Article Title: Make Connections With a Washington DC Internship
Author Byline: Article by Marcia Robinson and courtesy of BullsEyeResumes College Blogs. Robinson has been coaching, training, and writing on career, workplace, employment and education issues for students and career professionals for 10 years. .
Author Website: http://bullseyeresumes-college.blogspot.com

Do you know who Huma Abedin is? You probably do or you might. You just don’t know you do.

Huma Abedin is that person you might catch a glimpse of, if you watched the presidential primaries, more specifically, watched Senator Hillary Clinton. Essentially, Huma Abedin is getting a lot of attention as Senator Clinton’s “body person” as she manages the Senator’s schedule from one event to the next. Here is what New York Magazine says about Abedin. “Huma Abedin, Hillary’s beautiful, enigmatic “body person,” spends nearly every waking minute with Hillary and so has the best sense of her daily rhythms and routines.”

Abedin is known for her extraordinary ability to multitask and juggle several assignments without breaking a sweat.

Huma Abedin was born in Michigan, to an Indian father and Pakastani mother. She was raised in Saudia Arabia and attended George Washington University. Abedin became an intern in the White House in 1996 and impressed Hillary Clinton once she landed a role in the First Lady’s office. Her role has evolved into that of the personal “body person” of Hillary Clinton, available to meet the candidate’s every need from water bottles to schedules to keeping the press at bay.

College students who are interested in Washington DC internships, here are a couple to consider:

John F. Kennedy Center for the Performing Arts
Internships are open to college juniors and seniors as well as new college graduates within 24 months after graduation. Interns must be interested in careers in performing arts, management and/or arts education. Interns will work 37.5 to 40 hours weekly for a twelve to fourteen week rotation. About 20 college students are selected each semester for these prestigious internships.

Veterans Affairs Medical Center
Psychology majors in approved APA and counseling psychology programs are eligible to apply for internships at the Veterans Affairs Medical Center in Washington DC. The deadline to apply for these internships is November 1. College applicants must have a minimum GPA of 3.0, submit an application, 3 letters of recommendation a formal statement from the program director supporting eligibility for the internship.

Every year thousands of college interns spend time in Washington DC working and learning in a variety of roles. Not only do these internships get valuable work experience, they get to build a network of contacts and mentors who could be invaluable later as your career progresses.

Huma Abedin is one such internship success story.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Good Afternoon,

I wanted to share an excellent article with you about this very subject. Please feel free to comment, and have a very productive week.

~ Christina Archer, SterlingProfessions.com

Article Title: Job Hunting in a Tough Market
Author Byline: the medical sales recruiter
Author Website: http://www.phcconsulting.com/WordPress/2008/05/28/job-hunting-in-a-tough-market/

We’re in some tough economic times right now, and that can make it that much harder to find a job. Although laboratory sales, medical device sales, imaging sales, pathology sales, molecular products sales, cellular products sales, and biotechnology products sales are much less susceptible to economic downturns than pharmaceutical sales, any person searching for a position in healthcare sales can have a hard time.

To help you out, Fortune magazine has 7 tips for job hunting in a tougher market. They include:

1. Request more face-to-face meetings. Get your face in front of recruiters and your network instead of relying on e-mails and phone calls. It will make more of an impression.

2. Step up your job-search activity. This makes sense. In many ways, a job search (like sales calls) is a numbers game. Increase your odds by increasing your activity.

3. Try to be as flexible as you can. Consider contract work, part-time work, or starting at a lesser salary than you were hoping for. It gets your foot in the door for other opportunities later. Besides, less money is better than no money, right?

4. Consider relocating. Top jobs aren’t always where you are. I love the idea of relocating and expanding your horizons…trying something new.

5. Scour the hidden job market. Many jobs aren’t advertised. Be proactive. Use your network. Or contact employers directly. They might appreciate your initiative.

6. Spend very little of your time on Internet job boards and help-wanted ads. Look, but don’t focus. Everyone’s looking here.

7. Take advantage of social networking sites. Personally, I love LinkedIn. But also, use MySpace or Facebook as part of your networking tactics. Just be careful to keep it professional.

One tip they missed: In tougher job markets, a medical sales recruiter is a gold mine of job opportunities and information.

Here are some more great tips to heat up your job search. One last great idea (from the Sales Hub):

You never know when or where you may meet a prospective employer. Memory sticks, flash-drives, or email versions of your resume on your Blackberry, Treo or iPhone are must-haves in today’s volatile employment market.

