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HBCU Student Opportunities for the Week ending February 22

This newsletter is sent to The HBCU Career Center from The White House Initiative on Historically Black Colleges and UniversitiesWhite House Initiative on HBCUs

1. The Center for Advancing Opportunity

The Center for Advancing Opportunity (CAO) is searching for Doctoral, Graduate and Undergraduate HBCU students passionate about eliminating inequality and pursuing careers that can contribute to achieving this goal.

CAO awards scholarships/fellowships on a competitive basis to undergraduate and graduate students who are studying Business, Criminal Justice, Economics, Education, Philosophy or Political Science and are interested in pursuing research in education, criminal justice, or entrepreneurialism.

Scholarships/Fellowships are awarded on the basis of academic excellence and demonstrated interest in CAO’s mission and vision.


Undergraduate students are eligible to receive up to $7,500 a year for applicable to tuition, fees, or other expenses.


Enrolled full-time as a HBCU student at any four-year HBCU

Must be pursuing a degree in an eligible discipline (Business, Criminal Justice, Economics, Education, Philosophy, Political Science or Sociology)

Minimum GPA of 3.0

A citizen or permanent resident of the United States of America

Classified as a rising junior or senior as of Fall 2018

The applicant must be involved in pursuing research in education, criminal justice, or entrepreneurialism

CAO FELLOWSHIP  Graduate/Doctoral students are eligible to receive up to $40,000 a year for applicable to tuition, fees, or other expenses. Requirements:

Be a current doctoral or graduate student at an accredited college or university

Have applied to a doctoral or graduate program and awaiting a decision from the college or university

Must be pursuing a degree in an eligible discipline (Business, Criminal Justice, Economics, Education, Philosophy or Political Science)

Must have received a four-year degree from an HBCU

Provide 2017-2018 student aid report (received from FAFSA)

Minimum GPA of 3.0

The applicant must exhibit a continued interest in pursuing a career aimed at furthering education, criminal justice or entrepreneurialism research at HBCUs

The applicant must be interested in pursuing research in education, criminal justice, or entrepreneurialism

A citizen or permanent resident of the United States of AmericaInterested students should visit www.tmcf.org/our-scholarships to apply

2. J.P. Morgan Career Development Conference Opportunity for Female HBCU Students

J.P. Morgan Chase will be hosting a special 2 Day conference for female students in their Sophomore year in college where they are offering an all-expense paid trip to New York to experience a career development and exposure opportunity in Corporate and Investment Banking. We would like to share the opportunity with your Sophomore students and those graduating in the class of 2021 such that they may take advantage. J.P. Morgan has allocated at least 50 spots to HBCU students coming in through HBCU CONNECT. If you have any interested students please have them register on our website: www.hbcuconnect.com/jpmorgan-cib Full details are as follows: Join the Corporate & Investment Bank Women’s Conference What is the CIB Women’s Conference? This two-and-a-half day diversity women’s conference will provide you with a solid foundation of financial and business knowledge. What to expect • Deep dive educational sessions into the Corporate & Investment Bank (CIB) business areas • Career readiness workshops • Committed mentorship to help provide guidance and support • Supplemental online activities (i.e. financial modules and other relevant courses) These sessions will provide you with the opportunity to meet with our senior leaders across the CIB business, and position you to be successful and make an impact in your career.

Who are we seeking? • Highly driven and exceptional sophomores • Sophomore female students (graduating in 2021) from diverse backgrounds, including Black and Hispanic students • Talented individuals who are driven with strong intellectual curiosity • Don’t require visa sponsorship • GPA above 3.2 If you are looking for an event that affords you the opportunity to be given a deeper insight into investment banking, sales & trading, research, risk, treasury services, don’t hesitate to apply.

This invite only event will take place on: Date: Monday, April 15th – Wednesday, April 17th Location: J.P. Morgan New York City Office J.P. Morgan will provide flight and lodging accommodations for students chosen to attend this event. Space is limited and invitations will be sent to confirmed attendees. Deadline is Sunday 3rd March Register Now: http://hbcuconnect.com/jpmorgan-cib

3. Register Today! CDFA Federal Policy Conference — April 16-17 in Washington, DC!

CDFA Federal Policy Conference April 16-17, 2019 in Washington, DC

On April 16-17 in Washington DC, CDFA will host its 2019 CDFA Federal Policy Conference, featuring development finance experts and practitioners from key federal agencies, congressional offices, and policy organizations. The CDFA Federal Policy Conference will highlight rural and urban financing programs, the Opportunity Zones incentive, programs for supporting small business development, as well as financing programs for infrastructure, energy, brownfields remediation, and water systems financing.

