After suffering one phone interview after another and tirelessly printing out copies of your résumé, you have finally landed the perfect internship.

You’re ready to show the company what a rising star you are, but what can you expect on your first day?

There are plenty of myths about internships these days, but rest assured, you won’t be spending all your precious time juggling cups of hot coffee.

Not everyone’s boss is a Miranda Priestley and the impression you make at your next internship can bring you that much closer to your dream job.

Here are the top five internship myths, and the truth you need to know about them:

Myth #1: Interns have no power

Sure, interns are often young, eager and willing to take on just about any task that is offered in order to make a good impression. But interns have much more value within a company than you’d think.

Kelsey Mulvey, a sophomore at Boston University, recently interned for Indie Lee & Co., a natural beauty product company based out of South Salem, New York. She found that her boss appreciated it when she spoke her mind on issues that mattered to the company.

“I think it’s really important to give it your all,” she said. “Always ask them how you can help and be honest! If you’re just a bobble-head at an internship, your bosses are going to think that you’re passive and aren’t that invested in the company.

Obviously, don’t bash an idea just to sound hardcore; however, if you don’t like something, tell your bosses and give them reasons why, plus great alternatives.”

As an intern you have the chance to prove yourself, but don’t walk in on day one like you own the place.

Cathy Marquez, assistant director for employer relations at the University of Maine’s career center, recommends starting an internship with an open mind.

“In my opinion (and I have worked with students and employers for 25 years), a student intern should have no expectation about having any power to make decisions on their own or to select work assignments or time off,” she says.

“An intern is a learner who brings (I would assume) some technical skills, writing and communication skills, media knowledge, possibly some research skills, and lots of energy and enthusiasm to the workplace.”

Myth #2: Interns are always busy

After watching one too many movies about recent college graduates trying to make it in the big city, you might think that your first big internship opportunity will have you running around the office all day or being delegated to constantly.

This is not always the case. Think of your next internship as an extended job interview, and prove that bullet point on your résumé that says you’re “self-motivated.”

Tricia Taormina, a senior at Central Michigan University, suggests finding productive ways to use those slow times.

“Interns shouldn’t expect to always be given a task, or should think of something productive to do while they’re waiting for another one,” she said. “For example, if you’re manning their social media, what can you do in between tasks that will help increase the company’s social media and site traffic?”

Michelle King, a junior at Emerson College, interned in Seventeen magazine’s web department and was sure to use her time there wisely.

“I thought my editor wouldn’t want my opinions or input,” Michelle said. “However, I quickly learned that she loves when interns send pitches. I definitely learned that if you’ve finished all your tasks, you should send your editor an email with a few well thought out ideas.”

Multi-tasking while you’re on the job will help you stand out in a sea of interns who spend their free moments texting and checking Facebook.

Myth #3: Interns will be given grunt work only

It can be tricky to know what to expect at an internship, as employers often test interns by giving them a variety of tasks and watching how they handle them.

But this doesn’t mean the only items on your to-do list will be making photocopies and tidying the storage room.

“An internship might have some tasks that are undesirable (as with any job), but you should also be learning something of value for your field or industry,” Heather Huhman, founder of Come Recommended says.

If you find yourself given only these meaningless tasks, Huhman warns, “you either made a bad choice in the company where you chose to intern, or you’re making bad choices during your internship.”

Being assertive in the workplace, even as an intern, can help turn this around. Huhman suggests proposing a project or task and explaining how it will benefit the company.

“Just because you’re the ‘new kid’ doesn’t mean you have nothing to contribute. If the internship isn’t teaching you anything and isn’t worth your time, don’t stay! No one is forcing you,” she says.

Myth #4: Better paid internships are better quality
As a college student it can be tough to stretch your dollars, so why take a job that doesn’t even pay you? There is a huge misconception that if internships aren’t paid, they aren’t worth your time. Internships can be a lot of work, but Kelsey, Michelle, Tricia and countless collegiettes can tell you that they make a difference.

“Pay doesn’t always equate to the experience you will receive,” says Huhman. “In fact, I would argue that it doesn’t correlate most of the time.”

When you graduate college, prospective employers will want to see that you have real experience in your field, not just a degree. Internships offer valuable lessons you won’t learn in a lecture hall, not to mention they look great on a résumé. The connections you make with a company and employers in your field can last you a lifetime and even land you a permanent job.

