College Clubs and Orgs: Choose Your Own Adventure

Insights

College Clubs and Orgs: Choose Your Own Adventure

Avenica

LinkedIn

College is like a Choose Your Own Adventure book. You decide your major, pick the classes you want to take, and choose which activities to take part in. You really get to make of it what you want and create your own experience. One way to really tailor your experience is through on-campus clubs and orgs. The list of kinds of clubs to join is nearly endless. Even the smallest schools still have a robust offering, and most schools even allow you to create a club if the one you’d want to join doesn’t already exist.

Students join various on-campus clubs for a variety of reasons—to enhance social life, meet like-minded students, or pursue personal interests—but while providing all that and more, clubs also help to develop skills that can, and probably will, be used in your professional life, as well. From planning, teamwork, leadership, and networking, clubs can help you develop as a student and as the professional you’ll be after graduation. They also provide much-needed color and experience to what can be a sparse resume, especially for newly-graduated job seekers.

There are academic and educational clubs where students can dig deeper into their area of study with other like-minded students, and there are also other interest-based clubs that range from different kinds of hobbies, sports, and activities to community service, politics, culture, and religion. And don’t think that the only way a student can gain leadership or professional experience is through Model UN, student government, or student newspaper participation. While those opportunities are great, there are plenty of ways to get resume-building experience while also nurturing and fostering your personal interests.

Want a future in finance and have a knack for knitting? Set your sites on the treasurer position of your school’s knitting club to both satisfy your yearn for yarn and help you gain experience managing money. Or perhaps you’re a movie maven with an interest in international business. A foreign film club could help you cultivate some cultural competence while soaking up the silver screen.

No matter how you build your own college adventure, consider how to incorporate club and org participation to enrich your experience and help working towards your future career goals.

About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

Related Articles

Job Searching During Pandemic – Avenica CEO Scott Dettman Shares Tips with Jeff Wagner, WCCO

Insights

Job Searching During Pandemic – Avenica CEO Scott Dettman Shares Tips with Jeff Wagner, WCCO

Avenica

LinkedIn

The COVID-19 pandemic has created new challenges for job seekers. How do you navigate this new norm? Our CEO, Scott Dettman, was featured on WCCO | CBS Minnesota and shared tips with Jeff Wagner about applying and interviewing for work in this difficult job market. Watch the full interview below:

About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

Related Articles

Why Avenica Pathways is Personal

This week, we are officially launching free access for graduating seniors impacted by the COVID-19 crisis to our Avenica Pathways program – a career development program for college students that leverages expert assessment, coaching, and job readiness training to drastically impact the marketability of entry-level talent. We’ve taken Avenica’s signature candidate experience and curated it for the anxious college senior in an easy-to-use online experience. Again, this program is now free! Did I mention it was free?

There were a million reasons for us to do this – we understand that college seniors are experiencing extra anxiety, we feel that we have a moral obligation to help however we can in a crisis, we know pocketbooks are extra tight – the list goes on. But in many ways, this program feels personal. Current pandemic aside, we know the plight of being a college senior who doesn’t know what they’re doing after graduation.

We were them.

In 2010, I was a senior at the University of Texas at Austin – a campus of 50,000 and home of the diehard Texas Longhorns. I was in the English Honors program and had my sights set on graduating. Over the years, I had toyed with a number of ideas – entering academia, becoming a lawyer, covering the Arab Spring as a rogue journalist – but nothing held firm. I ended up staying a fifth year after being elected Student Body Vice President. It gave me time to add on a second BA, this time in Women’s and Gender Studies, and also gave me the incredible experience of being a student leader on a huge campus. But it also had the adverse effect of delaying the inevitable.

So in my super senior year, I was juggling an honors thesis, student government responsibilities, and LSAT prep classes. I was busy but unfocused, and if I’m being really honest, I think that was by design. As May loomed closer and the high from student leadership was wearing off, I was running out of time and ideas. I applied to Teach for America and freaked out at their offer to be placed in Tulsa, OK. I didn’t do as well on the LSAT as I’d hoped. (I mean, how could I have been surprised with all the roadblocks I’d created for myself?)

Look – I’m going to pause right here to say I know, I was a big nerd in school. And I had the luxury of being able to even consider different options, even if I failed at them. But today’s reality of frozen pipelines and rescinded offers is a stark contrast. I’m getting there.

