IntegraBlog

It's That Time...Graduation!

by: Mia Andrews | Recruiter

It’s that time of year…graduation time, when new graduates are either excitedly starting new careers or sweating that they picked the wrong major four years ago!  Despite the recent downturn in the economy, the job market for 2008 graduates is looking to be very promising. According to a recent study by the National Association of Colleges and Employers, the average starting salary offer is 4 percent higher for 2008 graduates than last year's alumni.  The study found graduates who will experience the highest increases are those with liberal arts degrees, whose average offer is up 9 percent.  Technical degrees and computer programming degrees saw substantial increases in offer amounts.  That said, new job opportunity has decreased in the industries hit hardest by the nation's recent economic troubles: finance and construction. According to the National Association of Colleges and Employers, new positions in finance and construction decreased by 7.5 percent and 2.8 percent respectively. Finance and accounting as well as business administration graduates will experience marginal offer raises compared to their 2007 alumni counterparts. 

 

Based on another hiring trends study conducted by Challenger Gray & Christmas with human resource professionals, 22 percent of U.S companies polled intend to hire more new grads this year than they did in 2007.  About 50 percent of companies will hire roughly the same number and only twelve percent of U.S companies are cutting back on entry level hiring, according to this study.  Recent graduate recruitment may actually be benefiting from the current economic slowdown due to the large number of baby-boomers retiring from higher level positions. Some baby-boomers may be taking early retirement instead of a layoff which opens a lot more opportunity for recent graduates to use their fresh talent to get a foot in the door with a company that is experiencing a loss of seasoned employees.

Dressing for the job!

by: Yin Lo | Client Relationship Manager

You’ve pieced together the perfect paper resume, which has helped you get a face-to-face interview with the hiring manager.  What now?  The next step will be to mentally prepare your self for the interview process.  Interview preparation will consist of researching the company, knowing your strengths/weaknesses going into the interview, and interview question preparation.  However, don’t forget one extremely important element that could make or break you—dressing for success! 

 

Time and time again, you’ve heard this phrase.  Unfortunately, it’s one of the most-said and under-used tips out there.  Truth be told, being well dressed will not alone land you the job but it will indicate to the employer that you’re serious about the position and company.

 

There is such a thing as overdressing but most often, job seekers are underdressed.  Either way—both can definitely hurt you.  Managers are given a short amount of time to interact with a candidate before having to make a hiring decision.  Therefore, their first impression of you will be a strong one.  Make sure it’s a good one!

 

Rule of thumb is to dress conservatively and professionally during the interview, no matter how the office dress code may be.  Depending on the company, there could be anywhere from 1-4 rounds of interviews (possibly even more for high-level execs!).  Make sure you have at least 2 sets or more of professional clothing.  Though extremely expensive suits (again unless you’re a higher-level exec) aren’t required, quality does matter—being too economical may not always be the best way to go. 

 

Men should wear a well-fitted dark one-breasted & buttoned suit (usually black or navy blue) with a white button up shirt and red or blue tie.  Matching dress socks are a must with black dress shoes!  You want to avoid flashy colors as this may draw unwanted attention, especially for a first round interview.  Being clean shaven is also important! 

 

Women should wear a well-fitted (but not tight) dark pant/skirt suit with a neutral colored blouse/button up underneath the jacket.  Skirts should not be more than 2” above knee length and don’t forget the neutral skin-toned hosiery—no matter how much you want to show off your summer tan!  Another important thing to remember is to wear dark colored closed-toed heels no higher than the traditional 2 ½ inches.  Make-up should give off a natural look and jewelry should be minimal.

 

Both men and women need to have combed and conservative hair styles.  Teeth should be brushed and though you may want to chew gum or have a mint before the interview, make sure you are not chewing gum during the interview.  Strong perfumes/colognes should be avoided and no body odor should be apparent.  Nails should be trimmed and neat. 

 

As simple as the tips listed above sound, they do work!  I say--dress for the role you are aspiring to be in.  Just remember that your self-image makes a statement about how you see yourself and how you want others to see you. 

