The Value Proposition of Internships

By Christine Olsen, MBA, Career Coach and Internship Program Manager, JVS Career Services

Student: How do I get job experience if no one is willing to hire me?
Answer: Get an internship!

Employer: How do I get the right new talent that fits the culture and will fulfill the needs of my organization?
Answer: Provide an internship!

An internship is a structured work experience related to a student’s major and/or career goal that should enhance the academic, career, and personal development of the student. There are a variety of internship models: paid and unpaid, part time and full time, seasonal and year long.  Offering an internship helps employers manage work flow economically and find new team members to help join and grow their business. At JVS Career Services, we work with students seeking internships and organizations seeking interns. We prepare students for their internship experience and match them to employers with fitting opportunities. Done well, the internship is mutually beneficial for the student and participating employer.

 

How does the employer benefit from offering an internship?
It is a means of finding future employees and possibly improving retention. Because of the familiarity with the student, the employer has the advantage of evaluating the intern as a potential employee. Trying out candidates helps a company reduce mistakes when it comes to full time staffing. There is a higher retention rate of entry-level hires who have interned. The happy intern also spreads the good word about the company, creating positive PR and exposure.

It is a way to give back to the community by hiring into the local workforce and facilitating a positive future for the student.

It allows the employer to take advantage of short term productivity needs that come up during the year, including special projects.

New people bring fresh ideas and specialized strengths and skills, which can augment the abilities of the workforce.

The modest wages of an intern provide a cost savings. Meanwhile, interns are frequently the most highly motivated members of the workforce.

 

So, what are the benefits to the student intern?
It allows the student to network and establish mentors and references. Working with professionals in the desired field or industry is a major advantage of an internship. This circle of contacts can be useful for anything from career advice and mentoring to job recommendations.

Internships allow students to explore potential careers and gain knowledge of the field or industry from a real-world perspective. They afford valuable insight and help determine if the industry is the right choice for a college student.

They provide important leadership and soft skills development. The National Association of Colleges and Employers’ (NACE) Internships as a Pedagogical Approach to Soft-Skill Development identifies the five most important soft skills cited by employers as being valued in the workplace:

  • Communicate
  • Work in a team structure
  • Make decisions and solve problems
  • Plan, organize, and prioritize work
  • Obtain and process information

Internships will help enhance a college student’s resume. Internships add valuable work experience to the resume. The internship experience allows the student or new graduate more opportunities to say, “I can do that!”

For the college student or new graduate, internships offer real world experience and the opportunity to try on a job for proper fit. For the employer, who prefers to hire people they are familiar with, internships provide a try-out of potential employees. The value proposition is that internships can be a win-win for both!

Christine Olsen, MBA, is a Career Coach with JVS Career Services who is passionate about helping people and organizations to achieve their true potential. She has done this throughout her 25 year career in Business and Education in the areas of Finance, Leadership, Training and Development, Recruitment and Career Consulting.

Prior to joining JVS Career Services, Christine served as Career Services Director in higher education managing advisors and coaching students and alumni through their career preparation and transition.  She facilitated writing marketable resumes, teaching job search strategies, coaching on interviewing, networking strategies, personal branding, business etiquette, and employer hiring trends and culture fit, so that clients would enjoy a significant increase in job offers.

Christine received her Bachelor of Science in Business Administration and Business Education from SUNY Buffalo, NY and her Masters of Business Administration in Finance from Hofstra University, NY.  A native New Yorker, she has embraced Cincinnati as home for the past 24 years as proven by her commitment to quality education for all serving 10 years in Ohio PTA officer roles, as Event Planner for Educator Job Fairs, and as a 12 year elected Board of Education member.

Christine’s goal at JVS is to contribute to positive collaboration with all stakeholders to build trusting relationships that motivate and empower clients to successfully achieve their ideal careers.

To contact Christine Olsen by phone, please call (513) 745-2913, or email her at colsen@jvscareers.org.

Article References:

National Association of Colleges and Employers 2017 Internship & Co-op Survey http://www.naceweb.org

National Association of Colleges and Employers Internships as A Pedagogical Approach to Soft Skill Development https://www.naceweb.org

Case Study: Hiring a New CEO

One of the most important activities your board and senior management may undertake is the hiring of senior leadership. If you hire the wrong person, especially the CEO, it can have catastrophic consequences for your organization. Best practice is for an organization to go through a formal recruiting process to assure the right candidate is hired. We recently helped a local nonprofit through that process.

