Wonder Woman at Work: The Mixed Messages Society Tells Young Women

by Lee Desser

On my winding bus ride to work, I often stare out the window and tune into podcasts. This morning I was listening to the TED Radio Hour featuring a session called, “Disruptive Leadership,” in which Sheryl Sandberg, the COO of Facebook, discusses the lack of women holding leadership roles in companies. Sheryl is well-known for her bestselling book Lean In, which encourages women to step up into senior leadership roles. She discusses the gender bias experienced by women and how girls avoid positions of power in order to avoid being called bossy. The b word.

This brought me back to 2013. At the time I had just finished my master’s in postsecondary administration and was temping at a large, public, research institution. Full disclosure: I was having a really tough time living in one of the most expensive areas of the United States without job security. My goal was to land a full-time position in academic advising or career services. I had been getting called for interviews, but that “permanent” position evaded me. Was it the lack of experience? I had gone straight from college to graduate school. Could it be my age? In meetings with graduate advisers on campus I was the youngest one in the room by at least 10 years. Or maybe—perhaps most disheartening of all—was it me, my personality, my disposition? I wanted feedback. I needed it.

That day eventually came. A director on campus who had been part of a hiring committee for a position for which I had just interviewed was kind and courageous enough to provide me with some honest input. She sat me down in her office and had a few suggestions. Thanks to the rise of long-term e-mail storage and my obsessive cataloging, I wrote her ideas down: “Present an advising example or challenge with a mutually beneficial solution,” she said. “That seems like a no brainer! I can do that,” I thought. “Think deeper about examples and expand.” Will do. Check! Then came the suggestion that haunts me to this day and perhaps speaks to what I considered, at the time, a failure not only in terms of the interview, but of my womanhood: “Present a more welcoming, nurturing side.” Ooh burn.

I remember I cried in her office that day and, as appreciative as I was of the feedback, it hurt really badly. I felt like I had been told all my life that women need to step it up, have to be assertive to get what they want. And then I did that and this happens. For years afterwards, I worked on “lightening up,” “softening” and through facing some challenging times, I think—at least in some ways—it worked.

When I heard Facebook’s Sandberg say that girls don’t want to be called bossy and that they are encouraged to put their hands down, to let boys lead, I remembered this conversation I had with the director. Have I been wasting all this time lightening up when I should have been stepping it up? Sandberg seems to think so.

I realize now that, rather than hearing her feedback as an acknowledgement of my own personal failings as a woman, I should have instead considered alternate opportunities. Why was I so quick to become deeply self-conscious at one suggestion by one well-meaning professional? These mixed messages for women to both assert themselves and also nurture others are confusing and difficult to navigate and yet, happen all of the time. How assertive is too assertive in higher education? What about in student affairs? Is it different? 

Lee Desser

Lee Desser, Career Advisor, University of California, San Diego
LinkedIn: https://www.linkedin.com/in/lmdesser

NACE17 Is a Success Because of NACE Members

by Kathleen Powell

Whether or not you attended NACE17, it’s clear NACE members are our greatest asset! The message is clear, the capacity of our association is evident!

Yes, the conference is for the members. But, it’s because of the members we had 99 breakout sessions involving hundreds of you sharing your expertise with colleagues:

  • 60 members engaged with the Innovation Challenge,
  • 30 organizations participated in the Professional Achievement Showcase, and
  • 2,500 members gave of their time and talent to network, benchmark, and yes, dance!

And, due to the capacity of what you all bring to the table, the conference attracted colleagues, nearly 70, from 12 countries including sister organizations in Australia, Belgium, Canada, Japan, Mexico, New Zealand, the Philippines, Turkey, the United Emirates, and the United Kingdom. NACE truly has global expanse and our colleagues from around the world have interest in what we are doing as a profession and an association.

The annual conference doesn’t happen in a silo. Many committees come together to support the efforts of our profession.

The 12-member conference committee, with two co-chairs each representing both sides of NACE—college and employer—along with a board adviser and NACE staff adviser, vetted more than 425 proposals for the conference. It’s no easy task to cull through such talent and interest.

And, did you know committees work year round to bring you the best of contemporary thoughts and best practices? The Revised Principles Launch Task Force came together to determine the way forward for the new Principles for Ethical Professional Practice. Not only did the committee roll out the revised Principles at NACE17, but have developed a webinar for all NACE members to hear the context behind the revisions and how the revisions will impact decision making.

