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SI Careers Blog Ranked #10 Career Services Blog

I recently was notified by a fellow job search blogger, that he ranked our SI Career Blog #10 of all university career services blogs! I'm pretty excited about this -- and it encourages me to continue posting interesting and relevant articles and tips for our readers.

See the link here (and the opening text below) to read about our blog and the other top 10!

Top 10 College Career Services Blogs
Posted by Willy Franzen on Monday, June 30, 2008

A lot of people ask us, “Where do you find all the companies and jobs that you write about?? We’ve already told you about how we use Google, magazine lists, and television to find jobs, but we have a few other tricks up our sleeves as well. One is blogs - we use them a lot. Some of the most useful blogs are those published by career services offices at colleges and universities. They’re full of great tips and excellent entry-level job and internship opportunities. Although the blogs are usually geared towards the students of the school, they’re open to the public.

All of the sites we’ve included on our list of the Top 10 College Career Service Blogs are of great quality, but there weren’t too many blogs that we left off the list. That begs the question: Why aren’t more career services offices blogging? Is it lack of student interest? Many career services offices offer newsletters through e-mail, and some of these are published online, but why not use a blog for updates? It’s really easy to do, and it’s a much more flexible form of communication. We hope to see more career services offices pick up blogging. They can take a lead from the blogs listed below.

Posted by kkowatch on June 30, 2008 at 03:45 PM | Comments (0)

CV Critique Day at The Career Center

Your CV is usually the first chance a search committee has to assess your candidacy for an academic job, so you'll want your document to be as strong as possible. Our CV Critique Day offers individual feedback on your document. Contact our Information Desk at 734-764-7460 to schedule your half-hour appointment:

Monday, July 14
12:00-2:00 p.m.
The Career Center
3200 Student Activities Building

Posted by kkowatch on June 27, 2008 at 01:58 PM | Comments (0)

Calling all Current and Future Records Managers!

From the SAA Student Discussion List....

Are you involved in a records management-related project?
Are you a recent graduate of a records management program?

If yes, please send your news to Debra Kimok for inclusion in the July issue of The Records Manager, newsletter of the SAA Records Management Roundtable (RMRT).

We'd also like to know if you are a student of records management, or interested in records management, and are attending the SAA annual conference in San Francisco.
The RMRT annual meeting wiki page is http://www.ibiblio.org/saawiki/2008/index.php/Records_Management_Roundtable_Meeting

Tiny URL for the above: http://tinyurl.com/5hshqv

Past issues of The Records Manager can be found at http://www.archivists.org/saagroups/recmgmt/

Debra Kimok

Editor, The Records Manager

Posted by kkowatch on June 24, 2008 at 11:04 AM | Comments (0)

Employers@SI Recruiter on NPR!

Much to my surprise, I was listening to NPR on the way to work on Wednesday (6.18.08) morning, and I heard a discussion about a company that has software that can review huge amounts of electronic correspondence and use it as evidence. As I listened, I immediately knew that the company was Cataphora and the speaker was Elizabeth Charnock, CEO of Cataphora. In the fall of 2007, SI Careers hosted Ms. Charnock, a UM alumnus, as a recruiter at SI. She did a impressive presentation on her company which resulted in the recruitment of at least one of our students. If you are interested in learning more about Cataphora please contact SI Careers. Please see below for the commentary from the NPR discussion:

Investigating Employees' E-Mail Use

Morning Edition, June 18, 2008 · Co-host Steve Inskeep talks to Elizabeth Charnock, CEO of Cataphora. The California-based firm helps companies in legal matters by investigating patterns of employee e-mail use.

The E-Mail Age
E-Mail at Work: Tips to Keep You Out of Trouble
by Heidi Glenn

Ever wonder whether your boss is looking over your shoulder as you write e-mails from work? You're not being paranoid. Companies large and small have turned to monitoring employee e-mail, looking for everything from proprietary data leaks to cyberslacking.

E-mail creates the electronic equivalent of DNA evidence, according to the ePolicy Institute, which conducted, along with the American Management Association, surveys of e-mail monitoring among U.S companies. That means your electronic paper trail can be restored and reviewed — and can also be retrieved as part of a future lawsuit's discovery process.

Here are some suggestions on how to e-mail without worry.

Expect Zero Privacy. Employers are increasingly monitoring staff e-mails, instant messages and Internet usage. According to a 2007 American Management Association survey of 304 U.S. companies, 43 percent of employers store and review employees' e-mail messages. Nearly 30 percent of them have fired workers for e-mail misuse — for violating company policy, for using inappropriate or offensive language, for excessive personal use, and for breach of confidentiality. So unless your company states otherwise, assume your employer is monitoring your workplace communications, including e-mails and IMs, according to Sharon Nelson, head of Sensei Enterprises, a computer forensics and data recovery company in Fairfax, Va. Nelson suggests that before you hit send, conduct this three-part test: imagine your e-mail in a major newspaper, imagine your mom reading it and imagine it winding up on a billboard along the highway. "If it passes these tests, then it's fine," Nelson says.

How Do They Do It? Computer monitoring takes several forms. Most employers use software to automatically monitor e-mail, but many hire staff to read and review chunks of random e-mail, the survey found. Time stamps allow employers to gauge time spent on personal e-mail. And if you're afraid your boss may have it out for you, be careful: she could be monitoring your e-mail for when you slip up. So avoid using obscene, pornographic, sexual, harassing, discriminatory, defamatory, menacing or threatening language — anything that could make you a liability in your employer's eyes.

