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Career Success Center

Career Fairs

All career fairs and events are conducted through Handshake. To be a part, you must log in or activate your account here.

Each semester, the WCSU Career Success Center (CSC) offers many opportunities for students and alumni (of all majors), to connect with employers, research companies and find employment. Whether a Freshman, or Senior, students are encouraged to begin attending career fairs and networking events during their Freshman year, so they are well equipped to find employment before graduation. This Spring, the CSC has partnered with Central Connecticut State University, and Handshake, the countries #1 job board for college and university students and alumni, to bring you four virtual career fairs. These fairs are open to all students/alumni, of all majors.

Upcoming WCSU-Sponsored Career Fairs

Business, Finance, Marketing, Arts, Media & Entertainment Fair

Tuesday, March 30th
12pm to 3pm

Hosted by WCSU

Education, Healthcare, Non-Profit & Government Fair

Wednesday, March 31st
12pm – 3pm

Hosted by WCSU

Education Career Fair

Tuesday, April 6th
3pm to 6pm

Hosted by WCSU

To attend a WCSU-sponsored career fair, please follow these instructions:

  1. You must log onto your Handshake account at www.wcsu.joinhandshake.com
  2. Click "Events" listed at the top of the page to see a list of upcoming career fairs, events, and workshops
  3. Find the fair/s you want to attend and click on the name of it
  4. Look at the employers who are registered and click "Register," on the right side of the page, if you want to attend
  5. To select a time to speak with an employer, choose a 1:1 session and click that button to register (You can choose as many 1:1 sessions as you would like just as long as they are not scheduled at the same time.)
  6. To see a video that explains all this, click here.

 

CHECK BACK FOR AVAILABLE SESSIONS FREQUENTLY up to an including the day of the fair to view additional employer sessions (employers set their schedules on a rolling basis and available sessions update frequently, up top and including during the fair).

Not seeing sessions with an employer of interest?

  • "Follow" that employer within the fair to be notified when additional sessions are available.
  • Note that employers have the option to set GPA, major, or academic year preferences, and in some cases, you may not meet their criteria.

For more tips on how to have a successful career fair, please see the "Career Fair Guide" listed above. For questions, please contact Debra Manente at manented@wcsu.edu.

Spring 2021 Registered Employers

These employers are registered to attend the Spring 2021 career fairs. Use this list to begin preparing and to research employers before you meet them. This list changes weekly so please come back often to view added employers. To register for a career fair, you will need to use your Handshake account. To access it, please go to www.wcsu.edu/handshake.

