MOUSECATRAZ
MOUSECATRAZ
The Disney College Program
Wesley Jones
with
Michael Esola
MP
Mantra Press
A Division of Mantra Hospitality, LLC.
Mousecatraz: The Disney College Program
All rights reserved. No part of this book may be reproduced or utilized in any form or by any means, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system, without permission in writing from the publisher.
Cover art by Scott Washington and Katherine Gray
Copyright © 2010 by Mantra Press
Second Edition
All rights reserved
ISBN: 978-1-617-92501-6
Printed in the United States of America
For more information regarding future titles and consulting services, please visit www.MantraHospitality.com
To the Disney College Program cast members,
whose dedication to the Disney dream is immeasurable
Walt Disney Company Trademarks: Mousecatraz: The Disney College Program is in no way authorized by, endorsed by, or associated with the Walt Disney World Resort, the Disneyland Resort, the Disney College Program, or the Walt Disney Company. The Walt Disney World Resort and Disneyland Resort are a registered trademark of the Walt Disney Company. Other Disney trademarks include but are not limited to Adventureland, Disneyland Paris, Epcot Center, Fantasyland, Magic Kingdom Park, Mickey’s Toontown Fair, Mission: SPACE, Soarin’, Space Mountain, Splash Mountain, Roy Disney, and Walt Disney. All references to such trademarked properties are used in accordance with the Fair Use Doctrine and are not meant to imply this book is a Disney product for advertising or other commercial purposes.
Disclaimer: While every precaution has been taken in the preparation of this book, some content may not be suitable for all audiences. The Publisher, Mantra Press, and Authors, Wesley Jones and Michael Esola, assume no responsibility for damages resulting, or alleged to result, directly or indirectly from the use of the information contained herein.
Contents
Introduction
Mousecatraz: The Place
1. Calling All Students
2. Checking-In
3. Mouse-Washed
4. Earning
5. Living
6. Learning
7. Escape
8. Checking-Out
9. The Journey
Glossary
Notes
About the Authors
Introduction
In 2006 when I completed the first edition of Mousecatraz: The Walt Disney World College Program, I wanted to achieve something that had yet to be accomplished, to provide an in-depth insight into a remarkable internship experience like none other in the world. Since releasing the first edition, thousands of copies sold and along with that came great praise for daring to uncover what is an unforgettable experience where anything is possible. Along with that praise came criticism that suggested that many of the experiences discussed within Mousecatraz could no way occur in a million years. For those die-hard college program students who have experienced similar events, they know what I’m talking about. Anything is possible at Disney! And what happens behind the walls of Mousecatraz can widen many eyes in disbelief.
Other readers believed that the first edition provided a negative connotation to the Disney College Program. This was most certainly not intended. I wanted a balance of the good and, the bad, and with the second edition that same balance holds true. Let me go on record right now and say that I applaud the Disney College Program and every experience associated with it. This program has both positive and negative qualities, but which company program doesn’t have those. I encourage anyone reading this who isn’t a program alum to consider applying. It will change your life in so many positive ways that no other company could provide.
The Walt Disney World College Program in Orlando, Florida, and Disneyland Resort College Program in Anaheim, California, are both a unique experience unknown to most college students, Walt Disney World Resort and Disneyland Resort guests, and Disney fanatics from all over the world. Designed as a four to six month program for qualified college students, the once-in-a-lifetime internship provides students with a Living, Learning, and Earning experience. Many unique experiences occur during a student’s internship with the Walt Disney World Resort and Disneyland Resort: good, bad, serious, funny, unbelievable, outrageous, and even unimaginable. These experiences have never been explored, up until now.
For over four years I researched the myths, stories, and legends that took place in the Disney College Program. My research began in August, 2003, when I participated in the College Program. I lived, learned and earned like every other student in the program. I worked in Main Street U.S.A. Daily Operations at the Magic Kingdom, lived in a two-bedroom wellness apartment with three roommates at Vista Way, and took one education course during my internship.
