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Best College Towns in America You’ll Be Interested in Moving To

Best College Towns in America You’ll Be Interested in Moving To

Deciding which college to attend is like ordering a latte from a coffee shop: there are many choices to pick from! After you receive your pile of acceptance and rejection letters, you’ll begin to weigh the pros and cons of each university to spend the next 4 or some-odd years to study at. When evaluating your options, you must think about the type of environment you envision yourself thriving in. Most college towns are either located in an urban jungle, suburbia, or no-mans lands (also known as the middle of nowhere). Most of America’s top universities are located in major cities like New York City, Boston and the San Francisco Bay Area. Moving to a large city with lots of people exposes you to new cultures, activities, and events. Here are the best college towns you’ll be interested in moving to in America:

Manhattan – New York, New York

New York City is referred to as the big apple because of the dense population, sprawling city landscape, and the diversity of people, buildings, cultures, and events. Students choosing to move to New York City will have access to historic landmarks to deepen their education like the New York City Library and the Museum of Modern Art. The city also has one of the most active nightlifes in the world with Broadway shows playing nightly in Times Square and lively bars in the Meatpacking district. While cost of living is expensive in New York, you will be living amongst some of the most world-renowned artists, television stars, politicians, business influencers, and dreamers who can help leverage your career after college.

Population:

1,600,000+

Major universities and college in New York City include:

  • New York University
  • Columbia University
  • The Julliard School
  • The New School
  • Pace University
  • Fordham University

Major Landmarks:

  • Lincoln Center
  • Radio City Hall
  • Times Square
  • The Statue of Liberty
  • The Village
  • The Empire State Bulding
  • The Metropolitan Museum of Art
  • Yankee Stadium
  • American Museum of Natural History

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    Image credit: Time Square Caught Napping by Nana B Agyei on flickr 

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    San Francisco Bay Area, California

    Home of the Giants, the San Francisco Bay Area has many parks, museums, and cultural events that will keep you busy during your weekends when you need to take a break from studying. There are many opportunities to jumpstart your career while you’re still taking English 101 because you can intern at some of the most highly regarded technology companies in the world like Facebook, Linkedin, Twitter, and hundreds of other small venture funded start-up companies.

    Population:

    837,000+

    Major universities and college in the San Francisco Bay Area include:

    • San Francisco State University
    • US San Francisco
    • Golden Gate University

    Berkeley, California

    • UC Berkley

    Stanford, California

    • Stanford

    Major Landmarks:

    • Golden Gate Bridge
    • Palace of Fine Arts
    • Academy of Sciences
    • AT&T Ball Park
    • Golden Gate Park

    medium_489862235

      Image credit: San Francisco Bay and The Golden Gate by Trey Ratcliff on flickr

      Austin, Texas

      Austin is one of the most lively cities for college students to engage with their professors and colleagues inside and outside of the classroom. Students can attend film festivals, try the latest gastronomy or down-home bbq joint, or attend a concert from talented local artists. Austin also has a growing start-up community for students to engage in entrepreneurship before they graduate college.

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      Population:

      885,000+

      Major universities and college in the Austin include:

      • University of Texas at Austin
      • Acton School of Business
      • Austin Graduate School of Theology
      • National American University

      Major Landmarks:

      • Beerland
      • The Victory Grill
      • Lady Bird Lake
      • Draft House Cinema
      • Darrell K Royal-Texas Memorial Stadium

      medium_3189889363

        Image credit: The State Capitol of Texas at Dusk by Trey Ratcliff on flickr

        Boston, Massachusetts

        Boston is home to some of the most educated people and institutions in the world. Students can learn from world-renown researchers and network with high profile CEOs and artists. Boston has an active nightlife for students to watch Red Sox and New England Patriot games. When your parents drop you off at the dorm, make sure they don’t confuse their car keys with your khakis.

        Population:

        645,000+

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        Major universities and college in the Boston include:

        • Harvard University
        • Tufts University
        • Berklee College of Music
        • Boston College
        • Boston Conservatory
        • Boston Unversity
        • Brandeis University
        • Emerson College

        medium_4091328042

          Image credit: Boston (Photogra)phy Party by Nathan Lanier on flickr

          Chicago, Illinois

          Midwesterners are welcoming to newcomers and Chicago offers the pleasures of a great metropolitan city with excellent food, shopping, concerts, and sporting events. Students can enjoy the low cost of living in a large city and have access to live theatre, deep-dish pizza joints, and talented thought-leaders from universities like Northwestern and the University of Chicago.

