologyexperiments involving DNA sequencing and gene analysis. Maintained detailed records for procedural and statistical purposes. Gained significant independent research and writing experience.
9/XX-6/XX Feature WriterThe Stanford Daily, Stanford, CA.Developed journalistic writing style and interviewing skills. Successfully met all deadlines andconsistently published front page articles.
TEACHING/COUNSELING
10/XX-present Math/English TutorSelf-initiated and directed, Palo Alto, CA.Tutor two seventh grade students 2-3 hours per week. Employ the Socratic method to help developtheir analytical skills and help them with their homework. Design tests to chart their progress.Create interactive games to increase their understanding of math and grammar. Plan quarterly outings.
9/XX-6/XX Focus AssistantStanford’s Environmental Theme HouseParticipated on a team of five to develop well organized, thought provoking, and social programsto familiarize residents with the environmental theme.
LEADERSHIP/MANAGEMENT
9/XX-6/XX Officer’s Core MemberBlack Student Union, Stanford University, Stanford, CA.Worked with a team to plan, organize, and publicize a variety of activities and programs designedto motive and educate Stanford’s African-American community. Chaired a committee to rejuvenate The Real News, an African-American news publication.
INTERESTS: Writing short stories • developing culinary skills in African-American cuisine • jazz.
SAMPLE COMBINATION RESUME
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JOE STUDENTP.O. Box 1234 • Stanford, CA 94309 • (650) 555-1212-cell • [email protected]
EDUCATION
9/00-12/04 Stanford University, Stanford, CABA in Economics; Honors Candidate in Economics. GPA: Major: 3.86/4.00, Cumulative: 3.78/4.00 Relevant Coursework: Econometrics, Multi-Variable Calculus, Micro and Macro Economic Analysis, Economics andPublic Policy, Imperfect Competition, Financial Economics, International Economics.
9/03-12/03 Oxford University, Oxford, England Completed tutorial on the Political Economy of Trade and Trade Agreements.
Sophomore College: Participated in intensive seminar entitled “Economic Thoughts of Plato and Aristotle.”Academic work focused on economic ideas among major Greek philosophers, and also on assumptions behind modern economic theory. Culminated in a paper critiquing rational choice and preference ranking.
WORK EXPERIENCE
6/03-8/03 Research Assistant, National Economic Research Associates (NERA), White Plains, NYWorked with a team of four other researchers on cases relating to antitrust, intellectual property and labor economics.Conducted quantitative and qualitative research, collected and analyzed data, creating and managing spreadsheets.
6/02-8/02 Summer Analyst, Galleon Group, New York, NY Assigned to track a group of technology companies for the New York based hedge fund, Galleon Group. Worked withthree other analysts in collecting and analyzing relevant financial statistics, Performed qualitative research to form anassessment of the current status of the companies.
5/01-6/02 Economics Tutor, Undergraduate Advising Center, Stanford, CA Assisted students with understanding concepts and solving problems in micro and macro economics, econometricsand statistics. Organized review sessions and prepared practice problems for upcoming exams.
7/00-9/00 Business Intern, American International Group (AIG), New York, NY Developed a business analysis on a foreign company, located in Sri Lanka, with which AIG had recently formed ajoint venture. Wrote a report on Sri Lanka’s insurance sector, focusing on privatization of insurance companies and ona recent merger between two insurance companies.
LEADERSHIP EXPERIENCE
4/02-present Staff Editor, Undergraduate Journal of International Relations, Stanford, CAReview and edit articles relating to capital inflows and international trade in emerging economies. Help with distributing the journal to think tanks, academic institutions, and faculty and students at Stanford.
5/01-present Program Director, SAT Success, Haas Center for Public Service, Stanford, CA Coordinate all aspects of the tutoring program including recruitment of tutors and tutees. Organize events to introducehigh school students to SAT preparation and the college application process. Conduct training sessions on tutoring themath and verbal sections of the SAT.
1/01-6/01 Staff Editor, Undergraduate Journal of Philosophy, Stanford, CA Evaluated, edited and helped select and compile papers for Stanford’s undergraduate philosophy journal, The Dualist.Focused on reviewing papers on political philosophy and ethics.
SKILLS
Computer: Experienced with Macintosh/IBM. Proficient in Excel, PowerPoint, and FileMaker.Language: Proficient in speaking and writing French
SAMPLE BUSINESS RESUME
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Kenya RiosPO Box 12345 • Stanford, CA 94309 • 650.123.4567 • [email protected]
EDUCATION:Stanford University—Stanford, CA 9/02-presentB.A. in American Studies with Mass Media & Consumer Culture focus, expected 6/06 - GPA: 3.7
Stanford-In-Paris Study Abroad Program—Paris, France 9/04-12/04Language, literature and theatre/cinema courses taken
RELATED EXPERIENCE:Stanford Concert Network—Stanford, CA—Chief of Staff / Publicity Manager 4/03-present• Liaison between Executive Board and general staff• Lead meetings and planning of concert events• Managed print and media relations, marketing and external promotions
Inphanyte Records—Stanford, CA—Executive Cabinet Member and Recording Artist 11/03-present• Coordinate campus events to promote records and artists• Write lyrics and work in studio recording and editing
Culture Pub (French television syndicated series)—Paris, France—Research Intern 10/04-12/04• Devised new system to catalogue and retrieve film stock• Performed internet and archive research for upcoming specials
Fender Center for the Performing Arts—Corona, CA—Programs Development Intern 6/04-8/04• Selected to be Arts for Youth Fellow by Stanford’s Haas Center for Public Service• Implemented three month marketing plan resulting in increase of center recognition and concert attendance• Developed and designed music camp program for summer 2005• Produced and directed promotional video as part of Capital Expansion Campaign
Student Organizing Committee for the Arts—Stanford, CA—Selection Team Member 1/04-4/04• Chose artists and track listing for Stanford Soundtrack, vol. 3 and developed record image
Stanford Student Enterprises—Stanford, CA—Account Executive, Advertising 6/03-9/03• Met and frequently exceeded weekly sales goals; twice chosen as employee of the term• Designed several advertisements for clients and managed the accounts• Identified leads and used persuasive communications skills to generate advertising prospects
OTHER LEADERSHIP EXPERIENCE AND ACTIVITES:Vice President / Philanthropy Chair—Kappa Kappa Gamma Sorority, Stanford UniversityProduction Intern—Stanford Film Society short film: “Sold America”Course Instructor—Modern French Cinema, Stanford UniversityPeer Academic Advisor—Stanford UniversityVolunteer Dance Instructor—Bay Area Boys and Girls ClubWriter—contribute to Womenspeak and Black Arts Quarterly publications, Stanford University
SKILLS:Technical: MSWord, PowerPoint, Excel, FileMaker Pro, Lotus FastSite Web DesignLanguage: Proficient in French
OBJECTIVE: To obtain a secondary teaching position in social studies which will involve workingwith students from historically disadvantaged groups.
EDUCATION:6/XX-6/XX Stanford University, Stanford, CA. Master of Arts degree in Education. California
Single Subject Credential in Social Studies.9/XX-6/XX University of California, Los Angeles, CA. Bachelor of Arts degree in Psychology and
Afro-American Studies.
EXPERIENCE: TEACHING
9/XX-present Student Teacher, Menlo-Atherton High School, Atherton, CA. Observed two 9th-grade World Studies courses, implemented lessons and workedwith experienced teachers for two months. Taught on a daily basis for remainder ofacademic year. Co-advisor for Black Student Union and MESA Program.
6/XX-12/XX Composition Tutor, Academic Advancement Program, UCLA, Los Angeles, CA.Aided incoming minority students in the transition from high school writing styles tomore sophisticated college styles. Worked with students in both large and small groupconfigurations in the classroom.
COUNSELING
6/XX-9/XX Residential Counselor, Transfer Summer Program, UCLA, Los Angeles, CA.Provided academic, social and financial counseling assistance to incoming transferstudents. Implemented workshops that led to successful adjustment to the universityenvironment.
10/XX-6/XX Peer Counselor, Academic Advancement Program, UCLA, Los Angeles, CA. Served as resource liaison for freshmen minority students. Counseled on academic,social and financial levels. Assisted with transition to college.
ADMINISTRATIVE
9/XX-present Assistant to Director, MESA (Mathematics, Engineering, Science AchievementProgram), Stanford, CA. Coordinate Saturday Academy for minority high school students. Organize administrative meetings for MESA advisors and provide statistical information forstatewide office. Teach math and science activities using a hands-on approach.
9/XX-6/XX Evaluation Assistant, Center for Student Programming, UCLA, Los Angeles, CA.Evaluated student organization activities to ensure future allocation of funds for community service projects.
TEACHINGINTERESTS: World History/Studies, United States History, Afro-American/Black
History/Studies, Psychology, and Algebra.
SAMPLE TEACHING RESUME
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Daniel O. Koh
[email protected] 650.555.1212 P.O. Box 1234 Stanford, California 94309
11/04-present Institute for OneWorld Health-Health Policy Intern, San Francisco, CA• Assist UCSF Professor in researching and writing global pharmaceutical policy articles for publication• Assess challenges of adherence to international standards when conducting clinical trials in developing countries
9/04 -present Stanford University Center for Teaching and Learning-Oral Communication Tutor, Stanford, CA• Instruct and coach 20 students to perfect their presentation style, in collaboration with Stanford Professors• Study effective public speaking methods and techniques for teaching those methods
6/04-8/04 United States of America Department of State-Science and Technology Intern, Washington, DC• Recruited US Government scientists for worldwide Embassy Science Fellowships• Compiled information and briefed State Department officials for meeting with Vietnamese delegates• Analyzed and articulated, in a classified report to the National Security Council, an international science and
technology dilemma in cooperation with two senior State Department employees
6/03-8/03 Amigos de las Americas-Project Supervisor, Valle Region, Honduras• Insured the health and safety of ten health workers in rural Honduran villages• Worked cooperatively and lived with team of seven project staff members, responsible for 51 volunteers overall• Implemented community-based healthy lifestyle projects while immersed as field volunteer in Paraguay, 6/01-8/01
6/02-8/02 Robinson & Wood, Inc.-Legal Assistant, San Jose, CA• Conducted legal research focusing on five civil litigation cases; wrote reports for attorneys based on that research• Contacted expert witnesses and met with clients to gather information
ACTIVITIES
4/04-present Stanford Alumni Mentoring-Student Management Team, Stanford, CA• Collaborate with a team and outside firm to design innovative mentoring software for Stanford students and alumni • Advocate program to students, alumni and school administrators to ensure participation and financial support
9/03-present Stanford Scientific Review-CFO and Staff Writer, Stanford, CA• Research and write articles examining patents on biotechnology products by universities and private companies• Expand annual operating budget from $3,000 to $18,000 by spearheading funding campaign• Recruit and structure advisory board of Stanford professors, including current editor-in-chief of Science magazine
3/04-11/04 Stanford Affordable Hearing Aid Startup-Entrepreneur and Business Developer, Stanford, CA• Collaborate with doctors, professionals and peers to develop and market an innovative hearing solution• Edit final business report and deliver presentation to investors, professors, and professionals
AWARDS
• 1st Place, Intel Int’l Science and Engineering Fair and Grand Prize at the Silicon Valley Science Fair, 5/01• Stanford Center for Latin American Studies Service Fellowship for Honduran Youth Leadership project, 5/03
SKILLS
• Computer: Microsoft Word, Excel, PowerPoint, Publisher, WordPerfect, DreamWeaver, PhotoShop• Proficient speaking and reading Spanish• Interests include social entrepreneurship, travel, academic advising, public speaking, biking, and swimming
SAMPLE SCIENCE RESUME
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Joshua XavierPO Box 90484, Stanford, CA 94309 [email protected] 650.555.3999
EDUCATIONStanford University, Stanford, CA 9/02 – 6/06B.A. International Relations, with Honors. Minor: Languages. GPA 3.5/4.0
Stanford at Sea, Stanford Hopkins Marine Station, Monterey Bay, CA 4/05 – 6/05
Stanford in Paris Program, Paris, France 9/04 – 3/05
RESEARCH/ANALYTICAL EXPERIENCEHonors Thesis Research, Baja California, México, and Stanford, CA 6/05 – presentAssess sustainability vs. development issues in energy production, salt production, and tourism. Compile model on effective strategies in large-scale development proposal and opposition.