Good luck.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Until next time –
Christina Archer
SterlingProfessions.com
Recruiting and Staffing Services

Article Title: Three Factors To Consider When Working With Staffing Firms
Author Byline: Tahjia Chapman is a writer for CollegeRecruiter.com at http://www.CollegeRecruiter.com, the leading job board for college students searching for internships and recent graduates hunting for entry level jobs and other career opportunities.
Author Website: http://www.collegerecruiter.com

Partnering with a staffing firm is an opportunity to reduce your recruiting time. Most of the work is taken care of by professionals with years of experience. Partnering with a successful staffing firm is a good step in managing your recruiting campaigns. Staffing firms have a database full of highly qualified candidates that could match your organization’s needs. Your responsibility is to choose a reputable firm with experience in high retention rates. Why are the experience, reputation, and successful retention rate important in choosing a staffing firm? We will review the details of this in our article because we want you to choose a partner that will get the job done.

Experience

An experienced staffing firm has a methodological way of acquiring new talent for their clients. The firm should have experience or expertise in finding candidates with the right skills and abilities to ease into your organization. Their interviewing processes should include virtual assessments, face-to-face meetings, and thorough background searches. Your prospective partner should have several years of experience in recruiting candidates in highs and lows of your industry’s demands. The staffing firm’s experience and reputation tell a story of how well they work with their clients.

Reputation

The reputation of a staffing firm is a supreme factor of their capabilities in placing qualified candidates in your organization. What are the clients saying about the staffing firm’s abilities? Can you contact previous clients to inquire about the process used to place candidates within their organizations? Use your HR skills to screen potential partners by using the best practices in recruiting. Your potential partner should have data stating the retention rates of their placements in organizations. If this information is unavailable, you should consider finding a company that has that information available. Remember, the data is concrete and you need to feel confident in their abilities to assist you in your recruiting efforts.

Retention Rates

How long has the firm worked with a particular organization? You can ask for professional references from clients who have worked with the recruiter for years. The retention rates of their placements should explain their ability to coordinate candidates to fit into certain organizational cultures. For instance, would you hire a candidate with no intentions of monitoring their adaptation to the company culture? Your company’s needs must match suitable characteristics of candidates. Staffing firms with high retention rates, strong reputations, and experience are the best partners for any business.

Please consider the above factors during your search for a strong staffing partner. If you want to learn more about the benefits of partnering with staffing firms, check out Benefits of the Temporary Help and Staffing Services Industry http://www.collegerecruiter.com/pages/articles/article50.php. The increased work week has left many businesses turning to the staffing industry for help in coordinating talent. Take advantage of the skills of other recruiters to locate the best candidates for your organization. This will not only make you look good, but it will help move the company forward.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

You’ve submitted your resume to every major recruiter in the industry, and you’re being referred to positions that just don’t meet your minimum salary requirements. Add to this, you were hoping to find job growth, so that you could continue moving up the ladder, and position yourself for upward mobility in your new job. Again and again, you hear from the staffing specialists that you just don’t have the job stability the company is looking for, or your salary history doesn’t coincide with the salary you’re applying for. It can all be completely overwhelming to a job seeker, unless you arm yourself with the knowledge and the tools, to know what to expect on the job hunt.

This article is for those individuals who are looking to make their next career move, but may have changed jobs a little too frequently to have (what recruiters refer to) a stable work history. What is the secret to getting the right job offers, completely on auto-pilot?

First of all, let’s discuss the reasons recruiters turn away the average job seeker, and focus the majority of their attention on placing candidates that earn more than $100,000 per year. Secondly, we’ll talk about alternatives to the traditional recruiting services, that can handle the footwork associated with any job search, so you won’t have to. Finally, we’ll move on to show what you can do to ensure you have more than 5000 staffing specialists working for YOU – to find you your target job.

To a professional recruiter or talent acquisition professional, the “average job seeker” is not an area they choose to work with. Since a high percentage of recruiters work on contingency, or on straight commission to be paid only IF they place the candidate who is actually hired, it behooves them to focus on those job seekers who earn the largest salaries. After all, 25 – 30% of the candidate’s first years annual salary, at $100,000 is a lot more than the candidate who earns $25,000 per year. So, when you are in what is termed “the working class,” you will find that many recruiters will not find the time to work with you.