JVS Career Services was contracted by the Board of Directors of a nonprofit agency that provides professional social services to families and individuals in times of need, to recruit for their next CEO. The departing CEO had been with the agency for 19 years, had been CEO for the past 11 years, and had strong relationships with the staff and local community.

Before we started the search, we knew it was important to understand exactly what the agency was looking for in a new CEO. The JVS Career Services recruiting team met with the agency’s board and discussed the responsibilities, challenges, and opportunities the new CEO would be facing. Candidates have different strengths and weaknesses, so we asked the board to prioritize the areas of expertise attractive candidates must have versus strengths that would be nice for candidates to have. As we were working with the board, we also learned a lot about the culture of the agency. Culture fit is very important in making a hiring decision!

Once we understood what we were looking for, our recruiting team started sourcing candidates.  While we posted the position on various job boards, we also sought out potential applicants. An organization is not going to get the best candidate pool by waiting for people to apply for a job. The JVS Career Services team networked with people, reaching out to passive candidates. A passive candidate is a person who isn’t looking for a new position.

We developed interview questions to qualify candidates and presented the top candidates to the agency’s Board for review. In this situation, the hiring committee members had experience interviewing candidates for senior positions, but this is not always the case. In those situations, JVS Career Services educates the hiring committee on interviewing techniques.

The top candidates went through a number of interviews, including video interviews and face-to-face interviews, to determine how well their background and experiences met the qualifications needed in the position. Final candidates were given an assessment to help determine how their competencies matched the requirements for the role. We don’t recommend making a hiring decision solely on an assessment, but it is a good tool to use, in combination with others, to make sure a candidate will be successful in the position. It is also a great tool to help develop a coaching plan for the newly hired executive.

The next time you hire a new executive, use this proven recruiting process and consider using an outside recruiting agency. The dollars spent using the agency will help assure you hire the best, most qualified candidate for the position.

CEO’s Corner: Everybody’s Hiring. How Do I Attract Talent to My Organization?

By Joni Burton, CPCC and CEO, JVS Career Services

As the economy continues to improve, many organizations have found it increasingly challenging to attract top talent. In fact, research shows that when it comes to hiring, the power has shifted from the employer to the candidate. As a business, you must show potential candidates what you have to offer them! Here are seven ways to attract and retain top talent to your organization.

  • Cultivate an environment that caters to employees and empowers them. Talented workers look for companies that value their employees and help them succeed.
  • Build your company’s reputation. Even if the general public already has a positive perception of your company, look for ways to improve your image. Talented employees prefer working for a company that’s well-received and positively acknowledged by the public.
  • When you post the job announcement, provide potential candidates with all the necessary details of the position. Clearly explain what the job responsibilities include. Talented individuals want to know the ins and outs of a position and what you expect of them if hired before they apply.
  • Find candidates by posting on job boards, social networks, your company’s webpage, and through your current employees.
  • Communicate to potential candidates the hiring process. Tell the candidates you’re interested in exactly what they can expect during the interview process. For example, if you conduct two interviews and a series of tests prior to hiring, explain that. Don’t leave candidates in the dark.
  • Offer attractive salary and benefits. Persuading talented individuals to join your organization requires you to pay them an acceptable salary and provide good benefits. Benefits such as time off, flexible schedules, and telecommuting are one way to make an offer attractive to top talent.
  • Hire a recruiting firm. Recruiting firms often have access to a better network and use a proprietary database of candidates that in-house recruiters don’t have access to.

Those who are really good at what they do will be interviewing the company just as much as they are getting interviewed for a job. You need to put your best foot forward during the interview process.

Once you hire a great, new employee, give the person a reason to stay! Today’s workers want to do interesting work. They want to feel valued and know that at the end of the day, they’ve made a difference. They also want to be treated with respect, which includes being paid based on the value they bring to the organization.

Happy Recruiting!

Why Use a Recruiter?

By Irina Kleinerman, CPRW, Talent Acquisition Specialist, JVS Career Services

See if this sounds familiar. You are a hiring manager who needs to fill a position. You try to recruit for the position yourself. However, adding recruiting responsibilities to your already-full plate is making the candidate search stretch out for months. You’re down one employee, and your staff is spending precious work time looking for the right candidate. Meanwhile, work isn’t getting done. So what do you do? Does your human resources department have a staff member dedicated to recruiting? Not all do. And even if they do, how many positions is the recruiter currently working to fill?

