Make “Take Our Daughters and Sons to Work Day” a Truly Meaningful Experience

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Of course, “Take Our Daughters and Sons to Work Day” is a great opportunity for kids to see what Mom or Dad do and where we do it. Kids can meet our bosses and peers, see where and how we work, what we do that brings us job satisfaction and how we are able to pay for the  house, clothes, food, gas, school supplies, bills, entertainment, and the occasional vacation.

In previous years, I volunteered to lead sessions that explained marketing campaigns to kids. I always loved the answers I received when I asked what the company should do to sell more of X, Y or Z. “Give away cupcakes with every order” was my favorite response!

“Take Our Daughters and Sons to Work Days” are important for both parents and kids, as they provide inquisitive minds with voracious appetites for learning vital lessons that can help them land that all-important first job.

Or it can be a day when your kids wish they’d stayed in class reading Beowulf.

I admire the HR teams who organize these events, and appreciate the challenge of filling a day with engaging activities for kindergarteners to high schoolers. Sadly, I’ve seen attendance drop off as children get older; they lose interest because they’ve learned how unexciting our days can be, or see it as an activity for little kids.

And that’s a real shame. “Take Our Daughters and Sons to Work Day,” is ripe with opportunities for real-world lessons in a talent-rich environment, especially for teenagers.

From HireRight’s perspective as one of the world’s leading background check organizations, “Take Our Daughters and Sons to Work Day” offers a great chance for children to learn what to expect when they begin applying for jobs, including experiencing a background check. Kids do grow up, and most will enter the workforce—some as soon as when they become teenagers.

Here are a few ideas on how to maximize the value of “Take Our Daughters and Sons to Work Day”:

  • Teach interview skills

Unfortunately, many young people go into an interview completely unprepared for what awaits them. They may not know how to dress, how to sit, how to maintain eye contact, why researching the employer beforehand may be prudent, what questions to ask and avoid, and more. They may find themselves surprised by the types of questions being asked, not know the most effective responses, or how to best phrase their answers.

Now, many job sites offer practical and useful suggestions for handling in-person and telephone/video interviews. And parents can, of course offer advice and words of wisdom that have worked for them. However, as any parent can attest, for a child, parental feedback is stupid and irrelevant. But if the “interviewer” is a hand-picked colleague of yours, that would be an experience to learn from, one that could easily be arranged. Since some recruiters and hiring managers today throw in some surprising curveballs, the interviewer could even sprinkle in a few questions from the famous Proust Questionnaire. That’ll really get your son’s or daughter’s mind engaged!

  • Resume and cover letter creation

“What should I put on my first resume when I haven’t even worked yet?” What parent hasn’t heard that question when their kid has decided to look for that first job? The first impression a job candidate will make will probably be through his or her cover letter and/or resume. And since you only get one shot to make a good first impression—and sources say recruiters and hiring managers may spend as little as six seconds reviewing a resume—learning what information to include and how to format it is pretty important. Imagine creating a resume development session for first jobs during the day—you already have in-house experts that can lend real, practical know-how!

A first resume is particularly important since it may open the door to the first job of a career, and set the groundwork for future resumes.

It bears repeating that with the resume reviewing, interviewing, and hiring knowledge available in organizations’ HR Departments, “Take Our Daughters and Sons to Work Day” presents the perfect opportunity to start a child start off on the right foot.

  • Preparing for a background check

Many people don’t fully understand how a background check for a job candidate actually works, or how to prepare for one. Again, on “Take Our Daughters and Sons to Work Day” you have experts on hand who can walk kids through what your company looks for in a background screen.

From fast-food to retail to a summer lifeguarding gig, this is something that teenagers will likely face before they turn 20. “Take Our Daughters and Sons to Work Day” is a great day to familiarize your kids with how a background check enables candidates to get the job they want, and learn what may be checked during the process.Understanding what may be researched during a background check could provide the secondary benefit of teaching kids why it’s important to maintain a clean record, drive sober, stay out of debt, and form alliances with peers and supervisors at work.

HireRight is pleased to offer great advice on “How to Prepare for a Background Check” in this brief video.

HireRight also offers a host of blog posts on background checks, resumes, and other candidate-friendly information that you and your offspring may find valuable.

I urge folks to take full advantage of “Take Our Daughters and Sons to Work Day” to not only show our children what we do and why it’s important, but to help prepare them for the day they begin what we hope will be a long and distinguished career.

And remember the cupcakes. Everyone always loves a good cupcake.

Kathleen Delaney

Kathleen Delaney joined HireRight in 2017 as the Chief Marketing Officer, managing the marketing and product management team worldwide. Prior to HireRight, she was CMO of Vistage in San Diego, California, responsible for all branding, direct marketing, communications, social media, sponsorship and product management initiatives. Prior to joining Vistage, Kathleen served as Senior Vice President at Aon Risk Services where she and her team were charged with transforming new prospect and client relationships and driving new revenue. Kathleen brings a wealth of experience to the team, having managed marketing and product teams for some of the top brands in the world, holding leadership positions at Dow Jones, AT&T and Johnson & Johnson. She was a pioneer in the introduction of social media, paid search, demand generation and various digital marketing initiatives to drive leads, differentiate against the competition and manage reputation. Driving revenue by developing teams, leveraging great brands and evangelizing a company’s value to clients and prospects is just part of what Kathleen brings to HireRight. Kathleen graduated with a Master’s in Business Administration from New York University, Leonard N. Stern School of Business and received her undergraduate degree from Rutgers University with a Bachelor of Arts in Economics.

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