So, May came and went. I moved back to my hometown of Houston and started working on a mayoral campaign. I realized city politics wasn’t for me. I tried my hand at technical writing. The lack of human interaction left me wanting more. Through good friendship and fortune, I landed an entry-level management consulting role at global giant Accenture. I felt like I’d finally hit my stride – I was constantly surrounded by people, I was challenged by my work, and I enjoyed the structured learning process and career path.

The rest, as they say, is history – or at least, it’s documented in my bio on the Avenica leadership page. But the importance of my time in consulting is that it gave me the gift of knowing more about myself: what motivated me, how I preferred to learn, how I preferred to work, my strengths as a teammate, my weaknesses with detail-oriented tasks, and much more.

I realized this: self-awareness is the key to finding the right job.

Today’s market is unlike anything we have ever seen. I was a scared and confused college senior during a “normal” time, and I can’t even begin to imagine what today’s seniors must be feeling. We are seeing record unemployment, corporate layoffs, and frozen or rescinded offers. There are so many things we can’t control. But here’s the good news – the one thing you can control is you.

I’m so proud of our Pathways program because it provides deep insights into a student’s existing potential and abilities. Being equipped with self-awareness and the tools to harness your gifts is a potent combination for job hunting at any level and in any economy. You have to know yourself to effectively sell yourself and convince an organization that you are uniquely suited for their team.

I can’t wait to help the class of 2020 see themselves as the amazing talent we already know they will be.

To register or learn more about Avenica Pathways, click HERE.

About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

Related Articles

Avenica CEO Scott Dettman Featured on WCCO Mid-Morning

Avenica CEO Scott Dettman joins WCCO Mid-Morning Hosts Jason DeRusha and Heather Brown to provide job search tips for graduating college students entering a job market impacted by COVID-19. Watch the full segment on WCCOTV or click below.

About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

Related Articles

Avenica CEO Scott Dettman Interview with Cory Hepola, WCCO

Avenica CEO Scott Dettman joined WCCO host Cory Hepola to talk about how companies are approaching the hiring process amid COVID-19, in addition to providing tips for job seekers who are now navigating a virtual job market.

Listen to the full interview on the WCCO Radio website, or click below.


About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

Related Articles

Avenica to Provide Support Amid COVID-19

Insights

Avenica to Provide Support Amid COVID-19

Avenica

LinkedIn

Avenica is providing free access to its career development program, Avenica Pathways, specifically designed to support graduating college seniors affected by loss of access to school resources and who are entering into an unprecedented economic hiring climate, following the COVID-19 pandemic.

Avenica Pathways, which will be made available to eligible students at no charge beginning in early April, is intended to provide resources for graduating college seniors but to also support and supplement college/university Career Services offices that have been affected by the abrupt closure of schools and need to provide all remote services and access.

Students will have access to a robust offering which will include skills and career readiness assessments, one-on-one time with experienced career consultants, career exploration, and access to online learning and upskilling tools.

“College seniors approaching graduation are looking at a very different labor market than they were just a few weeks ago,” said Avenica CEO Scott Dettman.“ Beyond shrinking demand, graduates will also be unable to access on-campus resources like career services. Avenica can fill this void for students nationwide by leveraging our existing network of Talent Advisors and professionally-trained Coaches focused on providing career exploration, readiness coaching, last-mile training, and when possible, placement with one of our client partners.”

After years of hard work and determination, college seniors are set to graduate in an uncertain and unprecedented job market. The goal in this offering is to alleviate anxiety for both graduating seniors and Career Services offices and to provide continuity in the valuable career services and guidance. To date, Avenica has provided high-impact training, career coaching, and career placement to hundreds of thousands nationwide. Visit the Avenica Pathways page for more information and registration. Registration opens April 6th.

About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

Related Articles

Hiring Through Coronavirus: Tips for Employers

Insights

Hiring Tips and Recruiting During Coronavirus

Avenica

LinkedIn

Everyone is struggling with the uncertainty surrounding coronavirus. Clearly the most important priority is the health and wellness of our families, friends, and communities—particularly those most at risk.

But the economic impact is important, too.

So far, most of the indicators are pointing down. Industries like travel, hospitality, conventions and events, food service, entertainment, sports, and performing arts have essentially shut down. The airlines, for example, have slashed the number of flights available and instituted hiring freezes. The hotel industry has already lost more than $1.5 billion in cancelled bookings. While mass layoffs haven’t happened yet, it feels like it’s only a matter of time until they do. According to some sources, up to 80 million jobs—more than half the jobs in the U.S. economy—could be at risk, depending on how long the crisis lasts.

