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Tips for the recruiting game
Companies looking for extracurricular activities,
students who are knowledgable about the industry
By Aleta Zak
Of th# Emerald
Recruiters from firms who
come to the University looking
for a few good men — and
women — know exactly who
they’re going to hire.
“We want someone who can
tell us what skills they have to
offer us,” says Kathleen Ed
munds, executive recruiter for
the Meier and Frank Company
based in Portland. ‘‘They
should be a generalist, have a
combination of different ac
tivities in their background. In
telligence (alone) won’t do it.”
But intelligence, Edmunds
admits, will definitely give
soon-to-be college graduates
a leg up in the retailing job
market. Meier and Frank
primarily hires promising
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Aside from Teaching,
What in the World
Can You Do?
Career Strategies for Liberal Arts Graduates
by Dorothy K. Bestor
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young marketing and manage
ment majors with a successful
record in their field as well as
in leadership roles and ex
tracurricular activities.
“I might ask how someone
financed their education,” Ed
munds suggests. “I look at the
whole profile."
Many students make the
brochures on their recruiting
programs and what the firms
are looking for.
Wurzweiler visits the Univer
sity three or four times a year
to scout for talent as well as to
fill full-time positions and in
ternships. Xerox does grade
on academic records and in
volvement with campus ac
miSldlVB ui wamiiy
too long to start
preparing for the job
hunt, Edmunds says.
She visits the Univer
sity twice a year:
'You have to be able to
relate well to other people/
once in ine eariy iau,
for December graduates, and
again in February for spring
grads. “I get phone calls in
June from people who are just
ready to graduate, and they’re
panicking. They should be
contacting recruiters a lot
earlier than that,” she says.
Edmunds advises students
to “do their homework” before
showing up for the interview.
They should be familiar with
the company’s background
and be ready to convince the
recruiter that they can do the
specific job listed. For Meier
and Frank, that would mean
completing a company train
ing seminar and moving into a
specific department as a
manager. After about a year,
the trainee is promoted to
assistant buyer, and in
another two or three years, to
a buyer.
Alan Wurzweiler, a sales
planning manager for the
Portland branch of the Xerox
corporation, agrees that some
students could be better
prepared for interviews with
recruiters. That’s why Wurz
weiler coordinates special
“day on the job” sessions and
roundtable discussions for
students who want to learn
more about the nature of the
sales business.
"You don't look at an annual
company report," says Wurz
weiler. "That doesn’t tell you
anything. You have to go talk
to someone in the company;
spend a day riding around with
a sales representative "
Both Edmunds and Wurz
weiler stress the importance
of regular visits to the Univer
sity Career Planning and
Placement Center. The center
keeps files on particular com
panies, some of which publish
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tivities, he says, because
those things help tell him how
a potential employee will per
form on the job.
Personality and com
munications skills are very im
portant for anyone wanting to
work for the Price Waterhouse
public accounting firm, says
Robert Gootoo, a manager in
charge of recruiting for the
firm's Portland office. “You
have to be able to relate well to
other people,” he says.
“That’s just as important as
grade point averages."
During the interview,
students should ask ques
tions about the firm instead of
letting the recruiter do all the
talking, Gootoo suggests. “It
has to be a two-way thing," he
says. "If someone came in and
didn’t ask me anything, I
would think he hadn’t learned
anything from the interview.”
This means researching all the
background material available
on different firms to become
familiar with different firms in
the held.
Gootoo says students ap
proaching the accounting job
market should get as much in
terviewing experience as
possible by talking to
recruiters from other firms.
Some student business
organizations sponsor mock
interviews with local Price
Waterhouse employees, pro
viding a learning experience
without quite as much
pressure.
All three recruiters say
preparing for the interview
well in advance is important. “I
think everyone is a little ner
vous when they’re interview
ed," says Gootoo, “but the
more prepared you are, the
better you will do."
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