Career Fairs: Not Just for Seniors Anymore

...And what you did is make the Tufts Career Fair a hit! 160 employers and over 1,100 students stopped by Gantcher on Wednesday to network, learn about job and internship opportunities, and hopefully begin the process of securing a post-graduation career!

Despite a few hiccups—I forgot my dress shoes and ties at home, so I had to borrow an explosively pink tie from my roommate and wear Sperrys, not to mention my epic wipeout while rushing to the Fair in the rain—I made it to the Fair shortly after it began. It certainly brought back memories of last year—confusion set in, but this time more muted, perhaps because of the lack of general anxiety that seems to pervade all of freshman year. After chatting with Nicole about live tweeting the fair (follow the Tufts Career Center on Twitter if you don’t already!) I took a lap around the fair to get an idea of what to expect. Although I personally didn’t come looking for an internship, I talked with several employers and students about the Career Fair and their thoughts on younger students’ attendance thereof:

Student Interviews: Shaan Shaikh, Alex Tong and Jenna Weinstein, members of the class of 2017.

Q: Why did you come to the Career Fair?

Shaan: “I’m looking for a summer internship.”

Alex: “Can’t hurt to look around and check it out.”

Jenna: “I’m hoping for an internship and some networking experience.”

Q: What made you decide to attend as a sophomore, when the general belief is that these events are meant for seniors?

Shaan: “There’s no harm in getting an early start, and it’s always good to learn how it works for when I come back next year!”

Alex: “Plus a lot of these companies will be here next year too, so meeting the recruiters now is a great conversation starter for the next time around.”

Jenna: “I want to start making connections as soon as I can. Plus it’s good practice to come now, when the stakes aren’t as high.”

Employer Interviews: Heather Woodcock, recruiter for the Shady Hill School Teaching Residency, and Elizabeth Morini, from DebtX Debt Exchange.

Q: What do you think are the benefits of coming to a college career fair?

Heather: “There are tremendous benefits. Events like these give students exposure to what’s out there, things they may not have known about. They can establish contacts, figure out what they really want in a career… The list goes on. I’d really encourage students to attend.”

Elizabeth: “It gives students an avenue to talk with multiple employers, and even find new interests. It’s a great learning experience overall.”

Q: Can any of these benefits be reaped by younger (non-senior) students?

Heather: “Certainly. Students can better plan about what they want. They can see what’s out there and not feel limited in their choice of careers.”

Elizabeth: “Off the top of my head, I think it’s an important learning experience. Students can practice talking to adults in a professional manner and get comfortable doing so.”

Q: What do you look for in an ideal candidate? What makes a student really stand out to you?

Heather: “I run a teaching program, so I’m interested in why a student wants to teach—what are their reasons for pursuing the field? I also look for people who are personable, passionate about teaching, and empathic. It’s definitely a function of personality. I don’t necessarily look at how a person dresses; personality and substance are definitely more important than appearance. I also am always interested in the types of questions students ask. It’s usually a pretty good indicator of who they are and what they’re looking for.”

Elizabeth: “I look for someone who is engaged and friendly. They definitely have to be personable. My rule is that if I make eye contact and smile, and they smile back, I know it’s going to be a good conversation.”

Maybe it’s the psychology major in me, but I’m intrigued by the similarities between the interviewees’ responses. All of the students, for example, mentioned that it’s great to get a head start, and the employers had similar opinions. Although both mentioned that they mostly recruit seniors, they seemed very open to talking with younger students as well—one of them even gave me a little career advice of my own after I explained my (rather confusing) situation to her!

I hope this post has shown what its title claims: the Career Fair isn’t limited to upperclassmen. If you think you’ll be all alone at the Fair as a freshman, think again—besides the people I interviewed, I saw countless other students with "2017" and “2018” scrawled on their name tags. If you didn’t get the opportunity to go this year, check out the spring Career Fair. It’s just one of the amazing resources available to you—take advantage of it!

Until next time,
Sean Boyden 
Class of 2017

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Avoid wasting time in the interview process: Part 2 of Prof. Jack Derby's advice on the job search

MOVING THROUGH THE INTERVIEW PROCESS 

The first interview 

As I’m sure you know, first impressions are critical. Jack Derby echoes many job search experts who strongly encourage you to research the company and position, and he explains why. Don’t waste time in your interview walking through your resume step by step - they’ve already seen that. Instead, point out 2 - 3 critical items and focus on your value and what you can do for the company (and this is why you need to conduct that research!). Take notes and ask questions to show that you’re interested.

Follow up after interview

Keep showing your value and your interest. Even after the interview, it’s critical to show that you’re interested. Jack told us a story about one of his students who was applying for a job at a company where he had connections. She did calligraphy as a hobby, and she thought it would be great to send them a beautiful hand-written thank you note. But she didn’t get the job, and when Jack asked why, he was told that they hadn’t received a follow up from her, so they gave the job to someone who seemed to want it more.

Moral of the story, follow ups are important. Don’t send a boring and awkwardly short email that just says “thanks for your time, hope to hear from you!”  But, if you're going to invest time in making your follow up high quality, keep in mind that you need to expedite this correspondence.  The purpose of the follow up is two-fold: to thank them for the interview and the time they spent with you, and to get to reiterate your interest in the job while they're deliberating over finalists.

What's a high quality follow up?  Make your thank you more than a pointless formality - take the opportunity to expand on something mentioned during the interview (for example, link to a blog post you wrote or an article about something you talked about). And keep following up even after the initial “thank you” email - it shows that you really care about this position. People are often concerned about being annoying. Avoid poking them every day to ask if they’ve made a decision, and instead provide something of value without asking for anything in return: Send an article you think they’ll appreciate (shows you’re paying attention to the industry). Even better, do some work for them! No better way to show how you can help than by giving them some suggested solutions for a problem they’re facing. More on how to not be annoying in a follow up and how sample work makes you stick out from other follow ups from career site The Muse.