Hosted at the Washington Marriott Georgetown, the two-day CDFA Federal Policy Conference will feature conference panels and workshops led by our federal financing partners at the Departments of Housing and Urban Development, Agriculture, Transportation, and Treasury, as well as the Economic Development Administration, the Environmental Protection Agency, and the Small Business Administration. Space is limited – register early to secure your seat! Topics covered include: – Sustainable Infrastructure Finance – The Federal Financing Landscape – Urban and Rural Financing Approaches – Federal Grant Application Strategies – Opportunity Zones and Federal Financing Collaborations

4. Workforce Recruitment Program, The 2019 WRP database is now available!

Do you need highly qualified candidates for jobs at your agency? The Workforce Recruitment Program can help!

The WRP is a recruitment and referral program that connects federal and private sector employers nationwide with highly motivated college students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs.

Annually, trained WRP recruiters from federal agencies conduct personal interviews with interested candidates on college and university campuses across the country. Candidates represent all majors, and range from college freshmen to graduate students and law students. Information from these candidate interviews is compiled in a searchable database that is available through this website to federal Human Resources Specialists, Equal Employment Opportunity Specialists, and other hiring officials in federal agencies.

Start using this resource today by clicking the registration buttons on the right OR sign in using your e-mail address and password.

WRP is recognized by the Office of Personnel Management (OPM) as a model strategy in its guidance to federal agencies regarding the recruitment and hiring of people with disabilities. Since the program’s expansion in 1995, over 7,000 students and recent graduates have received temporary and permanent employment opportunities through the WRP.

WRP is managed by the U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) and the U.S. Department of Defense’s Office of Diversity Management & Equal Opportunity (ODMEO).

Want to learn more about WRP?

Are you a:

  • Federal Employer looking for top talent?
  • School looking to setup interviews for your campus?
  • Federal employee interested in becoming a Recruiter for WRP?
  • Student interested in learning how you can become a candidate for WRP?

The White House Initiative on Historically Black Colleges and Universities.

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Posted in Career and Industry Awareness, Employment Trends, HBCU Career Programs, Life After College, New Grad, ReSkill America, What Employers Want | Comments Off on HBCU Student Opportunities for the Week ending February 22

10 Things to Know about the Gig Economy

Gig Economy WorkersIf you haven’t heard the term “Gig Economy” before, let me explain.  The gig economy is the concept of short term jobs and projects everywhere and all the time.   Technology, of course, is enabling this new gig economy and companies like Uber, Lyft or Grub Hub are some of the familiar examples where workers can jump into to work and jump out of work at their own convenience.

Here are 10 things you should know about the gig economy.

1. Pew Research suggests that  “nearly 1 in 4 Americans now earn money from the digital platform economy.” Most of that work is for domestic tasks, such as housecleaning and repairs, or driving for companies such as Uber.

2. Before you think that gig economy work is not just for unskilled workers; think again.  Professionals like software engineers, HR professionals or Accountants are also participating in the gig economy with short term assignments.

3. There doesn’t seem to be any age limits for people working in the gig economy.  Your Uber or Lyft driver could be a medical student transporting paying passengers in between classes, a bank teller after hours making extra money after work or a retiree who spends the entire day driving.

4. There are 56 million freelance workers in the US partially because US workers are increasingly craving flexibility in their schedules and work locations.  These are key contributing factors driving the new gig economy.

5. There are some legal risks with the gig economy and depending on how you get paid, you may have to reconcile your taxes at the end of the year with the IRS.

6. Chances are if you are working in the gig economy, you are not getting any employment benefits like health insurance, retirement savings plan etc. from the employer.

7. Diane Mulcahy, author of Gig Economy, says that many companies will do just about anything to avoid hiring full time employees and love the idea of using just-in-time workers with no long term commitment.

8. The workers who are most successful in the gig economy are those who know how to manage their time and their costs effectively.

9. You can find gigs that suit your skill set and lifestyle through any number of gig economy websites like Behance, Fiverr, Freelancer, TaskRabbit, Guru and LocalSolo.  Job boards like Monster, CareerBuilder and TheHBCUCareerCenter.com also post short term gig jobs.

