How to Survive (and Even Thrive!) During OCI

How to Survive (and Even Thrive) During OCIHow to Survive (and Even Thrive) During OCIBy Jenny Connelly, Sidley Austin LLP, National Legal Recruiting DirectorBy the time you are reading this, you will have already received some sage advice about preparing for OCI.Youve likely attended a few career services office presentations and had conversations with previous summer associates or law school alumni who have worked for the employers of interest to you, all providing you with insight into the process of selecting firms and preparing for interviews. We encourage you to heed that advice, as well as think beyond the OCI process and not make it as complicated as it may seem.To help ease you through the process, here are some practical thoughts from a law firms perspective1. Dont be afraid to fail. Instead, take every opportunity presented to you as a aussicht to succeed. For example, a number of firms, including ours, coordinate many on-campus receptions throughout the school year. Sadly , some students tend to think about these firm events as opportunities to mess up.What if I say something wrong or address someone by the wrong name? What if I have spinach in my teeth while Im talking to the Managing Partner of the firm where I really want to work?Fortunately, law firms put a lot of time and effort into these receptions, so they really want you to come and meet them. Even if you dont enjoy these types of events, we recommend that you still make an appearance in order to connect with one of the attending lawyers. They could qualifikationly alleviate the unknowns of your upcoming interview.Meeting new people, especially successful people in the legal profession, can seem daunting and test the boundaries of your comfort zone. However, we encourage you to take those risks now. When youre a practicing lawyer, these experiences become a necessary part of your everyday interactions.Dont skip opportunities to get to know potential employers just because there is a chance something may go wrong. You never know with time and preparation, things could go amazingly right. At the very least, you will meet interesting people and also learn a lot about yourself.2. Set yourself up for success. Take your time in researching law firms. They come in all shapes and sizes, with different practices and cultures. Look at their preferred qualifications and assess whether your academic performance and work history meet those standards. Before the interview, ask yourself the hard questions and figure out where you belong and where you would be the most productive. Be your best advocate- but also be realistic. Define the things that are most important to you and let those guide your research.3. Make the most of your interview. On campus, lawyers are generally interviewing candidates for more than seven hours with very few breaks. Its a long day for them, so try to make your interview interesting and fun. Be sure to ask compelling questions. Firms want to know what you bring to the table that isnt obvious from your resume and how you would fit into their existing culture.Show the interviewer youve done your research by asking substantive questions and leave them with the impression that youre interested in things other than what you have read on the firms website.Think about adding some of the questions below to your OCI-interviewing arsenalWhat policies and principles are in place to sustain the firms culture?Are your reasons for staying at the firm the same as when you joined? If not, how are they different?How has the firm changed since you joined it?Is there anything you wish you had known about the firm when you were interviewing (i.e., what is the one question you wish you had asked)?How did you decide on your practice area, and how does it continue to pique your interest?4. Be your best you.OCI can be a hectic and exhausting time, so take steps that will help you feel confident and energized throughout the process. Make your life as uncomp licated as possible so you come to your interviews refreshed. Dont add obligations to your calendar in August if instead they can be handled in September. Be sure to get enough sleep and exercise, eat healthy, and stay hydrated, positive, and engaged.Focus on your professionalism be on time for events and interviews, and always respond to firm phone calls and emails as promptly as possible.Its important that you are remembered for the strength of your interview, but dont shy away from having a little fun with your personal style or adding some zauber to the traditional suit that careers services advises you to wear.Employers want you to be yourself, but they also expect you to be at your best. Wishing you the best of luck on the upcoming OCI seasonThis is a sponsored blog post fromSidley Austin LLP. You can view Sidleys Vault profilehere.Follow Vault Law on TwitterVaultLawand follow Vault on InstagramVaultCareersandFacebook

