The informational interview is different from a typical job interview because technically you are not interviewing for a job. You are there to make a great impression and to get as much information as possible from the person you are talking to while at the same time, promoting yourself. Your goal is to get them to voluntarily refer you to someone else that can more directly help you get a job or if you're lucky, has a job opening.
There are two types of informational interviews-those you've set up through people you know and those you've set up with people you don't know. I highly recommend asking your parents to contact their friends and asking your friends to contact their parents for you. Visit as many as these contacts as you can in their work environment, even if it's in a field you're not interested in. By experiencing several different work environments, you can really get a good feel for what's out there. Plus, you never know who they know. Importantly, you can ask as many questions as you want and there's less pressure on you because you're not interviewing for a job. However, dress as you would for a job interview because you want to make a great impression.
The other type of informational interview involves cold calling-calling up a company without any introduction. Find two or three companies you'd like to work for. You can start in the Human Resources Department or call the department you want to work in directly. Tell them what college you're going to or are graduating from and that you realize that there may not be a job available at the moment but you would love to work for their company (do your research on the company so you can tell them why) and do they have a few minutes to meet you and talk with you. If they say no, keep trying. Try someone else in that department or call another department until you get a yes.
Once you get an informational interview, dress up very conservatively and arrive early. Smile at the person you're speaking with and give them a firm handshake. Don't be nervous because you are not there to get a job but to gather information and impress the person you're speaking with. Thank them for their time and ask them plenty of questions like-what is the environment like here?, what are the hours?, what are the qualities of the people who get promotions?, what is the reputation of employees my age who work here?, what is the office politics like?, tell me about your career path, what do you like and dislike about working here? Tell them about your background and strengths. See if they know anyone in your potential field if they haven't already volunteered that information.
When you leave, make sure you take their business card. Keep a computer record of your interviews, especially the questions you asked and the answers you received. Finally, always send a thank-you note. The more informational interviews you have, the better chance you have of finding a job so don't give up and good luck.
Friday, April 9, 2010
Tuesday, March 30, 2010
Why College Students Should Use Twitter
Since I first started lecturing at colleges about a year ago, I always ask the students if they use Twitter. I continue to be amazed by how few of them raise their hands. In fact, I believe that only about 10% of college students use Twitter. I wrongly assumed that members of Gen Y (The Millennials) would be all over Twitter because it was another social networking website like Facebook and MySpace. However, this was the very reason why they don't use Twitter. They can let their friends and family know what's going on at the top of their Facebook and MySpace pages so Twitter is just redundant to them.
Some people feel that Twitter is all about following celebrities or giving people an opportunity to tell you what they're doing every waking hour. However, it does serve a much more valuable purpose by providing career advice. Yes, providing career advice. If you type in keywords like career advice, resume tips, interview tips, etc., you will find a plethora of information on how to find a job. There are many people on Twitter who not only give career advice (including myself at times-andyteach is my Twitter name), but many people utilize attachments to articles with career tips and job postings.
There are many great tools out there to help you get a job so think of Twitter as just another tool. Give it a try. You don't have to post anything if you don't want to. You can just follow the people who give the best career advice. Continue to use Facebook and MySpace to let your contacts know that you are looking for a job but if you add Twitter to your toolbox, you'll increase your chances of finding a job. Oh yes, while you're on Twitter, if you like to waste some time following celebrities, be my guest, but I don't think they will help you find a job!
Some people feel that Twitter is all about following celebrities or giving people an opportunity to tell you what they're doing every waking hour. However, it does serve a much more valuable purpose by providing career advice. Yes, providing career advice. If you type in keywords like career advice, resume tips, interview tips, etc., you will find a plethora of information on how to find a job. There are many people on Twitter who not only give career advice (including myself at times-andyteach is my Twitter name), but many people utilize attachments to articles with career tips and job postings.
There are many great tools out there to help you get a job so think of Twitter as just another tool. Give it a try. You don't have to post anything if you don't want to. You can just follow the people who give the best career advice. Continue to use Facebook and MySpace to let your contacts know that you are looking for a job but if you add Twitter to your toolbox, you'll increase your chances of finding a job. Oh yes, while you're on Twitter, if you like to waste some time following celebrities, be my guest, but I don't think they will help you find a job!
Thursday, March 4, 2010
Company Layoffs-Just An Excuse to Save Money?
