Fertility Dances and Interning Abroad

  Max Seunik is an intern with CapacityPlus in Bamako, Mali from the University of North Carolina, Chapel Hill. Stay tuned for an upcoming interview with Max on his international experience, his work within the organization, and the humor that inevitably accompanies cultural adaptation! 

“Where are we going?” I asked my host-father Moussa as we clambered into the back of his beat-up jeep, closely followed by his daughter Assitan and wife Myriam who wore a flowing gown of rich lime-green fabric delicately embroidered with golden trimmings.

“To see a spectacle,” he replied– the word being one of those faux-amis in French; words that at first-glance appear to be their English equivalent, but in fact have an entirely different meaning. In this case, ‘spectacle’ means a show or performance.
We drove from Kalaban-Cora across the Pont-des-Martyrs and through Bamako, the city sweltering under a reddish haze and choked with the smells of fuel exhaust, garbage and sewage. Myriam and Assitan chatted amiably in the backseat in bambara, and I sat with my arm out the window gazing at the people and places as we drove by, reflecting on my first week here in Mali.

“So.. uhh, where are we?” I inquired of Moussa, as we ascended the ridges that surround Bamako and the road went from paved, to packed gravel, to nothing more than a suggestion. The scene became increasingly rural.
“On our way to a village outside Bamako, they are having a celebration to celebrate the town’s founding – Myriam does vaccinations there.” Myriam, a nurse, nodded from the back-seat – “You’ll meet my colleagues!” she added with a laugh.

After a while of jostling around in the jeep, we passed through a grove of mango trees and found ourselves in the middle of a small outcropping of structures – houses clustered around a main thoroughfare with a mosque, small clinic and mango stand close at hand. One thing I learned from the Peace Corps Volunteers I lunched with was that Mali seems to have a season for everything. Rainy season, dry season, mosquito season, gardening season, scorpion season – luckily, I seem to have happened upon mango-season and have since bore delicious witness to the season’s fruits (ha-ha).

Exiting the car we made our way through the crowd of people assembled muttering customary Malian greetings and found seats ringing a large circle of packed earth. In the center of the circle, a group of three men stood pounding out a rhythmic beat on large drums engulfed by swarms of the town’s children – laughing, jumping and spinning in circles around the drummers.

The circle of earth was bordered by many onlookers, the entire village assembled as mic-checks were made, outfits were donned and instruments tested. Within the hour, the mayor of the village had arrived and everyone settled down to watch. During this time, Moussa had been conferring with one of the villagers who urged him to make sure I stayed for the entire performance, which would conclude well into the early hours of the next morning. The villager looked at me, gesticulating wildly with his hands and talking in rapid streams of bambara. Moussa translated, “he’s telling you that there will be many spiritual things – unexplainable things – at midnight three mystical serpents shall appear.” I tried to probe further, asking him where the serpents would appear, how long they would stay, etc. But Moussa just raised his hands and resigned himself, “I am a city person, I know not of these things”

Then the music started.

Over the next hour, the beats from an assortment of drums large and small, the klak-klak-klak of curious wooden bowls ringed with beads andthe shrill wavering notes of the wassoulou singers filled the air. All manners of dancers took the floor – scores of men with a variety of props (everything from a Santa hat to a fake Burberry scarf) pounded their feet against the earth, soon joined by women and then whomever wanted to dance. My personal favourite was an old woman dressed in bright neon colors, who got right in the middle of the festivities and went wild.

After the dancers had tired themselves out, the music changed – taking on a more “tribal” tone. Soon, a dancer appeared, clad entirely in mud cloth with a bulging stomach sporting a fearsome painted mask with golden horns affixed with the idol of a naked pregnant woman. The dancer wildly circled the ring of spectators flailing their limbs and emitting bizarre whoops and screams. The beat of the drums increased in speed and volume, whipping the dancer into a crazed frenzy – until they collapsed on their knees near a spectator, one hand clamped on their bulging stomach. The dancer shook and heaved and pulled a long, red cloth from their loins and presented it to the spectator, an old man. Moussa leaned over to me, “now, they must dance.” Sure enough, the man took the red cloth and paraded into the middle of the circle and danced as energetically and in time as if he had been in training himself. He returned the cloth to the masked dancer and sat back down, to applause from the audience.
The only thing I could think was: Please don’t choose me.

However, I was spared and the dancer took the red cloth and retreated from whence he had come.

Next came a bizarre bird-like creature lead on by a man with a pipe. The same pattern as with the fertility-dancer – the beats would start out calm and gradually increase in speed and intensity until the dancers were going absolutely insane.
The bird soon retreated and the crowd quieted. Then, from both sides of the ring, two masked dancers came streaming in, red ribbons flying from their hands. They circled the crowd, with hands up to their eyes as if they were searching. Searching… searching… but for what? Simultaneously, they both turned towards where I was sitting and descended upon me.
One of the dancers squatted at my feet, while the other begin to pull red cloth from beneath the shirt of the first one, extricating the cloth and handing it to me. Hesitantly, I took the cloth.

I looked to Moussa, he gave me a raised eyebrow “You must dance. It is the way.” he said. Desperately, I looked to his wife Myriam on the other side of me, she was already bent over in laughter.

So, red cloth in hand, I rose from my seat, slowly proceeded to the center of the ring and I danced. Stamping my feet in tune to the music and raising the cloth high above my head, and swishing it around as I had seen done, I expected laughter from the 1000-strong crowd; me, a big white guy, so obviously foreign to this environment was attempting to imitate their tradition.
But instead the crowd began to clap.
In unison, they clapped to the beat of the drums, increasing the fervor and speed until I could scarce keep up. Joined by the two dancers, we spun around the circle for what felt like an eternity stomping and kicking and moving until the claps had turned into applause.

Sweating, I returned to my place.

