In this podcast, Rachel Doyle addresses the challenges associated with starting a non-profit as a career option.

To download this podcast, click here

Rachel, founder of the nonprofit GlamourGals, shares some basic issues to watch out for when starting a nonprofit. Per Rachel, fundraising is always an issue because of the resources needed to create an organization. Secondly, recruiting and retaining good people is a challenge. Rachel finds that offering flexible work schedules, not ruling by fear, and other non-monetary benefits are essential in getting the most out of people, especially volunteers. She urges creativity in your management and leadership style. Thirdly, excellent communication is essential and difficult in a world where people work virtually. Rachel also stresses differentiating yourself by being creative and unique in your ideas. For example, GamourGals has “Hot Pink Parties” which are knitting and crocheting parties with the elderly and teenagers. In the current economy, expensive dinners aren’t plausible so this is an affordable and relevant event that meets her non-profit’s mission. Rachel continues by discussing how to approach corporations, either as an interviewer or as a nonprofit looking for a partnership. Professionalism is imperative and having done your homework is essential; you must be well read, relevant, and well prepared. Also, it is important to evaluate to make sure that the company is in line with the nonprofit goals (or with what you want to do as a profession if you are interviewing). In addition, you need to find the right person to connect with. Rachel also expands on how it is important to bring a business sense to nonprofits because that structure is important. Finally, Rachel stresses the importance of writing a thank you note. It is very meaningful and very rare these days, and will really make an impact on the person.

As a passionate, motivated teen looking to honor her own grandmother, Rachel Doyle started the first GlamourGals chapter when she was only 17 years old. Today, Rachel has the same enthusiasm and drive for the cause behind GlamourGals that she demonstrated in high school and her ability to continually streamline, evaluate and redefine aspects of the GlamourGals allows the program to grow along with its volunteers. When Rachel was still in high school, she was featured on The Oprah Winfrey Show. Since then, she has steadily gained national recognition in many media publications such as Montel Williams, The Christina Show, The New York Times, CBS’s The Early Show, Glamour Magazine, Cosmopolitan Magazine, and Newsday. Rachel has also won many awards for her work for GlamourGals. She was named the first ever “Cosmogirl of the Year” by Cosmogirl Magazine. She accepted the National Group Volunteer of the Year Award from the American Health Care Association. Rachel was featured in the American Eagle Outfitters Spring 2005 national ad campaign, and in 2006 she was named one of four Fun Fearless Females by Cosmopolitan Magazine, beating out thousands for the title. The GlamourGals program was also featured in two textbooks: a McGraw Hill 7th Grade Health Textbook and the 2007 Prentice Hall College Management textbook.

http://www.glamourgals.org/index.php?option=com_content&task=view&id=156&Itemid=106

http://www.glamourgals.org/index.php?option=com_content&task=view&id=17&Itemid=51

http://twitter.com/GlamourGals

Like this podcast, why not share it?

In this podcast, Julie Bauke, a career strategist, gives listeners some tips on salary negotiation.

To download this podcast, click here

Julie explains that it is important to negotiate you salary because HR expects you to and if you don’t negotiate, you are most likely leaving money on the table. Salary negotiation is very beneficial in the long run because it continues to pay dividends throughout your career as more raises add on to the original one. Her advice when negotiating is to be clear as to why you believe you deserve a raise. The reasons behind your ask must pertain to the industry, company, or your skills rather than personal need. Also, Julie believes that you really only have one opportunity to negotiate. You need to get everything you want across at once. She also expands on some factors that may affect your ability to negotiate, such as the economy and market demand for your skill set. While these are uncontrollable, certain factors are in your control. You should have researched industry and salary comparables. This research is also key to help you determine how much you are worth to a company. Your value might be higher than the industry norm because you graduated at the top of your class or because you have great internship or work experience. Some common mistakes many candidates make while negotiating are forcing the company to give you a salary they don’t feel good about, pitting companies against each other, and bringing up irrelevant things such as needing a raise to pay the bills. Julie is offering her book, “Stop Peeing on our Shoes: Avoiding the 7 Mistakes that Screw Up your Job Search”, for free to three people. Simply send her a story about your negotiating experience by Thanksgiving (2009) for a chance to win!

Julie Bauke is a Career Strategist and President of Congruity Career Consulting. Her business focuses on educating and motivating individuals to take charge of their careers. She has over 12 years experience working with everyone from executives to professional athletes to college students. She is a dynamic speaker, trainer and coach and is the author of “Stop Peeing on our Shoes: Avoiding the 7 Mistakes that Screw Up your Job Search”. She believes that we all deserve to be “career happy”.
As mentioned in the show, please email her via www.congruitycareer.com
before Thanksgiving 2009 for a chance to get a free copy of her new book.

www.linkedin.com/in/juliebauke

www.facebook.com/CareerEnthusiast

www.twitter.com/juliebauke

Like this podcast, why not share it?

In this podcast, Jason walks us through sample case questions and scenarios to help listeners get a better understanding of how to approach this type of interview.

To download this podcast, click here
 
Jason explains that a case interview is unique and important because it puts a candidate in a real life situation. The interviewer can see how well candidates hold their poise, how well they listen to what they need to deliver in terms of the case, and how structured they are in their thinking. The first part of the case generally has some background of the case company and some financial data. The second part of the case generally provides a deeper element of information around a specific piece of operation. Here, he uses the example of a company’s call center. For example, the interviewer may provide information on how many employees work there, how many supervisors and how many people managed by the supervisor, how many new hires come into the call center, the breakdown of how employees spend their time, and some additional cost data. Next, the interviewer asks questions. The first question is open-ended to get the candidate talking so that the interviewer can evaluate his or her poise and listening skills. For example, “I’m the client and now you have information on the company. How do I reduce my costs in the call center?” A hidden term is “client”; the candidate needs to address the interviewer a certain way based on this subtle piece of information. A bad answer would be something along the lines of “I would reduce training costs and change the way employees spend their time.” This is not adequate as there is no context provided for why the candidate thinks such. The interviewer is looking for a context on how they define the problem, an answer that meets the problem statement, and a good set of facts that supports the answer. Jason continues to provide a very specific answer where he defines the problem for the client and provides specific answers based on specific facts. A great answer would also pull from the candidate’s own experience, whether that is from school, an old job, or an extracurricular activity. Jason also highly recommends that the candidate asks some question to provide a clearer answer for the client. He informs listeners that candidates can prepare for case interviews by having a clear mind and having a good feel for how they would structure a problem, structure the answer, and how to articulate that. Jason’s one recommendation for someone that is going to have a case interview is to read the book about structured thinking and communication, “The Minto Pyramid Principle” by Barbara Minto.

