Presented by Yolanda Crewe & Darrell Easter of Virginia State University Career Services during a collaborative event with Southside Community Partners on July 11, 2012 in Hopewell VA.
This document outlines a campus engagement and recruitment program with the goals of creating a future talent pipeline, promoting the company brand to students, and developing campus partnerships aligned with business needs. It discusses leveraging campus programs, student engagement activities, a campus hire trainee structure, recruitment planning, and onboarding/assimilation programs. The key aspects include ongoing campus engagement through various initiatives, a multi-phase connectivity framework, utilizing technology and social media, assessing talent needs, implementing hiring and training plans, and facilitating new employee assimilation. The overall aim is to recruit and develop industry-ready graduates while benchmarking and refining the program outcomes over time.
This document provides employers with guidance and resources for developing internship programs. It discusses key aspects of internships including what they are, their importance, legal issues, and how to structure an effective program. The main points covered are:
- Internships can be unpaid learning experiences for students or paid employment opportunities depending on the structure. They typically last 3-9 months.
- Developing an internship program is a 5-step process: setting goals and policies; writing position descriptions; recruiting qualified candidates; managing interns; and conducting evaluations and follow-up.
- Legal requirements for unpaid interns include educational training components and ensuring interns do not replace regular employees. Paid interns are subject to
The document outlines Kerry's proposed internship programme. It discusses setting clear objectives for both Kerry and students. It proposes structuring the programme with phases including recruitment, onboarding, internship activities, and evaluation. It analyzes costs and savings, recommending 15 paid interns costing $133,211 the first year. Success will be measured by intern offer, acceptance, and conversion rates compared to national benchmarks.
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
This document outlines a campus engagement and recruitment program with the goals of creating a future talent pipeline, promoting the company brand to students, and developing campus partnerships aligned with business needs. It discusses leveraging campus programs, student engagement activities, a campus hire trainee structure, recruitment planning, and onboarding/assimilation programs. The key aspects include ongoing campus engagement through various initiatives, a multi-phase connectivity framework, utilizing technology and social media, assessing talent needs, implementing hiring and training plans, and facilitating new employee assimilation. The overall aim is to recruit and develop industry-ready graduates while benchmarking and refining the program outcomes over time.
This document provides employers with guidance and resources for developing internship programs. It discusses key aspects of internships including what they are, their importance, legal issues, and how to structure an effective program. The main points covered are:
- Internships can be unpaid learning experiences for students or paid employment opportunities depending on the structure. They typically last 3-9 months.
- Developing an internship program is a 5-step process: setting goals and policies; writing position descriptions; recruiting qualified candidates; managing interns; and conducting evaluations and follow-up.
- Legal requirements for unpaid interns include educational training components and ensuring interns do not replace regular employees. Paid interns are subject to
The document outlines Kerry's proposed internship programme. It discusses setting clear objectives for both Kerry and students. It proposes structuring the programme with phases including recruitment, onboarding, internship activities, and evaluation. It analyzes costs and savings, recommending 15 paid interns costing $133,211 the first year. Success will be measured by intern offer, acceptance, and conversion rates compared to national benchmarks.
Presentation delivered by John Flato of Universum Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Best Practices for Campus Recruitment: A Case Study of Freddie MacCollegeRecruiter.com
Presentation delivered by Jennifer Henley of NAS Recruitment Communications on 12/7/2011 and 12/8/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
The college admissions process can be intimidating but is also an exciting opportunity to showcase your talents, achievements and perspectives. Take your career to the next level with youth4work. Know about any college from their students and clear your doubts.
Looking to cost-effectively hire fresh talent from 7000+ Colleges of India?
Youth4work's platform helps you not only to reach-out to multiple colleges simultaneously but also conduct campus recruitment tests easily!
Connect with us at support@youth4work.com
Not sure where to start with your internship search?
Do you feel like you're at a standstill and unsure about the next steps in your search?
Then join Career Services in this informational workshop and learn about:
The importance of internships
▪ Eligibility requirements
▪ Process for getting registered with Career Services
▪ Importance of resume and interview preparation
▪ Searching for an internship
This document provides guidance for small businesses to establish an internship program. It discusses defining the program goals and processes, recruiting interns each semester, and the benefits for both employers and students. Top areas for internships include marketing, research, design, programming, and administration. The document recommends onboarding interns, assigning projects and mentors, providing feedback and development, and conducting exit interviews to evaluate the program.
University Recruiting Essentials: How to Make Your Brand Memorable with On-Ca...AfterCollege
In this presentation you will learn how to implement best practices in creating an on-campus event. Decide on which on-campus events should be part of your university recruiting strategy and discover how to attract the students you want to attend your on-campus events.
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
SBI Life conducted a study on campus engagement programs to understand how to strengthen their program. They surveyed HR managers and students to identify effective programs. For HRs, they interviewed 10 managers from 7 industries. For students, they received 154 responses from 8 institutes across 5 specializations. The analysis found the most popular programs with students and HRs. Based on this, SBI Life aims to develop a robust campus engagement program to enhance their employer brand on campuses.
