The Company Culture of Smart and Inspiring Organizations

The Company Culture of Smart and Inspiring OrganizationsThe Company Culture of Smart and Inspiring OrganizationsThe Company Culture of Smart and Inspiring Organizations ChampyI have never shot a gun, so I was somewhat anxious when the CEO of Smith and Wesson, the venerable handgun manufacturer based in Springfield, Massachusetts, invited me to visit their plant. Smith and Wesson was one of the companies I had targeted to write about in a series of books examining new business models.I had been looking for companies that were innovative, both in what they offered to customers and how they operate and companies whose business propositions inspire customers to come back. I considered a sustained high growth rate to be an indicator of success, and Smith and Wesson had honigwein the criteria.But the surprise of my visit was not handling a handgun. It was experiencing what I would describe as a company culture of engagement. My tour of the plant began in the stamping room where raw metal w as forged into a gun gestalt. The room was dark, dusty, and had an 18th century feel. The gun forms then moved to highly sophisticated, digitally controlled milling machines. Eventually, the parts got to tables where workers assembled the final product.When I was introduced to the workers, they proudly began telling me about their success in cycle time reduction. They were continuously applying quality improvement techniques to shorten the time to assemble a gun. There were charts on the wall, showing their progress. They even lectured me on the techniques of Kaizen, the Japanese version of quality improvement. But it was the level of employee engagement in dramatically improving the performance of Smith and Wesson that was most impressive. ansicht are workers engaged in a mission to grow the company and grow with quality products.In all of the companies that I have written about, I have found an engaged workforce - encouraged and inspired to do the right thing. There are several c ultural characteristics that these companies and their people share.A Culture of Innovation Many companies treat business innovation as a process and take mechanical steps to generate new ideas everything from suggestion boxes to competitions. These techniques can produce results, but my research suggests that innovation is driven as much by culture as it is by process. Innovative people and companies just behave differently. They are always searching to improve their products, services, and processes.One of the most innovative companies that I have seen is Zipcar. Its pioneering the idea that urban dwellers can own a share of an automobile. In the Zipcar business model, cars are located in parking spaces in local neighborhoods. Members can access the car of their choice, when they need it, through IT and satellite links. The people at Zipcar work hard at constantly innovating around convenience and choice.When I visited the Zipcar headquarters in Cambridge, Massachusetts, I experie nced a model of team innovation. The office had an open plan, where people could engage with each other and contribute ideas. Accomplishments and breakdowns were posted on the wall for everyone to see.Culture vs. Rules Smart and inspiring companies also use company culture, not written rules, to manage the behaviors of their people. In these companies, culture dictates that people must do the right thing at the moment of truth. And that moment of truth is generally when a customer is in need or crisis. These cultures value the quality of the customer experience and allow people to do whatever is required to respond to the customer need.I have been impressed with the service models I find in smart and inspiring companies that are great places to work. Smartpak is one such company, serving horse owners with vitamin supplements for their aging or ailing stallions on a subscription basis. Its a much bigger business than you might think and grows because of a highly skilled and knowledge able customer service staff. Service reps are encouraged to stay on the phone with customers and advise them on animal health issues and all service reps have some form of veterinary training. You dont find rule books in companies like this, but you do find people doing the right thing.Authenticity People in these companies also have a penchant for truthfulness. They represent the products and services of their companies with authenticity. Whether in advertising or on a product label, they only make claims about what they can deliver on. People in these companies know that if their products or services do not live up to their claims, they will be caught by the Internet police. Authenticity is a cultural characteristic thats driven from the top, usually by a company founder or CEO. Everyone knows how they are expected to behave, and they work for the company because they enjoy being honestAuthenticity is a great virtue and I believe that it keeps customers coming back. The company, H onest Tea, goes so far as to assert authenticity in its name. And if you look closely at its products and how it operates, you will see that it is true to its espoused values of treating suppliers with respect, as well as its commitment to producing healthy products. One customer was so inspired by Honest Teas behavior that it declared, You are so honest, I wish that you were my bank.I have always believed that great companies have great cultures, cultures in which people share high-purposed values and the freedom to act. In the companies that I have researched and written about, these values promote excellence and quality and a caring for employees, customers, suppliers, and neighbors. It may sound old fashioned but these kinds of values drive success.Author BioJim Champy is the Chairman of Consulting for Dell/Perot Services. His latest books are OUTSMART How To Do What Your Competitors Cant, and INSPIRE Why Customers Come Back.

