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You can refine your skills selling yourself in interviews with: David White, Keybridge Communications, Whitney Athayde, American Spectator, Joanna Robinson, Lunar Massage DC, Stacie Rumenap, Stop Child Predators, and Roger Custer
Wednesday, March 28, 2012, 6:30 p.m.
Drinks and Snacks Provided
CEI, 1899 L Street NW, 12th Floor
Washington, DC 20036
By Emily Miller, Director of Employment Placement Services, Leadership Institute
We’ve all heard it: “D.C. is built on networking!” But my first few [forced] networking events in D.C. made for painful memories.
Thrown into a room full of people I had never met, I would work up the courage to talk to one or two attendees before making a beeline for the refreshments and enjoying a few moments of refuge.
When you hear the word “networking,” is this the type of experience that comes to mind?
Attending events in D.C. and meeting new people is important (and, trust me, it gets easier!), but there’s more to building a network than simply adding new people to it. Your network is already larger than you think.
I was once asked to write down the names of 100 people whom I consider to be part of my network. Daunting! But after struggling for a while, I was given categories to consider: family, friends, classmates, teachers, co-workers, teammates, Happy Hour crew … and the list went on. Thinking of 100 people was suddenly quite easy.
When looking for a job in D.C., it’s common to only think of the “big fish,” the people with clout who you assume will help you get where you want to go. I meet with many jobseekers who want to work on specific Capitol Hill committees, but they aren’t sure how to get there due to their lack of Hill experience and connections. They do have valid concerns, but many of them also make the common mistake of underestimating their networks.
Think about your ideal position and work backward. To continue with the Congressional committee example, learn who serves on the committee and figure out their connections. Then follow the chain backward until you find a personal connection of your own. Approach that person about making an introduction for you to the next person up the chain.
It’s true that D.C. is built on networking, but you may already have a stronger network than you realize. Don’t let it go to waste.
Emily Miller is Director of Employment Placement Services at the Leadership Institute where she coordinates the networking and employment site, ConservativeJobs.com. She also assists jobseekers through resume and career consultations, job fairs, and training events. You can reach Emily at emiller@limail.us.
By Rodney Vessels, Charles Koch Koch Institute
Ever wondered if you have what it takes to be a videographer? Technical skills are especially in demand these days, but it can be difficult to gain hands-on digital experience. One great way to build these skills is through an internship; no prior video experience required! Are you a current student or recent graduate? You might want to check out these paid, spring Koch Internship Program roles:
Interested? Find out more about the program and its unique structure at charleskochinstitute.org. Apply online by December 15th to be considered for these roles. Questions? Contact Rodney Vessels at rodney.vessels@charleskochinstitute.org.
By Heather Lakemacher, Policy Programs Director, Institute for Humane Studies
Simon Sinek has an interesting talk on ted.com about the difference between great leaders and everyone else. He argues that most people, organizations, and companies talk about what they do and how they do it, but they rarely talk about why they do it. In contrast, effective leaders put the why front and center. “Martin Luther King, Jr. gave an ‘I have a dream’ speech,” he says, “not an ‘I have a plan’ speech.”
This idea obviously can influence how you craft your elevator pitch—the fifteen- to thirty-second answer that pops out of your mouth when someone asks, “So, what do you do?” And an elevator pitch should be crafted, not just done on the fly.
Undoubtedly, you’ve had the experience of asking someone else this question and then having the conversation die after they answer, “I’m the Assistant Deputy Officer of Microfinance in the Regulatory Division of Macro-systems USA.” Not only does no one have any idea what that means, it’s also said in a way that discourages further questions.
In contrast, a well-crafted elevator pitch gives you the opportunity to convey enthusiasm about your work, stand out from the crowd, and spark more in-depth conversations. You can explain why you get out of bed each morning to go to work and why your organization’s mission matters to the world. In short, you can tell the person why they should care about what you do.
I’m the Policy Programs Director at the Institute for Humane Studies, but that’s not my elevator pitch. This is:
I believe the surest way to create a peaceful and prosperous society is to free individuals to make the best choices they can for their own lives. I work with talented students throughout the country who share this belief, teaching them intellectual and professional tools that will help them succeed in making this vision a reality.
So, what’s your elevator pitch?
Heather Lakemacher is Policy Programs Director at The Institute for Humane Studies and a guest contributor to the America’s Future Foundation blog.
By Heather Lakemacher, Policy Programs Director, Institute for Humane Studies
I was recently talking with a couple interns at my organization who were nervous about looking for “real” jobs. During the conversation, it suddenly occurred to me that part of what makes young people so nervous about interviews is they’ve never participated in hiring anyone! So, from someone who has now conducted more than a hundred interviews, here are a few things about hiring that you might not have thought about.
I want your help. The reason I’m hiring is because I’m swamped. A great person just left my organization to go to law school, and now I’m doing both her job and my own. I’m really stressed out right now.
I want to like you. I just sifted through 60 resumes, some of which were positively awful. (I’ve seen people misspell their own name.) Then I did 15 phone interviews, some of which were also awful. (Don’t bring up embezzling during an interview!) But you weren’t awful. In fact, you were pretty good. That’s why I’m having an in-person interview with you. I’m really hoping that you’re as good in person as you were in your resume and phone interview.