Following my five-month experience of participating in the program, I moved forward with the four-year research process by conducting interviews of past and present Disney College Program students. I was able to uncover thousands of stories from over eight hundred interviews and discussions. The purpose of these stories and research findings aren’t to discourage potential candidates about participating in the program, but to inform and entertain readers about the incredible and memorable adventures that take place in this unique program.
The official internship title is College Program Cast Member. For the purposes of this book, I refer to the title as College Program Student and regular employees at the Walt Disney World Resort as the traditional Disney Speak term, Cast Member.
Detailed information regarding Disney College Program student requirements, expectations, benefits, Walt Disney World Resort and Disneyland Resort job descriptions, and Disney College Program class descriptions have been obtained from the Disney College Program’s official website,
www.wdwcollegeprogram.com.
This book is not all about the Walt Disney World Resort or Disneyland Resort, but about an internship experience unlike any other in the world. I may have participated in the College Program to help confirm and secure a large percentage of my research, but this book is not about me nor is it really my book. These are the adventures and experiences of past Disney College Program students.
Mousecatraz: The Place
Mousecatraz is the common term tossed around among Disney cast members when describing the Disney College Program. The term is derived from Alcatraz Island, a former federal prison located in the middle of the San Francisco Bay. Students describe the Disney College Program with the “Mousecatraz” title because of the tight security presence in student housing, long hours at the Mouse house, and the institutionalized environment that most students experience. The “Mousecatraz” title is in no way suggesting that Disney property is a bad place to live, work or play. Many students will choose to live at Mousecatraz any day, and, I would have to agree with them! Then again, you can come to your own conclusions and decide what Mousecatraz is really like.
Can you survive Mousecatraz?
Chapter One
Calling All Students
I do not want to make teaching films. If I did, I would create a separate organization. It is not higher education that interests me so much as general mass education.
—Walt Disney
Playboy.com calls the Disney College Program one of the sexiest internships in which to participate. How could an internship possibly be sexy? Is it because that over two thousand college-aged students live in very tight quarters? Doubtful. Is it because of the lederhosen the students are required to wear in Germany at Epcot? Probably not. Is it because of the late night parties and two hours of sleep that exist before students wake up at 5:00 A.M. to open the theme parks? Possibly. Maybe the real reason the College Program is one of the sexiest internships in which to participate is because of the magical pixie dust and oversized mouse ears. Whatever the reason for this title, the spicy truth about the Disney College Program will be revealed in the following pages as seen through the eyes of those who have experienced it. Then you can decide for yourself why this unique program is called one of the sexiest internships in which a person can participate.
The Disney College Program started from humble beginnings employing just over two hundred students from thirty colleges and universities in 1981. In the following twenty-nine years, the College Program would grow beyond belief, employing more than sixty thousand students from nations all over the globe. The numbers continue to grow each year as the program welcomes new and eager students ready to begin a journey that will change their lives forever.
The Walt Disney World Resort recruits students for an internship experience in what the company calls a Living, Learning, and Earning experience. Students from a variety of college majors may apply. Some of the few majors include Business Administration, Communication, Liberal Arts, and Sport Management. Students who have undecided majors can apply as well. Essentially, any warm body in college may apply. Students may choose to apply for a five to six month fall or spring session, a summer session (available to College Program alumni only; yes, many students do return!), or a six to eight month extended fall or spring session, referred to as the fall or spring advantage program.
Interested candidates must be enrolled at a college or university part-time or full-time. Good academic standing is required, which includes a cumulative grade point average of 2.0. The College Program is one of the few internship programs that allows students to receive both pay and college credit for their hard work (credited through the American Council on Education). Pay and college credit for an internship is unheard of in most internship programs, but the overall value of the College Program is far greater than a transcript notation or a weekly paycheck with the Mouse’s imprint.
Over the years, the College Program has grown and some changes have been implemented. In 2005, the Walt Disney World College Program’s official title was changed to the Disney Theme Parks & Resorts College Program. The company believed changing the program’s title strategically positioned the College Program for synergy purposes. This was a sensible business move, yet most past, present, and even future College Program participants will continue referring to their experiences in the program by its original title.
