(2015) From College to Career: Sophomores & Juniors
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(2015) From College to Career: Sophomores & Juniors

Welcome Brandeis parents to our
‘From College to Career Webinar’ a webinar especially for parents of sophomores and
juniors. This is sponsored by the Hiatt Career Center at Brandeis. My name is
Alexandra Stephens and I’m the associate director of career programs and
engagement here at the Hiatt Career Center and I will be moderating our
discussion today and taking all of your wonderful questions. Please know that the
webinar will be recorded and posted online for later viewing and also please
use your question box in the GoToWebinar control panel to submit questions
throughout the presentation as you think of them and we’ll get to as many as we
can at the end of the broadcast. I’m excited to introduce to you our speaker
for today who is Andrea Dine, the executive director of the Hiatt Career
Center here at Brandeis. Andrea is a nationally respected career center
director with over 20 years of experience in the field. She’s passionate
about leading a team to create innovative, student-focused, outcomes
oriented resources and services and is honored to lead our team here at the
Hiatt Career Center. And we’re committed to innovation and the pursuit of
excellence. So welcome Andrea, we both reporting here from my office and we’re so happy to be with all of you. Thank you, Alexandra and if only I could share some
of the lovely 60 degree weather we’re having here in Waltham I would send
lovely also the changing of the color of the leaves to everyone on the call so
thank you all for joining us and thank you for being invested in your students pursuits and future success. And that being said I’m I’d like to set the stage a little bit about what the Hiatt Career Center does we are an office that serves
undergraduate students and we serve them while they’re students and we serve them
for the rest of their lives as well we are full service to alumni which is very
exciting I also like to note I want to thank people who submitted questions in
advance of the webinar I have incorporated many of your questions in
the presentation today and I also wanted to give a referral as well there were
several folks that submitted questions in advance that were very specific
questions about medical school itself. I would like you to know that we do have a
specialists office at Brandeis University called the pre-health office
and that office works quite extensively with students as they prepare to attend
medical school or pursue medical school as well as other health careers so for
those of you that have questions very specific questions about the MCATs for
example or the trajectory that students follow in the coursework they take to
pursue medical school I would like you to refer you to that specialized office
as they that is their full-time job they have three staff members working with
students to help them pursue medical school so I’d like to know that they
exist. That being said we’re going to kind of jump into our conversation today.
The agenda today is really to take a look at I’ll go briefly through the
current job climate and we’re very fortunate that the economy has swung and
we’re actually now seeing really exciting things and results of that and
outcomes for that within the student body we’ve actually recently been
working with several seniors on offer negotiation between multiple offices and
we haven’t seen that in that it as frequently as we are seeing it now in
some time which is lovely so we’ll talk about that your current job climate and
address some of the headlines you may be seeing in the news, then we’re going to
go more specifically into Hiatt’s focus on students how we work with students
and alumni what our approaches and things you should know to help your
students and looking at that also by class year, so what are different things
now you again parents on this call or presumably parents of sophomores and
juniors and so we’ll take a look at sort of what is the developmental process for
students that are at that stage in their college career and how you can be
helpful in that particular setting. We’ll start off by really addressing sort of
what cruise centers used to be and what they are today and with that I have a
first question for you about the frequency in which you used your career
center. So we’re going to launch our first poll it’s going to appear on your screen and the question is, how often did you visit your college career center as
an undergraduate? Pretty easy question, never, once, or more
than once, and so will just give you a few more seconds to weigh in. We’d love
to get a hundred percent participation here and then we’ll share share the
results with you so we’ll give you five more seconds popped right up on your
screen there fill out that little radio button and we’re going to go ahead and
close the poll and share those results. So Andrea about a third never, a handful once, sixty percent more than once. Good do be on this poll. I’m impressed, all right. Alright, so given that picture so there’s a significant percentage of folks on the
call who in fact had engaged with their career center at least relatively
frequently at least more than once I’m going to draw a sort of the then and now
I actually pulled that as an actual photo of Hiatt Career Center in 1993 and
I’ll talk about that versus what things were like today. So often and this may
your be your frame of reference given your generation students would often
were in the historically thinking about careers really their senior year, there was that matching piece that students have thought got to see new year and
said oh I should start thinking about what I should do after I graduate. The
employers themselves had real expectations that they wanted to hire
lovely, smart, intelligent people that could bring some basic skills to their
organization and they had extensive employee training programs to prep them
for particular working roles within that organization. Students would as you can
see in the photo go through binders and bulletin boards to actually find
opportunities, there were also if you remember back in the day of newspapers
things like classified ads that people would use to find opportunities. The
other big difference between then and now is that historically speaking
students were hired by very large organizations so these large
organizations would have extensive college recruiting teams that would go
out to colleges and universities around the country and they were very
large you know they could have hundreds of employees and that particular branch
of the recruiting arm of a company and recruit students on campus in diverse
locations, so a recruiter may have a few very large schools in their territory or
they might have a larger territory like New England but in general companies had
an on-campus presence to do campus recruiting. Now it’s very different
oftentimes students and parents are talking about careers and career
interests even prior to applying to colleges and that becomes a part of the
decision making process, students certainly will be thinking potentially
about career issues early in college in part because employers are increasingly
looking for college grads who’ve developed at least some basic
professional skills within their field prior to graduation and as you might
imagine that’s a big shift and so when we get to and we will talk extensively
about internships. Internships have gained importance and prominence in part
because employers are expecting for skills prior to graduation so that’s a
significant shift. The other big shift is of course the use of technology today,
the very webinar we’re having today would not have been possible back in
