Job and Internship Search for Brandeis Families
- Articles, Blog

Job and Internship Search for Brandeis Families

Thank you so much for joining us for our webinar today on the job and internship search for Brandeis students. My name is Alexandra Stevens and I’m the associate director of alumni career programs here at the Hiatt Career Center at Brandeis, and I’m so excited you’re joining us today for this important topic. I’m joined by our presenter Jon Schlesinger who is the director of the Hiatt Career Center and he’ll be leading you through some of the resources that our office offers to students looking to find out what’s next for them. So Jon welcome, take it away. Thank you very much Alexandra. I am very excited to be here. Happy Friday everybody. My name is Jon Schlesinger the director of the Hiatt Career Center, and I have the distinct pleasure of getting to work with all of your your students and help them navigate their Brandeis, as well as their post Brandeis careers. And so very thankful that you’re all here to join us as Alexandra mentioned throughout the presentation we’ve got a couple of questions for you to make this engaging for folks. And we hope that you will ask questions and you can type them into that chat box. And as we near the end of the presentation, Alexandra will be summarizing those questions so we can share them out. One of the things we know is it if you know you have a question, somebody else also probably has a similar question. And so go ahead and enter, enter those as we get going. Here’s a little bit of what we’re going to cover today we’re going to talk about how Hiatt approaches careers. We’re going to talk about how to get started with your search, whether that’s an internship or a job search and we’re going to talk about resources for you and your student in this process. As as Alexandra mentioned, this presentation is really about search strategy and resources. If you are interested in talking about how to help your students learn more about who they are, where they’re going, what they’re interested in or what they should be looking for, check out my previous webinar on talking about career with your first years, that’s archived on the alumni page. So we’re going to get started with a poll, just to get ourselves kicked off here and we’re curious whether or not you’re looking for information, particularly for internship or job searches. Yeah. So just quickly, a quick poll here. Show of hands. What do you want to learn more about in this webinar? Is it internship Search, job search, or is it both? And we do want to make a note to say that I know many of you may want to learn more about graduate School and that is a popular choice for many of our students. We’re not going to focus on that today, but there’s lots more information available on our website. And we can direct you to where that can be found. So very participatory group, almost everyone has voted and weighed in. So I’m going to end the poll and share the results. So it looks like really vast majority interested in both. Slightly higher on the internship search side, but this is a good balance and we’ll be getting to certainly to talk about both. Excellent. We also want to learn what class year your student is in. So that’ll help to give Jon a little bit more information about how to tailor resources that he’s covering today. So what is your students class here at Brandeis? Are they a first year sophomore, junior, senior or maybe they’re a recent grad or alum, or preparing to graduate. We have a cohort of December grads, that will be finishing up their fall semester just next month. So a couple more seconds to weigh in. And it looks like we have a nice even split here of class years. So really, all on the board here; first years, sophomores, juniors and seniors. So nice representation. Thank you. That’s fantastic. Thank you all for joining us. We will sort of pitch our information, a little bit more to talk about internships, but we’ll try to cover a variety of topics as we move forwards. We talk about Hiatt helping Brandeisians know who they are, what they want and how to get there. We know that careers are not about finding one job, choosing an industry, or making a single decision. And so we really work to teach students skills for life. So even as we’re talking about internship search recognize that the same process really works for students whether they’re going through a job search. In fact, a lot of the tools and principles we’re going to be talking about might apply to you in your own job search and you’ll recognize these and this process. One of the reasons we know that careers are not about simply finding one job has to do with the fact that we know the careers intersect with a lot of different areas of life and they can be shaped by changing interests, unexpected events, and new types of opportunities. In fact, there’s so many different things that interact with career. There’s no one test we can give students. There’s no one place we can direct them to that’s going to tell them what they could be when they grow up. In fact, we know that a better question to ask students is, what are they interested in doing now? And so when we think about internship search or job search, the timelines really are about what are you interested in doing in the next three to five years, not where do you hope to be in the next 10 to 15 years. And we work with students from all different areas and and facing all different interests. So we work with first year students exploring their interests, sophomores and juniors looking at internships, seniors looking at job search or graduate school, and alumni and beyond. So you might have heard that students have access to Hiatt for life, and we really mean it. Regardless of what major students have or where they want to go, our staff of seven career counselors their specialty really is being a generalist. And we work with each student individually, regardless of where they are when they reach us. And so we really invite your students to come collaborate with us to talk to us about interests and goals and career expectations. And help us create, help us work with them to create strategies to get connected to resources to moving forwards. One of the things we don’t do is we can’t