Why Students Choose Craigslist Over Career Services

I recently did some consulting with a group of university career service offices. Before working with the career service team, I wanted to get a thorough understanding of what might be a typical interaction with students. I went online and applied for a job through the career service office software. What I found was amazing.

From start to finish, to apply for a job through the career service office it took me 24 minutes. I went through 8 different pages, filled out a profile, and entered my phone number and email address. Wow.

From start to finish, to apply for a job through craigslist took me 3 minutes. I went through four pages.

Let’s recap. University career services: 24 minutes and 8 pages. Craigslist: 3 minutes and 4 pages.

Rest assured, I have no problem spending the extra 21 minutes (with the university career service software) if it helps me secure a better job or increases my chances at landing a worthwhile job. But nowhere on any of the career services websites, did I receive any type of value proposition! And to be honest, the jobs on craigslist seemed just as good. My point – If you want me to spend 24 minutes, tell me how this increases my chances of getting a meaningful job!

It’s no wonder that students continue to question the value of their university career service office thus resulting in capable students never even entering the doors of those offices. If I ran a career service center I would immediately (tomorrow) do two things: (1) Create a position title “User Experience Manager.” This position would track student’s experiences with every career center touch point, create an open dialogue with students, and develop software with students in mind. (2) Implement Google Analytics on my university career service website. This is free! I would use this to track where students exit the site and how they interact with the processes. Measure everything. Interactions are going digital; you must invest in these experiences.

Career service offices need to think more like digital ad agencies. 24 minutes vs. 3 minutes. As a student, which would you choose?

I’m not arguing against career service offices, in fact, I believe that they should have an expanded role in connecting students with employers. That said, these offices need to invest in better digital experiences and offer students a clear value proposition. Technology rapidly accelerates the ability for students and employers/alumni to foster meaningful relationships – lead this! It’s important!

At the end of my meeting with these career service professionals, I challenged them to think like a student and go to their career service website for the first time. If you get a chance, do the same and post comments on your experience interacting with the software as a first time student would.

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Will The Mark Zuckerburg Type Come To Your Info Session?

Heck no.

“Students just aren’t interested in job stuff right now and I don’t understand why they don’t listen to us or care. Sometimes they are just lazy.” – College Recruiter

I have heard this over and over from college recruiters and several university career centers. I immediately want to vomit. Wow, this is so incredibly backwards. Unbelievable. Do these recruiters really think students don’t want great jobs or care about their own future?

This is like Wal-Mart saying, “Geez, our customers just don’t understand how to buy stuff and are too lazy to buy from us.” You would never hear Wal-Mart say something like this because it doesn’t make any sense. You can’t blame people for not buying from you! You have to offer compelling products -products customers want to buy!

What is compelling about a college recruiting info session? What is compelling about going to a career fair booth? Do you really think the Mark Zuckerberg type would ever walk into a career service office or your info session? Then why do you keep doing what you are doing? Some will argue, “Why are the Mark Zuckerberg types so important?” Answer: because they generate incredible amounts of new revenue. One Mark Zuckerberg is worth about 300 really good college hires.

Think about these quotes:

“One top-notch engineer is worth 300 times or more than the average… Google would rather lose an entire incoming class of engineering graduates than one exceptional technologist.”- Alan Eustace, VP of Engineering at Google.

“A great programmer is worth a hundred good ones.” -Bill Gates, Microsoft

The next Bill Gates is never going to show up to your information session because he gets no value from it. So, what should you do? Instead of talking about your companies entry level tech roles, send your CTO to speak with computer science majors about the benefits of ruby on rails to web applications. Even better, have him sit down with this group of students and build a new web app with them, using Ruby. Think about how this changes the conversation.

The conversation needs to change. The tools need to change as well. The next great generation of talent will never be recruited through information sessions or career fairs. Stop doing them.

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Recruit Students Like Major League Baseball

What if an organization thought like a baseball team? What if they thought about talent in the same way?

You will argue: “Ted, that is completely different.” No, it’s not. Sure, it has it’s differences, but the principles remain the same. You get young, raw talent and you build a team that wins.

