We hear almost constantly these days about the power of networking in the process of job search. Online social networking is one excellent way to begin building a professional network.
See ten tips to make LinkedIn work for you: http://newgradlife.blogspot.com/2009/12/use-linkedin-to-get-job.html.
Tuesday, April 6, 2010
Friday, April 2, 2010
Networking Tips
Networks — Building One that Counts
By Emily Schneider, Senior in Agricultural Communications and Journalism
Kansas State University, Manhattan, KS
From www.AgCareers.com newsletter
We’ve all heard that old adage, it’s not what you know — it’s who you know. Never has that line held more truth than it does in today’s fast-paced, competitive world. The world we live in is a spidery web filled with strands that connect us to each other in one complicated way or another.
The lady who sat next to you at that banquet last year could end up being the HR lady who interviews you for your first job. (Too bad you kept chewing with your mouth open and texting all the way through dinner.)
That guy who worked next to you on the line at Pizza Hut during college could be the founder of the grain merchandising company where, fifteen years after the mozzarella and pepperoni, you are desperately trying to get in the door. (Aren’t you glad you picked up that extra shift for him that night when he had a date with Suzie Smith from across town?)
How about Joe Brown, from that committee you worked on for your college council? He could end up being the next Secretary of Agriculture. (Wait, didn’t you tell him to shut up during a meeting once? Oops.)
When it comes to networking, that’s just it. You never know what connection is going to be your ticket to your professional goals. The links and contacts made on a day to day basis make up a network that could unlock the future for you, or get the door slammed in your face.
It’s your job to build a network that is strong, diverse and productive. This doesn’t happen overnight, and you can’t just hope that you will randomly meet the right people. Most networks are built brick by brick, handshake by handshake. It sounds intimidating, but when you go about it strategically, with an end goal in mind, you are already on your way to building a foundation of personal and professional relationships that will link you to future opportunities.
How do you do it? The following are a few tips on how to construct and maintain a well-built network.
Put Your Best Foot Forward—Always. No matter where you go, no matter what you are doing, there is always someone watching. Not in a creepy, horror movie kind of way; but they are watching how you act, listening to what you say, and subconsciously filing away the information for a later date. Whether you are volunteering at a county fair, working that minimum wage job at the local feed store, or sitting in the board room of the largest coop in America, you need to act in a respectful, dignified way that you wouldn’t mind your future employer (or your mother) observing. Always treat others how you would like to be treated and you will automatically make a good impression.
Get “Organized.” You should never let a chance to network pass you by. Where you work, where you study, where you play, where you eat: look for opportunities to build relationships everywhere. Join a new club or organization; not only will you meet new people, but you will have the opportunity to work with them and show them just how great you are to have around. Monthly meetings, conferences, community service projects and social events provide excellent opportunities to build contacts that last. Organizations such as Agriculture Future of America (AFA) even have specific events to help you network with peers and industry professionals.
AFA is a nationally recognized organization for its excellence in leader training and career development for college men and women and young professionals in the agriculture and food industry. Each November, AFA hosts a leaders conference that provides personal and professional development opportunities. It is a great way to network with 500 students and more than 175 industry professionals who share a passion for agriculture and offer a unique perspective into the industry. For more information about AFA opportunities, visit www.agfuture.org.
Do Your Homework. After you have identified a few networking events that you would like to attend, do some research to find out who is going to be in attendance at each event. Perhaps you can find that information on the company’s Web site, or by inquiring with the people who are putting on the event. Researching the guest list will give you a better idea of who you want to talk to and what you would like to ask them. This is a great way to avoid awkward conversations about the weather and the food.
Get Carded. It’s extremely common to exchange business cards at networking events, so always have some on hand. If you don’t currently have a job, design a creative business card that has just your name, cell number, and an email address that you know you will have for life. (Use an email like firstname.lastname@username.com, not an email like rebel4life@username.com or littlefluffykittens@web.com.)
Keep It Short and Sweet. When you’re attending an event where networking is possible, keep the conversation brief or people will lose interest. Have a sixty second nutshell description of yourself and your goals ready to go. (Make it short enough to deliver during an elevator ride!) Your “elevator speech” should tell people everything they need to know about you and open the door for further questions. Keep them intrigued and wanting more without giving them time to get bored or distracted. There is a fine line between not enough and too much so practice, practice, practice!
Did You Hear What I Said? Listen! Keep in mind that your goal, when trying to build a network, is to gain and exchange information. Give others the chance to speak and even boast about themselves. You can solicit the information you want by talking and directing the conversation, but then take the time and effort to truly listen so you remember when it really counts.
If You Can’t Say Something Nice…There is no need to express every last thought in your head. Stay away from badmouthing anyone when in a networking situation. It really is a small world, and you never know how the person you are talking might be connected.
You’re Not Here For The Party. Always remember why you came to the event in the first place: to network. The purpose of a networking event is to help you advance professionally. Yes, it is a social event, but a professional one. You want to be remembered as capable, competent and polished, not as the girl or guy who was passed out on the table in the back or the idiot who was rocking it on the dance floor with only half their clothes on. Be responsible, and above all, never have too much to drink.
Quality, not Quantity--- It doesn’t matter if you talk to every single person in the room. If you don’t have a meaningful, memorable conversation with anyone: you have failed. Not only that, but if you are rushing around the room trying to meet as many people as possible, chances are good you will seem rude as your eyes dart from side to side while scanning the room, identifying the next person to pounce upon. It is important to maintain eye contact with the person you are speaking with, and stay focused on what they are saying. A strong network is based on relationships, not acquaintances.
Take A Note. Once the event is over, you should take all those business cards that you skillfully extracted and write a few notes on the back of each one. Jot down who the person was, what they do, what you talked about and even how they might be able to help you in the future. Once you get home, file them away in a box or folder where you can find them when you need them.
Work on Your Follow Through. If you exchange information with someone, at a networking event or anywhere else, and you have the intention of getting together at a later date, be sure to follow up with them. While the conversation and meeting is still fresh in your mind, send a note asking when a good time to get together would be. Try to do this within one week of the event; they are much more likely to remember you that way.
Be a Friend. As you meet new people, or come into contact with clients and associates, ask them how they are doing; take a genuine and sincere interest in their lives. You are more likely to have a lasting relationship with someone if you get past the surface stuff and know them as a friend. At the same time, you should always be yourself; never “pretend” to be their friend. If a friendship is not developing naturally, don’t force it.
Stay In Touch. A large part of networking is maintaining the contacts you already have. In the hustle and bustle to get new contacts, don’t forget about keeping the contacts you already have up to date with your life. Holiday cards, personal newsletters and social networking sites such as Facebook and LinkedIn are all excellent ways to keep in touch with friends from long ago.
These are just a few tips to help make your construction of a great network easier. There are hundreds of ways to do it, and even more ways to maintain it; but at the end of the day, networking is still relationship building, and building good relationships takes time. Be patient, put your best foot forward, nurture your network, and eventually, you will “know” one of those people who will help your dreams come true.
Friday, February 12, 2010
Job Outlook: What Do Employers Look for in Candidates?
With the state of the job market leading employers to have higher expectations for the candidates they hire, there is increased emphasis on grade point average (GPA). More employers are screening candidates for GPA than at any other time over the past five years. Currently, nearly three out of four say they screen for GPA, according to responses to the Job Outlook 2010 survey.
