15 Amateur Mistakes You Can Make During Your Internship - TheJobNetwork

15 Amateur Mistakes You Can Make During Your Internship - TheJobNetworkYouve scored a summer internship. It feels like a vacation Youll be in a cool place, it will look good on your resume, and youre notlage getting paid, so you dont have to worry too much about being perfect and distinguishing yourself. Right? Wrong. At least the last point. Just because its only an internship doesnt mean you shouldnt treat it like a job. In fact, you should use this time to set the bar for your new professional lifeand set it high. That means not falling victim to some easy blunders. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) Here are the 15 biggest mistakes interns can makeand how to avoid them.1. OversharingYou may think this one part of your personality is super interesting and funny. Or your intense obsession with your insert hobby. But behauptung topics are much better kept to your friends and relatives. Spare your employers and co-interns.2. ComplainingYour internship is not the time to air your complaints and grievances. It is a time to shut up and learn. Remember, you wont be there long, and the good impression you make here could pay off big time over the course of your career. Whatever gripes you have,hold on to them(if possible). Dont become a problem employee before youre even hired.3. Making assumptionsIf you dont know somethingmake sure to ask. The last thing you want to do is assume (makes a** of u and me) you know what to do and end up doing the wrong thing. You wont look like an idiot for asking. You will look like an idiot for not asking and then screwing up.4. Not being proactiveNot taking initiative might be the worst mistake that you could make. As an intern, your only job is to distinguish yourself as eager and proactive and as a future asset to that company/field. Act accordingly. Dont just wait for someone to give you a taskfind something useful to do without being asked or coached.5. Treating the office like your pl aceOnce you leave the office for the day, dont go back. Dont show up drunk, and dont sleep there. This shouldnt have to be said just never do it.6. Ignoring boundariesRudeness is never okay. No job is beneath you. You are an intern. You dont get to make chummy jokes with the CEO, no matter how nice she is. Know your place. Be respectful. Do your job. And leave your selbst at the door.7. Cutting and runningIf youve accepted an internship, shown up, and started working. Youre now stuck there. This isnt speed dating. Keep your commitments. And dont make anyone have to scramble to replace you when you leave them high and dry. Burning bridges is not something you can afford to do at this very early stage in your career.8. Working for freeOnly take an unpaid internship if you absolutely have to. Otherwise, youll end up feeling exploitedor worse, going into debt to feed, house, and insure yourself.9. Wearing inappropriate clothingDress for the career you want, not the job you have. T-shirt s and scrappy clothes just wont cut itno matter how casual the office. Make sure to act like a grown-up if you want to be treated (and paid) like one.10. Communicating poorlyMake sure to say what needs to be said at the right time. Answer emails in clear and punctual fashion. Communicate your needs to avoid being misunderstoodespecially when asking for favors. Be respectful and concise. And dont talk circles around your point, particularly if its a controversial one.11. Not sweating the small stuffGrammar, punctuation, formatting these things matter. And make sure you never misspell someones name. Take the extra three seconds to double check the spelling from their email address.12. VacationingAt most, your internship is four months. Dont try and take a two-week vacation. You dont need one. Do your job and do it well, and vacation when its done. Summer or no summer. Have fun in your evenings and weekends instead.13. Being lazy or disrespectfulThis should go without saying. Dont be l ate, dont shirk work, dont be rude, dont be annoying. Dont be cheeky and take long lunches thinking no one will notice. They will. Work hard and be courteous, rather than obnoxious.14. Lacking professionalismThis is a professional opportunity. If you play your cards right, you could set yourself up for real success. Dont risk blowing your chance by treating this like a whimsical little stint. Treat it instead like your first job and act as though you could be fired at the end of every day if you dont prove your mettle.15. Not being presentIf youre sent an email, or asked a question, or given a task, dont lau into the background. Dont disappear. And dont fail to respond. Answer respectfully in the affirmative, get the job done quickly and well, and remember you are an intern. No job is beneath you. You are there to learn.