Jason is a Senior Manager in Ernst & Young’s (EY) Advisory Services practice. He has over 7 years of advisory experience at EY and 3 years of experience at Arthur Andersen. Jason focuses on finance and accounting process, system and organizational improvement for companies in the Oil and Gas, Media and Entertainment, Private Equity and Consumer Product industries. Jason resides in Denver, Colorado.

jason.snider@ey.com

 

Like this podcast, why not share it?

In this podcast, Jane Chin makes a return appearance to discuss two specific strategies designed to help you become a high achiever: managing your boss and developing your personal brand.

To download this podcast, click here
 
Jane is working on a seminar series called “Overcoming Redundancy”, which targets high performance individuals and high achievers. Two of the key points from the seminar series are learning to manage your boss and creating your own personal brand. Jane urges listeners to think of they can manage their boss. One relevant question is “What is your boss’s definition of a job well done?” You need to know specifically what it is that you do that your boss views as important; it may not be what you thought. Another important question is “How does your boss view his or her own management style?” This view doesn’t have to match with how the other employees view him or her; it’s about what the boss thinks of him or herself. This is good to know because it will give you a lot of ideas on what to anticipate from your boss. Ask your boss questions like “how do you like to work with your employees”, “how do you like to communicate with them”, and “if we work together, how often do you need to hear from me?” The second key point from her seminar series, personal brand, is about how other people see you regardless of how you see yourself. You need to really think about your own strengths and how you contribute to the company. A good way to get an idea of your present personal brand is to think of what your boss or co-workers need when they call on you to do something. What situations or problems do people connect you as the solution to? The importance of having a personal brand is that in order to overcome redundancy, you want to make sure that your expertise is directly affecting at least five people in your organization. You also need to be proactive about creating your brand rather than reactive, because if you wait for feedback to come to you, it may already be too late.

Dr. Jane Chin is a microbusiness entrepreneur/coach and career transition strategist. Dr. Chin applies strategic thinking techniques to help professionals and companies identify the core nucleus of a problem and where viable solutions may reside. She integrates professional development with personal mastery, and writes about fear of success, addiction to approval, backstabbing coworkers, answering the question “what should I do with my life”, and various Achilles heel of career professionals. Jane is currently writing a book to help career professionals achieve high performance.
 
JaneChin.com
MicroBusinessMentor.com
LinkedIn Profile
Twitter

In this podcast, Jeffrey Greene speaks about affinity groups and their value to listeners as it relates to networking and career opportunities.

To download this podcast, click here
 
Jeffrey explains that an affinity group is a group of individuals that share a common interest, such as ethnicity or a field of study. Common affinity groups relate to academia, where students get together to discuss about different issues and learn from one another. Joining an affinity group is not about landing a job at a particular company, it’s about what you learn while you are in it. An affinity group can help you develop organizational skills, problem solving skills, and leadership skills. Also, they can potentially help you get a job, but not because you are in it, but because of the role you play in it. In addition, affinity groups help you meet professionals in your field and help you get a better understanding of all the career possibilities within your field. Employers utilize affinity group by using them to identify diverse talent and key in on students that are exhibiting leadership and problem solving roles. Kraft as a company uses them to identify long term candidates, full time employees, and interns. Some affinity groups that Krafts associates with are MANARS (Minorities in Agriculture Natural Resources and Related Sciences), NSBE (National Society of Black Engineers), and is looking into others such as the Society of Women Engineers. Finally, Jeffrey discusses how affinity groups are a great networking tool because you can meet both professionals in a certain field of study and also other students who can share important bits of advice. The show ends with Jeffrey explaining how affinity groups have affected her in the past such as how the skills she displayed as the graduate V.P. of MANARS helped her land a job with Kraft.

Jeffrey L. Greene is a Sensory Scientist at Kraft Foods R&D in Glenview, IL. She guides product development by providing a clear understanding of the impact of certain ingredients, technologies, and packaging. Jeffrey supports the Cultured, Cream cheese, and Canadian
Peanut butter Business Units. Jeffrey obtained her B.S. in Biology from Xavier University of Louisiana. She has her M.S. in Food & Nutritional Sciences from Tuskegee University and her Ph.D. in Food Science from North Carolina State University (concentration in Sensory Analysis and Flavor Chemistry).

 

Like this podcast, why not share it?

In this podcast, Susan wants listeners to understand that technology should enhance networking, not replace face to face meetings. She shares the value of small talk, and how to use it to become a “talk target”.

To download this podcast, click here

Susan discusses how in a technology driven world, face to face communication has taken a backseat to cell phones, email, and text messaging. Technology makes our lives easier because of its instantaneous nature – you don’t have to worry about interrupting people and it makes international communications inexpensive, easy, and fast. However, technology works best as a follow up tool, after you have met someone in person. Meeting people face to face allows for small talk, where real relationships and friendships are made. Susan stresses the importance of small talk in her book How to Work a Room. Small talk allows people to find things they have in common with one another and start building a rapport. She also defines a “talk target”, someone who makes us feel like we are good conversationalists. They are always in the midst of a group and seem to bring the best out of everyone by making people feel relaxed and at ease. Susan suggests that it isn’t what you say, but how you make people feel when you say it. Her five tips to become a talk target is to (1) be a conversation chameleon by adjusting your conversation to people by age, interests, jobs, or career; (2) be a name dropper whether it be a person, a school, a subject, or a restaurant to help connect with people and further the conversation; (3) spiral other people’s lives by using friends’ stories to relate with people; (4) give people a second chance, (5) be nice to everyone; and as a bonus, always follow up after meeting people.

Susan RoAne leads a double life as a bestselling author and a sought-after keynote speaker. Known as “The Mingling Maven,” she gives her multi-generational audiences the required tools, techniques and strategies they need to connect and communicate in todays global business world. Her practical, informative, and interactive presentations are known for what The San Francisco Chronicle calls her dynamite sense of humor.

Because of her groundbreaking best-seller, How to Work a Room, Susan is considered the undisputed and original networking and conversation expert. It has sold over a million books worldwide and has launched an industry that she continues to create and shape in the 21st Century. She also wrote The Secrets of Savvy Networking , What Do I Say Next?, and her new book is Face To Face: How To Reclaim The Personal Touch in A Digital World.

www.susanroane.com

In this podcast, Kelli Grant offers advice on getting a great internship and leveraging it to get a full time position. Though she approaches this topic from a journalistic perspective, these common sense tips apply across all majors.

