Click image to enlargeFriday, December 10, 2010
Monday, December 6, 2010
Thursday, December 2, 2010
Wednesday, November 3, 2010
Crash Course in NOT getting "Screened Out"
This is a long article but CRITICALLY important. We received this from the Professional Resume Writers Association. Read on...
"Screen Out"
By Diane Hudson Burns, CPRW, CEIP, CPCC, CCMC
Career Marketing Techniques
The employee selection process is very much a screen-out process. Recruiters and hiring managers have a plethora of résumés to review to create the short list of candidates to be interviewed. So, at every opportunity, there are screen-out measures throughout the application and selection process.
Side note: This is also true for federal HR specialists and hiring managers. Federal announcements go so far as to clearly indicate to applicants that if they fail to accurately complete any part of an application process they will be disqualified. Which means, a highly qualified and otherwise desirable candidate may be removed from competition
simply because they failed to submit transcripts with an application (screen-out factor).
Screen-out Factors in the Résumé
Since the process from the hiring side is screen-out, HR specialists can easily move through résumés and discard any potential candidates whose résumé does not adequately meet the recruiter’s requirements for an open job order. For example, an employment specialist may shrink a large pile of résumés by screening-out for the following issues:
* Missing a clear objective: If the résumé is missing a clear target, the HR specialist will not spend any time trying to review the résumé in-depth to determine the candidate’s areas of expertise.
* Missing a chronology: Résumés that do not provide an employment chronology raise red flags - the HR specialist may wonder what the candidate is trying to hide.
*Typos and other grammatical and spelling errors. HR specialists tell me that they like clean, well-written résumés - this is also a reflection of how the candidate might perform on the job.
*Gaps in time: If the résumé has gaps in time that are not justified, recruiters may not spend time to contact the candidate to determine the reasons for the gaps in time.
*Missing dates: Lack of dates is a red flag for an HR specialist - again, what is the candidate trying to hide (age, gaps of employment, etc.)?
*Missing education: If the announcement requests a specific degree and the résumé does not indicate the required degree - it is easy for the HR specialist to move on to the next résumé.
*Missing experience: If the resume does not adequately express the number of years of experience required on the recruiter’s job order, then it is out.
*Missing skill sets: If the job order is for a Budget Analyst, and the résumé reads - Program Manager and does not describe budget analyst skills - it will not be a good fit for the job (even though the candidate may have stated “I can do the job”). The same goes for specialized skills like speaking a foreign language or having a specific Credential.
*Missing any required documents: Candidates need to be careful to follow the directions of a job vacancy posting closely and submit required documents, i.e., transcripts, letters of reference, a reference list, a salary history and salary requirements, samples of writing, letter of interest/philosophy, etc. Missing documents can easily disqualify a candidate - a requirement used as a screen-out factor.
Job orders are so very specific, that a generic, one-size-fits-all résumé is pretty much a screen-out. To bypass the screen-out litmus test, candidates who meet directly with HR or hiring managers, perhaps via a networking contact, may have an opportunity to express their skills and experience in person - and get screened-in.
Screen Out Factors in the Interview
*Appearance / Dress for success: Candidates need to dress according to the culture of the company; or very professionally. First impressions are formed in the interviewer’s mind in 30 seconds - and there are no second chances for first impressions.
*Poor body language: Interviewers I speak with tell me they like a candidate who provides eye contact; a candidate who does not provide eye contact is normally out. Interviewers also like solid handshakes - not wimpy handshakes. Irritating hand gestures, standing up and pacing during an interview, or placing feet on the interviewer’s desk are all screen-out factors.
*Being too much of a generalist: Just like a “general” résumé is a screen-out, so too is a ‘generalist’ attitude in the interview. Trying to impress the interviewer with a “jack-of-all-trades / I can do anything” attitude can be an interview killer. Hiring managers want to hire candidates who have professional expertise in a specific industry or functional area.
*Using the cell phone during an interview. It seems obvious, but candidates should be instructed to leave a cell phone in the car or be certain it is off during the interview.
*Barking dogs and screaming children during a phone interview: This scenario leads the interviewer to believe the candidate did not plan the interview time well; and it can make for a challenging interview/conversation.
*Telling personal information or irrelevant information: Interviewers want to learn about a candidate’s professional skills and competencies and how they can function on the job - interviewers do not normally ask about personal information, and some questions are illegal (age, for example - unless the position has an age requirement, i.e., law enforcement professionals).
*Making rude or biased remarks: Disparaging a former boss or company is a quick screen-out for interviewers.
*Describing weaknesses in detail. Candidates need to be careful to describe a weakness, that they can work to improve. If the weakness, however, is angry outbursts, and the applicant was fired from two previous jobs for angry outbursts, then that may not be a good example to use in an interview.
*Not having any weaknesses: One hiring manager that I spoke with said he asked a senior level candidate what her weakness was, and she replied, “I don’t have any weaknesses.” He said, “That pretty much ended the interview she’s out.”
*Not being a team player: Much of the interview is for the hiring manager to determine if the candidate is a team player - will the candidate fit in on the team and help the supervisor, department, and company be successful? So, a hiring manager told me that he asked a candidate who was being considered for a supervisory role, “Do you prefer to work alone or on a team?” The candidate replied, “If I had it my way, I would work alone in a corner, and never talk to anyone.” He’s out.
*Introducing the discussion of salary and benefits during the interview or before an offer is presented: Asking for money sends the message that the candidate is motivated for personal reasons - salary and benefits - as opposed to being motivated to see the company succeed.
*Not asking questions of the interviewer: Interviewers want candidates to ask questions - they want to know that candidates have an interest in the position and the company. Candidates may ask questions about what skills the employer wants the person in the job to have to be successful, or perhaps, questions about what initial challenges the candidate will tackle when he/she first joins the company. Other questions may be introduced as the interviewer
describes the position and the company in more detail. The wrong questions to ask, include, “Tell me about your mission.” Job candidates should do their due diligence and research the company in advance of the interview. Interview questions can be tough to answer - and can range from “What is your favorite flavor of ice cream?” - to - “When I call your current boss, what will he say about you?” - to - “Why are you interested in working for us?” - to - “Tell me why you are the best person for this job?” - and so on.
Summary
With recruiters receiving hundreds and sometimes even thousands of résumés for job openings, they are busy screening-out at every turn.
Candidates need to focus on screening themselves in, through the résumé and interview process, and carefully evaluate their résumé and interviewing skills.
