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Personality & Career Assessments/Planning Tools
These sites can be helpful in that they provide free personality and career assessments. They are also valuable in terms of answering many unanswered questions about where you begin once you decide that you want to make a career change. The journey of a thousand miles begins with one step and these sites may just spark an idea you never know you had.
Focus 2 personality assessment can help you understand the areas of your life that are the most important your happiness and what careers satisfy those needs. You will receive a detailed list of
many careers that you would be best suited for, along with majors you could pursue if going back to school is in the plan. To utilize this assessment please use code: colonials
My Next Move is an interactive tool for job seekers and students to learn more about their career options. My Next Move has tasks, skills, salary information, and more for over 900 different careers. Users can find careers through keyword search; by browsing industries that employ different types of workers; or through the O*NET Interest Profiler, a tool that offers personalized career suggestions based on a person's interests and level of work experience.
My Plan helps students and professionals plan more fulfilling lives by making well-informed decisions about their education and careers. Whether you’re deciding on what college to go to, choosing a major, planning ahead for your first career, or thinking about making a career change, MyPlan.com can help you explore options and bring clarity and insight into figuring out what’s right for you.
Once you have a list of careers you would be best suited for, bases off of your personality, values, topics you enjoyed in school and what your career aspirations may be, you can use O*Net Online to research more. This tool was created by the Bureau of Labor and has detailed descriptions of the world of work for job seekers, students, researchers, and more!
Candid Career has provided over 7,000 career related videos to help people understand what it is they may need to do to transition into a career. Ever wonder how the people who are doing what it is you want to do got their first break? Ever wonder what it is like to work in a particular field? You can find the answers to these questions, and many more, while using Candid Career video library.
Vault provides in-depth intelligence on what it is really like to work within an industry, company, or profession—and how to position yourself to launch and build the career you want. Vault is best known for its influential rankings, ratings, and reviews on thousands of top employers and hundreds of internship programs.
Payscale – Cost of Living Calculator Whether you are planning for an upcoming move or just curious about the cost of living in other cities, the PayScale Cost of Living Calculator is the place to begin your research (or daydreaming). Just enter your salary and job title as well as your current location and the city where you are considering a move. Not only will we show you the cost of living difference, but we will let you know how much you need to make in the new location to maintain your current standard of living.
My Skills, My Future (American Job Centers helps laid-off workers and other career changers find new occupations to explore. Uses can identify occupations that require skills and knowledge similar to their current, or previous job, learn more about the suggested matches, locate local training to help build the skills employers seek and also apply online for jobs.
Career Thoughts provides seasoned professionals and students with the tools to help identify careers that match the skills, interests, and abilities one may already have. This is a site for people who may has a strong passion or interest, but are not sure exactly how to turn that passion into a career.
- Change your thought process
- Force yourself to take risks
- Encourage others to be open minded
- Embrace learning
New-hire panels are one of the best ways to showcase an organization to interns as a great place to work. These are panels of five or six people who were hired as new grads within the last three years. They act as panelists in a meeting of interns, giving a brief summary of their background and then answering questions from the intern audience. Your interns get insight about your organization from your new hires—people who they perceive are like themselves and who they consequently view as credible sources of information.
In these meetings, I’ve found that the interns consistently bring up the same topics: Why did you choose this employer over others? What was your first year like? How is being a full-time employee here different from being an intern? Do you recommend getting a graduate degree? In the same field, or an M.B.A.? Is it better to go straight to graduate school after the bachelor’s or better to work a while?
It’s also fairly consistent that the new hires will offer other types of advice to your interns, such as how to handle finances those first couple of years out of school. (Their typical advice: Don’t run right out and buy a new car, and, Start contributing the maximum to your savings plan as soon as you are allowed.)
College relations staff should attend these sessions, but should remain unobtrusive, staying in the back of the room so as not to stifle the conversation. By being there, you stay aware of what is on the minds of your target group, and you can answer any detailed questions that may come up, such as those related to benefits.
One of the greatest advantages to students in having internships is the access they get to accomplished professionals in their field. Consequently, speakers from the executive ranks are very popular with students—it’s a great career development and role modeling experience for interns. Having a CEO speak is especially impressive. Best scenario: Your CEO speaker is personable, willing to answer questions, and willing and able to spend a little informal time with the students after speaking—your interns will be quite impressed.
For you, having your executives speak to interns is another way to “sell” your organization to the interns, and get your executives invested in (and supporting) your program.
Providing students with access to in-house training—both in work-skills-related areas, such as a computer language, and in general skills areas, such as time management—is a tangible way to show students you are interested in their development.
You may also want to consider providing interns with information about nearby community colleges: Many students will be interested in attending during their work term to take care of some electives and/or get a little ahead with the hours they need to graduate. If you have the budget, you may also want to consider paying the tuition for courses they take while working for you, but, as is the case with housing, any assistance you can provide—even if it’s just providing them with information about local schools—will earn you points with students.
Conducting focus groups and feedback surveys with these representatives of your target group is a great way to see your organization as the students see it. Focus groups in particular can yield information about what your competitors are doing that students find appealing.
Students work very hard at completing their work and are generally proud of their accomplishments. Setting up a venue for them to do presentations (formal presentations or in a fair-type setting such as an expo) not only allows them to demonstrate their achievements, but also showcases the internship program to all employees.
Whether face-to-face or over the telephone, a real-time exit interview done by a member of the college relations team is an excellent way to gather feedback on the student’s experience and to assess their interest in coming back. Having the students fill out an exit survey and bring it to the interview gives some structure to the conversation.