Some Employers Thriving—And Hiring

But the news isn’t all bad. Some businesses are busier than ever—and are in full-on hiring mode. Amazon.com is planning to hire an additional 100,000 employees as consumers turn to online rather than in-person retailers. Grocery chains like Kroger, Safeway, and HEB are also adding employees. The health care sector is suddenly scrambling to hire more workers. Video conferencing and online collaboration tools like Slack and Zoom have also seen big growth in recent weeks and have been used increasingly to aid with hiring and recruiting during Covid-19.

The coronavirus is uncharted territory for the U.S. economy. But there are still companies that need to hire new workers, even during recessions and down times. If you’re in that fortunate position, here are some helpful hiring tips while coronavirus continues to disrupt our daily lives:

Hiring Tips During Coronavirus Pandemic

  • Get Social. As we all hunker down at home, social media use is skyrocketing. Your social media channels are more powerful than ever. Use them to promote open positions and link them directly to your application process. Ensure that your channels are active, up to date, and optimized for search engines. Encourage your employees to spread the word through their networks. Use these platforms to find passive candidates. Think about hosting online events to promote your open jobs. And use the data these platforms generate to see how you’re performing.
  • Place More Emphasis on Assessments. Many companies use online assessment tools to gauge candidate skill levels and fit. While in-person interviews aren’t an option, consider placing more of the screening burden onto assessments while recruiting during quarantine.
  • Be Transparent. Transparency is always important, but with the uncertainty around recruiting during coronavirus, it’s crucial—especially because the face-to-face element is missing. Be clear with candidates about timelines, steps in the process, and more. Show them that you value their interest in the role.
  • Get the Process Online. Many companies already have a lot of their hiring process online (not surprisingly, Google, Amazon, and Facebook are leaders here). If your company isn’t there yet, now is the time to accelerate this transition at your company—explore an applicant tracking system, online assessment tools, online videoconferencing applications, and more.

Bonus Tips: Online Interviewing

  • Make Sure Your Technology Works. When you host a virtual meeting, do you spend the first 10 minutes getting everybody logged in? Now is the time to work out the bugs in your video conferencing tools—and make sure recruiting and hiring managers know how to use these technologies.
  • Practice. Being on video conference doesn’t feel natural to most people, and recruiting during quarantine demands a little extra patience. Take time to practice looking into the camera, speaking clearly, and getting comfortable with video interviews.
  • Be Professional. You may be talking via Skype or Zoom, but you’re still conducting a job interview. Dress and behave with the same professionalism that you would for an in-person interview.
  • Be Prepared. Familiarize yourself with the candidate—and the role—just as you would in an in-person interview.
  • Get Rid of Distractions. Go someplace where your phone, pets, or children won’t compete for your attention.
  • Make Your “Office” Presentable. Make sure the background of your video looks as professional as you can make it (no piles of unopened mail on your dining room table!).

Thinking Long Term

These are challenging times. And we’re all reacting hour-by-hour to this unfolding crisis. But if you look ahead, you’ll see that the steps you take today can improve your recruiting and hiring process in the long run. Improving your technology, optimizing your social channels, getting better at online interviewing—those are all things that will pay big dividends long after the coronavirus has subsided.

About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

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Avenica COVID-19 Response

Updated: March 20, 2020

Message for our valued client partners (candidates see response below)

Thank you for your ongoing trust and partnership. At Avenica, we are set up and currently working remotely so you will experience little to no disruption in services or communications. As we have already seen and will undoubtedly continue to experience in the coming weeks, hiring and workplace practices are changing rapidly, but work still continues. We have already seen a spike in requests for talent but want to assure you that we’re still able to accommodate your needs so that you can continue to be as productive as possible during these uncertain times.

In addition, and consistent with CDC guidance, we have taken the following steps and are asking candidates to:

  • Notify us and their onsite direct supervisor and not come to the workplace if they are exhibiting signs, have been subject to potential exposure, have been diagnosed with COVID-19, or have any other reason to believe they were exposed to the virus.
  • Inform us of travel to CDC Level 3 and Level 2 countries and to not come into the workplace after such travel, before being cleared by the company.
  • Not come to the workplace if they have any flu symptoms or are otherwise ill.
  • Avenica candidates with symptoms of acute respiratory illness have been told to be 24 hours symptom-free without the aid of medication before returning to work.
  • Understand that they may be subject to up to 14 days of restriction from the workplace and may be required to supply a healthcare provider’s certificate to return to work.

