An excerpt From WSJ.com
"The employment outlook is not all bad, career counselors say. Despite cutbacks in finance, retail, manufacturing and construction, demand for recent graduates remains high in fields such as accounting, public service, health care, education and technology.
The federal government, in particular, is boosting campus recruiting ahead of anticipated worker shortages. By 2016, nearly 61% of current full-time government employees will be eligible for retirement, according to U.S. Office of Personnel Management."
Thursday, October 30, 2008
Friday, October 24, 2008
Sony BMG Label Internship
BMG Label Group Sales Internship
Internship, Non-paid Internship, -, Sales
SONY BMG MUSIC ENTERTAINMENT, New York, New York
Introducing ourselves:
BMG Label Group, a division of SONY BMG Music Entertainment, encompasses RCA Music Group (J Records, Arista Records and RCA Records) and Zomba Label Group (Zomba Gospel, Jive, LaFace, SoSo Def, and Volcano).
The RCA Music Group roster is home to platinum superstars Alicia Keys, Rod Stewart, Pearl Jam, Mario, Gavin DeGraw, Santana, Whitney Houston, Carrie Underwood, Barry Manilow, Kenny G, Dave Matthews Band, Foo Fighters, Velvet Revolver, Avril Lavigne, Kelly Clarkson and more.
Zomba Label Group is home to a varied group of top entertainers, including J-Moss, Marvin Sapp, Kirk Franklin, T-Pain, Huey, Lil Mama, Chris Brown, Ciara, Usher, Justin Timberlake, OutKast, The Pack, 311, Bullet for My Valentine, and Three Days Grace to name a few.
Apply in Navigator
Thursday, October 16, 2008
Six Reasons to Run From a Job Interview
Six Reasons to Run From a Job Interview
by Liz Ryan
Saturday, August 9, 2008provided by
When a prospective employer makes unreasonable demands on you before things start to get serious, it's a strong signal to hit the road
Job seekers have issues to keep them up at night. They worry that the beautifully crafted cover letters they're sending off won't be read and that plum jobs will go to less deserving candidates. They worry that their résumés don't showcase their shining accomplishments well enough to command the six-figure offers they're hoping for. If they're job hunting while working, they worry that a stray comment by a hiring manager or human resources screener to the wrong person will make its way back to their own boss.
These are all reasonable worries. Personally, I worry about something else—on behalf of job-seekers everywhere. I worry that they'll tumble into The Vortex and accept a job they should have scorned.
More from BusinessWeek.com:
• Recession-Proof Jobs
• How to Dress (Successfully) for Work
• Jobs for Grads Who Want More than Money
What's The Vortex? It's the set of forces that overtakes a job seeker when he or she is deep into the selection process, somewhere between the first and third interviews, when the employer begins to send signals that he's interested. The Vortex is deadly, because in the face of all that approval and positive feedback (way more, in many cases, than we get on our jobs most of the time), it's easy to lose one's head. It's easy to overlook slights and red flags that should warn us away from dangerous waters. It's easy to get sucked into The Vortex and let our brains override what our instincts are telling us: that no matter how much wining and dining and affirmation is involved, some companies don't deserve our talents.
Charm Offensive
If we end up taking a job because of Vortex effects, we'll regret it, and we know it. That's why we've created this list of Six Reasons to Run from a job opportunity, no matter how pleasant and charming the company representatives are, and no matter how much latte, red wine, and discussion of end-of-year bonuses is involved.
(You'll see that our list makes liberal use of the notion of Strong Mutual Interest. Each of us must determine on our own when SMI has been established, but it usually happens between the first and second interviews.)
Here's our list of Six Reasons to Run:
1) Your employment references are requested before a strong mutual interest is established.
Any employer who values a job candidate also values his or her time and relationships. When a headhunter or company recruiter tells you "We'll need to call your references" too early in the game, they're sending a signal that the valuable time of your reference-givers is not nearly as valuable as the time that the company would waste in interviewing you before checking up on you. Your cue to bail.
2) The employer asks for your Social Security number or your approval for a credit or background check before strong mutual interest is established.
When a company says, "We need to check on you before we can spare the time to talk with you," it's time to get out of Dodge. A talent-focused employer will call you for a phone interview (at a minimum) before bothering you for personal information that they won't require if they don't make you a job offer. This type of batch processing shouts, "Get in line to genuflect." Keep looking.
3) You're sent a questionnaire (not a job application) or online test to complete before you've had any human contact with the employer, including a phone call.
When a company makes its selection process more efficient by shoving tests in your face before so much as chatting with you, they're sharing their views on reciprocity. "Prove to us that you're worth our time" is not the message that a talent-aware employer sends to the talented people applying to use their talents on its behalf. Reciprocity works in the same that permission-based marketing does; you give something to get something at every step in the process. A smarter company will chat with you, answer your questions about the job, and then ask, "Would you mind filling out our questionnaire, as the next step in the process? Can I answer any questions for you, to help you feel comfortable investing more time in our company?"