Approximately 95 percent of those who use GPA reported their cutoff; 63 percent of respondents cited 3.0, the same cutoff point since 2003 when NACE first collected the information.
However, a high GPA is just one component employers consider in their candidates. And if two candidates are equally qualified, what helps employers choose between them? Based on attributes provided in the survey, a student’s leadership experience has a slight edge over other factors. The top factors are as follows:
Has held leadership position
Major
High GPA (3.0 or above)
Has been involved in extracurricular activities
School attended
Has done volunteer work
Responding employers were able to add to the list of attributes likely to influence them to hire one candidate over another, and more than one-quarter did so. In examining the other write-in attributes, it is evident that employers see a tremendous value in the experience that a candidate possesses. For example, a total of 25 respondents indicated that a candidate’s previous internship experience would influence their hiring decision.
Not only do employers prefer candidates with experience, but they also prefer candidates with relevant work experience. When asked about the preferred source of that experience, more than half cited internships and co-ops.
An Unconsidered Job: Civilian positions with the US Military
An Unconsidered Job Area That’s Taking Flight
When it comes to college students seeking “hidden job opportunities,” the United States military is a good place to look, according to Pat Stokes, marketing specialist with the U.S. Air Force. Still, it remains largely unconsidered as a landing place for college graduates. Why?
“Most people are under the impression that to work for the Air Force you have to join the Air Force,” Stokes says. “As a civilian employee, you can serve your country without committing to military service.”
Stokes explains that the Air Force is one of the nation’s largest employers, with more than 143,000 civil service positions. And, at a time when many employers have frozen or cut their hiring, the Air Force is growing.
“In contrast to most employers, the [economy’s] impact on the Air Force has been minimal,” Stokes points out. “In fact, over the next five years, the Air Force plans to hire an additional 24,000 civilians into its work force.”
Career opportunities include positions in auditing, civil engineering, communications, contracting, education/training, financial management, intelligence, international affairs, history, logistics, medical, personnel/manpower, program management, public affairs, scientists/engineers, security, social services, and more.
Each career has its own unique requirements. To best determine what each career requires, career services practitioners should direct students to www.afpc.randolph.af.mil/afcivilianjobs and have them click on their desired career fields for specific qualifications, frequently asked questions, and directions on how to request more information. There are also instructions on how to apply for civil service jobs; information about career fields, benefits, and job searches; and other resources.
The web site includes a tab for entry-level opportunities for college graduates. Under this tab, Stokes points out, there are two Air Force internship programs for college graduates: the Palace Acquire Intern Program, for a variety of career fields, and the COPPER CAP Program, for contracting specialists only.
“These intern programs provide civilian employment opportunities for personal and professional growth in more than 20 different career fields,” Stokes says. “The intern programs offer full-time employment with a structured two- to three-year training program, putting employees on the fast track with performance-based promotions. Benefits include eligibility for $20,000 in student loan reimbursements and some locations include recruitment bonuses.”
Those students who are not interested in an intern program or who do not meet the eligibilities can click on “Search Student Jobs” to discover other educational employment opportunities, including the Student Educational Employment Program, Student Career Experience Program, apprenticeships, felowships, grants, and scholarships.
“These opportunities are available to eligible students from high school through the doctorate level,” Stokes says.
Tuesday, January 5, 2010
5 Insider Tips for Job-Seeking College Grads
U.S. News & World Report's advice on job search in this market is on target: http://www.usnews.com/articles/education/2009/12/30/5-insider-tips-for-job-seeking-college-grads.html.
Here in CAFNR Career Services, we maintain a database of alumni and employer contacts who are willing to help students begin making the type of connections mentioned in the article. Please let us know if we can help you get started! And, check out OUR online tips for making networking work: http://cafnr.missouri.edu/career-services/interviews/networking.php.
Here in CAFNR Career Services, we maintain a database of alumni and employer contacts who are willing to help students begin making the type of connections mentioned in the article. Please let us know if we can help you get started! And, check out OUR online tips for making networking work: http://cafnr.missouri.edu/career-services/interviews/networking.php.
Thursday, December 17, 2009
Quizzical Questions
Quizzical Questions
Insight from Employers on Those Tough Interview Questions!
from http://www.agcareers.com/ newsletter 12/17/09
If you’ve done much interviewing or are preparing to start, you’ve probably run across questions that get asked in most every interview. Of course it is great to practice what you might respond with, but what is it that employers are really looking for when asking that particular question? Well, we’ve found out! We’ve asked several industry experts to provide us with points on what they are looking for in a response when asking some of the more difficult interview questions.
Tell me a little about yourself.
Wrong: My name is Pat Smith and I like long walks on the beach and Monopoly. I want to work for your organization because I think you could use some help with your advertising campaigns and I’m much more creative than the team you currently have.
Correct: Mary Birley, Talent Recruiting Consultant at Cargill offered the following insight on the best way to respond to “Tell me about yourself.”
“The purpose of this question is to make you (the candidate) comfortable and start off the interview by getting to talk about yourself without having to answer a tough question right away.” She says to touch on what you’re doing in school, some past jobs you’ve had, some extracurricular activities, and your career goals. She also mentions that it is good to explain how the position you are applying for fits into your career goals.
This question is a hard one for some people because you don’t really have an idea how long they’d like you to speak. Take the advice above for your content and try to keep your response between one to two minutes. To wrap up the conversation and turn it back over to the interviewer, share what you feel you can bring to the organization and/or why you are excited about the position.
Are you willing to relocate?
Wrong: It depends on where the location is and if you are willing to pay to help me relocate.Right: From Human Resources Generalist at Becker Underwood, Kathry Lenz, when responding to this question she is looking for an enthusiastic, but sincere “yes.”
“There is nothing more frustrating than to go through the whole process and make an offer, only to have the candidate decide they don’t want to move after all,” says Lenz.
She says that it is also good to hear if the candidate is familiar with the town where the position is or that the candidate has at least researched the area and like what they’ve found. Lenz says that tells her that the candidate is serious about the job. Also, she says it is nice to hear questions about the town or area, such as what are the schools like, cost of living, etc. Again, another way to confirm the candidate is serious.
If you are really not willing to relocate, don’t apply for the position or if you find out that relocation may be necessary during the interview process, be honest and upfront about the fact that you are unwilling to relocate. It will save both parties time.
What is your expected salary range?
Wrong: I’d like to come into the organization at a managerial level, so therefore I think I should be between $80,000 and $90,000.Correct: “This is a very tough question for most people to answer—not just new graduates,” shares Shannon Blacker, Human Resources Manager with Syngenta Canada. “The main thing is to come into the interview prepared. Do some market research. What are other companies within the industry offering for this type of role? What would similar positions in a different industry pay?”
Blacker advises that most university and colleges have information on typical starting salaries for graduates from each program so use those resources that are available to you.
“Our assumption is that most individuals have an ideal starting salary, valid reasoning behind it and willingness to discuss it,” says Blacker. “If you are the top candidate, most companies will want to make you a fair offer that you will be happy with.”
Blacker also says, regardless of the actual salary range you propose, it is always a good idea to reassure the hiring manager of the main reasons you have applied and let them know that salary is not your only motivator. Reiterate your interest in the position and the company, and let them know you are confident you could come to an agreement that is fair for both parties should the opportunity be presented to you.
What are your weaknesses?
