Ca r reen full mnUS Byi i n L! ae By A line Levanen - 0 N-CAMPUS recruiting is in full Vitng singbu t' otto e toge involved in the arranged interviewing process coordinated by the Univer- sity's Office of Career Planning and t 14Placement. * "Many students put (the inter- l viewing process) off until winter or summer terms, and since some com- paries come only in the fall, it is to their advantage to begin now," says Ane Richter, the office's director of placement. About 1,300 students receive an average of six interviews through the on-campus recruiting program every academic year, Richter says. A follow-up survey of 1963 participants showed that 73.2 percent had found some type of employment, though not necessaytroigh program, she adds. Although literally hundreds of companies send representatives to the University every year to inter- view students,, Richter says those firms are "just the tip of the iceberg." Because on-campus recruiting casts a firm between $3,000 and $5,000, only companies that employ large numbers of people are likely to visit Non-smoking travel minded roommate seeks same for fun and adventur e .. This semester, move in with a Macintosh"' For starters, its incredibly light and compact. So you can take it places. And more important, Macintosh can take You places. From Biology 101 to advanced physics. From beginning French to the Italian Renaissance. From an average student to a Magna Cum Laude. The point being, Macintosh helps students work better, quicker and more creatively And the beauty of Macintosh is, you don't have to know diddley about computers to use one. So if you're going to have a roommate, why not have one willing to help you with your homework? c Iu)M .ypfr 1i mtpillr Inc Appk- ani the Afpit lo ae;i isteretr ademlarks o01 Aple Ihinputer. Inc \lacuniih is a trademark iof\Iclntsh laiboraunrn Inc. and is being used %ith its express permfissim. r*I But smaller businesses will hire the majority of graduating students. Richterypoints to a report by The Saturday Evening Post which states that 70 percent of all jobs are with companies that have just 29 to 30 workers. As a result, she warns students that on-campus interviewing is com- petitive and advises they seek out other prospective employers on their own. Moreover, Richter points to statistics which show that the average job hunter interviews for 12 positions for every one job offer he or she receives. That offer may not always be what you're looking for either. Each student is limited to six inter- views through the on-campus recruiting program. Students who want to sign up for the program should begin bypicking up a copy of the "Placement Manual" available in the career planning and placement office. The manual con- tains all of the application materials for enrolling in the program along with information about specific recruiters and the dates of their cam- pus visits. The first step is to complete the "computer registration form for on- campus interviewing" which will en- ter your academic background, work experience, and career objectives on the office's computer. Recruiters sc- an these forms, reproduced onto computer tape, to select students they want to interview when they arrive on campus. Therefore, your application should be neatly typed. "This is the first impression of you that an employer sees. If it is not typed, some companies might think that the applicant wasn't interested enough in them to take the time to do a nice job," Richter says. The next step for students is checking the "Daily Overview Book" in the planning office to find out which firms will be on campus in upcoming weeks. The book also describes briefly the qualities each recruiter is seeking in potential employees. Each representative can meet with as many as 13 students during a one-day visit. When the book lists a firm with whom you'd like to interview, you must fill out the "Interview Request Form." The form allows you to state a preferred interview time, but Richter advises that students who check off the "any time" option stand a better chance of being chosen. The completed form must be returned to the planning office by noon on the Friday two weeks prior to the actual interview. On the Wednesday the week before the company's visit, a list of students scheduled for appointments will be posted in the office. "If you're not on the schedule and are qualified for a particular job, sign- up anyways. You may get an interview the next time that a certain employer is here," Richter suggests, adding that the interviewer might even call you on his initial visit if someone else can- cels. Richter also warned students-that if they miss