1993 for sure. I was trying to remember one of my earlier roles in higher ed was
coding for one of the first career center websites and that was in the
90s so that wasn’t that foot long ago the career centers were even thinking
about being on the world wide web and that was before the web went commercial
and it was only government and educational institutions so that’s not
that long ago but as we know today the impact of technology, the web mobile
devices you know tablets etc, is tremendous and the way in which students
access opportunities and reach out to organizations and vice versa, the way
organizations reach out to students has evolved tremendously and that changes
every day so that’s always a for me a fun and exciting challenge is to stay on top
of those new innovations that then potentially have a tremendous impact on
how employers and students find each other. The other major shift is a
majority, vast majority of students are hired by medium to small organization
and so though there are a few large companies that have recruiting teams,
they are miniscule in the number of organizations that actually recruit and
hire your students and so the technology in some ways has fostered that
opportunity for smaller and medium-sized organizations to be able to reach out
top talent through those mediums to be able to recruit your students, but again
that’s a shift in some ways away from sort of the historical visions of career
fairs where they an organization might come and hire 50 students from an
institution whereas now they might hire one or two depending on the relationship
between the organization and the employer, so again tremendous shifts as we think about not only frequency of engagement but the ways in which
organizations work with the Career Center externally book, whether that’s
parents alumni employers or students and so that is a tremendous shift. The other
piece in the news there’s all kinds of things you hear about in the news and I feel like the pendulum keeps swinging well here sort of the dire news reports
like oh my goodness students with liberal grads don’t get jobs, I can assure you and you’re welcome to look at our extensive data about outcomes on our website that’s not an issue at Brandeis. um but I’m always frustrated when I hear
those headlines and and the reverse we’re now just these are headlines for
the last few months now there really is a swing about the value of the liberal
arts degree and so you’ll see tech firms are now focusing on recruiting liberal
arts in particular and looking at sort of the value degree outcome and also how
satisfied people are with their professional careers so those pieces all
are coming together now and so we’re starting to sink see a swing in the
headlines about the types of roles that students are pursuing and companies. That being said as I mentioned before,
excuse me, the outcomes from Brandeis students are quite good. We’re actually
just starting now, our research for the class of 2015 but I have data to share
with you for the class of 2014. So again students are, this pie chart that you see
is a pretty normative pie chart for us. Give or take you know maybe more or less students pursue graduate school in any particular year, usually around a third as you can see here a majority of our students pursue full-time employment after graduation. For those folks that are doing other things they’re really quite interesting when you dig deep in the data as I do so it’s really everything from international travel, volunteerism, fellowships, people make yeah all kinds of things happen in that three percent, so it’s the smallest number but sort of interesting stories and this data is all collected within six months of graduation. So we wrap up collection on December 31st each year. As you can see diverse field so no surprise with liberal arts majors, they go into areas of their particular interest which you can see here again it’s broken down in much greater detail including what employers or graduate schools folks attend on our website, so if you go into about Hiatt and look at destination
data you can see this in much greater detail but I want to give you just an
overview today so you can see that really students do well both for
graduate school and in the workforce after graduation to allay any concerns that you may have in particular. Our philosophy, so the way in which we approach working with students really is sort of a foundational approach of starting with, who they are so students to be successful in any career need to be able to clearly articulate their values, skills, interests and strengths to employers and actually relate those in a way that is relatable to the employer, so I might share a certain things for example about my professional background, if I were working with a technology organization I might share very different aspects about my strengths and skills it from working in an educational or a management position and that is a, students are often encouraged to
list sort of what are their accomplishments and their strengths and they come up with this laundry list that’s very untailored, so we work a lot with students not only to identify those attributes about themselves but to really consider their audience as they begin to craft and think about themselves as a professional, and think about where they fit into the world of work. On that next stage, so that’s that reflection piece of who they are we really work with them to uniquely with them as an individual how does that match potentially in the world of work
because as you know we’re all limited by the information we know and students in
particular find themselves struggling about what, how their strengths or skills fit into the world of work because it’s not a world they know a great deal about even though students might be able to quickly articulate for example what your professional role is they may not be able to articulate for example the top 5 skills that you use everyday in your work and we because we want to tie those skills together that piece of having them really explore in depth and connect with alumni etc with in fields that they’re interested in becomes very important as they try to map sort of what direction is most appropriate for them. The other component to that is building a suite of professional skills so that they can connect with employers and organizations successfully so I talked a little bit about thinking about audience and that’s one of the earlier pieces we talked about with students about you know sharing you know what you would say to one audience differently with what you would choose to share with another audience. That connection piece students are very accustomed writing in opinion papers or third person research papers but they’re not accustomed to writing and advocating for themselves in marketing documents for example, similar to resumes and cover letters and in fact if they’re networking for an internship or job search as well and so pulling those pieces together in application in professional skills is another key role that we have in the office and helping students move forward and with that I have a question for you, so I’m curious when did you know what what it was that you wanted to do professionally? So we just launched our second poll so if you all can just take a moment to weigh in at what age did you know what career you wanted to have for the rest of your life, were you under 18 an early bird, was it during your college years perhaps 18 to 21, post college, are you still working on it We’d love to have you weigh in here and then we’ll share the results which are usually pretty fun so i’ll give you just five more seconds to weigh in just a quick click of the button on your screen. You guys are active participators, I like this okay and i’m going to go
