How to Announce That a New Employee Has Joined the Team

How to Announce That a New Employee Has Joined the TeamHow to Announce That a New Employee Has Joined the TeamDo you need a new employee announcement to use as a guide while you develop yur own announcements? These sample announcement schmelzglass introduce the new employee to her new coworkers. They provide an opportunity for you to tell the current employees about the new employee and to share her skills and experience. They also allow you to shape yur employees understanding of what the new employee brings to the team. You can share the new employees background, work experience, education, and skills. This builds positive expectations from the new coworkers. The information gives the new employee credibility as she walks in the door. This is an important foundation for you to lay as you want to shape your employees perceptions and expectations that the new employee deserves their support from the beginning. This is the kind of workplace tradition you need to welcome your new emplo yees in your workplace. Its one of your first steps to ensure that you retain your excellent employees. Finally, the new employee introduction gives you the opportunity to explain the new employees job, location, and start date. It alerts your employees to look for a new employee to greet and welcome. A positive new employee introduction letter also shares several points of interest about the new employee. This opens up the door to her new coworkers finding commonality and shared interests with the new employee. Send this type of employee introduction via email to your all-staff mailing list. Everyone will anticipate welcoming the new employee to the team. At TechSmith Corporation, these emails all have a subject line, Plus One. All employees know that these emails are introducing a new employee. Its a tradition worth establishing in your organization, too. New Employee Introduction Email Example 1 (Text Version) Dear StaffToday is a great plus one news day. Marie St. Clair is joini ng our team on May 1. Marie will work as a documentation specialist in the customer engagement department in Building 407 in the documentation center. So, if you see a new face on May 1, let Marie know that you are excited about her joining our team.To start, Marie is assigned to the widget team, so if you work on or with the widget team, do look for an opportunity to greet Marie. You can also join us for lunch on one of Maries first days if you let me know when you are available. A small group will be taking her out to lunch on May 1 and 2.Marie has worked at two other technology companies over the past ten years, so she brings a wealth of knowledge about product documentation. In fact, if you have used software by Adobe, you may have read Maries books.Maries Bachelors degree is from Michigan State University where she majored in educational technology with a minor in communications. Since several of her new colleagues share this degree, you will have a lot in common.Marie has a pa ssion for writing fiction in her spare time and volunteers with organizations that work with at-risk children. She looks forward to volunteering in her new community and will be looking for recommendations about everything from painters to good places to eat.A reception is scheduled for May 1 in the Building 407 conference room to welcome Marie and two other new employees who are starting that week. Please join us at 4 p.m. for gelato, punch, and iced tea. RSVP to Mark Guiliani at ext. 4356.I appreciate you joining me in providing a warm welcome for Marie.With excitement,Name of Department Manager/Boss ExpandNew Employee Introduction Email Example 2 (Text Version) All Staff AnnouncementIm happy to let you know that Shania Herzog has accepted our job offer and will join the team as a quality assurance supervisor on November 1. We are convinced that she will add another layer of success to our quality efforts.Shania has worked in quality assurance since graduating from college with in creasing responsibility and authority in each of her roles. We are lucky that she has decided to join our team. Her experience has been in two companies that serve a different industry than we serve. But, Shania should have no difficulty making the transition to a new industry as she has done so twice in the past.Shanias degree is in computer science from the University of Chicago. She is experienced in both Agile and Scrum methodology. Additionally, Shania is a Certified Software Tester (CSTE).In her spare time, Shania is a mom who loves cooking and trying out new recipes. She is also a big fan of traveling the world, both near and far, looking for new experiences.Shania will join the team in the quality assurance office on the manufacturing floor. They will host an open house to welcome her on November 2 at 330 p.m. All employees are invited to stop by as appetizers, treats, and beer, wine, and iced tea will be served.The signup list for people who plan to attend is on the company wiki so that we know how much food to order. Heres the link.Martin DoyleDirector of Quality Assurance ExpandDid you enjoy this article? Youll want to sign up for the free HR newsletter now because you want to read all of the new articles as soon as they are available. More Sample New Employee Announcements New Employee Welcome With Job Description for CoworkersEmployee Announcement SimpleEmailed Employee Announcement With hintergrund and Experience