Researcher, Médecins Sans Frontières, France, Conakry, Republic of Guinea, and Stanford, CA 1/05 – presentEvaluate decision making and donor/recipient country relations in emergency relief organization. Coordinate fieldworkindependently.
Researcher, Stanford/NSF Biocomplexity Project, Baja California Sur, México, and Stanford, CA 6/05– presentDesign research surveys for Mexico’s most productive fishing cooperatives. Collaborate with scientists and fishermen torefine interview process for future research.
Researcher, Stanford Hopkins Marine Station, Republic of Kiritbati, Palmyra Atoll, Monterey Bay, CA 4/05 – 6/05Monitored trophic cascades in reef ecosystems. Identified and size-estimated 25 different species of herbivorous fish.Surveyed over 3,000 square meters of reef from different islands with varying fishing gradients.
Researcher, Stanford Affordable Hearing Project, Stanford, CA 4/04 – 6/04Calculated need of hearing aid devices for low-income population in Bay Area. Conducted empathy work and identifiedgaps in Medicare and Medicaid. Generated business plan presentation to donors.
LEADERSHIP/TEAMWORK EXPERIENCEResidential Assistant, Yost House (Dorm), Stanford CA 9/05 – present Manage staff of seven in 60-student dormitory. Plan events aimed at promoting Spanish and Portuguese language andculture.
Tutor, Center for Teaching and Learning, Stanford, CA 9/05 – presentCounsel peers in Spanish Literature and Composition courses and French language.
Policy Assistant, International Chamber of Commerce, Paris, France 1/05 – 3/05Assembled data retention agency database and telecom liberalization policy paper. Prepared VoIP technology memorandum in French. Liaison for Latin American National Committees and Paris Secretariat.
Payson–Treat Cross-Cultural Fellow, Volunteers in Asia, Stanford, CA 11/03 – 9/04Developed 2 week series of events on American Culture for visiting Japanese students. Traveled to Asia on culturalexchange.
Intern, The Getty Center, Los Angeles, CA 6/04 -8/04Supported logistics operations at Museum and Grounds Department.
Tour Guide, Stanford Visitor Information Services, Stanford, CA 9/03 – 6/04Led public and private tours through Stanford University campus with emphasis on history, traditions and student life.
Interpreter/Volunteer, Genesis Expeditions, Ensenada, México 6/02 – 6/03Mediated relations between non-profit directors, orphanage officials, and construction managers.
OTHER ACTIVITIESAthlete, Stanford Canoe and Kayak Team. Medaled in USACK Collegiate Nationals, Atlanta, GA, May 2003.Bass, Stanford Symphonic Chorus.
SKILLS:Languages: Native Spanish speaker. Fluent in English, French. Conversational Portuguese.Technical: HTML and JavaScript, MS Office, working knowledge of PhotoShop.Interests: Extensive travel in Mexico, Asia, Europe and South America. Rock climber, scuba diver (NAUI certified)
9/XX-6/XX Stanford University, Stanford, CA. Master of Arts, International Policy StudiesCourse work includes: economics, statistics, international politics, and game theory analysis.
20XX La Sorbonne University, Paris, France. “Magistère”(Master’s degree), International Relations and Action Abroad, with Honors. Area of concentration: Business, Regional specialization: Asia
20XX Panthéon-Assas University, Paris, France“Licence”(Bachelor’s degree), Law, with Honors. Area of concentration: International Law
EXPERIENCE
4/XX -9/XX Advertising Manager/Writer, Libellule Magazine, Paris, France.Managed advertisement business development for Franco-Chinese magazine. Developed client network, signed contracts with Cognacs Rémy Martin and France Telecom. Translated Chinese articles into French. Wrote French articles for culture section.
8/XX-10/XX Marketing Assistant, French-Mexican Chamber of Commerce, Mexico City, MexicoPrepared and presented report to French motor parts manufacturer on prospects for entry intoMexican market. Persuaded chairman of company to meet purchasing managers of Mexican car manufacturers.
8/XX - 6/XX Reporter, Magistere Newspaper, La Sorbonne University, Paris, FranceWrote and edited 15 articles for school newspaper. Contributed to team meetings with ideas for new stories.
LANGUAGES
English: Fluent (TOEFL CBT score 273/300)French: NativeSpanish: Fluent (15 quarters of classes)Chinese: Good working knowledge (oral and written) “Licence” in Chinese (9/95-6/00) at INALCO (School of Oriental Languages), Paris, France.German: Basic (3 quarters of classes)
ADDITIONAL INFORMATION
Computer skills: PC, Word, Excel, Access, Stata 5.0Extensive travel: Europe, North Africa, Central and North America, TaiwanInterests: Tennis, mountain biking, discovering foreign cultures, playing piano, listening to jazz music
Present Address: Permanent Address:P.O. Box 123 345 Summer Job LaneStanford, CA 94309 Hometown, IL 11111(650) 555-5555 (213) 555-5555
OBJECTIVE: To obtain a summer position or internship in the field of journalism or communications.
EDUCATION:9/XX-present Stanford University, Stanford, CA
BA degree, expected 6/XX.Coursework includes: communication, English and psychology.
9/XX-6/XX ABC High School, Hometown, CA Advanced placement courses in math, science and English.Salutatorian
HONORS/ • National Achievement Scholar • AP ScholarAWARDS: • National Honor Roll • Gates Millennium Scholar Finalist
EXPERIENCE:9/XX-present Student Assistant, Career Development Center, Stanford University, Stanford, CA
Answer daily telephone inquiries from students and employers. Greet employers visitingStanford for on-campus recruiting. Type and file correspondence letters. Manage databaseof student passwords.
9/XX-6/XX Yearbook Editor, ABC High School, Hometown, CA Supervised a staff of 18. Set timelines for project completion, divided and assigned tasks, and managed all aspects of publication’s production. Served as liaison betweenyearbook staff and school administration. Assisted in soliciting over $5000 in funding forpublication. Conceptualized new layout and design format for yearbook.
6/XX-9/XX Head Lifeguard, Sink Like a Rock Pool, Hometown, ST Oversaw the safety of 100+ swimmers daily. Assisted in the hiring, training and supervision of new lifeguards. Organized pool competitions and special events.Developed flyers to publicize events to the community. Promoted from position of lifeguard 6/XX.
SKILLS: Computer: Familiar with Macintosh software including MS Word, PageMaker, Excel.Languages: Fluent in Spanish; working knowledge of basic French.
ADDITIONAL INFORMATION: • Member, ABC High School Varsity Baseball team
• Traveled throughout the United States and Mexico• Eagle Scout• Interests include jazz, basketball, and baseball card collecting • Certified American Red Cross CPR and First Aid Instructor
Stanford University Stanford, CAMA, Administration and Policy Analysis Expected 6/XXCourse Highlights: Social Conflict: Models and Methods of Mediation; Firms, Markets and States; UrbanYouth and their Institutions and Topics in Identity Development.
San Josè State University San Jose, CABA, History 5/XX
EXPERIENCE
Stanford University Office of Residential Education Stanford, CAIntern, Academic and Ethnic Theme Houses 9/XX-PresentReview the role of ethnic and academic theme houses for undergraduate students, conduct focus groups with students and staff, assist in development of informational documents for Residential Education Program.
Cañada College Instructional Tutoring Program Redwood City, CATutoring Supervisor 9/XX-9/XXSupervised 8 part-time staff and 60 student tutors, coordinated and directed daily functions of program including tutor training. Coordinated community outreach services for secondary and elementary school students.
Alliance Center for Employment Redwood City, CAAssessment Counselor 8/XX-6/XXCreated personal development and job preparation programs for over 100 youthages 14-21. Organized basic skills and job search workshops. Established referral services and community outreach activities.
LEADERSHIP/COMMUNITY SERVICE ACTIVITIES
Member, Cañada College Student Personnel Services Reorganization Task ForceFacilitated discussions on characteristics necessary within the department. Presented final results to a reviewboard.
Student Body Vice President, Cañada CollegeCreated and implemented educational programming. Assessed and presented student preferences and needsat committee meetings.
Volunteer, East Palo Alto Youth at RiskDeveloped lessons and materials to educate students on English and History subjects.
ADDITIONAL INFORMATION
Computer Skills: Proficient with Microsoft Word, Pagemaker, and Excel computer software.Language Skills: Conversational Spanish.
EXPERIENCECareer Development Center, Stanford University, Stanford CAComputer Technician and Programmer, 10/200X-present* Set up and maintain JSP server for connectivity to FileMakerPro databases* Help design and maintain center website
Adobe Systems, Adobe Solutions Network, San Jose, CADatabase Intern, 6/200X-9/200X* Set up and maintained JSP web pages for connectivity to MySQL databases* Redesigned and maintained related FileMakerPro, Lotus Notes, and Oracle databases with team of two engineers
City of Orange, Orange, CACivil Engineering Intern, Summers 200X-200X * Assisted with organizing road design plans
HONORS/AWARDSBausch and Lomb Achievement AwardNational Society of Women Engineers Award
VOLUNTEER EXPERIENCEYouth Science Center, Teacher’s AideCampaign for Congress, VolunteerCampaign for City Council, Volunteer
ACTIVITIES and INTERESTSSociety of Women EngineersIllustration, Writing Poetry
SAMPLE ELECTRONIC RESUME
Emailing Resumes
• Don’t forget to include a cover letter in the body of the email.
• When emailing resume files,name them so the employer caneasily identify it as your resume.Last name, followed by first nameand the word “resume” is mosthelpful.
Optical Scanning
• Optical or electronic scanning technologyallows organizations to handle largeamounts of information on incoming jobapplicants by scanning resumes for keywords which indicate skills, educationand knowledge areas the employer isseeking. Your resume is scanned intothe computer as an image. Optical character recognition (OCR) sorts theimage into recognizable letters, wordsand symbols.
• Left-justify all text and avoid suingunderlining, italics, bullets, bold, andcolumns.
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REFERENCES FOR JOHN AVILA
Dr. Jan SmithDepartment of Biological SciencesStanford UniversityStanford, CA 94305650-555-3218Email: [email protected]: professor
Jerome TitanSenior ScientistGenentech1204 Lloyd St.South San Francisco, CA 94080650-555-2222Email: [email protected]: past internship supervisor
Vanessa JamesStore ManagerThe Gap1999 Main St.San Francisco, CA 94105415-555-3333Email: [email protected]: past supervisor
SAMPLE REFERENCE LIST
• References should be listed on aseparate sheet of paper.
• Typically, references are requested atthe point you are considered a finalistfor the position.
• It is important to contact your references prior to submitting theirnames to potential employers.
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AddressCity, ST Zip CodeDate
NameTitleCompany/Organization NameAddressCity, ST Zip Code
Opening Paragraph:What is your intent in writing this letter? What position are youapplying for and how did you learn about it?Briefly introduce yourself, your major, and the degree anticipated.If you are aware of a specific opening, refer to it. If you are notaware of a specific position, state your area of interest. This paragraph can also be used to refer to the individual who recommended that you contact the organization, or other factorsthat prompted you to write. If possible, convey why you are interested in the organization and anything you know about theirproduct or service.
Second Paragraph:What are your qualifications? Why do you want to work for this organization? What would you enjoy doingfor them? Sell yourself and be brief. Whet the employer’s appetite so that he/she will want to read yourresume and schedule an interview.Describe highlights from your background that would be of greatest interest to the organization. Focus onskills, activities, accomplishments, and past experience you can contribute to the organization and its work.If possible, demonstrate that you know something about the organization and industry/field. Use actionverbs that describe relevant skills and expertise you can contribute. Mention specific knowledge you mayhave such as computer applications, foreign languages, lab techniques, writing and editing capabilities. Youare attempting to create a match or “notion of fit” between the employer’s hiring needs and your interests,experience, and skills.
Third Paragraph:What is your plan of action? Do you want to follow up with a phone call or do you want them to contactyou?Close your letter by stating that you would like to discuss employment opportunities or other informationwith the individual and that you will call to follow up on your letter. This demonstrates your initiative andfollow-through and will help you maintain some control of your efforts.
Other points that can be made in the last paragraph:• Express your willingness to provide additional information• State a specific time when you will follow up by phone or e-mail• Let them know if and when you are going to visit their area• Thank the person receiving your letter for their time and interest
Most importantly, remember to address the cover letter to a person. If you do not have a name, call thedepartment or human resources to find out to whom your letter should be addressed. As a last resort,address your letter to the personnel manager, hiring manager, or recruiting representative.
