Four Things Recent College Graduates Should Be Doing During the Covid-19 Pandemic

Over the past several years, from late spring through the summer, I receive requests from recent college graduates seeking advice on how to land their first post-college job. This year, however, as result of the economic recession caused by the covid-19 pandemic, many graduates are reporting that firms are rescinding internship or employment opportunities. Gina London, an executive advisor and business consultant, published an article on LinkedIn that provides four things recent college graduates should be doing right now.

1. Develop yourself

"If you're not working, perhaps you can expand your professional skills by taking an online course," suggests Ms. London. This great advice is useful for all of us irrespective of where we are on our career path. Learning should not end when you receive your college degree (nor should it end whether or not you attended college). Developing lifelong learning skills will benefit you throughout your career.

Services such edX, Coursera, HubSpot Academy, just to name a few, provide free or low-cost online classes. In addition, becoming a reader of daily or weekly periodicals like The New York Times, Financial Times or The Economist are good sources of information that will help you remain informed on current affairs. And while a Pew Research Center survey conducted in 2019 says that approximately "a quarter of U.S. adults (27%) say they haven't read a book in whole or in part in the past year, whether in print, electronic or audio form," I strongly recommend reading books in order to help improve your skills or build knowledge on a specific topic.

Even Mark Cuban, entrepreneur and owner of the Dallas Mavericks, opined on this topic during a television interview: "The first question every interviewer is going to ask you is: 'What did you learn during the pandemic of 2020? What skills did you add during the pandemic of 2020?'"

He further said: "Keep on adding to your skill-set, no matter what it is. I don't care if you're a welder, or you want to learn how to [computer] program, you want to learn about artificial intelligence, whatever it is, wherever you want to work, use this time to become great at it. Because that's where the opportunities start to open up. If you just sit back and wonder what's next, then it becomes all the more challenging."

2. Network

Ms. London contends that "[t]here's never been a better time to ask everyone - anyone - to connect. 'We're all in this together,' as the lockdown saying goes, so leverage the inherent goodwill and reach out. LinkedIn can be a goldmine if you, like a miner, remain diligent and patient as you sift the sand for those glittering nuggets."

She recommends targeting "professionals in companies and areas of interest. Message them with thoughtful requests which demonstrate you've done your homework on them and their interests and make sure to explain what makes you stand out. Then, after someone connects with you, don't go immediately in for the big request of an introduction or referral or, heaven forbid, some sort of job. No. No."

Ms. London crucially says that "If you want to ask someone for a virtual coffee for some 'advice,' give it a go. But I suggest you tell them you'd only like 15 to 20 minutes and, again, do your homework. Don't just chat. Come prepared with a specific goal in mind and solid questions."

She is 100 percent correct on emphasizing the importance of doing your homework. One of my pet peeves is when I schedule an in-person or virtual meeting with someone who failed to do their homework on me. This topic is the focus of a post I published on this blog in 2009.

I also published a post in 2017, which provides advice on the value of building stronger relationships, not just larger network.

3. Be flexible

"It may not be your dream job," says Ms. London, "but there are benefits to taking a part-time job that isn't even close to your area of study." One benefit is accepting a part-time job unrelated to your area of study will "demonstrate your flexibility and willingness to work to a future employer."

Another benefit I see is that accepting a part-time job with a big company will get you "in the system," which may make it easier to transfer to another position as part of an internal transfer.

Moreover, leveraging on Ms. London's first point above on developing yourself, many companies offer workshops for their employees or cover the fee for online courses.

4. Exercise

Ms. London correctly notes that "the pressures associated with job search during a pandemic are intense. As much as possible, get regular exercise, keep a routine, eat healthy food and try to keep calm. Remain focused but also give yourself a break."

Whether you are searching for a job or managing multiple business ventures, I cannot overemphasize the importance of getting regular exercise. Not only is exercise good for my body, but physical activity reduces my stress level. Whether it is during a cold Seattle rain or a hot summer day in Silicon Valley, I try to walk for 20-30 minutes in the morning and again in the evening. In addition, my wife and I perform the exercises found in this video (the exercises are easy to follow even if you do not speak Mandarin Chinese). And my smiley face squeeze ball is never far away.

I would write more, but it is time for my evening walk. What advice do you have for those whom are seeking work during the pandemic?

Aaron Rose is a board member, corporate advisor, and co-founder of great companies. He also serves as the editor of GT Perspectives, an online forum focused on turning perspective into opportunity.

Your LinkedIn Profile and Resume Should Not Be Identical

The previous post on this blog focused on four ways job seekers and jump-start their job search. Identifying what kind of jobs you want to search and apply for is one step followed by updating your resume and LinkedIn profile. Based on my experience as an employer, many people mistakenly assume they should copy and paste the content from the former into the latter. Erica Breuer, founder of Cake Resumes, wrote an article for The Muse that presents four differences between the LinkedIn profile and resume.

1. It Should Tell a Bigger Story

Ms. Breuer says "[y]our LinkedIn profile is a place for all that additional color you cut your from your resume to make it one page. But I'm not just talking about including portfolio items, projects, more skills, and so on (although those are great things to incorporate).

"Let's take your professional experiences section, for example. You have the opportunity to give the backstory on interesting twists and turns that can't be explained on your resume. So, instead of sticking with bullets, share a bit about your work."

Similar to the resume, I recommend including milestones or measurements of success as you tell your bigger story on your LinkedIn profile.

2. It Shouldn't Be Tailored

I agree with Ms. Breuer that "[y]our profile should include a few crowd-pleaser items that will appeal to a wider audience." Regularly sharing articles that you find interesting gives people an understanding of the sources that help you make informed decisions, which is a valued-skill to many employers.

Moreover, authoring an article, which provides insights into how you synthesize information or identify a problem and formulate proposed solution(s), is another feature you can utilize to help make your LinkedIn profile standout from the crowd. Publishing an article also provides people within your network with an understanding of your written communication style, which many employers, myself included, find valuable.

Ms. Breuer's second point provides a reminder for job seekers to tailor their resume to the position they are pursuing.

3. It Should Include Back-up

"On your resume," Ms. Breur explains, "information is more or less taken at face value until it's time for your interview. But when you're making statements about your talents or work style on LinkedIn, you have the advantage of backing your claims up."

She adds: "You can say, 'I always go the extra mile' in your summary, but a dazzling recommendation from a former boss proves it. Or, instead of just including that you love to write, keep your profile's publications section up to date with new articles. Are you an expert with Salesforce? Get the skill endorsements to reflect it."

It is important to note, however, that I have endorsements for skills from people whom I have never met. Unfortunately, this diminishes the value of skill endorsements. Nevertheless, I certainly support posting recommendations from your former colleagues, clients or managers to your LinkedIn profile.

4. It Shouldn't Be Too Formal

"Robotic third-person resume language is not going to cut it here," says Ms. Breur. "A summary that reads like a bio on the back of a book is one that no one reads. Instead, draft it by writing the way you speak."

I support her suggestion of using "a conversational tone and pepper in details about your work that humanize you. Don't just talk about what you do; talk about why you love doing it. Instead of focusing on the number of years of experience you have in XYZ industry, explain how you got your start there. Weave in bits about the types of teams you've enjoyed working on, your personal philosophy, or what kinds of projects inspire you the most."

Lastly, the Muse published an article that contains a useful infographic entitled "17 LinkedIn Profile Must-Haves." Below are a few points that I see of particular value in having a strong LinkedIn profile:

Brand Your Professional Headline

"Include information designed to encourage your potential visitor to find out more about you."

Align Your Industry

"Be found by the right people by being specific about your industry(s)."

Be Active!

"Update your status on a regular basis" and "share thoughtful/insightful news within your industry."

Strut Your Stuff!
- "Add items to your profile, such as projects, test scores, courses, patents, certifications, and volunteer/causes."

- Looking for work? 42% of hiring managers surveyed say they view volunteer experience as equivalent to formal work experience."

Join Relevant LinkedIn Groups
- "There are more than 200 conversations happening each minute across LinkedIn Groups."

- "Joining a Group lets other contact you using the Group messaging feature."

- "STATISTIC: 81% of users belong to at least one group."

While not mentioned in the infographic, the value in participating in a LinkedIn Group provides you with the opportunity to demonstrate your knowledge with people whom may be a prospective employer or have knowledge of an available job opening.

What do you think makes for a strong LinkedIn profile?

Aaron Rose is a board member, corporate advisor, and co-founder of great companies. He also serves as the editor of GT Perspectives, an online forum focused on turning perspective into opportunity.

Have a Clearly Defined Direction, Effective Networking, and Two Other Ways to Jump-Start Your Job Search

As a co-founder of CareerLight, LLC, a company that provides customized career training to international students to help them prepare for job opportunities in the U.S. and abroad, I share articles that may be of interest to our clients. An article that our clients found of particular value was written by Hallie Crawford entitled "4 Ways to Jump-Start Your Job Search."

Ms. Crawford, a certified career coach, speaker, author and freelance blogger for U.S. News & World Report, accurately notes that the reason job seekers give up on job searching, or feel overwhelmed before they begin the search, is because of "a lack of a defined strategy." She adds: "It's important to have a plan, a weekly schedule and to set realistic goals to have a successful search."

Below are Ms. Crawford's four ways a job seeker can jump-start their job search strategy:

"Have a clearly defined direction. Before you can start your job search, it's essential to know what your ideal next job is and what positions you want to apply for. During your search, all of your steps should take you toward that final goal. Otherwise, you won't get anywhere quickly in your job search."

Furthermore, according to Ms. Crawford, "Part of defining your direction is discovering or refining your personal brand. This includes things such as:

• Your strengths
• Your experience
• Your personality type
• Your values

"Not only will this help you search for the right kind of job, but it will also help you do better in job interviews. You will know yourself better and be able to represent yourself better to a hiring manager."

As an employer, I have a particular appreciation for those job candidates whom understand their strengths (and weaknesses), personality type, and values. The process of creating a personal brand is having a strong sense of self-awareness.

"Once you have identified what kinds of jobs you want to search and apply for, you will want to update your resume and LinkedIn profile. These items, as well as your cover letter, should represent you and communicate your brand. However, the formatting of your resume can detract from your brand, so make sure you are consistent in the font and format you use for your documents. Make sure to include keywords and marketable results in your resume and LinkedIn profile. Finally, ask a friend to proofread your resume, cover letter and LinkedIn profile."

A compelling cover letter should address your desire of wanting to work at the company you are seeking to be hired by (an employer or hiring manager will ask, "Why do you want to work for my company?"), an understanding of the position you are applying for ("Does the candidate understand the job requirements or responsibilities?"), and a summary of your skills and experience on why you are the ideal candidate for the position.

A resume that contains impeccable qualifications and an impressive work history will get lost if the document's format is poor. The ideal resume is one that starts with a strong list of qualifications and followed by experience demonstrating proof of the candidate's qualifications. Providing specific milestones or measurements of success are an added bonus!!

As someone who values technology, I prefer to view a candidate's LinkedIn profile over reading their resume. Therefore, a job seeker should spend time in developing a compelling LinkedIn profile. It is important to note that a resume and LinkedIn have distinctive purposes and should not be identical. I will publish a future post on this blog detailing those differences.

And yes, have a friend proofread everything. Failure to be attentive to details reflects poorly on your brand and hiring you poses a risk a company may not want to undertake. (I will NEVER hire a candidate that had a misspelling on their cover letter, resume or LinkedIn profile despite their impressive credentials.)

"Once your documents are updated, you must start networking, effectively. Networking is a critical element to your search, since 60 to 70 percent of jobs are found through the hidden job market. Try sites such as Twitter, Meetup, Facebook and LinkedIn. It's also helpful to reach out to your alumni or industry associations. Schedule two hours each week to keep in touch with your connections by emailing them an update on your search or an article, setting up a phone or coffee meeting and attending a networking event."

I strongly agree with Ms. Crawford's third point on jump-starting your job search. Networking and better yet, relationship-building, is essential to not just seeking out those hidden jobs, but advancing your career in the future.

"An underutilized tool that is helpful in your job search is the informational interview. This is a meeting or call with someone who works in the specific position or company you are interested in. Informational interviews are great for learning more about what it's actually like to have that job and networking into the organization you are interested in."

While my daily schedule is incredibly busy, I will make time to meet, either in-person or via a telephone call, with just about any job seeker who is interested in learning more about a particular company where I have an active role in its operations.

And Ms. Crawford is correct to explain that "[a]n informational interview is not a job interview, but bring a copy of your resume and business card just in case. Always follow up after an informational interview, thanking the person for their time."

What ideas do you have that will help job seekers jump-start their job search?

Aaron Rose is a board member, corporate advisor, and co-founder of great companies. He also serves as the editor of GT Perspectives, an online forum focused on turning perspective into opportunity.

Tips on Updating Your Resume, Preparing for an Interview, or Getting Started Networking

Image: Daily Muse, Inc.

The mission of CareerLight, LLC, a company that I co-founded in 2017, is to provide customized career training for international students to help prepare them for a successful career in the U.S. and abroad. I regularly share articles focused on how to effectively find a job on CareerLight's social media pages. This post is about an article published by The Muse, an online career resource, which contains a list of 50 job search tips provided by Muse hiring managers and career experts.