I have many friends who recently joined the ranks of the unemployed. Some of them suspected it was coming but all of them were basically given no notice-they were called into a conference room and told it was their last day. So much for company loyalty.
It got me thinking. Why were they and others let go? I believe there are two reasons. First, when companies need to save money, they terminate higher-level employees who are earning a lot of money. Sometimes the employees have been with their company for 15, 20, or 30 years but company loyalty is irrelevant during tough economic times. Second, company layoffs are used as an excuse for supervisors to get rid of employees they either don't like or who are not doing a good job.
If your company is contemplating layoffs and you are making a lot of money in your position, you may have a difficult time escaping the ax. However, you may be able to prevent the second reason for layoffs if you have a great relationship with your boss and if you do a great job. Notice I said a "great" job, not a "good" job. Put yourself in your supervisor's position. They have to trim their staff so how do they decide? It may very well be based on how much the boss likes you so make sure you have a solid relationship with your boss. If you don't like them, pretend you like them. Constantly communicate with them. As far as the work is concerned, do whatever it takes to get the job done. Volunteer to do things that aren't asked of you. Become a star at work and maybe, just maybe, you can avoid getting the ax.
It got me thinking. Why were they and others let go? I believe there are two reasons. First, when companies need to save money, they terminate higher-level employees who are earning a lot of money. Sometimes the employees have been with their company for 15, 20, or 30 years but company loyalty is irrelevant during tough economic times. Second, company layoffs are used as an excuse for supervisors to get rid of employees they either don't like or who are not doing a good job.
If your company is contemplating layoffs and you are making a lot of money in your position, you may have a difficult time escaping the ax. However, you may be able to prevent the second reason for layoffs if you have a great relationship with your boss and if you do a great job. Notice I said a "great" job, not a "good" job. Put yourself in your supervisor's position. They have to trim their staff so how do they decide? It may very well be based on how much the boss likes you so make sure you have a solid relationship with your boss. If you don't like them, pretend you like them. Constantly communicate with them. As far as the work is concerned, do whatever it takes to get the job done. Volunteer to do things that aren't asked of you. Become a star at work and maybe, just maybe, you can avoid getting the ax.
Monday, November 2, 2009
Press Release Regarding Andy Teach College Lecture Tour
FROM GRADUATION TO CORPORATION Author Continues Successful College Lecture Tour
Career advice author Andy Teach's college lecture tour teaches students how to get a job and keep it in today's tough economy.
FOR IMMEDIATE RELEASE
PRLog (Press Release) – Oct 27, 2009 – Andy Teach, a 27-year corporate veteran and author of the career advice book FROM GRADUATION TO CORPORATION: THE PRACTICAL GUIDE TO CLIMBING THE CORPORATE LADDER ONE RUNG AT A TIME, continues his successful college lecture tour in the 2009-2010 school year. Working closely with Career Centers and student organizations, he has spoken at several universities and colleges including California Lutheran University, Cal State Northridge, The Claremont Colleges, Loyola Marymount University, Point Loma Nazarene University, UC Irvine, UC Riverside, UCLA, UC Santa Barbara, USC Annenberg, and Whittier College. He is also scheduled to speak at several schools in 2010.
Teach covers several topics in his lecture, ranging from good vs. bad résumés, job interviewing, networking, dealing with difficult bosses and co-workers, dress codes, staying organized, office romance, standing up to the boss, and the generation gap at work. Teach also discusses some of his 72 corporate commandments, including: keep your supervisor informed of your progress, remember that one of your main jobs is to make the boss's job easier, it doesn’t matter how smart you are if you miss a deadline, and do whatever it takes to get the job done.
"I wrote this book, in part, as a vehicle which would allow me to have direct contact with my audience. There is no substitute for face-to-face communication and it gives me great pleasure when I can speak directly with college students. When they come up to me after a lecture and thank me for my time and for helping them in their job search, it makes it all worthwhile."
What makes this book and lecture unique is that its author not only gives us his candid account of his climb up the corporate ladder, but he also discusses the factors behind his fall from the top rungs, so that young people can learn from his long practical experience.
Teach’s college lecture tour has been well received by Career Center staff and students.
From Career Center staff:
"Thank you for presenting such an engaging and informative presentation. From cross-generational dynamics to office etiquette, you really provided valuable advice.”
"It was my pleasure to host you on campus and I know that students benefited tremendously from your career advice.”