hand somebody a job or hand somebody a contact, but we work with students to help create a strategy and get them connected to those resources. If you’re interested in learning more about our staff and what our office does, take a look at the about us page and you can read a bit more about the office as well as staff bios. One of the poll questions I have for folks is what percent of students have plans secured at graduation? So this is really a common question that we get, and also a common concern that we hear from from a lot of families, you know, and from a lot of students that stress level gets really high around May and that’s all around, you know, expectation setting and seeing what their friends are doing and oh my friend has a job secured, I don’t, is that normal? So what do you think, what percentage of seniors have secured their post graduate plans by graduation? So end of May, they know what they’re going to be doing as their first next step after Brandeis. So take a second to weigh in and then we’ll share the results. And the answer may surprise you. Okay, so almost everyone has voted. I’m going to end the poll and share those results. So most popular answer is that three quarters of our students know what they’re doing at graduation, next highest in about more than half now. Jon what’s the real answer? So you might be surprised to know that only roughly about 30% of students have secured plans for graduate school or secure plans for full time work at graduation. But we know that when we survey students in six months after graduation that number skyrockets to above 95% every year. Last year we were at 97% of students had secured concrete plans and they should help to put you and your student at ease. You know, we use this as a tool when we’re working with students to say, you know, it’s okay that you don’t have plans secured at graduation because Brandeis students do very well. In the next few months, the numbers change drastically as Jon said. And one of the reasons that that happens is that students’ graduation is an arbitrary date. It doesn’t always align with the particular industry or that companies hiring plans. There are two types of hiring cycles. The first kind is planned hiring. Planned hiring is exactly what it sounds like. It’s usually a company that has a large cohort of perhaps it’s interns, perhaps it’s full time hires, and they go around the country and they do on campus recruiting because they’re looking to hire 150 of the best interns in a particular category. On the other hand, is unplanned hiring, as needed hiring. This really is hiring that occurs generally later in the in the cycle and it might be because of a promotion, but because of changing company structure, it might be because of new funding that’s coming in. It depends on the industry. The as needed hiring really varies by industry. And so one of the resources we have that we like to share for folks is an industry timeline of when you should expect to see different employers in different sectors on campus or recruiting heavily. And even at first glance, one of the things you can see there is there’s a bit of a split. There are certain types of companies even for jobs and internships that have a much stronger hiring cycle at the beginning of the year than they do later on in the year. A recent survey of employers found that for full time jobs, the timeline between job posting and position acceptance was about 75 days. So that doesn’t really even include the time that you’re thinking about what it is that you’re looking for. So it’s helpful to have a strategy that you can put into place and implement and so that’s what I’m going to go over next. Your search strategy should have four basic components to it. The first is self assessment and exploration. Who are you, what’s out there. How do you know what you can look for if you don’t know what it is. One of the things I tell students and I can tell them this from experience is you can’t go to Google and type in find me a job. It simply doesn’t work. You need to know what are the right keywords. What are the parameters for what you’re looking for. The next big component is networking. This is really how you discover what’s out there. Application materials are certainly an important part of your process, but it’s not the most important piece. It’s just one step in the process. And as we’re searching. We always want to make sure we’re identifying objectives and clarifying our priorities. Not all jobs are created equally, and not everyone is interested in the same thing. So we encourage our students to have to evaluate and make decisions based on that first category of who they are and what they’re interested in. So let’s dive in and talk a little bit about self assessment and exploration. As I mentioned in our previous webinar. You can learn more about kind of how we help students work through the process. But there are a couple of resources to highlight that are really useful. The first is a resource on our website called, “What can I do with this major”, which is a great tool to get students started because it shows them the range of possibilities of what’s out there for other students who have been studying similar fields. Along the same lines, sometimes our students are interested in what other Brandeis students done. And I really encourage folks to go to our website, there are resources called Beyond Brandeis. There’s the link there. It’s, and it’s an interactive chart where folks can see where actual Brandeis students have gone six months after graduation. And here you can see that data point that from last year 97% of Brandeis graduates from all majors were employed, attending graduate school, or engaged in other meaningful activities within six months. So quite a jump from that about 30% that we saw at graduation. But in addition to knowing about what you can do with majors, we also want to help get students connected to learning about careers and learning about what’s out there. And so one of the great resources we have for students is called vault. And they can access vault through our office, through the online portal called handshake, which I’ll touch upon in a moment. Vault is great for industry insights and insider information. It provides really good in depth