How to stand out when competing for a summer internship

How to stand out when competing for a summer internshipHow to stand out when competing for a summer internshipI recently spoke at USC and shared with the students what it looks like from my end as the employer when we open up an internship for applications. They were RIVETED, because they said they really want that visibility into how everyone else is applying to these roles. So I had a bit of fun, and came up with the 5 types of internship applications a company receives.I went through all of our internships applications and calculated the percentage of applications that fit into each category. Ill detail the pros and cons of each type and give you examples of how your peers are applying for internships and how you can snatch those opportunities for yourself with the best possible applicationThe 5 types of internship applications1. Resume sprayerPercent of candidates 79%What the application looks like They use the same resume and cover letter for every job they apply to, because the ir strategy is to send as many resumes out as humanly possible. They look at the title of internship, if the title sounds something remotely related to the kind of role they would want, they shoot off their canned application. Its also common for resume sprayer application to say a different companys name, or the wrong title for the role they are applying for. Recruiters are able to detect a resume sprayer within seconds of looking at a resume, herbeie is the truth of how we automatically know an applicant did not read the job description.The pros They at least feel like they are making progress in getting an internship so they can sleep at night feeling like they were productive. And when they dont get an internship they can blame it on external circumstances, saying, I applied to 100s of internships and none responded, the process is broken.The cons They are massively wasting their time. Them trying to spit out as many applications as possible actually will burn more of their time and get fewer results than focusing on the most appropriate internships, writing a tailored resume and cover letter, creating relevant deliverables and projects, and following up about the opportunity with someone at the company.If you are a Resume Sprayer, dont worry, there are many things you can start doing today to help. Here is a video playlist to get you started.2. The no nonsenserPercent of candidates 9%What the application looks like The No Nonsensers sometimes seem like Resume Sprayers, because they put minimal effort into their applications. However, these candidates seem to be directed about the opportunities they are applying for and are moderately to well qualified. These candidates see that an opportunity is a good fit skills-wise so they submit their information without taking much additional time to include details on why they are interested in the company, and do not reach out to anyone in the company.The pros They are qualified and will likely get a decent amount of interviews.The cons To build a great intern cohort it isnt just about the skills, companies also look for people with specific passion and interests that are often absent from the No Nonsenser applications.For example, I interviewed a No Nonsenser and through the conversation I find out that she has her own side project and website dedicated to our industry, and is hugely passionate about our mission. None of this was shown on her resume and she did not write a cover letter - if she had, we would have not hesitated to contact her, she would have been our top candidate We could have easily passed up on her resume since there were so many other talented interns in the pipeline, but fortunately in this case it all worked out. Though, I can only imagine how many No Nonsenser applicants are rejected because they dont include specific details like why they are passionate about the company and industry where they are applying.3. The eager beaverPercent of candidates 5%What the applicat ion looks like They talk about how passionate they are about the role, company, and industry, and how they are excited to contribute and go above and beyond. I honestly get pumped up reading their cover letters.The pros Exactly what the first two categories were missing, they have that drive and passion that goes a long way in breathing fresh energy into an organization. Also, their eagerness often alludes to the idea that they will take initiative to seek knowledge on their own, which in my opinion is the best trait an intern can have.The cons Enthusiasm only goes so far and these applications can be sloppy. I see these people messaging everyone in the company that they are excited for the role, but actually havent applied yet. Its better to be strategic about who you reach out to, focus on a few people in the company to reach out to, heres a video that gives you scripts and tips on what to say in these messages.And most importantly, these people sometimes leave out an emphasis on their track record of achievement and important skills they bring to the table. Enthusiasm can only get you so far.4. The formal sir or madamPercent of candidates 5%What the application looks like These applications sound like they were written by an extremely polite robot like C3PO, where any sort of personality or uniqueness to their resume or cover letter is completely absent, likely due to poor advice from an outdated college career center. A cover letter by a Formal Sir or Madam goes something like this,Dear sir or madam, Enclosed is my resume for this role for you to review. I believe that my educational experience, strong work ethic, and communication skills will enable me to make a positive contribution to your organization. I am available by phone and email and will provide references upon request. Thank you for taking the time to review my qualifications and I look forward to hearing from you.Their resume is a bunch of tasks theyve done but no accomplishments, it reads lik e a job description. And it has an unnecessary objective gutachten (here is a video about the only time you should put an objective statement on your resume).The pros They do not offend anyone or are ever considered unprofessional.The cons There is no differentiation between them or anyone else on the planet. The overly formal applications are so focused on seeming professional and following a script, that there is no individuality, no details on their accomplishments, or why they are specifically interested in the company. Here is an article on how to write a killer cover letter that can change your tone from generic to focused and interesting.5. Out-of-the-boxerPercent of candidates 2%What the application looks like These people completely buck any sort of convention and apply in a unique way.The pros I personally love people who take chances and get creative. Some Out-of-the-Box candidates do customized deliverables for a company that show a lot of thought, understanding of the b usiness, and initiative. Others take a bit of a wacky approach, like a video or a song, which can totally land if they know their audience.The cons A lot of these unusual applications try to sound different, use a different voice and approach, but lack substance. Creative energy should show understanding of the company, enthusiasm, and articulate the value you could contribute. Heres a video that walks through the pros and cons of three highly creative job applications.So theres a glimpse into what summer intern applications look like at a tech company. Whats the best approach? That depends on the role, company, and industry you are applying in. I recommend taking inspiration from the Pros of each type and elevating your application to stand out among the rest. Best of luckThis deutsche post dhl first appeared on Quora.