Consider bringing in an outside recruiting organization to help you. I know what you might be thinking—“I can’t afford to hire an outside recruiting firm.” The truth is, there are lots of costs incurred by not hiring a recruiting firm, and in reality, hiring a recruiting firm pays for itself.

Here are the top five reasons to hire a recruiting firm:

  1. Recruiting firms often have access to a better network and the latest recruiting tools and techniques, and they use a proprietary database of candidates that an in-house recruiter doesn’t have access to.
  2. In today’s competitive market, not only do you interview the candidate, but the candidate interviews you! Recruiters can help you best define and describe the position and help you to “sell” the position and the organization better.
  3. For a specialized or hard-to-fill position, a recruiting firm can often fill it faster. Recruiters bring specialized skills in cold-calling into our customer’s competitors and approach the passive job seeker. Good recruiters also are constantly networking and have a large pool of candidates available at any given time.
  4. A good recruiting firm brings years of expertise to help a hiring manager brainstorm and understand the competencies they really need for the role.
  5. When you have decided on a candidate and want to make an offer, an outside recruiter can serve as an intermediary and can handle any contentious issues in hiring negotiations.

If you need to fill a position, contact JVS Career Services. We have experience recruiting all levels of talent, from entry level to senior manager positions. JVS Career Services has access to the best, most qualified talent in the Cincinnati job market, and we specialize in personalized service. We’re committed to understanding your organization’s goals and needs, and we use a talent-screening process that takes into account skill, experience, background, personality, and culture fit.

A good recruiting firm can take the monumental task of finding the right person for the job off of your plate. JVS Career Services assumes all of the responsibilities for recruiting and screening candidates so you can focus on your business.

 

Irina Kleinerman, CPRW, Talent Acquisition Specialist, has a Bachelor of Behavioral Sciences with specialization in Human Resources and Communications from Ben Gurion University of the Negev, Israel. Irina moved to Cincinnati with her husband who is a Fellow at Cincinnati Children’s Hospital. Before moving to Cincinnati she was a recruiter in Israel where she recruited for positions across all industries.

Her experience includes managing the entire recruiting process including defining position competencies, sourcing, screening, interviewing and final selection. She supports the hiring managers in salary negotiations and writing employment offer letters.

To contact Irina Kleinerman by phone, please call (513) 745-2908, or email her at ikleinerman@jvscareers.org.

Applications Open for 2018-19 Hilb Scholarship Fund Awards

By Dedra Perlmutter, Senior Career Consultant, Human Resources Manager, and Scholarship Administrator of JVS Career Services

Are you looking for financial assistance to help with the cost of college? Make sure you check out the scholarship opportunities available through JVS Career Services. Applications are now open and can be submitted through May 1.

Known as a nonprofit that helps people find meaningful employment, businesses hire top talent, and college students find internships and jobs, JVS Career Services also administers several scholarship funds in partnership with the Jewish Federation of Cincinnati.

The Hilb Scholarship Fund was established in 1955 by Gus Hilb, in honor of his parents, Mannis and Yetta Hilb. The fund encourages residents of Greater Cincinnati to apply for needs-based academic scholarships. Applications can be made for post-secondary education at a college or university, professional training programs, and/or short-term vocational training programs in non-academic fields.

“JVS Career Services and the Hilb Scholarship Fund are committed to making funds available for students who want to further their education after high school and adults who want additional education and training,” said JVS Career Services CEO Joni Burton.

Applicants of the Hilb Scholarship Fund are also considered for several other grants, including the Anne and George Heldman Family Scholarship Fund, which was established in 2009 by the Heldman family and is awarded to Jewish students who are graduating from high school. They are also considered for the Saidel Award, the Guthman Award, the Graff Award, and the Weiss Award, all of which have individual guidelines.

Ashley Schlissel, a recent graduate from the University of Akron, shared, “I just wanted to take the time to thank you and the entire committee for supporting my college career by providing me a scholarship through JVS Career Services over the last 4 ½ years. Without this scholarship, it would have been difficult for me to get a college education. However, I am now a college graduate and have accepted a full-time position at Cincinnati Children’s Hospital. Thank you for all the generous time and support you have given me. I look forward to keeping in touch.”

Seventy-seven scholarships totaling over $175,000 were awarded for the 2017-2018 academic year.