As soon I had taken my seat, a the villager who had previously told me about mystical serpents leaned over and whispered to me in halting English, “you… you have achieved maximum fertility.”

I expected to experience many new things during my trip to Mali – but I will admit that an increase in fertility was not one of them!

It Never Hurts To Be A Joel-Fan: Q&A with Anna Lewis of Fog Creek Software

The sun is beating down on the sandy beach of a deserted tropical island. Bathed in sweat and grime, you slowly cook in the sun-feeling your skin peel, crackle, and curl like plastic film over a frozen dinner.

Your comrades are reluctantly swallowing roaches with wriggling legs-the only available food to satisfy the gnawing hunger.

Yet, at that very moment, a pint of ice cream appears on the sand.

I love numbers and data more than I love ice cream, but the internship sphere is as bereft of data as a deserted tropical island is of Ben and Jerry’s. Therefore, when I happened upon Fog Creek Software’s internship program data set, I felt as if I was served a pint of ice cream in the scorching heat of a deserted island. It’s an excellent metaphor for the lack of data in the internship space and the relief I felt upon seeing Fog Creek’s stats.

For those of you who are not yet avid fans, Fog Creek is an innovative software company whose ultimate goal is to provide the ideal climate for developers to create amazing software. They go to all lengths to do so-by giving developers everything from 20 outlets (!!) per desk, plasma televisions, and as many monitors as a developer’s heart desires.

Fog Creek is therefore serious about recruiting the best talent, as they invest so much time and energy in to each developer. A significant amount of new developer talent is hacking away in college-Fog Creek wants to find the best college developers, and give them positions.
Therefore, Fog Creek’s data sought to answer the question, “How can we recruit the best students possible?” with a focus on the college career fair recruiting experience.

Career fairs have always been a complete mystery to students. Should I schlep out to each one? Should I network? Should I wear a suit? Should I bring my resume and smack it down on every table that catches my eye?

The data was pretty exhaustive, and of course a rare gem in this sphere-we automatically thought about how it could help students.

How can students use this info to their best advantage at a career fair? How can students use it to get a highly competitive internship at a company like Fog Creek?

We broke down the numbers they offered, and took our questions straight to Anna Lewis, who handles recruiting at Fog Creek.

The Number of Applicants

Fog Creek saw a gigantic increase in their number of applicants over the last year, and divided application quantity by month. The spring has noticeably more applicants than any other season, this fall saw a large increase, and there is a consistent lull during the winter months.

We were so excited by this information: it’s just like knowing what time rush hour traffic happens, or when the line at Starbucks will be alarmingly long, right? Could this data help students apply during the lull period in applications, or during the fall, rather than the spring? Students who do so might receive more attention on their specific application.

We ran these theories by Anna.

What’s the reason behind the dramatic increase in applications this year?

ANNA: “Career fairs definitely bumped up our application numbers in the fall, when we visited 4 schools: Rutgers, Princeton, Carnegie Mellon, and Columbia. We didn’t visit career fairs during that period last year, which accounts for the major difference. Additionally, during the spring, I reached out to professors and college career services centers, who sent emails to their students, causing the enhanced spike in applications during that time. But notice that, while applications increased with our different recruiting tactics (career fairs and professor outreach) over the last year, the spike in applications is definitely greater in the spring for both years.”

Does it serve a student to apply during the December lull, rather than March or September?

ANNA: “No. We dedicate the same attention to each application regardless of when it comes in. Our hiring mantra is “smart and gets things done.” Plus “writes great code.” So that’s what we’re hoping to see evidence of when we get an application. And we’ve spent years building up a screening process – and tweaking it with each new round of applicants — that we think gives each application a fair shake:
1. A resume “rating.” Each student earns points for things like evidence of brains, passion, trying out hard-core technologies. We really try to humanize this process from start to finish.
2. A “code screen” over the phone, where the applicant demonstrates his or her ability to code.
3. A second “code screen.”
4. A day of at least six in-person interviews, each of which requires coding.

So, for us, coding ability is extremely important. Because we’re dedicated to this thorough screening process, it really makes no difference when you apply.”

Hiring developers puts an emphasis on measurable skill rather than the resume-yet, business and more qualitative positions, ensure that your resume is in shape and given to well-rested eyes!

How Do Applicants Hear of A Company?

While there are tons of different outlets that corporations use to publicize their opportunities, most students are learning of new companies and opportunities through web searches and career fairs. How can this help you?

Pie Chart1

Don’t be afraid to attend that career fair! While you may already know of plenty of companies and opportunities through InternMatch
and the web, career fairs could have hidden gems that you might not know of coming in. Yes, they’re valuable!

We also ran this theory by Anna.

ANNA: “Well, last year was our first year doing career fairs. And what we learned is that, just because career fairs got us more candidates, that didn’t mean they were getting us candidates who were the “right fit” for Fog Creek. Our primary recruiting focus, to be honest, is just doing what we do best – making great software and building a culture that’s ideal for software developers. In that sense, all of us Creekers are “recruiting” all the time, with every new product release and with every happy customer. That’s what attracts candidates who are smart, get things done, write great code, and are excited about our work.”

A company’s priority is different: it’s not the number of applications, or how the majority of applicants hear about them that’s important-what’s valuable is how internship hires hear about a company. While web searches and career fairs are popular, companies will focus on the most valuable outlets for recruiting rather than the most popular.

Cf Stats2

Fog Creek then broke down exactly what those “most valuable” outlets would be. This chart is incredibly informative for students, and we’ll point out the essentials. We’re focusing on the number that “got an offer” as compared to the number of resumes.