The College Program began offering what the company calls a “career start” to a high school graduate’s future. To be eligible, a student must have earned a high school diploma or GED within the last eighteen months of applying and be at least eighteen years old when his or her program begins. Behind the fancy wording, this new program is really no different than the original Disney College Program. Clever marketing strategies by the company’s MarketEARs have reached out in an attempt to meet the resort’s increasing demand for labor, yet keeping their payroll manageable. This approach is a smart move, and high school students who have recently graduated, but are unaware of what career path they want to take, should consider applying.
Disney International Programs offer opportunities for students living outside of the United States of America. Students can participate in a summer work experience while on a J-1 training visa for a maximum of ninety days. Some of the students who have participated in the program have come from locations such as Hong Kong, Brazil, Peru, and Canada just to name a few. Students can also apply for a twelve month Cultural Representative Program where they’ll most likely be stationed at Epcot’s World Showcase.
Disney Professional Internships are offered to non-alumni, but there are selected professional internships that are available to alumni only. Professional internships are typically six months in length but can last longer depending on the role. Students have the opportunity to work in finance, human resources, operations, transportation, and sales just to name a few. The professional internships can be a great opportunity for students to get their foot in the door and obtain a full-time status with the company.
~
Candidates typically find out about the College Program in the simplest ways. There are the students who walk by those colorful yellow flyers or posters plastered all over their college campus. There are those who hear their peers talking about wanting to work at the Walt Disney World Resort or Disneyland Resort. Finally, there are the select few who come across the program in the most peculiar ways.
After getting pulled over by California Highway Patrol, a speeding candidate looked for his proof of vehicle insurance in his vehicle’s storage compartment. Instead, he came across a small, yellow flyer advertising the College Program and, out of curiosity, pulled it out. The proof of vehicle insurance wasn’t found, and the candidate’s license was suspended for a short duration. Luckily for the candidate it didn’t matter because he decided to apply and was accepted into the program. He didn’t have to worry about driving for an entire year. This student went on to work at the Magic Kingdom’s Tomorrowland Indy Speedway. After enjoying a successful four month program, he returned to his undergraduate studies and to the real California freeways.
Another candidate learned about the program through her counselor, and both she and her counselor attended a campus presentation about the program. The counselor had negative thoughts about the program prior to the campus presentation. After the presentation concluded, the counselor’s student declined an interview, but the counselor eagerly applied without hesitation. Unfortunately for the counselor, she wasn’t accepted into the program. She re-applied the following year and was accepted to work as a Vacation Planner.
Some candidates come across the College Program just by walking on their college campus. Not paying attention to where he was walking, the 4.0 candidate walked straight into a light pole. Ironically, he smacked his face into a program flyer that informed students of a campus presentation. The presentation was minutes from starting and after shoving pieces of tissue up his bloody nose, the injured candidate attended. The student accepted a role at the Magic Kingdom as a Custodial Host. After one month in the program, he realized that his 4.0 grade point average would be more valuable. Hopefully, he made the right decision.
One candidate walked past an information booth advertising the College Program. The candidate asked the campus representative sitting at the table, wearing mouse ears and a nametag, if he worked at Walt Disney World. The representative explained that he worked at Walt Disney World while in the College Program. The candidate asked, “So, can I get an internship with Universal Studios?” The student wasn’t offered a role with the program.
Many candidates come across the College Program by mistake. One lost candidate interrupted a campus presentation and asked the program recruiter where the university had moved his elementary algebra class. Once informed his class wasn’t relocated nor simply wasn’t scheduled, the candidate engaged in an argument with the recruiter. After calming down, he took a seat, listened to the presentation and applied. First impressions are lasting and this particular candidate wasn’t hired.
After a campus presentation concluded, a confused candidate was exiting the room and asked the program recruiter how he would receive his $10. The recruiter explained there never was any announcement of receiving compensation for attending the presentation. A nearby candidate overhearing the conversation interrupted and explained that the research experiment paying $10 for participation was located in the next room. The lost candidate applied and was accepted into the program.
