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4TOP RANKED OU Law is nationally ranked in the top 15 percent of “Best Law Schools” and as a top 15 “Best Value” by National Jurist magazine.
4HIGH JOB PLACEMENT OU Law surpassed the national job placement rate for law schools. In addition, the number of employers participating in this spring’s OnCampus Interview program has more than tripled over last year.
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www.law.ou.edu admissions@law.ou.edu | (405) 325-4726 Priority processing for applications received within two weeks of this ad. The University of Oklahoma is an equal opportunity institution. www.ou.edu/eoo
Dear University of Oklahoma Student: You are to be commended for planning for your future. As you launch your career, you are invited to take full advantage of the expertise available to you. Career Services offers a variety of programs and resources to assist you with your job search needs. Get to know the staff and the services they deliver. Reading this publication will help you to determine which approaches will be most helpful to you. We are living in a period of rapid change. The combination of demographic changes, techno足logical advances and globalized markets has profound implications for us all. Leadership, enthusiasm, and adaptability are important assets. Keep this in mind as you work toward your educational goals and approach the job market. Learning how to implement an effective job search campaign while you are on campus is an investment in your future. How you package and present yourself as a candidate for a job is a key to your success. The skills you gain will give you a competitive advantage throughout your career. The Career Services staff joins me in wishing you success as you work toward your career goals. Sincerely,
David L. Boren President
Table
of
Contents
Our Services . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 4 The Job Search Process. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6 Making Your Career Center Work for You. . . . . . . . . . . . . . . . . . . . . . 8 How to Find the Right Job . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Your Resume . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12 Buzz Words for Resumes and Letters. . . . . . . . . . . . . . . . . . . . . . . . . 14 Career Objectives. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14 Transferable Skills. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Sample Resumes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 Selling Brand “You� in the Interview. . . . . . . . . . . . . . . . . . . . . . . . . 20 Qualities Desired in New College Graduates. . . . . . . . . . . . . . . . . . . 21 Advice From the Experts . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 Job Interviews: Coming Out a Winner. . . . . . . . . . . . . . . . . . . . . . . . 24 Guide to Appropriate Pre-Employment Inquiries . . . . . . . . . . . . . . . . 29 Job Search Letters. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30 Sample Letters . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31 Job Evaluation Matrix. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 35 Network Your Way to a Job. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 36 Social Networking Websites . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Working for a Nonprofit Organization. . . . . . . . . . . . . . . . . . . . . . . 40
ADVERTISER INDEX Earth Share . . . . . . . . . . . . . . . . . . . . . . . . . . . International Paper . . . . . . . . . . . . . . . . . . . . . . The University of Oklahoma, Advanced Programs . The University of Oklahoma College of Law . . . . . . Oklahoma Christian University, Graduate School of Engineering . . . . . . . . . . . . . . . . . . Shell . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . USA.gov . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
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College Recruitment Media and University of Oklahoma Career Services wish to thank the above participating sponsors for making this publication available to students.
2013-2014 JOB SEARCH GUIDE The University of Oklahoma Career Services www.hiresooner.com oucs@ou.edu
HIREsooner
Here to get you hired SOONER!
Activate Your Account Today! The University of Oklahoma is an equal opportunity institution. Accommodations on the basis of disability are available by contacting Career Services, 900 Asp Ave., Suite 323 Norman, OK 73019-4057 (405) 325-1974
Our Services
T
he University of Oklahoma’s Career Services is a centralized office helping University of Oklahoma students and alumni. We work with all majors and classifications in the areas of career exploration, career development, internships and co-ops, graduate school application and professional employment upon graduation. Our programs assist students to explore majors and careers, develop job search skills, implement the job search, and connect with hundreds of employers. The Career Services staff is committed to assisting students in making the transition from academic life to a chosen career. The Career Services staff provides assistance in three ways. First, we can help you identify career options and develop a plan for exploring them. Second, we provide resources—both online and in our office—to help you develop your job search skills and plan and implement your individual job search strategy. Third, if you are seeking a job or internship, we provide access to employers through our on-campus interview program, online resume books, online job board, and career fairs.
also offer an online mock interview program, InterviewStream, to practice your interviewing skills from home.
Internship and Co-op Programs
Internships and co-ops integrate college studies with professional work experience in business, industry, government, or education. They can help you apply your classroom learning, explore career options, and gain experience which may lead to a full-time job at graduation.
Career Planning and Job Search Classes
Career Services offers Engr 3510 and CAS 4091 to help students determine personal goals, explore career opportunities beyond graduation, and develop a strategy for the job search process. These classes are taught in both fall and spring for one credit hour.
Career Fairs
Individual Assistance
Career Services hosts or co-hosts a variety of career fairs, bringing employer representatives to campus to provide information and answer questions about their industries, organizations, and employment opportunities. Check the Career Services web page for times, locations and a list of organizations attending. Interviews for full-time positions and internships are often held the day after the career fair.
Walk-in Hours
Online Resources
Our Services
Career Services staff can provide you with information and assistance in clarifying objectives and establishing goals to help you reach your career objectives. Our staff is available each week by appointment or during scheduled walk-in hours. For quick questions about topics such as resumes, cover letters, and job search strategies, a Career Consultant is available each week during scheduled walk-in hours: Monday through Thursday from 1:30-4 p.m.
Career Advisers
Career advisers are familiar with careers related to your major and can assist you in choosing a major or career.
Career Information Center
A collection of resources related to researching careers, choosing majors, salary data, hiring trends, resume writing, interviewing and applying to graduate school are available for browsing in the Career Services office.
Presentations
Each semester, Career Services hosts presentations and webinars on various job search topics. Check our web page at www.hiresooner.com for dates and times. Typical presentations include: • Using Career Services • Resume Writing • Interviewing • Job Search Strategy • Business and Dining Etiquette • Professional Dress and Developing a Professional Image • Cover Letters and Other Job Search Correspondence • How to Work a Career Fair • Choosing a Major/Career • Federal Government Employment • Networking • Internship/Co-op Job Search
Mock Interviews
To prepare for the all-important interview, contact Career Services to participate in a mock interview in the Career Services office. We
4 The University of Oklahoma
There are a number of online resources available to you through the Career Services web page. They include:
OptimalResume
OptimalResume.com provides a comprehensive, web-based tool for you to create, present, and manage your resumes. It is a featurepacked, interactive system that not only helps you build the best resume, but also enables you to create an online marketing presentation of your skills and abilities.
InterviewStream
Before heading into your next interview, spend 30 minutes using the newest technology: InterviewStream! InterviewStream provides feedback and tips on nonverbal behavior and communication missteps. Use your own webcam or, if you don’t have a webcam, we have webcams available for you to check out and use at home.
FOCUS
FOCUS is a self-paced, online career guidance tool used to assist you in self-assessment and career exploration. Users of FOCUS learn to make more realistic decisions about their goals and plans, how to self-manage their careers and the importance of adaptability in these times of change.
GoingGlobal
GoingGlobal contains more than 10,000 resources for finding employment in the U.S. and abroad.
GoingGlobal USA
USA City Guides contain career and employment resources for the 40 largest metropolitan areas in the U.S. Included in this database are: job search resources, employment outlook, professional networking groups, cost of living, major employer listings by industry sector, non-profits and volunteer opportunities. H1B Visa employer listings are also listed for all 50 states!
Passport Career
Passport Career provides job and internship strategies, guidance and resources for 75+ countries (250+ cities).
www.hiresooner.com and shows the deadline to apply, and sign up if you were selected. Log in to HIREsooner weekly to see the new on-campus interview opportunities that have been added.
Online Job Boards
OU Online Resume Books
We provide you access to the top job boards for college graduates.
HIREsooner is a web-based program used by Career Services to provide OU students and alumni exclusive access to on-campus interviewing, OU Online Resume Books, the HIREsooner Online Job Board for internships and full-time opportunities, access to over 5,000 employers, and access to various other online resources. The following resources are available when you activate your HIREsooner page. Your HIREsooner page will remain active from August 1 until July 31. Information about each of these resources/services is described below.
Once you have activated your HIREsooner page and uploaded a resume, your resume will automatically be in the OU Online Resume Book(s). Employers request a password for the OU Online Resume Books from Career Services and then search for resumes based on criteria they choose. They may then contact you directly. Your resume remains in the OU Online Resume Book(s) until you let us know you have accepted a position or are no longer seeking a position, or until the beginning of the new academic year in August. In order for this service to assist you effectively, it is essential that you complete your online profile completely and accurately. Be sure to update your resume and online profile to reflect any changes affecting your job search status (e.g., changes of major, date of graduation, address, telephone, etc.).
On-Campus Interviewing
HIREsooner Online Job Board
HIREsooner
Our on-campus interview program offers an opportunity to interview for entry-level positions, internships, and co-ops. Representatives from business, industry, government, and school districts conduct interviews at Career Services during the fall and spring semesters. All students are encouraged to begin interviewing in the fall semester whether they graduate in December, May, or July. You will log in to HIREsooner to apply for interviews and you will be notified by email if you are selected. The On-Campus Interviewing Timetable is available on our web page at
Throughout the year, employers post full-time, internship, and co-op vacancies in the HIREsooner Online Job Board.
Alumni Mentor Network
The OU Alumni Mentor Network is comprised of alumni and employers representing diverse career fields, who have offered to share their career experiences with students. It is available exclusively to students who have a current HIREsooner account with Career Services and have completed the Alumni Mentor Network Training which is available through the Career Services web page.
Questions to Help You Analyze an Education and/or Work Experience
Before launching a job search campaign it is important to identify professional knowledge, skills, and abilities that you have
developed through your educational and work experiences. Review the following questions and consider how your experiences relate to the job responsibilities you might expect in your career field and highlight those on your resume, in your application letters, and during job interviews. • What skills have you developed as a result of the e xperience? • What do you know now that might be useful in the future?
• Can you quantify the results of your work (e.g., number of customers served, percentage increase in sales, percentile rank in class)?
• Did you make any decisions? Recommendations?
• Did you utilize and/or develop any technical skills?
• What were your job responsibilities? How did they change and/ or otherwise develop over the course of the e xperience?
• Did you produce any written document and/or written report?
• Did you operate any equipment? • Did you gather any information? Did you analyze information in any way? • Did your experience involve working with co-workers? Teamwork?
• Did you help other people in any way? • How well were you able to meet deadlines and handle pressure? • Did you assume any leadership roles? • Were you involved in any planning responsibilities? • How much time did you work each week?
www.hiresooner.com 5
The Job Search Process
F
inding an internship, co-op, or professional job after college is not like getting into college. It is important to realize getting a job will depend on the level of effort you put forth. Doesn’t everyone want more than just a ‘‘job?’’ To ensure a successful job campaign, there are three essential steps to follow:
1. Self Assessment:
I dentify your skills, abilities, talents, interests, values, needs, and goals.
2. Career Identification and Employer Research:
D etermine the setting(s) in which you want to use your skills, abilities, and talents; and, also match your interests, values, needs, and goals.
3. Employer Contact:
M ake contact with individuals in those settings who can hire you.
Step 1: Self-Assessment
Self-assessment is the foundation of your job search. Understanding the abilities, talents, interests, values, needs, goals, and skills you have to offer a prospective employer is vital to preparing for an effective job search. Knowledge of your personal traits will act as a bridge, connecting you to careers and ultimately jobs which best suit you. The better your profession “fits” you, the greater your job satisfaction. If you are unaware of where your abilities, talents, interests, values, skills and needs lie; please consider taking one of the Career Planning courses (CAS 4091, ENGR 3510), meeting with a Career Adviser or taking a career interest inventory. For more information on these resources, please visit Career Services in the Oklahoma Memorial Union (OMU) Room 323 or by logging on to the website at www.hiresooner.com. It is very important that you are honest with yourself when doing your self-assessment. Be aware of personal likes and dislikes as well as possible weaknesses or liabilities. You want to be able to look a potential employer in the eye with confidence and say what qualifies you for the position for which you are applying. Uncover professional and personal traits by taking inventory of your: • E ducation—favorite courses, academic achievements, degree, and major • A bilities/skills—organizational, interpersonal, technical, creative, etc. • P aid or Volunteer Experience—level of responsibility, variety, assigned duties, and accomplishments
You also want to know how your skills, abilities and talents can be put to best use in the job market. When armed with the greatest amount of knowledge possible about yourself and your options, you can make more informed decisions. Researching the existing career and job opportunities is the best way to discover a position in a profession which compliments while also maximizes your personal traits. As you will soon discover, there are several interchangeable methods you can utilize when conducting your career and employment research. These methods include the Career Services Information Center, the OU Alumni Mentor Network, Informational Interviews, the Career Services Website/Internet and Networking. The goal of your research will be to define your career fields of interest so you can then define the types of employment you are seeking. Be specific when identifying careers. Instead of saying “I want to work with people,” determine the context in which you would like to work with people. For example, do you want to gather information from people by talking to them as a newspaper reporter, or influence the attitudes and ideas of others as a salesperson? When researching specific jobs, be sure to understand the types and functions of entry-level positions for your chosen field(s). Also note their availability and location, starting salary ranges, current trends and issues, and potential career progressions. To plan your job search campaign and to effectively sell yourself, you need to identify employers and know specific information about each organization including size, location(s) of operations, products/services, history, prospects for growth, present employment picture, a general view of the department in which you would like to work, and advancement opportunities. Now that you know what information to look for when you start your research, you need to know which methods to use and what resources are available to help you with your research. Career Services can assist you with implementing any of these methods and resources. These include: Career Services Career Information Center—A collection of resources related to researching careers, choosing majors, salary data, hiring trends, resume writing, interviewing and applying to graduate school are available for browsing in the Career Services office and online. OU Alumni Mentor Network—Great resource available to all OU students with an active HIREsooner page who have completed the online training. It is comprised of alumni and employers representing diverse career fields, who have offered to share their career experiences with students. Career Services Webpage—Check out the Career Services Webpage for links to the following resources:
• I nterests—community involvement, recreational activities, awards, social and academic pursuits
What Can I Do With a Major In...?
• Goals—type of lifestyle desired, what you want to accomplish
Where Do OU Grads Go?
Step 2: Using Research to Identify Careers And Employment Options The next step involves making connections between your selfassessment findings and existing career and employment options.
6 The University of Oklahoma
Occupational Outlook Handbook—includes education requirements, projected job growth, salary potential, as well as the skills, interests and tasks related to a particular occupation. Salary Information—find out what the median salary is for your areas of career interest and employment.
Informational Interviews—To increase your awareness about professional opportunities and career fields, conduct a campaign of informational interviews with people directly involved in areas of interest to you. • O rganize a Plan: Develop a strategy to speak with people whose jobs seem appealing to you. Know what information you want to obtain, and avoid questions answered by reading employer brochures. Be mindful of your own interests and skills; create questions inspired by the jobs and career paths you are exploring. When devising your approach to informational interviewing consider work environments, career areas and positions offered by an organization. • D evelop Contacts and Arrange Interviews: Ask family, friends and faculty where to find people to interview. Career Services can also provide contact information from a variety of resources. Letters work best in conjunction with a personal referral, and follow-up by telephone is recommended. Ask 3 to 4 questions addressing what is most important to you. Take notes so you can evaluate the information after the interview. Listed below are some typical questions to ask in an informational interview: - What does a typical day include in your line of work and what daily tasks are involved? - What steps did you take to get here? - What entry-level jobs are best for learning as much as possible? - What do you like most about your job? Least? How did you prepare yourself for what you are doing? - What educational background, experience and skills are necessary for success in this career field? - What types of projects do you work on and what types of people do you work with? - Where can I find other people in this occupation and how can I contact them? • F ollow-Up: Proper business etiquette requires you send a letter expressing appreciation for the person’s time and consideration. The content of your letter should also include details from the informational interview you found especially interesting and useful. If appropriate, send a copy of your letter to the person who recommended the professional to you. N etworking—Networking means making contacts, creating alliances, building support groups, and befriending other people with similar professional interests. This process is an important part of your career development and may ultimately net you a job. • T he ability to successfully network with others is a skill you must develop. It is the key to finding a career, as well as professional growth within a profession. • This process is an important part of your career development and may result in securing a job. • Always examine ways to expand or increase your networks. • Successful networking requires determination, assertiveness, organization, discipline, and record keeping. • As you progress through your academic and professional careers, your long-term and short-term goals will change.
