Graduates Archives - The Voice of Job Seekers

CEO for One Month with Adecco (Internship)

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Rich Thompson, Chief Human Resource Officer of Adecco Group North American joins me to discuss Adecco’s Way to Work™ program, which highlights issues and challenges facing millions of young job seekers, the CEO for a Month initiative is a competition for an internship alongside Bob Crouch, CEO of Adecco Group North America, this summer. The selected intern will have the opportunity to shadow Bob along with other Adecco Group North America leaders through a paid ($10,000) month-long summer internship in which the candidate will be able to travel across the country.

I would love your feedback on these questions or anything that you’ve heard on any of our shows in one of the three ways:

1) Leave a voice mail or text message at 708-365-9822. Let me know if I can share it on future shows
2) Email me: [email protected]
3) Go to TheVoiceofJobSeekers.com and press the “Send Voicemail” button to leave a message online

Here are the main points you need to know to participate:

Click here to apply for the CEO for A Month program

From the applicant pool, five finalists will be selected to join a Boot Camp in Jacksonville, Florida to compete for this prestigious internship. The week’s activities will include education sessions and out-of-the-box assessments with a focus on Adecco’s core values. The lucky winner will begin their internship the following Monday.education sessions and out-of-the-box assessments with a focus on Adecco’s core values. The lucky winner will begin their internship the following Monday.

To apply, you must meet the below requirements

o Between the ages of 18 and 30

o Able to work in the United States or Canada

o Available to attend the July 13th through 17th Boot Camp

o Available to live in Jacksonville, FL and travel nationally from July 20 – Aug 14 (housing will be provided)

I asked Rich to provide perspective to who and what is getting the attention of employers. Here are some of the highlights of our discussion:to who and what is getting the attention of employers. Here are some of the highlights of our discussion:

1. A company’s resources were applied to identify the science of who and how to hire towards behavioral assessment, hard skill assessment, grade point average, philanthropic focus are considerations but intuition (or fit) captures the attention of hiring managers. Who can display the best personality fit culturally for the company and department during an interview

2. At Adecco, they put emphasis on culture. Less of the science and description, and more how the individuals personality works with the teamindividuals personality works with the team

3. With the competition as intense as ever and the access information through the web. Many people will fit the “skills” but few will complement the culture. What is the role? What is the make-up of the group? What is the value point for the leader of the Group?for the leader of the Group?

4. It’s a marriage and job seekers must consider if the company is a fit for them.

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About Mark Anthony Dyson

I am the "The Voice of Job Seekers!" I offer compassionate career and job search advice as I hack and re-imagine the job search process. You need to be "the prescription to an employer's job description." You must be solution-oriented and work in positions in companies where you are the remedy. Your job search must be a lifestyle, and your career must be in front of you constantly. You can no longer shed your aspirations at the change seasons. There are strengths you have that need constant use and development. Be sure you sign up to download my E-Book, "421 Modern Job Search Tips 2021!" You can find my career advice and work in media outlets such as Forbes, Inc., Fast Company, Harvard Business Review, Glassdoor, and many other outlets.

by Mark Anthony Dyson

How Can Underemployed Job Seekers Adapt to the New Workplace

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The underemployed face major obstacles in this job market. It’s hard to count under-employed job seekers and many statistically blends with the unemployed. Under-employment is a major obstacle and epidemic in our country. More than ever, unemployed job seekers are entering a new workplace with stresses such as lower salaries and taking positions lower than their education or previous experience. This episode will help you with some strategies and mindset to help underemployed job seekers adapt.

If you are currently underemployed, or unemployed, and expect to take pay cuts or a position that is lower than your last this is an episode for you. You may have graduated from college, and the position you accept only requires a high school diploma, this episode should be helpful. Let me know in the comments if you are challenged in any of the above scenarios.

