Wednesday, November 10, 2010


If you really want to be a hot commodity within the Fashion Design or Fashion & Retail Management world, you'll need a solid resume to accompany your college degree. You need a work history that demonstrates your commitment to the industry. We recommend you pursue internships while you are in school and possibly executive training programs upon graduation.

Just to help you get creative in your internship search, we've posted some ideas here. Keep in mind that most of these programs are VERY selective, and they require that you apply well in advance. Some of these programs will also require professional references and a strong GPA. Some of these are local, some are not. Read carefully!

Here you go...

This WEBSITE lists fashion-related internships nationwide.

Disney College Program
Sears Holdings

Neiman Marcus
Saks Fifth Avenue
Sears Holdings
JCPenney (use the menu to select which training program is most appropriate)

Other local businesses to research and contact:

Tandy Brands
Dallas Cowboys Merchandising
BioWorld Merchandising
Sharon Young, Inc.
Mike Benet Formals
Unique Tailors
The Fitting Room
Pier One
The Cheerleading Company
Spirit Innovations
St. Pucchi Bridal

Wednesday, November 3, 2010

Crash Course in NOT getting "Screend Out"

This is a long article but CRITICALLY important. We received this from the Professional Resume Writers Association. Read on...

"Screen Out"
By Diane Hudson Burns, CPRW, CEIP, CPCC, CCMC

Career Marketing Techniques

The employee selection process is very much a screen-out process. Recruiters and hiring managers have a plethora of résumés to review to create the short list of candidates to be interviewed. So, at every opportunity, there are screen-out measures throughout the application and selection process.

Side note: This is also true for federal HR specialists and hiring managers. Federal announcements go so far as to clearly indicate to applicants that if they fail to accurately complete any part of an application process they will be disqualified. Which means, a highly qualified and otherwise desirable candidate may be removed from competition
simply because they failed to submit transcripts with an application (screen-out factor).

Screen-out Factors in the Résumé

Since the process from the hiring side is screen-out, HR specialists can easily move through résumés and discard any potential candidates whose résumé does not adequately meet the recruiter’s requirements for an open job order. For example, an employment specialist may shrink a large pile of résumés by screening-out for the following issues:

* Missing a clear objective: If the résumé is missing a clear target, the HR specialist will not spend any time trying to review the résumé in-depth to determine the candidate’s areas of expertise.

* Missing a chronology: Résumés that do not provide an employment chronology raise red flags - the HR specialist may wonder what the candidate is trying to hide.

*Typos and other grammatical and spelling errors. HR specialists tell me that they like clean, well-written résumés - this is also a reflection of how the candidate might perform on the job.

*Gaps in time: If the résumé has gaps in time that are not justified, recruiters may not spend time to contact the candidate to determine the reasons for the gaps in time.

*Missing dates: Lack of dates is a red flag for an HR specialist - again, what is the candidate trying to hide (age, gaps of employment, etc.)?

*Missing education: If the announcement requests a specific degree and the résumé does not indicate the required degree - it is easy for the HR specialist to move on to the next résumé.

*Missing experience: If the resume does not adequately express the number of years of experience required on the recruiter’s job order, then it is out.

*Missing skill sets: If the job order is for a Budget Analyst, and the résumé reads - Program Manager and does not describe budget analyst skills - it will not be a good fit for the job (even though the candidate may have stated “I can do the job”). The same goes for specialized skills like speaking a foreign language or having a specific Credential.

*Missing any required documents: Candidates need to be careful to follow the directions of a job vacancy posting closely and submit required documents, i.e., transcripts, letters of reference, a reference list, a salary history and salary requirements, samples of writing, letter of interest/philosophy, etc. Missing documents can easily disqualify a candidate - a requirement used as a screen-out factor.

Job orders are so very specific, that a generic, one-size-fits-all résumé is pretty much a screen-out. To bypass the screen-out litmus test, candidates who meet directly with HR or hiring managers, perhaps via a networking contact, may have an opportunity to express their skills and experience in person - and get screened-in.

Screen Out Factors in the Interview

*Appearance / Dress for success: Candidates need to dress according to the culture of the company; or very professionally. First impressions are formed in the interviewer’s mind in 30 seconds - and there are no second chances for first impressions.

*Poor body language: Interviewers I speak with tell me they like a candidate who provides eye contact; a candidate who does not provide eye contact is normally out. Interviewers also like solid handshakes - not wimpy handshakes. Irritating hand gestures, standing up and pacing during an interview, or placing feet on the interviewer’s desk are all screen-out factors.

*Being too much of a generalist: Just like a “general” résumé is a screen-out, so too is a ‘generalist’ attitude in the interview. Trying to impress the interviewer with a “jack-of-all-trades / I can do anything” attitude can be an interview killer. Hiring managers want to hire candidates who have professional expertise in a specific industry or functional area.

*Using the cell phone during an interview. It seems obvious, but candidates should be instructed to leave a cell phone in the car or be certain it is off during the interview.

*Barking dogs and screaming children during a phone interview: This scenario leads the interviewer to believe the candidate did not plan the interview time well; and it can make for a challenging interview/conversation.