COVER LETTERSThe cover letter provides you with an opportunity to introduce yourself and state your objective, personalize your
resume, and highlight information that addresses the needs and interests of the employer. Bear in mind that lettersyou write not only convey your interest and qualifications, but also give the employer an opportunity to observe yourattentiveness to detail, spelling, grammar, and the overall quality of your written communication. Flaws in your letterswill often be interpreted as flaws in your qualifications.
• Resumes are only as good as theletter accompanying them. Somake sure that you spend sometime on your letter and direct it tothe appropriate person.
• What you write and how you writeit tells potential employers a greatdeal about your professionalism,competence, and personality.
• In a job search aimed at businessand professional circles, properprocedures and communicationetiquette are important.
• A cover letter should entice anemployer to want to take actionon your resume. It should persuade the employer to inviteyou for a job interview.
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STIPS FOR CREATING AN EFFECTIVECOVER LETTER
• Collect your thoughts. Your ideas may not come out logically orsequentially, but write them down. Don’t judge and evaluate, simply collect them.
• Spend time on your letter. As the adage goes, “With part-timeeffort, you get part-time results.”
• Write a draft, let it cool off overnight, and then rewrite if necessary.
• Use a strong close, e.g., “After you have had an opportunity toreview this letter, I will call you...” Avoid weak endings such as “Ilook forward to your reply” or “Please call me at your earliest convenience.”
• Limit your letter to one page; a letter is an opportunity to sell, sosay something about you, while also focusing on the needs of theemployer. Write the way you talk. It should be well-worded, concise, and controlled in the use of the pronoun “I”.
• While a general cover letter can be used, best results come from personalizing each letter to fit the specific circumstances,position, or organization.
• Ask for opinions, advice, and feedback from friends, a counselor,or someone in the profession. Check spelling and grammar.
• Avoid cluttered desktop publishing. Business letters should lookconservative. If you want to be creative, do so in your choice ofwords. If should be aesthetically appealing with careful attentionto spacing and format. Use letter-quality printer paper or high-quality bond paper. Stick with white, ivory, or off-white.
• Remember to sign it personally and include your telephone number and email address.
• Don’t use someone else’s letter and if you are using the same letter for several companies, remember to change the name in thebody of your letter.
• Devise a system to keep track of the follow-up steps you will takeand the responses you receive. Most students have found thatbinders or file folders for organizing the job search and its correspondence are essential.
• Follow-up, follow-up. People will call you, but you’ll improve yourodds dramatically if you follow up your letters with a phone call.
• Don’t mark letters “personal and confidential” unless there is asolid reason why a secretary or an administrative assistant can’topen them. If your letter is persuasive enough, it will get through.
COVER LETTERS ONLINEMore and more job seekers are asked to send their resumes and
cover letters online. These letters are about half the length of a regularcover letter. It is important to mention in your letter how you found out
about the position, what you are looking for, and what you have to offer.You might also mention a few key words the organization might want tohear. Most importantly, be succinct. Most experts recommend that youcompose your cover letter off-line first before importing it into an outgoing e-mail message.
CDC RESOURCESPublications with additional information available at the CDC website and Career Resource Library:
• Resumes and Cover Letters for Master’s Level Students• Curriculum Vitae and Cover Letters (for academic job searchers)• Teaching K-12
Additional Resources:
• Binder of Sample Resumes and Cover Letters that containscopies of actual cover letters written by Stanford students andidentified by CDC counselors as especially well written.
Books available at the Career Resource Center:
• Cover Letters that Knock ‘em Dead, Yate• Cover Letters That Will Get You the Job You Want, Wynett• Cover Letter Magic: Trade Secrets of Professional Resume
Writers, Bendow and Kursmark• Dynamic Cover Letters for New Graduates, Hansen• Dynamite Cover Letters, Krannich and Krannich• 201 Dynamite Job Search Letters, Krannich• 201 Killer Cover letters (with CD-Rom ed.), Podesta and Paxton• Finding a Job on the Internet, Glossbrenner and Glossbrenner• Hook Up, Get Hired, Kennedy• The Everything Cover Letter Book, Graber
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P.O. Box 000033Stanford, CA 94000
October 19, 20XX
Ms. Marian Armstone, Human Resources ManagerLEK Consulting9999 Oak StreetPalo Alto, CA 9003
Dear Ms. Armstone:
I am applying for the Associate position at LEK Consulting. After speaking with Jo Kimmer at Stanford’s Career Fair onOctober 9, I believe that I have the skills, academic training, and work experience that qualifies me for this position.
I will complete a Master of Science degree in Mechanical Engineering in June 20XX. My coursework includes technical,computer science, and economics courses that have honed the analytical and quantitative skills I believe are needed tosucceed in this position. In addition, my hands-on experience in various internships and students leadership positionssupports my qualifications as an Associate.
As an intern at General Motors this past summer, I developed analytical skills by taking measurements on a developmentvehicle identifying design problems, offering solutions for improvement, and making recommendations in a writtenreport. I was awarded a General Motors scholarship for my exceptional contributions as a member of the S-10 Crew Cablaunch team.
At Stanford, I demonstrated leadership ability by serving as the elected president for a service organization with over one hundred active members. In this effort, I have my ability to make good decisions, plan and organize my time, workwell on a team, and have developed sound interpersonal, oral, and written communications skills. Finally, I bring anentrepreneurial spirit and creativity to this position, as evidenced by my experience designing, patenting, and marketingmy own product.
I would enjoy speaking with you further to discuss, in detail, how I am a match for the Associate position. I will followup in two weeks to see if there is additional information you would like me to provide or answer questions you may have(another option: I am eager to apply my energy, experience, and enthusiasm to the work of LEK and look forward tohearing from you soon.).
Sincerely,
John DuncanJohn DuncanAttachment:
TYPES OF COVER LETTERSSAMPLE #1- Letter of Application, in Response to a Job Listing (This letter accompanies a completed application form or may be used torespond to a specific job listing that requests a letter and resume, and possibly other documentation.)
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2468 College AvenuePalo Alto, CA 94306
January 10, 20XX
Mr. John Boulton (or if name is not known, “Recruiting Staff”)Director, Technical AdministrationHillview Laboratories22244 Stevens Creek Blvd.San Jose, CA 94000
Dear Mr. Boulton:
I appreciate the opportunity to meet with you this coming Thursday to discuss employment opportunities atHillview Laboratories and to expand on my qualifications for the (title of position). I reviewed your websiteand literature at the Career Development Center (or Business School Library) and also spoke with JanetMorris, who works at Hillview. Her comments have given me a clearer idea of your R & D efforts and thework with which I might be involved. In particular, I am impressed by your state-of-the-art laboratories andhow Hillview has effectively integrated a participatory management style in its total operation.
As my resume reflects, I have previous research experience in the area of... where I... (explain what you did).You will note my graduate work also directly relates to the type of work currently being done at Hillview (Orhighlight previous summer experience, coursework, thesis topic, or special skills that may be relevant to thisemployer. DO highlight or expand on a relevant entry from your resume, but DO NOT simply repeat what isalready on your resume.).
Thank you for your interest in my application and your willingness to come to Stanford University for interviews. I look forward to meeting you and discussing how my background and experience can contributeto your work.
Sincerely,
Jason E. JeffersonJason E. JeffersonAttachment:
SAMPLE #2- Letter Accompanying a Resume for an On-Campus Interview (While not always required, resumes submitted for campus interviewsare often accompanied by cover letters. This letter provides you with an opportunity to demonstrate your knowledge of the organization, indicates whyyou are interested in the position, and highlights your background and experience as it applies to the position.)
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February 2, 20XX
Mr. Scott Campbell, Managing EditorCorpus Christi Caller-TimesP.O. Box 9136Corpus Christi, TX 78469-9136
Dear Mr. Campbell:
As a result of our phone conversation on January 31, I am sending you my resume as you requested. I havealso taken the liberty of attaching a sample of my writing. I was encouraged to contact you after speakingwith my high school journalism teacher, Mr. Bill Jenkins, who has ties with Ms. Sally Smith of your organization. As I mentioned in our discussion, I am currently a student at Stanford University and am veryinterested in journalism, advertising, and graphic design. I am seeking an opportunity to develop and utilizemy skills and qualifications in a paid summer internship, doing whatever work possible. Growing up inCorpus Christi, the Caller-Times has always been part of my life. Now that I am older I have come to respectit as a professional service vital to our community, and am now eager to enlist and gain insight into thecareer I dream of holding.
My passion for journalism has only grown with time. As a Managing Editor of the Hoofbeat, my highschool’s national award-winning newspaper, I collaborated with fellow editors and managed a staff of nearly30 younger writers as part of the overall process of overseeing production of the newspaper from conceptionto publication. As my resume indicates, I have demonstrated strong leadership and undergone extensivetraining through active participation in academic and professional organizations. In my effort to fully develop these important skills, I will continue serve as a Layout Designer for the Stanford Scientific, the onlyfull-color publication on campus for the duration of this academic year. I hope to gain the position of Headof Production in the years ahead.
In addition to my experience in journalism, my instruction includes coursework in statistics, psychology, andpersuasive writing, and experience fielding phone calls and collecting data. My education has honed thewriting, planning, organization, and presentation skills that I believe are essential to working in communications.
I am excited about the many aspects of the journalism world and welcome the prospect of discussing opportunities to explore them in your company. I will follow up in a week to answer questions you may have or provide additional information. In the meantime, should you have questions, I can be reached at 650-555-5555 or e-mail: [email protected].
Thank you for your time and I look forward to hearing from you soon.
Sincerely,
Sarah JohnsonSarah Johnson
SAMPLE #3- Letter as the Result of a Phone Conversation
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P.O. Box 22445Stanford, CA 94309
August 7, 20XX
Dr. John Allen, Associate DirectorINT Consulting Company12396 Park Blvd.Los Angeles, CA 93032
Dear Dr. Allen:
I am currently a student at Stanford University pursuing a BA degree in economics. I am very interested inbusiness related careers and am seeking opportunities to develop and utilize my skills and qualifications. Ihave researched your company and believe that your commitment to excellence and service is in alignmentwith my career goals and beliefs.
In addition to economics, my academic training includes extensive coursework in the sciences where I’vedeveloped very strong analytical, quantitative, and technical skills. My research has honed the writing, planning, and organization, and presentation skills that I believe are essential in a business environment.
As an Investment Banker Summer Intern at Morgan Stanley, I collaborated with brokers to market on-lineinvesting, consulted with prospective clients and networked through the Internet and other computer software. As my resume indicates, I have demonstrated strong leadership and decision-making skills throughactive participation in campus organizations. In my effort to continue to develop these important skills, I willserve as a Head Academic Advisor this coming year, teaming with resident assistants and faculty membersto plan educational and social programs for freshmen to help them plan their academics and adjust to campus life.
I am excited about the many facets of the business world and welcome the opportunity to discuss opportunities to explore in your company. I will follow up in a week to answer questions you may have or provide additional information. In the meantime, should you have questions, I can be reached at 650-600-0000 or email: [email protected].
Thank you for your time and I look forward to hearing from you soon.
Sincerely,
Maria JohnsonMaria JohnsonAttachment:
SAMPLE #4- Unsolicited or Broadcast Letter (Mailing unsolicited letters is another way to tap into the hidden job market. While the “letter campaign” is not the most effective strategy for every job seeker, unsolicited letters may work well for applicants with unique expertise in a given area or special technical skills, or for those who wish to work for small organizations in a specific capacity.)
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P.O. Box 12345Stanford, CA 94309650-999-1212
February 10, 20XX
Ms. Laura ValenciaManagerCreative Services DepartmentPutnam, Blair and Associates12 Front StreetSan Francisco, CA 94108
Dear Ms. Valencia:
This June, I will graduate with a B.A. degree in English from Stanford University. I have a strong interest inadvertising and will soon seek a position as a Junior or Assistant Copywriter. Robert Blum encouraged me tocontact you, suggesting that you might be willing to meet with me and provide an insider’s view of how Ican best identify employment opportunities in this field.
It may be helpful for you to know that I completed a summer internship in the Marketing Department of asmall high-tech company and have worked as the Advertising Manager at the Stanford Daily. I believe that both experiences are relevant to future work in advertising. I have strong writing and communicationskills and enjoy working in a fast-paced environment. In addition, working throughout my Stanford career to finance a substantial portion of my education has strengthened my time management skills and determination to pursue and achieve my goals. These skills, together with my passion for photography, fascination with the consumer market, and personal interest in the creative side of advertising lead to mystrong interest in this field.