Will I know? Not generally. Two states — Connecticut and Delaware — require that employers notify employees when they're being monitored. And while an alert at log-in is a best practice for all companies, monitoring e-mail is generally unregulated. Besides, Nelson says, it's a universal given that the computer you work on is your employer's equipment. That has been "tested in the courts over and over again. It's their equipment. It's their right" to monitor. As head of Sensei, she says "I even assume I'm monitored" by Sensei's vice president of technology.

G-Mail Is No Refuge. Employers can still recover and read Internet-based e-mail like Yahoo! Mail or Hotmail when it's opened from a work-based computer. That's because the e-mail is saved to your local, company-owned hard drive. For this reason, personal e-mail from your attorney opened on your company's computer may result in waiving the attorney-client privilege.

But I Hit Delete! Computer forensics firms like Sensei can recover work e-mails that you thought you deleted. Over time, e-mail is overwritten from your work's server, but don't expect to know whether it's an e-mail from five days ago or five years ago, Nelson says. She recalls a case involving three stockbrokers who claimed they did not leave with the company database when they separated from their employer.Their e-mail logs indeed said the information had been deleted just before they left, but there was also evidence that their Palm Pilots had been synced up to their computers and, sure enough, forensics discovered the database on their handheld devices.

Disclaimers Aren't Worth a Darn. Most experts agree the sometimes ridiculously long disclaimers at the bottom of e-mails are worthless, Nelson says. "They're rote. Nobody's reading them." However, she adds, a lawyer may tell you to include them on your e-mails anyway.

Avoid the AutoComplete. One of the most frequent e-mail blunders is the AutoComplete function featured in programs such as Microsoft Outlook. AutoComplete predicts the e-mail address as you type, and if you're not careful, your message could wind up in a very different inbox than the one you intended. Case in point: the New York Times broke a story early this year that Eli Lilly and Co. was in settlement talks with the government after a lawyer associated with the company accidentally e-mailed confidential information to a Times reporter instead of to her colleague with a similar name. Either double-check that your e-mail's recipient is who you intend, or try disabling your AutoComplete function.

Watch out for copyrighted material. You wouldn't make photocopies of a chapter of a book and distribute them, would you? Same goes for electronic publications. So watch out before you send your co-workers and friends a magazine article that your company subscribes to. Say, for example, your company of a few hundred has only a handful of subscriptions to a magazine, but an article is distributed companywide. The publisher is losing out on all that subscription revenue, and your company could be liable. And if the publisher sued, your forwarded e-mails would be discoverable (and your company may be scanning your e-mail to head off potential copyright infringement lawsuits). Kim Jessum, an intellectual property attorney with Stradley Ronon in Philadelphia, suggests that before forwarding articles, find out what's permissible under the contract with the publisher: Your contract may allow for printing rights, which means you can make a printout copy of the article available to staff.

National Public Radio featured a week-long series on email usage and ideas. See below for the topics and links to the articles.

Monday - E-Mail Sins, Horror Stories and Strategies
Tuesday - http://www.npr.org/templates/story/story.php?storyId=91573868 by Yuki Noguchi
Wednesday - E-Mail at Work: Tips to Keep You Out of Trouble by Heidi Glenn

Posted by kkowatch on June 19, 2008 at 07:57 AM | Comments (0)

Think Social Networking is Good For You? Maybe Not!

Link to http://tinyurl.com/6aa3my* to view a great podcast by Valdis Krebs (the long-term innovator in Social Network Analysis), in which he describes how social networking sites like Facebook and LinkedIn are silos that can actually cut us off from our social networks.

Posted by kkowatch on June 16, 2008 at 05:10 PM | Comments (0)

Skills Needed To Get the Job -- Students Not Trained on The Job Anymore

IBM’s answer to IT skills crunch: Woo students
Reaches out to colleges with Web tools for honing IT skills
By John Cox , Network World , 06/13/2008

Go to http://www.networkworld.com/news/2008/061308-ibm-skills.html?page=1http://www.networkworld.com/news/2008/061308-ibm-skills.html?page=1 to read the article at NetworkWorld and to access all the included links.

As part of an expanded outreach to college IT students, IBM is releasing a set of Web-based tools and resources to help them hone marketable skills in the fastest-growing IT job opportunities.

IBM is adding a section to the Web site of its long-standing Academic Initiative program, which until now has focused mainly on working with faculties who teach IT and IT-related courses. The new section is designed for students, with tutorials, games, skills assessments and online forums that can supplement, and be incorporated with, regular college and university courses.

“Our key concern is the ‘skills pipeline,’? says Kevin Faughnan, an IBM veteran who’s been director of the company’s Academic Initiative since 2004. The mega-trends of globalization and services-oriented economies are made possible by information technology, creating a growing U.S. and global demand for IT skills, he says. "The information system -- the hardware and software and networking ‘complex’ -- is what’s driving the services-oriented businesses,? he says. “They need young workers who have the skills to continue innovating."

And these companies can no longer afford the lengthy and costly internal training programs that have been standard features of the business landscape, according to Faughnan. Young workers need to be productive sooner, with skills that are ready to be used. (Read “Wanted: 10 IT skills employers need today.)

College and university faculty understand this, Faughnan says. And the expanded Web resources are part of IBM’s commitment to facilitate this skills development in colleges and universities, in conjunction with the company’s existing collaboration with faculties.

But the nature of these skills and the role they play in the developing global economy mean that IT skills are no longer limited to IT professionals, but become an important, even essential, part of other business disciplines such as marketing, accounting, security and business process re-engineering. So IBM’s outreach extends beyond computer science departments to include areas such as business.

