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From Dorms to Desks

From Dorms to Desks

By: WRKdefined Podcast Network
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 Welcome to "From Dorms to Desks", brought to you by College Recruiter job search site, which believes that every student and recent graduate deserves a great career. Every week, our AI-generated hosts dive into relatable topics, from landing that first internship to acing job interviews. With quick, 10-minute episodes full of upbeat, humorous dialogue, they make job searching feel less like a chore and more like an adventure. Whether you're a student navigating the last days of college or an early-career professional starting your first job, "From Dorms to Desks" is here to help you make the leap from campus life to career success—with plenty of laughs along the way!All rights reserved by WRKdefined Career Success Economics Management Management & Leadership
Episodes
  • Is it too late in the year to find an internship?

    Is it too late in the year to find an internship?
    Sep 9 2025
    Finding a great new job is almost never easy. A lot of factors come into play, including timing. On this week's episode of the From Dorms to Desks Podcast, our cohosts focus on the issue of timing, specifically whether it's simply the wrong time of the year to find an internship. Everyone on LinkedIn is already posting about their summer internships, and you’re just now realizing… oops. Don't worry, if you're feeling that sinking sensation that you've missed the boat on summer internships, you're not alone, and it's absolutely not too late! While it might feel like the major corporate programs have closed their doors, a significant percentage of summer internships are actually secured in the spring, with many offers coming in March, April, May, and even June. This is especially true for industries outside of finance, consulting, and big tech, and for opportunities at smaller companies, startups, and non-profits, which often hire year-round based on immediate needs rather than strict seasonal calendars. The key to finding a meaningful opportunity now is to embrace a more proactive and creative approach. Instead of waiting for postings, take the initiative to create your own opportunities. Research companies you admire and pitch yourself directly, proposing specific value-driven initiatives or projects where you can solve a problem or fill an operational gap. Show them you understand their current challenges and how your skills can provide immediate value. This approach can be particularly effective with mid-sized firms and logistics companies, which often have flexible hiring practices. If traditional internships aren't available, consider unconventional roles. This could mean exploring remote internships, short-term projects, or part-time positions that offer management-related experience. Even volunteering can open doors and provide valuable exposure. Remember that your existing work experiences, even current part-time jobs, can be utilized as a viable alternative to traditional internships, helping you achieve career competencies. Don't forget to leverage your network by reaching out to alumni, professors, and industry professionals, as personal connections frequently lead to unlisted opportunities. When preparing your materials, focus on showcasing transferable skills from your coursework, personal projects, or leadership roles. Even without direct internship experience, you have valuable skills to highlight. You might also want to think ahead and start applying for fall internships, as many companies are already filling those spots, and off-cycle programs often have less competition and can lead to full-time offers. Persistence is paramount, and by staying open-minded and adaptable, you'll discover that there are still plenty of options to help you gain the experience you need and kick-start your professional journey. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    42 mins
  • How to spot a fake job posting ad