Interviewing Do's

by: Renee Boatwright | VP of Recruiting
Prior to going on an interview research the company. Chances are the company has a website that is full of valuable information. Most company websites include Mission and Vision Statements as well as the “hot” initiatives for the year such as diversity in the workplace and social responsibility. Keep in mind that just because the initiatives are listed on the website doesn’t mean that the person interviewing you believes and lives by those same initiatives. Hopefully they do believe in the same initiatives as the company but regardless of their belief it is important to show that you did your homework. It is also a good idea to research the person interviewing you. Depending on the size of the company there is a chance the person’s bio is listed on the website with information regarding tenure, experience and unique abilities. You may also want to Google the person, which may give you information on past accomplishments, activities, etc. It never hurts to bring up a sport or hobby in common when interviewing with someone in order to break the ice. Keep in mind that no matter what the topic is you are discussing the interviewer can gauge your communication skills even if you’re speaking about baseball or knitting.

When asked questions like “Tell me about a time” or “Give me an example”, be prepared to talk specifics. Interviewees that generalize their responses may be deemed as bad listeners or someone that does not think fast on their feet. Do not be afraid to ask the interviewer to repeat the question if you did not understand it when asked the first time. The interviewer would rather hear you ask to repeat the question as opposed to answering incorrectly. Remember to remain positive throughout the interview and don’t forget to smile. I know interviewers that do not smile especially during an interview, but they like people who do. And lastly be yourself for that is the reason you were extended the opportunity to interview in the first place.

Trust and Credibility: The Foundation of Relationships

by: Kasey Sloan | Business Development Manager

Whether it’s a relationship with a client, candidate, or co-worker, trust and credibility can make or break the bond. 

 

Credibility: the basis for any new relationship.  This is defined in the Merriam-Webster dictionary as the “capacity for belief.”  When you enter into a partnership with someone, you have to be consistent, reliable, and understanding.  This means doing what you say you are going to do!  Companies can build credibility through websites, word-of-mouth from current and past clients, and even by community presence.  Candidates, or potential employees, can build credibility by providing references and being open and honest about past experiences, good and bad.  Everyone has made mistakes, so if you portray yourself as the perfect employee, you are most likely hiding something.

 

Trust: creates long-term, prosperous relationships.  This is defined in the Merriam-Webster dictionary as “assured reliance on the character, ability, strength, or truth of someone or something.”  This takes time!  Be honest and upfront about your abilities.  If you don’t believe you will be able to work with a particular client or candidate, let them know up front.  As a potential employee, almost all companies will disqualify a person they find has been dishonest.  In a trusting relationship, both parties have to be able to depend on each other.  This requires listening attentively, and then understanding and empathizing with the other person in the relationship.

 

Credibility can begin a new relationship, and trust can foster its growth.  This process is never ending.  Once you build a relationship with a person, or company, it is important to nurture and cultivate that relationship.  Communicate, provide crucial feedback, and be upfront with your abilities.  These things alone will not ensure every successful relationship, but it can be the building blocks to many.

GENERATION Y…Gen Y’ers, Gen Y, 20-somethings, Young Professionals…YPs

by: Joanna Gammon | Client Relationship Manager
According to ChannelWeb Network, “By 2014 there will be nearly 63 million Generation Y employees in the workforce, while the number of baby boomers in the workplace will dip from 59 million today to fewer than 48 million.”  Companies need to start paying attention to this noteworthy group of twenty-something’s that are rapidly invading the workplace. 

 

The Charlotte Chamber identified a market and a need thus creating Engage Charlotte, an organization that focuses on young professionals.Engage Charlotte’s mission is to work with city leaders, the business community and organizations to attract and retain young professionals in our community. The council is open to young professionals 21-39 with an interest in economic development, workforce development, civic engagement and Charlotte’s quality of life. In 2008 Engage Charlotte seeks to continue to serve as a voice for Charlotte’s young professionals and strategically partner with other young professional groups to provide information and value to Chamber members and the greater Charlotte community.  (www.engagecharlotte.org) 

 

Integra Staffing identified an opportunity to support an organization whose ultimate goal was to grow Charlotte! Integra is a founding sponsor of Engage Charlotte and has continued to support the organization in it’s efforts to be a “portal” to the community to get young professionals connected and involved in the Charlotte area. 

 

Hear what Integra Staffing is doing to attract YPs:    

“Integra not only recognizes itself as prepared, they are already attracting and retaining Generation Y’ers…Individuality is stressed at Integra, not to mention giving options to all individuals…examples…allowing employees to sale their unused PTO time back to the company…encouraging employees to be active on boards and in organizations where they feel they can make a difference, offering sabbaticals, allowing all employees to speak freely in weekly meetings both personally and professionally…reorganization is not necessary if a company truly sees people as individuals…not all Generation Y’ers are alike!!”