So what can a job seeker do to have a professional running searches for them, and assist them in finding their next career move? There are Staffing Specialists who offer their search and placement services for all income levels, and offer complimentary registration for job seekers to get started. Registered job seekers can expect to be contacted via email, when a job opens that matches their parameters. At that point, it is up to the candidate to decide whether or not to move forward in the process. This system creates a win-win for all parties involved, because the job seeker is able to put their job search process on auto-pilot, and the professional search is conducted in such a way, that it does not interrupt the job seeker’s day to day activities.

For those job hunters who need to make a change immediately, they can sign up for the “Fast Track” service, and expect to receive expedited service. When a job seeker registers for the “Fast Track” option, they will have more than 5000 staffing specialists working to find them their next career move. The job offers presented to the candidate are high quality, and the process enables the job seeker to focus on his or her other responsibilities.

Regardless of whether you are considering a change of employers, or actively looking, isn’t it time that you put your search on auto-pilot? Put the numbers and the quality of job offers in your favor.  For more information, visit http://www.SterlingProfessions.com.

Article Title: How recruiters cut their work time by more than 25%
Author Byline: Peggy McKee – VP of Sales & Marketing at Interview on Demand, LLC
Author Website: http://www.interview-on-demand.com

A customer hires quite a lot of employees every month (~ 20 per month). The in-house recruiter sorts through the resumes —-narrows down to 100 candidates that seem relevant to the positions. Then calls all 100 candidates on the phone. Not all answer the call or even return the call. But he spends approximately 50 hours per month talking with candidates on the phone (screening down to a final number that he sees in person). Because he hires for a facility, he is setting up a interview room off of the front entrance.

Now instead of calling those 100 candidates (and spending an average of 30 minutes on the phone with those that he actually engages), he is going to invite them to take a video job interview at his site. All he needs is a computer, with a webcam and high speed internet. Done! So now instead of spending time on the phone he can actually “see and hear” his candidates answer his interview questions! This means that the candidates that he is able to screen down to invite for an actual face to face are even more qualified than before and he saved countless hours talking with candidates that weren’t qualified. Oh – and because they have to come to the facility to take the video interview, they are much more interested in his position (or they would not have made the trip,)

He can, also, have an intro video that brands his company and the position for them to view! Key attributes of the Video Job Interview that will really provide value to his organization:

1. Completely standardized questions.
2. He can share the interviews with the hiring managers – they can help decide what candidates make the cut. This means that the hiring manager has greater buy in on the final candidates (and we all know that this is important).
3. The time and energy that he saves can be utilized to find new ways to recruit….(maybe he can start recruiting in another geography (using the Video Job Interview). He can see candidates that are interested in his position (will relocate themselves to his city) using TiVo for hiring!
4. Like he said, now he can pursue on-campus recruiting without being on campus!

If you are interested is finding out how Interview on Demand can help you save time, money, and make better quality hires, please give me a call at (800) 881-4557.

-Author Peggy McKee, VP Sales & Marketing at Interview on Demand, LLC. Interview on Demand is a leading provider of video job interviews and career video products that serve recruiters, employers, and jobseekers in the hiring process.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

I wanted to share another useful article I found about Social Networking.  If you spend anytime in the recruiting arena, social networking is becoming THE way to communicate with prospective hiring managers and candidates.

Enjoy -

Christina Archer

www.SterlingProfessions.com

Article Title:  Social Networking
Author Byline:  Gene Leshinsky
Author Website: http://www.boston-technical-recruiter.com

I just came across a recruiter who participates in 90 social networks. I thought to myself “Am I missing something?” So I accepted an invitation from Hi5. I briefly investigated the interface and found it to be identical to Facebook. The kinds of questions that the background asks are very telling of the kind of site you are entering. I also received an inappropriate email before I even had a chance to look around.

Facebook and Myspace are about the same in terms of their professional orientation. Both are geared much more towards the personal lives of people rather then the work related. LinkedIn on the other hand is strictly professional although lately it has been copying some features from Facebook such as “what are you doing now” feature.

People who switch from LinkedIn to Facebook are making a horrific mistake. Both sites have their uses but the search function on Facebook is very underdeveloped, even more so then LinkedIn. Thee two sites are vastly different in purpose and cannot be used interchangeably. While you can find good professionals on Facebook and Myspace, it is much easier to do this on LinkedIn.

