Engineering Internships on the Rise

Engineering Internships on the Rise Engineering Internships on the Rise Engineering Internships on the RiseMore companies want interns. A recent survey by the National Association of Colleges and Employers states that employers plan to increase internship hiring by 8.5 percent in 2012.Several factors are contributing toward this increase in demand.Nearly 80 percent of employers view internships as the new way to find full-time hires, and 70 percent of internships culminate with a full-time offer from that same employer, says Stuart Lander, chief marketing officer at TweetMyJobs and www.internships.com. With fierce competition for full-time employment continuing, students are striving to have multiple internships on their resume, which contributes to the growth of the internship market.Nathan Parcells, founder of www.internmatch.com, reports a dramatic increase in engineering internships.Currently over 10 percent of our available internships are for engineering roles, which is the hig hest we have seen in the past three years, Parcells says. A lot of these are electrical engineering positions related to the growing competition among tech companies like Google, Apple, and LinkedIn. Mechanical engineering internships are also on the rise because more companies are investing in engineering and innovation. In a recent survey we discovered that over 93 percent of startups are planning on hiring interns within the next three monthsthis is becoming a competitive hiring strategy for many companies, he adds.According to Lander, engineering welches ranked as the fifth most internship-ready major in 2012, with nearly six applications per intern position. As a result, our engineering supply has grown into the fourth-largest inventory of internships on our site, with over 6,500 positions live today, he says.Like a Regular JobEngineering internships provide a challenging variety of work. Software development positions usually involve working directly with a mentor and tackling large-scale projects they can take at their own pace, with the goal of developing a finished product by the end of the summer.Public-sector positions are more research-oriented in the private sector there is more emphasis on screening interns for full-time employment, with greater introduction to the company culture and interaction with other employees. These roles tend to be in a faster-paced corporate setting and may involve additional training.For example, last summer we interviewed a student who interned at the mechanical engineering firm Astronics, says Parcells. He shared how his internship quickly transitioned from training to becoming a key employee in charge of creating 3-D graphic images of circuit boards and checking different system statuses using this process.Barr Engineering, a consulting firm based in Minneapolis, has a very active internship program. Candidates are offered positions in mechanical, civil, geotechnical, structural, environmental, and chemical engineer ing. The number of internships has nearly doubled every year over the past two years. Interns are mentored by senior staff, have opportunities to work in the field and travel, and gain insights into engineering and environmental projects.We treat our interns as regular engineers and scientists, says Claire Moreau, human resources development consultant for Barr. Our interns bill their time to specific projects and truly contribute to the success of their projects. This is a challenging expectation at times but provides valuable insights into the consulting industry. In exchange, Barr gets to observe budding engineers and scientists in action and gauge their interest in a consulting career. Over the years, we have hired 147 former interns as full-time employees.Tough CompetitionParcells notes that, with student unemployment at near-record levels and students interning more than ever in the past, competition is intense. He advises to start early and speak to teachers, teaching assista nts, and other people in your field of interest.They can offer valuable insight into how they found their internships and might be able to connect you with opportunities in the future, he says. We also highly recommend you tackle projects outside of work. This is something we found when interviewing Google recruitersbeing able to show a deeper passion for your field than just taking classes helps your resume really stand out.Dont wait until your senior year to start applying, agrees Lander. The question has evolved from, Did you have an internship in college? to Where/how many internships did you have in college? Its not uncommon for students to graduate with three or four internships on their resume, which provides a distinct advantage when applying for full-time positions.As the Barr internship program becomes more competitive, the company is placing more emphasis on hiring engineers with previous internship and research experience. If interns are unable to secure the internship t hey want, they should not give up, notes Moreau. They should find a related internship or research fellowship and reapply the following summer. With that experience on their resume to differentiate themselves, theyll be a stronger candidate the following year.Mark Crawford is an independent writer.Currently over 10 percent of our available internships are for engineering roles, which is the highest we have seen in the past three years.Nathan Parcells, founder, www.internmatch.com