1. Career fair yield is pretty low.

Well, except for Columbia, for some reason-maybe the water? Regardless, we’re going to look at the total ratio of 6 offers for 139 resumes (all of the school’s quantities together.) Based on the number of resumes submitted for each school, offers are quite scarce. Therefore, the “networking” myth of a career fair can be dispelled! A student can assume that ‘showing up’ for a career fair doesn’t give anyone an undue advantage in the application process.

2. A web search/website review is the least effective outlet for exploring a company.

Yes, you might think that a website tells all-but it’s not enough. You need to learn about a company in a deeper manner than their website in order to tailor your resume and application appropriately. It’s now a fact, y’all-the data don’t lie: exploring and “getting to know” a company is more than simply looking over an “About Us.” 4/170 is a really low ratio!

3. Knowing someone in the company (a Creeker) or following relevant blogs and sites in the field is important, but not without skills, too.

Doing so shows dedication and knowledge of the space! Therefore, make sure you’re staying updated on the news in your discipline, and make sure that you have the skills to back that up. If you’re a developer, follow Hacker News and ensure that you’re meeting some interesting people. If you’re a businessperson, read the relevant publications (The Economist, TechCrunch, etc.) and make sure you’re learning skills to go along with that.

4. Being a fan of the CEO is the best idea ever.

If you’re a “Joel fan” (the famous CEO of Fog Creek), it shows that you have serious dedication to FogCreek mindset and ethos. If you’ve followed his blog, you’ve read his books, you’ve consequently followed the company trajectory-and the 4/67 ratio is the highest of them all.

Does this dedication really help with internship acquisition? We know it already makes you pretty cool…

Once again, we ran these theories by Anna.

“It’s all about whether you have passion for the work of your industry” she said, “When students are excited about their field, they find out what their favorite companies are and they engage with those communities.”

We agree. It’s not necessarily about how you apply, or whether you show up at a career fair or not–sustained interest in what a company does counts significantly more. While this isn’t any substitute for talent or skills, it’s a huge factor in increasing your chances of landing that internship!

Career fairs, in short, are not the be-all-end-all of an internship application process. You don’t have to come, you definitely don’t have to wear a suit and you don’t need to be the savvy student that chats with the recruiters with a big cheesy grin. There’s really no difference, at Fog Creek, between putting your resume on the table at a career fair and sending it in through their online system. “We’re really interested in quality applicants, no matter how they come in. But we’ve noticed that many of our quality applicants become our fans before applying for an internship.” Anna said.

Therefore, what do you take away from all of this data? How can you “hack” a career fair and increase your chances of getting an internship?

Stand out at a career fair by being a real person! Career fairs are a great place to connect on a personal level with the people that work at a company. “Have a real conversation, be natural, and show some of your personality-we have hundreds of 2 minute conversations at a fair, and we’d love to see your passion during that time period.” Find out more about the company, and ask questions about projects that you’re interested in, and relax-this opportunity is really just about you!

Apply for your internship during the fall and the winter. Yes, Anna did mention that Fog Creek treats every resume the same way, despite time of application, but Fog Creek’s system is the exception—and most people aren’t demonstrating their coding abilities, just showing their resumes. Many other companies are not as organized, and applying during a lull in applications can give you a more rested “eyeball” of your resume and skills. This is especially important in business and more “qualitative” positions than coding.

Develop a relationship with a company before you apply. If you’re interested in working for a company in a year, start following their blog. Use their products. Tweet at them. Learn more about their culture, track their progress, and become engaged in what they do. By building a relationship, you’ll become more informed about what they do, tailor your skills and interests accordingly, and know what they’ll expect in an intern.

Show that you’re 1. Smart and can 2. Get things done. Fog Creek looks for interns that are “smart and get things done. And write great code.” No matter what field you’re in, two of those things can apply to you. Let your resume, cover letter, and interview speak to those abilities.

It’s never too early to start thinking about an internship and engaging in something that interests you! By building relationships and paying attention to this awesome (!!!) data, you’re on your way to working at an awesome place like Fog Creek-or anywhere else that offers a fantastic free lunch. (Is there ice cream?)

Startup Roots: How to Hack The Startup World

“Do you want to know how to hack me? Well, I’ll tell you how.”

Dan Martell is an investor, a founder, a marathon runner and a self-described “trusted advisor” in social media. He was the rare 19-year-old to start his own company, on his own capital, and make a huge profit. He was the rare individual to create a company that dominates its space within a year. Now, his newest company Flowtown continues to innovate new tools at the forefront of how we use social networking sites like Twitter.

 How can one become like Dan? By first becoming a rockstar intern.

Dan’s Advice on How to Be a  Rockstar Intern

Dan gave six pieces of advice that teach entrepreneurs how to fish-rather than simply giving the fish away. By being thoughtful, creative and gutsy as an intern, you can accelerate your own learning curve!

1) Perception is Reality

This is an oft quoted adage, but Dan puts a different spin on it: effectively pitch what you want to be, and it becomes a reality. As a kid, Dan applied for an internship that required a coding expert. Therefore, he pitched himself as such: he printed out and highlighted every piece of code he was proud of in a project that he created. Whether he was an expert or not didn’t matter; Dan was hired. By convincing yourself that you can tackle a variety of challenges you force yourself into situations where that perception becomes a reality. Dan used that experience as a “coding expert” to launch his business and propel his technology career.

2) “Be Lazy”

Or rather use your time wisely. Your boss does not care how many hours you work. If you spend 300 hours on a project or 30, all he or she cares is that it is completed. Therefore, work effectively and reduce time consuming barriers to success. Dan himself often hires individuals to execute menial tasks that take up unnecessary time, like sorting snail mail. He utilizes a service called Upwork to do so.

Dan also applies this philosophy to his own abilities. “I don’t need to be a great engineer” he stated. “To become an expert in something, you need to spend over 2,000 hours -and I don’t have that time. Therefore, I surround myself with great engineers.” Find out where you can apply your efforts most effectively, and concentrate there, and become smarter about your work.

