By Linda Dulye, President & Founder, Dulye & Co. Published in Fox Business | Sept. 30, 2013
Whether your company has 1 or 100 interns, Dulye & Co. can help you maximize your investment in young talent today and for your future success.
Lately there has been lots of chatter about internships sparked by a growing movement to challenge the ‘no pay’ status that accompanies so many of them. Interns at the White House raised their opposition to unpaid internships. So did former interns at the Hearst Corporation, NBCUniversal and other corporate biggies.
Pay or no pay—the true value of many internships in non-profit, government, public and private sectors is being wasted.
The investment is being drained largely by how most internship programs are structured—as a one-way learning process.
Maximize your internship program with thesefive tips.
Those at the top of organizations are data focused. They ravenously devour daily operational performance stats about sales, orders, overhead costs, inventory, compensation, sick days, and so on. Ironically, data can also help save business leaders from themselves.
Crowds in excess of three million swarmed Brazil’s Copacabana Beach last Sunday for a glimpse of Pope Francis.
But many experienced more than a fleeting peek of the pontiff.
There was a bonafide connection between the spiritual leader and the spectators that transformed a jam- packed event into a powerful experience.
Although I didn’t make it to Rio, I recently attended a major national convention where—amidst the expansive venue and more than 4,300 attendees—I too felt a connection! While many factors clicked to create the zeal factor, three lead the charge, converting the grand-scale General Assembly of YMCAs into an exhilarating personal experience.
For all practical purposes, your first day on a job should be an energizing experience.
But for many, it’s anything but remarkable. More like forgettable—thanks largely to some fundamentals that go astray.
With a crop of new grads and veteran job transfers ready to report for that first day at work, now is the time to ensure that your onboarding practices keep your new hire motivated and feeling excited about working for you.
By Linda Dulye, president & founder, Dulye & Co. Published May 22, 2013 | Fox Business
Don’t let company size take you out of the competition for new grads.
Small companies can vie against corporate giants for top talent—and win! The catch is having a real game plan for being attractive and for attracting. These six steps can make you a pro in recruiting and hiring college graduates. Continue reading.
Call it being proactive. Or persistent. Effective follow up is an essential part of the professional development experience—especially when it comes to the job-search process.
Take for example, Paul, a rising manager entering his second year at a major financial company, who turned a rejected resume into a new job offer through perseverance. Paul applied online for a new position at his company after a conversation and recommendation by the hiring manager. Within a few weeks, he received an email from a Human Resources representative (whom he did not know) indicating that his application had been rejected.
Rather than accepting the denial, Paul went into action and launched follow-up techniques that were so effective that four weeks later, he was offered the exact job that initially he was initially turned down for.
With college commencements fast approaching, there’s an abundance of advice articles for new grads entering the workforce.
But what about the hiring manager? After all, it is a two-way street for that working relationship to actually work, well!
What do new grads most want in a workplace and a boss? Here are five success tips for making that perfect connection based on poll data from 2013 graduates of the Dulye Leadership Experience (DLE), a professional development / leadership program for college juniors and seniors that I’ve established with my alma mater, Syracuse University.