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Archive for the ‘College Jobs’ Category

I suspect most of us who were born in the 1980s and even into the 1990s grew up with the assumption that getting a degree would make our lives easier. And, on a whole, I think it’s true. For many careers, you need at least a bachelor’s degree just to get an interview.

But our parents and grandparents grew up in a world where a degree was somewhat a rare commodity and college graduates seemed almost untouchable in the job market. Now, with more people earning degrees and the recession giving everyone a kick in the pants, no one’s immune to tough times. I’ve seen it happening to friends and the friends of colleagues. And I’m sure you’ve witnessed it, if not experienced it firsthand.

I ran across this article in the Gaston Gazette that talked about the hardships Teaching Fellows are facing. Several Fellows are finding themselves without the jobs they had envisioned by the time graduation rolled around.

Manning said that teaching fellows were conditioned their freshmen year that a job would be ready and waiting when they graduated.

“It’s not looking good,” Manning said. “I don’t think it’s just teaching fellows.”

Manning said she’s debating applying to teach in South Carolina, though she knows she’ll have to repay her scholarship with interest if she doesn’t fulfill her required years of teaching.

“I’d rather have a job than not have one at all,” Manning said. “It’s a scary thought. I’m trying to be positive.”

I’m not posting this to scare you, because the point of this blog isn’t about gloom and doom.  Instead, it’s to remind everyone that regardless of the economy and your situation, you should always be thinking about alternatives. Nothing’s set in stone. These schools had the best intentions when they brought on this Fellows, and most employers in today’s economy had the same positive outlooks. The economy’s tanking messed up everyone’s plans, and there was little they could do about it.

Here are some things to think about:

  • If your current plan doesn’t work out, where else could you get a similar job?
  • What else would you like to do?
  • Do you want to stay in this city or would you be willing or prefer to move somewhere else?
  • What are the financial repercussions of changing your career objectives?
  • Are you contractually obligated to fulfill any duties as part of your current job?

Simple questions, but something to keep in mind when you’re mapping your future.

Source: Gaston Gazette

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One of the quintessential moments of Americana is a teenager’s first job, normally in the summer. It seems like everyone had that first paycheck for doing something related to summer. Worked at the movies? A burger joint? Mow lawns? Be a lifeguard?

It’s that time of year again, and employers are still hiring for summer jobs like they were last year. The only problem is that there are many more job seekers looking for work this year than in summers past.  Nearly a quarter (23 percent) of employers plan to hire seasonal workers for the summer, in line with last year’s findings, but the competition for those jobs will be stiffer than in years past due to high unemployment and a tough economy. This is according to CareerBuilder’s Annual Summer Job Forecast that was conducted from February 20 to March 11, 2009, among more than 2,500 employers.

Those that land summer jobs may have a chance to parlay their roles into year-round positions. More than half (56 percent) of companies reported that they would consider summer recruits for permanent placement within their organizations.

When it comes to summer paychecks, nearly eight-in-ten (77 percent) hiring managers will offer the same pay to seasonal workers this year as they did last year, while 9 percent will offer more. An additional 9 percent will offer less and 5 percent said they were unsure. Two-in-five companies (42 percent) plan to pay summer workers $10 or more per hour and 6 percent plan to pay $20 or more per hour. Thirty percent anticipate paying between $8 and $10 per hour, while 10 percent expect to pay less than $7 per hour.

“Summer job seekers face a bigger challenge this year than in years past, as the market is flooded with candidates looking for both full and part-time positions,” said Rosemary Haefner, vice president of human resources for CareerBuilder. “The good news is that many traditional summer jobs are still available, but in this environment, it is essential that job seekers differentiate themselves and demonstrate how their skills can have a positive impact on a business in a short amount of time.”