The offer 

Know what you want in case you get an offer. Negotiation is good because it shows you’ll stick up for yourself, meaning that you’ll also bargain on behalf of the company.  But also, as entry level workers, we don’t have a lot of leverage, and you don’t want to sound arrogant. Know the typical salary range for that position so that you can tell whether you’re getting what you deserve. Look up the position on Glassdoor to see the average salary range for someone with your background and skills. Also, figure out the cost of living for the job location. You might think that job in NYC pays well but once you account for how much it costs to live in the city, the offer actually isn’t ahead of the others. Jack encourages students to figure out what matters to them throughout the whole job search process which includes prioritizing in your salary negotiations.

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True Story: Networking With Alumni Pays Off

Credit to Chester Zoo

Early last fall, I “met” a 2013 alum from Digitas when I saw her speak at a career panel at Tufts. Digitas is a huge marketing company in Boston that I’d been eying ever since I applied to their summer internship program during spring of my junior year. Then, in November, I met her properly and actually talked to her for a bit at Diversity Networking Night.

Tufts organizes many great speakers and networking events, but not many students take full advantage of these opportunities. Some students avoid networking events like the plague because it makes them nervous (if you’re one of those people, check out our earlier blog post here). But trust me, these connections can make a big difference. You never know who you're going to meet or how they'll be able to help you. Here’s my story of how everything comes together if you put in the effort of going to events, reaching out to people, and building relationships.

The day after the networking night, I went to Digitas' Open House recruiting event for seniors (we have blogged about it before), and I happened to see her again because we were riding down in the elevator together as the event ended. At the Diversity Networking Night she had mentioned that she’s part of a Digitas social club called Perspectives, supporting diversity at the company. (Digitas has 700 employees in the Boston HQ, and there are social clubs for everything from running to LGBTQ issues, so that people can meet employees outside their own team.) Well, the other person in the elevator happened to be the founder of the Perspectives club she’d told me about, so I asked more about that. I ended up standing in the lobby talking to the two of them for twenty minutes. And it was a real conversation, not a stiff "And what do you like most about your job?" career conversation like I'd had with other alumni that night. I think we really connected - we were even making fun of each other. Months later, in February or March, she friended me on Facebook out of the blue, but we hadn't spoken.

Flash forward to March, I saw her speak on a panel of recent grads who work in digital media hosted by the Communications and Media Studies Program. The panelists talked about their career paths, and it turns out her first job out of college was in Account Management at Digitas - the EXACT position I had an interview for the next day. So I got her email from the staff assistant who set up the panel, and messaged her to ask if we could discuss her first job. It was a shot in the dark, because I wanted to talk to her the very next day and I assumed her schedule would already be filled. But she replied right away, and we set up a call just one hour before my interview. She is very involved in career events at Tufts so she might have agreed to a last-minute informational interview with any Tufts student, but I definitely think it helped that I had already built a bond with her through other events.

BUT WAIT - THERE'S MORE! The day after my call with the alum and my interview, I attended my Senior Dinner. (About 130 seniors at a time go to the President's house for dinner. Alumni are there to speak and network, and you get to meet President Monaco and take a picture with him.) One of the alumni gave a speech about how much informational interviews helped him - he went from 40 applications and 1 interview, to 20 applications and 15 interviews. During this speech, I was thinking about how I needed to email the Digitas alum and thank her. Then President Monaco introduced an alum who hadn’t spoken yet, and guess who it was? What’s funny is that when we were saying goodbye on the phone, I joked “I’ll probably see you around, we seem to go to the same events!” Little did I know it would literally be the next day.

Right after alumni speeches comes an open mic where seniors speak about their Tufts experience. During this time, I approached the podium and said that I wanted to second what the first alum had said about the value of informational interviews. I told my fellow students how I had been at the CMS panel on Monday, and talking to my alum gave me an advantage over other candidates because I knew how to pitch myself for that exact position. Then I brought it back to "So, definitely reach out to alumni for informational interviews. They want to help you, and it can really make a difference in your job search." When I stepped away from the podium, I made eye contact with the Digitas alum and she nodded and smiled. I followed up the next day (“It’s so funny that we ran into each other, again, so soon”) and thanked her, again. We kept in touch via email leading up to my second interview, and I learned some things that I could not have gotten anywhere else - such as the pay range for the position (so that I could give an appropriate range when asked.)

Long story short, if you go to a lot of professional events, you can slowly build relationships that will pay off later. That last-minute call was really valuable for me. Regardless of whether I end up getting this job, I now have a solid contact in the industry and in a company I aspire to work for, and the advice that she shared will help me if I apply for jobs in account management or at Digitas in the future. I already knew what Account Management was, in general, but I had the additional opportunity to ask about specifics: what entry level workers typically handle, what she liked about the position, what skills you use, what the challenges are, etc. Armed with this knowledge of entry-level Account Management, I could pitch myself to fill that role at Digitas.

As a result of my efforts, one of the interviewers asked how I knew so much about the role, and another interviewer noted that she had to provide the other candidates with an intro to Digitas, while I seemed to be very familiar with the company already. After my interview, I sent the Digitas alum an email telling her about those interviewers' comments to illustrate how her advice had made a difference for me, (and thanking her again.) I think knowing the company and the position really well made me stand out from the other candidates. I’ll hear back from Digitas in mid-April, but even if I don’t get the job, the whole process has been a great experience that has taught me so much about the importance of building relationships in the job search.