*Telling personal information or irrelevant information: Interviewers want to learn about a candidate’s professional skills and competencies and how they can function on the job - interviewers do not normally ask about personal information, and some questions are illegal (age, for example - unless the position has an age requirement, i.e., law enforcement professionals).

*Making rude or biased remarks: Disparaging a former boss or company is a quick screen-out for interviewers.

*Describing weaknesses in detail. Candidates need to be careful to describe a weakness, that they can work to improve. If the weakness, however, is angry outbursts, and the applicant was fired from two previous jobs for angry outbursts, then that may not be a good example to use in an interview.

*Not having any weaknesses: One hiring manager that I spoke with said he asked a senior level candidate what her weakness was, and she replied, “I don’t have any weaknesses.” He said, “That pretty much ended the interview she’s out.”

*Not being a team player: Much of the interview is for the hiring manager to determine if the candidate is a team player - will the candidate fit in on the team and help the supervisor, department, and company be successful? So, a hiring manager told me that he asked a candidate who was being considered for a supervisory role, “Do you prefer to work alone or on a team?” The candidate replied, “If I had it my way, I would work alone in a corner, and never talk to anyone.” He’s out.

*Introducing the discussion of salary and benefits during the interview or before an offer is presented: Asking for money sends the message that the candidate is motivated for personal reasons - salary and benefits - as opposed to being motivated to see the company succeed.

*Not asking questions of the interviewer: Interviewers want candidates to ask questions - they want to know that candidates have an interest in the position and the company. Candidates may ask questions about what skills the employer wants the person in the job to have to be successful, or perhaps, questions about what initial challenges the candidate will tackle when he/she first joins the company. Other questions may be introduced as the interviewer
describes the position and the company in more detail. The wrong questions to ask, include, “Tell me about your mission.” Job candidates should do their due diligence and research the company in advance of the interview. Interview questions can be tough to answer - and can range from “What is your favorite flavor of ice cream?” - to - “When I call your current boss, what will he say about you?” - to - “Why are you interested in working for us?” - to - “Tell me why you are the best person for this job?” - and so on.


With recruiters receiving hundreds and sometimes even thousands of résumés for job openings, they are busy screening-out at every turn.

Candidates need to focus on screening themselves in, through the résumé and interview process, and carefully evaluate their résumé and interviewing skills.

Tuesday, August 31, 2010

Fall Fashion Show!

Polish and Barneys New York at NorthPark presents a runway style celebration highlighting the hottest looks of the fall season for women from Barneys collection.

Immediately following the show join us for an exclusive after-party featuring goodies and glam.

23 September 2010 / 6:30 pm

Barneys New York NorthPark Center
8687 North Central Expressway Suite 1224 Dallas, TX 75225

TICKET PRICES (Limited seating. Get your tickets now!)

Front Row VIP: $50 (with VIP gift bag)
Second Row VIP: $40 (with gift bag)
General Admission: $30 (with gift bag)

** There will be no ticket sales at the door.

Barneys New York, Society Bakery, Molton Brown ,
Jennefer Wilson Photography, Catered For You ,
Campbell Wagner Agency

Friday, August 20, 2010

Styling Event for Students...

Neiman Marcus Public Relations sent this information about an EXCITING styling event for students!

Click to enlarge the invitation, and PLAN TO ATTEND THIS EVENT!!!

Tuesday, August 17, 2010

Voice Your Opinion

Mark your calendars for Monday, August 23 at 11:30am in the Chef's Gallery. Your future employer will want someone who can use their noggin, and this is the event to prepare for that...

Monday, July 26, 2010

Terminology 101 - Haute Couture and Other Price Points

Fashion students are called upon to determine their target market for garments they are designing, and a strong (and realistic) understanding of price-point terminology is important. What price-point term do you think is probably the MOST overused? Yep - you guessed it - "Couture." So, here is a quick lesson in price-point terminology:

Turns out, the Paris Chamber of Commerce decides who qualifies to claim their designs are "Haute Couture"! I found this definition for Haute Couture on Wikipedia to clear things up:
"In France, the term haute couture is protected by law and is defined by the Chambre de commerce et d'industrie de Paris based in Paris, France. Their rules state that only "those companies mentioned on the list drawn up each year by a commission domiciled at the Ministry for Industry are entitled to avail themselves" of the label haute couture. The criteria for haute couture were established in 1945 and updated in 1992.

To earn the right to call itself a couture house and to use the term haute couture in its advertising and any other way, members of the Chambre syndicale de la haute couture must follow these rules:

1. Design made-to-order for private clients, with one or more fittings.
2. Have a workshop (atelier) in Paris that employs at least fifteen people full-time.
3. Each season (i.e., twice a year), present a collection to the Paris press, comprising at least thirty-five runs/exits with outfits for both daytime wear and evening wear" (Haute Couture, 2010).

And, by the way, if you are drinking Champagne that wasn't made in Champagne, France? It's just sparkling wine. Those crazy French with all their rules...

Other price-points are:
Designer Contemporary
Low-End Contemporary
Mass Merchant

Some of the lines become blurry between these price-points, but understanding the terminology will make you a better young designer!

Haute Couture. Wikipedia, 2010. Retrieved from on July 26,2010.

Wednesday, May 12, 2010


Click to enlarge...