information on industries, on companies, on professions and it’s written in a way that’s really accessible for students. One of the issues that a lot of students face as they’re thinking about internships or jobs is we’re often limited by what we know. And so sometimes people really focus on what I call the prime time careers, things you might see on TV, doctor, lawyer, forensic scientist. And there’s a whole world out there, and the first step is really to help students expand the pie and learn a little bit more about careers that exist. One of the ways that we know students get a lot of their information is really by talking to other people, and that’s networking. And so one of our goals is to help demystify networking and really make it accessible for students. And so I’m curious as we we talk about this. How many of you have used networking in your own job searches? This is another poll right up on your screen with yes or no question. When you were searching for jobs throughout your career, did you use networking? So I’ll give you a couple of seconds to weigh in. And it of course varies by industry and varies by country and we’re really focusing on US based networking, which looks quite a bit different than networking in other parts of the world. It looks like almost everyone’s voted, so I will share the results. So vast majority of you have used networking. So clearly, you see the importance, and a few of you haven’t. And that’s okay too. And so what’s, this is great. This really mirror mirrors what we see in the data and the research that looks at how people actually acquire positions. For those of you that have utilized networking in your own search process, one of the things I really encourage you to do is is share that with your student. Talk to them about how you have found some of your positions and some of the resources that you have utilized, that really helps bring it home for people so they recognize the value and the importance of networking. We know that generally speaking, that’s how most positions get found, even if it’s not somebody handing you a job, but they might be giving you the piece of information that leads you to the next piece of information and ultimately to securing a position. When we think about all the different components that are involved in job search, we want to make sure that our students are managing their time well. And so this sort of represents the pie of job search time that we like to talk about. Around 50% of your time really should be spent on that networking piece. You should be spending a good chunk of time researching employers, you might even need to find spend some time locating jobs online, but the smallest percentage of your time really should be actually going online applying for things. And this is oftentimes where students feel like they get stuck in the process. If they just jump into the application cycle, sometimes we miss the other components. So we always want to remind them about the the value and the utility of networking. And it’s all about quality, versus quantity, you know, a lot of times. Students say “Well I applied to 20 jobs a day” or “I’ve applied to so many jobs. I’m not hearing back” Then we always try to rewind the process for them and get back to “Are you looking at quality positions? Are you tailoring your materials accordingly?” And work backwards to see where they’re getting. Absolutely. And one of the most common questions that we have from students is, “I don’t know anybody. I don’t have a network of people.” And the reality is most people don’t come to school with a built in network, you need to start to make your network. And that’s where we have some excellent resources to help students get connected. One of the strongest resources that we utilize is called LinkedIn. If you don’t have a LinkedIn account or you haven’t been on or been active, LinkedIn is a fantastic resource we call it, you know, a professional social media site. It’s like an adult Facebook for students. We will walk students through the process of how to create a LinkedIn profile. But one of the best resources on LinkedIn is the ability to search for alumni. So in addition to searching based on people that you know, you can actually look up on LinkedIn, where previous Brandeis alumni have gone. So the beyond Brandeis tool was just six months after graduation, and isn’t connected to individuals names. But LinkedIn is one of those great resources that we use for students to help them begin to build their own network. And Alexandra has a great webinar that’s archived that talks a little bit more in detail about how to build your Brandeis network using some of the tools. Yeah, thanks for that shameless plug Jon. But it really is one of the key places where students can start, and I can tell you and your student that from the last eight years of working with Brendeis alumni, they are so eager to help students if they reach out in the right way. And they’re so easy to find on LinkedIn, and like Jon mentioned, students can search by where they live, where they work, what they’re currently doing in terms of job function and industry, but even what they studied so they want to see what Brandeis alumni on LinkedIn are doing, who were philosophy majors. This alumni career Insights tool really makes it easy and we give them the tools and strategy on how to reach out and start building these connections. So in addition to the online resources we have for networking, we also have a lot of in person resources and activities for networking. We have meetups, we have career fairs that we put on, some of the things that are upcoming or the just in time, fair, which is happening in April, right here on campus. It’s one of those great opportunities where we bring Brandeis students together with alumni, with employers. You might not necessarily walk out of this event with a job in hand, but everybody who comes to the just in time fair is coming to specifically recruit a position. We also have some really great opportunities coming up this January; there is a New York City career and internship connection event that’s happening on happening on January 8. And on that same night there’s a New York City networking event with alumni. This is another great opportunity to bring alumni and