10. Although some gigs, like any other temporary job, could turn into a full time job, this is not likely, if this type of project work is preferred by employer.

Some believe the gig economy is not going to be as some people may have predicted.  Check out this article – The truth about the gig economy.

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Posted in Career and Industry Awareness, Employment Trends, Featured Employers, Job Skills, Life After College, Life at Work, Millennials at Work, ReSkill America, What Employers Want | Tagged , , | Comments Off on 10 Things to Know about the Gig Economy

5 Ways Recruiters are Using Artificial Intelligence in Hiring

Pexels-Photo-1367278Whether you know it or not, using Artificial Intelligence in hiring is becoming more widespread.

It shouldn’t surprise you because you are probably walking around campus with your smart phone or tablet cluttered with the latest apps to help you manage your life.  You are probably using apps to discover your favorite spots in your new college town, interacting with your favorite games and sports teams or your Alexa might even have woken you up today with your favorite programmed music.  You may even have interacted with artificial intelligence to schedule yourself for a job interview before.  You just didn’t know it.

If you haven’t already heard it, you should know that there is an emerging interaction that could impact you soon.  That new interaction will be with artificial intelligence in hiring processes when you are looking for internships or looking to land jobs and careers after graduation.

Studies from Oxford University, McKinsey and Pricewaterhouse Coopers forecast that up to 50% of current jobs could be replaced by smart machines within the next 20 years.  You probably already know that about 5 million jobs have been lost to automation since 2000.  Read the linked article and learn more.

However, that’s not what I am talking about here.  We will talk more about that many more times as the workplace changes.  Right now, I am just letting you know that, based on my recent research where I interviewed Human Resource professionals from major corporations, these are five of the ways that recruiters are currently using artificial intelligence in hiring.

HR is using Artificial Intelligence in Hiring

Ai is being used for sourcing applicants.  Your social media profiles have never been more valuable to you as a job seeker.

Ai used for screening applications.   You have heard that recruiters spend about twenty seconds looking at your resumes.  Well artificial intelligence is shaving time off this process even more.  Ai is screening applications in and out of contention very quickly.

Ai used to improve applicant user experience.  Do you have a question during the application process and wish you had someone to speak with? Well you can probably get answers from AI powered chat bots that could tell you where in the process you are, what might be missing from your application or what to expect in the next steps.

Ai used to market and brand their organizations.  So, you are perusing your favorite sites on the internet and ads for jobs, internships or organizations in which you might be interested, appear.  Companies trying to get your attention could start marketing their jobs to you, just like they market sneakers to you.

Ai used for predictive analytics.  Companies capture tons of human resources data.  They have data on who they hire, who they didn’t hire, who does well in their company and who didn’t do so well.  Imagine organizations then feeding that data back through artificial intelligence tools, that will help them create stronger profiles of the ideal hire.   The average cost of hiring a new employee is about $4000.  Employers are thinking Ai can help them lower those costs and find better quality hires in the process.

Just reading through that list of five ways companies are using artificial intelligence in hiring, I am sure your mind was probably racing about all the ways you could be included or excluded as a job seeker.  You are probably asking the question – How am I supposed to get past the algorithms that make Ai work?  We will talk more about that later.

For now, my goal is that you become aware.

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Posted in Artificial Intelligence in Hiring, Career Advice, Career and Industry Awareness, Diversity Recruiting, Employment Trends, Job Search Tips, New Grad, Niche Job Board, Social Media Job Search, What Employers Want | Tagged , , , , , | Comments Off on 5 Ways Recruiters are Using Artificial Intelligence in Hiring

Union of Concerned Scientists – Featured Employer

Union of Concerned ScientistsThe Union of Concerned Scientists is a Featured Employer at The HBCU Career Center.  They are a nonprofit with offices located in Cambridge, MA; Washington DC; Oakland, CA and Chicago, IL.

Their website states the following as their mission:

…”Working to solve some of our planet’s most pressing environmental and safety problems. Our scientists and engineers develop and implement innovative, practical solutions for a healthy, safe, and sustainable future—from combating global warming and developing sustainable ways to feed, power, and transport ourselves, to fighting misinformation, advancing racial equity, and reducing the threat of nuclear war.”

If these types of issues are important to you and you get excited about mission driven work, you should explore the organizations’ vacancies posted at The HBCU Career Center.  They frequently posts internships and career opportunities for their offices throughout the country.