"Screen Out"
By Diane Hudson Burns, CPRW, CEIP, CPCC, CCMC
Career Marketing Techniques
The employee selection process is very much a screen-out process. Recruiters and hiring managers have a plethora of résumés to review to create the short list of candidates to be interviewed. So, at every opportunity, there are screen-out measures throughout the application and selection process.
Side note: This is also true for federal HR specialists and hiring managers. Federal announcements go so far as to clearly indicate to applicants that if they fail to accurately complete any part of an application process they will be disqualified. Which means, a highly qualified and otherwise desirable candidate may be removed from competition
simply because they failed to submit transcripts with an application (screen-out factor).
Screen-out Factors in the Résumé
Since the process from the hiring side is screen-out, HR specialists can easily move through résumés and discard any potential candidates whose résumé does not adequately meet the recruiter’s requirements for an open job order. For example, an employment specialist may shrink a large pile of résumés by screening-out for the following issues:
* Missing a clear objective: If the résumé is missing a clear target, the HR specialist will not spend any time trying to review the résumé in-depth to determine the candidate’s areas of expertise.
* Missing a chronology: Résumés that do not provide an employment chronology raise red flags - the HR specialist may wonder what the candidate is trying to hide.
*Typos and other grammatical and spelling errors. HR specialists tell me that they like clean, well-written résumés - this is also a reflection of how the candidate might perform on the job.
*Gaps in time: If the résumé has gaps in time that are not justified, recruiters may not spend time to contact the candidate to determine the reasons for the gaps in time.
*Missing dates: Lack of dates is a red flag for an HR specialist - again, what is the candidate trying to hide (age, gaps of employment, etc.)?
*Missing education: If the announcement requests a specific degree and the résumé does not indicate the required degree - it is easy for the HR specialist to move on to the next résumé.
*Missing experience: If the resume does not adequately express the number of years of experience required on the recruiter’s job order, then it is out.
*Missing skill sets: If the job order is for a Budget Analyst, and the résumé reads - Program Manager and does not describe budget analyst skills - it will not be a good fit for the job (even though the candidate may have stated “I can do the job”). The same goes for specialized skills like speaking a foreign language or having a specific Credential.
*Missing any required documents: Candidates need to be careful to follow the directions of a job vacancy posting closely and submit required documents, i.e., transcripts, letters of reference, a reference list, a salary history and salary requirements, samples of writing, letter of interest/philosophy, etc. Missing documents can easily disqualify a candidate - a requirement used as a screen-out factor.
Job orders are so very specific, that a generic, one-size-fits-all résumé is pretty much a screen-out. To bypass the screen-out litmus test, candidates who meet directly with HR or hiring managers, perhaps via a networking contact, may have an opportunity to express their skills and experience in person - and get screened-in.
Screen Out Factors in the Interview
*Appearance / Dress for success: Candidates need to dress according to the culture of the company; or very professionally. First impressions are formed in the interviewer’s mind in 30 seconds - and there are no second chances for first impressions.
*Poor body language: Interviewers I speak with tell me they like a candidate who provides eye contact; a candidate who does not provide eye contact is normally out. Interviewers also like solid handshakes - not wimpy handshakes. Irritating hand gestures, standing up and pacing during an interview, or placing feet on the interviewer’s desk are all screen-out factors.
*Being too much of a generalist: Just like a “general” résumé is a screen-out, so too is a ‘generalist’ attitude in the interview. Trying to impress the interviewer with a “jack-of-all-trades / I can do anything” attitude can be an interview killer. Hiring managers want to hire candidates who have professional expertise in a specific industry or functional area.
*Using the cell phone during an interview. It seems obvious, but candidates should be instructed to leave a cell phone in the car or be certain it is off during the interview.
*Barking dogs and screaming children during a phone interview: This scenario leads the interviewer to believe the candidate did not plan the interview time well; and it can make for a challenging interview/conversation.
*Telling personal information or irrelevant information: Interviewers want to learn about a candidate’s professional skills and competencies and how they can function on the job - interviewers do not normally ask about personal information, and some questions are illegal (age, for example - unless the position has an age requirement, i.e., law enforcement professionals).
*Making rude or biased remarks: Disparaging a former boss or company is a quick screen-out for interviewers.
*Describing weaknesses in detail. Candidates need to be careful to describe a weakness, that they can work to improve. If the weakness, however, is angry outbursts, and the applicant was fired from two previous jobs for angry outbursts, then that may not be a good example to use in an interview.
*Not having any weaknesses: One hiring manager that I spoke with said he asked a senior level candidate what her weakness was, and she replied, “I don’t have any weaknesses.” He said, “That pretty much ended the interview she’s out.”
*Not being a team player: Much of the interview is for the hiring manager to determine if the candidate is a team player - will the candidate fit in on the team and help the supervisor, department, and company be successful? So, a hiring manager told me that he asked a candidate who was being considered for a supervisory role, “Do you prefer to work alone or on a team?” The candidate replied, “If I had it my way, I would work alone in a corner, and never talk to anyone.” He’s out.
*Introducing the discussion of salary and benefits during the interview or before an offer is presented: Asking for money sends the message that the candidate is motivated for personal reasons - salary and benefits - as opposed to being motivated to see the company succeed.
*Not asking questions of the interviewer: Interviewers want candidates to ask questions - they want to know that candidates have an interest in the position and the company. Candidates may ask questions about what skills the employer wants the person in the job to have to be successful, or perhaps, questions about what initial challenges the candidate will tackle when he/she first joins the company. Other questions may be introduced as the interviewer
describes the position and the company in more detail. The wrong questions to ask, include, “Tell me about your mission.” Job candidates should do their due diligence and research the company in advance of the interview. Interview questions can be tough to answer - and can range from “What is your favorite flavor of ice cream?” - to - “When I call your current boss, what will he say about you?” - to - “Why are you interested in working for us?” - to - “Tell me why you are the best person for this job?” - and so on.
Summary
With recruiters receiving hundreds and sometimes even thousands of résumés for job openings, they are busy screening-out at every turn.
Candidates need to focus on screening themselves in, through the résumé and interview process, and carefully evaluate their résumé and interviewing skills.
Wednesday, October 13, 2010
2010 Smashing Chili Chowdown This Sunday
FOR IMMEDIATE RELEASE:
Contact: Stephanie Sandoval Company Name: Texas Chefs Association - DallasTelephone Number: 214-217-2818Email Address: mcacservice@milestoneculinary.com
What: 2010 Smashing Chili Chowdown A battle for the best chili in Dallas.
When: 12-4 p.m., Sunday, October 17.