UPDATE: I recently learned that I didn’t get an offer. While I’m really disappointed, I’m proud that I took the right steps to get to an interview with a company that receives thousands of applications, even for internships. I’m writing a new blog post about dealing with rejection in the job search and about what I’ve gained from this journey even though the end result wasn’t what I’d hoped.

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Angela's Internship Hunt Pt. 2: Madeleine Albright Through The Glass

By Angela Sun

I sat about two meters away from Madeleine Albright during my interview.

Madeleine Albright,
First Female US Secretary of State
 (Photo: US Department of State)

OK, we weren't even in the same room...but as a huge International Relations nerd, I couldn't but get all 'googly-eyed' at the sight of a political celebrity through the soundproof glass.

I was interviewed for a broadcast production internship with 'PRI's The World' in their WGBH radio studios. The day of my interview, Ms. Albright just happened to also be in studios for an interview as well, except she was in to promote her new book...In other words, her summer internship wasn't on the line.

So I straightened my back, shuffled my resume, and got ready for business. I had two interviewers, a senior producer and a senior editor/ host of the program. The senior producer had a pixie hair cut with streaks of purple highlights, giving her a sort of edgy look. She was casually dressed, wearing cargo shorts and sandals. The senior editor wore a pair of Santa glasses,  accompanied by a warm Santa Claus-y smile. Adding to the festivities, his sweater was forest green.

I was intrigued by their attire because it contrasted so completely with the suits and pearls I sat across from during my Liberty Mutual interview. I began to appreciate the extent to which culture can differ from organization to organization.

I, on the other hand, was wearing a neutral blouse with a grey blazer, and black dress pants. I was probably the only person in the studios (besides Ms. Albright) wearing a blazer. But I would still recommend being overdressed rather than underdressed. An interview outfit should always spell 'professional'.

The interview itself was pretty basic. My interviewers explained the internship tasks in greater detail. For the broadcast production position, I was to cut interviews, chase stories, prep hosts, etc. My interviewers then asked me the standard 'why are you interested in interning with us', and did a quick resume walk-through (basically where each item on the resume is reviewed/ clarified in succession).

The reigns were then handed over to me at hardly the half way mark of the duration of our scheduled interview. I knew I had to ask enough engaging questions to fill the time so I pulled out my list of prepared questions for the interviewers and got to work. I asked some questions to get more details about the internship then moved on to program-related questions that I had come up with while browsing their website. Some examples include, ‘how are the responsibilities divided for the different beats you cover—Health, Environment, Language, etc.,’ and ‘what is the role of social media for your program.’

‘Wow, we’re getting grilled!’ joked the senior editor. I smiled shyly and apologized. ‘No, it’s fine. Keep the questions coming,’ he reassured me. I asked a couple of more similar questions, and we wrapped up the interview.

Looking back, I would gather that my interviewers were looking for a specific kind of character, in addition to having xyz (i.e. basic) qualifications. A good way to think about it is if I didn't have the basic experience/ technical qualifications necessary for the position, I wouldn't have been offered the interview in the first place. I have often read that the interview is a chance for the candidate to 'shine', and found this description awfully ambiguous. But this interview really demonstrated this point. My ability to think on the spot, efficiently gather information, push for answers, and interact with others are all traits that would become critical as I reported and produced for 'The World' throughout the summer. How else to better communicate this than fifteen minutes of reverse-interviewing?

Check out the ways I have put these skills to use with the guidance of the dedicated producers/ reporters at The World by clicking here and here for links to stories I reported.

Follow @TuftsCareer

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My Experience With the Job Hunt: The Interview

This is the second in a series of posts about my quest to find post-graduate employment.  For the first post in the series, please go here.

Begin the interview scene: as I rode up the elevator and entered the spacious office—a large, open space of cubicles, glass-windowed conference rooms, and hard-wood floors---I felt slightly more at ease. The office assistant with whom I’d been communicating quickly jumped to her feet, warmly introduced herself, and led me to the firm’s conference room. Glancing over my resume, she asked me a few general questions about my interest in the firm and my past work experiences. We spent the last half of the interview catching up about Tufts, senior pub nights, and NYC-life. I’d almost forgotten the conversation was part of an interview until she said that she would fetch the Managing Director—the main player in the interview process.

This more-formal interview tensed me up a little. At the start, The Managing Director temporarily confirmed my fear of being a young, inexperienced student by just ever-so-slightly flipping the way she asked questions. With my resume in hand, she commented on what she didn’t see on the list, asking me to explain why I wanted this industry—and firm in particular—versus other types of work experiences. I tried to swerve this round-about-approach by highlighting the important skills I took away from each work experience. I reinforced the fact that these diverse opportunities were critical to pinpointing what it is I want to do full-time. By the end of our 20-minute interview, I felt her confidence in me start to grow.

The last two interviews (more like laid-back, friendly discussions) only pumped me up more, each shedding light on the incredible potential to grow and thrive within the company. The second two employees I talked to were purposefully selected based on the skills and interests I highlighted in my resume, cover letter, and initial conversations.

I spoke to a Senior Associate who heads the majority of the firm’s writing projects, including Op-ed articles, shareholder letters, speeches, and pitch letters to clients, journalists and media outlets. He said that he loved the idea of having another writer on staff. Overwhelmed as he was, I could assist him with his teeming amounts of writing projects and be a go-to editorial eye. My profuse number of head-nods and embarrassingly large grin revealed my excitement, perhaps a little too intensely.