While each recommendation, which are grouped by resume, cover letter, networking, interviews, and follow up, is valuable, below are those I particularly recommend to CareerLight's clients and wish prospective employees of my ventures utilize: 

Your Resume

1. Focus on What You Want, Not Just What You've Done
"Spend some time considering what you really want out of your next job, your career, and your life. Be honest with yourself, and try to get clear and specific. Then rewrite those 'goal' and 'objective' sections (yes, they're OK in some cases) with newfound clarity."—Dr. Suzanne Gelb

6. Use Numbers
"You increased recruiting? Give us the percent increase. You raised money for charity? Tell us how much you raised! This can turn average-looking experiences into impressive head-turners and help distinguish you from other candidates."—Alexandra Cavoulacos

8. Add Non-Work Work
"Volunteer work, particularly if it's long-term or if it gives you the chance to lead a project from beginning to end, can be a great substitute for full-time work. Some organizations give titles or recognition to regular volunteers, so find out if there are any formal credentials that you can use (if not, just use 'Volunteer'). Just like you would for a paid job, list bullets that show your major accomplishments and what you learned during your involvement."—Ashley Faus

Cover Letter

12. Be All About Them
In other words, avoid writing about how working at your target company will create a great boost for your resume and career. Hiring managers are fully aware of that. What they need to know is how you're going to provide a boost for the company."—Mark Slack

15. Rock Your Intro

"Try a high-personality lead in like this: 'Having grown up with the Cincinnati Zoo (literally) in my backyard, I understand firsthand how you've earned your reputation as one of the most family-friendly venues in the State of Ohio. For 20 years, I've been impressed as your customer; now I want to impress visitors in the same way your team has so graciously done for me.'"—Jenny Foss

18. Talk About Results

"Results stand out, and potential hires can really stand out by highlighting what they've done and the results. It's so important to hire talent who can execute, and my focus as an employer is to determine if hires can theorize, strategize, and execute their plan. There are plenty of thinkers and not enough doers. Separate yourself from the masses, and demonstrate what you have done."—Andrew Thomas

Networking

21. Get on LinkedIn—All the Time
If you're looking for a job, LinkedIn should be your social media priority. In your profile, include a meaty description of your experience and strengths. Flesh out each job opportunity with your responsibilities and biggest wins. Call people in your network who you've done great work for, and ask them to post a recommendation. Curate and create content around the industry or specialty you're most interested in securing a job in, and share that content with your LinkedIn community."—Alex Honeysett

24. Have a Powerful Elevator Speech

"Spruce up the delivery of your elevator pitch by using language that focuses on strong leadership verbs to send a powerful, forward-focused message. For instance, in order to shift perception of yourself from doer to leader, catch yourself before you say you 'work on' something or that you're 'responsible for' it.

"Be actionable instead. Say you lead it, oversee it, or orchestrate it. You'll convey that you do more than simply fulfill your job description—but that you take pride in your career and aspire to continue along a path of success."—Jo Miller

28. Follow Up With Everyone You Meet
Plan to sit down the next day and send a brief email to everyone you met. Let them know you enjoyed meeting them, follow up on anything you discussed at the event, and then, make it personal. Include an inside joke from the night before, share an article you think they might like, or, if you chatted about your hobbies, mention a new band or movie you think they'd like. This little extra effort can be just what it takes to start a worthwhile relationship."—Susan Blond

Interviews

29. Do Your Research and 30. Research Competitors, Too
"It's key to have a strong understanding of the position and the performance that would be expected of you. This means not only reading through the job announcement with a fine-toothed comb, but also researching past and current employees on LinkedIn. Often, you will find that they describe their jobs in a way that is not disclosed in the official job description—and this unique understanding can really enrich your ability to converse about the role."—Ashley Stahl

30. Research Competitors, Too
It's really surprising how few applicants have properly researched our competitors. Candidates who really make an impact know all about our brand, as well as how our strengths and weaknesses could relate to the market in general. Researching our products is all well and good, but a grasp of the bigger picture is just as, if not more, important."—Marvin Amberg

31. Research Everyone You'll Be Meeting With

"Do your research about the people who will be interviewing you. Know their professional background, interests, and experiences, and ask them relevant questions that show you did your homework. Ask the interviewer why he or she chose the company you're interviewing at, what attracted him or her to the opportunity, and what the future looks like for the business."—Matt Mickiewicz

32. And Have Questions for Them
"I am often the last stop on the interview schedule. I always ask candidates if they have questions, and I often hear, 'All my questions have already been answered.' It's tough to hire someone who doesn't want to ask the founder even one question. Good candidates come prepared with a lot of tailored questions."—Beth Monaghan

34. Have a Great Handshake

"A Fortune 500 CEO once said that when he had to choose between two candidates with similar qualifications, he gave the position to the candidate with the better handshake. Extreme? Perhaps, but he's actually not alone in his judgment."—Olivia Fox Cabone

44. Remember You're Interviewing the Company
We seek highly strategic thinkers, not people who just want a job. They should be interviewing us, too. The most memorable candidates have reached out to multiple team members ahead of and after an interview to ask questions, and some have asked to hang out for a day to experience the culture. These proactive inquiries show they are taking us seriously and strive to make well-informed decisions."—Emily Holdman

Follow Up

45. Email, Don't Call
"Skip the phone and send an email. It leaves a paper trail, it allows the recruiter time to properly look up your status information, it eliminates those annoying games of phone tag, and it prevents what I call drunk dialing the recruiter. (Nerves replace alcohol, but the result is the same: leaving a lengthy, nonsensical voice mail that hurls any candidacy consideration down the proverbial drain.)"—Yolanda Owens

47. Send a Suggestion
"Sometimes you leave an interview, send a thank-you note, then realize days later that you have a great idea, something else you should've asked, or another example that demonstrates your abilities. When this happens, a follow-up note is the perfect time to show that the company is still on your mind and you're really mulling on how you can help. Lead with asking for an update, as suggested above, and then go into your business question or suggestion."—Rich Jones

50. Don't Give Up

"Do what it takes to prove how much you want the job. Show that you are willing to go out of your way to chase your goals. Prove that you have a strong sense of initiative and are not afraid to veer off the usual path. Make your goals and requests clear with a sense of urgency. And make every person you meet with feel special."—Camilla Cho

Among the 50 tips, are there any that you find particularly valuable? Do you have any tips you would add?

Aaron Rose is a board member, corporate advisor, and co-founder of great companies. He also serves as the editor of GT Perspectives, an online forum focused on turning perspective into opportunity.

10 Interview Questions to Help Find the Best Hires

Image: http://ow.ly/UF8430iZH46

Whether it is for a business that I help manage or for training clients of CareerLight, a company that provides customized career training for international students to help prepare them for a successful career, I regularly seek advice and resources on how to identify the right individuals to join the corporate team. The Society for Human Resource Management (SHRM) published an article, "10 Classic Interview Questions and the Best Responses," on Nov. 27, 2017 that helps employers and hiring managers find the best hires. This article is also helpful for job candidates to gain a better understanding on what employers are looking for during the interview process.