Navy Cryptologic Technicians

Navy Cryptologic TechniciansNavy Cryptologic TechniciansThe Navys crucially important work of deciphering encrypted communications and monitoring electronic networks for top-secret intelligence information is the responsibility of cryptology technicians. Within that field are several specialized ratings, including cryptologic technician collection agents (CTRs). A key part of the CTRs job is to intercept signals and transmissions, including some in foreign languages (although thats a different specialty altogether). This is a highly specialized, highly technical rating in the Navy, which relies on state-of-the-art equipment to get the job done. An interest and proficiency in technology and advanced computer systems are key for recruits who hope to enlist. Duties CTRs perform a variety of duties worldwide at numerous overseas and stateside shore commands, aboard surface ships, aircraft, and submarines. In addition to collecting and analyzing communications signals, they provideana lysis and technical guidance and targeting information to weapons systems while assigned to ships and submarines, and their work is used to help locate ships, aircraft, and submarines. They brief operational commanders when ashore and at sea. Cryptologic technicians have the possibility of a three-year tour of duty aboard a ship whose home port is Virginia, Florida, California, Washington, Hawaii, or Japan. Working Environment Cryptology is conducted indoors, whether ashore at a base, or aboard a ship, submarine, or aircraft. Theyll be closely supervised and have frequent contact and coordination with colleagues this isnt a solitary job by any means. Training A combined score of 110 on the verbal expression and arithmetic reasoning segments of the Armed Services Vocational Aptitude Battery (ASVAB) test is required to qualify for this rating. Recruits must be able to qualify for a top secret security clearance, and a Single Scope hintergrund Investigation will be required. CT Rs need to have normal hearing and be U.S. citizens. Their immediate family members must also be U.S. citizens, and a personal security screening interview will be conducted. Former members of the Peace Corps are not eligible for this rating, and candidates need a high school diploma or equivalent. Recruits for this rating need an interest in electronics and good moral character as determined by the Navy. Similar Ratings There are several other specialties within the cryptology technician field. These include cryptologic technician technical or CTTs, who are experts in interpreting and identifying radar signals, both airborne and shipborne.Cryptologic technician interpretive or CTIs are experts in linguistics interpretation. Due to the unique nature and specific skill sets required by sailors in the various cryptologycommunities, career paths are defined by whether theyre within the continental U.S. (INCONUS) or outside the continental U.S. (OUTCONUS) tours, rather than the trad itional sea and shore rotations. Sailors can expect to serve on various tours outside the continental U.S. and/or overseas tours, which count as sea duty, during their careers. CTIs can expect a rotation of one INCONUS tour, followed by two OUTCONUS tours, and so on, during their careers.

Self-Improvement Tips to Avoid an Impending Career Derailment

Self-Improvement Tips to Avoid an Impending Career Derailment Self-Improvement Tips to Avoid an Impending Career Derailment One of the most important means of attaining immediate performance improvement is to seek instant feedback. Receiving constructive criticism is more than about simply accepting your faults but about taking incremental steps over the long-term to identify problem areas and consciously work to improve your performance. But useful feedback doesnt always come from outside observers. Becoming an internal observer of your own behavior can help you take stock of your reactions to your work and understand what matters most to you. The higher your level of self-awareness, the more you know about yourself and what you can offer your company at a given juncture.To stay relevant to your company, you have to remain aligned with it as its culture changes over time. To that end, you must first understand the organizational culture by analyzing the decision-making processes a nd axioms on which the organization relies when addressing challenges and capitalizing on opportunities. To do this you must learn to be an active listener, meaning always asking questions to make sure you understand what is happening around you and concentrating on single conversations and moments so that you can remember the key information being shared.Part of being a vital component of your organization is participating in the regular goings-on of the workplace. That means you cant allow yourself to become too much of a loner and need to remain open with your thoughts and contributions to the decision-making process. The more influential and effective you become, the more facts and feelings you regularly share, the more vital you become to maintaining a successful status quo.Keeping an eye on your organizations future needs and working to align your own development to meet those needs is great, but you cant sacrifice your current work for what may be expected of you in the futur e. Employees are valued for the work they get done now, so stay focused on what needs to get done each day and close out tasks as they arise. Having a main job that is always current lets you better assess the shape of things to come.Finally, stay out of a mental rut by learning from your mistakes and refusing to dwell on the past. If the environment has changed, it needs to be addressed on a new footing and with new ideas and solutions, provide them. Expose yourself to new routines so that you become more adaptable to a changing environment. Not only will you create opportunities to develop new relationships, your flexibility and adaptability will be appreciated by your co-workers and, in turn, create a more effective team.