These changing goals will determine the people you should seek out. • Keep in mind your responsibility to contribute to your network by offering assistance to those who follow in your footsteps or, in some cases, who preceded you. • U se Networking To: - Investigate careers to determine which fields are consistent with your interests, skills, and work values - Develop a relationship with a mentor (a mentor is a person who can act as your career adviser) - Make contacts for a future job hunt - Discover ways to obtain your first entry-level professional job - Advance your career by identifying opportunities for promotion • S uggested Networking Resources: - People you know through clubs, sports teams or other community activities - Former employers, internship supervisors, volunteer work coordinators, coaches and school administrators - Friends, relatives, parents of friends, acquaintances, professors, alumni - Professional and social organizations In addition to your immediate career objectives, you should also be thinking about career goals. You do not necessarily have to know exactly where you want to be five years after graduation, but you should have a general picture of an occupational interest for the next few years.
Step 3: Contacting Employers
The final component in the job search process is approaching employers regarding posted positions or to prospect for future positions. Each type of employer has its own unique style of hiring. You should use a variety of methods to contact prospective employers, rather than limiting yourself to one method. Effective approaches which can be used in your job search include: • C ontacting organizations directly through a standard mail or email campaign, personal visits or through their website • Utilizing your contacts with faculty, alumni, family, friends and former employers • Responding to vacancies posted in the HIRESooner Online Job Board, professional journals, company web pages and various Internet sites • Attending career fairs, information sessions and employer spotlights • Applying for on-campus interviews Regardless of your career interest, it is important for you to let as many potential employers as possible know who you are, what you can do, and why you are interested in their organizations. The more specific you can be in discussing why you are interested in them and what you can contribute to their organizations, the more effective your contact will be. The Career Services staff can help you identify the most effective methods of assessment, research, contacting potential employers, and planning your job search campaign.
www.hiresooner.com 7
Making Your Career Center Work for You MANY STUDENTS go through all four years of college without ever setting foot in their school’s career s ervices office. Yet, outside of the academic realm, job seekers will pay hundreds, even thousands, of dollars for the very same services that are included free with the cost of tuition. The mission of career center practitioners is to teach skills and provide services that will facilitate the career development and job search process, ranging from assessing your abilities to negotiating employment offers. Don’t overlook this opportunity; it could mean passing up the job of a lifetime. Develop Relationships
Find a career center counselor/adviser and get to know him or her. Try to meet with your counselor/ adviser at least several times throughout your career development process. Appointments are a great way to stay motivated and to accomplish career-related tasks. A counselor/adviser will listen to your concerns and p rovide objective advice. You can bounce ideas off him or her, which will help you think through
How to Find the Right Job FINDING THE JOB YOU WANT takes many steps and involves just as many decisions. This checklist is designed to help you along the way and guide you to the appropriate sources. Be sure to discuss your progress with your career adviser.
your options. Furthermore, when unique job opportunities come in, c ounselors/advisers often alert students who they know well and think might be a good fit with the position. Remember, the more you share about your skills and your goals with the staff, the better they will be able to assist you.
Attend Programs
Many career center practitioners spend the bulk of their time planning events for students. From
Knowing What You Want n Choose your ideal work environment—large corporation, small business, government agency or nonprofit organization. n Choose your ideal location—urban, suburban or rural. n List your three most useful job skills and know which is your strongest. n Know whether you want to work with people, data or things. n Know whether you enjoy new projects or prefer following a regular routine. n List some of the main career areas that might interest you. n List your favorite leisure time activities. n Know what kind of reward is most important to you in a job—money, security, creative authority, etc.
8 The University of Oklahoma
Background photo © krzysztofn - Fotolia.com
Remember, the more you share about your skills and your goals with the staff, the better they will be able to guide you. mock interview days and networking nights to resume workshops and career fairs, at any given time there may be a number of programs going on that can assist you. Make sure you are aware of what’s taking place. Find the event calendar, whether it is online, in the paper, or through an email. As you attend programs, ask thoughtful questions to make the most of what you are learning.
Don’t Be a Stranger
Your relationship with the career center doesn’t have to end the day you don your cap and gown. Many centers offer services for alumni similar to those for students. If you haven’t found a job or even formed a plan by graduation, you still might be able to meet with counselors/ advisers, use job listings and/or computers and attend programs. Check with the career center to see what is available and what time limits apply.
Researching Career Options
Getting Experience
n Develop a list of career possibilities to research.
n Narrow down the career options you are considering through coursework and personal research.
n Visit your career services library and utilize the Internet to learn about various careers. The Dictionary of Occupational Titles and the Occupational Outlook Handbook are valuable resources. n Consider whether your desired career requires an advanced degree. n Keep up with current trends in your field through trade publications, news/business magazines and newspapers. n Identify employers interested in interviewing someone with your academic background and experience; create a list of three or more employers in the field you are considering. n Use the Internet to learn more about potential employers and check out salary surveys and hiring trends in your anticipated career field. n Make at least three professional contacts through friends, relatives or professors to learn more about your field of interest. n Meet with faculty and alumni who work or who have worked in your field to talk about available jobs and the outlook for your field.
n Participate in a work experience or internship p rogram in your chosen field to learn of the daily requirements of the careers you are considering. Such assignments c an lead to permanent job offers following graduation. n Become an active member in one or more professional associations—consult the Encyclopedia of Associations for organizations in your field. n Volunteer for a community or charitable organization to gain further work experience. Volunteer positions can and should be included on your resume.
www.hiresooner.com 9
Programs and Services
while you are still a student. You can build your resume, learn the ropes, and maybe even get academic credit. You might also pave the way to a full-time position after graduation.
Job Listings and Recruiting Programs Virtually all career centers have job listings maintained in-house or by professional online services. Employers can post positions specifically for your individual college. Furthermore, many students will be able to take advantage of on-campus recruiting programs, where employers collect student resumes and conduct on-campus interviews for various job openings.
Workshops Career center workshops cover skills ranging from writing an effective cover letter to honing your interview performance. Not only can you get pertinent advice from career center staff and other workshop presenters, but you will also b enefit greatly from being in a group environment with your peers.
In addition to these tips, it’s helpful to understand more about a career center’s numerous services. These programs and offerings may include:
Career Fairs The beauty of career fairs is that they bring employers to you. Often held in a large venue, you can browse their available positions, talk with them informally, and drop off resumes. Fairs may be held up to several times a year, focusing on different types of positions, such as internships or nonprofit jobs. Internship Programs Internships are the most valuable way to try out different career fields and gain hands-on experience
Alumni Networks Many schools offer students access to alumni contacts in various career fields. These graduates have volunteered to serve as a resource for information and advice. This can be one of the most helpful ways to learn about different industries, and can help you get your foot in the door. Mock Interviews When it comes to interviewing, practice makes perfect. The experience of having a simulated interview with a staff member can calm nerves, enhance performance, teach you how to answer tough questions, and prevent you from making big mistakes.
Photo © Rafa Irusta - Fotolia.com
Resume and Cover Letter Critiques In addition to the assistance offered during individual appointments, many offices hold specific drop-in hours where a staff member can provide a quick resume or cover letter critique. “Making Your Career Center Work for You” written by Jennifer Bobrow Burns, Assistant Dean for Career Services, Quinnipiac University.
Creating a Resume
Preparing for the Interview
n Form a clear job objective.
n Arrange informational interviews with employees from companies with which you might want to interview. Use your network of acquaintances to schedule these meetings.
n Know how your skills and experience support your objective. n Use action verbs to highlight your accomplishments. n Limit your resume to one page and make sure it is free of misspelled words and grammatical errors.
n Thoroughly research each employer with whom you have an interview—be familiar with product lines, services offered and growth prospects.
n Create your resume using a word processing program and have it professionally duplicated on neutral-colored paper, preferably white, light gray or beige. If you are submitting your resume online, be sure to include relevant keywords and avoid italics, bold and underlined passages.
n Practice your interviewing technique with friends to help prepare for the actual interview.
n Compose a separate cover letter to accompany each resume and address the letter to a specific person. Avoid sending a letter that begins “Dear Sir/ Madam.”
n Collect the needed information to write a thank-you letter after each interview.
10 The University of Oklahoma
n Using the information you have gathered, formulate questions to ask the employer during the interview. n Arrive on time in professional business attire.
Infinite Possibilities are within your REACH. www.ipaper.com/careers Imagine working for an innovative organization that will take you from a new grad to a manufacturing management professional. Then make it happen with International Paper’s REACH engineering program. A global leader in paper and packaging products, we touch your life every day with our extensive products used in practically every market. Focused on growth and bold ideas, we’re looking for like-minded engineers with degrees in:
Chemical, Mechanical or Electrical Engineering, or Pulp and Paper Science Right from the start, you’ll experience challenging work and learn from industry experts about the skills, processes, equipment and tools you’ll need to succeed. To apply, contact your Career Services Center or email your resume to MillCollegeRecruit@ipaper.com. EOE, M/F/D/V
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Get Your Master’s Human Relations economics social WoRk
goou.ou.edu apnorman@ou.edu Facebook.com/ouaPNorman The University of Oklahoma is an equal opportunity institution. www.ou.edu/eoo
Your Resume
A
good resume is an essential part of your job search. It may also be key in applications for scholarships or graduate study. As in any good writing, the reader’s point of view should be considered and the resume targeted to reflect those qualities and qualifications that would be most important to the employer. A well-written resume can be the difference between landing an opportunity to interview and being passed over. The following guidelines will help you prepare a well-written, effective resume.
Guidelines
Your resume is a summary of your personal data, your educational background and training, your professional experience and qualifications. It should touch on everything that could positively influence the reader’s view of your qualifications and set you apart from other candidates in the job market. This is essentially an advertisement designed to sell the employer on your strongest qualifications for a particular position or type of employment.
Your Resume Should Be:
• B rief: Be selective and include only those achievements which support your bid for the type of position you seek. Limit your resume to one page except when your employment experience or accomplishments are extensive, or when a greater depth in academic preparation or job responsibilities is required. Be selective and list only those experiences and achievements relevant to the type of position. • O rganized: Pertinent information should be easy to locate. Information should be rank-ordered from most relevant to least relevant, not only down the page but within categories. Use bullet points and indentation to help group related information. • N eat: Create a positive impression. Use generous spacing and separation of the components of your resume to achieve this effect. Also, the use of bold and italic fonts helps organize the information and guide the readers’ eye throughout the resume. The care exercised in preparation of the resume will reflect on the care you offer as a potential hire. • E ffective: Be 100 percent honest and positive. Complete sentences are not necessary; sentence fragments are acceptable, even preferred. Use action words, such as designed, coordinated, initiated, and produced to emphasize your active involvement and achievements. (See Buzz Words for examples)
Sections to Include
With the exception of your name and contact information, the sections included and the order in which they are included are greatly influenced by the type of position that you have targeted, and the strength of your qualifications related to that position. You may want to develop multiple resumes if your job search includes more than one type of position. Name and Contact Information: Give your full name, complete mailing address, phone number (with area code) and email address. Typically you should use a cell phone number or a phone where you have complete control of message retrieval. Your email address should reflect professionalism. Students nearing graduation should include both university and post-graduation contact information. Objective or Profile Statement: If you wish to pursue a very specific position, such as an internship, or work in a narrower 12 The University of Oklahoma
specialty of your profession, an objective statement can be useful in routing the resume for review by a specialist in that area. Caution should be exercised using an objective as it may eliminate you from consideration for opportunities outside the scope specified. (Example: Summer internship in the banking industry) A profile statement is often useful, especially if your qualifications may not be readily apparent or need clarification. The statement sets out in narrative form your strongest qualifications. It should be no more than five or six lines in length and be tailored to highlight your primary assets. (Example: Graduating senior with solid background and internship experience in signal processing and digital design seeking a position in the aerospace or defense industries.) E ducation: This section may include major field of study, degree conferred, anticipated graduation date, name and location (city and state) of each institution. Grade point averages are optional. If your GPA is above a 3.0, include it. If it is low, focus on a part of your GPA that might be more appealing, such as major GPA or GPA for the last 30-45 hours completed. Not including a GPA on your resume may indicate to the employer that your GPA is lower than it is. Additionally, you may summarize or list major courses or general areas of study. If you are graduating with honors or special distinction, be sure to note that. If you have a major that is in a different area, little work experience or a short set of applicable skills, a listing of course work that is relevant to the position might be helpful. List only those courses which are directly applicable. Experience: In addition to part-time and summer jobs, include relevant experiences such as internships, co-ops, student teaching, field experiences, class projects, and community service. In this section, be sure to include the position title and/or brief statement of responsibilities and achievements, dates of employment, and name and location of employer. If you lack experience, focus on skills you have gained through other activities, such as class projects or student organizations. Whenever possible use actionoriented phrases that emphasize your role. Remember to quantify any accomplishments when possible by providing concrete examples of your successes (Example: Exceeded sales quota by 30% or more for six consecutive months) Skills/Abilities: This section can be used to highlight skills important to your targeted employers, including technical, managerial/ business, language/communication or interpersonal skills. The inclusion of computer skills is increasingly important in today’s job market, as well as second language skills. List those skills most likely to be employed in the position you seek. In some positions, certification or licensure is required. If you have a certification or special training in a specific skill, be sure to list it. College Activities and Honors: Specify offices held and committee assignments with professional affiliations, honorary societies, and student organizations. Typically professional societies related to the desired position are listed first. Religious organizations, social fraternities or sororities and political organizations should be avoided unless you have a leadership role that you wish to highlight. List honors received. If the name of the organization or honorary society is not self-explanatory, add a brief descriptive statement. Typically, the most prestigious honors are listed first. Scholarships are usually viewed as more prestigious than a President’s or Dean’s list.
Community Service: Volunteer or community service work is viewed positively by employers. Good citizens reflect well on their employers. List the experiences most recent or those with the most relevance to the profession you are seeking. Publications, Presentations, Exhibits and Performances: In research or fine arts professions, artistic or academic output is very important. Be sure to list these if applicable. Special Interests: If used, this should be a brief statement or listing of special skills, hobbies, and/or related interests.
References
References should appear on a separate sheet from the actual resume. Use the same name and contact information that you prepared for the resume and then simply use the section heading references. Typically references come from three categories: academics, employment and personal friends. In academics, choose professors and instructors who you have worked closely with and are aware of your accomplishments. Secondly, utilize current or former employers or supervisors who would be able to aptly explain your work ethic and relevant skills. Finally, select a personal reference, someone who has known you well for a long time and can speak about your character. Common examples of personal references are ministers, family friends or long time acquaintances. Most employers want at least three and no more than five references listed. Be sure to check with each reference for permission to use them in this capacity. Each reference should include the person’s name, their title if appropriate (ex: Rev. or Dr.) before the name or if appropriate after the name (ex: CPA or PhD). You should also include their position and company name, if applicable. Complete contact information is preferable including phone, email, and a postal address. Email and phone are essential in today’s environment.