It’s important that everyone “be on the same page,” so to speak. Make this happen by holding an orientation session for managers and mentors as well as a session for students. Orientations ensure that everyone starts with the same expectations and role definitions. This is time well spent—the effort you put into these sessions will pay off throughout the program.
Whether in paper booklet format, or presented as a special section on your website, a handbook serves as a guide for students, answering frequently asked questions and communicating the “rules” in a warm and welcoming way.
A separate intern website serves many of the purposes of the handbook, but has the advantage of being easy to change. You can use your website as a communication tool, with announcements from the college relations staff or even articles of interest written by the interns themselves.
Few employers can afford to provide fully paid housing for interns, but you’ll find that you get a lot of appreciation if you offer any kind of assistance toward housing expenses. If that’s not possible, provide assistance in locating affordable housing: For those relocating to the job site, the prospect of finding affordable, short-term housing can be daunting. Easy availability of affordable housing will make your opportunity more attractive to students, broadening your pool of candidates.
If you can pay for all or some of your interns’ housing, be sure to design (and stick to) a clear policy detailing who is eligible. This will eliminate any perceptions of unequal treatment. In addition, be aware that employer-paid or employer-subsidized housing is considered a taxable benefit. Check with your internal tax department on exceptions to this.
You will also want to consider the issue of relocation, which is separate although related to housing. Many organizations pay some or all of their interns’ relocation expenses to and/or from the job site.
Pairing a scholarship with your internship is a great way to recruit for your internship program—and this is especially true if you are having difficulty attracting a particular type of student or student with a specific skill set to your program. Attaching a scholarship can increase your pool of candidates with the desired qualifications.
Students mention flex-time as one of their most-desired features in a job. (A flexible time schedule during their internship eases their transition to the workplace.)
If you think about how students spend the day on campus (varied schedule each day, with varied activities such as work, class, social time), you can understand that 8 a.m. to 5 p.m. Monday through Friday is a bit of an adjustment for them. A flexible schedule can make them feel less chained in by an unchanging routine.
Other work arrangements that have been found successful with students include keeping them on as part-time, remote employees after they go back to school (depending on the type of work they do for you and whether they have a willing manager), and having them come back and work over school breaks for a couple of weeks. These are excellent ways to keep communications open and build a stronger bond.
Having a dedicated manager for your intern program is the best way to ensure that it runs smoothly and stays focused on your criteria for success. Unfortunately, the size and resources available to most internship programs mean that this isn’t always possible. If your program isn’t big enough to warrant a dedicated full-time staff member, an excellent short-term solution is to hire a graduate student (look for a student working toward an advanced HR degree) to be your intern, and put this college relations intern in charge of the daily operation of the internship program. This gives the interns a “go-to” person, and gives you and your staff a break from the many daily tasks involved in running a program of any size. For this to work, you have to plan the program structure in advance (don’t expect your intern to do it), and be very accessible to your college relations intern
Involve your college recruiting teams—whether they are “volunteers” who participate in college recruiting, staff members dedicated to college recruiting, or some combination of both—in your intern program. They can sponsor social or professional development events, and help to orient the interns to your company culture. In my experience, college team members served as cooks at intern picnics, hosts at speaker events, and drivers for social outings such as ball games.
Although some programs—especially those that are very structured on the university side—make visits by career center staff and faculty a regular practice, most do not. In general, career center staff and faculty members have relatively few opportunities to visit employer work sites to see firsthand the types of experiences that their students are getting. By inviting them to your site, you will build a better working relationship with these groups, which can lead to more student referrals, enhanced campus visibility, and increased flexibility on their parts when your business needs dictate it.
Providing interns with real work is number one to ensuring your program’s success. Interns should be doing work related to their major, that is challenging, that is recognized by the organization as valuable, and that fills the entire work term.
You can guarantee that hiring managers provide real work assignments by checking job descriptions, emphasizing the importance of real work assignments during a manager/mentor orientation sessions, and communicating with interns frequently throughout the work term to determine who they perceive what they are doing.
Don't try to change what can't be changed...you can REFRAME!
(HINT, you have to work with, not change, gravity)
Consider your views on the world
Reflect on what work is and what it means to you
What dysfunctional thoughts can be reframed?
What's the life challenge/opportunity we want to solve and/or learn more about?
Take some personal assessments
Evaluate your current work/play/love/health
Open up meaningful discussions with your family and friends
Create some future Life Sketches; do real brainstorming and think up lots and lots and lots of ideas
More = Better
Narrow your testing options, build some ideas, select some ideas, and plan the quick/cheap/easy prototype
Ask a lot of questions
Get into some real work, try stuff, reflect on what works for you and refine your next steps to designing a better life
Keep moving forwarding and just do stuff. Turn your ideas into action. The Career Success Center has lots of custom ideas for you.
Ask lots of questions, research your options, be active in class, follow interesting organizations and people
Life and the career process is not just one or two things-it is a process.
Turn bumps in the road into learning opportunities.
You live, eat, work, study with others, so they all are a part of your life. They have lots of ideas, experience, and contacts, and should be a part of your life design
Learn different ways to look at things to get unstuck
The Career Center is available for drop-ins from 10am – 5pm Mondays through Fridays, but our online resources and tools are available 24/7.
Our online resources cover comprehensive guides and advice for resumes, cover letters, interviews, finding jobs & internships, building professional competencies, and creating a network.
Start your career journey by clicking on one of the six buttons below!
Share with us how the Career Success Center has helped you on your career path at firstname.lastname@example.org or in person in our office.