Category Archives: Employers

The Business of the Performing Arts

Jennifer Root, Hiring Assistant at DCM, Inc.

I am an artist.  My great passion in life is opera.  The expression of the music, the artistry of the performers, the set and the lighting, and the costumes and make-up all contribute to this incomparable visceral experience.  I am a professional opera singer, and I have been lucky enough to perform some of my favorite roles on stages that once only existed to me on television.  I was in the Houston Grand Opera Studio for four seasons, I stood in for Christine Goerke in a performance of Ariadne auf Naxos at the Glimmerglass Festival, and most recently I performed Senta in The Flying Dutchman with Washington National Opera at the Kennedy Center.  When I was in school, I learned about music theory, music history, languages, style, and vocal technique.  Essentially, all the basic components of “How to be a Performer.”  This has all served me well, but one major component was lacking.  Music is a business.

The Business of the Performing Arts

The longer I work as an artist, the more exposed I am to this reality.  Music is a business.  As artists, our education usually focuses on the production of our art form, and the business side of it is largely neglected.  And yet, the truth is that arts are a business like any other.  They have costs, budgets, goals, and deadlines.  They have to make choices between projects, venues, artists, and a world of other factors.  In the past few years, we’ve seen some august companies end up in hot water, or even become defunct for a number of different reasons.  Artists are not only watching their favorite venues suffer, they’re watching their job opportunities disappear.  At some point, we have to ask, what can I do to support my passion?

While there are many answers to this question, one of the simplest answers is to make sure there’s an audience.  For most American non-profit performing arts organizations, ticket sales cover less than 50% of the costs of any given production.  The rest is (hopefully) covered by private donors and underwriters.  Both are essential to the survival of a performing arts organization.  By concentrating on ticket sales, we not only ensure revenue, but we make sure there’s an audience for the performers.  Believe me, nothing is as underwhelming as performing to an empty house.

Working in the Arts When I’m Not Working in the Arts

In May of 2015, I started working with DCM, Inc. as their Hiring Assistant.  My main function is to make sure we have plenty of callers to support all of our non-profit performing arts and advocacy clients.  I still continue to work as a singer, but now I also have a way to “give back” to the arts community.  I gain great satisfaction from working on behalf of our clients.  Instead of working a job that holds little interest for me outside of my paycheck, I’m working in a place that directly contributes to the success of respected arts organizations and advocacy programs.  In addition, I’m surrounded by other artists who wanted to remain within the arts business when they weren’t actively working as artists themselves.  My office is filled with actors, dancers, singers, authors, photographers, instrumentalists, and of course, salespeople.  They come here because they love the arts, and want to see them flourish.  They come here because they are great salespeople, and know they can earn good money.  They come here because we offer flexible schedules that they can arrange around their auditions and classes.  Mostly they come here because they love talking about their passion, and they want to share this joy with new and returning patrons.  For many, this is a great way to earn money while they’re in school, or until they land a big artist’s contract.  For some, it’s a great career opportunity.  For everyone, it’s about serving non-profit organizations throughout the country.

For more information on DCM, please visit dcmtm.com, or apply via NYU CareerNet, Job ID 992654.

 

 

 

4 Things to Expect at a Big Company

Jacqueline Allen is part of the Unilever Future Leader’s Program. Her current role is a CD/Marketing Management Trainee on the Kroger Foods Team in Cincinnati Ohio. She is a 2015 graduate of NYU Stern where she majored in Marketing and Management and was President of the Marketing Society.

When it comes to choosing your first job out of college, there is a lot of debate over whether to start your career at a small company or a large company. There are differences and benefits to each. I just wrapped up my training for UFLP (Unilever Future Leader’s Program) so you can tell I went big. Here are 4 things to expect when working at a big company.

1. Structure

Big companies like Unilever have structured programs for new hires. UFLP is a three year rotational program that teaches us about our function (Marketing, Supply Chain, R&D, HR, IT or Finance) from a variety of viewpoints so that we really understand the business and can be effective managers. A structured program allows you to experience many aspects of the business while being guided through the different departments. At a smaller company you might have to request to transfer to a different role or department, but at Unilever it’s part of the job description.

2. Support

Since the company has many employees, there is an extensive support system. In UFLP we have a manager for the current rotation, a manager across the 3 years, an assigned mentor and a buddy who’s in the program a year ahead of us, plus HR and the more informal network we’ll be building within the company. Large companies want to train their new hires and really see them succeed so all of the people involved in the program are championing the program and the people in it.

