Career Marketing Techniques is a careers industry leader and benchmark resume design, writing, career coaching, and professional career coach certification firm. We also offer the leading Career Coach Certification program in the USA: The Certified Professional Career Coach Program (CPCC).
To win the ‘war on talent’, all companies are vying for top candidates—those who are innovative, savvy, inventive, creative, fresh, and results-oriented.
As a career change strategist, Diane collaborates with clients engaged in complex and challenging career transitions including layoffs, M&As, military retirement, military upgrades (warrant officers), federal government employment (federal to federal, corporate to federal, and federal to corporate), firing, “boredom”, and other difficult or life-impacting career challenges. Macy’s began in 1858 as a single dry goods store in New York City.  Since then, Macy’s, Inc. Last year, Macy’s hired more than 1000 students for jobs, internships and their management development programs.
She began her career with Macy’s as a Merchandising Assistant in 2006, was promoted to Assistant Buyer in 2007, and became an Associate Buyer in 2008.  She transitioned into her current role in 2010.
Blake Witters is a Director of College Relations with Macy’s.  He oversees hiring for the Macy’s Store Management Executive Development Program and Internships across the eight regions of the company.
Blake began working for Macy’s in high school.  He has been an associate, an intern, an assistant sales manager, a group sales manager, a college recruiter for the Store Management team, and a regional manager and regional director in College Relations, prior to accepting his current position  A graduate of the University of Georgia, Blake KNOWS Macy’s!
BLAKE:  I oversee recruiting for our Store Management Executive Development Program and our Intern Program. As long as you understand business (and want to work in business), have strong analytical and communication skills and can demonstrate leadership, you could be a good candidate for us, regardless of your major.
We’re running a business, and when you come to work for Macy’s, you are given significant responsibility for some area of our business.  We want to make sure you are ready, willing and able. How can students demonstrate they have the qualities and characteristics Macy’s seeks in candidates?
Be prepared with examples that illustrate how you excel at leadership, how you applied your analytical and communication skills with positive results, how well you know Excel.
If you know someone at Macy’s, use them as a referral.  We are not going to hire you because of the referral, but we will review your application.
DARA: We do have a minimum GPA requirement for our programs, but don’t depend upon your GPA to get you an interview. In addition to their coursework, what do you recommend students do while they are in college to prepare to work for your company? BLAKE: Get involved on your campus outside the classroom and look for opportunities to develop you skills. BLAKE: There are things you need to do and learn that you are not going to get in the classroom.  Seek them out!
In addition to their coursework, what do you recommend students do while they are in college to prepare to enter the workforce?
BLAKE: If you think you want to work for Macy’s, get a job in a store and see if the retail industry is someplace you fit. What are some of the classic mistakes you have seen students make when interviewing with you? What are some of the most impressive things you have seen students do when interviewing with you? DARA: I love when candidates tell me something about Macy’s that I don’t already know.  That really shows initiative!
Also, when students can speak to our strategies and make their own observations about what these strategies mean to them as a consumer.  That’s powerful.
Students that offer their opinions on our business strategies and suggest ways we might improve or do things differently; they almost always make a good impression.
If you knew then what you know now: What advice do you have for college students as they plan for life after college and getting that first job? Make smart decisions about the classes you take inside and outside of your major.  Take classes that will help you develop skills and abilities you will need after you graduate.
In 2012-13, Enterprise will hire 8,500 new college graduates, making them one of the largest recruiters of college graduate in the country. Marie Artim is Vice President for Talent Acquisition at Enterprise Holdings Inc.  Prior to her current position, Marie was an Assistant Vice President of Recruiting and prior to that a Corporate HR Manager for Recruiting. Marie, you’ve been with Enterprise a long time, and Enterprise has a reputation for keeping people around a long time. When we hire someone in as a Management Trainee we take a very long term approach.  There are a lot of opportunities to be successful within the company.
We want our employees and prospective employees to know that at Enterprise, you can change careers without changing companies, as long as you are ready to work hard, deliver exceptional customer service and have fun in the process.
