As the leaves start to turn rust-colored and more frequently we see the dark clouds heavy overhead, it feels weird to not be packing up my room in anticipation of the annual migration south to Eugene. No, this year I will watch as my sister makes the journey alone. Well, not quite alone since she broke her ankle and we have to do all her moving for her, but I’m metaphorically watching her go. You get it, right?
So how will I spend my days if not wading through the giant puddle that is the University of Oregon in the fall? Job Search-apoolza 2009! That’s right. My internship is ending and I’m now in full job search mode. And my first act of job search was to attend the Career Center’s GET CONNECTED. It wasn’t so much the job fair portion of the evening I was interested in, the employers were not exactly what I was looking for, but the actual discussion panel that was there. The panel included:
Heather Flynn, Staffing Manager, Waggener Edstrom
Valerie Larson, Recruiter, Portland Energy Conservation, Inc.
Lisa Weiglin, Senior Recruiter and University Relations Manager, Tektronix
Breelyn Young, Talent Acquisition Manager, GlaxoSmithKline
Jason Abernathy, Human Resources Manager, Fisher Investments
Although my interests aligned closest with the PR field from the above choices, I was really interested to hear from all the fields. They were able to give some great insight into job hunting and the hiring process, which I shall now impart onto you:
The Search.
It’s no secret, a lot of companies prefer to promote from within, through referrals or networking. As cliche or old as the saying is, it really is about who you know. Meeting you in person and talking to you can give them much more than just seeing your resume can do, as impressive as I’m sure yours might be. At least for me, networking seems really scary and throws me out of my comfort zone, but the panelists pointed out, your network is already bigger than you think. Parents, friends’ parents, fellow alum. Start there and let them know you’re looking for a job. Maybe they know of one, maybe they know someone in the business you can talk to. Informational interviews can be gold.
If you have a specific company you are interested in, get their attention on the web. Follow them on Twitter, become a fan on Facebook, comment on the blog. If you have something smart to say, they will listen and remember it when they see your name on a resume, for example.
What they want.
Flexibility. Most companies want someone who can do the job today but also grow with the company in the future. The old 80/20 rule comes into play with qualifications. 80 you have, 20 you can grow. But if you don’t have the 80, don’t apply. In this economy there will be someone who does.
Passion. Enthusiasm. Innovation. Integrity. Adaptability. Resiliency. Urgency.
A match for the company culture is paramount. Some say interviewing is analogous to dating. The fit/vibe/chemistry, whatever you want to call it, needs to be there. As my dad always says, liking the people in the office is almost more important than liking the work.
The interview.
It’s the intangible skills make you stand out. Preparation is big. Know the clients, know the work, know the awards and show it with questions – smart questions. Mimic the language they use so they can really start to see you in the company.
You’ve heard this before, but they said it again, you are your own brand/product. Sell yourself as you would a brand. Think of 3 marketing messages you want to really get across and relate everything back to those. Trying to say too many things about yourself waters down the message.
Structure your stories and examples in terms of Problem –> Solution –> Result.
Above all, show that you want the job and follow up with personal thank you note.
