Vault's Careers Blog

Career advice and job search strategies for the modern careerist

Archive for the ‘Uncategorized’ Category

We’re at the World Innovation Forum. St

with one comment


We’re at the World Innovation Forum. Stay tuned throughout the day for updates. Up now: Clay Christensen.

Advertisements

Written by Linda Petock

June 7, 2011 at 7:32 am

Posted in Uncategorized

Vault’ s Careers Blog is Moving

leave a comment »


An announcement: after almost a year on WordPress, we’re discontinuing Vault’s Careers Blog on WordPress. But don’t worry: you’ll still be able to get your fill of career information and advice on Vault.com–where our blogs are going from strength to strength.

Our full blog lineup on Vault.com is as follows:

Vault’s Careers Blog
Vault’s Law Blog
Consult THIS: Consulting Careers, News and Views
In Good Company: Vault’s CSR blog
In the Black: Vault’s Finance Careers Blog
Admit One: Vault’s MBA, Law School and College Blog
Insider Career Advice from SixFigureStart
Innovate with Influence: Global High Tech

Thanks for reading us on WordPress.

We hope to see you over on Vault.com soon!

–The Vault Editorial Team

Career Paths: Career Development Counselor

leave a comment »


Much is written today about the perils facing this year’s graduating class. They leave college to enter an uncertain job market seemingly rebounding from the recession, but dense with competition for what new jobs are trickling in. The students expected to succeed in this environment are the ones who took the initiative well before donning their cap and gown, and sought guidance from career counselors like Marc Goldman. For nearly two decades, Goldman has participated in a vital element of the college tradition, ferrying students from academia and into the real world.

Marc Goldman headshotMr. Goldman has steered Yeshiva University’s Career Development Center since 2007, as Executive Director at two New York City campus offices. But it was at NYU’s Wasserman Center that he honed his abilities and rose from a “neophyte counselor” (as he puts it) to the role of associate director, before accepting his current position at Yeshiva. No stranger himself to the uncertainties of charting a post-college career, Marc lends his experience and administrative prudence to best serve those just starting down their career path. In the following interview, he shares with Vault the myriad lessons he’s learned along the way, the impact of recent recessionary budgeting, and how today’s students could themselves become tomorrow’s career counseling professionals.

VAULT: You’ve made your livelihood in career counseling, dating back to one of your earliest positions at Suffolk County Community College. How did you come into a job guiding others to jobs?

Marc Goldman: During my undergraduate years at Cornell, I went through a number of career transitions myself, starting as a pre-med student and ending up with a psychology major, considering graduate school options. Additionally, many of my peers who I considered to be very bright and driven individuals were finding it quite challenging to secure next steps in their career paths. “Ding letter walls” were common monuments to the challenging job market in 1990 and the lack of preparation or savvy on the part of new job seekers entering the full-time workforce for the first time.

When I was in my graduate counseling program at the University of Maryland, I chose a practicum experience at the college’s career center because it gave me an opportunity to assist students dealing with transitional issues similar to those I observed and experienced at Cornell. What struck me most about my first practical experience in the field was the multiplicity of roles college career counselors get to play. Individual counseling, workshop development and presentation, event planning, employer outreach, and program management were just some of the hats worn by the staff I worked with at Maryland. The diversity within the student body and the various stakeholders involved with the career center, including employers, alumni, faculty, administrators and student leaders, also intrigued me. No day would ever be the same, and that keeps you on your toes.

V: Prior to taking the helm of Yeshiva University’s career center, you were a 14-year veteran of the NYU Wasserman Center for Career Development. How would you describe your time at NYU, and what led you to make the move to Yeshiva?