Employer Employer Industry Website 30-Mar 31-Mar 6-Apr
ABC Supply Co. Inc. Wholesale Trade http://www.careers.abcsupply.com x
Ability Beyond Social Assistance http://www.abilitybeyond.org x
Academy Prep Centers for Education Other Education http://www.academyprep.org x
Alliant Advertising, PR & Marketing http://www.alliantinsight.com x
Aurora Public Schools (Metropolitan Denver, CO) K-12 Education http://aurorak12.org x
Beauty Quest Group - Transom Symphony Opco Manufacturing https://beautyquestgroup.applytojob.com/apply x
Butterfly Effects Healthcare http://butterflyeffects.com/ x
Camp Awosting Other Industries http://www.awosting.com x
Camp Blessing Texas Non-Profit - Other http://www.CampBlessing.org x
Camp Cody Sports & Leisure https://campcody.com x
Camp Sloane YMCA Non-Profit - Other http://www.campsloane.org x
Camp Winaukee Sports & Leisure http://www.winaukee.com x
Capital Preparatory Schools Other Education http://wearecapitalprep.org/ x
Capitol Region Education Council Other Education http://www.crec.org/ x
Catawba County Schools K-12 Education https://www.catawbaschools.net/ x
Central Connecticut State University Higher Education http://www.ccsu.edu/ x x
Channel 3 Kids Camp Non-Profit - Other https://channel3kidscamp.org x
Cheshire Public Schools K-12 Education http://www.cheshire.k12.ct.us x
Churchill County School District K-12 Education http://www.churchillcsd.com x
City of Bristol Police Department Legal & Law Enforcement http://www.bristolct.gov x
City Year Non-Profit - Other http://www.cityyear.org/ x x
Cleveland ISD K-12 Education http://www.clevelandisd.org x
Collier County Public Schools K-12 Education http://www.collierschools.net/site/default.aspx?PageID=1 x
Connecticut Department of Energy and Environmental Protection Government - Local, State & Federal http://www.ct.gov/deep/site/default.asp x
Connecticut Innovations Investment / Portfolio Management http://www.ctinnovations.com x
Covenant Preparatory School K-12 Education http://www.covenantprep.org x
Coventry Public Schools K-12 Education http://www.coventrypublicschools.org/ x
Cromwell Public Schools K-12 Education https://www.cromwell.k12.ct.us/ x
Danbury Public Schools K-12 Education http://www.danbury.k12.ct.us x x
East Hartford Public Schools K-12 Education https://www.easthartford.org x
Eastern Account System Other Industries http://www.easternaccounts.com x x
Eastern Connecticut Health Network (ECHN) Healthcare http://www.echn.org x
Educational Service District 112 K-12 Education https://www.esd112.org/ x
ESF Summer Camps K-12 Education https://www.esfcamps.com/join-our-team/ x
ESS K-12 Education http://www.ess.com x x
Farmington Public Schools K-12 Education http://www.fpsct.org x
Fastenal Company Wholesale Trade https://careers.fastenal.com/ x
Federal Bureau of Investigation - Connecticut Government - Local, State & Federal https://www.fbi.gov/ x
Federal Bureau of Prisons Legal & Law Enforcement https://www.bop.gov/jobs/ x x
FoodCorps Non-Profit - Other http://www.foodcorps.org x
Gándara Center Healthcare http://gandaracenter.org x
General Digital Corporation Other Industries https://www.generaldigital.com x
Generation Teach K-12 Education http://www.generationteach.org x
GeNovu Biotech & Life Sciences https://www.GeNovu.com x
GeronNursing & Respite Care, Inc. Healthcare http://www.geronnursinginc.com x
Granby Public Schools K-12 Education https://www.granby.k12.ct.us/o/gps x
Green Chimneys Non-Profit - Other http://www.greenchimneys.org/ x
Greenwood Trails Other Education http://www.greenwoodtrails.com x
Hartford Public Schools K-12 Education http://www.hartfordschools.org x x
Holyoke Public Schools K-12 Education http://www.hps.holyoke.ma.us/ x
Horry County Schools (SC) K-12 Education http://www.horrycountyschools.net x
Hudson Valley Credit Union Non-Profit - Other http://hvcu.org x
Jefferson Parish Schools (Louisiana) K-12 Education http://www.jpschools.org x
Killingly Public Schools K-12 Education https://www.killinglyschools.org/ x
LesserEvil Healthy Brands CPG - Consumer Packaged Goods http://www.lesserevil.com x
Madison Metropolitan School District (WI) K-12 Education https://www.madison.k12.wi.us/ x
Manchester Public Schools K-12 Education http://www.mpspride.org x
Marrakech, Inc. Non-Profit - Other http://www.marrakechinc.org x x
Meddeas Other Education http://www.meddeas.com x
Middletown Public Schools K-12 Education https://www.middletownschools.org/ x
Milford Police Department Legal & Law Enforcement https://www.ci.milford.ct.us/police-department x
Mission-Haiti Non-Profit - Other http://www.mission-haiti.org x
New Beginnings Family Academy K-12 Education http://www.nbfacademy.org x
New York State Police Legal & Law Enforcement http://www.joinstatepolice.ny.gov x
Newport Academy Healthcare http://www.newportacademy.com x
Newtown Savings Bank Commercial Banking & Credit https://www.nsbonline.com x
Nuvance Health Healthcare http://www.nuvancehealth.org x
Oak Hill Non-Profit - Other http://.oakhillct.org x
Odyssey Logistics & Technology Corporation Transportation & Logistics https://www.odysseylogistics.com/ x
Portland Public Schools K-12 Education http://portlandschools.org x
RCS Learning Center Other Education http://www.rcslearning.org x
Regional School District #1 K-12 Education http://www.region1schools.org x
Regional School District #15 K-12 Education http://www.region15.org x
Ross University School of Medicine Higher Education https://medical.rossu.edu x
Savings Bank of Danbury Commercial Banking & Credit http://www.sbdanbury.com x
Scalzo Property Management, Inc Real Estate https://www.scalzoproperty.com x
SDE SeaDragon Education K-12 Education http://sdeteacher.com/ x
Simsbury Public Schools K-12 Education http://www.simsbury.k12.ct.us x
South Windsor Public Schools K-12 Education http://www.southwindsorschools.org/ x
Southridge Technology Computer Networking http://www.southridgetech.com x
Springfield Public Schools K-12 Education https://www.springfieldpublicschools.com/ x
SS&C Technologies Internet & Software http://www.ssctech.com/ x
Stafford Public Schools K-12 Education http://www.stafford.k12.ct.us x
Stamford Public Schools K-12 Education http://www.stamfordpublicschools.org/ x
Stratford Public Schools K-12 Education https://www.stratfordk12.org/ x
Sunrun Utilities and Renewable Energy http://www.sunrun.com/ x
Teach For America Non-Profit - Other http://www.teachforamerica.org x
The Arc of Litchfield County Other Education https://www.litchfieldarc.org/ x
The Center School K-12 Education http://www.positiveregard.com x
TheraCare Healthcare http://www.TheraCare.com x
Tolland Public Schools K-12 Education http://www.tolland.k12.ct.us x
Torrington Public Schools K-12 Education http://www.torrington.org/ x
Trail's End Camp Sports & Leisure http://trailsendcamp.com x
United States Marine Corps Officer Selection Station : NY,NJ, CT Defense http://www.marineofficer.com x x
University of Bridgeport Higher Education http://www.bridgeport.edu x x
Veritas Preparatory Charter School and Veritas Prep Holyoke K-12 Education https://veritasprepma.org/ x
Veritas Preparatory Charter School and Veritas Prep Holyoke K-12 Education https://veritasprepma.org/ x
Vernon Board of Education K-12 Education https://www.vernonpublicschools.org x
Wallingford Medical Recruiting Station Healthcare https://www.facebook.com/pg/WallingfordArmyMed/about/?ref=page_internal x
Waterbury Public Schools K-12 Education https://www.waterbury.k12.ct.us/ x x
Waterbury Public Schools K-12 Education https://www.waterbury.k12.ct.us/ x
WAUKEGAN COMMUNITY UNIT SCHOOL DISTRICT 60 K-12 Education http://www.wps60.org x
West Haven Board of Education K-12 Education http://www.whschools.org/home x
Western Connecticut State University (WCSU) Higher Education https://www.wcsu.edu x x x
Weston Public Schools K-12 Education http://westonps.org x x
Wethersfield Public Schools K-12 Education https://wps.wethersfield.me/ x
YMCA Camp Woodstock NGO https://www.campwoodstock.org x x

