Home > Newsletter > Volume 1, Issue 3 (March 2003)

Volume 1, Issue 3 (March 2003)

Brave Opportunities
Where Today's Braves Look to the Future
Volume 1, Issue 3
March 2003

In This Issue...
Career of the Month: Sports Manager
From the Director's Desk
Cool Jobs Listing
Service Review: Mock Interviews
In Every Issue: Career Bloopers, Job Search Tips, Ask Zelda, Little Known Facts, & Upcoming Events

Career Center Info:
Location
University Center, Ste. 210, 521-6270, cs@uncp.edu, www.uncp.edu/cs

Hours
8 a.m. - 5 p.m., M-F (Tues. 8 a.m. - 7 p.m.)
Appointments may be made for Career Consulting, DISCOVER, Resume Critiques, Mock Interviews, etc.

Staff
Dr. Denisha Sanders, Director
Lori Bumgarner, M.Ed., Assistant Director
Debbie Jacobs, Student Services Assistant

The first thing that Judge Snooty notices is how you are dressed. If your appearance is rumpled or unprofessional, he thinks that you do not care about your own image and you will not care about the company's image.

Judge Snooty also draws conclusions about your ability to do the job based on your behavior and performance in past situations. All good interviewers know that the best predictor of future behavior is past behavior. So, expect Judge Snooty to ask you questions such as "can you give me an example of when you were able to identify a small problem before it became big?" instead of how you would handle a hypothetical situation. Be prepared to discuss a detailed example.

Once Judge Snooty completes all of his questions, he then allows you to ask some questions of your own. If you do not have any questions prepared, he assumes you are not interested in the job, you have not done your research, and you think you know it all.

Always remember that Judge Snooty, as well as all other recruiters, are paying attention to everything you do and drawing conclusions from their observations. This can even happen during the lunch interview. For example, Judge Snooty may make the assumption that, if you salt your food before tasting it, you must be the type of person who makes rash decisions.

Keep in mind, however, that Judge Snooty may be just as nervous as you are. He wants you to be impressed with his department and his company. He will do his best to put you at ease during your interview. Just remember he's not asking difficult questions to try to trick you. He just wants to make sure he's hiring someone who will be a good fit for the company.
by Lori Bumgarner

Fly On The Wall
If you could be a fly on the wall at successful candidates' interviews, you would learn the techniques that helped them land the job. Unfortunately, you can never be that fly; but, we can let you in on some of their secrets. The Career Consultants in the Career Services Center have the inside track on what makes interviewers tick (see above article) and what turns job candidates into hired employees.

Secret #1: Do your homework! By doing your research on the company before you go into the interview, you will be able to have an intelligent conversation with the interviewer about the job. Besides,employers expect you to know something about their company if you are interviewing with them. Also, by doing your research, you will know what questions of your own to ask.

Secret #2: Listen!! Listen to how a question is being asked and answer the question being asked. If asked to name one strength, then provide only one strength. If asked a "who" question, respond with a "who" answer.

Secret #3: When asked, "tell them about yourself," don't drone on about where you were born, how many siblings you have, what your favorite color is, blah, blah, blah. Successful candidates respond by providing information about their professional selves, such as their interest in the career field, their past internship and work experiences, their skills, and how they can make a contribution on the job.

Secret #4: When asked about your weaknesses, always follow your response with a positive comment by indicating how you are overcoming your weaknesses or how you have compensated for your weaknesses. Successful candidates don't answer this question with the cliched response of "I'm too much of a perfectionist."

Secret #5: Show and tell! Put together a portfolio to take with you to interviews. Include items and projects you can use to illustrate your skills and accomplishments (i.e. writing samples, letters of recommendation, certifications, a copy of your resume, etc.). Having something tangible to back up your statements will make you the strongest candidate in the running.

