From the Director On behalf of the University Career Services (UCS) staff, I am pleased to present the 2009-2010 Career Guide. Our staff of career professionals seeks to help you bridge excellence in education with excellence in professional opportunity. We invite you to visit UCS at our main office located at 620 Lincoln Street or at our Career Lab, located at the Main Library, 2N.
Last year’s dramatic economic downturn
arrived on our doorstep just as the school year was starting, significantly impacting all members of the Northwestern University community. This year, though the downturn has moderated, we can expect continued changes in the job market as many uncertainties remain. During times of economic volatility, early and ongoing career preparation is especially vital to future career success.
The Career Guide is most valuable when used
as a complement to the full array of services, pro-
Contents Staff, Services, & Programs............................................................ 2 UCS Staff list...................................................................... 2 Practitioner Staff. ............................................................ 2 Undergraduate & Graduate Student Services. ................ 3 Alumni career Services...................................................... 4 Career Development....................................................................... 5 Career Myths. ..................................................................... 5 Career Development Process............................................ 6 Choosing a Major............................................................... 8 Researching & Exploring Careers................................................... 9 Informational Interviews. ................................................ 9 Networking......................................................................... 11 experiential learning & internships................................. 13
Professional Application Materials............................................... 15 resume. ............................................................................... 15 curriculum vitae. ............................................................. 26 cover letter..................................................................... 28 References........................................................................ 30 Interviewing Basics........................................................................ 31 Interview Process. ............................................................ 31 types of interviews.......................................................... 33 common interview Questions. ......................................... 36 Thank-you note. ............................................................... 37
at each level of your academic and professional life.
Post-Graduation Planning............................................................ 38 Job Search process.......................................................... 38 job search process for Graduate students.................. 39 job search process for international students........... 41 working abroad............................................................... 42 hiring & recruiting cycles................................................ 43 job offers & negotiations............................................... 44
graduate & professional school
application process...................................................... 45
Taking Time Off.................................................................. 48
grams, and special events offered through UCS. Our long standing relationships with employers, academic units, and the Northwestern community ensure comprehensive and personalized assistance We encourage you to register with us at
www.northwestern.edu/careers. Registering with our office will provide you access to job postings, online resources, walk-in hours, special events,
Sample List of Employers............................................................. 49
and more. Registration also ensures that you will receive weekly email updates identifying career opportunities and events.
On behalf of the entire staff, I welcome you to
UCS and encourage you to visit us often! Lonnie Dunlap, Ph.D. Executive Director
It has been a pleasure to serve another year as the Chair of the Career Guide Committee! The returning committee members – Rachel Garson, Cynthia Graham, and Jeremy Hopkins, continued to provide invaluable contributions. Our new member, Christina Siders, eagerly assumed important tasks and quickly became a valuable addition to the committee. I commend each committee member for the many hours they spent helping to create this quality publication. As always, the Guide has many other contributors who were involved in making this publication a success. Betsy Bishop, Lonnie Dunlap, Ph.D., Anita Norman, Mary Lou Taylor, Sara Schmidt, and Dianne Siekmann all assisted in significant ways. Additionally, I want to thank the UCS staff members who provided feedback, ideas, and suggestions to enhance this publication.
Tamara Johnson, Ph.D., Chair 2009-2010 Career Guide Committee
• • • • • staff, services, & programs • • • • •
U
niversity Career Services (UCS) provides comprehensive and centralized services to Northwestern
undergraduate students, graduate students, and alumni.
UCS Staff List NORTHWESTERN
UNIVERSITY CAREER SERVICES
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We offer an array of services and programs to assist with your career-related needs.
The UCS staff is committed to providing a safe and
inclusive environment for students and alumni. We believe that diversity strengthens the Northwestern University community, broadens our perspectives, and helps us grow as individuals.
Administration Executive Director Lonnie Dunlap, Ph.D. Department Assistant Brenda White Program Assistant Kimberle Corbin Program Assistant Anita Norman Technology & Information Systems Associate Director, Information Systems Nina Modi Alumni Career Services
We support diversity in all forms and promote equit
able access to our programs and services. This publication
is available in alternative formats upon request, by contacting us at (847) 491-3700.
practitioner staff
Senior Assistant Director Cynthia Graham Employer Relations Associate Director, Employment Services Dianne Siekmann Program Assistant, Interview Center Manager Stephanie Durant Program Assistant, Recruiting Coordinator Antoinette Wilkes Program Assistant, Special Events Coordinator Jackie Williams Career Counseling/Graduate Professional School Advising Associate Director, Career Development Tamara Johnson, Ph.D. Career Counselor Christina Siders Senior Career Counselor, Training Coordinator Mary Lou Taylor Career Counselor, Assistant Director For Programming Tracie Thomas Internships, Summer & Part-time Job Search Internship Specialist Betsy Bishop Assistant Director, Internship Services Rachel Garson
Career Counselors Our Career Counselors can help
with choosing a major, researching career options, administering and interpreting career assessments, developing a career plan, and the decision-making/application process for attending graduate or professional school. Internship Specialists Our Internship Specialists
provide programs and individual appointments to address search strategies and resources, informational interviewing, networking, and preparation for your internship experience.
Our staff of career specialists provides services tailored to your specific needs.
Employment Upon Graduation (Employment Specialists) Assistant Director, Government, Non-profit, & Education Brett Boettcher, Ed.D. Assistant Director, Communications, Marketing, & Media Jeff Jenkins Assistant Director, Engineering & Science Kamilah McCoy Assistant Director, Liberal Arts Jose Santos Assistant Director, Business Wesley Thorne
Employment Specialists Each Employment Specialist
Kellogg Certificate Program
Associate Director for Career Development UCS
Assistant Director Abra Kitei
has a designated practitioner who works solely with graduate students. Graduate students across all departments are eligible to receive assistance with career exploration, decision-making, planning, and the job search process.
Career Information Center Program Assistant Takia Gardner File Services Program Assistant, Coordinator Jeremy Hopkins
has an area of expertise and assists students with the job search process. Services include resume and cover letter writing, industry and employer research, interview strategies, and job offer negotiations.
Senior Assistant Director for Alumni Career Services UCS has a senior level practitioner who works
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exclusively with alumni from all departments and all levels of experience. Services include resume, cover letter, industry, and job offer consultation and assistance with career exploration, decision-making, and continuing education options.
Undergraduate & Graduate Student Services Walk-In Advisement UCS offers walk-in services
Employment Databases CareerCat is an online
that provide career-related assistance to answer quick questions on a drop-in basis. A typical walk-in lasts 5-15 minutes. Undergraduate students using our services for the first time are asked to meet with a UCS staff member during our walk-in hours for an initial contact with our office. The UCS practitioner will inquire about your current needs, explain relevant services, recommend resources, and refer you as needed.
internship and job database offered by UCS. This resource offers full-time positions and summer/academic year internships. In addition, we offer access to iNet, an internship-only database that lists opportunities across the country. Employers in these databases have specifically selected Northwestern as a school to receive their listings. To access these databases, visit the UCS website.
Individual Counseling Appointments UCS has
Our staff work collaboratively to make sure you receive appropriate career-related services.
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experienced staff members with whom you can discuss your specific questions and concerns. Sessions are confidential and there is no limit to the number of individual appointments you can attend. A UCS practitioner may refer you to other staff members based on your unique needs.
Students who use
Career Assessments UCS offers career assessments
as likely to have
that can help you identify and organize your interests, values, and skills. A Career Counselor or the Associate Director for Career Development will evaluate which assessments are appropriate for you.
employment
Graduate/Professional School Advisement UCS
UCS are twice
upon graduation.
Career Counselors can help you determine if graduate or professional school is the next step for you. Our services include helping you identify appropriate programs, writing effective personal statements, and presenting yourself in a professional manner during an interview. We also have a variety of graduate and professional school resources available in our Career Information Center.
On-Campus Recruiting
CareerCat functions as the primary vehicle for navigating and managing OnCampus Recruiting. Employers from a variety of industries visit campus to promote their respective employment opportunities to current Northwestern students. Employers hold information sessions, host workshops, attend career fairs, and/or conduct interviews. Hiring cycles and methods of hiring vary by industry. Career Information Center Located on the lower level
of our main office, the Career Information Center offers reference books on career planning, internships, and the job search process. The Career Information Center also has computers, periodicals, employer and salary information, and materials addressing graduate and professional school. File Services UCS provides file services for the con-
venience of students and alumni. Establishing a file with UCS provides a centralized location for letters of recommendation and other supportive materials for your application process. To establish a file, visit our website or contact us via e-mail at: fileservices@northwestern.edu.
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staff, services, & Programs
Career Lab In addition to our main office located at 620
Lincoln Street, UCS has a central-campus home within the Northwestern University Main Library, on the second floor in the North tower, also known as the “Core.” While the Career Lab is not meant to serve as a substitution for the full services found at our main office, it is a convenient location for quick and individualized walk-in services. Please check our website for hours of operation.
UCS Website You will find comprehensive, career-relat-
ed resources, as well as information on upcoming events and programs on our website. We encourage you to visit our website regularly at www.northwestern.edu/careers. NU-Portfolio This is an online career development tool
that allows you to plan and document your unique learning experiences inside and outside of the classroom. You can use this system to create and share multiple portfolios that highlight your achievements and upload documents to demonstrate your knowledge and experience.
www.northwestern.edu/careers
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Major Events and Programs fall quarter
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spring quarter
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Backpack to Briefcase Sessions Fall Campus Recruiting Expo Mock Case Interview Program Mock Interview Program Internship Initiative Careers in Business
Martin Luther King Jr. Public Interest Job & Internship Fair Winter Career Expo l Mock Interview Programs for Internships l Diversity in Law l Diversity in Communications l New York Recruiting Day l Indianapolis Career Expo l Chicago Science Career Forum l
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Hire Big 10 Plus Career Fair Career Development Week Life After College Series
alumni career Services We serve alumni located throughout the U.S. and internationally. Comprehensive services are available to alumni at all levels of experience, including first time job seekers, career changers, senior level executives, those returning to the workforce, and retirees. Job listings are available for full-time/part-time positions, entry level/experienced positions, and temporary/contract positions. One-on-one consultation sessions help you navigate the job search process and/or graduate and professional school options. Staying prepared in an unpredictable, global economy is critical. By taking advantage of the services available through UCS Alumni Career Services, you have access to a range of resources. Utilizing these resources will allow you to make informed decisions throughout your professional career.
Career Assessments If you are interested in gaining
a better understanding of your interests and personality preferences as related to career development and planning, we offer the Myers-Briggs Type Indicator and the Professional Version of the Strong Interest Inventory. After completing each assessment, you are eligible to receive a personalized interpretation of the results.
Northwestern University has provided services to alumni for over 75 years.
“Updating your resume regularly and staying current with the trends in your field are critical for effective career management.” Cynthia Graham Senior Assistant Director, Alumni Career Services
Employment Databases
UCS provides access to thousands of jobs from employers specifically seeking NU graduates. These opportunities represent all industries and are located globally. Alumni gain access to CareerCat by registering with UCS Alumni Career Services. Registration is confidential, allowing you to conduct a job search at any time. Alumni Career Service Packages Service pack-
One-on-One Consultation and Job Search Assis tance One-on-one consultation is available to alumni
seeking assistance with any aspect of the job search process. This may include resume and/or cover letter review and consultation, interview preparation tips, job search strategies, and job offer evaluations. Additional services include identifying potential employers/industries and providing recommendations for succeeding in your career while balancing work-life issues.
ages are available to NU alumni for a nominal fee. New graduates are exempt from this fee for six months after graduation. For more information or to register for services, please visit our website at www.northwestern.edu/ careers/alumni or contact us via e-mail at UCS-alumni@ northwestern.edu.
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• • • • • career development • • • • •
career myths Our assumptions often stem from what is conveyed by friends, family, and even the media. While assumptions are a natural part of being human, they may perpetuate misconceptions and misinformation that interfere with your ability to develop your career goals. Try to debunk these myths in order to fully explore your options and make informed career decisions.
Myth: There is one perfect occupation for me. Reality: There are various careers that can potentially
make you happy. Many Northwestern students and alumni have the ability to succeed in multiple endeavors and professions. The key is to develop a good understanding of your values, skills, and interests. Once you have clearly defined what you are looking for in a career, you will find that there are many occupations that align with your goals.
We each have assumptions about career-related information.
Myth: I am the only one who is undecided on a major. Reality: Many undergraduates are undecided and this is
very normal. Interestingly, the average student who enters college with a declared major changes their major 3-5 times. On the other hand, the average student who enters college with an undeclared major changes only 1-2 times. Being undecided provides a chance to actively learn and discover what discipline is best for you. Myth: Choosing a major means choosing a career. Reality: One major can lead to many different careers.
While it is fine to determine your major based on your career interests, it is also okay if you do not choose this approach. Unless you are planning to enter an area that requires specific technical skills, you can choose any major that interests you. Myth: A career assessment will tell me what career
I should pursue. Reality: No, a career assessment can provide you insight about how your interests, skills, and values are related to different types of careers. Career assessments may also inform you of where others whose interests are similar to yours are working. It is up to you to explore careers further and decide what provides a good match for you.
fast Fact Most people will change careers between
Myth: Pursuing more education will make me more
marketable. Reality: Education is not the only variable that will impact your marketability. Employers value the right combination of education and experience, mixed with your ability to sell your personal qualifications in an interview. It is important to match your educational goals to your professional goals, and then couple them with relevant experience.
3-5 times during their lifetime and have an average of 10 different jobs.
Myth: UCS will find me a job. Reality: UCS will assist you with finding a job, but we
are not a “placement office.” UCS is an office that provides a variety of services for undergraduate students, graduate students, and alumni, addressing multiple aspects of career development. Our staff will support you throughout the job search process; however, securing a position is ultimately your responsibility.
“Trust what inspires you...” Kimberle Corbin Program Assistant
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career development process It is likely that your journey will not follow a straight path, but instead, a winding road. Career development is the process of assessing yourself, exploring your options, making career-related decisions, and implementing your plans. This includes spending time reflecting on your values, interests, strengths, and weaknesses. When thoughtfully done, this process can help you make appropriate and informed career-related decisions for your future.
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Consider career development a journey that unfolds as you gain experience, skills, and education.
Your individual personal circumstances, combined with the rapidly changing world of work, will require you to engage in the career development process a number of times during your lifetime.