Campus recruitment involves companies visiting technical and professional institutes to hire intelligent, qualified students. Rather than students seeking jobs, employers directly offer positions to suitable candidates. Institutes hire placement officers to coordinate with companies and streamline the recruitment process. While students work hard and have strong subject knowledge, companies focus more on general aptitude, group discussions, and interviews when making final hiring decisions. They seek trainable candidates who can communicate effectively rather than only subject matter experts. However, students often do not focus on these soft skills during their studies, so training on resumes, aptitude tests, and group discussions is necessary to prepare for campus recruitment filters.
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
This document discusses strategic recruitment and the recruitment process. It defines recruitment and outlines the key strategic recruiting components, sources of recruitment, stages of recruitment, and areas for measuring recruitment effectiveness. The goal is to strategically connect qualified candidates to job openings by understanding labor markets and making optimal recruitment decisions.
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Getting a Return on Investment from Campus Recruiting - Metrics that MatterUniversum Webinars
When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
Student who is interested to apply for Australia study visa has to keep few things in mind before applying for visa. We have mentioned brief Australia student visa requirements on our website.
This document provides guidance on applying for scholarships. It discusses developing a strong application, including brainstorming career goals and how a scholarship could help achieve them. It recommends researching potential scholarships and considering applying before or after securing admission. The personal statement is identified as important, and tips are provided on its content, style, and dos and don'ts of writing it. Key points to address are educational and career background, future plans, and how the scholarship would help achieve goals. Overall, the document outlines the scholarship application process and strategies for crafting a compelling personal statement.
Accenture is a global professional services company that provides services in strategy, consulting, digital, technology and operations. They partner with over three-quarters of the Fortune Global 500 companies. Accenture delivers transformational outcomes for clients through expertise across more than 40 industries. The document discusses Accenture's hiring process, eligibility criteria, interview process, training and development programs, and performance management approach. Accenture evaluates employees on an ongoing basis based on objectives set by employees in collaboration with their supervisors.
The document outlines a campus hiring strategy with the following key elements:
1) It discusses developing a campus recruitment plan by forecasting manpower needs, selecting campuses, and planning recruitment activities and drives.
2) It recommends running an internship program to build relationships with potential hires and improve retention, quality, and branding.
3) It provides tips for building and maintaining campus relationships through engaging faculty, setting goals, targeting the right colleges, and sending qualified representatives.
Jakir Khan is seeking a challenging career where he can utilize his skills and knowledge for organizational growth. He has a Bachelor of Business Administration from Northern University Bangladesh with a GPA of 3.25. He is fluent in English and Bengali with computer skills in Microsoft Office, graphics design, and online marketing. His hobbies include badminton, cricket, traveling, movies, and the internet. He provides references from two lecturers at Northern University Bangladesh.
This document provides guidance on how to make the most of a summer internship by identifying strategies to be successful and clarify career goals. It outlines steps to take before, during, and after an internship such as setting goals, meeting with supervisors, taking initiative on projects, networking, and following up after the internship. The overall message is to treat the internship as an opportunity to start developing professionally and make impressions that could lead to recommendations, relationships, and potential job offers.
Attending a job fair is not merely a matter of showing up, it takes preparation and a plan. By the end of this workshops you will be able to:
* Identify the types of job fairs
* Determine ways in which you can customize your resume
* Understand the importance of your personal presentation
* List specific ways in which you will prepare for the upcoming job fair
This document discusses the recruitment and selection processes within the human resources function of an organization. It begins by outlining the key steps in recruitment, including identifying vacancies, advertising positions, managing responses, shortlisting candidates, conducting interviews and making hiring decisions. It then discusses factors that influence recruitment strategies like supply and demand. The document also covers internal and external sources of recruitment candidates and trends like outsourcing and e-recruitment. Finally, it distinguishes selection from recruitment by noting that selection seeks to eliminate unqualified applicants while recruitment aims to attract candidates.
The document discusses services provided by Axis Outsourcing for campus recruitment, including organizing campus drives, screening candidates, conducting tests, and managing the entire recruitment process to help companies hire qualified freshers. Axis has experience placing over 9,000 students through 650+ campus drives, and provides customized recruitment solutions tailored to each client's needs and budget. Testimonials from past clients praise the quality of candidates identified and efficient recruitment processes enabled by Axis.
Internship opportunities in academia-IEEE RVCEshreyasbudgur
This document provides information about internship opportunities in academia in India and abroad. It discusses the benefits of internships, such as gaining exposure to research, improving resumes, and helping to determine if one is suited for research careers. It then lists specific internship programs available in top Indian institutions like IISc, IITs, and JNCASR. It provides details about the Indian Academy of Sciences fellowship and internship programs at TIFR and JNCASR. It concludes by advising students to directly email professors at IISc and IITs to inquire about internship opportunities.
This document provides 10 steps for a successful internship: 1) Make a good first impression when meeting colleagues. 2) Introduce yourself to people. 3) Clarify your job responsibilities. 4) Do your assigned work to the best of your ability. 5) Ask for feedback on your strengths and areas for improvement. 6) Consistently work at a steady pace. 7) Take initiatives when possible. 8) Promote your work to others. 9) Organize a farewell party at the end of your internship. 10) Send a thank you email recapping your experience and next steps. Following these tips can help interns get the most out of their work experience.