Where: Dallas Farmers Market, Shed 4 (Wholesale Produce Building) 1010 S. Pearl, Dallas, TX 75201
Join the festivities and sample chili from 20 different teams featuring local celebrity chefs, culinary school instructors, student culinarians, and fabulous foodies from all over the Dallas area.
Live entertainment will be provided by international musical sensation, Javier Mendoza. Voted “One of Colleges Hottest Artists” for 2009 by Campus Magazine, Javier combines new influences, musical inspirations and life experiences with the common thread of hope for the future. www.JavierMedoza.com
Attendees can sample 10 chilies of their choice for $10. They also get to be the judge as their votes will select the People’s Choice Award Winner.
Winners will be announced at 4:30p.m. and include bragging rights plus a cash prize of $500 posthumously named in honor of Werner Vogeli, a chef of distinction who left his indelible mark on the Dallas culinary world both in the kitchen and the classroom.
Proceeds benefit the Texas Chefs Association and Friends of the Dallas Farmers Market.
Come out and show your support!
Thursday, September 23, 2010
Thursday, August 26, 2010
Wednesday, August 18, 2010
Good at Debating?
Come out to The Art Institute of Dallas and show off your skills. We are having a debate on many hot topics and are inviting the alumni to share their wisdom and knowledge. Come out and show the students how it is done!
Monday, August 23, 2010
11:30am to 1pm
Chef's Gallery
Monday, August 23, 2010
11:30am to 1pm
Chef's Gallery
Click on image to enlarge
Tuesday, August 10, 2010
Happy Hour
Last Thursday, August 5, Career Services hosted a happy hour for all Ai Dallas alumni at Gordon Biersch Dallas. It was a good time with good food and drinks! There were also a few instructors that popped in -Carl Rossini, Chad Hardy, and G. Lysa Ausmus.
If you didn't attend this time, don't worry, we're already planning another one for the end of the year! So, hopefully see you at the next one!
If you didn't attend this time, don't worry, we're already planning another one for the end of the year! So, hopefully see you at the next one!
Tuesday, July 27, 2010
AiD Grads and Chef Honored
During the recent Texas Chef’s Association state convention, AiD Grad and Faculty received honors:
Aid Graduate, Robert Gillentine, CC, Executive Chef of Medical City was honored as the Dallas Chapter Chef of the Year
AiD Graduate, Kat Kilpatrick, CC, Pastry Chef at Edom Bakery near Tyler was honored as the East Texas Chapter Pastry Chef of the Year
Brenden Mesch, CEC, CCE of the Art Institute of Dallas was honored as the State Culinary Educator of the Year.
Congratulations!!!
Aid Graduate, Robert Gillentine, CC, Executive Chef of Medical City was honored as the Dallas Chapter Chef of the Year
AiD Graduate, Kat Kilpatrick, CC, Pastry Chef at Edom Bakery near Tyler was honored as the East Texas Chapter Pastry Chef of the Year
Brenden Mesch, CEC, CCE of the Art Institute of Dallas was honored as the State Culinary Educator of the Year.
Congratulations!!!
Buz Sawyer's Book Signing
Buz Sawyers, a General Education Faculty who currently teaches Writing I here at The Art Institute of Dallas, will be participating in a book signing event with about 12 other local authors at the Barnes & Noble at Firewheel Center in Garland on Saturday, July 31st, from 11:00 AM to 2:00 PM.
The Barnes & Noble is located at George Bush Interstate (190) and Hwy 78 in Garland.
Buz Sawyers is the published Author of:
Ø No Point in Dying Now (historical fiction on the Civil War)
Ø A Debt Unpaid (western)
Ø Decades in Anadar (short story collection)
Ø Murder: Shaken, Not Stirred (mystery)
The Barnes & Noble is located at George Bush Interstate (190) and Hwy 78 in Garland.
Buz Sawyers is the published Author of:
Ø No Point in Dying Now (historical fiction on the Civil War)
Ø A Debt Unpaid (western)
Ø Decades in Anadar (short story collection)
Ø Murder: Shaken, Not Stirred (mystery)
Thursday, July 15, 2010
Wednesday, June 9, 2010
Wednesday, May 12, 2010
.jpg)
Thursday, May 6, 2010
Thursday, April 22, 2010
Why You Need to Network Even When You Have a Job
Why You Need to Network Even When You Have a Job
Posted Apr 21st 2010 3:13PM
By Liz Lynch
I know many job seekers look forward to the day when they can accept a job offer, settle into a nice work routine with their new employer, and never have to network again. Meeting new people can be awkward, especially if you feel you're in a disadvantaged position and need their help. I get that.
But that's exactly why you should network when you have a job. Instead of feeling like a second-class citizen, you can approach people more confidently, you have more value to add, and you can build mutually beneficial relationships that can help you over the long-term in your career and your life.
Here are some other key reasons why it makes sense to keep networking if you have a job, and especially if you just landed a new one:
Makes you more valuable in your current position. Expanding your network inside your company as well as making regular time to attend industry events to build your network outside your company will give you a broader perspective and increase your knowledge of trends and important initiatives. It will also give you access to people, information and resources that can help you do your current job better.
Helps opportunities find you more easily. You may be happy with the job you have, but being an active networker keeps you on the radar screens of people who might want to offer you a better job at a higher salary, and who wouldn't want that?
Increases your options if you want to leave, or are forced to leave. You never know when you may want to make a change at a moment's notice, so it's smart to have your network primed and ready to go. In fact, that's where real job security is: when you don't have to worry what might happen if you have to leave because you know things will work out.
Liz Lynch is author of Smart Networking: Attract a Following In Person and Online, founder of http://www.smartnetworking.com/, and co-creator of the Job Search Marketing Blueprint system.
Posted Apr 21st 2010 3:13PM
By Liz Lynch
I know many job seekers look forward to the day when they can accept a job offer, settle into a nice work routine with their new employer, and never have to network again. Meeting new people can be awkward, especially if you feel you're in a disadvantaged position and need their help. I get that.
But that's exactly why you should network when you have a job. Instead of feeling like a second-class citizen, you can approach people more confidently, you have more value to add, and you can build mutually beneficial relationships that can help you over the long-term in your career and your life.
Here are some other key reasons why it makes sense to keep networking if you have a job, and especially if you just landed a new one:
Makes you more valuable in your current position. Expanding your network inside your company as well as making regular time to attend industry events to build your network outside your company will give you a broader perspective and increase your knowledge of trends and important initiatives. It will also give you access to people, information and resources that can help you do your current job better.