What does a baseball team do that your organization needs to do? I will argue two major points.

(1) Talent centric. Major League Baseball teams don’t care where you come from. They don’t care how you wear your hair. They don’t care that you have a tatoo of a Dragon on your back. The care that you are really, really good at playing baseball. Imagine if baseball teams hired a pitcher based on interview questions like where do you see yourself in five years instead of watching him pitch? Baseball teams care about two things: can this person execute on the field and will he be a great addition to the clubhouse. It’s that simple (performance +cultural fit). And, it is that simple for your organization as well. Quit talking with candidates and start watching them do work. Figuratively speaking, play catch with them.

(2) Minor leagues. Your college recruiting team should create a minor league. Baseball teams have a group of minor league baseball players that they continue to evaluate based on, you guessed it, playing baseball! Duh. So why don’t you do this? Why don’t you create a community of students that are doing real stuff. Having a resume/application sit in your ATS is so pointless that it makes me want to scream. Have the applicants play and then choose the ones that perform the best. This isn’t rocket science, do it now.

The best part about this is that the right students will love it. Just like how young baseball players love to play baseball – young marketers love to market, young techies love to build code, young financiers love to put together deals. Give students the platform to do real stuff and you will be surprised.

Why You Should Auction Your Interns

Crispin Porter & Bogusky decided to auction off their summer interns. It caused a huge stir. From the ebay listing: “In the past, our interns have created work for companies like Burger King, Volkswagen, Guitar Hero and Microsoft. And now they can do the same for you. Bidding starts at $1 for three months of service with all proceeds going to the hardest working people we know – the CP+B interns themselves. So bid early and often, and world-class advertising can be yours for a fraction of the going rate. Send questions/comments to internauction@cpbgroup.com.”

This is brilliant.

Sure, CP+B received a ton or free attention and PR for the auction, but this is a smart move on more than one level. Here are three quick reason why this works for the interns:

(1) Real work with real responsibility.

(2) Get paid.

(3) Platform to showcase their work.

Maybe you should auction your interns. They might thank you for the experience.

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Ad Agency Turns to Twitter for Internship Recruitment

Campbell Mithun, a Minneapolis ad agency, is getting creative with their internship recruitment. From February 13-25, students apply via 13 tweets. I love seeing things like this. It’s valuable for students and valuable for the agency. In a business that puts a premium on creativity, why not ask student intern applicants to get creative?

Students have the opportunity to prove their creativity and passion. Creativity and passion first, resume and gpa second. I love it. At the same time, Campbell Mithun has taken what most thing is a painful process (recruiting interns) and turned it into a buzz generating activity. The agency has been covered in AdAge, MediaBistro, and others.

Here is more about the internship: Every summer, we hire a group of lucky individuals to participate in a 10-week, paid internship at Campbell Mithun. They work in their choice of discipline: account management, creative, media or technology. And they do real work for real clients, alongside real professionals, earning a real chance to start their careers as full-time members of the advertising community. Read more


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Interview With Internship Author, Michael Griffin

I had the chance to ask one of the best early career thought leaders, Michael Griffin, a couple questions about internships. Michael just published a new book – Business Internships and is also the author of two career guidance blogs – Internship Yak and Business Internship Blog. Here are Michael’s answers to my internship questions:

What advice do you have for students searching for internships?
Use all means possible.  Use portals like InternshipKing.com. Use email alerts based on key word searches with job sites like Indeed.com.  Ask friends, relatives, family, and faculty.  Get the word out that you are looking.  I tell students to send resumes, stop in at businesses they admire etc.  Our accounting association members make connections at their meetings and many students hand out their own business cards at job fairs.  A multi-pronged approach is necessary.

Why are internships important?
They are important because they help test the waters and introduce students to the professional world.  Many students have no idea what they want to do for a living so this is a good tryout.  They also need to learn about engagement on the job and adherence to policies such as punctuality, dress codes, codes of conduct, and other issues related to business etiquette.  And they need professional contacts and mentors who they can go back to later with questions, requests for references, and in some cases, job prospects.