Not sure where to start with your internship search?
Do you feel like you're at a standstill and unsure about the next steps in your search?
Then join Career Services in this informational workshop and learn about:
The importance of internships
▪ Eligibility requirements
▪ Process for getting registered with Career Services
▪ Importance of resume and interview preparation
▪ Searching for an internship
This document provides guidance for small businesses to establish an internship program. It discusses defining the program goals and processes, recruiting interns each semester, and the benefits for both employers and students. Top areas for internships include marketing, research, design, programming, and administration. The document recommends onboarding interns, assigning projects and mentors, providing feedback and development, and conducting exit interviews to evaluate the program.
University Recruiting Essentials: How to Make Your Brand Memorable with On-Ca...AfterCollege
In this presentation you will learn how to implement best practices in creating an on-campus event. Decide on which on-campus events should be part of your university recruiting strategy and discover how to attract the students you want to attend your on-campus events.
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
SBI Life conducted a study on campus engagement programs to understand how to strengthen their program. They surveyed HR managers and students to identify effective programs. For HRs, they interviewed 10 managers from 7 industries. For students, they received 154 responses from 8 institutes across 5 specializations. The analysis found the most popular programs with students and HRs. Based on this, SBI Life aims to develop a robust campus engagement program to enhance their employer brand on campuses.
Campus recruitment involves companies visiting technical and professional institutes to hire intelligent, qualified students. Rather than students seeking jobs, employers directly offer positions to suitable candidates. Institutes hire placement officers to coordinate with companies and streamline the recruitment process. While students work hard and have strong subject knowledge, companies focus more on general aptitude, group discussions, and interviews when making final hiring decisions. They seek trainable candidates who can communicate effectively rather than only subject matter experts. However, students often do not focus on these soft skills during their studies, so training on resumes, aptitude tests, and group discussions is necessary to prepare for campus recruitment filters.
College Recruiting Cycle: Year-Round Guide to College RecruitingAfterCollege
Are you recruiting on college campuses? Find out here how to manage and maintain the best university recruiting practices. This presentation will show you a month by month checklist for what you need to do to get the most out of college recruiting
Visit the AfterCollege Employer Blog for more information on University Recruiting
- http://employer.aftercollege.com
Also sign up for the AfterCollege Free Webinar Series: University Recruiting Essentials
- http://employer.aftercollege.com/webinars/
This document discusses strategic recruitment and the recruitment process. It defines recruitment and outlines the key strategic recruiting components, sources of recruitment, stages of recruitment, and areas for measuring recruitment effectiveness. The goal is to strategically connect qualified candidates to job openings by understanding labor markets and making optimal recruitment decisions.
Presentation delivered by Doug Fauth of Southern California Edison on 12/7/2011 at The George Washington University at the FedCollege recruiting conference co-organized by RECSOLU and CollegeRecruiter.com.
Getting a Return on Investment from Campus Recruiting - Metrics that MatterUniversum Webinars
When it comes to investing in the future of your organization, establishing clear metrics is crucial. Yet far too many companies still don't have a strong understanding of ROI when it comes to campus recruiting.
Register now for the webinar, Getting a Return on Investment from Campus Recruiting - Metrics that Matter, to learn how you can increase recruiter effectiveness, quality of hire, and reduce costs before you even step on campus this Fall. Universum America's Vice President of Advisory Services, John Flato, will dive into:
- The fundamental pillars of a campus recruiting program
- Why you need to use metrics - and how to measure success
- What you need to understand your return on investment
A study on recruitment & selection processNazneen sheikh
This is a short presentation of My summer Internship into Recruitment and Selection Process.
Can be Helpful for beginners on how to make on Presentation on Summer Internship.
Student who is interested to apply for Australia study visa has to keep few things in mind before applying for visa. We have mentioned brief Australia student visa requirements on our website.
This document provides guidance on applying for scholarships. It discusses developing a strong application, including brainstorming career goals and how a scholarship could help achieve them. It recommends researching potential scholarships and considering applying before or after securing admission. The personal statement is identified as important, and tips are provided on its content, style, and dos and don'ts of writing it. Key points to address are educational and career background, future plans, and how the scholarship would help achieve goals. Overall, the document outlines the scholarship application process and strategies for crafting a compelling personal statement.
Accenture is a global professional services company that provides services in strategy, consulting, digital, technology and operations. They partner with over three-quarters of the Fortune Global 500 companies. Accenture delivers transformational outcomes for clients through expertise across more than 40 industries. The document discusses Accenture's hiring process, eligibility criteria, interview process, training and development programs, and performance management approach. Accenture evaluates employees on an ongoing basis based on objectives set by employees in collaboration with their supervisors.
The document outlines a campus hiring strategy with the following key elements:
1) It discusses developing a campus recruitment plan by forecasting manpower needs, selecting campuses, and planning recruitment activities and drives.
2) It recommends running an internship program to build relationships with potential hires and improve retention, quality, and branding.
