Recreate your greatest strengths in those you mentor, while helping them hold onto the strengths they brought to the relationship. Sharing how their strengths have helped you often shows them just how much they have to offer, and that by applying what they learned from you, they are NOT YOU, a a better them for that which they have learned.
There is one aspect of the interview process that is most commonly overlooked by candidates, the thank you note. While it may seem in today’s society that this is passé, a thank you note is not only appropriate but it is a tool that you don’t want to overlook. A thank you note has several purposes:
It conveys your interest in the company and the position.
It highlights some of the key points that were addressed during the interview.
It shows a level of professionalism that is expected by upper management level employees.
It shows your attention to detail.
And lastly, it is an opportunity to provide a writing sample other than the initial resume and cover letter. Companies want individuals with strong communication skills. This is a chance to …
Offers contingent on something such as background or reference check are not offers but mere suggestions of what an employer would offer you if their area of concern about your candidacy is put to rest. Therefore never submit a resignation to your current employer without an offer letter in hand free of contingencies.
Educate … knowledge is power and any knowledge you impart empowers those you mentor.
Sometimes the simple things that seem obvious are the details we over look. This can be even more magnified in stressful situations like a job interview. Usually the first interview with a client company is by phone. While it can seem like a casual, brief conversation, it is the first opportunity for a candidate to form an impression. You know what they say, “first impressions are everything.”
Here are two simple tips to help things go well:
Research the company’s website thoroughly before the conversation, if possible.
Take notes. Write down the name of the person you are speaking with and the position they hold in the company. Try to get the correct spelling of the person’s name to avoid later confusion.
Media has gotten social. I don’t think that was its intent, but Media has gotten social anyway.
(Since this blog is primarily read by career college executives, I’ll clarify my terminology from the outset: Media in this blog post does not refer to television, radio or print advertising placement. Rather, for our purposes here, we’ll be discussing media as collected communication mediums.)
Candidates always ask, what is the best thing I can do to improve my marketability with prospective employers? Of course there is not one magic secret, but here are some key ingredients in the recipe for advancement in the career college industry:
Make sure that present and past employers have a solid reputation.
Try to keep job changes to a minimum. Stability, stability, stability. It shows a future employer a lot about your reliability, tenacity, ability to work through conflict, etc.
Have concrete accomplishments that you can list for each position that you have had. For example, an increase in student population, an increase in retention of student or possibly staff.
Try not to take a step back in responsibility. For example, if you are a DOA and then …
Even during a golden era career colleges still manage to attract negative publicity. "For-profit schools," as the traditional media has dubbed them, are boasting their highest enrollment numbers ever and setting new revenue records. University of Phoenix, for example, set its first billion dollar quarter according to numbers released last month.
While traditional colleges, universities and community colleges are in the news for the challenges they are facing, you'd think some positive press might be directed toward the career college sector. More media attention has been focused on career training-oriented and online schools, but the majority of the attention has been negative.
Before I get too deep into this post, I have to apologize. In the last few months, I’ve turned into an online narc. On second …
If you are like most career colleges, you are probably very good at calculating the ROI for your various advertising programs but have never measured the ROI for your employee training programs.
I have seen many “quality-driven” schools that view training as an essential component of their continuous improvement plan. The leaders of these institutions are completely sold on the value of training and are convinced that timely and effective training is needed to ensure quality and profitability. Naturally, these quality-driven schools automatically meet the compliance requirements set forth by their licensing and accrediting agencies.
My question for these quality-driven institutions is this. Do you measure the return on investment (ROI) for your employee training programs? I know it’s not easy to isolate and measure the impact …
As the business of career education expands into online and degree granting programs, the competition for solid leaders grows. This is furthered by the addition of new companies, new campuses and branches and new areas of study that are coming into the market place each year. As you well know, the career college sector is a fast-paced, hard-hitting environment and requires a certain stamina and talent that not everyone has. This means that good managers are hard to come by and the first-rate professionals are like a needle in a haystack.
What does this mean for the employer? In the recent past it was common for companies to work carefully and thoroughly through the hiring process, often taking several weeks to several months before a final …