“Let’s take a leap into the ‘real world’ of full-time jobs. Do you think the highest paid ones are the best and the lowest paid ones are the worst? As a long-time nonprofit worker, I would beg to differ. The same goes for internships. Stop thinking of them only in a financial sense. There are many more factors for you to consider before accepting the position,” Huhman says.

It can be difficult to juggle an internship anyway, let alone an unpaid position. But it is possible to find financial opportunities within your internship. For example, if you are interning for a magazine, ask if there are any paid freelancing or transcribing needs within the company. Many schools also offer scholarships or stipends to help students complete an unpaid internship.

Myth #5: Internships can only take you so far
Your internship starts early this summer and ends in August, so once fall semester rolls around, that’s that — or is it? Internships are your chance to show how valuable your skills are, and how much potential you have as a possible employee.

At a magazine, for example, you may start out writing short human interest pieces about local events, but if you prove yourself as an energetic reporter and a solid writer, your editor will be encouraged to give you bigger assignments that will help strengthen your résumé and give you the on-the-job experience you’re hoping for. You never know how proving your worth in small ways will lead to exciting future opportunities.

Be sure to stay in touch with your employers after your internship is over. Keep their contact information and send occasional emails keeping them up to date on what you are working on.

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by Terri Tierney Clark

You probably realized soon after you arrived at college that by the time you are a senior you better have a resume that grabs recruiters’ attention. The easiest way to do that is to win an Olympic medal in alpine skiing. Or…get a good summer internship.

Even if you need to earn money over the summer, try to squeeze in an internship somehow so you can show prospective companies your interest in their field. If you layered your non-pay internship in with a waitressing job at Chiles, your ambition will be even more appreciated.

While you are considering internship possibilities, keep in mind the following:

1. Look for one in your primary area of interest, or as close to it as possible. If you can’t manage to work in the field you specifically want, work in one that requires similar skills (finance and lab research require analytical abilities; retail and industrial sales both rely heavily on marketing, etc)

2. I hate to say this but sometimes a big name company offering mediocre work has more resume impact than a less known company that offers big responsibility. This anomaly isn’t always the case, but recruiters often churn through resumes at Mach 1 speed. If you can catch their eye with an impressive name, half the battle’s won.

3. If possible, connect with an internship that can morph into a full-time job offer. Even if you don’t want to work there, get the job offer! Recruiter’s are often black and white about previous experience: impressed with job offers, suspicious if the recruit doesn’t receive one.

4. Internship contacts become future sources for your job search- especially if you rocked your job. So cultivate your relationship with colleagues throughout the summer.

Your biggest problem may be honing in on what you want to do. You have three summers before senior year; go ahead and experiment in the first few. By junior year summer, though, you should direct your energies toward the same type of job that you want to have after college. If all goes well, maybe you won’t have to search for a job senior year…

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By Luisa Garcia

Choosing a communications major has led me to a series of news reporting internships. Whether they were semester-long like my internships with WCBS-TV, ABC News 20/20, and NY1 News or long-term like my two years internship with The Queens Courier, all have been significant learning experiences and stepping-stones towards a career in journalism. Here are some tips on how to nail that college internship and really make it worth your time.

1. Have a positive attitude
Always be willing to take on new projects. This allows you to show your skills and build trust with your co-workers. Every new project teaches you something new and broadened your skill set. Regardless of how tedious or uninteresting the project is, do it.

2. Challenge yourself
Get out of your comfort zone. Try to finish projects fast and accurately, and then ask for more work. Be careful to not miss deadlines, so prioritize your tasks and do not fall behind. Keeping a To Do list has always helped me remember what needs to be done and its due date.

3. Network
Challenge yourself to network with co-works and introduce yourself.

4. Ask questions
Never assume, just ask for clarification if you are unsure of something. In addition, ask questions about your department and the overall business, this shows your interest in the company.

5. Communicate with your team
Keep your supervisors informed on your progress with current tasks and let them know of any hardships you are facing, perhaps they will have a suggestion.

6. Don’t be afraid to make mistakes
Everyone makes mistakes, even the big shots, but take the responsibility to learn from them. Do not let failure hold you back, remember that as an intern you are not expected to know everything, just make an effort to learn.