By submitting one application, students will be considered for all the scholarship funds JVS Career Services administers. Students interested in applying for the 2018-2019 school year should keep in mind the deadline to submit an application:

May 1, 2018: Last day to submit an application for the 2018-2019 academic year and make an appointment for an interview with the scholarship administrator

Scholarship assistance is just one of the many services that JVS Career Services offers to students. The agency also works with students on career coaching, resume writing, networking, and interviewing skills. As students approach graduation, JVS Career Services helps them find internships or jobs. For more information, contact JVS Career Services at (513) 936-9675 or www.jvscareers.org.

 

Dedra Perlmutter, CPRW, SHRM-CP, PHR, is a Senior Career Coach, College Scholarship Administrator, and Human Resources Manager at JVS Career Services. Dedra provides extensive knowledge to clients in the areas of job searching, interviewing, networking, personal branding, image and career strategies. With almost 20 years of HR experience, in a variety of industries, Dedra is well-versed in recruiting and employment, and brings with her “insider knowledge” of what employers are looking for in potential employees. By leading workshops and working with clients individually, Dedra is able to serve as a resource for those that are looking to make a career change or to enhance their current career path.

 In addition to utilizing her past experiences, Dedra also works in conjunction with other HR industry professionals to remain up-to-date on current hiring and employment trends. Being able to share knowledge and experiences with clients has proven to be a huge success factor.

 Dedra is known for her positive motivation and her upbeat approach to the job search process. She also has a sincere interest in getting to know her clients and helping discover their goals.

 Dedra, a Cincinnati native, received her Bachelor of Liberal Studies degree with a concentration in Human Resources from Bowling Green State University. Dedra also holds a PHR, Professional Human Resources Certification, a SHRM-CP, Society for Human Resources Management Certified Professional, as well as a CPRW, Certified Professional Résumé Writer. To contact Dedra Perlmutter, please call (513) 745-2904, or email dperlmutter@jvscareers.org.

JVS Career Services Boosts Skills, Confidence of East Coaster Returning to Cincinnati

“I tend to be hard on myself and discount my skills because I think everyone can do what I do,” said Jen Cobb, a recent East Coast transplant. “But JVS Career Services got me to embrace that I am special and worthy of getting the job I wanted.”

After more than twenty years away from Cincinnati, Jen, who grew up in Roselawn, was looking for a change—and a location with a more reasonable cost of living. Once she decided to return to her roots in the Queen City, she started planning her move.

Her stepmother knew exactly where to start.

“‘Don’t worry about a job,’ she told me, ‘because I’m going to connect you with Kim at JVS Career Services. She will help you find something.’”

Jen set up a meeting with Kim Slaton. In the meantime, however, she found and applied for an open position with R Investments, a real estate, construction, and property management company that buys distressed residential buildings in disadvantaged neighborhoods, guts them, and turns them back over to the community.

“Instead of building luxury condos,” Jen said, “R Investments creates nice, affordable housing so people can stay in their own neighborhoods, where they have a network. And as part of the project, the company builds ‘empowerment zones,’ which give residents the resources to build resumes, find jobs, and even take computer classes.”

Jen was drawn to the company’s mission, and was pleased to find out they had already completed a project in her childhood neighborhood.

By the time she sat down with Kim, she had an interview with the COO scheduled for two days later.

“We were supposed to talk about the job search process, but as soon as I sat down and told Kim about the interview, she said, ‘So now we’re talking about something completely different!’”

Kim got her ready for the interview. Jen had good interview skills already, but Kim gave her that extra polish. Kim coached her how to walk into the room, what to wear, and what questions to ask. She helped Jen create business cards, a printed portfolio and resumes, and a reference sheet.

And it didn’t end there. Kim prepared Jen to glean information from R Investments during the interview process to help her make a good decision about the job—assuming it’s offered.

“I felt prepared for the interview in a way I never have before,” Jen said. “It was the best interview I ever had. I wasn’t any different, but I felt different going in. I felt in control.”

Jen described Kim as her “chief motivation officer.” Kim was positive and organized and left little to chance. “She has been doing this a long time, and she knows exactly what needs to happen for things to fall into place. Instead of me trying to figure it out on my own, she gave me the tools and showed me how to use them.”

The interview went well, and Jen landed the job. She is responsible for putting processes in place for new construction projects. This fall, Jen is working on sites in Indianapolis and Nashville, and in December, she will help mobilize new projects in Cincinnati.

Jen recommends JVS Career Services to anyone looking for a job or a career coach.

“They helped me identify my strengths and gave me the confidence to capitalize on them.”