How can Career Centers improve to better serve students and employers?
They must beat the bushes looking for more opportunities and they must help students make connections with alumni.  Our center has a hard time with this because they are short staffed.  So I am trying to fill the void but it’s a challenge for me also as I have little help and 2,000 students.  The connection with Alumni is big.  In our region, Bryant University, a good business school in Rhode Island is excellent at doing this as well as Bentley College in Boston and Babson also near Boston.  An alum who believes in internships is the best resource.  If we have an alum who hires and intern, they usually come back again and again for more interns.  This has happened on my watch with several CPA firms, Textron Corporation, Hasbro the toy maker, and several small firms.

In your opinion, what are some of the top internship programs?
Northeaster University in Boston does a great job.  My two alma maters (I’m not biased!) Providence College and Bryant University also do a nice job.  Believe it or not, two technical high schools in my region do a fabulous job with internships and a community college in the area is also very good at this.

Michael’s new book, Business Internships, is available for purchase here.
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Looking for an internship? Find internships or review your internship on InternshipKing.com.

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Mullen 2011 Summer Internship

MMullen 2011 Internshipsullen is now accepting applications for it’s 2011 summer internship program! Mullen is a premier ad agency based out of Boston, MA with client roster that includes: Zappos, Timberland, LendingTree, Four Seasons Hotels and Resorts, Boston Bruins, The Stanley Works, MassMutual, Panera Bread, Match.com, Ask.com, U.S. Department of Defense and General Motors.

Mullen will accept internship applications from 1/4/11 – 03/31/11. Applicants are admitted to the program as they come, so do not wait until the last minute to apply.

You must have completed your junior year to be considered. Their program is usually comprised of rising seniors, recent graduates, and graduate/MBA students.

Quick Internship Facts:
• The internship program is a full-time, paid internship program and pays $10 per hour.
• Our 9-week summer internship program dates are 6/13-8/12/11.
• Interns work 7.5 hours a day, 5 days per week (and receive .5 hour per day for lunch)

Also, the Mullen Internship Program was voted as one of America’s Top 10 Best Internships in 2010.

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Johns Hopkins University Launches Social Service Internships

Grant-enable social service internship programs are valuable to both community and students – it’s fun to see them born. Here is information on the launch of Johns Hopkins social service internship program:

“The Johns Hopkins University today unveils a program that will pay for service-minded undergraduates to stay in Baltimore over the summer to work as interns at local nonprofit and government agencies at no cost to those agencies.

Launched with a $1.25 million gift from an anonymous donor, the new Johns Hopkins Community Impact Internships program hopes to attract more than 25 students in this first year, and is funded to accommodate 50 undergraduates each year thereafter. The program will enable the students to earn up to $5,000 while gaining real-world work experience through social outreach. At the same time, the nonprofits, many of which have struggled to make ends meet in these lean financial times, will benefit from the extra hands of Johns Hopkins students to help them advance their missions.” More…

Journalism Internships Cut

As large media companies look to cut back, journalism internships are often in the first round of staff reductions. When you have to cut costs, it’s much easier to eliminate a journalism internship program than to let go of a full time employee. This is brutal news for journalism students as they look to gain experience. The internship and job market just got tougher. Here is more about the elimination of the journalism internship program at the AP:

“Despite appeals from journalism groups to preserve the 26-year-old internship program that has launched the careers of many a successful journalist, AP chief executive officer Tom Curley is making it clear that as far as he is concerned, the program is dead.

“AP officials have confirmed that the news service’s internship program will be eliminated as a part of an overall restructuring,” Unity: Journalists of Color said Wednesday in a news release. Unity president Barbara Ciara told Journal-isms that she proposed to Curley Tuesday that the two groups work together to find a way to rescue the program but that Curley was not interested.

“I was pleasantly surprised that he took my call right away — but not happy about the outcome,” Ciara said. “I pressed some other subscribers into action to ring him up — but I think it’s a done deal.”