More from Yahoo! Finance:
• Cities Where Getting a Job Is Easier and Harder
• Regrettable Comments by Bank CEOs
• Being Positive at Work During Tough Times
Visit the Careers Center
4) Unreasonable or short notice to travel for interview.
The Vortex becomes more powerful over time, and many a job seeker has called me excitedly to report, "They're flying me to New York City, tomorrow," without stopping to think: "Wait a second, they didn't ask me whether it was convenient for me to fly to New York City, now that I think about it." I know of one situation in which a candidate was pressured to fly to the company's headquarters on his wife's birthday. He was told, "If this isn't a priority for you, it isn't a priority for us, either." He wavered for an hour or two before telling them: "If my personal life and my most important relationship isn't important to you, I don't want to work for you." If they really want you, they can wait a day or two.
5) You're told you can't meet the team, or see the employee handbook, or meet clients (if appropriate) before an offer is extended.
This is a big, neon red flag that plenty of job seekers miss in the swirling colors of The Vortex. You need to meet your co-workers. Period. You need to see the employee handbook, which you'll be expected to adhere to during your tenure with the company and which will govern your working relationship. If you will work closely with a client at a senior level, it could make sense for you to meet with someone from the client's team before accepting the job. Ask yourself: Why wouldn't they let me meet the team or read the handbook? What is this employer afraid of?
6) All communication is funneled through the HR rep or the headhunter.
Practical matters, like interview times and paperwork flying back and forth, doesn't need to take up a hiring manager's time. It makes sense to have an HR point person or third-party recruiter handling communication with a candidate over these "mechanical" issues. But if you're really interested in a job and have a question for your prospective manager, the manager absolutely needs to take that call. If you can't get the manager's attention now, what makes you think you'll be able to when you work there?
Leave any of these six scary Vortex situations behind and don't look back—you'll have dodged a bullet. You have a lot to offer, and if an employer can't see it as the selection process unfolds, your talents are better used elsewhere.
Liz Ryan is an expert on the new-millennium workplace and a former Fortune 500 HR executive.
Copyrighted, Business Week. All rights reserved.
by Liz Ryan
Saturday, August 9, 2008provided by
When a prospective employer makes unreasonable demands on you before things start to get serious, it's a strong signal to hit the road
Job seekers have issues to keep them up at night. They worry that the beautifully crafted cover letters they're sending off won't be read and that plum jobs will go to less deserving candidates. They worry that their résumés don't showcase their shining accomplishments well enough to command the six-figure offers they're hoping for. If they're job hunting while working, they worry that a stray comment by a hiring manager or human resources screener to the wrong person will make its way back to their own boss.
These are all reasonable worries. Personally, I worry about something else—on behalf of job-seekers everywhere. I worry that they'll tumble into The Vortex and accept a job they should have scorned.
More from BusinessWeek.com:
• Recession-Proof Jobs
• How to Dress (Successfully) for Work
• Jobs for Grads Who Want More than Money
What's The Vortex? It's the set of forces that overtakes a job seeker when he or she is deep into the selection process, somewhere between the first and third interviews, when the employer begins to send signals that he's interested. The Vortex is deadly, because in the face of all that approval and positive feedback (way more, in many cases, than we get on our jobs most of the time), it's easy to lose one's head. It's easy to overlook slights and red flags that should warn us away from dangerous waters. It's easy to get sucked into The Vortex and let our brains override what our instincts are telling us: that no matter how much wining and dining and affirmation is involved, some companies don't deserve our talents.
Charm Offensive
If we end up taking a job because of Vortex effects, we'll regret it, and we know it. That's why we've created this list of Six Reasons to Run from a job opportunity, no matter how pleasant and charming the company representatives are, and no matter how much latte, red wine, and discussion of end-of-year bonuses is involved.
(You'll see that our list makes liberal use of the notion of Strong Mutual Interest. Each of us must determine on our own when SMI has been established, but it usually happens between the first and second interviews.)
Here's our list of Six Reasons to Run:
1) Your employment references are requested before a strong mutual interest is established.
Any employer who values a job candidate also values his or her time and relationships. When a headhunter or company recruiter tells you "We'll need to call your references" too early in the game, they're sending a signal that the valuable time of your reference-givers is not nearly as valuable as the time that the company would waste in interviewing you before checking up on you. Your cue to bail.
2) The employer asks for your Social Security number or your approval for a credit or background check before strong mutual interest is established.
When a company says, "We need to check on you before we can spare the time to talk with you," it's time to get out of Dodge. A talent-focused employer will call you for a phone interview (at a minimum) before bothering you for personal information that they won't require if they don't make you a job offer. This type of batch processing shouts, "Get in line to genuflect." Keep looking.
3) You're sent a questionnaire (not a job application) or online test to complete before you've had any human contact with the employer, including a phone call.
When a company makes its selection process more efficient by shoving tests in your face before so much as chatting with you, they're sharing their views on reciprocity. "Prove to us that you're worth our time" is not the message that a talent-aware employer sends to the talented people applying to use their talents on its behalf. Reciprocity works in the same that permission-based marketing does; you give something to get something at every step in the process. A smarter company will chat with you, answer your questions about the job, and then ask, "Would you mind filling out our questionnaire, as the next step in the process? Can I answer any questions for you, to help you feel comfortable investing more time in our company?"