    How to spot a fake job posting ad
    Sep 2 2025
    On this week's episode of the From Dorms to Desks Podcast, our cohosts talk about how some students, recent graduates, and other job applicants tirelessly apply for jobs with little success. If you're experiencing that, you're not alone. It turns out that more than a third of all jobs posted online are actually not real vacancies, a phenomenon often referred to as "ghost" or "fake" jobs. One survey revealed that 81% of recruiters admit to posting these fake advertisements. This can lead to wasted time, emotional toll, and job search burnout for eager applicants. So, why do employers engage in this deceptive practice? Companies post fake job listings for a variety of reasons. Some aim to scout for a talent pool for future openings, even when no immediate vacancy exists, or to gather resumes to keep on file. Others use them to project an image of growth and dynamism, or to make current employees believe their workload will be alleviated, or even to make them feel replaceable. In some cases, a job might appear online due to regulatory or contractual requirements, even if an internal candidate has already been selected. Beyond ghost jobs, there are various forms of employment fraud, from recruitment agent fraud where recruiters misrepresent wages, to scams involving fake job offers from individuals posing as company employees. Other common scams include work-from-home money laundering schemes, mystery shopper scams, and requests for payment for nonexistent job placements. The good news is, you can become adept at spotting these red flags. Be highly suspicious if a job sounds too good to be true, offering exceptionally high pay for minimal work or no experience. Pay close attention to unprofessional or suspicious communication. This includes emails from generic addresses like Gmail or Yahoo instead of a company domain, or messages riddled with poor grammar and spelling errors. A major red flag is any request for sensitive personal or financial information upfront, such as your Social Security number, banking details, or credit card information, especially before you're hired. Legitimate employers will never ask you to pay a fee for background checks, training, equipment, or placement services. Be cautious if there's no verifiable company information, such as a poorly designed website lacking company history or the job not appearing on their official careers page. Also, vague job descriptions that lack clarity on responsibilities or reporting structure are often a sign of a scam. Be wary if you're offered the job without a proper interview or assessment of your skills, or if the process is conducted solely via text or email with no video or phone calls. Finally, consider how long the job posting has been active; ghost jobs often remain online for weeks or months. Research companies before engaging: check their official website, LinkedIn for real employees, and reviews on Glassdoor or Indeed. Always verify recruiter identity through LinkedIn or by calling the company directly. Ask specific questions about the role; refusal to answer is a red flag. Filter searches to recent postings (within a week). If something feels off, trust your instincts. If scammed, act fast: report to the job board (LinkedIn, Indeed), notify the FTC or local labor department, change passwords, monitor accounts, and contact payment providers if money was sent. Staying alert protects you from fraudulent opportunities. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    45 mins
  • How to overcome the black hole of applicant tracking systems

    How to overcome the black hole of applicant tracking systems
    Aug 26 2025
    On this week's episode of the From Dorms to Desks Podcast, we tackle the mystery of why your resume seems to vanish into a black hole after you apply for jobs online. That black hole has a name: the Applicant Tracking System, or ATS. In this practical episode, we break down exactly what ATS software is and why it's a critical gatekeeper for early-career job seekers, affecting whether a human ever even sees your application. You might be applying to jobs and wondering why you never hear back, even if you meet the qualifications; the software is often the reason. An ATS is a powerful piece of software used by nearly all large employers and many smaller ones to manage the hiring process, from posting jobs to scheduling interviews. However, these systems do more than just track candidates; many now use artificial intelligence or algorithmic logic to evaluate resumes, deciding which ones rise to the top and which sink to the bottom. When you apply, the ATS parses your resume, extracting key data like job titles, skills, and education, and then compares them against the job posting requirements, often assigning you a score. Recruiters typically see the highest-ranked candidates first, and in high-volume roles, they may never even look at resumes buried at the bottom of the list. This means that if the ATS scores your resume poorly, you are effectively rejected by the software before a human ever has a chance to consider you, even if you don't receive an explicit rejection email. The impact of ATS goes beyond just individual job searches; its decision-making capabilities have even led to legal challenges, such as the Mobley v. Workday lawsuit. This case alleges that ATS platforms are functionally acting as staffing companies by making hiring decisions, raising questions about potential liability under anti-discrimination laws if their algorithms disproportionately disadvantage certain groups. The outcome of such cases could significantly reshape how these tools are designed and used, potentially even forcing greater transparency in their scoring algorithms. While navigating these invisible filters can feel overwhelming, there are clear steps you can take to increase your chances of getting past the machine and into the human part of the hiring process. Always tailor your resume to each specific job description, incorporating the exact phrases and keywords used in the posting. Be sure to list your relevant skills, certifications, and job titles using language that matches what the ATS expects. It's also crucial to avoid complex graphics, tables, or non-standard formatting that can confuse resume parsers. Finally, remember not to rely solely on online applications; whenever possible, try to secure a referral or reach out to someone within the company to help flag your application. By understanding how to "write a love letter to a robot" and ensure it doesn't get deleted on sight, you can significantly improve your odds, because right now, if the software doesn't like your resume, it effectively decides your fate. Learn more about your ad choices. Visit megaphone.fm/adchoices
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    27 mins
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