Organization
As stated previously, this snapshot of your qualifications should be organized to highlight the strongest assets you have to offer. Typically for technical disciplines this includes education, certifications, skills and related work experience. For those jobs with more general qualifications, your experience, interpersonal skills or personality traits may outweigh your education or hard skills. For scholarships and graduate school applications, your activities and honors may be more important than job experience or skills. If you are unsure what order is right for your situation, seek advice from a career services professional so that you may put your best foot forward.
Layout and Appearance
Since your qualifications are likely to be evaluated in 20 seconds, you want to make your resume concise, easy to read, and attractive. Strategic use of positioning and graphic techniques can draw attention to your strongest points. Your resume should be balanced on the page, with top, bottom and side margins at least 1/2 inch. Headings may be centered or placed at the left margin. Entries should line up along a single margin. Phrases are recommended over complete sentences. Be consistent with punctuation throughout the entire document. Graphic techniques can be used to highlight your strengths. Use CAPITALIZATION or Bold Face type to emphasize your name, headings, and/or strongest leads. Use white space to make information stand out and your resume easy to read. Bullets can be used to highlight a list within a section. Use these various techniques sparingly; otherwise you will end up with a resume that looks like a used-car ad. Choose a font style that is clean, sharp, and easy to read—do not use script styles or all caps. Font size should not go above 14 point or below 10 point for content. Headings can be larger, but should not look out of proportion. Proofread your resume at least twice before using it. There is no justification for misspelled words or typographical errors and these mistakes can ruin your chances!
Printing
Have your resume printed so that each copy looks as good as the original. Use standard 81/2 by 11 size; 16- to 20-pound bond paper with 100 percent cotton-rag content. White, off-whites, ivory or gray tint is effective. Be careful with the use of graphics and shaded or colored fonts. Resumes are often scanned, faxed or copied and such technologies vary in their ability to reproduce these effects accurately. In today’s job market, it is important to maintain copies of your resume in electronic format. The most common and popular electronic formats include: Word Processor: The most common word processing software in the business world is Microsoft Word, but a number of other formats exist. If your word processor is not compatible with MS Word, you may want to consider an alternative format such as a text document or PDF. Always remember that the person receiving the resume must be able to open it, read it and hopefully retain the organization and formatting you have worked hard to include. HTML: Resumes posted on viewable web pages should be formatted using Hypertext Markup Language (HTML) format coding. Resumes posted on the Web have the advantage of being able to hyperlink from important entries to related or supporting information elsewhere in the resume. This, however, is lost in print. P DF: PDF documents have many advantages. The documents cannot easily or accidently be altered by the reader and they are viewable from many web pages and may be transmitted by email. However, the reader must have a PDF viewer (free and common to many users) and you must have software to create the PDF. While many word processors now have this facility, check to see if your software includes it. If not, PDF writers are available for free download from several websites.
Quick Resume Tips
• Keep the length of your resume to one page. • Avoid unnecessary personal information such as your birthdate or social security number. • Select the format that best highlights your skills and experience. • Organize your information. • Balance your resume on the page. • Use action words. • Name marketable skills. • Avoid overemphasizing dates and places. • Rank the information in order of importance from the employer’s perspective. • Emphasize by capitalizing and using bullets. • Incorporate “white space” into your resume design. • Use 8 1/2 by 11 white or off-white bond paper. • Proofread to eliminate all errors. • Include relevant data only. • Avoid the use of the pronoun “I.” • Reproduce copies of your resume professionally. • Use specifications and numbers. • Emphasize accomplishments. • Give examples to illustrate skills/traits. • Design your resume for easy skimming. • Include “buzz” words and acronyms only if you are sure of their meaning. • Tailor separate resumes to fit each type of job for which you are applying. • Be sure to mention honors and activities. • Have a Career Services professional review your final draft.
www.hiresooner.com 13
Buzz Words for Resumes and Letters Action Verbs accelerated accomplished achieved adapted administered aided amplified analyzed answered appointed approved arbitrated arranged assisted assumed awarded broadened built
calculated catalogued chaired compiled completed conceived conducted constructed consulted contracted controlled cooperated coordinated counseled created delegated demonstrated designed
determined developed devised diagrammed directed displayed distributed edited eliminated employed established evaluated examined expanded expedited extended focused founded
generated guided harmonized implemented improved incorporated increased influenced initiated installed instituted instructed interpreted introduced launched led maintained managed
modified monitored motivated negotiated operated organized overhauled participated performed persuaded planned prepared presented preserved processed produced programmed proposed
provided received recommended recruited reduced reestablished regulated reinforced reorganized researched reshaped restored revamped reviewed revised scheduled selected simplified
solved specialized streamlined structured substituted suggested supervised supported systematized taught trained tutored unified utilized volunteered widened
responsib(ly) significant(ly) stead(il)y strong(ly) substantial(ly) successful(ly) supportive(ly) tactful(ly) technical(ly)
tenacious(ly) thorough(ly) thoughtful(ly) verbal(ly) versatile vigorous(ly)
Positive Modifiers accurate(ly) active(ly) aggressive(ly) alert(ly) ambitious(ly) analytical(ly) artistic(ally) assertive(ly) capab(ly)
I
competent(ly) competitive(ly) confident(ly) conscientious(ly) consistent(ly) cooperative(ly) creative(ly) diligent(ly) effective(ly)
efficient(ly) energetic(ally) flexib(ly) imaginative(ly) independent(ly) industrious(ly) intellectual(ly) intelligent(ly) inventive(ly)
logical(ly) loyal(ly) mature(ly) methodical(ly) meticulous(ly) patient(ly) persevering pleasant(ly) practical(ly)
precise(ly) proficient(ly) progressive(ly) qualified rational(ly) realistic(ally) reflective(ly) reliab(ly) resourceful(ly)
Career Objectives
n any professional job search, you must be able to state a career objective—if not on your resume, then in an application letter and during an interview. It is difficult to write a statement that is not too limiting, yet still communicates substantive information to the employer. An effective job search strategy, however, revolves around developing a career objective that is specific to the type of job you are seeking. Following are examples of different approaches to organizing a career objective. PROFESSIONAL DESIGNATION with Specialty Area Electrical Engineer—Research and Design. • Public Accountant— Auditing and Taxes. • Secondary Teacher: French and English Certification.
SKILLS Approach Position that requires use of decision-making skills to applications in marketing and production planning.
ENTRY-LEVEL POSITION with Specialty Area Entry-Level Bank Management Trainee—Loans.• Entry-Level Store Management Trainee—Merchandising.• Social Service Trainee— Child Welfare.
FUNCTIONAL/INDUSTRIAL Approach Sales Representative with company that produces soap, food, or paper products. • Process or Project Engineering in the telecommunications field with special interest in digital and linear integrated circuits.
SHORT-TERM/LONG-TERM Approach Entry-Level Accounting Trainee with an Industrial Firm.• Progression to Comptroller function, with responsibilities for accounting systems and fiscal affairs in a corporation. FUNCTIONAL Approach Position in economic analysis, policy analysis, or e conometric modeling in the public or private sector.
SKILLS/INDUSTRIAL Approach Position requiring knowledge of COBOL, FORTRAN, and BASIC in the software industry. • Editorial or research assistant in an organization involved with public affairs—especially where an analytical approach, broad writing ability, and a major interest in human factors are essential to assure reliable development of reports and studies.
When writing a career objective statement avoid using terms such as “opportunity for advancement,” “a challenging p osition,” “position dealing with people,” “a progressive company,” “a position that requires creativity,” “a company that r ecognizes….” Your aim is to emphasize what you can do for the employer, not what you want from the employer in terms of o pportunities or conditions of employment. It is not necessary to use the same objective throughout your job search; you can enhance your flexibility by using d ifferent formats with different employers. You may want to develop several slightly different resumes with each reflecting the a bilities and aspirations set forth in the objective statement. If you would like assistance with developing your career objective statement, see a Career Services professional. 14 The University of Oklahoma
Transferable Skills
I
f you’re wondering what skills you have that would interest a potential employer, you are not alone. Many college seniors feel that four (or more) years of college haven’t s ufficiently prepared them to begin work after graduation. And like these students, you may have carefully reviewed your work history (along with your campus and civic involvement) and you may still have a difficult time seeing how the skills you learned in college will transfer to the workplace. But keep in mind that you’ve been acquiring skills since childhood. Whether learning the value of teamwork by playing sports, developing editing skills working on your high school newspaper or developing countless skills while completing your coursework, each of your experiences has laid the groundwork for building additional skills.
What Are Transferable Skills?
A transferable skill is a “portable skill” that you deliberately (or inadvertently, if you haven’t identified them yet) take with you to other life experiences. Your transferable skills are often: • acquired through a class (e.g., an English major who is taught technical writing) • acquired through experience (e.g., the student government representative who develops strong motivation and consensus building skills) Transferable skills supplement your degree. They provide an employer concrete evidence of your readiness and qualifications for a position. Identifying your transferable skills and communicating them to potential employers will greatly increase your success during the job search. Remember that it is impossible to complete college without acquiring transferable skills. Campus and community activities, class projects and assignments, athletic activities, internships and summer/part-time jobs have provided you with countless experiences where you’ve acquired a range of skills—many that you may take for granted.
Identifying Transferable Skills
While very closely related (and with some overlap), transferable skills can be divided into three subsets: • Working With People • Working With Things • Working With Data/Information For example, some transferable skills can be used in every workplace setting (e.g., organizing or public speaking) while some are more applicable to specific settings (e.g., drafting or accounting). The following are examples of skills often acquired through the classroom, jobs, athletics and other activities. Use these examples to help you develop your own list of the transferable skills you’ve acquired.
Working With People
• Selling • Training • Teaching • Supervising • Organizing • Soliciting • Motivating • Mediating • Advising • Delegating • Entertaining • Representing • Negotiating • Translating
Working With Things
• Repairing • Assembling parts • Designing • Operating machinery • Driving • Maintaining equipment • Constructing • Building • Sketching • Working with CAD • Keyboarding • Drafting • Surveying • Troubleshooting
Working With Data/Information
• Calculating • Developing databases • Working with spreadsheets • Accounting • Writing • Researching • Computing • Testing • Filing • Sorting • Editing • Gathering data • Analyzing • Budgeting
Easy Steps to Identify Your Transferable Skills
Now that you know what transferable skills are, let’s put together a list of your transferable skills. You may want to work with someone in your career services office to help you identify as many transferable skills as possible. Step 1. Make a list of every job title you’ve held (part-time, fulltime and internships), along with volunteer, sports and other affiliations since starting college. (Be sure to record officer positions and other leadership roles.) Step 2. Using your transcript, list the classes in your major field of study along with foundation courses. Include electives that may be related to your employment interests. Step 3. For each job title, campus activity and class you’ve just recorded, write a sentence and then underline the action taken. (Avoid stating that you learned or gained experience in any skill. Instead, present your skill more directly as a verifiable qualification.) “While working for Jones Engineering, I performed 3D modeling and drafting.” NOT “While working for Jones Engineering, I gained experience in 3D modeling and drafting.” “As a member of the Caribbean Students Association, I developed and coordinated the marketing of club events.” NOT “As a member of the Caribbean Students Association, I learned how to market events.” Step 4. Make a list of the skills/experiences you’ve identified for future reference during your job search.
Using Transferable Skills in the Job Search
Your success in finding the position right for you will depend on your ability to showcase your innate talents and skills. You will also need to demonstrate how you can apply these skills at an employer’s place of business. Consult the staff at your career services office to help you further identify relevant transferable skills and incorporate them on your resume and during your interviews. During each interview, be sure to emphasize only those skills that would be of particular interest to a specific employer. Transferable skills are the foundation upon which you will build additional, more complex skills as your career unfolds. Start making your list of skills and you’ll discover that you have more to offer than you realized!
Additional Tips to Help Identify Your Transferable Skills
1. Review your list of transferable skills with someone in your field(s) of interest to help you identify any additional skills that you may want to include. 2. Using a major job posting website, print out descriptions of jobs that interest you to help you identify skills being sought. (Also use these postings as guides for terminology on your resume.) 3. Attend career fairs and company information sessions to learn about the skills valued by specific companies and industries. Written by Rosita Smith. www.hiresooner.com 15
SAMANTHA SOONER Norman, OK 73072 ssooner@ou.edu (405) 555-5555
16 The University of Oklahoma
Dean’s List; Gamma Gamma Order of Omega (Top 1% of Greek Community); Congressional Youth Leadership Council; Outstanding College Students of America; Red Cross Achievement Award; Voting Member of Sorority Corporation Board; Selection Committee for Top 1% of Greeks.
Graphic Designer, Hatfield & Bell, Inc., Norman, OK Promotions Assistant, KAUT Fox 443, Oklahoma City, OK Salesperson, Artifax Custom Framing, Norman, OK Salesperson, Brass Buckle, Ardmore, OK Banner Designer, Mountainview Mall, Ardmore, OK
Samantha is seeking a position outside of her major. Since her academic and work experiences are not related to the position, she has instead focused on relevant skills gained through her involvement in extracurricular activities and leadership positions. Providing a skills section allows her to emphasize her proficiency in both extracurricular and employment settings. Note that she also paragraphed her activities and honors in order to maximize her space and bolded each organization in order to logically organize the information for the reader.
WORK HISTORY
ACTIVITIES Sorority: House Manager and Social Chairman; Panhellenic Staff: Social Chairman and Elections Chairman; Student Union Activities Board; Campus Activities Council: New Sooner Orientation Staff (an introduction to OU for new students), Howdy Week Staff (a welcome to the university), and Dad’s Day Publicity and Mailing Committees; Greek Week Executive Committee: Awards and Banquet Chairman, Service Chairman, and All-Greek Party Organizer; Panhellenic: Rush Counselor and Southern Oklahoma Rush Chairman; Southern Area Leadership Conference (2 years); Greek Leadership Workshop; OU Day Tour Guide (3 years); Sooner Scandals (traditional spring production); University Sing; Graphic Communication Society; Intramural Softball Team
HONORS
EDUCATION University of Oklahoma Norman, OK BFA, May 2011, Overall GPA: 3.2/4.0
Organization • Coordinated and publicized a blood drive for 5,000 students. • Planned and operated a student body election for 25% of the university. • Organized an awards banquet for 500 people. • Wrote application and chose selection committee for Top Ten Outstanding Greek Men/Women. • Planned several large events to accommodate 300 to 5,000 people.
Management/Leadership • Reorganized management of sorority house and delegated responsibility to exceed set goals. • Managed a $20,000 budget after financial setback without cutting programs. • Mastered time management through the demands of leadership and major. • Took firm steps to enforce alcohol policy within Greek system. • 1 of 2 people selected from 160 to represent and attend leadership conference.
SKILLS Communication • Represented the University of Oklahoma and demonstrated public speaking ability by addressing 500 high school students. • Exercised group communication through oral evaluations and visual communications through special projects and design work. • Communicated information about sorority rush to southern Oklahoma through personal interaction and dedication. • Opened up communication among all sorority social chairmen by conducting regular meetings and promoting interaction.
1234 College Ave.
Golden Key International Honour Society National Society of Collegiate Scholars
President’s Honor Roll Psi Chi Honor Society
Secretary, Psychology Club Executive Committee, Campus Activities Council Rush Chair, Social Sorority
Sooner Scouts Latin Dance Club OU Cousins
Eliana is seeking an entry-level job related to her area of study; therefore, she has highlighted her major coursework and relevant internship. Because her overall GPA is less than 3.0, she has only revealed her major GPA. She also included various activities and volunteer work to emphasize her well-roundedness, which will make her attractive to potential employers.