Helps opportunities find you more easily. You may be happy with the job you have, but being an active networker keeps you on the radar screens of people who might want to offer you a better job at a higher salary, and who wouldn't want that?
Increases your options if you want to leave, or are forced to leave. You never know when you may want to make a change at a moment's notice, so it's smart to have your network primed and ready to go. In fact, that's where real job security is: when you don't have to worry what might happen if you have to leave because you know things will work out.
Liz Lynch is author of Smart Networking: Attract a Following In Person and Online, founder of http://www.smartnetworking.com/, and co-creator of the Job Search Marketing Blueprint system.
Monday, April 19, 2010
10 Job-Search Mistakes of New College Grads
People entering the job market (and all job seekers) should avoid these common errors.
Enter For a Chance to Win $1000!
If helping the earth is your bag, enter Kroger's 3rd Annual Design a Reusable Shopping Bag Contest Today! Enter for a chance to win $1000 Kroger gift card! Click here for more info.
Thursday, April 15, 2010
TOMS Shoes Artists Needed!
Are you an artist?
TOMS is looking for local artists to join the TOMS Artist Roster. TOMS Artists get to use their creative talents while spreading the One for One message. When they have an event that could use your talents, they contact you.
There are two art-based events you can participate in:
Style Your Sole:
Decorate blank white TOMS Canvas Classics.
Art n' Sole:
Paint Murals while TOMS supporters shop for TOMS
You could be creating art on behalf of TOMS anywhere in the city, from the little mom & pop boutique to the floors of Nordstrom.
If you're interested in learning more, please email your name, phone number, address and three digital samples of your artwork to TOMS.artists@TOMSshoes.com.
Wednesday, April 14, 2010
Career Killing Facebook Mistakes
6 Career-Killing Facebook Mistakes
by Erin Joyce, Managing Editor
Wednesday, April 7, 2010
provided by INVESTOPEDIA
With more than 400 million active visitors, Facebook is arguably the most popular social networking site out there. And while the site is known for the casual social aspect, many users also use it as a professional networking tool. With that kind of reach, Facebook can be a valuable tool for connecting to former and current colleagues, clients and potential employers. In fact, surveys suggest that approximately 30% of employers are using Facebook to screen potential employees — even more than those who check LinkedIn, a strictly professional social networking site. Don't make these Facebook faux-pas — they might cost you a great opportunity.
1. Inappropriate Pictures
It may go without saying, but prospective employers or clients don't want to see pictures of you chugging a bottle of wine or dressed up for a night at the bar. Beyond the pictures you wouldn't want your grandparents to see, seemingly innocent pictures of your personal life will likely not help to support the persona you want to present in your professional life.
2. Complaining About Your Current Job
You've no doubt done this at least once. It could be a full note about how much you hate your office, or how incompetent your boss is, or it could be as innocent as a status update about how your coworker always shows up late. While everyone complains about work sometimes, doing so in a public forum where it can be found by others is not the best career move. Though it may seem innocent, it's not the kind of impression that sits well with a potential boss.
3. Posting Conflicting Information to Your Resume
If you say on your resume that your degree is from Harvard, but your Facebook profile says you went to UCLA, you're likely to be immediately cut from the interview list. Even if the conflict doesn't leave you looking better on your resume, disparities will make you look at worst like a liar, and at best careless.
4. Statuses You Wouldn't Want Your Boss to See
Everyone should know to avoid statuses like "Tom plans to call in sick tomorrow so he can get drunk on a Wednesday. Who cares that my big work project isn't done?" But you should also be aware of less flamboyant statuses like "Sarah is watching the gold medal hockey game online at her desk". Statuses that imply you are unreliable, deceitful, and basically anything that doesn't make you look as professional as you'd like, can seriously undermine your chances at landing that new job.
5. Not Understanding Your Security Settings
The security settings on Facebook have come a long way since the site started. It is now possible to customize lists of friends and decide what each list can and cannot see. However, many people do not fully understand these settings, or don't bother to check who has access to what. If you are going to use Facebook professionally, and even if you aren't, make sure you take the time to go through your privacy options. At the very least, your profile should be set so that people who are not your friend cannot see any of your pictures or information.
6. Losing by Association
You can't control what your friends post to your profile (although you can remove it once you see it), nor what they post to their own profiles or to those of mutual friends. If a potential client or employer sees those Friday night pictures your friend has tagged you in where he is falling down drunk, it reflects poorly on you, even if the picture of you is completely innocent. It's unfortunate, but we do judge others by the company they keep, at least to some extent. Take a look at everything connected to your profile, and keep an eye out for anything you wouldn't want to show your mother.
Facebook Can Help You Get Hired … or Fired
The best advice is to lock down your personal profile so that only friends you approve can see anything on that profile. Then, create a second, public profile on Facebook purely for professional use. This profile functions like an online resume, and should only contain information you'd be comfortable telling your potential employer face to face. Having a social networking profile is a good thing — it presents you as technologically and professionally savvy. Just make sure your profile is helping to present your best side — not the side that got drunk at your buddy's New Year's party.
by Erin Joyce, Managing Editor
Wednesday, April 7, 2010
provided by INVESTOPEDIA
With more than 400 million active visitors, Facebook is arguably the most popular social networking site out there. And while the site is known for the casual social aspect, many users also use it as a professional networking tool. With that kind of reach, Facebook can be a valuable tool for connecting to former and current colleagues, clients and potential employers. In fact, surveys suggest that approximately 30% of employers are using Facebook to screen potential employees — even more than those who check LinkedIn, a strictly professional social networking site. Don't make these Facebook faux-pas — they might cost you a great opportunity.
1. Inappropriate Pictures
It may go without saying, but prospective employers or clients don't want to see pictures of you chugging a bottle of wine or dressed up for a night at the bar. Beyond the pictures you wouldn't want your grandparents to see, seemingly innocent pictures of your personal life will likely not help to support the persona you want to present in your professional life.
2. Complaining About Your Current Job
You've no doubt done this at least once. It could be a full note about how much you hate your office, or how incompetent your boss is, or it could be as innocent as a status update about how your coworker always shows up late. While everyone complains about work sometimes, doing so in a public forum where it can be found by others is not the best career move. Though it may seem innocent, it's not the kind of impression that sits well with a potential boss.
3. Posting Conflicting Information to Your Resume
If you say on your resume that your degree is from Harvard, but your Facebook profile says you went to UCLA, you're likely to be immediately cut from the interview list. Even if the conflict doesn't leave you looking better on your resume, disparities will make you look at worst like a liar, and at best careless.