ahead and close the poll now and share those results with all of you. So Andrea looks like fourteen percent under 18, about a quarter for between 18 to 21
these people these are the people that went to their career center this is good,
forty-two percent you know mid-career time between 22 and 39, fourteen percent still working on it, love that honesty I think I think we’re all sort of working on it right very true. Okay, thanks so much well thank you and thank you for the folks I don’t know I think I might still be working on a little bit though I’ve work should accrue field for a great long time I myself would probably for high ed be a little younger I probably joined maybe the twenty six percent but I certainly never imagined until I was in that 22 to 39 range that I wanted to work in career center specifically so thank you for sharing that I’m going to remind you periodically about those numbers. So for majority of folks the largest group, really figured it out what they want to do for a career in that 22 to 39 range, and that is very common that’s still true today and so your students one of the things we emphasize that I emphasized when I did the presentation to first-year students is the exploration piece of of trying new things and really pushing, encouraging students to push themselves academically and professionally in ways that they’ve not tried before, in ways that might be a little scary for them because they’re new and it’s not something they’ve experienced before can be very important because that’s where someone can find out either where their imagined career is not a match for them and that certainly happens or for those that really have no idea what they want to do to try something they’ve not tried before that they think will be a good match then further helps them build
their story and narration about how they really would like to be engaged in the world of work and that as we all know it’s certainly true for for everyone
it does involve a process and the way you spend your time in your workplace
today versus how you spend that 10 or 20 years ago might be very different as
you’ve moved into different roles and oftentimes we joke with alumni that come
back for career counseling they might look back today and think oh I kind of
see my path and that sort of makes sense how I went from job to job, that often
was not the case when they were actually going through the process. They may have
had experiences of being laid off from a job or relocating and changing careers
etc and it might have felt quite stressful and uncertain at the time and
that stress was quite real even though now when they look back at it they might
say things like well that was actually fortunate because I found this new
opportunity that was much better fit for me and so know and expect that your
student as they go through that process as an undergraduate and afterwards we’ll
go through that process of well of uncertainty trying new things I think
it’s as equally important for students to figure out the things that they don’t
want or don’t like or environments that aren’t a match for them as it is for
those things that are positive for them because again that helps narrow their
decision making to make decisions more effectively because they have more data
upon which to make those decisions but to give you an overview of specific
things and then I’ll go into much greater depth. Moving forward as I expect
there’s a lot of questions around internships and the like, I want to give
you the overview of the timeline in general so sophomore year and that it
continues over from freshman year really identifying and pursuing strengths,
skills, values and interests is important because it’s that match piece you don’t
you know students don’t know what they don’t know so trying new things whether
that’s student leadership organization, an internship,
volunteering, any of those avenues are good ways to find new things out about
themselves that they did not yet know. The other piece that will become a
critical touch point for sophomores is by the end of sophomore year, before they
register for junior year courses, they will need to have just chosen a major. We
offer with academic services a variety of workshops and we have one of actually
coming up in the next week to help students identify how to make a decision
to choose a major and then actually help them make the decision about what major
is a best match for them, you will hear a variety of students, I’m a fan of
choosing one major, but you will hear a variety of students at Brandeis talking
about double majoring that shouldn’t cause you tremendous anxiety, it is very
common at Brandeis for students to choose double majors sometimes because
they like so many things they can’t decide but the majors are designed at
Brandeis to be combined and so that is part of the intent in some of the
designs of the majors there are a few exceptions to that but most majors are
actually designed so that you could easily double major. You could change
your mind, I’ve had seniors change their mind about what major they’d like to
pursue in senior year and still finish in four years and a vast majority of our
students complete their degrees within that four-year time cycle even if
they’ve multiple multiple times have changed their major during that process. The other piece is that career exploration piece and as I mentioned
I’ll speak about internships in a moment in greater depth but that piece to try
out different roles, we’ve had students that were convinced they wanted to go to
particular career path until they actually tried it and then decided it
wasn’t for them and vice versa students that try things they’re like I
don’t know I’m going to give this a try and really found a true love for a
particular career field. I don’t believe there’s one answer to the question of
major or career I believe for most students there are many majors that are
lovely options for them based on their strengths and that’s true for
careers as well and so students can’t make a wrong selection when they’re
choosing major or career. Our students, I often get questions about you know are some majors potentially paid more than others and in aggregate
or is someone more likely to get a job after graduation in business for
example versus philosophy. Philosophy, poor philosophy is often picked on. it’s
actually a highly desirable major for employers, it’s often sought after so I’d
like to change its rep. Personally, I was an English major, I have relocated many
many times in my career and I’ve been just fine. Those communication skills
come in often handy. When we survey employers about what they really are
looking for in employees they talk about critical skills like decision-making,
communication, critical thinking problem-solving, etc. They usually
actually don’t list major nor does our system really screen out majors for
different job opportunities so for sophomores again great opportunity that
then enter a junior year to really push the envelope on what it is they might
want to do and give it a try. Andrea, we have a question from a listener, couple questions about fellowships, sort of where you move on from the timeline can
you give some details on: what fellowships are, what different
industries they are available in, and then also we have another question
related to that in that it lists considering fellowships their junior
year but this parent is interested specifically about research fellowships
and that is is it possible to look for good internships and fellowships for the
summer after your sophomore year. Yeah that’s a great question so fellowships
are an interesting creature so I’m going to deconstruct fellowships a little bit.
