JOB OPPORTUNITIES

Checklist for job hunting: 1 | 2-3 | 4-5

2. Informational Interviewing

What is it?

  • A practical application of networking
  • "Face-to-face meeting with knowledgeable people to make occupations come alive."

Why do it?

  • To obtain high quality information
  • Explore different career options
  • Enlarge your network
  • Get your foot in the door

How to do it?

  • Use your network to come up with a list
  • Conduct basic research about the person and the company
  • Treat like a normal interview, except you have a little more "control" in this type of interview

Questions to consider

  • How did you get started/interested in the field?
  • What steps did you take to get where you are now?
  • What entry-level jobs are best for learning as much about this position as possible?
  • What is the typical career path for advancement based on performance?
  • How important is further education in the field for career advancement?
  • What do you like best about your job?
  • What do you like least about your job?
  • If you could start all over again today in launching your career, what steps would you take?
  • Who else should I talk to?
  • ** Do not ask for a job, only for information
    ?This would damage your credibility and confuse thing.
     ?Even if offered on the spot, say you would like to think it over  first.

3. Mentoring

What is it?
Usually refers to relationships between juniors and seniors for express purposes

  • of enhancing the career potential of the junior
  • and perhaps, the status of the mentor

Why do it?

  • Critical source of career development
  • A source of coaching, a way to "learn the ropes"
  • Enlarge your network
  • Protection: a buffer of support in times of trouble
  • Exposure: Creates opportunities for you to succeed
  • Benefit to mentors: They contribute to another person's development; gain research support from the protege, learn new perspectives from their juniors, etc.

How to do it?

  • Become familiar with the mentoring culture within your department or organization: Does the culture nurture mentoring or is it fraught with competitive pressures?
  • Start with professors at school
  • Start with co-workers, supervisors
  • Identify what you want and need from the relationship: what can you offer? how will it change over time?
  • Takes time and initiative to develop and maintain
  • Don't rely on one mentor: one person cannot fulfill all of your professional needs
  • Be sensitive to the changing needs that arise in a mentoring relationship
  • When it's time to let go, let go. This is actually a sign of growth and achievement
  • ** Develop the idea and practice of peer mentoring: how can you help each other to succeed as applied sociologists?