If you have interest in advocacy and what is top of mind for the profession, NACE17 offered a session legislative update from the field (scroll down to“Advisory Committee-Federal Update” on Facebook). The NACE Center for Career Development and Talent Acquisition is live on NACEWeb and points to public policy, legislation, and regulations. These are but a few examples of how our members come together to form the association we know as NACE.

One of the many highlights of the conference are the honors and awards that are bestowed on our members for their achievements in the profession. The Honors & Awards Committee, again, all members of NACE, reviewed 155 entries and selected finalists for this year’s eight Excellence Award Winners.

The point is simple. It is the members of our association that create a community of professional practice colleagues. Because of our members, NACE17 offered SmartTalks, Campfire Conversations, Solutions Labs, an Innovation Challenge. Our conference was achievable because of the NACE committees, task forces, mentors, ambassadors, writers, bloggers, presenters, event hosts, vendors, sponsors, and staff. Being one to get it done and the power of WE speaks to the collective work of NACE, our association, supporting our profession,n and the work of the many.

So, thank YOU for all you’ve done to make NACE17 a reality. And, start planning for NACE18, June 5 – 9, 2018, at the Hilton New Orleans in Riverside, Louisiana. The call for proposals is just around the corner. We are a creative bunch and I’m certain the programs won’t disappoint!

Kathleen Powell

Kathleen Powell, Assistant Vice President, Student Affairs, Executive Director of Career Development, Cohen Career Center, William & Mary
President, National Association of Colleges and Employers
Twitter: @powellka
LinkedIn: www.linkedin.com/in/kathleenipowell/

Career Colloquium for Physics Majors: Using Exploration to Increase Persistence

by Samantha McGurgan

As career counselor for the [California Polytechnic State University] College of Science and Math, I noticed a consistent theme in my appointments with physics majors. They like physics, are good at physics, but have no idea how it relates to their future career paths. This lack of a lock-step career path leaves many students feeling frustrated, overwhelmed, and directionless. Many times my first touch point with them is when they are in my office for a change of major appointment, seeking information about policy. They feel disconnected and isolated. They worry about how a degree in physics will help them in the future. And they want to switch to a more direct-to-career major, like engineering or business.

Change of major appointments are a great opportunity for career intervention. More often than not, after posing a few strategic counseling questions, it’s revealed that the inability to envision a clear career path is the issue. But what about the students that aren’t coming in?

When a physics faculty member shared with me that she was seeing similar themes in the classroom, we decided that together we could solve this problem. Combining her industry expertise and my career development knowledge, we crafted an exploration workshop embedded within the existing quarterly Physics Colloquium, designed to provide students with the opportunity to explore careers related to their major, identify areas of interest, and the means of connecting to alumni professionals in industry.

Here’s how we did it:

The 60-minute Career Colloquium workshop began with a think-pair-share discussion based on this prompt:

Why did you choose physics?

Students shared their answers with the larger group after a brief brainstorm, which we captured on the white board. The opportunity to process, share, and reflect on common interests served not only to create connection among participants, but also to remind them that they chose their major because it is interesting, uses critical thinking talent, and allows them to follow their intellectual curiosity since it is so broad (and to see that their peers did the same).

A brief lecture followed, detailing data from our university’s Graduate Status Report and the American Institute of Physics Career Pathways Project’s Careers Toolbox for Undergraduate Physics and their Mentors, and an overview/demo of each search tool to be used in the activity.

Activity:

We gave each student a stack of sticky notes, color coded to match the categories below, with instruction to write down their findings on them (1 item per note):

  1. Identify three fields of interest that relate to physics using “What Can I Do with My Major?” website
  2. Identify three job titles of interest that relate to your major using O*NET Online
  3. Identify three professional alumni to reach out to for an informational interview using the LinkedIn alumni tool

Outcomes:

Once they had filled out all nine sticky notes, they arranged them on the whiteboard, separated by color category, then clustered together by likeness. Without prompting, they quietly gathered together to evaluate their findings. And then:

“Who else wants to work at ____ ?”

“I’d never heard of ____ before. Can you tell me more about that company?”

“Who wants to meet _____? I know her—let me give you her e-mail.”

Our students left the workshop feeling inspired, motivated, and validated that they had made a positive career decision when choosing to study physics. Most importantly, they left with tools to further their exploration and a means to connect with professionals going forward.