MG: My years at NYU were an incredible learning and growth experience for me. I went from a neophyte counselor to an experienced professional and administrator in my time there. What an exciting, vibrant, and diverse institution NYU is, and the career center reflects that nature. I had so many great mentors and collaborators at the NYU career center, and eventually, I became a mentor and supervisor myself. My main focal points in my work at NYU were liberal arts students and career center technology in addition to the previously mentioned counselor supervision. But the myriad programs and initiatives I had a chance to create and participate in are too many to include in this response. I spent about one third of my life at the career center there, so it certainly was a huge deal for me to leave.

The move to Yeshiva arose from two well respected mentors of mine, Trudy Steinfeld and Manny Contomanolis, serving as consultants at Yeshiva regarding its career center. Following Trudy and Manny’s recommendations, Yeshiva sought a new director to reorganize and revitalize the career center, and I pursued that opportunity. It seemed like the next logical step for me, one that could prove both challenging and rewarding in many ways. I always pictured myself as a director at a smaller institution than an NYU because of the more tight knit community feeling one experiences. Also, Yeshiva provided me the chance to take everything I learned throughout the years and bring my own vision to a fledgling department in all aspects of the operation.

V: As both an associate and executive director, how much interaction do you have with the students your department advises? In addition to your administrative responsibilities, will you take an active role to provide guidance for certain individuals?

MG: When I was at NYU, I never dramatically decreased the number of counseling appointments I had each week until I was an Associate Director, and even then, I still saw a healthy number of clients. I felt it was important since I was training and supervising counselors that I also practiced what I preached and had a handle on the students and issues the staff was dealing with on a daily basis. I have tried to carry this philosophy over to my role at Yeshiva, so I still see students in appointments from time to time, but the vast majority of my position consists of overall department management, staff supervision, strategic planning, committee involvement, and serving as a liaison to various administrators as well as both internal and external stakeholders.

V: Describe the typical office culture and social atmosphere of a career development center. Is there a sense of hierarchy among colleagues?

MG: Career center cultures vary greatly depending on the institution, director, staffing, students, budget, location, and numerous other factors. Regardless of which division the career center falls under, whether Academic Affairs, Student Affairs, Development and Alumni Relations, Enrollment Management, or a specific college unit, I find many career professionals identify themselves most with student services. First and foremost, career centers exist for the students. That is something I hold true and instill in my team. In that spirit, I think career centers are made up of staffers sharing a common purpose, producing a unique environment of professionalism and fun. The balance of professionalism and fun changes at different times of year and varies with different members of each team. Whether the career center exhibits a fast paced, corporate atmosphere or a slower, more casual setting, the staffs care deeply about their work each and every day.

Of course, in order to accomplish the office mission and maintain some sense of accountability and quality, staff hierarchies do exist, but colleagues I know from across the country share my belief that college career centers attempt to be as flat in structure as possible. And in this, I mean that everyone has a voice in the direction of the office and what it is trying to accomplish. This philosophy is demonstrated on a routine basis, in regular staff meetings, or at semester strategic planning retreats. It is truly a team effort. It’s funny, but when I started as an entry level counselor, I was always lifting boxes and moving them around at our career fairs, and now as Executive Director, I am still carrying boxes or water cooler bottles. Nothing changes!

V: On the topic of offices, you work out of two Manhattan locations: One office on 185th Street, and one way down in the Murray Hill area. How are your duties and schedules divided between these offices, and how rough is that commute?

MG: Yeshiva is rather unique in that it has a men’s campus and a women’s campus for the undergraduates. When I came on board, it was very important for me to spend equal amounts of time on each campus, favoring neither population and insuring quality service for both. Even though my team is spread across the two campuses, we are indeed one team. I believe I am the one responsible for making sure our message is consistently understood and portrayed by the staff on both campuses and communication is flowing smoothly among all team members for ideal collaboration and success. The commute is fine for me because I live geographically in between the campuses. One commute is by bus, and the other is by subway. Living in Manhattan, I don’t own a car.

V: Many schools are enduring sharp recessionary budget cuts, which have taken a particular toll on career development centers. How have you weathered these issues? What effect has it had on fielding and acquiring necessary resources for your students?