Myths About a Career in Advertising

Myths About a Career in AdvertisingMyths About a Career in AdvertisingLike lawyers and tax collectors, advertising professionals have a bad reputation, but thats not always a fair assessment of the profession. People who work in advertising are not all slick salespeople in expensive suits. Careers vary greatly, and the diversity of the people filling those roles is just as rich. So if you are considering working in the advertising and marketing industry, familiarize yourself with some common myths and the truths behind those myths. Myth Advertising is unethical or dishonorable Some people believe if you are trying to sell something through advertising that youre trying to trick or deceive the public. The truth is that the last thing an advertising agency wants to do is to harm a clients reputation by producing materials that could be misconstrued as deceptive advertising. Yes, there are a few bad apples out there, but the vast majority of ad agencies are doing everything they can to abide by the many standards imposed by the Federal Communications Commission and the Advertising Standards Authority, among others. Myth Everyone makes a fortune While its true that you can make a lot of money working in advertising, most people arent even earning close to a six-figure salary. The majority of people working in the field departureed at the bottom rung of the ladder, interning for free, possibly even making minimum wage just to get their start in the industry. And some people actually take a job with no pay in the hopes of one day becoming a paid employee. Myth Its difficult to get started There is a lot of competition out there, especially in cities that have a limited number of agencies. However, there are plenty of opportunities for those who want to get started in the field. You can start client-side and move over, which opens up a whole world of different companies for you to start at. You even can work freelance before finding a permanent job. Myt h Advertising is like public relations These two industriesare commonly tagged as being the same profession. While advertising and public relations can go hand-in-hand, their focus is far different. You can use youradvertising skillsto get a job in PR and vice versa, but just because you work in one industry does not mean you automatically know everything about the other. Advertising is about selling a product, a service, or sometimes an idea. Public relations is about refining broader communications strategies. Myth All of your ideas will be put to good use Theres a certain process for every advertising campaign. Some clients givethe advertising agencya basic concept and let the agency run with it. Some leave everything to the agencys expertise. Other clients want to be more involved in the agency process. In most agencies, youll have meeting after meeting after meeting about any givenad campaign,no matter what department youre in. You can exercise some of your ideas to an ext ent, but they may not make it to the client. The idea you throw around in a creative meeting may be the complete opposite of what a client has told itsaccount executiveit wants or what was decided in a previous meeting with other execs within your agency. Myth Youll travel all over the world While its true that bigger ad agencies have clients around the world and that zwischenstaatlich photo and video shoots are part of the picture, travel is rare for most people. If youre in the creative department, its likely you will get to travel to shoot your ideas. However, budget cuts often mean fewer people get to go. Additionally, technology has made it much easier in recent decades to confer with clients without having to meet in person. Agency reps can meet with client reps through online video conferencing while everyone reviews the same documents uploaded to the cloud. Myth Anyone can get a job in advertising That all depends on what your definition of anyone actually is. In the past, people just fell into advertising careers because they didnt know what else to do. These people had writing backgrounds or English degrees. Today, competition for industry jobs is intense, and to get a foot in the door, a relevant college degree is a must. To get more than a foot in the door, youll need an impressive portfolio of work, which youll have to start building during your time as a student or an intern.

The Interview was Awesome. Now What

The Interview was Awesome. Now WhatThe Interview was Awesome. Now WhatFollow-up strategies to help tip the scale in your favor.Thank-you letters are so boring. You feel compelled to write one because the career books, career counselors, and HR managers tell you thats what you are supposed to do. If you dont do it, then you failed to show professional courtesy. If you do send one, it is rarely the defining factor that gets you the job. Furthermore, they all sound alike. Yawn.Instead of the traditional boring thank-you letter, lets hit a grand-slam home run with follow-up strategies that tip the scale in your favor. I refer to these as value-added responses. They can be used after the interview or after other ongoing correspondence with targeted opportunities.Send a Value-Added Response Within 48 hours after an interview, follow up with a value-added response. Do not write a thank-you letter or an email that just restates your qualifications. Instead, provide something unique that dram atically sets you apart from others. Heres how focus on a topic discussed in your interview, and then provide your prospective boss with additional information on that topic. Here are a few examples that illustrate what I meanOne of my clients had a great interview for a senior sales leadership position. During the interview, his befhigung boss discussed how the sales people were not successfully selling to C-level executives. I had my client follow up by sending his potential boss a book on C-level selling strategies. His value-added response note looked like this (abbreviated)Dear Joe, I enjoyed our discussions yesterday on the sales position and the challenges of selling to C-level executives. Here is a book I recommend to help overcome the selling problem. You might want to pass it among your sales execs. As the vice president of sales, I will provide the leadership to achieve C-level selling successHe got the job.Other examples of clients who sent value-added thank you response sAfter an interview that focused on building strategic alliances, a client sent his prospective boss an email link to a contemporary article on strategic alliances.Another client sent a follow-up email on new products that were going to be launched by a competitor.A candidate for an administrative assistant position send the prospective boss a list of office organization techniques.Its guaranteed your innovative and unique value-added response can be the edge that gets you the job.Maintain Ongoing Contact Call, write or personally visit your potential boss once a week with a value-added benefit. Do this until you land the job or they tell you the position has been filled. Some career strategists think this is overkill, but my client track record of success teaches that persistence pays off. At the very least, you will usually learn where you stand.Future Opportunities If you are turned down, write a very cordial thank-you note to HR and, more importantly, to the person who interview ed you. Thank them for their time and consideration. Indicate that you would appreciate being looked at for other opportunities. If you are really interested in the position or company, follow up in a month with an inquiry about other opportunities that may have recently opened up. Dont rely on the company to get back to you. Even though you were turned down, you may have been number two, and they will be eager to have you interview for another position.Whatever happens, dont get discouraged. Your continued follow-up does nothing but breed good will. Professionalism and persistence produces positive results. Hang in there.