3. Passionate People

That brings me to the people. There are so many passionate people at Unilever. The people that succeed the most are the most passionate people who are dedicated to what they do. During training we heard from many senior employees about their paths at Unilever and why they love coming to work every day. A big part of that is the Unilever Sustainable Living Plan which is our sustainability plan that sets out to double growth while halving our environmental footprint. At a big company you’ll find passionate people working on innovations and what the next step looks like for the company. Large companies typically have the time and resources to dedicate to planning the future while smaller firms or startups are more focused on the current business and the near future.

4. Impactful Projects

2 billion people a day use Unilever products. With numbers like that any project you work on at Unilever can impact and improve the lives of so many people. It’s inspiring to work at a company where the things you do are executed on such a huge scale. It’s very cool to be working with brands that have the power to make the world a better place.

Large companies typically have large structured training programs that allow new hires to learn the business from multiple perspectives, the network to support your growth, passionate people surrounding you and impactful projects to work on. My advice to younger students: try to gain internship experience at a variety of companies so you get a chance to experience the differences firsthand to understand where you like to work.

For more information about the UFLP program or internships at Unilever, check out http://www.unileverusa.com/careers-jobs/

 

Get the lowdown on hot careers from experts including Unilever at 

TORCHtalks

Tuesday, September 1st 12-2pm, Wasserman Center Main Office

This is your opportunity to get the lowdown on many different industries and jobs in a quick, easy and fun setting! Come meet employers, eat free food (including Insomnia Cookies!) and chat with Wasserman Staff about your job search, career direction, major selection or anything else!

Professional Millennials and Super-Powered Smartphones are Changing the Working World

Alex Dot.png

Alex comes from a background rooted in internet policy, external relations, community affairs and digital marketing. Prior to running LiquidTalent, Alex worked for Google from 2005 to 2013. His career at Google was divided between the Sales and Policy departments. As External Affairs Manager, his duties included building relationships with government officials, managing an investment fund for nonprofit entities, and serving as the chief architect in developing eight Google sponsored outdoor WiFi networks; the most notable being the Chelsea CIC WiFi network, the largest contiguous NYC WiFi network ever created. He is a proud alumni of UC Berkeley and the Haas School of Business. Alex was born in San Diego, and currently lives in New York City. Alex is a committed optimist, a global citizen and a tough ping pong player.  Continue reading

My Journey Into Ad Tech

Interview with Aleks Navratil, Data Scientist, Collective, Inc.

 Aleks Navratil is recent graduate who has worked in ad tech for his entire professional career. He is an avid alpine skier, and grower of excellent mustaches. He survives almost entirely on spicy Thai food and croissants. When he’s not writing code at Collective’s worldwide HQ in midtown, he can be found getting his dunk on at the 21st street basketball courts or knee-deep in literary fiction at the New York Public Library.

 1.     What did you study in school?

I was an undergraduate double major in Engineering and Applied Mathematics, and my graduate degree is in Mechanical Engineering.

2. But you’re a Data Scientist at Collective…how are those degrees related to what you do?

Computationally, the toolchains and techniques are very similar. During my graduate research, my title happened to be “mechanical engineer,” but I was doing something very close to data science. I worked in an aerospace technology lab, researching things like the friction and wear of aerospace materials. The computational tools used in that research turned out to be the best tools for working with large-scale data, which is what I do here. The only difference is that instead of an aerospace application, it’s advertising. The mathematics doesn’t know what it’s being applied to. It’s the same whether we’re counting ad impressions or turbojet compressor revolutions.

 3. What was your original plan for your career?

Throughout school I had a lot of internships and worked on projects for widely different industries, but I still didn’t have a set plan for my future. I figured the best thing to do was to talk to a lot of smart people who were excited about what they did, and who were having a good time while doing it. I wanted to be where they were. And the more I spoke with people, the more I realized I was actually a Computational Scientist, not a Mechanical Engineer.

 4. What made you want to get into Advertising?

Basic research is a long-cycle business, and I’m better suited by temperament for applied work, perhaps development instead of research. Had I stuck with University research, my work wouldn’t have come to fruition for 20-30 years. I knew that in advertising, my work would affect the business in real time. And for someone who has spent most of his life tinkering with machines, it’s a refreshing change to participate in our cultural narrative. Advertising is everywhere and shapes our lives in so many ways; it’s been very interesting to see that process from the inside.

 5. What made you join Collective?

Collective was recruiting on campus, and they invited me to come in, meet the team, and see what their technology and culture were like. It was a great experience from square one. I realized pretty quickly that the tech org was filled with smart people who had rigorous technical backgrounds. People were (and are!)  very excited about their work and about delivering real results. It had the laid-back, fun culture I was looking for. I could tell they would provide me with the computational and intellectual support I’d need to be successful. But the thing that sold me the most was actually more philosophical than technical. Collective’s tech org had a very particular design code. There was a sense of craftsmanship that pervaded the systems they’d built. They paid close attention to detail to ensure balance and simplicity in their design. It’s a real pleasure to work in an environment where everyone walks in the door knowing there’s as much art as there is science in any design problem.

 6. What advice do you have for students looking to join Collective?

The most important thing is to be able to view the current state of your project, as a starting point for a process of improvement. You should come with a positive outlook and be results oriented. Always work to increase your productivity. Most problems don’t come neatly packaged so you’ll need to be relentlessly resourceful to work through them. Be comfortable with creative control of your work as there’s no Big Brother managing everything you do. And be ready to have fun! We work diligently but enjoy ourselves while doing it.

Interested in learning more?

Check out more information about Collective  and Alex Navratil.

Employer Insight: 6 Tips Every Non-Tech Applicant Should Know

Susan Zheng is the co-founder and CEO of Lynxsy, a mobile recruitment marketplace for companies to hire junior, non-technical talent. Previously, she was an early employee at Tough Mudder where she helped the company grow from 10 to 200 in two years. She graduated from NYU Stern with a degree in Finance and International Business.

Career advice: Take chances, and don’t worry if your career doesn’t follow a formula. The most successful people in history have had non-linear careers.

“No way I’m applying to a startup! I don’t even know how to code.”

If there’s one thing November 18th’s Lynxsy sponsored “Insider Tips to Land a Startup Job” panel hammered home, it’s that this assumption is as outdated in 2014 as MySpace, Sarah Palin’s political aspirations, and meeting men/women without first swiping right on your phone. Startups need smart people, regardless of background, who can solve problems quickly, keep their cool, and think about challenges in a critical and balanced way.

Panel speakers included Co-Founder of Kinnek, Karthik Sridharan; Head of Biz Dev and Ops atTriggermail, Max Bennett; Co-Founder and CEO of Matter.io, Dylan Reid; and VP of Marketing at Bettercloud, Taylor Gould. While attendees got to learn what startup hiring managers are looking for in non-technical applicants, the rest of the world’s 6 billion people were unfortunately not able to fit into that tiny room. Luckily I’ve taken it upon myself to summarize their advice for the other 99.9999% of the planet’s population.

1) Leave your ego at the door.

Part of working at a startup is doing gruntwork! In a 6 person company, who else is going to cold-call and enter data? It’s an ultimate “the buck stops here” situation and founders want to make sure you’ll do whatever’s needed to grow out the company.

Applicants from consulting and finance backgrounds often emphasize the wrong things when transitioning to startups. It’s not as crucial that you closed a healthcare deal worth 10 billion dollars. What founders do care about is that you got assigned a project at 2 AM and finished it before 8…that you can become an expert in a random area in three days time.

Max from Triggermail attributed this willingness to get his hands dirty as the main reason for his meteoric rise in the startup community, “I didn’t care that I was doing linear algebra in college, I’ll still do cold-calling all day.”

2) Don’t be a jerk.

When a startup is in that hockey stick growth phase, jerks cause seismic quakes of BLEH in an organization. If one person doesn’t mesh, the rest of the team suffers. The last person a hiring manager wants to onboard is an overly critical, super obnoxious, culture-killer who makes others afraid to express good ideas. Dylan from Matter.io warned of hiring a specific breed of employee who doesn’t have the same commitment as the rest of the team, “People who aren’t committed force everyone else to question, ‘Why am I here working my butt off when this guy is at the Red Sox game?!’”

3) E-mail the founders!

As opposed to huge banks or tech behemoths, startups are lean. They usually don’t have set HR departments or hiring protocol, which means if you want to connect with the founders directly you can usually just e-mail info@STARTUPSNAME.com.

Even if there’s no job listed, startups can always use smart, enthusiastic people, so it never hurts to try to make your case. Do your research beforehand and see which startups just got funding. Odds are they have money to spend on hiring. However, this isn’t an invitation to send over an overly formal e-mail or blast out boiler plate “cover letters.”