Career Assessments Career assessments are designed to help measure your interests, values, skills, and personality. Assess ments will not tell you what careers or majors you should choose; however, they will help you explore the types of majors and careers you might enjoy and will provide you with insight into new options to investigate. The Myers-Briggs Type Indicator (MBTI) This instrument is designed to help you identify your natural personality preferences. The MBTI helps you better understand yourself: your motivations, strengths, and potential areas of growth.
40% of undergraduate students will change their major at least once while in college.
Start the career development process early. Some
times students wait until graduation is near and miss valuable opportunities. There are many career-related steps you can take at different points in your academic career. Starting the career development process early will give you the time to take advantage of a variety of activities. Planning ahead provides you the chance to consider a wide range of options and hopefully make more informed and satisfying decisions.
The Strong Interest Inventory (SII) This assessment measures your level of interest among a broad range of career-related areas and compares them to those employed in over 100 occupations. The SII helps expand your potential career options. The Values Card Sort and Skills Card Sort Card sorts help you identify and organize your
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career development
preferred skills and/or values. This provides you
Your current career-related decisions do not necessarily determine the entire course of your life.
more information about what aspects are impor-
Today’s fast-paced and ever changing work world provides you the opportunity to start one type of profession and then pursue a different direction for your next position. Engaging in the career development process helps you acquire the self-knowledge and transferable skills that will allow you to make the most of your working life.
tent with what matters most to you.
tant for making successful career choices consis-
“Expanding the number of careers that you have knowledge about will help you to make more informed decisions.” Tracie Thomas Career Counselor, Assistant Director for Programming
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Assess Analyze your interests, values, and skills to identify career fields, work environments, lifestyle, and job functions that you want to explore.
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Act Practical Steps for Engaging in the Career Development Process
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career Development Individuals vary in how they proceed through the career development process. It is normal for people to repeat or cycle through all or parts of the career development process at various points throughout their lives. Each time your circumstances will change, but the process itself remains the same. This makes the career development model a very useful lifelong tool. There are a variety of models available to help you understand the career development process. The model used by UCS includes the following stages: assess, explore, decide, and act. After each step of the career development model, it is important to reflect. Reflecting on your decisions throughout the model will help you to better evaluate your situation and determine the next steps.
Explore
Obtain hands-on experience through internships, full-time and part-time positions, and campus or volunteer activities.
Research and investigate a range of career options of interest to you.
E xplore l Research
3-5 potential occupations l Read books and materials on career options l Attend career events and activities l Talk with professionals in various fields/ positions l Narrow your potential options
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Weigh the advantages and disadvantages of your top career options l Discuss your thoughts with others (e.g., UCS staff, peers, and family) l Determine a “Plan B”— another viable career path
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Decide Evaluate your options and narrow your selections to the few that are the best match for you.
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D ecide
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with a Career Counselor who can assist you on your career journey l Take career assessments to help clarify your interests, skills, etc. l Identify occupations to consider exploring l Consider activities you have enjoyed in the past
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Join an organization related to your first career choice l Experiment with new roles in student groups, the classroom, and at work l Find an internship, part-time job, or volunteer experience l Participate in job shadowing
“Actively engage in each step of your career development. Investigating career options takes time, patience, and commitment.” Brett Boettcher, Ed.D. Assistant Director, Government, Non-profit, & Education
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choosing a major Choosing a major and choosing a career are not synonymous. Choosing a major involves selecting an
area of concentration while you are in school. Choosing a career involves the selection of a particular occupation upon graduation and thereafter. Of course, choosing a major and choosing a career are often connected, but your major does not necessarily determine your career.
fast Fact Over 50% of undergraduate students entering college in the United States
Your selection of a major should primarily reflect what you enjoy learning and the type of academic activities that bring out your best work. Selecting a
major based on these criteria will likely lead to more satisfaction than if your decision is based on other factors. It is not uncommon for family and friends to influence your decisions, but remember to make decisions that are best for you, rather than satisfying the expectations of others.
Choosing a major rarely “locks” you into one particular position or career field. There is often a
range of career options for most majors. Keep in mind that potential employers also look for transferable skills, such as good communication and leadership skills. These are skills you can acquire with many majors, as well as through additional volunteer, internship, and work experiences. There are advantages and disadvantages to most decisions you make and choosing a major is no different. Many students feel they must make the “right”
decision when choosing a major, but in reality, there is rarely only one “right” decision. Ultimately, any path you choose will provide something of value, but make sure the major you decide upon holds your interest.
Your future career is not solely dependent upon your selection of a major. Choosing a major is only the first step in beginning to set a direction for your career life. Consider
indecision an opportunity for you to explore new options. The challenge is to find majors and careers that combine as many of your interests as possible. Success in a major depends on a combination of interests, skills, and aptitudes. Remember that at any point, you can re-evaluate your situation and consider other viable options.
are undecided on a major. Practical Steps for Choosing a Major A ssess
E xplore
D ecide
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Learn more about your interests, values, and skills l Examine your strengths and weaknesses l Consider which academic areas motivate you l Read the university catalog for course descriptions and requirements
elective courses in areas of interest l Research the prerequi sites and general rigor of potential majors l Talk to students and faculty members in various departments l Learn about the expectations and requirements of potential majors
the variety of information you have obtained l Narrow your options based on your assessment and exploration activities l Discuss your short list of majors with others l Weigh the advantages and disadvantages of possible majors
Select a major that is interesting and motivates you l Participate in organ izations and activities related to your major l Secure internships and work experiences to confirm your decision l Communicate with peers and professors who have similar interests
“You can enter many careers with a degree in any major. When making your decision, consider what skills you can gain by selecting a particular major.” Mary Lou Taylor Senior Career Counselor, Training Coordinator
• • • • • researching & exploring careers • • • • •
informational interviews Informational interviews are a method of conducting organizational and occupational research to acquire information about a field, industry, or position. These interviews are particularly useful when you have very little awareness about a career field, limited work experience, or are considering a career shift. Keep in mind three goals when conducting informational interviews:
An informational interview is a meeting you initiate with someone who has specific knowledge about a career of interest to you.
1. Gather Information Ask questions that will help you
determine if this is a position you would like to seriously consider pursuing. Seek information that you will not likely find in printed resources, such as the career path of your interviewee and his/her experiences in the industry. 2. Obtain Advice Ask your interviewee for suggestions
on how to prepare for a career in his/her respective field and tips for success. Seek advice on relevant courses that may prepare you for the field, additional experiences/ activities that will make you more marketable, and how to get your foot in the door. 3. Leave a Positive Impression Consider this inter-
view an opportunity for you to develop professional contacts in a particular field. If you leave a positive and lasting impression, the interviewee may communicate future job leads or introduce you to additional contacts.
Identifying People to Interview Using a combination of personal referrals and direct contacts is helpful as you develop your list of potential interviewees.
These are individuals in your current network such as friends, family, neighbors, co-workers, professors, etc. You can also use your personal network to obtain names of individuals they know who are employed in your career area of choice. Personal Referrals
Direct Contacts These are individuals that you iden-
tify through professional organizations, employer-hosted events, and/or websites. Additional resources include Northwestern specific databases for identifying individuals in your field of interest, such as the Kellogg Mentors Program and the Northwestern CareerNet. Setting up an Informational Interview Initiate contact with your prospective interviewee either by e-mail, phone, or mail. Within each communication, identify who you are, how you were referred, and why you are contacting them. When speaking with potential sources, indicate that you would appreciate 20–30 minutes of their time to visit and learn more about their position and career field. Make an effort to schedule the interview at the actual workplace setting. If it is not possible to meet at the workplace, conduct your informational interview via phone or e-mail. In the event that you have not heard back from your prospective interviewee, try sending a follow-up e-mail. If your second attempt is not successful, move on to potential interviewees who are more receptive to an informational interview.
“Informational interviewing provides a realistic and personalized preview to an industry of interest.” Christina Siders Career Counselor
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Preparing for an Informational Interview Consider the type of information that is helpful to you and what you hope to learn from this particular individual. Confirm your interview date and time, review the company’s website, and develop a list of potential questions to ask the interviewee. Potential Questions to Ask Before your meeting, develop a list of 10-15 relevant questions. Tailor the questions to your needs and the knowledge of the interviewee. You are in charge of asking the questions and directing the conversation. The Informational Interview On the day of your scheduled informational interview, make sure to dress professionally and arrive at least a few minutes early (if your interview is in-person). Remember to stay within the amount of time you originally specified. Steps to follow for the interview include:
fast Fact One out of twelve informational interviews may result in a job offer.
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Start by thanking the interviewee for his/her willingness to speak with you. l Determine a quick topic to break the ice and establish rapport. l Provide the interviewee a little background on yourself and your interests. l Begin discussing your prepared list of questions, but let the dialogue progress naturally. l Take notes throughout the interview to retain valuable information. l End your interview by expressing your appreciation for their time and ask if you can follow-up/stay in touch.
Informational Interview Sample Questions l
What is your background? Will you discuss your career path with me?
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How did you decide on this career?
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What are the major responsibilities of your position?
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After the Informational Interview Always follow-up after the interview by writing a personalized thank-you note that highlights the value of the meeting. If a suggestion, tip, or referral the interviewee provided was helpful, mention this in your note. Write and send your thank-you note within 48 hours of the interview.
researching & exploring careers
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What do you find most/least satisfying about your job? What are the positive/negative aspects of working in this field?
What type of individual usually succeeds in this field/organization?
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What are the “hot issues” in this field?
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What trends/developments do you see affecting career opportunities?
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maintaining a network contact Informational interviewing is often the first step to building a professional network. Like any relationship, it is vital that you maintain correspondence with your contacts well after the initial interaction. Rather than only touching base when you need assistance, aim to connect with your contact on a quarterly basis. There are many ways to maintain communication with your contacts, including: mailing holiday greeting cards, sending email messages, calling them on the telephone, and/or inviting your contacts to an occasional coffee break. Regular maintenance of your network will help to strengthen your professional connections and ensure mutually beneficial relationships.
If there is such a thing as an average week, what is it like for you?
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How can I become a more competitive candidate for this industry?
What steps would you recommend I take in order to prepare to enter this field?
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How are hiring decisions made?
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What professional associations do you recommend I join?
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Do you have any specific advice for me?
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Can you recommend anyone else for me to contact?
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networking Networking is an integral and ongoing part of career exploration. Networking involves talking with people in your field of interest to explore career options, gather information, and understand how to market yourself to potential employers. The skill of developing and maintaining contacts remains the most effective way to meet the leaders in your profession and keep abreast of major changes in your field. With a strong network in place, you are prepared to make a career move at any point in your life.
Make the Connection Once you have identified networking contacts, your next step is to initiate communication. There are a number of ways to make contact, depending on how well you know the person. If this is someone you speak with regularly, a phone call is likely appropriate. For contacts with whom you are less familiar, consider sending an e-mail or letter. Your correspondence should indicate how you were referred and the purpose of your contact. Request a time to connect with them in person or via phone for 20–30 minutes.
Networking is the active process of making contacts, exchanging information, and presenting yourself to others.
Identify Contacts There are many routes available to begin networking. Your list of contacts may include a broad range of people, both inside and outside of your chosen field. Most contacts will fall into one of three categories: people who have the power to make hiring decisions, people who can introduce you to others in your field, and people who might provide you with helpful information. You can begin developing your network by making a list of people you know such as family, friends, parents, neighbors, faculty, former bosses, and so on. In addition, you may consider other avenues for identifying potential contacts, including NU alumni through the Northwestern CareerNet, professional associations, and employer hosted campus events.
Follow-Up After speaking with your contact, send a personalized thank-you note that identifies key information you discussed and how you will use that information. This will let your contact know you heard their message and appre ciated their time. Sending a thank-you note to everyone you speak with will help you maintain your network. Develop a Contact Log Organize your communications by tracking contact name, date of the contact, the outcome, and any other important notes. Continue to maintain these networking relationships through periodic lunches, phone calls, and/or correspondence.
“Networking is not only the list of contacts you have developed, it is also about people thinking of you when a job/internship opportunity crosses their desk.” Jeff Jenkins Assistant Director, Communications, Marketing & Media
Prepare to Make the Connection Develop a personal marketing plan. It is important to articulate your skills and how you want to use them. Research your options. Investigate positions, indus-
tries, and organizations that interest you. Prepare potential questions. Knowing what informa-
tion or advice you are seeking is an essential component of maximizing your time with contacts.
Networking
Do’s
Ask for a job/internship or expect a job offer l
Neglect to follow up on leads you receive l
Give the impression that you lack confidence and sincerity l
Waste time with conversation that is not related to l professional topics
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Obtain a business card from each contact
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Keep your list of contacts updated
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Solicit referrals to other potential contacts
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Ask contacts to review your resume
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Show enthusiasm, a positive attitude, and
professionalism
Networking
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Career Fairs Career fairs provide an opportunity for networking, a way to search for an internship/job, and a forum for professional development. Before a Career Fair Check the website to determine the companies attending the fair. Research company websites and identify 5-7 employers most aligned with your career goals. Based on your research, develop potential questions to ask the recruiters. You will also want to update your resume and prepare copies before the event. Appropriate attire is often influenced by the industries recruiting at the fair. At Northwestern, most attendees wear business professional attire; this means suits for both men and women. During a Career Fair Approach employers with a firm handshake and introduce yourself. During your conversation, ask inquisitive questions about the organization and available positions. At the conclusion of your conversation, hand your resume to the employer and ask for his/her business card. Elevator Speech An elevator speech is a con cise and memorable introductory statement that quickly conveys important and interesting information about you. Employers are typically interested in the following: l Name, university, year in school, and major l Opportunities sought l Relevant experience l Highlights of skills and strengths l Knowledge of the company
Social Networking Social networking is a forum that allows individuals to stay connected and/or meet new people by using certain internet sites that are often considered online communities. If you are actively participating in social networking sites, it is helpful to understand this activity from a professional perspective. Networking sites may create an illusion of privacy, which is not quite accurate. As a social networking participant, your information is potentially accessible to a range of individuals. Prospective employers, professors, graduate school admissions committees, or the media may view your sites. As a result, your social networking activities may reach a wider audience than you anticipated. How can social networking affect a job/internship offer?
A growing number of employers are now researching candidates using social networking sites. This is an easy option for many employers and some use this information in their employment selection process. Thus, the possibility exists for information posted on candidates’ social networking sites to affect job/internship offers. The following is a list of the most common indiscretions that can interfere with your future employment:
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Sample Elevator Speech
12
Hello, my name is Adam Jenkins and I’m a senior in Psychology at Northwestern University. I saw a job listing on your website for an entry level Career Advisor position and I wanted to share with you a little about my experience. Last summer, I interned with University Career Services. Because of my ability to communicate with students and understand their needs, they asked me to stay another quarter to work with them this fall. My experience at UCS reaffirmed my interest in obtaining a position as Career Advisor for a university. I was hoping you would tell me more about the new programming initiatives I saw listed on your website.
