Dear Undecided Student…


Once you’ve begun to think about why you might be undecided about a major, you will recognize that the work of coming to a decision about a potential major will need to be done by only you. Here are some things that could help and support you in the process.

Deflate some myths.
Myth #1 – “I’ll just figure it out eventually.” – Just waiting and hoping will not necessarily help you explore. You will need to do some work to find a path.

Myth #2 – “I’m the only one who doesn’t have a plan.” – You may feel that you are the only one who has not chosen a major. The reality is that at many colleges more students enter as undeclared students than anything else.

Myth #3 – “Once I’ve chosen a major, I won’t be able to change.” – Some majors are easier to change than others, but no student should continue in a major that they feel is not the right fit. If a student feels that the major is not working for them, they should talk to an academic advisor or trusted professor. Obviously, the earlier a change takes place the easier it will be. A change may take place easily, or a change may require an extra summer class or even an extra semester, but changes of major are possible, are sometimes the very best choice for a student.

Myth #4 – “When I choose a major I’ll have chosen a career for my entire life.” – This myth is a two-fold concern. Understand that a major is an area of study, a subject that you enjoy, not necessarily a career choice. That major may lead to a specific career, but it may not. Let me remind you too, that most people today change jobs and even career paths several times throughout their lives. You can expect to make changes in direction as you move through the workplace.

So when you start to think about the major you are considering, ask yourself some questions.

• What majors am I considering? Why those? What do people do with those majors?
• What is my favorite subject? Why?
• What outside activities do I like?
• If I had a spare hour, what would I like to do? What would I pick up to read?
• What do I see as my greatest strengths? Weaknesses?
• Where do I picture myself 5 years from now? Ten years? What environment would I see myself in?
• What resources are available at school to help me consider my options?
• What are I doing to work on deciding about a major?

This is a big decision and it may be difficult to step back and make this decision. Just remember to enjoy the path to the discovery

Undecided students; how can you help. (2015, October 1). Retrieved from

Handling illegal interview questions

Handling illegal interview questions

Terra Dourlain — There are several questions that employers may not legally ask applicants. Federal law attempts to ensure that candidates are hired on job qualifications and not by prejudicial criteria.

Questions structured to obtain information on race, gender, religion, marital status, age, physical and/or mental status, ethnic background, country of origin, sexual preference, or any other discriminatory factor are generally illegal as grounds for making employment decisions. With few exceptions, these factors contribute nothing to your ability to perform a job, and an employer must substantiate those cases where a direct relationship is thought to exist. Anything that is not a bona fide occupational qualification may not be covered directly, although the interviewer may seek the information indirectly.

So, how do you handle an illegal interview question? First it is important to assess the intentions of the interviewer. Most illegal interview questions are asked in true innocence — or, better stated, in true ignorance: ignorance of the law, ignorance of what questions are proper, and ignorance of how the information could be used by others in a discriminatory way.

Ironically, most illegal questions are asked when the untrained interviewer is trying to be friendly and asks a seemingly innocent question about your personal life or family background. Therefore, any attempt by the candidate to assert his or her constitutional rights will merely throw up the defense shields and put an end to any future consideration for employment. Warning lights go on, sirens sound, and the interviewer begins backing down from what otherwise may have been a very encouraging position.

So what is the proper response? Any response depends on the particular situation and the personalities and motives of those involved, but overall you have three basic options: (1) answer truthfully if you feel your response will not hurt you, (2) inform the interviewer that the question is illegal and risk offending them and ending your chances for the position, or (3) base your answer on the requirements of the job and your ability to perform it. Here are a few examples of casually asked illegal questions and suggested responses:

Q: Does your family mind the travel required for this position?
A: I am accustomed to significant business travel. In fact, I find being on the road invigorating, and my track record has been very consistent under these conditions.

Q: Are you religious? Will your religion prevent you from working extra hours or on weekends when we have a big project?
A: I suppose everyone is religious in their own way. I do not foresee any circumstances that would interfere with the quality or commitment of my performance.

Q: You have a very unusual last name. What is its origin?
A: It really is a mouthful, isn’t it? I’ve always used my first name and last initial in my business e-mail address, as it is easier.

Q: Are you planning a family in the near future?
A: Currently, I am focused on my career and although having a family is always a possibility, it is not a priority at the moment.

Q: How many more years do you see yourself in the work force (before retiring)?
A: In today’s world people don’t retire like they used to; some can’t. My career and my need to earn an income are priorities that I do not foresee changing in the near future.

How you choose to handle these types of questions depends on the perceived motivation of the interviewer as well as your desire to have the position. However, no matter how badly you want or need a position, always keep in mind that if a company is capable of asking illegal questions before you are an employee, there is a greater potential for mistreatment after you are hired.

Your best bet is to try and keep the interview focused on the qualifications of the position and your qualifications as a candidate. Blatant discrimination does take place. If it does and you are offended, you have the right to end the interview immediately (“I don’t think we’re a good match. Thank you for your time.”) — you never wanted to work there in the first place!

Terra L. Dourlain is the Managing Director of

(c) 2002

Are Women’s Colleges Doomed? What Sweet Briar’s Demise Tells Us

University of St. Francis started as an all female institution of learning.

The University of St. Francis was established in 1920 by the Congregation of the Third Order of St. Francis of Mary Immaculate for the education of its own members.

  • In 1925, under the title Assisi Junior College, its doors opened to women outside the congregation.
  • In the fall term of 1930, a senior college curriculum was established and a new name, the College of St. Francis was adopted.
  • In 1971, the college became coeducational, and the first off-campus degree programs began in fall of 1972.

More Recent Grads Are Quitting Their Current Jobs to Take Another

The number of Americans who are quitting their jobs to take new ones is on the rise, and recent college graduates are among the most aggressive of the bunch, according to a recent article in USA Today. Early in the economic recovery, many recent grads accepted jobs that paid little or didn’t fully tap into their skills, notes Mark Zandi, chief economist at Moody’s Analytics. Now, he says, they’re seeking better matches for themselves. The number of 16- to 24-year-olds leaving one job for another in the third quarter was up 14 percent over the year ago period, compared with a 9.5 percent increase for people between the ages of 25 and 54, notes payroll processor ADP.

Source: USA Today, December 7, 2014.