The beauty of LinkedIn is that it is a professional network and it will lose much if it becomes anything like Facebook or Myspace. So how many social networks are too many? I have MySpace, Facebook, LinkedIn, Hi5, and RecruitingBlog. Should I get more? The connections I have on LinkedIn are more then enough in terms of professional links while Facebook lets me keep tabs on friends. I only have so much time in a day when I’m not on the phone to upkeep my networks and even reply to all the LinkedIn invites is becoming an activity I do once or twice a week.

LinkedIn, Facebook, and Myspace are a must to have while everything else is a “nice to have”.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

I hope everyone is having a great weekend.  I found another great article I wanted to share with my recruiting team.  Enjoy….

Christina Archer
www.SterlingProfessions.com

Article Title: Career Coaching Needs to Stop…..When!
Author Byline: Marilyn J. Tellez, M.A.
Author Website: http://doitnowcareercoach.info

Career Coaching Needs to Stop…….When…..

Here are my ideas from my side of the desk as a career coach.

1. The person the coach is working with doesn’t do the necessary work on him/herself to find a reasonable job goal.

2. The coachee lies.

3. The coach also lies.

4. The person being coached, changes goals many times.

5. Payment for services is haphazard.

6. Mutual trust in each other fails.

7. Appointments for services are missed without explanation.

8. The coachee looks for other advice, frequently, without informing the coach.

9. Personalities begin to clash.

10. Any other conflict, which makes a positive outcome for the coaching process debatable.

11. All work in the process of being and receiving coaching services are built on positive feelings and mutual, friendly regard. The real work is understood to be in finding a good job, no excuses allowed on either side.

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

I wanted to share a great article with you from a colleague. Enjoy!

–
Sincerely,
Christina D. Archer
SterlingProfessions.com Career Search
www.sterlingprofessions.com
Office Email: christinaarcher@sterlingprofessions.com
Personal Email: christina.d.archer@gmail.com
Google IM: christina.d.archer
Switchboard: 641.715.3800, ext. 537502
Fax: 206.337.1178

Find your next job with a professional organization that puts over 5000 staffing specialists to work for you! Employers, gain resume access and post your jobs now. To complete a free registration, visit our website, at http://www.sterlingprofessions.com.

Join our Staffing Team, and work from home. Visit our hiring site, at http://tinyurl.com/2qeda6.

Article Title: The Bogus “Informational Interview”
Author Byline: America’s #1 Recruiter
Author Website: http://www.tonybeshara.com/tips/informational-interview/

Here’s one example of the phony advice being offered to new graduates and other first time job seekers: “pursue ‘informational interviews’ as a way to expose yourself to an organization.” Supposedly, employers are willing to accommodate a fact-finding interview, an “informational interview,” even if they do not have an open position.

Take my advice: most business people do not have time for informational interviews. Perhaps, if you have a personal connection – maybe through your parents or friends – then it could happen. The reality, however, is that these interviews are rarely seen.

More importantly, informational interviews are a waste of your time. You want to be talking to, and interviewing with, people that can hire you. Focus on talking to hiring authorities that actually have “pain” to hire somebody. Find someone who needs to hire somebody like you, and I will teach you how to be the “somebody” they need to hire.

I’m going to be straight with you about these topics. You can believe me now, or you can believe me later, after you’ve missed out on several opportunities. I’m not right because I’ve placed 7,000 candidates in my career; I’m right because early in my career I missed out on hundreds of others and learned from my mistakes. There are no tricks or shortcuts to finding a job; there is a process. It is a repetitive process that has to be rehearsed and executed until successful. Don’t waste your time, or a prospective employer’s, on “informational interviews.” Let’s go find a job!

Ask for personal advice from Tony, the #1 recruiter
according to the industry’s leading journal, The Fordyce Letter : https://www.tonybeshara.com/asktony/

Article courtesy of the Recruiting Blogswap, a content exchange service sponsored by CollegeRecruiter.com, a leading site for college students looking for internships and recent graduates searching for entry level jobs and other career opportunities.

Have you turned on the TV or radio today?  If you have, you’ve undoubtedly been inundated with messages about the sad state of the economy, the high unemployment rates, and the housing market slump.  It’s a pretty sour message, if you ask me.

Are you someone who views the glass as "half full" or "half empty?"  Our reality is based our our personal decision to view things in a certain way.  The same holds true when you are contemplating beginning your next job search.