the interviews they sign up for, they will be dropped from the program. Equality rules mean premature i By Christy Riedel A LTHOUGH affirmative action legislation and hiring quotas have increased opportunities for minorities in the upper echelons of today's work force, the mandates have also caught some minority workers in an unenviable bind - premature ad- vancement. Employers seeking to fulfill their hiring quotas and to impress affir- mative action officials tend to promote minority workers to managerial positions without suf- ficient training. Figures from the National Bureau of Labor Statistics show that the numberrof blacks in executive and managerial fields - such as real estate, accounting, financial management, marketing, adver- tising, and labor relations - jumped from 4.6 percent to 5 percent between 1983 and 1984. But Reggie Eason, a 1984 Univer- sity graduate who now works as an analyst for Aot laboratories in Chicago, said some minorities in his firm are offered promotions after only a year on the job, even though the standard advancement time for most industries is three years. Eason, who is black, said that premature promotions are unfair to all of the company's staf f, but especially to the minority employee. "It's not fair to a person who isn't yet qualified to deal with a higher position," he said. "It's very true - I've seen it hap- pen," he said. "There's a lot of discontent about this. Many people think it's tokenism." Deborah Orr May, director of the University's Office of Career Plan- ning and Placement, agrees that "for women and minorities, if you're in a good, strong, entry level person, you can almost be in danger of 'being promoted too fast," she said. "There are a lot of companies that haven't taken advantage of minority talent," she said. "And certainly, there are a lot of compnaies commit- ted to affirmative action." As Eason said, companies must be subtle in seeking minority employees because they are caught between op- position from co-workers who say minorities are hired only to fulfill a quota and their committment to af- firmative action. "Going back on (affirmative ac- tion) committments would harm in- ternal company morale," Eason said. In addition, when minority workers achieve management status they of- ten find they are underpaid compared to their white counterparts. promotion for some minio rities Although May said she has heard no complaints about the gap between minority and non-minority wages, pay disparities still exist. Overall, blacks make only 78 percent of what white workers do. In professional fields, however, the difference is smaller - professional black workers earn 87.8 percent of their white coun- terparts' salaries, said Devens, an economist for the National Bureau of Labor Statistics. May, however, said that minorities just jumping into the job market can sometimes bargain for a higher star- ting pay with companies who are ac- tively seeking out minority can- didates. "If minority students prepare themselves, they can negotiate a little higher starting pay because they're part of a tighter market," May said. Minority repOt:. 0 MONDAY-THURSDAY TUE 8 p.m. tol10 p.m. 10 . Pitchers of Budweiser $2.75 Iced Iced Tea $2.75 WE[ MONDAY10. 5 p.m. to Midnight Wot Half Off whole or half pans of Any pizza! No takeouts please. 10 p.m. to Close 50 Drafts i Researching the skills alparticular job requires and its typical starting pay can help any student negotiate a better starting wage, she said. Despite gains in promoting minorities to upper-level management, the Bureau of Labor Statistics says affirmative action has not had an impact on the number of minorities employed at the lower en- ds of the job market. Devens said that fields such as social work, clerical, health ser- vices, and a variety of blue collar jobs still have particularly high concen- trations of black employees, who ac- count for at least 17 percent of all workers in each of these fields. Anniversary Sa Pre Christmas Sa Oct. 2-2 on3 Al iner mini figu prof as edu men "gr4 i ploy mor min ded to remr wor THINK Spia et SATURDAY FEB. 22 - SATURDAY MAR.1 NOW--- $10.00 DEPOSIT HOLDS: FREEPORTPgoo BAHAMAS ..... . .... .. ',from 9 round trip airfare, hotel 7 nights FAb 0Mer'Fra 20% off 20% off 20% off 20% off 20% off 20% off 30% off ....AlliOOks ....All Bibles .... Boxed Chrinstr . ..All Posters Corner of Liberty and Maynard 769.9011 All Records ai IU . .0 ....All Flags MID SEMESTER SPECIAL *mmumumummmummuU SPECIAL OFFER: "$4695 i per semester e after Oct. 14, for fall semester I CALL 996.0894 I FOR MORE INFORMATION * I Sign up at 617 E. 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