I will be in touch with you by phone this week. At your convenience, I would like to set up a short 20-30minute meeting with you at your worksite. Any advice or suggestions for my job search are welcomed.
I understand you are busy, and I appreciate your time.
Sincerely,
Amy ChenAmy ChenAttachment:
SAMPLE # 5- Approach Letter or Networking Letter (Approach letters request information about an organization or industry. They are generallysent to specific contacts you may have obtained from a friend, the Stanford Alumni Network, a career fair representative or faculty member.Depending on your purpose, you may or may not want to send a resume with this type of letter.
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1444 Colorado PlacePalo Alto, CA 94302November 6, 20XX
John E. Bois, ChairDepartment of EnglishGorges State UniversityGorges, MI 54305
Dear Professor Bois:
I am writing to apply for the position of Assistant Professor of English announced in the October 5 issue of the Chronicle ofHigher Education. My experience in the teaching of both composition and literature, my academic preparation in literacy issues,theory, and instruction, and my research experience in the areas of comprehension of literature and writing in the disciplineshave provided me with the background necessary to successfully assume the position that you have described.
Though trained as a researcher, I define myself primarily as a teacher and am eager to return to the classroom. I am prepared toteach writing at many levels. At San Francisco State University, I taught composition and writing about literature (essentially aclass in the short story) to both regular and remedial populations; at Stanford I have taught thesis and dissertation writing tomasters and doctoral students. My courses have generally combined extensive writing experience with the work on skills necessary to that particular class and with group time spent on exercises, inductive assignments, and peer editing. I am enclosing representative evaluations of my teaching from composition classes at San Francisco State.
My scholastic training is broad and encompasses a number of the various areas that fall under the heading of English. My masters work focused on creative writing with special study of Flaubert, Faulkner, and T.S. Eliot and also included courses inthe teaching of composition and composition theory. This combination of interests in composition and literature led me to doctoral work at Stanford in the unique Language, Literacy, and Culture program. This program allows a focus on the acquisition and uses of literacy skills and on the roles that motivation, situation, and culture play in literacy development. I focused on composition and reading theory, the acquisition and development of higher-level literacy skills, and reading andwriting about literature.
A growing interest in the ways that readers understand literary works led to my dissertation research, a descriptive study inwhich I investigated the processes through which eight college freshmen and eight masters students in literature read and interpreted two short stories and two poems. By using methods of analysis that created a bridge between cognitive psychologyand literary theory, I was able to paint a rich and detailed portrait of the ways in which these readers interacted with the two genres.
Although my dissertation focused on the reading of literature, I am equally interested in investigating the ways in which students write about literature and intend to pursue that in my next project. I would like to carry out intensive case studies ofstudents in a literature class, following them from their first encounters with a literary text through the essays they ultimatelyproduce, with the intention of tracking their understanding of the work. Since my research interests lie generally in the area ofhigher-level literacy skills and in reading-writing connections, over the long term I hope to use the study of literature as a framework to investigate students’ abilities to analyze, to synthesize, and to read and write critically.
I would bring to this position both preparation and experience, not only in writing but also in reading, not only in literacy skillsbut also in literature, not only in my own skills as a writer or interpreter of literature but also in the teaching of those subjects.Having begun my teaching career in the California State University system, I am most interested in working in a state universityenvironment, for I enjoy the mix of student backgrounds and varying levels of experience and ability that are found there.
I have enclosed a copy of my curriculum vitae, the abstract of my dissertation, and several teaching evaluations; the CareerCenter at Stanford will send my letters of reference. I look forward to hearing from you.
Sincerely,
Erma M. GutierrezErma M. Gutierrez
SAMPLE # 6 - Cover Letter for Academic Jobs (Used by PhDs and Post Docs when applying for college and university teaching positions)
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BEFORE THE INTERVIEWResearching Yourself
1. Think back on your previous experiences (work, academic,extracurricular) to determine the skills and abilities used in each.
2. Develop a list of your five to seven strongest skills for a particular position. Also, review the work-related values inventory, selecting the nine top values as factors to help youfind the right organizational fit.
3. Work with a counselor to explore your skills, interests, personalitystyle, and values as they relate to your career choice.
Researching the Position/Field1. Review CDC and online resources describing various career
fields.2. Talk with personal contacts and alumni—available through the
STANFORD CAREER NETWORK (stanfordalumni.org/scn)about the nature of their work and the organization they represent.The NETWORKING guide, available on the CDC website, willhelp you prepare for this kind of informational interview.
3. When a job description is available, list the key skills beingsought so that you can match your skills/strengths with theneeds being listed. It is helpful to develop an example fromyour experiences to demonstrate each skill.
Researching the Organization1. View CDC publications and resources listing information on
specific employers (including the Public Service Employersdatabase, at cardinalcareers.stanford.edu/rainbow/).
2. Visit the organization’s website.3. Review the resources in the Rosenberg Corporate Research
Collection located in Jackson Library at the Business School.4. Prepare questions to ask about the organization during the
interview (see QUESTIONS TO ASK EMPLOYERS section).
Mock or Practice InterviewsPRACTICE MAKES PERFECT! Review the commonly asked
interviewing questions and prepare answers in advance. You don’t wantto appear rehearsed, but you do want to sound prepared. The morepractice you have answering typical questions, the better able you areto convey your ideas in a clear, concise manner.
1. Attend one of the many Interviewing Workshops conductedeach quarter at the CDC.
2. Have a friend play the part of the interviewer to enable you topractice your responses; ask for constructive criticism.
3. Talk with a CDC counselor about how to present yourself mostfavorably in an interview.
Preparing for Questions1. Whenever possible, answer questions using specific examples
to support your response. Think of the acronym STAR(situation or task, action, and result), a simple three-stepprocess that will enable you to focus on specific experiences tosupport your responses:• Situation or Task—describe a task or project for which you
had responsibility• Action—talk about the approach you took to deal with the
situation• Result—discuss the outcome of your action, making sure to
mention accomplishments or improvements resulting from your action
2. Emphasize the most relevant and impressive aspects of yourbackground and qualifications (including paid and volunteer work).
3. Stress that the skills you have developed in the past are transferable to the employer’s organization.
4. Speak in positive terms about previous experiences andemployers.
5. Don’t be afraid to talk about accomplishments and skills(assume that what you don’t tell an interviewer, she/he won’tknow). Also, don’t assume they have read your resume in depth.
6. If possible, include an example (either extracurricular or in awork situation) of your ability to work as a part of a team.
TYPICAL STAGES OF AN INTERVIEWThe First Impression
1. Introduction and greeting2. Small talk (brief, informal conversation on a topic of mutual
interest—keep comments short)3. Employer is looking for a firm handshake, eye contact,
appearance and dress appropriate to the organization, ease in social situations, good manners and poise
Discussion of Background and Qualifications1. Education
a) relevance of coursework to career interestsb) willingness to work hard
2. Work experiencea) relevance of skills developed to position being soughtb) motivation, enthusiasmc) initiatived) willingness to follow directionse) ability to get along with others, team player
3. Extracurricularsa) diversity of interestsb) social consciencec) leadership or teamwork/organizing ability
Determination of Your Career Goals1. Preparation for employment2. Knowledge of opportunities3. Graduate school plans (best to describe as at least two years in
the future)
Demonstration of Your Interest in the Organization1. Knowledge of and genuine interest in the organization2. An opportunity to ask informed and relevant questions, to learn
more about the employer
Conclusion1. Next steps in the interviewing process are discussed—ask for
the organization’s time-line in the decision-making process ifone is not mentioned
2. Volunteer to provide additional information (i.e., references,transcript, etc.)
3. Thank the interviewer for his/her time4. Ask for a business card—this will be helpful when sending your
thank you letter
Review1. Go over the positive and negative points of each interview and
modify your responses2. Learn from your mistakes and build on your strengths
INTERVIEWS
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SAMPLE INTERVIEW QUESTIONSIntroductory
• Why did you choose to attend Stanford?• What are some of the greatest personal challenges you have
faced during your lifetime?• What motivates you?
Skills and Personal Qualities• What skills or personal qualities do you possess that will help
make you successful in today’s job market?• Tell me about yourself (ask what type of information the employer
is looking for, skills? personal background?).• What special skills do you possess that would make you stand
out from other candidates?• Describe a frustrating or challenging experience you’ve
encountered and tell me how you dealt with it.• Discuss some of your past leadership/teamwork roles and your
accomplishments in them.• Why should our organization hire you?• Who was the most difficult person you have ever dealt with, and
how did you handle the situation?• Can you think of a specific situation that reflects your ability to
show initiative? Describe it.• What is your greatest weakness, what have you done to try to
overcome it?
Career Goals and Objectives• What are your long range career goals and how are you
preparing to achieve them? • Why are you interested in this industry/occupation?• Why do you want to work for our organization?• What do you see yourself doing in three to five years?
Extracurricular Activites and College Experiences• Please describe your most rewarding college experience.• If you could relive your college experience, what would you do
differently?
Academic Programs• What factors influenced your choice of a major?• What were your favorite and least favorite courses?• What is your grade point average and how do you feel about this?• Are you satisfied with your academic accomplishments?• What courses gave you the most difficulty?• How has your coursework prepared you for this position?
Work Experiences• What did you enjoy most about your most recent job experience?• Please elaborate on your most relevant work experience.• What do you see as your major strengths as they apply to this position?
Accomplishments/Achievements• What else would you like us to know about you? • Of what accomplishment are you most proud?
Knowledge of Organization/Industry• Why did you select our organization with which to interview?• What attracts you to this industry?• What do you know about our organization?• Why do you think you’d like working for our organization?
Salary and Benefits• When comparing one company offer to another, what factors will
be important to you besides starting salary?
• What salary range are you expecting? (If possible, you may wantto state that you are more interested in the content of the positionat this point and would be happy to discuss salary when an offeris presented).
Unusual QuestionsThese questions seldom have right or wrong answers. Even though
the questions may not seem to be job-related, employers may try todetermine your confidence and creativity through your answers.
• If you could be any fruit which would you choose and why?• Think about your favorite product. Now think up five better names
for it.• Tell me a story.• How would the world be different if you had never been born?• If you had to choose to be one of these three life forms; a lemming,
a sloth, or an earthworm, which would you be and why?
Illegal QuestionsEmployers may ask questions to learn about a candidate’s
motivation and personality. Such questions can relate to former jobresponsibilities and outside interests. Inquiries into an applicant’s:RACE, COLOR, AGE, SEX, RELIGION, NATIONAL ORIGIN, MARITALSTATUS, PAST ARRESTS, ALCOHOL AND DRUG USE, CREDIT HISTORY, CHILDBEARING PLANS or AGE are illegal.
• An interviewer may not ask about your religion, church, synagogue, parish, the religious holidays you observe, or yourpolitical beliefs or affiliations.
• An interviewer may not ask about your ancestry, national origin,or parentage; in addition, you cannot be asked about the naturalization status of your parents, spouse, or children. Theinterviewer cannot ask about your birthplace. However, the interviewer may ask whether or not you are a U.S. citizen or aresident alien with the right to work in the U.S.
• An interviewer may not ask about your native language, the language you speak at home, or how you acquired the ability toread, write, or speak a foreign language. But, he/she may askabout the languages in which you are fluent, if knowledge ofthose languages is pertinent to the job.
• An interviewer may not ask about your age, your date of birth, orthe ages of your children. But, he/she may ask you whether or notyou’re over eighteen years old.
• An interviewer may not ask about maiden names or whether youhave changed your name; your marital status, number of childrenor dependents, or your spouse’s occupation.
Illegal questions are often asked unintentionally. If you feel you arebeing asked an illegal question during an interview you can legitimately,but politely, refuse to answer. You might say, “I’m not sure of the relevance of that question, can you tell me how it specifically relates tothis job?”
QUESTIONS TO ASK EMPLOYERSIt is important to have prepared questions to ask of each employer;
these questions will indicate your interest in the position and organization. Additional questions may occur to you during the courseof the interview.
About the Organization• What is it about this organization that attracted you in the first
place and has kept you there?• How would you describe your organization’s style of management?• How will industry trends affect this organization within the next 3-5
years?• How does the organization define a successful individual?