Fellowships as an umbrella term is funding to do something, so then there
are different categories so fellowships themselves are funds that they are that
are imparted to in this case your student to do something. Now there are
different kinds of fellowships so one specifically to your question research
fellowships are one kind of funding available to students. There are also
fellowships funding for things like unpaid internships, as well as travel and
other kinds of engagement in the in the workplace. So to that end, research
fellowship so when I talked about fellowships in that you’ll see in the
junior timeline there are post graduation fellowships, so fellowships
you would do after you graduated from college whose time line begins junior
year, so when you think about the Truman, there’s a whole bunch of fellowships out
there that the prep actually for them if you’re deciding to do that after
graduation takes place junior year and I would put those in sort of these macro, kind of famous fellowship categories there are fellowships
available throughout a student’s educational career and that is usually
smaller that’s not you know full-time work or full-time researc,h but is
research for the summer funding, for internships during the summer or during
the year occur in many different locations, so for example for Brandeis
specifically we have on the Hiatt Career Center page a page for funding and that
actually connects to all funding sources including funding for research
fellowships. Our office of fellowships and research does have funds and grant
funds for undergraduate research and a student certainly could apply during
sophomore year for summer of sophomore year, that usually takes place in the
semester before so that application usually takes place in the spring
semester prior to summer. They are deadlines for that so they are pretty
they are coming up early next semester for research funding for from Brandeis.
There are external funds as well and we have a link there are there’s a guide to
grants to individuals that also documents all the external fellowship
and research fellowship opportunities beyond Brandeis. Again within Brandeis
our best resource actually where the holder that information that we are not
always the granting organization of fellowships those are housed on the
Hiatt Career Center page under funding if you are on our homepage under funding, you
will find those resources so certainly students could apply sophomore year
junior year and even senior year to those kinds of funding sources for
fellowships. Other questions? I think we are we are getting other questions and we do have one specifically about campus recruiting. Certainly. So could you expand on what that means, so does that mean just looking at what
types of jobs are offered or actually applying and interviewing and if it’s
the latter for summer positions when are companies looking for students to fill
those whether it’s an internship or full-time. Yeah, it’s a fantastic set of
questions really so let me break that down a little bit, so organizations and
I’m going to remind you of the previous part of the conversation the
organizations that participate in campus recruiting and those are organizations
that come to Brandeis literally come to Brandeis and recruit our students or
recruit exclusively for a position from the Brandeis pool of students and so
campus recruiting in and of itself and there’s some I’ll get into more of it
when I talk about seniors. Organizations post positions and internships with us
regularly. Our system that manages those opportunities, whether the employer is
coming to campus or not, is called B.hired, the software behind that is called
Handshake. So we call it B.hired powered by Handshake, students who often use that
vocabulary interchangeably in case you hear them speak about it, that system is
where we house all the opportunities. Clearly the opportunities that are close
to home so opportunities shared by parents, shared by Brandeis alumni or
shared by companies that are exclusively looking to hire Brandeis, our most
prominently listed on that particular system but it also houses literally
thousands of postings from around the country so it’s very field diverse and
geographically diverse opportunities located or housed so i should say into in
B.hired. For those folks that are doing specifically campus recruiting there are
a variety of ways engaging. One is to have your resume uploaded and profile
filled out the students to do that in B.hired allows companies to find them for
campus recruiting. Companies may also come on campus to do informational
interviews, information sessions or actually interviewing for positions.
There’s another way in which they engage with us as well outside of campus
recruiting that does kind of education mentoring of students for those fields.
Our organization in part of campus recruiting may also do a resume
collection, so they may say you know I’m looking for students that might be
interested in being a paralegal at my firm and they will actually then search
through the Brandeis students’ resumes and profiles for students that are
interested in law and paralegal and then potentially reach out to them to
interview for particular opportunities. Okay so the other piece, so as we talked
about again sophomore and junior year I do take often together because they are
intertwined. Junior year really at the latter end of the stage is a great time
to look at graduate school exploration. Applications and tests required for
graduate school vary depending on the type of graduate school student is
interested in. We are very concrete with students about graduate school um
graduate school is not an automatic degree, it is a means to an end and so
when we talk to students about graduate school and that includes law school, we
really talk to them about what it is what is it that you would like to
accomplish that graduate school will allow you to complete versus going to
graduate school for graduate schools sake. A majority of folks now take time
off between undergraduate and graduate school to get work experience or other
professional, develop other professional skills or take time off and
so graduate schools are no longer, with a couple rare exceptions for very
particular PhD programs, graduate schools aren’t expecting students to go straight
through as they may have historically. And so that piece about really knowing
why you’re going to graduate school, those questions are best asked junior year
so that in senior year you can actually pursue those applications. We are also
looking for students to really push themselves in building more professional
skills and engaging with employees and alumni more extensively both through
recruiting through professional skill events and for those that are
considering as I mentioned before those national fellowships that take place
post-graduation, junior year is the time where that starts there are many of
those programs that have an extensive year-long application process that takes
place senior year and so to not have thought about it junior year put you
very behind if you only thinking about it in senior year there
are other students will be much further along in their application and sort of
reflective thought process to be successful senior year so it’s really
great to think about that junior year. And for senior year, it really is that
launch hopefully students have thought about career fields at that point.
