Recently I was elected to the Board of Directors for the National Association for Colleges and Employers (NACE). I have just completed a year of service as the Chair of NACE's Diversity Advancement Committee and initiatives, and have been involved with the organization the last 4 years in other efforts including magazine interviews, the 2006 conference planning committee, and several years of service in the Diversity Advancement Committee. As Chair of the DAC we had great success this past year which included a successful virtual seminar on diversity recruitment on college campuses, a best practices panel on HBCU recruitment at the national conference, an HBCU recruitment discussion forum in Atlanta, and overall excellent success in inspiring a national dialogue around issues of diversity recruitment on college and university campuses.
I look forward to serving on the NACE Board and hope to provide a new voice that will assist in the development of career opportunities for all students, development of diversity recruitment practices, technologies, and resources that will assist employers and campus career professionals. I am also very interested in being an advocate to promote and inspire more diversity in the ranks of campus career centers, diversity amongst vendors within the career development industry, and increased diversity among employer recruitment teams and management.
I suggest that all students and college professionals who are interested in learning more about the issues and strategies that drive the national and global campus recruitment industry take a moment and check out the NACE website (listed below). Quite frankly, some of you at HBCU career centers and smaller colleges should definitely consider being more involved to have access to the networks, resources and other tools NACE can provide you to give you and your center a professional edge! NACE networks and information have played a vital role for us at Howard in elevating the effectiveness, quality of service, and overall branding of our career services to a whole new level of national leadership and prominence. It could help your center and personal career as well!
Check out NACE's website at www.naceweb.org/
Kim R. Wells
Please write me through this blog or at kwells@howard.edu if you have any ideas or comments about NACE or other subjects you may have in mind.
Tuesday, June 26, 2007
Strategies for Internal Career Advancement
Recently a reader wrote the Black Collegian and requested that Kim R Wells provide some advice regarding the following situation.
Reader Message:
Hi,I have a question, if you would be kind to answer for me. I would really appreciate it. I am working in a company, and like my work, but it is not exactly in my preferred line of work. I would need to do some academic upgrading before I can really get the job I want there. I recently went for a job interview which is in the same department as the the job I really want. However, I realized in the interview that I might not be happy with the corporate culture for this job, and with the expectations to work overtime and on weekends (occasionally). If I am offered this job, how can I politely refuse without causing any hard feelings among the people in that department, with HR, and with my present co-workers. ---Salary? Present co-workers? I still want to move on eventually but I thought this would be a good step forward. They caught on to that fact during the interview, and asked me if this is a stepping stone in my path to a better job. I said it would probably be several years before I completed enough academic upgrading, but eventually I would like to move on.
KRW Response:
Dear Reader,
I like the fact that you are looking to the future and seem willing to take the next steps in your career through education and exploring job opportunities with your current company. Too many professionals totally overlook opportunities with current employer, and don't consider the excellent "in-house" opportunities for training, tuition assistance programs and other programs such as mentoring that can assist in achieving their career goals.
Also remember while you are pursuing your career goals there will always be seasons when you may need to strategically accept opportunities that are not exactly what you want at the time, but could assist you in the long run in moving forward with your career goals. Most successful professionals will tell you that they had to be flexible at various times in their career and take opportunities that would assist them in achieving their goals, but maybe were not exactly want they wanted at the time. If you are flexible, you can build certain professional competencies you need to develop, get in the "right" department, or find jobs that enable you to visibly "show your stuff" to the right people in the organization. Being flexible and taking strategic "side-steps" in your career can also assist you in receiving great mentors, training, and gain valuable experience that you can leverage to achieve your long term career goals.
Don’t worry about the extra hours and occasional weekends unless you have childcare needs or have other personal issues that may be of concern (and if so speak confidentially to a human resources professional that may be able to assist you by identifying programs or flexibility within the opportunity that will enable you to take the position). I suspect that when you move to the top of your profession, overtime, and weekends will still be a part of your professional life. Sometimes we need to determine what we are willing to sacrifice in order to achieve our greatest goals. Very few people "stumble to the top" most get there through being competent and willing to work hard for what they want.
Also remember that most quality employers recruit employees with the intention of developing the new hires skills and overall value to the organization. If an employer is not excited about your development and career advancement, be careful that there may be other more serious problems at play in the organization that may warrant your keeping your eyes open to other opportunities outside of the company.
If you have already informed this group that you will not be taking the position, don’t worry about it as long as you did it in a timely and professional manner. I suggest a great letter outlining the areas that were of some concern as a follow-up, but be sure to express that you still have a long-term interest in working in that area. Consider also keeping contact with them in case another more desirable situation should open up in the future. Keep moving forward in developing your skills and talents, I wish you all the best in pursuing your goals. Keep me posted at kwells@howard.edu or write back through the blog.