To download this podcast, click here
 
Kelli discusses some very important aspects of being a good intern, regardless of major or career path. First, it is imperative to do what you are asked to do, and to do it with a smile. Students have high expectations of their internships but in reality, internships generally start with basic tasks such as conducting research or making photocopies. Interns need to build trust before they are able to do the more important tasks. Her second advice is to be proactive as an intern. For example, if you have free time, ask your supervisor if you can help with another task. You get noticed by asking for opportunities and taking the initiative to do more. Thirdly, it is important to be prompt. Treat the internship as a full time job; get there on time and stay as late as is needed. Finally, use your internships to network for future positions. During the internship, be nice to everyone because you never know who is going to be helpful in your job hunt down the line. Kelli also offers some internship interviewing tips: (1) Treat the interview as if going in for a full-time job, because many employers parley internships into full-time positions, and (2) emphasize what you bring to the company that no one else can, and why you are the better candidate. Her parting shot is that it is very important to have a quality internship. This professional experience is very important to get before graduating, and nothing shows an employer that you are ready to do the work than an internship where you got real world experience.

Kelli B. Grant has covered consumer finance since joining SmartMoney.com in June 2005. Her Deal of the Day column and accompanying 3 Tips video segments tell consumers how to save money and spend it wisely. Before joining SmartMoney.com, Kelli worked at MarketWatch.com as a reporter. She holds a bachelor’s degree in journalism and anthropology from Ithaca College.
 

Like this podcast, why not share it?

In this podcast, Cliff helps listeners better understand how to work with outside recruiters. Having worked as a recruiter and with recruiters, he explains the advantages and potential pitfalls of using of “headhunters” in your job search.

To download this podcast, click here
 
Cliff’s first piece of advice is that it is important for candidates to understand that recruiters are hired by companies to find the harder than average candidate. There are two primary types of recruitment processes: contingency and retained. Contingency recruiters don’t get paid unless the candidate they bring forward to the company gets hire. Retained recruiters get paid a deposit upfront and keep it regardless of whether the person they bring forward is hired. For most undergraduates, working with a recruiter isn’t in the best interest of the recruiter because recruiters are looking for qualified candidates with previous work experience. However, a graduate with an MBA degree from a good university is a much more desirable candidate. Companies consider people with MBAs as smart, ambitious, and trainable. On the other hand, recruiters generally don’t work with Ph.D. students straight out of graduate school due to the differences between the private sector and academia. Recruiters generally prefer the Ph.D. candidate to have at least a year of industry work. Recruiters gravitate toward the “hotter” professions, and so candidates with a background in these professions have a better chance of working with good recruiters. For example, health informatics is emerging right now, so those with IT and healthcare backgrounds are in good position. Cliff also offers some key points to remember. First, recruiters have a vested interest in placing candidates to get paid, so they convince people to look at jobs they aren’t interested in. He warns you to be careful to not go on interviews for jobs that you know you aren’t interested in. Second, make sure not to work with a “bad” recruiter that is only in it for the money. They will flood their employees with a candidate’s resume, making the candidate look desperate. You need to tell the recruiter not to send out your resume to anyone without checking with you first. Take time to get to know the recruiter before deciding to work with one – get a feel for how they work. Finally, remember that the recruiter will do everything in their power to help you get a job. While there are some pitfalls, recruiters can definitely give the right candidate an advantage.

Clifford S. Mintz, Ph.D. has an extensive background in biopharmaceutical drug development, biotechnology training and bioscience career development. Dr. Mintz has held a variety of positions including stints as a medical school professor, professional recruiter management consultant and medical/science writer. Cliff is the founder of BioInsights a biopharmaceutical education and training organization, a co-founder of BioCrowd a social networking and career development website for bioprofessionals and author of BioJobBlog. He teaches product development and regulatory affairs in several biotechnology training programs and is an Adjunct Professor in the Department of Biochemistry and Molecular Biology at Georgetown Medical School. Cliff received a B.S. in microbiology/animal science from Cornell University, a Ph.D. in Bacteriology from the University of Wisconsin-Madison and performed his post-doctoral studies at Oregon Health Sciences University and the College of Physicians & Surgeons, Columbia University.

www.biojobblog.com

www.biocrowd.com

cliff@bicrowd.com
 

Like this podcast, why not share it?

In this podcast, Patricia Fripp gives advice on how to formulate effective presentations for interviews or the boardroom.

To download this podcast, click here
 
Patricia Fripp, a sales presentation expert, urges that presentation skills are important because at the beginning of your career, how you present shows how good you are for a job. It doesn’t matter how good you look on paper, you need to be able to present your ideas well. She explains that there are three ingredients for every type of presentation: (1) Decide on the structure of your presentation. What is it you want to say and why does the audience care? Provide specific proof. (2) Script the opening for brevity and specificity. (3) The last words must linger; never use a closed question. She also suggests putting ideas and remarks together into a conversational style with shorter sentences and a spoken rhythm. The more you practice, the more it sounds like you haven’t practiced. When speaking or presenting to a senior manager, start with your conclusion right up front and get to the point. She refers to it as “report on the deals, not the details”. To rise above the competition, interview the company thoroughly to be well prepared for the interview. Show how you can add value to the company. Finally, she has a content rich website that includes free information such as a special report on the 12 Mistakes Sales People Make in the Presentation.

Patricia Fripp is an award-winning speaker, sales presentation trainer, and executive speech coach. Fripp delights audiences, electrifies executives who speak, and transforms sales teams. Meetings and Conventions magazine calls Patricia “one of the country’s 10 most electrifying speakers.” Kiplinger’s Personal Finance says, “Patricia Fripp’s speaking school is the sixth best way you can invest in your career.” She is also the author of Make It! So You Don’t Have to Fake It and Get What You Want.

www.fripp.com

 

Like this podcast, why not share it?

In this podcast, Joni Lusty walks us through the critical interview process to help listeners get the jobs they desire.

