CareersJD

Tag: students

  • How Hiring Managers Actually Think: The 70/30 Rule

    Most students walk into the job market assuming companies are searching for a perfect candidate. In reality, many hiring managers are doing something much more practical: they are looking for someone who matches roughly 70% of the role and can grow into the rest.

    That is one of the most important truths to understand before a career fair, internship interview, or entry-level job search. Hiring is not just a checklist exercise. It is a judgment call about risk, potential, and trust.

    What the 70/30 rule really means

    When a hiring manager has an open role, they usually do not want to wait six months for a flawless candidate. They want someone who can step in, handle the must-haves, learn quickly, and contribute.

    That means they are often asking:

    • Can this person do the core responsibilities of the job?
    • Do they seem coachable?
    • Will they take ownership?
    • Can they explain their thinking clearly?
    • Would I trust them in front of a customer or teammate?

    The remaining 30% can often be taught. Character, professionalism, and attitude are harder to install later.

    Why this matters for students

    Too many candidates disqualify themselves before the employer ever does. They read a posting, notice they do not have every line item, and decide not to apply. That is often a mistake.

    If you have the foundation, relevant experiences, and the right posture toward learning, you may already be far more viable than you think.

    Your job is to show evidence that you can grow into the role. That includes examples from class projects, part-time jobs, athletics, campus involvement, volunteering, and leadership experiences.

    What employers prioritize instead

    Majors matter. Skills matter. But employers also care deeply about things students sometimes overlook:

    • Reliability
    • Energy
    • Follow-through
    • Communication
    • Coachability
    • Professional presence

    A student who can clearly discuss how they solved a problem, handled pressure, or improved over time often becomes far more memorable than someone who simply lists technical skills.

    How to use this at a career fair

    Do not try to prove you are finished. Prove you are ready.

    That means walking into conversations able to connect your past experiences to future value. It also means telling a hiring manager, through your examples and presence, that you can be trusted with responsibility.

    If you take one lesson from this, let it be this: employers are not only hiring your resume. They are hiring your trajectory.

  • The Real Skills Hiring Managers Notice First

    Students often assume employers evaluate candidates mainly on technical qualifications. Those matter, especially for certain fields. But in many early-career roles, the first things hiring managers notice are much more human.

    They notice your presence. Your attitude. Your communication. Your ability to explain what you have done and what you want to do next.

    The skills beneath the resume

    When hiring managers review candidates, they are often scanning for signals like these:

    • Coachability
    • Ownership
    • Clear communication
    • Energy
    • Professionalism
    • Reliability

    That is because these traits shape how someone performs once they are hired. A person who can learn, adapt, and represent the company well can create outsized value over time.

    Why behavior often matters more than background

    For many entry-level candidates, there is not a huge gap in raw resume quality. Lots of students have classes, some work experience, and a few activities. The differentiator is often how those experiences are framed and how the student carries themselves.

    Two students can have similar backgrounds, but one discusses their experience with clarity and maturity while the other gives generic answers. One follows up thoughtfully while the other disappears. One looks engaged while the other looks passive.

    That difference matters.

    Where these skills actually come from

    You do not need a corporate internship to build valuable signals. Plenty of students develop strong workplace traits through:

    • volunteer work
    • sports
    • campus jobs
    • retail or food service
    • student leadership
    • family responsibilities

    The key is learning how to reframe those experiences. A job may not sound glamorous, but if it taught you responsibility, customer service, time management, or composure under pressure, it counts.

    How to become more memorable

    Practice talking about your experiences in a way that makes the underlying skill obvious. Do not just list tasks. Explain what the experience demanded of you and how it shaped you.

    That is how employers stop seeing a student and start seeing a contributor.

  • A Better Elevator Pitch for Career Fairs and Interviews

    Most elevator pitches fail for one reason: they sound like recitations instead of conversations.

    A strong elevator pitch is not a memorized speech. It is a concise, confident way to connect your background to the opportunity in front of you.

    A simple framework that works

    One of the best structures is this:

    Past -> Skill Built -> Direction -> Company-Specific Interest

    That framework keeps your introduction grounded, relevant, and easy to follow.

    What each part does

    • Past: Tell them who you are and what you are doing now.
    • Skill Built: Show what your experiences have taught you.
    • Direction: Explain where you want to go.
    • Company-Specific Interest: Make it clear why you are talking to them.

    Why this is better than a generic introduction

    A generic pitch says, “I am a senior majoring in X and I am looking for opportunities.” That is fine, but it does not create much texture.

    A stronger pitch sounds more like this: “I am graduating in May with a finance degree. Through radio and campus work, I have built communication skills and confidence speaking with people. I am interested in sales because it lets me combine communication and business, and I would love to hear what separates successful people in your program.”

    That version gives the listener something to remember. It also opens the door to a real conversation.

    How to improve your own pitch

    Record yourself. Listen back. Tighten it. Get feedback. Practice until it sounds natural, not robotic.

    The goal is not perfection. The goal is clarity, warmth, and direction.