They’ve identified their strengths, they are able to articulate themselves well
to their chosen audience, and they really are in a great position to then launch
themselves into that application material piece of full-time
opportunities. So before we move on to the next slide Andrea, we do have a
question here about sophomores so through sophomore year students, in terms
of their coursework, are fulfilling a lot of requirements. Sure. So in the midst of
all of that how much might they go about pursuing their strengths and interests,
and this this of course extends outside of academics. Sure. To student clubs and
volunteerism and and things like that. Great, thank you. A great question, so
that general education, thank goodness for general education requirements I
have to say because that in some ways forces students to go outside sort of
their original stereotype of themselves and really pursue coursework, get engaged in coursework in different ways and so whether that’s, they are taking
course work in the Arts or Humanities or Sciences or Social Sciences, whatever it
is that they are pursuing each and every one of the classes they’re taking is
pushing them to use their skills in a different way and apply them in a
different way so even for example, let’s say they’re taking a feminist thought in
literature class of that class will really push them on their writing skills,
their analytical thought, in their research and so those are skills being
taught in that class even if they should go on and decide they want to be I
don’t know a Psychology major or they decide they want to be a Physics major
those skills are still holding from all the course of each and every one of the
courses that they’re taking and of course your student is also involved in
other things. I can’t remember what the current percentage of time spent in the
classroom but I know it’s a minority of students’ time and so the things that
they do around volunteering, student leadership, internships, on campus
work or off-campus work are really critical components of how they
understand themselves and what skills they develop. It’s very common for
sophomores to take pretty critical leadership roles on campus within
student organizations and that’s a fairly unusual thing for Brandis as a
campus that so many sophomores are heads of organizations and for some times
better and as well as stress they find themselves in sort of equivalents of
management positions and managing other students to towards a particular goal or
for a particular event and that is a fantastic way for them to develop those
professional skills that employers are then seeking and what’s nice is given
that a significant percentage of the junior year students study abroad then
those sophomores really are able to take those leadership positions really quite
early in their time at Brandeis because they are seniors and sophomores. Ah professional skill building, I know I mentioned that previously, I just want to
articulate specifically when I talk about that, what we are talking about in
Hiatt and we work with students both one-on-one as well as through workshops
on these particular professional skills while they are here and so I won’t go
into great detail, it really is about students being able to articulate their
professional skills, identify their professional skill selves and be
able to articulate that well and effectively with the first kinds of
employers and organizations, and so some of the events I’ll speak about later
we’ve really been we believe in FaceTime, I don’t think as much as we talk about
the electronic world and how many postings are online etc, I don’t think
anything beats the sort of platinum standard of me being able to speak to
people face-to-face and articulate articulate yourself well so there are
many events on really a weekly basis that we hold in Hiatt to help
students develop those skills and we bring in a tremendous number and also
thanks to Alexandra for her work bringing in employers and alumni to
campus to help students speak about themselves and find where they fit
professionally and develop those professional skills. The deep piece, I
know there’s often questions around internships, and so when to go into that
that’s so critical in both sophomore year and junior year. Career fields range, there was a question about timing of internships and so I’ll
talk about that here as well. We also got questions so thank you for those of you
that submitted questions around issues around paid and unpaid and how people
find things from study abroad so I’ll talk about those pieces here. The
resources that we have for students and you’ll notice all of these resources are
online and so I hope that it swages some of folks that have concerns about
how one manipulates the and pursues the job search while one is abroad. Our
resources are online, we often even for employers interviewing on campus we’ll
ask them or ask other employees If they are willing to engage in interviews
via Skype, so students who are abroad can find the time and the medium through
which they can interview with employers for opportunities but to understand sort
of the setup of our resources I just like to walk you through a little bit of
what we had and this is sort of a tip of the iceberg highlights. For students that
have declared a major so for those of you have sophomores who’ve declared or
juniors that have declared we really break down for students the skills they
develop by major because students are very accustomed to talking about their
academic pursuits by their major name without articulating the skills are
developing as a result,,so we actually have essentially a skills translator for
them by major so that they can do that more efficiently and easily. We also
illustrate for them alumni career paths and internships in their particular
chosen field then again you’ll receive this powerpoint so you’ll have these
links afterwards, that page is also interlinked with the Brandeis
internship exchange so it’s sort of like Yelp or Travelocity for students to be
able to talk about the internships they had and their experience with those
internships, good and bad, and that is a Brandeis only platform where students
would log in and be able to see for example all the internships fellow
history majors have had and be able to look at whether their experience was
what their experience was like, what kind of supervision they had, what kind of
skills they built during that internship. So it’s a lovely opportunity
for students to actually support each other and get really good ideas about
what internships might be a nice match for them. It also talks about paid and non-paid, so students are very honest about what kind of remuneration they had in their internships and so if your student is looking for a
for example well paid internship in a field, that’s a lovely way to find that
information from a fellow Brandeis student. For students that are still
trying to figure out sort of what might be a match for them and they’re building
their understanding about what different career paths look like, we have a
resource called spotlight on careers. It really goes into depth which is good for
a beginning students trying to figure out what is a field like for example
what is the difference between marketing and advertising because the students as
far as the students concerned it’s one field or finance for example a student
might say I want to go into finance well there’s many specialties for hundreds of
specialties within finance then they don’t know necessarily where they might
fit so spotlight on careers helps them dive a little deeper and get a little
greater depth of understanding of their particular career field or what they
might be interested in what might be a match for them. I mentioned B.hired
earlier, in the context of job postings but also has our full event calendars, all
our employer events, etc., are there as well and not to be limited by
internships coming into Brandeis, we also have two consortiums, one is called the
Liberal Arts Career Network and the other is the National Internships
Consortium, they have tremendous amount of internship and job postings.
Internship at the National Internship Consortium is exclusively internships.