Several candidates learn about the College Program through their current employers, but sometimes through the most unusual circumstances. While working during one fall at Disneyland in Anaheim, California, a student engaged in an argument with his manager. The frustrated manager didn’t want to terminate the student but didn’t want to work with him either. The manager came up with an idea and suggested to the student that he try out the College Program at Walt Disney World. The student welcomed the suggestion and participated in the program. Ironically, the manager transferred to Florida six months later and was, once again, the student’s manager.
During one particular fall a young employee was terminated for being intoxicated while working at Six Flags in Texas. Before the employee vacated the park, his supervisor said, “Go apply for Disney World’s College Program.” The terminated employee applied and was offered an internship. To no one’s surprise the student was terminated from the program for drinking in a wellness apartment at Vista Way apartments.
After a candidate was terminated from the Disneyland Resort for poor attendance, he asked his manager, “Do you think I could get a job at Walt Disney World?” The manager replied, “Try applying in twelve months. They may take you.” The candidate applied twelve months later and didn’t get into the program.
One smelly candidate learned about the College Program while digging through a garbage dumpster on his college campus. The candidate mistakenly threw a term paper in the garbage, and the important document ended up in a larger dumpster downstairs. While searching through several bags of garbage, the candidate came across a small yellow flyer with a drawing of Mickey Mouse’s ears. Intrigued, the candidate attended a campus presentation and the rest was history. Ironically, the student worked as a Custodial Host while in the program. When asked how he found out about the program, he would answer, “In the garbage.”
A Fall, 2004 alumnus recalls: “I was in the library before a big test and needed a sheet of paper to write the answers onto so I could use it during my test. I went to class and during the test, I pulled out that sheet, only to discover the front side was an advertisement for the College Program. It looked cool and I was hooked. The only problem was that the professor caught me looking at the flyer with the answers on the back. All I could say was the flyer wasn’t mine. The professor failed me for the class, but I was lucky enough not to get kicked out of school. I look back and realize the ‘Mouse’ almost got me kicked out of school.”
A Spring, 2005 alumnus remembers: “My girlfriend dumped me, gave me a College Program flyer and said, ‘Here, go do something with your life!’ In the end, she did me a favor.”
A Spring, 2009 alumnus advises, “Do yourself a favor and apply for the program. It will be the best decision of your life!”
~
After candidates obtain more information about the College Program, they’re encouraged to attend a campus presentation at their college or a nearby college. Up until recently, every candidate was required to attend a presentation in-person. Today, presentations can be given daily on-line in lieu of in-person. During the presentation, recruiters and campus representatives provide an overview of what the program has to offer. Student testimonials through video segments reveal how the program changed their lives forever. The common phrase of “It’s the Journey that Changed Me” sticks with candidates as the theme song to “It’s a Small World” sticks with its riders.
Campus presentations can bring out the most interesting questions from candidates. During one presentation, a six-foot tall candidate asked if he could play Mickey Mouse. The recruiter explained that Disney required a shorter person to play Mickey Mouse. The puzzled candidate asked, “So, why can’t I play Mickey Mouse?” The candidate was offered a role in Food and Beverage. He went on to obtain a Professional Internship from the Walt Disney World Resort.
Another candidate asked why he had to listen to a presentation about the Walt Disney World Resort. The inquiring candidate was a bit confused as he thought the program took place at Disneyland Paris. After the recruiter helped the candidate understand the details, the candidate declined to interview.
A rather odd candidate asked if she could bring her pet rat with her if she was chosen to participate. After the recruiter explained the policies and declined her request, the candidate said, “That’s ridiculous. Mickey’s a rat, so why can’t I bring my rat?” The candidate immediately got up from her chair and left the presentation.
Some campus presentations bring out the bold candidates in the room. One candidate raised her hand and asked, “Will there be a test on what we just learned?” The recruiter explained that no test would be given. The confused candidate said, “Good, I wasn’t paying attention. It was boring.” This uninterested candidate declined an interview and went on to work for a canning factory, which is probably much more interesting than Disney. Well, maybe not.