          Population:

          2.7+ million

          Major universities and college in the Chicago include:

          • University of Chicago
          • Northwestern University
          • Purdue University
          • DePaul University
          • Roosevelt University
          • Columbia College Chicago

          medium_13934859360

            Image credit: Chicago Skyline by memories_by_mike on flickr

            Ann Arbor, Michigan

            Ann Arbor is the 5th happiest city in the United States according to the Daily Beast. The citizens of Ann Arbor are reputable for their hospitality and value for education. Students will enjoy local craft fairs and festivals in addition to coffee shops to study at when its below zero degrees during the winter.

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            Population:

            117,000+

            Major universities and college in the Ann Arbor include:

            • University of Michigan
            • Concordia University–Ann Arbor

            medium_64398051

              Image credit: Muffler Shop by Ross on flickr

              Consider Your Values and Interests

              When you consider which town to move to for college, consider your values and interests. If you like to be around a lot of people and events a large city will be the best choice for you. Otherwise, a smaller town with less distractions might be more up your alley. In either scenario, consider your social and long term career goals since both of those factors have a major impact on your college experience. Photo credits:

              Main Image credit: Twinkle Eyes… JH Images.co.uk on flickr

              Featured photo credit: Twinkle Eyes, jhimages.co.uk via flickr.com

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              Published on December 17, 2018

              15 Important Interview Questions to Ask Employees During an Interview

              15 Important Interview Questions to Ask Employees During an Interview

              The importance of asking great questions cannot be overstated. Great questions help you discover new things, diagnose existing problems, and explore how well solutions are working in your life or business. Whether you work with consultants, executives, or entry-level employees, you cannot skip questions.

              Now imagine running a company where sustainability and profitability depends on your ability to determine the brightest minds and skills in the industry in a single conversation:

              How do you know they’re the perfect fit for you? How do you assess their communication skills? How do you know they won’t cost your team in the long run?

              You know it already; ask great questions!

              The concept of asking questions isn’t new but there is a great chance that you’re not taking full advantage of it. A Harvard Business Review article refers to questioning as a powerful tool that unlocks value, fuels innovation and performance improvement.[1] As a hiring manager or recruiter, how to you get this information when you’re meeting a candidate for the first time?

              Ask great questions, of course.

              Without further ado, here are 15 interview questions to ask employees during an interview:

              1. “What are your career goals?”

              Another version of this question is “What types of problems do you see yourself solving in the future?”

              This question is almost never asked and when it is asked, most questions are geared towards knowing how long the employees intends to stay in the company.

              Instead of asking leading questions that would steer employees into declaring undying loyalty for the organization, ask what types of problems they hope to solve in the future.

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              This does two things:

              1. It reveals the skills and interest in your employees.
              2. It lets you know what types of candidates you are attracting in the first place.

              With this, you’re able to trend this data to improve how you market your job opening. And if employee retention is pertinent to you, you can use this information to improve the job function so that future employees can see their future selves in this role.

              2. “Why do you think you’re a great fit?”

              It is important to go beneath the surface to ask questions that make the candidates speak about themselves in their own words. However, a surprising benefit of asking this question is that you’re able to determine how well-versed a candidate really is with the company’s challenges and goals, in addition to their personal attributes.

              Instead of listing off accomplishments, an exceptional employee is able to help you see how these previous accomplishment can translate into helping your organization solve its current business problems.

              3. “What do you hope to learn from this role?”

              The answers to this question can reveal if there is a job-skill match and if a linear career progression is expected.

              As you listen carefully and mind these answers from candidates, you begin to see trends in responses that help you refine how you develop roles, responsibilities, how employees see themselves, and what they want their career to look like.

              4. “How do you deal with conflict between colleagues?”

              Almost every breakdown in relationship is caused by miscommunication or lack of effective interpersonal skills. But a solid indicator of how well a person communicates is how they manage interpersonal conflict.

              Conflict management skills is no longer something required only for corporations who wish to settle million-dollar lawsuits. It’s an essential skill that every worker ought to possess and can make or break an organization.

              Tip: Ask for a time when they didn’t get along with a co-worker and how they resolved the conflict.

              5. “How did you learn about this position?”

              Asking how they learned about the position reveals how the brand is perceived by the outside world. This way, you know if your current employees is your biggest source of referrals for qualified applicants.

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              This also lets you know how effective your current staffing processes are and which channels are worth the effort.

              6. “Why are you interested in this position?”

              Again, another seemingly basic question. But when you field applications from candidates who are transferring their skills from a different department or industry, you want to know why the change was made.