To download this podcast, click here
 
Joni begins by explaining that to best position yourself for the perfect job, you must first determine what that perfect job is for you. Picking the job requires looking at the entire offer, including continual education offerings, 401k, benefits, salary, location and long term potential. It is critical to think in the long term: what position do you want to hold in 5-10 years, and what type of experience do you need to achieve that. For the actual interview, she stresses that you need to heavily research the company, attend socials, talk to employees in the company, and gather specific stories and details to show the company that you are truly invested in the job. C Companies seek people who have long term goals and ambition, but they want candidates that are going to be committed to the profession for the long haul. Other than research and preparation, a spotless resume helps land a job; get opinions from many different people with different point of views to ensure than the resume will stand out. In addition, find out the type of interview you will have. Have a few stories prepared for behavioral questions; try to sound natural and sincere rather than rehearsed. Finally, at the end of the interview, make sure you ask questions to show that you are very serious about this as your career and your future. Avoid talking about salary and benefits, but ask questions around what they see the firm doing in the future, why the interviewer came to the company, and why they are still there. Joni’s last piece of advice is to have a great attitude, let your personality show through, be sincere, and have fun with the process.

Joni Lusty is a Campus Recruiter at Ernst & Young and has been with the firm for 10 years. Joni is responsible for EYs recruiting efforts for the PacificNorthwest Advisory practice. Before becoming a campus recruiter, Joni worked as Audit Manager with EY in the Salt Lake City office. She graduated with her Masters in Accounting at Brigham Young University.
Joni is very involved in a number of EYs internal initiatives include the local Professional Womens Network and Social Responsibility. Joni also serves on the board of directors for Worldwide Association of Performing Artists, a not for profit arts organization.

www.ey.com/us/careers

www.ey.com/eyinsight/index.html

EY can also be found on Facebook

 

Like this podcast, why not share it?

Lynn Gray discusses how the current economy is impacting job opportunities for Gen Y, and shares specific strategies that can help Gen Y succeed.

To download this podcast, click here
 
With several years of experience at Lehman Brothers and an extensive recruiting background, Lynn Gray offers advice for the Generation Y workforce. She explains how the current economy is impacting job opportunities. Recruiting is down 22% for entry level jobs and boomers are not retiring, thus limiting opportunities for Gen Y. However, she is optimistic because she believes Gen Y is resilient, practical, knowledgeable, and can be more creative in their job searching. She provides an example of how Lehman Brothers had to transfer 20 new hires from the real estate section that they were hired for, to a more general section. 19 of the 20 agreed to their offer and are using the transfer to build different skill sets until the real estate sector revives. Also, she discusses how Gen Y is the most diverse workforce generation the US has seen yet. They can communicate around the world easily and have traveled a great deal, and are therefore more open to international opportunities. Towards the end, she explains that this tight economy is a great opportunity for junior employees to step up and relieve some of that stress taken on by senior management. Her advice for Gen Y is to try different things, take on different tasks, expand their knowledge base and be ready to take the next step when the economy booms again.

Lynn Zuckerman Gray is the Founder and Chief Executive Officer of Campus Scout, LLC, which provides strategic campus-recruiting services for corporations. For more than eleven years, Lynn was with Lehman Brothers in New York, serving from 2002-2008 as Global Chief Administrative Officer of Lehman Brothers’ Global Real Estate Group. She also was an active member of Lehman Brothers’ Women’s Network serving on its Steering Committee and as the Network’s Cornell Recruiting Team Captain. Lynn is a graduate of Tufts University and the Cornell Law School and is a member of the Advisory Board of the Graduate Program in Real Estate of Cornell University where she chairs the Career Advisory Subcommittee and the MBA Program in Real Estate at the University of Wisconsin.

lynnzgray@gmail.com

lynnzgray@gocampusscout.com

www.gocampusscout.com

 

Like this podcast, why not share it?

Laura Sewell tells students what they should do this summer if they have not been able to find a job or internship. Toward the end, she shares some resume tips to help in the future.

To download this podcast, click here
 
The number one things you can do if you are going into the summer without a job offer is to increase your visibility. Find activities in your community or across the country that will enhance your marketability to prospective employers. Laura also reminds students that many companies are still making job offers even though the semester is over, so they should start marketing themselves through every venue possible. Leverage your entire network to find out which companies you might want to work at, which companies are still hiring, and what skills are most sought after. Then, find someone within the company, introduce yourself, and express your interest. If there is a company that you are interested in that doesn’t recruit on your campus, look for opportunities to connect through social networks. Laura closes by giving some tips on how to stand out in the application process, such as using your resume to show leadership potential, key accomplishments, strong team work, and work ethics. She gives five key resume tips: spend time on your resume, tailor it to the position, ensure perfection, keep it to one page, and stress achievements (not just job descriptions).

Laura Sewell begain her career with IBM in 1998 after graduating from NC State and spending two years in the public school system. Laura currently leads US University Recruitment and US Employment Branding for IBM. Her IBM experience includes a variety of roles in HR and Global Business Operations. She is passionate about bringing top talent in to IBM and helping students understand the variety of opportunities available across the company and across the globe.
 

Like this podcast, why not share it?

Author and speaker Dan Pink discusses his new book and career lessons that every young professional should be aware of.

To download this podcast, click here
 
After studying manga, a type of Japanese comic, Dan Pink decided to deliver business wisdom to America in the manga format for a new twist on the typical business advice book. Dan discusses career planning, one of six main topics in his book. He says that although students expect their career to follow a linear path, this is rarely the case. Dan outlines two reasons we make a decision: instrumental reasons (you do something because you think it will lead to something else) and fundamental reasons (you do something because you want to do it). The people who really flourish make decisions for fundamental reasons, even though this can be very difficult. For example, if you choose a major in school thinking it will lead to one specific career choice, then you are limiting yourself. Dan asks listeners to find someone who is doing something really interesting and worthwhile and ask them how they got there, and nine times out of ten, they will not have followed a set, planned path. Dan thinks the secret to success is to use your strengths, instead of focusing on repairing your weaknesses. Career centers can play a huge role in helping people discover their strengths. Next, Dan discusses another of his theories: persistence trumps talent. A moderately talented, extremely persistent person will outperform an extremely talented person who is not very persistent. Dan’s final advice is to make excellent mistakes, meaning mistakes that come from high aspirations that provide a learning experience.

Susan Roane shares a few simple techniques to help you network more effectively.