During another presentation, a candidate interrupted and asked how big the Walt Disney World Resort is in size. The recruiter explained it over forty-three square miles. The candidate responded, “That’s it? That’s not very big. Not interested.”
A particularly intrigued candidate wanted to know what the percentage rate for sex was while in the program. The perplexed recruiter explained that she didn’t have that information. The brave candidate asked, “So, how many times did you have sex while in the program?” The recruiter declined to answer the inappropriate question. The candidate applied but wasn’t offered a role.
A Spring, 2003 alumnus remembers: “The recruiters Mouse-Washed us in forty-five minutes. I thought to myself this could be the time of my life, but also knew there’d be no way in hell I’d ever be offered an interview with my qualifications. I was only eighteen, had no experience, only six college units at the community college, and no personal skills. Then the recruiter asked me if I wanted an interview. Without hesitation, I said yes! It was the best decision I’ve ever made.”
A Fall, 2003 alumnus reveals his interview strategy: “I knew there’d be group interviews of five or six. I brought five friends with me to the presentation that didn’t want the internship. We all scheduled an interview for the following morning. Obviously, they didn’t show up and it was a one-on-one interview. I got the work location, desired role, and living location I requested.”
A Spring, 2008 alumnus recalls: “I viewed the online campus presentation and was thinking that this would be the greatest opportunity in the world. At the end of the presentation, I got a phone call from a company, not Disney, and they offered me a full-time job. I said no thanks; I’m going to Disney World!”
~
After campus presentations conclude, candidates can sign up for an on-site group interview. How could a candidate not want to sign up? The smiling faces explaining the benefits of the warm Florida sunshine are tough to resist for any young student fresh out of high school or early in his or her college career. Candidates attending presentations in-person always crowd around the recruiters after the forty-five minute spiel concludes. Do candidates really know what they’re getting themselves into? Do they expect to play in the theme parks everyday? Do they not understand they have to work? Candidates rarely inquire about the dirty details such as the long hours, low pay, and tight living conditions. All that is thought about is the pixie dust and the magic with which each candidate grew up.
Disney interviews are similar to any other job interview, but interviewees quickly discover one slight difference. Group interviews consisting of three to four eager candidates are conducted. Several important elements such as a smile, group interaction, and enthusiasm must be demonstrated. Most of the interview questions are short, simple, and to-the-point. Even though each interview varies, common questions consist of past experience, group projects, interest in Disney, and even whether or not a candidate has any visible tattoos.
Whether interviews are conducted on-site or via telephone, several things can go wrong with candidates’ interviews. One candidate wasn’t thinking about what she was saying and indicated that she would do anything possible to get the internship. The recruiter thought her answer was inappropriate and didn’t offer her a role.
Another candidate had her wisdom teeth removed the day before her interview. With a mouth full of gauze and looking like a chipmunk, the candidate smiled, only to lose her bloody gauze out of her mouth and onto the table. She grabbed the gauze, shoved it into her pocket, and answered the interview questions. She was offered a role as a ticket taker because the recruiter liked her smile, or so she thinks.
Enthusiasm is one important quality for which recruiters look, but some candidates can go above and beyond. One enthusiastic candidate was so energetic that another candidate in the group directly asked if she had A.D.D. The energetic candidate informed the group that she didn’t have the disease, but was “doped up on Disney.” It’s unknown whether the candidate asking the question was offered a role, but the candidate on “Disney drugs” was offered a role at the Magic Kingdom as a Character Attendant.
During a memorable group interview, two candidates engaged in an argument over who knew more about Disney. At the end of the heated argument, both candidates assumed Walt Disney was still alive and asked if they’d be able to meet him during the program. The recruiter explained that they were mistaking Walt’s nephew Roy for Walt himself. One of the students asked, “Who’s Roy?”
