How interns learn:
The Managing Director covers the clients and closes the deals “with support from” (“w/s/f”)
The Director, who Executes on the deal W/S/F
The VP, who prepares the strategy and materials W/S/F
The Associate, who drafts the materials and runs the numbers W/S/F
The Analyst, who pulls the numbers and does research W/S/F
Without prior experience, the Intern!
The Intern helps the Analyst, Associate, VP, Director, and MD and gets exposed to ALL of what they do.
That’s how you get an amazing experience starting from scratch!
The freedom to travel, visit with friends and family - this is one immediate joy of a new job offer.
The skill to secure offers “on-demand” - that’s one of the great skills to master.
Where we get stuck is at this step: demanding academics solve the job hunt.
People hire people, not resumes or GPAs, or school pedigrees.
It’s unfair to ourselves and the schools to expect GPA to lead to offers.
Are you interested in saving weeks, months - even years - in the job hunt?
What if you could aim higher and achieve more than you thought possible?
DM me and I can show you how it works. No cost to do that.
I’ll be glad to understand your situation and share some advice.
#Hiring #JobOffer #JobAlert #CareerCoach #CareerAdvice
Another job hunting app is live! Time-saving or soul-crushing? Did you become the zombie online applier? Did you get stuck in the matrix? Here’s what this new app “features”:
1) enter your resume information
2) identify skills and titles of interest
3) see the match scores based on your preference
4) click a button to get an intro to recruiters
Whoops. You’re already toast.
This puts you square in the middle of applying online, with zero people advocating internally for us.
Didn’t see the word hiring manager mentioned - this app stinks!
The contact people on websites will not trust us based on a resume.
They will not be able to override any objections about sponsorship, for example, and may likely be the ones enforcing a no-sponsor policy.
We fall short of advocacy that overrides objections to our status. And that advocacy exists in every firm.
Don't get me wrong, I LOVE tools.
I LOVE shortcuts.
But don't be distracted from your goal.
When everyone needs a [data scientist], saying you want to do [data science] is not a message anyone can digest.
Firms want THEIR problems solved.
Make it a “no-brainer”.
Brand yourself in a way that shows how you can help them. That means
Choice of firm and title
All fire in sync.
Someone telling you you just need one piece of this? That’s BS. You need to bring the total package.
You need to build the trust. After all, they’re going to hire you for something you’ve never done before.
It takes a few weeks to master this trust-building system, but there’s a good reason to invest that effort.
It means a 3-6-9-12-month job hunt shrinks down to 4-6weeks.
Sponsorship issues? They disappear. Hung up on your legal status? No one gets stuck on your legal status when you’ve got these things put together.
This doesn’t need to be perfect to start. In...
All of this stuff is going to feel strange. But only as strange as your job hunt is stuck. Job hunt going well? You are doing these things already.
Step #1: orient your message towards giving, not taking.
Everyone needs a "data scientist". Saying you want to do data science falls short.
It’s not a message anyone can digest. That’s taking, not giving.
All the pressure is on others to guess where the fit is.
Instead, make it a “no-brainer”: position yourself as a problem solver - of a specific problem. It’s what the data science post-offer gets paid for. Orient towards giving and solving. Sensitize to the issues people have.
Step #2: Step-up and orient toward human interaction - yeah, do the scary stuff.
Create an ally after you apply, generate trust in the follow-up.
Just another “apply and wait” person? FORGED-A-BOUD-IT!
Don’t require a whole bunch of stuff to happen before you start making real relationships.