--Michelle Fish, CEO – Integra Staffing

 

Alan Gordon Immigration and Naturalization Law, is a full service immigration law firm providing services to foreign nationals, their families and employers.  Miguel Manna is a Board Member for Engage Charlotte whom I work closely with. 

“I think my expertise (if you can call it that) will be to attract International YPs to Charlotte. Due to my line of work I see a lot of highly educated professionals that are transferred to Charlotte; A lot of them complain that there is not much to do. I quickly dismiss that complaint and I actually take them out and show them what we have to offer.”

--Miguel A. Manna, Attorney at Law - Alan Gordon Immigration and Naturalization Law

 

Childress Klein Properties is one of the larger real estate development, investment and management companies in the Southeastern United States. Childress Klein Properties is a client of Integra Staffing. 

“We have had good success with employees in their twenties.   As a growing development and property management company, we rely on these new employees to fill in entry level positions.   Compared to the past, we find they come to us with energy and a willingness to take on new assignments.  They also bring an ingrained set of computer and internet skills that the more senior members of our company had to acquire.  These younger employees grew up with computers, text messages, My Space pages and Face Book resumes.  They look to incorporate technology in to all facets of their jobs.  This is a real positive in helping to increase productivity of a company.  The downside I see is that they are quick to use e-mail communication, even when voice or face to face meetings would be more effective.  I don't know if this is just because they have grown up with medium as their main form of communication, or because it is easier to address conflict from behind a computer screen.  I do believe it can make a tense situation worse, particularly when dealing with older customers. 

 

At the same time, there is no longer the idea of a career with a company that existed with their grandparent’s generation.  They have seen parents get laid off and will go to the next job to build skills and experiences.  This puts more pressure, on an employer, to recognize accomplishments and reward good performance.

 

My parents grew up just past the Depression, and carried with them the conservative financial values of that generation.  Their children, the parents of the current Gen Y generation, enjoyed the benefits of better education and an expanding economy.  In turn, these parents had more disposable income and probably exposed Generation Y children to many things they never had the opportunity to do.  They had soccer teams and dance lessons, and great summer experiences.

 

The upside is that Generation Y comes with a broad range of interests and exposure.  They want time from work to enjoy what life has to offer.  The down side is that I see some of these people, in their early twenties, dedicated to taking on mortgages and driving cars that I would think are beyond the reach of many beginning salaries.  Perhaps their parents are participating in their acquisitions, but it might also mean they are taking on a risky amount of debt.  There seems to be little delayed gratification for many.”   

--Chris Daly, Project Division Partner – Childress Klein Properties

 

Forbes rates Charlotte as #32 – Best Places for Singles and 12th for job growth! Charlotte is headquarters to Bank of America, driving distance to both the beach and the mountains, offers a wealth of good jobs, has two pro sports teams, and much much more.

 

If you’re a YP and looking for a great organization to get you connected to the endless list of possibilities Charlotte has to offer, Engage Charlotte may be the place for you! Network…connections…resources at your finger tips! Integra Staffing supports young professionals and Engage Charlotte’s efforts!

by: Joanna Gammon | Client Relationship Manager
According to ChannelWeb Network, “By 2014 there will be nearly 63 million Generation Y employees in the workforce, while the number of baby boomers in the workplace will dip from 59 million today to fewer than 48 million.”  Companies need to start paying attention to this noteworthy group of twenty-something’s that are rapidly invading the workplace. 

 

The Charlotte Chamber identified a market and a need thus creating Engage Charlotte, an organization that focuses on young professionals.Engage Charlotte’s mission is to work with city leaders, the business community and organizations to attract and retain young professionals in our community. The council is open to young professionals 21-39 with an interest in economic development, workforce development, civic engagement and Charlotte’s quality of life. In 2008 Engage Charlotte seeks to continue to serve as a voice for Charlotte’s young professionals and strategically partner with other young professional groups to provide information and value to Chamber members and the greater Charlotte community.  (www.engagecharlotte.org) 

 

Integra Staffing identified an opportunity to support an organization whose ultimate goal was to grow Charlotte! Integra is a founding sponsor of Engage Charlotte and has continued to support the organization in it’s efforts to be a “portal” to the community to get young professionals connected and involved in the Charlotte area. 