15 Companies Hiring Opportunity Youth

15 Companies Hiring Opportunity Youth15 Companies Hiring Opportunity Youth When many people talk about diversity and inclusion recruiting, the narrow focus can hone in on racial or ethnic diversity. However, a growing number of companies are opening up the focus to recruit new collar workers or those without traditional degrees. Many of these new collar workers are also known as opportunity youth, according to GradsofLife.org .Opportunity youth are people between the ages of 16 and 24 who are neither in school nor working. According to recent reports, out of the 38.9 million Americans who fall into the 16 24 age range, about 6.7 million can be described as Opportunity Youth. These young men and women represent a social and economic opportunity - they are eager to work hard, contribute to society, and help their communities.Whether youre under 24 and hungry to carve out a promising future or you know of someone who is an opportunity youth, check out these 15 exciti ng companies that are investing in this diverse community and hiring now. Apply and transform your life.1. 3M Company Rating 3.8 Details In 2016, 3M committed to giving real work exposure and mentorship to 400 Opportunity Youth over the next 10 years. The companys current schritte STEP (Science Training Encouragement Program) affords learning and internship opportunities for about 40 Opportunity Youth annually in St. Paul, MN. -This program exposes youth to hands-on training and students are paired with 3M mentors to create stronger career pathways. 3M is also committed to training youth for future careers and evaluating its own job descriptions and screen processes to ensure they are accessible to teens and young adults. Open Roles Data Analyst, Manufacturing Associate, Logistic Execution Warehouse Lead, Manufacturing Product Engineer, Supply Chain Analyst, IT Data Conversion Analyst, Production Operator, Multi Skilled Maintenance Technician & more. Where Hiring Brookings , SD Maplewood, MN Cottage Grove, MN Charlotte, NC Quapaw, OK & more.2. AT&T Company Rating 3.4 Details To help reduce employment barriers, AT&T removed the requirement for a resume during the application process and have provided alternatives to requiring years of experience. The company also provide various aids for applicants, including test guides, job coaches, and educational opportunities to train up for a parteicular role. Open Roles Warehouse Assistant, Senior Specialist, Part-TimeSales Support Representative, Assistant Vice President Technology, NetOps Specialist Junior, Brand Ambassador & more. Where Hiring Seattle, WA Dallas, TX Twentynine Palms, CA Cleveland, OH Pleasanton, CA San Ramon, CA San Francisco, CA Quantico, VA Columbia, MD & more.3. Baxter Company Rating 3.4 Details Baxter is committed to providing opportunities for all employees, and recognizes that every individuals unique background and experiences contribute to a successful organization. Baxter is building partnerships with community-based organizations like Grads of Life that embrace and support diverse stakeholder groups. Open Roles Product Technician II, QA Associate, Cybersecurity Analyst, Prep Group Leader, Sr. IT Manager, Quality Analyst, Nursing Clinical Consultant, Regulatory Affairs Manager & more. Where Hiring Bloomington, IN Marion, NC Cleveland, MS Deerfield, IL Round Lake, IL Louisville, KT Nashville, TN & more.4. Citi Citi Foundation Company Rating 3.5 Details Through Pathways to Progress, the Citi Foundation is focused on providing youth with the career readiness tools and opportunities needed to thrive in the 21st century economy. Pathways to Progress comprises programs across the globe that are helping youth build an entrepreneurial mindset, acquire leadership, financial and workplace skills, and begin to engage in the formal economy through a first job. In 2014, as part of its Pathways to Progress approach, the Citi Foundation made a three-year, $50 million commitment to boost the career readiness of 100,000 low-income youth, ages 16-24, in 10 cities across the United States. The effort is strengthened by the active involvement of Citi volunteers in these markets. Open Roles Home Lending Officer, Part-Time Teller, Full-Time Analyst, Personal Banker, Residential Real Estate Loan Officer, Bilingual Spanish Speaking Part Time Teller, Senior Compliance Officer & more. Where