Karthik from Kinnek put it quite well, “I don’t really need to see a good cover letter in a formal sense, but if you sent me a little blurb that says ‘Hey, I found you on AngelList, I’m really passionate about small businesses, nothing on my resume really communicates that but I think I’d be perfect for your company.’ I would definitely meet up with that person.”

4) Don’t worry about your title.

If you’re joining a startup to be a VP of Whatever or if you just want to add Senior to your resume you’re not going to get hired. At a company composed of 20 people there aren’t really managers or direct reports, as strict bureaucracy would just slow down innovation. You want to convey that you’re more worried about accomplishing a specific mission than updating your LinkedIn profile. Karthik, (again, the CEO of Kinnek) even changes his e-mail signature to “Customer Service Rep” when dealing with customers because he wants to make sure they’re not intimidated.

5) Be a confident communicator.

Aviod typoz at alll costs. So much of working at an early stage startup is communicating with all types of different people. Whether you’re selling the company to new clients, resolving the issues of current ones, or communicating internally with your team, it’s important that you express your ideas in a clear, professional, and articulate manner. Contrary to popular belief, your English major friends may actually have an upper hand! As Taylor from Bettercloud made evident, “Writing skills are huge. You need to effectively communicate what we’re trying to accomplish. I don’t ever want to have to edit someone for grammar or spelling.”

6) Don’t appear desperate.

Founders for the most part don’t want to feel like they’re hiring someone desperate for any job. They want to feel like out of all the companies that were hiring, the candidate was compelled to choose them. The ideal candidate makes a hiring manager feel lucky to have found that person. A way to convey this is to do your research about a company, express true passion, and ask probing questions about the business. As Dylan conveyed yesterday “There’s a lot going on behind the scenes at any company…There’s a lot in a black box that no one really knows about. If you’re not curious about what’s going on behind the scenes then from my perspective there’s something off. Are you really interested in working at MY company or are you just trying to get a job?”

As you can see, there’s a ton of different ways you can market yourself to startups! Though, before you can impress founders with your passion, intellectual curiosity, and go-getterness, you need to figure out what startups are out there and how to reach them. Let Lynxsy do the heavy lifting and make sure you get your foot in the door with the startups that matter.

Hear from more industry professionals Monday February 17th at Making It In: Tech & Wednesday March 4th at Women In STEM Career Panel

In Case You Missed It: Day In The Life at Master Card

Did you miss a day in the life at Master Card?

 Click on the image below for a recap!

Follow us on Twitter @NYUWassEmployer for tweets on a day-in-the-life of employees at different organizations. A professional will take over our account for the day and give you live updates about the projects they work on, meetings they attend, and the culture of their office.

Collaboration, Cooperation and Teamwork: One Teacher’s Experience At Success Academy

Every afternoon, after a long but satisfying day teaching third grade at Success Academy Bed-Stuy 2, Lizz Tetu sits down with five colleagues and her principal for their daily debrief. Each teacher comes with a pile of student work and identifies the concepts their scholars had struggled with that day – with the shared goal of finding better ways to present the challenging material.

This sort of teamwork, engagement, and support is a hallmark of Success Academy Charter Schools, where Lizz, a 2010 NYU graduate, has worked for five years – but has taught for only one semester. The support she receives from her fellow teachers and her principal is critical to her development as a professional. 

One example of that teamwork is the daily debrief. At one recent Monday meeting, Lizz and her colleagues realized they had a common roadblock — their students were having trouble finding the deeper meaning of a poem they had been assigned. Said Lizz,  “As a team, we looked ahead at the next day’s lesson and asked some tough questions – how could we approach the material differently to help scholars improve their poetry reading skills? We’re so used to troubleshooting comprehension issues that it took only about 15 minutes to create a concrete action plan that addressed the problem.”

This level of support from colleagues, and the constant feedback and encouragement Lizz receives from her principal, has enabled her to grow as a classroom teacher – a job that was not her first career choice.

After studying education theory and policy at NYU, Lizz decided not to go into teaching. Instead, she accepted a position on Success Academy’s school operations team — learning the business side of running a school and dealing with issues ranging from student health and enrollment processing to field trip coordination and communication with parents.

Later, Lizz transitioned to the Student Achievement Team, where she learned to evaluate student data, identify scholars in need of special education services, and solve schoolwide problems alongside other school leaders.

But after four years working at schools in Harlem and the Bronx, Lizz found herself “itching to get into the classroom.”

As a graduate of NYU’s Gallatin School of Individualized Study — which encourages cross-disciplinary thinking — Lizz is adept at applying the lessons learned in one role to the challenges of the next.