Brandeis International Business School, part of Brandeis University in Waltham, Mass., is using IBM’s 3-D video game, Innov8, unveiled last November, as a complementary tool for teaching business process management. In the game, a student becomes an outside consultant working with a company to re-engineer a business process in its call center, says Preeta Banerjee, assistant professor of strategy at the school.

It takes one to two hours to go through the scenario, and students write up and then talk over their impressions and reactions. As members of the Academic Initiative program, Banerjee and other faculty have taken students to IBM’s Lexington campus to meet with employees whose job is re-designing business processes. IBM says about 100 institutions of all types and sizes are now using Innov8.

IBM has keyed many of the new student resources to emerging skills that are in high demand. Many of these are in Web services and Web application development, database, and open source programming.

The new Web resources fall into seven broad areas, accessible via an extension to the IBM Web site – www.ibm.us.com/university/students:

* Service Science Management and Engineering (SSME), an emerging discipline that combines works in science, engineering and business management, intended to equip students to work in a new class of jobs, such as environmental engineering, that need a multidisciplinary expertise.

* Database technology, a package of information tools, dubbed DB2 Express-C, including free software downloads, access to a tech support forum, and publications and materials for preparing for certification exams.

* For Web 2.0 development, the new site offers WebSphere sMash, which includes scripting runtimes such as Groovy and PHP, software, and access to an online development community at ProjectZero.org.

* Web server technology, a battery of education and development resources around IBM’s downloadable lightweight Java application server, WebSphere Application Server Community Edition, based on the open source code delivered in Apache Geronimo.

* “Team-based development? with IBM’s just-unveiled Team Concert, a portal that keeps development teams in sync, based on IBM’s Jazz collaboration platform for distributed software development. Team Concert is a free download, and students can join the Jazz.net online community.

* Enterprise systems, a group of tools around emerging large-systems computing models and issues, such as the new data center, virtualization, “green IT,? and cloud computing. One element is mainframe “games? hosted on the 3-D virtual site, Second Life.

* Skills certification and job opportunity database: faculty members who are members of the Academic Initiative can request 50% discounts for their students on almost 50 IBM software and hardware certification tests. Students who pass these tests can post their résumés on the Student Opportunity Systems, a database accessed by IBM customers and business partners around the world.

BM’s Faughnan likes to quote former University of North Carolina Professor Daniel Reed, now with Microsoft Research, that IT is “the Liberal Arts of the 21st century.? “A lot of people consider [all] this as vocational training,? Faughnan says. “The truth is that this kind of education is pervasively relevant.?

Posted by kkowatch on June 16, 2008 at 10:55 AM | Comments (0)

10 Ways to Use LinkedIn to Boost Your Career

From TechCareers.com
Posted by: Logan Kugler
On: 06/10/2008 09:54:29
In: Information Technology

How to make LinkedIn work for you

As far as I'm concerned, LinkedIn is the single greatest networking tool in the world - ever. The problem is, not everyone knows how to use it to their advantage. Of all the people I've talked to about LinkedIn, most acknowledge that they're a member but only a handful are actually getting value out of the networking website. Most signed up because a friend sent them an invite and haven't really given it a second thought since.

The reality is, with more than 20 million business professionals on LinkedIn, you're missing out on countless business opportunities and the chance to build long-lasting relationships. Here are ten ways to get the ball rolling.

1. Your LinkedIn Profile = Your Resume
Instead of having a dedicated website with your resume, use LinkedIn to double as your online resume. Not only does it offer a world of more information that puts you ahead in the minds of employers, but it also boosts confidence in your credibility and can act like a qualified reference all by itself. Understand though that you need to put a reasonable amount of effort into creating an effective profile. Here Guy Kawasaki offers a primer on what it takes: http://blog.guykawasaki.com/2007/01/linkedin_profil.html

2. Increase Your Visibility
Every minute LinkedIn is used a resource to find qualified people to hire or do business with. By adding the right keywords in your profile (such as the words someone would probably use to search for someone with your expertise) you're much more likely to appear at the top of search results. My LinkedIn profile is a good example of this (note all of the references to the areas of writing I specialize in): http://www.linkedin.com/in/logankugler

3. Grow Your Network Fast
Expanding the size of your network is a snap. Aside from being able to easily import your entire address book from most email clients and automatically view who is a LinkedIn member, you can search for other members by companies you used to work for, people you used to work with, and people who went to school with you. In order to use LinkedIn to its full potential, you should have at least 50 first degree connections.

4. Ask For Advice
Recently, LinkedIn added a feature called LinkedIn Answers and it's phenomenally useful. It allows you to ask virtually any business-related question across the collective knowledge of both your network and the greater LinkedIn network. For example, here are some questions that were recently answered:

• What should a presentation about a major acquisition include?
• How do I set a retainer fee for my consulting business?
• Which slogan do you like most?
• What should we pay a Chief Strategy Officer?

Its uses are infinite from anything to starting your own business to getting help with a marketing proposal to finding a mentor.

5. Migrate Into a New Job
When starting a new job, you're often treading into unknown territory. To help familiarize yourself with the company and your new co-workers, you can use LinkedIn to study their profiles and get to know them better, maybe even send them a quick note letting them know that you're looking forward to working with them.