7. Find a mentor who is willing to help you
This may be the most beneficial learning experience from any internship and it is important for you to learn everything you can from this person. Rely on your mentor as a resource for questions and learning new skills.

8. Become an asset to your team
Never settle down for the minimum, try to exceed all expectations. In other words, be an over achiever, pay attention to small details and make yourself valuable to the department.

9. Shine
You want to shine above everyone else, so make your presence known. Arrive early, smile to everyone that passes by your desk, dress professionally regardless of how everyone else is dressed, and perform!

10. Be a human “sponge”
Soak in all of the new skills and listen carefully to your co-workers, mentors, and supervisors. Everyone can teach you something new, so arrive with an open mind and the will to learn.

Before you leave, it is important that you express your gratitude to your supervisor, as well as your co-workers. Try to ask your supervisor for feedback and advice, talk to people about your future plans, ask for a letters of reference, and most importantly, do not forget to stay in touch with the contacts you made.

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FASHIONABLY LEGAL: HOW TO AVOID HAVING YOUR UNPAID INTERNS COST YOU A FORTUNE

While having unpaid interns may seem like a great way to increase productivity without increasing costs—failure to comply with federal regulations can lead to hefty fines.

The key to having a lawful unpaid internship program is understanding the distinction (in the eyes of the law) between an “employee” (who must be paid minimum wage and overtime) and a “trainee” (an individual who is personally benefited by the aid or instruction of another and who doesn’t have to be paid).
Indeed, in the fast-paced and chaotic world of fashion, where interns provide an important source of human capital for start-ups as well as established brands—drawing the distinction between “trainee” and “employee” is particularly challenging. Fortunately, the Department of Labor has shed some light on this seemingly superficial distinction providing a list of factors characteristic of a “trainee.” According to the Department of Labor, an unpaid internship is legal ONLY if it meets all of the following criterion:

1. The experience is educational.
Not every project has to translate into a resume line, but the substantive/skills based work MUST outweigh the coffee/dry-cleaning fetching tasks.

2. The intern is the real beneficiary, not the employer.
Inevitably there will be some mutual benefit from a successful internship program, but the primary motivation for hiring the intern MUST be to help the intern develop his or her own skills and NOT to avoid hiring a full-time employee.

3. The intern is NOT there to replace existing staff, but to work with and learn from the existing staff.
For example, bringing an intern to a meeting is a great teaching moment—sending them in your place is not.

4. The employer derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded.
Having an intern may create more work for the employer not less.

5. The intern is not necessarily entitled to a job at the conclusion of the internship.
The internship should not be used as a mechanism for avoiding actually paying to train an employee or as a trial period.

6. Both the employer and the intern understand the unpaid nature of the position.
Communication is paramount and both parties should always be on the same page with respect to compensation and expectations.
If after reading the above, you think meeting these six requirements sounds like too much work or you have fallen fate to idea that “you’ll never get caught”—consider another list of six—the potential consequences of not complying:
1. Violation of discrimination laws
2. Violation of workers compensation regulations
3. Violation of state and federal tax laws
4. Violation of unemployment insurance coverage regulations
5. Imposition of hefty fines
6. Imposition of costly legal fees

So what should you do to ensure your internship program complies with the law?
Not surprisingly, in the diverse world of fashion there is no one-size-fits-all answer. Accordingly, consider each of the suggestions below (with legal counsel for the company if possible) to determine the right solution.
1. Consider paying your interns minimum wage.
2. Only hire unpaid interns who receive course credit for the internship.
3. Create a structured internship program with workshops and other educational components.
4. Formalize the internship with an agreement that spells out each of the Department of Labor’s six factors and how they will be met.
5. Circulate a memo to all employees who work with interns letting them know what is and is not appropriate.
Finally, don’t get fooled by the notion that “everyone is doing it, so it must be okay” because (a) not everyone is doing it and (b) just like the counterfeit Gucci on canal street—It’s really NOT okay!

Hand Baldachin & Amburgey LLP
8 West 40th Street
12th Floor
New York, NY 10018
Main: 212.956.9500
Fax: 212.376.6080
www.hballp.com
Hand Baldachin & Amburgey LLP is a member of the Business Services Network and Doug Hand is an advisor to the CFDA {FASHION INCUBATOR}

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“Dos and Don’ts: A Fashion Company’s Guide to Managing a Lawful Internship Program

The fashion industry runs on intern power, or sometimes it seems that way. The U.S. Department of Labor, however, is concerned that unpaid internships are replacing entry-level jobs and is looking much more carefully at what interns are really being asked to do.

Yes, internships are often precious steppingstones for students, providing opportunities to enhance résumés and slip well-shod feet into otherwise tightly closed doors. No, the benefit of résumé lines is not always enough to replace cold cash, at least in the eyes of the Department of Labor, especially when an intern is doing the work of a full-time employee or performing menial tasks. Hazing one’s interns a lá “The Devil Wears Prada” might win you a Golden Globe in Hollywood, but in real life the only thing it will earn you is a hefty fine and orders to distribute back pay.

That said, so long as you play by the rules, hiring unpaid interns can be profitable and rewarding for both companies and students. Follow these simple suggestions and you will be well on your way to avoiding a Fair Labor faux pas:

DO help your interns learn skills they can use at other jobs, whether its patternmaking or memo writing.

DON’T assign interns filing, photocopying, errands, or other mundane tasks (i.e. picking up dry cleaning, fetching lunch and coffee, acting as a courier, etc.).

DO provide close supervision for interns, including the opportunity to shadow a senior employee; a day in the life of the creative director, public relations manager, or graphic designer is a the kind of learning experience that the Department of Labor wants to encourage.

DON’T have more interns than full-time employees working in a single department. If the workload allocated to an intern is that of a full-time employee (or two), then you’re breaking the law.

DO make sure that interns understand that there is no guarantee of a job at the end of the internship.

DON’T rely on the fact that interns receive some benefit in the form of improved work habits while performing repetitive required tasks like clerical work (unless the intern is training to be a clerical worker). In other words, be sure to give more than you get.

Happy and successful interns create a good reputation for the company, and some interns may ultimately be retained as productive and valuable (paid) employees. To show interns that you appreciate their time and energy it’s a great idea to provide stipends to cover expenses whenever possible. An intern shouldn’t have to pay to work. What’s more, working with institutions to provide academic credit to unpaid interns is one way to ensure interns benefit from the internship.

When in doubt, refer to the Department of Labor’s six factors, listed below, to determine whether a worker is a trainee (intern) or an employee for the purposes of the Fair Labor Standards Act. In order to legally employ an unpaid intern and comply with labor laws, an internship program must be in full compliance with ALL six factors:

1. Training should mirror that of a vocational program;

2. Training must be for the benefit of interns;

3. Interns should learn from current employees, supplementing their work but never serving as their replacements;

4. The company must not immediately benefit from the work of interns; instead, the employer’s operations may actually be impeded on occasion;

5. The interns are not automatically entitled to a job at the end of the program; and

6. Both the employer and the interns recognize that the interns are not entitled to any wage earnings during their time in the internship program.

In practice, the range of unpaid internships that meet these guidelines is fairly narrow, and walking the fine line between lawful and unlawful can be as difficult as walking the runway in a pair of twelve-inch platforms. Worse yet, a stumble here will cost you more than a bad picture and a bruised ego; the legal costs and public relations fallout from a failed internship program could be disastrous. Rather than fret about it, follow the official guidelines.

Remember, your interns are the creative directors, executives, and general counsels of tomorrow’s fashion industry, so treat them that way. Go ahead and deliberately distress a leather bag or cut a dress down to size, but never do either to an intern.”

Prepared on behalf of the Fashion Law Institute at Fordham Law School by Amanda B. Agati, J.D. ’10 and Dean’s Fellow for the Fashion Law Institute; Barbara Kolsun, Executive Vice President and General Counsel, Stuart Weitzman; and Professor Susan Scafidi, Academic Director of the Fashion Law Institute.

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By way of Chictopia, I got the scoop that Seventeen is looking for chic girls to join their 2011 Style Council.

“Want to appear in an upcoming issue of Seventeen? Seventeen magazine is looking for chic, fashion-obsessed girls with great personal style, to join their Style Council for 2011.

In addition to appearing in Seventeen (and sharing your advice and personal expertise to the magazine’s millions of readers), past Style Council girls have attended fashion week, been invited to cover events, received shopping sprees and gotten tons of firsthand experience in the fashion industry by becoming a part of the Style Council.