Regardless of whether the global economy is up or down, there are ALWAYS going to be companies out there who are in need of quality help.  Sure, there may be more competition for that same job, if many professionals are out of work; but this doesn’t mean that you won’t be the one selected for the prestigious position.

Today, let’s discuss the job search strategies you can embrace, that will set you apart from your competition, and enable you to be holding more quality job offers than you ever thought possible. 

1.  Rethink your current Resume.  If you look at your resume, and it’s just a bunch of facts about your work history, without any spice, pithy catch phrases, or something that will make a prospective employer turn their head – it’s time to revise.  *Don’t apply for any positions or even submit your resume to a recruiter, until this step is completed.

2.  When you are ready to begin submitting your resume, you must write individual cover letters, that are customized for each individual position you are interested in applying for.  NEVER use a form cover letter.  You want to set yourself apart from the average "joe."

3.  Never send out a resume to a blind email address or fax number.  If a company name is provided, you must call and find out the name of the hiring manager, so that you may follow up your submissions with a personal phone call or note.  Trust me, this is a step that seperates the "wheat from the chaff."  Yes, it may take you some time to do the name sourcing, or finding out the name of the hiring manager, but it is well worth your time and energy. 

4.  Create a spreadsheet or keep track of your submissions and progress in a notebook.  It’s imperative that you have the ability to track your efforts, and if you’re not selected, find out exactly why, so you can address this in future application efforts.

5.  When interviewing, prepare, prepare, prepare.  Know everything there is to know about the company you are interviewing with.  There’s nothing more personally satisfying during an interview, that knowing as much as your interviewer. 

6.  If all of these steps seem overwhelming to you, find a quality recruiting or staffing organization, that will effectively manage your career, and assist you over the long term, in moving up the ladder today….and in your future employment changes.

It really doesn’t matter what state the economy and job market is in, if you take the steps necessary to ensure you are the candidate that receives the job offer.  Remember, you have the power to create your destiny – so start demonstrating your expert prowess, and make that career move!

Until next time – Here’s to your success.

Sincerely,
Christina D. Archer
SterlingProfessions.com Career Search
www.sterlingprofessions.com
Google IM:  christina.d.archer
Switchboard:  641.715.3800, ext. 537502
Fax:  206.337.1178

Find your next job with a professional organization that puts over 5000 staffing specialists to work for you!  Employers, gain resume access and post your jobs now.  To complete a free registration, visit our website, at http://www.sterlingprofessions.com.

Join our Staffing Team, and work from home.  Visit our hiring site, at http://tinyurl.com/2qeda6.

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It’s no suprise to learn, all job boards and career classifieds – are not created equal.  From the standpoint of the employer, who’s looking to find top notch talent among their prospective new hires, a job board must proactively seek to register active and passive candidates who are the best of the best.  When you’re a job seeker, or considering the possibilities for your next planned career move, it’s important to take a serious look at exactly what a job board or career network, can do for YOU.

If you’re considering registering as a job seeker with a recruiting agency, job board, or even submitting your resume to an employer, directly, here’s some important information you must consider.

1. Job boards should offer job seeker services to enhance and expedite the employment placement process.
2. For the job seeker, who must make an immediate change, the career board should offer a low cost, premium "representation" service, to ensure the active seeker is being consisently presented for positions that match the candidate’s target job.
3. Is your resume posted to a job board that contracts more than 5000 staffing specialists, who work on creating your perfect employment match?  If not, it’s time to greatly increase your odds of quality job offers, by joining a network that does.
4. Does your job network offer employment opportunities with 100K and up salaries, as well as entry level positions, across all industries?  Are they bringing on new employment opportunities daily?  When you work with a progressive job network, you can expect to receive a great deal of interaction through email and telephone, from the referrals of employer partners.  Word of mouth, and personal recommendations go a long way in developing successful business relationships.
5. A quality job board offers job seekers career management services, which effectively keep the candidate on track to continue moving up the ladder; every two to three years.

As you can see, not all job boards are created equal.  Employers looking to hire a new employee, or a job seeker looking for their next employer, must be selective, and choose a performing job network, that will make creating the employer – candidate match – seemless.

Until next time – Have a great day!

Christina Archer
http://www.sterlingprofessions.com

Tags: hire an employee, job boards, find a job, new job, career move

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