6. Fill-in Your Business Trip
Have a business trip scheduled for Atlanta and Chicago next week but have some time in-between meetings? Using LinkedIn, you can search your network for connections local to your destination(s) and then reach out to those people to meet for a power lunch or quick meeting to put faces to name, suggests Eric Butow, CEO of Butow Communications Group and author of the upcoming book How to Succeed in Business Using LinkedIn (September 2008; $19.95).

7. Learn More About New Contacts
Say you have a meeting scheduled with John Smith tomorrow morning but don't know anything about him besides that's he's the VP of business development for XYZ Corporation. Using LinkedIn, you might find out that you went to the same school or share similar interests, giving you a number of creative ways to break the ice.

8. Accelerate Sales Delivery
When a client drops a large project on your plate that requires skills beyond the scope of your team's abilities, LinkedIn is a great resource for finding top subcontractors to outsource parts of the project to. "With LinkedIn, you can find partners who have the skills you need to deliver a complete solution for a client," says Butow.

9. Research a Potential Employer
If you're thinking about working at a particular company, LinkedIn offers some unique statistics. By clicking on the company name in someone's profile, you're brought to a page that will show you a list of all of the employees working for that company on LinkedIn, LinkedIn members that were newly hired by the company, recent promotions, and key info like the size of the company, when it was founded, and the average age of employees. Uniquely, it will also show the common career path of where former employees ventured to next and which companies current employees are most connected to. You can also learn who previously held the position you're currently applying for. Here is TechCareer's parent company Beyond.com's company page: http://www.linkedin.com/companies/5259/Beyond.com

10. Farm References
Everyone wants testimonials, but sometimes they can be difficult to obtain. Not only does LinkedIn make it much easier to ask a former co-worker or boss for a "recommendation," but it's also a whole lot easier for whoever you're asking to give you one because assuming they enjoyed working with you, writing a testimonial on LinkedIn only takes a few minutes. Moreover, it has an even greater impact than one just stuck in your resume because it's visible to the world and it's interchangeable so you can copy and paste your LinkedIn recommendations into your resume as well.

Posted by kkowatch on June 11, 2008 at 04:42 PM | Comments (0)

Ann Arbor's Pure Visibility Hires 3 SI Alums...

Pure Visibility adds an Information Superhighway Tour Guide, an Analytics Muse, and a User Experiologist

May 23, 2008 - Ann Arbor, MI - Leading internet marketing company Pure Visibility, Inc., has grown its team with three new hires: Analytics Muse Jessica Hullman, Information Superhighway Tour Guide Jason Young, and User Experiologist Michael Beasley.

About Jason Young, Information Superhighway Tour Guide
Jason earned his bachelor’s degree in Political Science from Temple University and came to the University of Michigan School of Information for his Master’s Degree in Library and Information Services. As an AdWords-certified librarian and web junkie, Jason cares a lot about information resources that meet people’s needs.

About Jessica Hullman, Analytics Muse
Jessica is tied for the most degreed person at Pure Visibility. She has two Master’s degrees, one from Naropa University in Writing and Poetics, and another in Information Analysis and Retrieval from the University of Michigan School of Information. She brings her creativity and writing skills in addition to her deep understanding of information design, web analytics, and data visualization to add to Pure Visibility’s quantitative user experience and web analytics team.

About Michael Beasley, User Experiologist
Mike completed his education at the University of Michigan School of Information, where he earned his Master’s degree in Human-Computer Interaction. Before that, he earned his undergraduate degree in English and Music at the University of Michigan. Mike was previously a usability engineer at Compuware and at Thomson Gale. Mike is currently president of the Michigan chapter of the Usability Professionals’ Organization and Associate Content Editor for UX Magazine.

About Pure Visibility

Pure Visibility is an Internet marketing firm in Ann Arbor, Michigan, specializing in Web site optimization and pay-per-click management. Founded in 2005, Pure Visibility helps national and local companies increase their visibility on the Web with its “Own Page One? strategy, which combines multiple forms of online marketing and web analytics to generate business and competitive advantage for their customers. Pure Visibility’s owners have been search engine marketing experts since 1997. Their company has continued leadership in the field of search engine marketing by employing one of the first 100 Google AdWords certified professionals in the world, and Pure Visibility is now a Google Analytics Authorized Consultant. Pure Visibility has recently been recognized for its growth by the National Association of Women Business Owners and the Michigan Small Business and Technology Development Center awards.

Posted by kkowatch on June 11, 2008 at 11:25 AM | Comments (3)

The University of Chicago Career Fair

Thursday, June 26, 2008
9 am – 12 pm
Ida Noyes Hall
1212 East 59th Street
Chicago, IL 60637

The University of Chicago is the sixteenth largest employer in the Chicago metro area with an international, multi-ethnic community of 10,000 employees. The University of Chicago employees support a mission of research and education creating innovative changes around the world.

The University of Chicago’s Career Fair focuses on professional staff positions requiring degrees and experience. This is a “meet and greet? opportunity to learn more about UC, departments and position types.

Participating departments include Networking Services & Information Technology (NSIT), Graduate School of Business (GSB), Biological Sciences, Physical Sciences, Humanities, Development and Alumni Relations, Facilities as well as the Medical Center and more!

Career categories include information technology, finance, healthcare, communications, fundraising, research, skilled trades and administration.

Street parking is limited and further reduced by construction. All attendees are strongly encouraged to take public transportation.

To see all open positions and apply online, please visit UChicago Jobs at https://jobopportunities.uchicago.edu

The University of Chicago is an Affirmative Action/Equal Opportunity Employer (AA/EOE).