employers together. Absolutely. So again, these events are not the be all end all, if your student misses them or can’t attend, that’s okay. We also have attendee list from these events so they can follow up. If there was someone came to the New York event or if there was someone at the career fair they didn’t get a chance to speak with, it’s a wonderful talking point for them to follow up later via email with. So just a couple of the examples of things upcoming that are great networking opportunities, but the Just in time fair, as Jon said, is our folks that are actively recruiting for those as needed jobs that he was talking about before. You know there’s planned recruiting and then there’s Just in time recruiting, which is exactly what the April 3 event is all about. There are a lot of other industry focused events and times where we bring employers to campus and students can learn about those by taking a look at the Brandeis calendar, as well as checking their inbox. We target students with emails based on what they say they’re interested in, what they’ve been studying, what their majors are, what their classes are, so we try best weekend to get the word out about those smaller events as well. So we’ve covered exploration we’ve touched on networking and the importance of that. The next component of our search strategy is application materials. It will probably not surprise people that the resume still exists. It is an important tool in job searching, but it really is just a marketing device. It is one way to share your information with an employer. We work with students to help them create a resume. We work with students to help them tailor their application materials. They can come make an appointment to talk to somebody, they can come to drop ins, but on our website, there is a great set of information about creating application materials, both resumes and cover letters, as well as really good examples. So if you have students that are working on applications for things or are starting to put together materials, we really encourage you to direct them towards the website. Alright, everybody excited? Here’s we’re going to dig in, talk a little bit more about search strategy. One of the ways I like to start to work with students to talk about search strategy is really to think about how can we identify your objectives. As I mentioned earlier, you need to have somewhere to start, right? We can’t just go to Google and say, “Find me an internship.” And so some of the parameters we want to start to work with students to think about are what are the job titles of things they’re interested in. Particularly as you’re thinking about internships, it’s really important to remember that internship is a pretty vague term. It can encompass lots of different things. Sometimes students find really good positions that are labeled as a part time job or Summer experience, it may not be called an internship. So just searching for an internship in your field might not be the most effective strategy. This is where the career research on a resource like vault becomes really helpful. Once we know what the job titles are, we can do a better job of searching. The next component is what are the companies. So one place to start is what are the companies that we know that are doing the kind of work that we’re interested in. And I use companies broadly, that could be government agencies, that could be departments that could be nonprofits, that could be non governmental organizations. So it could encompass a lot of different things. But we can start looking for what are those organizations and then what are their main competitors. So that helps us expand the search parameters, a bit more. We can focus more broadly on industries and use that as a set of objectives. We also find it’s helpful to focus in on a few locations. Sometimes students get really excited and they say, “I want an internship and I don’t care where I go. I can go anywhere.” Well, anywhere is a pretty broad area. It’s hard to put anywhere into a search program. And so if we can narrow down based on a few locations that helps us out. What we’re getting at are the two types of approaches that we see students take; there’s the shotgun approach, which is broad based, but not high impact, or helping to helping students narrow down to more laser like focus. If we can narrow down to a few job titles, a few locations, some specific industries, that really helps us target our search and can be much more effective in the long run. As we’re looking at resources, I like to help students visualize a funnel of resources. We’re going to go from big broad general resources, to industry focused resources, to specific resources. One of the general search resources that we’d like students to start with is a resource called Handshake. You might have heard us mention that or been familiar with it. Handshake is our online internship job board search portal. It also has resources, students can learn more about companies, they can look up reviews. They can get connected to past employers that have worked with us. It’s sort of the one stop shop. Your students all already have accounts on Handshake and Handshake is a great tool. The more information you tell Handshake about what you’re interested in what you’re looking for, the more customized and tailored your results are. Handshake is fantastic because these are companies that employers that are specifically recruiting your Brandeis students. Last year alone, we had over 40,000 internships and jobs from across the country. So these are not just Boston or New England based employers or positions that are available, these are quality internships and jobs from across the country and they’re specifically recruiting Brandeis students. So this is the first place we want people to go but it’s, we want them to recognize that this is really just the tip of the iceberg in terms of what’s out there. Other general resources that we like to point folks to include a lot of different areas. The first resource to take a look at are broad based sites, things like indeed,, which I know doesn’t sound like a real website but trust me, it’s a fantastic resource. If your students are interested in nonprofit or service areas idealist is not only a good pun, but it is