Comparing the industries surveyed, hospitality and retail have plans to bring the most summer workers on board, at 38 percent and 34 percent respectively. Across all industries, the most popular summer positions being offered include:

  • Office support – 26 percent
  • Customer service – 18 percent
  • Research – 12 percent
  • Landscape/maintenance – 11 percent
  • Restaurant/food service – 11 percent
  • Sales – 10 percent
  • Construction/painting – 8 percent

When asked about the most unusual or memorable summer jobs they’ve ever held, workers shared the following responses:

  • Bungee-jumping tower assistant
  • Commercial bee herder
  • Scouted garage sales for items to resell on eBay
  • Murder Mystery dinner actor
  • Cleaned gum off of school desks
  • Gun fighter at a theme park
  • Popsicle maker
  • Picked up road kill
  • Painted silo tops hanging from a crane
  • Waterslide repairman

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This week we’ll be featuring the last posts from our CBCampus ambassadors. They’re about to move on to that place you’ve all heard so much about: The Real World. So as they prepare to move on, we asked them for some final thoughts on what they learned during their time with us, both professionally and personally.

Morgan says…

cbmorganBlogging, for example requires me to write up some of my thoughts, thoughts that will forever be attributable to my name. I had to learn confidence to feel comfortable with accepting all ridicule as well as praise that could come from posting my ideas on the Internet. Mostly, my boost in confidence came when I had to organize as many friends as possible to be in a CBcampus photo for a photo contest. They thought it was ridiculous, but with persistence and good humor I was able to make my friends go along. Even though I thought it would be like pulling teeth to secure answers for the various surveys that we had to give to career center staff, it was rather easy. The lesson learned is that people will generally help you out and you shouldn’t worry that they will shut you down. The closer the people are to you, they can also do bigger favors…

The economic times that we’re in have impacted my work and experience at CBcampus. The new economic challenges we face now and will face in the future are ideas that affect student employment. As students we are uniquely situated in a confusing spot where there are no jobs, but we constantly hear that our education will take us so much farther. Things will change though, times will get better. My CBcampus experience has impacted the way I understand the world around me, and I am very thankful of that.

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We’re all quite special (or at least we tell ourselves we are), and we want employers to know. The tough part about that is we’re all different, and yet we have to use the same tools to convey our unique personalities to employers. The other day Bree told us what she’s doing to get noticed in a sea of applicants. Now it’s Natalie’s turn to offer up her method:

cbnatalieI’ve been told that a hiring manager will only look at your résumé for 30 seconds before putting it into the “yes” or “no” pile.  I’ve also been told that a hiring manager only looks at your résumé for 10 seconds before making a decision.

Either way, that’s not a lot of time to make an impression.

To help my résumé stand out, I’ve gotten it critiqued by as many people as possible. This list includes my old boss, both of my sisters, three different ladies at three different career centers on campus and my boyfriend. They each offered a slightly different opinion that together helped shape the most recent form of my résumé.

I think one of the most important things I learned was how to write effective bullet points. I was told that it’s more than what your tasks are at work, it’s how those tasks affected the company.

Example: Bullet A represents an impressive task that you may have put on your résumé, while bullet B shows how this bullet point can not only be impressive but it can stand out from the others —

A) Tutored middle school students in reading for two hours daily

B) Tutored middle school students in reading for two hours daily, increasing their average reading level by more than two grade levels

In addition to stating what you task was, you’re also saying why this task was important. This shows that you’re effective at your job and making a difference.

My résumé is constantly changing. I like to stay involved on campus to show that I’m well-rounded and versatile. My résumé is easy to follow,  (hopefully) doesn’t contain grammar mistakes, reflects how my actions made a positive impact for my companies and highlights a wide variety of involvement.

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Everyone’s looking for a job, and as we mentioned yesterday, college grads (or soon-to-be grads) are trying their best to get noticed by employers. Although the hiring climate is not as robust as it was when you entered college, it’s certainly not dead.

Proof?

CareerBuilder.com writer Rachel Zupek has compiled a list of 25 employers looking to hire graduates this year. You can read the full list here, but I’ll give you a sample:

ARCADIS
Industry:
Engineering
Estimated new graduate hires: 30-40
Open positions: Geologists, environmental scientists, engineers (civil, geological, geotechnical and transportation)
Candidate qualities: Internship experience in related engineering and science fields; knowledge of field based on experience and degree program; excellent verbal and writing skills; and demonstrated leadership on academic projects, honor societies and extracurricular activities.