Posted by kkowatch on June 11, 2008 at 07:52 AM | Comments (0)

This Summer at The Career Center for Graduate Students

Summer is often an important time for career exploration and decision-making, and beginning a job search. Wherever you are in your process, The Career Center is here to support you. Whether you are clarifying your plans or beginning to take action steps, we offer a range of services and resources to help you along the way. This Summer at The Career Center highlights a number of ways to connect with our office during the next few months.

View This Summer at:

We hope to see you at The Career Center as your summer progresses!
Tom Lehker
Senior Assistant Director,
Graduate Student Services
The Career Center
3200 Student Activities Building
Ann Arbor, MI 48109-1316

Click below to read the events being offered.

Connecting with The Career Center over the Summer

The Career Center is open throughout the summer, 8:00 a.m.-5:00 p.m.

Career advising is available Monday-Thursday 11:00 a.m.-4:00 p.m. and Friday 10:00 a.m.-2:00 p.m. These 20 minute sessions can get you started with our office, or help with specific needs such as a resume or cover letter critique. Call 734-764-7460 to reserve your time.

Career counseling is available by appointment throughout the summer. Stop by our Information Desk or call 734-764-7460 to schedule a time to meet with a member of our Graduate Student Team. Half-hour and hour appointments can help with the full range of career planning and job search needs.

Academic Job Search Strategies and Resources: Sciences and Engineering

Are you planning to launch an academic job search in the fall? The summer is often a critical time for those planning to be on the market next year. To help you prepare for the academic job search, plan to attend this session. Come learn tips and strategies from UM faculty who have been through the process as both candidates and committee members. The panel will include representatives from Engineering, PIBS and The Career Center.

Academic Job Search Strategies and Resources:
Sciences and Engineering
Tuesday, June 17
11:00 a.m.–12:30 p.m.
Room 2710 Furstenberg Student Study Center,
Buhl Building (2nd Floor Taubman)

Academic Job Search Strategies and Resources: Humanities and Social Sciences

Are you planning to launch an academic job search in the Fall? The summer is often a critical time for those planning to be on the market next year. To help you prepare for the academic job search, plan to attend this session. Come learn tips and strategies from faculty who have been through the process as both candidates and committee members.

Academic Job Search Strategies and Resources: Humanities and Social Sciences
Thursday, June 19
12:00 p.m.–1:30 p.m.
The Career Center
3200 Student Activities Building

Career Assessment “Tests?

There really is no such thing as a career test with right or wrong answers, or that indicates the best career. However, The Career Center does offer a variety of self-assessment instruments to help you build your list of career possibilities and assist you in making informed career decisions. Visit our web page to learn more about the career assessment tools that we offer.

CV Critique Days

Your CV is usually the first chance a search committee has to assess your candidacy for an academic job, so you’ll want your document to be as strong as possible. Our CV Critique Days offer individual feedback on your document. Contact our Information Desk at 734-764-7460 to schedule your half hour appointment:

Monday, July 14, 12:00 p.m.–2:00 p.m.
Thursday, July 24, 9:00 a.m.–11:00 a.m.
Tuesday, August 12, 3:00 p.m.–5:00 p.m.

Posted by kkowatch on June 10, 2008 at 03:20 PM | Comments (0)

Department of State U.S. Student Fulbright Award

Have you considered applying for a Department of State U.S. Student Fulbright Award? Grants provide round-trip airfare, a stipend and health insurance for approximately nine months for U.S. citizens to study, conduct research, to teach English, or to work in the creative and performing arts in over 100 countries.

To apply for this program through the University of Michigan, applicants must (a) be U-M students, alumni or staff; (b) be U.S. citizens; (c) have completed an undergraduate degree by the beginning of the award; and (d) demonstrate the language skills necessary to complete the proposed project.

Candidate and project eligibility vary by participating country, and applicants can usually only apply to one country. Please see complete program and application information on-line at www.fulbrightonline.org. Please note: as with all universities, the U-M application deadline is significantly earlier than the “at-large? deadline listed on this website.

The application deadline is noon on Wednesday, September 10 – 2008 for awards which will begin approximately a year later. Applicants must submit one copy of their (a) application form (signed), (b) project proposal (maximum length: 2 pages, single-spaced 12-pt. font), (c) personal statement (maximum length: 1 page, single-spaced, 12-pt. font), (d) official transcript for all undergraduate and graduate work, and (e) original or faxed letter(s) of affiliation (if any). (f) Three letters of recommendation must be submitted through the Embark application system, as well (see instructions on the web site).

Information Sessions will be held at the International Institute, School of Social Work Building (on the corner of East and South University), in room 2609 (second floor) on the following days and times:

Tuesday, June 10th at noon

The Institute of International Education (IIE) administers the Department of State U.S. Student Fulbright Program. At the University of Michigan, the program is administered by the International Institute. Please email your questions to Fulbright Program Advisor, Amy Kehoe at akehoe@umich.edu

Posted by kkowatch on June 09, 2008 at 08:43 AM | Comments (0)

Accept A Job and Keep Looking - Ethical or No? You Decide

A recent listserv discussion posted this question/scenario to a listserv and gathered the following responses on whether or not its ethical to accept a job offer and then continue to interview and ultimately accept another job offer. (FYI - Our policy here at SI Careers is that it is not ethical to do so). But, you'll see that the opinions on this topic vacillate widely! Its an interesting debate to consider from all perspectives.


