Are internships worthwhile jobs for students?

interns-on-the-job-looking-at-computerInternships are one way for recent grads to break into the professional world. However, in some industries and professions, internships may be too much hassle and not enough reward. In today’s competitive job market, many employers know that they have the advantage in the hiring process. Therefore, many companies have no problem keeping multiple interns for long periods of time without the intention of hiring them full-time. This causes many recent graduates to drift from one internship to another for multiple years, hoping to land a dream job with no success. This year, the National Association of Colleges and Employers surveyed 9,200 college seniors from February through the end of April. They found that the students who worked unpaid internships were only a measly 1.8 percent more likely to receive job offers upon graduation than those who had never interned.

To make a realistic and thoughtful decision when considering an internship, here are a few things to think about:
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The #AdeccoExperience: Words of wisdom and takeaways from once-in-a-lifetime summer internships

summer-interns-in-new-yorkThe 2014 #AdeccoExperience interns tell all

This year’s winners of the Adecco Way to Work internship program received the amazing opportunity to intern at exciting companies all around the world! I had the honor and privilege to interview the two talented New York City winners:

Adharsh Kumar, Marketing Intern with ANN INC.

Elise Perazzini, Service Coordinator Intern with BMW of Manhattan.

They shared their own #AdeccoExperience as well as their take on millennials in the workforce and what it takes to find the right job!
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Hiring the right Graphic Designer for your marketing team

graphic-designer-working-on-a-computerDesign and aesthetics are critical to the success of your brand’s marketing materials, such as posters, flyers, brochures, business cards, and other forms of advertisements. The same goes for your website, too. In fact, according to a recent study, 42 percent of consumers base their overall opinion of a website on its appearance, and 52 percent choose not to return to a website if they don’t find the design appealing. Thus, having a talented graphic designer on your marketing team is paramount to creating compelling and effective marketing strategies.

Now that you know you need a graphic designer, how do you go about recruiting and hiring the right graphic designer for your marketing team? It involves more than just the right set of technical skills – you should ask yourself (and your team) several key questions before you begin seeking out candidates and interviewing them.

Defining your needs

Before you start recruiting, the unequivocal first step is to figure out whether you should hire someone to work as a permanent, full-time employee within your marketing team, or part time, either in-house or on a freelance basis. Does your marketing team have many large-scale deliverables with design needs? If so, hiring a design agency will probably fit your needs better.

There are pros and cons to each of the solutions above. Some marketing teams may require the help of a graphic designer for just a few projects every month, in which case hiring a freelancer makes sense. Bigger teams may benefit from having a full-time in-house designer or working with a design agency.

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Why every business needs employee growth metrics

employee-growth-metricsEmployers who prioritize the engagement levels of their employees know that setting growth metrics is critical not only for employee and team morale but for the return on investment from each employee. Clear and tangible growth metrics drive effective growth in roles and maximize input from employees by establishing ownership for personal projects. Further, transparent and clear goals on the individual level boost company culture and team morale altogether.

Below are a few best practices for establishing metrics with individual employees.

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Millennials and the workplace culture revolution

Millennials are reinventing culture in the workplace. It might be time to give the much-maligned Millennials a break, considering the strengths and value they bring to workplace culture.

Whether we’re ready or not, Millennials are the future of business. With record numbers of college students graduating each year and the impending retirement of the Baby Boomers, it’s only a matter of time before the Millennials lead the workforce.

Yet the culture clash seems to be a bit hostile at the moment, since Millennials are often described — among other things — as needy, lacking focus, and unable to fully commit to the organizations looking to recruit, hire and train them.

Despite their bad rap among their predecessors, Millennials bring far more to the table than just a Twitter page and a Facebook account (however, those can prove helpful, too.) They’re bringing new skill-sets, innovative ideas and fresh approaches to thinking and working.

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Recruiting staff for the cloud

Choose the best staffing solution for your businessIn recent years, cloud computing has not only changed the IT landscape, it has literally transformed the way we work, play, communicate, and socialize on the web.

According to recent research by IDC Cloud Research , spending on cloud services is expected to reach an estimated $107 billion in 2017, with SaaS (Software as a Service) companies and businesses holding a little shy of 60 percent of the cloud computing market. It’s no wonder many organizations are actively recruiting team members with proficiencies in computer science, programming, server administration, security, web-development, network engineering, product management and many other related fields.

This article by Wanted Analytics notes that the most commonly advertised cloud computing positions are:

  • Software Engineers
  • Java Developer
  • Systems Engineer
  • Network Engineer
  • Websphere Cloud Computing Engineer

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