4. Statuses You Wouldn't Want Your Boss to See
Everyone should know to avoid statuses like "Tom plans to call in sick tomorrow so he can get drunk on a Wednesday. Who cares that my big work project isn't done?" But you should also be aware of less flamboyant statuses like "Sarah is watching the gold medal hockey game online at her desk". Statuses that imply you are unreliable, deceitful, and basically anything that doesn't make you look as professional as you'd like, can seriously undermine your chances at landing that new job.
5. Not Understanding Your Security Settings
The security settings on Facebook have come a long way since the site started. It is now possible to customize lists of friends and decide what each list can and cannot see. However, many people do not fully understand these settings, or don't bother to check who has access to what. If you are going to use Facebook professionally, and even if you aren't, make sure you take the time to go through your privacy options. At the very least, your profile should be set so that people who are not your friend cannot see any of your pictures or information.
6. Losing by Association
You can't control what your friends post to your profile (although you can remove it once you see it), nor what they post to their own profiles or to those of mutual friends. If a potential client or employer sees those Friday night pictures your friend has tagged you in where he is falling down drunk, it reflects poorly on you, even if the picture of you is completely innocent. It's unfortunate, but we do judge others by the company they keep, at least to some extent. Take a look at everything connected to your profile, and keep an eye out for anything you wouldn't want to show your mother.
Facebook Can Help You Get Hired … or Fired
The best advice is to lock down your personal profile so that only friends you approve can see anything on that profile. Then, create a second, public profile on Facebook purely for professional use. This profile functions like an online resume, and should only contain information you'd be comfortable telling your potential employer face to face. Having a social networking profile is a good thing — it presents you as technologically and professionally savvy. Just make sure your profile is helping to present your best side — not the side that got drunk at your buddy's New Year's party.
Thursday, April 8, 2010
You're Invited... Career Services Week. April 19-22
Alumni - would you like to attend Career Services week? RSVP to jjanik@aii.edu
Click on the image to enlarge!
Click on the image to enlarge!
AiD Alum, Jim Sharp, Edits New TV Show
Read an exciting article on Jim Sharp from starlocalnews.com!
Jim Sharp edits new tv show
By Mary Wright
Published: Wednesday, March 17, 2010 9:44 AM CDT
Jim Sharp, a former resident of The Colony and 1998 graduate of The Colony High School,is the senior editor of a new television program premiering April 9th on CMT - Country Music TV. The show, "Gator 911", documents alligator rescues in Beaumont, Texas, from personal properties, golf courses, municipal drainage systems and so on. The alligators rescued come in all sizes and temperaments, including new hatchlings and even one that is sick. The show will air Fridays at 8 p.m. Central Time and run for ten weeks. After the third episode, on April 23rd or later, the show's star and owner of the 'Gator 911' enterprise in Beaumont will appear on the David Letterman Show with an alligator. Jim is associated with the Dallas video production company "Twelve Forward" and earned a degree in video editing from the Art Institute of Dallas.
Jim Sharp edits new tv show
By Mary Wright
Published: Wednesday, March 17, 2010 9:44 AM CDT
Jim Sharp, a former resident of The Colony and 1998 graduate of The Colony High School,is the senior editor of a new television program premiering April 9th on CMT - Country Music TV. The show, "Gator 911", documents alligator rescues in Beaumont, Texas, from personal properties, golf courses, municipal drainage systems and so on. The alligators rescued come in all sizes and temperaments, including new hatchlings and even one that is sick. The show will air Fridays at 8 p.m. Central Time and run for ten weeks. After the third episode, on April 23rd or later, the show's star and owner of the 'Gator 911' enterprise in Beaumont will appear on the David Letterman Show with an alligator. Jim is associated with the Dallas video production company "Twelve Forward" and earned a degree in video editing from the Art Institute of Dallas.
An Invitation from Blake Malouf, an AiD Alum
Blake Malouf is having an exhibition of photographs and artwork at Estates & More in the Design District in Dallas from April 29th-May 21.
You are invited to attend the OPENING RECEPTION on Thursday, April 29th, 2010.
...and everything in between...Photographs and Artwork by Blake Malouf
Thursday, April 29th 6-8pm
Estates & More
1444 Oak Lawn Avenue
Space #604
Dallas, TX 75207
ENTER ON DRAGON STREET!
Directions:
http://maps.google.com/maps?client=safari&rls=en&q=map+of+1444+Oak+Lawn+Ave.+Dallas,TX&oe=UTF-8&um=1&ie=UTF-8&hq=&hnear=1444+Oak+Lawn+Ave,+Dallas,+TX+75207&gl=us&ei=pMuyS_3OIYmssgOyjbnmAQ&sa=X&oi=geocode_result&ct=title&resnum=1&ved=0CAwQ8gEwAA
You are invited to attend the OPENING RECEPTION on Thursday, April 29th, 2010.
...and everything in between...Photographs and Artwork by Blake Malouf
Thursday, April 29th 6-8pm
Estates & More
1444 Oak Lawn Avenue
Space #604
Dallas, TX 75207
ENTER ON DRAGON STREET!
Directions:
http://maps.google.com/maps?client=safari&rls=en&q=map+of+1444+Oak+Lawn+Ave.+Dallas,TX&oe=UTF-8&um=1&ie=UTF-8&hq=&hnear=1444+Oak+Lawn+Ave,+Dallas,+TX+75207&gl=us&ei=pMuyS_3OIYmssgOyjbnmAQ&sa=X&oi=geocode_result&ct=title&resnum=1&ved=0CAwQ8gEwAA
Thursday, March 18, 2010
Listen Up, People!
The Art Institutes and The Creative Group have teamed up to create meaningful contnt and relationships that will positively benefit the students of The Art Institutes nationwide.
The podcast series was designed with you in mind by The Art Institutes and http://www.creativegroup.com/. The Career Blueprint Podcasts give you smart, insightful information from those in the know. Why not invest five minutes in yourself and your career? You're worth it!
Click the link below to hear Megan Slabinski, District President of The Creative Group give practical tips on finding early career jobs and internships that are the right fit for you.
Groundfloor Opportunities: Doorways to the Future
Thursday, March 11, 2010
Monday, March 8, 2010
Thursday, February 25, 2010
New Pegasus Gallery Exhibit
Student Photography Exhibit
Join us Tuesday, March 2nd for the opening reception 5:00-6:00 p.m.
Monday, February 22, 2010
Culinary Job Fair at AiD- Alumni Are Invited!
(Click on image to enlarge)Contact me at nrincon@aii.edu or 469.587.1209 with any questions!