Harris Corporation
Industry:
Communications and information technology
Estimated new graduate hires: 170
Open positions: Engineering (software, mechanical, electrical, network); geospatial analysis; supply chain and procurement; accounting and finance
Candidate qualities: Confident students with good time-management, discipline and effective communication skills. New college grads must come from a regionally accredited institution and meet a minimum GPA requirement of 2.8.

Quest Diagnostics
Industry:
Health care
Estimated new graduate hires: 20-30
Open positions: Finance, Human Resources, IT, sales, marketing and operations
Candidate qualities: Strong educational background, desire and ability to learn, and a drive for results. Individuals must be willing to take on responsibility and accountability for his/her work and be able to work independently in a fast-paced changing environment.

Sabre Holdings
Industry:
Information technology
Estimated number of new hires: 8
Open positions: Programmers, developers, marketing, business operations (finance)
Candidate qualities: Undergraduates in their junior or senior year, or seniors of graduate program. Must have previous work experience, ability to work with a team, assume project ownership, take pride in their work, and possess entrepreneurial spirit.

Sodexo
Industry:
Hospitality/contract services
Estimated new graduate hires: 95
Open positions: Food services manager, environmental services manager, dietitian, engineer and facilities manager, accountant
Candidate qualities: Students with necessary technical skills like communication, financial acumen and knowledge of the business. Integrity, motivation to succeed and flexibility are a must.

Check out the complete list of employers here.

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Undoubtedly, new college graduates in today’s economy are probably not having the easiest time finding that first job. You’ve probably already spent a significant amount of time perfecting your resume and portfolio; maybe you’ve even had a couple of interviews. But now, more than ever since opportunities are scarce, candidates need to know and understand exactly what employers are looking for in their ideal worker, and find ways to demonstrate those qualities.

However, a new study by the National Association of Colleges and Employers shows that becoming this perfect candidate might not be very easy.

Nearly 70 percent of employers taking part in NACE’s Job Outlook 2009 study said they screen candidates by GPA (grade point average). Marilyn Mackes, NACE executive director, says the cutoff for most employers is 3.0, or a B average.

“If a student passes that hurdle, then the employer takes a look at other attributes,” she says.

As far as skills and attributes, employers are looking for communication skills, a strong work ethic, the ability to work well on a team and initiative.

Employer from the study also emphasized leadership experience and relevant work experience.

“More than three-quarters of employers told us they prefer to hire candidates with relevant work experience,” Mackes says. “In this case, we’re talking about new college graduates who have taken part in internships or cooperative education assignments.”

To find out more about what employers are looking for in an ideal candidate, click here.

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It’s never too early to start looking for your first job after college. Although it’s only January, it will be May before you know it and you don’t want to be caught off guard when graduation sneaks up on you.

To help prepare graduates for this transition, Laurence Shatkin, Ph.D., and career expert Michael Farr wrote “200 Best Jobs for Recent Graduates, Fourth Edition. The book identifies 200 of the most rewarding jobs for graduates, including such pertinent information as annual earnings, beginning wages, job growth and more.

“These jobs have higher percentages of recent college graduates and may present more opportunities for initial entry or upward mobility,” Shatkin says.

Here’s a short list of the best overall jobs with a high percentage of college graduates between 20- and 24-year-olds, according to Farr and Shatkin.

Beginning wage: $40,100

Percent growth: 53.4 percent

Annual opening: 35,086

Beginning wage: $30,890

Percent growth: 24.8 percent

Annual opening: 47,750

Beginning wage: $30,890

Percent growth: 24.8 percent

Annual opening: 47,750

Beginning wage: $33,310

Percent growth: 20.1 percent

Annual opening: 45,015

Beginning wage: $29,580

Percent growth: 17.6 percent

Annual opening: 51,216

Beginning wage: $32,470

Percent growth: 18.5 percent

Annual opening: 38,379

Beginning wage: $28,430

Percent growth: 12.6 percent

Annual opening: 54,025

Beginning wage: $48,750

Percent growth: 23.7 percent

Annual opening: 3,245

Beginning wage: $28,360

Percent growth: 22.2 percent

Annual opening: 22,756

Beginning wage: $25,950

Percent growth: 12.9 percent

Annual opening: 97,334


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