Wrong: I’m not a morning person, which makes me late for work nearly every day. Also, I have a hard time working with people who don’t like my university sports team.Right: “For answers to this question, we always hear ‘I work too hard’, or ‘I’m a perfectionist’, and those are weaknesses that they are trying to make into strengths,” Birley says. “Everyone says them, and it is just annoying to hear.”
She suggests that it is best to be completely honest and think about the feedback from past employers or coworkers, or just something you know you have to work on.
“A great response to this question would be to show that you are self-aware in that you know your weaknesses, and then show what you’re doing to address them or improve upon them,” says Birley.
What will you offer our company?
Wrong: I’m simply the best candidate that you will find and confident in my abilities!Right: While being confident is important, Lenz suggests that being more specific and providing examples of related experiences or education that relate to the job description and job duties listed are a more valuable response to this question and will help set you apart.
“Tell me why you chose this career path and demonstrate why you have passion for this type of work or position,” says Lenz. “Reiterate how you have prepared yourself for this type of work through related education, internships, etc. And, if they don’t have the related background yet, I look for an answer that suggests they have carefully thought through this career path and that tells me why they are choosing it.”
Do you have any questions for me?
Wrong: No, I think you’ve answered them all!
Right: “It always amazes me when people do not take the opportunity during the interview to ask questions,” says Blacker. “We want to know that people are just as serious about their careers, as we are about finding the right team member for our organization so we would hope they DO have questions!”
“Similarly, it is a major disappointment for me when the first or only questions a candidate has are: What is the salary?; How much vacation would I get?; and Can you please describe your health benefits?,” says Blacker.
Blacker agrees that those are details that are certainly open for discussion and are great questions to ask at a later stage in the recruitment process if they are not addressed by the hiring manager. Some topics (like vacation and benefits) may even be best discussed during the offer stage.
“My advice is to ask intelligent questions about the role and the company that show you have done your research,” says Blacker. “One caveat: limit your questions to three to five for the initial interview as most hiring managers are on a schedule and you don’t want to ask too many during the first round. If it is a single interview recruitment process, ask away!”
While we know you would never respond as distinctly wrong as the “Wrong” answers posed within this article, we do hope that the feedback provided directly from the mouths of those who could be hiring you will help prepare you so you are sure to achieve a successful interview and adequately answer some of those quizzical questions!
IMPRESSIVE QUESTIONS TO ASK AN INTERVIEWER1. Can you describe a typical day in this type of role?2. How long have you been at the company and what makes you stay?3. How would you describe the work environment and corporate culture?4. What are some of the goals for the company in the short and longer term?5. How would my performance be measured?6. What types of career opportunities may open up down the road for a person starting out in this type of position, assuming they perform well?7. What are some of the company’s initiatives regarding learning and development?
Insight from Employers on Those Tough Interview Questions!
from http://www.agcareers.com/ newsletter 12/17/09
If you’ve done much interviewing or are preparing to start, you’ve probably run across questions that get asked in most every interview. Of course it is great to practice what you might respond with, but what is it that employers are really looking for when asking that particular question? Well, we’ve found out! We’ve asked several industry experts to provide us with points on what they are looking for in a response when asking some of the more difficult interview questions.
Tell me a little about yourself.
Wrong: My name is Pat Smith and I like long walks on the beach and Monopoly. I want to work for your organization because I think you could use some help with your advertising campaigns and I’m much more creative than the team you currently have.
Correct: Mary Birley, Talent Recruiting Consultant at Cargill offered the following insight on the best way to respond to “Tell me about yourself.”
“The purpose of this question is to make you (the candidate) comfortable and start off the interview by getting to talk about yourself without having to answer a tough question right away.” She says to touch on what you’re doing in school, some past jobs you’ve had, some extracurricular activities, and your career goals. She also mentions that it is good to explain how the position you are applying for fits into your career goals.
This question is a hard one for some people because you don’t really have an idea how long they’d like you to speak. Take the advice above for your content and try to keep your response between one to two minutes. To wrap up the conversation and turn it back over to the interviewer, share what you feel you can bring to the organization and/or why you are excited about the position.
Are you willing to relocate?
Wrong: It depends on where the location is and if you are willing to pay to help me relocate.Right: From Human Resources Generalist at Becker Underwood, Kathry Lenz, when responding to this question she is looking for an enthusiastic, but sincere “yes.”
“There is nothing more frustrating than to go through the whole process and make an offer, only to have the candidate decide they don’t want to move after all,” says Lenz.
She says that it is also good to hear if the candidate is familiar with the town where the position is or that the candidate has at least researched the area and like what they’ve found. Lenz says that tells her that the candidate is serious about the job. Also, she says it is nice to hear questions about the town or area, such as what are the schools like, cost of living, etc. Again, another way to confirm the candidate is serious.
If you are really not willing to relocate, don’t apply for the position or if you find out that relocation may be necessary during the interview process, be honest and upfront about the fact that you are unwilling to relocate. It will save both parties time.
What is your expected salary range?
Wrong: I’d like to come into the organization at a managerial level, so therefore I think I should be between $80,000 and $90,000.Correct: “This is a very tough question for most people to answer—not just new graduates,” shares Shannon Blacker, Human Resources Manager with Syngenta Canada. “The main thing is to come into the interview prepared. Do some market research. What are other companies within the industry offering for this type of role? What would similar positions in a different industry pay?”
Blacker advises that most university and colleges have information on typical starting salaries for graduates from each program so use those resources that are available to you.
“Our assumption is that most individuals have an ideal starting salary, valid reasoning behind it and willingness to discuss it,” says Blacker. “If you are the top candidate, most companies will want to make you a fair offer that you will be happy with.”
Blacker also says, regardless of the actual salary range you propose, it is always a good idea to reassure the hiring manager of the main reasons you have applied and let them know that salary is not your only motivator. Reiterate your interest in the position and the company, and let them know you are confident you could come to an agreement that is fair for both parties should the opportunity be presented to you.
What are your weaknesses?
Wrong: I’m not a morning person, which makes me late for work nearly every day. Also, I have a hard time working with people who don’t like my university sports team.Right: “For answers to this question, we always hear ‘I work too hard’, or ‘I’m a perfectionist’, and those are weaknesses that they are trying to make into strengths,” Birley says. “Everyone says them, and it is just annoying to hear.”
She suggests that it is best to be completely honest and think about the feedback from past employers or coworkers, or just something you know you have to work on.
“A great response to this question would be to show that you are self-aware in that you know your weaknesses, and then show what you’re doing to address them or improve upon them,” says Birley.
What will you offer our company?
Wrong: I’m simply the best candidate that you will find and confident in my abilities!Right: While being confident is important, Lenz suggests that being more specific and providing examples of related experiences or education that relate to the job description and job duties listed are a more valuable response to this question and will help set you apart.
“Tell me why you chose this career path and demonstrate why you have passion for this type of work or position,” says Lenz. “Reiterate how you have prepared yourself for this type of work through related education, internships, etc. And, if they don’t have the related background yet, I look for an answer that suggests they have carefully thought through this career path and that tells me why they are choosing it.”
Do you have any questions for me?
Wrong: No, I think you’ve answered them all!
Right: “It always amazes me when people do not take the opportunity during the interview to ask questions,” says Blacker. “We want to know that people are just as serious about their careers, as we are about finding the right team member for our organization so we would hope they DO have questions!”