Thursday, February 11, 2010
Chris Belcher - Nickelodeon Production Assistant Intern
Chris Belcher, MAA June 2009 graduate, talks about how he got his new job as a Production Assistant Intern on "Penguins of Madagascar" for Nickelodeon. He also talks about his future goals and offers advice to graduates and students about pursuing a career in Media Arts & Animation.
Your Name: Chris Belcher
Job Title: Production Assistant Intern on "Penguins of Madagascar"
Employer: Nickelodeon Animation Studio
What was the application and interview process like at Nickelodeon?
I applied for the internship online. A couple of days later, I received a call from Nickelodeon's Human Resources department. I did a brief interview with H.R. over the phone, then he told me he would send my resume and portfolio to one of the animation departments for review. The next day I received a call from Vladimir, the Sr. Production Coordinator on Penguins of Madagascar. We set up a date and time for my phone interview which he and two other crew members were part of. A couple of days after the interview, I received a call from Vladimir telling me that I had been selected to intern on the Penguins crew. I jumped at the chance to go to Burbank, CA to work at the studio. What makes the icing on the cake is that Nickelodeon's internship program has recently been awarded one of the top 10 internships in the country. Once in California, I started at Nickelodeon and have loved my experience.
Your Name: Chris Belcher
Job Title: Production Assistant Intern on "Penguins of Madagascar"
Employer: Nickelodeon Animation Studio
What was the application and interview process like at Nickelodeon?
I applied for the internship online. A couple of days later, I received a call from Nickelodeon's Human Resources department. I did a brief interview with H.R. over the phone, then he told me he would send my resume and portfolio to one of the animation departments for review. The next day I received a call from Vladimir, the Sr. Production Coordinator on Penguins of Madagascar. We set up a date and time for my phone interview which he and two other crew members were part of. A couple of days after the interview, I received a call from Vladimir telling me that I had been selected to intern on the Penguins crew. I jumped at the chance to go to Burbank, CA to work at the studio. What makes the icing on the cake is that Nickelodeon's internship program has recently been awarded one of the top 10 internships in the country. Once in California, I started at Nickelodeon and have loved my experience.
What does a day-in-the-life look like at Nickelodeon?
Very busy. Nickelodeon gives it's employees and artists the best. There is breakfast provided, and a wide range of amenities, including: a basketball court, ping pong tables, foosball, and the studio offers other activities to relieve the stress from the job. They provide interns with a class every week, taught by artists in the studio. Interns are from all over the country and from many art schools, so networking is a must. As an intern, I do not have the work load that full time positions have, but I am expected to finish any work I receive in a timely matter. Nickelodeon is a television studio, and deadlines are extremely important, so every person on the crew is expected to give 110%.
What are your favorite job duties?
One of the most important jobs I have been given, so far, is I receive a stack of storyboards and have to rename them into correct scene # and sequence #. There can be hundreds of storyboard panels, and each one has to be organized and numbered correctly to be shipped overseas, or to go to the next department. We also have an organized system of jpegs for all of the props and character models that are in the series. We go through these, placing key words for each model, so if needed, they can be pulled up quickly. Mostly, the job is day to day. Something I did today is not necessarily what I will do tomorrow, so learning and accepting challenges is part of the job.
What are the most difficult aspects of your job?
One of the more difficult jobs is creating DVD animatic presentations, that are not only viewed by directing animators at Nickelodeon, but also viewed by Dreamworks Animation Chairman, Jeffery Katzenberg. Penguins of Madagascar is a partnership between Nickelodeon and Dreamworks. These animatic presentations are created for storyboards, layout and blocking animation, and for final animation. We have a certain DVD menu that is used, parameters that are used, and even a certain way that every DVD is labeled. We check each presentation very carefully and make multiple copies. This ensures that, when in meetings, there are no mistakes or costly time taking issues.
What are your future goals?
My future goal is to be an animator for a major studio. Being here at Nickelodeon is giving me the opportunity of networking with artists, animators, producers, and other important people in the animation industry. Being in Burbank also gives me the opportunity of networking with other studios such as Dreamworks, Disney Animation Studios,and Warner Bros. There are many other animation companies that reside here, and many other opportunities, other than animation, in the entertainment industry. With any luck, perhaps too I will have the opportunity of working, as an animator, in a major animation studio.
What is your advice to other new grads and students pursuing careers in Animation?
Work extremely hard, and never give up. For recent grads, apply everywhere and for every position that you are qualified for. For current students, listen to the faculty and ask them as many questions as you can. They have great experience, and they all know what they are talking about. Animation is about networking, and you want to start in school. Work as a member of a team, NOT an individual. There is not one studio where you do not work as part of a team. Learn everything you can about the animation pipeline. Concentrate on one area and specialize in it, but be a hybrid. Be able to do other jobs. You may want to be an animator, but so does everyone else in the studio. Jobs are scarce, so if you can get in as a storyboard artist, modeler, or texture artist, then you got your foot in the door. If and when a position does open up where you want to work, then you can apply and test for that position. If you want to be an artist in the industry, draw, draw, and draw more. These studios don't necessarily care how many software applications you know, though it does help. They want to see that you know how to design, and that you can do the job efficently. Never fall in love with your work. It can always be better. Every part of an animated production goes through numerous changes, so get used to it. It will receive notes and will be changed over and over again. When it works, it works great. Animation is tedious work, but the magic that it creates puts the biggest smile on your face, and you realize that all the hard work was worth it.
What Nickelodeon character can you most identify with and why?
Good question. There are many great characters that Nick has created over the years, but I will go with one from "Penguins", Maurice the Lemur. He is not in charge, but is loyal, hardworking, and believes in his cause. He is also short and rounded, like me. LOL.
What are your favorite job duties?
One of the most important jobs I have been given, so far, is I receive a stack of storyboards and have to rename them into correct scene # and sequence #. There can be hundreds of storyboard panels, and each one has to be organized and numbered correctly to be shipped overseas, or to go to the next department. We also have an organized system of jpegs for all of the props and character models that are in the series. We go through these, placing key words for each model, so if needed, they can be pulled up quickly. Mostly, the job is day to day. Something I did today is not necessarily what I will do tomorrow, so learning and accepting challenges is part of the job.
What are the most difficult aspects of your job?
One of the more difficult jobs is creating DVD animatic presentations, that are not only viewed by directing animators at Nickelodeon, but also viewed by Dreamworks Animation Chairman, Jeffery Katzenberg. Penguins of Madagascar is a partnership between Nickelodeon and Dreamworks. These animatic presentations are created for storyboards, layout and blocking animation, and for final animation. We have a certain DVD menu that is used, parameters that are used, and even a certain way that every DVD is labeled. We check each presentation very carefully and make multiple copies. This ensures that, when in meetings, there are no mistakes or costly time taking issues.