“Having been a part of those teams has proven invaluable to the work I do as a teacher. I knew how to think critically about student work, but now I get to implement changes and problem-solve on my feet, in front of our scholars,” Lizz said.

Those critical thinking and problem solving skills are essential elements of quality teaching, as are support from school leaders and opportunities for professional advancement.  

“As I learn and grow as a teacher, I continue to receive support from my school principal, who meets with me and observes my teaching every week. Also, our schools all have weekly professional development sessions,” said Lizz. “I would encourage anyone who’s passionate about social justice and ready to learn to apply to Success Academy – there’s such a sense of teamwork here, and everyone shares the common goal of ensuring our scholars receive the best possible education.”

Recognized nationally for its innovative education reform efforts, Success Academy is a network of 32 New York City charter schools (and counting) that currently serves scholars in kindergarten through ninth grade. It counts among its faculty and staff a large number of New York University alumni. For more information about employment opportunities, visit www.SuccessCareers.org (and check out these documentaries: Waiting for Superman and The Lottery).

Lizz Tetu is a third grade teacher at Success Academy Bed-Stuy 2 in Brooklyn. She graduated from NYU’s Gallatin School of Individualized Studies, where she studied education policy and music.  During her time at NYU, Lizz worked as a student ambassador for the NYU undergraduate admissions office and as an office assistant at the NYU Steinhardt Music Department. Lizz has spent the past five years working for Success Academy Charter Schools. She received her Master of Science in childhood education and special education from Touro College.

Interested in joining Lizz at Success Academy?  Apply for the Success Academy Summer 2015 Teaching Fellows Program here!

In Case You Missed It: Day In The Life at Aramark

Did you miss a day in the life at Aramark?  Click here for a recap!

Don’t forget to stop by their table at the Spring Job & Internship Fair 1/29!  RSVP here!

Follow us on Twitter @NYUWassEmployer for tweets on a day-in-the-life of employees at different organizations. A professional will take over our account for the day and give you live updates about the projects they work on, meetings they attend, and the culture of their office.

Employer Perspective: Is your College Major relevant to the Market?

Murshed Chowdhury acts as an advisor to both companies and individuals who are looking for assistance in technology talent acquisition and development. He has served as the CEO & Partner of Infusive Solutions Inc. since its establishment in 2001. Prior to Infusive, he worked at several recruiting agencies where he honed his skills and rose the ranks within the organization before founding his own company.

With over 15 years of technology placement experience, Murshed has helped secure some of the most competitive technical positions for his clients at some of the world’s most prestigious firms. He holds a Bachelors Degree in Political Science from Fordham University.

Here he shares his insight into how to pick a major that you enjoy and that matches the market demand:

It is important when you’re in college not to just pick a major but the right major, one that will have viable job opportunities when you graduate. Too often, students invest years of their lives, hundreds of thousands of dollars and mount large student debt just to come to terms with the fact that the job market is not very favorable for what they received their degree in. This is a harsh reality lesson to learn but one many graduates face. With a slow recovering economy the outlook can be even more grim and extremely stressful.

I believe that college students need to invest time in following their dreams but to offset that with the realities of the market. Recently, I came across a recent college grad who was bussing tables to make ends meet. He just graduated with a degree in English Literature from a good university. He said his dream was to be a writer. Now, if someone had advised him to augment his degree with a minor in Business Administration or Marketing, he could have landed a job writing for a company blog, or an editor for a media publication company etc. Since he was never advised as such, he had to take whatever he could to make a living.

The key is to make sure that you major in something you enjoy but to be cognizant of what that means down the road when you join the job market. An understanding of majors with the best trajectories for job security, income and the correlation between the two may shed some light on what I am talking about. The chart below is divided into 4 quadrants that describe the various levels of income potential and job security.

Each of the four quadrants above identifies each job with the two critical criteria that are important for anyone looking at the market, especially a new college grad, on how to choose their next position. Income indicates earning potential and is pretty straight forward. Security represents the amount of available jobs for that particular major which correlate to the various employment levels for those defined majors. Basically, the lower the unemployment rate, the greater the security the position affords.