Next, I spoke to another employee about her specific area of expertise: educational reform, an issue that has always deeply interested me. Having just returned from a national educational conference in Seattle, she had loads to say, and she feverishly spoke about her current projects, educational clients, and day-to-day routine.

From these two interviews, I realized that the assistant’s job is largely fluid, reflecting the relaxed, team-oriented culture of the entire firm. As all employers reinforced, they want to play into my personal skills and interests, to accommodate and comfort me. They treated me like more than a generic application but a unique candidate who could fit into the fabric of their firm. I left the interview feeling confident and self-assured, but even more so, I felt exhilarated. Every day at that firm would be diverse and challenging in a new way. I could really picture myself working there.

I had a mix of emotions when I received a follow-up email from the assistant; she invited me to move onto the next round (phew) by completing a 24-hour assignment that would test my ability to write and synthesize information (ah!). The test soared into my mailbox two days later, when I’d asked to complete the assignment. I prayed for the best.

I was dumbstruck at first. I anxiously scrolled through the pages upon pages of information and statistics, wondering how on earth I was going to send back a coherent press release by this time tomorrow. But then I realized how do-able it all was. The assignment presented a hypothetical announcement about a new mental health parity law. It required that I draft a media advisory and a follow-up press-release, offering only bare instructions for each, apart that they be compelling, catchy, and have a tangible hook. The test said we could incorporate “additional research,” which of course meant DO additional research. I was in Career Services when I received the test, and luckily I had Donna, a veteran PR-pro herself, to offer me some sound advice before I headed off to the confines of Tisch.

Aside from our writing skills, the point of the test was to gauge our ability to sift through large quantities of information and pinpoint what’s really important---what would seal the deal in a quick press release. I was used to writing concise news articles and conveying fact-based information; the hardest part would be determining what to write. And so, I spent the largest portion of that night simply researching. I read through the information the firm provided, highlighting what I discerned to be the most critical pieces. I also heavily researched mental health parity online, sifting through various news articles about mental health parity reforms in recent years—and issues that still need resolving. Bleary-eyed after hours of reading and research, I did the best I could to then draft the two separate documents, hoping that I conveyed the topic’s urgency and news-value. Exactly 24 hours later, I submitted the test, confident and overwhelmingly relieved that the stress was (temporarily) over.

So, that’s when the waiting game began. We all know it so well. If we’re lucky, employers will let us know when to expect a decision or response. If not, we’re left frantically checking computers and phones day-in-and-out, always convinced that the faint buzz from our cell-phones is the make-it-or-break-it news we’re waiting for. In my case, I was relatively lucky. A few days after receiving my test, the current assistant told me that she would contact me with a decision within two weeks. Relieved to have some sense of a timeline, I was able to enjoy the weeks that followed (including my spring break) without that lingering anxiety.

Check back next week for the third and final installment in this job hunt saga.

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My Experience with the Job Hunt: Part 2

The fateful day of the final interview, it was pouring rain, of course. To save my direction-clueless self the trouble of navigating the city, I opted for a cab, which skidded on the flooding roads too many times for comfort. But when I arrived, dripping from head to toe, I immediately relaxed. A hiring coordinator—who I had met through Skype last week—greeted me and gave me a tour of their brightly-walled offices, featuring sprawling couches, a fitness center, and the latest modern décor.

I first spoke with a department head, who asked me to expand on my resume, explain how I measure “marketing success”, and show how I’d contribute to the firm’s campaigns. I then met with a human resources manager, who mainly asked about my background, including my abroad experience and hobbies, even touching on my long-forgotten piano days. Finally, I met once more with the hiring coordinator, who encouraged me to ask any additional questions before she led me out.

Ahhh, the questions. I’d have to say this was my one stumbling-block. I met with this same coordinator in-between each round, who encouraged me to ask any and all questions I had about the company. I’d already fired away my long question list on Skype the week before, when we had a similar question-answer session. I struggled to come up with something—anything---to ask her about, hoping to reinforce my interest. I wondered if I was being too repetitive, or if it was better to keep picking her brain rather than admit I was all set.

As it turns out, I still don’t have the answer. But what I did learn is that the tricky question-game isn’t so black and white; we just have to somehow strive to find that good balance. It’s important to have some intelligent questions on-hand, as well as follow-up with questions specific to the conversation. But at the same time, don’t force it. If you feel like you’re asking just to add to your precious question-count, your employer might sense it, too.

The hiring coordinator told me that she would have a decision for me by the following Monday. Turns out, I didn’t hear until that Wednesday afternoon, leading me to frantically check my phone each day until then, my heart racing as I saw the familiar red-blink in the corner---only to realize it was spam mail, or a friendly email from my grandpa.

As it turns out, I didn’t get the position. The hiring coordinator politely informed me that the company had decided to move forward with other candidates. She reinforced that it was a highly competitive program, and that I should continue to check out any available job openings on their website.

Predictably, I was bummed. But I had prepped myself for this likely possibility, and I bounced back fairly quickly. And of course, my friends and family helped. They told me something that should help all of us combat the feeling of rejection: if we don’t get the job, it probably wasn’t meant for us. Yes, we’re awesome, talented, intelligent, and totally competent. But, not every job is for us. If we get rejected, it’s not because we’re unqualified or unsuitable but because, for some reason or other, a hiring manager thought another candidate would be a better match. The dreaded rejection says nothing about us as job-competitors.

And, most importantly, these experiences---yes, even the rejections---are incredible learning experiences. The jittery nerves, the tricky questions, those awkward pauses—they all help in the long-run. Every experience pushes us to sharpen our interview skills and gain confidence in our professional interactions. And the more we practice, the better we get. We’ll look back on these rejections as necessary stepping stones in the job hunt, critical to landing the job truly right for us.