Women Leaders How One Company (Blackrock) Increased Their Numbers

Women Leaders How One Company (Blackrock) Increased Their Numbers For the last year, Ive been on the hunt forwhat seems like a proverbial needle in the haystack companies that areactually changing their cultures in order to advance significant numbers of women into the senior ranks. One company that has moved the needle quite substantially, which I mentioned, albeit briefly given limited space, in my recent New York Times article is BlackRock, the worlds largest money manager that employs 12,500 people globally. Since that article came out, many people have asked me for mora information on what BlackRock is doing and this article sets forth some of the details. While founded 25 years ago, by eight partners, including two women, it wasnt until 2009, that the firm, during one of its biggest acquisitions (Barclays Global Investors) got serious about developing more formalized talent management practices in terms of advancing women. At first, they expanded upon the Womens Initiative Netw ork (WINS) started by Barclays, but about a year later, decided that wasnt enoughthey needed a program exclusively for senior women. In 2011, they launched the Womens Leadership Forum (WLF), a yearlongprogram to address the leadership skills, global networks and sponsorships needed for advancement.Each year, approximately 40 directors and managing directors throughout the company globally are invited to participate in WLF. They are nominated by the Global Executive Committee (GEC), BlackRocks highest level decision-making body, comprised of approximately 22 executives, responsible for key operations. A key criterion for selection is being seen as a high-performing corporate athlete with the potential to move into a larger enterprise role in a specific domain or across functions. Winning ResultsMore than 160 women have completed the WLF program, and it is now a highly-coveted opportunity within the firm. Two-thirds of the participants from the pilot program moved into new or expand ed roles within approximately a year, and since then, 89 percent of alumnae have achieved similar success.Further, 71 percent of the alumnae who began the program as directors have since been promoted to managing director. In 2013, one-third of managing directors promotions were women, a level nearly sustained in 2014 and 2015. For comparison, in 2015 Goldman Sachs touted that a quarter of its new management directors were women, a record breaking proportion for the firm. The program has proven to be equally valuable in terms of gaining membership on influential governance bodies. Top Ten Success FactorsHeres what I found talking with those involved in its design and implementation.1 Lead from the TopFrom the very beginning, BlackRocks Chairman and CEO, along with members of the Board, GEC and other governance committees, invested significant time, energy and money in the program without which the programs success would have been greatly diminished.2 Make the Business CaseBlackRock has consistently linked its talent strategy to business goals. As Barbara Novick, co-founder, vice chairman and member of the GEC put it, First, groups make better choices if they have diverse opinions. Second, ur customers notice and care. Third, our employees notice and care. 3 Close The GapsDriven by research, WTF was designed exclusively to fill gaps and help equip senior women with insights, skills and strategies needed to navigate the landscape they face as females in business. To keep the program unique, it avoids replicating other professional development programs in the firm. 4 Start With a 360 Degree AssessmentThe program begins by providing each woman with an in-depth assessment on individual performance, considered a critical first step since research demonstrates major gaps in the quantity and quality of feedback women receive the higher they go. 5 Complement with Executive Coaching and Career PlanningGiven that women often rely on chance rather than create a clear care er plan for themselves, each participant is paired with a leadership coach who helps them develop a career aspiration statement and action plan and provides yearlong guidance. 6Sponsors from The TopMost GEC members are intimately involved in the program, not only nominating women but also serving as sponsors for participants. HR pairs the GEC member sponsor who can best provide the opportunities, exposure and expertise that would most help a particular woman progress in her career. 7 Build CommunityWith building a global community of women a key program goal, the women come together throughout the year, both virtually and in-person, to receive training on topics like executive presence and negotiations. They are also involved in peer learning groups (with approximately five women) to work on assignments and to serve as sounding boards for one another. 8 Ensure a Continual Feedback Loop with ManagersManagers of all those participating in the program are thoroughly briefed on the proj ect and participate in the 360 degree assessment with the women encouraged to rely on them for suggestions and overall rckendeckung in both creating and implementing their career action plans.9 Get the Guys InvolvedOnce male GEC sponsors experience how much women value their personal involvement they become invested in the program while also gaining greater insight and appreciation for emerging leaders. (BlackRock recently rolled out unconscious bias training across the firm for all managers globally.)10 Pay It ForwardIn the closing session, participants articulate pay-it-forward commitments in front of GEC members promising to sponsor and develop other leaders in the future whether men, women or those from diverse populations. The truth is there are no quick or easy answers to changing the frustratingly slow pace of advancement of women in the workplace. We need to address the cluster of dynamics negatively impacting women in terms of work life balance, work environment and career development. We need leaders who are willing to lead this change.The days of organizations laying claim to inclusivity with oneoff trainings or networking cocktail partiesfine for specific purposes, but merely window dressing for changing a culture and advancing women into the highest ranks should be a thing of the past. Why waste everyones time and money when there is so much to doand we have examples like BlackRock that show us how.Click here for an expanded version of this article with more stats and insights from the programs creators. Peggy Klaus, an executive coach and leader of corporate training programs, is the author of BRAG and The Hard Truth About Soft Skills. To reach her, visit www.peggyklaus.comFairygodboss is committed to improving the workplace and lives of women.Join us by reviewing your employer