3) It provides tips for building and maintaining campus relationships through engaging faculty, setting goals, targeting the right colleges, and sending qualified representatives.
Jakir Khan is seeking a challenging career where he can utilize his skills and knowledge for organizational growth. He has a Bachelor of Business Administration from Northern University Bangladesh with a GPA of 3.25. He is fluent in English and Bengali with computer skills in Microsoft Office, graphics design, and online marketing. His hobbies include badminton, cricket, traveling, movies, and the internet. He provides references from two lecturers at Northern University Bangladesh.
This document provides guidance on how to make the most of a summer internship by identifying strategies to be successful and clarify career goals. It outlines steps to take before, during, and after an internship such as setting goals, meeting with supervisors, taking initiative on projects, networking, and following up after the internship. The overall message is to treat the internship as an opportunity to start developing professionally and make impressions that could lead to recommendations, relationships, and potential job offers.
Attending a job fair is not merely a matter of showing up, it takes preparation and a plan. By the end of this workshops you will be able to:
* Identify the types of job fairs
* Determine ways in which you can customize your resume
* Understand the importance of your personal presentation
* List specific ways in which you will prepare for the upcoming job fair
This document discusses the recruitment and selection processes within the human resources function of an organization. It begins by outlining the key steps in recruitment, including identifying vacancies, advertising positions, managing responses, shortlisting candidates, conducting interviews and making hiring decisions. It then discusses factors that influence recruitment strategies like supply and demand. The document also covers internal and external sources of recruitment candidates and trends like outsourcing and e-recruitment. Finally, it distinguishes selection from recruitment by noting that selection seeks to eliminate unqualified applicants while recruitment aims to attract candidates.
The document discusses services provided by Axis Outsourcing for campus recruitment, including organizing campus drives, screening candidates, conducting tests, and managing the entire recruitment process to help companies hire qualified freshers. Axis has experience placing over 9,000 students through 650+ campus drives, and provides customized recruitment solutions tailored to each client's needs and budget. Testimonials from past clients praise the quality of candidates identified and efficient recruitment processes enabled by Axis.
Internship opportunities in academia-IEEE RVCEshreyasbudgur
This document provides information about internship opportunities in academia in India and abroad. It discusses the benefits of internships, such as gaining exposure to research, improving resumes, and helping to determine if one is suited for research careers. It then lists specific internship programs available in top Indian institutions like IISc, IITs, and JNCASR. It provides details about the Indian Academy of Sciences fellowship and internship programs at TIFR and JNCASR. It concludes by advising students to directly email professors at IISc and IITs to inquire about internship opportunities.
This document provides 10 steps for a successful internship: 1) Make a good first impression when meeting colleagues. 2) Introduce yourself to people. 3) Clarify your job responsibilities. 4) Do your assigned work to the best of your ability. 5) Ask for feedback on your strengths and areas for improvement. 6) Consistently work at a steady pace. 7) Take initiatives when possible. 8) Promote your work to others. 9) Organize a farewell party at the end of your internship. 10) Send a thank you email recapping your experience and next steps. Following these tips can help interns get the most out of their work experience.
This is meant to be an audio and visual preparation guide for students seeking an internship, but the audio doesn't work through slideshare. There will be a full version on our website at http://new.ipfw.edu/offices/career/students/internships.html
It is tailored for IPFW students, but there is good information for all students. It guides students through the process of finding an internship including resumes, contacting employers, interviews, accepting/declining an offer, and more.
The document provides guidance on establishing effective arts internship programs. It defines different types of internships, apprenticeships, and volunteer positions. It emphasizes that according to South African law, internships are considered employment and interns must be paid. It discusses targeted internships focused on specific areas like marketing or archiving. Case studies show examples of successful and unsuccessful internship experiences. The document stresses that organizations should only take interns if they are committed to providing a genuine learning experience, support, and potential future employment opportunities.
Web 2.0 Student Toolkit - Updated 8/22/08koshea084
The document discusses the student toolkit and how students are using various web 2.0 technologies. It notes that more than 60% of teens create online content and share what they produce. It provides examples of technologies students use, including blogs and RSS for publishing, wikis for collaborative writing, and social networks. Common applications mentioned are Google Docs, Zoho, and Facebook. The document also gives examples of how these tools are used for communication, tasks, and mixing technologies in new ways.
This document outlines the work plan for Component 3 of a project aimed at improving knowledge management related to climate-adaptive land management. It identifies several key issues to focus on, including those relevant to sustainable land management adoption and of interest across participating countries. The plan involves enhancing knowledge through literature reviews and analyses of policies, land rights, and other issues to inform policy recommendations. It also establishes methods for stakeholder engagement and policy dialogues to facilitate adoption of sustainable practices based on evidence-based advice.
The document discusses internships and their importance for students. It defines internships and notes that they provide supervised practical experience related to one's field of study. Internships allow students to gain experience, increase their marketability and career options, and expand their professional network. The responsibilities of the university, employers, and students are outlined to ensure a positive internship experience.