We do a great job retaining employees who want to work hard and have fun in an environment where hard work and exceptional customer service is rewarded.  And it’s been that way since the company was founded in 1957. This philosophy has been the backbone of our success story.  We want to exceed our customers’ expectations, and we want to reward our employees for delivering great service.
We recruit on campus for our Management Training Program and our Management Internship Program, and we are open to all majors.


What about other opportunities with Enterprise; those in human resources, accounting, information, technology, etc.?  How do you fill those positions? The vast majority of our opportunities at all levels are filled from within the company and with candidates who originally came to us through the Management Training Program.  Roles in human resources, marketing, purchasing, and the like are almost always filled with candidates that have gone through our Management Training Program.
We have a similar Training Program for accounting, and we do recruit for this Program on campus, as well.  There are just a lot fewer opportunities in that Program than there are in our Management Training Program, so our recruiting activity is not as aggressive. In addition to their coursework, what do you recommend students do to be prepared to go to work for Enterprise? Get a job while you are in school!  Holding down a job while going to school, whether it’s full-time or part-time, tells me a lot about your work ethic and your ability to manage and prioritize your responsibilities.
In addition to their coursework, what do you recommend students do to be prepared to go to enter the workforce? Find a way to experience a 40-hour work week.  Whether that comes from a full-time summer internship or some other kind of full-time work experience, if you can experience working full-time before you officially enter the full-time workforce, it won’t be such a culture shock! Look for ways to demonstrate individual accountability, work under deadlines and work in teams.  You will have to be personally accountable, work under deadlines and work well with others in your job no matter where you end up working, so the sooner you develop these skills the better. I am always impressed when students show a genuine interest in and commitment to the hiring process throughout the hiring process. When you meet with student for the first time and that student has already done an informational interview with someone in our company, that shows a real interest in Enterprise and in making a sound career decision. Then, wow me in the interview, show me you understand our company, show your enthusiasm, and follow up with thank you notes.
How are you going to achieve your career goal?  To best accomplish your goal, create a written development plan.  Your development plan should include development objectives, measures, development activities, and a timeline. Select one to three development objectives to work on this coming year and write them down.  For example, 1) develop leadership skills, and 2) develop and improve my ability to influence and manage change. Finally, identify a completion date for each development activity.  Make sure you choose a timeframe that’s realistic for you. Congratulations, you have been such a great engineer that management has decided to make you a leader and give you a team of engineers to lead. Do you engage in conversations that close down possibilities for others and stifle any potential for success and engagement of others? We are emotional beings, and sometimes as much as the stoic, controlling nature of being an engineer would have you believe otherwise, we cannot escape our moods and emotions. Show up as an open, relaxed and centered form keeping you present in the current conversation.
Does your body show up as stiff, stoic and unable to move in the bevy of conversations that a leader has on a day-to-day basis. How you answered these questions will share with you some clues as to whether your team will follow you because they have to (management) or they will follow you because in you they see a leader that can create a future they are committed to. Since 2001, Croft has coached hundreds of individuals from leaders and executives, to boots-on-the-ground team members, in both private and public settings. Croft Edwards’ passion is coaching clients to reach for #LeadershipFlow – a heightened state of being which in turn produces peak performance at critical moments.
We deliver solutions for career change, career search and career development success with a global perspective. We work with corporate executives in any industry and also offer group career speaking and training services.
Competition is tough; and nothing less than a stunning resume and well-prepared interview, combined with personable, positive, first-impression chemistry will do to help you gain the competitive edge required in a tough career search.
With an eclectic career background (former Recruiter for a major aerospace corporation, and a Special Agent Investigator for the Department of Defense), Diane is able to integrate myriad careers industry options into your career search plans.
I have one regional director and eight recruiters on my team, and we target about 50 universities nationally, primarily for the Store Management and internship positions but we also work in partnership with Bloomingdale’s stores, logistics, finance and human resources for our Cincinnati offices.