3) “Solve Problems”

If your boss wrote a performance review of you, what would you like it to say? It’s pretty certain that you’d like the words “problem solver” and “takes initiative” used excessively. Therefore, if your boss has a problem: solve it. You’ll become a hero. When Kevin the Flowtown intern was given the vague problem description of wanting to get in touch with the top bloggers in our industry he independently researched and delivered a full list a short time thereafter. “He didn’t ask me how to do it-he just solved my problem and gave me a finished product.”

4) Overcommunicate

Become that person-the one with the notes, the one who emails out the deliverables from a meeting, and the one who over-blogs. It’s a small task for the exponentially greater result of being indispensable. And indispensability is exactly what you want in an internship.

5) “Just ask”

If you want something, or you see a need that needs to be filled: sometimes all you have to do is ask. Reaching out for something and receiving it isn’t unheard of, and it simply relies on your own initiative to do so. Would you like to sit in on a meeting? Ask! Its potential benefit is definitely greater than its minimal cost. Dan described an opportunity at his job (at the age of 19) to have interns work under him. He asked-and hired not one, but two.

6) Hack Individuals (Like Dan!)

Here’s the secret process to hack Dan Martell, or investors similar to Dan. “Get on my radar with something, and then email me intelligently as a follow up. Save my number when I reply to you. Write interesting content, and align it with my interests-follow up again.” Court investors, personalities, and press with content that’s tailored for them-show an awareness of audience.

Dan’s advice on how to be a “rockstar intern,” was really interesting and tangible-but what I really took away from it was his phosphorescent attitude.

Most entrepreneurs who are able to bridge the disconnect between ideas and action, are extraordinary both on paper and in person. They emanate a sense of energy that’s indescribable-except to use the chemical term fluorescent, or filled with intensely glowing, high energy, and excited state electrons. Dan Martell is not just fluorescent-he’s even phosphorescent.

His stories featured an individual that isn’t afraid to take chances-not in the trite sense, but one who reaches out and takes risks when most of us aren’t even aware that there is a risk to be taken. He does so with a confidence and a tendency toward action that “famous-for-procrastination college students” find absolutely foreign. He’s not overly concerned with the New England Puritan inclination for hard work-Dan is willing to skip the labor in order to find a quicker solution. He is the inspiration to deliver, to act on all good ideas, and to leave no opportunity un-seized.

While it’s important to be a rockstar intern and follow Dan’s advice, it’s also more important to not only “aspire” but to be what Dan already is. Treat possibilities like realities, and bridge the gap between ideation and action. Dan always takes action -that’s actually how to hack the process.

Zooming in on the Job: Q&A With Angelie from Prezi

     The overworked HR person slumps over his couch with a six pack of Coors in hand. He stares at the thousands of emails flooding his inbox. “I can’t read one more cover letter about how Girl Scouting prepares a student for a marketing job! And I still have hundreds to go!” PDF file after PDF, Word document after Word document, and beer after beer blur together until Girl Scouting, tech interning, and design experience become a sea of swimming Times New Roman. With this mindset, he then opens the next email: YOUR APPLICATION.

Have you wondered what happens to your resume PDF file once you’ve submitted it for a position? Hundreds and thousands of similar files with very similar qualifications go to HR committees, which are often stressed and underfunded. After thousands of applications, yours needs to stand out to prevent the overworked HR person from collapse!

How? Try a creative mechanism to write your application, such as Prezi.

You might have heard of Prezi-if you watch TED Talks, follow the tech scene, or attend a tech-savvy university. It is a zoomable online presentation tool, that revolutionizes powerpoint in a graphic-friendly way.

Using Prezi to write resumes and cover letters is incredibly effective. As part of our “Kill the Cover Letter” campaign, we saw that interns who used creative mechanisms like Prezi for resume and cover letters were 10X more likely to get an offer. You can see some great “Prezumes” online, one of which is from Angelie Agarwal, who is the Chief Evangelist at Prezi.

Love this Prezume? Want one of your own? Angelie gave us some great tips on creating an amazing Prezi that will stand out from the pack!


TARA: Why is Prezi a great tool for students applying for jobs?

ANGELIE: Whether you’re applying for a job or contest, standing out from the other applicants is so important. You don’t want to get lost in a sea of Word documents! People forget that the Office Suite has been around for 30 years, and is based on 35mm slides from the 50’s. Prezi treats the eyes to something completely new. For every 100 resumes, there might be one Prezume, which is great.

Students are also applying for a lot of forward thinking jobs, and many are applying for jobs within the field of social media. Applying for a forward thinking position with an old technology makes no sense. Using Prezi makes you a leader in that arena, rather than a follower.

T: What are the important tips and tricks for a Prezume?

A: Just like any other technology, Prezi can be used well and can be used badly. You want it to be professional, informative, and creative.

Therefore:
• Keep it minimal. The zooming action of Prezi is already engaging and catches the eye, and too much content can be too much to look at.
• Focus on the relevant information: Just like with any resume, some information is important to employers and some is less so.
• Just like paragraphs in a traditional resume, use frames to group relevant information that goes together.
• Your use of colors and fonts should be professional-don’t use six colors on a Prezume, as it’s not very easy on the eye.
• Hide the details and make them very small, so that only those interested in learning more about that particular detail need to see it. For example, on my resume I listed Stanford and the details of my time there. The details were small so that only those who wanted to see them needed to zoom in.
• Embed videos! If you’re applying to a job where you must demonstrate a skill, embed a video of yourself performing that skill.
• To ensure that the HR person knows how to work your presentation (there are directions sent with every link) you can include a “Press Play Here” and an arrow pointing to the play button.

T: What are some common pitfalls associated with making a Prezi/Prezume?