I’d love your feedback in these three ways:

Blog: TheVoiceofJobSeekers.com (Use the send voicemail feature)

Email: [email protected]

Voicemail: 708.365.9822

Chaz Pitts-Kyser (@careeranista) is the founder and managing editor of Careernista.com, a diverse career site, with many contributors. She is also the author of Careeranista: The Woman’s Guide to Success After College. Chaz is quoted in many publications including Careerbuilder and Monster.

These are highlights from our discussion:

Chaz cited the numbers from the Employment Policy Institute 1 of 6 Americans are either unemployed or underemployed
People are regularly taking huge pay cuts going into their next position, and then add a side gig
One of the toughest adjustments is mental—coming off a long unemployment is hard to cope with the salary cuts, and downsizing their lifestyle
Unrealistic expectations, and a lack of research bring about problems outside of the workplace. Most Americans are spending more as they get more in salary, and do not consider spending less
We discuss ways the new employee (who has management experience) to work with managers that never managed someone with similar experience. How to not create a problematic situation in making suggestions respectfully
Chaz recommends expanding your vision to join committees that increase your exposure to show your experience and skills to more people throughout the company
We also discuss a few strategies that graduates and she help them by saying, “….your degree is not a magic wand.”
Chaz agrees that women adjust better to under-employment, but they do not negotiate. Even entry-level jobs are negotiable even if she recently graduated. Chaz’s book has a detailed chapter in her book about salary negotiation.

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About Mark Anthony Dyson

by Mark Anthony Dyson

How Can College Career Centers Thrive with Don Philabaum

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Career centers want to students to own their career destiny, and use the center’s plentiful resources. Parents are encouraged to disengage once their son or daughter land on campus. Many alumni associations are at a crossroads in understanding their role to help current and soon-to-be-graduates. These are few of the points of discontentment and contention that echo throughout this universal discussion.

Don Philabaum is the author of CHANGE IT! Create a Career Centered College Culture. He has solutions of how to build a community to help increase student engagement and career success. Don is the founder of TalentMarks.com and has been involved in building online communities since 1996.

Are you a career center professional frustrated with the system? Are you a student that want to use the career center but find it too boring? Are you a parent who does not see the value in the system? This episode is for you!

I’d love your feedback in these three ways:

Blog: TheVoiceofJobSeekers.com (Use the send voicemail feature)

Email: [email protected]

Voicemail: 708.365.9822

Below are the highlights from our discussion:

Don stated that career training should start before college with parents setting the expectations, elementary school, junior high and into high school. Colleges can start reaching out to students upon recruiting them. Have them take the strengths finder, behavior and personality tests and other assessments
He shared that the entire community (parents, administrators, career centers) should be involved in the process. Don referred to the NACE study stating that students do not engage the college career centers. I also shared that at a recent college workshop that the room had upper-class men only. No freshman!
I asked Don did he think that parents misunderstand the role of college career centers. Colleges do not encourage parents to get involved, and they don’t want the “helicopter parent” to be engaged, and stay back
Alumni play a major part inspiring students and validate the career centers’ usefulness. LinkedIn has a great tool to unite students and alumni of the same college. Facebook has a similar tool to unite alumni and students together
Alumni associations should ask, “What kind of business are we in?” and “What kind of goods and services do we deliver to our customers?” The alumni associations must deliver relevant information to the college
I asked Don to explain his thoughts cited in his book that career centers should charge (additional to tuition) for advance career services to help students have a better career center experience
Listen for Don’s response as I inserted that career service professionals may need to have additional training to provide relevant and adequate help to students

I think that CHANGE IT! is a MUST READ for career services professionals. Don present ideas that point where colleges must go; an entity by entity business model structured so that engagement is prioritized. Career service professionals are then trained to advise competently , coach and empower students and alumni for now and future job searches.

Career center/service professionals, what do you think of this interview? How are you increasing student engagement? What are your challenges in reaching students?

Please comment below. Or feel free to use the contact information above and I will read your comments on air. You can also use your computer mic when you press the “Send Voicemail” button to your right.