Part of any great university is knowing how to position students to succeed within the local community. The Southern Nevada Leadership Summit is pivotal in keeping that pathway of success not only paved, but building upon it. 

Held on Aug. 1 at UNLV’s Strip View Pavilion, the second annual summit brought together about 200 business leaders tasked with figuring out the best ways to develop our local talent pipeline, emphasizing workforce development and preparedness. Events like this enable UNLV to be at the edge of innovation, making changes to curricula and programming that reflect what employers are looking for from graduates.

“These conversations we’re having are going to get us to the next step,” said UNLV President Keith E. Whitfield. “Raising our hand and asking questions does not make us vulnerable. It makes us powerful.”

And one of those ‘next steps’ is set to debut this fall: the Rebel Career Champions Network. This program will help guide students from their first days on campus to their first hours clocked professionally. It aims to increase early internship opportunities, offer job shadowing, and introduce micro-credentials or certifications to make sure students are successful in life after college.

“We really took what we learned last year and are identifying the skill sets employers are seeking today,” said Eileen McGarry, executive director of UNLV Career Services. “The hope is to walk away from each summit with ideas, and our fingers firmly on the pulse of what workplaces want, adapting UNLV to answer them.”

This annual event is all about developing students in the long run. And some of them came along for more immediate experience.

“Getting back into the groove of things post-pandemic, getting to meet people – it’s social and that’s what many of us need right now,” said Isabella Shenouda, a secondary education major at UNLV. “These people are where I want to be, and learning how I want to present myself and come across professionally is really valuable to me.”

From major hospitality companies to the local government, both private and public sectors of work have this unique opportunity to help ensure a prosperous, competitive, and attractive future for our region. And a few of them were willing to share their advice for graduates just starting their job hunts – the comfort food they wish they had before submitting that first application. Below, you’ll find interviewing advice and expectations to keep in mind before hitting ‘submit’…

Curtis Germany: HR director for Clark County

Making the transition from college to a professional career is one of the things we all struggle with. For employers, we’re typically looking for people who have and show the energy to learn new skills. And when you’re working for a public entity, you need to recognize that you’re a public servant, and serving your friends, family, and neighbors. 

I think the first thing to know is that you should expect some panel interviews, at least in the public sector. There are usually a few people on that panel asking you a series of questions. The questions are usually structured with very little follow-up, so it’s important to listen and answer them very concisely. You don’t want to go on and on. 

And there are times when you won’t know an answer. But what they’re looking for is if you have experience or transferable skills that you can relate or exhibit to show those interviewers – ‘Hey, I may not have done X, but because I’ve done Y, I have the capability.’

I always recommend that folks treat their job hunt like a full-time job. Set a start time, a lunch time, breaks, whatever it takes because although it can be all-consuming, you also want to take care of yourself. 

I would strongly encourage people to look at the public sector for opportunities. It may not be the first thought when you’re in college, but there’s a lot of opportunities in public sector organizations. And you might find what you’re looking for in a place you didn’t expect it.

Amy Lee: Director of Workforce Development and College Programs, MGM Resorts International

MGM is hiring in food and beverage, hotel operations, technology, finance, marketing, human resources – we run the gamut. 

And what makes you a worthwhile candidate? Flexibility in schedule. We’re a 24/7 operation, so a lot of our entry-level positions start on a swing or graveyard shift before a day shift opens up. So, I would say flexibility will get you a long way in finding a good management-level position in the hospitality business. 

Good customer service communication, attentiveness, and problem-solving skills are what you want to have. Also, internships and even part-time work do not go unnoticed, especially if it’s been with us. A foot in the door goes a long way. 

The summit lets us take a look at what our fellow resort properties are looking for, and we’re able to share what we’re looking for with incoming talent joining us. It’s networking – and when you’re looking for that job you really want, it can be a big help. 

I recommend students go to career fairs. Come see us on campus when we’re here. Reach out to us on LinkedIn. We have many executives and mid-level managers who will do informational interviews. Follow up with them and get a better sense of what you’re getting into.

Nadia Hansen: Digital Transformation Executive at Salesforce

In my job, I help state and local governments rethink the services they offer their constituents. I’m a big believer in building the talent pipeline. 

Are we preparing students for the future, including what the future’s technology demands will look like? How do you build that around a school’s curriculum so that they’re ready when they graduate? I am always thinking about what’s next down the road.

‘Soft’ skills are pertinent. You must know how to communicate and how to articulate your value so that you make your interviewers know you’re a good fit.

Reach out to people in the line of work you’re interested in. Always have a strategy. What are the top 10 organizations you’d like to work for? Answer that and talk to them. We live in a digital age – send them a message. And if it’s not the response you wanted, try the next person.

When it comes to interviewing, a lot of candidates I see have no idea what the company does, so make sure you do some background research. Even familiarizing yourself with the names of the people interviewing you means a lot. 

Also, questions! Ask them interesting questions. One of the red flags for me is when a candidate asks no questions. A lack of questions makes interviewers think you don’t know enough about us, or you’re not truly interested in the position. Position your questions around, ‘What does a day in the life look like for me if and when I get this role?’ Do that and you’ll already be so far ahead.