The Mob Museum (@TheMobMuseum) is an interactive Museum dedicated to the history of organized crime and law enforcement. The Museum presents a bold and authentic view of organized crime’s impact on Las Vegas history, as well as, its unique imprint on America and the world. The Museum presents the real stories and actual events of Mob history via interactive and engaging exhibits that reveal all sides of the story about the role of organized crime in the U.S. The Mob Museum offers multiple perspectives and provides a contemporary, engaging, challenging and educational experience.
Christina Nishiyama is the Director of Human Resources & Finance for The Mob Museum. She is responsible for overseeing the human resources and finance functions at the organization, as well as all organizational development initiatives. Christina attended UC San Diego, attaining her bachelor’s degree in economics and psychology in 2005. In December 2006, she attained her MBA at San Diego State University. Christina also has her Professional in Human Resources (PHR) certification through the HR Certification Institute. In the future, she hopes to work toward a Ph.D. in organizational behavior and use the lessons she has learned in HR to teach others.
1. How did you get started in the industry? How can someone who is interested in your work get started?
I got started in the industry because I was inspired by the work of my father. He has always worked in human resources and has been a great mentor to me. Having an HR network and mentor is a great way to get into the industry. It is important for students to really “put themselves out there” and reach out to potential individuals who can assist in building an HR career and network. Opportunities are everywhere!
2. What’s the future of your industry or job?
I believe that the future of Human Resources (along with many other industries), continues to drive towards more automated ways of doing business, and an emphasis on maintaining strong communication in a work environment that is less “in-person” and more global.
3. What do you look for when you hire an intern or entry-level candidate?
I look for someone who is polite, thoughtful, eager to learn, and has displayed commitment to an activity or profession in the past (i.e. athletic/ academic achievement, long tenure in a position)
4. What is one thing an intern can do to make a favorable impression?
An intern can make a favorable impression by displaying a continued commitment to an organization and never acting as if a task is too mundane or unimportant. Interns should be open to learning many things about the organization and their desired profession.
5. Can you share a positive intern story and an intern horror story? No names needed…
I worked with an intern who had worked in another industry for several years, but had a great desire to work in human resources. Although she had little experience in HR, she applied to a degree program in the field and reached out to me for an internship. She was so passionate about the topic and I greatly appreciated her willingness to reach out and “go for it”. She ended up finishing her degree and attaining a full time position in the field.
Thank you, Christina! If you’re interested in pursuing Human Resources as a career, take Christina’s advice and begin reaching out – check out HR internships.