A:

• Too much zooming and rotating is difficult to watch. Once again, keep it minimal.
• Frames must be used effectively-when you have a lot of information, frame effectively and group related topics.
• Awareness of audience-while Prezumes can be a great tool for some jobs, others might additionally need a PDF file of your resume.
• Be creative!

T: Do you have any great Prezume stories?

A:There are so many great stories of individuals who have gotten jobs, won contests and done amazing things with Prezi. The largest prize won thus far has to be NYU grad Jonathan Chan’s $50,000 for his presentation on savings programs. He was featured on CNBC live!

     There’s no doubt that Prezi is an exciting tool to use for an application, especially in a field where creativity, graphic design, or technology is emphasized. Yet, though they are the perfect way to catch an HR department’s attention, you need to excercise caution. Applying to an exceptionally traditional firm (we’re thinking of the types who don’t know what an iPod is yet) will not appreciate deviation from established technologies. In those cases, including a PDF resume in addition to a Prezume will be to your benefit.

      Nevertheless, from the curator of TED Talks, to a 50,000 contest winner, to our own Kill the Cover Letter Applicants, Prezi has been an amazing chance to stand out in an applicant pool of thousands. 

     The haggard HR employee reaches for his sixth beer of the night, and opens the next file: your application. “What’s this? A link instead of an attachment?”


Your Prezume opens, and he watches your presentation.

“Refreshing! Awesome!” he cries.

                                            You have the job.

Questions For: Adam Jutha

“Millennial Uprising”

Opinions of a dedicated  policy intern on his job, life in D.C. and youth action.

Adam Jutha is a rising junior from Toronto and a Nathan J. Stark Intern at the National Academy of Social Insurance (NASI) in Washington, D.C. He landed the position through the Roosevelt Institute, a progressive student policy organization that engages its members in policy experience through campus initiatives and summer internships. At NASI, Adam is definitely getting an education on policy matters — his knowledge of complex social insurance policy is robust! I took the opportunity to sit down with him to discuss his work, his day-to-day life as an intern, and the truly important question: boxers or briefs?

(For more information on applying to internships like Adam’s, check out our cover letter tips, resume tips, and our “Mythbusters Political Internships” article.)

Q: What’s your role as an intern from the Roosevelt Institute at the National Academy of Social Insurance (NASI)?

I am learning about social insurance and nonprofit development at NASI. I am also helping the organization in realize its mission to promote understanding about social insurance.

I’ll bring back my new knowledge and its impact on the Millennial generation to Roosevelt, so that I can contribute the best policy recommendations possible.

Q: So, all of these are pretty lofty purposes; how is this accomplished day-by-day?

Well, the day-by-day of my internship varies based on the tasks I’m given. On any day, I’ll come to my office desk with a project I’ve been assigned, like the recent 25th Anniversary Celebration for NASI, an event that I helped plan and execute – it was a great learning experience! While at the office, I assist others with their projects if asked. Away from my desk, I attend summits and sessions related to social insurance, the economy and other key policy issues pretty frequently. After those sessions, I love exploring DC and meeting other interns.

Q. Do any of your tasks involve filing papers, getting coffee: the usual intern standbys?

NONE of that! I get to do real work learning about issues that I am interested in! I really feel like an equal in the office: the organization consists of 15 people and I really enjoy working with the team!

Q: How does that translate into a relationship with your supervisors?

My relationship with my supervisors is through conversation: we’ll have a conversation about what projects I’d like to undertake, what summits and sessions I plan to attend, and what I will be working on. Once we’ve had those conversations, I’ll keep up-to-date on completing my project deliverables. It’s fantastic!

Q. What are your takeaways from your internship that you’re bringing back to Roosevelt?

I really love my job and the general atmosphere in DC. I’m learning about social insurance, health policy, and nonprofit development. I’m really learning from the professionals and the experts I get to meet in the field. I’m taking away skills about how to run a nonprofit organization, learning about the management structure, and other important components. The team is so willing and eager to help me understand their work-it’s great!

Q. What’s your favorite part about your internship?

One of my favorite things was a summit I got to attend-the “2011 Fiscal Budget: Solution Initiative.” This summit consisted of 6 think tanks that were invited to propose a national budget and come up with solutions for the budget challenge-too many places need money, and there’s not enough of it! The Roosevelt Institute represented the usually underrepresented Millennial perspective. We were able to contribute a budget at the event, discuss it, and speak with amazing individuals. Former President Bill Clinton was a keynote speaker, and it was really wonderful (and insanely cool) to be at the same summit!

Q. Last question, Adam-Did Bill Clinton wear boxers or briefs?

Umm….I’m not going to speculate on that.

In keeping with historical precedent-we’re thinking “usually briefs”

-Tara Seshan

The Internship Sorting Hat: The Harry Potter Cast Become Interns

College Candy recently sent the Harry Potter cast to colleges within the US: due to our love of the series, we couldn’t resist doing the same! The Harry Potter crew is getting internships and joining the working world-we know they can master Transfiguration, but is there a spell to help work an Excel spreadsheet? Microsoft calculatus, anyone?
Luna Lovegood-NASA Internship Program

Luna’s out of this world; working with the space program wouldn’t require her to travel much further. Perhaps she can launch a Dirigible Plum into outer space!

Fred and George Weasely- Funny Or Die

We think Will Ferrel and the Weasely twins would get along just fine-working at Funny or Die would allow their collective comedic genius to flourish. It would be great if the twins created a spin-off of their own–they do love entrepreneurship and creating their own companies.

Neville Longbottom- Duke Botanical Gardens
Let’s hope they don’t grow bubotubers and Mandrakes at the Duke Botanical Garden. Nevertheless, Neville’s knack with plant life will help him tremendously in this competitive internship program

Cho Chang- Fashion Magazine 
Cho’s pretty and popular among her friends-and as she’s a Ravenclaw, we know she’s smart, too. Working in the magazine world requires smarts and the ability to stay on top of fashion and media trends.