After a Career Fair Send a thank-you note or e-mail to employers who were of particular interest to you. If there were employers you did not have the opportunity to connect with, send them a message articulating your interest and regret that you did not meet them at the event.
l Promiscuous
or inappropriate photos related experiences l Complaints about bosses/supervisors l Vulgar language or content l Overly self-disclosing information l Music/videos with profanity or nudity l Alcohol/drug
What can I do?
l Adjust your privacy settings. Most social networking sites offer the option to only allow access to users you have approved. Use your settings wisely and employers will not have access to the contents of your sites. l Review your profile pages. Revise or remove information that may create an unfavorable image of you. l Google yourself. View the public information about you that is available to others. Perform an internet search on yourself and verify that the content listed is accurate and appropriate. Given the widespread use of social networking sites, it is likely that you will communicate through these venues. Remember that the content on your site has the potential to portray you in a favorable or unfavorable manner, so take precautions to safeguard your image.
• • • • • researching & exploring careers • • • • •
Experiential Learning & Internships Experiential learning involves activities outside the classroom that focus on helping you acquire practical skills and knowledge while exploring various work roles and career choices. Experiential learning comes in many forms, including internships, part-time or summer jobs, volunteer work, and externships.
Internships are the most common form of experiential learning that students pursue. Internships may range from a combination of different features varying in formality, time commitment, payment, academic credit, and direction within the work environment. Additionally, internship experiences are not limited to summers only; similar opportunities are available throughout the academic year. Experiential learning activities allow you to: l Explore and validate your interests in potential career fields/industries l Discover new skills you possess and apply them to your work l Develop work-related skills, such as interpersonal, organizational, and leadership l Network with people in your field and gain additional information Experiential Learning Considerations If you are considering an internship, part-time job, or volunteering, determine what you hope to gain from these experiences. Develop a plan that allows you to align your current decisions with your long-term goals. Identify potential industries or types of careers that interest you, including unexplored opportunities that can enhance your skill set and contribute to the growth of your experiences. Determine what types of things you would like to do, where you would like to go, and what settings appeal to you.
Securing Your Experience Starting early, being proactive, planning, and researching employers are essential components in securing experiential learning opportunities. As you move forward, it is important to prepare a resume and cover letter, and to develop interviewing skills. Recruitment cycles vary depending on your industry. Some industries begin their recruitment process during the fall quarter, while others will peak during the winter and spring quarters. Seeking Opportunities If you are committed to finding an experiential learning opportunity, maximize the resources available, such as: l CareerCat l iNet l UCS electronic subscriptions l Industry specific websites l Employer websites l Internship binders in the Career Information Center l Personal contacts, including faculty, friends, family, and others
Additional Opportunities Temporary employment agencies, service/volunteer-based work, and job shadowing, are all viable options. It is helpful for you to creatively consider how to gain valuable experience in any work setting. For example, if you are working in a restaurant as a cook, but would like to gain experience in marketing—try asking your supervisor if you can assist with company advertising strategies.
“An important step in experiential learning is to reflect on what you hope to gain from the experience and how it connects with your career interests.” Betsy Bishop Internship Specialist
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Internship Search Timeline Research your industry and its recruitment trends in order to maximize the opportunities available to you. Below is a general internship search timeline designed to help you organize and conduct an effective internship search.
september
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October /
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November
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november /
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december
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winter break
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january /
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february
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february /
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march
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april / may
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Register with CareerCat and iNet. Schedule an appointment with a UCS Career Counselor or Internship Specialist. Define your goals and determine the focus for your internship search. Participate in workshops that cover topics such as resumes, cover letters, interviewing, etc. Visit the Career Information Center to research potential internship fields and employers. Attend company information sessions as part of your exploration process. Seek additional information by attending Internship Initiative. Meet with an Internship Specialist to critique your resume and cover letter, and to plan your internship search. Develop a list of potential employers you would like to consider pursuing. Search CareerCat and iNet for internship opportunities on a frequent basis. Arrange informational interviews with people in fields that interest you. Schedule a mock interview with a Career Counselor or Internship Specialist. Contact organizations to inquire about summer employment opportunities. Network and inform contacts of your internship search plans. Review your resume and revise as appropriate. Identify potential internship sites and submit application materials. Review CareerCat and iNet for new internship postings. Prepare and attend campus career fairs. Expand the list of potential employers you previously created. Apply for internships and/or contact desired employers that may consider creating an internship for you. Submit additional resumes and cover letters and follow-up with organizations after approximately two weeks. Participate in the NEXT Externship Program and connect with NU alumni. Schedule off-campus interviews with employers during your spring break. Meet with an Internship Specialist to discuss your internship search progress. If planning to apply for a non-paid internship, attend a SIGP information session. Send out additional resumes and cover letters if you have not secured an internship at this point. Evaluate your internship offer(s) and select the best option for you. Confirm your starting date and other details in writing. Determine living/transportation arrangements, especially if your internship is outside of your hometown. Set goals and discuss mutual expectations with your internship supervisor.
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Internship Programs
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Internship Initiative
NEXT Externship Program
SIGP
This is an informational event for
The NEXT Externship Program matches
The Summer Internship Grant Program
freshmen and sophomores who are
you with a NorthÂwestern alumnus based
(SIGP) provides a $2,000 stipend to
exploring career fields for internships.
on your career interests. During your
support internships that are typically
At this event, you will have the oppor-
externship, you have the opportunity to
non-paid. An application is required for
tunity to speak with employers and
gain knowledge of your career field.
consideration.
obtain information about industries, companies, and internships.
• • • • • professional application materials • • • • •
fast Fact
Employers spend between 30-60 seconds reviewing your resume. It is important that your resume is concise and visually appealing.
resume A resume is a summary of your education, experiences, skills, and qualifications. A strong resume successfully demonstrates the strength of your candidacy for a particular position.
Types of Resumes There are three common types of resumes. The style you choose should highlight your unique skills and experiences in the most user-friendly manner. Chronological A chronological resume highlights your
A resume provides an opportunity to communicate your value to a potential employer. Effective Resumes: l Focus on the position description and the employer’s needs l Describe your career direction and job-related skills/interests l Emphasize your potential contributions and previous accomplishments l Use power verbs to begin statements describing your experiences
experience and education in reverse chronological order. Many employers prefer a chronological resume and it often works well for new graduates. One disadvantage of the chronological resume is that it may reveal employment gaps. Functional A functional resume highlights your quali-
fications, skills, and related achievements with little emphasis on employment dates. The functional resume stresses selected skill areas and promotes the idea of transferable skills. The disadvantage is that employers are less familiar with this format and undergraduates seldom use it effectively. Combination A combination resume includes aspects of both chronological and functional formats. Qualifi cations, skills, and related achievements are highlighted and employment history is included as a separate section. The disadvantage of a combination resume is that it is difficult to write effectively.
“An effective resume is one that tells a clear story. Assume the reader has no idea of your accomplishments and try to demonstrate the context of your work by showing HOW you did WHAT you did and WHY it was important.” Wesley Thorne Assistant Director, Business
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Resume Categories Contact Information At the top of the resume, include your full name, permanent and school address (if applicable), telephone numbers that you want employers to call, and e-mail address.
Activities and/or Community/Civic Involvement
Include offices held, organizations, dates, significant contributions, projects, and demonstrated skills and abilities. This section is most commonly organized in a list format. Honors/Awards You can elect to put all your honors/
Objective An objective statement summarizes the type
of work desired and key qualifications. Tailor your statement for the specific position and indicate what you can offer the employer.
awards in this section or split them between education and this category. Include the name of the honor/award and the date(s) granted. A brief statement describing the honor/award is optional.
Education Include your school’s name, location,
Professional Affiliations Content in this section often
includes organizational memberships and offices held, projects, certifications, and licenses.
71% of hiring
degree type, graduation date/anticipated graduation date, major(s), minor(s), and GPA. If you have more than one degree, place the highest or most recent degree first. Within this category, you also have the option to list relevant coursework and/or academic honors and awards.
managers prefer a
Experience This section highlights experiences includ-
fast Fact
resume that is customized for the specific position available.
ing: full-time, part-time, and summer employment; student teaching; internships; practicum experiences; and volunteer work. List your experiences in reverse chronological order. For each position, provide the company name, position title, location of the company, and dates employed. For each experience, describe the work performed, contributions, achievements, and demonstrated skills and abilities. Use power verbs to begin each statement. When appropriate, use the technical or specific terminology and language of your chosen field. Leadership Include offices/positions held, organiza-
tion name, dates, significant contributions, projects, and demonstrated skills and abilities. It is common to format this section in a similar manner as the experience section, including the use of bullet pointed descriptions.
Military Experience Include rank, service, assign-
ments, dates, significant contributions/achievements, demonstrated skills and abilities, and reserve status. Skills This category commonly lists computer com-
petencies and foreign language skills. You may also list any other job-related skills you would like employers to know. Interests This is an optional section that is typically
included only if the interests support the objective and are career-related. Content to Exclude from Resumes:
l Reasons
for leaving previous employers Social security number l Salary history l Physical characteristics l Health or physical problems l Race, ethnicity, national origin, age, religion, etc. l
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Power Verbs
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Accomplished
Designed
Handled
Operated
Researched
Achieved
Determined
Identified
Organized
Resolved
Administered
Developed
Illustrated
Oversaw
Reviewed
Advised
Directed
Implemented
Performed
Revised
Analyzed
Drafted
Improved
Planned
Scheduled
Arranged
Encouraged
Initiated
Prepared
Secured
Assessed
Enhanced
Inspected
Presented
Served
Collaborated
Established
Integrated
Processed
Specialized
Communicated
Evaluated
Invented
Produced
Strengthened
Completed
Examined
Investigated
Provided
Supervised
Conducted
Expanded
Maintained
Published
Supported
Consulted
Facilitated
Managed
Recorded
Taught
Contributed
Formulated
Maximized
Regulated
Trained
Coordinated
Fostered
Motivated
Repaired
Validated
Corresponded
Generated
Navigated
Reported
Verified
Created
Guided
Negotiated
Represented
Wrote
Application Review In some cases, your application materials are reviewed by a human resources representative/hiring manager, while other agencies will screen your materials using an electronic system. Tailor your resume and cover letter for the specific position to which you are applying. Do not send a generic, “one size fits all” resume and cover letter. If you know the hiring manager for the position, it is recommended that you send a copy of your materials to this person and mention that you have submitted your materials formally.
Formatting Tips: l Do not use a resume template program; rather, start with a blank document. l Place the most important information first and group related experiences together. l Use underlining, bolding, and italics to emphasize categories and important topics. l Keep your format consistent (e.g., font size/type, order of information, layout, etc.). l Use professional, easy-to-read fonts (e.g., Arial, Times New Roman, etc.).
Resume Posting on Commercial Sites A number of commercial sites invite job seekers to post their resumes online to large databases that a range of employers access. Only post information you are comfortable sharing about yourself, since you do not know who is accessing your information. Also, decide if you want your current employer or others to know you are applying for positions. Posting your resume on commercial sites may communicate to others that you are engaged in a job search.
Application Procedures Once you have developed your resume, the next step is to determine the appropriate application method for each employer. Some employers prefer a formatted document version of your resume attached to an e-mail message, while other employers may not open attachments due to company policies, concerns about viruses, and/or incompatibilities among word-processing programs. Employers may also ask you to cut and paste the contents of your resume directly into the body of an e-mail, use an online application, or apply through their website. Completing an applicant profile is another possibility, which can include uploading a resume and additional employment information. Remember to review the application procedures in the job description to determine submission requirements for each specific employer.
resume
Do’s
resume
Don’ts
l
Tailor for each position
l
Use bold/caps to highlight section headings
l
Choose categories that emphasize your individual strengths
l
Quantify and qualify your accomplishments
l
Include relevant non-work experiences
l
Use power verbs to strengthen your statements
l
Emphasize transferable skills
l
Edit and proofread multiple times
l
Produce a quality and professional product
l
Use personal pronouns, abbreviations, or acronyms
l
Include confidential information
l
Provide irrelevant information
l
List references
l
Use fancy and unusual fonts
l
Exaggerate your experiences or accomplishments
l
Repeat information offered in another category
l
List inaccurate information
l
Use a resume template
• • • • • professional application materials • • • • •
Resume Formatting Develop a resume format that highlights your candidacy. Employers receiving numerous resumes for one position may have a limited amount of time to review the number of resumes submitted. Keeping this in mind, condense your content to one page if you are an undergraduate student. If you are a graduate student or a more experienced applicant, a two-page resume is often an acceptable option. Additionally, formatting expectations may differ depending on the industry, so make sure you understand the specific standards of your field.
“When creating a resume, start by compiling a list of your accomplishments, job responsibilities, and work-related skills.” Jose Santos Assistant Director, Liberal Arts
ucs • 17
Sample Resumes
L Internship—
Less Experienced Including academic accomplishments is a good idea for candidates with less experience.
This resume successfully highlights the relevant experiences of the applicant, making it easier for an employer to identify the skills required for the position.
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Internship— More Experienced M
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The resumes provided in this Guide are intended as samples only. Develop your resume based on the format and content that allows you to market yourself most effectively.
• • • • • professional application materials • • • • •
L Leadership—
Athletic Experience Athletic participation demonstrates an ability to work well with a team— a quality many employers seek.
Leadership— Greek Experience M Being active in a Greek organization offers a great opportunity to emphasize your leadership abilities, especially if you have held an office or chaired an event.
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L Teaching It is especially important that teaching resumes provide information on certifications and any experiences related to working with children.
As a non-profit job seeker, it is valuable to highlight your community involvement. This will demonstrate a commitment to and awareness of the field.
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Non-Profit M
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The resumes provided in this Guide are intended as samples only. Develop your resume based on the format and content that allows you to market yourself most effectively.
• • • • • professional application materials • • • • •
L Engineering Listing relevant coursework allows employers to quickly identify your preparation.
Technical M Technical resumes may also include the following sections: Certifications Hardware Operating systems Networking/protocols Programming/languages Database applications
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L Publishing Remember to emphasize your transferable skills, such as organizing, collaborating, and researching.
This resume nicely highlights relevant work experiences in the field.
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Advertising M
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The resumes provided in this Guide are intended as samples only. Develop your resume based on the format and content that allows you to market yourself most effectively.