"The ‘thank you’ goes to you for giving of your time to speak to our students and providing them with great advice. It certainly reflects your commitment and value for helping others. I particularly enjoyed hearing about your career path and the lessons that you learned along the way."
From Students:
"Very informative. A wake up call."
"The tips on closing the generation gap were very helpful. I liked the advice about networking and getting to know the people you are working with."
"Very down-to-earth with personal experiences. Enjoyed the types of bosses and employees discussion."
"The personal stories made the lecture more engaging. The resume and cover letter tips were especially useful and had parts that I had not known before."
"Andy Teach touches on many areas of the workplace that are a mystery for college students. The most helpful was his advice on office etiquette."
About Author Andy Teach
Teach graduated from Rutgers College with B.A. degrees in Business Administration and Human Communications. After working for two New York ad agencies and a Los Angeles television production company, he worked at a major television and motion picture studio in the research department for 23 years, earning six promotions from clerk to vice-president.
Teach has appeared as a guest and commentator on the nationally syndicated Cable Radio Network and also on the popular late-night syndicated radio show hosted by Michael Dresser "Dresser After Dark." He also serves the television industry as a research consultant. He is a member of the National Association of Colleges and Employers (NACE) and the Academy of Television Arts & Sciences (ATAS).
If you are interested in having Andy Teach speak at your school, email him at teachandyt@aol.com with “Career Advice Lecture” in the subject line.
For more information about the author, please go to his website at http://www.onerungatatime.com
From Graduation to Corporation 284-page paperback: $17.95
Published by AuthorHouse
Available for purchase on amazon: http://www.amazon.com/GRADUATION-CORPORATION-PRACTICAL-C ... and barnesandnoble.com: http://search.barnesandnoble.com/From-Graduation-to-Corp ... ISBN-10: 1-4389-3063-1; ISBN-13: 978-1-4389-3063-3
Career advice author Andy Teach's college lecture tour teaches students how to get a job and keep it in today's tough economy.
FOR IMMEDIATE RELEASE
PRLog (Press Release) – Oct 27, 2009 – Andy Teach, a 27-year corporate veteran and author of the career advice book FROM GRADUATION TO CORPORATION: THE PRACTICAL GUIDE TO CLIMBING THE CORPORATE LADDER ONE RUNG AT A TIME, continues his successful college lecture tour in the 2009-2010 school year. Working closely with Career Centers and student organizations, he has spoken at several universities and colleges including California Lutheran University, Cal State Northridge, The Claremont Colleges, Loyola Marymount University, Point Loma Nazarene University, UC Irvine, UC Riverside, UCLA, UC Santa Barbara, USC Annenberg, and Whittier College. He is also scheduled to speak at several schools in 2010.
Teach covers several topics in his lecture, ranging from good vs. bad résumés, job interviewing, networking, dealing with difficult bosses and co-workers, dress codes, staying organized, office romance, standing up to the boss, and the generation gap at work. Teach also discusses some of his 72 corporate commandments, including: keep your supervisor informed of your progress, remember that one of your main jobs is to make the boss's job easier, it doesn’t matter how smart you are if you miss a deadline, and do whatever it takes to get the job done.
"I wrote this book, in part, as a vehicle which would allow me to have direct contact with my audience. There is no substitute for face-to-face communication and it gives me great pleasure when I can speak directly with college students. When they come up to me after a lecture and thank me for my time and for helping them in their job search, it makes it all worthwhile."
What makes this book and lecture unique is that its author not only gives us his candid account of his climb up the corporate ladder, but he also discusses the factors behind his fall from the top rungs, so that young people can learn from his long practical experience.
Teach’s college lecture tour has been well received by Career Center staff and students.
From Career Center staff:
"Thank you for presenting such an engaging and informative presentation. From cross-generational dynamics to office etiquette, you really provided valuable advice.”
"It was my pleasure to host you on campus and I know that students benefited tremendously from your career advice.”
"The ‘thank you’ goes to you for giving of your time to speak to our students and providing them with great advice. It certainly reflects your commitment and value for helping others. I particularly enjoyed hearing about your career path and the lessons that you learned along the way."
From Students:
"Very informative. A wake up call."
"The tips on closing the generation gap were very helpful. I liked the advice about networking and getting to know the people you are working with."
"Very down-to-earth with personal experiences. Enjoyed the types of bosses and employees discussion."