Our dream is to provide a workshop like this for all science and math majors. How have you encouraged science majors to explore careers within their major?

Samantha McGurgan

Samantha McGurgan, Career Counselor, California Polytechnic State University, Cuesta College, San Luis Obispo
LinkedIn: https://www.linkedin.com/in/samanthamcgurgan/

That’s Why I Gave my 4-Year-Old Son an Internship

by Joe Hayes

If you’re a parent you know summer is a double-edge sword. On the bright side, there are endless summer activities to keep occupied: from attending festivals, participating in outdoor sports and movies, or simply hanging at the pool. But there’s also the dark side. School’s out, the kids are home all day and longer periods of daylight means later and longer bedtime routines. This disruption to routine can be tiresome and at minimum takes adjustment.

That’s why I gave my 4-year-old son an internship. Paid, I might add.

While admittedly my reasons for considering an internship were slightly selfish (OK, entirely), research shows that assuming the timing and quality of experiences are age appropriate, early is better when it comes to experiences. The earliness trend has been applied in different areas from college football coaches that are offering athletic scholarships to students in junior high to corporate recruiters that are offering college students full-time positions a couple of years in advance. So developing an age appropriate internship for my 4-year-old is not that far-fetched.

In defining this summer internship, I looked at the National Association of Colleges and Employers‘ (NACE) seven point test to make sure his internship was legit and educational.

 

  1. The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform. Off to a good start. My son just graduated from Pre-K. He learned kindness, numbers, the alphabet, music, art, and more. His summer internship will include many, if not all of these lessons from the past year. The work he will be contributing to the organization’s mission will be helpful, but at the same time will require supervision and won’t displace any workers. (Status: Check)
  2. The skills or knowledge learned must be transferable to other employment settings. I really can’t think of any employment setting that wouldn’t benefit from kind employees and knowledge of numbers. On top of this, exposure and an overall well-roundedness to the arts only creates a more diversified employee and thus a stronger work force. (Status: Check)
  3. The experience has a defined beginning and end, and a job description with desired qualifications. See position description below. (Status: Check)
  4. There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework. See position description below. (Status: Check)
  5. There is supervision by a professional with expertise and educational and/or professional background in the field of the experience. My wife and I are honored and excited to serve as internship supervisors. We were once in his shoes and are happy to provide our expertise in household duties and more so – applying critical Pre-K skills to a real world setting. We recognize that this internship will test the intern in new ways and may result in some setbacks along the way. And this leads directly to number 6: (Status: Check)
  6. There is routine feedback by the experienced supervisor.  As supervisors, we know feedback (positive and constructive) is critical to learning. For instance, it would be a disservice to let the intern apply too much water to plants and unknowingly over-water and kill them. Knowing the research on millennials and the need for feedback, we can only guess that this generation will have somewhat similar traits. While some companies incorporate once-a-year reviews (minimum) or daily “stand-ups,” we agreed to nightly story-time debriefs. We discuss what made the intern happy, what made the intern sad, and what the intern is looking forward to tomorrow. (Status: Check)
  7. There are resources, equipment, and facilities provided by the host employer that support learning objectives/goals. We are committed to making his internship experience top notch. We’ve made investments in the proper tools and equipment that will assist in his objectives such as a watering hose, crayons, sidewalk chalk, etc. In order for our internship to attract quality candidates, we’ve provided free housing, transportation, and a daily meal plan with plenty of snacks. We recognize that company culture is important and have made great efforts to demonstrate this through a casual dress environment (perhaps too casual), ice cream socials, annual day at the ballpark, and a work-from-home policy. Lastly, we recognize that there are other professionals that the intern can learn from so we plan on having aunts, uncles, and grandparents share their wisdom in a soon-to-be-named leadership development series. (Status: Check) 

joe hayes intern description

Disclaimer: Perhaps it goes without noting, but if it wasn’t already clear this light-hearted story was developed to shed light on the requirements of an internship and to bring attention to developing a structured internship with built in learning objectives. My son does not have an internship. He’s 4.