Always Late Dont Let It Hurt Your Job Search

Always Late Dont Let It Hurt Your Job SearchAlways Late Dont Let It Hurt Your Job Search6It turns out that your chronic lateness may not be your fault. In a recent story called This Is Why Youre Late All the Time (And What to Do About It), it was revealed that lateness might not be a sign of some innate sense of superiority. It might just be that you were born that way.Author Diana DeLonzor has conducted studies about people who perpetually zustrom late, and her findings are surprising. Whereas most people assume that late people dont care about their lateness, most late people actually seriously dislike being late, but cannot seem to do anything to change it because its an in-born trait.And if you thought lateness rears its head in adulthood, think again. DeLonzor discovered that lateness starts in early childhood. Certain traits- such as low self-control, anxiety issues, and even thrill-seeking- are all linked towards the tendency to groe nachfrage late. While some people like the idea of having a ton to do and having to finish it all ASAP, there are others who consistently over-schedule themselves to the point of running late.No matter if you have a hard time guesstimating how long it will take to complete a task or if you blame your lateness on everyone but yourself, there are ways to tame your tardiness. Heres howBe realistic.You think you can answer 27 emails, organize your master closet, and get in a 60-minute workout- all before breakfast. Instead, decide how long it will take to do something- and then double the time. Its also a good idea to remove any extra items from your to-do list. That way, you will feel a sense of accomplishment without feeling overwhelmed.Make a list.Being late is stressful. So change your attitude about lateness- permanently. Write down all the good things that come with being on time, such as arriving to your job interview ahead of time, relaxed and ready to win over that prospective boss. Being mindful of the positives can he lp motivate you to be on time.Turn back time. If you still find yourself running late all the time, you need to readjust your schedule- and the way you view time. For example, if you have a job interview at 230 p.m., tell yourself that its for 200 p.m. (Or earlier, depending on how late you typically run) By tricking your brain into thinking that your appointments are earlier than they actually are, youll ensure that youre going to arrive on time- all the time.Lateness may be a pre-determined trait, but it doesnt mean that youre destined to always be late. By making modifications to your schedule and your mindset, youll ensure that your life- and your job search- always run smoothly. And on time.Readers, do you feel like youre always late? Has it affected your job search at all? Let us know about your experiences (and what youve done, if anything, to conquer your lateness) in the comments section below