Kim R. Wells
Reader Message:
Hi,I have a question, if you would be kind to answer for me. I would really appreciate it. I am working in a company, and like my work, but it is not exactly in my preferred line of work. I would need to do some academic upgrading before I can really get the job I want there. I recently went for a job interview which is in the same department as the the job I really want. However, I realized in the interview that I might not be happy with the corporate culture for this job, and with the expectations to work overtime and on weekends (occasionally). If I am offered this job, how can I politely refuse without causing any hard feelings among the people in that department, with HR, and with my present co-workers. ---Salary? Present co-workers? I still want to move on eventually but I thought this would be a good step forward. They caught on to that fact during the interview, and asked me if this is a stepping stone in my path to a better job. I said it would probably be several years before I completed enough academic upgrading, but eventually I would like to move on.
KRW Response:
Dear Reader,
I like the fact that you are looking to the future and seem willing to take the next steps in your career through education and exploring job opportunities with your current company. Too many professionals totally overlook opportunities with current employer, and don't consider the excellent "in-house" opportunities for training, tuition assistance programs and other programs such as mentoring that can assist in achieving their career goals.
Also remember while you are pursuing your career goals there will always be seasons when you may need to strategically accept opportunities that are not exactly what you want at the time, but could assist you in the long run in moving forward with your career goals. Most successful professionals will tell you that they had to be flexible at various times in their career and take opportunities that would assist them in achieving their goals, but maybe were not exactly want they wanted at the time. If you are flexible, you can build certain professional competencies you need to develop, get in the "right" department, or find jobs that enable you to visibly "show your stuff" to the right people in the organization. Being flexible and taking strategic "side-steps" in your career can also assist you in receiving great mentors, training, and gain valuable experience that you can leverage to achieve your long term career goals.
Don’t worry about the extra hours and occasional weekends unless you have childcare needs or have other personal issues that may be of concern (and if so speak confidentially to a human resources professional that may be able to assist you by identifying programs or flexibility within the opportunity that will enable you to take the position). I suspect that when you move to the top of your profession, overtime, and weekends will still be a part of your professional life. Sometimes we need to determine what we are willing to sacrifice in order to achieve our greatest goals. Very few people "stumble to the top" most get there through being competent and willing to work hard for what they want.
Also remember that most quality employers recruit employees with the intention of developing the new hires skills and overall value to the organization. If an employer is not excited about your development and career advancement, be careful that there may be other more serious problems at play in the organization that may warrant your keeping your eyes open to other opportunities outside of the company.
If you have already informed this group that you will not be taking the position, don’t worry about it as long as you did it in a timely and professional manner. I suggest a great letter outlining the areas that were of some concern as a follow-up, but be sure to express that you still have a long-term interest in working in that area. Consider also keeping contact with them in case another more desirable situation should open up in the future. Keep moving forward in developing your skills and talents, I wish you all the best in pursuing your goals. Keep me posted at kwells@howard.edu or write back through the blog.
Kim R. Wells
Saturday, June 9, 2007
Salary Discrepencies for Blacks
It is very disturbing what I hear consistently from my alumni and many African American students around the country about salary disparities that they are facing in the job market. I personally have seen first hand organizations that have offered Black candidates much lower salaries than White with similar backgrounds for the same positions.
What's going on? In a post civil rights era, some people still seem to believe it is ok to offer African American professionals only 80% of what they are offering non-African Americans according to the most recent census information.
Some of the Hurdles:
What's going on? In a post civil rights era, some people still seem to believe it is ok to offer African American professionals only 80% of what they are offering non-African Americans according to the most recent census information.
Some of the Hurdles:
- Lower entry level salaries for African Americans- Solution, greater time needs to be invested in salary research and developing negotiation skills.
- Lower scores/ Less Recognition in Performance Evaluations Process- Solution, Improved awareness and active management of the performance evaluation process. Report inconsistencies or irregularities to proper organizational officials.
- Lack of Salary Awareness- Solution- Research industry reports and websites on salaries, keep abreast of current salary information reported by organizations for positions in your area of interest and current position. Talk with HR representatives in your organization for current salary ranges in your position and positions you are targeting in the future.
- Visibility and Opportunity- Solution- Seek mentoring and coaching from successful professionals including non-African Americans. Developing a career advancement strategy to assist in identifying formal and informal training and opportunities to achieve your goals.
- Lack of Recognition of Your Own Value-Too many Black professionals are "just happy to be there,"and feel they need to accept lower salaries to secure the opportunity. Solution- Understand you are there because you add value to the organization. Again research of industry and organizational salary trends, discuss with supervisor salary ranges of your peers and research similarly positions across your organization. Ask your supervisor for feedback on strategies to position yourself for higher salary ranges.
- Vote with your feet-If they aren't willing to pay you the reported market value of your talent within your industry, step on... an organization that doesn't reward talent and high performing contributors is probably riddled with other problems that will slow down or even derail your career.
For recent salary information check out the NACE Salary Survey information @
http://www.jobweb.com/SalaryInfo/default.htm---KRW
Tuesday, June 5, 2007
What To Do If Your GPA is Low?
Some of you have had to sacrifice and press on in spite of "non-traditional" and even harsh circumstances to pursue your college education. Some of you have worked full time jobs, had to raise children, or have been very actively engaged in student activities or leadership roles on your campus. This is all good, but sometimes for some the GPA (Grade Point Average) can take a hit.