Joe HayesJoe Hayes, Assistant Director, Employer Relations & Internships, University of Nebraska at Omaha
Twitter: @_JosephHayes
LinkedIn: https://www.linkedin.com/in/josephhayes1

Practicing Self-Care at Work

by Tiffany Waddell Tate

If you’re like me, you may often wonder: are we living the values we encourage our students and colleagues to live?  When we are in career coaching sessions, workshops, and meetings charging others to show up with intention, work hard, and also integrate strategies into daily practice to promote wellness… are we living examples of what that looks like?  Part of my role in the career center includes managing an awesome group of student staff who assist with the front-of-house office operations and client engagement strategy.  For some, this is their first job, and they are constantly juggling academic and co-curricular expectations alongside it.  It’s important to me that they each show up with intention each day—but also have a safe space to explore what it means to develop professional competencies and balance multiple expectations even when their days are full, knowing that it will not always work out perfectly, but the goal is to learn and grow along the way.

When one of them asked me recently if I ever “unplug,” I was taken aback by the question.  As a recovering “workaholic” or someone who takes a great deal of ownership and responsibility in seeing projects through (whether for pay, volunteer, or fun!) while being a quality teammate—the concept of self-care seemed a selfish one earlier in my career.  Over time, I learned that not actively addressing it could impact professional outcomes and have negative health implications as well.  Particularly in a profession where interpersonal engagement is a large part of the work, taking care of self ensures your ability to adequately and healthily support others.  As a relatively new mom, I have also been forced to recalibrate how I use literally every hour of the day to ensure that I am fully engaged both professionally and personally.  I have thought a lot about what balance could or should look like in the next phase of my career as I continue to take on more leadership. It’s imperative to take time to consider these things, or burnout is inevitable. For many, that may be easier said that done if you have always been successful juggling many different priorities without a tiny human, partner, or aging parent depending on you at the same time.  As I seek to continue to lead and inspire, how I show up and live my values is critical to how I create space for others to do the same.

Practicing self-care at work is crucial to maximizing productivity, focus, and promoting a culture of overall wellness. Here are a few strategies that I employ in my day to day to actively practice self-care at work:

Water, Water, Everywhere.  I love water. I have found, though, that if i’m not careful—I could go hours or even a whole day without drinking enough of it! When my calendar is stacked with back-to-back meetings and no built-in breaks, I have even been known to forget to eat. Terrible, right? One trick I’ve found is to find a large water bottle or cup (24-36 oz.) and fill it up at the beginning of the day. That way, even if I have limited transition time between coaching sessions or other meetings, my water is handy to sip throughout the day and i’m less likely to dehydrate. I especially love bottles with visible measurements so I can track my overall intake, too.

Take a Lap. What professional hasn’t seen articles on how awful sitting down for hours is for your body? A quick Internet search can provide you with a wealth of knowledge on the health implications of not getting enough movement throughout the day. I have some colleagues who take advantage of walking meetings (meetings on foot while walking around campus), but I have been known to take a quick lap around the main floor of the student union where I work in between meetings as time permits.  It provides a quick energy boost, a change of scenery, and a chance to see more friendly faces that I could go days or even weeks without seeing!

Peaceful Tunes. Prior to sharing an office space with another colleague, I regularly used an Internet radio platform like Pandora or Spotify to play “focus music.” Upbeat, but generally instrumental playlists were great for certain projects or work tasks when I wanted to focus in but still have ambient noise.  Now I pop out into flexible spaces if I need to focus in on a project or e-mail management with music sans headphones, and typically have a white noise machine blowing at all times to eliminate background noise or interruptions.

Phone a Friend. Lunch time is a great time to connect with friends or mentors you don’t have a chance to talk with during peak times in your life when time is simply limited. Scheduling phone or Skype time during lunch break is one way I try to be intentional about staying connected to those close to me, but also hold myself accountable for actually taking a lunch break away from my desk or work. This doesn’t happen often, but it’s always something to look forward to when planned ahead of time.

One and Done. Prioritizing tasks is vital when you want to accomplish a lot with limited time.  Typically, I am very good at this—especially when I have the opportunity to manage my workflow and time as needed. I am also aware that if i’m not careful, e-mail management could quickly become an all day thing!  Rather than multitasking on 500 different individual things, I create action lists and prioritize by what’s most important that day, week, or month.  If a project or meeting requires full attention, I have learned to shut my e-mail down until I’m done working so that I’m not tempted by new message notifications! I find that this increases efficiency and presence in the moment with individuals and projects at hand.

I would love to know what you do to actively practice self-care!  Please share in the comments below.