To learn more about JVS Career Services’ career coaching, contact us, email careerservices@jvscareers.org, or call (513) 936-9675

JVS Career Services Hires Talent Acquisition and Process Leader

JVS Career Services has named Denis Keegan as its Talent Acquisition and Process Leader. Keegan is dedicated full time to providing recruiting and process improvement services to Shared Business Services (SBS), a program managed by the Jewish Federation of Cincinnati, which provides a full range of consolidated business services, including finance/accounting, payroll, benefits and HR administration, and business planning functions for Jewish nonprofit agencies, congregations, and schools.

As Talent Acquisition and Process Leader, Keegan will lead and manage the recruiting process for SBS clients, including the Jewish Federation, Mayerson JCC, and Jewish Family Service. He will also provide consultation on staffing strategies, sourcing, selection, and hiring.

“JVS Career Services and SBS would like to welcome Denis Keegan to our team,” said JVS Career Services CEO Joni Burton. “Denis brings a successful track record of helping organizations hire top talent and assure a best in class hiring process.”

Keegan brings 17 years of recruiting and employee development experience to his role at JVS Career Services. He came to JVS Career Services from Kroger, where he was a recruiter. Before that, he was the east market healthcare recruiter for Mercy Health Partners. Keegan has a Bachelor of Science in Hospitality Management and a Master of Science in Human Resources and Change Management, both from the University of Central Florida. Keegan moved to Cincinnati in 2012 from Orlando, Florida with his wife, Lindsay. They enjoy the many opportunities to enjoy the outdoors in Cincinnati, as well as the vibrant arts and music offerings.

“I’m incredibly excited to work for JVS Career Services and Shared Business Services,” Keegan said. “I’ve never experienced such a supportive and tight-knit group of collaborators that are devoted to the missions and people they serve. People here are truly inspirational!”

To contact Denis Keegan by phone, please call (513) 985-1507, or email him at dkeegan@jfedcin.org.

An Encore Career: Finding Meaningful Work after Retirement

By Joni Burton, CPCC and CEO of JVS Career Services

Until recently, most people have associated the end of a successful career with the beginning of retirement. However, with advancements in modern medicine, people are living longer, healthier lives, and as Baby Boomers near retirement, many find that they either can’t afford to or don’t want to retire.

According to a recent study by Career Builder, nearly 60 percent of workers who are 60 or older anticipate looking for a new job after they retire. Baby Boomers are looking for a second professional act that combines continued income, greater personal meaning, and social impact. They are looking for an encore career.

An encore career allows you to use your expertise in a different way or make a difference for others. While some people seek an encore career as an unpaid volunteer, others look for a new source of income. Encore careers can include full-time work in a nonprofit, part-time work in a new field, or starting a new business.

To start developing an encore career plan, answer the following questions:
• What are you interested in or passionate about?
• What skills do you enjoy using?
• What is the market demand for those skills?
• How much do you want to work?
• What are your income requirements?

Then what? How do you actually find an encore career?

Network: In order to accelerate your encore career search, you need to network. Speak with co-workers, people in your target field, family members, and friends. You need to learn how to cultivate new relationships with organizations that you are interested in. Also, make sure your LinkedIn profile is updated.

Volunteer: Volunteer for a charity or organization you are interested in before jumping in. Experimenting before you retire will help prepare you for the next chapter in your life.

Go back to school: Once you have decided on an encore career, take courses to fill in gaps in your experience, and if need be, update your computer skills.

Work with a Career Coach: Work with a Career Coach to help you evaluate your new career options, construct a strategy to get there, update your resume and LinkedIn profile, and support you through the interview process.

JVS Career Services offers Career Coaching and has the knowledge, the experience, the expertise, and the community network to help propel you to success. Looking forward with purpose and planning ahead for your retirement will help you enjoy your post-career life and find meaning in your next act.

Joni Burton, CPCC and CEO of JVS Career Services, is a seasoned Senior Management Executive with decades of experience in recruiting, staffing and management. In her role as CEO, Burton is focused on growing the agency and significantly expanding both types of services offered to job seekers and employers, and the number of clients served. To contact Joni Burton by phone, please call (513) 745-2902, or email her at jburton@jvscareers.org.

Do You Have an Exit Strategy?

By Dedra Perlmutter, Senior Career Coach and Human Resources Manager, JVS Career Services

Not looking to leave your current position? No need for an exit strategy! FALSE

Whether you are actively looking to make a move or not, everyone should have an exit strategy. What if the day comes when you unexpectedly find yourself looking for employment? Better to be prepared than surprised! Everyone should always be in a passive job search.