Draco Malfoy- BP (Beyond Petroleum)

You could say that Malfoy already “interns” for Voldemort, and an oil spill seems within Voldemort’s repertoire. We’re just making the next logical conclusion, here.

Ron Weasely- Intern for the San Francisco Giants

Ron’s a people-person, loves sports, and has a logical “chess player’s” attitude-he’d be perfect for an internship in baseball! The fact that the orange of the Giants gear is the same color as Ron’s hair is just an added perk.

Hermione Granger- Researcher at an international think tank.

She’s clever, book smart, and an excellent researcher-therefore, she’d excel at strategic problem solving. We also hear she has quite the talent for international affairs-remember her boyfriend Viktor Krum, the Bulgarian Quiddich star?

Harry Potter- Intern for a Silicon Valley startup

Harry’s a leader, bold, and never afraid to back down. He’s also a little nerdy and lives on risk. He’d therefore work really well in an innovative start-up environment, attempting to solve the world’s problems with technology on his side. Move over, Google: Harry would ensure his employees “don’t be evil!”

How to Master The Interview Process and Catch the Golden Snitch

Acing an interview is a bit like catching the Golden Snitch in a Quidditch Match.  While it doesn’t guarantee success, it goes a long way in stacking the odds in your favor.

If you are at the interview stage of the application process, it’s because the company felt your skills and background fit the bill! Yet, resumes and cover letters are simply paper and words; those hiring want to get to know the real you. Interviews offer a chance to demonstrate your abilities, professionalism, and persona to win a company over. At the same time, a negative interview can send a great candidate to the bottom of the pile.

Never let that happen to you! Follow these tips before, during, and after your interview, and you’ll be riding away on your Firebolt in no time.

Before:

1) Research the Company and the Position Description:

At the interview stage many employers are looking to see if you are the right cultural fit for their office and are passionate about their work. Take the time to explore the company’s webpage, peruse any literature you may have, review the position description if provided, and read any recent news articles about the company. Use this information to prepare educated questions and tailor interview answers to company interests!

2) Practice Makes Perfect:

Interviewing, like all skills, is improved with practice. Therefore, you should never go into an interview without preparation. Find family members, friends, or University Career Advisors, to serve as the “interviewer.” It may feel funny to do full length practice interviews but it is really important to get comfortable with the process from start to finish.

3) Know your Application and Resume:

You should be 100% prepared to walk interviewers through every detail on your resume as well as respond to questions related to your application. For example, if you’ve stated in your resume that you were in Investment Club, be prepared to speak about your experience.

4) Take Care of Logistical Details as Early as Possible:

Is it a phone interview? Make sure you know who’s calling whom, and that the phone numbers are correct. Make sure that your phone is charged and that you’re in a relatively quiet location during the call.

Is the interview in person? Know the address and route, while taking into account transportation time and any other potential delays. Make sure your clothing is clean, ironed, and ready to wear before the day of your interview.

During:

5) Arrive Early:

Aim to arrive at least 15 minutes early so that you won’t be stressed if you get lost or have hard time parking. During the wait, take the chance to settle nerves and make sure your appearance is neat.

6) Act with Confidence:

Confidence, not stubbornness, can turn an average interview into a great one. If you speak with confidence and assurance, interviewers are more likely to respect your answers. You’re only as correct as you think you are — believe in yourself!

7) Take Advantage of Pauses:

Take the pause after a question is asked to compose your answer. Thinking through what you are about to say will prevent stuttering and “ums” while responding.

8) Don’t overstress “Hardball” Questions:

Employers might ask you a question that you haven’t prepared for, and that’s okay. Think through your answer intelligently, and come up with a coherent response. They don’t necessarily expect you to have prepared an answer, as they’re often just testing your ability to think on your feet.

After:

9) Send a Follow-Up Email the Day Of:

Send your interviewers an email thanking them for the interview. Be succinct and professional — this is your last chance to make a great impression!

10) Consider Sending a Thank You Card:

If you’d like to thoroughly impress your future employers, handwrite a thank you card and drop it in the mail as you leave. Snail mail and handwriting show that you took the extra effort!

Now you’re almost ready to run onto that Quidditch pitch!

Last thing to do?

Believe that you are awesome.

We can’t reiterate this enough, and of course it’s easier said than done. Yet when you’re feeling overly modest, you’re really not doing yourself justice. Think of the interview as a simple conversation, and know that the people on the other side of the desk have been in your position. They must already think you have potential if you’ve gotten this far!

Take some deep breaths, and act with as much confidence as possible. With the right preparation before, during and after the interview, you’ll have caught that Snitch-and have a grown-up job unrelated to Harry Potter-in no time at all.

Mythbusters: Start-Up Company Internships

We do it like they do on the Discovery Channel.

START-UP COMPANY INTERNSHIP MYTHS

Starting your own company can be challenging, risky, and liberating-all at the same time. Does that interest you? Are you a budding entrepreneur looking to hit it big? If you’re up for the challenge, you may want to consider an internship at a startup first. We’ve taken a look at 10 myths associated with start-up jobs and bust’em or confirm’em.

 MYTH 1: Startup companies have no money or fame.
You’ve probably heard of Facebook, right? Or Google? Maybe you’re heard of Tumblr, the Khan Academy, Eventbrite, and of course, you’ve heard of InternMatch! Startup companies can be wealthy (just look at Google now) and incredibly famous. A startup company indicates one that’s relatively new; technically, the term refers to a company with “limited operating history.”

MYTH 2: All startups are in Silicon Valley.