Chictopia member Kara loved being a part of the 2010 Seventeen Style Council:

“Before Seventeen’s Style Council I thought I knew a lot about fashion but I ended up learning so much more than expected,” said Kara. “I wrote blog posts for Seventeen.com, attended fashion week, and got to see what it’s like behind the scenes of a photo shoot. The best part was working with the team at Seventeen. Everyone was so welcoming, encouraging and friendly!”

If you’re interested in becoming a part of the 2011 Seventeen Style Council, go to the following link, or send three full-length images of yourself that best represent your individual style and contact and bio information to fashion@hearst.com.”

I suggest you get on this ASAP, as I’m sure tons of girls will be jumping on this amazing opportunity!

xoxo,

Carla Isabel

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1. Interns: work hard and don’t complain

Work is the new four-letter word. People want to work in fashion and go to fashion shoots because it looks glamorous. What they don’t realise is that you have to walk around the city, picking up clothes in garment bags and filling out insurance forms. When you get to the photo shoot no one is going to care that you are there, even though you are really pretty and went to a really great fashion schools. They are going to say, “Hey, you” 700 times, “Go get me a coffee”, or “Can you make this 15-year-old model who is seven foot taller than you and getting paid $10,000, while you are working for free, feel good?” That’s the reality. If it hurts your feelings, then you’re in the wrong industry.

2. Consistency is key

It’s not enough to just know somebody or have somebody open the door; once the door is open you have to walk through and set up your shop. Consistency is such a simple thing: if you show up somewhere every day and get the job done right, over and over, then things grow. At People’s Revolution, when people are doing a good job, we always make a point to acknowledge it, remember their name and invite them for dinner. But you have to wait, that’s just how it works.

3. Use the internet wisely

Do not Facebook the owner of a fashion agency asking for a job. I’ve said this before and yet people still Facebook me. The messages often contain grammatical errors, they don’t make sense or they are littered with acronyms like LOL. Phrases such as “I have a passion for fashion” or “Fashion is what my life is about” are my pet hates. If you do Facebook the owner, have something interesting to say and use a spell check.

4. Offer up ideas, but know the right moment

Don’t stand next to my desk with an idea and a notepad when I am on a conference call trying to make $100,000. However, I do like it when interns offer up ideas – not every day, but when it’s honest, right and correct.

5. Never lose your excitement

You have to believe in the beauty of fashion, whether it’s the power of colour, structure or line. With fashion, you have to be enamoured by it, never fully understanding it and always wanting to know more.

Olivier Zahm, who founded Purple magazine, is a great visionary in fashion. He’s seen everything, yet if you bring him somewhere cool and he sees something beautiful, he still gets excited. These are the only people in fashion that I want to hang out with.

6. Be the village girl

You don’t have to hail from the big city and be dripping in diamonds to work in fashion. The village girl might not have been the prettiest, the most economically privileged or the smartest girl, but she has a strong work ethic and is often the most frequently looked over. She’s tenacious, kind and intuitive. Through proper cultivation, mentoring or the right environment, it’s “Ding!” and she’s in her game. Don’t underestimate her.

7. Have a neurotic personality

When you work in this industry, you’ll always have the feeling that you are never really finished with a project. There’s always something more that could be done, but it’s also about knowing when to let go. Attention to detail and great organisation skills are useful attributes too.

8. Observe the rest of the world

Fashion takes itself way too seriously and has a sense of exclusivity. No other fields are like that. From rock’n'roll to chess, they don’t care where you’re from, they invite everybody in. They understand that most of the greatest artists, sports stars, musicians and fashion designers came from nothing.

9. Go it alone at the right time

Use your intuition here: if you really feel that you should do it now, then follow your instinct. For me, it was what I needed to do [Cutrone decided at 23 that she wanted to start her own company] but I put myself through a lot of needless trouble. If I could have sat still a little longer, I would have been better off. A lot of stuff can be learned while you’re still in a job and being paid, such as understanding your accounts, learning industry terminology and locating the best contacts.

10. Read my book

If You Have to Cry, Go Outside, on Amazon.”

To view the original article, click here.

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“Get the scoop on how to perfect your networking skills from some of Ed’s most connected cronies. We’ll discuss e-mail etiquette, how to follow up with an editor, how to ask an editor to meet you for coffee and how to walk the fine line between persistent and, well, annoying. Email events@ed2010.com with “Networking 101” in the subject line today to sign up!