DLLE- DACEE - THE POWER WHEN YOU GET PLUS TENhumzanama
THERE ARE SOMETHINGS WHICH ARE MADE FOR GENERATIONS TO READ
WE THANK AYUSHI AND DIVYA WHO HAVE MADE THIS PPT,
WHICH WILL BE USED AS A REFERENCE FOR THE NUMBER OF YEARS TO COME, TILL DACEE REMAINS IN THIS COLLEGE :)
The document provides guidance on using career services resources to develop skills, gain experience, and prepare for a successful job search. It recommends starting the career development process early, using campus resources like career advising, resume and interview preparation help, and the online job board. Students who utilize these services are more likely to find internships, co-ops, and jobs. The document reviews the key components of an effective resume and covers categories to include like education, experience, skills, and references.
This document outlines a career academy internship program partnership between Prince George's County Public Schools (PGCPS) and local businesses. It provides details on the internship program, including an overview of PGCPS career academies, the benefits of internships for businesses, a process for integrating internships, and dates for upcoming internship periods in spring/summer 2015. The goal is to match high school seniors in career-focused academies with internships in related fields to give them real-world career experiences.
This presentation was delivered at the Austin BBB by executives at the Texas Association of Nonprofit Organizations (TANO) and campus2careers, the world's first job board to match students/recent grads with internships and jobs at small to mid-sized employers.
Wentworth's Co-op Orientation for Spring 2013Greg Denon
This document provides an orientation for students starting the co-op program. It outlines the requirements to complete an online tutorial by September 14th and explains that co-ops are full-time paid jobs related to a student's major that allow them to gain professional experience. The document then details the support services available through the Career Center and the steps students should take to find a co-op, including creating resumes and portfolios, attending workshops, searching for jobs, and completing evaluations after finishing their co-op.
Career Services provides students with resources to develop their careers including educational seminars, resume and interview preparation, career fairs, networking opportunities, and one-on-one advising. They help students identify target companies, create effective resumes highlighting skills and experiences, and prepare for interviews. Key services include assisting with internships/co-ops, resume and cover letter writing, mock interviews, job search strategies, and connecting students to employers through events and online recruiting platforms. The overall goal is to help students attain jobs and advance their careers during and after college.
The document provides information about career development resources available through the Career Development Center (CDC) at Middle Tennessee State University. It outlines six steps to career success, including assessing strengths and interests, exploring career options, building job skills through resumes and interviews, experimenting through internships, implementing a job search plan, and practicing lifelong career management. Key services and tools mentioned include registering with the job database LJS, resume guides, mock interviews, networking, and alumni resources.
The document outlines the services provided by a career counseling center, including career assessment and planning, assistance with career research, internship and job searching support, and graduate school advising. A career counselor can help students learn about themselves, explore career options, find internships and jobs, and prepare for the transition to employment or further education. The counseling center provides individualized advising, career tools and resources, and connects students to career opportunities and employers.
The document summarizes career preparation services available at Western Carolina University. It discusses a study that found gaps between how prepared for employment recent college graduates feel versus how prepared employers feel they are. It then analyzes how WCU's institutional learning outcomes align with the skills employers say are important. The outcomes focus on skills like critical thinking, problem solving, communication and ethics. WCU provides experiences like internships, externships and partnerships with career services to help students develop these skills and improve their career preparation.
Natalia Saeed completed a Master of Development Studies at Murdoch University while working full-time. She developed her professional network among students from around the world and was awarded the Oxfam Australia Prize in International Sustainable Development. During her studies, she also chaired the Perth Development Circle, further developing her communication and event management skills. Jessica Mattingley completed a double degree in Engineering and Commerce at Murdoch, gaining industry experience through two student placements and a final year internship at Fortescue Metals Group. This allowed her to apply her skills in an engineering setting and she was subsequently offered a graduate position with Fortescue.
This document provides information and advice about obtaining internships. It notes that 53% of interns and 60% of co-ops receive full-time job offers. Internships are structured work experiences that allow students to gain real-world exposure to industries and explore career options while developing professional skills and contacts. The document outlines the internship search process and emphasizes the importance of self-assessment, exploration of options, and effective strategies for implementation.
The document provides information about career exploration and resources available through Career Services at Washburn University. It highlights the importance of career planning given the time and money invested in college. Career Services offers assistance with resumes and mock interviews, as well as information on career fairs, workshops, and research tools. Employers value relevant work experience, communication skills, and good grades. Students are encouraged to gain experience through extracurricular activities, internships, and building professional networks.
The document provides information about cover letter structure and examples for undergraduate students applying for jobs and internships. It includes sections on cover letter structure, example cover letters, a bank of skills and qualifications for inclusion in cover letters, and additional resources. The document is intended to guide undergraduate students on writing effective cover letters that highlight their relevant experiences, skills, and fit for the position.
The Importance Of an Internship In Relation To Job MarketabilityAmanda Walker
Internships provide work-integrated learning experiences that help students learn about a career field from professionals, decide if a field is a good fit, gain new skills, and enhance their resumes. They are important because experiential learning allows students to apply classroom knowledge while supervised, without full employee responsibilities. Internships benefit both students and employers - students can earn higher salaries after graduation with internship experience, while employers gain motivated workers and a pipeline for recruiting. Students should utilize resources like internships.com, faculty referrals, and online searches to find and apply for internships with customized cover letters and resumes.