Hiring San Francisco, CA Long Island City, NY Tampa, FL Jersey City, NJ OFallon, MO Irving, TX Charlotte, NC & more.5. Dermalogica Company Rating 2.8 Details In 2014, Dermalogica committed, under the FITE initiative, to launch FITE Future Entrepreneurs in partnership with the International Dermal Institute in order to create a pathway to entrepreneurship for at-risk young women who inspire to work in the skincare industry. Through a scholarship application process, Dermalogica will identify and select up to ten young women in the New York area to go through a complete industry education and on the job training program over the next two years that includes undergraduate education, necessary materials and supplies, mentorship, secondary/graduate study, and apprenticeship/job placement. Open Roles National Account Manager, Retail Associate, District Sales Manager, E-Commerce Manager & more. Where Hiring Carson, CA Virginia Orange, CA Redondo Beach, CA & more.6. Hasbro Company Rating 3.8 Details In September 2014, long-term partners Hasbro and Year Up Providence launched a first of its kind workforce training program for local opportunity youth, ages 18-24, within Hasbros World Sales and absatzwirtschaft headquarters in Rhode Island. Using Year Ups one-year training model as the blueprint, the Transforming Talent program combines intensive job and life skills training, an earn-while-you-learn structure, multiple levels of support and corporate internships in Hasbros North American Sales and Marketing Division. Upon success ful completion of the Transforming Talent program in July 2015, Hasbro is committed to providing participants full-time employment with Hasbros North American Sales and Marketing team. Open Roles Retail Merchandiser, Sr. Finance Coordinator, Small Doll Design Co-Op, Sr. Financial Analyst, Sales Representative, Associate Operations Planner & more. Where Hiring Pawtucket, RI Renton, WA Sugar Land, TX Providence, RI Binghamton, NY & more.7. Mastercard Company Rating 3.8 Details In 2017, Mastercard will launch a new First Opportunity pilot program in St. Louis, working with local community partners to identify recent high school graduates or GED recipients ages 18-24. Intern fellows will participate in a year-long program with extensive training and the possibility to extend the fellowship for one year. This program will provide fellows with skills that can be applied to appropriate available positions at the company and other organizations. Open Roles Business Leader, Visual Designer, Sr Specialist of Implementation, Director of Product Innovation, Senior Engineer, Senior Consultant of Software Engineering, Director of Product Delivery & more. Where Hiring OFallon, MO Purchase, NY Miami, FL Saint Louis, MO & more.8. Marriott Company Rating 3.8 Details Marriott Foundations 25-year program, Bridges from School to Work, is committing to help businesses hire opportunity youth with disabilities. Over the next five years, Bridges will help meet the employment needs of at least 5,000 diverse urban youth with disabilities, whose unemployment rates are estimated to be 2-3 times higher than their non-disabled peers. Bridges staff in nine major U.S. cities make job matches that meet employer needs and align with young adults skills and interests this model of coaching both youth and employers has resulted in more than 16,000 first jobs since the programs inception. Open Roles Banquets Aide Houseperson, Director of Restaurants and Bars, Housekeeping Aide, L ounge Servicer, Signature Butler, Front Desk Agent, Door Attendant, Guest Service Representative, Housekeeping Supervisor & more. Where Hiring Orlando, FL San Francisco, CA Bethesda, MD Atlanta, GA Lake Buena Vista, FL Austin, TX Rancho Mirage, CA & more.9. New York Life Company Rating 3.5 Details New York Life Insurance is committing that Opportunity Youth will make up at least one-third of all its interns over the next 3-5 years and it will convert an average of 50 percent of those Opportunity Youth to full-time employees. Interns will be paired with executive sponsors and will receive regular professional and life skills training. Open Roles Bilingual Korean Customer Service Representative, Senior Associate, Change Management Lead, Customer Service Representative, Payroll Specialist, Domain Architect Where Hiring Dallas, TX Walnut Creek, CA New York, NY Jersey City, NJ Alpharetta, GA Tampa, FL & more.10. Ochsner Health System Company Rating 3.9 Details Ochsner Healt h Systems 28 hospitals and 60 health clinics in Louisiana and Mississippi were experiencing high turnover of medical assistants. New hires lacked the soft skills required for dealing