 

Hear what Integra Staffing is doing to attract YPs:    

“Integra not only recognizes itself as prepared, they are already attracting and retaining Generation Y’ers…Individuality is stressed at Integra, not to mention giving options to all individuals…examples…allowing employees to sale their unused PTO time back to the company…encouraging employees to be active on boards and in organizations where they feel they can make a difference, offering sabbaticals, allowing all employees to speak freely in weekly meetings both personally and professionally…reorganization is not necessary if a company truly sees people as individuals…not all Generation Y’ers are alike!!”

--Michelle Fish, CEO – Integra Staffing

 

Alan Gordon Immigration and Naturalization Law, is a full service immigration law firm providing services to foreign nationals, their families and employers.  Miguel Manna is a Board Member for Engage Charlotte whom I work closely with. 

“I think my expertise (if you can call it that) will be to attract International YPs to Charlotte. Due to my line of work I see a lot of highly educated professionals that are transferred to Charlotte; A lot of them complain that there is not much to do. I quickly dismiss that complaint and I actually take them out and show them what we have to offer.”

--Miguel A. Manna, Attorney at Law - Alan Gordon Immigration and Naturalization Law

 

Childress Klein Properties is one of the larger real estate development, investment and management companies in the Southeastern United States. Childress Klein Properties is a client of Integra Staffing. 

“We have had good success with employees in their twenties.   As a growing development and property management company, we rely on these new employees to fill in entry level positions.   Compared to the past, we find they come to us with energy and a willingness to take on new assignments.  They also bring an ingrained set of computer and internet skills that the more senior members of our company had to acquire.  These younger employees grew up with computers, text messages, My Space pages and Face Book resumes.  They look to incorporate technology in to all facets of their jobs.  This is a real positive in helping to increase productivity of a company.  The downside I see is that they are quick to use e-mail communication, even when voice or face to face meetings would be more effective.  I don't know if this is just because they have grown up with medium as their main form of communication, or because it is easier to address conflict from behind a computer screen.  I do believe it can make a tense situation worse, particularly when dealing with older customers. 

 

At the same time, there is no longer the idea of a career with a company that existed with their grandparent’s generation.  They have seen parents get laid off and will go to the next job to build skills and experiences.  This puts more pressure, on an employer, to recognize accomplishments and reward good performance.

 

My parents grew up just past the Depression, and carried with them the conservative financial values of that generation.  Their children, the parents of the current Gen Y generation, enjoyed the benefits of better education and an expanding economy.  In turn, these parents had more disposable income and probably exposed Generation Y children to many things they never had the opportunity to do.  They had soccer teams and dance lessons, and great summer experiences.

 

The upside is that Generation Y comes with a broad range of interests and exposure.  They want time from work to enjoy what life has to offer.  The down side is that I see some of these people, in their early twenties, dedicated to taking on mortgages and driving cars that I would think are beyond the reach of many beginning salaries.  Perhaps their parents are participating in their acquisitions, but it might also mean they are taking on a risky amount of debt.  There seems to be little delayed gratification for many.”   

--Chris Daly, Project Division Partner – Childress Klein Properties

 

Forbes rates Charlotte as #32 – Best Places for Singles and 12th for job growth! Charlotte is headquarters to Bank of America, driving distance to both the beach and the mountains, offers a wealth of good jobs, has two pro sports teams, and much much more.

 

If you’re a YP and looking for a great organization to get you connected to the endless list of possibilities Charlotte has to offer, Engage Charlotte may be the place for you! Network…connections…resources at your finger tips! Integra Staffing supports young professionals and Engage Charlotte’s efforts!

Should you Hire Back Former Employees?

by: Yin Lo | Client Relationship Manager
Employers are always looking to add fresh talent to their company.  But what about former employees who may already have the skills and are looking to come back?  Should employers hire back former employees?  Companies typically give employees a rehire eligibility status based on how they leave the company—on good or bad terms, or per manager’s request.  However, there are several more factors to take into consideration before deciding whether or not to rehire a former employee.

First you’ll want to evaluate the ex-employee’s reason for leaving.  Was there a reasonable explanation for the departure such as relocation, personal reason, or a layoff?  Or was it because the employee jumped on the first new opportunity available elsewhere?  If the latter is the case, consider the chances of the employee doing it again.

Second, consider the employee’s tenure.  Take into consideration not only the employee’s time with your company but length of employment with other companies as well.  If there is habitual “job hopping,” be aware that this may not be the individual’s last stop for employment.

Past performance is a strong indicator of future performance.  How did the employee perform while on the job previously and will the same work ethics still apply?  Don’t forget that attendance and tardiness directly affects performance too! 

Does the new position and functions correlate with what the employee is seeking?  Or is the employee taking the position during the interim of his/her job search?  Candidates who come across as overly ambitious can often lose an opportunity if they come across too confident or overqualified in an interview, but other times they really are just looking for a second chance.  On the other hand, make sure there is enough of a fit to keep the employee there long enough to carry out the responsibilities or else you’ll find yourself refilling an empty seat again soon.

One of my clients said it best when he said “everyone is a hard worker in the interview.” As the employer, your role is to pull out as much information as you can (without breaking any employee rights’ laws of course) during the interview so you can select the best candidate.  This is not accomplished by reviewing answers alone but also verifiable components.  Putting in the extra time to ask the right questions and do homework will prove beneficial in the long run.

Alternatives to the 9-5 Workday

by: Michelle Fish | CEO
Flexible work arrangements continue to gain in popularity as many of today’s candidates seek a better work-life balance.  Employers who can offer flexible arrangements such as telecommuting, job sharing, compressed work weeks or flex time often have an advantage in not only recruiting, but also retaining, top talent.  Small businesses can leverage flexible work arrangements to stay competitive with bigger companies that often offer higher salaries and better health insurance.

When structured properly, flexible work arrangements can actually boost a company’s bottom line, increase productivity and skyrocket employee satisfaction.  The expense of implementing flexible work arrangements is often minimal especially when compared to the cost of replacing employees, who might need to leave if they can't arrange an alternative set-up.

So how do you successfully implement flexible work arrangements at your company?  Here are some ideas to get you started:

Evaluate your Options

There are several types of flexible work arrangements ranging from telecommuting to job sharing. Evaluate which options will be most conducive for each position as well as each individual.  Some positions require a traditional 9-5 schedule but could be shared between two individuals, whereas other positions could easily be done outside of the office during non-traditional business hours.  Involve your entire team in the evaluation process, including the employees, so that you can address their needs while still meeting the needs of the company.

Develop a Communication Plan

Work arrangements such as telecommuting can result in a lack of business and social contact with co-workers and supervisors.  Therefore it’s important to develop a communication plan to set proper expectations up front.  Do you expect the employees in the office every Monday morning for a staff meeting?  Do you want a written summary of the week’s efforts? Determine the plan up front and hold employees accountable to following it.

Pilot the Program

Try the new arrangement for a specified period of time so that you can access its success and make any necessary adjustments.  A pilot program lets employees know from the onset that, if the new program proves unsuccessful, modifications – or a return to traditional work arrangements – may result.

Tips for a Successful Job Interview

by: Mia Andrews | Recruiter
Imagine walking into a room to interview a potential new hire for a professional position and the candidate is wearing flip-flops and a t-shirt…imagine the conclusions you would jump to regarding this candidate’s level of professionalism! 
According to a recent survey by Careerbuilder.com, more than half of all hiring managers cited dressing inappropriately as the biggest mistake a candidate can make in an interview.  At Integra, we always stress to candidates to “dress to impress” for interviews and to avoid chewing gum and wearing powerful scents.

Nearly half of the managers also cited speaking negatively of a past employer as another big no-no in an interview.  When speaking of past employers, it is best to emphasis the work experience and skill set developed while on the job.  If there were aspects of a previous position that a candidate did not enjoy, it is possible to put a positive spin on the situation by focusing on the environment or job function that the candidate will thrive in.  Avoid bad-mouthing past companies or managers at all costs as no prospective employer wants to bring a negative attitude through their doors.

Above all, be prepared!  Candidates that are easily frazzled and can’t give specific answers to questions generally send interviewers a red flag.  Expressing interest in the position and the company while maintaining a professional demeanor is the key to a successful interview! 

Interview Do's and Don'ts

by: Renee Boatwright | VP of Recruiting
I recently read a Careerbuilder survey ranking the Top Ten Interview Mistakes. See below:

1. Candidate answered cell phone and asked the interviewer to leave her own office because it was a "private" conversation.

2. Candidate told the interviewer he wouldn't be able to stay with the job long because he thought he might get an inheritance if his uncle died -- and his uncle wasn't "looking too good."

3. Candidate asked the interviewer for a ride home after the interview.

4. Candidate smelled his armpits on the way to the interview room.

5. Candidate said she could not provide a writing sample because all of her writing had been for the CIA and it was "classified."

6. Candidate told the interviewer he was fired for beating up his last boss.

7. When applicant was offered food before the interview, he declined, saying he didn't want to line his stomach with grease before going out drinking.

8. A candidate for an accounting position said she was a "people person" not a "numbers person."

9. Candidate flushed the toilet while talking to interviewer during phone interview.

10. Candidate took out a hair brush and brushed her hair.

Comical to say the least!! It is amazing that with all of the “tips” and “how-to’s” available that candidates would do such things! Some readers may think the survey participants exaggerated their stories, but if you work in the area of Human Resources/Recruiting I’m sure this list just caused you to remember a similar situation. One of the latest stories that comes to mind for me involves my best friend conducting an in-office interview followed by lunch with the candidate. After the candidate took a personal cell phone call during the in-office interview, he asked my friend if she would stop at Target on the way to the restaurant to pick up a prescription from the pharmacy!! That story still baffles me!! It all goes back to those simple rules of etiquette and treating others with respect. My advice to candidates that are interviewing, if there is even a smidgen of doubt that what you are doing is unacceptable don’t do it.

Young Professionals Come together with Charlotte’s Former Leaders

by: Joanna Gammon | Client Relationship Manager
On Wednesday, March 19, Integra Staffing sponsored Engage Charlotte’s first signature event of the year at the Charlotte Convention Center!  Founded by the Charlotte Chamber of Commerce, Engage Charlotte helps strengthen the quality of life for young professionals (21 – 39 year-olds) and provide opportunities for activism and professional growth within the Charlotte community.  Julia Vickers-Koch, Director of Chapters and Councils for the Charlotte Chamber of Commerce, did a fantastic job coordinating this event. Michael Juby, Associate for Parker Poe Adams & Bernstein LLP, also did a fantastic job with introductions.  Bob Morgan, CEO/President for the Charlotte Chamber of Commerce, also gave a speech and I had the pleasure of officially meeting him for the first time!  The event’s moderator was Molly Grantham from WBTV.  Many Fox News reporters and other fellow reporters attended.  And now to the most exciting news…our guest speakers were Mr. Cliff Cameron, former Chairman/CEO of First Union (now Wachovia) and Mr. Hugh McColl, Jr., former Chairmen/CEO of Bank of America. 

Cliff Cameron, former Chairman and CEO Of First Union National Bank, was recently inducted into the N.C. Banking Hall Of Fame for his lifetime contributions to the banking industry. Cameron, 81, retired from First Union in 1985. His career in banking stretches back to 1949 when he began a mortgage-banking firm after World War II. Cameron is now active in the development of The University Research Park.

In 1886, Hugh McColl's great-grandfather organized the Bank of Marlboro, the county's first bank. His grandfather was president of the bank and McColl's father, who became president in 1931 at 25 years of age, liquidated the bank during the Depression and paid off all depositors.  McColl served two years as a troop leader in the United States Marine Corps before receiving his business administration degree in 1957 from the University of North Carolina at Chapel Hill.  After college he became a trainee at American Commercial Bank in Charlotte.  In 1960, the bank was merged with Greensboro's Security National Bank and became North Carolina National Bank, and McColl's ascent to national and international banking began.  In 1974, he became president of NCNB.  In April 1981, he was named vice chairman and chief operating officer of NCNB Corporation and in March 1982 he became president. McColl was named chairman of the board and chief executive officer in September 1983. In April 1998, NationsBank and San Francisco-based BankAmerica announced a merger that resulted in the creation of Bank of America, with headquarters in Charlotte.       

These two men literally led First Union/Wachovia and Bank of America to what they are today and one of the reasons why Charlotte is the banking capital of the world! 

This incredible event sold out with over 300 Professionals in attendance and achieved our goal of attracting young professionals and bringing them together with the past leaders of the community.

The event concluded with Mr. Cameron and Mr. McColl facilitating questions from the audience.  They discussed what young professionals can do to make a difference in Charlotte and stated what a great city Charlotte is for young professionals!