“Similarly, it is a major disappointment for me when the first or only questions a candidate has are: What is the salary?; How much vacation would I get?; and Can you please describe your health benefits?,” says Blacker.
Blacker agrees that those are details that are certainly open for discussion and are great questions to ask at a later stage in the recruitment process if they are not addressed by the hiring manager. Some topics (like vacation and benefits) may even be best discussed during the offer stage.
“My advice is to ask intelligent questions about the role and the company that show you have done your research,” says Blacker. “One caveat: limit your questions to three to five for the initial interview as most hiring managers are on a schedule and you don’t want to ask too many during the first round. If it is a single interview recruitment process, ask away!”
While we know you would never respond as distinctly wrong as the “Wrong” answers posed within this article, we do hope that the feedback provided directly from the mouths of those who could be hiring you will help prepare you so you are sure to achieve a successful interview and adequately answer some of those quizzical questions!
IMPRESSIVE QUESTIONS TO ASK AN INTERVIEWER1. Can you describe a typical day in this type of role?2. How long have you been at the company and what makes you stay?3. How would you describe the work environment and corporate culture?4. What are some of the goals for the company in the short and longer term?5. How would my performance be measured?6. What types of career opportunities may open up down the road for a person starting out in this type of position, assuming they perform well?7. What are some of the company’s initiatives regarding learning and development?
Wednesday, November 25, 2009
Job Outlook for 2010 Grads...Stinks, but Wait...
There is good news for those pursuing careers in agriculture, food processing and environmental science: http://money.cnn.com/2009/11/17/news/economy/college_graduates_jobs/index.htm.
Please let us know if we can help you to organize and launch a job or internship search! As we work with employers, we know the CNN Money article is right: There are jobs out there. We're glad to help you find them!
Stephanie Chipman
MU CAFNR Career Services
Please let us know if we can help you to organize and launch a job or internship search! As we work with employers, we know the CNN Money article is right: There are jobs out there. We're glad to help you find them!
Stephanie Chipman
MU CAFNR Career Services
Monday, September 28, 2009
Dickinson Scholars
Last year, as a sophomore CAFNR student, I was looking to get more involved within the College of Agriculture as well as add intern and leadership experience to my resume. I had heard about Dickinson Scholars through a presentation in my Ag Econ 2183 class and decided that it could be a good opportunity to get involved and get some of that experience I was looking for.The program fulfilled my expectations and more. I went in not knowing what to expect and came out knowing more about professionalism in the workplace, what steps I need to take as a student to ensure a great job in the future, and I also made some fantastic contacts. The program allowed me to network with alumni and get their opinion on attending graduate school as well as different companies and jobs. It was also a great opportunity to grow as a person in ways such as proper business attire and where to put your fork and knife once you are done eating.
I encourage all students who are interesting in working in corporate agriculture to apply to John Brown or Dickinson Scholars. A week of your winter break is definitely worth the experience!
-Danielle Bellis
Junior, Agribusiness Management
Tuesday, September 8, 2009
John Brown Scholars-Finding Career Success
As a college student, I've been involved in lots of things. Campus organizations, internships, and part-time jobs have kept me busy during my time here at Mizzou. Of all these great experiences, I'll say the John Brown Scholars program tops my list of greatest experiences when it comes to career opportunities.
Who doesn't want to meet potential employers and learn what it takes to succeed in the professional world? This week-long opportunity partners CAFNR students with leading companies working in agriculture, food, and natural resources.
You'll have the chance to explore the real-world, while applying the lessons you learn in class everyday. Not only did I learn valuable professional lessons, but I really enjoyed the helpful insight and advice from recent graduates who are now young professionals with full-time careers.
So how can you get involved? Simply turn in your cover letter, resume, and list of three references by noon, Thursday, October 15 in 2-64 Agriculture Building. A panel will review the resumes and hold interviews October 20-22.
Here are the qualifications for the program:
Who doesn't want to meet potential employers and learn what it takes to succeed in the professional world? This week-long opportunity partners CAFNR students with leading companies working in agriculture, food, and natural resources.
You'll have the chance to explore the real-world, while applying the lessons you learn in class everyday. Not only did I learn valuable professional lessons, but I really enjoyed the helpful insight and advice from recent graduates who are now young professionals with full-time careers.
So how can you get involved? Simply turn in your cover letter, resume, and list of three references by noon, Thursday, October 15 in 2-64 Agriculture Building. A panel will review the resumes and hold interviews October 20-22.
Here are the qualifications for the program:
- Be of junior or higher standing (at least 60 hours completed by end of fall semester) and enrolled in CAFNR.
- Have a 2.5 minimum GPA while enrolled at MU.
- Be available the entire week of the program (Jan. 10-15, 2010).
- Have completed Ag Econ 1041 and 1042. (Ag Econ 2183 is highly recommended.)
Monday, August 31, 2009
Dickinson Scholars-A Growing Experience
This past Winter Break I had the privilege to spend a week with the Dickinson Scholar program in Kansas City. The program is designed for CAFNR students to network with leaders in agriculture, and see opportunities in the industry. I was able to spend my week with talented leaders from John Deere, while my peers and I learned from their insight. Not only was it educational and fun, but I've always been partial to green tractors!While visiting John Deere, I learned about all aspects of marketing in the company. We spent time traveling to local dealerships, followed by visiting the corporate headquarters. The program was well-rounded and opened my eyes to the many facets of the Deere Company.
A few of the highlights of the Dickinson Scholars program for me included meeting with the Dickinson family, the owners of Bank Midwest, and then also the final presentations. The Dickinsons assisted us in learning about the banking industry, but we also got to see their passion for agriculture and reasoning behind starting the Dickinson Scholars program. The final presentations are a fun yet professional evening when professors, industry professionals, and all participants join to learn about the different parts of the Dickinson Scholars program.
The Dickinson Scholars program was a great way to spend my winter break, and I encourage all undergraduates to apply! While some application and interview processes can be stressful, the Dickinson Scholars application was simple and the interview was with respected professors from the college with whom I was already acquainted. Seeing familiar, smiling faces made the interview comfortable for me. I hope you see how valuable the experiences are, and choose to apply now!
-Charlotte Jackson
Junior, Agricultural Education
Now's the time to submit your cover letter and resume to apply for this year's program. For details, click here. Also check out the John Brown Scholars program, which is a similar opportunity for CAFNR students, typically juniors and seniors. If you have questions, CAFNR Career Services is here to help!
Thursday, August 27, 2009
Who wants a popsicle?
I'm not sure I've ever seen popsicles in the professional world. That is until this week! CAFNR Career Services is handing out these frozen treats to remind students to avoid letting brain freezes lead to hiring freezes!
Our team will be handing out more sweet treats in the ag building today from 2-3 p.m. and again Monday from 2-3 p.m. Take time to come visit us between classes to stay cool, and also find the resources you need to start the semester on the right track.
Just take a look at the pictures to see how much fun we're having!These CAFNR students say goodbye to summer with a yummy popsicle and helpful career advice!
Here are some common cures we think can help you avoid any hiring freeze:-Register at Hire Mizzou Tigers.
-Build your resume.
-Attend CAFNR Career Fair 10/7/09.
-Get an internship.
-Utilize Career Services.
No matter your age or year in school, it's never too early to start building your professional experiences.
Here's proof that CAFNR Career Services is a fun place to be!