MG: Yeshiva has certainly faced budget challenges, and my office has not been untouched. For me, the human capital is the most important resource at our career center, and I would much rather lose technology or other resources than lose staff. We have had to cut back on certain aspects of marketing and events, and we have become savvy at doing more with less. This is common in career centers throughout the country during this recession. Creativity and collaboration become more important than ever in times such as this.

V: From your experience in different schools and departments, what have you observed as a common education track for career development professionals on the university level? What guidance would you give to a student who eventually wants your job?

MG: A Master’s degree in counseling, higher education, industrial/organizational psychology, human resources, or a related field is typical for counselors at college career centers. However, practical work experience combined with a less common graduate degree is also welcomed many times in the field, especially at schools that specialize in certain studies such as law, business, public policy, arts, etc.

Something that I recommend in hindsight is to become involved in a professional association early on in one’s career. I have been a member of the National Association of Colleges and Employers for a decade, but I only really have gotten involved with the organization in the last few years. The networking I’ve done through my participation on committees and at events has enriched my own professional development dramatically, so I can only imagine how much I would have gained had I dedicated myself sooner.

I also would highly recommend new professionals considering this field to get some work experience outside of academia at some point. Basically, I have worked in higher education for my entire career. I did dabble in the world of theatre, so I have some knowledge of that industry firsthand, but I think it is a big plus to have some additional experience along the way to understand the world of work more fully.

Read more about the latest news and insights for student career development at Vault’s Admit One blog. Further professional development and job recruitment information can be found at the SixFigureStart blog.

How Effective is Social Media In The Job Search?

leave a comment »


Before reading, I encourage everyone to take Vault’s Social Media Survey and let us know their own thoughts about using social networking tools in their job search.

The job search process has evolved a lot over the last few years. Back in the day, I would simply walk from store to store and ask if there were any jobs available.  The store clerk would have me fill out a form and I wouldn’t hear back from them.  As I graduated college, I started proactively sending out my resume to various companies with the hopes of turning my degree into a full-time career.  When I wanted a new job, I started submitting my resume online through various job boards and company websites.  Today, many are preaching about the values of social media in the job search, but are sites like Facebook, LinkedIn and Twitter really going to get you your next job?

When I was unemployed last year, the first thing I did was apply for jobs on LinkedIn.  My experience with LinkedIn was positive.  I posted my work experience and started soliciting recommendations from former colleagues who knew what kind of worker I was.  I felt that this was actually a better way to search for a job, as it provided potential employers with instant references, and it appeared that on LinkedIn, the more recommendations you had, the better your chances of being reviewed.  I even received an email to begin discussions about a potential job.  The conversation went nowhere, but I was satisfied with this tool.

I never thought Twitter could land me a job.  In fact, when I was bored between job searches, I would use Twitter with the thought that I just wanted to accrue as many followers as Ashton Kutcher.  Yes, this was my dream, and for some reason, I failed miserably.  But now that I am working again, I see a lot of potential in Twitter.  The fact that companies can instantly tweet jobs out to the public before they even go up on the site is exciting.  I would encourage anyone who is unemployed to monitor a Twitter feed dealing with employment and take advantage of the instant possibilities.

Facebook is not for the job search.  This is just my opinion, but I find it hard to believe that in the midst of people playing Farmville and sending out fake beer or hugs, they are conducting extensive searches and locating promising job leads.  I believe Facebook is just to let off steam, vent about life, and post 30 pictures of yourself that look exactly the same, albeit with different clothing.  However, in a weird way, it actually led to my most successful social media-based job search. While I was looking for work last year, I received an interview for a job as a press aide where the previous incumbent had resigned due to a backlash over inappropriate comments she had posted on her Facebook profile. On top of that, I applied as soon as I found out she had resigned, not even waiting for the position to be posted on a job board. That’s the kind of speed of action normally associated with social networks, and it certainly didn’t hurt my case.