On Wednesday, John Yearwood, world editor of the Miami Herald and a 1986 graduate of the program, talked to Curley as well. “It seems to me from listening to him it was a done deal. They’re getting rid of it for 2011,” Yearwood told Journal-isms. “There probably is an opportunity to change his mind, but it will be very, very difficult.”

Ciara said that Curley told her, “There is no benefit in discussing our budget process.”

Tony Winton, president of the News Media Guild, told Journal-isms on Tuesday that AP management said the program costs $600,000 to $800,000 a year.”‘
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Take a look at Huffington Post Internships and New York Times Internships.

5 Keys To A Small Business Internship

Engagement matters for both recruitment and branding. If university recruiting teams can become more engaged, the process will be more experience rich and less transactional. Here are a few ideas on how to start captivating top young talent.

(1) Host a CompetitionGoogle holds 11 of these. Other companies, like Raytheon, are getting into the mix as well with a gaming angle. Post a problem, let students know you are watching, and watch them solve the problem. Those that compete and win should get first consideration for jobs and internships. You can host this competition in a classroom, on a microsite, or on a Facebook tab.

(2) Create Content – Very few companies create the “real” type of content that students crave. Students hate the cliche career videos that employer ad agencies love to charge for. All you need to do is go buy a cheap video camera (heck, the iPhone has one) and take footage of the office. This type of low-fi video goes a long way with students. They respect authenticity.

(3) Host Micro-Internships – Invite students to the office and host a one day event where they work on a real project. This is a great way to get your employer brand on campus, drive positive pr, and evaluate what it’s like to work with potential candidates.

(4) Drive Product Trial – Market a daily deal to your candidate pipeline or talent community. You can use a service like Groupon, Living Social, or create a white label campaign with ChompIt. If you are a retail or consumer goods company you can offer a deal to those students in your talent community. There is a convergence happening with HR & Marketing – college recruiters that drive this convergence will create new pockets of value.

(5) Host a Simple Online Q&A Forum
– Most internship and entry level job conversation revolves around Q&A – companies should take this opportunity to launch custom forums that invite both current employees and potential employees participate. This also help with on-boarding – students are already connected with employee ambassadors.

It’s time to start trying different things. It’s not that expensive, but it does take a creative approach.

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Facebook Internship Project

Paul, a Facebook intern is going some great work. I absolutely love the way technology companies structure their internships. Tech companies let their interns work on projects because it’s the best way to evaluate talent – let it go. And you never know that they’ll come up with. For example, Fog Creek interns create shippable software in less than 10 weeks.

Here is the description of the Facebook Internship project that Paul created:

“Visualizing data is like photography. Instead of starting with a blank canvas, you manipulate the lens used to present the data from a certain angle.

When the data is the social graph of 500 million people, there are a lot of lenses through which you can view it. One that piqued my curiosity was the locality of friendship. I was interested in seeing how geography and political borders affected where people lived relative to their friends. I wanted a visualization that would show which cities had a lot of friendships between them.

I began by taking a sample of about ten million pairs of friends from Apache Hive, our data warehouse. I combined that data with each user’s current city and summed the number of friends between each pair of cities. Then I merged the data with the longitude and latitude of each city.” More


Look Into Ad Agency Internships

Learning about ad agency internships?

Do you have what it takes to intern with an ad agency? The world of ads and branding is much different than it used to be. It is a completely different game than it was as recently as fifteen years ago. Advertising is much more than coming up with catchy billboards and magazine ads. Success completely depends upon standing out among a sea of pop ups, banner ads, and commercials. Companies are willing to spend endless amounts of money every year just to get into our heads. If we even recognize a certain brand logo, corporations consider that to be a huge success. Though companies spend exorbitant amounts on advertising, they want the best for what they are paying for.

Ad agency internships are amongst the most challenging positions out there. Students who have worked very hard to stand out and land the internship in the first place are then expected to come up with the next big thing. Every day is a constant battle to think outside the box; to figure out what hasn’t been done before. Advertising Internships serve the purpose of providing companies with insight into the demographic of college students and the teenage demographic. Ad firms have a never ending demand for new ideas, and they expect those innovations to come from the very minds they are targeting each and every day.