While not necessary, it’s beneficial to find common ground with the recruiter. In one interview, the recruiter learned that one of the candidates was a Resident Assistant. Having been a R.A. herself, the two engaged in a conversation about stories of the R.A. position. After a twenty-minute discussion, the sidetracked recruiter remembered there were still two other candidates in the interview. The R.A. candidate was offered a role in Food & Beverage.
Most candidates hope to get their first choices in a job role, but it’s important to remember that honesty is always the best policy. During one interview, a candidate using crutches informed the recruiter she couldn’t work at a location where she’d be required to stand. The recruiter explained it wouldn’t be an issue and described some of the alternative opportunities. The interview concluded and apparently the candidate was so excited, she forgot that she was faking the injury in order for her request to be granted. The healthy candidate got up from the table and walked out of the room, leaving her crutches behind. Interestingly, the dishonest candidate was hired and placed in a ticket-taker role where standing was required. She left the program after her first two weeks.
Sometimes it’s best for candidates not to display certain areas of their body when the topic of tattoos is addressed. One candidate pulled up his shirtsleeve to reveal a tattoo of a naked woman. The candidate was hired but placed in a backstage role away from park guests.
During an interview with the recruiter and four other candidates, a candidate revealed his three tattoos to the shocked group and proceeded to show a fourth tattoo in an unusual location. To the group’s surprise, Mickey and Minnie Mouse were tattooed on his butt, Mickey on one side and Minnie on the other. The candidate didn’t get an offer from the company.
Different interests in Disney lead a candidate to apply for the College Program. One candidate was asked about his interest in the College Program. The confident candidate explained there was no interest but heard the College Program was an easy place to get laid. The candidate wasn’t offered a role with the company.
Another candidate described her interest in Disney as being her religion and that she worshiped the company and everything it stood for. To her, Mickey Mouse was God on Earth. The recruiter was a little concerned and decided that it was in the company’s best interest to not provide an offer to this student.
It can be beneficial for candidates to think of possible responses to questions before going into any interview. An honest candidate described one of the past group projects in which he participated as a great success, but the project was during a four-month sentence at the local jail. Even though he was honest, he wasn’t offered a role.
A sexually active candidate described a past job experience as enriching and enjoyable because of the beautiful girls with whom he had sexual relationships. This candidate would have fit in nicely with the Vista Way culture, but, unfortunately for him he didn’t get accepted into the program.
At times it can be smart for candidates to keep their opinions to themselves during the interview. After explaining The Walt Disney Company was to be in her long-term career plans, a candidate indicated she would leave the College Program after she used the company for the experience. She never got the opportunity to enhance her resume.
Another candidate concluded her interview by asking if Universal Studios Orlando offered a program equivalent to the Disney College Program. The recruiter explained there was no similar program and the candidate said, “That’s too bad. I’m sure they’d pay more.” This candidate never got to experience the Disney pay.
During one interview, a candidate was asked to explain a two-year gap in her employment history. The candidate explained she was terminated from nine jobs during this given time period, so she believed it would be best to leave her employment history blank. She didn’t have the opportunity to make Disney her tenth job in two years.
To add to the job hopper list, a candidate described his past experiences as working for Warner Brothers, Universal, and Paramount. When asked why he wanted to gain experience at Disney, the candidate explained it was because all three companies had terminated him for stealing, and he wanted to try his luck at Disney. His luck must have run out because Disney wasn’t willing to take a chance on him.
Two questions of importance asked during the interview are whether candidates plan to bring a car and how candidates feel about sharing an apartment with three to five other students. These fairly simple questions can lead to an interesting array of other questions and comments. One candidate asked if Disney provided students with an automobile and after the program concluded, if they’re allowed to keep the automobile. The student wasn’t given an automobile, and he had to ride the Disney-provided transportation to work.
Another candidate inquired if Disney would pay his car insurance if he brought his vehicle with him. After the recruiter responded with the obvious answer of no, the candidate got up and left the interview.
During one interview, a candidate indicated he didn’t mind sharing an apartment with other students as long as he was designated the leader of the apartment. The candidate was offered a role in Attractions, and he got the opportunity to work on his team-building skills.
