Archive for the 'Young Professionals' Category

31
Jul
15

Bonus Content – Event Garde e-news – August edition

Heidi Letzmann

Heidi Letzmann, education and programs manager, American Association of Law Libraries

Q & A with Heidi Letzmann, education and programs manager, American Association of Law Libraries

Q: If you had to choose another career path, what would it be, and why?
A: My mom always tells me I missed my calling as a meteorologist since I’m endlessly fascinated by the weather.

Q: What movie best sums up your life, and why?
A: Whoa – I’m not prepared to “sum up” my life just yet, but themes of whimsy, courage and destiny really appeal to me in “Amélie,” “Antonia’s Line” and “Eternal Sunshine of the Spotless Mind.”

Q: If you could spend the day with a famous person, who would it be, and why?
A: It would be wild to spend a day with Dorothy Parker.

Q: Let’s say you had a locket. Whose picture would be in it?
A: Another tough one. Probably why I don’t have a locket.

Q: Are you a night owl or a morning dove?
A: I’m turning into a reluctant morning dove, wishing I could stay up all night, but realizing that I perform better in the morning.

14
Jul
15

Latest ruling could mean more unpaid internships

free_laborIt’s summer…and that means planning season for many of you. Perhaps that planning includes whether to hire an intern for the upcoming year. And with that comes the question: “Should we pay them?”

In September 2013, I wrote a post about the Black Swan case, in which a federal judge ruled that Fox Searchlight Pictures violated the Fair Labor Standards Act by not paying interns during the production of the 2010 movie “Black Swan.” (It was one of our most popular posts!)

The judge ruled the interns performed the same work duties for which others were paid and the internships didn’t provide an educational environment, but instead benefited the studio.

Now, just two years later, the U.S. Court of Appeals for the Second Circuit has thrown a boon to employers – but a blow to interns.

On July 2, it ruled the Federal District Court in the Black Swan case used an incorrect standard – one set by the Department of Labor – to define an internship, declaring that as long as work serves an educational purpose, it can considered an internship – paid or unpaid. Using this test, a person is an employee only if the employer benefits more from the relationship than the intern.

Cutting through the legalese: This could make unpaid internships much easier to justify, and could lead to a surge of them in the workforce.

It’s a touchy conversation among millennials, most of whom expect to get paid for their services. As I wrote in the post two years ago, interns are no longer the “coffee getters” and “copy makers.” Most employers consider interns valuable team members and delegate professional responsibilities to them – many of the same responsibilities for which employees receive compensation.

But the argument remains: Does professional experience outweigh money?

The National Association of Colleges and Employers issued a statement on July 2 in response to the U.S. District Court’s ruling, saying, “At the foundation of such an assessment is the tenet that the internship is a legitimate learning experience benefiting the student and not simply an operational work experience that just happens to be conducted by a student. The core question, according to NACE, is whether or not work performed by an intern will primarily benefit the employer in a way that does not also advance the education of the student.”

Internships-resize200dpi2As further explanation, NACE developed criteria that employers can use to determine which experiences can legitimately be classified as internships:

  • The experience must be an extension of the classroom: a learning experience that provides for applying the knowledge gained in the classroom. It must not be simply to advance the operations of the employer or be the work that a regular employee would routinely perform.
  • The skills or knowledge learned must be transferable to other employment settings.
  • The experience has a defined beginning and end and a job description with desired qualifications.
  • There are clearly defined learning objectives/goals related to the professional goals of the student’s academic coursework.
  • There is supervision by a professional with expertise and educational and/or professional background in the field of the experience.
  • There is routine feedback by the experienced supervisor.
  • There are resources, equipment and facilities provided by the host employer that support learning objectives/goals.
  • Unpaid internships in the not-for-profit sector reflect the fiscal realities and limitations for organizations in that sector and are acknowledged accordingly in current Department of Labor guidelines and enforcement practices.
  • All interns, regardless of their compensation, should enjoy similar basic protections in the work setting consistent with all laws, ethical considerations and sound business practices.