also a fantastic resource. If they’re interested in service jobs like Teach for America, Americore and giving back, is a great overview. As well as USA Jobs, which is the place to go for federal jobs. So we like to start broad, you’ll notice some of the things I excluded from that list are things like Monster and Career Builder. Those often are not good job boards for entry level students. Other great resources, if you’re not familiar with Glassdoor Brandeis students have full and free access to Glassdoor which is a great resource for not just company reviews, salary information, but also has great internship and job search resources. LinkedIn can be a really good tool for more experienced students that are looking for full time jobs, but it’s not very effective for internships and so I usually direct more of our alumni and experienced students towards LinkedIn as a broad based resource. So we’re going to start really big, but these are big general search sites, and now let’s narrow down and get a little more specific. Vault has a great resource for industry specific categories. And so an example of that might be, you know, the American Marketing Association has a job board. Lots of professional organizations and associations have more industry focused job boards. These are great networking resources, they often have either free access for students or at an incredibly discounted rate would allow students to join. Can be another great way for them to network. Another great resource that we have, and these are all links on our website under internship and job search, is a link for leadership development and rotational programs. These are really good programs if you’re not familiar with them. They’re fantastic for students for internships, because they get exposed to lots of different areas of a company. And they’re called rotational because often you rotate around from department or area within the company. And so they give you really good exposure. The link for this will also be included in the slides when we archive the webinar. And I encourage you to take a look at it. So we’ve moved from General to Industry Search resources. So let’s talk about specific resources. We want to help students locate specific job boards. Sometimes these smaller job boards, giving you some examples that are on here, might be very narrowly focused. So Teamwork Online is a great resource if your students are interested in sports related jobs or Dice Jobs is a great, it’s actually a tech focused job board site, it’s not a gambling site. These are really good specific resources. Now, they might not be updated as frequently as some of the big sites like indeed, but if I’m sort of in the know, and I’m looking for somebody who’s going to be really focused, I might post my job to one of these boards first. And so we can help students locate them, there are lots of good resources online that we can direct them to. Vault has some really good resources and links for more of these specific job boards. We also want to direct students to company web pages. On the individual company pages. Nowadays, everybody has a job search or careers page, they will list what is currently open and currently active in terms of positions. You can often create email alerts or job alerts. So this is an overview of some of the resources that exist. As I mentioned, we really encourage students to come in and collaborate with us. Even two students in the same major who have taken the same classes are interested in different types of employers in different companies or different sized organizations. And so we really work with students to create a strategy and help get, get them connected to those resources. When we focus on internships. One of the things we know is that not all jobs are created equally, and not all internships are created or funded equally. And so one of the missions that we have here at Hiatt is we really want to make sure that all of our students have access to internships. And so on our website under the world of work section, which I will have Alexander talk about in a moment, is also a great collection of other funding resources for students. So those can be Brandeis fellowships, scholarships they can apply for, external scholarships. We even have a fund for students to help cover transportation expenses to internships, but the biggest internship focused funding source that we offer is called the world of work or the WOW fellowship. Yeah so just as Jon said earlier that, an internship is kind of an arbitrary word. There are lots of meaningful experiences that your student can have, whether that’s a research position in a lab, or a summer job, or maybe they’re working at the camp that they were a camper at before. All of these things are great experience, great things that they can put on their resume and things that an employer will value. So internships are also great experiences and they can be paid or unpaid. And just because an internship is unpaid does not mean that it’s not meaningful, it can actually be very substantive. And we’ve seen that, and so we want to reduce any barriers to taking on an internship. And so we have an internship funding program called the world of work program. It is highly competitive and there are limited number of slots, but it’s a wonderful way, an opportunity for students to get funding to fund a meaningful unpaid summer internship. So there are specific awards for internships with a social justice mission, specific awards in the sciences. So if your student is considering pursuing an unpaid summer internship, but it’s not financially feasible for them, please encourage them to apply for this program. In addition to some of the resources that are available online, we also often work with students that are looking to combine experiences, so sometimes it’s helpful to remind students that your internship might not be a 40 hour week job, five days a week. And so it’s very common for students who have an unpaid internship somewhere to also put together a part time job during the summer to help make that financially work for them. And so we can work with students to start to put that together as well. Internships can be incredibly useful for students, but we always want to go back to what is the objective. And