Interested in start-ups or aspire to be an entrepreneur while befriending some like minded creatives? 3 Day Start-up is for you!
What is 3 Day Start-up?
3 Day Startup (3DS) was founded by a group of students in 2008 who wanted to make entrepreneurship more accessible for students. Through the years, 3DS have worked with over 16,000 students in 35 countries, across 6 continents, and this year’s programme will be held at the University of Bristol!
Run in partnership between SETSquared and the Basecamp Enterprise team, 3DS is a free 72-hour workshop which teaches entrepreneurial skills to university students in a fun, supportive and hands on environment. Usually run on campus, this year’s programme will run as a virtual learning-by–doing workshop where students from partnership universities; Bristol, Bath, Southampton, Exeter and Surrey work collaboratively to solve ideas and generate credible business ventures.
Many disabled students and graduates ask the Careers Service for help making the transition from study to work. We support students with a variety of physical, mental health, and neurodiverse conditions such as dyslexia, autism and ADHD when thinking about their career. In this blog post we’ll go over some of the common questions we get asked around the recruitment process, what we can do to help, and where you can get extra support.
The terms employers use to talk about their organisation and/or their recruitment process can be confusing. Get prepared for the autumn term employer events and your job applications with our jargon-buster.
Magic circle – Nothing to do with Harry Potter. This is the term sometimes used to describe the top 5 law firms in the UK: Allen & Overy, Clifford Chance, Freshfields Bruckhaus Deringer, Linklaters and Slaughter & May.
Silver circle – Similar to the above, a group of top law firms that do not quite rank alongside the magic circle: Herbert Smith Freehills, Ashurst, Berwin Leighton Paisner, Macfarlanes and Travers Smith.
The big 4 – These are the 4 largest professional services networks in the world: Deloitte, PricewaterhouseCoopers, Ernst & Young and KPMG. They offer audit, assurance, taxation, management consulting, advisory, actuarial, corporate finance and legal services.
SMEs – Small or medium-sized enterprises. In the European Union, these are defined as organisations that employ fewer than 250 employees and have an annual turnover of no more than 50 million euros.
Vacation scheme – This is not a holiday! A period of work experience with a law firm, usually running for 1 or 2 weeks.
Internship – These are often paid placements offered by firms who regularly recruit graduates. Most often in the summer, but there are also part-time, term-time and vacation opportunities.
Job Descriptions and Applications
Hidden jobs market – This is a term often used to describe jobs that aren’t advertised. You can tap into this by networking, making use of contacts and writing speculative applications.
Entry level job – A role that requires little prior experience in the field or profession.
Referees – These are the contacts (usually two) you put on CVs or application forms who can be contacted by an employer to verify the information you have provided or to give insight into your personality. The referee should know you well enough to be able to write positively about you.
Transferrable skills – Also known as ‘soft skills’ or ‘portable skills’, these are skills used in one job or career that can also be used in another, rather than relying on direct experience of the industry. For example, leadership, organisation and communication skills.
DOE – Think it’s a female deer? Think again! Abbreviation for ‘dependent on experience’. An employer will offer a salary within a given range but is willing to pay more for a candidate with more experience.
OTE – Abbreviation for on-target earnings. This is an estimate of actual earnings where pay is made up of both base salary and a variable bonus/commission. Particularly found in job descriptions for sales roles.
Graduate scheme – A structured programme for recent graduates that includes work and training. It can last up to 3 years, though some are much shorter. Completing the scheme successfully often secures a professional qualification as well as a permanent role in the organisation.
Psychometric test – Any activity and assessment that is conducted in order to evaluate candidate performance, including intelligence, skills and personality.
Assessment centre – Usually a day or half day at an employer’s office or training venue involving a combination of tasks and activities to find the right candidates. Involves working in groups and includes a variety of exercises such as role play, in-tray exercises and presentations.
Competency-based interview – This is an interview where situational or behavioural questions are asked. They aim to find out how you have used specific skills in your previous experience and how you approach problems, tasks and challenges.
Strengths-based interview – Type of interview style becoming increasingly popular amongst graduate recruiters. It aims to find out what you enjoy doing and hence what engages you the most.
The Careers Service’s new hashtag is #GetCareerReady. What does this mean? And how can we help you to Get Career Ready?
Explore – what’s right for you and what are the options?
What does a career mean to you? What job is right for you? Before you can answer these questions you need to know what will suit you. The Careers Service guide has some straightforward exercises to complete that will help you think about this. Look at this online or come in and pick up a copy at the Careers Service.