Storytelling increases social media audience engagement and loyalty

Storytelling increases social media audience engagement and loyaltyStorytelling increases social media audience engagement and loyaltyMost of the content vying for our attention in social media campaigns these days is fleeting. You might see it for only a split second to begin with. And, if the message is designed to stoke your fear of missing out on something new and amazing (a.k.a. FOMO), the entire experience becomes one driven by a parts willingness - and ability - to react quickly, take action now, and generally speaking, not think too hard about what theyre doing.The downside of this kind of content is that its often forgettable and usually meaningless.Not everyone has a product that lends itself to time-sensitive marketing and discounts, so for many companies, using FOMO social strategies isnt just a mistake, but a pretty significant missed opportunity. Besides Whens the last time you encountered branded social media marketing content that not only made you pause but made yo u act?Many social media marketers and other content creators operate under the assumption that their target audiences cant pay attention to anything. Its not that hard to understand why the average person faces a constant deluge of streaming content, social media updates, and disruptive product announcements, all vying for our attention across every channel and multiple devices.But, its also true that people willingly binge-consume content they like, whether its Snapchat streaks or the latest Netflix original. And thats where the big disconnect between modern social media marketing and audience behavior lives.That disconnect isnt a mystery, either. In fact, its the business version of something that all of us do pretty much every day tell a story. Its important to note, too, that not all marketers are missing it there have been tons of standout examples of social media storytelling in recent years that have gone viral, and for good reason.Some examples includeAirbnbsWebby Award-winn ing animated short Wall and Chain, Land Rovers digital adventure story,The Vanishing Game, Google Indias tearjerkerReunion video, or the bone-chillingDear David ghost storyfrom Buzzfeed, storytelling has flooded the marketing sphere. Yet many social media marketers are totenstill creating campaigns that lack any type of storytelling, relying instead on outdated tactics and then wondering why they fail to make an impact.Those campaigns are falling flat because peoples attention spans arent non-existent, shrunken, or fractured - theyre evolving, and have given us all higher standards for what we consider worthy of our time.The trifecta of audience engagement Story, dialogue, and visuals that wowFindings in Prezis2018 State of Attention Report, suggest that were all simply becoming more selective about the content we consume, partly out of necessity and partly by choice. That means social media marketers and other content creators need to rethink their engagement strategies if they wa nt their campaigns to actually catch fireandkeep on spreading.The study found that six in 10 business professionals report being able to give a piece of content their undivided attention more today than they could just one year ago. Meanwhile, 55% of respondents said that, for content to be considered engaging and worth their attention, it needs to tell a great story.But, as critical as storytelling is, its not the only thing content requires to be considered great. Dialogue and visuals are also key, particularly when it comes to presentations. A simple formula for success, right? Not exactly. Heres whyThe story must becompelling.The people who make up that 55% of respondents who said a great story is what captures their attention werent just talking about adding once upon a time to the beginning of your ebook or presentation. Like many things, storytelling is an art and a science, and there aredos and donts to consider.The visuals must begripping.Stand-out visuals, including animat ions and dynamic graphics, are critical for engaging audiences, according to one-third of professionals surveyed.The visuals must begripping.Stand-out visuals, including animations and dynamic graphics, are critical for engaging audiences, according to one-third of professionals surveyed.The dialogue must bestimulating.Forty-one percent of respondents said this bestandteil is essential for keeping audiences interested in the content being presented to them.Many social media campaigns get some of these things right - especially the gripping visuals part - but they often fail to hit all three. They dont captureandhold the audiences attention.Mastering the trifecta A must for winning over todays audiencesMaking a meaningful connection with consumers through social media can have a direct and powerful impact on the bottom line. The risk of missing the mark with social media campaigns is high, however, given the vast amount of content that users encounter in these channels. And, most o f that content isnt living up to peoples growing expectations.Content that tells a great story is far from a passing fad, and it seems that millennials expectations have a lot to do with that. Having grown up on a diet of instantly available information and the social media revolution, they expect content to be interactive, visual, and engaging. In fact, more than one-third of the millennials who responded to the survey said theyonlyengage with content they feel has a great story or theme.So, thats the challenge develop compelling stories or narratives that grab peoples attention and stay top of mind. Assuming that your audience doesnt have a functioning attention span is a major mistake. They do. No matter the target audience you want to reach, or what age demographic they fall into, content that encompasses these three core elements is significantly more likely to attract, engage, and trigger your audience to take action.And for those social media marketers and content creators wh o dont feel the need to embrace this shift? Its time to start paying attention.This article first appeared on Smartbrief .