I might not get back to you as quickly as you would hope. Remember how I’m doing two jobs right now and sifting through 60 resumes? As much as I need you to come help me, the crisis that is unfolding in my office at this very moment is destroying my good intention of calling to offer you a job. Not hearing from me right away doesn’t necessarily mean that you’re not going to get the job.
So, the next time you’re getting ready for an interview or starting to panic after one, take a deep breath and put yourself in my shoes. Yes, you probably feel like I have all the power. But remember, I’m really hoping that you are going to be the next great addition to my team.
Heather Lakemacher is Policy Programs Director at The Institute for Humane Studies and a guest contributor to the America’s Future Foundation blog.
What is the next step in your career? Should you start your own business or new nonprofit? Hear from those who have: Clay Broga, Alexander McCobin, Joanna Robinson, and Beverly Hallberg at a panel entitled “Why Don’t You Start Something?”
Thursday September 22, The Fund for American Studies
6:30 pm Drinks, 7:00 pm Discussion – Details
$5 for the Public and Free for Members - Join today
By Claire Kittle, Executive Director, Talent Market
A resume is your first chance to make a good impression. By following a few simple tips, you can have a stellar resume. Remember every hiring manager has opinions on what works best in a resume, and the suggestions below are merely mine. Read on, friend…
1. Chronological, Chronological, Chronological!
If I read your résumé and start feeling as if I’m in an episode of Quantum Leap, we’ve got problems. Put your most recent job at the top and work backward from there.
2. Include Your Accomplishments Under Each Job Heading.
One of the latest trends is to lead with an “Accomplishments” section and then follow that with the employment/experience section. I’m not sure who came up with this idea, but my guess is they don’t hire for a living. Separating your jobs from your accomplishments is not only illogical, but it leaves the reader confused about where and when you did what. It also creates unnecessary duplication. When I get a résumé like this, I inevitably find myself flipping between the two sections and getting frustrated.
3. Your Résumé Should Read More Like The Gettysburg Address than The Grapes of Wrath.
Blaise Pascal said, “I would have written a shorter letter, but I did not have the time.” Don’t be Blaise. A résumé is an overview of your education, experience, and accomplishments. It should be a quick, easy read (1-2 pages unless you’re an academic) and it should entice the employer to bring you in for an interview.
4. Include Dates!
Employers want to know how long you worked at each job for longevity reasons. Likewise, they want to know when you graduated college to gauge your overall level of experience and so they can confirm you actually graduated if they need to do a background check. Leaving out dates is conspicuous and does far more harm than good.
5. Drop the Objective Section Like a Bad Habit.
Without hesitation, my least favorite section of the résumé is the objective. It’s the area where otherwise sane people are drawn to use jargon, B.S., wild hyperbole, and annoying buzzwords like “synergy.” Whatever you want to say here, save it for the cover letter.
6. Bullet Points are Your Friend.
My favorite résumés are those that contain bullet points in lieu of long sentences and paragraphs. These bullets tell me the job seeker took the time to distill his experience into a version that is easily absorbed by potential employers. And not to sound overly dramatic, but I think it shows the candidate is respectful of others’ time to the point he cut out superfluous words. Name me a hiring manager who doesn’t appreciate this trait in an employee?
7. Keep it Relevant!
If you: a) are taking a cooking class, b) like to snowboard, or c) worked retail in college, then 1) let me know when I can come over for dinner, 2) you should check out Snowshoe, 3) teach me how to fold sweaters, please, and 4) don’t include any of these things in your résumé.
8. Eliminate the Mystery.
We’re not dating or reading Nancy Drew, so let’s eliminate the mystery. Above all else, your résumé should make sense. A reader should understand clearly your background and what you bring to the table. Disjointed and confusing résumés are the surest way to find yourself in the circular file. Test your résumé on a friend; if they read it and start asking questions, go back to the drawing board.
9. Name Your Résumé: John Doe Résumé.
I can’t tell you how many résumés I get with document names like “Résumé Summer 2009” or “1152010 CV.” I end up having to rename them, which is especially confusing when the candidate’s name is something difficult to spell such as Raymond Throatwobblermangrove. Since employers often forward around résumés or save them, it’s best to label your résumé using your name and the word résumé so there’s no confusion. Likewise, if you are including writing samples, references, etc., label them accordingly: John Doe Writing Sample, John Doe References, etc.
10. K.I.S.S.
Keep it simple, sweetheart. Above all else, your résumé should be a simple outline of your education, experience, and accomplishments. Don’t use color, photographs, fancy/hard-to-read typefaces, or heavy prose. Leave some negative space, bold your section headers, and be consistent with how you lay out each subsection. Make it enjoyable for the hiring manager to read and you’ll maximize your chances of getting an interview.
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Claire Kittle is Executive Director of Talent Market, a free service promoting liberty by filling key roles in the free-market movement with talented candidates. To learn more, visit this site or email her at contact – at – talentmarket.org.