• • • • • professional application materials • • • • •
L Consulting This resume format is particularly strong for those who want employers to notice their significant leadership skills.
Finance M Use your bullet points to demonstrate the skills employed and the value added to the organization.
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L Experienced Graduate Student An easy-to-read layout that highlights important information will help you catch the reader’s attention.
This student lists “selected” publications to save space and demonstrate he has additional publications that are not listed.
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Graduate [p. 2] M
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The resumes provided in this Guide are intended as samples only. Develop your resume based on the format and content that allows you to market yourself most effectively.
• • • • • professional application materials • • • • •
L Experienced Alumni An executive profile is a nice way to consolidate your experiences. Consider what you would want to convey to an employer if you only had a few moments of his/her time.
Alumni [p. 2] M Use numbers and figures to quantify your accomplishments and include the results of your specific projects when possible.
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curriculum vitae Those holding or pursuing a master’s or doctorate degree often use a CV when applying for positions within academia, although a CV may also be appropriate when applying for non-academic positions, grants, and fellowships. There is no “right” way to prepare a CV; however, there are frequently used categories and formats.
While similar to a resume, the curriculum vitae (CV) focuses more specifically on academic achievements. Common CV Categories:
Contact Information Education l Honors/Awards l Research Experience l Languages l Courses Taught l Technical Skills l Publications l Presentations
Work Experience Service l References l Grants/Fellowships l Professional Memberships l Dissertation/Thesis Title l Teaching Experience l Computer Skills l Certifications
l
l
l
l
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It is not necessary to use all categories listed above. Include the categories that are appropriate based on your individual credentials and experience. It is recommended that you consult with your advisor and professional peers to make sure you have included all categories specific to your discipline. It is NOT recommended that you include the following: pictures, salary history, health issues, hobbies, social security number, and demographic information, such as race, ethnicity, religion, and age.
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CV Formatting Similar to a resume, the first section of a CV should provide your name and contact information. Thereafter, order the categories based on what is most significant for the position for which you are applying. Highlight your headings and important information using a variation of bold and capital letters, underlining, and italics. It is often recommended that you list important information on the left side of the page to catch the reader’s eye. Additionally, within each category, list information in reverse chronological order (starting with the most current events and ending with the earliest events).
CV Tips M M M M M
M M M
Always use the spelling and grammar check functions. Include a header with your name and page number (on each page). Print on white or off-white (linen) resume paper. Bullet points often enhance readability, but make sure not to use too many. Describe your experiences, but do not use unnecessarily complicated language. Avoid acronyms and abbreviations. Use caution when being “creative” with font type and size.
Have your CV reviewed by multiple sources (e.g., UCS staff, professors, professional peers, etc.).
M
Regularly update your CV with your new experiences and activities.
• • • • • professional application materials • • • • •
Sample CV L CV [p. 2] Order your categories based on what is most important to the prospective employer.
CV [p. 3] M It is standard to provide contact information for at least three references.
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cover letter A cover letter is an important marketing tool that clearly highlights the strengths of your candidacy. It is used to initiate contact with an employer, capture the employer’s interest, demonstrate your credentials, and ultimately to secure an interview.
Sample Cover Letters
The cover letter introduces you to potential employers and should always accompany a resume. Types of Cover Letters The Prospecting/Introductory Letter This type of
letter is used to inform the employer of your interest and to inquire about available opportunities. The Application Letter This type of letter is the most
common and is sent to an employer in response to a specific job or internship posting. Cover Letter Content Cover letters are written in a business letter format. A cover letter should not exceed one page in length and should consist of three to five paragraphs. Opening Paragraph Use the opening paragraph to
introduce yourself. State your reason for writing and how you learned about the organization and/or position. If someone referred you, include the person’s name and affiliation with that employer. Also, include two to three sentences demonstrating your level of interest and knowledge about the organization. Middle Paragraph(s) Use the middle paragraph(s) to
emphasize and elaborate on your strongest qualifications and key experiences relevant to the position for which you are applying. Address any specific qualifications the employer may have listed in the job description. Use your resume and cover letter to convey the complete picture of what you want the employer to know about you.
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Closing Paragraph Generally, the closing paragraph
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is used to thank the reader for his/her consideration, to request an opportunity to discuss the position, and to indicate how the employer can reach you. For those conducting long distance searches, let the employer know if you plan to visit their geographical area, in hopes of arranging an interview during your stay.
Cover letter Tips M M M M M
Use the same color and type of paper as you use for your resume. Address your cover letter to a specific person. Customize your cover letter for each employer. Solicit feedback on your cover letter. Proofread before submitting your application materials.
• • • • • professional application materials • • • • •
L Job Seeker— Experienced This cover letter effectively highlights the results/outcomes achieved by the applicant’s work.
Internship Seeker— Experienced M Describe one or two relevant experiences to demonstrate how hiring you will add value to the company.
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references Your goal is to select references that can provide positive statements about your character and performance. Whether you are seeking a full-time/part-time job, internship, or planning to apply for graduate/professional school, you will likely need to provide references. Potential References A range of people can potentially serve as strong references for you. Consider your activities and experiences in order to determine the best references for your individual situation. The ideas below will help you develop your own list of references:
Characteristics of Good References M Knowledgeable about your
work habits, character,
skills, and potential
M Enthusiastic and supportive
of you and your career plans
M Able to provide specific
and detailed examples of
your work
M Well-respected in the industry, discipline, or
community
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Professors Current/former work supervisors l Athletic coaches l University staff/administrators l Professional colleagues or clients l Fellow committee members l Community leaders l l
Reference Selection Determine the skills necessary for the particular position/ program and the individuals who can speak to those skills. Identify a minimum of three individuals who will advocate on your behalf. If you are applying for graduate/professional school, your reference list will probably look different than if you are applying for an internship or full-time job. Graduate/ professional schools prefer references from academic settings unless you have participated in work related to the program to which you are applying. If you are applying for an internship or full-time position, employers may prefer references who can speak to your work-related skills. However, if you have professors who can speak to your potential in a work setting or can speak about the work you have done for them, they may serve as very valuable references as well. Approaching Potential References Depending on your relationship with your individual references, you may contact them in-person, via e-mail, or by phone. When you communicate with your potential references, you should ask directly if they are willing to serve as references for you. If they agree, provide them your resume/CV and inform them of the positions/programs for which you are applying. It is also helpful to discuss your future plans, points you would like them to emphasize, and any other relevant information.
Maintaining Relationships with References Maintain strong relationships with your references throughout your academic/professional career and not Âonly during your searches. The following are recommendations: l Provide advance notice if you will use a reference’s name for applications. l Meet, call, or e-mail your references to update them on any new information. l Notify references when you receive offers and other good news. l Inform references of any changes to your career interests/path. l Contact references occasionally to keep in touch. l Send references thank-you notes acknowledging them for their support and willingness to serve as a reference. Reference Format List your references on a separate page that follows your cover letter and resume. Remember to maintain consistency with your other application materials, using the same paper, font style, and header. Depending on your preference, you may choose to center your references, left justify your references, or use two columns. The contact information should list the name, degree (if applicable), title, business address, phone number, and e-mail address for all references provided. Example: Jane M. Smith, Ph.D. Professor, Department of Economics Northwestern University 655 Sheridan Road Evanston, IL 60208 (847) 555-3751 jane.smith@northwestern.edu Letters of Reference Letters of reference are typically required for graduate/ professional school applications and for those applying for professorships. If you are asked to provide letters of reference, give plenty of notice to the individual writing your letter. Also, provide your references with a current resume/CV and any other information that may help them develop strong letters (e.g., description of the graduate/ professional program, job posting, etc.).
• • • • • interviewing basics • • • • •
interview process Interviews are a critical part of the hiring process. As a candidate, the interview allows you to obtain information about the job and the organization, determine whether the job is suitable for you, and favorably impress the employer. The interviewer is working to promote his/her organization, gather information about you, and assess how your qualifications match the job requirements. Before the Interview Preparing for an interview is not a one night affair, but should begin early in your job search process. What you do before the interview will contribute to your success. This is broken down into the following three main components: Know Yourself Conduct
during the interview Fortunately, most interviews follow a similar pattern consisting of three stages: the introduction, the information exchange, and the wrap-up. The Introduction Arriving early for an interview is a
sign of respect to the professional that has reserved time to meet with you. When the interviewer approaches, rise from your seat to greet him/her. As you walk to the interview room, this is your opportunity to develop rapport with the interviewer by engaging in small talk. Once seated, the interviewer may provide an overview of your time together.
It is important to understand each step of the interview process: the before, during, and after.
a thorough self-assessment of your education, experiences, accomplishments, strengths, weaknesses, interests, and values. Review your resume and think about what skills you developed and what contributions you made in each respective experience. This will enable you to speak thoroughly to your candidacy.
The Information Exchange This is your
opportunity to prove that you are the best candidate for the job. During the information exchange, the interviewer will ask questions about your experiences, skills, and interest in the position. Remember that your non-verbal behaviors, such as how you stand, sit, and listen, also impact your interaction with the employer. The Wrap-Up Toward the end of your interview, it is
Research Learn everything you can about the organiza-
tion (e.g., vision, location, size, structure, products and services, culture, customers, and competitors). Knowing more about the industry and the company will allow you to better respond to interview questions and will demonstrate that you are prepared and interested in the organization.
common for the interviewer to ask, “Do you have any questions for me?” Your questions should address topics, such as details about the position and skills/qualifications the organization is seeking. Avoid asking questions related to salary, benefits, and personal topics. At the conclusion of your interview, express your appreciation for their time and restate your interest. The interviewer will likely share their timeline and offer you a business card.
“NU-Portfolio is an online, interactive tool that will help you identify your strengths and skills in preparation for upcoming interviews.” Nina Modi Associate Director, Information Systems
Practice Practice will help you become more comfort-
able and confident in talking about yourself and your accomplishments. We encourage you to practice your responses out loud with a friend, family member, or a UCS practitioner. Receiving feedback is critical to improving your interviewing skills.
After the Interview Analyze the interview by asking yourself how the interview went, what you learned, and what your impressions were of the organization and the interviewer(s). Keep a written record of each interview to help you remember and compare positions later. Within 48 hours, send a personalized thank-you note to each person with whom you met. If you do not hear back from the organization within the time-frame discussed, contact them to express your continued interest and ask about your status. ucs • 31
Interview Attire Present yourself in a manner that reflects a highly polished and professional image. While your interpersonal skills and your ability to formulate responses are the most important elements, appropriate attire supports your image. The way you dress can greatly enhance or detract from the impression you hope to make with a potential employer.
Your attire should not distract the interviewer from the message you are trying to convey. Your selection should reinforce your image as a person
General Guidelines
For both men and women, the professional standard is to wear a two-piece, matched suit. A well-tailored or fitted suit will help you present yourself professionally and confidently. Appropriate size is critical not only for comfort, but also for presenting a “clean fit.” Acceptable colors for business suits are darker shades and hues (e.g., gray, navy, and black). For each interview, make sure your suit is pressed so you present a sharp appearance.
Guidelines for Women
Skirt length A serious consideration when purchasing or choosing which suit to wear should include the length of your skirt. At minimum, your skirt should cover your thighs when you are seated. A good rule of thumb is that your skirt at least reaches the middle of your knees when standing. Color Women generally have more options with suit color than men. Beige, light gray, and slate blue can convey a conservative look. In building your professional wardrobe, navy blue, dark gray, and black are staples. Shirt / sweater Wear a blouse that complements your suit in a conservative fashion. Typically, it is not recommended that you wear tops that are revealing, high around the neck, or have too many ruffles or frills. White or offwhite colors usually match well with many suit colors. A knit shell is also appropriate underneath your suit jacket.
Guidelines for Men
Ties Wear patterns that are uniform and subtle, whether stripes or small dots. Deep reds, maroons, blues, navys, grays, and blacks are colors that blend well with dark suits.
Hosiery Women should always wear hosiery. Select a neutral shade or one that coordinates with your suit.
Shirts Long-sleeved shirts are most appropriate all year round. Choose white, light blue, or conservative stripes.
Jewelry / accessories Limit your jewelry/accessories to a maximum of five pieces. You do not want your jewelry/ accessories to distract from what you are saying during the interview.
Socks Wear socks that complement the color of your suit and are long enough for you to cross your legs without showing bare skin or leg hair.
Shoes Select shoes made of leather or fabric/micro fiber. Choose close-toed pumps that allow you to walk comfortably.
Shoes Lace-up, wing tip shoes are the most conservative choice and are almost universally acceptable. Dressing in your best attire for the interview also means having your shoes shined, if not new.
Purse / handbag Carry a small, simple purse or handbag that coordinates with your shoes. It is also acceptable to bring a small briefcase or business-like tote bag.
who looks appropriate for a professional environment.
Belts Select a belt with a simple buckle that matches or complements your shoes. Hair Clean and well-groomed are good goals for your hair. Shave or neatly trim any facial hair.
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interviewing basics
attire Tips
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M
If in doubt about what to wear, err on the side of dressing conservatively.
M
Even if you are aware that employees of an organization dress casually on the job, dress up for the interview unless you are specifically told otherwise by the employer.
M
Do not dress as if you are attending a party or a date.
M
Remove tags and tacking stitches from new clothes.
• • • • • interviewing basics • • • • •
types of interviews Telephone Interviews Phone interviews are often used as a “first round” screening measure to determine who to invite for face-to-face interviews. Understanding the structure and nuances of the phone interview will help prepare you. Before the Telephone Interview Prepare for the
The Second Interview and/or On-site Visit Second interviews and/or on-site visits are designed to evaluate your skills and competencies in greater depth and to determine if there is a “fit” between you and the organization. Typically, second interviews are conducted at the organization’s site, although some employers conduct them elsewhere. An interview often takes a half or full day and may include multiple successive interviews, lunch, and a tour of the office.
There are different types of interviews and you should prepare accordingly.
telephone interview by researching the company and industry, reviewing your experiences and skills, and practicing your responses to potential ques tions. When you arrange the phone interview, ask who will contact you and when the interview will take place, and remember to take into consideration time zone differences. Also, ask for the names and titles of others who will participate during your interview. Finally, make arrangements to interview in a quiet space where you will not have interruptions. During Your Telephone Interview Be ready 10-15
minutes early for your interview. As you await the call, review your application materials, resume, and the job description. When the phone rings, answer it in a professional manner. The interviewer will take the lead by introducing the individuals on the phone and their roles. If there are multiple interviewers on the call, it is helpful to make a diagram of the seating arrangement with each person’s name and position. The interviewer will usually provide you with the structure of the interview and then start the information exchange. If your call-waiting signal beeps, do not answer the other call. In addition, avoid eating or drinking during the interview as it can distract the interviewers. Lag time and silence is very common during a telephone interview. It is probably a sign of the interviewer(s) diligently taking notes. At the conclusion of the interview, thank the interviewer(s) and reiterate your interest in the position. The interviewer(s) will likely discuss next steps. After the Telephone Interview Within 48 hours,
send a thank-you note to each interviewer reiterating your interest in the position and thanking them for considering your application and candidacy.