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My Experience with the Job Hunt: Part 1

I might seem like some slick career-expert, but I had entered this academic year—warned as the year for job-prowling and networking—entirely clueless. I had gone through the charade of internship-hunting before, but considering every position was for 2-3 months, it all felt much simpler. This was the first time I had experienced the full job process---the 6-person interviews, the carefully worded follows ups, the agonizing waiting game, and the constant ups and downs.

I thought I’d take the time to share a personal job-applying saga. Like so many, the experience was both exhilarating and nerve-wrecking, both inspiring and draining. And it was challenging, every step of the way. But more than anything, it was a tremendous learning experience, one that undoubtedly boosted my confidence and prepared me for what’s left to come.

This particular opportunity---an entry-level position at an online marketing company---came rather unexpectedly. The story harks back to the October Tufts Career Fair, where I had casually handed my resume to a number of attending employers. Eying the piles of resumes stacked on each booth, I hadn’t thought much of it. A few weeks later, I received a surprising email on my phone; my resume had been passed on to the marketing department, and I seemed like a good fit for its two-year rotational program. The hiring process started now.

This particular instance was rare in the sense that I didn’t technically apply. In an unexpected twist, my resume was sent out first, and the opportunity seemed to magically materialize right after. But it goes to show the benefits of just getting your name and resume out there, to as many people as possible. Somebody might just come upon your accomplishment list and present you with an opportunity.

The first step of this process was to complete an analytical exercise, due the following week. It required thinking analytically about online marketing rates and organizing data through excel. It took some time—I think it was my first time using a calculator in four years, embarrassingly—but the exercise soon became less daunting. I filled it out to the best of my ability and emailed it to the HR coordinator.

Soon after, I was asked to have a Skype interview, which would take place in January over winter break. I would meet with two employers for 15 minutes each. As so wisely instructed by Career Services, I researched the company online, parsed through its website, and did some behind-the-scenes employer research on Linkedin. This was my first Skype interview, and I didn’t know what to expect. I was worried about staticky connections, video malfunctions, and my forgetful family barging into my room. I imagined the staff judging me for my green-and-pink flowered wallpaper and stuffed-animal filled bed. Most of all, I was concerned that the employer might not get the same sense of me over a flat, impersonal computer screen.

My first Skype interview—like so many anticipated experiences—was more relaxed than I’d expected. The second employer couldn’t make it, so I talked to just one representative for 20 minutes. He asked me no trick questions, but instead went over my resume, asking me about my experience, interests, and education. I expanded on my relevant work experiences, praying they sounded impressive, and even spoke briefly about my favorite and least favorite classes. Considering it was my first “real” interview in a while, I had no idea how it went. I was delightfully surprised when I received a prompt email a few days later, inviting me to Skype with three more company reps a week later.

By the time next Friday rolled around, I felt more confident sitting in front of my computer. I had further explored the company and its high-tech website, expecting this round to be more challenging and analytical. And it many ways, it was. Each interviewer dived deeper into my background, pushing me to not only describe my experiences, but offer specific examples and scenarios. They wanted to know how I worked, both independently and in a team, and how I thought—creatively, strategically, and analytically. They asked me how I deal with stress, to share my most challenging experience, and to tell of a time I didn’t agree with a partner. I was also asked, surprisingly more than once, to talk about the work experience I found least rewarding. I had prepared a few answers for some thornier questions (eg. tell me about a time you solved a conflict), but many required me to think on my feet.

When I thought I was actually getting this whole Skype-thing, my video malfunctioned on my second interview. But I forced myself not to flip out. After repeatedly apologizing to the hiring coordinator (who could only hear my voice at that point, thank god), I ran out to the living-room and snatched my friend’s computer. And all was fine from there. In fact, the whole thing oddly eased me up, and the two of us had something to joke about (hopelessly unpredictable technology is apparently a good icebreaker).

That night, I was invited into the office for the final-round of the interview process. I would finally meet employers face-to-face, rather through my slowly malfunctioning computer, and I could finally show hirers my real, off-screen personality. I was incredibly excited to have come this far.

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Where are all the applicants?

Over here in Career Services were feeling a bit baffled. Despite high turnout at employer events and information sessions, and the fact that the number of employers interviewing students on-campus is up this year by 8%, Tufts students have applied for the positions posted on Tufts Career Connect (TCC) in unusually low numbers. Employers across a wide variety of industries, from education to environmental consulting to finance have struggled to fill their interview schedules with interested candidates. Many positions have received less than half the number of applications they’ve received in years past. One firm with a long tradition of hiring Tufts Seniors, which had more than 50 interested applicants in 2010, had only 19 this year!

So we’re turning to you, the students, to ask “why aren’t you applying?” Send your opinion about what’s going on to Career Services’ Associate Director of Employer Relations Robin Kahan.

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Dress for Success: The Interview and Beyond

You have an interview coming up...great! You'll read about the interview process, practice questions, and schedule a mock interview with Career Services. Once you're feeling ready to go, how do you choose an interview outfit that will match your confidence and professionalism?

According to Vault.com, 87% of employers have interacted wtih job applicants who dressed inappropriately for the interview. Sounds pretty high, huh? However, not every mistake is as blatant as wearing mismatched socks or a super-short skirt. I once had lunch with an employer who told me that he was distracted by a Tufts candidate's perfume, not only because the scent was overwhelming, but it made him think of an ex-girlfriend! In Career Services, we like to remind students that personal appearance, which includes anything from attire, shoes and jewelry to makeup, hair and perfume/cologne, should not distract from the goal of your interview - to make a great impression.