Monday, August 24, 2009
Making Dreams Come True
Have you ever gone to Disney World? Played in a big sports game? Sang in front of hundreds of people? Or done anything so exciting you couldn't fall asleep because your mind was so busy dreaming already?I had that same problem just last night as I laid in bed trying to get some sleep before my very last, first day of school.
Just like a trip to the amusement park, or another exciting adventure, I was so preoccupied dreaming up great opportunities that I could hardly fall asleep. We tend to expect that anticipation and excitement from students starting their first day at college...but a senior, REALLY?
It's no secret, I've always liked school, but as a veteran here at Mizzou I expected today to be like any other day in my college career. I was so comfortable, I didn't look up the location of my 9 a.m. class until 8 a.m., right before leaving my apartment to pick up my parking pass, both things that most students did at least seven days ago! So it's easy to see I wasn't awake because of nerves, but more for excitement.
Like other students here at Mizzou, and more specifically in the College of Agriculture, Food, and Natural Resources, I am confident my college experiences have prepared me to succeed after graduation. While I certainly plan to savor every last minute I have on campus, I can't help my excitement for the world that awaits me beyond Columbia.
Call me biased, but I've found this mindset to be unique when I look to other schools on our campus. The CAFNR family nurtures students to help us build the experiences and skills to be successful adults.
One example of this nurturing comes in the form of professional development, offered right here from the folks at CAFNR Career Services. Because of the networking and lessons I've learned from their programs, services, and advice, I know transitioning from college to career will be an experience to help make my dreams come true!
Call me biased, but I've found this mindset to be unique when I look to other schools on our campus. The CAFNR family nurtures students to help us build the experiences and skills to be successful adults.
One example of this nurturing comes in the form of professional development, offered right here from the folks at CAFNR Career Services. Because of the networking and lessons I've learned from their programs, services, and advice, I know transitioning from college to career will be an experience to help make my dreams come true!
Tuesday, August 18, 2009
Telling the Truth?
Employers tell me that integrity and ethics are traits they seek in a new hire. Yet, how can recruiters and hiring managers test for this? Yes, they ask the behaviorial-based questions like "Tell me about a time your ethics were challenged." Yes, they check references. But, once hired, the true test is applied. Will you become known as an employee with integrity and ethical high standards?
If you're thinking of being less than honest, check out 4 Lies that Can Cost You Your Job.
If you're thinking of being less than honest, check out 4 Lies that Can Cost You Your Job.
Friday, August 7, 2009
Federal Jobs
Excerpted from NACE (National Association of Colleges and Employers, online at www.naceweb.org) Spotlight Online 2009:
With nearly one-third of all federal employees (nearly 1.9 million employees) eligible to retire in the next four years and new federal jobs being created as a result of the American Recovery and Reinvestment Act, the federal government is currently looking to hire a significant number of people. So how can you enhance your chance of being selected for a federal position?
Brooke Bohnet, associate manager for education and outreach with the Partnership for Public Service (PPS), offers the following tips for landing a job with the federal government:
Plan ahead—The application process itself can take time; to improve chances of getting a job, allow plenty of time to thoroughly complete the application.
Select carefully—Applications tailored for specific jobs that are a good match for skills and talents will be more successful than sending out a standard resume for many jobs. Read about building federal resumes (see www.makingthedifference.org/federaljobs/usajobsresume.shtml) and KSA writing (see www.makingthedifference.org/federaljobs/ksa.shtml).
Prepare for a wait—It can take weeks to months before you hear back about your application, and, during this time, there may be little or no communication from the agency. Every federal job requires a background check before the agency can make a job offer. If the position is related to national security, applicants will be instructed to complete the security clearance process once they receive an offer. Apply for positions without security clearances about four months prior to their start date and six to eight months in advance for national security related positions.
Follow-up with the agency—Contact the identified representative to learn the status of your application or to find out more about a job about a month after the closing date or, if the closing date is extended, about a month after turning in the application.
The Partnership for Public Service's (PPS) web site—www.makingthedifference.org—offers a variety of information on federal job and internship opportunities, as well as resources to help job seekers understand where jobs are in government that fit their needs/interests and tools to help them navigate the federal application process.
To find job openings, Bohnet advises jobseekers to visit the federal government job web site—www.usajobs.gov.
Jobs with the federal government are attractive because of competitive salaries, a solid benefit package, meaningful and challenging work, and opportunities for advancement and professional development. (For more details, go to www.makingthedifference.org and click on "Why Federal Service.")
With nearly one-third of all federal employees (nearly 1.9 million employees) eligible to retire in the next four years and new federal jobs being created as a result of the American Recovery and Reinvestment Act, the federal government is currently looking to hire a significant number of people. So how can you enhance your chance of being selected for a federal position?
Brooke Bohnet, associate manager for education and outreach with the Partnership for Public Service (PPS), offers the following tips for landing a job with the federal government:
Plan ahead—The application process itself can take time; to improve chances of getting a job, allow plenty of time to thoroughly complete the application.
Select carefully—Applications tailored for specific jobs that are a good match for skills and talents will be more successful than sending out a standard resume for many jobs. Read about building federal resumes (see www.makingthedifference.org/federaljobs/usajobsresume.shtml) and KSA writing (see www.makingthedifference.org/federaljobs/ksa.shtml).
Prepare for a wait—It can take weeks to months before you hear back about your application, and, during this time, there may be little or no communication from the agency. Every federal job requires a background check before the agency can make a job offer. If the position is related to national security, applicants will be instructed to complete the security clearance process once they receive an offer. Apply for positions without security clearances about four months prior to their start date and six to eight months in advance for national security related positions.
Follow-up with the agency—Contact the identified representative to learn the status of your application or to find out more about a job about a month after the closing date or, if the closing date is extended, about a month after turning in the application.
The Partnership for Public Service's (PPS) web site—www.makingthedifference.org—offers a variety of information on federal job and internship opportunities, as well as resources to help job seekers understand where jobs are in government that fit their needs/interests and tools to help them navigate the federal application process.
To find job openings, Bohnet advises jobseekers to visit the federal government job web site—www.usajobs.gov.
Jobs with the federal government are attractive because of competitive salaries, a solid benefit package, meaningful and challenging work, and opportunities for advancement and professional development. (For more details, go to www.makingthedifference.org and click on "Why Federal Service.")
Managing Gen Y
I just returned from a roundtable where Gen Y was, of course, discussed. Several people, faculty, recruiters, managers, and Gen Y'ers themselves, have talked to me about the challenges of working with generations that have different defining experiences and, as a result, different expectations and behaviors. See the article below from AgCareers.com to illuminate some of the reasons behind these differences. What do you think? Managers of Gen Y? Gen Y'ers?
Managing Generation “Why?”
Today thousands of managers are sitting at their desks both puzzled and annoyed at the three-letter-word that keeps getting thrown at them by their young workers. Baby Boomer and Traditionalist leaders describe this word as sounding, as one manager told us, “like nails on a chalkboard.” What, you might ask, is this word? And, if you’re a Generation Y-er, you might ask, “Why is it driving you crazy?”
“Why.” It seems like such a small, innocent word. However, it is actually a loaded term that has different meanings depending on which generation you belong to. In this article, we’ll spell out what “why” means to both the older, seasoned managers, and the young, new workers. And, we’ll give you the tools to overcome your distaste for “why” and embrace it to your managerial advantage.