Reminders l Keep your responses to questions fresh and enthusi astic. Try not to “recycle” answers from your previ ous interview. l Treat each interview as if it is your only chance to sell yourself for this position. l Observe the organization’s culture and the interactions between staff members. l If a company indicates they will reimburse your expenses, spend reasonably and keep receipts for all expenditures.
Testing Completing one or more tests that are used to assess particular skills, knowledge, or qualities is common for certain industries. Tests may include case studies,
Interviewing During Meals You may receive invitations to have a meal with your interviewer(s) or attend a reception with a group of candidates. It is not advisable to drink alcohol at any time during an interview. Choose food items from the menu that allow you to easily converse. Employ standards of etiquette during the meal and remember that you are still being assessed. Consider meetings during meals as significant as other types of interviews.
and math, psychological, and occasionally foreign language examinations. It is appropriate to ask, in advance, if any testing is required.
Informal Phone Contacts During your search process, employers might contact you at any time. Your chances of being hired are potentially impacted by any communication you have with prospective employers.
M Tailor the greeting on your voicemail to reflect your professionalism. M Inform those who have access to your phone about your application
process.
M If you cannot answer the call in a professional manner, let your
voicemail screen the call and return it when you are prepared. ucs • 33
Behavioral Interviewing Behavioral interviewing is based on the idea that past behavior and performance is a good predictor of future behavior and performance. The interviewer will typically ask questions that begin with “tell me about a time when you…?” or “describe a…” or “give me an example of when…” Because this is the most common interview format used by employers, you will need to develop a strategic approach. Your goal in responding to behavioral interview questions is to share specific experiences as they relate to the position for which you are applying. Every experience can provide a potential answer to these types of questions. Prepare for a behavioral interview by identifying the skills, knowledge, and experience required for the position. Analyze your background and identify times when you demonstrated these requirements. One way to approach this task is to create three categories labeled: (1) skills, (2) knowledge, and (3) experience. Then analyze and identify themes within the job posting. The next step is to select examples or instances from your resume where you have shown evidence of such work within your education, experience, leadership activities, and skills sections.
interview
Do’s
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Research the industry and the company
l
Prepare questions to ask the employer
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Practice with a UCS staff member
l
Review your resume
l
Bring extra copies of your resume, an unofficial transcript, and your list of references
l
Convey enthusiasm for the company and the position
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Ask for clarification if you don’t understand a question
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Take time to think before answering difficult questions
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Speak specifically about your role in any previous successes
l
Obtain a business card from each interviewer
l
Send a thank-you note after the interview
interview
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interviewing basics
Don’ts
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The STAR Approach The STAR approach is used to structure and organize responses to behavioral interview questions. This approach will help you succinctly communicate the important parts of your unique situation and avoid rambling or adding unnecessary information. Each letter of STAR represents a part of your dialogue in describing the event. Situation
Describe the general situation
Task
Describe the task at hand and your specific role within it
Action
Describe the actions you took
Result Describe the outcome of your actions Read the following example to see how the STAR approach comes together:
Question: Please describe a time when you employed problem-solving skills. Answer: In my internship last summer at the National Relief Fund, I was asked to devise a better system for tracking donations earmarked for hurricane disaster relief (Situation). Because the American Relief Fund is such a large organization, I needed to understand the various ways donations were being tracked (Task). By surveying regional offices I found that only 78% of these offices had database tracking systems that were upgraded to the level of those at the national office. I included this information in a report that recommended an upgrade in these databases for all regional offices (Action). As a result, the CEO made the decision to move forward with upgrading systems by August 2010 (Result).
l
Arrive late
l
Leave your cell phone on
l
Speak negatively about anything
l
Act overbearing, overaggressive, or conceited
l
Chew gum or smell like smoke/alcohol
l
Discuss salary, holidays, or bonuses (unless interviewer raises these topics)
l
Use acronyms or slang language
l
Refer to the interviewer by first name (unless the interviewer indicates to do so)
l
Interrupt the interviewer
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Lie or exaggerate
• • • • • interviewing basics • • • • •
CASE INTERVIEWING Case interviewing is a tool used by consulting firms to assess your skills and potential for a consulting position. Cases are usually scenario-based, problem-solving activities designed to uncover competencies along various dimensions. This style of interviewing requires you to work through business cases similar to those you may face as a consultant. Employers seek candidates who demon strate the following skills/competencies:
Business insight Communication skills l Creativity l Inquisitiveness l Logical/analytical thought process l Practical judgment/decisiveness l Quantitative skills l Response to pressure/lack of information l l
Types of Questions Brainteasers Logic questions that measure your creativity, quantitative, and problem-solving skills. Market Sizing Questions that measure your quantitative
skills, such as the size of a particular problem or quantity of certain products, and your ability to think quickly. Business Cases Problem-solving activities designed to uncover competencies along various dimensions. Cases are based on either hypothetical situations or real issues faced by companies.
Frameworks There is not a magic formula for success in case interviews, but you can develop a structured approach. When answering case interview questions, familiarity with business frameworks helps you structure your responses. While frameworks are not appropriate for all cases, a general understanding of the following may help: l Porter’s 5 Forces l Availability of Substitute Products, and Level of Competition Among Firms l 3 C’s: Cost, Customers, Competitors l 4 P’s: Product, Price, Place, Promotion l SWOT Analysis: Strengths, Weaknesses, Opportunities, Threats l Profit = Revenue - Costs The objective of the case interview is to demonstrate your ability to solve complex problems, not necessarily to reach the correct answer. In addition, the interviewer wants to observe the process you use to approach a problem. Remember that the case interview is a dialogue with the interviewer and not a monologue. Think about a case interview as four distinct parts:
1. Information Gathering Listen carefully and absorb
all the information provided. Ask thoughtful, probing questions to clarify and acquire more relevant information. Taking notes is helpful as you engage in your case. 2. Organizing Your Analysis Take some time to think
about your responses—a little silence is fine. Consider whether using a framework will help guide your case, but do not force a framework to fit the case. 3. Addressing the Problem Work through your
answer out loud. Explain the logic behind your responses so the interviewer can understand your analytical skills and thought process. Throughout your response, make reference to the facts provided by the interviewer. Listen for hints from the interviewer as he/she will often guide you in the right direction. 4. Closing the Case Summarize your analysis. If you
have not arrived at a solution, share potential options and next steps. Resources l Case examples and tutorials are available on many consulting firm websites. l Print resources are available at the UCS Career Information Center. l The Vault Guide to the Case Interview, by Vault (available through the NU Library’s electronic resources). l Ace Your Case! Consulting Interviews, by Wet Feet Press (available through the NU Library’s electronic resources).
Abra Kitei Assistant Director, Kellogg Certificate Program
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Additional Practice l Employers often host practice case interviewing ses sions on campus. Visit the UCS calendar of events on line for details. l The Mock Case Interview Program occurs each fall and provides seniors an opportunity to participate in a mock case interview given by a consulting employer. l Gather a group of people planning to interview with consulting firms and practice approaches to sample cases.
“Case interviewing success involves the combination of your ability to process business problems, think strategically, and demonstrate your interpersonal skills.”
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Common Interview Questions Typically employers will ask questions about you, your education, your career goals, and the organization/ position for which you are applying. Additionally, it is common to receive questions related to skills important to the organization/position, such as decision-making, analysis/ problem-solving, initiative, interpersonal attributes, teamwork, communication, and leadership development. Although you can never anticipate the exact questions you will receive during an interview, the following list will serve as a general guide as you prepare: Personal l Tell me about yourself. l What goals have you set for yourself? How are you planning to achieve them? l Who or what has had the greatest influence on the development of your career interests? l What two or three things are most important to you in a position? l What two or three accomplishments have given you the most satisfaction? l What are your strengths and weaknesses? l What has been your greatest challenge? l Are you willing to relocate or travel as part of your job? l Do you feel your GPA reflects your academic ability?
Experience l What are your team-player qualities? Give examples. l Describe your leadership style. l What is your approach to handling conflict? Solving problems? l How do you motivate others? l Describe a leadership role of yours and tell why you’ve committed time to it. l What work experience has been the most valuable to you? What did you learn? l What was the most useful criticism you received and who provided it? l How did you decide which extracurricular activities to join? What did you gain from these experiences? l What contributions have you made to a group project? l What types of situations put you under pressure? How do you deal with the pressure? l What have you found most frustrating in your work experience?
When preparing for an interview, reflect on your relevant skills and strengths.
“In addition to practicing your responses, preparing for an interview entails in-depth research on the organization and the industry.”
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interviewing basics
Stephanie Durant Program Assistant, Interview Center Manager
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Education l Why did you choose your major? l What is the most important lesson you have learned in school? l How do you think you have changed personally since you started college? l Knowing what you know now about your college experience, would you make the same decisions? Company l What expectations do you have for your future employer? l What are your interests in this position or the company? l Why are you the best person for this position? l What can you contribute to this company? l What challenges are you looking for in a position? l How have your educational and work experiences prepared you for this position?
Behavioral l Take me through a project where you applied _________________ skills. l Describe a situation when you displayed your critical thinking skills. l Describe the project or situation that best demonstrates your analytical skills. l Describe a situation where you had a conflict with another individual and how you handled it. l Give an example of a problem you solved and the process you used to arrive at the solution. l Describe an idea that you developed and implemented that you felt was particularly creative or innovative. l Tell me about a difficult decision you have made. l Give an example of a situation in which you failed and how you handled it. l Tell me about a time when you had to persuade another person to your point of view. l Tell me about a project you initiated. l Tell me about a team project that you are particularly proud of and what your contribution was to the project.
• • • • • interviewing basics • • • • •
Thank-You Note The thank-you note is an important tool to include as part of your job search strategy. In addition to expressing your appreciation for the interviewer’s time, a thank-you note gives you another opportunity to summarize your strengths, provide highlights of the interview, confirm your continued interest in the position, and cover anything you did not mention during the interview.
Sample Thank-You Note
Timing Send a personalized thank-you note to each interviewer within 48 hours of your interview. This will provide you an additional contact with the employer before hiring decisions are made.
A thank-you note is your final chance to make yourself stand apart from other applicants.
Types A thank-you note can take several forms: a handwritten note, a typed letter, or an e-mail. When determining which type of thank-you note is most appropriate, consider the employer’s timeline for making a hiring decision and the culture of the organization. Specifically, if the interviewer indicated that he/she would contact you within the week with their decision, it is most effective to send a thank-you note via e-mail due to time constraints. If the culture of the organization is conservative, it is probably best to send a traditional letter. Content The content of your thank-you note is as important as the type of format used. A standard thank-you note should accomplish the following: l
l l
l
l
l
Show your appreciation for the interviewer’s time and information. Recap the conversational highlights. Reiterate your skills and qualifications, particularly those pertinent to the position. Clarify any information that was unknown or unclear during the interview. Highlight aspects of the organization that are especially relevant or interesting to you. Communicate your continued interest and enthusiasm for the opportunity.
thank-you note Tips M
Ask your interviewer for a business card so you know the exact e-mail or mailing address to send your thank-you note.
M
If the note is handwritten, make sure your writing is legible.
M
Write your thank-you note on good quality paper or stationery.
M
Proofread your note to ensure there are no typing or grammatical errors.
M
Your thank-you note should not exceed one page.
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• • • • • post-graduation planning • • • • •
Job Search Process Individuals experience the job search process very differently. Some are excited about beginning the next phase of their lives, while others are worried and view the job search as a stressful process. Wherever you are in terms of your feelings, know that many people have successfully navigated the job search process and there are a variety of career opportunities available to you. Spend time reflecting on your career goals.
Learn the job search process for your specific industry. The job search will vary depending on your
field. Steps such as developing a strong resume and practicing your interviewing skills are helpful for any industry. If you are unsure how to proceed based on your field, schedule an appointment with an Employment Specialist who will help you develop a job search strategy appropriate for your industry.
Your job search success is related to the time you invest and the number of strategies you incorporate.
Before you begin your job search, think about what you really want in a career. Consider what types of skills you would like to use in a position, what work-related experiences have been positive, and the type of lifestyle you envision for yourself. Clarity in terms of your career goals will help focus your search. Research your potential options. There are multiple
career options within any given field. Job market research will provide you a better understanding of the range of available positions. Your research efforts may include seeking information online, attending career-related programs, asking professionals for informational interviews, etc. Hopefully, your research will give you insight into what positions realistically match your needs, based on your interests, values, and skills. Understand that the job search will likely consume a significant amount of time and energy.
It is common to underestimate the amount of time and energy required to successfully obtain a position. Approaching your search in an organized and deliberate manner increases your chances of successfully obtaining a position of your choice, and decreases some of the stress that accompanies a job search.
Use multiple job search strategies. It is
recommended that you include multiple strategies as a part of your job search approach. Relying on one method will inevitably reduce the number of opportunities you locate. Commonly used search strategies include: On-Campus Recruiting (for current students), CareerCat, career fairs, networking, internet/online resources, field specific listings, news papers/journals, etc. Recognize that rejections are a normal part of the process. Receiving notification that you were not
selected for a position is sometimes difficult to handle. Employers usually have more applicants than available positions. If you experience consistent problems with your job search in a particular industry, schedule an appointment with a UCS practitioner to review your application materials and discuss your options.
Credential File A credential file contains letters of recommendation, a current resume/curriculum vitae, and transcripts. Individuals seeking employment in K-12 teaching, counseling, or administration, as well as those pursuing careers in speech pathology or audiology are encouraged to establish a credential file with UCS.
Consult with others throughout the process. It is
not necessary for you to go through this process alone. If you have questions or need assistance, determine key individuals who can provide you support. This may include Northwestern faculty or staff, as well as friends and family members who are experienced and familiar with the job search process. Successful applicants reach out for the support they need.
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Job Search Process for Graduate Students The process of securing a job at the graduate level is more challenging than many students anticipate. While education affords “opportunity,” an advanced degree does not necessarily lead to an easier search. Your search will vary depending on your ability to juggle the completion of your degree requirements, your individual needs, and the norms of the discipline.
Preparing for an academic job search will include a variety of activities, such as researching potential positions/institutions, requesting letters of recommendation from faculty, developing and finalizing application materials, ordering multiple copies of your transcripts, etc. You will need to create a tracking system to organize the many aspects of this process. Once you determine the positions for which you would like to apply, pay particular attention to the documents each institution requires. Frequently requested materials include:
The job search process requires dedication, organization, and planning.
Prior to starting your job search, consider the following questions:
Dossier File The dossier service is for those doctoral candidates and recipients pursuing a teaching or research position in higher education. UCS will maintain and forward a dossier that can include your curriculum vitae, letters of recommendation, teaching evaluations and transcripts.
l Is your coursework complete (or near completion)? l Are you almost finished with your thesis/ dissertation? l Have you discussed your plans with your advisor or other faculty? l Have you spent time gathering information regarding employment options? l Is your resume/CV updated and prepared to send to employers? l Will launching a job search now allow you to complete your program requirements within your anticipated time frame? l Have you assessed your strengths and weaknesses as a candidate?
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post-graduation planning
If you answered “no” to more than one question above, you should evaluate if you are really ready to begin your search now. If you need assistance with any aspect of the planning or search process, schedule an appointment to meet with the Associate Director for Career Development.
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The Academic Job Search The process of searching for a faculty position at a university setting is frequently referred to as the academic job search. Securing an academic faculty position typically requires you begin applying a year (or more) prior to your projected starting date. For example, if you would like to start a position in the fall of 2010, begin your search no later than the fall of 2009. Speak with faculty in your program to obtain the specific timeline associated with your discipline.
l Curriculum Vitae (CV) l Cover letter l Teaching philosophy l Research statement l Evaluations from courses taught l Sample syllabi l Transcripts l Letters of recommendation l Writing samples (usually publications or dissertation chapters) If the search committee members are impressed with your application materials, the next step is usually an interview. Interviewing for an academic position is a highly structured and formal process. The interviewers will try to evaluate your potential as a researcher, teacher, and colleague. In general, they want to assess if you have the required knowledge, skills, and abilities. They also want to determine whether you demonstrate a sincere interest in this particular position and are a good fit for the position. A phone interview is commonly conducted for screening purposes and if search committee members remain interested in your candidacy, an on-campus visit is scheduled. On-campus interviews generally last 1-2 full days and the department will send you a complete agenda in advance. If you receive an offer, it is paramount that you have a clear understanding of your priorities. For some candidates, securing a position at a research institution is the most important factor, while others may focus on the work environment (e.g., autonomy in research/teaching endeavors, faculty collegiality, etc.). There are advantages and disadvantages when making any employment decision; determine what is most important for you and decide accordingly.
Tips for the Graduate Level Job Search M Start your search early. M Take an organized approach to your search. M Work closely with your advisor and
mentor(s) throughout the process.
l
l
M Conduct informational interviews. M Network as much as possible. M Participate in mock interviews. M Request letters of recommendation early. M Review job listings offered by professional
l
l
Graduate student transferable skills often include:
Teaching Research l Analysis l Problem-solving l Formal writing
Speaking/Presenting Leadership l Creativity l Technical l Teamwork
Your task is to articulate to prospective employers how your academic skills may effectively serve you in their non-academic settings. To convey your message confidently and clearly, you first need to identify them yourself. In addition to the aforementioned transferable skills, remember valuable attributes, such as the ability to take initiative, organize major projects, receive feedback and implement change, develop new ideas, etc. Once you have determined your skills, it is time to research the types of positions that can best utilize them. Hopefully, you will locate positions that are of interest to you that also fit well with what you have to offer. When it is time for you to apply, you do not want to waste time pursuing jobs that are not a good fit for you based on your skills, values, and interests. Many students have found that conducting informational interviews helps provide insight into the responsibilities of specific positions. Clarify the appropriate materials necessary to apply for each position. While many companies will only require a cover letter and resume, other agencies may ask you to complete an online application and submit additional materials. Follow-up with companies if you have not received a response after about 2-3 weeks (unless the job listing indicates a longer time frame).
• • • • • post-graduation planning • • • • •
The Non-Academic Job Search The process of securing a position outside a university setting is referred to as the non-academic job search. An increasing number of graduate students are choosing careers outside academia, including positions in industry, government, and the non-profit sector. Some students have made the decision to pursue a non-academic position based on the academic job market, while others realize they are not interested in a career as a professor. Securing a non-academic position typically requires you to begin applying approximately 3-6 months prior to your projected starting date. When applying for non-academic positions, remember there are many positions that are not formally advertised. Therefore, you should also network and secure contacts who will notify you of available positions. It is also recommended that you become familiar with the hiring cycles of your specific field of interest. Spend time thinking about what you have to offer future employers. As a graduate student, you have developed strong transferable skills, which are skills that are useful in many different settings.
associations.
M Seek feedback on your application
materials.
M Customize your application materials for
each position.
M Keep copies of all application materials
submitted.
M Avoid applying for positions that you would
not accept if you were to receive an offer.
“A good mentor can provide you invaluable guidance throughout your academic and professional career.” Tamara Johnson, Ph.D. Associate Director, Career Development
The interview format will range considerably for non-academic positions. Some companies will offer a series of very formal interviews with multiple interviewers, while other positions will have a shorter selection process and only require you to meet with one person. If you have questions about the interview process, clarify them with the employer prior to your scheduled interview. Evaluate how a particular position fits with your overall career goals and lifestyle preferences. Leaving the academic setting requires a transition and it is important that you have as much clarity as possible regarding your potential responsibilities and expectations. Your goal is to find a good fit with what you have to offer and what the company needs.
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Job Search Process for International Students Typically, employment options for international students fall into three categories: obtaining full-time employment in the United States, utilizing the practical training option, or returning to your native country. If you prefer to obtain a full-time position in the United States, understanding the distinct challenges of this search is helpful. Two major job search challenges international students face are related to employment restrictions and cultural differences. Employment restrictions are imposed by the government and require that you have the appropriate employment authorization. Cultural differences may affect the way you approach your job search and perhaps your ability to successfully present your qualifications to an employer.
Understand the cultural differences that may affect your job search. Based on cultural differences, the
Tips for seeking employment in the United States
While there are sometimes additional obstacles to employment in the United States, a number of international students have found success in recent years. Your individual situation will depend on a variety of factors; however, your initiative in this process is essential. It is never too soon to begin your job search and the UCS staff are available to provide you support and the resources to assist with your search.
expectations of an American job search may conflict with values and/or differ from the typical search protocol of your native culture. For example, the American job search often requires selfpromotion, directness in communication, and selfdisclosure.
Understanding your employment options upon graduation is essential.
Know the current laws and policies regarding your status (e.g., H1-B, OPT, etc.). Employers have a
legal obligation to hire only authorized persons. Consult with experts in this area and know the requirements for employment. This information will allow you to educate the employer regarding your specific situation.
Improve your language skills (if necessary).
Language skills are a common concern during the interview phase for many international students. Schedule a mock interview with a UCS staff member if you are interested in practicing your interviewing skills. The UCS practitioner will provide you feedback regarding your strengths and areas of development.
Start your search early. All students are encouraged
to start their job search early. This recommendation becomes especially important for international students due to potential work authorization challenges. Remember to account for extra time in case the required paperwork takes more time than you anticipated. Use a range of job search strategies. Increase your
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post-graduation planning
chances of obtaining a position in the United States by using a range of job search strategies. Networking with professionals in your industry and researching companies that hire international students are both useful approaches. It is also helpful to locate print and online resources that identify specific companies hiring international students.
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“Stay informed on the current laws related to working in the U.S.” Jeremy Hopkins Program Assistant, File Services Coordinator
• • • • • post-graduation planning • • • • •
Working Abroad Prior to beginning your search for a position abroad, consider your interests, goals, skills, and previous experiences. Conducting a thorough self-assessment will assist you in choosing an industry area and position that fit your needs. Opportunities Abroad Securing a position abroad is contingent upon a variety of factors. These factors include the labor market in your destination country, your particular field of interest, and your competitiveness as a candidate. While opportunities exist in most areas, it is common to find positions in the following industries: business, engineering, science, government, international development, and sustainability. The amount of time and effort it takes to secure a position varies. Short-term positions are generally the easiest to obtain. These positions include teaching English, non-government organizations, volunteering (e.g., the Peace Corps), and hospitality. Long-term positions are available, although they are usually more challenging to obtain immediately following degree completion.
Similar to the process of any job search, obtaining employment abroad requires a significant amount of planning.
Adjusting to a New Environment Once you have successfully secured employment abroad, understand that you might experience “culture shock.” Culture shock is the anxiety associated with a move to a completely new environment. Additionally, when your working abroad experience has ended, you may unexpectedly experience culture shock as you readjust to the cultural norms of the United States.
“There are many formal work abroad programs that provide valuable resources and assistance with finding full-time, internship, and volunteer opportunities.” Kamilah McCoy Assistant Director, Engineering & Science
Tips for adjustment M M M M M
Acknowledge that adjustment difficulties are normal. Understand that the initial shock will pass. Remain open-minded to new ways of doing things. Develop a support network to help with your transition. Determine goals and learn how to maximize your time abroad. ucs •
Job/Internship Search Remember to use multiple job/internship search resources and strategies when applying for positions abroad. The internet, print materials, databases, networking, attending study abroad programs, and informational interviews are all common approaches. Many students find employment opportunities through organized work abroad programs. By using an agency, you benefit from their numerous employer connections and their program coordinators who help you find opportunities. If working with an agency sounds like an option for you, make sure to research the legitimacy of the agencies you are considering and understand any fees associated with their services. Once you have determined the specific opportunities you want to pursue, the next step is to begin the application process. Keep in mind that many places outside of the United States refer to a resume as a curriculum vitae. The documents are essentially the same, but the name is different. The job/internship application process is fairly similar to that in the United States, such that resumes and cover letters are submitted and interviews are used to screen and select candidates. Despite the similarities, research your destination country and learn about their specific job/internship search process.
Legalities of Working Abroad Each country has different rules and regulations regarding employment of international applicants. Depending on the country and length of stay, the status of the visa may be different. While a job/internship agency will advise you and provide the paperwork, they cannot physically secure your required documentation. In most cases, you will need a special type of visa known as a work permit. Some countries also require work permits for unpaid internships or volunteering. Working for pay without a work permit is usually illegal and may put you at risk of deportation. Special programs for working, interning, and volunteering abroad can usually help you arrange for a work permit. If you are not using a work abroad program, a work permit generally requires the assistance of your overseas employer. Most countries provide information about work visas on their embassy’s website. Plan ahead as this process can take a significant amount of time and persistence.
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Hiring & Recruiting Cycles Recruiting and hiring cycles are terms that refer to the specific timeframe in which employers begin their search for new employees. These cycles vary by company and industry. Undergraduate or Graduate Students Seeking Full-time Employment On-Campus Recruiting (OCR) College recruiting is a key hiring source for many major employers. The OCR program is designed to provide representatives from various organizations a venue to interview current North western University students for positions that begin after graduation. As a convenience to current students, OCR offers an opportunity to interview with employers without leaving campus. CareerCat Students are
2009-10 OCR Season FALL QUARTER October 12, 2009— December 4, 2009 WINTER QUARTER February 8, 2010— March 12, 2010 SPRING QUARTER April 5, 2010—
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April 30, 2010
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encouraged to regularly search CareerCat listings for available positions. Some employers do not participate in OCR; however, they may advertise their positions on CareerCat. To register and/or update your profile, visit CareerCat via our website at www.northwestern.edu/careers.
alumni Recruiting and Hiring Cycles Employers use the term “immediate hires” when recruiting alumni candidates. Available positions are posted on CareerCat. Once jobs are posted, employers typically hope to fill the positions as soon as possible or within 1-3 months. Although all industries and employers have openings throughout the year, there are often hiring peaks and valleys. Hiring trends and the number of jobs available at any given time will depend on economic factors, supply and demand for your field of expertise or interest, geographic considerations, global issues, and industry trends. For alumni who are interested in starting a position in the near future, it is best to allow approximately 3-6 months (or more) for a quality job search. Understand your industry’s hiring trends to allow yourself enough time to make good decisions. For more information, contact the UCS Senior Assistant Director for Alumni Career Services.
To effectively plan your search, it is important to know how different industries recruit new employees.
Undergraduate or Graduate Students Seeking Summer Jobs/Internships For summer 2010 positions, some employers will post available opportunities as early as mid-fall quarter of 2009. Early application submissions are driven by the type of position, location of the position, number of positions available, and number of applicants. Early January is also an active time for employers looking to hire for the summer. While many positions are posted during the fall, some employers are not aware of their hiring needs until later in the year. As a result, their positions are not listed until the spring quarter. Contact a UCS Internship Specialist for assistance with understanding the recruitment cycle for your industry and finding available positions.
“We encourage you to register for On-Campus Recruiting in the beginning of fall quarter.” Jackie Williams Program Assistant, Special Events Coordinator
• • • • • post-graduation planning • • • • •
Job Offers & Negotiations Job Offer There are many factors to consider when negotiating a job offer. Prior to accepting a position, assess how a particular job aligns with your career interests, skills, values, and goals. This knowledge will assist you in making appropriate decisions as you evaluate each job offer. Make sure you clearly understand the expectations, roles, and work environment. Evaluate the nature of the work, work duties, level of responsibility, work hours, and any additional requirements. Reviewing the organizational structure may help you understand existing roles within the company. You should know who you will report to, who reports to you (if applicable), and which colleagues work closely with you in this position. Work environment considerations may include staff collegiality, level of interaction with colleagues, and quality of management, as well as physical components such as location and type of work space. Compensation packages are often an important aspect of evaluating a job offer. Companies vary in what they offer, so it is essential that you pay attention to the details. Two major aspects of your decision-making likely include the salary and benefits offered.
Benefits Understanding benefits or “compensation
packages,” as they are also called, is another consideration when selecting a job or evaluating a salary. Benefits are typically available for full-time positions rather than for part-time, internships, or temporary positions. Research the current state and federals laws regarding the minimum hours you must work and job classification requirements for eligibility of health benefits. Do not assume that all positions include health benefits as part of the package. It is not unusual to discover, as you are weighing different aspects of the offer, that you have additional questions, lack some factual data, or simply need a better sense of the position and/or organization. If you have questions, it is usually appropriate to contact one of your interviewers for clarification.