Job Shadowing - Immersing Students through Work-Based- Learning ExplorationsNAFCareerAcads
Do you want to have a solid action plan for implementing job shadowing through work-based learning explorations into your academy? This session, presented by NAF Work-Based Learning Fellows, will provide your academy with the tools necessary to implement meaningful job shadowing events in the world of work, in which students can get first-hand information and real world job experience. Learn how a strong work-based learning plan can include meaningful activities, lesson plans and development procedures for utilizing your community businesses outside the classroom.
Better Together: How to Build a Strong Work-Based Learning ProgramNAFCareerAcads
This workshop highlights the importance of establishing strong, collaborative relationships between the school, industry advisory board and the community to enhance work-based learning for students. Learn how to bring students and professionals together with a focus on increasing student success.
Presenter: Kim Bennett, Pathways Academy of Technology & Design
The Career Development Center provides various career services to students including Lightning JobSource which lists jobs, internships, and on-campus interviews. Students can get assistance with resumes, cover letters, mock interviews, and career assessments. Walk-in hours are available Tuesday through Thursday from 12-2pm. Contact information is provided for career coordinators in different colleges.
Legal Aid Justice Center, in collaboration with Smart Beginnings Hopewell-Prince George, Southside Alliance for Children & Families, and Southern Initiative Algebra Project hosted a Tri-Cities Pre-K Summit last week in Petersburg. The summit brought together parents, educators, elected officials, and service providers in the Tri-Cities area to foster a regional collaboration effort to ensure school readiness for all at-risk children. The evening featured a panel and lively discussion focused on the successes and challenges of expanding preschool services to the region.
This document provides information for nonprofits on participating in The Amazing Raise fundraising event. It outlines several key reasons why nonprofits should participate, including that past events have helped nonprofits acquire new donors and raise money in a cost-effective way. The document then provides details on the event itself, including rules, prizes, technology features, and fees. It concludes by listing steps for success, such as setting goals, offering matching grants, getting creative with promotion, and updating nonprofit profiles. Dates for trainings and the event are also provided.
Virginia State University (VSU) is working with Southside Community Partners to establish a Student Ambassador program as part of VSU President Miller's Building a Better World initiative. Funded by The Cameron Foundation, this program will encourage and educate students about the importance of community services through one-day, weekend and on-going service-learning partnerships with community-based organizations.
The document summarizes services provided by a nonprofit organization to strengthen the nonprofit sector in the Southside community. The organization provides an information clearinghouse with reference materials on nonprofit management, online funding resources, and a librarian specialist to assist with research. It also offers learning and leadership development programs. Additionally, the organization runs a community forum website to discuss civic and nonprofit issues in the region. The overall goal is to empower community leaders to undertake work that ensures a strong, vibrant community.
St. Joseph's Villa Tri-Cities Housing Resource Center provides housing assistance and services to help prevent homelessness in the Tri-Cities area of Petersburg, Hopewell, and Colonial Heights, Virginia. The center screens individuals and families for housing needs and connects them with services like rent assistance, case management, job training, and more. Services are available to those at risk of homelessness, already homeless, or in need of housing support. The goal is to help families maintain or obtain stable housing as quickly as possible to reduce homelessness in the community.
The document discusses breast cancer screening guidelines and recommendations. It notes that various medical organizations have different guidelines for mammography screening, with some recommending annual screening beginning at age 40 while others recommend biennial screening between ages 50-74. The document also discusses debates around overdiagnosis from mammography screening and challenges in assessing its effectiveness due to the slow progression of breast cancer.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Find out more about ISO training and certification services
Training: ISO/IEC 27001 Information Security Management System - EN | PECB
ISO/IEC 42001 Artificial Intelligence Management System - EN | PECB
General Data Protection Regulation (GDPR) - Training Courses - EN | PECB
Webinars: https://pecb.com/webinars
Article: https://pecb.com/article
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it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
How to Add Chatter in the odoo 17 ERP ModuleCeline George
In Odoo, the chatter is like a chat tool that helps you work together on records. You can leave notes and track things, making it easier to talk with your team and partners. Inside chatter, all communication history, activity, and changes will be displayed.
Assessment and Planning in Educational technology.pptxKavitha Krishnan
In an education system, it is understood that assessment is only for the students, but on the other hand, the Assessment of teachers is also an important aspect of the education system that ensures teachers are providing high-quality instruction to students. The assessment process can be used to provide feedback and support for professional development, to inform decisions about teacher retention or promotion, or to evaluate teacher effectiveness for accountability purposes.