The LACN database, the Liberal Arts Career Network is both internships and jobs but
that adds, allows us to add probably another three four thousand job and
internship opportunities for students to peruse and these are very, these are
vetted opportunities that career centers have chosen to share with each other and
we input again great geographic and field diversity available both in the
Brandeis Internship Exchange, B.hired and LACN and NICK, and so again
thousands of opportunities out there. I don’t encourage students to limit
themselves to the opportunities that are posted however, many students have unique
passions that they would like to pursue and that is often best done directly
with organizations that do that explicit kind of work that they do. So we had a
student bringing together public health interests with her environmental studies
major and so there were very specific organizations we worked with her to
target in her, she happen to be from New York and so she was looking exclusively
in New York for those types of organizations, so we worked with her on
that search strategy, identified organizations that did explicitly that
kind of work and which were about four or five organizations within the city of
New York, and then she reached out to them directly not waiting for posting
and secured an internship for that particular summer. So that is another set
of strategy pieces we work with on students to really craft their own
internship if they have those kinds of unique passions or things that they want
to pursue and then putting multiple pieces together, as you may know your
students are multi-talented and have a variety of interests so it’s very common
that we work with students on that specific kind of approach. Internships
themselves, the good news on the paid versus unpaid story is that more
and more internships now that the economy has turned to the positive, more
and more internships are paid. There have also been some very successful
class-action lawsuits brought by interns working for companies, where the
companies had unpaid interns and the interns successfully argued that they
were critical to the success of the company and their roles were not
otherwise held by a professional staff member and they were very successful in
creating additional precedents in the workplace in work law that organizations
pay their interns and so we are not yet at a date and time that all internships
are paid even by for-profit companies but I think that I’m optimistic that
that day is closer given some of these more recent legal rulings in the
workforce. What organizations pay and don’t vary by law, nonprofit organizations are
under a different set of laws of whether they do or don’t need to pay an intern,
however many nonprofits will pay and so if you’re a student is particularly
interested in a paid internship or wants to be paid well for an internship I would
recommend they start doing their search early so that they can take advantage of
the full suite of opportunities right so the opportunities that are paid are
often very popular because they are paid and of course organizations want to
attract the best talent and so they pay more and so for students that are
waiting to the last minute to pursue an internship search the number of paid
opportunities at that point is smaller because they’ve already been snatched up
by folks earlier in the timeline. As specifically for the timeline, there
are a few fields that are- I call them the kind of platypus fields that
recruit unusually early and so included in that family of unusually early would
be really the most competitive finance opportunities, post early particularly in
iBanking, I would include management consulting in the particularly early
recruiting and those positions in federal government that require security
clearance that take a long time, so State Department, CIA, FBI, etc., those internships
have very early recruiting and that’s this semester many of them now through
work see mid or early November really now to December is peak period for some
of those unusually early fields. For a vast majority of fields and
opportunities the recruiting timeline will start at earliest sort of December,
January, February, those would still be considered sort of early birds from most
fields but certainly when we hit later February, March, April, May is massive our
postings per day shoot up during that time period for internships and so a
bulk of students will be applying for those opportunities next semester which
is why they’re thinking about their strengths and skills and coming in and
engage in with the Career Center now is helpful because it allows them to narrow
their search and really look at things that are helpful next semester, I often
use the metaphor of a library it’s much easier to come to a reference librarian
and say ‘Gee, I’d like, I like fiction and mysteries and like I
don’t know mystery writers that write about mysteries in the Boston area and a
reference librarian can very easily help you find that particular book it’s much
more complicated to go to a reference librarian and say I’d like a book
because they’re sitting there thinking oh my goodness we have thousands of
books and so if students can work now so earlier is better if they can work now
on kind of thinking about what their strengths are and where that might be a passion in the world of work there will be much easier for them, both
timeline-wise and ease in articulating themselves to employers, come next
semester so time, that timing piece is important and you can help encourage
them in that way. Our signature programs, it is just a quick highlight of them,
really our most popular we have a big industry night coming up in Biotech but
in industry nights themselves are incredibly popular with students
students have an opportunity to take part in a case competition to actually
wrangle with an issue, a real career field is addressing and get a taste of
the workplace in that way and then they get to do field-based networking with
employers, alumni, and parents who are professionals in that particular field.
There’s a variety of them, they are fully posted on our website, again the next one
coming up is Biotech but recently we’ve done Human Services and Education,
Marketing, Finance, Consulting, as well as Computer Science but again they range
throughout the year and they are wonderful opportunity for folks to get
both experience and exposure to a field. We also have regularly on a weekly basis
employer spotlights and information sessions about different organizations
and fields. Career fairs in the traditional sense, we don’t have many of
those left because they’re not very effective. The one that is very effective
however is, we do Just In Time, this is just before summer so if your student is
a procrastinator and they were like ‘oh my goodness, I missed all the earlier
deadlines’. We bring in employers for just-in-time hiring for both internships
and jobs and I’d be remiss if I didn’t mention, there’s all kinds of summer
opportunities that will be available through our winter events, so we have a
career and internship connection career fairs in multiple cities over winter
break and many of those opportunities come in in that time period. So winter
break is also a lovely time that students aren’t otherwise engage in
coursework where they can really pursue internships and jobs. So Andrea we have a
question here from a parent, so often I see college job fairs or recruiters on
campus but Brandeis isn’t included among the college’s visited. What process do
you use to set-up fairs and these employers on
campus? Yeah. So if you want to talk a little bit about our employer relations
team and how we do outreach both to target employers as well as through alumni and parent referrals. Yes, thank you as I mentioned earlier very few companies
recruit at a massive number of college campuses, so often what companies will do
is they will have a handful of recruiters that recruited very large
humongous universities, right. They are going to go to Michigan, they are going to
go to you know or campuses where a large number of students meet exactly what it
is they are looking for, so the blessing and curse of Brandeis of having such
lovely diverse students is they have fantastically diverse interests, so the
number total number of students interested in one career field is
potentially smaller folks that want to go into Bioinformatics, for example, might
be a smaller number then at a school that has a program for Bioinformatics.