Volunteer Work________________________________________________________________ Big Brothers/Big Sisters of Cleveland County Catholic Charities American Cancer Society, Dance Marathon Big Event Habitat for Humanity Susan G. Komen Race for the Cure
Activities & Leadership Positions_________________________________________________
Honors & Awards______________________________________________________________
J’s Hallmark, Norman, OK Sales Associate, June 2008 – May 2010 • Interacted with customers, recommended products and services, and completed sales while ensuring customer satisfaction. • Designed and developed creative store merchandise displays to positively impact store appearance and revenues.
Integris Baptist Physicians Center, Oklahoma City, OK Administrative Assistant, May 2010 – August 2010 • Performed scheduling activity for all patients and provided information regarding DLO laboratory results and specialized healthcare referrals. • Collaborated and communicated with physician regarding updated clinical practices, including electronic medical records and computerized physician order entry.
Work Experience_______________________________________________________________
Center for Children and Families, Inc., Norman, OK Trauma Services Intern, August 2010 – December 2010 • Assisted in transitioning neglected and abused children into adoptive and foster families. • Educated caregivers on how to reduce stress and effective healing methods for deprived children. • Researched ways to reduce placement disruptions for the child.
Internship_____________________________________________________________________
University of Oklahoma Norman, OK Bachelor of Arts, Psychology, May 2011 Minor in Spanish Major GPA: 3.62 • Relevant Coursework: Social Psychology, Cognitive Psychology, Business Psychology, Statistical Psychology, Developmental Psychology and Psychology of Personalities
Education_____________________________________________________________________
ELIANA MARTIN
1020 HICKORY LANE • NORMAN, OK 73071 405.555.5555 • ELIANAMARTIN@OU.EDU
Sample Resumes
PROFESSIONAL OBJECTIVE
SARAH A. JENKINS (405) 555-1234 sajenkins@ou.edu
Sarah is graduating with a degree in Elementary Education and is looking for a job in that field. Since her coursework and projects focused on this field are so extensive, she has chosen to reveal only what is relevant to teaching. Sarah also wants the potential employer to notice that she immersed herself in her field of study and developed valuable knowledge, skills, and abilities that will make her a strong elementary education teacher.
References available upon request and Portfolio available during interview.
Secretary, OU Chapter of Student Oklahoma Education Association (SOEA), OU Educational Technology Club, OU Cousins (pairs international students with American students to promote and enhance cultural exchange).
ACTIVITIES
Kappa Delta Pi Education Honor Society, Golden Key Honor Society, President’s Honor Roll, College of Education Dean’s Honor Roll, College of Education Undergraduate Scholarship
COLLEGE DISTINCTIONS
Volunteer: Eisenhower Elementary School CAP Tutoring Program. Assisted with unfinished homework and class assignments. Tutored students in reading, math, and social studies. Volunteer: Jackson Elementary School. Assisted with administering reading assignments including miscue analysis and running record to assess students’ ability to read fluently.
RELATED EXPERIENCE
Field Experience I – Third Grade: East Side Elementary School, Midwest City, OK, Fall 2008 Observed and assisted with small group activities and with individual students in an urban setting.
Field Experience II – First Grade: Kennedy Elementary School, Norman, OK, Spring 2009 Observed and assisted with small group activities and provided one-on-one tutoring for students in a suburban setting.
Field Experience III – Fourth Grade: Newcastle Elementary School, Newcastle, OK, Fall 2009 Created and implemented lessons in each of the content areas and a two-week integrated unit on Friendship to a class in a rural setting.
Intern Teacher – Second Grade: Eisenhower Elementary School, Norman, OK, Spring 2010 Planned and presented lessons in all content areas. Adapted instruction for mainstream students with disabilities. Designed and taught thematic literature and mathematics units incorporating cooperative learning and hands-on experience.
TEACHING EXPERIENCE
Oklahoma Entry-year Teaching License in Elementary Education with Social Studies Endorsement.
Bachelor of Science in Elementary Education, University of Oklahoma, May 2011 Completed nine hours of graduate work, Major GPA 3.62, Overall GPA 3.44
EDUCATION
Elementary Educator: Prefer grades 1-5. Willing to teach other grade levels; interested in implementing hands-on approaches, critical thinking strategies, cooperative learning activities, and individual learning which makes learning meaningful and helps students develop ownership in their learning.
1234 West Brooks, #3 Norman, OK 73069
Lindsey + Asp Advertising and Public Relations Agency, Norman, OK Director of Account Services and Business Development, June 2010 – Present • Lead a staff of 37 students on multiple projects • Train account executives, lead staff meetings, and coordinate all initial client business • Part of a team that founded the 27th student-run advertising agency in America • Provide leadership and assist with planning and research in campaign executions • Work with local advertising agency to develop a strategic awareness campaign for Oklahoma Gas and Electric Richards Group, Dallas, TX Shadowing, March 2, 2011 • Followed Account Executive to get a glimpse of how the advertising industry works on a day-to-day basis • Invited to attend meetings with leaders in organization • Offered insight into possible up-coming campaign University of Oklahoma, Norman, OK Bachelor of Arts in Journalism with emphasis in Advertising, May 2012 Minor: French GPA: 3.22
EDUCATION
Blockbuster Video, Norman, OK Cashier/Stocker, April 2008-May 2009
Lacy is interested in using her JMC degree to enter the advertising field. Therefore, she has highlighted her relevant experience at the top of the resume and listed her unrelated jobs at the bottom. She also created a summary of qualifications which shows the skills she considers most important to the employer. Lacy’s relevant experience and qualifications separate her from other applicants; therefore, she has listed them prior to her education.
YMCA, Norman, OK Lifeguard and Swim Instructor, May 2009-May 2010
Victoria’s Pasta Shop, Norman, OK Waitress, May 2010-Present
OTHER EXPERIENCE
Dean’s Honor Roll Secretary of Ad Club (2011) Treasurer of Ad Club (2010) National Association of Black Journalists (2009-Present) French Club (2008-Present) OU Big Event: University-sponsored day of community service
HONORS & ACTIVITIES
Relevant Coursework: Advertising Research, Advertising Copy & Layout, Advanced Copywriting
RELEVANT EXPERIENCE
405-555-1234 lcarter@ou.edu
• A born leader; able to effectively handle positions of major responsibility • Naturally creative with knowledge of Adobe Photoshop, Flash, and web page design • Highly competitive and able to thrive in challenging situations • Diplomatic and assertive in dealing with people • Understanding of how to be successful in advertising, marketing, sales, public relations • Enthusiastic and hard-working
Lacy Carter
SUMMARY OF QUALIFICATIONS
1234 Asp Avenue Norman, OK 73019
Sample Resumes
www.hiresooner.com 17
18 The University of Oklahoma
Joe is a highly qualified student whose academic and work experience have amply prepared him for a specific field of interest. In order to create a more targeted resume, he left all irrelevant information off his resume and only highlighted those skills and experiences which are most important to the employer.
Industrial Microbiology August 2011 - December 2011 • Designed a methodology to reduce mercury emissions from coal fired power plants. • Worked on the mathematical perspective needed to increase the efficiency of mercury clean up. Senior Capstone January 2011 - April 2011 • Designed and conducted an experiment to classify and characterize isolates from sludge based on their physiological, nutritional and biochemical aspects. Instrumental Methods August 2010 - December 2010 • Proposed a model for an instrument to detect the presence of small pox virus. Principles of ELISA and flourometry were employed in the design of the instrument. • Evaluated the possibility of a bio-terrorism attack using the designed instrument.
ACADEMIC PROJECTS
Laboratory • Experience in media preparation, isolating bacteria, gram straining, acid fast staining, wet mounts preparation, preparing dilutions, and PCR preparation. • Extensive knowledge of gel electrophoresis, DNA extraction, aseptic technique, general bacterial identification tests such as oxidative and catalase tests and BLAST sequencing database. Computer • Applications: MS Office 2008, SPSS • Development: HTML, C, C++
RELATED SKILLS
UNDERGRADUATE RESEARCH ASSISTANT December 2008 - May 2010 Bacterial Pathogenic Lab, University of Oklahoma • Assisted the research conducted on the opportunistic pathogen Pseudomonas aeruginosa that is often associated with cystic fibrosis patients. • Gained experience in assaying for virulence factors, conducting PCR and in the evaluation of quorum sensing signaling molecules.
GRADUATE TEACHING ASSISTANT August 2010 - December 2010 Ecology and Pathogenic Lab, University of Oklahoma • Assisted undergraduate students in ecology and pathogenic lab. • Guided students in isolating different organisms from different environments. • Helped students in characterizing these isolates using traditional microbiological techniques and molecular approaches.
GRADUATE RESEARCH ASSISTANT January 2011 - Present Microbially Enhanced Oil Recovery (MEOR), University of Oklahoma • Design specific genetic probes that are essential in screening for bio-surfactant producers based on their genetic relatedness. • Experiment and quantify the ecological significance of bio-surfactant producers in oil fields. • Other tasks performed include: DNA extraction from different environments, design of primers, Polymerase Chain Reaction (PCR), Semi-quantitative PCR, southern hybridization and use programs such as ClustalX, PAUP and DNAman.
RELEVANT EXPERIENCE
UNIVERSITY OF OKLAHOMA, Norman, OK Master of Science in Microbiology, May 2012 GPA: 3.5 Bachelor of Science in Microbiology, May 2010 GPA: 3.23
EDUCATION
1234 Main St. • Norman, OK 73069 • (405) 555-5555 • joecallahan@ou.edu
JOE CALLAHAN
Marketing Representative
• Established long-term relationships with clients by meeting obligations and following through on commitments • Superior first year performance with sales approaching $100,000 and 90.4% average return on investment • Posted 32% average increase in personal sales for three consecutive quarters • Convincingly excelled in highly competitive, fast-paced work environment while attending college full-time • Managed and motivated 12 employees to meet performance/profit objectives • Prioritized and conducted heavy work schedule without direct supervision • Utilized cold-calling, informal interviews, trade journals and library research in canvassing for prospective clients University of Oklahoma, Norman, OK Bachelor of Business Administration, May 2011 Major: Marketing Minor: Finance Financed over 50% of Education through commission sales • Outstanding College Students of America • President’s Honor Roll • Dean’s Honor Roll • Ranger Athletic Scholarship (Baseball) Intramural Chairman - Alpha Tau Omega Social Fraternity (Intramural Champions 2009, First title in over 20 years) Captain - Midwest City American Legion Baseball Team (World Series Finalists, 6 current professionals on roster) ConnXtions - Professional Marketing and Managment Organization Volunteer - Oklahoma Special Olympics and J.D. McCarty Center for Handicapped Children
EDUCATION HONORS ACTIVITIES
Anthony is seeking a position as a marketing /sales representative. He has not included his less than 3.0 GPA but has indicated the percentage of college expenses he has earned. He has emphasized previous work experience that directly correlates to the sales position he is seeking and has accurately and efficiently described his sales accomplishments. To stress these achievements, he utilized numbers and percentages in order to give the employer as much relevant information as possible.
REFERENCES Gladly furnished upon request. Willing to relocate.
EXPERIENCE C & C Sales Co., Inc. Oklahoma City, OK Sales Representative/Purchasing Research Analyst
STRENGTHS • Effective listener and persuasive communicator • Ability to adapt communications skills to a variety of people and situations • Understanding of business and an aggressive desire to succeed in this environment • Decision-maker eager to work long hours to see successful results • Enjoy the challenge of making the sale
OBJECTIVE
ANTHONY BOOMER 3333 Ridgecrest Court Norman, OK 73072 (405) 555-5555 aboomer@ou.edu
Sample Resumes
Scott Hartsock
AME Scholarship for 2009-2010 Graduated with Academic Special Distinction in Top 10% of class Member of ASME, Pi Tau Sigma, Gamma Beta Phi, National Society of Collegiate Scholars President’s Honor Roll, Dean’s Honor Roll
Scott has highlighted his master’s thesis and research along with his internships and work experience, which are all related to his field of interest. Note that he listed his master’s degree and research before his undergraduate work. He also included his current license and relevant coursework.
Honors/Memberships
Engineering Assistant John M. Campbell & CO • Norman, OK September 2007 – April 2008 • Worked closely with senior engineers to fulfill requests to improve network performance Intern Advantica, Inc. • Houston, TX May 2007 – August 2007 • Utilized all forms of communication in team projects ranging from pump curve analysistopipelineconfigurations.Learnedmultiplepipelineanalysissoftware(Stoner Software)
Other Related Experience
Master’s Research: Thesis: Enhancement of Nano-Clay Dispersion within an Aqueous Solution The University of Oklahoma • Norman, OK August 2010 – Present • Design, collaborate, modify, and implement experiments based on research and hypotheses concerning nanoclay dispersion within aqueous solutions • Investigate the correlation between solution viscosities (10 - 200cP) and nano-clay dispersion based on varied mixing procedures • Utilize facilities, equipment, literature, and other resources to determine degree of exfoliation and particle characteristics within a solution • Communicate and collaborate on results with other graduate students and professors Undergraduate Research: Assistive Transfer Device The University of Oklahoma • Norman, OK August 2008 – May 2009 • Researched, designed, customized, manufactured, and implemented a mechanical system which aids physically disabled from wheelchair to bed • Utilized knowledge of mechanical components/design to analyzed stresses, fatigue, and other failure methods ensuring quality mechanical system • Safety was 1st priority: Factor of safety > 2.5 • Customized system meeting an individual’s needs (ergonomically and functionally) • Organized and compiled data and drawings into working product • Featured in 3 newspaper and OU articles Intern FMC Technologies Inc. • Houston, TX May 2008 – August 2008 • Designed and modified surface wellhead products and met customers’ requests • Learned and implemented FMC’s design criteria • Collaborated with senior engineers in design reviews making appropriate design modifications
Research Experience
The University of Oklahoma • Norman, OK MS Mechanical Engineering, May 2012 GPA: 3.75 BS Mechanical Engineering, May 2010 GPA: 3.86 Licensure: Oklahoma State Board of Licensure for Professional Engineers – Engineer Intern Relevant Coursework: Advanced Engineering Analysis, Design of Mechanical Components, Composite Materials, Elastic Stress Analysis, Design of Thermal Fluid systems, Linear Algebra, Fracture Mechanics, Finite Element Methods, Computer Aided Manufacturing
Education
1110 W Comanche St • Norman, OK 73069 • 555-555-5555 • scott.hartsock@ou.edu 404-555-5432 JamesAlley@ou.edu
To obtain an internship in the field of Management Information Systems
• Vice-President of Vocational Industrial Clubs of America • National Honor Society – 3 years
James is a freshman MIS major seeking his first internship. Since he is a freshman, he has included his high school education and activities. He also highlighted his computer knowledge at the top of his resume to prove that, despite his minimal academic experience, he is qualified for an IT internship.