"The personal stories made the lecture more engaging. The resume and cover letter tips were especially useful and had parts that I had not known before."
"Andy Teach touches on many areas of the workplace that are a mystery for college students. The most helpful was his advice on office etiquette."
About Author Andy Teach
Teach graduated from Rutgers College with B.A. degrees in Business Administration and Human Communications. After working for two New York ad agencies and a Los Angeles television production company, he worked at a major television and motion picture studio in the research department for 23 years, earning six promotions from clerk to vice-president.
Teach has appeared as a guest and commentator on the nationally syndicated Cable Radio Network and also on the popular late-night syndicated radio show hosted by Michael Dresser "Dresser After Dark." He also serves the television industry as a research consultant. He is a member of the National Association of Colleges and Employers (NACE) and the Academy of Television Arts & Sciences (ATAS).
If you are interested in having Andy Teach speak at your school, email him at teachandyt@aol.com with “Career Advice Lecture” in the subject line.
For more information about the author, please go to his website at http://www.onerungatatime.com
From Graduation to Corporation 284-page paperback: $17.95
Published by AuthorHouse
Available for purchase on amazon: http://www.amazon.com/GRADUATION-CORPORATION-PRACTICAL-C ... and barnesandnoble.com: http://search.barnesandnoble.com/From-Graduation-to-Corp ... ISBN-10: 1-4389-3063-1; ISBN-13: 978-1-4389-3063-3
Thursday, July 30, 2009
This guest blog is reprinted from www.talkingaboutgenerations.com/
THE GENERATION GAP AT WORK
By Andy Teach
It’s funny how sometimes we miss the most obvious things in the workplace. I was an executive in the entertainment industry for over 25 years. As a Baby Boomer, I managed many members of Generation Y during that time. If I had any difficulties managing a Gen Y’er, I always assumed that it was because of gender or cultural differences. It was only after I began writing my Gen Y career advice book that I realized that some of the difficulties arose because of generational differences.
In most workplaces, there are three or even four different generations working together, or at least trying to work together. I’ve seen studies indicating that many members of each generation simply don’t respect, understand, or communicate with members of other generations and this obviously hurts productivity. I believe one way of overcoming this obstacle is simply to try and understand where each generation is coming from in terms of how they were brought up, the historical events that affected them, and what their priorities are.
Members of the oldest generation, known as The Matures or the Radio generation (some grew up before television was invented), are about 65 years old or older and they grew up during tough times-The Great Depression and WWII. They have a very strong work ethic, are loyal to their employer, and expect the same from their employees. The Baby Boomers (there was a big baby boom right after WWII) range in age from their mid-forties to mid-sixties and grew up during the 1950’s Cold War and the turbulent 1960’s. We have a very strong work ethic and sometimes judge our success by how many hours we work each week. We are also very loyal to our employer. Generation X (also known as the MTV generation) is between approximately30 and 44 years old and grew up during the Reagan years and the Gulf War. They were the first generation to avoid the do-or-die Baby Boomer work ethic and are more loyal to the person and not the employer. The youngest generation is Generation Y (also known as The Millennials) and its members are between 9 and 29 years old. They grew up during the New Millennium which included the events of 9/11. Gen Y is the most technologically advanced generation ever but has a reputation for being entitlement focused, for switching jobs often, and for wanting a balance between work and life.
Speaking of technology, I grew up with slide rulers instead of calculators, big black and white television sets instead of sleek high-definition color TV’s, AM radio and record players instead of iPods, typewriters instead of computers, and no fax machines, internet, cell phones or Blackberry’s. Yes, times have changed and for the better and I for one don’t take things like the internet for granted because it wasn’t around for a good part of my career.
One example of generational differences occurred when I gave one of my Gen Y employees their yearly performance review. It was a very positive review but I did have some criticisms of the employee and I found out that a year later, this employee was still dwelling on the criticisms. At first, I thought that they were just being too sensitive and then I realized that many members of Gen Y are brought up with a lot of praise from parents, teachers, and sports coaches. Many Millennials got sports or school trophies for just participating (hence, they are also known as The Trophy Generation) while my generation had to actually win something to get a trophy! Some Millennials are just not used to being criticized and when they are, they don’t know how to react. My advice to Millennials is not to take criticism at work personally-everyone gets criticized. Listen carefully to your boss’s criticism and if you agree with it, tell your boss that. If you don’t, you can respectfully disagree. Your boss is not only looking to see if you are going to improve but also to see how you react to the criticism.
