You’ll find this blog by Joe Hayes—and more from the NACE Blog Team—at http://community.naceweb.org/blogs/joseph-hayes/2017/08/10/thats-why-i-gave-my-4-year-old-son-an-internship.
by Mark Broadfoot
Summer interns will be arriving next month, so now is the time to get ready. The time will pass quickly and putting off preparations will keep you from having a great summer. You worked hard in the fall and spring to recruit the “right talent” for the company, so put in the same effort for the internship. One of the biggest complaints heard from interns is companies were not ready for their arrival. The interns show up and the company forgot about their arrival or was scrambling to get things ready. Interns know when companies are prepared. You need to make a solid first impression on your interns. If you are looking to hire some of them at the end, then day one must be strong. Below are some ideas to help you get ready.
- Encourage your managers to get things ready now.
- Advise them on how productive this age group can be for them.
- Formulate a weekly work schedule that will challenge the intern all summer.
- Communicate to your managers the importance of calling the interns weeks before arrival.
- Communicate to the interns the important documents to bring on day one.
- Categorize items needed to be done on day one. Do not look disorganized as a company.
- Formulate a day one arrival procedure.
- Summarize your company’s dress before arrival, allowing time to buy needed clothes.
- Construct a day-one orientation that highlights company culture and values.
- Organize first-day activities that encourage communication among all interns.
- Facilitate an overview of company’s communication technology, including Outlook and SMS.
- Develop an organized meet-and-greet process among managers, with introductions and titles.
- Arrange all summer activities now with a balanced schedule.
- Purchase all tickets and make reservations now. Try to keep costs low for students.
- Determine which managers will attend events and put it on their calendars.
- Develop the group projects with run-through prior to interns’ arrival.
- Organize materials and advise intern managers of time commitments.
- Evaluate presentation procedures for summers end and provide it to all teams.
- Persuade interns to brush up on PowerPoint, offering classes or web training if needed.
- Develop a summer sendoff process, highlighting learnings.
- Conduct a resume writing course to teach how to add their new acquired skills.
- Execute a strong off-boarding process, make the last impression memorable.
- Spearhead a survey for interns to evaluate the company, managers, and internship.
Students talk. Make sure what they say about your company is positive. This will help with your recruiting in the fall.
by Chaim Shapiro
Internship season is about to begin. As most colleges begin to wind down their academic year, companies across the country are getting ready for the influx of interns that will work for them over the summer.
Career services professionals will spend a lot of time over the next few weeks helping their students prepare for their internships. To that end, please feel free to share Top 5 Tips for the First Day of Your Internship with your students!
Internships are an incredible opportunity, and you need to hit the ground running to take full advantage.
1) Understand the Opportunity There are plenty of jokes about interns spending their summer making coffee and wasting their time with busy work. Don’t fall for that misconception. Companies have no need to waste their time or your time, and they don’t need cheap labor.
Companies have internship programs so that they can test drive the talent. They want to see you and how well you work in a professional setting. Take your responsibilities seriously from day one. A successful internship is the best way into many companies!
2) Recognize that They WANT to Hire You Most interns don’t realize that the company is invested in your success. If you were hired as an intern, that means they believe you have the right skills to make an excellent full-time employee. The human resources professionals who run the internship programs are judged based on their “conversion rate” turning interns into full-time employees.
From the company’s perspective, a higher conversion rate means that the internship program was well recruited and well run. That means they want to hire you. Give them what they want!
3) Know the Company This may seem obvious, but employees tend to be passionate about their company. Make sure you know everything there is to know about the company before you start. Your knowledge and expertise will help you stand out compared to less-prepared interns.
4) Learn Your Role Most companies hire interns to work in a specific subdivision of the company. Learn the mission of that department and your role in it. Success begins with mastering your role and exceeding the expectations for your position. It is much easier to be successful when you know what you are supposed to accomplish.
5) Network, Network, Network! Network as much and as often as you can during your internship. Do not miss a company social or networking event. Attend the company barbecue, networking events, socials, etc. Try to make a positive impression on a large number of people. Your network will be essential for your future success, both at that company and beyond.
Top 5 Tips for the First Day of Your Internship is available through NACEWeb’s Grab & Go. College members are welcome to copy the text and place it on the career center website. A blog for employers on how to prepare for this summer’s interns will be published on Tuesday, April 18.
You’ll find this blog by Susan Brennan—and more from the NACE Blog Team—at http://community.naceweb.org/blogs/susan-brennan/2017/08/09/building-the-stairway-to-internship-success
by Desalina (Alina) Guarise and James W. Kostenblatt
This post is part of a series of interviews that will explore career-related research. As recipients of a NACE Research Grant, we are partnering with nearly 40 institutions to explore the long-term impact unpaid internships have on career success and are looking for more partners to join. Contact us if interested!