To download this podcast, click here
 
Susan RoAne, author of Face to Face and How to Work a Room, shares tips and information on networking. Many people are often wary of networking, claiming that it is “using people,” but it is really just utilizing resources. If you share information, then you should be on the receiving end as well. Networking is a lifestyle; it’s a way of communicating and helping others. Susan urges listeners to go to any event that they are invited to or that is offered in order to meet new people. These people aren’t strangers because you already have the event in common. Susan also discusses the “Scarlett O’Hara syndrome,” where people feel the need to be formally introduced before speaking with someone. Savvy networkers initiate conversation and introduce themselves in 7-9 seconds. Have this self-introduction prepared ahead of time to be more confident and tailor it to the specific event to give context. For those who think they are too shy, Susan offers the advice that 90% of American adults identify themselves as shy, so focus on trying to make other people that may be shy feel more comfortable. Also, in addition to approaching people, you should be approachable; have a nice smile and look friendly.

Sarah Keizer tells you what you need to know if you want to work abroad. She discusses the realities of working abroad, and discusses the opportunities and challenges.

To download this podcast, click here
 
After college, Sarah started looking for jobs in upstate New York, but had to keep her mind open because of the recession. She ended up getting a job in Chicago that sent her to Europe, and then she joined ING, where her reach is global. Some obvious challenges in working abroad are language, money, and cultural norms. Other unforeseen challenges can be different ways of getting work done, different feedback processes, and different ways of relating to people. Also, when moving to another region or country, there are two types of adjustments people need to make: personal and professional. At first, everything is new, exciting, scary, but then you go through a personal transition where you get to know yourself and learn how you can deal with the new environment. In addition, you need to rebuild professional connections and support networks, and perhaps learn new technical skills. Sarah says that the experience stretches you incredibly and pushes you to grow. Some things to be aware of when working abroad are (1) if you are interested in an international career, let people know you are open to it, (2) even if you are monolingual, don’t limit yourself to English speaking countries, (3) recognize that it is a two-way investment – the move needs to benefit yourself and the company, (4) get to know the company and the culture before you go, (5) don’t sweat the small stuff – the move won’t go completely smoothly, (6) appreciate the experience and get to know the area and the language, (7) build networks in local and home countries and, (8) be open and prepared for anything and look to build yourself personally.

Lara Ewing discusses the value of looking at situations from another person’s perspective. She talks about the invisible skills people do not realize that they have.

To download this podcast, click here
 
Lara Ewing, author of The Art of Connecting, talks about the invisible skills that successful people don’t even realize they have. More specifically, these skills make you able to be incredibly adaptable, to learn from experience, and to accurately and rapidly shift your point of view inside your head. Stepping into someone’s shoes when there is a difference in opinion and taking a mental view of that person’s situation gives enormous information on how to communicate with that person and effectively resolve the differences. This ability happens instantly and unconsciously, and can be developed by practicing. The key is to try to understand where others are coming from, why they have a certain view, and why it opposes your own. Lara suggests that differences in opinions can result from a difference in backgrounds, experiences, or personalities. Also, she suggests that you try to see the situation from a third party’s point of view by detaching yourself and taking the emotion out of the situation. This skill could help a member of Generation Y communicate better with a Boomer. It can also be used to filter feedback and take the important pieces of a message and use them, rather than be just be hurt. Lara’s final message is that being able to adopt different perspectives is the most important skill in developing your career.

Angela Ciborowski walks us through the case-based interview used in consulting and technical jobs, and gives our listeners a sneak peek on what the company is looking for when they ask you “how many jellybeans does it take to fill a 747.”

To download this podcast, click here

Many consulting companies use case-based interviews, which use certain techniques to assess a person’s problem-solving ability and business logic. The interviews vary depending on the skill they are trying to assess. The five types of cases are brain teaser (which assesses creativity and how quickly a person can think on his feet), strategy (which determines a candidate’s business economics and how she handles complex business issues), operation (which assesses the understanding of business operations and basic industry knowledge), finance (which determines the understanding of finance and accounting), and complex (which is a mixture of two or more types of cases). The interviewer is not necessarily looking for the correct answer, but how the candidate approaches the problem. They are evaluating how well the candidates listen to the question, their quantitative and analytical skills, their creativity, and their ability to think quickly under pressure. The three key attributes of being a successful business advisor are organizational skills, problem-solving abilities, and communication skills. Case interviews are effective because the company can assess people on many levels and see how they deal with real client scenarios, and also determine the candidate’s strengths and areas for improvement. The four steps to having a successful case interview are: (1) understand the question being asked, (2) structure and analyze response: use a framework and determine options, (3) evaluate the different options available, and (4) arrive at a conclusion and clearly articulate it.

Matt Faso shares opportunities and challenges related to working for small and mid-sized sized companies.

To download this podcast, click here
 
A key difference between large and small companies is that in smaller companies, employees are allowed to be more involved in strategic planning and really help shape the direction of the company. At a larger company, employees tend to have one smaller task, but in smaller companies, employees can be involved in all steps of the development process. A downfall of working in a small company is that there are less people to interact with, which can be a problem if a new employee doesn’t click with the other workers. In a large company, there are many more people and opportunities. In addition, larger companies have a more formal training process whereas smaller ones use more on-the-job training and expect a new employee to make an impact that first day. A smaller company does offer more job security because more personal relationships are formed and the company can take advantages of changes in the economy faster than a large company could. Also, the more personal level of small companies allows for easier access to the CEO and more direct feedback and connections. Faso believes that compensation is pretty much the same in large and small companies, but larger companies tend to have a greater variety in benefits and smaller companies are more flexible in creating the package. When interviewing for a smaller company, remember the interviewer is likely a top executive and they are looking for a very versatile person.

Jane Chin gives advice about career self-discovery in her role as a business mentor. She helps listeners answer the question “what should I do?”

To download this podcast, click here
 
Jane informs us that many times when people ask the question: “What should I do with my life?” they are really asking the questions: “What do I WANT to do with my life?” Adults have spent their lives doing what people tell them they should do, but this is not fulfilling. Fear is a huge factor in why people don’t ask themselves these questions and work on switching careers. However, Jane asks listeners to think about if is it scarier to walk away from a comfortable life with a career that has a lot of time invested in it, or to live a life you don’t feel connected with. The pain of living a life you aren’t passionate about becomes greater than the fear. You should ask yourself three questions: What does success mean to me, what makes me feel most alive, and what does satisfaction feel like? Answer these questions on your own terms and not through other people’s definitions. Simply by asking these as a college student, you are on the right path even if you don’t know the answers yet. Go to Jane’s blog to get more resources and see more on this topic.

Susan Youngblood discusses the importance of having a mentor that can help and guide you through your career. She also outlines the differences between a sponsor and a mentor.