In fact, this past fall I was recruiting on campus with one of our Buyers, and she had been a Theology major in college. Students that wear too much perfume or cologne or dress too fashion forward.  You’re not going to a party or a club – you are going to a job interview. Matt has 20+ years in career services and workforce development, including serving as Director of Communication Career Services at the University of Texas at Austin, Director of Career Resources at St. Louis-based Enterprise Holdings, a privately-held and family-owned company which, through its regional subsidiaries, also owns and operates the Alamo Rent A Car and National Car Rental brands. Marie started her career with Enterprise directly out of college as a Management Trainee after completing her undergraduate degree at Purdue University. Since the Management Training Program is our leadership pipeline, candidates need to demonstrate that they possess leadership skills and characteristics. Being involved in student organizations, community organizations, and athletics gives you the opportunity to work in teams, demonstrate leadership, get things done and make an impact. The better your communication skills – written and verbal – the more successful you will be professionally. We still see students who don’t take the interviewing and recruiting process as seriously as they should.  They’re not prepared to talk about themselves or discuss how what they offer matches what we need in candidates.


When they come to information sessions, meet with us at career fairs, and then come to interview.  They are showing a commitment to the process.
Shouldn’t be too difficult to do, after all people are just like engineering problems and in your 4 plus years of engineering school you had many leadership classes. If we were to watch you on a daily basis to see what you do, you fundamentally engage in conversations. Do you have conversations for possibility that bring out the best in individuals and allow them to participate fully and freely in conversation? Do you fail in your promises and make ineffective requests causing others to live their days in confusion and frustration about the vagueness of what you actually want? In fact, to really start to show up as a leader we need to start to explore the power of emotions and how they can create an environment where individuals thrive and great things are accomplished. Are you a leader who is in powerful moods and emotions such as ambition, gratitude, joy and wonder are the lens through which you see the world?
Is your body comfortable in uncomfortable conversations about feelings, moods and emotions?. When engaged with others, are you only in your head, disengaged from your body, unable to tap its wisdom to help you as a leader to connect with your followers?
Are you in a conversation with yourself that is limiting your openness to the possible new ideas presented here. His methodology has evolved over many years of leadership in the military, and coaching business leaders and teams.
We coach you and help you gain the edge you must have to stand out and get the position you want. When students aren’t prepared to answer the “Why Macy’s?” question, or follow up questions about our business and strategies, they show they’re not really interested our company or our industry.  And, have questions! Edward’s University, and Manager of Student and Corporate Relations for the University of Southern California Annenberg School for Communication and Journalism. It is the quality of those conversations that determines the quality of the results in your interactions with other people. Are these moods and emotions so powerful in you that you bring out more of the good moods in others?
When you interact with others are they likely to dismiss you or avoid you because of the negative power of your moods and emotions?
Most likely there was little if any training on how to build up your soft skills and allow your body to become an ally in your interactions with others. When opportunity arises is your body able to react in a manner that uplifts and puts others at ease around you? Are the moods and emotions you are experiencing right now positive, negative, or nonexistent?
Career Marketing Techniques provides a comprehensive resume and career search documents portfolio design service. The questions you ask at the end of the interview tell me a lot about how much you prepared for the interview.
It puts me at ease to know that this company welcomes degrees and gives people an opportunity to prove their skills and commitment. Now, they may take actions in alignment with your authority as a manager, but they do not have to follow you as a leader. The body is more than a vessel used to transport your brain from meeting to meeting, task to task. Your ability to be comfortable, flexible, and adaptable in your body determines the outcomes of your interactions with others. We help you to manage the entire process, shortening your learning curve, helping you to begin a systematic and effective campaign. I related to the point you made, going to school and having a full time job (50+ hrs-week) and a family is quite a juggle. You have not had many leadership classes; in fact, in your entire college career of engineering you did not have a single leadership class.
This is a big and powerful distinction that you as a person in a “leadership” role must understand and embrace to truly get your followers to grant you the authority to lead them. Rather it is a complex part of your limbic system designed to convert moods and emotions and determine what conversations might show up.
A great place to start is with a little clarity over what exactly is this thing called leadership and how is it different from management. My previous job (10 yrs.) gave me the opportunity to interact face-to-face with 45-50 different customers daily and address their concerns as they came up. I am also a veteran of the armed forces, I served in the United States Marine Corps and very proud of it.



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Educational leadership styles


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