The more informed you are about the position, salary, and benefits offered, the greater your chances are of making a good decision.
Salary Know the salary range for comparable positions
and your worth in the job market. You should have a clear idea of what is acceptable to you and what is appropriate for the job, given your specific qualifications. Remember to review and analyze your financial needs. Some companies may offer an initial salary, but inform you of potential options to increase your salary once hired. It is not uncommon for companies to indicate that your salary will increase after a review or a designated probationary period. Make sure to inquire when and how often reviews are conducted and salaries increased. During an interview, you should not initiate the salary discussion. Once you receive an offer you may then engage in any negotiations. For some higher level positions, employers may ask for your salary expectations. If asked, you must provide a response with a preferred salary range. If you are asked to provide a salary history, which is more common for experienced level jobs, offer this separately from your resume.
Negotiations The leverage you have in negotiating job/salary offers often depends on how competitive you are for the position. Your work history, previous work performance, range of skills, and ability to self-market (promote yourself) all influence the process. Also, remember that not everything is negotiable. The ability to negotiate will additionally depend on economic times, the salary structure within the company, your qualifications, industry and market trends, etc. Need time to decide? Typically employers will allow
you time to evaluate their offer. Ask the employer when they would like a decision and determine if this is enough time for you. You can ask an employer for additional decision-making time if you have a legitimate reason (e.g., if you need more time to investigate housing options given the salary they offer). Ready to make your decision? Many employers will
put full-time offers in writing. Accept the job offer when you are absolutely sure this is the position you want. It is considered a professional courtesy that you do not renege after accepting an offer. Once you formally accept an offer, it is appropriate to notify employers who are still considering you as a candidate that you have accepted another position. Also, remember to inform everyone who assisted you throughout this process, including your references.
Potential Benefits
Employers may offer other benefits or forms of com pensation that add to your overall hiring package. When evaluating job offers, consider the “total package.”
M Health Insurance M Retirement Plans M Stock Options M Tuition Reimbursement M Professional Memberships M Professional Development Opportunities
M Training M Sign-on Bonus M End of the Year Bonus M Relocation Reimbursement
M Parking M Vacation Days M Health Club Membership
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Graduate & Professional School Application Process Graduate programs expect each applicant to have a specific career goal in mind and demonstrate his/her ability to successfully complete an advanced degree program. Once you have decided that graduate school is the road to helping you achieve your career goals, understanding the process required for applying is essential. How do I find the right school for me?
Recommendation Files Those considering graduate or professional study may establish a file with UCS for confidential letters of recommendation. By establishing a recommendation file, you assure that your letters are held in a central location for future use. Recommendation files are maintained for five
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post-graduation planning
years.
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When do I need to apply? Application deadlines
vary. Some schools review candidates throughout the year and make admissions decisions when applications are received. Other programs have specific cycles and will only consider applications during a particular time frame. Still other programs will review applications during a designated cycle, but may extend offers to candidates prior to the published deadline. Given the various scenarios, it is best to research individual program deadlines and apply early.
The decision to attend graduate/professional school is one that you should take very seriously.
Thoroughly research the schools that offer programs of interest. Knowing your academic goals and developing a strategy for achieving them will help as you explore programs. During your selection process, a range of variables will impact your final decision. Some areas of importance are the program, faculty, and student life. Ask yourself these questions: Program l Does the program cover my areas of interest? l Are assistantships/fellowships available for students enrolled in this program? l Who hires the people that graduate from this program? l Will I grow personally and professionally from attending this program? l Do they have experiential education built into the program? Faculty l How accessible are the faculty to students? l Are the professors well-known in the field? l What is the relationship between students and faculty? l Will I have the opportunity to work with faculty on research projects? l Has there been a high turnover of faculty within the past five years? Student Life l What types of services are provided for graduate/ professional students? l Where do graduate/professional students typically live? l How diverse is the student population? l What graduate/professional student organizations exist in the department and/or on campus? l Is there any additional support for students with partners, spouses, and/or families?
What application materials do I need to apply? The
exact materials required for each program varies, but will likely require a combination of the following materials: a completed application form, a personal statement, official copies of transcripts from all schools attended, letters of recommendation, financial aid forms, an application fee, and test scores. What test do I take? Each type of school/program requires specific tests and examination dates vary. Listed below are some of the major areas and tests required to apply: Medical: Medical College Admission Test (MCAT) Dental: Dental Admission Test (DAT) Pharmacy: Pharmacy College Admission Test (PCAT) Law: Law School Admission Test (LSAT) Sciences/Liberal Arts: Graduate Record Examination (GRE), Miller Analogies Test (MAT) MBA: Graduate Management Admission Test (GMAT), Graduate Record Examination (GRE) Where do I start? Develop a plan. The key to managing
the application process for graduate/professional school is simply good planning, preparation, and organization. Starting early will allow you to develop a timeline that includes the important steps for your successful submission of applications. If you need assistance with any aspect of this process, please schedule an appointment with a UCS Career Counselor.
• • • • • post-graduation planning • • • • •
Graduate/professional school application Timeline for current students Each graduate school program has its own requirements and deadlines. The timeline below is a general overview of the application process. In using this timeline, remember the materials and timing required for each application you plan to submit.
Junior Year Fall & Winter Quarter l Attend UCS graduate/professional school workshops l Research schools and programs l Explore financial aid resources l Register and begin preparing for appropriate graduate admissions tests Spring & Summer Quarter l Open a recommendation file with UCS l Identify faculty and/or professionals to ask for recommendation letters l Order an unofficial transcript from all undergraduate institutions attended l Check unofficial transcripts and correct any discrepancies l Take appropriate graduate admissions tests l Visit prospective campuses and when possible talk to students/faculty
Senior Year Fall Quarter l Write the first draft of your personal statement l Request your letters of recommendation l Order official transcripts l Write the final draft of your personal statement l Complete and submit your applications l Apply for financial assistance (e.g., assistantships, scholarships, fellowships, etc.) Winter Quarter l Complete and submit financial aid applications l Follow-up with schools to verify that your file is complete l Visit institutions of interest to help evaluate your options Spring Quarter l Interview, if necessary l Make decisions and notify all institutions l Submit required paperwork and/or payments l Arrange housing l Write thank-you notes to those who helped you
Personal Statements Your personal statement is a significant component of your application package. Strong personal statements are well-written, interesting, and attract the reader’s attention. Maximize this opportunity to discuss important information not reflected in other parts of your application materials.
Ten Steps for Writing a Winning Personal Statement 1. Assess yourself. Take time to consider who you are, why you are interested in additional education, and what you have to offer advanced programs. 2. Brainstorm your ideas. Simply list all your thoughts and ideas related to your character, experiences, future goals, etc. 3. Select the most appropriate ideas. Using your list of brainstorming ideas, select the combination of topics that will help you form a strong statement. 4. Write a first rough draft. Incorporate ideas from your brainstorming and write! Do not worry about length in your initial drafts—you can edit it later. 5. Take a break. Taking a break will provide you time to process what you have written. When you return you may discover you have ideas for improvement. 6. Revise and edit. Rewrite and modify, as needed. Your personal statement should touch you personally in some way, while reflecting what you want the admissions committee to know about you. 7. Seek feedback. Have a variety of people read your personal statement and provide feedback. Ask readers if your statement conveys your interest and enthusiasm about entering graduate/professional school. 8. Incorporate feedback. After soliciting feedback, determine what advice to include and revise your statement accordingly. 9. Develop the final draft. Read your essay to make sure it conveys an accurate, clear, and appealing message that demonstrates the strength of your candidacy. 10. Proofread, proofread, proofread. Prior to submitting your application, it is essential that you have thoroughly checked your document for grammar and spelling errors.
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Graduate Student Tips for Success M Start planning NOW for life after degree completion. Many students wait too long to determine plans for life after graduate school. Often, the result is that students have missed very important opportunities.
M Develop relationships with your professors. Relationships with professors are essential to your success as a graduate student. Professors can assist you with your research agenda, provide you letters of recommendation for jobs, and offer academic and professional guidance.
Self-Care It is very easy to forget one of the most important aspects of your day—taking care of yourself. This is especially true as you engage in the career development and job search process because of the many responsibilities and commitments you are juggling. Failure to practice self-care can result in additional stress, which may ultimately complicate progress toward your academic and career goals.
M Choose a good chairperson/advisor. Major issues with your chairperson/advisor are typically the most difficult challenges to overcome. Each department works differently; however, usually you have some input into your future chairperson/advisor. Please take time considering your options when making this important decision.
M Utilize Northwestern’s resources. Graduate students are often reluctant to ask for help. Northwestern provides an array of resources that are free for students. In addition to the free resources, determine “key” people to seek when you need assistance, advice, or direction and make sure to ask them for help as needed.
M Gather ample information about your future career. Graduate students often lack valuable career-related information that would help them make informed career decisions. Research possible careers in your field, understand specific job responsibilities, and take time for informa tional interviews and job shadowing.
By participating in self-care activities, you will likely feel more positive and energized. Spend some time thinking about what helps you feel relaxed. The list below provides some suggestions: Exercise. In addition to the fact that exercise is
essential for physical fitness and good health, it is also a great stress reliever.
M Participate in professional organizations. Begin developing your
Spend some time alone. We all need a break
professional identity by joining local and national organizations. This provides you exposure to others in the discipline and opportunities to participate at conferences. Additionally, you gain valuable experience through submitting proposals and presenting your research.
from the realities of our world. Finding time to spend alone often brings a sense of peace to your day. Pamper yourself. Treat yourself to a massage,
M Develop a strong resume and/or CV. A resume/CV is your oppor
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post-graduation planning
tunity to accurately describe accomplishments, experiences, and skills. Do not wait until graduation approaches—regularly update your resume/ CV as new experiences arise. Before submitting your resume/CV for internships or jobs, remember to meet with a UCS staff member to review your materials.
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M Always remember self-care. Graduate school is very emotionally and physically taxing for some students. Everyone knows that self-care is important, but it is easy to forget with the many things going on in your life. Do not forget the basics—exercise, eat healthy, and find ways to relieve your stress. M Find balance. In general, you will want to balance your time between academic, professional, and personal activities—all are important aspects of your life as a graduate student.
a weekend trip, or purchase something that you really desire. You should consider this a reward for your hard work. Do something social. Take time to do some-
thing fun with others. We all need social support and more than just work and school. We encourage you to regularly practice self-care. Taking care of yourself first will help you feel more refreshed and make the tasks ahead seem more manageable.
• • • • • post-graduation planning • • • • •
Taking Time Off Students are weighing their options of immediately attending graduate school, beginning a professional career, or taking time off to pursue other activities. Taking time off may suggest leisure time, but it is best to approach this decision with specific goals that promote your personal development. Time off for some students has included temporary work, internships, volunteer work, working/volunteering abroad, service projects, research opportunities, and fellowships. Advantages of Taking Time Off Taking time off after graduation may provide you time for reflection and clearer decision-making for your future. Additionally, you have the chance to explore unique opportunities that are not possible if you are a full-time employee or graduate student. If chosen wisely, experiences gained during your time off have the potential to supplement future employment and/or graduate education. Disadvantages of Taking Time Off Evaluate your financial situation and determine if taking time off is a viable option (e.g., repayment of loans, current bills, medical insurance, etc.). Consider how taking time off alters the typical processes for applying to graduate/professional school or a full-time job. For example, you are no longer eligible to participate in On-Campus Recruiting once you graduate from Northwestern. evaluating the decision to take time off As you evaluate your decision to take time off, think about the following questions: l Have
you reflected on your reasons for wanting to take time off? l Do you have clear goals for how to spend your time off? l Do you have financial obligations, such as school loans to repay? l How will taking time off change your application timeline for applying to graduate/professional school? l Will missing On-Campus Recruiting impact your chances for obtaining a full-time position? l Will you lose momentum for attending graduate/ professional school if you do not attend now? While taking time off may sound like a great idea, realistically evaluate whether this is the best option for you. If you decide to take time off, remember to develop a plan that complements your long-term goals.
Taking time off after degree completion is a growing trend among college graduates.
S.M.A.R.T. Goal Setting Setting goals on almost any task will help you achieve your anticipated outcomes. Researchers have consistently found that goal setting leads to better performance and productivity. Goal setting provides you an opportunity to focus your attention on specific objectives, monitor your progress, and measure your success. Additionally, goal setting generates confidence, competency, and motivation to achieve future goals. Developing S.M.A.R.T. goals is a quick and easy technique. Specific
Determine clear and concise goals. Vague goals are more difficult to achieve. Measurable Establish goals you can assess. Monitoring your progress is important. Action-Oriented
Commit to actively engaging in the process. Taking initiative is an essential component. Realistic
Set goals that are attainable. Reaching your goals is very satisfying. Timely
Prepare a timeline to evaluate and achieve your goals. Dates help provide focus.