Secret #6: As you are leaving the interview, tell the recruiter you want the job. This sounds rather simple or obvious, but you would be surprised at how many candidates don't even mention this.
To learn more secrets of successful interviewing, stop by the Career Services Center to pick up our handouts on Interview Dos & Don'ts and Common Interview Questions. Also, plan to attend the Interviewing Skills Workshop on Wed., April 16th at 10:00 a.m. and 2:00 p.m.
by Lori Bumgarner

This Month's Cool Jobs Listing
Animal Advocate
Equestrian Specialist
Sports Journalist
City Beat Reporter
Eastern Sierras Trek Guide
Sports Management/Sales
Casino Accountant
Adoption Profile Writer
Entertainment Editor
Junior Designer (London)
Voice Artist
TV Trivia Writer
Full job descriptions and application procedures are listed exclusively in the Career Services Center Library.

From the Director's Desk
As you can see, this month's issue of Brave Opportunities is all about interviewing. In keeping with that theme, I want to tell you about one form of interviewing that can be one of the most valuable tools you use in your career planning - Informational Interviewing.
Informational interviewing involves talking with professionals in your career fields of interest to learn from their personal experiences. This is an opportunity to gather information about a career field from the people who are currently working in the area and who know it best. Through informational interviewing you will learn about the daily activities that are a part of the career, the education and training that is required to enter the field, the skills and qualifications you should develop in order to be successful in the career, and the different types of employers that hire people to do the type of work you are interested in pursuing.

To begin the process of informational interviewing you will need to identify people to contact. Start by taking some time to think about people you may already know, friends or family members perhaps, who are in the career, or careers, you are interested in researching. If you don't already know someone in the field, the Career Center can put you in touch with alumni who have agreed to talk with UNCP students about their careers as part of our Alumni Career Connection program. In addition, we can help you to identify other resources, such as employers who have attended our Career Fairs, who may be willing to do informational interviews with you.

After you have identified people to contact for informational interviews, you will need to think very carefully about the questions you want to ask. Visit the Career Center for a list of suggested questions that will help you in this process.

There are many reasons to do informational interviews! In addition to being a wonderful source of career information, this is a great networking tool and an opportunity to practice your interviewing skills. Let us know how we can help you to use informational interviewing in your career planning!
Denisha Sanders

Career of the Month: Sports/Athletic Manager
Sports managers spend their time behind the scenes managing and coordinating business-related activities for individual professional athletes, or professional, college, and school sports teams. This area of sports management is the most widely recognized of sports business and usually the most visible in the media. This is also one of the most challenging areas to gain employment.

Each year, sports managers who work with professional sports teams are involved in drafting college players. They work closely with coaches and scouts to determine the most talented players, the most economical, and those who play the positions needed for the team. They negotiate with promoters or others to obtain favorable contracts for their clients. Sports managers must make deals that satisfy the owners as well as the players.

Sports managers are responsible for the team's budget, including all salaries, from the coach and players to the assistants. They also make financial arrangements for the purchase of equipment, uniforms, and travel. Managers also factor player injury into the budget. Sports managers often participate in press conferences and explain to the media their reasons for making certain decisions.

Quick Facts:
Other careers in sports management include sports marketing and promotions, facility management, event management, ticket operations, and public relations.
Related Majors: Business Administration and Management, Health and Physical Education, and Recreational Management/Administration.
Show Me The Money! Salary & Employment Outlook: The Economic Research Institute reported that the average starting salary was $32,000 ($15.50 per hour) in 2001 for a sports manager. The average salary was $51,000 ($24.50 per hour) for all workers in this field and $69,000 ($33.25 per hour) for those with experience.
This occupation is expected to grow rapidly by 28% through the year 2008. Competition will remain keen. The expected number of new jobs in this field will equal 4,878 by the year 2010.

Sports Managers' Likes:
working with famous professional athletes and teams,
the variety and challenge of their work,
the opportunity to travel,
complimentary press reports,
being considered a hero when they sign a great player.
Sports Managers' Dislikes:
working under pressure,
extremely difficult to negotiate contracts,
working long hours,
critical press reports,
being fired when the team slides into a losing streak.