At the same time, NACE’s 2015 Internship & Co-op Survey found the current overall average hourly rate for bachelor’s degree-level interns, adjusted for inflation to 2010 levels, is $15.98. In comparison, the average hourly rate for interns was $17 in 2010.

While associations and nonprofits may not be first of mind for interns, they offer valuable experiential learning experiences, wrote Todd Van Deak, president and founder of Philadelphia-based TVD Associates, in an October 2013 Event Garde post.

So it’s important to consider how your organization could enhance interns’ educational experiences.

As a follow up, tell us…do you pay your interns? Why or why not?

09
Jun
15

Time to breathe…and think long-term

Strategy-Small1Meeting professionals are some of the busiest people I know.

But thanks to periods of economic stability, for the first time in a decade, these always-on-go folks will have time to take a breath and think strategically, according to Meeting Professionals International’s Meetings Outlook, 2015 Spring Edition. It was developed in partnership with Visit Denver.

This year has been, and will continue to be, defined by intelligent growth for the meetings and events industry, the report found.

For starters, 60 percent of survey respondents predict an increase in live events, while 56 percent predict an increase in virtual events. Part of the reason: Young professionals are realizing the value of face-to-face networking.

Other key findings:

  • 74 percent of those surveyed predict better business conditions.
  • Industry professionals plan to use mobile apps more strategically this year, including location-based technology for session check-ins and networking.
  • Budgets are still a concern, so organizations plan to host more local meetings, compress meetings into shorter times and increase use of technology.

“It takes opportunity, resources and the desire to be able to think strategically to consider how to improve relationships and to be smarter with how folks use the tools in their toolbox,” said Bill Voegeli (MPI Georgia Chapter), president of Association Insights — the company that conducts the Meetings Outlook research. “Now is one of those rare times.”

While this is good news, opportunities also bring challenges. For instance, it’s a sellers’ market, so meeting professionals will need to contend with shorter lead times. As such, pop-up meetings are becoming more common. And sometimes, when attendance is low, venues tack on charges.

shaking-handsIn addition, with the increase in live events comes the need to build face-to-face communication skills (much tougher than communicating behind a screen).

Budgets are increasing, but with a planned uptick in live events, resources won’t go as far. At the same time, food and beverage costs have increased, so organizations will need to come up with creative budget solutions (i.e. purchasing their own AV equipment, rather than renting from a venue.) The key: During budget planning, think long-term and out of the box.

It’s an exciting time for meeting professionals, and to help foster success, MPI lists some tips in its report:

  • Offer attendees more engagement while gathering more data through your apps to help inform future meeting design.
  • Crowdsource: Publicly display social media posts from attendees, such as comments and photos.
  • Make your eRFPs pop with clear details, and consider working with CVBs to streamline the process.

“All of this is opening a new era for meetings, as attendee behavior data is going to explode — and it will help in shaping meeting design in multiple areas,” said Christian Savelli, senior director of business intelligence and research for MPI.

What do you think? Does your organization have a strategic plan? Are you doing things differently? Let us know.

28
May
15

Bonus Content – Event Garde e-news – June edition

Amanda Toy, associate director of sales, Greater Lansing Convention & Visitors Bureau

Amanda Toy, associate director of sales, Greater Lansing Convention & Visitors Bureau

Q & A with Amanda Toy, associate director of sales, Greater Lansing Convention & Visitors Bureau

Q: It’s a beautiful summer day in Michigan. What would we most likely find you doing? 
A: I hear it is supposed to be nice, mild weather this summer: my favorite! You will either find me taking adventurous walks with the kiddos at one of Greater Lansing’s awesome parks or enjoying a cool summer drink on the back deck with my hubby.

Q: Would you rather swim in a pool, lake or ocean…and why? 
A: If I can see my toes, I vote for the lake!  There is nothing that shouts “Pure Michigan” like wading around in one of our GREAT lakes.