The agency expresses a commitment to diversity and equity in hiring and you can find a complete list of employment benefits on their website.

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Three Ways Tech Will Drive Workplace Changes in 2019

In many ways, the workplace has always been a kind of an agenda barometer. The way things are in a professional setting doesn’t exactly mirror the real world, but it certainly paints an apt picture about where people’s heads are at. All this is to say that when a paradigm shifts inside the workplace, one can rest assured that it’s probably shifting everywhere else too. Even though 2018 is in the rearview, it was a year of big changes to the actual way people work. Here are three ways tech will drive workplace changes in 2019.

Knowledge Work Automation

Knowledge Work Automation is defined as: “the use of computers to perform tasks that rely on complex analyses, subtle judgments, and creative problem solving.” Basically, everything we’ve been made to think that machines don’t do very well. But that’s changing, and rapidly. HR professionals can now use AI to sift through millions of applications and cover letters. Food retailers can use AI, and not humans, to make complex, yet very precise orders from anywhere at the drop of a hat. Now, these new technologies haven’t accounted for systemic bias’, and a myriad of other practical concerns, but there is no walking them back now.

Chirag Bhayani

Chirag Bhayani-Flickr

Interestingly, given the current state of technology, McKinsey reports that less than five percent of the jobs on the planet could be fully automated. Yet, somehow, more than 65 percent of Americans believe that in 50 years robots and computers will do a lion’s share of the work that humans do today. Hilariously, 80 percent of Americans also think that their job and profession will go unchanged in the next 50 years. This illustrates not only a lack of imagination, but the continued elevation of the idea that most work is quintessentially human. We live in an era where humanity is finding new ways to automate a whole lot more than an assembly line.  It’s likely that 2019 will see more than low skill and menial workers being phased out by AI.

The Continued Collapse of Physical Retail Locations

Retail used to be, and in many ways still is, the holy grail of easy entry ‘learn on the job’ work. But, in 2019, it’s hard to say how long it’s going to remain a viable option for the everyday worker.  The change seems strange on the surface too. The US economy is on the up and up, and unemployment is at an all time low, so why have Payless and Toys ‘R’ Us filed for bankruptcy? Why did Sears close 63 stores and 150 of their other locations (namely KMart’s) last year?

Stock Catalog- Flickr

Stock Catalog- Flickr

The answer is simple enough. Unlike vetting potential job candidates for a headhunting firm, it is really easy to teach a computer how to ring people out at the grocery store. The result is that more humans are being phased out of retail work by AI. Consider the fact that 64 percent of American households have an Amazon Prime account. An even greater share of Americans (79 percent) now claim to shop online. Hell, Amazon even owns Whole Foods, and that means more groceries delivered by drones and bought online. To make up for this, a lot of supermarkets and other large scale retailers, are pushing for more online shopping (Walmart needed a new website why?) incentives and electing to spend less on in store employees.

The Customer Isn’t Always Right Anymore

For a long time, in the spirit of making money — the main thing that businesses do — it was believed that accommodating the customer at all costs was always the best move. The only problem with that mentality is that events, social issues, and the sentiments that propel them forward, are way too visible in 2019. Thusly, companies like Reddit, Twitter, and Facebook that got their start as digital-free-for-alls are now coming to grips with the need to ‘correct’ or ‘check’ the behavior of their own customers. These new rules for consumer conduct are effectively one of the only barriers between people online and unfettered hate speech and misinformation.



Facebook is one of the most popular companies in the world, and their effort to look at their customers and effectively say “We’d rather you not shop here” is huge. It’s that kind of effort that inspires other companies to accept the simple fact that some censorship in this case, doesn’t mean profit purgatory. There is just asa  much money in standing up against certain types of bad behavior as there is in creating a space where it’s totally unregulated.

Article by Raz Robinson, journalist and freelance writer, based in New York City and Philadelphia. You can connect with him on LinkedIn, email at razrobinson9(at)gmail(dot)com, or follow him on Twitter @razrobinson.