This isn’t completely true: there are TONS of startups all around the world, and all around the US! However, the most famous place for startups is “the Valley”, and it’s for a good reason. The climate of innovation and sheer accessibility of money, tech people, and resources make the Valley a great place to go if you’d like to start or intern for a great company.

MYTH 3: If I work at a startup, I’ll get to meet the CEO.

You’ll probably meet the CEO daily. You will definitely talk to him/her. He/She will probably give you individual assignments, and you will probably think the CEO is really awesome. You might even become best friends and go bowling together A startup is pleasantly different from a large corporation- where the poor schmuck who’s your boss has less decision making power than a stalk of celery.

MYTH 4: I need to be a “coder” to work with a start-up.

While coding skills are a great asset for an aspiring entrepreneur or intern, you don’t need to know Python to be hired. Marketing, business, and depending on the company, specialists in a certain topic, are all beneficial to a startup.

MYTH 5: Startup internships are really competitive. 

Some internships are very competitive, but some companies just need interns! It also depends on the skill set that you offer-generally, there will always be a quantity of coding internships and room for developers in the startup world.

Business internships are on the whole more competitive.

MYTH 6: Working for startups gives you neither perks nor a social life.

People who work at startups have often left large companies due to a dislike of the overly formal and bureaucratic stricture. Therefore, they tend to be very friendly, informal, and enjoy speaking with interns and getting to know them. Interns can meet other startup interns through a program called “Startup Roots” and engage in company activities, like a company-wide kickball team.

MYTH 7: Startup Interns always work long hours.

If you like all night programming sessions, there’s a place for that. If you want to come into work at 10, that’s also possible. The hours are flexible, but the hard work isn’t.

Hours, in short, are however long it takes to get “it” done, whether that be shorter hours than your traditional 9-5 job, or longer hours.

MYTH 8: Startup companies don’t have a lot of money. 

It’s a range, but not at all a universal rule. It’s true that startups try to spend as little money as possible, but they can have millions of dollars in the bank. Initially, some startups live off profits from selling the owner’s  socks and shoes, but some startups make it to the stage at which they’re making large amounts of money.

MYTH 9: Startup internship opportunities are few and far between. 

We beg to differ; check out the posts already on our site! We’ve got features on interns in startups coming soon!

You can also check out our blog post on the Startup Roots program, and get some great entrepreneurial advice while you’re at it!

MYTH 10: Startups don’t have a lot of work to do; it’s all online, right?

This is definitely false. A smaller number of employees means more work for each employee. Though a startup doesn’t involve the traditional “minding the store” that Pop’s Bagels on Main Street might require, a lot of work is necessary to keep a company afloat.

The Startup Roots Fellowship: Starting Your Own Company Despite the Falcons

             “You can’t ever give up. You have to keep climbing higher, over the snakes, and,  you know, the f***ing falcons, that are all around you!”

Call me a philistine, but I had never met a CEO before—Jeff Immelt obviously didn’t attend Dad’s office GE Family Picnics. Yet, I was now in a room with at least four CEOs and innumerable potential CEOs, who were staring at one another with a rabid curiosity and a glint of shared passion too intense to concern the pizza.

There was no Immelt-like snifter of brandy-I was alarmed to find these CEOs as much older to me as I am to my sister. They are young, iPhone toting, and clever; they let the f-bomb and its four letter relatives fly with abandon.

How was I there, hobnobbing with the savvy and businesslike? I was lucky enough to be a participant in the 2011 Startup-Roots program.

In the program’s own words, “Startup Roots is a Fellowship program that places the country’s most elite students in innovative startups. [The] goal is to provide intelligent and aspirational students with a summer internship program that introduces them to the San Francisco / Silicon Valley startup scene. Fellows will be placed in a high-potential startup as an intern in either business or engineering. Additionally, students have the opportunity to attend a weekly speaker series featuring elite techpreneurs and venture capitalists.” I was at the first of these speaker series.

This series featured four CEOs of tech startups-all of who had started their own companies within one year of graduating college. Despite their different backgrounds and companies, they all share an almost tangible energy, love of risk, and drive. They’ve had similar experiences cutting through the metaphorical “snakes and falcons,” working harder than they once thought possible, feeling like “the smartest people in the world”, and building the relationships necessary to transform a pipe dream into a multimillion dollar reality. How can I find the words to describe their attitude? One of them said it best: “No f’ing rules.”

These 4 CEOs were:

1) Andrew Maguire-InternMatch

After graduating from Columbia in 2009, Andrew wanted to solve the quintessential problem for every college student -the difficulty and altogether impossibility of the internship search. Andrew, his childhood friend Nathan, and their technical cofounder Kyle raised 100k and moved to Seattle to launch their company, InternMatch. After learning and growing in Seattle, they relocated to the Valley/San Francisco .

2) Matt Mireles-Speaker Text

Matt’s previous jobs as a forest-fire fighter, an EMT, and a journalist taught him how to how to treat people, how to make difficult decisions quickly, and how to lead. He was inspired to found Speaker Text by his career in journalism (“I thought I was the smartest person in the world”). With no prior experience, he headed to the Valley, courted the right investors, and founded his company.

3) Murti Hussain-HiGear

Murti “never had a real job and hopes [he] never will.” After his freshman year at Williams, he dropped out to start his first company, funded by whomever he could find in his school’s alumni directory. After coming to the Valley, he then created a social networking site, sold his company called “Peanut Labs”, and finally started his newest venture, “HiGear.”

4) Gagan Biyani-Udemy

Gagan was an intern at Microsoft and a consultant at Accenture before he realized he “wasn’t the type of person who could just do nothing.” Therefore, he began blogging for TechCrunch while working for Accenture. He “hacked his way to the Valley”, and founded his company, Udemy, with two other cofounders.

These CEOs and founders gave advice on the most significant challenges associated with starting and running a company. Ready for the inside information?