My point is that every generation is brought up differently and has different ideas and expectations of what their jobs are going to be like. If you are a member of Gen Y or Gen X and you work for a Baby Boomer and they’re all about making work their first priority, then you should know that they will most likely expect the same from you. It is equally important for Baby Boomers to understand where Gen Y and Gen X employees are coming from and try and take their needs into account. Don’t let age differences get in the way at work-embrace them instead. Get to know people from other generations by observing them, speaking with them, and learning from them. You’ll be glad you did.
Andy Teach is the author of the new career advice book, From Graduation To Corporation.
THE GENERATION GAP AT WORK
By Andy Teach
It’s funny how sometimes we miss the most obvious things in the workplace. I was an executive in the entertainment industry for over 25 years. As a Baby Boomer, I managed many members of Generation Y during that time. If I had any difficulties managing a Gen Y’er, I always assumed that it was because of gender or cultural differences. It was only after I began writing my Gen Y career advice book that I realized that some of the difficulties arose because of generational differences.
In most workplaces, there are three or even four different generations working together, or at least trying to work together. I’ve seen studies indicating that many members of each generation simply don’t respect, understand, or communicate with members of other generations and this obviously hurts productivity. I believe one way of overcoming this obstacle is simply to try and understand where each generation is coming from in terms of how they were brought up, the historical events that affected them, and what their priorities are.
Members of the oldest generation, known as The Matures or the Radio generation (some grew up before television was invented), are about 65 years old or older and they grew up during tough times-The Great Depression and WWII. They have a very strong work ethic, are loyal to their employer, and expect the same from their employees. The Baby Boomers (there was a big baby boom right after WWII) range in age from their mid-forties to mid-sixties and grew up during the 1950’s Cold War and the turbulent 1960’s. We have a very strong work ethic and sometimes judge our success by how many hours we work each week. We are also very loyal to our employer. Generation X (also known as the MTV generation) is between approximately30 and 44 years old and grew up during the Reagan years and the Gulf War. They were the first generation to avoid the do-or-die Baby Boomer work ethic and are more loyal to the person and not the employer. The youngest generation is Generation Y (also known as The Millennials) and its members are between 9 and 29 years old. They grew up during the New Millennium which included the events of 9/11. Gen Y is the most technologically advanced generation ever but has a reputation for being entitlement focused, for switching jobs often, and for wanting a balance between work and life.
Speaking of technology, I grew up with slide rulers instead of calculators, big black and white television sets instead of sleek high-definition color TV’s, AM radio and record players instead of iPods, typewriters instead of computers, and no fax machines, internet, cell phones or Blackberry’s. Yes, times have changed and for the better and I for one don’t take things like the internet for granted because it wasn’t around for a good part of my career.
One example of generational differences occurred when I gave one of my Gen Y employees their yearly performance review. It was a very positive review but I did have some criticisms of the employee and I found out that a year later, this employee was still dwelling on the criticisms. At first, I thought that they were just being too sensitive and then I realized that many members of Gen Y are brought up with a lot of praise from parents, teachers, and sports coaches. Many Millennials got sports or school trophies for just participating (hence, they are also known as The Trophy Generation) while my generation had to actually win something to get a trophy! Some Millennials are just not used to being criticized and when they are, they don’t know how to react. My advice to Millennials is not to take criticism at work personally-everyone gets criticized. Listen carefully to your boss’s criticism and if you agree with it, tell your boss that. If you don’t, you can respectfully disagree. Your boss is not only looking to see if you are going to improve but also to see how you react to the criticism.
My point is that every generation is brought up differently and has different ideas and expectations of what their jobs are going to be like. If you are a member of Gen Y or Gen X and you work for a Baby Boomer and they’re all about making work their first priority, then you should know that they will most likely expect the same from you. It is equally important for Baby Boomers to understand where Gen Y and Gen X employees are coming from and try and take their needs into account. Don’t let age differences get in the way at work-embrace them instead. Get to know people from other generations by observing them, speaking with them, and learning from them. You’ll be glad you did.
Andy Teach is the author of the new career advice book, From Graduation To Corporation.
Friday, April 17, 2009
11 Burning Questions with Andy Teach
Stephanie R. Guzman, News Editor, The Los Angeles Loyolan
Published: Thursday, April 16, 2009
Author of “From Graduation to Corporation: The Practical Guide to Climbing the Corporate Ladder One Rung at a Time,” Andy Teach discusses the new corporate America.