How to Prepare for a Virtual Career Fair:

*Although this video is for Skype, this advice holds true for any online professional engagement

Tips for Developing Adaptability

-  Change your thought process

-  Force yourself to take risks

-  Encourage others to be open minded

-  Embrace learning 

BEST PRACTICE #10: HOLD NEW-HIRE PANELS.

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.

BEST PRACTICE #11: BRING IN SPEAKERS FROM YOUR COMPANY’S EXECUTIVE RANKS.

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.

BEST PRACTICE #12: OFFER TRAINING/ENCOURAGE OUTSIDE CLASSES.

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.

BEST PRACTICE #13: CONDUCT FOCUS GROUPS/SURVEYS.

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.

BEST PRACTICE #14: SHOWCASE INTERN WORK THROUGH PRESENTATIONS/EXPO.

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.

BEST PRACTICE #15: CONDUCT EXIT INTERVIEWS.

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.

BEST PRACTICE #2: HOLD ORIENTATIONS FOR ALL INVOLVED

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.

BEST PRACTICE #3: PROVIDE INTERNS WITH A HANDBOOK AND/OR WEBSITE.

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.

BEST PRACTICE #4: PROVIDE HOUSING AND RELOCATION ASSISTANCE.

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.

BEST PRACTICE #5: OFFER SCHOLARSHIPS.

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.

BEST PRACTICE #6: OFFER FLEX-TIME AND/OR OTHER UNUSUAL WORK ARRANGEMENTS

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.

BEST PRACTICE #7: HAVE AN INTERN MANAGER.

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

BEST PRACTICE #8: ENCOURAGE TEAM INVOLVEMENT

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.

BEST PRACTICE #9: INVITE CAREER CENTER STAFF AND FACULTY TO VISIT INTERNS ON SITE.

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.

BEST PRACTICE #1: PROVIDE INTERNS WITH REAL WORK ASSIGNMENTS.

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​

 

 

Get Prepared!

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 careersuccess@wcsu.edu or in person in our office.