Extracurricular Activities
Computer Network Technician Muskogee Public Schools, Muskogee, OK June 2008 – August 2010 • Worked directly with the administration on all matters involving computer/network maintenance, upgrade, and repair for the entire school district • Worked each summer and during the regular school year
Muskogee High School, Muskogee, OK Graduated with Honors May 2010
University of Oklahoma, Norman, OK BBA in Management Information Systems Expected: May 2014 GPA 3.25
Experience
Education
Software • Operating Systems: Windows XP, Windows Vista, Mac OS • Programming Languages: Microsoft Visual Basic, Java, Basic SQL • Internet/Web Software: HTML • Application Software: Microsoft Office, Adobe Photoshop, Microsoft Publisher Support • Obtained certification through Lenovo/IBM to maintain computer equipment without voiding the manufacturer’s warranty • Capable of building a computer or laptop from the ground up using parts and equipment such as a motherboard, processor, disk drives and memory • Proficient at installing and troubleshooting various operating systems and programs • Experienced in troubleshooting computer networks and hardware components • Capable of in-depth website analysis and maintenance Organizational/Communication • Finished all repair work on time • Prepared weekly inventory reports and daily progress reports regarding all computer and network related maintenance • Implemented new procedures for computer/network repair and setup throughout the district, which consisted of over 14 individual school complexes citywide • Provided support to hundreds of faculty and administration members directly • Received numerous performance awards including Outstanding Senior Student Worker as voted for by faculty, staff, and administration
Relevant Skills
Objective
2200 West Creek Apt 123 Norman, OK 73072
James Alley
Sample Resumes
www.hiresooner.com 19
Selling Brand “You” in the Interview By Chris Enstrom FOR THE MOST PART, modesty is an admirable trait. But it’s of little use during a job interview. The purpose of an interview is to find the best candidate for a p articular job. Employers want to know about the knowledge, skills, attributes, and experience that distinguish you from other job candidates, and they won’t know what makes you s pecial unless you tell them. However, most employers won’t go out of their way to hire someone who comes across as cocky or arrogant. So how do you balance the two? How do you put your best foot forward without seeming conceited and egotistical?
Your Bragging Rights
Photo © Lasse Kristensen - Fotolia.com
20 The University of Oklahoma
Choose What to Talk About
Start with the job posting and make a list of all the preferences and requirements. Then try to match them with your own knowledge, skills, and experience. Make sure that you have examples ready for as many of the preferences listed as possible. If leadership experience is preferred, scrutinize your past for examples of it. If the job requires good teamwork skills, be prepared with examples from your past. But also be prepared to talk about things not listed specifically in the job posting. Find out all you can about the company and the job you are interviewing for. If you have certain experience or knowledge that you think would make you do the job better, don’t hesitate to talk about it. The employer is looking for the best candidate for the job. Looking beyond the job posting could help separate you from other applicants.
Qualities Desired in New College Graduates By Businesses, Industries and Government Agencies
Make sure that everything you discuss is relevant to the job. It’s not easy to do, but you may have to leave out some of your most impressive skills and achievements. Talking about skills, accomplishments, or experience with no r elevance to the job does not help the interviewer identify you as a strong job candidate, and could easily be interpreted as bragging. Many recent college graduates make the mistake of limiting their discussion to their college coursework, or jobs they had that are directly related to the one they are applying for. But this is a mistake. “Students should be willing to talk about any type of knowledge or skills that they have acquired that are relevant to the job they are interviewing for,” says Micael Kemp, Director of Career Services at the University of California, Santa Barbara. Volunteer experience, leadership positions in a sorority or a fraternity, extracurricular activities, and even work experience at retail or fast-food jobs can be sources of information. “Many students underplay work experience gained at places like grocery stores or fast-food restaurants,” she continues. “But employers deeply appreciate people who have gotten their hands dirty and aren’t afraid to work hard.”
Story Time
Reading off a list of knowledge, experience, and accomplish ments makes for a short and boring interview. Your job during the interview is to keep the interviewer interested in what you are saying. Many career advisers suggest that job candidates prepare a reservoir of stories that they can pull from during the interview. People are naturally drawn to stories. It’s why we read novels and why we watch movies. Also, stories allow job candidates to
Energy, Drive, Enthusiasm a nd Initiative • Hard-working, disciplined and dependable • Eager, professional and positive attitude • Strong self-motivation and high self-esteem • Confident and assertive, yet diplomatic and flexible • Sincere and preserves integrity • Ambitious and takes risks • Uses common sense
Adapts Textbook Learning t o the Working World • Quick learner • Asks questions • Analytical; independent thinker • Willing to continue education and growth • Committed to excellence • Open-minded, willing to try new things
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Qualities Desired... continued
Knowledge of Computers • Established word processing, spreadsheet, database and presentation software skills • Excellent computer literacy
Communications Skills • Good writing skills • Excellent oral communication skills
With proper preparation you may not receive an ovation—even better, you may receive a job offer!
• Listens well; compassionate and empathetic Photo © Kaarsten - Fotolia.com
• Excellent problem-solving and analytical skills • Creative and innovative
Leadership Skills • Organizational skills and attention to detail • Accepts and handles responsibilities • Action-oriented and results-driven • Loyal to employers • Customer-focused • Team-spirited; understands group dynamics • Always willing to help others • Mature, poised and personable • Diversity aware; treats others with respect and dignity
Oriented to Growth • Acceptance of an entry-level position; doesn’t view required tasks as “menial” • Academic excellence in field of study • Views the organization’s total picture, not just one area of specialization • Willing to accomplish more than required
Source: Recruiting Trends by L. Patrick Scheetz, Ph.D., Collegiate Employment Research Institute. ©Michigan State University. 22 The University of Oklahoma
show interviewers their skills and knowledge instead of just telling them. “Interviewers need more than just your word that you have a particular skill or attribute. They need specific examples, and stories are a good way of providing that,” says Cynthia Redwine, former Director of the Engineering Career Resource Center at the University of Michigan, College of Engineering. Stories have the added benefit of being easy to remember—for you, as you use a particular story to demonstrate your qualifications during the interview—and for the interviewer who must access your skills and attributes after the interview is completed. Demonstrating a particular job attribute through a story has the added benefit of sounding less boastful than stating the qualification directly. Saying that you are a good leader sounds boastful; explaining how you led a team of volunteers during a record food drive is admirable. Once you have created a list of job skills and requirements from the job posting and your own research of the company and the position, sit down and try to come up with stories to demonstrate each. Of course, certain things cannot be demonstrated through a story (a high GPA, or a certain degree or academic specialty), but that information is already apparent to the interviewer from
Advice From the Experts Interviewing Tips From On-Campus Recruiters Research organizations in advance of interviews—Since most on-campus interviews are relatively short, it is important that you use this time to sell yourself to an employer. Don’t waste this opportunity by spending too much time on issues that could have been answered by surfing the company’s website and/or viewing its DVD. Displaying your knowledge about a potential employer will greatly enhance your chances of interview success. Define your career goals and the opportunities you want—One of the keys to making a successful sale is product knowledge. In the case of job interviews, that product is you. You need to perform a thorough self- evaluation well in advance of your interviews. Know what your strengths, weaknesses, skills and abilities are and be prepared to discuss them during the interview. Be enthusiastic and sincere during your interviews—It is important for you to convey a genuine sense of interest during the interview. You must appear eager and flexible, but not too rehearsed. Don’t fixate on being nervous. Even seasoned pros can have the “interview jitters.” Above all, never be late for an interview appointment.
your resume. However, stories can be used in situations that at first might not be apparent. For example, instead of simply stating that you are proficient with a particular piece of software, you can tell the interviewer how you applied the software to accomplish a particular task. Keep your stories short and to the point. An interview is not a creative writing class. There is no need to supply vivid descriptions or unrelated background information. In fact, many career advisers suggest that students keep their stories limited to one minute.
Final Advice
Take time to prepare for the interview. Never walk into an interview with the intention of “winging it” no matter how qualified you think you are for the position. If you are having trouble coming up with stories or examples for the interview, make sure you talk to friends, family members, coworkers, professors, and career advisers. Often those around us can see skills and attributes that we do not.
Be honest—Don’t claim interest in an employer if you really do not intend to work for that organization. Don’t lie on your resume or during the interview. While you should never draw attention to your weaknesses, don’t attempt to hide a shortcoming by being untruthful. Learn how to deal with perceived (or real) weaknesses before your interviews by talking to a campus career services professional and/or reading books on job interviewing techniques. Be realistic—Carefully evaluate what an employer has to offer you…and what you have to offer the employer. Don’t accept a position that isn’t suited to you “just because you need a job.” Although most entry-level salaries have been on the rise, do not set your starting salary expectations too high. If a starting salary seems inordinately low, but is for a position that you really want, you might be able to arrange for an early salary review. Some of this material is adapted from Recruiting Trends by L. Patrick Scheetz, Ph.D., Collegiate Employment Research Institute. © Michigan State University.
Students sometimes make the mistake of telling employers about job-related knowledge or experience that they don’t have. While candor is an admirable trait, such frankness is out of place in a job interview. Employers don’t want to know why you can’t do the job, but why you can do it. Employers want to hire people who are excited and proud of the work that they have done. They want to know that you will bring that same type of proficiency and enthusiasm to their company. “You have a responsibility during the interview—not to brag, but to give the employer the best picture you can of what they will get if they hire you,” says Kemp. “It’s your responsibility to make sure they get that information, whether or not they ask good questions.”
Written by Chris Enstrom, a freelance writer in Nashville, Ind. www.hiresooner.com 23
Job Interviews: Coming Out a Winner
T
he initial interview is a preliminary screening device, which offers the opportunity for you and the prospective employer to evaluate each other. It gives you the chance to convince the interviewer that you are the person for the job. More specifically, it’s the time to provide information that will assist the employer in evaluating your skills, experiences, goals, objectives, and personal traits for the positions the employer is trying to fill.
Be Prepared
You must be able to express your qualifications, strengths, and interest for the position and be knowledgeable regarding the interviewer’s organization. There are two very blunt interview questions which often frustrate students: “What do you have to offer?” and “Why do you want to work for my organization?” Self-assessment and employer research will help you answer these questions. Self: Everyone has some work-related experiences, academic high points, or personal qualities that they consider their “real pluses.” Focus on these! Anticipate the questions the interviewer will ask about your own life and especially about your work experience, e ducation, extracurricular activities, and about the kind of work you want. Prepare for the interviewing process by asking yourself some of the whys, hows, whens, and wheres. Practice answering sample interview questions (Career Services offers mock interviews to assist you with this). Employer: Most candidates grossly underestimate the importance of researching their prospective employer. It is extremely important to know as much as you can about the organization which the interviewer represents. You need to be familiar with the organization: its products/services, priorities, successes, opportunities, and how your skills can contribute to its goals. You also need to be able to discuss current issues and industry trends, salary ranges, entry-level positions, etc., that relate to your career interest. Remember the interview is a two-way street; there will come a time in the interview when you will have the opportunity to ask questions. Your questions will be a significant indication of your motives, objectives, goals, and interests; be sure they are meaningful by expressing jobrelated concerns and interests. Under no circumstances should you ask questions about salary, benefits, or information that is readily available, during the initial interview. (See Questions to Ask Employers)
Day of the Interview
• Dress appropriately and comfortably (See Dressing for the Interview). • Take to the interview several copies of your resume; a copy of your transcript; a typed list of questions to ask the employer; a typed list of references, including addresses, and phone numbers; and, if appropriate, examples of work (e.g., tapes, slides, or portfolios). • Be punctual, at least 15 minutes early…anticipate parking problems; allow time to check appearance, get organized, and catch your breath. • Check in with the receptionist…find out the interviewer’s name and how to pronounce it. • Be ready to smile and shake hands. • Relax and be yourself!
Act Professional
Speaking Style: Be alert and enthusiastic; maintain a comfortable voice level; take the initiative in giving information; project confidence and poise. 24 The University of Oklahoma
Content: Provide clear, logical, direct, and relevant answers; demonstrate your interest in and enthusiasm for the job, the organization, and the profession; substantiate your answers by providing examples from past experience. Nonverbal: Give a firm hand shake; exhibit good posture (shoulders back, head up); maintain eye contact with the interviewer.
Key Points to Remember
There are certain key points to remember whenever you have an interview: • Always check your appearance before being greeted by the interviewer. • Greet the interviewer by his/her last name in a friendly but businesslike manner. Do not address the interviewer by the first name unless specifically asked to do so. • Introduce yourself in a confident manner. • Shake hands firmly. • When you get into the interview room, remain standing until you are offered a seat. After a certain time period, if the interviewer has not offered you a seat, ask, “May I be seated?” • Once seated, sit upright but not rigidly. Place your arms and hands on the armrests of the chair or in your lap if there are no armrests. Avoid uncalled-for gestures. • Avoid a boring presentation. Retain the interviewer’s attention by varying the tempo of your speech and the tone of your voice. • Remember, this is your sales presentation. Take the opportunity to present yourself in a logical, confident manner. • Immediately after leaving the interview, take a few moments to jot down key points that you want to be certain to remember.
Follow Up on the Interview
Provide references, application forms, or transcripts requested by the prospective employer. Obtain the name, title, and mailing address of the individual with whom you interviewed, and send a brief letter of appreciation for the interviewing opportunity. (See JOB SEARCH LETTERS and SAMPLE LETTERS for more information.)
Dressing for the Interview
Most interviews will be conducted in a formal professional setting and will require you to dress accordingly. Occasionally, a company will only require you to dress in “business casual” attire. We have included guidelines for “business casual” as follows. If there is ever a question about what to wear, always err on the side of caution and dress more conservatively.
Basic Rules
• The most sophisticated look is simple. Avoid fad clothes for business wear. • Only one part of an outfit should stand out, with no more than one item that is bright, shiny, or particularly n oticeable. • Natural fibers have a “successful” look. Avoid synthetics with a polyester look. • The best look is conservative. Large, flashy rings or cufflinks, visible body piercings, or other flashy jewelry are inappropriate. • Use a full-length m irror and good lighting. • Avoid excessive perfume or cologne.
Business Professional for Men: • The suit color should be a navy, black or dark gray/charcoal. • The dress shirt should be white with a straight, spread or tab collar.
• The tie should be darker than the shirt. Solid colors (navy, red, burgundy, and wine) are the most useful. Polka dots (light dots on a dark background) are the most sophisticated and dressy. Foulards (light patterns on a dark background) are the most acceptable. Striped and club ties are the most traditional. Paisleys are the best way to brighten up a too-dull combination. • If worn at all, a silk pocket square should coordinate with (but not match) the tie. • Wear black shoes with black, navy or dark gray/charcoal suits. • Wear socks that match the color of your suit. Business socks should be a dark, solid color, and always calf-length. No man can be well dressed with skin showing above his socks. Do not wear white socks. • The belt should be the same color as the shoes.
Business Professional for Women:
• Wear a suit with a skirt. • The suit color should be black, dark gray or navy blue. • A tailored blouse is recommended. • Wear basic heels (no open toe or sling-back) that match or are darker than your skirt or suit. • A suit always demands hosiery in a professional setting. • The most successful look is conservative. The “rules” of fashion change quickly—don’t be trendy. • At all costs, avoid evening or social attire for interviews. • Accessories, jewelry and makeup should be kept simple. • Skirts that are too short and low cut or sheer blouses are not appropriate. • Long hair should be neatly pulled back.
Business Casual for Men and Women:
The term “business casual” is broad and subject to many interpretations. The challenge lies in finding the middle ground between “stuffy” and “sloppy.” There is a difference between “casual” and “business casual.” Keep in mind that no matter what you wear, you are conducting business. Generally, business casual dress means no jeans or sneakers. For men, khakis, trousers, or suit pants could be paired with a knit shirt, a sport shirt, or a collared, long-sleeved shirt that does not demand a tie. With a leather belt, hard-soled shoes, and socks, these combinations are well within the range of appropriate business casual dress. Women have more options—for example, a skirt, classic trousers, khakis, dress pants, and pantsuits. Other choices include a coordinated outfit, tailored jacket, or sweater set. Women should wear hard-soled shoes with closed toes and closed heels. Many offices have adopted detailed business casual dress code policies. When in doubt as to what is appropriate, simply ask. Err on the side of caution; dress up rather than dress down. As always, good grooming is important in business casual.