I have a disturbing situation I would like your help with - I'm not exactly sure how to handle this. One of our '08 grads just accepted a job offer a week or so ago, through one of our vendor partners. He then received a call to interview with another company that has recruited through our school rather heavily in the past (5 of our alumni work there). He told them he had accepted another offer and they asked him to stop by anyway and talk about future possibilities. He agreed to the meeting,

Long story short, the 2nd company, knowing full well that he had accepted another offer, gave him an offer anyway, for $10000 more than the first company.

He wants to take that 2nd offer and we have been extremely firm with him, counseling him that under no circumstances should he do so. We can only counsel him though - we can't force his hand, although I would like to.

How would you suggest we handle this situation with both of the companies? Should we cut off all ties with the company that acted so unethically? Should we report that company to our recruitment vendor (I don't think they are a member)? Have you had this situation happen before, and if so, how did you handle it?


I agree with you. Competition is great but when a recruiter knows an offer has been extended and accepted, I have a problem with that. I think we (career srvicews staff) are bound by morals, ethics and our recruiting vendor's policies. I think many recruiters feel that the students have to do their part to be ethical but they can do whatever it take to meet the goal. I have heard several professionals from Business and Engineering fields who would see no issue with what that recruiter did. I think simply letting that recruiter know that he put the student and your institution in an awkward situation may be all that you can do. Remind the recruiter that the student is going to renege and that other company may call and share that with you and ask you to address it. The recruiter with the higher offer would probably be upset if the shoe was on the other foot. There is really not a whole lot you can do.


I'm curious about what's unethical regarding the employer's behavior. I thought I'd share another perspective of this - maybe more from the "other side" of the table. I don't think it's an ideal situation, but unethical? There are times when a competitive job market allows for multiple offers to be extended to the most desirable candidates-- an example of supply and demand. I know plenty of recruiters that this happens to them often-- and that it often comes down to the candidate choosing the option that works best for them. Maybe the first company should have made a more competitive offer.


I would say this is the way the free market works, so this is a good thing for all, even the first company as it provides them information that they need to be competitive with salaries. I wouldn't say this is unethical, as this is the way thinks work.


I used to work in HR for the 11th largest industrial corporation in the US, many moons ago. My experience working with this company involved a lot of competition with like companies. We typically offered more money AND benefits, and got the person. What the second company did is not unusual. It's really based on free enterprise. The student has the ultimate decision. This may not be what you wanted to hear, sorry.

Continue reading...

For what it's worth--both my husband (with over 30 years experience in business) and I (with over 20 years experience in higher education administration) feel that the student should definitely take the larger offer and have no compunction about doing so.


I would suggest that you have the student call the first company and ask them what they would advise him to do. If the first company cares about what's in the best interest of people then they will suggest he take the position at the second company.
In the business world what the second company is doing isn't all together uncommon. I would suggest that you cut off ties with the second company and report them to the vendor. I agree with you that what they're doing is unethical. I would also suggest that you tell the second company that what they did was very unethical. I've never dealt with this type of situation but thought I'd still give you my thoughts on this.


Unfortunately, we've experienced similar situations to this in the past. It is ultimately up to the student to decide, but we have created a participation agreement at sign-in (see View Terms at CCO Express sign-in box at https://www.cco.purdue.edu/Student/) to help us leverage our position. On occasion, we have withdrawn interviewing privileges to students who violated this agreement. As for the employers, we may have a few more restraints on actions that we can undertake given campus politics and our status as a public institution. However, I have had success in contacting the company's university relations manager (if one existed) and informing them of the issue. In two cases, it was a rogue line manager that pursued students already committed to other companies. The URM intervened to help insure that such circumstances did not resurface again with that company.


You handled it beautifully and from what I read continue to do so. Although you can't stop the student from accepting the 2nd offer he certainly knows that if he does it would be unethical. You can only do so much :-) When it comes right down to it the student never should have accepted the offer to visit. My next step would be to send a formal letter to the 2nd company expressing displeasure in their actions and letting them know you will not allow them to recruit at Wabash if the continue to use such unethical tactics. Hope this helps and good luck!! Issues like these are so unprofessional and unpleasant to handle.


As a recruiter, I share this perspective. It's a free market, and the best price prevails. It happens all the time. Unless the kid took some sort of sign-on bonus, his decision to make a change is not unethical. He will shoot himself in the foot with the first company, forever, but that is his choice. If he accepted a sign-on bonus from company #1, he should return it. Otherwise, the first company has a choice. They can either offer him more money or lose him. Competition is what it's all about, and recruiters, today, know that. (It's deftly not a reflection on you or your career center). The candidate needs to do what is best for him. Companies always do what is best for them, so it is his prerogative to let company #1 know he got a better offer.


Maybe a student policy regarding interviewing after accepting an offer needs to be put in place? I hate always writing new rules every time a student screws up, but at the our school, we did exactly that.


As the war for talent continues to heat up, you will find this situation happening more all the time. I do not agree that this is an unethical situation fpr the employer. If a candidate agrees to come in and meet an employer after accepting an offer from another employer, then he has invited the 2nd employer to consider him. If he is a good candidate, they would be compelled to make him an offer - he is sitting right in front of them. I think the situation is regrettable but it would never have happened if the candidate did not entertain the invitation to meet with the 2nd company. Employers are used to competing with their competitors for talent on a day to day basis - it is the nature of recruiting. I am certain many of your students are in the enviable position of having more than one offer to decide on. I think your distress is coming from the student accepting a second offer that is much better than the first offer - if there is a question of ethics, it lies with your student.


Hate to suggest but you're pointing the finger at the wrong party. Your student was the unethical party by continuing to interview after accepting an offer. I had this happen while in an MBA career services role. While in your circumstance the company didn't care, in my experience, the company didn't know the student had accepted another offer and I almost lost a top employer.


This happens all the time within the Federal government...with students/grads accepting an offer with one agency but then later declining and going to work for another (competing) agency. As recruiters, this is something that we understand and just move on to another selection. I didn't realize how it worked for private sector companies.....just wanted to say thanks for letting me see how others work.


My gut reaction is that yes, you ought to refrain from letting the second company recruit through your system. However do you have anything in writing that would allow you to do just that? Do you have a clause that they sign or agree to when recruiting that states they will participate in ethical recruiting behaviors and if they violate that agreement, they may lose recruiting privileges? Certainly the student can go back to the first company and let them know what happened if he wants to negotiate a better salary, but I also agree he needs to work for the first company for a year or two and then can consider moving on. Your school will hear about it if he decides to go with the second company. Good luck, excellent question to pose to our group as you will get some great debate.

Posted by kkowatch on June 04, 2008 at 02:40 PM | Comments (0)

PUBLIB "Cold Resume" Discussion Thread

An SI student pointed out a really good discussion that was going on on the PUBLIB listserv. I've pasted the thread below. Note that you find a varying range of opinons here -- some for, some against -- which just shows how subjective the job search process can be!

Also, note that this is a question that a current grad student asked on a public listserv. I recommend this method for getting information, networking, and get a variety of answers to questions that are relvant to your own job search. In fact, I just saw an SI student post a message on a listserv earlier this week with a question pertaining to research that they were doing for their summer internship.


Good day, all!

This post is mainly for the folks that do hiring/firing (HR, Directors, etc.)

I am a GSLIS student (Simmons College, Boston MA) and am starting to think about my upcoming job search (half way through the program, yeah!). I do NOT want to get into the discussion of if there are jobs or not (I am operating under the assumption that there are jobs and I will be hired for one of them). I was wondering how everyone that does hiring feels about getting "cold" (read unsolicited) resumes in the mail. Do you automatically ditch them? Keep them
on file if they look promising even if you don't have any openings at the moment? I DON'T want to commit any librarian faux paux (I hope I spelled that correctly). However, I have always believed that if one wants to work at a certain company, and your resume is stellar, it is a good idea to send it, so that it is on file and access able when there is an opening.

There are certain libraries that I would love to work at, and would be willing to wait for a job to open up. I would send my resume in a heart beat if it meant I was considered. But if sending my resume "cold" meant I would nix my chances I would wait until a formal job announcement was made.

Thoughts anyone?



For myself, I just can't throw away a good resume - at least not for a while. If I receive a viable unsolicitated resume I put it in a file for 6 months (or until I clean out the file).

Good luck! By the way, are you asking this question so you know where you can send your resume? Very clever if you are!


Working at a smaller library (20 FTE staff), there are limited opportunities for hiring professional staff, so while I would not trash it unread, it is unlikely that a cold resume would be considered in a future job search. A vanilla resume, while being read, would probably not be saved. An unsolicited resume most likely to catch my attention is one addressed directly to me, with a cover letter explaining the reason for the cold resume and what unique skills you could bring to my attention. That would interest me enough to at least call you if I am favorable and might lead me
to keep an ear to the ground for possible opportunities. A cold resume for an intro level position, not so much.


Our official position (stated on our employment opportunities webpage)is that we only accept resumes/applications for currently open positions. That said, I know some of us do keep really good ones for a while in case we have an opening at some point. Whether a library keeps resumes may also depend on how their hiring is done. Some places require all hiring be done through the city or county HR department, and their requirements will likely be stricter on these things. Here all department/branch managers are responsible for hiring when a position opens in their department or branch, so it really ends up being a personal decision as to whether we want to try to keep up with a resume we may never use. If there is a library you are really interested in working for, you might give them a call to see what their policy is. You may even be able to talk to the person who makes hiring decisions and get a chance to make a good impression before even sending your resume.


At times a "cold" c.v. has made me say, "I don't have a job here, but I have heard of jobs at _____." It depends on the quality of the c.v. and the cover letter. I don't think they hurt, in most cases. "Ya never know."


I keep them on file for one year, and refer to them when jobs open up. I respect the fact that the candidates are actively looking. The cover letter is extremely important to me -- especially with cold resumes.


It might help to research the specific employment policies of libraries you are interested in. Many libraries hire through their jurisdiction's HR office. Library staff do not see resumes or applications untill there is an opening. In those cases a letter to the Library Director stating that you are interested in employment opportunities with their library and asking about their proceedures and what qualifications they particularly look for might accomplish the goal of becoming a "known" quantity.


I don't mind getting unsolicited resumes from librarians, but if there are no current openings, the documents may sit in a box for months or years. In many respects, the cover letter addressing an applicant's interest in a specific, advertised position is among the key elements to a successful application. I ask myself what she/he has to say about the specific job and how well that letter is written before giving careful scrutiny to the resume itself. Some of the miscellaneous cover letters I have received with "Greetings" and "To whom it may concern" followed by bland offerings of services haven't inspired much attention.

Instead of carpet bombing libraries with unsolicited resumes and generic cover letters, I would urge that you spend your time before graduating from Simmons in 2009 by establishing a "presence" on the web 2.0 world. Do you have an entry in Facebook? Do you have a personal blog or website with your vita and professional activities noted? I would expect that you will encounter such information at Simmons or with such basic learning sites as http://learning2slnsw.blogspot.com/
where you will be given tips on how to create your own blog, become active in Facebook networking and on discussion lists among colleagues who are actively in the field discussing issues. Your present query to PUBLIB is a good start.