As you're preparing for your interview, here are some "Dress for Success" tips for both women and men:Dress for Success - Women
Dress for Success - Men

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The Art of Follow Up, Continued - After You Apply

In my last post, I offered some hopefully useful guidelines for tackling the job hunt’s hazy waiting stages. But say you haven’t yet been conferred an interview date. Say in fact you haven’t even heard from your employer since anxiously sending off your application into the nebulous zones of human resources. What now?

1. Follow-up with a Call

Between their laborious work agendas, chances are employers aren’t going to alert us to the tricky application-parsing process before need be. For a sense of what’s going on, it’s often up to the candidate to reach out and unravel the murky behind-the-hiring-scenes. We recommend waiting at least a week to assure your application has been processed and filtered. Chances of eliciting concrete answers (and leaving an effective impact) are probably heightened via phone, offering the perks and potentials of a long, free-flowing conversation. (Plus email too often goes unanswered, especially if it’s a vague firm-wide address).

Once linked to the voice of an employer (or who knows—your potential hirer?), it’s important to phrase your questions smartly. You might consider retiring the classic, “Where does my application stand?” for inquiries just as information-eliciting but not quite as upfront. You might try asking something like, “What does your hiring timeline look like?”- a gentle probe into the hiring agenda not quite as embedded with “me-specific” implications.

But as in the jittery post-interview phone call, your motives are two-fold. Along with untangling the hiring agenda and reckoning your oh-so-hopeful chances, the first call-back is an opportunity to reinforce your interest. It’s a time to buttress your electronic application with an animated human voice and express your job compatibility in ways your paperwork can’t. Employers don’t want to hear you tick off your resume or gurgle out clichéd strings of excitement; instead, in this tricky-but-totally-doable manner, our goal is to articulate our capabilities and obvious match-up without having to blab it outright. As opposed to uttering the self-proclaimed, “I think I am the best person for this position,” let them infer this hollow statement by shrewdly proving it rings true. Ask intelligent questions that speak to your company knowledge or remark on something news-worthy that grabbed you; essentially, fortify your application by offering your employer a quick glimpse into your intelligent, in-the-know, totally-job-worthy persona.

2. Subsequent Follow-up

As I touched on in my last post, this follow-up—the potentially second or third over-the-phone encounters with your dream firm—highly depends on the quality and effectiveness of the first. If your hirer seems rushed or not overly inclined to chat with candidates (and no worries—it’s not personal!), then following up with another phone call might be more harmful than it’s worth. In this case, as hard as this is for our exponentially wired Tufts’ brains, waiting it out might be our only option. But let’s say your first call is progressing in a promising direction, that you’re employer seems more-or-less willing to expound on the hiring process and engage in some job banter. Asking something along the lines of, “Would you mind if I follow up in a week or two if I have any additional questions?” is an astute way to pave the way for another friendly chat session. Rather than awkwardly stuttering a reason for calling the next go-around, how great to confidently say, “You told me it would be alright to follow up with you the last time we spoke.” And here’s the best part: not only do you elicit employer-candidate bonding part-two, but you make it appear like (as the responsible student you are) you were dutifully staying true to your word.

Sure, the tricky hiring and candidate weed-out process is different at every firm. But, taking that one extra step—pitching yourself not just as a solid batch of paperwork but an invested voice—is sometimes just what it takes to highlight your name from your swarms of qualified competitors. If you materialize as more than a strong resume but a likeable person, it’s much more likely you’ll be requested at the office face-to-face--at which point you’ll know the applicant pool is down to its best slim pickings. In the face of today’s ultra-competitive, applicant-surging job market, it often comes down to that assertive extra step.

Whether it's follow-up after an application submission or follow-up after an interview, we know the process can be tricky! Let an advisor from Career Services help you navigate the process and showcase your professionalism to employers. Call to make an appointment or stop by our drop-in hours to chat!

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The Art of Post-Interview Follow Up

Walking out of the interview inspires the most cooling relief. Sure, we’ll start to analyze and nitpick, weigh our best answers against the hour’s few imperfections. But it’s over. Now for some celebratory food at the café next door.

And yet, the reliving-the-interview stage isn’t all a waiting-game. There are plenty of steps we can take to start deciphering the firm’s hiring agenda and, in the process, keep our names fresh, memorable and in-the-hiring-loop.

1. Send a Thank You Email!

While thank-yous were likely exchanged post-interview , it’s important to formalize your appreciation in a tangible email after the fact (within a span of 24 hours). Remember to send a well-crafted email to every employer you conversed with. It’s polite, conscientious, and--an interviewee perk—often stores your name in more than one employee mailbox. But rather than copy and paste, try to differentiate your emails according to each individual conversation. This shows you were tuned into the current of each encounter, personalizes your exchange, and of course avoids the humiliation of the revealed “mirror email.”

2. Follow up with an Email or Phone Call

Along with clarification of the hiring timeline, the interview follow-up is a way to reinforce your eagerness and curiosity. Use this brief contact, whether through email or via phone, not to gurgle out standard clichés, but to relate specific tidbits that attest to your fortified excitement (not just, well, uh, everyone needs a job…?). Reference an enlightening fact about the field, a conversation fragment from your interview---specific evidence why your one-hour introduction to the firm only heightened your interest.

Depending on your contact’s receptivity, the follow-up might also be a good opportunity to add any information you “missed” in the actual interview. Important: this isn’t ‘market yourself part two,’ an assertive “reminder” of what you related last week. That’s what your resume is for. Instead, phrase your additions as relevant and pertinent to them, particularly in light of information you gained about the firm’s values and ideals during your interview. If you briefly chatted about the blogging phenomenon, for instance, you might pass along any additional blogging stories inadvertently buried in the question-exchange.