Structure of the Interview
No two interviews will be exactly alike. There are any number of factors that can influence the content and structure of an interview: the personality of the interviewer, your personality, time limitations, even the physical setting of the interview can play a part. Most initial interviews seem to consist of four distinct parts: ice breaking, questions by the interviewer, questions to the interviewer, and the close. 1) Ice breaking: This portion of the interview is when the interviewer will set the tone, using small talk, in an attempt to establish a positive atmosphere and put you at ease. First impressions will be influenced by your appearance and manner. Remember, the overall evaluation of you as a candidate begins the very moment the interviewer greets you. 2) Questions by the interviewer: This portion of the interview deals with requests for specific information. The interviewer, using questions and answers, begins to evaluate your qualifications and suitability for employment.
The interviewer is measuring and evaluating how you handle yourself, your degree of self-confidence, your ability to relate to others, and your motivation. Most interviewers will seek information about your specific skills, knowledge, abilities, attitudes, and behaviors. Employers look for well-adjusted candidates who are self-starters, willing to take initiative, assume responsibility, and not afraid to work. The interviewer will try to determine your qualifications and how to match these with particular job openings. Be prepared to discuss specifics about the organization, such as job responsibilities, operations, and policies. Know your immediate and long-range career objectives and be able to communicate them in an organized fashion. 3) Questions to the interviewer: At some point in the interview, typically towards the end of the interview, the interviewer will ask if you have any questions. During this part of the interview, you must be prepared to ask intelligent questions that will show that you have done some research on the employer. You can reveal your interest in the company to the interviewer by asking thoughtful relevant questions. These questions frequently set candidates apart from one another. Discussions regarding geographical preference, mobility, salary, and benefits should always be initiated by the interviewer. 4) The close: This portion of the interview is similar to the close of a sales presentation. Exit from the interview as soon as courtesy allows you to do so, but only after expressing a sincere interest in the job. Your really have nothing to lose and your assertiveness may change the interviewer’s mind about you as a candidate. Make sure you have the interviewer’s title and his or her name with its correct spelling so that you can send them a thank-you note. Before leaving the interview, be certain you understand what the next step will be. Will the interviewer contact you? Or must you make the next contact?
Questions to Ask Employers
• What are the opportunities for growth? • What is a realistic time frame for advancement? • How is an employee evaluated and promoted? • What is the retention rate of people in the position for which I am interviewing? • Describe the typical first-year assignments. • Tell me about your training program. • What are the challenging facets of the job? • What are the company’s plans for the future? • What is the company’s record of employment stability? • How will industry trends affect this company? • What makes your firm different from its competitors? • What are the company’s strengths and weaknesses? • How would you describe your corporation’s culture and management style? • Is it company policy to promote from within? • What are your expectations for new hires? • Describe the work environment. • What is the overall structure of the department where the position is located? • Why do you enjoy working for your firm? • What qualities are you looking for in your new hires? • What characteristics does a successful person have at your company? • What is the next step in the interviewing process?
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Questions Everyone Should Know How to Handle • T ell us about yourself. What they’re really asking: What makes you special? Why should we hire you? Tips: Prepare several selling points about yourself. Give a quick “30 second commercial” that overviews your experience and achievements.
• W hat are your greatest strengths? What they’re really asking: How do you perceive your talents and abilities as a professional? Will you be an asset to our organization? Tips: Sell yourself. If you don’t promote your strengths, nobody else will. Prepare six or seven responses. Be “confidently humble.” • W hat are your greatest weaknesses? What they’re really asking: How honest are you being about yourself with us? How realistic are you? Tips: Present your weakness as a positive (explain how you are working to overcome it). Don’t talk too long or emphasize your downfalls. • W hy are you interested in working here? What they’re really asking: How dedicated are you? Do you have a passion for this type of work? Tips: Keep your answer simple and to the point. Stay away from such responses as, “Many of my friends have worked here.” This response isn’t very impressive. • W hy should we hire you? What they’re really asking: Can you convince us you’re “the one?” Can you sell your “product?” Tips: Make a powerful statement about the value you’ll bring to their organization. Toot your own horn, but be wary of sounding arrogant. • W here do you see yourself five years from now? What they’re really asking: Will you be here for only a year before moving on, or are you committed to staying here for a while? Are you a stable person? Can you set goals for yourself? Tips: Be aware that they might not want to hire someone who will be around for only a year or two. Feel free to say that you have one goal at the moment: to be the very best employee for that particular job. • W hat are some of your hobbies? What they’re really asking: How well-rounded are you? What do you do outside of work that might transfer positively into the workplace? Tips: Emphasize any hobbies or activities that may relate to the job. Help the interviewer learn more about you and perceive you as a person, rather than a job candidate. Therefore, don’t just answer questions, respond to them. • W ould you be willing to pursue an extra certificate or credential? What they’re really asking: How is your attitude? How flexible are you? Tips: Tell the interviewer how important professional growth is to you. Understand that the person who will impress the interviewer the most is the one willing to do the extra work. • W hat were you hoping we’d ask today, but didn’t? What they’re really asking: Is there anything special about yourself that you want us to know?
26 The University of Oklahoma
Tips: Consider this a “show and tell” opportunity. Use materials from your portfolio to convince them how valuable you’ll be to their organization. • D o you have any questions for us? What they’re really asking: Are you prepared to ask questions? How interested are you in this position? Tips: List five or six questions on an index card. Ask at least one question, even if all of your prepared questions have been answered. Never say, “No, you’ve answered all of my questions.” These are just a few of the possible questions interviewers could ask. There are numerous resources for sample questions and responses. With practice, you can learn to tailor a relatively small set of examples to respond to a number of different behavioral questions. In summary, always be positive in your answers. Emphasize your accomplishments and qualifications. If weaknesses exist in your experience or academic background, don’t try to hide them if questioned directly, never provide excuses or apologies. If you don’t know the answer to a particular question, say that you don’t. You will at least be thought of as honest. Keep in mind the most important things you have to offer: your education, skills, talents, and abilities. No one can take them away from you.
Preparing for Behavioral Interview Questions “Tell me about a time ….”
Chances are if the interviewer starts a question with “Tell me about a time …” you are in for what is referred to as a behavioral interview. Behavioral based interviewing is a technique created and put into practice in the 1970’s and focuses on experiences, behaviors, knowledge, skills and abilities that are related to the job description. Employers have found that past behavior and performance is the best predictor of future performance. Unlike traditional interviewing, which allows you to give opinion based answers to questions (How would you handle XYZ situation?), behavioral interviewing requires you to relate stories (Describe a time when you handled XYZ situation) about your past behaviors. You may use work experience, activities, volunteer work, school projects, family life, hobbies—anything really—as examples of past behavior. The challenge with the behavioral interviewing style is that, while your skills and experiences could be a perfect match for a position you are seeking, an interviewer could discount your candidacy if you are unprepared for, or struggle with, the behavioral interview format. It can seem difficult to prepare for behavioral-based interview questions because of the huge number and variety of possible behavioral- based questions you might be asked. So, how do you prepare for a behavioral interview? You’ll want to put yourself in the shoes of the prospective employer and imagine what the ideal candidate, for the position you are considering, would look like from the hiring decision-makers perspective. Take some time to thoroughly review the job posting and job description (if you can get it), research the company and its culture, and talking to people who work there will enable you to zero in on the kinds of behaviors the company wants. Once you’ve determined which behavioral-based questions you might be asked during an interview, look back on your past experiences and, using fairly recent examples, identify stories to answer those questions. Vary your examples; don’t take them all from just one area of your life. Many behavioral questions try to get at how you responded to negative or stressful situations; you’ll need to have examples of all types of experiences ready. Try and choose experiences that you made the best of in a negative situation or better yet, situations that had positive outcomes. An important tip to remember is always share what you learned from an experience that had a negative outcome.
Your responses, to the interviewer’s questions, need to be specific and detailed. The candidates that can tell the interviewer about particular situations that related to each question will be far more effective and successful than those who respond in general terms. In order to be concise and detailed your stories should always include, the situation (or problem), action(s) taken, and the results. For example: • A description of a specific, real-life situation or challenge you encountered. Advertising revenue was falling off for the Daily News (DN) and large numbers of long-term advertisers were not renewing their contracts. • A description of the tasks and actions you took to overcome the challenge. I designed a new promotional packet to go with the rate sheet and compared the benefits of DN circulation with other ad media in the area. I also set up a special training session for the account executives, discussing competitive selling strategies, with a College of Business professor. • A summary of the results of those actions. (Try and quantify results whenever possible.) We signed contracts with fifteen former advertisers for daily ads and five special supplements. We increased our new advertisers by twenty percent over the same period last year.
Telephone and Panel Interviews
Telephone interviews: Many employers are initially screening job applicants over the telephone, and the number of these calls is expected to increase as they seek ways to reduce their recruiting costs. You may or may not have advance warning before you receive a call. You may answer the telephone—perhaps expecting to hear your mother, your date, or a persistent salesperson—only to find yourself speaking with a recruiter who holds your future in his or her hands. Consider the following suggestions to be prepared for interview calls whenever they may come: • Keep a copy of your resume and cover letter handy. • W hen in job hunting mode, be sure everyone who answers your telephone understands you may receive an important, employment related call at any time and answers the telephone appropriately. • If the telephone rings at a time when it truly is impossible to hold a meaningful conversation, tell the caller that although you are eager to talk, you cannot speak freely at the moment. Ask if you may call back at a mutually beneficial time. • Listen closely to everything the interviewer says. Think through your responses as carefully as you would if you were sitting across the desk from the recruiter. Remember to ask the questions you want answered and take notes. • At the conclusion of a telephone interview, the caller usually will explain what you should expect to happen next. If the interviewer fails to identify the next step, ask politely. Be certain you have noted his or her first and last name, title, mailing address, and telephone number. Finally be sure to thank the person for calling. Panel interviews: An interview conducted by two or more individuals is what is considered a panel or group interview. Companies conduct panel interviews for several reasons. The main reason is potential employers find it easier to bring mid to high level managers, with busy schedules, together to interview possible candidates. Utilizing managers form several different departments; they will attempt to reveal the “real” person during the interview. The HR
manager will be checking to make sure you are a good fit with the culture and people working at this company. The hiring manager will want to know about your technical skills or business know-how. And the manager from accounting will want to know if you are savvy enough to operate a business budget. Another technique used is the “good cop/bad cop” interview. In this scenario the interviewers will take turns being harsh or pushy in an attempt to see how you will handle stressful situations. Even though your responses to the individual questions that you will be asked will not be any different, there are some important differences that you will need to consider and keep in mind when preparing for a panel interview: • O nce you find out that you are participating in a panel interview, find out who is on the panel and what functions they provide to the company. • When being introduced it is important to commit everyone’s name to memory. • When answering individual questions begin answering to the questioner, but remember to maintain eye contact with every member of the panel.
Second Level On-Site Interviews
Business and industry frequently use a follow-up interview process known as the on-site interview to complete the college recruiting contact established by a campus interview. Students who are of greatest interest to the employer are invited for further interviews at a home office, district, or other company location. Such a visit is not a guarantee of a job offer. An invitation for an on-site interview means you have passed the preliminary screening. The next step is to convert that opportunity into a job offer. It is your second chance to sell your skills and potential to the management team. The purpose of a visit is to allow the employer to get a better idea of you as a member of the “team” and to allow you to decide if they offer the type of opportunity that best fits what you need for career satisfaction. Each has a lot at stake—the company is investing its time and money; you are investing your time. So make sure you get the most information possible from the visit. The on-site interview is a business experience, and students taking such trips should regard it as such. Accept visit offers only if you have a reasonable interest in the employer. Your time is valuable and a company’s expenditure of money and time on such visits is sizable.
Timing of On-Site Interviews
Depending on when you graduate, most employers who are interested in having you come in for a visit will contact you within two to five weeks after a campus interview. Most will indicate a series of dates from which to choose. If you have not heard from a company within this two- to five-week period, an inquiry about the status of your application is appropriate. A very small percentage of employers will extend an on-site interview invitation at the close of the campus interview. They usually do not expect an on-the-spot confirmation on your part, since you may have to check your calendar before you can give them an answer.
Preparation for the Visit
The key elements of successful on-site interviewing are preparation and presentation. A few hours spent preparing for an interview may ensure a job and career offering a lifetime of satisfaction. Review the self-assessment and employer research you did in preparing for the campus interview. You may want to do more in-depth research on the company at this time. As with the campus interview, prepare a list of appropriate questions to ask during the on-site interview. Ask questions about the job, the company, and the location. www.hiresooner.com 27
At the interview, remember this: Not only is the company interviewing you, but you are also interviewing the company. You should leave the interview knowing whether or not you would like to work there. Be sure that you meet the person to whom you would report. Also meet the employees with whom you would be working.
managers and officials with a break for lunch and perhaps a tour. In a sense, there interviews are a test of your poise, stamina, enthusiasm and knowledge. Companies might also conduct testing or require you to give a formal presentation in the interview. From the moment you’re met by the employer representative until you leave for home, you’re being interviewed.
What to Expect
How to Handle Expenses
Some employers, like some students, do a much better job with the on-site interview than others. Many companies handle your visit “completely.” That is, you are met at the airport by a representative of the company—it may or may not be the person who interviewed you on campus—taken to your hotel/motel and then given a tour of the community. Dinner and an evening’s entertainment may be included. The next morning a representative will meet you at the hotel and take you to the place of business. Following the day’s visit, you are then delivered to the airport. On the other hand, you may be instructed to go to the hotel where you will find a packet of information telling you how to proceed to the plant the next day. Following the visit, your departure also may be “on your own.” Be prepared for either situation. Be sure you understand all travel directions. If you are to be met, the employer usually gives you this information in advance, telling you who, where, when, etc. If several weeks have elapsed since the arrangements were made, you may want to call the company a day or two before the interview and confirm the date, time, location, and where someone from the company is to meet you. Typically, you’ll be interviewed all day long. Companies typically conduct 3-5, hour long interviews with various supervisors,
If your visit is a second chance to make a good impression with a potential employer, your report of expenses incurred will be the third, and perhaps, the lasting impression you’ll leave with that organization. In all instances, be prudent. How you spend a company’s funds on a visit is a good indication of how you might spend those funds as an employee. The employer usually expects to pay for all legitimate expenses incurred by you in connection with the visit. “Legitimate expenses” are defined as those which are n ecessary to get you there and back, covering the basic items of transportation, food, and lodging. Get receipts for hotel and t ransportation costs. These may be required for auditing purposes before a company can issue reimbursement checks. Make sure you have cash on hand for cabs, tips, etc. Expenses do not include the following items: • Personal entertainment or “side trips.” • Personal phone calls, except in emergencies. • Alcoholic beverages, cigarettes, magazines. • Expenses for persons other than the individual invited on the visit, except where the company authorizes expenses for the applicant’s spouse. Employers will often make special accommodations for advance expenses depending on the student’s financial situation.
Transportation
Most employers favor coach fare for their own employees flying on company business. Therefore, we recommend that you use coach fare where possible in the absence of employer instructions to the contrary. If you drive your own car, indicate your route and the round-trip mileage.
Car Rental
At times it may be necessary for you to use a rental car to reach an employer’s location. If so, we recommend you use a moderately priced vehicle. Again, be prepared to submit a receipt for the rental and gas.
Food
Employers expect you to eat adequate meals, and most are quite liberal in this respect. But if you have a choice between an $18.50 steak and a $24.50 steak, it would be smart to choose the less expensive one. Avoid drinking alcohol.