That being said, I should confess that I did commence job searches back in 1973 as I was planning to graduate from SUNY Geneseo with an MLS with a blitz of resume's and cover letters to many dozens of libraries. One of them did finally land be a job at Cleveland Public Library. Desperate as I was for a job, I was willing to go anywhere. If you have a narrow preference in terms of location, your search may take some time. If you are willing to relocate and go where you are needed/wanted, it probably won't take so long. But in this day and age, a web presence is probably essential to success on the job hunt.


I read the resumes I receive, and if it appeals to me and I anticipate an opening (in say six months or less) I'll hold on to it. I'll also pass it along to my local colleagues.

In some cases here on Long Island, you would be required to take a civil service exam to qualify for a full time position. In libraries like ours, which is an Association library, there are no civil service exam requirements.

I think you need to get a sense of the corporate culture of particular libraries you have an interest in. Some places have a hierarchical structure and specific procedures for filling job openings, others are more flexible in approach and procedure. Sending a cold resume is one way of finding out.

...and that's MY opinion


My advice is not to send a "cold resume". I get two or three a month, and they all get tossed or deleted. This is probably a product of being in a place many consider a desirable place to live. That same geographic desirability means that when a position is posted, I get swamped with applications. The policy of our county government, of which the library is a department, is applications are only accepted when there is a position posting.


I agree with Ed. Sending a cold resume sends a signal that you are not very savvy about the job search process and are sending resumes willy nilly to quite a few libraries. Makes me think the sender is desperate, not very discerning, or both. Our official policy is that no one is considered for a job unless it is currently posted and an application is on file for it. I toss them immediately. We expect and usually receive resumes and cover letters related to specific openings.

I encourage you to network in the region or regions where you'd like to work. Find out who is likely to be hiring soon for one or more jobs. Find out how the hiring process works. Is it strictly library based, or does it include interaction with a city or county government and possibly a civil service exam. Visit the libraries if possible and ask the librarians on duty questions about how it works there.


You can join the PUBLIB listserv at http://lists.webjunction.org/mailman/listinfo/publib

Posted by kkowatch on June 04, 2008 at 08:41 AM | Comments (0)

SAA Mentorship Program

Another message I pulled from a listserv -- if you are an alumnus who just happens to be a reader, this would be a great way to get involved with SAA and to keep in touch with the new edge of archiving.

If you are a SI - ARM student, now you know that this resource exists!


I am serving as the SAA mentoring program coordinator for the Membership Committee. The program matches a new archivist with an archivist who has been in the field for a while and is willing to serve as a resource person to offer advice and share work experiences. The time commitment is very manageable, and it is usually e-mailing or speaking over the phone once a month or more often depending on the mentor and protegé. Sometimes there is a possibility of meeting in person if both persons live or work in the same area, but this is entirely up to them.

I am currently trying to find prospective mentors for new archivists from all over the USA. One requirement is that both mentors and protégés are current SAA members. More description about the Mentoring Program is available on the SAA website at


Don't be shy! You might think you don't have anything to offer, but the truth is that your advice and experience is worth millions to someone that's just starting out. Don't you wish you'd had a mentor too?

Interested? Have any questions? Comments? Concerns? Feel free to contact me off-list at tyoder@chipublib.org

Teresa Yoder
SAA Mentoring Program Coordinator

Archival Specialist
Special Collections and Preservation Division-9th Floor
Harold Washington Library Center
Chicago Public Library
400 South State Street
Chicago, Illinois 60605
312-747-4890 (fax)

Posted by kkowatch on June 02, 2008 at 05:15 PM | Comments (0)

Academic Library Contacts Resource

I pulled this entry from a listserv -- thought it might be a relevant resource for someone looking for specific contacts.

Searching for a Library Director, Librarian, or other Library-related job at colleges and universities in the USA, Canada, or elsewhere?

You can search for current library positions on Academic Careers Online at www.AcademicCareers.com. There is no charge or fee for applicants to use any of the applicant services. Applicants can search jobs, or open an applicant account and post a resume. Since new jobs are added daily you can also sign up through your applicant account to receive e-mail alerts when matching jobs are posted.

Robert J. Kuhne, Ph.D.
Academic Careers Online
485 Devon Park Drive, Suite 116
Wayne, PA 19087, USA
Telephone USA 610-964-9200
Email: Info@AcademicCareers.com

Posted by kkowatch on June 02, 2008 at 05:08 PM | Comments (0)

Blog for Library Technology

Blog for Library Technology [BLT] --
http://mblog.lib.umich.edu/blt/ --

is the new Library Information Technology blog from the University of Michigan Library. We'll talk about technological innovations we're developing in the U-M library. Want to learn about developments in the Google book scanning project (MBooks) at U-M? Find out more about MTagger? Keep up with our MLibrary Labs experimental and test tools? This is the place to do it.

And, of course, we welcome your comments on any and all of it.

Recent [BLT] entries include:

- Full-Text MBook Searches from the Library Catalog
- MLibrary Labs Project Summary
- What to do with Books in Copyright
- MTagger Update
- University of Chicago Integrating MBooks in Catalog using OAI
- What is MBooks?

Visit [BLT] at http://mblog.lib.umich.edu/blt/

Posted by kkowatch on June 02, 2008 at 07:50 AM | Comments (0)