Customize this Outstanding Entry Level Criminal Justice Resume Template

Customize this Outstanding Entry Level Criminal Justice Resume TemplateCustomize this Outstanding Entry Level Criminal Justice Resume TemplateWorking in criminal justice requires dedication and can often be hard, yet it has a high employment rate and lots of opportunities for promotion. Make sure your resume is up-to-date when applying for entry-level criminal justice jobs.Any type of police force or security work will look right at home on your entry-level criminal justice resume, as will education in the areas of criminology, psychology, and law. If you have safety, first aid, or other practical training, list these, along with communication, analytical, and writing skills. Including your career goals for your future employment in the criminal justice system demonstrates your dedication to your work.Check out the entry-level criminal justice resume template below for more information. Create ResumeFlorence White100 Main Street, Cityplace, CA, 91019Home (555) 322-7337 Cell (555) 322 -7337example-emailexample.comSummaryAs a security officer and a correction officer I have been given training on how to appropriately handle tense situations. I got my CDL in 2006. I have over 2 years of experience driving but have been around the industry for several years. My familiarity with DOT regulations would help me to excel in the position of inspector.HighlightsASP CertifiedOC CertifiedHand Cuff CertifiedFire Arm CertifiedCorrection Officer CertifiedClass A CDLAccomplishmentsI was a Corporal and a Sargent as a standing and patrol officer for a private security company. I was a standing officer for the city at the city yards, city hall, the Zoo/ Bio-Park, and the Kimo Theater.As a corrections officer, I worked in booking and as a floor officer.ExperienceNavajo Express May 2012 to Current DriverDenver, CORan team in 48 states and switched to 11 western states. I deliver on time and safely. I also do DOT pre-trip and post trip inspections.The Downs at Albuquerque June 2011 t o November 2011 Security OfficerAlbuquerque, New MexicoVerifying race track personnels credentials before entry and upon exit.High Country Transportation September 2010 to April 2011 DriverCortez, ColoradoStarted as full time dedicated driver from the Hesperus coal mine to Pueblos power plant. Finished in the refrigerated division running 48 states.Cornell Companies February 2010 to achter monat des jahres 2010 Federal Corrections OfficerAlbuquerque, New MexicoI was an intake and floor officer.EducationValley High School 2003 High School Diploma General Albuquerque, NM, BernalilloCustomize ResumeMore Government Resume TemplatesCriminal Justice Resume Templates

The simple reason its pointless to compare yourself with others

The simple reason its pointless to compare yourself with othersThe simple reason its pointless to compare yourself with othersWhy should we not compare ourselves with others?Because you have no frame of reference.Comparison isnt necessarily a bad thing.In fact, its essential to success and it allows you to mentally score your performance compared to your competitors.But if you take it to the extreme, it can become debilitating, demotivating, and soul crushing.The simple reason is that you have no frame of reference.Heres what I mean.1. You are comparing RESULTS not processesWhen most people compare themselves to others, they are comparing their RESULTS vs. their processes.For example You compare the amount of money you earn to how much someone else earnsYou compare your physique to someone elsesYou compare someone elses relationship to yoursBut you arent looking at the CAUSE of their results a.k.a. the processes.If you want to compare yourself to someone else Do it.But compare your processes not your results.Compare how much time you spend working on your geschftlicher umgang and how productive you are against how much time your biggest competitor spends and how productively they spend that time.Compare the training program that other people in the gym are following to the training program you followCompare the WORK that someone else has put into their relationship (counseling, long conversations, reading books etc) to how much WORK youve put in.When you do this, youll realize that all of the success you desire is achievable if you follow the PROCESSES that others are following to get the results you desire.2. You are comparing your chapter 1 to someone elses chapter 20Again, when you compare your RESULTS to someone elses RESULTS, you are only looking at one part of the picture.You have no idea how much time and effort someone else has put into achieving the results you envy.You dont know what resources they started with, what sort of help they had along the w ay, or how long it took for them to achieve the results.So instead of ENVYING their results, ask them about the effort they expended to achieve those results.Figure out how long theyve been in the game. Determine whether or not they had access to special resources. Figure out how much effort they put into getting where they are and THEN use them as a benchmark for your own performance.3. Ultimately the only person that matters is YOUYou can compare yourself to other people all day long and it wont benefit you a damn bit.Instead, compare yourself to who you were yesterday.Because even if you compare the processes. Even if you look at the amount of effort that other people have put in You still have no frame of reference.You dont know what its like to be them. You dont know what really motivates them. You dont know the whole story (and you never will).So stop worrying about what other people are doing and focus on YOU.Because thats the only way youll improve.Instead of wasting your va luable time comparing yourself to other people, ask yourself the simple question, How can I become a better man or woman than the man or woman I was yesterday? How can I improve by 1% today?Because thats where real power is unlocked.I hope this helpsStay GroundedAndrewThis post first appeared on Quora.