To download this podcast, click here
 
Susan defines a mentor as someone that you can go to with questions, who has more experience than you in a certain area, and who can teach you skills that you lack. A sponsor is someone who has seen your work and can champion your candidacy for a particular job and who pushes your career forward based on what they’ve seen you do. People can get a mentor either through an informal relationship (a next-door neighbor) or a formal relationship (a top executive). To get the attention of a prospective mentor, either send an email directly or connect through a network, such as a manager or mutual friend. People need mentors because somewhere down the line, everyone runs into challenges and doesn’t know what to do. A mentor has “been there”, and can have great advice to help you get through hard times and succeed. In return, the mentor gets a new perspective and the satisfaction of helping others. Even if you don’t think it is important now, go find a mentor and nurture all the relationships that you form over your career.

Anne Loehr discusses the challenges and opportunities that Generation Y faces in the workplace. She helps Gen Y and Boomers understand how the other side sees their actions, and what they can do to bridge cultural gaps.

To download this podcast, click here
 
The top behaviors of Generation Y that annoy Boomers are casual dress, constant texting, and the need for feedback. Members of Gen Y should be sure to understand the expectations in these areas before interacting with Boomers. Gen Y and Boomers alike love to multitask, but the technology that Gen Y uses is very visible, making it seem like they aren’t paying attention. Gen Y needs to recognize that there is still a need for face-to-face contact. There are also differences in attitudes; Boomers think Gen Y feels entitled and Gen Y thinks Boomers prevent them from getting things done quickly. To bridge the gap, Anne suggests that Generation Y should learn the culture of the company and the attitude boss so they can know what style of language and key words to use. Generation Y and Boomers should try to understand each other through talking and discussing what each group needs.

Angela explains that the compensation package that employees receive is more than just salary. The whole package is more than just a single number.

To download this podcast, click here
 
Angela begins by urging students to recognize the elements of compensation packages beyond just salary. Other equally important elements in the job offer are benefits, program policies, and office culture. Benefits such as medical insurance, bonuses, and leave policy are crucial in both a fiscal and personal sense. Ask questions such as, “How much medical does the employee pay versus how much medical does the company pay,” “What is the timing of the bonus, “What is the recovery agreement,” and “what types of leave are offered?” Another key factor is if the company has professional development, which includes training for employees, mentoring programs to help develop employees in their careers, and regular feedback for employees on expectations and progress. Finally, office culture is a major part of what a prospective employee should understand. For example, a prospective employee should find out about the dress code and the social environment of the workplace. It is also important to look at gender equality and inclusion: What percent of top executives are women and/or ethnically diverse individuals? Lastly, be sure to understand the firm’s attitude toward mobility if you are interested in working abroad or being able to transfer. Overall, make sure to look at more than simply the base salary: read the fine print and understand the office culture to ensure a job offer is a good fit.

Baseema shares some tips on how to use the library as a career resource. She provides examples of what the library has to offer to people looking for career information.

To download this podcast, click here
 
Baseema first dispels the myth that using library has to be a physical activity, but the library actually opens up a world of electronic resources. In this tough economy, students have to look beyond Google. Students should contact a librarian to use Career Search, a website that can generate a list of contact names and number in a certain business for a specific geographic region in under 5 minutes. Also, the Vault Career Guide, a subscription resource offered by career offices, is available through the Cornell Library. The two resources offer unbiased resources in a fraction of the time one might spend searching Google. Finally, Baseema informs us that the librarians can also help students develop the skills that are needed in business, such as creating a business plan. Students can even get this help directly through the Cornell website by clicking on the “Ask a Librarian” link. In general, the Cornell Libraries can help career search and help develop skills that students need when they start working. Baseema encourages all students to get online and Google their school library for help.

Willy Franzen, founder of One Day, One Job and One Day, One Internship shares innovative ways to leverage Twitter and Facebook in your job search.

Willy explains how to make professional connections and get interviews using websites like Facebook and Twitter for professional networking. Everyone has heard that you should not have bad things up on your Facebook page that employers might see, but Willy has advice on how to use Facebook in a positive way. You can use the Facebook advertising model to reach employers by targeting specific employer networks with advertisements and by linking to your online resume. This helps job seekers get a foot in door and get their resumes to right people. Twitter allows job seekers to jump into conversations and reach people, from CEOs to college students. You can find people in your industry discussing relevant knowledge and provide value to those conversations to build your reputation. You can learn information about a company and make connections with people.

Paul Joseph explains how to leverage a telephone screen into a face-to-face interview. He also provides tips to utilize the telephone more effectively when conducting a job search.

To download this podcast, click here
 
Paul sees a telephone screen as an opportunity for you to proactively sell yourself. In using the telephone to either ace an interview or be proactive in job searching, it is important to do your homework first; research the company and interviewer to understand what they are looking for, and also know your value proposition to market yourself as a candidate for the job. For the phone interview, enter the conversation with an objective in mind and sell yourself. Paul also reminds interviewees to engage the interviewer by asking similar questions back, and therefore develop a more personal connection. Similarly, initiate a phone call after sending in a resume to develop a personal relationship, giving you a competitive edge.

Al discusses the theory of Happenstance, and how taking advantage of unexpected opportunities can impact your career. Al explains how to take advantage of unplanned events and use them to advance your career.

To download this podcast, click here
 
Al Levin, is the co-author of Luck Is No Accident: Making the Most of Happenstance in Your Life and Career with Dr. John Krumboltz of Stanford University. After seeing how unexpected events can make a huge difference in a career path, Al and his colleague came up with the theory of Happenstance. Al notes that this concept applies even more today, since technology, globalization and other rapid changes in the work place makes it more difficult to have a set plan. While many career counselors advise choosing a career goal and sticking with it, Al stresses the importance of taking advantage of unexpected opportunities that may not necessarily fit into your plan, giving examples from his own experience. For young professionals searching for jobs, Al suggests that young professionals need to be open to opportunities they didn’t plan for, since there will be opportunities if they are open minded than if they are focused on one goal. His three strategies for advancing your career are keep your options open and explore, take action even when you are not sure of the outcome, and go for the job, even when you don’t have all the necessary skills, because learning on the job is part of the process.

Marlene discusses how to learn about work-life balance at a company during an interview, and why it is important to ask questions during the interview.