Improve your culture, buy a chicken

Improve your culture, buy a chickenImprove your culture, buy a chickenI was having lunch with a friend who told me about an interaction that he had with one of his kollektiv members. Apparently, he caught wind that a young lady who reported directly to him was at zu sich desk, crying inconsolably. After inviting her into his office, he began to inquire about what had upset her so. Being a newlywed, she was experiencing difficulty adjusting to married life and a number of challenges had come their way, compounding the stress. But, the proverbial straw that broke the camels back was that her favorite chicken had died suddenly from an unknown cause.When she shared the news of her departed fowl friend, he wasnt sure how to react to the non-cackling conundrum. Not living in a rural area, he was in a quandary imagining how, or even why, she would have chickens. But holding his intense curiosity at bay, he expressed great empathy and comforted her to the best of his ability.Follow Ladders o n FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreWhen she left his office, he knew exactly what to do. He needed to buy a chicken. But buying a chicken turned out to be far more complicated than looking for little cluckers on Craigslist. Evidently, purchasing live poultry is highly regulated. After doing a little research, he located a hatchery several states away that eagerly schooled him on purchasing her preferred egg producers.Before the end of the day, he called his colleague back into his office and told her that she would be receiving three little chicks, of her favorite variety, within the next few weeks. Overwhelmed by his thoughtfulness and delighted at the prospect of having three downy replacements, she broke into tears once again. But these were tears of joy. The impact of this ingenuous gesture continues to linger long after the original fowl was forgotten.It is a story of a simple act of kindnes s, which upon repeated telling, sends positive ripples throughout the organization.You see culture is the collective expression of the values, beliefs and behaviors that individuals bring to any endeavor. Its the environment that is created when people come together. ARemarkableculture is a place where people believe the best in one another, want the best for one another and expect the best from one another. Believing the best in one another speaks to trust. Expecting the best from one another is about ownership and accountability. But wanting the best for one another is all about creating a sense of community and compassion. Its how people take care of one another. Do they support one another in the pursuit of their dreams? Are they there for one another during difficult times? Do they demonstrate their support for one another when there are strong headwindsor when someones favorite pet poultry passes?It has often been said that culture is the single most important differentiating factor that any organization possesses. Culture is about engagement and has a direct impact on discretionary effort,loyalty and ultimately the performance of your teams.So, if you want to improve your culture buy a chickenBut, if you dont have a hatchery nearby, here are a few ideas to get your organization moving toward a transformational cultureHire well. Hiring quality people is the fastest way to infuse new life into an organization. Simple to say difficult to do We recommend that you use axiological instruments to screen for functional values. Personality profiles and IQ assessments are essentially non-predictive. You need to use instruments that are designed and validated to screen for values alignment.And while we are talking about hiring, be sure to hire slow and fire fast. The best organizations take their time in hiring to make sure that the values, beliefs and behaviors of each prospective team member matches that of the enterprise. Its not enough to simply embrace certa in propositions. Each person must embody the right values. This takes time and ample observation to ascertain correctly. And, when it becomes obvious that there is not values alignment, dont linger long about moving a mismatch out.Focus as much on what youwant for your peopleas you do on what youwant from your people. When you shift from being avalue extractionorganization to one ofvalue creation,that perspective will flow through to your clients and customers. Investing in the personal growth and development of team members will pay rich dividends.Measure, monitor and move engagement levels within the organization. There are a variety of approaches to measuring engagement among team members. Each methodology has certain benefits. We suggest you focus on the individuals emotional health and wellbeing. When you have healthy team members, good things naturally happen.Drop the wordemployee. You must recognize that you have no employees in the traditional sense thirty years of service for a gold watch. In todays economy, everyone is afree agent. They will play for your franchise for a season and then decide whether or not to stay based upon what they deem to be the value you bring to the table and its not based upon pay as much as it is passion. If you want to keep good team members, treat them like familyand not the dysfunctional kindGood culture cannot be reverse engineered. You cannot break it down into a formula. It is far too abwandelbar and dynamic to be encapsulated. But if you could, it might look something like this Remarkable People + Remarkable Culture = Remarkable Results.This article originally appeared on Appreciation at Work.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of menta lly strong people