If you anticipate getting an advertising internship in the near future, brace yourself for high levels of stress. You will likely be treated as any other idea generator in the firm. It is expected that everyone an ad agency brings into the organization will offer some value in terms of innovation. Be ready to live up to the expectation, or the experience may turn out to be rather unpleasant. But, an ad agency is worth it! Go for it!

Checkout these ad agencies: Crispin Porter Bogusky internships, 22Squared internships, or Golin Harris Internships.

Home Shopping Network Internship Q&A

Want to learn more about a Home Shopping Network Internship? Here is a simple Q&A with did with an HSN recruiter:

Tell me a little about you and how you became an employee at HSN?
I moved to Tampa, FL in 2003, and immediately heard about Home Shopping Network (HSN) and what a great place it was to work. I really wanted to find a position at HSN, but when I applied online for openings, I never received calls back. In 2004, I was at a dinner party and met someone who worked in the Organizational Development and Learning area of Human Resources at HSN. He gave me his business card, and I stayed in touch with him, learning about his job and what the organization was all about. One day, I saw a job opening on the Careers page of HSN.com for a Human Resources Business Partner, a position that was perfect for me. I emailed my contact and sent him my resume, asking him to forward it along to someone in Recruiting who may be working on this opening. Two weeks later, I got a phone call to interview for the job and the rest is history.

What is the culture like at HSN? What makes your company stand out (qualities you find unique that would appeal to a student graduating)?
HSN has a unique culture that is unlike anyplace I have ever worked. The employees have tremendous enthusiasm for our business and our customers, and that excitement shows through in all that we do. Everyone here shares ideas for improving our programming and processes, which help bring dynamic television and online retail to life. We have a culture that embraces continuous improvement and employee engagement, and our leadership works hard to deliver great experiences to both internal and external customers. Many people say that our employees are our greatest asset, and I would have to agree!

What is the hiring process?
For most positions, candidates apply through the HSN.com Careers site by building a profile and selecting positions they would like to apply for. Recruiters screen the online applications and conduct phone screens for candidates whose skills and experience most closely match those desired by the hiring manager. After phone screens, a series of in-person interviews are conducted with the hiring manager and other key stakeholders. Sometimes, candidates are brought back to complete a second round of in-person interviews if additional key stakeholders are identified after the initial round of interviewing has been completed. The best candidate is then offered the position, and must go through a drug screen and background check prior to the final offer being made and a start date being established.

Do they have internship positions? If so what is the process for hiring interns?
Yes, we do offer internships in some departments within the company, such as Merchandising, Finance, Television and Marketing. For some intern positions, such as those in our Merchandising area, our Recruiting team meets students at college career and internship fairs and conducts interviews while on-site. Interns are then selected for openings in the next school semester, and must pass drug screens and background checks before the final offers are made. For other intern positions, such as those in Marketing or Finance, internship openings are posted to our Careers site and interested individuals can apply just as they would for any other job opening. Candidates are then phone screened and brought in for on-site interviews. The most qualified intern candidate then must pass a drug screen and background check before the final offer is made and start date is determined. In our Television group, the Internship Coordinator reaches out to various communications and broadcasting schools directly to find students interested in internships. The interviewing and selection are completed by the hiring managers and Recruiting team, and employees go through the typical drug and background checks before offers are made.

When hiring for entry level positions, what stands out on a resume?
In some departments, even “entry level” positions require some experience in the field. These departments are usually Finance, Marketing and Supply Chain Management. So, anyone in these fields who can show related internships plus a year or two of solid related work experience would be seen as a strong candidate. In Television, the department that puts on the live shows and works with our hosts and guests, an entry level employee needs an internship in the field and a related degree. No specific full-time work experience is necessary for those entry level roles. For all positions, school and professional activities are great to see, especially when a student can show that they have balanced school, work and social/professional activities. This shows us that a person can be successful managing multiple projects in addition to maintaining a work-life balance.