How to Master the Phone Interview

How to Master the Phone InterviewHow to Master the Phone InterviewThe path to professional success often begins with a phone interview. In fact, 82 percent of HR managers and working professionals say that phone skills are key to both landing a job and maintaining a sustainable career, according to research from TracFone. For those looking to secure their first professional job, rejoin the workforce or climb the professional ladder, the importance of phone etiquette cannot be understated.To master the phone interview, follow these five tipsSpeak clearly. Speaking in a clear, confident voice eliminates potential for miscommunication and provides a positive tone to the call. Be sure to sound upbeat and enthusiastic during the interview you can even smile to help with this and use your voice to convey your excitement about the position.Stay connected with the right device. All of the interview preparation in the world wont save you if your phone fails, so make sure youre available with a secure line when the call comes through.Keep your resume on hand. Often, hiring managers will reference your resume during the phone interview process. Having a copy natel will help you answer those questions with confidence and ease. You can even make a list of talking points that provide more detail about your background to reference during the call.Ask questions. The interview is meant to be a conversation and two-way process, so its important to have a few questions of your own about the company and position for which youre applying. This will show the interviewer that you dont just want any job, but a long-term career at that company. Its also a good opportunity to determine if the job and the company really are the right fit for you.Send a follow-up thank you note. The phone interview doesnt end when you hang up. One of the most important steps to career success is the follow-up. Carefully record who you spoke with and send them a thank you note for taking the time to speak with you. If you have their email address already, use that, or research their contact information on sites like LinkedIn. Reiterate your interest in the position and emphasize why you are a perfect fit. Its an important, lasting impression that may help you secure the job and, ultimately, career success.

Brief Article Teaches You the Ins and Outs of What Is Resume Title and What You Should Do Today

Brief Article Teaches You the Ins and Outs of What Is Resume Title and What You Should Do Today Our clients are way mora likely to receive an interview because of our intervention than not. Have a look at our samples to get a better idea about what makes a good customer service resume and discover out what it requires to land your dream job. A properly written resume is one which isnt too overwhelming in the opinion of employers. Your resume title is the anfangsbuchstabe thing hiring managers will observe when theyre searching candidates. Most employers are extraordinarily choosy in the event of the range of staff for a work opening. Keep in mind that they receive and look at hundreds of resumes a week. When you make an application for a mid-career or upper-level job, employers review your resume to learn your career path and the way that track fits with their demands. Whether it is a medical care program or paid time off, our programs result in life past the job. Capitaliz e the words in your headline so that it appears like a title to your resumethis is a useful approach to turn your headline stick out. As you might have guessed, the words utilized in the title should always match the words utilized in the work description. The title is similar to the very first impression you draw upon the individual. With documentclass moderncv an individual can have a list of published papers. If your very last position was Director of Software Development, then this is probably the Job Title you wish to use. Thus, a resume have to be good actually very great. Or you may use a Job Title that is more general and not as specific. The problem with changing your work title is it wont match your employment history. When you produce your resume, you can wonder if its acceptable to modify the work title of a position that you held, or perhaps youre considering expanding the quantity of time you held the job. If you are attempting to produce a good resume title for customer service it may end up being challenge as it is most common. You should work at finding your next employment and you have to make certain you stick out over the crowd when candidate decisions are being made. Schooling details may be furnished only in the event the varsity is correctly recognized. The title should consist of field of expertise, education, training, career level, years of expertise and other vital abilities and needs to be strong enough to stand alone and make sure that you have better odds of finding the job. Top What Is Resume Title Secrets Based on the sort of job application make a crystal clear demarcation on the skills which you would love to expose on the title. Take a look at the requirements for a selection of jobs you want to apply for, and build a resume profile title that contains the main requirements from each. That title is frequently the very first thing an employer will observe when hunting for candidates on FlexJobs or reviewing y our profile after you fill out an application. The resume title gets searchable in internet employment datacousines. The place of a page also depends upon the order of the other pages in the sidebar. Job titles change from one company to the next, which means you wish to select a title thats recognizable to the majority of employers and recruiters. Also find How to compose an effective resume to locate a good Job. Select your job title carefully. Generic CVs are a sure means to become passed to the base of the pile. In the same manner, an effective resume title is also essential for a well-written resume. The most suitable format has to be there in addition to the fashion of writing. Located right at the very top of the resume, a resume headline for fresher is the very first thing that the employer sees. Its also been called a resume intro or private branding statement. It is possible to also add markdown content. Resume headlines are perfect for candidates with lots of ex perience.