This issue, News Editor Stephanie R. Guzman asks Andy Teach about job networking, the problems of shorthand communication and how to handle yourself in the work place. Mr. Teach will be speaking at the Senior and Alumni Career Conference on Saturday April 18, 2009. The event will take place in St. Roberts Auditorium from 9:30 a.m. to 4:00 p.m.
1. Describe your book a little bit.
It’s based on my own personal experiences. I’m from an entertainment and advertising background, but the book contains general career advice such as tips on networking and resumes and cover letters. The target audience is anyone in college or five years out of college.
2. Describe a social networking site students should be using.
A great networking site is LinkedIn. It’s very professional and once you connect with one person you can find others to connect with.
3. What would you say to students who are worried their major won’t help them get hired?
Much of what you know about the job you learn on the job. It’s more about the disciplines you’re learning in school: meeting deadlines, working with other people, allocating your time.
4. Besides Web sites, what are some other ways to network?
You have to think outside the box. It may sound strange, but when you go to your doctor or dentist or hygienist, they have patients from so many fields. Ask them to put you in touch with a patient who is in a field you’re interested in. Just call them and ask if it’s possible to speak with them face-to-face.
5. What are some dangers of social networking sites such as Facebook or Twitter?
Just make the assumption that anyone from now on who may look to hire you or work with you will have access to your Web site. Especially photos. This means deleting suggestive photos, being fully clothed, no alcohol or drugs. It just gives them an idea of what the person is like.
6. Based on some of your personal experiences, what should young professionals know?
The things they don’t teach you in school. One of the bigger mistakes some younger people from Generation Y make is they want to start changing things right away. But the Baby Boomers like the rules and guidelines already in place for a reason. Gain credibility and then you can start suggesting changes. Do not do that right away.
7. How should one approach constructive criticism?
Some members of Generation Y don’t take constructive criticism well. They take it personally and get defensive. This generation was brought up with a lot of praise. Ask yourself [when receiving constructive criticism] “Are they right?” If they are, tell your supervisor “Yes, I will improve in this area” or if you disagree, say why.
8. What are some other changes you see between the Baby Boomer generation and Generation Y?
Some Generation Y’ers have an entitlement focus. There tends to be more job-hopping and a lack of loyalty. Generation X emphasized a balance between work and life. But all older generations care about is results. That is what your career is going to be judged on.
9. What are some of the changes you see in corporate America?
It’s possible that e-mailing in shorthand with the OMG’s and LOL’s can become the norm in the future. Also, some people are more productive in a less corporate atmosphere. Some atmospheres include beanbags and wearing jeans, which may work for that specific company.
10. Are there downsides to shorthand communication?
It may be more efficient if everyone’s on the same page. My fear is everyone is going to start talking in 140 characters or less, like Twitter. A lot of people feel more comfortable e-mailing or texting, but there is no substitute for face-to-face contact.
11. Can you give some advice to those that are graduating soon?
Your first job isn’t going to be your dream job. If there’s a company you really want to work for, just get in the door at the company. You might even start out as an assistant, but I know former assistants that became presidents of their division. Most important thing is don’t look for a job, look for a career. If you don’t enjoy what you’re doing, you’re not going to be happy.
Stephanie R. Guzman, News Editor, The Los Angeles Loyolan
Published: Thursday, April 16, 2009
Author of “From Graduation to Corporation: The Practical Guide to Climbing the Corporate Ladder One Rung at a Time,” Andy Teach discusses the new corporate America.
This issue, News Editor Stephanie R. Guzman asks Andy Teach about job networking, the problems of shorthand communication and how to handle yourself in the work place. Mr. Teach will be speaking at the Senior and Alumni Career Conference on Saturday April 18, 2009. The event will take place in St. Roberts Auditorium from 9:30 a.m. to 4:00 p.m.
1. Describe your book a little bit.
It’s based on my own personal experiences. I’m from an entertainment and advertising background, but the book contains general career advice such as tips on networking and resumes and cover letters. The target audience is anyone in college or five years out of college.
2. Describe a social networking site students should be using.
A great networking site is LinkedIn. It’s very professional and once you connect with one person you can find others to connect with.