For those of us raised before the era of “free love” or even “disco”, we were taught not to question our elders. As children we were to be seen and not heard. As school-age children we were taught to take what we were given and not complain about it. And, as adults we were supposed to do our tasks solely because they needed to be done. We understood that we were cogs in a wheel, and if we just did our job, everything would work out fine. So, to us, the word “Why?” denotes challenging of authority, thumbing your nose at the rules, and general disruptiveness. Even in its mildest interpretation, we see at as annoying. When we tell one of our young workers, “finished documents must be printed in triplicate on blue paper,” we want them to say, “Yes, of course! Consider it done!” Not, “Why?”
However, for Generation Y workers, “why” is not a dirty word. They were raised in different times. These adults grew up in a period where parents not only focused on their children, but set them on a pedestal, told them they were unique and important, and fought for them to be not just seen, but heard as well. Generation Y children were also taught that there is learning value in everything they do - so that every job that must be done has a reason, meaning, or significance. They were taught to look at the “big picture” and how their contribution fits in with everything around them. So instead of just being content with knowing they are a cog in the wheel, they need to know, “Why am I this cog instead of that one? Why are we turning slowly? Why, why, why?”
Overall, our research found that there are two big reasons Generation Y asks “Why?”
Reason #1: Big Picture “Why?”Generation Y workers want to know how they, as well as their work, fit into the whole. They want to know how the tasks they do affect the department, organization, field, or world as a whole. They’ve grown up wanting their lives and work to be meaningful, and they want to see how meaningful it will actually be. Generation Y workers have little patience for tasks that are rote and, as they see it, meaningless. So, as a manager, you need to make their work fit into the big picture. The clearer you make it, the more productive they will be. Pre-empting the “why?” question by assigning tasks AND giving the big picture up front is a trick that top managers have learned.
Darren Griffith, a top sales manager at an auto insurance agency tells it this way, “When I give my Gen-Y sales reps a task, I let them know how it affects everyone of us here. For instance, I asked two of my reps to read through about 200 surveys and pull out all the written comments. I knew they’d ask why because it is such a boring task. So I just said right away – I told them ‘we need to find out if any of our customers are unhappy with anything we’ve done in our sales process. We need to go through those surveys to get those negative comments so that later we can all sit down as a team and figure out what we need to do better.’ That was just what they needed, and they got right on with the task.”
Reason #2: Significance “Why?”Employees from Generation Y are typically more than enthusiastic to do something when they know the reason behind why they need to do what they need to do. Their parents taught them that rules and instructions are important and good, but only if they make sense and fit the situation. They also taught them that every rule and instruction is an opportunity to learn more. For example, if one of their parents said to them, “Bedtime is at 9:00 P.M.” and, the kid asked “Why?” – they would not typically get the response (as most of us non-Gen Y-ers would have), “Because I said so.” They would more likely get an explanation of how the parent came up with the rule and why it is important. Further, the parent would actually have a “good” reason much of the time (from reading all of those research studies and parenting books and magazines that were so popular at the time). For example, the parent might say, “Because kids your age need at least 9 hours of sleep, and you have to get up at 6:00 A.M. - so 9 P.M. is the latest you can go to bed and get the required amount of sleep.”
That’s the reason this particular “Why?” can be more of a challenge. It forces us, as managers, to question the reasoning and significance behind what we want our workers to do and how we want them to do it. It becomes tricky when there are procedures or policies in our companies that we have absolutely no idea why they are in place and they don’t make a lot of sense to us either.
For example, it might be easy to discuss company dress codes if they make sense. Ricki Archer, the director of a tutoring company, told us, “I discuss dress code with my tutors right away. I tell them that we have a strict white collared shirt, khaki pants, and closed toe shoe policy. I explain that the white collared shirt and khakis identify our tutors no matter what school we go into, and the closed toe shoe means that we are teachers and not students. We have to look professional and separate ourselves from the kids that we teach. Our tutors are young- but they ‘get it’. After we talk about it, they understand that they need to look like grown-ups to get the respect of the parents, teachers, and students. I’ve never had to discuss it further with any of them.”
What is more difficult is when it makes less sense. However, we did find one manager that handled the “why?” particularly well. David Kim, a department manager at a research firm, had many employees question their dress code. “We have a ‘no shorts, no sandals, no jeans, and no t-shirts’ rule at our company. And some of our new hires asked me about why that policy was in place because they all work at computers in cubicles all day and clients don’t see them. I told them that, in all honesty, I had no idea. Realistically, we are isolated from the rest of the company physically – we are in a different building. And, it is just me, my assistant, and eighteen associates who crunch numbers and write reports all day. So, I told them that they had my blessing in trying to get the policy changed if that is what they wanted. They could research it, draft a new policy, and get a petition and signatures – whatever they needed. And I would take a representative with me and bring it up to corporate. But they couldn’t do it during work time. I had to stress that! I haven’t heard about it in a few weeks, but I know there are a bunch of them working on it.”
Unlike the Big Picture “Why?”, the Significance “Why?” can’t always be pre-empted. This is because this type of “Why?” often takes us by surprise. Things we wouldn’t naturally question get questioned. This type of questioning, as you may notice, is not always a bad thing. In fact, employees asking, “Why?” can bring about significant change and growth and help us to look beyond where we might normally look. In fact, where would Microsoft be without Bill Gates asking “Why?” Or where would Nike, or Apple, or Starbucks be? These companies did not just allow “Why?”, they embraced “Why?”
Summing up the TechniquesIn short, Generation Y asks “Why?” for two main reasons. And, as our top managers have shown, there are two good ways to turn the “Why?” to your advantage. First and foremost, anticipate that your Generation Y employees are going to want the Big Picture. By knowing this, you can pre-empt questions by providing details of how their work fits in with the work of other workers, the department, organization, or outside world. Make what they are doing meaningful and relevant. Creative managers have a knack for making every job important.
Second, understand that Generation Y workers want to know the Significance of what they are doing. If you can anticipate their questions, then certainly pre-empt them by providing the reason. But, because these are often unanticipated questions, give yourself time to respond or put the work back on them. If you don’t know the answer, it is fine to say, “I don’t know, but I can find out.” It is also more than OK to give them permission to search for the answer themselves, or to try to change things (with you guiding the process, of course).
With this knowledge in hand, maybe we can reduce our annoyance at that little three-letter word. It is not there to usurp your authority. It is not there to make your life miserable. “Why?” is being thrown at you because you have curious, inquisitive, and intelligent young workers who want to learn and grow through their work with you. You may not love it, but with these tools you can turn it to your advantage.
© 2009 www.agcareers.com
Managing Generation “Why?”
Mark Murphy, Founder of Leadership IQ
Today thousands of managers are sitting at their desks both puzzled and annoyed at the three-letter-word that keeps getting thrown at them by their young workers. Baby Boomer and Traditionalist leaders describe this word as sounding, as one manager told us, “like nails on a chalkboard.” What, you might ask, is this word? And, if you’re a Generation Y-er, you might ask, “Why is it driving you crazy?”
“Why.” It seems like such a small, innocent word. However, it is actually a loaded term that has different meanings depending on which generation you belong to. In this article, we’ll spell out what “why” means to both the older, seasoned managers, and the young, new workers. And, we’ll give you the tools to overcome your distaste for “why” and embrace it to your managerial advantage.