The article explains that "a proven approach to uncovering how people have performed in the past and what they really think about the available opportunity is to make three assessments during interviews":

• Recognize candidates who are great interviewees but not much more.
• Gauge which person will be the best fit based on experience and temperament.
• Identify which individual really wants the job and can excel in it.

Tony Lee, vice president of editorial for SHRM, interviewed Wendy Enelow, an executive resume writer and author in Coleman Falls, Va., for the article. Ms. Enelow correctly says, "One of the typical mistakes made by smart job candidates is to think they can just 'wing it' because they're smart, and they'll get away with it if interviewers let them. The truth is that nothing beats preparation. Truly committed candidates will rehearse answering tricky career-related questions so that they can respond to them confidently, but it usually takes a series of good questions over time to separate people who interview well from those who will fill the position best."

I cannot overemphasize the notion that "nothing beats preparation." When I interview a job candidate, I equate their level of preparation with their seriousness of wanting to join the company. Those candidates who are not well-prepared for the interview are not truly interested in joining my team.

To help interviewers, the article provides ten questions, which are segmented in five subjects, that should be posed "to each job candidate, regardless of the position they're trying to fill, as well as tips on how to interpret the answers and follow up effectively."

Personal/Work History 

1. Can you tell me a little about yourself?
"Many interviewers start this way not only to gather information but also as a way of assessing each candidate's poise, delivery style and communication ability."

​2. Why did you leave your previous employer (or why do you want to leave your present job)?

"Look for honesty and transparency in the answer. Many talented employees lose their jobs in layoffs, so suppress any desire to stigmatize those who were part of a downsizing."

Strengths/Weaknesses

3. What are your greatest strengths?
"This is an interviewing stalwart (along with the next question) that every applicant should be ready to hit out of the park. ... Look for answers that briefly summarize work experiences and the strongest qualities and achievements that are directly related to the duties of the open job. Make a note of candidates who cite skills such as self-motivation, initiative and the ability to work in a team."

4. What are your weaknesses?
"Of course, few applicants are so honest and self-aware that they’ll share an accurate overview of their deficits. Smart interviewees try to turn the question around and present a personal weakness as a professional strength. For instance, micromanaging workaholics who drive their colleagues crazy may present themselves as meticulous, dedicated workers. Ask for detailed, specific examples of their workplace interactions with colleagues to get a sense of whether they’re hiding a difficult personality."

Desires/Dislikes

5. What can you tell me about our company and industry?
"Nothing should eliminate a person from consideration faster than a lack of research into the employer's business lines, locations, customer base and company culture."

6. What do/did you like most and least about your present/most recent position?
"Look for answers that are specific and relevant to the open position. Job seekers who say 'it was an easy commute' or 'the benefits were great' will likely be job hunting again soon. Instead, identify people who value the same workplace qualities that your company has, such as those who are seeking opportunities on the cutting edge of technology or those who can create teams with strong camaraderie."

​7. What isn't on your resume?
"Applicants who prepare well for interviews and are smooth enough not to sound too rehearsed can be thrown by this inquiry since it requires them to talk about something other than work experiences."

Insights/Questions

8. Aren't you underqualified/overqualified for this position (depending on their past experience)?
"Smart interviewees who might technically be underqualified focus on the experiences and skill sets they'll bring to the position and the value they’ll deliver. However, this is a question that often leads to lengthy explanations that can offer real insights into a person’s true motivations, good and bad, for seeking the job, Enelow says.

"Conversely, as highly qualified Baby Boomers age, it’s not uncommon for them to seek a position with lesser responsibilities where they can be a strong team player and a mentor to younger employees. So, depending on the position, don’t automatically count overqualification against a candidate."

9. Do you have any questions? Can you think of anything else you'd like to add?
"Beware of candidates who say 'no' or that everything has been thoroughly discussed, Enelow says. Now is the time for them to re-emphasize why they're the most logical choice for the opening by asking key questions they've prepared and haven't had a chance to voice. Those who want to learn more about the company’s professional development opportunities or ask what you personally like best about working there are looking for insights to help them decide whether to accept an offer if it's extended."

Ready/Willing

10. Has your perception of this opportunity changed based on our interview?
"Too many recruiters have been lured into thinking that a candidate who fared well in an interview is ready to take the job. And even worse, they’ve been burned by people who accepted an offer but later changed their minds or even failed to show up on day one. This question is designed to help weed out those who weren't serious to begin with or who heard something during the interview that didn’t sit well with them."

What question do your ask to help determine whether or not the candidate will be the best hire?

Aaron Rose is a board member, corporate advisor, and co-founder of great companies. He also serves as the editor of GT Perspectives, an online forum focused on turning perspective into opportunity.

Report Explores How Best to Prepare K-12 Students for the 21st Century Workplace

The previous post on this blog focuses on a report published by The Economist Intelligence Unit (The EIU) and sponsored by Google for Education that addresses the need to prepare students with the necessary skills for a successful future. This post focuses is on a subsequent report, Fostering exploration and excellence in 21st century schools, by The EIU that "discusses the results of a study that explores how to best prepare primary and secondary school (referred to in this report as 'K-12') students for the 21st century workplace ('the modern workplace'), where a mix of hard and soft skills are crucial for success. The research, sponsored by Google for Education, draws on a survey of 1,200 educators in 16 countries. It looks at the strategies most effective in developing 21st century skills and how technology can support such efforts."

The EIU's "latest study suggests that a holistic approach, integrating different educational strategies and techniques, is most effective for developing the skills needed for success. Among these, it includes empowering teachers by giving them greater autonomy to innovate and applying teaching strategies that engage students through hands-on and collaborative activities. Implementation of these initiatives faces numerous complex challenges, including resource limitations, but failure will leave many of today's young students unprepared for the life and work challenges they will face as economies and societies develop." Listed below are the research's key insights:

A range of teaching strategies is needed to effectively deliver the types of learning needed to prepare students for the 21st century workplace.

"A large majority of educators surveyed (79%) believe that soft skills need to be developed alongside foundational literacies. Educators most frequently cite the following teaching strategies as 'very importan;” in developing the skills needed in the 21st century workplace: active learning (51%), project-based learning (45%), cognitive activation (42%) and personalized learning (40%). Educators also consider these four strategies as proven to be the most effective in developing needed skills."

Technology can support the effective execution of teaching strategies by promoting interaction, engagement and communication.
"Four in five (82%) educators agree that technology is a valuable tool for developing skills for the modern workplace. Technology is seen as most effective in enhancing the top teaching strategies for developing 21st century skills, as it can be used to promote interaction, engagement and collaboration."