More from Yahoo! Finance:
• Cities Where Getting a Job Is Easier and Harder
• Regrettable Comments by Bank CEOs
• Being Positive at Work During Tough Times
Visit the Careers Center
4) Unreasonable or short notice to travel for interview.
The Vortex becomes more powerful over time, and many a job seeker has called me excitedly to report, "They're flying me to New York City, tomorrow," without stopping to think: "Wait a second, they didn't ask me whether it was convenient for me to fly to New York City, now that I think about it." I know of one situation in which a candidate was pressured to fly to the company's headquarters on his wife's birthday. He was told, "If this isn't a priority for you, it isn't a priority for us, either." He wavered for an hour or two before telling them: "If my personal life and my most important relationship isn't important to you, I don't want to work for you." If they really want you, they can wait a day or two.
5) You're told you can't meet the team, or see the employee handbook, or meet clients (if appropriate) before an offer is extended.
This is a big, neon red flag that plenty of job seekers miss in the swirling colors of The Vortex. You need to meet your co-workers. Period. You need to see the employee handbook, which you'll be expected to adhere to during your tenure with the company and which will govern your working relationship. If you will work closely with a client at a senior level, it could make sense for you to meet with someone from the client's team before accepting the job. Ask yourself: Why wouldn't they let me meet the team or read the handbook? What is this employer afraid of?
6) All communication is funneled through the HR rep or the headhunter.
Practical matters, like interview times and paperwork flying back and forth, doesn't need to take up a hiring manager's time. It makes sense to have an HR point person or third-party recruiter handling communication with a candidate over these "mechanical" issues. But if you're really interested in a job and have a question for your prospective manager, the manager absolutely needs to take that call. If you can't get the manager's attention now, what makes you think you'll be able to when you work there?
Leave any of these six scary Vortex situations behind and don't look back—you'll have dodged a bullet. You have a lot to offer, and if an employer can't see it as the selection process unfolds, your talents are better used elsewhere.
Liz Ryan is an expert on the new-millennium workplace and a former Fortune 500 HR executive.
Copyrighted, Business Week. All rights reserved.
Wednesday, October 15, 2008
From Student to Professional: How to Market Yourself
The Regional Staffing Supervisor for Enterprise, Inc. will be presenting a workshop for Seton Hall students on how to market yourself in this economy. (Enterprise has been named by Business Week as one of the TOP 50 "best places to launch a career)
All students are invited to this interactive session!
Thursday, October 16th, 6:00pm
Chancellor’s Suite, University Center
Sponsored by The Career Center
Paid Internship with Disney-ABC TV
The Disney-ABC Television Group is home to all of The Walt Disney Company's worldwide entertainment and news television properties. The Group includes the ABC Television Network, Disney Channel's worldwide portfolio of kids channels, ABC Family and SOAPnet; as well as television production and syndication divisions ABC Studios, Walt Disney Television Animation, Disney-ABC Domestic Television and Disney-ABC International Television. Disney-ABC Television Group also manages the Radio Disney Network in addition to the Company's equity interest in Lifetime Entertainment Services and A&E Television Networks.
Our program offers students:
• experience at a diversified global Fortune 100 company
• exposure to our business operations, technology and processes
• ability to participate in intern-specific and companywide activities for social networking
• opportunity to develop professionally with exposure to management
• competitive pay and a rewarding experience
applicant must be enrolled in a 4 year program working toward a degree
Can earn credits if needed
We hire interns year round.
Spring - January to May
Summer-May to August
Fall -Sept. to December
Click here to Apply in Navigator
Wednesday, October 8, 2008
Apply in Navigator Today for this last minute Fall Opportunity!
The Advertising Sales and Distribution department of Comcast Networks is responsible for presenting and implementing national advertising campaigns on all of the Comcast Networks: E! Entertainment, The Style Network, Versus, G4, FEARnet, Exercise TV and PBS Kids Sprout.
Interns are needed approximately two days per week to assist the New York office. Interaction with the Comcast Networks Direct Response team along with other departments, will offer a good introduction into a corporate environment and the advertising sales world. This is a fast-moving, dynamic work environment best suited to students interested in: advertising, sales, communications, marketing, research or promotions. This is a paid internship.
RESPONSIBILITES
- Take part in the group intern project which is presented by all interns at the completion of the program
- Manage post logs on a weekly bases
- Manage allocation request/confirmations to paid programming clients on a weekly bases
- Manage contracts on a daily bases
- Shadow assistant and assist with special projects in order to gain a greater under stand of the position
Requirements
- All candidates should be a full-time, junior or senior student at an accredited higher education institution w/in a related degree program (marketing, communications, etc)
- All candidates must be available to work in the New York office of Comcast Networks from the hours of 9am to 5pm two days per week.
- Internships generally run 10 – 12 weeks.
- All candidates will be subject to a background check administered by Comcast Networks
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