That being said we have a very strategic way of approaching that very issue, we
have an employer relations team of three full-time professionals that
constantly monitor both, what fields our students enter as well as the fields or
students are interested in and they build bridges and partnerships with
organizations to give our students a pipeline through Brandeis into those
organizations and that could be through the recruiting coordinators at that
organization. Very often our foot in the door is through alumni and parents that
work in those organizations and serve as pipelines or champions or connectors
for us into those organizations and that may evolve to a company then recruiting
and you see us on a list on a website for example and so actually that just
happened, two days ago so two days ago we officially became a target school for
Golden Tech Sacks technology division and that that process to become a target
school for school like Brandeis that’s proportionately smaller than other
institutions was a multi-year process, a big shout out for Drew Gutstein who is
a Brandeis alum, was determined to make that happen and has recruited from
Brandeis for many years and it’s just a fantastic partner and
really through that particular partnership we were able to clearly
demonstrate the high value Brandeis students and young alums bring to
Goldman Sachs technology division and as a result of being able to demonstrate
that when recruiting year after year we became a target school, We are probably an
anomaly school, size-wise on that on that particular radar screen but those are
the kinds of things we do very targeted work with students and with employers
and we will also ask you potentially to help us in that process later on in the
presentation but that piece again super super important and I wouldn’t despair
in the slightest that were not on a list of humongous universities. I would
recommend that your student come in and again you can look at the organizations
that have hired our students on our destination data and you’ll see either
those same companies and many others on that list so I wouldn’t be concerned
about that in slightest for networking and skill development, so I talked about
some of the employer engagement we do, we work in a variety of ways with your
student and so if your student hasn’t written a wisdom wanted ad I suggest you
suggest that to them if you remember back I read reference classified ads
way back in the beginning of our time together, wisdom wanted it is an
opportunity for the student to essentially write an ad about what it is
they’d like to learn, so what wisdom it is that they are pursuing. Wisdom wanted
then is published as a blog and we also have essentially quarterly newsletters
that go out to the alumni and parent volunteers who then respond to those ads so
whatever it is your student is interested in or whatever it is they are confused
about or what they’d like to know more about they can write an ad for
themselves so it’s very less frightening for students than direct networking, it’s
a baby step for them they can write an ad as vague or as specific as they’d
like about what they’d like to learn and then the volunteer community will reach
back to them with answers to their questions and connect with them in
that way. It’s a lovely first step if your student is nervous about networking.
We also have an extensive LinkedIn group called Brandeis University Career
Connections that you are also welcome to join and partake in, that
brings the student, alumni, parent and wider Brandeis communities
together for career professional networking. Again, I mentioned earlier we
do have alumni employer office hours and many of those folks will hold
informational interviews for students so it’s a nice opportunity for students to
learn more. I did mention the career and internship connection also called CIC.
Events in various cities. Upcoming, those are, see if I get them all, DC, New York,
Boston, as well as San Francisco. There’s always one of the most West Coast that
alternates between LA and San Francisco and we’ve got many students get lovely
internships and jobs through that particular set of events, and speaking
about how you can get involved. Thanks Andrea, so I am thrilled to be the
manager of our career related volunteer opportunities in the last few years
we’ve extended all of our alumni volunteer opportunities to parents as
well so Andrea mentioned that wisdom wanted program, our LinkedIn group ,we
have a number of ways where you can share career advice with current
students. Post open jobs and internships at your company or at least connect us
with your HR department that’s some of the best ways that we can get referrals
into excellent organizations that want to hire students like ours and then
those networking events we have networking events coming up in both
Washington, DC and New York over winter break that we invite you and your
student to join us at. There are also university-wide opportunities, for
example the admissions office is looking for volunteers to host prospective
student interviews as well as represent Brandeis at college fairs across the
country, so you’ll receive the link to all of this information, as well as
attending a university event, take a look at our Brandeis events calendar or at the
alumni events calendar, many of those are open to Brandeis parents and the full
Brandeis community. So before we get to the last of your questions and thank you
so much, they’re continuing to stream in I have one last pull of questions for you
and that is after hearing about some of these opportunities would you be willing
to be a career resource to current Brandeis students in one of these ways. Just
quick yes, no or maybe, and if you need to learn more we’d be happy to send you
more information on that. So I’ll give you just a few more seconds to weigh in
and then we’ll be glad to get back to the rest of your questions before we
finish up this hour. All right, I’m going to go ahead and close this poll there
will also be an opportunity to share your interest in being a career resource
in the post-event survey that you’ll also receive. All right bring it on! Okay,
so the first just a clarifying question, when will there be an event in San
Francisco? That career fair is actually in LA. Oh I’m sorry. And it is the week of
January fourth, so all of the career fairs across the country the one in LA,
Boston, DC, and New York, they are all taking place in that one week, January
fourth through the eighth, I believe. We also have another question, one of my
favorite topics is LinkedIn, what role does LinkedIn play in getting
internships? Does Hiatt help students construct their LinkedIn profiles? And
the answer to the first question is, it plays a great role not only in helping
students build their brand and be searchable and findable by employers who
are using LinkedIn to source candidates for jobs and internships, but yes we also
help them construct their LinkedIn profiles, both in we offer workshops and
webinars to that effect as well as through in-person drop-ins and in-person
appointments or via phone or skype, so we go through not only their profile
building process but also how to reach out to contacts appropriately and
professionally, how to build your network, how to do research on companies through
LinkedIn, as well as how search for jobs and internships millions
of jobs are being posted on LinkedIn now so it really is an excellent resource. We
have another question here excellent one about athletes. So advice on the best