Exploring is also about understanding what jobs exist out there. Trying to understand the job market can be incredibly hard, there are 1000s of opportunities and unless you have a very clear idea of what you want to do, searching for companies and graduate roles can be daunting. We run regular talks on how to research organisations and industries, plus we have a number of sector guides on our website to get you started.
Alongside exploring your options you need to be developing your own set of skills, understanding what makes you unique and learning how to manage yourself. Not much then! So how do you do all that?
The main thing you need to do is get involved in activity as part of your degree, as well as away from your studies. It’s important to be active, not passive, do not expect opportunities to come to you. The more you get involved in societies, volunteering, part time work, sports, initiatives within your school, research lectures and work shadowing, the more you will be developing skills and becoming the “all-rounder” that employers look for.
Jo Hutchings, the Information, Advice and Guidance Manager at the Careers Service says “in my experience the students who come into the Careers Service who have been proactive in getting involved whilst at university, generally have a more mature attitude, a confidence in the way they present themselves and the ability to take feedback and act on it. These are all qualities, that if I notice them in a short 15 minute appointment, an employer is certainly going to see at an interview or assessment centre stage!”
The Bristol PLUS Award is designed to help all students develop skills at university, with opportunities to reflect on your experiences, to gain a better understanding of who you are and your strengths. This enables you to become more self aware, a quality all employers look for.
Finally, competing for jobs/further study
So #GetCareerReady is about understanding what jobs are out there and what might suit you. Once you have started to establish this, you need to get applying to compete for opportunities.
And, it is a competition; you need to be prepared to work hard for the opportunities out there. Put time into your applications, research organisations, understand the roles you are applying for and get feedback before your final submission. The Careers Service is well equipped to give you this feedback and advice through our appointments. We also have a wide variety of talks to help you prepare for the application process. These are complemented by online advice and practical help with our interview simulator on mycareer and practice selection tests.
So if you want to #GetCareerReady, come into the Careers Service to find out how we can help you, as one of our recent users said:
“The Careers Service is fantastic. Professional and comprehensive. I can’t flaw the incredible service”
It’s that time of year when many of you will be invited to assessment centres, following all your hard work in the autumn spent completing those labour-intensive application forms. This post focuses just on the interview component, with more on other forms of selection to follow in later posts. If you need more help with assessment centres now, then look at the information on the Careers Service website: where you will find guidance on group exercises, written tests and presentations.
This type of interview is by far the most common and is all about your skills. The key to success here is being confident about three key areas: you, the company to which you are applying and the wider sector in which you want to work.
• You must provide as much specific evidence as possible in your answers, relevant to that company’s needs, if you want to stand out.
• Use the STAR framework to structure your answers. Offer the Situation and Task concisely, then spend most of your time on the Action you took and why you took it (decisions, judgements, justifications) and the Result: what was the outcome and, very importantly, what did you learn from the experience?
• Typical competency questions would be: ‘Tell us about a time you worked in a team. What was your specific contribution?, or, ‘Describe a time when you solved a problem by thinking creatively.’ Get as much practice as you can in answering questions out loud, so that you can learn to think quickly and speak fluently. You can find lots of example questions in our interview skills booklet on the Careers web site.
Knowing the company and the sector
• This is your chance to show off your commercial awareness or knowledge of the company and sector in which you want to work. Make sure your research goes beyond the organisation’s web site! Google is the obvious place to start, and clicking on the ‘News’ tab will help you to find industry-specific information and relevant trade publications.
• Don’t forget to stay up to date with quality national newspapers and industry publications, many of which you can access online. Check the news on the morning of your interview, so you don’t get caught out by any important developments.
This is a less common style but one that is gaining in popularity. These interviews are aimed at identifying what you naturally enjoy doing and what motivates you, rather than competency interviews where they want to find out what you are capable of doing. The idea is to match candidates to work that most suits them, so they work more productively and in an engaged way.
Typical strengths-based interview questions include:
• What energises you and why?
• What did you enjoy most about your university course?
• What makes you want to get out of bed in the morning?
• What tells you that you’ve had a good day?
• What challenges do you take on to stretch yourself?
For this kind of interview, knowing yourself and being able to reflect on your motivations is crucial; it will be a much more personal experience than competency interview, so don’t be thrown! If you need help with some self-analysis, try the University’s Personal Development Planning tool on MyBristol, or have a look at Stella Cottrell’s book Skills for Success, available at the Careers Service.
Do come in and ask us about interview preparation if you’re not sure what to do.
Dr Tracy Johnson, Careers Adviser