Q: What’s your favorite summer vacation spot?
A: Kayaking is the best (usually with a kiddo riding along).  So relaxing!

Q: If you could be a summer cocktail, what would your name be and what would you taste like?
A: “Summer Chill!”  Mint, gin, sprite, raspberries and blueberries.

Q: What’s your favorite summer smell? Summer taste? Summer feel?
A: Smelling the lilacs in spring reminds me of the green, warm summer right around the corner. BBQ chicken with fresh fruit is a summer must. I’m not one who likes to be hot, so a cool breeze on an early morning walk is the best feeling of summer!

31
Mar
15

Nonprofits and associations are hiring…even in a candidate’s market

Now hiringWe’re nearing college commencement season. In about six to eight weeks, excited college graduates around the country will don their caps and gowns, ready to hit the workforce with enthusiasm and a bit of trepidation.

And so, once again, we’re reading a lot about hiring – and in some cases, lack thereof.

But there’s good news for graduates and jobseekers in general: Associations and nonprofits are hiring.

According to a recent report by Professionals for Nonprofits, nearly 60 percent of nonprofits increased their staff size in 2014 and 55 percent plan to add staff this year. And, with demand exceeding supply, salaries are on the rise.

In fact, 70 percent of the organizations reported two to 10 vacancies in their organizations. As for hiring priorities, fundraising and membership tied at No. 1, with marketing and communications taking the No. 2 slot, followed by technology.

“In a major shift from 2014-2015, our survey results show that it has become a candidate’s market, increasing the challenge for nonprofit managers to find and hire the staff they need and to pay the higher salaries required,” the report says.

And demographics are shifting. Gen X – those born from 1965 to 1981 – still make up most of the workforce. After a few years under their belt, these employees are ready for leadership positions. That opens the door for Gen Y staffers – those 32 years old or younger – who now comprise half the workforce, as reported in the study.

Gen hiresWith the shift comes changing expectations and skill sets. Gen Y is ripe with entrepreneurial spirit, independence and technologically-savvy minds. They know they’ve got the leg up, which means hiring has become more difficult for nonprofits, the report found. Job seekers can afford to be a bit more selective. Not surprisingly, the top reason for turning down a job offer was compensation. The second reason? A perceived lack of growth opportunities.

So what does this mean for associations and nonprofits?

PNP offers some tips on hiring:

  • Pay competitive salaries
  • Foster a positive workplace culture and environment
  • Cultivate opportunities for growth, training and professional development
  • Avoid a lengthy hiring process so “the good ones” don’t get away
  • Be clear about job responsibilities and rewards
  • Look for potential leadership capabilities in staff and new hires

All this said, here’s my two cents. My first job out of college was working for an association, from which I moved to another association. Neither was afraid to take a chance on a recent college graduate, and showed it by offering me competitive compensation and fun, inspiring work environments.

Both jobs (in the editorial and communications division) were incredible experiences, so I encourage you to tap into the newly graduated young professionals in your area.

01
Jun
14

Bonus content: Event Garde e-news – June edition

If you’re not yet signed up for our quick, fun, easy-to-read tips, news and association industry information, click here to join our mailing list.

 

Ashley Jones

Ashley Jones, Event Garde intern

Q & A with Ashley Jones, Event Garde intern

Q: When you’re not working for Event Garde, what keeps you busy?
A: When I’m not working for Event Garde, I am either watching Netflix or spending time with my family in Lansing. Watching Netflix usually wins out.

Q: If you were a superhero, what would your power be?
A: I think if I were a superhero my power would be to be able to stop time. I think being able to stop time and take a quick nap and be able to wake up right where I left off would be the best power in the entire world.

Q: If you had to pick a movie that best captures your life thus far, which would it be, and why?
A: If I had to pick one movie it would probably be, “That Awkward Moment” with Zac Efron in it. My entire life always seems to be one big awkward moment with men and just interactions in general.

Q: What one thing could you absolutely not live without?
A: I think one thing I could absolutely not live without would be pizza and diet coke. I know that’s two things but they go together like peanut butter and jelly so you can’t just have one!