Now, there are more social networks popping up that proclaim to help people find work.  But are they truly effective? Vault wants to know your thoughts and is conducting a survey about social media. It shouldn’t take much more than five minutes to complete, and as an incentive there are five year-long Gold memberships up for grabs.  Share your social media job hunt stories with us.

Event Alert: Accredited Sustainability (CSR) Practitioner Workshop

leave a comment »


Next month, the Center for Sustainability and Excellence (CSE) will complete five years of conducting sustainability seminars and certifying CSR practitioners. The two-day seminar historically have always been filled with useful workshops, individual presentations from practitioners, many debates and rich discussions surrounding the aspects of corporate responsibility and sustainability.

Last year, I attended one of CSE’s workshops and came back certified as a CSR practitioner as well as armed with much-needed clarified information on the issue. This workshop, which is conducted by CSE and approved by international think tank, Institute of Environmental Management and Assessment (IEMA), attracts executives every year from a range of industries. For example, my session last year had a diverse group including representatives from consulting firms, consumer products manufacturers, lawyers, policy regulators, professors, scientists as well as HR specialists and a pilot from an international airline.

If you are seeking a broad overview of CSR this workshop is highly recommended. Besides theoretical concepts and key guidelines, the forum gives you an opportunity to network with other CSR-minded professionals across industries. This networking and sharing of ideas and more so, learning from what they are doing in this growing field, can prove immensely helpful in carving your career in CSR and green issues.

What is even better is that this year for the first time, in collaboration with Vault and In Good Company, CSE is offering an exclusive discount to our readers. Just make sure to mention “VAULT” during the registration process and you will be able to shave 25% off the fee!

For complete details, including registration process as well as first-person perspectives from last year’s workshop, visit Vault’s CSR Blog: In Good Company.

Dealing with Depression During the Job Search

with 4 comments


I know what you are thinking – all this talk about an improving economy and yet you don’t have a job yet.  They are saying America is doing better, but then you read about the significant cuts that are being made in New York.  What’s this furlough nonsense and why does it not sound good for my job prospects?  And don’t get started on Greece…if that economy falters any more, can America truly be out of harm’s way?  These are great questions, but dwelling on them will only hurt your job search.

When I first became unemployed, I seriously thought that I would get a job within a month’s time.  And I thought that I had the secret key to job search success.  I would just treat my job search like a job (who else had thought of such a unique concept).  I woke up at 7 a.m. and worked until 5 p.m., sometimes later, with hopes of securing a position somewhere…anywhere.

I got off to a good start.  I had a notebook filled with every single job I applied to.  I tailored cover letters and resumes.  I made follow-up calls, even though they often didn’t work on the initial attempts because HR staffs were also cut during the recession. (You should still make them, though.)

But then, after a month went by, I started getting up a little later.  I started enjoying The View (women arguing over politics…genius!).  I started getting a little angry.  I started making mistakes, like sending the wrong cover letters out and applying to jobs without sending the writing samples I had promised in the email.  I wasn’t getting job interviews.  Jobs that I felt I was destined to get went to someone else.  There is nothing more disheartening than getting a letter telling you that you weren’t even good enough for one interview for a job you seemed destined for.  It was a brutal period that I’ve only touched upon in previous blog posts.  I was depressed and needed to snap out of it  or else I was never going to get a job.

Realizing that I needed to make some moves, I changed my job search a bit and began reaching out to contacts for freelance work, which kept me busy and provided me with a little extra money.  But I made some other changes.  I played hooky from the job search at times and did other creative things that allowed me to stay sane.  First, at my girlfriend’s request, I went to Home Depot and Ikea and inexpensively redesigned our living room, which allowed me to be artistic and create a new space in which to perform my job search.  Newness makes me happy and is refreshing.  This was a fun step that recharged the batteries.