Teacher quality is key. Teacher autonomy also matters and is a significant factor in shaping schools’ preparedness to teach 21st century skills.

"Good teachers need a supportive framework to make the most of their talents, including adequate resources, training and a well-planned curriculum. There is a strong correlation between the degree of autonomy teachers enjoy and schools' readiness to teach 21st century skills. Educators who assessed their schools as having 'much better' teacher autonomy than other schools in their country far more often report being 'very well equipped' to teach both foundational literacies and soft skills, such as communication (48% v 25% for the rest of the sample)."

Budget limitations are the most frequently cited obstacle in adopting new strategies and technologies.
"Educators most frequently cite budget limitations as by far the most significant barrier to adopting both new teaching strategies (51%) and technologies (53%). A lack of technology access in schools and policy gaps are also notable challenges. On a regional level, budget constraints remain a top challenge for innovation, with North American educators most often reporting these as an obstacle to adopting new strategies (59%) and technologies (61%)."

Educators most often favor a cautious approach to adopting new teaching strategies and technologies.
"Opinions vary over how quickly schools should innovate within the classroom. However, educators most often advocate a cautious approach for implementing new teaching strategies (39%) and technologies (40%), allowing for each to be investigated and tested before adoption."

I spend a significant amount of time learning about a variety of topics including future technology trends, successes and failures of businesses across a wide array of sectors including lessons learned by leaders of those businesses, and changes in various risks that may impact, positively or negatively, the performance of any business's. Being a lifelong learner is essential for any individual irrespective of their career stage.

Therefore, I appreciate the opening paragraph of the report's conclusion: "In the light of the transformational nature of new technologies on the world's economies, and the rapid pace of evolution of the technologies themselves, K-12 students of today have an urgent need for a new range of skills. As well as continued emphasis on fundamental literacies, they must develop critical thinking, creativity, collaboration and problem-solving skills, among others. Students will also need to learn how to continue learning as they progress through their professional lives. Their ability to do so is crucial for entire economies, as well as individuals."

Moreover, I concur with the concluding paragraph: "Crucially, teachers themselves are a vital resource with great potential for preparing young students for their working lives. But they need to be supported with resources such as relevant technologies and well-tested policies, as well as the time and space to learn themselves and plan activities geared towards fostering 21st century skills. Given the right tools, they can do the job of preparing the young students of today into becoming the successful working adults of tomorrow."

What strategies and techniques can educators implement in the classroom to support the development of essential skills K-12 students will need to succeed in the modern workplace?

Aaron Rose is an advisor to talented entrepreneurs and co-founder of great companies. He also serves as the editor of Solutions for a Sustainable World.

Problem Solving, Team-Working, Communication, and Critical Thinking: Preparing Students with the Necessary Skills for a Successful Future

"Evolving business needs, technological advances and new work structures, among other factors, are redefining what are considered to be valuable skills for the future," says a report published by The Economist Intelligence Unit (The EIU). "Determining what these are, however, is far from straightforward."

Sponsored by Google, Driving the skills agenda: Preparing students for the future summarizes the findings of a program embarked by The EIU "to examine to what extent the skills taught in education systems around the world are changing. For example, are so-called 21st-century skills, such as leadership, digital literacy, problem solving and communication, complementing traditional skills such as reading, writing and arithmetic? And do they meet the needs of employers and society more widely?

"To investigate these issues," the report explains, "The EIU convened an advisory board meeting of education experts and conducted a series of in-depth interviews. In addition to comments from the advisory board and the interviews, this report draws on data from global surveys of senior business executives, teachers and two groups of students, aged 11 to 17 and 18 to 25. The key findings are listed below."

• Problem solving, team working and communication are the skills that are currently most in demand in the workplace;
• Education systems are not providing enough of the skills that students and the workplace need; and
• Some students are taking it into their own hands to make up for deficiencies within the education system.

The correctly notes that "the lives of today's students are very different from the lives of students for whom the existing education systems were developed. How can education best prepare young people to navigate their way through an increasingly interconnected and complex world in which factual recall will perhaps matter less than their ability to understand differing perspectives?"

Source: The Economist Intelligence Unit

Moreover, "Teachers, students and executives surveyed for this report all list problem solving as the most important skill for students' future. This emphasis is most pronounced among executives, fully 50% of whom place it at the top of the list for potential employees, while 70% expect its importance to increase over the next three years. Teachers appear to be acting on the growing necessity of problem solving, with 59% saying they have placed more emphasis on it in the classroom over the past five years."

As an employer, problem solving, communication, and critical thinking are the critical skills I find most valuable in those whom I consider hiring. The report explains that "if problem solving is to be prioritized as an educational goal, it needs to start early to be effective, teaching the most basic foundational skills with an eye to their practical application."

In addition, it pleases me to learn that "businesses surveyed for this report concur: employers from both developed (US, UK, Canada…) and developing countries (China, Brazil, Mexico…) place problem-solving at the top of their list of critical skills.

"By encouraging students to work out answers for themselves and to think of the applications and consequences of a theory or decision rather than accepting an answer they are given, schools can build problem solving skills into the way students learn throughout their education. Across the curriculum, students can be encouraged to identify a problem and generate potential solutions through discussion and evaluation, a method which ensures that they fully understand the answer they arrive at."

While I agree team-working is an essential skill, I equally value my colleagues' ability to work independently. Self-motivation and self-regulation are additional skills that I appreciate. This article by Northeastern University provides a good discussion on working independently.

With respect to communication skills, the report importantly notes communication "means different things to different people. Effective oral communication is a fundamental tool to function in both work and society more broadly, but some employers fear that equally vital written communication skills are being lost." Sir John Daniel, a global leader of education, poignantly says, "Communication as it's referred to today tends to mean oral communication, but then you have employers complaining that people can’t write a coherent sentence."

I consider written communication to be an effective tool for thoroughly analyzing a problem and developing a viable solution. I find myself increasingly frustrated that people have become more dependent in creating PowerPoint presentations for written communication. Bullet points are an inadequate method for effective communication.

What is more, effective team-working, in my experience, is derived from thorough oral and written communication by each member of the team.

On the question of how are skills of the future best taught, "According to experts interviewed for this report, 21st-century skills cannot be taught in isolation. In order to be effective, they must be integrated into every subject area, so that skills development becomes inseparable from the sharing of knowledge."

What are the most critical skills should employees possess today and in the near-term? What is the best method to teach these skills?

Aaron Rose is an advisor to talented entrepreneurs and co-founder of great companies. He also serves as the editor of Solutions for a Sustainable World.