3. Subsequent Follow Up

Contact after your initial follow-up is certainly case-dependent, relying on your past interactions and what you gauged from the first exchange. If you know the hiring deadline, for instance, it might be a bit pushy to contact your busy-at-work hirers with additional questions and assertions. Follow-up in this case is most successful if you are still in the dark a week or so after the proposed deadline, as opposed to any time before.

Say you aren’t as clued in to the hiring agenda, though, and you felt a warm, quasi-inviting vibe from your employer. You can plan for subsequent follow-up by alluding to the possibility in your first exchange. Asking something like “Would you mind if I contact you with any additional questions?” is a good way to leave the door open for future contact by getting permission from the employer in advance. If you do take advantage of an employer’s willingness to chat again, have a specific set of questions and/or conversation headers to assure the follow-up is productive and worthy of the employer’s time, as well as yours.

And then of course there’s the chance you can’t get in contact---the all-too-common unanswered emails and voicemails. It can be a tenuous line, but there are subtle ways to convey persistency and interest without coming across as too abrasive. One approach is to switch-up how you’ve been attempting contact. If an email goes unanswered, wait 5-7 days and follow-up with a friendly phone call, and vice versa. If you encountered an answering machine upon your first initiation attempts, why not see if email elicits better luck? Every firm is different, and the one way to see what mode of communication works best is to dabble in a few of them. And trust me, this totally beats 15 or so missed calls flashing up with your number.

Oh the job process. Just when it feels over, there’s always more to be navigated and done, especially during that scary in-between. Reinforcing your interest with sustained contact, when done well, can be the very thing that distinguishes your application and results in a more careful look. Of course, walking across that needle-thin tightrope of a fine line is tough. Every field, firm, and individual employer is a specific entity all its own, making it impossible to pin down a uniform method for tackling the post-interview battleground. Instead, regard this information as a guideline, a smattering of useful hints and strategies to parse through when you feel the timing is right.

As always, contact Career Services to talk with someone about the particulars of your follow-up strategy.

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Interviews: The Good, the Bad, and the Ugly

So here you are, plopped patiently in some marble-floored lobby, anxiously waiting to enter the palm-sweating realms of the job interview. You’ve done your preliminary research, rehearsed answers in the shower, perhaps even engaged in a mock interview or two. But when it comes to the fateful day-of, it’s nerve-wracking every time around. Despite our dress-to-impress attire and impeccably designed answers, who isn’t nervous of mind-blanks and silly slip-ups?

But just as much as those dazzling answers, I’ve found it helps to have an inkling of what NOT to say--the avoid-at-all-costs responses everyone fears might slip out unchecked. So, as a fun accompaniment to all those model self-help guides, I’ve designed an ‘interview gone bad,’ if you will. I’ve used applying to a publication as an example (the field in which I’ve encountered the most interview experience). But these all-too-common interview mistakes cross-sect just about any field and profession. Hopefully if you feel any of these sentences gurgling out of your throat, you’ll know to halt, change gears, and say something more indicative of your potential.

Question: Tell me about yourself.

Answer: Well, I grew up in New Jersey. I have two sisters and a dog. I like to play tennis, read, travel, and listen to music in my spare time...

While we all love personal fun-facts, the ‘tell me about yourself’ query should unearth traits that speak to the job-in-question. Before diving into extraneous details, it’s important to hone in on the facts that pitch you as a compelling job candidate. If applying to a publication, you might tout your love for writing, reporting, and people-interaction--crucial for a successful journalist. The same goes for any other professional position, each requiring specific interests and skills that quick-witted employers carefully track.

Question: Why do you want to work at our company?

Answer: I think your company would be the perfect place to develop my academic and personal interests. It would provide me opportunities for on-the-job reporting, article writing, and help me gauge the setting of a professional publication.

However true, this vague and too often heard answer says nothing about why, out of all the similarly reputable x number out there, you’re trying your bets at this particular firm. This company-specific question doesn’t ask why you’re pursuing a job in your overarching field. It asks what exactly about its own innovative job entity--its slew of distinctive missions, projects, and goals---particularly draws you in. This, of course, requires research. While the company’s homepage is a good starting point, don’t limit yourself; scour out the firm on resources such as Vault Library, online journals, and media sites. Once you’ve accessed the facts, analyze what specifically about this company makes it the best choice for YOU. If you’re a blog-junkie (like myself), citing the organization’s burgeoning shift toward online blogging venues, for instance, can add to your credibility and evidence your compatibility with the firm. Employers don’t only want to know that you’re a solid job candidate, but also how their professional ambient complements your professional interests and long-term goals.

Question: What has working on your campus publication been like?

Answer: It’s been a wonderful experience. As a news editor, I brainstorm topics, work with writers, and edit the articles in my section. It’s really helped me grow as a writer and editor and given me meaningful experience in the field.

There’s nothing technically wrong with this answer--no fateful errors or slip-ups. But at the same point, it just doesn’t really say much. The prime way to distinguish yourself from all other competitive candidates is to qualify your experiences with specific personal examples. Tell your employer about some of the articles you’ve headed, an especially knock-out story, a challenge you’ve overcome. Instead of saying “it helped me grow,” explain how it specifically helped you better master the field’s professional arena. Don’t be too long-winded, of course--one or two quick references that speak to your professional growth should function just fine.

Susannah says: I agree! We often hear our employers say that they would like students to come better prepared with a number of specific examples illustrating skills gained, lessons learned, and notable accomplishments, as opposed to speaking about experiences in generalities.