Tiffany Waddell TateTiffany Waddell Tate, Associate Director for Career Development, Davidson College
Personal blog:
http://www.tiffanywaddell.com
LinkedIn: www.linkedin.com/in/tiffanywaddelltate Twitter: @tiffanyiwaddell

Last Minute Tips for #NACE17 Attendees

Whether you’re new to NACE’s annual conference or this is your 10th time attending, here are things that will make this hectic and fun week easier.

Download the free app and schedule your time. Set up your conference itinerary and use your smartphone or tablet to be your daily guide. The free conference app, sponsored by Altria, offers information on all sessions, plus it links you to NACE’s social media so you can get updates and reminders for conference activities. You’ll find a map of NACE’s space in the Paris Las Vegas and Bally’s Las Vegas to help you find session rooms. To download this app, go to your device’s app store and search for NACE17. Need a little help using the app? Come to a free demonstration, 3 – 4 p.m. Tuesday, June 6, at NACE Connect in Paris Las Vegas’ Continental Ballroom.

Join your colleagues on social media. Tweet, Instagram, Facebook…share your social media ribbonconference experiences with fellow attendees and with those who couldn’t attend this year. Use hashtags: #NACE17 and #NACEOrg. Look for special Facebook Live sessions this year and add your comments/questions to the feed.

Here’s the weather forecast. The average temperatures in Las Vegas in early June are typically in the mid- to upper-90s during the day and lower 70s at night. (However, bring a light jacket or sweater: session rooms may be chilly.)

Pack your business casual clothing. Business casual is the recommended dress for the event. For women, that means slacks, khakis, or capris, blouses, polo shirts, dresses. Take a look at Pinterest for ideas. For men, khakis, dress pants, dress shirts, polos. Pinterest offers some ideas. Okay, but not necessary: suits. Avoid t-shirts, jean shorts, athletic wear.

Choose your shoes for comfort. Comfortable shoes are key. Hitting the site visits, the expo hall, and concurrent sessions means the potential for a lot of wear and tear on your feet.

Connect with your colleagues (and more) in the NACE Connect area! When you’re not in a concurrent session or listening to a keynote, drop into the NACE Connect area in the expo hall to network with colleagues or recharge your mobile devices. Here are some things you’ll find there:

  • Recharging Lounge
  • TECHBar
  • Mobile App Demo (3-4 p.m. Tuesday, June 6)
  • NACE17 Solution Labs
  • Dinner Sign Ups
  • SMARTtalks

First time at the conference? Don’t miss the first-timers session sponsored by Enterprise. Spend an hour networking over breakfast with other first timers. Get tips from attendees who have navigated the conference before on how to make the most of your conference experience.

Join the Totally ‘80s Dance Party! Pull out your parachute pants. Pump up your jacket with giant shoulder pads. Think big color. Feathered hair. Fingerless gloves. Over-sized tops. Stretchy-stirrup pants. Be totally tubular…at the party, Thursday, June 8, from 9 – 11 p.m., sponsored by Symplicity.

Identify attendees by their badges. Career services professionals wear blue badges; university relations and recruiters, red; business affiliates, purple; expo hall representatives, green, and NACE staff, black.

If the shirt is fuchsia or black, it must be Tuesday. Questions? Need help? NACE staff is easily identifiable by the color of their shirts.

  • Wednesday: Red
  • Thursday: Lime green
  • Friday: Turquois

Update Profile RibbonEveryone wants a ribbon? Of course they do! We have the usual ribbons for folks whocommunity ribbon are speaking, exhibiting, and sponsoring. We’re also offering ribbons to alumni of professional workshops (MLI, RLI) and social media participants (follow me and bloggers). If you’ve updated your profile, we have a special ribbon for you. New this year: NACE Community Member ribbons. Old this year: A wide variety of fun, like Have a NACE Day and NACE Nerd.

And if you can’t attend #NACE17—or you’d like to share some sessions with staff back in the office, NACE will Facebook Live the following sessions (all PDT time):

Tuesday, June 6
1:30 p.m. NACE17 Innovation Challenge

Wednesday, June 7
10:45 a.m. First-Destinations Survey: Class of 2016 Outcomes and Protocol Update
1:30 p.m. Class of 2016: Career Ready or Not?
2:45 p.m. Bridging the Gap With Disability and Career Services to Creative Innovative Strategies //SMARTtalk//
3:15 p.m. Legislative Update for the Field
4:30 p.m. Transforming the Trajectory: African American Males Navigating Career Services //Campfire Conversation//

Thursday, June 8
1:30 p.m. Career Consequences of Unpaid Internships
3 p.m. The NACE Principles and Ethical Practice

Registration is open. Pick up your registration packet. Tuesday, June 6, registration is open from noon until 8:30 p.m.; and 7:30 a.m. – 5 p.m. Wednesday and Thursday. An information desk will be open from 7 a.m. to noon on Friday.