How to Build a Module in Odoo 17 Using the Scaffold MethodCeline George
Odoo provides an option for creating a module by using a single line command. By using this command the user can make a whole structure of a module. It is very easy for a beginner to make a module. There is no need to make each file manually. This slide will show how to create a module using the scaffold method.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
2. WHY HIRE AN INTERN?
Interns are enthusiastic young people who provide fresh perspectives,
and new ideas and viewpoints
Proven, cost-effective way to recruit and evaluate potential employees
Greater retention of newly hired employees
Interns allow flexibility in staffing needs
Freedom for professional staff to pursue more creative projects
Flexible, cost-effective work force not requiring a long-term employer
commitment
Year round source of highly motivated pre-professionals
Quality candidates for temporary or seasonal positions and projects
Visibility of your organization is increased on campus
Interns are Effective PR Ambassadors
Employer/University ties are strengthened—Give Back to the
Community
10 Benefits of Starting an Intern Program
Career Services
3. PREPARING FOR AN INTERN…
RECRUITMENT PROCESS
1. Assess Your Project or Work Needs
2. Create an Internship Position Description
3. Establish a Timeline for Recruiting an Intern
4. Market your Internship Position
5. Interview and Select Your Intern
6. Start a Successful Intern Program
Career Services
4. PREPARING FOR AN INTERN
1. ASSESS YOUR PROJECT OR WORK
NEEDS
Set Goals
What do you want to accomplish; Write a Plan
What experience do you want the intern to have
Invite participation from all key people impacted by the intern
Determine the following:
What area will the intern work (i.e. Acct., HR, Eng., etc.)
Who will supervise intern and manage intern projects
Will they be paid; How will they be paid
How will students apply; Who will process applications/résumés; Who
will interview the students
Where will the intern sit
Develop some quality projects the intern can complete
The intern should develop some skills and experiences they can
include on their résumé
Create Measurable Learning Objectives for the intern
Internship: a rewarding experience for the employer and intern
Sample Projects Handout
Career Services
5. PREPARING FOR AN INTERN
2. POSITION DESCRIPTION
Position descriptions should include the following:
Application Deadline
How to Apply (email résumé and cover letter to; website)
Your Requirements (Minimum GPA, Major(s), Skills, Classification, etc.)
Internship Start Date (length of internship)
Project Descriptions and Company Information
Share what’s in it for the intern/new hire
What is the benefit of working with your organization
Compensation: Paid, Stipend or Academic Credit
Make it Interesting
You are trying to get a college student’s interest in your
organization!!!
Sample Position Descriptions
Career Services
6. PREPARING FOR AN INTERN
2. SAMPLE POSITION DESCRIPTION
ABC Services
Any town, VA ▪ abcservices.com
Information Technology Internship
Overview
ABC Services is a consulting company that serves and builds relationships with fortune 500 companies…
Internship Responsibilities
Develop process flow diagrams
Documentation and testing of new software applications
Requirements or Qualifications
Class year: Rising sophomores and juniors
Major: Information Technology or related majors
Must be enrolled in school during entire internship
Minimum cumulative GPA of 3.0 or better
Sharp analytical skills
Excellent oral and written communication skills
Salary
$15.00 per hour, no benefits.
Application Deadline
July 31, 2012
How to Apply
Interested applicants must submit a résumé and a cover letter to the following email address:
bfisher@abcservices.com
Career Services
7. PREPARING FOR AN INTERN
3. ESTABLISH A TIMELINE FOR RECRUITING AN
INTERN
Sample Timeline
August 1st—E-mail position description to Career Services
August 15th—Touch base with VSU Career Services to
determine status of applications (marketing)
August 22nd—Student Application Deadline
August 23rd-24th—Review student résumés and select
candidates for interviews
August 27th—E-mail Career Services list of candidates
selected for interviews; contact students for interview
August 28th-29th—Students sign up for interview timeslots
September 5th—Conduct interviews
September 7th—Make internship/employment offer
Career Services
8. PREPARING FOR AN INTERN
4. MARKET YOUR INTERNSHIP POSITION
Mail flyers to Career Services for posting on
campus
Include Application Deadline, How to apply,
Organization logo and web address
Make a Presentation on Campus
Information Session
Information Table
Student Organizations
Student Newspaper Advertisement
Utilize Student Ambassadors
Other Ways to Recruit on Campus
Career Expos
Mock Interviews
Career Services
9. PREPARING FOR AN INTERN
5. INTERVIEW AND SELECT AN INTERN
Utilize VSU Career Services for On-Campus
Interviews
Convenient for student
Career Services will coordinate interview process—
Free!
Determine who will review résumés, select &
interview candidates, make internship offer
Establish a timeline for interviewing and selecting
your intern
August 23rd-24th—Review student résumés and select candidates for
interviews
August 27th—E-mail Career Services list of candidates selected for
interviews; contact students for interview
August 28th-29th—Students sign up for interview timeslots
September 5th—Conduct interviews
September ??—Conduct 2nd Round of Interviews
September ??—Make internship/employment offer
Career Services
10. PREPARING FOR AN INTERN
6. START A SUCCESSFUL INTERN PROGRAM
Tips on making an internship successful
Orient the intern to the organization and
department (part of team)
Work Hours, dress, culture (organization & department), etc.
Establish goals & objectives and discuss with the
intern within the first week
Learning Contract…Expectations!!!