Question: What would you say your weaknesses are?

Answer: I can’t really think of any. But now that I think of it, I tend to be a perfectionist…

This one is always tough. Here you are, supposed to market yourself as the perfect job candidate, and you’re now being asked to reveal your faults? Won’t your employer slash your name off if you admit to messiness and morning crankiness? But this question isn’t designed to manipulatively weed you out, but to genuinely gauge your persona--beyond the on-paper perfection glimmering on their desks. Saying you don’t have any weaknesses, or that you happen to be “too perfect” then and again, comes off as ingenuous and a tad superficial. We all have weaknesses, even your intimidating employer sitting across from you. Be honest and forthright; convey your flaws not bashfully, but with confidence. Offer ways you’ve improved and gradually turned around your only-human weaknesses. Show your employer that you recognize your faults and can overcome them to achieve job success.

Susannah says: We often discuss 'the weakness question' and other challenging queries in appointments with students. Consider scheduling a mock interview with a career counselor to give yourself the opportunity to practice your answers. When practiced, answers to these questions can illustrate your self-awareness, ability to overcome difficulties, and grace under pressure when answering tough questions.

Question: Why YOU (over all other candidates?)

Answer: My experience and skills cater well to the position and the demands of your firm. I am a strong writer, have meaningful publication experience, and work well in high-stress settings. I have become more comfortable with digging up stories and pitching clear, informative articles of all types.

This might all be impressively true. But how does your employer-to-be know you’re a strong writer, a self-starter, the company’s future portrait of success if you don’t unravel your assertions with evidence? To smartly tackle the mind-boggling ‘why you?’, as we've already said, think specific. Qualify your statements with solid, eye-opening proof. Talk about the time you juggled your publication’s looming high-stress deadlines with burdening school work, and like your deadline-meeting reporter, came out unscathed. Humor your employer with a creative story you contrived, an out-of-the-box interview you landed, a rewarding project you pioneered. Inject colorful life to your assertions; not only will your credibility increase, but you’ll start to materialize as an engaging personality behind the everyday candidate.

Want more information? Read our interviewing packet and schedule a meeting to chat about interviewing.

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Student Spotlight - Tufts senior Aaron talks about his successful job search

I’ve had the opportunity to speak with senior Aaron Cannon, who landed a full-time consulting position at Monitor Group following his internship this past summer. Read on for his first-hand perspective on the not-that-scary search process--the steps he took to impressively wheedle his way into a top-notch profession in the field.

1. How did you first develop an interest in consulting?

My sophomore year of college, I decided that I wanted to go into the business world. I started looking at finance and consulting internships--the two fields go hand in hand in a lot of ways. I started reaching out to whoever I could in both of these fields. I quickly realized I would not enjoy finance. The more I talked to contacts about consulting, the more I realized I would love it. I love taking on a “zoomed-out” perspective to solving big problems, a crucial part of the consulting world. I also did research myself and looked at whatever resources I could find online. But narrowing down my interests really came down to talking to people.

2. What steps did you take to assure yourself professional experience in the field?

I used every network I possibly could. I contacted personal networks in consulting, which included family, family friends, and friends’ parents. I also used the Tufts alumni database. I wrote down alumni that worked at a company I cared about, put each name into a spreadsheet, and sent out emails to each contact expressing my interest. I talked to three or four different people [at Monitor] before I even ended up interviewing. The more people you talk to, the more will be your advocates. I talk extensively to two Tufts alumni at the firm, who advocated for me and helped me out however they could. As for the interviews, you just do your best. I prepared a lot for my consulting interview.

3. In what ways did you use Career Services and Tufts resources in your job search?

I’ve been meeting with my career counselor for the last year and a half. Career Services was a great way to get advice and find helpful resources. The alumni database the office provides was an essential part of contacting and establishing networks. I also utilized the office to practice case interviews--distinctive to the consulting field.

4. What was your internship experience at Monitor Group like? What kinds of tasks were you responsible for?

The Monitor internship in particular is a very awesome program. The professionals there really treat you well and are supportive in every way. They are a very connected, tight group of people. As for the work itself, as an intern I worked on a pretty big case study with a total of 15-20 consultants. We took on supporting roles for our managing directors, which felt like we were starting employees. I had the chance to go to higher-level meetings, where I got new insight into consulting ideas, perspectives, and strategies. I even got to travel to Chicago for an internal meeting. You could really tell that they are investing in you.

5. On-the-job, how did you take advantage of the experience? What steps did you take and/or attitude did you have to heighten your chances of getting an offer?

Most of all, it’s important to keep open communication with everyone involved. Always stay excited during your time there; you might be stressed, but don’t let it show. Continue to be happy and supportive. It’s also always important to double-check your work and make sure you’re handing in the best possible product. Never hesitate to ask for feedback--continuously be asking, How can I improve? It’s crucial to be self-aware with what you’re good at and where you might need improvement.

6. What advice do you have for your fellow underclassman currently engaged in the job search process?

1. Talk to as many people as possible.

2. Learn from each person you talk to, and use what you’ve learned in the next conversation you have. The more you talk to people, the more comfortable you get and the more perspective you develop.

3. Always stay excited when you’re talking to people. Act as if it’s the most important thing in your life. The same goes for interviews. Frame yourself as a whole person, whose past experiences and opportunities have all led to this particular company. Whenever talking to someone in consulting, I made sure to prove three qualities about myself: my ability to collaborate, communicate, and analyze--incredibly important in the consulting world. It’s always important to funnel your skills down into what’s important for success in your field.

Overall, while hard work, I really enjoyed the job search process. You are always interacting with new people. It’s fast and it’s moving.

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