The Essential Challenges of Starting a Company

1) Team Building

According to these founders, a team is the hardest and most important component of a company: “If someone isn’t in it for the long haul, leave them really fast.” Can this be accomplished without the Winklevoss Brothers in hot pursuit for all of eternity? “Figure out equity later-and never, ever promise your flaky cofounder a part of a company.”

Establishing a CEO and including a CTO in the cofounders is essential, as it’s necessary to have a final decision maker and a programmer.

2) The Importance of Execution

Apparently, every idea I could ever have is currently whizzing around in the brains of seventy other individuals and all of their relations. That’s why a company is “99% execution, and 1% about ideation.” It’s important to focus on a business model and move on if it doesn’t succeed. The ideal is to “fail fast”-if a company does not have the potential to work, failure should occur as quickly as possible.

3) Getting Money and Investors

When pitching to investors, “ask for advice, rather than money” as what you’ll receive is almost always the opposite. While pitching, adhere to the law of numbers-if you pitch to 300, at least one should respond! Knowing your audience while pitching is also essential-if there’s a trend in the Valley that investors have been enamored with, engage it however superficially into a presentation. Never be afraid to go again and again to an investor, the founders state. Even if they do not invest, you will improve your presentation tone, cadence, and content for the next investor.

4) Leveraging Momentum

If you’ve hooked one fish, it’s infinitely more likely that you’ll hook others-once you have “precious and hard sought” momentum, “sell the sh*t out of it.” Capitalizing on a success breeds more success-whether with investors, new team members, or others.

5) The Most Valuable Intern Advice

Each of these CEOs manage tons of interns; who better to get intern advice from?

a)  Accelerate your learning curve as fast as possible-learn as much as you can, as quickly as you can.

b) Meet and build relationships, as much as possible-building your relationships is the key to the startup world.

c) “Hack your environment”-find “get arounds” and make it work.

d) Meet other interns-once again; they’re the future CEOs.

e) Stock up on knowledge-what you don’t have to learn through experience can be your catalyst to success.

f) “Say yes every single time!” Whenever asked to do something, you should be willing to do it-within some reason.

g) “Don’t make excuses, and deal with your priorities: just get it all done.” This no-nonsense statement needs no clarification.

h) Have one supervisor. You should have one person to whom you are responsible for deliverables.

i) Become the master of something at your office-learn how to be “indispensable.”

      Lastly?

• “Don’t die and it will all work out.”

Starting a company is a struggle. It undoubtedly requires determination and confidence to succeed. “They’re going to say you suck, everything sucks,” Matt warned. “You need to turn [the negativity] around and go for it.”

Yet, these founders love what they do. They’re energized, genuinely interested, and hungry–for knowledge, for success, and for more risk. (I’ve also never heard so much swearing in my life, and I’ve been to a truck stop in West Virginia.) They’re self-described as “dudes in crazy situations, running around,” are passionate, and driven with a sense of purpose and confidence. Is there any doubt that they have fun? Is there any uncertainty that they’re enthusiastic about what they do?

Don’t die-and that might be you, too.

Mythbusters: Consulting Internships

We do it like they do on the Discovery Channel.

CONSULTING INTERNSHIP MYTHS

Ever considered a career or an internship in management consulting? Many people do-it’s generally thought of as a great industry for new grads. We’ll discuss 10 myths associated with consulting, and bust’em or confirm them.

 Are you ready? (Don’t try this at home, folks.)

MYTH 1: I need to be an expert in something to consult!                           

Not at all! Entry-level positions and internships are there for a reason: to help you build expertise. Consulting firms are most often looking for analytical and critical thinking abilities. Show them you can think!

MYTH 2: What are the “Big 5” firms? Do they even exist?

They do exist, but which firms are specifically meant by that title vary. When people refer to the Big 5 firms, they often mean the older accounting firms. When they are discussing strategy consulting, there are simply 3 “Big” firms. Names you will often hear in this context include: McKinsey & Co., PricewaterhouseCoopers (PWC), the Boston Consulting Group (BCG), Deloitte, Accenture, Bain & Co., KPMG, and Ernst & Young. Firms often merge and recombine.

MYTH 3: Consulting interns and entry level positions make a ton of money!

Yes, the myth can be true. At Deloitte, intern salaries can be $24 per hour, significantly above the minimum wage in most states.

MYTH 4: Consulting internships have to be acquired through connections.

Not at all! Consulting firms like Deloitte and Accenture recruit heavily on campuses, and have established intern application programs. Search for some cool positions through WayUp!

MYTH 5: Consulting internships are really competitive.

Some internships are very competitive, especially those with the big consulting firms, and others are not as competitive. There’s a range in the market!

MYTH 6: Consulting interns work long hours.

It’s plausible, as it depends on the firm. Many consulting firms do require their employees to work long hours, yet, consultants are usually paid by the hour!

MYTH 7: Management consulting is all there is.

Not at all! While many people only think of management consulting firms when they think of consulting, the industry is made up of technology consulting, environmental consulting, healthcare consulting, and many others. Specialization can occur based on interest in a particular field. For example, the Albright-Stonebridge Consulting Group consults in international affairs, while IBM has many arms, including an Environmental Consulting division.

MYTH 8: Consulting is evil corporate America.

Firms often never resemble “Corporate America,” including Frontline Solutions and other firms that specialize in nonprofit consulting and social entrepreneurship.

MYTH 9: Nobody knows what consulting interns do all day.

We beg to differ; here’s a day in the life of an intern at Deloitte!

MYTH 10: John Legend worked for BCG before launching his music career.

We’ve heard it from Ramit Sethi, and it’s therefore got to be true. John Legend: that soulful crooner, midshipman of the Love Boat, and captain of our hearts, was once in fact one of the lucky few to work with one of the best management consulting firms in the biz.