For those of us raised before the era of “free love” or even “disco”, we were taught not to question our elders. As children we were to be seen and not heard. As school-age children we were taught to take what we were given and not complain about it. And, as adults we were supposed to do our tasks solely because they needed to be done. We understood that we were cogs in a wheel, and if we just did our job, everything would work out fine. So, to us, the word “Why?” denotes challenging of authority, thumbing your nose at the rules, and general disruptiveness. Even in its mildest interpretation, we see at as annoying. When we tell one of our young workers, “finished documents must be printed in triplicate on blue paper,” we want them to say, “Yes, of course! Consider it done!” Not, “Why?”
However, for Generation Y workers, “why” is not a dirty word. They were raised in different times. These adults grew up in a period where parents not only focused on their children, but set them on a pedestal, told them they were unique and important, and fought for them to be not just seen, but heard as well. Generation Y children were also taught that there is learning value in everything they do - so that every job that must be done has a reason, meaning, or significance. They were taught to look at the “big picture” and how their contribution fits in with everything around them. So instead of just being content with knowing they are a cog in the wheel, they need to know, “Why am I this cog instead of that one? Why are we turning slowly? Why, why, why?”
Overall, our research found that there are two big reasons Generation Y asks “Why?”
Reason #1: Big Picture “Why?”Generation Y workers want to know how they, as well as their work, fit into the whole. They want to know how the tasks they do affect the department, organization, field, or world as a whole. They’ve grown up wanting their lives and work to be meaningful, and they want to see how meaningful it will actually be. Generation Y workers have little patience for tasks that are rote and, as they see it, meaningless. So, as a manager, you need to make their work fit into the big picture. The clearer you make it, the more productive they will be. Pre-empting the “why?” question by assigning tasks AND giving the big picture up front is a trick that top managers have learned.
Darren Griffith, a top sales manager at an auto insurance agency tells it this way, “When I give my Gen-Y sales reps a task, I let them know how it affects everyone of us here. For instance, I asked two of my reps to read through about 200 surveys and pull out all the written comments. I knew they’d ask why because it is such a boring task. So I just said right away – I told them ‘we need to find out if any of our customers are unhappy with anything we’ve done in our sales process. We need to go through those surveys to get those negative comments so that later we can all sit down as a team and figure out what we need to do better.’ That was just what they needed, and they got right on with the task.”
Reason #2: Significance “Why?”Employees from Generation Y are typically more than enthusiastic to do something when they know the reason behind why they need to do what they need to do. Their parents taught them that rules and instructions are important and good, but only if they make sense and fit the situation. They also taught them that every rule and instruction is an opportunity to learn more. For example, if one of their parents said to them, “Bedtime is at 9:00 P.M.” and, the kid asked “Why?” – they would not typically get the response (as most of us non-Gen Y-ers would have), “Because I said so.” They would more likely get an explanation of how the parent came up with the rule and why it is important. Further, the parent would actually have a “good” reason much of the time (from reading all of those research studies and parenting books and magazines that were so popular at the time). For example, the parent might say, “Because kids your age need at least 9 hours of sleep, and you have to get up at 6:00 A.M. - so 9 P.M. is the latest you can go to bed and get the required amount of sleep.”
That’s the reason this particular “Why?” can be more of a challenge. It forces us, as managers, to question the reasoning and significance behind what we want our workers to do and how we want them to do it. It becomes tricky when there are procedures or policies in our companies that we have absolutely no idea why they are in place and they don’t make a lot of sense to us either.
For example, it might be easy to discuss company dress codes if they make sense. Ricki Archer, the director of a tutoring company, told us, “I discuss dress code with my tutors right away. I tell them that we have a strict white collared shirt, khaki pants, and closed toe shoe policy. I explain that the white collared shirt and khakis identify our tutors no matter what school we go into, and the closed toe shoe means that we are teachers and not students. We have to look professional and separate ourselves from the kids that we teach. Our tutors are young- but they ‘get it’. After we talk about it, they understand that they need to look like grown-ups to get the respect of the parents, teachers, and students. I’ve never had to discuss it further with any of them.”
What is more difficult is when it makes less sense. However, we did find one manager that handled the “why?” particularly well. David Kim, a department manager at a research firm, had many employees question their dress code. “We have a ‘no shorts, no sandals, no jeans, and no t-shirts’ rule at our company. And some of our new hires asked me about why that policy was in place because they all work at computers in cubicles all day and clients don’t see them. I told them that, in all honesty, I had no idea. Realistically, we are isolated from the rest of the company physically – we are in a different building. And, it is just me, my assistant, and eighteen associates who crunch numbers and write reports all day. So, I told them that they had my blessing in trying to get the policy changed if that is what they wanted. They could research it, draft a new policy, and get a petition and signatures – whatever they needed. And I would take a representative with me and bring it up to corporate. But they couldn’t do it during work time. I had to stress that! I haven’t heard about it in a few weeks, but I know there are a bunch of them working on it.”
Unlike the Big Picture “Why?”, the Significance “Why?” can’t always be pre-empted. This is because this type of “Why?” often takes us by surprise. Things we wouldn’t naturally question get questioned. This type of questioning, as you may notice, is not always a bad thing. In fact, employees asking, “Why?” can bring about significant change and growth and help us to look beyond where we might normally look. In fact, where would Microsoft be without Bill Gates asking “Why?” Or where would Nike, or Apple, or Starbucks be? These companies did not just allow “Why?”, they embraced “Why?”
Summing up the TechniquesIn short, Generation Y asks “Why?” for two main reasons. And, as our top managers have shown, there are two good ways to turn the “Why?” to your advantage. First and foremost, anticipate that your Generation Y employees are going to want the Big Picture. By knowing this, you can pre-empt questions by providing details of how their work fits in with the work of other workers, the department, organization, or outside world. Make what they are doing meaningful and relevant. Creative managers have a knack for making every job important.
Second, understand that Generation Y workers want to know the Significance of what they are doing. If you can anticipate their questions, then certainly pre-empt them by providing the reason. But, because these are often unanticipated questions, give yourself time to respond or put the work back on them. If you don’t know the answer, it is fine to say, “I don’t know, but I can find out.” It is also more than OK to give them permission to search for the answer themselves, or to try to change things (with you guiding the process, of course).
With this knowledge in hand, maybe we can reduce our annoyance at that little three-letter word. It is not there to usurp your authority. It is not there to make your life miserable. “Why?” is being thrown at you because you have curious, inquisitive, and intelligent young workers who want to learn and grow through their work with you. You may not love it, but with these tools you can turn it to your advantage.
© 2009 www.agcareers.com
Thursday, July 23, 2009
Job Interviews: Weird Answers
Have you ever said something during a job interview, and after later reflection, felt pretty bad about it? Most of us, several hours after the interview, think about what was said and either hope that it wasn't misinterpreted or wish we would have said more.
Very few job interviews are perfect. Want to feel a little better? Read 43 weird things said in job interviews. At least you didn't say those things. Right?
For tips on interviewing, visit our webpage: http://cafnr.missouri.edu/career-services/interviews/. Also, feel free to schedule an appointment to talk about interview strategies!
Very few job interviews are perfect. Want to feel a little better? Read 43 weird things said in job interviews. At least you didn't say those things. Right?