According to a study by the Center on Education and the Workforce at Georgetown University, “majors that are most closely aligned with particular industries and occupations tend to have low unemployment rates but not necessarily the highest earnings. Some majors offer both high security and high earnings, while other majors trade off earnings for job security. Healthcare, Science and Business majors have both low unemployment and the highest earnings boost from experience and graduate education. At the same time, Education, Psychology and Social Work majors have relatively low unemployment, but earnings are also low and only improve marginally with experience and graduate education.” In other words, you can choose a major that has good earnings potential and a high degree of job security. You can also find yourself choosing a major that has a high degree of job security, but low relative lifetime earnings potential. Or, you may find yourself drawn to a major that leads to relatively higher unemployment and low wages. As you choose your major, you want to know what most likely awaits you in your future career, and determine your college options and lifestyle accordingly.

Obviously, the most ideal quadrant is the one that has high income and high job security. Basically, for those majoring in Computer Science, Business Administration or Healthcare for example, have the potential to not only land a well-paid job, but they also know that due to a high demand for their positions, it will translate to low unemployment rates. You lose a job in this category; you should have a quick turnaround finding a new one. What can also be inferred from this is the ability to switch jobs for whatever reason is also much easier for those who fall in this quadrant.

The second quadrant we will look at represents those who may not have a high income potential but there is a great level of security for those positions. You may earn less than those in other majors but there is a good demand for your role. You can be gainfully employed whether you’re looking for your first job or interested in changing positions. Those in education are a great example of people who would likely fall into this category. You may not break the bank as an educator but there is a strong demand for teachers so you can look forward to steady employment.

The third quadrant we will look at represents those who have the ability to garnish high earnings but the tradeoff is that it comes with low job security. Finance, Legal and Sales professionals, and to a certain degree, entrepreneurs, fall into this category. Especially, entrepreneurs in their nascent stages. The rewards can be high but stability is low. Everything is dependent upon production; it’s the, “more you kill, the more you eat” mentality. These great rewards come with greater risks. Unless you maintain consistent levels of production, you can find yourself out of a job pretty quickly.

Finally, we will look at what many will consider the least sought after quadrant. These positions are the ones where the ability to earn a decent living is low and the ability to find a job once you lose it very tough. Anthropology or English Literature, as our examples above show, can fall into this area. There just isn’t a great demand for those skill sets which leads to decreasing earning potential and a limit in the amount of available jobs. It is a very tough outlook for those majors.  The key here, for those who fall in this category more so than the others, is to have them augment their degrees with more relevant minors/dual majors or develop  a new skill keeping the job market in mind.

Now, let me be clear, I am a big believer of following your passion, but that does not mean you ignore the realities on the ground. The greatest lesson an entrepreneur learns from the market, is whether their product or service is something someone will pay for. The show Shark Tank covers this in almost all of their episodes. Would-be entrepreneurs are in love with their product or service, but the judges always breathe some reality into them when they tell them, if the sales aren’t there, it’s probably not a great product or service at that point. The market is the ultimate arbitrator. The same goes with colleges and their majors. You may love what you study, but life is different when college ends and you have to face the reality of finding a job, making a living, dealing with mounting student and credit card debt. Again, the market is the ultimate arbitrator. That being said, you can continue learning what excites you, but invest some time in what the market values, and you will avoid the challenges many face post degree.

The solution starts with awareness. Research your major and it’s potential for a job, whether that’s a one year or four years from now. It’s never too late. Just because you’re a senior, it’s not the end of the world but if you can get into that mindset as a freshman, all the better. For many of you who aren’t even sure what you want to do, this could be the reality check you needed to help you decide where to invest the next few years of your life. Take it from someone who knows this reality all too well. I wish someone had told me about this when I was in college a while back. I graduated with a degree in Political Science from Fordham University and decided not to go to law school or apply for Foreign Service. This left me with few options. It’s no surprise that my first job out of college had nothing to do with my major.

Also, speak to your career services center. They can help you understand what’s trending on the market, connect you to alumni or industry experts, offer workshops, inform you about upcoming fairs where you can get a great gauge of what is hot in the job market. In my opinion, the best time to engage the career services center is in your freshmen year, and then your sophomore year, and then your junior year and senior. You get my point. They are there to help, so leverage their capabilities to help you.

Ironically, the greatest lesson the market can teach you, is that you may end up doing something you didn’t want to, simply because you only wanted to learn what is that you wanted to.

In Case You Missed It: Day In The Life at Time Inc.

Did you miss a day in the life at Time Inc?  Click on the image below for a recap!

 Follow us on Twitter @NYUWassEmployer for tweets on a day-in-the-life of employees at different organizations. A professional will take over our account for the day and give you live updates about the projects they work on, meetings they attend, and the culture of their office.