Through our research project, we have had the pleasure of working closely with Abdifatah A. Ali, a doctoral candidate in organizational psychology at Michigan State University graduating in May 2017 who has closely studied motivation in the job search. In an interview, Abdifatah shared details about his research paper, “The long road to employment: Incivility experienced by job seekers,” published in October in the Journal of Applied Psychology.
Tell us a little bit about your professional background. How did you become interested in career-related research?
I graduated with my undergraduate degree from San Diego State studying psychology with a minor in statistics. Here, I started doing research with an industrial-organizational psychology professor who encouraged me to pursue a Ph.D. My research interests early on dealt with motivation—in particular how individuals self-regulate their emotions, behavior, or actions in order to achieve their goals when looking for work. For example, when people are unemployed or college students are looking for work, how do they motivate themselves and what are the factors that influence their level of motivation and persistence so they can get a job?
At Michigan State University, I collaborated with Dr. Ann Marie Ryan to examine how people’s emotional reactions impacted their job search success (defined as whether the candidate received interview call backs, job offers, etc.). We were able to show that BOTH positive and negative emotions that people experience when they are looking for work motivate them. So, for example, if you just get a call back from a company that makes you feel excited or happy, that will motivate you and encourage you to continue to put effort into the job search. On the other hand, if you are experiencing challenges or anxiety, these negative emotions can actually also motivate effort, which is contrary to what we thought.
I’ve more recently made a switch and begun to look at factors that undermine job search efforts, which relates to my current research.
Your current research focuses on incivility experienced by job seekers—how did you come up with this research topic?
Before this paper there was very little research looking at which contextual factors undermine motivation—they were only looking at things that facilitate it. When you talk to individuals that are job searching, they constantly talk about experiencing incivility, which got us wondering what effects these incidents have on the job search process.
How do you define incivility? Can you give some examples?
Incivility is defined as generally rude or discourteous behaviors that are ambiguous in terms of intent. For example, a snide comment or a funny look from a recruiter or interviewer. They are perceived as behaving in a rude way but you don’t necessarily know if they are doing it intentionally.
Tell us more about the research design and findings.
A majority of the research on incivility has been conducted about incivility experienced by professionals once they actually work at an organization; we were instead focusing on the job search. We began with a qualitative study to understand the nature of incivility during the job search. In the first stage of our research, we interviewed 100 job seekers and asked them whether they had experienced incivility and collected details about the incident. We’d then ask them what they thought the cause of that behavior was. We were interested in how people interpreted the ambiguous nature of these incidents. In one example, the interviewer is abrupt and doesn’t give the candidate a lot of time. Some candidates may view that experience by simply thinking that the interviewer was busy (i.e., externalizing the cause), while others may think that the interviewer was rude to them because of their incompetence (i.e., internalizing the cause).
The second and third study were more empirical. We wondered if there was a way we could predict who will externalize or internalize these incidents. We found that, for those who internalize the cause of these incidents, incivility undermines one of the best predictors of job-search motivation which is job-search self-efficacy or self-confidence. Conversely, job-search motivation was not impacted for those who externalized the cause of these incidents.
What implications do you think this has for career services practitioners and employers?
Our findings support the need for resilience training and other tactics that would help job seekers re-frame the cause of these incidents. If we can help them by not attributing the cause to themselves we can ensure their job search motivation doesn’t suffer.
I think it also has implications for those who are recruiting, as they are seeking ways to ensure candidates have a great experience and ultimately accept an offer. Incidents of incivility can have a real influence on the talent pipeline.
What are you working on now with your research?
A project really relevant to the NACE audience is one I’m working on with Dr. Phil Gardner related to internships. We are examining the role employees have on student interns including both employees who are assigned as formal supervisors and those that act as informal mentors. We are studying how these individuals impact whether or not interns accept full-time offers at the end of their internship experience. Results should be out in the near future.
Desalina (Alina) Guarise, Associate Director of Career Advancement Center at Lake Forest College
James W. Kostenblatt, Associate Director, New York University’s Wasserman Center for Career Development
by Heather Tranen
It’s no secret among college campuses that recruiters are investing in talent earlier and earlier every year. I half expect the big banks will soon reach out to my two-year-old for a milk chat to discuss his advanced color identification skills. As the arms race for talent becomes more competitive and the talent pools become younger, how do career services professionals support their students?
1) Help them with their FOMO (fear of missing out). Niche industries have the capacity to recruit en mass early in the recruiting season. Many students may feel they should forego valuable life experiences such as studying abroad to avoid fear of missing out at home during on-campus recruitment. I meet with a lot of students reconsidering their decision to study abroad. Once I do some digging, beneath the surface of their fears I find only a lukewarm interest in the fields recruiting during their time away. I explain to them that they can still have informational interviews with alumni, do research on potential career interests and organizations, and even participate in some sort of experiential learning opportunity in between classes and traipsing the globe during their semester abroad. Once they become educated on the recruitment process and discover ways to remain productive in their career development while away they feel much more empowered and confident in their decisions.