The Impact of Tariffs on Engineering and Manufacturing - Part 2

The Impact of Tariffs on Engineering and Manufacturing - Part 2 The Impact of Tariffs on Engineering and Manufacturing - Part 2 The Impact of Tariffs on Engineering and Manufacturing, Part 2Part 1 of The Impact of Tariffs on Engineering and Manufacturing looked at the impact of tariffs on jobs and the value of engineering. This section explores their impact on specific industries.Manufacturing EffectEmployment in U.S. manufacturing peaked in June 1979, reaching 19.6 million jobs. It has dwindled since then and today hovers around 12.7 million. The phrase Made in China is often associated with the loss of those jobs, and has been met with disdain and political intrigue. Tariffs are viewed as a way to bring back jobs. U.S. tariffs on China could protect American intellectual property but raise the cost of manufacturing, according to the National Association of Manufacturing.Manufacturers certainly have concerns that tariffs will cause more problems than they solve, but we also recogniz e that the administration may intend to use them as a negotiating tactic to bring China to the table and achieve larger goals that will benefit American workers in the long run, says NAM CEO Jay Timmons.The number of manufacturing jobs has declined for decades, but output has increased thanks to technological advancements, automation, offshoring, and other developments. Tariffs could unwittingly drive the advances further as more manufacturers scramble to cut costs and move to the so-called Industry 4.0.Were producing more with fewer people, Whartons Cohen says The classic case in point is the agricultural industry. In 1900, 60 percent of all the workers worked in farms. Today it is like two to three percent. Yet, the amount and quality of the food we produce is far better than in 1900.For You How Industry 4.0 Impacts Engineering DesignTrumps hefty 25 percent steel tariff was implemented to help U.S. steel makers, who are cheering the tariffs. Steel prices are increasing, and compan ies like Nucor are recording soaring profits. U.S. Steel says it will reopen plants in the U.S. and add hundreds of jobs. Barbara Smith, CEO of steel maker CMC, said in a recent earnings call the tariffs will boost local demand and production, and assist in creating a fair and level playing field. In a curtailed supply chain, research firm IHS Markit has recommended buyers beat tariffs by adopting a localized steel purchase strategy.But smaller U.S. manufacturers using steel are feeling the brunt, most elendably iconic motorcycle company Harley Davidson, which moved some production outside the U.S. to Thailand to address the growing demand for its bikes in the European markets. Other manufacturers have had to cut jobs because of the increased cost of acquiring steel and aluminum.On a wide scale, steel and aluminum tariffs could result in a net loss of over 400,000 U.S. jobs, according to a study by The Trade Partnership. Of that number, 19,000 will be schwefelyperit in the manufactu ring sector, mainly in companies related to fabricated metals and food processing. But U.S. iron and steel manufacturers will be protected, with jobs increasing by about 23,000.Economic Policy Institute, however, contested The Trade Partnerships findings, pinning total job losses to about 146,000.AutomobilesCar manufacturing and maintenance will be severely hit by tariffs on metals. Prices of new vehicles could rise from between $455 to $6,875 depending the type of tariff, where the vehicle was assembled, and quota, according to a study from the Center for Automotive Research, based in Ann Arbor, Mich.Two of Americas biggest steel manufacturers, Nucor and United States Steel, are the main beneficiaries of the new tariffs, according to The New York Times.The roughly 17,000 new vehicle dealerships in the U.S., will take a hard hit if tariffs are put in place. Revenue could decline between $16.3 billion to $66.5 billion. In an industry that employs 1.1 million people, about 28,800 to 1 17,500 jobs could be lost, according to CAR. The tariffs would also directly impact jobs and manufacturing in Canada and Mexico.Tariffs have also been imposed on other auto parts like certain types of electric vehicle motors. Every major auto manufacturer is focusing on building electric vehicles.We are afraid that tariffs will strike at the heart of American technological leadership by chilling RD investments in emerging innovations. Today, the US is a leader in the global race to develop automation and electrification.If auto tariffs raise costs and stall investments, the US may well lose that leadership, since other countries are already chasing automakers to build RD facilities overseas, an Auto Alliance spokesman tells ASME.org.Prominent alliance members include Ford, Motor, GM and Toyota.In addition to more expensive steel, car prices could also increase because of tariffs imposed on semiconductors. Cars make up about 10 percent of the total chip supply chain, according to sem iconductor industry association SEMI.The U.S. government also is pondering tariffs on imported cars. The US Department of Commerce says tariffs are necessary to increase American competitiveness in the automotive sector. Imported cars accounted for 48 percent of passenger cars sold in 2017, up from 32 percent 20 years ago. U.S. employment in motor vehicle production also declined by 22 percent over the last 20 years, despite cars being bought at record levels.TechnologyTechnology, especially semiconductors like sensors and chips, are pervasive in nature, affect nearly every industry, and are the lifeblood of the modern economy, says Jay Chittooran, SEMIS manager of public policy. Tariffs could result in