How to Land a Job After Graduation: Part VI

To finish off our blog series on How to Land a Job After Graduation, we thought we’d provide an update on the status of our intern, Ashley, who graduated just last month.

As background, we started out this blog series under the premise of helping college graduates in the job search process and telling them what it takes to stand out from the competition in the job market today. The series followed our intern and her journey of finding a job after graduation.

Now, about a month after graduation we can conclude the series with a positive note… Ashley accepted a position!

We would like to congratulate Ashley, because we realize how tough it is to find a job right out of college. What also helped boost Ashley’s success were her many internship experiences throughout her college years. We hope that college students will see the heavy importance and the value an internship (or two) can bring to post-graduation careers.

We are glad to have helped Ashley succeed in her job search, and we wish her the best!

How to Land a Job After Graduation: Part I

How to Land a Job After Graduation: Part II

How to Land a Job After Graduation: Part III

How to Land a Job After Graduation: Part IV

How to Land a Job After Graduation: Part V

Advertisements

“What Makes a Top Performer in Business?” Series: Part I

Sitting on my shelf collecting dust bunnies since last fall, I finally decided to pick up and open the book Talent is Overrated by Geoff Colvin.

What suddenly peaked my interest in the talent subject was graduating exactly a year ago and where I have come in my career since then.  It got me thinking about where and what I will be many years from now.

Within the past year, I have followed, read, met, and spoken with many great business leaders in all industries, and this got me thinking about career paths and just how do people get to the top. Are they always in it to win it, or do they just go with the flow from a strategic plan?

When you see or hear the word “talent,” what instantly comes into your mind? Is it sports, a favorite game of yours, or the skills required in your job?

We might think that world-class performers in any area of interest were born with an unexplained “gift.” Geoff Colvin states that researchers found that superstars like Bill Gates, Jack Welch, or Warren Buffet are just like everyone else from the start of their careers. Anyone can reach to be world class performers in their industry by exhausting deliberate practice. Researchers found few signs of advanced achievement before the individuals started intensive training, stated Colvin.

One could argue that, well if it’s not a natural “gift,” then it has to be IQ. Yet, Colvin pointed out something I never realized before, “…IQ was of no value in predicting how quickly they would improve. Many studies of adults in the workplace have shown the same pattern.”

So, if high achievers and intelligence aren’t intertwined, then how can a company find and keep the talent to grow?

Colvin coined the term “human ability,” and he determined that it’s a company’s scarcest resource to date. Companies need to spot potential, provide constant challenges and, offer growth opportunities in order to develop an employee to become a phenomenon. This way, companies can continuously build success from their highly-developed employees, which will yield limitless potential.

Bill Gates once said:

“If you took the twenty smartest people out of Microsoft it would be an insignificant company, and if you ask around the company what its core competency is, they don’t say anything about software. They say it’s hiring. They know what the scarce resource is.”

The main message from Colvin’s book thus far: no one knows if they have or will acquire these traits to become a world-class performer. The question is: what makes some people excel more than others? Stay tuned for part two…

Photo credit: zimbio.com

Post written by Julie Skowronek, Assistant Marketing Manager at Whiting Consulting.

%d bloggers like this: