Advice For the College Senior - What You Need to Do to Get Your First Job
If you're a college senior, you'll be a job seeker soon.
Many students try on-campus job interviews as a way to get their first post-college job, but only a small fraction of students find jobs from companies that hire through career services.
Go to those interviews (it's great practice--and it might work), but don't rely on them to land a job.
So what's a bright, enthusiastic, newly educated wannabe wage-earner to do? You have several good options available, but there are some do's and don'ts to remember for each: 1.
Use social media.
Recruiters are using connections through Twitter and Facebook to find candidates.
More specifically, get a LinkedIn profile.
80% of employers and recruiters use LinkedIn to prospect for new candidates because it's easy and efficient.
By creating a good profile and joining the right groups and discussions, you set yourself up to be found by recruiters in your desired industry.
Read up on how to set up a great LinkedIn profile (or get professional help).
Using the right keywords for your industry, along with a professional profile and photo, is what will get you noticed.
And do it now, so you can be networking and getting your name out there early-before the last day of school.
For instance, if you're interested in getting into medical sales, laboratory sales, pharmaceutical sales, or other health care sales, I want to know about your life science degree (in biology, chemistry, zoology, etc.
), your business classes, your internships, your part-time sales jobs, and more.
I'm looking for great candidates all the time.
For me (as a medical sales recruiter), LinkedIn is one more place to mine for candidates.
You'd be crazy not to be where I can find you.
Caution: Please make sure you've "sanitized" all your social network pages well before you start job hunting.
You can DECREASE your chances of landing a job by OVER 30% by posting unprofessional photos and comments.
Many, many employers will dismiss a candidate from consideration because of what they posted on social networking sites.
I am amazed at the raunchy stuff people put out there for anyone to see.
I always look, and I won't back a candidate who "exhibits" such unprofessional behavior.
2.
Internships.
Internships can be tremendously valuable to college students looking for that resume experience.
If you get an opportunity for an internship, take it.
But...
I have heard of some college students paying for an internship - that is a bad idea.
Internships are valuable, but not that valuable.
There are better ways to spend your money...
like custom consulting from a recruiter in the industry you're heading for.
You can get some advice about what specific actions you can take that will provide immediate as well as long-term benefits, and you can learn how to position yourself for long-term success.
3.
Training programs.
Training programs are out there for many industries--and for medical sales, too.
Candidates sometimes ask if they should invest the time and money into a NAMSR (National Association of Medical Sales Representatives) training program.
They (and many others you can find online) offer medical sales training for various areas for fees that can range anywhere from $300-$1000, depending on your professional level and area of interest.
You can then put that training certification on your resume, and (in theory) get a jump over other candidates.
On one hand, I think that all training is valuable, and many people do it.
I've had a candidate who invested $5000 of her own money for training.
I personally don't think anyone needs to invest that much, though.
You do need to invest a lot of time and energy-read a lot (sales books on motivation and technique), listen, ride along, job shadowing, and work with some folks who have had that experience.
Is the training valuable? Yes.
Does it show initiative? Yes.
Does it show commitment? Yes.
I like all those things.
On the other hand, it won't do you any good if, when you get on the phone or get to the interview, you're not as strong as the other candidate.
So, think about doing those things that will make you stand out more than the other candidates when you interview: Polish your interview skills.
Practice phone interviews.
Have a 30/60/90-day sales plan.
When the rubber meets the road on the first interview with the recruiter or the company, if you don't do well...
it doesn't really matter how well-trained you are.
Many students try on-campus job interviews as a way to get their first post-college job, but only a small fraction of students find jobs from companies that hire through career services.
Go to those interviews (it's great practice--and it might work), but don't rely on them to land a job.
So what's a bright, enthusiastic, newly educated wannabe wage-earner to do? You have several good options available, but there are some do's and don'ts to remember for each: 1.
Use social media.
Recruiters are using connections through Twitter and Facebook to find candidates.
More specifically, get a LinkedIn profile.
80% of employers and recruiters use LinkedIn to prospect for new candidates because it's easy and efficient.
By creating a good profile and joining the right groups and discussions, you set yourself up to be found by recruiters in your desired industry.
Read up on how to set up a great LinkedIn profile (or get professional help).
Using the right keywords for your industry, along with a professional profile and photo, is what will get you noticed.
And do it now, so you can be networking and getting your name out there early-before the last day of school.
For instance, if you're interested in getting into medical sales, laboratory sales, pharmaceutical sales, or other health care sales, I want to know about your life science degree (in biology, chemistry, zoology, etc.
), your business classes, your internships, your part-time sales jobs, and more.
I'm looking for great candidates all the time.
For me (as a medical sales recruiter), LinkedIn is one more place to mine for candidates.
You'd be crazy not to be where I can find you.
Caution: Please make sure you've "sanitized" all your social network pages well before you start job hunting.
You can DECREASE your chances of landing a job by OVER 30% by posting unprofessional photos and comments.
Many, many employers will dismiss a candidate from consideration because of what they posted on social networking sites.
I am amazed at the raunchy stuff people put out there for anyone to see.
I always look, and I won't back a candidate who "exhibits" such unprofessional behavior.
2.
Internships.
Internships can be tremendously valuable to college students looking for that resume experience.
If you get an opportunity for an internship, take it.
But...
I have heard of some college students paying for an internship - that is a bad idea.
Internships are valuable, but not that valuable.
There are better ways to spend your money...
like custom consulting from a recruiter in the industry you're heading for.
You can get some advice about what specific actions you can take that will provide immediate as well as long-term benefits, and you can learn how to position yourself for long-term success.
3.
Training programs.
Training programs are out there for many industries--and for medical sales, too.
Candidates sometimes ask if they should invest the time and money into a NAMSR (National Association of Medical Sales Representatives) training program.
They (and many others you can find online) offer medical sales training for various areas for fees that can range anywhere from $300-$1000, depending on your professional level and area of interest.
You can then put that training certification on your resume, and (in theory) get a jump over other candidates.
On one hand, I think that all training is valuable, and many people do it.
I've had a candidate who invested $5000 of her own money for training.
I personally don't think anyone needs to invest that much, though.
You do need to invest a lot of time and energy-read a lot (sales books on motivation and technique), listen, ride along, job shadowing, and work with some folks who have had that experience.
Is the training valuable? Yes.
Does it show initiative? Yes.
Does it show commitment? Yes.
I like all those things.
On the other hand, it won't do you any good if, when you get on the phone or get to the interview, you're not as strong as the other candidate.
So, think about doing those things that will make you stand out more than the other candidates when you interview: Polish your interview skills.
Practice phone interviews.
Have a 30/60/90-day sales plan.
When the rubber meets the road on the first interview with the recruiter or the company, if you don't do well...
it doesn't really matter how well-trained you are.