Tips on How to Build a Great Resume and LinkedIn Profile

The following is written by Yan Tang and Aaron Rose, co-founders of CareerLight, LLC

Xinrui "Elsa" Li receives feedback on
her resume from Meghann Kern and
Paula Fitzgerald Boos

Writing a compelling resume or creating a LinkedIn profile that will attract the attention of prospective employers or job recruiters was a topic of interest among international students who attended our workshop on Oct. 12, 2017. Therefore, we are pleased that our workshop held on Feb. 7, 2018 in Seattle, Wash. provided attendees with the opportunity to learn tips for building an outstanding resume and LinkedIn profile, polish their interview skills to stand out from the crowd, and receive feedback from professionals in career development.

Paula Fitzgerald Boos, an executive coach and professional development expert with over 20 years working with thousands of professionals from the "C" suite to the production floor, and Meghann Kern, a senior recruiter at Delta Dental of Washington where she conducts full-cycle recruiting processes, provided direct feedback to resumes and LinkedIn profiles from a few of the workshop's attendees.

Regarding the resume, Ms. Boos and Ms. Kern presented the following recommendations:

• Do not include months (e.g., Mar. 2014 or 03/2014) and use years only (e.g., 2014-2016);
• Use an appropriate outgoing voice message if a prospective employer or recruiter calls your phone number and you are unavailable to answer the incoming call;
• Limited your resume to text only and do not include a profile picture;
• Organize your resume appropriately including listing your current or most recent job first when listing your relevant experiences; and
• When you list your skills, it is important to include when and how your skills were utilized.

As for creating a strong LinkedIn profile, Ms. Boos and Ms. Kern suggest:

• Including a profile picture and a concise, impactful profile headline;
• Drafting a well-written summary;
• Listing a current job entry, even when unemployed;
• Showing your achievements; and
• Adding recommendations from previous employers or supervisors.

Both speakers recommend not including your grade point average (GPA) on your resume or LinkedIn profile. Moreover, the content of your resume should be consistent with your LinkedIn profile.

Ms. Boos shared a resume template she created and Ms. Kern showed a presentation on how to build a strong LinkedIn profile.

Yi-Chieh "Carloine" Tan receives feedback
on her LinkedIn profile from Meghann Kern
and Paula Fitzgerald Boos

The workshop concluded with a session on interview questions attendees may not have the confidence in providing an appropriate response (we asked attendees to list their scariest interview questions). For example, when a job candidate is asked about whether or not they are interviewing for other positions or opportunities, "I am actively interviewing" is an appropriate response.

As for answering the question about your salary range, both speakers emphasized the importance of knowing your number. In other words, you need to provide your base number. It is recommended that you review the salaries of comparable positions on websites such as Glassdoor and Indeed.

Ms. Boos and Ms. Kern encourage interviewees to provide authentic answers (be honest) and speak energetically and with confidence. Both speakers encouraged the attendees to practice their interview skills.

Based on responses to a questionnaire the attendees completed upon the workshop's conclusion, the event was a success as it provided valuable information. Some of them have said that the workshop really prepared them for better performance in the upcoming interviews.

We wish to express our gratitude to our sponsors:

• Ascend Seattle University
• Center for Global Business at Seattle University's Albers School of Business and Economics
• Innovation and Entrepreneurship Center (IEC) at Seattle University
• International Student Center (ISC) at Seattle University
• Koba Ethiopian, LLC
• ROI3, Inc.
• Seattle Best Tea Co.
• TRInternational, Inc.
• Yeeko Inc.

And a special "thank you" to our colleagues, Mohand Alturky and Shreya Mehta, for their great work in making the workshop a great success.

CareerLight, LLC is a Seattle, Wash.-based company that provides customized career training for international students to help prepare them for a successful career. Learn more about our company by visiting www.careerlight.net.

Using Blockchain to Verify a Candidate's Credentials and Fill Job Vacancies

Image: APPII

While researching articles for the previous post on this blog about Microsoft's Resume Assistant, which aims to help craft a compelling resume and see relevant job opportunities on LinkedIn, I read an article by Bernard Marr in Forbes who writes that "a new and potentially revolutionary application of blockchain technology could have wide-ranging implications for the way employers assess candidates and fill vacancies."

APPII Limited, Mr. Marr says, leverages blockchain’s function "as a 'trustless' system to give employers confidence that the candidate sitting in front of him is who he or she say they are." Based in London, England, APPII claimes to be "the world's first blockchain career verification platform."

"Blockchain," Mr. Marr notes, "is basically a method of recording information on a distributed and encrypted ledger – eliminating the need for trust, or middle-men in many applications. Today it is best known as the breakthrough technology behind virtual currency Bitcoin. But it has implications for any industry which relies on recording, storing and tracking transactions."

He further provides a thorough, yet simple explanation on how APPII's platform works:

APPII's platform allows candidates to create Intelligent Profiles – recording details of professional achievement or educational certification on the distributed ledger, where it can be verified and then permanently recorded.

It then allows organizations such as businesses or educational institutions to verify the "assertions" that candidates make during applications. By recording on a candidate’s profile that an assertion has been verified, there is no need for it to be checked again in the future.

It also uses facial recognition technology to verify the identity of candidates, by asking them to take a picture using the mobile app and comparing it to a photograph on official identification documents such as passports.

I share Mr. Marr's enthusiasm that "it's certainly very exciting to see blockchain starting to be put to use in some innovative ways, and making it possible for us to do things we just wouldn’t be able to do before. The concept of a distributed and encrypted ledger has obvious implications in finance - where many are speculating it can replace many of the traditional functions of a bank. But beyond that, I believe it can effectively and innovatively be put to use for just about any function which involves recording, verifying and tracking data."

In addition, I support APPII's assertion that "having the credentials of an individuals CV verified by educators or accreditors and former employers is of enormous benefit." The company further says,

Blockchain technology can be put to great use in the recruitment sector. The recruitment sector after all is a broker industry. The technology can assist in expediting commodity processes undertaken by intermediaries unlocking valuable capital to be put to better use by employers in growing or optimizing their businesses.

In APPIIs case, the broker role currently undertaken by 3rd party verification companies is superseded by the blockchain technology and network. The technology makes the process immeasurably faster and, at the same time, ultra-trustworthy.

The blockchain technology ensures that the verification activity only happens once and is stored securely and permanently for any person or organisation that wishes to view it. The technology also eradicates double handling and processing by multiple verification providers.

What do you think about using blockchain to verify an individual's curriculum vitae/resume or as a job recruitment tool?

Aaron Rose is an advisor to talented entrepreneurs and co-founder of great companies. He also serves as the editor of Solutions for a Sustainable World.