with patients and other medical staff. They partnered with Delgado Community College to develop a program through which Ochsner would train its own medical assistants. They received planning grants through a New Orleans Works initiative and the Greater New Orleans Foundation. They were shocked when 504 people applied for the first 20 training slots. Students come to Ochsners medical facilities for on-the-job clinical training once a week during the 15-week program. They also job shadow medical professionals in various departments and take the medical assistant national certification exam, which helps build their self-confidence. Ochsner reserves training slots for entry-level workers already on staff as well. Open Roles Radiation Therapist, Registered Nurse, ICU Staff RN, Medical Assistant, Urgent Car e Assistant, Medical Technologist, Driver/Supply Chain Technician, Surgical Technician, & more. Where Hiring New Orleans, LA Gretna, LA Baton Rouge, LA & more.11. PG&E Company Rating 3.5 Details Pacific Gas and Electric Company (PG&E) is committed to providing scholarships and internships to youth throughout Northern and Central California. PG&E will also provide training and supervision opportunities with its employees in both operational field roles and entry-level engineering positions. PG&E plans to begin its pilot program in June 2017 in partnership with local high schools, colleges, workforce and non-profit partners. Open Roles ADM Support Lead, Cybersecurity Solution Analyst, IT Compliance Assessor, Technical System Specialist, Regulatory Case Coordinator, Lead Building Mechanic, ECAP Specialist & more. Where Hiring San Ramon, CA Concord, CA San Luis Obispo, CA Moss Landing, CA Stockton, CA & more.12. Salesforce Company Rating 4.2 Details In 2014, the Salesforce .com Foundation committed to scaling and expanding its youth mentoring and internship programs by expanding existing partnerships, initiating new partnerships, and educating other businesses on the benefits of youth engagement. The Salesforce.com Foundation will expand its partnership with Year Up and Genesys Works to provide job training to Opportunity Youth, and will scale and expand its mentoring and workforce development program BizAcademy. Open Roles Senior Sales Engineer, Software Lead, Commodity Manager, Product Designer, Diversity Program Lead, Recruiting Coordinator, Staff Accountant, Contracts Negotiator & more. Where Hiring San Francisco, CA Chicago, IL Dusseldorf, Sydney Dublin & more.13. Viacom Company Rating 3.6 Details Viacom is committed to hiring 60-80 Opportunity Youth into internships in Viacom locations across the country each year. In addition, Viacom will take steps such as expanding job preparedness training and mentorship to create even stronger car eer paths for Opportunity Youth. Open Roles Domestic Tax Analyst, Media Manager, Assistant Treasurer, Content Designer, Executive Assistant, Counsel, Manager of Animation & more. Where Hiring Miami, FL Minneapolis, MN Hollywood, CA Burbank, CA Franklin, N & more.14. Starbucks Company Rating 3.8 Details Building on its initial commitment to hire 10,000 Opportunity Youth by 2018 and investing in Opportunity Youth training and mentorship, Starbucks founded the 100,000 Opportunities Initiative, a coalition of now more than 50 companies committed to hiring and supporting Opportunity Youth. Together these employers have already hired more than 100,000 Opportunity Youth, and invested in key communities with signature Opportunity Fairs that have set a new voreingestellt for excellence in resources and experiences for youth. Open Roles Store Designer, Barista, Shift Manager, Team Member, & more. Where Hiring Corte Madera, CA Seattle, WA Scottsdale, AZ Berkeley, CA Arlington, CA W ashington, DC Chevy Chase, MD & more.15. Xerox Company Rating 2.6 Details Xerox Services is committed to hiring high school graduates for customer service positions and will waive required work experience for eligible students who have completed the Jobs for Washingtons Graduates program in Washington State. Xerox will also share its program and results with a state-wide network of local Workforce Development Councils to inform policy, best practices and action. Xerox will also expand this program to support hiring in our Xerox Services locations in seven additional cities. Open Roles Service Technician, Finance Administrator, Account Executive, Recruitment Partner, Marketing Manager, POS Account Manager, Sales Manager, Supply Chain Summer Intern, Customer Service Associate, Document Imaging Specialist & more. Where Hiring Tulsa, OK Webster, NY Charlotte, NC San Francisco, CA Austin, TX Bakersfield, CA & more.