3. What would you say to students who are worried their major won’t help them get hired?
Much of what you know about the job you learn on the job. It’s more about the disciplines you’re learning in school: meeting deadlines, working with other people, allocating your time.
4. Besides Web sites, what are some other ways to network?
You have to think outside the box. It may sound strange, but when you go to your doctor or dentist or hygienist, they have patients from so many fields. Ask them to put you in touch with a patient who is in a field you’re interested in. Just call them and ask if it’s possible to speak with them face-to-face.
5. What are some dangers of social networking sites such as Facebook or Twitter?
Just make the assumption that anyone from now on who may look to hire you or work with you will have access to your Web site. Especially photos. This means deleting suggestive photos, being fully clothed, no alcohol or drugs. It just gives them an idea of what the person is like.
6. Based on some of your personal experiences, what should young professionals know?
The things they don’t teach you in school. One of the bigger mistakes some younger people from Generation Y make is they want to start changing things right away. But the Baby Boomers like the rules and guidelines already in place for a reason. Gain credibility and then you can start suggesting changes. Do not do that right away.
7. How should one approach constructive criticism?
Some members of Generation Y don’t take constructive criticism well. They take it personally and get defensive. This generation was brought up with a lot of praise. Ask yourself [when receiving constructive criticism] “Are they right?” If they are, tell your supervisor “Yes, I will improve in this area” or if you disagree, say why.
8. What are some other changes you see between the Baby Boomer generation and Generation Y?
Some Generation Y’ers have an entitlement focus. There tends to be more job-hopping and a lack of loyalty. Generation X emphasized a balance between work and life. But all older generations care about is results. That is what your career is going to be judged on.
9. What are some of the changes you see in corporate America?
It’s possible that e-mailing in shorthand with the OMG’s and LOL’s can become the norm in the future. Also, some people are more productive in a less corporate atmosphere. Some atmospheres include beanbags and wearing jeans, which may work for that specific company.
10. Are there downsides to shorthand communication?
It may be more efficient if everyone’s on the same page. My fear is everyone is going to start talking in 140 characters or less, like Twitter. A lot of people feel more comfortable e-mailing or texting, but there is no substitute for face-to-face contact.
11. Can you give some advice to those that are graduating soon?
Your first job isn’t going to be your dream job. If there’s a company you really want to work for, just get in the door at the company. You might even start out as an assistant, but I know former assistants that became presidents of their division. Most important thing is don’t look for a job, look for a career. If you don’t enjoy what you’re doing, you’re not going to be happy.
Thursday, March 5, 2009
WHY GENERATION Y SHOULDN’T BE LATE FOR WORK
I read a comment recently from a member of Generation Y that basically asked the question, “What’s the big deal if I come to work at 9:15am, instead of 9 o’clock?” I’m in no way suggesting that this attitude represents an entire generation. In fact, I've observed many Gen Xers and Baby Boomers coming in late so this question really pertains to every generation, not just Generation Y. However, this question does illustrate a lack of understanding of the importance of being on time in the workplace. I do understand that in certain work environments, it’s not a big deal if employees come in a little late but my comments are more focused on a company with a corporate culture. These are just a few reasons why you shouldn’t be late to work.
9:15am soon turns into 9:25am which soon turns into 9:35am, and, well you get my point. If you give someone an inch, they will take a yard. Let’s face it, if you come in a few minutes late and you can get away with it, you might try coming in even later the next day and before you know it, you start arriving at work during lunch. On one hand, your work days will be shorter but on the other hand, your job tenure may be shorter, too.
If you’re constantly allowed to come in late to work, then everyone else will want to, too. Every workplace requires rules and guidelines because it’s important that all members of the team are on the same page and follow those same rules and guidelines. What makes you so special? If the boss allows one employee to come in late, they have to let everyone else come in late and without any set time to begin the work day, mornings could become quite chaotic. “Where’s John?” “Oh, he’s late.” “Where’s Sherry?” “Oh, she’s late.” “What time do you expect them?” “Well, there is no time really, they just get here when they want.” If someone consistently bends or breaks the rules, it becomes more about them and less about the team.
Why tick the boss off first thing in the morning? When you come in late, you will most likely put the boss in a foul mood first thing in the morning. If you’re going to tick the boss off, at least try to do it toward the end of the day. I had an employee who was habitually late and I was ticked off first thing in the morning many times. This hurt our relationship over time and if it’s one relationship you don’t want to hurt, it’s your relationship with your boss.