Microsoft's New Tool to Help Craft a Compelling Resume and See Relevant Job Opportunities on LinkedIn

Photo: Microsoft

In a post published on this blog on Oct. 27, 2017, I discussed my motivation for co-founding CareerLight, LLC; namely, to help international students in the United States prepare for a successful career. Another reason for my involvement with the Seattle, Wash.-based company is to learn about how technology is used in human resource management and job recruiting. Therefore, I found interest in reading a blog post by Kylan Nieh, senior product manager at LinkedIn, about the release of Resume Assistant, a tool that integrates with Microsoft Word, through the Office 365 productivity software-as-a-service platform, in crafting a "compelling resume" and "see relevant job opportunities on LinkedIn that are personalized for you."

I agree with Mr. Nieh that "creating a resume that accurately represents who you are, what you've done and in a way that is tailored to the role you're aspiring to, is one of the biggest challenges for professionals." With the aim of overcoming this challenge, a user will select their desired role and industry and then the "Resume Assistant will pull LinkedIn insights from millions of member profiles so you can see diverse examples of how professionals in that role describe their work."

Photo: Microsoft

"Highlighting the right skills can help you get discovered by recruiters, but how do you choose which are the right ones to include on your resume?" Mr. Nieh asks. "Within Resume Assistant, you can see the skills other successful professionals in your desired role and industry have, so you can add them if applicable."

Resume Assistant will also provide users with the ability to"see relevant job listings from LinkedIn's 11 million+ active job openings to jump start" their search. Mr. Nieh notes that "along with job openings, you'll see details of what the job requires, helping you to tailor your resume to a specific role."

Moreover, "If you see something you like, you can go directly to the job opening on LinkedIn where you can learn more about the opportunity and apply. Within Resume Assistant you'll also see the option to turn on Open Candidates. This feature on LinkedIn quietly signals to recruiters that you’re open to new opportunities, and makes you twice as likely to hear from recruiters."

Bryan Goode, general manager for Office 365, notes: "The workplace is changing, impacting not only how people work, but also the frequency with which they change roles, introducing new challenges for job seekers. Nearly 70 percent of people say they have difficulty portraying their work experience effectively, and 50 percent struggle to tailor their resume to a specific job opportunity. Furthermore, job applications on LinkedIn have increased 40 percent year-over-year, signaling increased competition for jobs."

Mr. Goode asserts that "with over 80 percent of resumes updated in Word, Resume Assistant helps job seekers showcase accomplishments, be more easily discovered by recruiters, and find their ideal job."

Microsoft produced a short video about its Resume Assistant:



I am excited to see how other technologies including artificial intelligence (AI) will provide value to the arduous job search process.

Will you use the Resume Assistant tool? Do you have recommendations on how to create an outstanding resume?

Aaron Rose is an advisor to talented entrepreneurs and co-founder of great companies. He also serves as the editor of Solutions for a Sustainable World.

Helping International Students in the U.S. Prepare for a Successful Career

Having business interests with an international focus has provided me with the opportunity to work with international students attending college or university in the United States. I learned that international students desiring to work in the U.S. after completing their academic program must navigate various challenges U.S.-born or naturalized students may not necessarily encounter. Such challenges include understanding the American work culture that may be drastically different than their home country's work culture or questions an employer in the U.S. may and may not ask during the hiring process.

Therefore, when Yan Tang, a business professional with years of experience working with American companies in China, shared her idea with me of creating a business that will provide customized career training for international students to help them prepare for a successful career, I agreed to help her form such a company. CareerLight, LLC was duly formed in the State of Washington on July 13, 2017.

Mohand Alturky, Ms. Tang, and I decided CareerLight's first program would be a workshop to help international students attending higher education institutions throughout the greater Seattle area to navigate the job search process, understand the recruiting timeline, receive advice on becoming a high-quality candidate, and learn from experienced business professionals.

Photo: Mohand Alturky

Moderated by Marjalena Santos, Director of Human Resources & Compliance at TRInternational, Inc., a Seattle, Wash.-based chemical trading company, I served on a distinguished panel that included Randy Massengale, an adjunct professor and chairman of the leadership certification program at the Albers School of Business and Economics at Seattle University, and Matthew Bateman, a data and design specialist with several years of supporting startups and community initiatives around the world.

Noting that most international students perform a vast amount of research when deciding which American higher educational institution to attend, Mr. Massengale recommended that these students perform the same amount of research in the companies they may want to work for upon graduation (or as an intern during their academic program). Such research includes visiting the company's website and searching online for news articles. Job candidates should ask themselves: why that company and why that position?

Mr. Bateman spoke about the importance for international students to tell their stories to hiring managers. He also recommended to the workshop's attendees explore Remote.com, which promotes itself "the leading community for remote and freelance work." In addition, Mr. Bateman correctly emphasized the importance for job candidates to follow-up after communicating with employers and hiring managers.

Mr. Bateman also noted that career advisors are available through Seattle University Career Services to discuss career exploration, job/internship searches, resume and cover letters and to conduct mock interviews.

Speaking about her experience as an HR manager, Ms. Santos emphasized said the importance of being culturally fit for the team. International students can provide a unique advantage to American companies operating in markets abroad. From her perspective, Ms. Santos said international students must understand the randomness of candidates. Giving a strong first impression to a hiring manager is a necessary to standout from other candidates. This can be done through a variety of ways including showing up on time, dressing appropriately, and making sure the job candidate listens throughout the interview and taking a moment to respond as necessary.

My advice to the workshop attendees focused on the need to understand the employer's perspective that they are trying to find talented people to help solve a problem (or take advantage of an opportunity). This may include developing a product or service, creating a strategic plan to enter a new geographic market, or identifying and mitigating a number of risks a business will encounter. In addition to having a well-constructed resume that clearly lists their qualifications and relevant skills, international students should utilize online platforms such as LinkedIn.

In addition, I informed the international students attending the workshop that they should not assume employers or hiring managers are familiar with rules governing nonimmigrant visas (F-1 or M-1) including the Curricular Practical Training (CPT) or Optional Practical Training (OPT). According to the USCIS website, the OPT "is temporary employment that is directly related to an F-1 student's major area of study. Eligible students can apply to receive up to 12 months of OPT employment authorization before completing their academic studies (pre-completion) and/or after completing their academic studies (post-completion). However, all periods of pre-completion OPT will be deducted from the available period of post-completion OPT." International students may need to educate hiring managers about their ability to work as part of the OPT.

The USCIS also provides a STEM OPT Extension for a period of 24 months to students who have earned degrees in certain science, technology, engineering and math (STEM) fields.

Carol Lwali with Seattle University's Career Services attended the workshop. She noted that the office recently restructured to provide better value to domestic and international students alike including the launch of the Redhawk Network, a career services platform powered by Handshake that connects students and employers to democratize the job finding experience in college and beyond.