What are your future goals?
My future goal is to be an animator for a major studio. Being here at Nickelodeon is giving me the opportunity of networking with artists, animators, producers, and other important people in the animation industry. Being in Burbank also gives me the opportunity of networking with other studios such as Dreamworks, Disney Animation Studios,and Warner Bros. There are many other animation companies that reside here, and many other opportunities, other than animation, in the entertainment industry. With any luck, perhaps too I will have the opportunity of working, as an animator, in a major animation studio.
What is your advice to other new grads and students pursuing careers in Animation?
Work extremely hard, and never give up. For recent grads, apply everywhere and for every position that you are qualified for. For current students, listen to the faculty and ask them as many questions as you can. They have great experience, and they all know what they are talking about. Animation is about networking, and you want to start in school. Work as a member of a team, NOT an individual. There is not one studio where you do not work as part of a team. Learn everything you can about the animation pipeline. Concentrate on one area and specialize in it, but be a hybrid. Be able to do other jobs. You may want to be an animator, but so does everyone else in the studio. Jobs are scarce, so if you can get in as a storyboard artist, modeler, or texture artist, then you got your foot in the door. If and when a position does open up where you want to work, then you can apply and test for that position. If you want to be an artist in the industry, draw, draw, and draw more. These studios don't necessarily care how many software applications you know, though it does help. They want to see that you know how to design, and that you can do the job efficently. Never fall in love with your work. It can always be better. Every part of an animated production goes through numerous changes, so get used to it. It will receive notes and will be changed over and over again. When it works, it works great. Animation is tedious work, but the magic that it creates puts the biggest smile on your face, and you realize that all the hard work was worth it.
What Nickelodeon character can you most identify with and why?
Good question. There are many great characters that Nick has created over the years, but I will go with one from "Penguins", Maurice the Lemur. He is not in charge, but is loyal, hardworking, and believes in his cause. He is also short and rounded, like me. LOL.
Tuesday, February 9, 2010
A Bunch of Short Guys' Next Meeting: Ghostbusters, the Video Game!
ABOSG is pleased to present:
Terminal Reality and the making of Ghostbusters
When: Saturday February 20th, 2010
Where: Collin County College room c104
Time: 10 AM till noon
Ghostbusters The Video Game is the playable sequel to the smash hit motion picture franchise. Coinciding with the 25th anniversary celebration of the film’s original theatrical release, the game reunites original cast members to recapture the unique blend of laughs, scares, and action that rocketed Ghostbusters into the realm of pop culture classics.
Terminal Reality and the making of Ghostbusters
When: Saturday February 20th, 2010
Where: Collin County College room c104
Time: 10 AM till noon
Ghostbusters The Video Game is the playable sequel to the smash hit motion picture franchise. Coinciding with the 25th anniversary celebration of the film’s original theatrical release, the game reunites original cast members to recapture the unique blend of laughs, scares, and action that rocketed Ghostbusters into the realm of pop culture classics.
The game was created using Terminal Reality’s in-house technology the Infernal Engine, http://www.infernalengine.com/, which is currently being used to develop a multitude of different games by its licensees. You can read more about infernal on the website.
Every single employee at Terminal Reality played a crucial role in the creation of Ghostbusters: the Video Game. Developing concepts and ideas for the game was incredibly fun because the Ghostbusters movie brings such a broad spectrum of reality. Having the ability to create game spaces like the “Ghost world” enabled the team to push the limits of the technology to create very complex and uncanny game environments. There are unlimited possibilities in the creation of art assets for GB. One of the luxuries of GB was the creation and animation of the characters and ghosts. Establishing the realistic look of the original cast was equally challenging and was essential to bringing the characters to life. The proton pack was also considered another character with its material complexity and effects. A lot of time was put into bringing the characters and environment to life.
Invitation to Meet a Stylist/Costume Designer
A Fashion Expert Helps You Find the Colors that:
-Attract Love
-Enhance Your Power
-Restore Your Energy
-Make A Lasting Impression
-Show The World Who You Really Are
Saks Fifth Avenue Galleria Dallas, invites you to meet David Zyla, costume designer for All My Children and author of the new book, The Color of Style.
Let David help you discover your authentic style and learn what to wear for any occasion. Using his unique system, you will know exactly which colors reveal your true self to the world.
Tuesday, February 16 at 5:30pm, Event Room on Two
For more information or to RSVP, please call Merideth Waltman at 972.716.5205 or email merideth_waltman@s5a.com
GeekMeet Happy Hour
GeekMeet Happy hour at Cappricio's. We will have some nice drink specials and several appetizers. Cost is $10 at the door or $11 via PayPal (sent to tom@geekmeet.com).
GeekMeet Happy Hour at Cappricio's
Time:6:00PM Thursday, February 11th
Location:Cappricio's
GeekMeet Happy Hour at Cappricio's
Time:6:00PM Thursday, February 11th
Location:Cappricio's
Friday, January 29, 2010
Thursday, January 21, 2010
GeekMeet Networking Event
From GeekMeet:
Come out to La Duni at North Park Mall and enjoy another great networking event with professionals in the technology industry.
Happy Hour information: January 28th Happy Hour
La Duni is providing several drink specials for us - $5 mojitos and margaritas, $3 import beer and $5 house wine selections. We will also have a few munchies available. See you there!
Date: Thursday, January 28, 2010Time: 6pm-9pm
Address:La DuniNorth Park MallDallas, TX
Cost: $10 cash per person at the door
More information regarding GeekMeet: http://www.geekmeet.com/
See you on the 28th!
AiD Job-A-Palooza Job Fair- Tues, Jan. 26th!
Need $$? Need a job?
Then attend the JOB-A-PALOOZA Student Job Fair
TUESDAY, January 26th11am-1pm
8th Floor
Apply for part-time or full-time jobs
Bring info to fill out applications
Bring copies of your resume
Visit our Career Services / Job Search Assistance Table
Need resume assistance? I'd be happy to look over it for you! Email me at nrincon@aii.edu
Wednesday, January 20, 2010
Wedding Photography Contest
Enter your most outstanding wedding photographs in the 2010 Look of Love contest, sponsored by American Photo, Destination Weddings & Honeymoons, and Wedding and Portrait Photographers International (WPPI). Winners will be selected by a panel of distinguished judges and will be published in the July/August 2010 issues of American Photo and Destination Weddings & Honeymoons. Contest categories include Getting Ready, Ceremony, Couples Portrait, Reception, Send-Off, Details, Best Use of Locale, Best Use of Local Color, Day After and Trash the Dress. Click here for more info.