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S• What is the method of feedback/evaluation used by this
organization?• What do you see as your organization’s strengths and weaknesses?
About the Position• Can you describe recent projects on which a person in my
position has worked? • What is the common career path for people entering the
organization in this position?• How are people trained or brought up to speed with regard to
their responsibilities?• What type of person tends to be successful in this position? What
type of person are you looking for?• How and when is performance evaluated?
Inappropriate QuestionsInappropriate questions include those that ask what the organization
will be doing for you if you’re hired; i.e., What salary can I expect? Howmuch vacation time will I accrue? Are you willing to pay for graduateschool? etc. You can find the answers to these questions later, ifemployment is offered.
SEND A THANK YOU LETTERThe most important aspect of a thank you is to send it promptly
within three to four days of the interview. If you do not have access to acomputer, then hand write your thank you on a note card. It is also possible to send it via email if the recipient has offered her or his emailaddress. The more time that elapses, the less enthusiastic you will beabout writing it, and the less impact your letter will have on its reader.
When you have interviewed with a number of individuals in one day,as you might in a site interview, address the thank you to the personwho seemed to coordinate the day. You can make mention of the others with whom you spoke and ask the coordinator to convey yourthanks to them as well. The letter provides an opportunity to continuebuilding the rapport that you began during your initial meeting.
The letter is a vehicle for:• acknowledging the individual’s participation in your interview visit• thanking them for insights shared• highlighting a specific aspect of the organization which you
admire
REASONS FOR REJECTION• LACK OF SELF-KNOWLEDGE. An interviewer cannot determine
where you fit into the organization until you explain your careerinterests and applicable skills.
• LACK OF COMPANY KNOWLEDGE. Most employers make information about themselves readily available, especially if theyrecruit on campus.
• LACK OF QUESTIONS. When employers ask if you have anyquestions for them, a negative response indicates a lack of interest on your part.
• LACK OF ENTHUSIASM. Employers want to hire someone whois excited about the prospect of working with their organization.
• LACK OF CONFIDENCE. If you doubt your ability to do the job,an employer will also experience doubt.
• POOR COMMUNICATION SKILLS. The employer must be able tohear you, understand your words, and follow your train of thought.Otherwise, no matter how qualified you may be for a job opening,you put yourself at a disadvantage.
• UNPROFESSIONAL APPLICATION OR APPEARANCE. It is truethat you only have one opportunity to make a first impression. Ifyour resume is sloppy or has typos, you are at an immediate
disadvantage and may not even get an opportunity to interview.Additionally, if you present yourself at an interview inappropriatelydressed, an employer may decide you wouldn’t fit into their organization.
TYPES OF INTERVIEWSScreening Interviews
These are usually shorter interviews used for the purpose of conducting a brief evaluation of a candidate. Employers are usuallylooking for reasons to screen an applicant out. On-campus interviews,typically 30 minutes in length, are screening interviews. Job offers typically do not come as a result of this interaction.
One-on-One InterviewsThese interviews are quite common and involve the candidate
being questioned by one person.
Phone InterviewsUpon receipt of a candidate’s application materials some
organizations will call to conduct a brief phone interview. It is importantto remain composed if you get such a call. If the timing of the call isinconvenient, let the employer know. Ask if you can call them back at amore convenient time. Also, while conducting a phone interview,arrange to have a copy of your resume and cover letter in front of youto use for reference.
Panel/Committee InterviewsThis scenario involves a panel of interviewers each with questions
to ask. These interviews are common for government, academic andsome corporate positions. It is important to establish eye contact witheach member of the committee early in the interview.
Case Study InterviewsSome organizations, especially management consulting firms and
companies recruiting for entry-level training programs, rely on casestudy or situational questions to evaluate a candidate’s analyticalskills.
Second Round or Site InterviewsOften, the interviewing process entails several rounds of interviews.
If you are considered a serious candidate, after the first interview youmay be contacted for a second on-site interview with other members ofthe organization. If travel arrangements are involved, usually the company will pay for your expenses and make the necessary travel andlodging arrangements. Site interviews usually consist of a series ofinterviews with several individuals including your potential supervisor,co-workers, and higher-ranking staff members. These interviews canrange from very casual to very technical. You may spend a half orwhole day interviewing, which may also involve a luncheon, dinnermeeting, or social activity.
Stress InterviewsAlthough many interviews can be nerve-racking, some are designed
to cause the applicant stress. The interviewer may ask confrontationalor particularly difficult questions. It is important to remain calm andthink carefully about your answers. Don’t be afraid to take time to thinkthrough your answers and don’t get tricked into losing your temper. Thepurpose of these types of interviews is to evaluate your behavior andmaturity in difficult situations. Stress questions are most commonlyused for those positions in which your reaction to stress is critical.
Helpful Hints• ARRIVE EARLY. Ten to fifteen minutes can provide you with a
cushion should some unforeseen problem occur.
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• BRING ALONG EXTRA COPIES OF YOUR RESUME. If theinterviewer has misplaced your information this will assist themand add to your image as a prepared person.
• MAINTAIN EYE CONTACT. Unwillingness to look someone in theeye is often taken as evasiveness.
• ASK FOR CLARIFICATION. If you’re confused by a question, askthe interviewer to restate it. This shows poise on your part andallows you to answer questions appropriately.
• BE YOURSELF. Interviewers respond well to those candidatesthey feel are being sincere.
INTERVIEW ATTIRE—GUIDELINESFOR WHAT TO WEARWhat kind of suit is appropriate for the interview?
According to Julie King in The Smart Woman’s Guide, womenshould dress “stylish but conservative.” Opt for a fashionable businesssuit in a low-key color such as navy, black or gray. Patterns are acceptable if they are extremely subtle, such as a fine dress tweed or pin stripe. The jacket should have long sleeves, with a straight orpleated skirt. A coatdress, with clean, simple lines, is also acceptableattire. Again, subtle colors. Men should wear a two-piece, single-breasted suit in navy, black or charcoal, wool or wool blend, and solidor very thin pinstripes. If at all possible, avoid the shiny polyester.
What about accessories?Women should carry a small, simple purse. Men, if you are not yet in
the habit of carrying a wallet, now is the time to start, and the place for it isin one of the inner chest pockets of your suit. A brief case is not necessary.However, a leather portfolio or notebook holder is a good idea for on-siteinterviews; on campus, a notebook to hold a few extra resumes would beappropriate. Now is the time to wean yourself from your faithful backpack.
What is the correct skirt length for business?Whatever is the most flattering to both your legs and your profession.
Consider what happens when you sit down in a short skirt. Would yoube comfortable?
Does it matter what kind of tie I wear?Yes. You should wear a tie that matches your suit. Bright yellow,
pink and the “power tie” concept are no longer the vogue. Wear a conservative tie with a simple knot.
What do you mean when you say “conservative tie”?Silk in a simple stripe or repeating pattern, with no more than three
colors. The background color should be neutral perhaps navy, darkgray or burgundy, a paisley tie, in muted dark colors, is modern yet conservative for young men.
Can I wear a pantsuit to the interview?A pantsuit can be very smart and professional looking provided that
the jacket is tailored to fit with matching slacks and is worn with a simpleno-frill, no-tie blouse. However, if you are unsure of a company’s policiesregarding proper dress, call the personnel office for more information.
What are the appropriate shoes to wear?For men, shoes should be leather, black or brown, and polished
with no worn down heels. The wing tip and other plain lace-up shoesare the traditional footwear. Slip-ons work as well if they are dressy andin good taste. Business socks should be over-the-calf, never anklelength or even slightly droopy, and should match your pants or shoes.White gym socks—never!
For women, the best shoes are plain pumps with one- to two-inchheels. You can go higher if you don’t feel tall enough, but make sure
you can still walk quickly and steadily. Shoes should be of high-qualityleather in black or the color of your suit. Wear sheer stockings in a skintone. Never wear black or opaque stockings with light or white shoes.
I was told to dress casual for my interview—what is casual?Never wear jeans, T-shirts, tennis shoes, sandals or boots to an
interview. Appropriate business casual is usually a pair of slacks, shirt,and sports jacket.
I have only one suit. How can I change my look?Your suit should always be clean and professionally pressed, worn
with an all-cotton, well-ironed white or possibly light blue, long sleeveddress shirt. Wearing a different tie can dramatically change the look ofyour suit. A woman may accent her basic outfit with a different blouse,or she may add a scarf or a simple small pin.
I do not own a suit and I do not have a lot of money to purchase one.Where can I shop to find an inexpensive one?
You can find suits, dress shirts, blouses, and shoes that are veryinexpensive and in good taste at thrift shops, Salvation Army, discountstores, consignment shops and outlet stores. Remember that the key isa simple style in a conservative color. If you find a dark suit with contrasting buttons, replace them with buttons the color of the suit, have itcleaned and professionally pressed, and you will look like a million!
Is it appropriate to wear perfume or cologne?It is nearly impossible to tell how strong a fragrance your own
perfume or cologne is emitting. What seems like a pleasant whiff ofscent to you may overpower someone else. In addition, your interviewermay be allergic. So, why risk it? Don’t wear any scent at all, and no, alittle dab is not OK. The most attractive scent is your natural, freshsmell after a bath or shower, plus deodorant. If unscented antiperspirantworks for you, stop there!
If you smoke, avoid smoking in your interviewing outfit. Cigaretteodors cling to your clothes for several hours and smoking to mostemployers is an undesirable habit.
What kind of jewelry should I wear?The less the better. Too much jewelry or wrong jewelry can be
considered distracting and can elicit negative responses.
Women should wear post or simple earrings, no dangles, and aplain bracelet, if any. A dress rule that pays off: never wear jewelry thatis not functional and keep it simple.
I have worn an earring throughout my college years. Is it okay, as aman, to wear it to my interview?
It is not in your best interest because it breaks the rule of executive dress. This style of jewelry is all right when you are withyour friends or even in some work environments, but it is out of placefor the job interview.
Should I wear make-up?If you choose to wear make-up, keep it understated. Iridescent eye
shadow, glossy red lipstick and inch-long lashes (unless they are naturally long) should be avoided. Opt for a healthy, natural look. Yournails should be short with clear or pale polish.
Should I cut my hair to look more professional?It is not necessary for you to cut your hair, but you should wear it in
a groomed style, off your face. It is distracting during an interview toconstantly have to push your hair from your face. Your hair should beneat and clean, as well as attractive.
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SMen should shave and trim their mustache. Beards are probably
best left to grow after you get the job. You may want to call the personneloffice for information regarding the company’s policy on facial hair.
Do these guidelines apply to all organizations, or just the corporate world? What if I’m interviewing for a job with a less formal environment?
Every industry has its own requirements, and knowing what to wearon the day of the interview is vitally important. Always think about theimpression you want to make and what clothes will make that impression.
If you are interviewing for a job in a less formal environment, then itmay be acceptable for men to wear slacks, a sports coat and a shirtand tie. Women can wear a simple dress or matching skirt and blouse.Whatever you decide should be clean, pressed, and help you look yourbest.
In the final analysis, creating a first impression is mostly a matter ofcommon sense. Pay attention to your appearance, your body languageand manners, and you will go a long way towards convincing interviewersthat you are the kind of professional they want to hire.
GUIDELINES ON BUSINESS ETIQUETTEHow can I make the most of my time at business functions?
There are several things to keep in mind. Both men and womenalways stand when meeting someone or being introduced. Rememberto make good eye contact, have a friendly smile and a good, firm handshake. If you are at a large gathering and you do not know anyone, take the initiative to introduce yourself by using your first andlast name only and provide some brief information about yourself. Readbody language and be aware of infringing on others. Ten minutes isabout the right amount of time to stay with a group before moving on.During your conversation, avoid incorrect terms such as ANYWAYS,YEAH, YOU GUYS, and repetitive phrases such as YOU KNOW andSTUFF LIKE THAT.
If I am invited to dine suring the interviewing process, how can Ibest use this time?
Remember—building rapport is the most important aspect of themeal. You are still in the application process.
I am unsure of what food I should order.Do not order the most expensive or least expensive food. Avoid
messy or unfamiliar food and those with drippy sauces or bones. Aboveall, do not order alcoholic beverages. But if your host orders one, askfor mineral water with a twist of lemon or lime. You need to remain asalert as possible. Order only the basic salad, main course and beverageor food similar to your host. Do not change your order or send foodback unless there is a major problem, then handle it discreetly.