29
Oct
13

Straight from an intern’s mouth

Editor’s Note: This week’s guest post is from Samantha Moore, meetings and membership coordinator for the American Bakers Association in Washington, D.C.  Before working full time for the association, Moore was an intern. What can associations offer interns? She explains.

Samantha Moore

Samantha Moore, meetings and membership coordinator for the American Bakers Association.

ABA Logo“You should submit something,” said Karin Soyster Fitzgerald, my mentor and former boss, referring to an email from the American Society of Associations Executives encouraging members to comment on internship programs.  She isn’t even my supervisor anymore and I still take orders!

This subject is near and dear to my heart because without my internship, I would not be the meeting planner I am today. I hope that my story provides guidance for other young meeting professionals and persuades other meeting planners to implement stellar internship programs in their own associations.

I graduated from Penn State, majoring in hotel, restaurant and institutional management.  I wanted to be a wedding planner, but I fell in love with the meetings and convention industry after taking an introduction to meeting planning class that was based on a CMP prep textbook from PCMA.

But I had no idea how to break into that position right out of college. Many of my classmates went directly to hotels to be conference service managers but I knew that I wanted to be on the other side. So that’s where my internship at the American Bakers Association came in and where the magic started!

I interned with the ABA three separate times. I worked directly with both the meetings and membership departments. Some of my daily tasks included:

  • Membership record projects and outreach
  • RFP processes
  • Contract negotiation
  • Registration
  • Meeting materials (badges and other fun necessities)
  • Invoicing and monthly financial reconciliations.

Most of the time, someone reviewed my projects once I finished or they were already completed (contracts). But the experience of working on those projects is what an internship is really all about.

In my opinion, an internship is the most important item to have on a resume. Internships reflect drive, resourcefulness and professionalism. They teach valuable skills, such as collating/alphabetizing, Xerox machine mastering, document merging, coffee making and life skills. But more importantly, internships teach responsibility, professional workplace etiquettes, business ethics and last, but certainly not least, they provide a step toward the ultimate goal of a fulltime job that is successful and enjoyable.

As a 1½-year-old planner I have many responsibilities that are solely my own and I work directly with my supervisor on all other meeting logistics. I am responsible for our sponsorship program, registration process, evening events for ABA committee meetings and special events and many other day-to-day operations.

More recently, I coordinated the scheduling and supervision of more than 100 volunteers during ABA’s largest tradeshow, International Baking Industry Exposition, and was a key contact for the education program consisting of 75 sessions throughout four days. This was an amazing experience, not to mention all of the great baked goods! Because of my history with the association, they knew I could take on such responsibility, and for that I am extremely thankful.

Thanks to my internship, I’ve been able to apply almost two additional years of knowledge and experience to my current position. When I was asked to become a fulltime employee, ABA was undergoing a change in management. I was tasked with supporting the brief gap of management at the ripe age of 22.

The wealth of historical knowledge not only sustained me during that time but also enabled me to work alongside my new supervisor. This sense of empowerment and trust taught me critical thinking and showed that I could stand on my own.

To sum it all up:  Students/young professionals and associations need to get together! Associations benefit from creative and fresh perspectives from interns and interns grow into people who are well rounded and prepared for the road ahead.

What I adore about our industry is that it is versatile and flexible. What could be better than an internship in an association where the student is exposed to all daily functions of a modern company? And what can be better than quality and cheap (not free) labor?

Associations are flexible and vast enough to give interns a tailored and stable environment in which they can flourish and network for their future.  And interns: You never know when a small opportunity like a temporary internship can turn into a successful relationship and fulfill a young professional’s dream.




meet aaron

Association learning strategist & meetings coach. Founder & president of Event Garde. Passionate about cooking, running, blogging, old homes, unclehood & pet parenting (thanks to Lillie the pup).

meet kristen

Writer, editor, public relations professional. Digital content manager. Proud mom of three. Total word geek. Spartan for life.

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