price increases of cars, energy products, robots, drones, and industrial equipment.The impact of tariffs could be north of $500 million annually in the U.S., and will hit test and inspection equipment, and machines used to make boules, wafers, chips, masks, and other components funda mental to the semiconductor manufacturing process, according to a study by SEMI. SEEED Studios, a Chinese component provider, has listed 81 products, some of which are used in drones and robots, on which a 25 percent tariff has been imposed.But the impact of tariffs on technology could run deeper. Technology makes possible the countless innovations for business, communication, research, and more. Beyond robots and cars, it could be more expensive to build computers and supercomputers used for advanced engineering in biomedical, energy, materials and other areas.Looking down the road, what do these tariffs mean for emerging technologies like artificial intelligence, autonomous driving, machine learning, blockchain and supercomputers? Chittooran says. Will the greater costs coupled with below-plan capability mean slowed technological development and innovation? I think so.TurbinesTurbines have mostly steel alloys and could feel the impact of tariffs, though its not clear how much, say s Timothy Lieuwen, executive director for the Strategic Energy Institute at Georgia Tech. Turbines for power, aviation, maritime and oil and gas industries are largely manufactured in the U.S., though some steel content is likely sourced from China.The turbines may be made in the U.S., but a lot of markets and opportunities for turbines are outside the U.S., particularly in emerging Asian markets. There certainly has to be a concern about tariffs in Asian markets around aviation and power, Lieuwen says.GE, a turbine powerhouse, said its aviation parts imported from China had about 50% U.S. content by value. Putting tariffs on parts from China with high U.S. content would hurt both the U.S. companies that make those initial components, as well as those GE plants and workers that turn the imported parts into final products in the U.S., says Karan Bhatia, GEs president of government affairs and policy in testimony delivered to the U.S. Trade Representative. The company has assessed a $ 300 million to $400 million impact.For companies like GE, a couple of hundred million extra dollars to build engines is a drop in the bucket, and wont have a big impact, Lieuwen said. However, tariffs are a disturbing sign of where things are headed. As a retaliatory tariff, China has threatened to add a 25 percent tariff to Boeing planes.EnergyTrump has imposed 30 percent tariffs on solar cells from China, which is affecting installers and users of photovoltaics. The tariffs scale down in subsequent years. Most of the affordable solar cells in installations are imported from China, and tariffs will have a clear and direct impact on those costs, Lieuwen says.On average, home solar installations cost around $15,000, with payback in up to nine years, according to Environmental and Energy Study Institute. The tariff will increase the cost, adding one year to the payback. Solar cell installations worth billions of dollars have already been cancelled or moved back. EESI expects an 11 per cent reduction in overall solar cell installations. That could leave 23,000 people out of work.To the extent at which it can prop up or revive a domestic photovoltaic manufacturing capability, that is yet to be seen, Lieuwen says.History of TariffsHistorically, tariffs have largely been unsuccessful, says Mary Anne Madeira of Queens College. The 1930 tariffs backfired as retaliatory tariffs imposed by Canada and Europe brought agricultural exports a U.S. mainstay at the time to a standstill. The tariffs also failed to bring the U.S. out of the Great Depression.George W. Bush imposed tariffs on steel products in 2002 in an attempt to save a U.S. steel industry hit by Chinese imports. It was a disaster, Madeira says. He ended up having to reverse the tariffs in 18 months. Thousands of jobs were lost as a result.Barack Obamas 2009 tariffs on tires to address unfair competition from China lasted three years. The U.S. tire industry was saved as production went up, but tire prices ballo oned because consumers were buying more expensive American-made tires instead of lower-cost Chinese tires.Consumers bought fewer tires, so tire retailers were hit really hard, Madeira says. It was a net job loss. Jobs were saved in the tire manufacturing industry, but way more jobs were lost in tire retail.Resetting ExpectationsIt remains to be seen if tariffs are good. A lot depends on the results, Whartons Cohen said.If the threat of imposing tariffs leads to renegotiation of NAFTA, or the elimination of tariffs, which it might do between the EU and the US, then you can argue that the end result is good.Prof. Morris Cohen, The Wharton School, University of PennsylvaniaIf the threat of imposing tariffs leads to renegotiation of NAFTA, or the elimination of tariffs, which it might do between the E.U. and the U.S., then you can argue that the end result is good, Cohen says.If the trade deals cant be negotiated, its just a skirmish in an ever-expanding trade war, especially with China .Theres been a lot of transfer of wealth and activity and there have been real losers in globalization of manufacturing over the last decade, Cohen says. Were responding to it. Its not a surprise thats happening and its not always a pretty picture. Every country is looking out for its own self-interest.Read MoreCapturing and Reusing Wasted Energy with NanopeapodsWhats It Like for an Engineer to Work at a StartupA Cheap Way to Convert Vapor into Fresh Drinking Water For Further Discussion