We have also advised our current candidates on assignment to work with you to understand and comply with your company’s specific policies and procedures surrounding COVID-19. If you currently have an Avenica candidate on staff, we ask that you share your company’s specific COVID-19 protocol with that individual.

For in-person interviews and other candidate interactions, we’re happy to work with you and your teams to adhere to your internal policies and preferences around meetings and person-to-person contact and are able to provide video conferencing to enable continued progress for interviewing.

For any additional questions, contact your normal primary contact, or submit questions or concerns to Avenica’s Chief Experience Officer Katie Drews and we will respond to you as soon as possible.

Message for our valued candidates

As an important member of the Avenica community, your health and safety are of utmost importance. To take the necessary precautions to keep you and others in all our communities and workplaces safe, please follow the below guidelines.

Please work with your onsite direct supervisor to understand and comply with the company’s specific policies and procedures surrounding COVID-19.

  • Immediately notify your onsite direct supervisor and your primary Avenica point of contact and do not come to the workplace if you are exhibiting signs, have been subject to potential exposure, have been diagnosed with COVID-19, or have any other reason to believe you were exposed to the virus. You should also phone your healthcare provider right away.
  • Immediately notify your onsite direct supervisor and your primary Avenica point of contact of travel to CDC Level 3 or Level 2 countries and do not come into the workplace after such travel, before being cleared by the company.
  • You may be subject to up to 14 days of restriction from the workplace and may be required to supply a healthcare provider’s certificate to return to work.
  • If you are sick, stay home to avoid spreading germs. Please do not return to work until you are free of fever (100.4° F [37.8° C] or greater, using an oral thermometer), signs of a fever, and any other symptoms for at least 24 hours, without the use of fever-reducing or other symptom-altering medicines (e.g., cough suppressants).
  • Do not come to the workplace if you have any flu symptoms or are otherwise ill. If you have symptoms of acute respiratory illness, you must be 24 hours symptom-free without the aid of medication before returning to work.
  • If you have specific health concerns about working within a client facility, please notify your primary Avenica point of contact so we can work with you individually.

About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

Related Articles

Now Hiring: Opportunities During Outbreak

Insights

Now Hiring: Opportunities During Outbreak

Avenica

LinkedIn

As we face unprecedented times for our public health and our economy, it’s difficult to even conceptualize the impact on the labor market. Millions of people around the world have been asked to work from home, if possible, but what happens to those who can’t? What about those whose positions require their physical presence, whose employers have had to temporarily shut down to further prevent the spread of COVID-19? What happens to gig economy workers who are faced with the unfathomable choice between earning an income and staying home to protect their health?

What we do know is this – the current situation is enabling a tectonic shift in demand towards the organizations on the front lines who have been stretched beyond their limits. Medical providers and grocery stores have emerged as the clear leaders in a global pandemic, and as such, those frontline industries are doing the most dramatic hiring during the coronavirus pandemic. As a native Texan, it’s no surprise to see beloved grocery chain H-E-B offering free curbside service and delivery, changing store hours to allow for comprehensive restocks, and encouraging neighborly behavior that puts community above individuals. The quick and creative change in their operating model demands more team members on the ground, and they are working to hire baggers, cashiers, and stockers. You can find a wealth of short-term opportunities on H-E-B’s careers site. Other grocery stores nationwide, like Kroger, are also hiring during the pandemic.

Similarly, e-commerce giant and customer-obsessed Amazon is struggling to meet demands and is doing a considerable amount of hiring during the coronavirus pandemic. As common household items fly off the shelves, more Americans than ever before want contactless delivery to keep themselves safe and at home. Amazon is therefore looking to add an additional 100,000 associates into their fulfillment workforce. Virtual opportunities are available, too.

Some cities across the US have also taken the extreme measure of limiting restaurants to curbside, takeout, and delivery orders only to aid distancing and quarantining efforts. But who will deliver the food? Restaurants and service-based apps like Favor and UberEats are simultaneously waiving delivery fees and hiring delivery drivers at a clip. Interested? You can check out Favor and UberEats.

Who’s Hiring During the Coronavirus Pandemic?

In addition to the specific roles above, there are other industries looking to fill their staff during the Covid-19 crisis.