ways for a varsity athlete to build their professional skills while they’re
spending so much time in their sport. Yeah, I couldn’t agree more, actually we just had a fantastic athlete panel of alumni athletes during
Homecoming, so I hope your student was able to attend. Being an athlete in and of
itself actually is a tremendous skill building experience and there
are many employers that one of the first things they’ll say is that you know I’m
very interested- do you have any athletes? I’m really interested in athletes- and also
the athlete alumni community is extremely active in helping athletes
both manage the timing during which they can do internships because
sometimes for those that have earlier practice schedules their timing or
availability over the summer is not the same as other students and the alumni
wonderful about kind of building opportunities for them that meet their
scheduling needs. The time piece is time consuming and so we actually work with
the Athletics Department for professional resources for athletes specifically, because their time schedule is very demanding- but
if we compare them to other students and that someone may be a
full-time student and a varsity athlete that’s a massive time requirement in and of
itself and on the team they have the opportunity to help coach other players,
move up into what are really almost professional positions as a manager or
as a captain of a team over their four years in Brandeis and so I would start
by saying, if your student is a varsity athlete they are already building some
really extraordinary professional skills as a result of being an athlete. The
other components around professional skills are things they can do, we have
all kinds of things that they can do while they are on the bus for example or
on the plane if they’re going out for a larger meet,
that they can work on their for example as Alexandra was talking about their LinkedIn
profile or their resume. Most of the resources that we have and things we do
can be accessed electronically and we also work with students by phone and by
Skype and so even if it’s a student, you know they update their resume, they send
us an email for an email review of that resume, and then we email them back, is a
lovely way of kind of mitigating some of the challenges that they’re not on
campus when they’re on the road in competition and so those pieces are
fantastic and our athletes have been extraordinarily successful in gaining
employment after graduating, as I said we’ve had employers that come
sometimes specifically to recruit athletes. So we have two more questions
here that a couple different people have had, the first is about community service
experience. It was a big part of the students high school experience in part
because it was required but also because of interest. How important is that now
for hiring? You know, we know colleges look at that a lot, volunteerism. How
important is that for hiring now, especially as the student is focusing on
academics and debate and mock trial and all of the other things that are pulling
students a million different directions? So, is community service a must have for
hiring? Yeah, and I would say students building professional skills is the
must-have, so i’m going to break that down a little bit in that context of
that question. So the piece about if a student is doing volunteering and
through that volunteering they’re building important career related and
professional skills then volunteering can be critical in a job search in that
that’s the context in which the students have developed that skill set the
employer is seeking. Volunteering in and of itself just to say that you
volunteered, you didn’t develop any skills, didn’t do anything new, you didn’t
I don’t know stretch yourself in any way you know that’s what it’s kind of
volunteering for volunteering sake, employers you know, I often speak to
students about employers including myself when I’m hiring someone, I’m very
selfish employer, I’m hiring someone to get the job done to
make my life easier and have the skills they’ll need to be successful. Do I think
some of the other add-ons like whether it’s volunteering or that kind
of thing is nice? Yes, I don’t know that that would get someone exclusively a job
or prevent them from getting a job so again it’s something they feel
passionate about, lovely, but it’s not required in the same way you’re thinking
about sort of a checklist for things you need to have for college. Okay Andrea,
so we are at one o’clock but I think we have time for one last question that
I’ve gotten from several parents and the first is, that question is, how does a
junior spring semester abroad affect the job search and you know this is kind
of similar to the athlete question, you know, if a student isn’t physically here
what can they do? Yeah and we have so many students studying abroad that we
plan for that, so one of the things that we do is have all of our any opportunity
that we have like a posting a job or internship opportunity, they can apply on
B.hired, they can apply from abroad and that happens all the time. We also have
adjusted counseling schedules and so someone might do what is an 8am our time
or a later night counseling appointment because it better matches the time zone
in which they are residing in which they are studying abroad. We also do
things electronically with students as well and so, a student being abroad
does not preclude them at all from participating in the job postings, the
career counseling, career advising. We also offer a variety, including this one,
of webinars that students can partake in and so they can they can log in or watch
the recording, whatever is appropriate for their time zone and work that around
there whatever their busy schedule is while they are doing study abroad. We do
specific outreach with those students through the study abroad office as well
so we all know where we are, you know, we know what time zone students are in, we
know what kind of resources they’ve asked for and we we have a partnership
with a study abroad office that helps us promote the opportunities we have
specifically for study abroad students. Wonderful, so I think that’s all
the time we have for today. Thank you all so much for joining us. Andrea, if you’ll
advance to our next step slide so if I can ask all of you to just take a brief
moment to fill out our satisfaction survey and let us know how we did, it’ll
also give you an opportunity to ask any additional questions you weren’t able to
ask today during this last hour. We also encourage you to register for upcoming
alumni webinars, so we host career related webinars every single month open
to the full Brandeis community, we have one on networking coming up next week
that we’d love to have you join us on to some resign ‘What to do with a PhD’ so
here’s our contact information for the Hiatt Career Center, please feel free to
be in touch and again join that LinkedIn group that Andrea had mentioned here is
the direct link and I know many of you probably heard about this webinar
through the Brandeis parents facebook group but we do want to let you know
that that is available to you as well not only to interact with other parents
but also to ask other questions of other parents of upperclassmen to see what
their students have done with their careers. It’s really a great networking
resource for you. So thank you again, thank you Andrea for spending the last
hour with us. Pleasure. And we hope to see you all on LinkedIn. Thanks so much and
have a great day! you

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