If you haven't graduated my advise is--GET THAT GPA UP, even if it means focusing down on some of your activities and work hours. Keep in mind your long-term priorities. A low GPA can cost you thousands of dollars in entering the job market and less access to top career opportunities that can fast track your career.
But if it is too late...
1. Don't cry over spilt milk - Move forward with dignity and grace, and celebrate the fact that you have reached the privileged status of being a Black college graduate!
2. Consider we all have different learning styles, some are more conducive toward school, some are more hands on in working with people and within "real life" situations that we are more confident in engaging. Some of you that received "Cs" in school will get "As" in "real life" and in your careers.
3. Think about all the great leaders that were "C" students, including business owners and even our current President (ok well maybe not the best example-but he did get in) that were "C" students. Some people just don't begin excelling until after their formal academic careers are over.
4. Examine and design a plan to leverage your unique value to the job market. Consider developing a plan to market the leadership roles you held in campus organizations, part-time work, or internship opportunities--employers love people that can make things happen. Employers are looking for people who have shown prior performance, and GPA is only one indicator of future performance and leadership. How many high GPA students couldn't lead their way out of a wet paper bag?
5. Take the time to develop a strong and targeted resume, mistakes are a killer if you have a low GPA --so none are allowed at all! Showcase your leadership, outcomes of organizations and work activities you lead.
4. Leverage your fan club. Call on campus administrators who know your work, faculty, part-time and intern employers who can vouch for your leadership outside of the classroom. This could also include regional and national fraternity and sorority leaders who are aware of your work, or other local or national professional organization leaders that are aware of your work.
5. Get your hustle on!! What I have found over the years is that "C" students are often great hustlers, and can often talk their way into anything...thet just aren't as focused at times. I recommend that you get your hustle on, hit the pavement hard, and demonstrate your value to top employers who are always looking for great talent potential that they know is sometimes found as diamonds in the rough.
6. Get a good coach or mentor to work with you. You will need someone to help you decode scenarios, people, and circumstances. With experience and time on their side they can help you to avoid some pitfalls, or delays in getting plugged in with the right people and organizations.
7. Remember you have talent. Some people just take longer to demonstrate it due to circumstances, mistakes, or lack of focus. Its time to lay aside childish things, make yourself and your future a priority, and move forward.
Check out this great article at http://www.coba.unr.edu/faculty/parker/Grades.html written by John H. Williams of Pepperdine University about the Behavior Dimensions on Grades.
Take some time to write me and the many who have told me that they are following this blog. We would all love to hear from you on this or the other topics we have covered.
---KRW
If you haven't graduated my advise is--GET THAT GPA UP, even if it means focusing down on some of your activities and work hours. Keep in mind your long-term priorities. A low GPA can cost you thousands of dollars in entering the job market and less access to top career opportunities that can fast track your career.
But if it is too late...
1. Don't cry over spilt milk - Move forward with dignity and grace, and celebrate the fact that you have reached the privileged status of being a Black college graduate!
2. Consider we all have different learning styles, some are more conducive toward school, some are more hands on in working with people and within "real life" situations that we are more confident in engaging. Some of you that received "Cs" in school will get "As" in "real life" and in your careers.
3. Think about all the great leaders that were "C" students, including business owners and even our current President (ok well maybe not the best example-but he did get in) that were "C" students. Some people just don't begin excelling until after their formal academic careers are over.
4. Examine and design a plan to leverage your unique value to the job market. Consider developing a plan to market the leadership roles you held in campus organizations, part-time work, or internship opportunities--employers love people that can make things happen. Employers are looking for people who have shown prior performance, and GPA is only one indicator of future performance and leadership. How many high GPA students couldn't lead their way out of a wet paper bag?
5. Take the time to develop a strong and targeted resume, mistakes are a killer if you have a low GPA --so none are allowed at all! Showcase your leadership, outcomes of organizations and work activities you lead.
4. Leverage your fan club. Call on campus administrators who know your work, faculty, part-time and intern employers who can vouch for your leadership outside of the classroom. This could also include regional and national fraternity and sorority leaders who are aware of your work, or other local or national professional organization leaders that are aware of your work.
5. Get your hustle on!! What I have found over the years is that "C" students are often great hustlers, and can often talk their way into anything...thet just aren't as focused at times. I recommend that you get your hustle on, hit the pavement hard, and demonstrate your value to top employers who are always looking for great talent potential that they know is sometimes found as diamonds in the rough.
6. Get a good coach or mentor to work with you. You will need someone to help you decode scenarios, people, and circumstances. With experience and time on their side they can help you to avoid some pitfalls, or delays in getting plugged in with the right people and organizations.
7. Remember you have talent. Some people just take longer to demonstrate it due to circumstances, mistakes, or lack of focus. Its time to lay aside childish things, make yourself and your future a priority, and move forward.
Check out this great article at http://www.coba.unr.edu/faculty/parker/Grades.html written by John H. Williams of Pepperdine University about the Behavior Dimensions on Grades.
Take some time to write me and the many who have told me that they are following this blog. We would all love to hear from you on this or the other topics we have covered.
---KRW
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