Lodging
Many employers make hotel/motel reservations for you in advance at lodging places of their choice. Many companies maintain monthly accounts with these hotels/motels. If the employer does not offer to make your reservations, the same principles of adequate accommodation, but at a reasonable rate, should be observed.
Follow Up the Interview
After the visit, send letters, separate from the expense voucher, to the person who made the arrangements and the person for whom you would work. Additional letters may be written to individuals with whom you spent significant time. Reiterate your interest in the job, stressing the positive qualities that you have to offer the employer. 28 The University of Oklahoma
Guide to Appropriate Pre-Employment Inquiries
ACCEPTABLE
“Have you worked for this company under a different name?” “Have you ever been convicted of a crime under another name?” Applicant’s place of residence How long applicant has been a resident of this state or city
SUBJECT
UNACCEPTABLE
NAME
Former name of applicant whose name has been changed by court order or otherwise
ADDRESS OR DURATION OF RESIDENCE BIRTHPLACE
“Can you, after employment, submit a work permit if under 18?” “Are you over 18 years of age?” “If hired, can you furnish proof of age?”/or/Statement that hire is subject to verification that applicant’s age meets legal requirements
AGE
RELIGION
Statement by employer of regular days, hours or shift to be worked
Birthplace of applicant Birthplace of applicant’s parents, spouse or other relatives Requirement that applicant submit a birth certificate, naturalization or baptismal record Questions that tend to identify applicants 40 to 64 years of age
Applicant’s religious denomination or affiliation, church, parish, p astor or religious holidays observed “Do you attend religious services/or/a house of worship?” Applicant may not be told “This is a Catholic/Protestant/Jewish/ atheist organization.”
WORK DAYS AND SHIFTS RACE OR ETHNICITY
Complexion, color of skin or other questions directly or indirectly indicating race or ethnicity
Statement that photograph may be required after employment
PHOTOGRAPH
Requirement that applicant affix a photograph to the application form Request applicant, at his/her option, to submit photograph Requirement of photograph after interview but before hiring
Statement by employer that if hired, applicant may be required to submit proof of authorization to work in the United States
CITIZENSHIP
Whether applicant, parents or spouse are naturalized or native-born U.S. citizens Date when applicant, parents or spouse acquired U.S. citizenship Requirement that applicant produce naturalization papers or first papers Whether applicant’s parents or spouse are citizens of the United States
Languages applicant reads, speaks or writes fluently
NATIONAL ORIGIN OR ANCESTRY
Applicant’s nationality, lineage, ancestry, national origin, descent or parentage Date of arrival in United States or port of entry; how long a resident Nationality of applicant’s parents or spouse; maiden name of applicant’s wife or mother Language commonly used by applicant, “What is your mother tongue?” How applicant acquired ability to read, write or speak a foreign language
Applicant’s academic, vocational or professional education; schools attended
EDUCATION
Date last attended high school
Applicant’s work experience Applicant’s military experience in armed forces of United States, in a state militia (U.S.) or in a particular branch of U.S. armed forces
EXPERIENCE
Applicant’s military experience (general) Type of military discharge
“Have you ever been convicted of any crime? If so, when, where and what was the disposition of case?”
CHARACTER
“Have you ever been arrested?”
Names of applicant’s relatives already employed by this company Name and address of parent or guardian if applicant is a minor
RELATIVES
Marital status or number of dependents Name or address of relative, spouse or children of adult applicant “With whom do you reside?” “Do you live with your parents?”
Name and address of person to be notified in case of accident or emergency
NOTICE IN CASE OF EMERGENCY
Name and address of relative to be notified in case of emergency
Organizations, clubs, professional societies or other associations of which applicant is a member, excluding any names the character of which indicate the race, religious creed, color, national origin or ancestry of its members “By whom were you referred for a position here?” “Can you perform all of the duties outlined in the job description?” Statement by employer that all job offers are contingent on passing a physical examination
ORGANIZATIONS
List all organizations, clubs, societies and lodges to which you belong
REFERENCES
Requirement of submission of a religious reference
PHYSICAL CONDITION
“Do you have any physical disabilities?” Questions on general medical condition Inquiries as to receipt of workmen’s compensation
www.hiresooner.com 29
Job Search Letters
I
n your campaign to secure employment, there are n umerous situations which will require written correspondence. All letters you write will give the prospective employer an impression of you. Quite often a letter is the first contact between you and a prospective employer. Therefore, it is imperative to plan the content, use an appropriate format, and proofread carefully. Electronic mail, although not the most preferred method of communication, is often the most commonly used method of communication between job seeker and employer. Apply the following guidelines when emailing cover letters, thank-you notes, and replies to requests for information: • Use a meaningful subject header for your email—one that is appropriate to the topic; • Always be professional and businesslike in your correspondence; • Do not use “emoticons” like :) or LOL; • Do not use unusual fonts, wallpapers, or multicolored backgrounds; • End your email with your full name. There are several types of letters which you may use in a job search. These may be divided into two broad categories: (1) cover letters and (2) various follow-up letters. The following guidelines should be observed regardless of the type of letter: • Use an accepted business format (see sample letters); • Spell, punctuate, and paragraph correctly; • Address, whenever possible, to an individual with the c orrect title, company/school name, and mailing address; • Be brief and concise—generally, do not exceed one page; • Use your own words and use conversational language; • Include your contact information; • Sign the letter above your typed name.
Cover Letter
(May also be called Letter of Introduction, Inquiry, Transmittal, or Letter of Application.) A letter must accompany each resume that you send to a prospective employer. This letter should not repeat the information in your resume, although for emphasis you may restate a point or two. Elaborating on information in your resume which relate to the position for which you are applying will enhance your opportunity for employment. • State why you are writing; identify the position or field of work for which you are applying. Tell how you heard of the opening or organization. • Tell why you are particularly interested in this company, location, or type of work. Mention one or two qualifications you think would be of greatest interest to the employer, slanting your remarks to the employer’s point of view. If you have had related experience, point out specific achievements and how you believe these could benefit the organization. • Refer the reader to the enclosed resume or the employer’s application form. • Request the next step in the employment process: p ersonal interview, further information, application forms, etc. Make sure your closing is not vague but elicits a response from the employer. Include your contact information in this paragraph.
30 The University of Oklahoma
Follow-Up Letters Following an Interview
After you have an interview, send a thank-you letter to the interviewer(s) expressing your appreciation for the interview and stating your interest in at least one or two aspects of the employer or the position that you discussed in the interview. Also supply any additional information or material that was requested during the interview. Close your letter by reiterating your interest in the position and/or organization, and thank them again for their time and consideration.
On-Site Visit Invitation
Acknowledge the invitation and, if you are interested in making the visit, state what dates would be convenient for you. Do not delay. Procrastination makes a bad impression.
Offers of Employment
Acknowledge receipt of offer, restating title of position and salary and expressing your appreciation. Indicate the date you will let the company know your decision and be sure to act before that date.
Declining an Offer Letter
In declining the offer of employment, express your appreciation for the offer and for the company’s interest in you. While this opportunity may not be the right fit for you now, opportunities with this company may arise in the future, so maintain a professional and courteous relationship with this company.
Letter Seeking Additional Information
Indicate an interest in the company and its offer, if an offer of employment has been made. Be specific about the information that you need. Express your appreciation for the cooperation that you anticipate.
Acceptance Letter Indicate your acceptance of the offer of employment; restate position classification, compensation offered, and the s tarting date if previously established. Refer to the date of the original offer letter, telephone call, email, etc. Express your pleasure at joining the organization.
Letter Requesting Additional Time If you are not ready to make a decision about accepting an offer, it is permissible to request a delay. This might be the case when you have not yet heard from another employer you interviewed and in which you are very interested. Do not wait too long. Remember, you gain a week in writing the letter. You need not give details on why you wish to delay. A simple statement that you are unable to commit yourself at this time, followed by a request to accept your decision by a c ertain date, is sufficient.
Letter Upon Receipt of a “Turn-Down” Thank the employer for the time involved in your interview and for his/her consideration. State your disappointment in not g etting the job. Express your appreciation for his/her willingness to retain your resume/application in case of possible future o penings.
Dear Mr. Matthews: I was excited to learn from The University of Oklahoma’s Career Services Office that the Management Department has an available position. I would be particularly interested in discussing the opening for Assistant Director of Operations in Spain since I am a fluent in English, Spanish, and French. My resume is enclosed for your review.
Dear Mr. Evans:
Enclosure
Ima Sooner
Ima Sooner
Respectfully,
Thank you for your time and consideration.
I would appreciate the opportunity to talk to you about the career prospects with Ernst & Young. Therefore, I will call next week to arrange for an appointment.
Accounting is for me an exciting, positive career choice. I relish the challenge it presents and have risen to meet it, as is evidenced by my educational achievement. I am a mature person with previous professional experience in working with people under demanding, problem-oriented circumstances. My ability to communicate effectively with my c olleagues helps to create an efficient work environment. I am a quick, intuitive learner with initiative and a pledge to deliver my best. An association between your firm and myself would be to our mutual advantage. I believe my enclosed resume will support this claim.
Enclosure
Cornelius Scott
Cornelius Scott
Sincerely,
Thank you and I look forward to our conversation.
I am confident that I can make a meaningful and lasting contribution to your firm, and am anxious to discuss this further. Please call me at your earliest convenience to arrange a time. I can be reached at (405) 555-5555.
As you can see, I will obtain my Bachelor of Business Administration in Finance in May of this year. My high grade point average (3.53) and the speed with which I obtained my degree demonstrate my strong work ethic, determination, and ability to excel. Additionally, my education encompasses a wide range of finance, investment, and banking coursework. I can offer substantial knowledge of European business practices, in addition to hard work, dedication, and future potential.
Mr. David Matthews, President Money International Corporation 7788 Success Road Beverly Hills, CA 90210
Mr. Chuck B. Evans National Director of Recruiting Ernst & Young 787 Seventh Avenue New York, NY 10019
I will graduate from the University of Oklahoma next May with a Bachelor of Business Administration in accounting and Master of Accountancy. I am interested in a position in the accounting and auditing division in Ernst & Young’s New York office. Your firm’s commitment to ongoing e ducation in computer-related auditing courses is particularly attractive to me, and your v aried clientele offers the diverse experience I am seeking.
5238 Limestone Norman, OK 73069 March 15, 20xx
Cover Letter
410 Macy #2 Norman, OK 73071 April 13, 20xx
Cover Letter
Sample Letters
www.hiresooner.com 31
32 The University of Oklahoma
Enclosure
Richard McCasland
Richard McCasland
Sincerely,
Enclosure
Rebecca Cole
Rebecca Cole
Sincerely,
Thank you for your consideration.
I would welcome the chance to discuss opportunities at Millionaire, Inc. Please contact me so we can schedule a meeting at your earliest convenience. My phone number is (405) 555-5555.
I would be pleased to provide you with more information when we have the chance to meet. You may contact me any time at (405) 555-5555 so we can set up an appointment. I look forward to the opportunity of discussing my excellent credentials in further detail.
Thank you for your time and consideration.
While working in this demanding position, I achieved a 3.75 cumulative grade point average. My double major in communication and political science provided me with a thorough foundation in principles that I am certain will benefit your corporation.
For example, as a resident adviser for a 250-person residence hall, I acquired strong leadership and interpersonal skills along with multiple problem-solving techniques. I am now able to think quickly in emergency situations and in those requiring quick assessment of many factors in order to make appropriate decisions. Dealing with the diverse concerns of students, parents, and faculty, I have become adept at operating with the proper mix of authority, diplomacy, and tact.
Your ad for an entry-level position caught my attention as I prepare to begin my professional career upon graduation this spring from The University of Oklahoma. I say “professional” because I have worked steadily throughout college, gaining valuable experience that equips me to present Millionaire, Inc. with advantages others may not offer.
Dear Ms. Nichols:
Ms. Barbara Nichols Chief Executive Officer Millionaire, Inc. 1357 Main Street Atlanta, GA 30301
5678 Elm, #123 Norman, OK 73069 March 12, 20xx
Cover Letter
My work at a leading architectural design firm allowed me to utilize the best that today’s computer technology has to offer from a more creative point of view than many other MIS students. As a result, I have an unusual talent for turning challenges into solutions that can yield profitable results.
As my resume illustrates, I possess the track record, technical knowledge, and expertise to effectively: * Design, develop, implement, and support all MIS functions. * Evaluate, recommend, and purchase hardware, software, and supplies. * Manage, develop, and support multiplatform environments.
I am writing in response to your Business Journal listing for an MIS technician. I will graduate from The University of Oklahoma this May with a BBA in MIS. As an experienced and successful MIS student and intern, I offer you all of the qualifications listed for the position—and then some.
Dear Mr. Graham:
Mr. Bennett Graham President Fortune, Inc., 789 Central Park West New York, NY 10001
5295 Robinson Street Norman, OK 73072 March 10, 20xx
Cover Letter
Sample Letters
Susan Sooner
Susan Sooner
Sincerely yours,
I hope to hear from you soon regarding a second interview; the opportunity at JCPenney is an excellent match with my skills and experience. Although we are on winter break, I will be at this address throughout the holidays. My phone number is (555) 477-2420.
During my two summer internships in retailing, I observed how the public relations staff contributed to the day-to-day operations of a store. I was very impressed with your description of the public relations role at JCPenney and would like to pursue this opportunity further.
I wanted to let you know how much I enjoyed interviewing with you during your recruiting visit to the University of Oklahoma on November 15. I was fortunate to get the last interview of the day because the extra time we spent discussing in-depth aspects of the public relations function in the Retail Division was extremely informative and interesting.
Dear Ms. O’Hara:
Mimi O’Hara Director of Human Resources JCPenney Company 699 Penney Street Dallas, Texas 25252
345 College Norman, Oklahoma 73069 November 19, 20xx
Thank You Following an Interview
Cornelius Scott
Regards,
Thank you again for your time and consideration.
Please feel free to contact me at (405) 555-5555 should you have additional questions. I am very interested in the position and hope to hear from you soon.
Thank you for the opportunity to interview with you today. As we discussed, my internship experience combined with my coursework has given me the communication and problemsolving skills necessary to be successful as a Marketing Manager at Money International Corp.
Dear Mr. Matthews,
Cornelius Scott
Best Regards,
Thank you again for your time and the experience of getting to know you and your company better. I would welcome the opportunity to work for Money International Corp. and I look forward to hearing from you soon.
It was a pleasure meeting with you today. I truly enjoyed our conversation, and both hearing about the position and learning more about the needs of Money International, Corp. In particular, I am impressed with the way your company operates and the ethical standards it upholds.
Dear Mr. Matthews,
Thank You Following an Interview Hand Written on Note Card
Sample Letters
www.hiresooner.com 33
Accepting an Offer Letter
34 The University of Oklahoma Jack Payne
Jack Payne
Sincerely yours,
I have been very impressed with the recruitment process at Commercial Federal Bank and have shared my positive experience with other students, faculty and the Career Services staff. I hope that we will have occasion to talk again in the future. Thank you for the time you have devoted to considering my application.
After careful deliberation, I must respectfully decline the invitation to join Commercial Federal Bank. Your offer was competitive, and the projected work assignments were very attractive. I have decided that another opportunity better meets my qualifications and career interests at this time. I want you to know, however, that it was a very difficult choice.
Thank you for all the time and attention you and your organization have devoted to considering me for the position of Bank Management Associate in the Consumer Lending Division of Commercial Federal Bank. It has been an extremely productive and informative interview process, one of the most thorough and professional I experienced in my job search.
Dear Ms. Clark:
Karen Clark Corporate Recruiter Commercial Federal Bank 5th/3rd Center Tulsa, Oklahoma 74103
2910 24th Ave. S.W. Norman, Oklahoma 73072 March 17, 20xx
Declining an Offer Letter
Sample Letters
Job Evaluation Matrix Rank each question on a scale of 1-10.
Job Considerations Questions to Ask General Comments 1. The job, future boss, To whom would I be the company reporting?
Have good vibes? Feel comfortable? Like your future boss?
2. Job function
Describe the duties and responsibilities.
Knowing specifically what you will be doing.
3. Geographic location
Local area information? Employer relocation policy? Will I be transferred? To where?
Find out what might be ahead. Will be considered with financial evaluation.
4. Salary
Starting Salary? When is financial review? Bonuses? Profit sharing?
Estimate where you will be financially in one year, in three years.
5. Benefits
Medical? Dental? Insurance? Vacation? Recruitment benefits? Education reimbursement? Company car?
Benefits can add up to an additional 35% of your annual salary.
6. Travel How much daily and overnight travel involved? How often?
When you are away from the office you are not visible to management.
7. Performance review
When? How often? By whom? On what criteria?
Important for improving your performance.
8. Job security
Professional turnover rate? Employer growth rate? Immediate and long-term company plans?
Can indicate an inept management exists. Growth rate will indicate promotional opportunities.
9. Cost of living
How does your employer location compare with (a city you know)?
A $30,000 offer may really be worth $28,000 or $32,000.
10. Local education facilities
Names? Undergraduate and/or graduate level? Business and/or technical?
You will need the education to round out your performance.
11. Employer courses
About products? Management? Eligibility? Relationship to promotion?
An opportunity to become visible and learn about the employer management philosophy.
12. Employer activities What are they? Who can join?
A good way to meet other professionals and find out what is going on; can make you visible.
13. Security clearance Required?
Do you have a skeleton in your closet?
14. Employer size
Organization chart? Where are you?
Is it a division or subsidiary of a large organization?
15. Products manufactured 16. Employer competition
What are they? To what industries do they apply? Major products? Most profitable?
Don’t become too specialized. Find out where you fit in.
Is the employer a leader in its field? Major competitors?
Will indicate quality of employees.
17. Research & development
How large is R & D group? What are they developing?
Indicates future of company’s growth potential.
18. Upper/top management What are their backgrounds?
Your Evaluation & Comments Employer Employer Employer A B C
Will indicate how far you might progress.
Adapted from Ruck, John F. “The Secret of Successful Career Planning.” Graduating Engineer. New York: McGraw-Hill Publications, Inc. (Nov. 1980)
www.hiresooner.com 35
Network Your Way to a
Job
Many people use the classified ads as their sole job search technique. Unfortunately, statistics show that only 10% to 20% of jobs are ever published— which means that 80% to 90% of jobs remain hidden in the job market. For this reason, networking remains the number one job search strategy.
A NETWORK IS an interconnected group of supporters who serve as resources for your job search and ultimately for your career. Some great network contacts might include people you meet at business and social meetings who provide you with career information and advice. Students often hesitate to network because they feel awkward asking for help, but it should be an integral part of any job search. Though you might feel nervous when approaching a potential contact, networking is a skill that develops with practice, so don’t give up. Most people love to talk about themselves and their jobs and are willing to give realistic—and free—advice.
36 The University of Oklahoma Photo © James Steidl - Fotolia.com
By Thomas J. Denham
Eight Keys to Networking
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BE PREPARED First, define what information you need and what you are trying to accomplish by networking. Remember, your purpose in networking is to get to know people who can provide information regarding careers and leads. Some of the many benefits of networking include increased visibility within your field, propelling your professional development, finding suitable mentors, increasing your chances of promotion and perhaps finding your next job. Second, know yourself—your education, experience and skills. Practice a concise, one-minute presentation of yourself so that people will know the kinds of areas in which you are interested. Your networking meeting should include the following elements: introduction, self-overview, Q&A, obtaining referrals and closing.
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BE TARGETED Identify your network. For some, “I don’t have a network. I don’t know anyone,” may be your first reaction. You can start by listing everyone you know who are potential prospects: family members, friends, faculty, neighbors, classmates, alumni, bosses, co-workers and community associates. Attend meetings of organizations in your field of interest and get involved. You never know where you are going to meet someone who could lead you to your next job.
Social Networking Websites Career professionals—and parents—are warning young job seekers that using social networking sites such as Facebook and Twitter, may be hazardous to your career. After all, do you want your potential employer to see photos of you at last weekend’s party? Certainly, those photos could diminish your prospects of landing a job. However, more job seekers are using social networking to enhance their preparation for interviews, garner an advantage over lesswired peers, and even gain an edge with recruiters. One example of a constructive use of social networking websites is gathering background information about the recruiters with whom you will interview. By finding out about topics that will interest the recruiter, you may gain an upper hand in the interview process. In addition, stronger connections with a potential employer can be made by talking about the clubs he or she belongs to and even friends you have in common—information that can be discovered on Facebook. Research on professional sites like LinkedIn can also be used to prepare for site visits. By using the alumni connections available through LinkedIn, you can gain added insight into potential employers. If you are interviewing with a company, search for alumni who are working there. You can have conversations with alumni via LinkedIn that you wouldn’t have in an interview, such as, “do you like it at the company” or “can you negotiate salary?”
Networking Rules
When you seek and maintain professional connections via social networking sites, follow the same etiquette you would if you were networking by phone and in person. Remember that every contact is creating an impression. Online, you might tend to be less formal because you are communicating in a space that you typically share with friends. Just as you would not let your guard down if you were having dinner with a potential employer, you must maintain a positive and professional approach when conversing with networking contacts online. Ask good questions, pay attention www.hiresooner.com 37
to the answers, and be polite—this includes sending at least a brief thank-you note anytime someone gives you advice or assistance.
If It’s OK for Mom, It’s OK for Facebook
The more controversial aspect of the interplay between social networking and job searching is the privacy debate. Some observers, including career counselors, deans, and parents, worry that students put themselves at a disadvantage in the job search by making personal information available on Facebook and Twitter pages. More and more companies are using such websites as a screening tool. Concern about privacy focuses on two areas: social life and identity/affiliations. Parents and career counselors argue that job-seekers would never show photos of themselves at a party in the middle of an interview, so why would they allow employers to see party photos on a Facebook page? Students often respond that most employers do not even use social networking sites and that employers already know that college students drink. While it may be true that senior managers are less likely to be on Facebook, young recruiters may be active, and in many cases, employers ask younger employees to conduct online searches of candidates. Why risk losing a career opportunity because of a photo with two drinks in your hand? It’s easy to deduce that if an employer is comparing two candidates who are closely matched in terms of GPA and experience, and one has questionable photos and text on his or her online profile and the second does not, that the second student will get the job offer.
Identity—Public or Private?
Identity and affiliations are the second area where social networking and privacy issues may affect your job search and employment prospects. Historically, job-seekers have fought for increased protection from being asked questions about their identity, including religious affiliation and sexual orientation, because this information could be used by biased employers to discriminate. Via social networking sites, employers can now find information that they are not allowed to ask you. Employers can no longer legally ask these questions in most states, however, some students make matters like religion, political involvement, and sexual orientation public on their web pages.
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BE PROFESSIONAL Ask your networking prospects for advice—not for a job. Your networking meetings should be a source of career information, advice and contacts. Start off the encounter with a firm handshake, eye contact and a warm smile. Focus on asking for one thing at a time. Your contacts expect you to represent yourself with your best foot forward. BE PATIENT Heena Noorani, research analyst with New York-based Thomson Financial, recommends avoiding the feeling of discouragement if networking does not provide immediate results or instant answers. She advises, “Be p repared for a slow down after you get started. Stay politely persistent with your leads and build momentum. Networking is like gardening: You do not plant the seed, then quickly harvest. Networking requires cultivation that takes time and effort for the process to pay off.”
Photo © naka - Fotolia.com
Social Networking Websites continued
Questions to Ask During Networking Meetings • What do you like most (least) about your work? • Can you describe a typical workday or week? • What type of education and experience do you need to remain successful in this field? • What are the future career opportunities in this field? • What are the challenges in balancing work and personal life? • Why do people enter/leave this field or company? • Which companies have the best track record for promoting minorities? • What advice would you give to someone trying to break into this field? • With whom would you recommend I speak? When I call, may I use your name?
Social Networking Websites continued
Do’s & Don’ts of Networking • Do keep one hand free from a briefcase or purse so you can shake hands when necessary. • Do bring copies of your resume. • Don’t tell them your life story; you are dealing with busy people, so get right to the point. • Don’t be shy or afraid to ask for what you need. • Don’t pass up opportunities to network.
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BE FOCUSED ON QUALITY—NOT QUANTITY In a large group setting, circulate and meet people, but don’t try to talk to everyone. It’s better to have a few meaningful conversations than 50 hasty introductions. Don’t cling to people you already know; you’re unlikely to build new contacts that way. If you are at a reception, be sure to wear a nametag and collect or exchange business cards so you can later contact the people you meet. BE REFERRAL-CENTERED The person you are networking with may not have a job opening, but he or she may know someone who is hiring. The key is to exchange information and then expand your network by obtaining additional referrals each time you meet someone new. Be sure to mention the person who referred you. BE PROACTIVE Stay organized and track your networking meetings. Keep a list of your contacts and update it frequently with the names of any leads given to you. Send a thank-you note or email if appropriate. Ask if you can followup the conversation with a phone call, or even better, with a more in-depth meeting in the near future. BE DEDICATED TO NETWORKING Most importantly, n etworking should be ongoing. You will want to stay in touch with contacts over the long haul—not just when you need something. Make networking part of your long-term career plan.
You would never include religious and political affiliations as well as sexual orientation or transgender identity (GLBT) on your resume, so do you want this information to be available via social networking sites? There are two strategies to consider. One approach is that if you wish to only work for an employer with whom you can be openly religious, political, or GLBT then making that information available on your Web page will screen out discriminating employers and make it more likely that you will land with an employer open to your identity and expression. A second approach though, is to maintain your privacy and keep more options open. Investigate potential employers thoroughly and pay special attention at site visits to evaluate whether the company would be welcoming. This strategy is based on two perspectives shared by many career professionals. First, as a job-seeker, you want to present only your relevant skills and experience throughout the job search; all other information is irrelevant. Second, if you provide information about your identity and affiliations, you may be discriminated against by one person in the process even though the company overall is a good match.
Strategies for Safe and Strategic Social Networking
1. Be aware of what other people can see on your page. Recruiters use these sites or ask their colleagues to do searches on candidates. 2. Determine access intentionally. Some career counselors advocate deactivating your Facebook or Twitter accounts while job searching. 3. Set a standard. If anything appears on your page that you wouldn’t want an interviewer to see, remove the offending content. 4. Use social networking to your advantage. Use these sites to find alumni in the companies that interest you and contact them before you interview in your career center or before a site visit. In addition, use social networking sites and Internet searches to learn more about the recruiters who will interview you before the interview. “Social Networking Websites” written by Harriet L. Schwartz.
Thomas J. Denham is the managing partner and career counselor of Careers in Transition LLC. www.hiresooner.com 39
Working for a Nonprofit Organization
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re you looking for more from your future career than just a steady income? Do you find the traditional employment track unappealing? Do you want the chance to make a real impact in your community or even the world? Then a career in the nonprofit sector may be the answer.
What Is a Nonprofit?
Nonprofits (also known as not-for-profits) are organizations that promote a cause or provide a public service and are granted taxexempt status by the Internal Revenue Service under section 501 of the Federal Tax Code. Nonprofits are often at the forefront of advocacy, social issues and scientific research. Some manage and promote the arts, culture or even history in communities across the nation. Political and labor groups are nonprofit organizations, as are professional and trade organizations. The broad category of nonprofits also includes non-governmental organizations (NGOs) that provide critical services to areas affected by war or natural disasters. Some promote environmental issues on an international scale. With all these categories, it’s no wonder that over 1.5 million nonprofit organizations in the United States employ 8.7 million people or 5.9% of the total workforce. Amy Butler from the Bureau of Labor Statistics reported that, “Health professionals, educators, other professionals, health technicians, administrative support workers, and service occupations account for the majority of paid workers in the nonprofit sector,” in her 2009 “Wages in the Nonprofit Sector” article.
Is a Nonprofit Right for You?
Most nonprofit employees are not motivated by money or a prestigious title. Instead, they find fulfillment in a career that contributes to the welfare of others or advances a particular cause. Depending on your interests and beliefs, working for a particular nonprofit can be both challenging and fulfilling. You often work with people who share your altruism and passion about an issue or cause. And unlike the private sector or government, there are usually endless opportunities in entry-level positions where related experience is not required. But working for a nonprofit is not all bliss and passion, nor is it an escape from work-related stress. Nonprofit employees may not have to meet sales goals or make money for their owners or shareholders, but they are still held accountable for their decisions by their funding sources and constituents. Some organizations are highly politicized. Resources tend to be limited for staff development, bonuses or the latest equipment. Nonprofit workers must learn to work effectively with a broad range of people, including their clients, elected officials, volunteers, donors and local civic leaders. Top management is usually held accountable to a board of advisors or board of directors. The latter group has g overning power, including the power to terminate top management. Instability in funding is often a frustrating f actor among nonprofits (especially among the smaller ones), as it must be sought each year from a variety of sources. Today, receiving grants is becoming more difficult. Grantors are demanding increased accountability and results in exchange for their financial support.
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Opportunities
Take a look at the current job openings in the nonprofit sector and you will see a broad range of jobs. Positions with arts organizations can include curators, writers, performing artists and event planners. Health agencies often hire counselors, researchers and lobbyists. All nonprofit companies require the services of grant writers, fundraisers (also known as development officers), accountants, information technology workers and office managers. While idealism and passion may be the fuel to energize an organization, solid administrative skills including writing, strong interpersonal skills, multiple business and political contacts, and good business acumen are highly valued and required to ensure the stability and longevity of an organization.
But Will I Earn Enough?
Because of the wide variety of agencies in staff size, organization budget and scope of activities, it is nearly impossible to provide a salary range based on position. For example, the salary of the executive director of the Red Cross would be six figures, while the executive director of a two-person organization whose services are narrow and local may be in the low 30s. The Chronicle of Philanthropy periodically publishes the salaries of top executives in nonprofits. In general, the larger an organization and the wider its scope, the greater the salary—though it may still be below the national average. Career advancement is also more likely within a larger organization.
How and Where to Find Nonprofit Positions
If you are interested in working for a nonprofit organization, talk to others in the field to help you decide if the nonprofit sector is right for you. Schedule an appointment with three or four directors and program administrators to find out the differences (and similarities) between various agencies. Ask about the types of people typically hired and the types of jobs available. Find out what makes the field satisfying—and frustrating. Ask about pay, advancement and the skills most highly sought. Read public literature about different agencies, and serve as a volunteer with an agency of interest to you to become acquainted with the staff and the agency’s services. Volunteer positions sometimes become paid positions or provide you with solid leads and the “inside track” to paid positions. When you are ready to apply for specific positions, use local resources such as the United Way, your local newspaper and the internet, using the key word nonprofit. Opportunity Knocks (www. opportunityknocks.org) provides a comprehensive print and online version of nonprofit job opportunities throughout the United States. Many organizations (especially larger ones like the Red Cross) have their own websites that list job openings. Wherever you choose to look, a job with a nonprofit organization can be a great way to start your career—and do something good for your community. Written by Rosita Smith.
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