Don’t leave your room without these things: Room key, electronic device with the NACE17 app and your schedule loaded, and conference badge (you can’t get into any sessions or events without it). Consider carrying a light sweater. Session rooms may be chilly.Have a great conference!

And, if you’re interested in joining the NACE blog team…ask for Claudia Allen at the registration desk!

 

 

More People First Timers Should Meet at #NACE17

by David Ong

The best way to meet NACE leaders is to attend the NACE First-Timers Breakfast on Wednesday morning at 7:30. In addition to the 10 people you should meet mentioned in  yesterday’s blog, here are more people you should meet at #NACE17.

Trudy Steinfeld: Many of us who have known Trudy over the years describe her as “a force of nature.. She’s best known as the Executive Director of the Wasserman Center for Career Services at New York University and for writing her “must-read” blog in Forbes magazine. Add to that her recent appointment to the 2017-18 NACE Board of Directors and her role as co-editor of Leadership in Career Services: Voices from the Field and Winning the War for College Talent and you have one committed lady! When you meet her, be sure to buy her a martini with blue cheese-stuffed olives, then ask her about her past NACE work in developing professional development activities for our members.

Stephanie Pallante: If you’re a conference first timer, be on the lookout for Stephanie Pallante, who heads up campus recruiting at Aramark and is currently serving as the Conference Co-Chair. Stephanie is a ball of energy, and she has channeled that energy in serving on both the Board of Directors from 2014-2016 and has also chaired several committees. She’d be the first to tell any conference newcomer to attend either the employer or college breakfasts on Thursday morning, especially if you’re looking to network with professionals experiencing the same day-to-day dilemmas you face!

Kathy SimsKathy Sims: I was incredibly fortunate to meet this remarkable woman during my first NACE conference in 2001 (also in Vegas!), when she was serving her term as NACE president (while also managing the career center at UCLA). Since then, this member of the NACE Academy of Fellows spent several years leading efforts related to NACE’s ongoing advocacy strategies. In the meantime, she has begun a new career with GiftedHire, one of the vendors in the NACE Exhibitor Hall. Be sure to visit Kathy and the other vendors in the Exhibitor Hall to get the latest scoop on the products and services which are helping to transform our field!

Vanessa Strauss: Speaking of that same 2001 annual conference in Vegas….I had the privilege of getting to know former NACE president Vanessa Strauss from the FDIC at that same event, and boy, am I glad I did! You’d be hard pressed to find anyone within our organization who promotes NACE more than Vanessa! Her NACE resume is endless, and she’d be the first person to urge any newcomer to volunteer for NACE duty. She walks to the walk and talks the talk as well. When you check in at the registration area, there’s a pretty good chance you’ll be greeted by Vanessa, who year after year volunteers her time to assist in the member check-in process. Be on the lookout for her (and tell her I sent you!).

Norma Guerra Gaier: As the current Director of the Career Center at Texas State University, Norma already has a full plate; Her plate is about to get a whole lot fuller this summer when she moves into the role of NACE President-Elect for 2017-2018. Norma’s passion for NACE runs deep (she even worked for the enterprise early in her career….ask her to tell you some stories about it!). More recently, her work with NACE has focused on causes such as the NACE Principles for Professional Practice and advocacy efforts. Be sure to introduce yourself to Norma, and I am sure she’ll give you plenty of reasons as to why you should get more involved with this great organization!

(Editor’s note:) And, make time to meet David Ong. He’s outgoing and full of great ideas.

ongDavid Ong, Director, Corporate Recruiting, Maximus, Inc.
Twitter: @dtong2565
LinkedIn: www.linkedin.com/pub/dave-ong/0/604/513

David Ong currently oversees corporate and college recruiting activities at MAXIMUS Inc. in Reston, VA. Prior to joining MAXIMUS in 2004, David managed college recruiting programs at Booz Allen Hamilton, Citigroup Corporate and Investment Bank, and Capital One. He served on the NACE Board of Directors from 2011-2015. He is a proud graduate of the University of Richmond, where he majored in business.