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• • • • • sample list of employers • • • • •
Sample List of Employers Recruiting NU Students and Alumni
137 Films 341st Military Intelligence Battalion 3M* A Digital Vision Abbott Laboratories* AbelsonTaylor Advertising Abercrombie & Fitch* ABN AMRO About Face Theatre Abt Associates Inc. ACA Compliance Group Academy for Urban School Leadership Accenture* Accenture Strategy* ACCO Brands Corporation Aclipse ACE Hardware Corporation ACNielsen Analytic Consulting ACNielsen BASES Acquirent, LLC Advantage Sales & Marketing, LLC Advocate Health Care Advisory Research, Inc. Aetna Aflac Agilent Technologies AIESEC AIG Global Investment Group Alaska Conservation Foundation Alberto Culver Alcoa, Inc. Allstate Insurance Company* AlphaMetrix Investment Advisors, LLC ALS Association Altair Advisors LLC* Alvarez & Marsal Business Consulting, LLC* Alzheimer’s Association Amate House Amazon.com American Airlines* American Cancer Society American Diabetes Association American Education and Travel Services, Inc. American Girl American Library Association American Lung Association American Medical Association American Red Cross (Chicago) American Society for Clinical Pathology American Transport Group
* Indicates employers that participate in On-Campus Recruiting
Ameriprise Financial Services, Inc Amigos de las Americas Analysis Group, Inc* AOL AON Corporation* APL Limited Apple, Inc. APTE, Inc. aQuantive, Inc Arbor Networks Arc Worldwide, an affiliate of Leo Burnett ArcelorMittal Archer Daniels Midland Archstone Consulting* Argonne National Laboratory Ariel Capital Management, LLC Art Institute of Chicago Artsmarketing Services Inc. Arts of Life Ascendant Technology, LLC Asian American Institute Astellas US LLC AT&T A.T. Kearney, Inc.* Atlantic Capital Group Augustinian Volunteer Program Atlantic Media Company Avon Products, Inc. AXA Assistance USA AXA Advisors Axiom* Baach, Robinson & Lewis PLLC Bain & Company* Baker & McKenzie LLP Baker Valley Unified School District Banc of America Securities LLC* Bank of America Barclays Capital Bates White, LLC* Baxter Healthcare Corporation* Becker Professional Review Beghou Consulting* Belden* Belvedere Trading* Bill & Melinda Gates Foundation Billow Butler & Company, LLC* Black Rock Inc* Bloomberg L.P. Blue Canyon Partners, Inc* Blue Cross Blue Shield Association Blue Stone International, LLC*
Blue Vista Capital Partners* Blumberg Group Bolton & Associates Booz & Company (N.A.) Inc.* Boston Biomedical Research Institute Boys Hope/Girls Hope BP Research & Technology* Brady Corporation The Brattle Group, Inc.* Bride’s Magazine Bridgewater Associates, Inc. Bristol-Myers Squibb Broadview International Brown Gibbons Lang & Company* Burson-Marstellar C.H. Johnson Consulting, Inc. C.H. Robinson Worldwide Cadbury Schweppes Americas California Department of Food & Agriculture California Department of Corrections California Earthquake Authority Callahan & Associates, Inc. Calvert Foundation Cal/West Educators Placement* Cambridge Health Alliance Campaign to Save the Environment campusCatalyst* Cancer Treatment Centers of America* Cancer Research & Prevention Foundation Canine Companions for Independence Canon Business Solutions Cannondale Associates* Capgemini USA LLC The Capital Group Companies, Inc.* Capital IQ (Division of Standard & Poor’s)* Capital One Capstone Financial Advisors, Inc. Cardinal Investment Advisors, LLC Carnegie Endowment for International Peace Carney, Sandoe & Associates* Carol Fox & Associates, Inc Carrier Corporation Casa de Esperanza (House of Hope) Caterpillar, Inc.* CB Richard Ellis CBS CDW Celent Communications
Center for Democracy & Technology Center for History and New Media Center for Independent Futures Centers for Disease Control and Prevention Central Intelligence Agency Century 21 CFC International Channel One, LLC Chapman and Cutler LLP Charles River Associates, Inc. Chicago Cares, Inc. Chicago Home & Garden Chicago Trading Company* Chicago SAVVY Magazine Chicago Symphony Orchestra Chopper Trading LLC* CIGNA* Cincinnati Children’s Research Foundation Citadel Media Citadel Investment Group, LLC Citadel Solutions, LLC* Citi Markets & Banking* CME Group* CNA* Coca-Cola Enterprises* Cole-Parmer Colgate Palmolive Company Community Counseling Centers of Chicago (C4) Cornerstone Research* Corporate Executive Board Corus Bank CPS Chicago Homeless Education Project CRA International* Crain Communications Inc. Crate & Barrel Creative Artists Agency* Credit Suisse Cross-Cultural Solutions Culligan International Cummins Inc. Cygnus Atratus, LLC* Darcy Media Corporation Davis Capital Corporation* DaVita Inc.* DC Energy DDB Worldwide Communications Group Inc. Dean & Company ucs • 49
sample list of employers
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D.E. Shaw & Co., L.P.* Deloitte Consulting LLP* Delta Pharma Deutsche Bank* Diamond Innovations* Diamond Management & Technology Consultants, Inc.* Digitas Discover Financial Services LLC DMC (Dynamic Motion Control)* Dow Corning Corporation* Draftfcb * Eagle Publishing, Inc. Eastman Chemical Company Eaton Corporation* Edelman Eli Lilly and Company Elkay Manufacturing Co. eLoyalty Corporation Emerald City Theatre Company Enesco Corporation Engineering Consulting Services, Inc.* Enterprise Rent-A-Car Environmental Law & Policy Center Epic Systems Corporation* Epsilon* Ernst & Young E*Trade Financial Corp. Exeter Group, Inc.* ExxonMobil* FD Ashton Partners FactSet Research Systems, Inc* Farmers Insurance Group Federal Aviation Administration Federal Bureau of Investigation Federal Energy Regulatory Commission Federal-Mogul Corporation* Federal Reserve Bank of Chicago Federal Signal Federal Trade Commission Feeding America Fermilab Fidelity Investments* Fiedler Hillel at Northwestern University Fifth Third Bank Fleishman-Hillard Fluor Corporation Follett Higher Education Group Food Network Foreign Policy Magazine Forsythe Technology Inc. Fortune, Inc. Foundation for Sustainable Development FOX Network Group FOX Sports Big Ten Network FPL Advisory Group* Frito-Lay FTI Consulting, Inc.* Fund for the Public Interest, Inc.*
GAINSystems Inc Gallup Organization Garmin International, Inc. Gas Technology Institute GATX Corporation* Genentech, Inc. General Dynamics General Electric * General Mills General Services Administration Geotech Engineering and Testing GH Traders LLC* GlaxoSmithKline Glencoe Park District Goldman Sachs* Goodman Theatre Goodyear Tire & Rubber Company* Google* Grainger Grant Park Music Festival Grand Prairie Services Grant Thornton LLP Greater Chicago Food Depository Greely and Hansen LLC Green Corps* Greenhill & Co.* Greenline Financial Technologies* Greenpeace GREY* Grosvenor Capital Management, L.P.* Group One Trading, LP* Grubb & Ellis Company Habitat for Humanity Hallmark Cards Harley-Davidson Harpo, Inc. Harris Bank Heartland Alliance Hercules, Inc.* Hewitt Associates Hewlett Packard Hill & Knowlton Hillels of Illinois Hillstone Restaurant Group Honeywell Houghton Mifflin Harcourt Hu-Friedy Manufacturing Inc. Human Kinetics Hyatt Corporation i imagine studios IBM Business Consulting Services* Ifbyphone, Inc. Illinois Association of Realtors Illinois Campus Compact Illinois Department on Aging Illinois Department of Human Services Illinois Education Foundation Illinois Environmental Protection Agency Illinois Math & Science Academy Illinois Student Assistance Commission
Illinois Tool Works Imagination Theatre IMC Chicago* imo.im* Ingersoll-Rand Company INK Public Relations Inner-City Teaching Corps INROADS, Inc. Insight Sourcing Group* Insight to Action* Intel Corporation* Interlochen Center for the Arts International Paper Company ITW Paslode Ivy Insiders* Jack Morton Worldwide JAM Production, Ltd. Jane Addams Hull House Association John Deere Johnson Controls Inc. Johnson & Johnson* Jones Lang LaSalle* JP Morgan Asset Management* JP Morgan Chase Investment Bank* JP Morgan Chase – Retail Financial Services* Jumpstart Kaufman, Hall & Associates, Inc* Ketchum Inc. Keyence Corporation of America* Kidney Cancer Association Kids Hope United Kimberly-Clark Corp Kirkland & Ellis LLP Kittleman & Associates, LLC Klein Tools, Inc. Kohl Children’s Museum Kohler Co KOTRA, Chicago Kraft Foods KPMG* Latin School of Chicago Lawrence Berkeley National Laboratory Lazard Freres & Co. LLC* Lazard Middle Market LLC Leapfrog Online LECG* Lehman Brothers* L.E.K. Consulting LLC* Leo Burnett Leukemia Research Foundation LinkedIn Corporation Linksys – a division of Cisco Systems, Inc. Lions Club International Foundation LiquiTech, Inc. Lipari Foods, Inc. Literacy Chicago Littelfuse, Inc. Little Brothers - Friends of the Elderly Little City Foundation
Liz Claiborne Inc. Lookingglass Theatre Company Louis Dreyfus Corporation* Louis Vuitton North America, Inc. Lutron Electronics Co., Inc. Lyric Opera of Chicago M3 Capital Partners LLC* Macquarie Group* Macy’s Marakon Associates* Marathon Oil Corporation* Marketing Analytics, Inc Marquette Partners, LP* Martin-Protean, LLC Maryville Academy Mass Electric Construction Co.* The MATCH Corps Mather LifeWays Mather LifeWays Institute on Aging MB Financial Bank* McDonald’s Corporation The McGraw-Hill Companies McKesson Corporation McMaster-Carr* Mead Johnson Nutrition Media Research Center Mercer LLC* Mercy Home Merck & Co., Inc. Merlin Entertainments Merrill Lynch* MetLife Metropolis Performing Arts Centre Metropolitan Water Reclamation District of Greater Chicago Michigan Avenue Magazine Microsoft Corporation Midtronics, Inc. Midwest Coalition for Human Rights Minnetronix, Inc Misericordia Home Model N, Inc. Monitor Group* Morgan Stanley* Morningstar, Inc.* Motorola, Inc. Mountbatten Internship Programme MPR Associates, Inc. Museum of Broadcast Communications Museum of Science & Industry NASA Nascent Technology LLC National Association of Realtors National Corn-to-Ethanol Research Center National Football League National Institutes of Health National Society for American Indian Elderly Nationwide Navigant Consulting, Inc
Raytheon Vision Systems Co Razorfish Rebuilding Together NewOrleans Red Light Public Relations RedMane Technology Research Pros, Inc Rexnord Industries, LLC Richmond Chemical Corporation Robert W Baird & Co Inc Investment Banking* Robert Bosch LLC Root Learning Inc Rotary International RR Donnelley* Ruane, Cunniff & Goldfarb* Ruder Finn, Inc. Rush University Medical Center Ryerson Saks Fifth Avenue Salient Corporation Samsung Austin Semiconductor Samsung Telecommunications America* San Francisco Consulting Group* Sandia National Laboratories SCG* Schawk, Inc Schiff Hardin LLP Schlumberger Oilfield Services* Schreiber Foods, Inc Sears Holding Corporation* Sg2* Shakespeare Theatre Company Sheldon Good & Company Shell Oil Company* ShoreBank International Siemens Medical Solutions USA, Inc Shure Skadden, Arps, Slate, Meagher & Flom LLP Smith Barney Social Security Administration Sogeti USA Solo Cup Company Sony Electronics Inc Southwest Airlines SPAWAR Systems Center* Spectrum Communications and Consulting, Inc. Spertus Museum Spot Trading, LLC* SRI International SSA & Company Standard & Poor’s Starcom Worldwide Starlight Starbright Children’s Foundation Midwest State Public Interest Research Group* Stax Inc Steppenwolf Theatre Company Stryker Instruments*
Susan G. Komen for the Cure Susquehanna International Group LLC* Suzlon Wind Energy Corp Swedish American Museum Swiss Finance Academy Sybase, Inc Syngenta Synesi Associates Systems Research Inc Target Corporation* Teach for America Technip USA Techsea International Tempel Steel Co Tetra Pak, Inc The Adler Planetarium The Avascent Group* The Blackstone Group* The Brookings Institution The Cambridge Group* The Center for Civic Education The Center for Dispute Settlement The Center for Effective Performance, Inc. The Center for Effective Philanthropy The Chicago Urban League The Devereux Foundation The Federal Energy Regulatory Commission The Field Museum The Frank Lloyd Wright Building Conservancy The George Gund Foundation The Irish Consulate The Kresge Foundation The Nature Conservancy The New Teacher Project The Nielsen Company* The San Jose Group The Travelers Companies Inc – Fixed Income Investment Dept* The WBEZ Alliance Inc Thomson Reuters Tower Hill Trading* Towers Perrin* Towers Productions Tower Research Capital LLC Traditum/Gambit Division* TransUnion Travelers Insurance Travelzoo Tribune Interactive TriMed Orthopaedics UBS Financial Services* UBS Investment Bank* UD On Campus* ULINE Uncommon Schools United Airlines* United Colors of Benetton
• • • • • sample list of employers • • • • •
NBC NERA Economic Consulting* Nestle Purina PetCare Company New York City, Department of Education Next Theatre Company Nielsen Media Research Nike, Inc. Nippon Cargo Airlines Nordstrom, Inc. Norfolk Medical Products, Inc. Northern Trust Corporation* Northlight Theatre Northstar Aerospace, Inc. Northwestern Mutual Capital* Northwestern Mutual Financial – The Hoopis Financial Group Northwestern Mutual Financial – The McTigue Financial Group Northwestern University Northwood Investors* Novantas LLC* Oak Ridge Institute for Science and Education Office of U.S. Senator Dick Durbin OgilvyOne Ohmx Corporation Oil-Dri Corporation of America Oliver Wyman Group* OptiMetrics, Inc. Optiver U.S. LLC* Oracle Orion’s Mind, LLC OSIsoft, Inc.* Owens Corning OwensMorris Communications Pacific Investment Management Co.* Panduit Corp Paul, Weiss, Rifkind, Wharton & Garrison LLP* Peace Corp. PEAK6 Investments, L.P.* Peapod, LLC PepsiCo* Performer Magazine Planned Parenthood of Illinois PNC Financial Services Group Portland Cement Association Procter & Gamble* Produce Pro Software* Progress Center for Independent Living Promega Corporation PRTM Management Consultants, Inc.* Prudential Mortgage Company Group* Prudential Preferred Properties Public Allies Public Policy Institute of California Pure Energy Corporation QUALCOMM Incorporated Quantitative Risk Management* Raymond James & Associates, Inc.*
U.S. Army U.S. Army Corps of Engineers U.S. Census Bureau U.S. Dept of Agriculture U.S. Dept of Health & Human Services U.S. Dept of Justice U.S. Dept of Labor U.S. Dept of State U.S. Dept of the Treasury U.S. Equal Employment Opportunity Commission U.S. Food & Drug Administration U.S. Fund for UNICEF U.S. Marine Corp Officer Programs U.S. Navy U.S. Public Interest Research Group U.S. Steel University of Chicago* University of Illinois UNO Charter School Network USPIRG Urban Institute UtopiaCompression Corp Victory Schools - CSPG VISA Inc* Walgreens* Walt Disney Animation Studios Warner Bros Entertainment, Inc Walton Street Capital, LLC * Watson Wyatt Worldwide Wei Labortories, Inc. Wells Capital Management* Wells Fargo Bank* Western Union* WFLD-TV FOX Chicago News WGN Radio 720 WGN-TV WH Trading LLC* William Blair & Co LLC* Williams-Sonoma Winnetka Yacht Club Wireless Microsystems Corporation* Wolverine Trading LLC* Woodrow Wilson National Fellowship Foundation WorldTeach YMCA of Metropolitan Chicago Zebra Technologies ZS Associates
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