Second, I started taking care of myself again.  Yes, the 99-cent menu at Burger King fit my budget, but it also made me unable to fit my clothes, so I began a workout routine again that kept me in shape and energized me for a day of sending out resumes and heading out to job interviews.  Looking unhealthy adds to the depression, but looking fit gives you the confidence you need to conquer the world.

I also reacquainted myself with my Xbox.   I spent four hours sending out a resume and then took a break – playing MLB 2K10, and I had a blast.  It was fun and it broke up the monotony of the day.  Plus, while I was losing at the job search, I was winning in the game, and in a weird way, that lifted my spirits.  Everyone needs a boost.  Sometimes, I would take walks outside, meet some friends and play a little basketball and at least one day, I didn’t look for a job at all and just lounged and pampered myself with rest and de-stress.

I eventually found a job.  It took me time and it certainly wasn’t roses and sunshine along the way, but if we allow ourselves to get caught up in the news or the stress and if we allow our egos to get in the way, the jobs won’t come.  Sometimes, just like when you’re looking for a date, you need to let go a bit, have fun, relax and live life, before you actually get what you are looking for.

CSR Job Posting: Knowledge Manager with Edelman

with one comment


For those who read MBA graduate Ashley Jablow’s appeal earlier this week, where she discussed her skills and her job search for a company that focuses on corporate responsibility, this is point on. Edelman, the global public relations company is looking for a candidate who will work on CSR, branding and business strategy.

The job posting is below:

Description: Corporate and brand citizenship research associate: this person will have a passion for and experience with: social issues, branding, business strategy, consumer behavior, qualitative and quantitative research. S/he must be self-starter and able to work effectively with a variety of multiple assignments. S/he must have demonstrated research skills, solid knowledge of MS Office Suite (especially PPT) and superior verbal and written communication skills. The ability to quickly assess a topic related to social issues, find, review and aggregate pertinent information and create compelling written analysis in a variety of formats,is a core responsibility of the position.

Qualifications: This individual will be a critical part of the Edelman Citizenship team, working closely with firm leadership to develop future oriented points of view and processes/products and services related to the intersection of citizenship, corporate reputation, issues management, and CSR. The ideal candidate has an advanced degree in business/experience in cause branding/ corporate citizenship consulting. Exceptional written skills required. Experience working with NGOs and public private partnerships also important.

Work attributes include: self starter, curiosity, broad consumer of information from multiple sources around the globe, superior writer, ability to create powerful PP presentations and other communications and facility to analyze and develop diverse information into strong added value for the team, firm and field.

Responsibilities: The Research Associate is responsible for implementing and monitoring research projects for the practice area and within a specific set of accounts primarily under the direction of Kristian Darigan Merenda, SVP, and Carol Cone, EVP in specialty areas focused on brand and corporate citizenship. The position will be supplemented by interns, and account executives from client engagement teams. Responsibilities include, but are not limited to:

Research and Development:

  • Using Edelman paid subscription resources and publicly available data, regularly perform secondary research, track trends and compile briefs focused on topics including, but not limited to: green marketing, cause related marketing, social marketing, cause branding, corporate social responsibility, sustainability, fund raising, and nonprofit marketing, etc.
  • Help supply content for an internal, global knowledge management system to support Edelman’s work in the brand and corporate citizenship arena.
  • Participate in the development, analysis and execution of Good Purpose and other pioneering research/ thought leadership strategies.

Marketing Communications:

  • Develop insights to share externally via goodpurposecommunity.com, social networking sites, blog content, and white papers.
  • Develop cutting edge presentations, in conjunction with managers for: Internal training, Client education, New business, and Speeches.

To read the complete the job listing for “PR: Corporate Citizenship – Knowledge Manager” as well as to apply, visit Edelman’s Careers page.

Got some tips for candidates looking for jobs that include an expected corporate responsibility? Or want to share your job search experience? Contribute to the discussion! Write in by leaving a comment, emailing In Good Company or connecting with me on Twitter @VaultCSR.

%d bloggers like this: