“It takes courage to grow up and become who you really are.” (EE Cummings). Putting yourself out there and setting yourself up for rejection is always scary, but there’s nothing like the satisfaction you feel when that risk ends up paying off. Applying to an internship then being told you were accepted is similar to jumping into the deep end of the pool when minutes ago you had floaties on. You feel like some horrible mistake was just made, are they sure I’m the best choice? What if they ask me do something I haven’t learned yet? What if I end up being terrible at my job? While this may seem a bit dramatic to some these were some of the thoughts I had when I was told was going to be a summer Public Relations intern at Kid Care Concierge.
Thursday, April 27, 2017 marks the 24th anniversary of Take Our Daughters and Sons to Work Day. Over 39 million people in the United States participated in the program in 2016. This national program encourages workers to not only take their own children to work, but also reach out to take relatives and displaced children to work for the day. The suggested age range for participating in the day is between 8 and 18.
Oftentimes, we ask children “what do you want to be when you grow up?” The youngest children will typically answer teacher, doctor, fire fighter or lawyer.
But, do they really know what choosing a career really means? Would the answer change if we asked the right questions? How would we shape their thoughts around education and career if we exposed them to a different workplace each year starting as young as third grade?
Instead of asking broad questions that elicit general answers, parents should try asking specific questions that will enable them to ascertain their children’s interests. This will help parents plan activities for their children on Take Our Daughters and Sons to Work Day and beyond. Continue reading “We Could All Learn from Take Our Daughters & Sons to Work Day”
The saying “don’t judge a book by its cover” could not describe the hiring process for human resources any better. One person could have an outstanding resume but then come into an interview and not at all live up to the wonders that were put on paper. In contrast, another person could have a subpar resume but express determination to do well during the interview and turn out to be a perfect candidate. So the question is, how do you go about narrowing down candidates and making the executive decision to hire them or not?
Yes, business needs to get done but it shouldn’t always be about the hard pressed suits and the straight faces. No one wants to wake up in the morning and despise going to work 9:00-5:00, but that’s unfortunately what work can feel like. I’ve noticed more overall satisfaction working in business settings that express good company culture.