Key Pieces of Resumegenius.com

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Resumegenius.com Fundamentals Explained You wan t a trustworthy and dependable service which is also highly professional. You cannot purchase a VIP assistance, and you wont receive any absolutely free features with your purchase. Then be certain that you read the work description carefully so that you know just what the employer is searching for. Employers want workers that are genuinely excited about the position, and following up is among the simplest and most effective methods to demonstrate precisely how interested youre. In the end, go through the last draft with a fine tooth-comb so you remove any errors that might be in it. You might want to use people as references that may offer proof of your abilities and talents. The very last thing that you want to do is apply for work in education with a subpar resume. Job applicants that are submitting their resumes to prospective small geschftsleben organizations and firms may use the cover letters. 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The Basic Facts of Free Resume Writing Professional

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Learning Engineering Skills the Lego Way, Part 2

Learning Engineering Skills the Lego Way, Part 2 Learning Engineering Skills the Lego Way, Part 2 Learning Engineering Skills the Lego Way, Part 2Part One of Learning Engineering Skills the Lego Way introduced you to Play-Well TEKnologies teaching concept. Part 2 describes the companys curriculum and concepts. In one example of the story strategy, an objective or theme for a young group of kids could be to understand how a crawler moves. The given project could be building a mechanical rabbit, whose movement is similar to a crawler. The story might go that the rabbit needs to search for Easter eggs and gather them in order to save the day. Then the discussion segues into gears, gear ratios, and other concepts.The idea is how do we make it super fun for them to be solving the next problem.Jeffrey Harry, Play-Well TeknologiesWere almost going backwards with them, Harry says. We get them excited about the idea and then teach concepts and mechanisms. They get super excited that the rabb its could save the day. What they havent realized is that they now know how gears mesh, what a 51 gear ratio looks like, what an output gear looks like, and what a linkage is. There are all these subtle things they pick up.The program, available in 29 states and in France, reaches about 100,000 kids a year. The main focus is on K-8, but there are also programs for preschoolers and adults. Instructors come to the classes with more than 20,000 pieces of Legos that include gears, axles, pneumatic tanks, worm gear housings, and more.For You How to Mentor Young Engineers About 80% of Play-Wells projects are mechanical, such as core builds like bulldozers, catapults, dump trucks, excavators, Ferris wheels, merry-go-rounds, and carnival rides. Logan Ingulli shows off some of the projects he built in the Play-Well class. Image Play-Well TEKnologiesWe often use many of the same mechanisms and concepts but framed differently, Harry says For example, if were doing a fire truck f or a kindergarten/first grade class well show them a basic gear ratio a manual gear drive car with back wheel drive and maybe a ladder with a linkage that locks into different places and can move up and down by your hand.When building a fire truck, the second- through fifth-grade students end up building a worm gear housing and motorized lift that lifts up to 90 degrees and have a turret on the side that rotates 360 degrees.There are many different mechanisms to add that make a fire truck more complicated. Our goal is that after they leave class and binnensee that in the real world, they say I know how that works or Ive seen that before or when driving down the highway, they see the drive shaft underneath a truck, and say I built that in school, he says.Although Play-Well has no formal research on how many of their students become engineers, Harry says he and the Play-Well team often run into kids they have taught who are entering complex STEM competitions or hear stories from paren ts who say their kids are using vocabulary they wouldnt have otherwise.We want to create a fun engineering world to explore and problem solve, then tell kids that this is an actual profession that they can do when they grow up, Harry says. Thats when you see some kids eyes light up.Nancy S. Giges is an independent writer.Read MoreHow to Raise a Coder in Four Easy StepsEnergy Storage Moves to New HeightsFlying to Space on Butterfly Wings

Use Non-Employee Referrals for Hiring Success

Use Non-Employee Referrals for Hiring Success Use Non-Employee Referrals for Hiring Success You should in the view of John Sullivan, a noted human resources expert from the Silicon Valley. He calls it an emerging trend and one that should be embraced because it expands the number of individuals who are looking for top talent for your firm beyond the traditional employee base.Sullivan offers these advantages to the non-employee referral conceptMore talent scoutsUsing other peoples timeHigh-quality referralsA proven approachA different tischset of prospectsIncreased speedLow-costYou may strengthen your relationshipsFriends may also become prospectsAs Sullivan notes, many employers say using employee referrals increases the speed of hiring. Also, people doing the job hunting for your company may end up wanting to work there. He also adds that companies and organizations like Verizon Technology, Internosis, Clearlink, the U.S. National Guard, and the information technology company CACI are already embracing non-employee referrals.Any non-employee referral program needs to supplement current employee referrals. Sullivan said a framework should be established to make the program succeed.Set quality expectationsRequire friends to provide detailed information when they referProvide a referral toolkitProvide ownership and motivationTake advantage of every opportunity to ask for referralsMinimize administrative roadblocksThe last point is important, Sullivan says, because referrals should be expedited in the human resources process and any payments for referrals shouldnt be delayed because it could hurt your companys brand and discourage further referrals.A company or organization shouldnt start off with grand rewards for non-employee referrals, Sullivan advises. Rather than offering a large reward, initially try low-cost rewards like free product samples, a booklet of movie tickets, a Starbucks coffee card, or a drawing for a fun vacation trip, he says, adding some re ferrers might like to see a donation made to a charity, which helps your business, too.Sullivan suggests the following folks could make good non-employee referrers, or as he calls them friends of friends.Contingent , seasonal, and part-time workers who are not considered as full-time employeesMembers of your board of directorsReferences provided by your quality hiresMajor vendorsClose family membersConsultantsLong-term individual customers or the employees of corporate customersYour college internsTop quality job applicants or finalistsCorporate alumni (former top employees) who can refer.Sullivan admits his idea may not be perfect. He says, As with any program, the friends program can carry with it some potential issues. The most common one is that if you are offering a reward of over $100, the administrative burden of having to issue non-employees 1099 forms to cover tax. Even though it is not proved to be a herausforderung in well-designed programs, executives may also worry that friends referrals wont be of a high enough quality.The Wall Street Journal tackled the issue, too. In her At Work column, Lauren Weber calls them amateur recruiters. She says, Companies have long used bonuses and other rewards to get employees to recommend their friends for jobs. About 25% of all new hires come from referrals and 90% of those are from current employees, according to HR consulting firm CareerXroads. Now, thanks to a labor market where the demand for people with hot technology skills outstrips supply, some firms are expanding beyond their employee base.One New York firm offers a roundtrip airline ticket to New York City as a reward (but apparently no lodging or food). Other reward programs give cash to off-the-street referrers. In 2012, Cedars-Sinai Medical Center in Los Angeles sought IT professionals who were certified in a healthcare application called Epic and offered a bounty of $5,000 to be shared by the person hired and the non-employee who referred him or her , she added.