To download this podcast, click here
 
Marlene believes that young professionals must take the time to understand what is most important to them, particularly where work-life balance falls in their own values. Before an interview, do research on the prospective employer such as reading the diversity mission and the work-life statement. At the interview, a student can ask about tools and programs that help employees succeed both at work and in their personal lives. Note that some industries are friendlier to work-life balance. Students can also look at a company’s track record in diversity, demographics, and number of minorities in leadership positions. Students may be worried that asking about work-life balance will reflect poorly on their work ethic. However, Marlene says that this all depends on how the student asks the questions and how much homework they have done on the company. She suggests starting by asking about the company’s vision and mission, and moving on to programs and tools that support them. Work-life balance falls under diversity, and if that is not in the top 5 most important things to the company, that should be a red flag for students.

Russ Finkelstein discusses what it is like to work for a nonprofit organization.  He talks about having passion for what you want to do, and how to show an organization that you are the right candidate for the job.

To download this podcast, click here
 
In the current economy, the nonprofit sector has been taking on many societal issues, and it is a great and challenging time to be involved with nonprofit enterprises. Young professionals interested in working in the nonprofit arena need to learn how to adequately prepare for an interview. Preparation is the most important issue, because often candidates feel there is a lesser standard in nonprofit organizations, which is not true. Prospective employees should ask smart, specific questions that demonstrate they have invested time and energy into this particular job. Not only should candidates show that they are qualified and have necessary skills and experiences, it is also important that they show passion for the particular issue and the specific approach that the organization uses to address it. Although nonprofits may pay less than for-profit companies, an employee can still make a very good living. Prospective employees need to prioritize and make choices about their expectations and motivation.

Annemarie Segaric shares strategies for getting a job when you have little or no experience, and how to change your career while still receiving a paycheck.

Norb Mayrhofer focuses on teamwork and managing expectations. He discusses strategies on how professionals can stand out in a team environment, and the importance of taking initiative.

To download this podcast, click here
 
How can a young employee stand out in a team environment? Norb says that the most important thing is for the employee to understand the ultimate goal: to make the team successful. Productive teams have a good combination of leaders and followers and a well-balanced delegation of tasks. The employee should be aligned with the team’s overall mission and understand what needs to get done, and take responsibility for appropriate parts of the team’s work, whether leading or following. Also, a good team player is someone who proactively goes out of his or her way in order to solve the smaller problems so that the larger goal of the team can be accomplished. The traits of a good leader include being able to delegate well and ensuring that others understand the goals of the team and are putting in their best effort. A good follower does everything he or she can do in order to make the leader successful. If what the leader or boss expects of an employee is unclear, that employee should ask for clarification to avoid wasting time and money. Finally, in order for an employee to stand out in a group, he or she must understand that opportunities aren’t always given. The employee therefore needs to be innovative and take initiative in seeing the bigger problems and the challenges and solve them in a way that others can learn from.

Wendy Spelman discusses the importance of an internship and how to effectively get technical skills across in an interview. She also touches upon the importance of teamwork at the start a new career.

To download this podcast, click here
 
Wendy explains that experienced interviewers look for specific qualities from candidates during an interview. Companies often look for the same set of skills in interns and full time employees. An employee needs to balance leadership skills and working on a team; they need to know when to lead and when to follow. Wendy suggests putting an emphasis on establishing a role as a member of the team first, then moving into a leadership role. At companies like Kraft, interns often become full time employees. This happens when the intern and the company are compatible with each other.
 
When interviewing prospective employees, Kraft looks for technical science skills, best demonstrated through past work and intern experiences. When new employees are hired, they are paired with a buddy to assist with the initial transition. When an employees chooses her career path, she also chooses a mentor to further develop all of the necessary technically skills.

Elliott Garlock gives advice on using available resources to get a job.  He shares tips on doing thorough research into your industry and company, and tells our listeners the things that he wishes he would have done differently while he was going through the process.

To download this podcast, click here
 
Before a job interview, there are a few things that applicants should do. First, research the company and industry by reading the basics, such as the Vault guide for the industry, company, and competitors to build your knowledge on its background. Then, use social networks to find people that work at the company and have an informational interview with that person. Finally, ask that person to refer you to another person within the company so that you can have another informational interview. These interviews are very important and give you leverage during the actual interview.
 
As a college student, you should read trade magazines and blogs, and develop relationships with faculty.

Tiffany Norwood gives 10GoodMinutes listeners advice on salary negotiation from two perspectives: first as an employee working for large multinational corporations, and now as an employer in the area of information technology.

To download this podcast, click here
 
When discussing salaries, Tiffany Norwood can speak from experience as both an employee and an employer. Before you even begin to negotiate salary, arm yourself with information on the value of the position and how it aligns with your experience. Do a lot of research and compare your position against certain parameters such as the size of the company. Get a good sense of the market value of your position and then set the expectation at the interview of what you would consider to be a reasonable pay. Even though you may feel it is taboo to discuss salaries during an interview, ask about the salary range, and if it is lower than you expected, offer the information that you found during your research and ask if their range is flexible.
The employer will react differently depending on how you bring it up the issue of salary. It is more effective if an interviewee is speaking from the perspective of the market value and demonstrates the value of the employee to the customer than just from a personal point of view. Speak from the perspective of the company rather than from your own perspective.

Diane Darling dispels common myths about networking, and explains how students and young professionals can use networking to get ahead. She discusses what people should be doing in order to effectively network, and states why young people need to give themselves more credit for networking than they do.

To download this podcast, click here
 
Diane defines networking in two ways: building relationships before you need them, and the transference of trust. When you are trying to network, you should focus on what the other person can gain from making contact with you. It should be a symbiotic relationship, rather than just transactional. Diane encourages students to always research guests that are visiting campus, and to go through a faculty member to make alumni connections. Diane also emphasizes the importance of having an online presence, such as on Facebook and LinkedIn. Students should also purchase the domain for their name and set up a simple one-page website.
How do students overcome nerves when networking? Diane says that students should practice by networking with less important people first. Students could also try taking an acting workshop to become more comfortable with speaking in public. Diane also notes that students are getting a lot more experience in networking than they give themselves credit for, such as in group projects. She suggests finding a “networking buddy,” who is interested in the same industry, but who has complimentary skills. Finally, Diane reminds students to help people connect with each other, and to make an effort to stay in touch with contacts.

Steve Benjamin discusses the benefits of alumni networking. His recommendation to students is to “get over themselves” and focus on the opportunities that still exist. He advises students to reach out and tap the vast networks available to them.