For tips on interviewing, visit our webpage: http://cafnr.missouri.edu/career-services/interviews/. Also, feel free to schedule an appointment to talk about interview strategies!
Thursday, July 16, 2009
National Statistics for the Class of 2009
The National Association of Colleges and Employers surveyed college students between Feb. 19 and April 30 about their career outlook. Here are some of the findings:
- 19.7 percent of 2009 graduates had a job lined up. That compares with 26 percent of those graduating in 2008.
- 59 percent of 2009 graduates had started their job search at the time of the survey, compared with about two-thirds of the Class of 2008 and 64 percent of the Class of 2007.
- About 27 percent of 2009 graduates reported plans to forego the job market in favor of graduate school. That compares with 24 percent of 2008 graduates.
Monday, July 13, 2009
Airport Etiquette
I just learned that another of our very creative and bright alumni is blogging. I particularly love her article on airport etiquette and encourage anyone who ever flies to read it: http://thetravelingcowgirl.blogspot.com/.
And, CAFNR students, Melanie also happens to be one of our CAFNR Connections mentors. Obviously, she has great advice!
And, CAFNR students, Melanie also happens to be one of our CAFNR Connections mentors. Obviously, she has great advice!
Social Media Pitfalls?
We've all heard how important social networking can be to get a job, and especially so during this recession. However, check out the following blog for information about how DAMAGING online networking can be if misused: http://msn.careerbuilder.com/Article/MSN-1953-Workplace-Issues-Social-Media-Pitfalls/ sc_extcmp=JS_1953_advice&SiteId=cbmsn41953&ArticleID=1953>1=23000&cbRecursionCnt=1&cbsid=d50b16d017a7426eba4913a0f1aa6fe0-300534437-J6-5
Friday, June 12, 2009
Go Beyond the Borders
By AgCareers.com
AgCareers.com believes that students have numerous opportunities to build powerful career portfolios throughout their higher education experiences. One of these opportunities is traveling abroad. The life lessons learned while students are visiting other countries are valuable for personal growth, as well as preparation for future career opportunities.
“As we see our population growing larger, more and more companies are looking beyond our borders for resources to grow and produce food, fiber, and fuel,” said Eric Spell, president of AgCareers.com. “This adds to the need for graduates who have first-hand knowledge of agricultural practices abroad, as agribusiness can be easily observed at various levels in all countries.”
Traveling abroad can present challenges for many students including: fear of traveling, the possibility of getting behind in their graduation schedule, and the lack of funds. To help offset the financial constraints; AgCareers.com has developed the Agribusiness Beyond the Borders Scholarship program.
“At AgCareers.com we see the importance of investing in the students who are willing to step outside their comfort zone and take advantage of work experiences abroad,” says Ashley Collins Education Coordinator with AgCareers.com.
The program provides three $1,000 scholarships for students currently studying in North America who are embarking on a study abroad experience. One scholarship is awarded to a student each term (fall, spring and summer) to be used for their study abroad trip in the following term.
Since the launch of the Agribusiness Beyond the Borders Scholarship Program in early 2009, AgCareers has had to opportunity to assist two students with trips to other countries. Matthew Groen, a rising junior at the University of Guelph majoring in Animal Science, traveled to Costa Rica for ten days during the Spring of 2009.
"I choose to go to Costa Rica to learn more about alternative agricultural practices,” Groen said. “In Costa Rica, I got to experience and learn a lot about organic production of coffee and many other fruits that we consume on a daily basis.”
He said the experience taught him how organic production practices affect not only his health, but the entire economy of developing countries.
This summer, Kristen Gossett, a senior at NC State University double majoring in Agriculture Extension and Communication, will spend one month in Australia. She was chosen as the recipient of the summer term scholarship.
Gossett shared her motivation behind choosing this opportunity in her scholarship essay, “This trip can only strengthen my expertise and experience in the field of agriculture, which I hope to work in one day. I had always hoped that I could bring something to my job that was different…that would stand out and bring more to the table. I think the experience of studying abroad can help me do that.”
Gossett added that, "Although studying abroad is an amazing opportunity, the cost is usually pretty high. It's great to have scholarship opportunities like the one through AgCareers.com to help offset some of that expense."
To apply for the Agribusiness Beyond the Borders Scholarship, students need to complete a simple online form and write a one and a half page essay about their trip and why they’ve chosen to travel abroad. Applications are due at various times throughout the year, depending on the dates of the trip. Applications are now being accepted for students going abroad in Fall 2009.
For more information about the Agribusiness Beyond the Borders Scholarship Program, and to apply, go to http://www.agcareers.com/scholarship_form.cfm.
By AgCareers.com
AgCareers.com believes that students have numerous opportunities to build powerful career portfolios throughout their higher education experiences. One of these opportunities is traveling abroad. The life lessons learned while students are visiting other countries are valuable for personal growth, as well as preparation for future career opportunities.
“As we see our population growing larger, more and more companies are looking beyond our borders for resources to grow and produce food, fiber, and fuel,” said Eric Spell, president of AgCareers.com. “This adds to the need for graduates who have first-hand knowledge of agricultural practices abroad, as agribusiness can be easily observed at various levels in all countries.”
Traveling abroad can present challenges for many students including: fear of traveling, the possibility of getting behind in their graduation schedule, and the lack of funds. To help offset the financial constraints; AgCareers.com has developed the Agribusiness Beyond the Borders Scholarship program.
“At AgCareers.com we see the importance of investing in the students who are willing to step outside their comfort zone and take advantage of work experiences abroad,” says Ashley Collins Education Coordinator with AgCareers.com.
The program provides three $1,000 scholarships for students currently studying in North America who are embarking on a study abroad experience. One scholarship is awarded to a student each term (fall, spring and summer) to be used for their study abroad trip in the following term.
Since the launch of the Agribusiness Beyond the Borders Scholarship Program in early 2009, AgCareers has had to opportunity to assist two students with trips to other countries. Matthew Groen, a rising junior at the University of Guelph majoring in Animal Science, traveled to Costa Rica for ten days during the Spring of 2009.
"I choose to go to Costa Rica to learn more about alternative agricultural practices,” Groen said. “In Costa Rica, I got to experience and learn a lot about organic production of coffee and many other fruits that we consume on a daily basis.”
He said the experience taught him how organic production practices affect not only his health, but the entire economy of developing countries.
This summer, Kristen Gossett, a senior at NC State University double majoring in Agriculture Extension and Communication, will spend one month in Australia. She was chosen as the recipient of the summer term scholarship.
Gossett shared her motivation behind choosing this opportunity in her scholarship essay, “This trip can only strengthen my expertise and experience in the field of agriculture, which I hope to work in one day. I had always hoped that I could bring something to my job that was different…that would stand out and bring more to the table. I think the experience of studying abroad can help me do that.”
Gossett added that, "Although studying abroad is an amazing opportunity, the cost is usually pretty high. It's great to have scholarship opportunities like the one through AgCareers.com to help offset some of that expense."
To apply for the Agribusiness Beyond the Borders Scholarship, students need to complete a simple online form and write a one and a half page essay about their trip and why they’ve chosen to travel abroad. Applications are due at various times throughout the year, depending on the dates of the trip. Applications are now being accepted for students going abroad in Fall 2009.
For more information about the Agribusiness Beyond the Borders Scholarship Program, and to apply, go to http://www.agcareers.com/scholarship_form.cfm.
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