              What led to the aha moment? What was the internal struggle like for them? What stands out to them about this particular position? Very important.

              7. “What excites you the MOST about this position?”

              After establishing how passionate they are about this position, it’s not unusual that you would want to know what tasks and responsibilities excite them most. With this knowledge, not only are you aware of their sense of ownership, you help nurture these skills by encouraging and facilitating the discovery of hidden potential in your employees.

              For example, a hospital nurse might detest inserting intravenous catheters in patients but jump at the task of motivating colleagues and initiating stress-reduction activities on hospital units. An office employee might cringe at the thought of public speaking but excel at creating world-class presentations.

              While you can’t exempt your employee from every task in the role because they favor one thing over another, you are more aware of how rich your existing talent pool is in your organization and can utilize your talents effectively.

              8. “What do you consider your weakness?”

              Why should you ask a candidate what his or her weakness is when all you want is someone perfect?

              Admitting a weakness shouldn’t automatically disqualify a candidate. Rather, it reveals to you how self-aware the candidate is.

              Self-awareness is essential to personal and professional development, and this is sometimes a precursor to how self-directed a person is regarding their career goals.

              There are arguments about the need to abolish the weakness question from interviews because it reduces candidates’ accomplishments. I disagree.

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              Asking employees about weaknesses lets you understand your employees better so you can not only create a work environment that is smart, you’re able to design professional development programs that can strengthen these weaknesses.

              9. “What will you find challenging about this position?”

              Maybe you don’t want to ask the ”weakness question.” Maybe you’re more concerned about the capacity to perform in the current job rather than their job history.

              Still, you want to know if you have a creative problem solver and how they feel about potential problems when they arise. You also want to anticipate how your employees will adjust to their roles once they are successfully hired. Self-awareness about one’s ability and limits can be observed by asking this question during an interview.

              Note: This question should never be asked with a malicious intent. Exceptional employees come with flaws and this should be expected. They key is knowing whether the successful candidate is willing to be a problem solver.

              10. “What additional support will you need during your transition?”

              This is a very important question during the interview question because not only is the labor market diverse, the response to this question can be used to develop the orientation process and additional training materials.

              As a mentor to newer nurses, this is a question I repeat more than 50 percent of the time during the orientation period. The responses I get provide me with insights into what employees really consider as constraints so that I can make their transition as smooth as possible.

              11. “What qualities do you desire in a leader or manager?”

              Not everyone desires a manager who provides direction while giving you free rein to make your job your own. At the same time, some employees might prefer a manager who is detail-oriented and provides all the answers.

              Knowing this before a candidate is hired can prevent conflict arising from differences in communication or management styles.

              12. “What do you do if you don’t agree with your manager’s decisions?”

              Conflict not only happens between employees. According to a study of conflict in the Canadian workforce,[2] about 81 percent of people leave the organization as a result of conflict.

              The purpose of this question is to determine how adaptable an employee is to different communication styles, what they consider deal breakers, and how they model desired behavior when conflict arises.

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              The responses to this question allows you to manage expectations and an indication for leaders to continuously work on their communication and conflict management skills.

              13. “What would make this company an amazing place to work?”

              Maybe you can’t provide free lunches or paid hours of free time at work like bigger companies. But answers to this question can reveal a lot about what employees think is crucial to well-being.

              In a study of nearly 17,000 employees,[3] it was noted that an increase in stress level is directly correlated to workplace injury. While this interview won’t eradicate organizational constraints or stressors, feedback from candidates and employees on what makes a company a great place to work is the perfect place to start.

              14. “What other questions do you have for me?”

              Although this is a conversation to determine the best fit for your team, company, or organization, the interview goes both ways. Yes, you are also being scrutinized by your interviewee.

              The purpose of this question is to create space to answer the candidate’s questions about your organization. You also get to provide insight on processes, expectations, team culture, and information that isn’t readily available on the company website.

              15. “Tell me about yourself”

              If everything else seems too much, lead with this timeless question. You simply cannot go wrong here.

              Sometimes, the best answers come from open-ended queries. This is your best chance to know the candidate’s history, career accomplishments, and get a feel for their career goals all at the same time.

              It is less intrusive and leading with this question makes it easier to approach other questions––depending on how sensitive the position is.

              The Bottom Line

              Conversation is a two-way street. Good questions can give you great insights into the value an employee can bring to your company. But there is an art and science to asking questions.

              While you won’t become an expert right off the bat, these questions provide a good foundation to start from if you want to attract and retain top talent in your organization.

              More Resources About Job Interview

              Featured photo credit: Drew Beamer via unsplash.com

              Reference

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