sometimes it’s just gaining experience, learning about an area, and there are lots of different ways to do that. The other one that I wanted to mention is even just helping somebody put together some job shadowing, or doing informational interviews, particularly in first and second for first and second year students, can also be really useful. Now before we start wrapping up, Jon’s going to talk about some key takeaways from our webinar. I want to remind well please start submitting your questions in the Q&A box in your zoom control panel. We will get to as many as we can. We also want to mention that there, it’s not the job and internship search does not end with applying. And so we coach students throughout the interview process as well. We have several resources, not including sample questions that they can look at, but our counselors also conduct mock interviews and we have alumni mock interviews as well consistently throughout the academic year so students can really practice their elevator pitch, how they talk about themselves, how they answer the tough “Tell me about yourself” question or “Why do you want to work here?”. We find that students often have trouble putting their experiences and their words in ways that it’s going to show how they will bring value to the employer, not just “I want this job because”, but “I will be great at this job because”. And so really shifting their language when they’re talking about themselves and the positions that they seek. And so we can answer any questions about that as well during the Q&A, any interview prep resources as well as negotiation. So please, you know, submit your questions for you, for your students, and we can get to them. We want to talk about some of the different ways for you to stay involved. We know that parents and families are incredible allies for us in this process as we work with students. So I frequently get referrals from parents, I’m happy to have conversations with parents about jobs and internship search, about how to work with your students for this, how to help encourage your students to come into the office. That’s what I’m here for. And so I encourage folks to reach out to me. In addition to individuals on our staff. We also have some great resources online. We are everywhere online that your students are and then some. You can follow us on social media to learn more about the office, on Facebook, on Twitter. There’s a LinkedIn group specifically for our office called Brandeis University Career Connections. We encourage parents and families to join that group. You can find out about programs that are coming up, but you can also see where students have questions. We have a variety of resources that are on there if you want to see our office and learn more about kind of the fun stuff we do, you can follow us on Instagram. You can also visit the Hiatt parents and family website which has a lot of resources as well as where this webinar will be archived. We also offer webinars for our alumni community that are completely open to parents and families so we archive them all, but we hold them on a monthly basis, on a number of career topics for your own professional development. So please feel free to join us if you’re considering a career change yourself and also you can direct your students there as well, to reiterate what Jon had said earlier, we are full service or life to all Brandeis undergraduate alumni. So, even after your student graduates, they can come back and see us whether it’s their first job or their next job. And in addition to first year students that’s one of the other things that I really like about working in this office is I get to talk to alumni that are six and seven months out, alums that are four or five years, or 25 years out of undergrad, they come back and talk about job search transitions and the process. In addition to following us and staying connected, we really encourage you to share your positions that might be available. You know, you know the talent of Brandeis students better than anyone. And so there’s a great resource online for you to share open jobs or internships at your organization. We will post them in our recruiting database so they’re available for students and alumni. If you happen to be more involved in your organization and you have questions about how to get connected, we’re always looking for new industries and new areas to start to engage employers and you can send an email to [email protected] and learn more about how to get involved. We also really encourage you to get involved volunteering with Hiatt. Absolutely. So we see you as an extension of our Brandeis alumni network. So we engage Brandeis alumni and parents and family members in inspiring and educating and advising our students. So we have a full menu of volunteer opportunities, please feel free to take a look and see what might be a good match with your interest, your industry, your skill set, and your schedule. We often find that students do not want to follow in the footsteps of their parent or family members career, but other students may and so you still have a chance to share relevant industry advice with another Brandeis student. So please take a look and we’ll send the link as well in our follow up email. Speaking of sharing other industry advice. We’d like to open it up now to questions. What are questions about the internship job search process, things maybe we didn’t cover or we covered briefly. Alexandra, let’s go to the phones. Absolutely. So thank you for those of you who’ve already submitted questions, these are great. Keep them coming. So the first is in regards to funding. “Is it possible for a 2019 grad to receive funding for an internship immediately after graduation?” So this is a great question for a couple of reasons. One is that you’re bringing to light that there are postgraduate internships. And that’s a really nice bridge for students to get more experience to get their foot in the door at a company and really test the waters before full time employment. And so postgraduate internships are a thing, and they’re wonderful. In terms of funding, the world of work in terms of funding programs specifically does not fund postgraduate internships. These are very specifically for an internship with a student returning