    The takeaway

    An elevator pitch is not about sounding polished for its own sake. It is about making it easy for someone else to understand you, remember you, and help you.

  • The C.A.R.E.E.R. Framework for Better Career Fair Questions

    One of the fastest ways to stand out at a career fair is to ask better questions.

    Many students default to broad, low-value prompts like, “What does your company do?” The problem is not that the question is rude. It is that it signals low preparation.

    A stronger conversation starts with context and moves toward insight.

    A framework to use

    The C.A.R.E.E.R. framework gives students a practical way to structure smart questions:

    • C – Context: Show that you know something about the company.
    • A – Alignment: Connect their work to your interests.
    • R – Role: Ask what success looks like in the role.
    • E – Experience: Ask about the speaker’s path or perspective.
    • E – Expansion: Ask how to grow from here.
    • R – Reinforce: Close with interest and follow-up.

    What this sounds like in real life

    Instead of asking what the company does, you might say, “I saw your company was recognized for growth recently. How has that changed what you look for in new hires?”

    Instead of asking a vague question about internships, you might say, “What separates someone who completes an internship from someone who becomes a strong full-time hire?”

    Instead of ending with “Thanks,” you might say, “I appreciate your time. I am especially interested in this opportunity because of X. Would it be okay if I followed up with you?”

    Why this framework works

    It creates a conversation with movement. It shows research, curiosity, and self-awareness. It also helps you gather information that actually matters instead of collecting generic company facts you could have found online.

    The takeaway

    At a career fair, better questions do more than make you sound prepared. They help the employer picture you in a professional setting. That is a major advantage.

  • How to Close a Career Fair Conversation Professionally

    Many students focus heavily on how to start a conversation at a career fair. Far fewer think about how to end one well. That is a mistake, because the close often determines whether the interaction goes anywhere.

    Why the close matters

    A good conversation can fade out unless you create a next step. The close is where you signal professionalism, confirm interest, and make it easy to continue the relationship.

    Good ways to close

    Some of the strongest closing lines are simple and direct:

    • “I am really interested in this internship. What are the next steps in the process?”
    • “This sounds like a great fit. How should I stay current with you and the company over the next few months?”
    • “Would it be okay if I sent my resume and followed up?”
    • “Looking at my background, do you see any gaps I should work on?”

    These questions do two things at once. They show initiative, and they keep the conversation moving forward.

    What a weak close looks like

    A weak close usually sounds vague. “Thanks” is polite, but incomplete. It does not reinforce interest, request a next step, or create a reason for future contact.

    What to do immediately after

    Write down notes while the conversation is fresh. Capture the person’s name, role, company, and a few details from the interaction. Those details become invaluable in a follow-up email or LinkedIn message.

    The takeaway

    A professional close is not pushy. It is clear. It tells the other person that you are serious, prepared, and capable of carrying a conversation through to action.

  • What a Successful Career Fair Actually Looks Like

    Students often define success at a career fair too narrowly. If they do not leave with an interview, they assume the event was a disappointment. That is usually the wrong way to measure it.

    A better definition of success

    A successful career fair can mean:

    • a stronger network than you had before you walked in
    • a better understanding of industries and roles
    • higher confidence speaking with professionals
    • a list of people to follow up with
    • clearer insight into where you fit and where you do not

    That may not feel dramatic in the moment, but it is real progress.

    Why process matters

    Career growth is often nonlinear. Sometimes an event leads directly to an interview. Sometimes it gives you the conversation, feedback, or perspective that sharpens your next move. Both outcomes matter.

    If you show up prepared, learn something useful, and create a few real connections, you have built momentum.

    Celebrate the right wins

    Showing up with intention is a win. Asking better questions is a win. Sending thoughtful thank-you notes is a win. Representing yourself and your school well is a win.

    The students who compound these wins over time usually put themselves in much stronger positions than students who only think transactionally.

    The takeaway

    A career fair is not just a talent market. It is a growth environment. Treat it that way, and you will get more from it.

  • The Hidden Career Opportunity in Non-Flashy Industries

    Students are often drawn toward flashy brands, glamorous sectors, and highly visible companies. That instinct is understandable, but it can cause them to overlook some of the best long-term opportunities in the market.

    Why boring can be good

    Many so-called boring industries offer real advantages: stable demand, clearer career ladders, less crowded competition, and strong opportunities for internal promotion. Companies in manufacturing, logistics, utilities, compliance, operations, assisted living, construction, and distribution all need talented people.

    They may not always dominate the cultural conversation, but they often have something more important: real work that has to get done.

    What these industries often reward

    Non-flashy industries frequently value reliability, industry knowledge, process discipline, and long-term commitment. They also may be slower to change than trend-driven sectors, which can create durability and moat-like stability.

    Why students should pay attention

    If you are willing to prepare, research, and ask good questions, you can find real gold in places other candidates ignore. In many cases, these companies are more eager to invest in people who want to build domain knowledge and grow over time.

    The takeaway

    Do not confuse visibility with value. Some of the strongest careers begin in companies and sectors that look ordinary from the outside but offer serious opportunity on the inside.