What should I do if my napkin slides off my lap or I drop a piece offlatware?
Once you are seated, the napkin goes on your lap. Should youleave for any reason during the meal, place it loosely folded on yourchair. If you should drop your napkin or a piece of flatware on the floor,ask for a replacement. Do not wipe the flatware with your napkin.
Many times, there are several utensils at a place setting. Where do Istart?
Remember that your bread plate is on the left and your water glassis on the right. When using flatware, start from the outside and workyour way in. For example, first your salad fork, then your dinner fork.Once you use your knife, never place it back on the table. Place it diagonally to the right of your plate (unless you are left-handed) oracross the top of your plate. Use only your knife and fork during thecourse of the meal and cut only one piece of food at a time. Never talkwith food in your mouth. Community foods such as bread and butter, ifit is nearest you, offer it first to the person seated at your left, then passit to the right after helping yourself. Food is always passed to your right.
Should I offer to pick up the check?If the check is placed in front of you while interviewing, ignore it.
Your host will ask for it when ready. Never offer to share payment,especially since you are the invited guest. Women, after your meal, donot apply make-up at the table or leave lipstick smudges on the glassor coffee cup. Blot before eating.
FINAL CHECKLISTYour appearance is only as good as your grooming. You want your
experience and qualifications to shine. Your appearance shouldenhance your presentation, while your business etiquette should highlight your professionalism, not overwhelm it:
• Make sure your hair is clean, neatly trimmed, and well groomed.• Use make-up conservatively.• Women: no runs in stockings• Men: dark socks that cover the calves of your legs.• Shoes polished.• Women should avoid excessive jewelry; men should refrain from
wearing earrings.• No missing buttons, crooked ties or lint.• Remember, during lunch, dinner, or social functions with a
potential employer, you are still in the interviewing process so beon your very best behavior.
CDC RESOURCES• Effective Interviewing• The Interview Kit• Naked At the Interview• New Dress For Success• Help! My Job Interview is Tomorrow• The Smart Women’s Guide to Interviewing and Salary
Negotiation• Sweaty Palms—The Neglected Art of Being Interviewed• Behavior-Based Interviewing• Power Etiquette: What You Don’t Know Can Kill You• Best Answers to the 201 Most Frequently Asked Interview
Questions• The Everything Job Interview Book• Knock ‘em Dead• Job Interviews That Mean Business• Ace the Technical Interview• Job Interview Almanac• Killer Interviews
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Below are some criteria you may want to consider when evaluatingyour offer. Use the Evaluating Job Offers worksheet on page 54 to writedown and rank your criteria for one or more offers.
Work/Lifestyle ValuesBefore accepting a job offer, review what is important and fulfilling
to you about work. What values do you hold that you want to carry overto the work arena? Also consider how you like to work and what youwould like in a work environment?
Industry/OrganizationBefore accepting a job offer, research the financial stability, growth,
and trends of the industry and organization. Has the company gonethrough significant layoffs lately? How does the company’s financialstability look now? What is their policy if more layoffs are needed? Ifthe company is a start up, are they confident in their financial backingpast the initial phase? If there are any concerns, address them with theorganization contact, before accepting the offer. Resources forresearching organizations can be found in the Career Resource Libraryand on the CDC Links website, under “ResearchingOrganizations/Salary”, at cardinalcareers.stanford.edu/links/.
JobWhen you receive a job offer, it is good to review the responsibilities
and daily activities of the position. You may have learned more aboutthe position while going through the interview process and it is important to evaluate this information.
Your Next StepAfter evaluating all aspects of the industry and position to determine
your “fit” with the job, your next step is to evaluate your entire job offerto determine if you need or want to negotiate. Usually negotiations aredone with the Human Resources representative you have been working with, but occasionally they are done directly with your manager.If you are unsure, you can ask.
SALARY NEGOTIATIONThe Organization’s Perspective
Salary doesn’t necessarily correlate with the value you add or thecontribution you make to society. It’s simply the amount the market willbear to purchase your services, which include your skills, expertise,knowledge, and special talents.
Most organizations, both large and small, establish salary rangesfor every position based on standards and general practices for thefield. It’s in the organization’s best interest to hire you for fair marketvalue for several reasons. First, the hiring process can be long andexpensive. It would be inefficient for an organization to make low offersonly to be rejected and have to begin the recruiting process all overagain. Second, organizations want to hire and retain good employees.It’s unproductive to pay you less than other employers.
Organizations determine where an employee falls in the salary rangebased on experience and special expertise or knowledge. Therefore, arecent college graduate hired for an entry-level position with limited experience will be paid somewhere between the low- to mid-range,reserving the midpoint salaries for more experienced individuals.
The What, Why, and When of Salary NegotiationWhat Is It?
Salary negotiation is the process of reaching an agreement on what
an organization will pay for your skills, knowledge and experience.Contrary to popular belief, this is not an adversarial process. It is inboth the organization’s and your best interest to come to a mutuallybeneficial agreement.
Why or Why Not Negotiate?The only reason to negotiate is to get fair market value for your
skills, experience and knowledge. Therefore, it is unwise to negotiatefor negotiation’s sake. For example, sometimes job seekers think a hiring manager expects them to negotiate, or that salaries should benegotiated as a general principle. Although organizations respectemployees who can articulate the value they add, recent grads (or anyone else) can quickly alienate potential employers if they are inappropriate and over zealous in their approach to negotiating theirsalary to “get a fair deal.”
When Should You Negotiate?Two things need to happen before you negotiate. First, begin
discussing salary only after you have a received a formal offer, preferablyin writing (refer to the Frequently Asked Questions section for what tosay if asked the “money” question before a formal offer.) Initiating a discussion regarding salary before this point could eliminate you prematurely from hiring consideration. Second, negotiate only after youhave evaluated the entire job offer package and researched what themarket will pay for your services in this field. This research will provideyou with the evidence you need to determine if the salary offered isreasonable or whether you should make a case for a higher salary. The fact that your friend has received a higher salary for a similar job at a different company is insufficient data for negotiation purposes.Additionally, some companies that can’t offer a higher salary may try to offset this by offering other “perks” such as extra vacation days.Although you may still choose to negotiate your salary, be familiar withyour entire job offer before approaching an organization.
The Salary Negotiation ProcessBefore Negotiating
When you receive a job offer you can either: accept it, reject it ornegotiate for something else. If you decide to negotiate for somethingelse, you need to know three things before you begin: 1) your marketvalue; 2) what you want; and 3) the job.
1) KNOW YOUR MARKET VALUEYour success in negotiating a higher compensation package(and the only reason you should be negotiating) is contingenton data you have which suggests your market value is higherthan that reflected in the offer. To determine your market value,review some of the resources in the CDC Career ResourceLibrary, and the salary links in the CDC Links website, cardinalcareers. stanford.edu/links. Often new college grads don’thave the experience or expertise to warrant a higher salary.However, there are exceptions. Here are some salary negotiation “positions of strength” for new college grads:
• You have gained relevant work experience through internshipsor summer jobs which positively impacts your ability to do thejob.
• You have a particular technical expertise which is in highdemand.
• You have an advanced degree in a specific and sought-afterarea of expertise.
• You have a written offer from another company that states ahigher salary.
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2) KNOW WHAT YOU WANTIn addition to knowing your market value, you also need toknow what you want and where you are willing to compromise.Salary is only one part of a total compensation package. Apackage might include any of the following:
• base salary• stock or stock options• 401(k) or other retirement type plans• medical, dental, and vision benefits• life insurance, accidental death insurance and disability
benefits• signing bonus• bonuses based on performance and/or profit sharing• vacation time and/or sabbaticals• education reimbursement• relocation costs• extras such as commuting allowance or company car, health
club membership, technical equipment, pretax dollars for childor elder care
For some organizations the above items are not negotiableand the salary may be in a fixed classification scale. However,other organizations may be willing to negotiate on salary,bonuses, stock options, date of salary review, relocation costsor extras.
During the process of evaluating job offers, some of theseelements may not seem as important as annual income, butthey can make a big difference to you in the long run. Forexample, compare one offer of $35K, plus medical benefits(only) from an organization located in San Francisco, andanother offer in Ann Arbor, Michigan for $28K, plus full medicalbenefits (including dental and vision) and a salary review withinsix months. In order to evaluate these offers you need to consider all their elements, including cost of living expenses forthe two areas and anticipated out-of-pocket costs for things notcovered. You need to do a cost/benefit analysis to determinewhich is the best opportunity for you. Also, ask your hiring contact any questions you have about the benefits packagebefore you make a decision.
3) KNOW THE JOBBefore you start negotiating, you want to be clear on how yourskills benefit the organization. This can be difficult to assess ifyou don’t have a great deal of work experience. However, hereis a technique which might help. Try to identify the needs ofeach person who interviews you and how you are a solution totheir problems/challenges. Then, when you’re negotiating, youhave specific data about how you will add value. You will beable to confidently state that you are worth $5K more becauseof your ability to create specific software, design the new manual, or write the necessary grant proposal.
What to Say and Do During a NegotiationSTEP 1: RECEIVE THE OFFERThank the person who extended the offer and express enthusiasm
for the position. Then reiterate how important this decision is for youand ask for some time to think it over in order to make a good decision.If it is a verbal offer only, ask when you can expect to receive the offerin writing.
STEP 2: EVALUATE THE OFFERIf you have any questions about benefits, etc., ask your contact
person to whom you should direct your questions for clarification.
Evaluate the compensation package based on the elements listed inthe Know What You Want section. Identify several backup optionsshould your first request be denied.
STEP 3: NEGOTIATEAfter evaluating and researching the offer, you are ready to
negotiate. The important aspects during this phase are to: ask questionsabout how the salary was determined, be realistic about what youwant, state your evidence clearly and succinctly for why you feel yoursalary should be higher, then listen.
Here is a sample script for the negotiation process:Student: “I want to say again how extremely pleased I am tohave the opportunity to work with you and this organization.However, I would like to discuss the compensation, as it is lessthan I had expected.”Company: “What did you have in mind?”Student: “First, I’d like to know how your organization structuressalary ranges to understand how this salary was determined. Iwant this to work for both of us.”Listen to the response. Student: “I understand the organization prefers to bring recentcollege graduates in at the lower end of the range for this positionbecause they typically lack the experience which warrants a higher salary. However, I feel my three years of summer internshipexperience within this industry plus my leading edge technicalskills warrant a higher salary.” (If you have other hard salary datafrom your research, diplomatically mention it here.)
If the compensation is not negotiable, you have a decision to makebased on the current offer, or you may suggest the next option fromyour backup plan (such as a higher signing bonus, if applicable, orearly performance review,) then move on to any other part of the joboffer that you would like to negotiate.
Other Elements to NegotiateWhile salary is the most negotiated aspect of the job offer, there
are other elements to evaluate and possibly negotiate. It may be thatyou have vacation plans that cannot be changed. Negotiating yourstart date or extra time off to take this vacation could be very important.If your commute is going to be long, negotiating for telecommuting(working from home) for one or more days a week could save youcommuting expenses and relieve stress associated with long commutes. Be creative in your negotiation process. Salary is important, but there are other elements of the job offer that can benegotiated as well.
Accepting and Rejecting OffersIf you and the company have come to a mutually satisfying
agreement, ask for something in writing that reflects your mutualunderstanding. This usually will be in the form of an amended offerletter. When returning the amended offer letter, it is good to include ashort job acceptance letter. A sample is included in this publication,as well as in many of the resources in the CDC Career ResourceLibrary.
If you can not reach a mutually satisfying agreement, or do, but have other offers you need to reject or withdraw from, a formalwritten letter or email should be sent to the hiring contact. This mayalso be done after a personal call to the contact at the company,depending on how you have been communicating with themthroughout the hiring process. Sample job offer rejection letters and a withdrawal from consideration letter are included in this publication, as well as in many of the resources in the CDC CareerResource Library.
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Q: What do I say if asked for my salary requirements beforethe organization makes a formal offer?
A: The rule of thumb is that you want the company to mention asalary amount first. You want to avoid discussing your specificrequirements until a formal offer has been made. If you areasked about salary, reply with, “If it’s okay with you, I’d like to setthat question aside for now and focus on the content of the work.I’m interested in knowing more about the specific duties andresponsibilities of the job.” If the hiring manager insists, you mightsay something like, “I assume a range has been establishedfor this position and wonder what the organization had inmind?” or “A salary competitive for this position and industry.”
Q: What do I do if all my requests are rejected in the negotiation process?
A: Your decision to accept or reject the offer must then be basedon the original offer.
Q: How committed am I to a job offer I have accepted, if abetter offer comes along?
A: First, if you are unsure about accepting a job offer, it is betterto negotiate for more time to make your decision, than toaccept the offer prematurely and later rescind your acceptance.Second, it is important to honor your commitment once you’vemade it; backing out of the agreement is highly unprofessionaland might later reflect negatively on you in your chosen field.Another consideration should be the job offer contract. If youwere given a signing bonus, examine the contract for clausesthat state you must pay back the full signing bonus if you leavethe organization before the stated duration. The signing bonusamount that you receive will be the total amount, minus taxes, butthe amount you must repay will be the full amount of the bonus.
Q: How do I request an offer in writing?A: If a verbal offer is made, a response could be, “I’m very excited
about the opportunity to work for you and this organization.Since this is such a significant decision for both of us, I’d bemore comfortable if the offer was formalized in writing and Icould look it over.”
Q: What if I don’t understand something on the employmentoffer letter?
A: Companies are usually happy to clarify or answer any questions about the job offer. Students may also seek legaladvice regarding binding job offers or other professional commitments through ASSU Legal Counseling Office forStudents at (650) 723-3381.
CDC RESOURCESCDC Career Resource Library
The CDC Career Resource Library has numerous books and materials relating to salary research and the job offer negotiationprocess. Feel free to stop by and utilize our collection, or look online toreview the titles, cardinalcareers.stanford.edu/crc/.
CDC LinksThe CDC Links website connects to salary information in a wide
variety of career fields. Click on “Researching Organizations/Salary”when you go to the links page, cardinalcareers.stanford.edu/links/.
WHEN YOU RECEIVE AN OFFERMany of you reading this may be in the job-offer-and-acceptance
stage of your job search, or soon will be. While the process of interviewing, weighing pros and cons, and accepting a job offer may be exhilarating, it can also create anxiety and a certain amount of confusion. We offer these brief guidelines in response to common concerns students have shared with us.
Students and employers have a joint responsibility when acceptingor extending a job offer. We encourage recruiters to abide by the ethicalstandards noted in the National Association of Colleges and Employersguidelines, which state that employers “will refrain from any practicethat improperly influences and affects job acceptances...includingundue time pressure for acceptance of employment offers.” Similarly,we encourage students to observe ethical practices as well and we recommend the following code of conduct.
• You should not accept an offer if you want to continue interviewingwith other organizations. If you DO accept an offer, you havemade a commitment to that employer and it is your ethicalresponsibility to discontinue interviewing with other employers.After you accept an offer, you are no longer eligible to continueinterviewing through the CDC’s Cardinal Recruiting Program.
• If you accept an offer, and later another offer which you prefer isextended to you, remember that you have made a significant personal commitment to the first employer and that you shouldhonor that commitment. If you are unsure about accepting a job offer, it is better to negotiate for more time to make your decision, than to accept the offer prematurely and later rescindyour acceptance. Such conduct is highly unprofessional. If thisreasoning seems harsh, consider the reverse: an employer offersyou a job and later a stronger candidate comes along; theemployer calls you and says s/he is withdrawing his/her originaloffer to you. The process runs smoothly only when all partiesobserve the rules of common courtesy and professional behavior.
The staff at the CDC recognize that juggling job offers and employerdeadlines can be daunting. Since each student’s situation is unique, the staff encourages students who have questions or concerns (e.g.,accepting an offer, multiple offers, negotiating for time or additional compensation, etc.) to make an appointment with one of our counselors.If time is of the essence, we suggest a same-day (15 minute) appointment. Longer appointments (45 minutes) are also available but usually require a waiting period of 1-2 weeks. Call the CDCAppointment Desk (725-1789) to set up an appointment. Students whoseek legal advice regarding binding job offers or other professionalcommitments may contact the ASSU Legal Office at 723-3381.
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EVALUATING JOB OFFERS1. Record your criteria for a fulfilling job in the left hand column. Consider criteria such as your top values, interests, skills, work style, and work
environment preferences.2. Fill in Job Option 1 and 2 with two job offers you are considering, if applicable.3. Rank the degree to which your criteria are fulfilled by each option.
Use a scale of 1-5 with 1 being low and 5 being high.
How confident am I that I can succeed with this job? ________ ________
How well does this position fit with my longer term goals? ________ ________
Totals ________ ________
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Dear Mr. Smith,
Thank you for your employment offer to be anAssistant Director with XYZ, Inc. Unfortunately, Iam writing to inform you that I am unable to acceptthe offer. After evaluating all opportunities availableto me for the best fit at this point in my career, I havedecided to accept another position in a differentfield.
I truly enjoyed meeting and speaking with you andother representatives from Score and learning firsthand about your experiences. Best wishes for the continued success of XYZ, Inc.
Thank you again for your consideration.
Sincerely,
Laura Craft
SAMPLE JOB OFFER REJECTION LETTERS
Dear Michelle,
I hope this email finds you well. I am writing toinform you that I will unfortunately not be acceptingthe generous offer of Management Trainee, fromABC. I really appreciate the care and friendlinessextended to me during this time. Foremost, I amgrateful that ABC granted me an extension so that Icould fully consider my options. At this time, I feelthat ABC is not the best fit for me. It was anextremely tough decision for me to make, as evidentin my request for a month long extension. I againwant to thank you and everyone else at ABC for thisgreat opportunity and for your help and supportthrough this time period.
Sincerely,
Irwin Jones
Dear Mr. Cline,
I enjoyed meeting with you and your colleagues lastweek regarding the position of Assistant Researcher.Thank you for you time and consideration duringthis process.
While I am not sure where you are in the hiringprocess, I wanted to let you know that I would like towithdraw my application from consideration for thisposition. I have accepted a similar position at anotherorganization.
Thank you again for you consideration and best ofluck in your search.
Sincerely,
Anne Green
SAMPLE WITHDRAWAL FROM CONSIDERATION LETTER
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Dear Mr. Smith,
It is with great excitement that I accept the offer for the position of Legal Assistant. I have included the signed offerletter.
I have been communicating with the relocation company andam currently in the process of moving to Seattle. I expect tobe settled in by the end of the month and ready to start inearly August.
I will contact you as my start date approaches. Please feelfree to contact me if you have any questions. I look forwardto my new position at LMN.
Sincerely,
Mary Barton
SAMPLE JOB ACCEPTANCE LETTERS
Dear Jane,
Thank you for your employment offer for the position ofProgram Coordinator. I would like to reconfirm my acceptance of this position. I look forward to joining theZZZ and am confident in the contributions I will make toyour organization. I am excited to apply my passion andskills to this position.
Per our phone conversation, I will start work on Monday,August 22nd. I will be out of town until mid-July but can bereached by cell phone, (555) 465-1834. Thank you again forthis opportunity.
Sincerely,
Jesse Lewis
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YOUR NEW JOBSupervisor
During the first year in any new experience, the “learning curve” willbe great. While yearly or bi-yearly performance reviews are standard in many organizations, it is up to the individual to actively seek outfeedback about their performance. Communicate with your supervisorfrom the beginning that you want to learn and grow with your positionand therefore are actively seeking feedback from him or her. While youdon’t need to discuss your progress each time you meet with yoursupervisor, it doesn’t hurt to bring the subject up every few months.
While you were hired because your skills matched the position, you aren’t expected to know everything immediately. Keep open communication with your supervisor, asking for clarification when aresponsibility in your job is unclear. Establish with your supervisor whatexpectations he or she has of you. When you make a mistake, are criticizedor embarrassed in the workplace, listen to any feedback provided byyour supervisor. Take responsibility and set goals to address your challenges, keeping a positive attitude. Discuss with your supervisor whatyou will do differently next time and how you are working on improvingthe “weak” area. If the situation was not “your fault,” don’t complain orhave a negative attitude. It will not help you in your career path.Alternately, if you are bored by the projects given to you, do not complainto your supervisor; rather, ask for more “challenging” assignments,identifying which skills you would like to utilize more effectively.
To communicate most effectively with your supervisor, discuss the logistics. Should you meet regularly or is email correspondencesufficient? How much does your supervisor want to know about yourgiven responsibilities? Do you need to provide a status report or onlythe final product? What kind of supervisor do you want?Communicating your needs will also be helpful for the supervisor.
Finding a MentorSome organizations have mentoring programs already established
with in their organization, while others encourage their newer employeesbut don’t have any official process for mentoring. This doesn’t mean youcan’t have a mentor, it just means you have to seek one out for yourself.The first step in finding a mentor is to determine what your goals are inhaving a mentor. What would you like to learn? What direction wouldyou like your career to lead? What qualities do you admire and wouldlike to embody yourself? If you can’t answer these questions at thispoint in time, think about areas in which you aren’t the strongest andlook for a mentor who can help you grow in those areas.
Think creatively when looking for a mentor. It isn’t always the CEO or supervisor that makes the best mentor. An experienced co-worker can also provide you with excellent growth potential. Look fora personality fit as well as a career goal match. Also, make sure thatthe person you have in mind has time for you in return. Although bothparties may have the best intentions in mind, if you or your potentialmentor is too busy for a meaningful relationship, you may need torethink your choice of mentor or your timing.
Once you have decided on a potential mentor, set up a meetingwith that person to discuss why you would like them to be your mentor,the qualities they have, and your goals for wanting a mentor. Also, discuss the time commitment you have in mind for that person. If they
agree, set up regular meeting’s, shadowing opportunities and goals to work towards over a designated time period. Re-evaluate the relationship at regular intervals to make sure it is fulfilling and effectivefor both you and your mentor.
Training and Professional DevelopmentSome organizations have structured training programs for new
employees, while others do not, although most organizations provide forsome type of orientation that can include training. Structured training programs are found primarily in organizations that have large groups ofnew employees starting at the same time. It does not make the organization“better” than one that does not. If your organization does not provide apre-set training program, evaluate with your supervisor where you needmore information and create your own individualized training program.
At the start of your new position, investigate what professionaldevelopment opportunities exist for employees and when they areavailable. If free workshops or seminars exist at your organization, goto them! If a stipend is given for professional development, investigateopportunities, create a budget and discuss the opportunities with yoursupervisor. If money is allotted on a case-by-case basis, discuss opportunities and costs to see what might be possible.
Co-WorkersAs a student you are trained to examine and question information
put in front of you. While this is an excellent trait, as a new workeryou may want to observe your co-workers and learn from them firstbefore immediately questioning or critiquing. Observing and learningfrom co-workers can be one of the best ways to grow and succeed inyour field. They have a wealth of experience and knowledge to share.Learn the group dynamics of your co-workers to determine if thegroup would welcome your immediate comments, or may need a little more time to “warm up” to you. Set forth a positive attitude, and volunteer for group projects above and beyond your regularresponsibilities. This will allow you to work with more co-workers andsets the tone of you as a “team player.” Get involved in other groupopportunities if offered by your organization, such as sport or hobbygroups, exercise, health education, or public service. Also, invite co-workers to have coffee, or lunch, or go for a mid-afternoon break.You don’t have to wait to be asked.
Then there is, of course, office common courtesy. In September2000, MJN Consulting released results of a survey they conducted on“Top 10 Things Co-Workers Do That Drive You Crazy!” They are:
1. Not returning phone calls, voicemail, email or pages on time.2. Using the last piece of paper in the printer or copier and not
filling it up again.3. Poor meeting etiquette: showing up late to meetings, answering
cell phones, pagers beeping.4. Making a mess of the microwave and not cleaning it up.5. Setting the copy machine for special copy features and not
setting it back.6. Co-workers cruising the office, instead of working.7. Clogging the email system with long messages, jokes and
downloads.8. “Borrowing” co-workers’ office supplies and not returning them.9. Taking the last cup of coffee and not making more.10. Playing the radio or CDs too loudly (or constantly).
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Work PoliciesIt’s easy as a student to know when and where to show up. Class
starts at 10 am and ends at 11 am. In many working environments youare paid monthly or bi-monthly, rather than by the hour. It can be confusingto figure out work time expectations. Start by asking what the standardwork hours are in the office. You may hear some surprising answers. Asupervisor may tell you that the rest of the company works 8 am - 5 pm,but particular department works 9 am - 6 pm. Observe and follow the leadof the workers around you. At other organizations, you work until your project is done, showing up and leaving on your own time schedule.