Increasing Joy and Employee Engagement

Increasing Joy and Employee EngagementIncreasing Joy and Employee EngagementIncreasing Joy and Employee Engagement Amabile and Steven Kramer, coauthors of The progredienz Principle Using Small Wins to Ignite Joy, Engagement, and Creativity at Work (Harvard Business Review Press, 2011.)No doubt about it there is a disengagement crisis at work a trend thats impacted employee engagement.If youre an employer, this is probably not news to you.Studies from the APA, Aonand others have found that a high percentage of people are stressed, unhappy, and disengaged from the work they do. In fact, in a recent article, Gallup reported that a majority of US employees do not feel engaged at work.Much of the blame undoubtedly falls on changing work environments. Since the economic downturn, cost-cutting measures have required many people to carry a greater burden of the work with fewer resources, a topicthat weve written about more than once in our Harvard Business Review blog.Improving Employee Pe rformance The question becomes what managers can do to improve employee engagement and the well-being of their employees which, incidentally, improves employee performance.In our research, we analyzed nearly 12,000 daily diaries from professionals in several different companies, in order to determine what makes for good inner work life joy, engagement, and positive views of the job.Our research made a surprising discovery. Of all the things that can boost inner work life, the single most prominent factor for employee engagement is simply making progression in meaningful work. We call this the progress principle.Here are seven ways you can use our discovery to sustain your employees engagement in their work1.Help employees find meaning in the work they do. This doesnt have to be some higher purpose such as curing cancer. It can simply be contributing to a quality product or service for their customers. It can even be supporting their teammates. It is critical that you communicate th e value of the organizations mission and how their daily efforts contribute to those goals.2.Support progress each day. Providing meaningful work is only the first step. People must also have the opportunity to succeed at that work. Give them the resources and help they need to do great work. Even when resources are tight, there is much you can do to support progress. Be sure that peoples skills are well-matched to their work. Make sure that their goals are clear and that they have sufficient autonomy to use their own skills and talents to meet those goals. And make yourself available to help out when needed. These and many other things you can do are not costly, but they can make a huge difference in the success or failure of a project.3.Ensure that employees find time each day for the work that they find most meaningful. Too often, even when people work hard all day, they find themselves unable to get to the work that they think is most important. They are interrupted by unexpecte d demands or smothered under a mountain of necessary but tedious grunt work. Try to protect some sacred time each day that people can use to focus on critical work, and eliminate extraneous tasks as much as possible.4.Make note of employees progress and celebrate it. When workers complete one task, there is invariably another one to take its place. Its natural for people to just move on, without having a moment to savor their own accomplishment. We discovered that the progress principle operates even when people make a small step forward toward some meaningful goal a small win. So take a moment to recognize even small steps forward.5.Encourage employees to celebrate the successes of their teammates. Because so much of modern work requires teamwork, one persons accomplishment is really the teams accomplishment. Create a climate where employees routinely support, recognize and celebrate each others progress. Even when a worker is having setbacks, his or her inner work life can still b e nourished by the accomplishments of others. And because team members will be recognizing each others progress, some of the burden will be lifted from your shoulders.6.Value setbacks. There is a dark side to the progress principle of all the events that contribute to poor inner work life, having setbacks (being blocked or stalled in the work) is by far the most prominent. Even worse, the negative effect of setbacks is two to three times stronger than the positive effect of progress. Yet setbacks are inevitable in complex and difficult work. When someone does have a setback, dont view it as a failure and, above all, dont punish it. Rather, view it as a natural part of doing hard work. Then help people extract value from it ask what welches learned that can help the team move forward.7.Encourage friendship. OK, this tip isnt about progress, but it is about inner work life. Gallup researchers have long found that having a best friend at work can turn a moderately engaged employee into a highly engaged one. So, create opportunities for people to develop friendships and bond. These can be team lunches, other get-togethers, or activities outside of work. As stronger friendships develop, youll find that employee will likely be happier and more engaged at work. As a bonus, theyll become more collaborative and helpful.These techniques are not costly, they dont take much time, and they arent very difficult. But they do require your attention. Keep them on your mental agenda in the coming year. You might even consider making them your New Years Work Resolutions.Author BioTeresa Amabile is the Edsel Bryant Ford Professor of Business Administrationand a Director of Research at Harvard Business School. She has written extensively on creativity, motivation, and everyday work life. Steven Kramer is a developmental psychologist, writer, and researcher on inner work life and performance. Amabile and Kramer are the coauthors of The Progress Principle Using Small Wins to Ignite Joy, Engagement, and Creativity at Work (Harvard Business Review Press, 2011.)Read moreEmployee Engagement Surveys The Secret Sauce of Successful BusinessesHow to Curb Clock Watching and Increase Employee EngagementA Fresh Approach to Recruitment and Employee Engagement at CLEARLINK