2) Provide support resources. As students get recruited earlier in the process, it’s important that we adjust our services to meet their needs and to ensure they are prepared for the professional world. To be competitive, it will be crucial that students develop their interviewing and professional skills. This means tailoring programs earlier in their college experiences to cover these topics, create awareness among students of resources, and shed light on different internship opportunities available to them. Networking with alumni can be a valuable experience so offering venues for students to meet alumni in a less intimidating, non-recruiting environment can give them the insight they need to make good decisions during the recruitment process. Sometimes just hearing another person’s story can put students’ minds at ease.
3) Offer up offer advice. Students are making big decisions about their careers early in their college experiences. This can lead to rash decision making without the necessary strategic thinking. It’s important for us as career services professionals to ensure students are making good decisions for themselves. We want to avoid the dreaded reneging, which harms the reputations of both the individual student and the university at large, and foster mature and thoughtful career decisions. Brainstorming the right questions students can ask to get the most information about the potential internship experience helps them to consider which is the right opportunity for them. Additionally, working collaboratively with recruiters to create fair and firm offer guidelines helps us protect our students and ensure a positive experience for the employers.
Many of us will venture into uncharted territory as we during campus recruitment next semester (conveniently, I will be on maternity leave so…..let me know how that all goes). As with all the changes we experience in higher education, it’s important to be flexible, open-minded, and share best practices with each other.
Dan Blank, a career coach who works primarily with creative professionals, offers the following advice in his webinar “Take Back Your Creative Life.”
“Career goals should not be formed in isolation. You must take into account all of your responsibilities (personal and professional), and be sure to account for your own well-being. This includes physical and mental health.” Blank encourages his clients to integrate their career and personal goals in order to set themselves up for success.
Many undergraduate students start their career decision-making process by selecting a major based on the subjects they enjoyed in high school. Students interested in majoring in one of the applied sciences tend to follow this pattern. Several students I’ve worked with tell me they’ve chosen to major in engineering because they were “smart” in high school or strong in math and science, but they don’t know much about the field itself. Time and again, these students arrive at the career development center wondering why they’re not more interested in the engineering coursework and field experiences.
The problem isn’t engineering. The problem is that these students formed career goals in isolation. They didn’t consider the environment they’d be working in, the physical location of their organization, the skills they enjoy developing and want to build on, or the ways they hope to grow as people and as professionals. Fortunately, the University of Cincinnati provides a co-op program that allows engineering students to get full-time work experience before graduation.
Career goals, increasingly, need to be formed holistically. Gone are the days when choosing a career was simply a matter of matching your best school subject to an industry. The market is volatile; new opportunities are being created and other avenues are becoming less viable. A law career isn’t the safe choice it once was, and the nonprofit world has expanded to include diverse organizations tackling new social issues. It’s more common that professionals will relocate to a new city for a job opportunity, and more workers than ever are changing jobs and moving to new sectors over the course of their careers.
We are facing the so-called “paradox of choice.” Research has demonstrated that if we are presented with more opportunities, decision-making becomes more difficult and satisfaction less likely.
When a student steps into a career development office today, they’re faced with a much broader set of options than they would have been 30 years ago. They could go to medical school in their hometown or they could spend two years in the Peace Corps and teach grade school students in Lithuania. They could go to graduate school for computer science or launch a start-up with friends based on their ideas for a new app.
In order to make these decisions, students have to consider not only what talents they have, but what kind of life they want to lead.
It is critical, therefore, that students take a holistic approach to developing their career goals. We encourage them to apply this lens both to themselves and to the field they’re considering. Here are a few questions students should consider during the career exploration process:
What skills do I have and want to develop?
What type of work environment might best fit my temperament?
What type of diversity do I hope to have in my work environment?
How is the industry I’m considering expected to evolve in the next few decades?
What city, state, or country might I want to live in?
What have my career goals been and how have they changed?
What role would I like technology to play in my career?
How important is stability to me and how willing am I to take risks?
Each of these questions will take time to answer as students develop more clarity on their identities and values. Is it any wonder career goals formed at age 18 often feel premature? These are questions we wrestle with throughout our lives.
To me, this only underscores the importance of committing to a continuous career development process, not just for students, but for graduates. Attempting to build your life looking only through a narrow lens of career is bound to work against your happiness. We must support students around this process by acknowledging its complexity and encouraging them to consider the multiple implications of a potential career path.
NACE members can pick up a student-directed version of this blog, Develop Your Career Goals Holistically, in Grab & Go.
Blank, Dan. (2015). Take Back Your Creative Life Webinar. We Grow Media.
Cole, Marine. (2014). U.S. Job Market Has Changed Dramatically in 15 Year. The Fiscal Times. http://www.thefiscaltimes.com/Articles/2014/05/15/How-US-Job-Market-Has-Changed-Dramatically-15-Years
Hedges, Kristi. (2012). The Surprising Poverty of Too Many Choices. Forbes. http://www.forbes.com/sites/work-in-progress/2012/11/26/the-surprising-poverty-of-too-many-choices/.