The workshop was generously supported by the following sponsors:

• Center for Global Business at Seattle University Albers School of Business and Economics
• Chinese Business Club at Seattle University
• Innovation and Entrepreneurship Center (IEC) at Seattle University
• International Student Center (ISC) at Seattle University
• Koba Ethiopian, LLC
• ROI3, Inc.
• Seattle University Chinese Students and Scholars Association (SUCSSA)
• Seattle University International Alumni Chapter
• Technology and Business Association at the University of Washington (TBAUW)
• TRInternational, Inc.
• Yeeko Inc.

Photo: Mohand Alturky

Attendees said they found the workshop informative. According to a survey, attendees commented that they felt empowered as they navigate the confusing and challenging job search process in a culture that is different than their own. Through CareerLight's future training sessions, workshops, and other career support initiatives, I hope international students will be prepared to start a successful career in the U.S.

I invite all international students to regular visit CareerLight's website and follow us on Facebook and Twitter. In addition, I manage a CareerLight group on LinkedIn, which serves as a venue for sharing ideas and experiences of pursuing a career in the U.S.

What advice do you have for international students who are seeking a job in the U.S.?

Aaron Rose is an advisor to talented entrepreneurs and co-founder of great companies.He also serves as the editor of Solutions for a Sustainable World.

Three Things International Students Should Know Before Starting Their College Internship

The following is a guest post by Yan Tang.

If international students of higher education institutions in the United States want a paid off-campus internship, they have to apply for Curricular Practice Training (CPT) from their college or university. CPT is temporary employment authorization for F-1 visa non-immigrant foreign students in the U.S. while enrolled in a college-level degree program. While many international students are focusing too much on how to find an internship, many of them pay less attention on details applying for a CPT. There is no doubt that getting an internship for international students is very challenging, but there are still many possibilities that you could get one if you work hard and work strategically on it (we will talk more about the possibilities next time). However, what I would like to share today is once you are offered a paid internship by an employer, the journey is not over yet; there are a few things that are just as important as internship hunting and you have to make sure to do every step correctly.

First, attend the CPT session which is held by their school's placement center before starting to search internship opportunities. The CPT session is very informative and you will learn the eligibility for criteria and instructions: when you will be able to start your CPT, and how many working hours and how long you can work for the internship. If you have decided to do internships, at least attend CPT training once to get yourself prepared; The CPT you get will only allow you to do internships relevant to your course levels. For example, if you are an MBA student, you will not get your CPT approved if the internship is an undergraduate-level. Knowing the eligibility criteria helps you filter internship opportunities. Even after the training, make sure you ask every question that confuses you. The more specific, the better. If you understand about 90% of the CPT training information, it will save you a lot of time after you get a job offer and start applying for CPT.

Second, have a clear communication with your employer on CPT application process after being offered. There are two benefits if you can explain well to employers what CPT is. 1) Normally it will take two weeks or so for school to process your CPT (it varies in different schools); however, the school might have some questions about your job responsibilities or other questions, in that case, your employer might enable to help with providing additional documents that meet school requirements. Therefore, misunderstanding will not occur, and your CPT will not be postponed. 2) If your employer is able to extend the internship after you have used your first CPT, it will be much easier to start the internship extension by applying for the second CPT. Please remember to be clear and be patient when conducting the CPT communications with your employer.

Lastly, set up a one-on-one meeting with the staff member from the school placement center before being offered. Do not assume you have gotten all the information from the CPT session and then skip this step. It would be too late to make your cloak when it begins to rain. Getting CPT approved is not controlled by you and it is always good to take precautions. This one-one-one meeting with the staff is to confirm details you might neglect from the CPT training including the offer format and key information, and to ask how many staff or faculty members you should talk with to get approval. Figuring out who is involving the CPT process, you can check their availabilities making sure you get CPT approved by each person without too much delay. Once you have confirmed all the information and documents you need, you then go back talking with your employer about the job offer format and other documents your school needs.

These may sound very troublesome, but do not feel overwhelmed. It can be very simple as long as you follow the process, conduct good communications, and deal with each step carefully. For international students, it would be very fun to do an internship in your spare time as you can not only gain more corporate working experience and hone your business skills, but also expand your network and understand more about American culture. Though there are some barriers, most of them are manageable if you plan ahead and take proactive actions we mentioned above.

If you want to talk more about strategically preparing for internships and CPT application, please feel free to contact me at yan.tang@careerlight.net.

Good luck to you!!

Yan Tang serves as President and CEO of CareerLight, LLC, a Seattle, Wash.-based company that provides customized career training for international students to help them prepare for a successful career.

You Just Seem to Work Hard

The following is a guest post by Yan Tang.

Photo: Yan Tang

Recently I have finished reading a Chinese book that went viral in 2015 after publish. It talks about many different millennials' stories with topics about dreams, youth and relationships. The author is a millennial and his book has inspired thousands of other millennials in China. With curiosity, I bought this book in early 2016 right before coming to United States, in a hope of learning something special from a young writer's perspectives. Interestingly, his book did not excite me as I expected and many of those stories are very unrealistic. However, I did resonate one topic very much: you just seem to work hard, but you didn't do your best.

Many times, you give others an impression that you are very busy, staying long hours in the library with a pile of books. You stay up late to meet assignment deadlines and even don't have time hang out with friends. For outsiders, they assume you must be a good student with excellent grades as you work so hard. However, you are still not the top five students even if you spend your day and night in the library or you keep yourself busy all the time. Why?

Photo: Yan Tang

Because when in the library, you still cannot leave your phone alone and you can't help to check your WeChat, Facebook or Twitter from time to time. You keep your laptop open but actually you are browsing some websites that are irrelevant to your homework. You take a selfie and post on social media showing how hard you work. Even if sitting in the library all day long, you are not really focusing on reading or finishing assignment but indulge in playing your electronic products or updating your Facebook or Twitter. You thought you could to get extra resources for school, so you visited Amazon to buy lots of books, downloaded lots of materials from internet. But you end up reading nothing except letting them sitting somewhere covered with dust. In a word, you just seem to work hard; you are busy but inefficient.

Many people especially millennials (including myself) have this in common, but actually no one has ever articulated it or pointed it out. I was a little shocked after reading this book as it happens to me all the time. For example, a 2-hour assignment, it will take me six hours to complete as I will get distracted by the phone or doing something irrelevant. It seems like I work hard by spending six hours doing assignment, but in fact, it is simply inefficient. 

The reason I am writing this is to remind myself of becoming a real hard-worker: when you are at work, work efficiently and productively. Now I am at a turning point of writing the next chapter of my life by starting a new venture, and hard work is a must. But first and foremost, I have to get rid of that habit--"you just seem to work hard." I can't do the business research well if I keep updating Facebook or reviewing WeChat moments every five minutes. As for entrepreneurs: every hour matters, my advisor, Aaron Rose, says.

Yan Tang serves as President and CEO of CareerLight, LLC, a Seattle, Wash.-based company that provides customized career training for international students to help them prepare for a successful career.