An unusual candidate didn’t want to share an apartment with people he didn’t know. After listening to the explanation that living with others was a large part of the program, the candidate asked if Disney would house him in an apartment off Disney property. The candidate’s request wasn’t granted nor was he offered an internship.
One spoiled candidate indicated he would only accept an internship if his apartment was furnished with a High-Definition television. The recruiter declined the request, and the needy candidate asked, “What about a wide-screen television instead?” He probably should have applied at an electronics store because Disney didn’t believe that he’d be a good fit.
A Spring, 1999 alumna remembers: “A guy sitting next to me asked what the average number of students in the program that get terminated was. The recruiter didn’t know the statistics. The guy asking the question said he needed to know so he’d know what his chances of getting terminated would be.”
A Fall, 1999 alumnus recalls: “One guy in our group interview said he didn’t mind sharing an apartment with other students but mentioned he had trouble getting along with others. He said he broke his last roommate’s nose.”
A Spring, 2002 candidate suggests: “Turn your cell phone off for the interview. My phone rang during the interview, and I answered it. Making matters worse, I left the room to continue with the phone conversation. I was eighteen, young, stupid, and immature. I should have never taken that call from my girlfriend who dumped me over the phone during my College Program interview.”
A Fall, 2004 alumna recalls: “During my group interview, the recruiter asked what my past experiences involved and I told them Six Flags Magic Mountain. Another candidate in the interview interrupted and said, ‘They’re a better company to work for. They have better rides.’ I highly doubt she was offered an internship.”
A Spring, 2005 alumnus remembers: “I had my phone interview via my cell phone while driving on the 405 San Diego freeway. I was asked to describe a situation where I performed superior guest service. A truck cut me off, I yelled ‘Effin asshole,’ and continued with my answer. I don’t know how it happened, but I got the internship.”
Another Spring, 2005 alumnus recalls: “I was sitting in my parked car during my phone interview and suddenly got rear-ended by a truck. I got out of my car and approached the other driver. I said a few choice words, all while the recruiter was on the other line. I still got the job and am unaware of how my ‘choice words’ didn’t make me look bad.”
~
Candidates should always obtain their recruiter’s contact information and immediately after the interview, complete a thank you letter. Following up with a thank you letter increases the chances for acceptance into the program. Candidates must show that they’re not just warm bodies to fill a role but eager and professional candidates who are the right choice.
Sometimes a thank you letter isn’t always wise. One candidate mailed a thank you letter that explained he was no longer interested in the internship. He believed working for a mouse was unethical.
A candidate mailed a thank you letter to her recruiter but misspelled half of the words, including the recruiter’s name. A few days later, the candidate received a rejection letter. The candidate contacted the recruiter and asked why she wasn’t accepted. The recruiter explained that all roles had been filled.
Another candidate, having spelling and grammar problems, mailed a thank you letter and spelled Disney as “Dizney” every time the word was used. The candidate never got the opportunity to see how Disney was spelled on her paycheck.
Utilizing email as a quicker method in sending a thank you letter to his recruiter, a young male candidate learned a valuable lesson. The candidate mistakenly attached a file which contained pictures of nude women. The candidate probably would have been offered an internship but received a rejection letter a few weeks later.
A Fall, 1998 alumna recalls: “I obtained my recruiter’s mailing information and sent a few letters. I was using the wrong address and some old lady in Lake Buena Vista, Florida, was receiving my letters about the College Program.”
~
A few weeks, sometimes months, may pass before candidates are notified of a decision. Candidates accepted into the program need to decide whether to accept or decline. A candidate choosing not to accept should always reply because it’s a professional offer. A candidate choosing to accept is required to confirm the acceptance and an arrival date via the invitation. There are always a few candidates each year accepted into the program that either forget to accept the internship offer or accept the offer past the deadline date.
One forgetful candidate was positive she accepted her internship offer before the appropriate deadline. The candidate packed her bags, drove her car clear across the country from Oregon, and arrived at the check-in station at the Vista Way housing complex. To the candidate’