to campus that following fall. And so that’s a part of the application process as well is talking about how they are going to connect that experience back to what they’re doing at Brandeis, and in their coursework so that specifically that program is for underclassmen. And that’s pretty common what we see amongst most of the funding programs, however, take a look at the funding website that I pointed out, it’s on our page under other funding opportunities there are funding, there is funding that is available for recent graduates, but it is a bit more limited in nature and scope and it’s often focused on a particular industry or perhaps you know, a demographic of a group that’s in need, or trying to get more exposure to a particular area. So those do exist, but they require a little bit more hunting defined. So this next question is about on campus recruiting. And so how many of your students are hired through on campus interviews. And so I think this again is another great illustration of a tidbit that we can share with all of you. So, hundreds of employers are recruiting and coming to campus each year to meet with our students, which is wonderful. And there have been some shifts in campus recruiting, but I think are important to know. Yeah. So years ago, career centers and employers really functioned almost like placement offices in fact that used to be what we call them, this kind of placement offices. And we’ve moved very far away from that model. And so there are less and less employers that are coming to Brandeis specifically to interview and then having students who walk away with a job. As Alexander mentioned, we don’t we have more than just hundreds, we had 250 organizations on campus last year that came to talk to students to promote their offices to recruit for positions. But the number of interviews that then lead to jobs that happen on our campus has shifted dramatically, both with the way companies have been changing their recruiting timelines and their cycles, as well as just technology. So there’s a lot of first round interviews and even second round of interviews now that happen over video, whether that’s Skype or another platform that employers are utilizing to help reduce their costs. So they’re not traveling as far or as frequently as they might have in previous years. So speaking of interviewing, what resources are there for interview prep? You know we talked briefly about the mock interviews, we can talk a little bit more about that, specifically for digital interview prep. So for something like a higher view. Or like Skype, like you mentioned. So there are a number of really great resources for preparing for interviews that are on our page that talk specifically about that and preparing for the different contexts. We also offer mock interviews for students where they can come in and actually practice with a staff member going through and doing the interview component. Our staff has has helped students prepare for those online interviews in some cases of actually doing a Skype interview with them from another location. So they get the experience of the process itself. Interviewing is not something that is natural for a lot of people. And so it does require a little bit of practice. Yeah, and the mock interviews that we offer with alumni as well. So these are industry specific sessions, we call them interview coaching sessions, and they’re on Tuesday evenings throughout the semester so a student has an interview coming up, they’re most likely able to get in pretty quickly for one of these interview coaching sessions. And we’ve strategically made some of them in person, some of them phone, and some of them via video conference because to Jon’s point, you know, it really is a different feel depending on the medium that the company is using to interview you. So this question is about how to encourage students to come to Hiatt. So this listeners student came in first semester of sophomore year for resume prep. Now they are a rising senior starting the internship search. He’s got a starting list, but is hesitant about asking for help. So what are some conversation starters maybe over the Thanksgiving break. Yeah. That you suggest families share their students to get them in our door. Thank you. This is a great question, and it’s something that comes up not infrequently. So we try to do our best to make ourselves accessible to students and sort of reach them where they are and let them know that they can come in and ask a variety of questions. Students that even have to actually have a question when they come in, they can come in to meet someone in to make a connection. And we try to encourage them to do that as well. As you’re kind of strategizing about how to encourage someone to come in, I’m happy to talk to you individually about this particular situation and what we can brainstorm. But broadly, a couple of strategies that that tend to work for folks, are to talk to your students about what they’re interested in, what they have tried so far, the process, they’ve gone through it can be helpful to share either your experience or your story or other people’s experiences of going and seeking help. I know for a lot of people that can that can feel a little vulnerable to come in and ask for some help and some assistance, and it can be nice to know that we’ve all been there. You know, learning how to job search, particularly as the economy has changed as markets have changed. Sometimes requires different strategies and different tactics than you might have been utilizing in the past, even four or five years ago or 25 years ago. And so going to talk to somebody who has their, you know, their, their finger on the pulse of current recruiting, current hiring can be really useful. And this is what we do all day, I always tell students that we are an independent third party. I am not invested in where they go. I don’t get any financial compensation, they’re not taking care of me in their old age. I’m really solely interested in the in the in them making a decision that they like and that they’re comfortable with. And so we really try to encourage students to see that as a positive resource and a great place to kind of bounce ideas off of. And encouraging folks to come in and get started. And they also