It is also good to know company and departmental policy abouttime off. Some organizations are very strict about using vacation or sicktime (how much and when) while others are much more flexible. Again, ask your supervisor for departmental policy and co-workers forunstated company policy for more information. Become familiar withthe policies for requesting vacation time, definition of sick time, andhow and who to notify if using sick time.
Other office policies to clarify: the use of personal email, “web surfing,” romantic relationships with co-workers, supervisors, or supervisees, and company credit card usage.
Company Culture Company culture can be difficult to navigate when first starting a
job. It takes time to know the “personality” of an organization anddepartment. While most navigate this process successfully, don’t worryif you make a company “faux pas.” It is all part of the learning process.Visible company culture is easy to pick up on; i.e., most communicationis done through email. Hidden company culture can take more time toabsorb; i.e., it is best to initiate a new idea by discussing it with a smallgroup of co-workers or supervisor before bringing it to the rest of thedepartment. Observe group dynamics to determine who holds the“power” in group meetings, as well as other roles. Understanding thecompany culture will be important when it comes time for your initiativeor project to move forward.
Time ManagementDepending on your position and organization, you may have
to learn new tools for time management. Your style of time management may or may not work for this company. You may not begiven the amount of time you would like to finish a certain project,or you may need to report back on the progress of a project whenyou have never been required to before. Many students find thattheir standard of “pulling all-nighters” doesn’t work in some environments. When given a new project, discuss with your supervisorhow much information they would like to know about the project as ithappens, if at all, and when they want it. This can help you plan outyour project and manage your time most effectively. Likewise, timemanagement of simple daily tasks such as email and phone callsmay become overwhelming. For example, you may be receivingupwards of 50 or more emails a day, 20 phone calls and trying tomeet a deadline. Test out what methods work best for you and create a strategy that will help you manage the constant communication flow in an office setting.
Stress ManagementJust as you sought out extra-curricular activities during your academics
to relieve stress, it is important to remember to do the same as youtransition to the work world. Identify activities, hobbies or interests thatcan help you “take your mind off of work.” Work does not necessarilyhave to be “bad” in order for it to be stressful. The excitement andamount of knowledge you gain from this new experience can cause“positive stress” which is still stress and needs to be released.
When It Is Time to Change JobsWhen starting a new job, you may find more challenges than
accomplishments. This is normal. Give yourself a year at an organization.It takes time to transition into a new environment with different policiesand personalities. If you leave before the one-year marker, you may“burn a bridge” with your current employer, because it takes a gooddeal of money to train and orient a new employee. Try to talk with your supervisor or co-workers about your challenges. Do your responsibilities need to be changed? Is your communication style effective? Try to pinpoint the challenges and work on them specifically.After one year, if you are still unhappy, evaluate “what went wrong.” If itis organizational or personality related, could you have identified thischallenge before taking the job? If yes, how will you investigate thesefactors when searching for a new job? If you have trouble pinpointingyour dissatisfaction, set up an appointment with a career counselor atthe Career Development Center. A counselor can help you identifywhat “didn’t fit” for you and the organization and discuss strategies toidentify and avoid this in future organizations.
ON YOUR OWNBudget
For some of you, this may be the first time you have had to supportyourself and live on your own. Familiarize yourself with how much younormally spend annually and how much you “should” spend given yourannual salary. Living on your own also creates new expenses you maynot have considered before, such as apartment insurance, commutingexpenses, and furnishing your new place “like an adult.” Utilize theworksheet at the end of this publication to determine what you regularlyspend and if you need to adjust it given your annual salary or otherfinancial goals.
A good way to stay out of debt and still have a comfortable lifestyleis to follow spending ratios when creating a budget. The followingguidelines provide suggestions on the percentage of your monthlysalary allocated to key expenses.
For example, to calculate your housing spending ratio, add up allyour housing costs for a month. This includes rent and insurance, butnot utilities. Divide it by your monthly income. The goal is to have yourhousing expenses be .28 (28 percent) or smaller. Since housing costsin certain geographic areas, such as the San Francisco Bay Area andNew York are very high, if your spending ratio is a few percentagepoints above 28, you’re OK. When it starts climbing over 45 percent,you should probably reevaluate where you live.
*Spending ratio information for college students and graduates suggested by Consolidated Credit Counseling Services
SavingsIt’s never too soon to start planning for the future, whether it be to
save for a new car, house, retirement or all three. Take the initiative tolearn as much about your personal finances as possible. Some organizations provide advice for their employees. There are also a
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Connecting with the Community As a student you were surrounded by people and opportunities
every day. Now that you are on your own, you may need to be proactivein connecting with others. Remember to keep up with activities youenjoy such as sports or other hobbies. Continue to take classesthrough extended education programs or professional developmentseminars. There are alumni clubs throughout the United States and inmany other countries that offer networking and social activities. To findthe alumni club nearest you, go to the Stanford Alumni Associationwebsite, stanfordalumni.org, and look under “Events, Reunions, and Clubs.”
Connect with current Stanford students by being on panels or participating in other programs through the Career DevelopmentCenter. There are opportunities to speak on panels, be a mentor, talk
with students individually or have your career profiled on the CDC website. Contact Marlene Scherer Stern, [email protected], formore information.
CDC RESOURCESThe Career Resource Library has a variety of books and materials
on transitioning from student to professional, finding and working with amentor and other workplace issues you may come across. Below is aselection of materials related to “Life After Stanford.” To browse our full collection, go to the Career Resource Library database, careerservices.stanford.edu/crc, or come in to use our resources.
• Backpack to Briefcase: Steps to a Successful Career• How to Network and Select a Mentor• Life After School. Explained.: The Definitive Reference Guide• Reality 101: The Ultimate Guide to Life After College• Life After Graduation: Financial Advice and Money Saving Tips• Handling Diversity in the Workplace: Communication is the Key
BUSINESS ANALYSIS/CONSULTANCY
CONTRACTING & PROCUREMENTFINANCE
HUMAN RESOURCESINFORMATION TECHNOLOGY
SALES & MARKETINGSUPPLY & DISTRIBUTION
TRADINGGEOLOGY/GEOPHYSICS
PETROPHYSICSPRODUCTION TECHNOLOGY
PRODUCT/PROCESS RESEARCHENGINEERING:
RESERVOIR/PETROLEUMWELL
PRODUCTIONPROCESS
ASSET MAINTENANCEPROJECT/FACILITIES
DISCIPLINE
See itHow far a career with
Shell could take you
Respecting opinions. Sharingideas. Improving communication.For Shell, these aren’t just nicethings to achieve, but vitalelements in our bottom-linebusiness strategy.
It’s about acting as an integratedteam and behaving in ways thatbenefit the business as a whole.Like everyone at Shell, you’ll value different people’s input andalways consider how your actionsimpact on others.
So if you’d like to be part of acollaborative culture, get togetherwith Shell. You can make youronline application right now – justvisit our careers website.Shell is an Equal Opportunity Employer
www.shell.com/careers
We’re much more than a credit card company. Think auto loans,banking, home loans and healthcare finance. Now, imagine anenvironment spurred by growth – where challenge is the norm.Where you’ll make meaningful business decisions from day one.
Learn more, do more, achieve more – and always be rewardedfor it! Are you a student pursuing a quantitative degree such asAccounting, Economics, Engineering or Finance? Then discoverBusiness Analyst opportunities at Capital One.
capitalone.com/careersWe are an equal opportunity employer committed to diversity in the workplace. We promote a drug-free work environment.
Auto Loans | Banking | Credit Cards | Healthcare Finance | Home Loans | Personal Loans | Savings | Small Business
The satisfaction, responsibility and rewards you’ve been looking for!
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BUDGET WORKSHEET
cardinalcareers.stanford.edu 6 1
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The following is a selection of cities where manygraduating students accept offers. The cost of livingindex is based on the composite price of groceries,housing, utilities, transportation, health care, clothingand entertainment in each city listed. Use the calculation to compare salaries in different cities. Forfurther information about the data below, please referto http://www.bestplaces.net/html/col1.asp.
To compare information from other sources, referto these Web sites:
Salary Comparison EquationCity #1 x Salary = $_______City #2
What is the San Diego equivalent of a $40,000 salary in Orlando?
San Diego 157 x $40,000 = $57,120Orlando 110
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CAREER DEVELOPMENT CENTERRESOURCESCardinal Careers
Register with Cardinal Careers, the Career Development Center’s (CDC) on-line employment service at https://cdc-secure.stanford.edu/login and receive:
• Job listings—jobs specifically for alumni and jobs from targetedcompanies.
• Electronic newsletters and updates about upcoming events, jobopportunities, CDC resources, tips and advice from our team ofcareer counselors, and other useful information.
Career Counseling ServicesAlumni who are within their first year after graduation are eligible for
career counseling appointments at no cost. Other alumni are entitled toa maximum of four career counseling appointments per year at a costof $75 per appointment. Call (650) 725-1789 to make an appointment.Go to cardinalcareers.stanford.edu/alumni/counseling.htm for moreinformation about this service.
Career Resource LibraryAn extensive collection of resources is available to help you explore
career options, research employers, and enhance your job searchskills. Search cardinalcareers.stanford.edu/crc/ for a complete list ofresources. The Career Resource Library is open weekdays 9 am -noon, 1 pm - 5 pm, Thursdays until 6 pm.
Job Search Workshops and PanelsAll programs are open to alumni with the exception of the
assessment workshops which are only open to alumni within their first year of graduation. View the current CDC Calendar of Events atcardinalcareers.stanford.edu/calendar/.
Reference File ServiceThe CDC stores and forwards letters of reference and resumes
to employers or academic institutions upon request. Go to https://cdc-secure.stanford.edu/reference, and click on the link,“Learn more about the Reference File Service.”
STANFORD ALUMNI ASSOCIATIONCAREER RESOURCES
The Stanford Alumni Association has a number of career resourceslisted at stanfordalumni.org/career/home.html including:
Solar NetworkThis list is your forum for exchanging career and business
information with Stanford alumni.
Stanford Career Network (SCN)SCN puts you in touch with over 8,000 alumni available for
informational interviews and career advice. Visit stanfordalumni.org/scn.
InCircleNewest online personal and professional community providing you
the opportunity to network in an informal environment. Visitincircle.stanfordalumni.org.
CONNECTING WITH STANFORD STUDENTSPosting jobs/internships
If you’re interested in our free service for posting internships, part-time or permanent jobs to hire Stanford students or alumni, go to cardinalcareers.stanford.edu/employers/post_jobs.html.
Cardinal RecruitingIf you wish to recruit students on-campus through the CDC’s
Cardinal Recruiting Program, go to cardinalcareers.stanford.edu/employers/.
Resume ServicePurchase resumes of students and alumni by visiting
Stanford Career Network (SCN)Volunteer to serve as a contact to students and alumni for
informational interviews and networking by visiting www.stanfordalumni.org/scn.
Shadow ProgramVolunteer to be part of a large multicultural database of professionals
working in a wide range of career fields who are willing to sponsor students to spend a day observing, or “shadowing” them as they workat cardinalcareers.stanford.edu/shadow.
Profiles of SuccessJoin the alumni volunteers in this database who share their stories
of how they decided to choose their major, how they decided whatcareer to pursue and how their careers evolved. Samples of these profiles can be found at cardinalcareers.stanford.edu/majors/ profiles/default.htm.
To enteryour own profile go to cardinalcareers.stanford.edu/majors/profiles/submit/.
Stanford Alumni Mentoring ProgramVolunteer for this university-wide mentoring program that connects
you to undergraduate students in a long-term, one-on-one mentoringrelationships for career guidance, advice, and advocacy. Help studentsdevelop their goals and gain a realistic perspective on life beyondStanford. mentoring.stanford.edu.
Volunteer ClearinghouseLearn about more volunteer opportunities at Stanford at
• U.S. Navy . . . . . . . . . . . . . . . . . . . .Inside Back Cover
Career Recruitment Media and Stanford Universitywish to thank the above participating sponsors
for making this publication available to students.
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E-mail your resume to: [email protected] or fax: 310-336-7933 or mail: TheAerospace Corporation, Human Resources, Professional Placement,M3/050, P.O. Box 92957, Dept. ZJ9-0523, Los Angeles, CA 90009-2957.Equal Opportunity Employer.
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Opportunities also exist in the Washington, DC area. Fax: 703-633-5012.Co
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