If student is receiving academic credit…make sure all
requirements are being met
Give periodic feedback and evaluations
Mid-term evaluation
Final evaluation
Intern should have a mentor (formal or informal)
in addition to a supervisor
Career Services
11. 10 CONCERNS OF INTERNS
1. Give us real work
2. Do what you say…and say what you do!
3. We like feedback
4. We want to be included too
5. Please explain your project/assignment
6. I want a mentor
7. A minute of your time please
8. Be Prepared…when I arrive
9. Um…I need a chair
10. Show me the money (as best you can)
Resource: Starting an Internship Program, Michael True, Messiah College
Career Services
12. I WANT TO HOST A VSU INTERN!
VSU INTERNSHIP PROGRAM…SUMMER, FALL & SPRING
1. E-mail your position description to
Careerservices@vsu.edu or deaster@vsu.edu
Career Services will post your position within 48 hours on
our website
2. Market Your Internship
Mail Flyers for Posting around campus
3. Conduct On-Campus Interviews
Contact Internship Coordinator, Darrell Easter, to
coordinate your on campus interview
4. E-mail Internship Documents
Notify Career Services of Interns Selected
E-mail Learning Contract or Internship Goals/Objectives
Supervisor Contact Information
E-mail Internship Evaluation
Career Services
13. VSU INTERNSHIP PROGRAM
“LEARNING IN ACTION”
Current Participating Employers
Petersburg Chamber of Commerce
Petersburg National Battlefield
The Cameron Foundation
Congressman J.R. Forbes Congressional District
Office
Senator Jim Webb, Richmond
District 19 Community Services Board
CDF at Home of VA Baptist Children’s Home
Career Services
14. VSU INTERNSHIP PROGRAM
“LEARNING IN ACTION”
VSU Career Services supports students from all
academic departments
School of Agriculture
Agriculture, Family & Consumer Sciences, Hospitality Mgmt.
School of Business
Accounting & Finance, MIS, Management, and Marketing
School of Engineering, Science & Technology
Biology, Chemistry & Physics, Nursing, and Psychology
Mfg. & Computer Engineering; Electronics Eng., Mechanical Eng.,
Industrial & Logistics Technology; Mathematics and Computer Science
School of Liberal Arts and Education
Teaching & Learning; HPERD; History & Philosophy; Sociology, Social Work
& Criminal Justice; Political Science & Public Administration; Music, Art &
Design; Military Science; Languages & Literature
Career Services
15. VSU CAREER SERVICES
SAVE THE DATE
Business Week Career Expo,
Wednesday, September 26, 2012, 12-5 p.m.
Government & Non-Profit Expo,
Thursday, October 25, 2012, 11 a.m.–3 p.m.
STE(A)M Expo (Science, Technology, Engineering, Agriculture and Math)
Tuesday, October 30, 2012, 1-5 p.m.
Mass Communications, Sales & Sport Mgmt. Expo,
Wednesday, November 14, 2012, 8:30 a.m.-1:30 p.m.
Education & Counseling Expo,
Tuesday, February 19, 2013, 4-7 p.m.
Hospitality Leadership & Career Expo,
March 2013, Time TBA
Career Services
16. VSU INTERNSHIP PROGRAM
“LEARNING IN ACTION”
Internship Program Coordinator
Darrell Mallory Easter
deaster@vsu.edu or careerservices@vsu.edu
804-524-5407 or 804-524-5211
Thank You!
Career Services
18. DO YOU HAVE TO PAY INTERNS?
According to the U.S. Department of Labor, FLSA,
Internships in the “for-profit” private sector will most
often be viewed as employment, unless the test
described relating to trainees is met.
Interns in the “for-profit” private sector who qualify
as employees rather than trainees typically must be
paid at least the minimum wage and overtime
compensation for hours worked over forty in a
workweek.
There are some circumstances under which
individuals who participate in “for-profit” private
sector internships or training programs may do so
without compensation.
Career Services
19. DO YOU HAVE TO PAY INTERNS?
TRAINEE STATUS
You don’t have to pay interns who qualify as trainees.
The U.S. Department of Labor has outlined six criteria for
determining trainee status:
3.The Interns must receive training from your company…similar to
training which would be given in an educational environment
4.The Internship experience is for the benefit of the intern; not the
company
5.The Interns cannot displace regular employees
6.The employer that provides the training derives no immediate
advantage from the activities of the intern; and on occasion it
operations may actually be impeded
7.Interns are not guaranteed a job at the end of the internship
(though you may decide to hire them at the conclusion of the
experience)
8.Interns are not entitled to wages during the internship
http://www.dol.gov/whd/regs/compliance/whdfs71.pdf
Career Services
20. DO YOU HAVE TO PAY INTERNS?
NON-PROFIT ORGANIZATIONS
Unpaid internships in the public sector and for non-profit
charitable organizations, where the intern volunteers
without expectation of compensation, are generally
permissible.
The FLSA makes a special exception under certain
circumstances for individuals who volunteer to perform
services for a state or local government agency and for
individuals who volunteer for humanitarian purposes for
private non-profit food banks.
WHD also recognizes an exception for individuals who
volunteer their time, freely and without anticipation of
compensation for religious, charitable, civic, or
humanitarian purposes to non-profit organizations.
WHD is reviewing the need for additional guidance on
internships in the public and non-profit sectors.
Career Services