help to give them a specific person’s name or face to meet with. So on our website in the about us section, we have staff BIOS about everyone that’s in our office, and students have found that really helpful. One of our staff members is a big Star Wars aficionado. And so students have come in, specifically because of what she’s listed in her bio because they think that they’ll just click personality wise or interest wise. We also have a team of student career counselors, they’re called our Hiatt advisors, they received wonderful training, and they’re really our first point of contact for many students, whether that’s for a resume review or just to get talking. Their bios are on there too, so maybe your student can find a Hiatt advisor, one of our 10 student workers who shares a major with them. And that can be a great place to get started. So, you know, just lowering that threshold of fear that sometimes folks can feel before they walk in our door. So here’s another question for you. “If your student has a very specific career interest, in this case art therapy, a very cool field, how much of a backup plan do you encourage them to have? And so I think this is an interesting question again because it helps it, it’s really so in line with our career development philosophy of helping students be prepared for change and the twists and turns and what else is out there. Yeah, it’s a, it’s a great question. I would actually say that, you know, I encourage everybody to some degree to have I wouldn’t say a backup plan, but I would say have a variety of things that they’re interested in. And I encourage folks to focus their search or focus their plans on what interests them right now, knowing that that might change. And that that’s okay. So if your student is has an area that they’re already focused on, that’s great. Let’s nurture that, let’s let’s help them look for those resources. But at the same time, that doesn’t mean we’re necessarily going to cut off or limit other areas of interest. I talked to more and more students that have multiple interests and you know do incredible things on their own, you know whether that’s a side gig, whether that’s a project, a volunteer area that they’re really focused on, students that develop apps for things. So, you know, encouraging your student to continue to pursue their other interests and not limiting those once they have found something that they would like to be doing. Absolutely. So we have a few minutes left if anyone has any follow up questions, speak now. We’d be happy to get to them, but I just want to throw it back to you Jon, to just to sum up our time today and next steps for parents and families. Yeah. So, you know, take a look at the the Resources, we’ll post them, the slides. Take a look at our website There are great resources on there for job search. Thanksgiving is coming up. And so I really encourage you to have these conversations with your students. Remember, we want to focus on what are you interested in now, asking them questions around what have they been studying, what are they enjoying, what are some of the tools and resources that they have found helpful. Who are some of the professors that they have been reaching out and been talking to, and we try to encourage people to move away from the age old question, you know “So what are you going to do with that?” We know our students go on to do great and incredible things with their degrees. But if you’re feeling stuck in those conversations during the holidays or other times, know that you have this incredible resource here on campus that works with students as well as talks and reaches out to parents and families. Absolutely. And, you know, as we’re thinking about Thanksgiving and winter break and students, many of them traveling back home, you know timeline becomes a question. And so we do have one other question in here: “When should students start looking for internships. When do they need to apply by?” And I’d like to bring people’s attention back, you’ll see it in the slides, but to that recruiting timeline. And so each industry is really different. But generally speaking, summer internship recruiting really is starting to ramp up in January through the spring semester. So some industries have a shorter timeline some industries have a longer timeline, but right around winter break is when they can really start to see those summer internship opportunities becoming available. For spring internships, if they’re planning to do an internship while they’re in classes here at Brandeis, those internships are open now. And they can begin looking as soon as now. And speaking of winter break, there are a lot of great resources that we have been preparing for students. We have what are called road trips to the real world that are happening at the very beginning of January, and these are site visits to a lot of different areas in the East Coast to come visit companies. There’s a great list of them, and I encourage you and your students to take a look at them on our calendar, there’s the New York City career and internship fair, a networking event that’s coming up. In early February we have a whole series of programs dedicated to internship and job search called Hiatt career week for students to kind of help them, you know, put their foot on the gas and really get their internship and job search in high gear. So there are a lot of great resources for students, wherever they are in the cycle or in the process. So thank you all so much for joining us today. Great questions. We hope that this has been helpful for you. Please when you click out of zoom for today, there is a satisfaction survey, let us know how we did. We do these because we get questions like this from parents and family members all the time. And we want you all to benefit from one another’s questions and answers. So if you have any additional questions, feel free to submit them in the survey and thank you so much for being partners in this with us. We couldn’t do it without you and your student really appreciates it too, even if they might not always say it. Thank you all very much. Have a great afternoon.

About Ralph Robinson

Read All Posts By Ralph Robinson

Leave a Reply

Your email address will not be published. Required fields are marked *