  • Grocery stores
  • Healthcare providers
  • Warehouse and inventory staff
  • Delivery personnel
  • Construction
  • Food delivery

Volunteer Opportunities During the Pandemic

If you are an hourly worker looking for a temporary opportunity, consider looking into employment with the organizations working the front lines. And if you have the luxury of good health and a steady income, consider giving some of your time as a volunteer. Look for health organizations who need help, like local public health departments who need to staff hotline volunteers and data entry professionals. National organizations like Meals and Wheels are also looking for volunteers to help deliver meals to seniors, one of the most vulnerable populations in the fight against COVID-19.

But above all, be safe, be healthy, and be a community – the Avenica family is always here to help.

About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

Related Articles

Your Online Presence Could Help You Get a Job

It’s possible that you’ve managed to make it all this way in life without joining a single social media platform, but for the other almost 90% of you social media participants, ask yourself these questions: what would someone see if they searched for you online, and could what they find hurt your chances at getting a job?

It’s with hope that each candidate a company hires, not only can fulfill the duties of the position, but helps to further solidify their culture and fulfill their company mission. As such, you as a job seeker should assume you will be fully vetted to ensure you’re fit for the position and company. That absolutely means they’ll be Googling you and creeping on your social media. Assuming we’re all fully aware of the negative effects inappropriate language and photos can have, as well as, discriminatory comments about race, religion, gender, etc., let’s discuss how social media can actually help you in your job search efforts.

For most people, social media is far more than just a way to stay connected with friends and family. It’s an extension of your personal brand, and, because it’s your own curated content of thoughts, words, and photos, it reflects the way you want to be represented and seen. So why wouldn’t you make every effort to make yourself look good?

Google yourself

What pops up in association with your name will influence what people think about you. To know what others will see and get a comprehensive overview of your online presence, simply Google yourself. There’s content out there that you do have control over, so get started with identifying what you can clean up. Obviously if you’ve made a news headline or have a criminal record, you have little to no control over that content, but anything you’ve posted on and from your social media sites, you have ultimate control over. You can either set your social media profiles to private and continue to post freely, or you can remove the content directly from your personal accounts you wouldn’t want hiring managers and recruiters to see.

Add to your Google results by creating your own website or blog to publish stories, images, videos; becoming a contributor to an existing website or blog; and joining forums or discussion group. Add content to your social media that shows you engaging in good times with friends and family and with your community. Show your personality, lifestyle, hobbies, and interests in fun, positive ways so hiring decision makers get a sense of how you’ll fit into the company.

Move beyond building a network

If you haven’t already, get on LinkedIn. Keep your profile updated, search available opportunities in “jobs”, and build your network. But go beyond basic, get engaged and be an active participant. Build your professional brand by sharing articles that speak to the kind of professional you are and want to be, and show potential employers/peepers your unique perspective through professional, thoughtful commentary. Consider the content you share carefully and know that you will be judged—positively or negatively—on it. Just make sure it’s an accurate representation of the person and professional you truly are.

Now back to those of you who haven’t taken the plunge, what do you think your absence says to recruiters and hiring managers? For good or bad, it allows others to make and pass their own judgements. They could be positive impressions—this person prioritizes and values true interaction and connection and that’s why they’ve stayed away. But they could also be negative—this person is antisocial, has something to hide, or can’t go with the flow and has to go against the grain (could be seen as positive or negative). Obviously, you have to make the choice for yourself, but more and more, people are taking to online research before making hiring decisions. If you can control your own narrative and online reputation—for the most part—you should do so in a way that puts you in the best possible light.

These efforts can take time. If you’re still a college student, start now so you have a robust online presence by the time you’re ready to begin your job search. But it’s truly never too late. No matter where you are in your career, you should always monitor and make improvements. As with your resume, your online presence is like a living document that develops, evolves, and grows as you do.

About Avenica

Through conversation, high-impact coaching, and best-in-class support, we translate and meet the needs of our client partners by identifying and transforming potential into high-performing professionals. At Avenica, we are working from the inside out to embrace diverse thought and perspectives while actively working to dismantle systems of oppression and implicit bias. With a deeply-held belief in human potential, we transform lives and enable organizations to achieve new heights.

If you’re interested in partnering with us to develop or hire your workforce, let’s talk. If you’re a job seeker, please join our network to connect with an Avenica Account Manager.

Related Articles

Our response to COVID-19.Learn More