Do you attend career fairs at Universities (if so which ones)?
Florida State University Seminole Futures, University of Tampa, IADT and the Art Institute

What are the different career paths an employee can take within HSN?
Career paths vary across departments and can be very specific to an employee’s own personal and professional experience and goals. Within our Merchandising department, employees work their way up the ranks from Merchandise Assistant to Buyer. In Television, employees start in various entry level roles and may then go up through the ranks in Television or may move into our Creative or Marketing teams. In Human Resources, employees may start as HR Coordinators or Recruiting Specialists, and depending on their interests, move into Partner roles in Compensation, Employee Relations, Recruiting, HR Operations or Talent Development. From there, employees can even move beyond the Partner positions into Director and VP roles.

Learn more about HSN internships.

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Electronic Arts Internship Rap

You have to enjoy an intern rap! Watch below as students from electronic arts internship program rap about their internship. Enjoy!

Create Relevant Internship Benefits

Great college recruiting requires marketing and sales, yet most large businesses just copy each other. It’s boring and it produces perfectly mediocre results.

Recruiting great college talent is a marketing problem, not some logistical issue.

I could use almost any tool as an example (career fairs, interviews, information sessions, etc), but for the sake of this article, let’s only discuss benefits. I don’t understand why 99% of companies fail to ask the talent that they are trying to attract – what benefits do you want? What do you think young talent would say? Do you really think Mark Zuckerberg or a young Steve Jobs would say – I want a 3% matching 401k, 15 PTO days, and dental coverage! Heck no.

So why do companies craft benefits that grandparents want? Because it’s easy and safe.

Great young talent doesn’t think like this. Sure, they want the usual/fair benefits, but they also want to know that you understand why they work and want they want.

Instead of…

  • Accident Insurance
  • Dental Coverage
  • Life Insurance
  • Long-term disability
  • Employee matching plan for 401k
  • Partial Tuition reimbursement
  • Two weeks paid vacation days

Go with…

  • 2 monitors to work with, it’s easier on the eyes.
  • 5 paid community service days because we understand giving back is important.
  • $500 towards a cool conference of your choice.
  • 4 financial planning sessions with a member of our finance team.
  • $200 annual Amazon business book allowance, we like people that never stop learning.
  • Unlimited paid days off, we trust you.
  • Oh, and all the boring benefits.

Creating meaningful internship benefits is a simple marketing problem – find the worldview of your target market and make offerings that apply to this worldview.

The funny part about this is (1) it’s cheap and (2) it serves as an obvious differentiator.
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Post internships! Or, search internships!

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WSJ: Value of Small Business Internships

The Wall Street Journal posted a great article today on the value of internships to small business owners. Here is a quick excerpt of the article:

Entrepreneurs often don’t have a human-resources staffer dedicated solely to overseeing interns, so the boss or a manager must carve out time for them. And that means giving them hands-on guidance, not sticking them in the stockroom and then forgetting about them: Companies have an obligation to give interns a good learning experience, whether they’re working for money or for school credit.

But that’s only half the story. Interns also present a tremendous opportunity to entrepreneurs. Precisely because the business is so small, interns can have a real impact on the operation, contributing to important projects and bringing a fresh perspective and energy to old routines. Not to mention that businesses get all that free of charge, or at a fraction of the market cost. More…

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Internship Application

Internship applications are important to whether on not you get that summer internship you have been looking for! Here are our top three tips for filling our your internship application:

(1) Get creative. Internship applications don’t allow for much creativity – they try to keep everyone in the same box and evaluation often happens by college reputation and gpa. Well, that’s great if you have a 3.8 from Harvard! Chances are, you don’t. So, you have to stand out. Be funny. Be honest. Be different. When filling out the internship application, push your creativity limits.

(2) Spell things rite. Companies get swamped by internship applications. Company HR reps are looking for reasons to say no – when every internship candidate looks the same, company reps look for ways to dwindle the group down. The easy way is to eliminate those student internship applicants that didn’t take the time to spell things correctly. And yes, I did misspell “rite” on purpose to try to be funny.