Source: DISCOVER
Check in next month as we profile the career of an astronaut!
To learn about other occupations, come by the Career Center to search our library or to use the DISCOVER program.

The "Hush-n-Tell It" Service Review: Mock Interviews
Do you ever wonder why some people seem to have no trouble getting a job? It's as if jobs land right in their lap, and they have their pick of whatever they want to do. Believe it or not, it's just not that easy. Those people would probably tell you it takes a lot of preparation, which doesn't end once you get the call for an interview. Of course your resume should be top notch, but the real test comes during the interview.

As soon as you are scheduled for an interview, you should immediately do some practice interviewing. This is where the Career Services Center can assist you. We can help you practice your interview skills by conducting mock interviews with you.

A mock interview is simply practice for the real thing. You give us a resume, tell us the type of job you want to interview for, and make an appointment. On the day of your mock interview you should arrive at our office at least 15 minutes early, come dressed in business attire, and bring a VHS videotape so you can later observe your own interview behavior.

Once you enter the Career Center, you will be treated as any interviewee going into a real interview. Our Director or Assistant Director will greet you as if you've never met them, and you are expected to act accordingly. Questions will be prepared for you in advance based on your resume and the type of job you are seeking, so you must have already done your homework when you arrive.

Once your mock interview is over, it is time to get feedback and have any questions or concerns cleared up. You don't want to have any doubts going into the real interview. Take your videotape home and critique yourself. Don't be surprised if you see yourself fidgeting, and be sure to count the number of "ums" you say during the interview. That number will decrease as you become accustomed to answering common interview questions during practice.

Stop by Career Services to schedule your mock interview today, even if you are not yet beginning your job search. Remember, practice makes perfect, and it's never too early to start.
by Debbie Jacobs

Brave Ideas

"I can't believe you did that!" and Other Interview Blunders
A drowsy candidate fell asleep, woke up, and apologized because he had been out all night.
Another candidate removed her shoes, pulled out debris, and handed it to the recruiter.
This candidate peppered his conversation with foul language throughout the interview.
Another candidate brought his mother to the interview. (It's time for mommy to cut the cord!)
One high-tech candidate used his Palm Pilot to check stocks and e-mail friends during the interview.
A hungry candidate chewed sunflower seeds throughout the interview, dropping the seeds on the floor.

Dear Zelda,
I had an interview for a part-time job almost four weeks ago, and I still have not heard anything. Should I have sent a thank you letter to the manager who interviewed me? Signed: Ungrateful

Dear Ungrateful,
YES! YES! YES! Always be sure to follow up within 24 to 48 hours after every interview, whether it's for a part-time or a full-time job. This is important for several reasons. First, you must show your appreciation for the opportunity to interview and for the company's hospitality, especially if they treated you to a meal or paid your travel expenses. Second, this gives you a chance to mention anything you didn't have an opportunity to say during the interview. Finally, the thank you letter serves as a reminder to the employer of your qualifications and helps you stand out among the other candidates.
Zelda

Got a question about your job search? Ask Zelda at cs@uncp.edu.

This Month's Job Search Tip:
Be prepared for the possible interview question of "What book/novel are you currently reading?" Employers ask this to find out about your interests, to see how well-rounded you are, and to see if you're reading more than just your required textbooks.

Little Known Facts:
Many employers value their staff's opinions and will ask their receptionists their opinion of a candidate who came in for an interview. If the receptionist found the candidate to be rude or to have an arrogant attitude while in the waiting area, the employer may make his or her hiring decision based on the receptionist's observation.

Upcoming Events
On-Campus Recruiting Schedule:
Sherwin-Williams, March 11th
Pines of Carolina Girl Scout Council, April 3rd
Sign up for interviews in the Career Services Center

Teacher Education Fair
March 12th, 10 a.m. to 12 p.m., University Center Lounge

Workshops:
Interview Skills and Resume Writing,
April 16th, 10 a.m. & 2 p.m.

Return to Newsletter