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Posted in Career and Industry Awareness, Employment Trends, Life at Work, Millennials at Work, Tech Applications for Professional Success (TAPS), What Employers Want | Tagged | Comments Off on Three Ways Tech Will Drive Workplace Changes in 2019

Millennials at Work: Four Workplace Paradigm Shifts For 2019

Almost two decades after the year 2000, there are still no shortage of complaints being made about millennials. But the fact remains clear— those whiny-screen-addled-gluten-free-sheeple have shaken the workplace to its core. In 2018 it felt like a near forgone conclusion that America’s largest generational workforce would continue to defy more than a few conventions that up until this point, have remained near and dear to the American job machine. Here are four workplace paradigm shifts championed by millennials in 2018 that are sure to continue on in 2019.

The #MeToo Movement



Americans have taken issue with the sexual misconduct of their elected officials before. Donald Trump’s infamous “grab em’ by the pxxxx” remarks, the Monica Lewinsky scandal, all the way back to Anita Hill’s testimony at Clarence Thomas’ Supreme Court confirmation hearings. Still, the debate surrounding the appointment of Supreme Court Justice Brett Kavanaugh, despite allegations that he had brutally assaulted Christine Blasey Ford as a young man, shone a light on the issue unlike any in the past. Sadly, the number of workplace assault complaints are still stifled by a very reasonable fear of retaliation.  That said, an official EEOC report found that the number of workplace sexual harassment complaints has increased; citing a younger workforce as the primary driver.  

The Gig Economy

Okay, so chances are, your last Uber driver wasn’t exactly a spring chicken. Regardless, that pre-vetted emergency sitter you hired for $20 an hour — they could very well be finishing their senior year of college. That totally insured dog walker who’s making sure that your furry bundle of joy doesn’t ruin the carpet while you’re at work? Yeah, the one being paid $8.40 an hour, them. They’re likely splitting that meager sum with some poorly managed dog walking app, run by some chump in a corner office across the world. Yeah, millennials will take less money to do what they love, but that comes at a cost. That means more of them rely on the gig economy to make ends meet.



The problem with easy access to drivers, baby sitters, dog walkers, etc is that for it to cost the consumer and the company less, the actual worker usually ends up doing it for less as well. That seems a lot worse when you consider the fact that clients who hire from the gig economy pool aren’t usually living paycheck to pay check, but the young people they employ are.

Continued Reorienting of The Corporate Culture

While the corporate sector is typically first in line to utilize radical new cost cutting measures, it often lags behind when it comes to accommodating radical social change. But, as millennials enter the workforce in droves, a lot of new issues are finally getting the shine they deserve in that space. We still live in an era where dread locs or anything more adventurous than the MLK bald fade might still get you laughed (or at least uncomfortably ignored) right out of a corporate board room. Despite this, more millennials become their own bosses and hire from talent pools that are habitually looked over by the corporate world.



CEO’s are having to come to grips with the reality that finding the right talent might require a serious reassessment of who gets a seat at the table, or rather, who doesn’t and why. But this slow change doesn’t hinge solely on an aesthetic shift. The gender wage gap for example, within the millennial workforce, is much smaller. Not to mention that more millennial dads are taking advantage of things like paternal leave and working from home. This has forced a lot of companies from Netflix to Etsy into a position where they offer real leave benefits to fathers rather than assume that they don’t need time with their new child.

The New, “Is this because I’m…?”

In a manner that was both surprising and yet eerily predictable, people were decidedly split when news dropped that Colin Kaepernick was being endorsed by Nike. The NFL had certainly done poorly by a man who was simply kneeling to acknowledge the humanity of his own people, or put another way, 70 percent of NFL players. Kap deserved a come up. But on the other hand, who is Nike, the reformed sweatshop overlord, to talk about all this social justice? As proud as people were that Kap’s cause was getting million dollar support, there were those who saw it as a betrayal of a less tangible ethic that would sooner fall on its sword than side with the likes of Nike. In the workplace, a new generation of millennials will have to continue asking themselves the hard questions about their place in a new and profitable social landscape.



One doesn’t have to be a master of observation to realize that there are more people walking around as proud and aware members of marginalized communities today than there were just a decade ago. While that means more businesses catering to marginalized communities (a net good), that’s not all that comes with it. Naturally, large companies will do what they have to in order to capitalize on the current zeitgeist: identity. That is to say, that millennials and every one who comes after them will find there to be a very fine line between adding to a company’s culture, and becoming their diversity statistic.

Article by Raz Robinson, journalist and freelance writer, based in New York City and Philadelphia. You can connect with him on LinkedIn, email at razrobinson9(at)gmail(dot)com, or follow him on Twitter @razrobinson.

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