What to Expect From Standard Operating Procedure Writing Resume?

What to Expect From voreingestellt Operating Procedure Writing Resume? From there you are able to create a template. Every component of this template has the particular comments that could guide your writing. You might also see policy templates. The above provided template is special case of high quality so far as professional forms are involved. A Secret Weapon for Standard Operating Procedure Writing Resume Once a task was mapped, it must be tested in the field to ensure all the required detail was captured. Now you have your list of processes and youve created your template, you want to speak to your employees. Analyzed GUI procedure flows to boost navigability and usability. Revamped three-day Cashier training class for a consequence of needs analysis. The Pain of Standard Operating Procedure Writing Resume Procedures arent focused on the best way to information, so they should not be exceedingly detailed (see work instructions below). Standard operating procedures n eed a lot of planning and preparation before you are able to even begin writing the document. They are detailed, written instructions on how to perform a routine business activity. They affect mora than one aspect of a company. The Ideal Strategy to Standard Operating Procedure Writing Resume When the task was detailed, date the document and get it signed by the suitable regulatory personnel. Find out more about the facility where you will be applying to learn what the approach entails so youll know what to anticipate. Generally, a normal operating procedures template is composed of the process at hand described in a detailed and a detailed manner for those employees to comprehend. Essentially, normal operating procedure template is going to be written on a paper, so we are able to also call it like a document containing the facts in the method of concise instructional note. Ok, I Think I Understand Standard Operating Procedure Writing Resume, Now Tell Me About Standard Ope rating Procedure Writing Resume Tip You may not have sufficient room on a one-page resume to include details about a normal operating procedure. Be sure the layout of the typical operating procedure included on your resume is well organized and simple to follow along with. You dont need to define printing setting when taking print. Possessing standard operating procedures in place will also provide you with the choice to scale your company more quickly. Standard Operating Procedure Writing Resume - Dead or Alive? Normally the smartly written note will always prepared in businesses to allow the employees understand how to carry out a job. Remember that all your typical operating procedures should read exactly the same way whilst still distinctly describing the functions of each region of your business enterprise. The terms defined provide a definition and a great deal more about how youre able to implement the defined concept inside your own organization. Performs other resp onsibilities related to this position as appropriate.