(3) The right hands. Anything you can do to get out of the internship pile will help you succeed in the internship application process. The best way to to this is to make sure your internship application gets into the right persons hands. You can do this through research, calling the company, or looking up their people on linkedin or twitter.

Hope this helps, now go out their and get that internships!

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LeBron James Offered Summer Internship

This is very funny. An Ad Agency out of South Florida officially offered Lebron James a summer internship. Read more below:

Ad Agency Readies Offer for LeBron James — Summer internship Could Lure Superstar to Chicago or South Florida

Getting into the free agency frenzy, brand development agency The Creative Underground is prepared to make Lebron James a max offer — as a summer intern.

Boca Raton, FL (PRWEB) June 30, 2010 — An unforeseen player has emerged in the sweepstakes for LeBron James – an advertising agency. The Creative Underground, an agency with offices in South Florida and Chicago, has reportedly offered James a deal that would make him a summer intern.

“LeBron James has long seen himself as a worldwide brand and it’s always important people have solid understanding of brand strategy prior to entering a new market, as we expect him to do,” says Dan Gershenson, Creative Director.

Creative Director Tom Olivieri adds, “We have a long history of winning, a stable organization and if LeBron would like to add someone like Chris Bosh, we’ve positioned ourselves well to have room in our company for him as an intern too.”

In addition to learning about writing, design and strategic development, James will be enabled to join managers for client meetings and participate in brainstorms. Besides covering costs for transportation to and from the agency, The Creative Underground will provide James with a Brand Audit, their strategic playbook for helping brands grow over a 6-12 month period.

“We have a long history of winning, a stable organization and if LeBron would like to add someone like Chris Bosh, we’ve positioned ourselves well to have room in our company for him as an intern too.”
There have been rumors that James is close to signing with the agency, although those rumors have been spread primarily by the Creative Directors. Still, Olivieri feels confident.

“Even if he decides to go another way on Thursday, we fully anticipate working with LeBron by the summer of 2011.”

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Interested in an ad agency internship? Check Crispin Porter Bogusky internships, 22Squared internships, or Golin Harris Internships.

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Internship Search Advice

The WSJ recently published a great article by Beverly Lorig on parents coping with their student’s internship and entry level job search. Beverly Lorig is the Head of Career Services and Washington and Lee University . I knew her from my college days – she is awesome. Here is a quick look at the intern search and make sure to read the whole artcle:

Think back to the first time that you looked for a job, probably in the summer, when jobs were easy to find—at the downtown shoe store, the community recreation program, a mail-order business. You completed the application, looked interested and—BAM!—you started the same day.

Things are different now.

As I meet with late-blooming college seniors, they look dazed when I describe the job-search process: researching employers, building prospect lists, undergoing behavioral interviews, networking and telephoning people. In disbelief, they ask, “You mean I have to call the contact?” Interpretation: I e-mailed my résumé. Why aren’t they calling me back? Isn’t that enough?

The job search requires confidence, knowledge of oneself, poise, the desire to learn and, perhaps most significantly, the ability to hang in there with what I label “polite persistence.” More…

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WSJ: Create Your Own Internship

The Wall Street Journal recently published a great article on “How to Create Your Own Summer Internship.” We say this all the time, but for those interested in small businesses this is the best way to get the most out of your summer. Creating your own internship shows the employer your drive and takes the burden off of them.

Here s an exceprt from the WSJ article:

Ryan Scaife couldn’t find an internship that fused his major in business administration with his passion for graphic design. So he created his own.

Interested in sports management, the 22-year-old emailed marketing directors for a few minor-league baseball teams near his hometown, Philipsburg, Pa., in mid-April. He asked them if they would take him on as a graphic-design intern and expose him to the business and management side of running a team.

A week later, he got an offer from the State College Spikes, a Single A affiliate of the Pittsburgh Pirates. Last week, he began his 12-week stint, creating fliers promoting the team and its giveaways and game dates and working with the team’s email-marketing database. Mr. Scaife also sits in on game-day planning meetings, where he hopes to learn more about the business of running a sports team. More…

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