The Death of Resume Genious

The Death of Resume Genious The 30-Second Trick for Resume Genious Your titelbild letter might be one of the greatest tools in your job-finding portfolio. Including that particular info in the cover letter indicates that youre interested and already have ideas for how it is possible to assist the business. If you choose to apply to jobs in many industries, you need to use an individual cover letter template for each business. Many reliable services provide editing included in the price tag, or a totally free evaluation of your previous CV. In addition, your nursing resume will want to be specifically tailored to the work advertisement. What resume section to improve your resume depend on both the kind of resume and the work position. If you would like to receive a job for a petroleum engineer, you are going to need years of training, the proper expertise, and a well-written and efficient cover letter. 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How to Find Top Leaders for Your Company - Spark Hire

How to Find Top Leaders for Your Company - Spark HireTo grow a business and ensure its around for the long term there are many considerations, such as the products or services sold, customer service levels, marketing, sales, operations processes, and more. However, one of the most important elements is always who is actually leading the business and its various departments.Regardless of the size of your business, you need to find the best leaders possible to move your company forward. When selecting these people, there are certain traits and skills that indicate someone is likely to be a good fit for the role. Read on for some of the top traits you need to search for.Look for People Who Are Curious and Open to LearningLeaders need to be open to new ideas and opportunities and willing to listen to the opinions of their team and others. Take a look at interviews with some of the worlds most respected leaders, and youll notice how they talk about how much they push themselves to grow an d develop and how theyre always learning new things. This is a prime example of a growth mindset and something you need to have in leaders at your company.When selecting leaders, search for people who can demonstrate a willingness to learn. They might, for example, have higher education in the field, such as an MBA for those in CEO and other business positions or a Masters in Education Administration for principals of schools or deans at universities and other school administrators.In addition, people with growth mindsets generally talk about things they have learned from attending industry events, being mentored, reading books, blogs, newsletters, forums, magazines etc., listening to podcasts, being a part of business associations and clubs and so on.Evaluate Candidates Interpersonal and Communication SkillsLeaders must be able to play well with others and get along with people of all ages and backgrounds. They should have high emotional intelligence and be able to network well, ne gotiate effectively, and keep their cool under challenging circumstances.Top leaders are also excellent communicators. If those in charge of teams, departments, or whole businesses cannot get across their vision and goals to staff members, the desired results will never be achieved. Leaders must also be able to convey their confidence, energy and passion through their words, tone, and body language to keep teams inspired, motivated and productive.They should be adept at encouraging collaboration in the workplace, make people feel comfortable enough to suggest new ideas and strategies, and share concerns when needed. Good leaders make all employees feel valued and included in the larger picture of your organization. They have the capacity to deal with conflict quickly and effectively.When comparing candidates for leadership positions, look for people who can communicate well one-on-one and in group settings. They should be personable in their interactions, present themselves professi onally, perform and read body language well, listen attentively without interrupting, and speak honestly with tact. Born leaders can build relationships with all types of people and have their honed skills in written communication.Ensure People Are a Good Fit for the Company CultureA candidate might have the best education and lots of experience in an industry, but if they dont have similar beliefs and values as the rest of the team, things will not go smoothly. Its more likely there will be disagreements and dissonance between staff members, and a lack of morale and productivity as a result.You, therefore, need to find a leader who will mesh well with others straightaway, and who has similar morals. Different firms may have different characteristics that are important to them when hiring, but whatever those may be, be on the lookout for them in candidates. It pays to have a few staff members sit in on interviews to get feedback on who seems most likely to fit in well.Also, try to a void hiring anyone who is negative. A telltale sign is if someone complains often, sees the worst in a situation or has a victim mentality. If you end up with a glass-is-half-empty person at the helm, morale will drop significantly and productivity with it. Thus, youre more likely to have employees departure quitting as no one wants to be around negativity all day long. Consider this when you conduct interviews and youll be on track to find the right leader.Choosing the people you put at the helm of your departments and organization as a whole make an impact in many ways, so decisions must be made wisely. Follow the above tips and you will ensure you end up with the best possible people moving your company forward now and into the future.About the AuthorTiffany Rowe is a leader in marketing authority, she prides herself on her ability to create and provide high-quality content that audiences find valuable. She also enjoys connecting with other bloggers and collaborating for exclusiv e content in various niches. With many years of experience, Tiffany has found herself more passionate than ever to continue developing content and relationship across multiple platforms and audiences.