Get the Best Performance Review Template for Your Needs

Get the Best Performance Review Template for Your NeedsGet the Best Performance Review Template for Your NeedsYou may have heard that companies are doing away with formal wertzuwachs appraisals and formal rating systems, but the number doing so are quite small. The Society for Human Resource Management found that 91% of companies still conduct annual performance reviews, and for good reasons employees need to know how they are doing and the company needs a formal record of their successes or failures. If youre putting together a performance review, you may want to start with a schablone that can help you think about the fields you need. While the template can help you get started, you first need to ask yourself these questions to find the right performance review template for your organization. Do You Need a Performance Rating or Just Performance Feedback? Every employee needs feedback, but not every employee needs a rating. Performance ratings are best used when you have large g roups of people doing similar jobs. For instance, if you have a abverkauf force of 30 people, you may experience a time when you need to lay people off. If each salesperson is rated on a scale of 1 to 5, you will choose your lowest performers (the 1s and 2s) before you terminate your high performers (4s and 5s). This makes determining who to layoff easier and you can easily defend your decision in court. If most of your employees do different jobs, you may not want to give ratings. What is more important than ratings is feedback. Your employees need to understand where they succeeded, where they failed and what they need to do to move your organization forward. Is Goal schauplatz Individual or Group Based? Part of a good performance review template is the goal setting for the upcoming year. These goals are then goals are used to evaluate the employees performance over the last year. Some employees have individual goals. For instance, a Human Resources Generalist might have goals such as Create a new on-boarding program.Deliver monthly turnover reports to the senior management team.Conduct a salary market audit, to ensure fair and accurate salaries. Another Human Resources Generalist might have completely different goals. Perhaps you have asked her to focus on training and development, employee relations, and employee communication. When employees have individual goals and performance expectations, your performance review template needs to provide the opportunity to give individual feedback. For other jobs, such as grocery store cashiers, you will base goals on specific standards- the number of items scanned per minute, for instance. Many positions have a mixtur of personal and group goals. For example, organizations pay sales team members for specific levels of sales. But, they also want each employee to care about the other sales peoples customers and work as a team to serve them. Sales teams need a mix of individual and group-based goals in their perform ance review template. You need to decide which type of performance review will best help your employees to succeed. Shorter Is Better Than Longer in a Performance Review Template While you may find it tempting to create a performance review that covers every aspect of an employees performance, remember that the performance review needs to be useful. An employee who has 30 different performance goals will feel overwhelmed. As a result, she may perform more poorly than if the manager had pulled out the top 10 goals for her to work on. This allows the manager to provide focused follow up during the year that emphasizes her most significant deliverables. Are Values or Tasks Emphasized in Employee Performance Expectations? Some companies focus their performance reviews on the company values rather than hard numbers, such as sales or customer feedback. A values-based review focuses on whatever values the company has set, such as risk-taking, teamwork, and a customer-centric focus. Many performance review templates feature a mix of values and tasks, with goals in both areas. Sample Performance Review Templates These are excellent sample performance review templates for a variety of different situations. Remember, performance review templates are just ideas about how to review employees performance. Use these sample performance review templates to help you develop a specific form for your business. Numerical performance review (scroll down to forms, and then click on Numerical Scale Form). This type of performance review works well when you have numerous similarly situated employees to evaluate. It can help you obtain an objective overall rating rather than just relying on a managers gut feeling.Overall performance review (not goal specific). This template allows managers to look at general work skills and performance, without detailing specific goals. While this template also includes a rating, its not as detailed as the ratings in the above performance r eview. Technician performance review. Ignore the social security number field on this template- no such document should ask for this numberbecause of employee security and privacy issues. But, this is otherwise a helpful way to look at a goals based, technical review, in a blue collar job. Note how this performance review template is a mix of skills and company values. Knowing what your needs are from your employee review process will help you select the best possible performance review template to help you develop your employees and grow your business.