So what is a passive job search? It means that even though you are not actively looking for a job, you are prepared if need be. This includes having your resume up to date, your social media accounts up to date and active, continuing to build your professional portfolio, and of course, maintaining contact with your network.

Another piece of your exit strategy should include access to all of your contacts – on your personal devices – not your employer’s. Everyone knows how important networking is, and staying in contact with your connections is key.

Don’t forget about the professional relationships you have with your current employer and colleagues. Remember to keep those relationships positive and active. You never know when they will come in handy for references or letters of recommendation.

If you are ready to turn in your resignation, and maybe “chomping at the bit to tell your boss,” keep a few things in mind:
• If you have accepted another job, make sure it is official before you resign.
• Give the required notice; check the policy manual to find out how long that is.
• Keep it short and simple.
• Leave on a very positive note; no need to “burn any bridges” even if you are disgruntled.

Since being prepared is key to almost everything, make sure you have an exit strategy. Even if you don’t have plans to make a move, unfortunately there might be a time where the decision is made for you. You might as well be ready!

Contact us at JVS Career Services to learn more.

Dedra Perlmutter, CPRW, SHRM-CP, PHR, is a Senior Career Coach, Human Resources Manager, and Scholarship Administrator at JVS Career Services. Dedra provides extensive knowledge to clients in the areas of job searching, interviewing, networking, personal branding, image and career strategies. With almost 20 years of HR experience, in a variety of industries, Dedra is well-versed in recruiting and employment, and brings with her “insider knowledge” of what employers are looking for in potential employees. By leading workshops and working with clients individually, Dedra is able to serve as a resource for those that are looking to make a career change or to enhance their current career path.

To contact Dedra Perlmutter by phone, please call (513) 745-2904, or email her at dperlmutter@jvscareers.org.

Got the Offer, Now What?

By Dedra Perlmutter, Senior Career Coach and Human Resources Manager, JVS Career Services

You’ve been through the long interview process, you’ve waited anxiously to receive good news, and the offer finally comes. Hooray! But wait! Don’t sign the offer just yet…

There are many factors to consider when negotiating a job offer, including the way you communicate.  Let’s take a look at a few best practices.

Before interviewing for the position, you should have completed your research regarding salary expectations. Today salary is typically one of the first things addressed during the interview process and is often included on the application. To help determine an approximate salary range for a given position, you can consult a career coach, or seek out an online tool that will give you reliable information.

Salary, however, is not the only thing to consider when it comes to negotiating a job offer. Have you taken a look at the other benefits the company offers? What about paid time off? A signing bonus? Here are some things, besides salary, to consider when negotiating:

  • Your Start Date: You can request to push it back an extra week.
  • Vacation/PTO: If the new company’s policy gives you less time off than your last employer, you could ask for additional paid time off.
  • Flexible Schedule and Working From Home: If the new location would be a farther commute than you were hoping for, you could negotiating a flexible work schedule and/or work from home capabilities.

In addition, you could negotiate a signing bonus, relocation expenses if applicable, technology or training, and professional development costs.

Keep in mind that there are some benefits that cannot be negotiated, including most health benefit plans and retirement savings accounts. These are not under the governess of the employer and cannot be changed.

When approaching your job offer negotiation, preparation is key. Make sure you know what you want before you get started. If you plan to ask for an increase in the salary, have your research as well as justification for the increase in hand. Sometimes a company is not able to negotiate salary; that would be an opportunity to seek out other added benefits, such as additional paid time off.

A few things to remember when negotiating—make sure to express your excitement and appreciation for the offer from the very beginning; smile and remember that being likeable always helps; and when you’ve agreed to the final offer, make sure you have it in writing.

Contact us at JVS Career Services to learn more.

Dedra Perlmutter, CPRW, SHRM-CP, PHR, is a Senior Career Coach, Human Resources Manager, and Scholarship Administrator at JVS Career Services. Dedra provides extensive knowledge to clients in the areas of job searching, interviewing, networking, personal branding, image and career strategies. With almost 20 years of HR experience, in a variety of industries, Dedra is well-versed in recruiting and employment, and brings with her “insider knowledge” of what employers are looking for in potential employees. By leading workshops and working with clients individually, Dedra is able to serve as a resource for those that are looking to make a career change or to enhance their current career path.

To contact Dedra Perlmutter by phone, please call (513) 745-2904, or email her at dperlmutter@jvscareers.org.