Date: Monday, May 17, 2010

Time: 7 P.M.

Location: Midtown Manhattan (we’ll send you the specifics once you’ve been confirmed).

Cost: $25″

Go go go!

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Resume: Check. Perfect interview outfit: Check. Remembering to read the masthead before the interview? Whoops! In this competitive industry, it’s hard enough to land a meeting, let alone the job, and the last thing you want to do is look unprepared. Ed feels your pre- (and post) interview pain,so he put together this list of things to know before you go.

“1. How to correctly spell the name of the magazine. Before you meet the editor, you’ll need a killer cover letter. It seems pretty simple, but add a “the” or a capital letter where it doesn’t belong and an editor may not think you belong, either. So remember, it’s Time magazine, not Time Magazine, and CosmoGIRL, not COSMOgirl.

2. The most popular sections. Though the features change from month to month, all magazines contain recurring columns that help distinguish them from other mags. A few examples are Newsweek’s “My Turn,” Ladies’ Home Journal’s “Can This Marriage Be Saved?,” and New York’s “Intelligencer.” If you’re not aware of these defining sections, an editor won’t think you know enough about the magazine to pitch relevant ideas or nail their voice—and you won’t get the gig.

3. The names of the editors. Your interviewer will likely refer to these very important staffers by their first names, and you don’t want to get caught looking puzzled when a Vogue editor mentions Anna. Review the masthead to familiarize yourself with the major players and the more junior editors in the specific department to which you’re applying.

4. The magazine’s audience. Finding out the reader’s average age and the target age (which aren’t always the same), as well as their sex, will help you figure out what types of subjects/celebrities they’d cover. For instance, you wouldn’t find much info on the Denise Richards and Charlie Sheen divorce drama in Seventeen, so pitching an idea on that will get you nowhere with that pub. Check out the magazine’s Web site for the media kit which usually contains this info for advertisers.

5. The dress code. Though that suit worked on your friend’s accounting firm interview, resist borrowing her lucky duds; even at magazines like Consumer Reports and BusinessWeek, you don’t have to be quite as formally dressed. And if you’re applying to a fashion magazine, like Marie Claire or W, show your fashion sense in your interview outfit. And if you’re up for a teen mag job, your clothes should be young and fun—but still appropriate, of course (save your jeans for once you get the job, and put away the cleavage!).

6. Total circulation. Do 2 million subscribe, another million pick it up on the newsstand, and another 3 million read their friends’ or doctors’ copies? If that’s the case, and you mistakenly say the circ. hovers around 100,000, you’re out. You can find this info for free on the Magazine Publishers of America’s (MPA) Web site, magazine.org.

7. Some of the magazine’s recent big stories. If you’re interviewing at Vanity Fair, you better know about the hubbub the semi-nude Miley Cyrus photos created. Editors commonly ask candidates about specific articles they’ve liked or think should have been approached differently. To be prepared, you should read as many back issues as possible (six is a good goal). It’s also smart to be on the up-and-up about any media buzz the mag has garnered; a google news search can help.

8. Its competitors. Though a magazine’s competition (mags in the same niche going after the same readership) isn’t usually the focus of an interview, it can come up. You should know what and who the magazine you’re applying to is up against, as well as what makes it unique from the others (this is also where those special columns and sections come into play). You wouldn’t want to pitch a story for American Baby that Babytalk featured the month before, but you do want to be able to suggest ideas that will give your mag a competitive edge.

9. What each position does within the publication. It’s hard enough deciding exactly what it it is you want to do with the rest of your life; the last thing you need is to settle on a title only to learn that the responsibilities aren’t at all what you wanted. An editorial assistant at a huge magazine may offer few writing opportunities, and even may be 100% administrative. If that’s not the kind of dues-paying you’re into, a mag with a smaller staff may be more your bag. Carefully read the descriptions in the postings, and ask your contacts if they know what duties people in that position at that mag usually have.

10. Its Web content. Now more than ever, magazines are relying on their Web brands to make their presence known and gain readers. At the very least, you should know the mag’s URL (and it’s not always straightforward; it’s redbookmag.com, not redbook.com, for instance), as well as any special features it has (like Cosmopolitan.com’s 30-day blogs). And, especially for teen mags, you should know about its MySpace and Facebook pages.”

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