9 Ways You Can Still Land a Summer Internship

9 Ways You Can Still Land a Summer Internship9 Ways You Can Still Land a Summer InternshipYou are in college, you want an internship for this summer, and you do not have anything firmly lined up. So what should you do?1. Keep ProspectingUntil you have an offer in writing, you must keep prospecting. Verbal conversations that say we are going to offer you a role, OR we are working on it, dont count and are NOT binding. You only have one, this summer. Keep hunting until you have a solid offer.2. Stay OrganizedJob (or intern) searches have a lot of contacts, follow-ups and next actions in play simultaneously. You need a centralized document that you can use to stay focused and make sure nothing falls through the cracks.3. Where There welches InterestOK, you spoke to a recruiter or hiring manager at a company and you felt great. You thought they were interested, and you would have accepted if offered but they went silent. Continue to go after them. Let them know you are talking to others but have them on the top of your list (if you do). People who hire are very busy and sometimes they too drop the ball. Further, they are speaking to multiple candidates but only have X number if internships. Stay visible and attempt to connect (Voice Mail or Email a couple of times a week). If you follow up professionally, it will increase the fact that you are the kind of professional they want to employ. But, again, keep seeking other offers if they have not solidified one with you.4. Go to the Career Center for GuidanceBrainstorming with a qualified professional can help if you are stalled or trying to better the hand before you. The Career Center can help in two waysThey knows companies that might be a fit for you and are hiringThey can help with both your search and the skills you employ5.Follow Up with the Recruiters You Have MetDuring your search, if you have done it right, you have amassed contacts that have become a part of your network. Follow up and engage with them. They may have not had an available role when you last spoke, but maybe a candidate they were pursuing just dropped out, OR, they know of another recruiter that could use you.6. Review People in Your Network and Seek AssistanceMake sure you are leveraging everyone you know, includingProfessorsAdvisorsFriends who are looking or have already secured an internship for the summer. (People in this latter group might have taken one but have another two that they would have taken if they didnt get the one they just accepted. The best technique here if for them to introduce you.)Friends and familyFormer employers7.See if There Are Any More Career Fairs on unigelndeThere are generally more recruiting functions than the semesters Career Fair. Often colleges within the university have their own.8. Go To Sites Where Great Internships Are PostedYou can go to some great sites and search for internships. By way of example, Vault lists both internships and jobs. Additionally, they show what interns thou ght of the experience after they left. A wealth of information is to be had.9. Reach Out to a Mentor to Game PlanIf youre stuck, reach out to a mentor and try to kick around some ideas, then implement that advice.What you cannot do is nothing. You have to continue to apply yourself and dont give up. Internships are the stepping-stones to multiple offers.Final note it is not just about scoring an internship, it is about nailing that internship. When you do secure one, know it is a 60-day job interview and you want to nail it. Nailing it begins right now, prior to showing up. Here is afour step processin order to do just that.Good luck.A version of this post previously appeared on LearnEarnRetire.