Wednesday, January 13, 2010
How To Find a Job in Interior Design
By Kerry Fletcher ASID
There are many places that people with interior design degrees can work. This article will help you find a job by listing a few places to search for employment.
Step 1 Look online for interior design and architecture firms in your area. Even if they do not say that they are hiring, send a resume anyways (preferably by email instead of fax so you are earth friendly and not wasting paper). You never know if they may call you for employment. Try to address it to a particular person instead of the general mailbox.
Step 2 Contact large commercial furniture dealers in your area about employment opportunities. The dealers hire designers as salesmen and as systems furniture layout designers. This job requires people who have a high attention to detail.
Step 3 Contact your university to see if they have any employment leads. Many graduates still keep in touch with their professors and ask for help when they have a job opening. Your professors might also have other tips for finding a job that have worked for other students.
Step 4 Contact large companies who have their own facilities department for employment opportunities. The facilities department works with architects, furniture manufacturers, and other people to create pleasing workplaces for their employees. This job allows you to work as a client of interior designers. You will get to know many people and expand your professional network which will help during your next job search.
Step 5 Contact large production home builders who have their own design department to see if they have any job openings. The design department helps people who are purchasing a new home select items such as flooring, countertops, and cabinets. This job will probably require you to work weekends.
Step 6 Look online at ASID, IFMA, NEWH, AIA, and IIDA websites. They may list employment opportunities. Also contact your local offices to ask about local companies who may have job openings and if you can leave your resume.
Step 7 Contact furniture, fabric, and kitchen & bath showrooms to see if they have any employment opportunities. They employ salesmen, product display professionals, and window dressers.
Step 8 Get a headhunter. Headhunters will meet with you to determine what you are looking for in a job and help find employment opportunities for you. Headhunters are paid by the company who hires you and they do not get paid unless you get a job.
Step 9 Contact a temp agency about getting temporary employment at an architecture or interior design firm. This will enable you to get your foot in the door and you will have something to put on your resume. Even if you are answering the phones instead of designing, it will help you get a feel for the environment and learn about the design business.
Step 10 Go to as many design related social events as possible. Tell EVERYONE that you are looking for a job. The best person to talk to at social events is the manufacturer's representatives (people who sell products that designers use, such as paint, carpet, wallpaper, etc) because they know almost everyone and can help by telling you if they hear that someone is hiring. Make sure you give them your information so they can get back to you if they hear about a job opening.
Step 11 Consider offering yourself for free as an intern for 6 weeks. This will help you get your foot in the door, give you something to put on your resume in the employment section, and enable you to learn about the design business. Interns are often hired on full time after their internship is over.
Step 12 Look online at as many employment websites as possible. You may find an employment opportunity on these sites and you should post your resume if that feature is offered. Don't forget to look for jobs that might not be in your area but may allow you to work from home.
Step 13 While looking for a job, this may be a perfect opportunity for you to get more schooling in interior design. Perhaps you want to finish your interior design degree or get a masters degree in order to teach at a college level. There are many options for schooling, including online courses.
http://www.ehow.com/how_4679336_job-interior-design.html
There are many places that people with interior design degrees can work. This article will help you find a job by listing a few places to search for employment.
Step 1 Look online for interior design and architecture firms in your area. Even if they do not say that they are hiring, send a resume anyways (preferably by email instead of fax so you are earth friendly and not wasting paper). You never know if they may call you for employment. Try to address it to a particular person instead of the general mailbox.
Step 2 Contact large commercial furniture dealers in your area about employment opportunities. The dealers hire designers as salesmen and as systems furniture layout designers. This job requires people who have a high attention to detail.
Step 3 Contact your university to see if they have any employment leads. Many graduates still keep in touch with their professors and ask for help when they have a job opening. Your professors might also have other tips for finding a job that have worked for other students.
Step 4 Contact large companies who have their own facilities department for employment opportunities. The facilities department works with architects, furniture manufacturers, and other people to create pleasing workplaces for their employees. This job allows you to work as a client of interior designers. You will get to know many people and expand your professional network which will help during your next job search.
Step 5 Contact large production home builders who have their own design department to see if they have any job openings. The design department helps people who are purchasing a new home select items such as flooring, countertops, and cabinets. This job will probably require you to work weekends.
Step 6 Look online at ASID, IFMA, NEWH, AIA, and IIDA websites. They may list employment opportunities. Also contact your local offices to ask about local companies who may have job openings and if you can leave your resume.
Step 7 Contact furniture, fabric, and kitchen & bath showrooms to see if they have any employment opportunities. They employ salesmen, product display professionals, and window dressers.
Step 8 Get a headhunter. Headhunters will meet with you to determine what you are looking for in a job and help find employment opportunities for you. Headhunters are paid by the company who hires you and they do not get paid unless you get a job.
Step 9 Contact a temp agency about getting temporary employment at an architecture or interior design firm. This will enable you to get your foot in the door and you will have something to put on your resume. Even if you are answering the phones instead of designing, it will help you get a feel for the environment and learn about the design business.
Step 10 Go to as many design related social events as possible. Tell EVERYONE that you are looking for a job. The best person to talk to at social events is the manufacturer's representatives (people who sell products that designers use, such as paint, carpet, wallpaper, etc) because they know almost everyone and can help by telling you if they hear that someone is hiring. Make sure you give them your information so they can get back to you if they hear about a job opening.
Step 11 Consider offering yourself for free as an intern for 6 weeks. This will help you get your foot in the door, give you something to put on your resume in the employment section, and enable you to learn about the design business. Interns are often hired on full time after their internship is over.
Step 12 Look online at as many employment websites as possible. You may find an employment opportunity on these sites and you should post your resume if that feature is offered. Don't forget to look for jobs that might not be in your area but may allow you to work from home.
Step 13 While looking for a job, this may be a perfect opportunity for you to get more schooling in interior design. Perhaps you want to finish your interior design degree or get a masters degree in order to teach at a college level. There are many options for schooling, including online courses.
http://www.ehow.com/how_4679336_job-interior-design.html
Monday, January 11, 2010
Some of the Best Texas Companies to Work For
The "Best Companies to Work for in Texas" project is a statewide program managed by Best Companies Group. It is worth looking at!
http://www.bestcompaniestx.com/
http://www.bestcompaniestx.com/
Subscribe to:
Posts (Atom)