Hiring Recruiters, Beware! 4 Things to Avoid When Hiring Seasonal Employees - Spark Hire

Hiring Recruiters, Beware 4 Things to Avoid When Hiring Seasonal Employees - Spark HireWhile we are in the throes of seasonal summertime employment, the holidays are looming just around the corner. You may have found this summer that hiring seasonal employees isnt as simple as it sounds. In fact, there can be restrictions and obligations that come with seasonal employment that are news to you.Dont fall into seasonal employment traps. Know ahead of time what youre getting yourself into. That way, seasonal employees provide what theyre supposed to help without all of the hassle. The Bangor Daily berichterstattung provides some insight into seasonal employee guidelines that every small geschftsleben should follow.1. Minor RestrictionsWhen you think seasonal employee, a bright-eyed, inexperienced teenager comes to mind. While this is typically who youre targeting with your Help Wanted advertisements during the summer and holiday months, its smart to know ahead of time state and federal limitations on minor workers. For instance, its against the law in Maine for a teenager to work alone in a cash-based geschftlicher umgang like a concession stand.Also, many states have limitations on how many hours a minor can work during the week, which in some cases changes from the summer months to winter months. Knowing these laws will not only prevent you from breaking the law but will ensure that you have an adequate amount of help.2. To Pay or Not to Pay OvertimeThe Bangor Daily News states that the federal Fair Labor Standards Act requires all employers to pay employees time and a half their regular wage for any hours worked over 40 per week. However, some seasonal employees and jobs are exempt from this act. Furthermore, most states have a similar act that employers must abide by but that also contains exemptions from the rule. Knowing these exemptions can save you a lot of money in the long run.3. Miscellaneous Legal ObligationsWhen it comes to legal obligations, there ar e a slew of federal and state laws that could require something more of your small business if you take on more employees. Brush up on the legal ramifications for your small business if you decide to take on seasonal help. Ask questions about medical benefits or legal liability that comes with increasing your staff for a few weeks or months.4. The Unpaid InternThere has been a lot of controversy lately regarding unpaid interns. Many employers abuse unpaid interns, delegating tasks to them that are vital to the production of the business without paying them. Again, the Fair Labor Standards Act specifies that if a student or volunteer is handling responsibilities that benefit the business, they should be paid, as reported by the Bangor Daily News. Technically, unpaid interns should only be working as a supplement to their education. Anything beyond that requires minimum wage pay.While these arent the only concerns you should address before hiring seasonal employees, its a start. Takin g certain precautions will ensure that your seasonal employees are a help and not a nightmare.Tell us about your experiences with hiring seasonal employees in the comments