You may unknowingly be preventing your co-workers or boss from getting their job done. You may not realize that your co-workers or boss may be waiting for you first thing in the morning to complete a project. Perhaps they have a question or need help on something that was discussed the previous day but they can’t proceed without your help. I had a boss who was always late. While it was his prerogative, his tardiness prevented me from completing projects that in the end, would make him look good. Unfortunately, I was not in a position to ask him to come in on time since he may have had a legitimate reason, like a breakfast meeting, for example.
It’s just plain rude to keep people waiting. When you are late for something, whether it’s for work, to a meeting, or for a doctor’s appointment, and you’re keeping people waiting, you’re basically saying that your time is more valuable than theirs. It isn’t. How do you like it when other people keep you waiting and it prevents you from working on something you need to complete?
If you do come in habitually late, just set your alarm clock to go off a few minutes earlier and barring any traffic accidents, sewer main breaks, or alien attacks, you should be on time for work. In fact, you may even consider coming in a few minutes early to catch up on emails and phone calls. Well, I’d like to write some more on this topic but I’m late for a meeting. No big deal, I’m sure they’ll wait for me!
What is your company’s attitude toward employees coming in late?
This article originally appeared on the Generation Y website brazencareerist.com on March 1.
I read a comment recently from a member of Generation Y that basically asked the question, “What’s the big deal if I come to work at 9:15am, instead of 9 o’clock?” I’m in no way suggesting that this attitude represents an entire generation. In fact, I've observed many Gen Xers and Baby Boomers coming in late so this question really pertains to every generation, not just Generation Y. However, this question does illustrate a lack of understanding of the importance of being on time in the workplace. I do understand that in certain work environments, it’s not a big deal if employees come in a little late but my comments are more focused on a company with a corporate culture. These are just a few reasons why you shouldn’t be late to work.
9:15am soon turns into 9:25am which soon turns into 9:35am, and, well you get my point. If you give someone an inch, they will take a yard. Let’s face it, if you come in a few minutes late and you can get away with it, you might try coming in even later the next day and before you know it, you start arriving at work during lunch. On one hand, your work days will be shorter but on the other hand, your job tenure may be shorter, too.
If you’re constantly allowed to come in late to work, then everyone else will want to, too. Every workplace requires rules and guidelines because it’s important that all members of the team are on the same page and follow those same rules and guidelines. What makes you so special? If the boss allows one employee to come in late, they have to let everyone else come in late and without any set time to begin the work day, mornings could become quite chaotic. “Where’s John?” “Oh, he’s late.” “Where’s Sherry?” “Oh, she’s late.” “What time do you expect them?” “Well, there is no time really, they just get here when they want.” If someone consistently bends or breaks the rules, it becomes more about them and less about the team.
Why tick the boss off first thing in the morning? When you come in late, you will most likely put the boss in a foul mood first thing in the morning. If you’re going to tick the boss off, at least try to do it toward the end of the day. I had an employee who was habitually late and I was ticked off first thing in the morning many times. This hurt our relationship over time and if it’s one relationship you don’t want to hurt, it’s your relationship with your boss.
You may unknowingly be preventing your co-workers or boss from getting their job done. You may not realize that your co-workers or boss may be waiting for you first thing in the morning to complete a project. Perhaps they have a question or need help on something that was discussed the previous day but they can’t proceed without your help. I had a boss who was always late. While it was his prerogative, his tardiness prevented me from completing projects that in the end, would make him look good. Unfortunately, I was not in a position to ask him to come in on time since he may have had a legitimate reason, like a breakfast meeting, for example.
It’s just plain rude to keep people waiting. When you are late for something, whether it’s for work, to a meeting, or for a doctor’s appointment, and you’re keeping people waiting, you’re basically saying that your time is more valuable than theirs. It isn’t. How do you like it when other people keep you waiting and it prevents you from working on something you need to complete?
If you do come in habitually late, just set your alarm clock to go off a few minutes earlier and barring any traffic accidents, sewer main breaks, or alien attacks, you should be on time for work. In fact, you may even consider coming in a few minutes early to catch up on emails and phone calls. Well, I’d like to write some more on this topic but I’m late for a meeting. No big deal, I’m sure they’ll wait for me!
What is your company’s attitude toward employees coming in late?
This article originally appeared on the Generation Y website brazencareerist.com on March 1.
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