How to Match Military Skills to Private Careers

How to Match Military Skills to Private Careers How to Match Military Skills to Private Careers Smart human resource professionals are going to find success by staying ahead of the trend and smart military job hunters are going to find careers by availing themselves of numerous government and career programs.Unemployment numbers overall are dropping, but younger veterans trail the general population. The jobless rate for veterans who served on active duty in the U.S. Armed Forces at any time since September 2001- a group referred to as Gulf War-era II veterans- declined from 12.1 percent to 9.9 percent in November 2013 (the latest data available), the U.S. Bureau of Labor Statistics reported. The jobless rate for all veterans was 6.7 percent, a slight increase from November 2012.More recent veterans are going to be seeking work after the military. As reported in an article at the Society for Human Resource Management website, According to estimates from the Departments of Defense a nd Veterans Affairs, approximately 300,000 active-duty personnel will leave the armed services in the next few years and seek to transition into private-sector jobs.One example of a corporate program for veterans comes from German automaker herr der ringe. It has launched the Veterans to Technicians program. It said the benefits are there for both employer (in tax benefits) and employee (with career training and resources).One example for employers is they can qualify for the Special Employer Incentives (SEI) program for eligible veterans who face extraordinary obstacles to obtaining employment. The program covers expenses incurred for cost of instruction, loss of production, and additional supplies and equipment. It enables employers to hire qualified veterans trained to their companys specifications at an apprenticeship wage, and delivers the necessary tools, equipment, uniforms and other supplies from the Veterans Administration.The audi ag website also points out that as a resul t of the Veterans Opportunity to Work (VOW) to Hire Heroes Act of 2011, the U.S. Government extended and expanded this tax credit for veterans. Employers can receive up to $2,400 and $9,600 in tax credits by hiring veterans with certain disabilities and those unemployed for specified periods of time.Audi has also partnered with Snap-on tools, in one example of how employers can help veterans transition, to make the crossover into a career as an Audi technician easier. Audi and Snap-on Tools have partnered together to offer all hired participants in the Audi Veterans to Technicians program an incredible deal on a Snap-on tool package.The SHRM article also pointed out, Although thousands of employers have pledged to hire more veterans and reservists as the conflicts in Iraq and Afghanistan have wound down, the reality has oftentimes been disappointing. It quoted Bernie Hyland, manager of Audis program and a program manager for the Alexandria, Va.-based consulting group Calibre. He sai d, I believe employers who make these pledges have good intentions. Its just that many of the intentions were never followed up and many of the hiring efforts have fallen flat.Hyland added in the article that he sees an opportunity for human resources personnel who want to specialize in placing veterans into civilian careers. First, though, they have to overcome misconceptions about military personnel leaving the service. In a way, the mainstream media has created a stereotype that most veterans suffer from PTSD post-traumatic stress disorder and can be highly volatile and violent, he said in the article. But with the counseling now available, the number of vets who struggle with lingering problems or have violent tendencies is very low. Still, employers ask me all the time about the risks of hiring veterans. Some corporate recruiters have told me outright that the risks are just too high.Veterans looking to translate their skills to a civilian career are advised to head over to the Hero2Hired website. Its a program of the Yellow Ribbon Integration Program for military personnel and those who support them.The Hero2Hired website has a career assessment that could be a good tool for both recruiters and veterans. Its a 14-question quiz that will help determine what careers might best match a persons skills and interests. The site also offers advice on finding a job, creating a resume and portfolio, interviewing skills and educational opportunities.

American Civil Liberties Union Internship Opportunity

American Civil Liberties Union Internship OpportunityAmerican Civil Liberties Union Internship OpportunityThe American Civil Liberties Union (ACLU) is a nonprofit, nonpartisan organization that works to follow the guidelines of the U.S. Constitution by promoting liberty and equality for all people within the country. The Immigrant Rights Project (IRP) of the ACLU office uses various modes of litigation, advocacy, and public outreach to protect the rights and liberties of all U.S. immigrants. The IRP works to defend the rights of U.S. immigrants and works to enforce the Constitution with the goal of providing equality and justice to all. The American Civil Liberties Union and the ACLU Foundation are national organizations that share their offices, and both are considered part of the ACLU. This internship posting relates to both organizations under the same name of ACLU. The Immigrants Rights Project (IRP) is a national project of the American Civil Liberties Union with offices in both New York and California. Using targeted impact litigation, advocacy, and public outreach, the Project carries on the ACLUs commitment to protecting the rights and liberties of all U.S. immigrants. The ACLU Internship This internship is part-time and 1216 weeks long. Students can arrange to complete this internship as a work study or for course credit depending on the policies of their individual college or university. This internship is unpaid but offers a great opportunity for students interested in human rights and public service to gain exposure to the field. Benefits An internship with the American Civil Liberties Union offers students a chance to work on a wide range of issues and projects relating to the immigrant population in the United States. Interns will get an opportunity to assist both attorneys and Immigrants Rights staff by working in close proximity with them on a daily fundament. Tasks and Assignments Interns will handle written and telephone inquiries from persons binnenseeking legal assistance.Interns will provide assistance in the preparation of case files and the compiling of press files.Interns will assist with factual research and provide assistance to the department.Interns will provide assistance in the preparation of complaints and briefs.Interns will complete other projects as assigned. Qualifications The IRP internships are open to all currently enrolled full-time college students who have already completed their first year of studiesStrong writing and verbal communication skills.Strong research skills, including internet research.Demonstrated initiative to see projects through to completion.Demonstrated commitment to civil liberties and a strong interest in social justice and legal issues. Locations All internships are located in New York and San Francisco. To Apply All candidates must submit a cover letter, resume, and a non-fiction writing sample in PDF format (no more than 5 pages). Applicants must indic ate their office of choice in the Subject line of the email and send all application materials to hrjobsaclu.org. Applicants interested in both offices must indicate this in the cover letter and must submit two separate applications. Applications are considered on a rolling basis until each internship is filled.