To download this podcast, click here
 
Steve thinks that students are overly concerned about the down turn of the economy, since the situation has been much worse in the past. He recommends that students get over their stress and start focusing on the problem at hand. Students that are graduating from Cornell are at the top of the pyramid. Blindly sending out resumes won’t be very helpful. Graduate school is a very good option, with short term and long-term benefits. If you are in the engineering school at Cornell, Steve highly suggests that you stay one more year for the master’s degree. If you decide to start looking for jobs, you should use the alumni network. For example, Steve serves as a mentor to an undergraduate student interested in engineering and entrepreneurship. He gives students assignments and advice that can help them find opportunities. Don’t contact the alumni for direct help in obtaining a job, but for help in seeking out new paths and opportunities. Steve reminds students to thank the alumni and keep them updated on your progress.

In this podcast, Sharon Dauk gives advice on career strategies in a tough environment from her perspective as both an executive coach and industry professional. Her unique perspective lets people see what it’s like on both sides of the interview table.

To download this podcast, click here
 
Tough times can present opportunities, and Sharon suggests that creativity is key. First, try and figure out what you are good at. Even though the big names in investment banking may not be recruiting right now, find other companies that have similar characteristics and seek them out. Networking is very important, and you have to present your value proposition – what are your passions and what will you bring to the table. Sharon believes that hard economic times can increase entrepreneurship. She graduated during a downturn in the economy and ended up starting her own investment firm.
How can a student stand out in an interview? Sharon suggests that you should be yourself and show how you are going to dedicate yourself to making the business successful. Attitude is just as important as skills. Sharon remembers a particularly good interview with a student who asked questions about how their participation would benefit the bigger picture. People are hiring you to do a job for them and achieve something they need. Present yourself as providing a solution to that problem. From a corporate point of view, someone who seems really ready to work is more attractive than someone asking about work-life balance. From Sharon’s experience as a coach, she suggests doing more research outside of the interview to find if the work-life balance would be right for you.

Sharon Dauk gives advice on career strategies in a tough environment from her perspective as both an executive coach and industry professional. Her unique perspective lets people see what it’s like on both sides of the interview table.

To download this podcast, click here
 
Tough times can present opportunities, and Sharon suggests that creativity is key. First, try and figure out what you are good at. Even though the big names in investment banking may not be recruiting right now, find other companies that have similar characteristics and seek them out. Networking is very important, and you have to present your value proposition – what are your passions and what will you bring to the table. Sharon believes that hard economic times can increase entrepreneurship. She graduated during a downturn in the economy and ended up starting her own investment firm.
How can a student stand out in an interview? Sharon suggests that you should be yourself and show how you are going to dedicate yourself to making the business successful. Attitude is just as important as skills. Sharon remembers a particularly good interview with a student who asked questions about how their participation would benefit the bigger picture. People are hiring you to do a job for them and achieve something they need. Present yourself as providing a solution to that problem. From a corporate point of view, someone who seems really ready to work is more attractive than someone asking about work-life balance. From Sharon’s experience as a coach, she suggests doing more research outside of the interview to find if the work-life balance would be right for you.

Jim Byrnes talks about the realities of a financial career in today’s economy. His advice is great for young professionals just starting their careers now, and explains what people can do to get ahead in the future.

To download this podcast, click here
 
It is a tough time in financial services. Wall Street is still hiring, but competition is increasing, and salaries are decreasing. Jim suggests that students need to think about jobs in finance elsewhere or even in other industries. In this economy, more customers are moving to local banking because of their discomfort with the larger firms. In investment banking, there is a tremendous variety of smaller companies that can offer students interesting career opportunities with hands-on experience. Students will have to work a little harder to find and sell themselves to these smaller companies by focusing their pitch and working one-on-one with the company representatives. Jim thinks the salaries at these smaller companies are reasonable given the cost of living in the location of the smaller companies and will have more opportunities to move up in the company. However, students should think about their long-term career path, because, realistically, large firms are going to be looking for new MBA graduates, not people coming from these smaller companies.

This podcast is part 2 of Scott Goodfellow’s interview with 10GoodMinutes. He discusses strategies on how to get noticed by recruiters. He shares pre-interview tips, specific interviewing strategies, and explains what makes a candidate stand out in an interview.

To download this podcast, click here
 
Scott says that when he is looking to hire someone for a job in finance or accounting at Proctor & Gamble, he wants to see a broad experience base beyond those two specialized areas. During an interview, recruiters are not necessarily just looking for depth of experience, but for experience in leading others and making a difference. How do you set yourself apart from other interviewees? Go to career fairs and talk to the recruiters. Make sure everything on your resume is quantifiable – not just through action verbs, but through metrics. Once you get past the initial contact and into an actual interview, the recruiter will want to know how you are going to fit into the company and if you are willing to take on leadership. If you take an hour or two to really think through your resume, you can be prepared with direct, succinct answers. Lack of preparation can be a huge downfall, especially for undergraduates, since they haven’t had the real world experience of selling themselves. Familiarity is your best friend – get to know previous interns, speak to recruiters at multiple job fairs, and learn all about the company. Quality of preparation is more important than quantity of interviews. Alumni references can help, but are not the sole decision factor in an interview. If you don’t understand a question in an interview, try rephrasing it for clarification.

Scott Goodfellow discusses strategies on how to get noticed by recruiters. He shares pre-interview tips, specific interviewing strategies, and explains what makes a candidate stand out in an interview.

To download this podcast, click here
 
Scott says that when he is looking to hire someone for a job in finance or accounting at Proctor & Gamble, he wants to see a broad experience base beyond those two specialized areas. During an interview, recruiters are not necessarily just looking for depth of experience, but for experience in leading others and making a difference. How do you set yourself apart from other interviewees? Go to career fairs and talk to the recruiters. Make sure everything on your resume is quantifiable – not just through action verbs, but through metrics. Once you get past the initial contact and into an actual interview, the recruiter will want to know how you are going to fit into the company and if you are willing to take on leadership. If you take an hour or two to really think through your resume, you can be prepared with direct, succinct answers. Lack of preparation can be a huge downfall, especially for undergraduates, since they haven’t had the real world experience of selling themselves. Familiarity is your best friend – get to know previous interns, speak to recruiters at multiple job fairs, and learn all about the company. Quality of preparation is more important than quantity of interviews. Alumni references can help, but are not the sole decision factor in an interview. If you don’t understand a question in an interview, try rephrasing it for clarification.