What are the administrative circumstances which must be considered as a career school? Without doubt, a steady pipeline of new students, market penetration, retention, and job placement for graduating students. Accreditation and funding are paramount to survival. In a nutshell, “Job Placement in a Difficult Economy” boils down to VALUE. In terms of federal funding, value correlates to job placement ratio, in terms of student success and retention, value correlates to a good paying job in their chosen field, in terms of accreditation, value is set forth in a matrix format. Today’s presentation fuses the insight of academic and career industry standards.
With enrollments increasing and graduate employment opportunities decreasing, revisiting strategies assisting Career Services and Student Services staff in finding creative resources and using technology to advance student employment success is required for survival. On a community scale, taking control of your MESSAGE means more than sending a pre-formatted flyer defining programs or taking advantage of an email blast introducing the latest graduates. So, what is your college’s message? If I were a student or a hiring manager at a local company, would your message induce positive action? Has your recruiting team established a clear value proposition? The same question can be asked regarding your career and student services staff: how are they introducing the product (in this case your program and students) to potential employers? Creating and taking control of the message is a powerful step to branding positive action. In a career school’s case, positive action equates to advancing student employment success. Our first half involves Message control while the second half delves into applications as we explore mediums to effectively adapt and tap into tomorrow’s employment needs today.
We’ve all seen it. Students have stars in their eyes on their first day of class. While a director and dean of academic affairs, I made it a point to go to each class, introduce myself, and forge their path to career success. Without doubt, attrition during the first semester is at it’s highest. With non-traditional students (and even for many traditional students), formal encouragement and personal attention results in a higher retention ratio. Unfortunately, in today’s instant gratification culture, students tend to believe a blue-chip recruiter will offer a great position immediately upon graduation. Unfortunately, the days of the recruiter are dwindling. With limited career recruiting, many students tend to lean on electronic means when searching for their perfect career. Again, unfortunately, not effective…we will review in detail throughout this session. According NACE and the top three career management associations in the country, career success comes by way of being prepared, being persistent, and being prepared…yes, I said it twice. The advantage of career schools and a potential “message?” students receive the tools for their career day one. Reality check: recruiters are not gallant knights and by simply submitting an online application is not effective…so, where does reality come into play?
Reality can be devastating. Of course, that’s why they’ve come to you. You have to orient students to reality without nailing their feet to the floor.
Leaving many to throw up their hands as many neighborhoods are seeing much more challenging numbers!
You, as Career Professionals, are your student’s best hope for staying ahead of the pack…come to think of it, this is where being prepared and being persistent comes into play…and I’m not just speaking about your students. True enough, your students have you, an administration equipped to advance student careers. Career schools graduates offer hands-on AND theoretical skill. The package is being formed while the medium of selling is being developed.
This is where RECRUITMENT and RETENTION are pressed and threaded throughout.
Online career searches are not the most effective. As we develop innovative strategies to tap the job market, career services personnel can not devote all resources to this medium. Hidden: 5% of all job-hunters go after the hidden jobs (80% of the job market) by sending letters directly to thousands of decision-makers at the same time. Competition is minimal and 85% land a job in less than 90 days. &quot; Visible: 95% of all job-hunters compete for the visible jobs (20% of the job market) through networking, recruiters, and job boards. They find one opportunity at a time, competition is extreme, and only 50% land a job in less than 12 months.&quot;
With such information, our goal is to tap into the unadvertised market.
And this is where your career school’s message will find reward.
This is it. This is where the rubber meets the road. Traditionally, students don’t understand the importance of preparing an optimized, irresistible career plan. They believe it easy to throw together. In a way and with this thought, we have a school full of grasshoppers believing they are ants; it’s great that they’re busy learning the skills of their trade but YOU must present them a program that brings home the importance of securing that first job and every job thereafter. If you allow a student to believe all they need is a degree or certification, their satisfaction with their education will plummet. And now litigation isn’t out of the question (relate the story). Like the crocodile told his son, the best way to eat an elephant is one bite at a time. Incorporating the value and necessity of career planning from orientation day forward reduces the intimidation. Leaving a student to discover the gargantuan task of preparing a solid, compelling message until it’s time to write their resume is asking the baby crocodile to close his eyes and open wide for the WHOLE elephant.
Maintaining relevance requires research into the evolving marketplace. Research is easy to put off for more “productive” tasks. Avoid tyranny of the deadline. Dedicate a certain amount of time daily to staying up on career impacts such as…
So, now you’re asking: What can help me in guiding my students?
As education and career practitioners, it's critical to know what's around the corner when it comes to the jobs and job skills that will be in demand over the coming decades. Our students look to us for advice on shaping their careers, choosing professional development opportunities, or supplying them with cutting-edge interview techniques. How does the administrative staff know what's coming? There seems to be advice everywhere on what the next &quot;hot jobs&quot; will be and in which direction workers should look for &quot;secure&quot; employment in the future. But &quot;hot jobs&quot; aren't always the answer and secure employment may be wishful thinking. To put these actions into practice, here are some strategies administrators can use to prepare and assist students in moving into the jobs and the workplaces of the future:
We can scan the trends across different sectors to note where new and existing occupations appear to be on the rise. Janet Wall, president of Sage Solutions, noted in her presentation at the National Career Development Association's annual conference this past year, that changes in the areas of law, technology, demographics and business practices will all influence the development of new and emerging careers and jobs.
Chances are good you already scan job postings, job titles, job descriptions and employer web sites for the language and sector-specific terminology that can help your students. The next time you look for such information, pay particular attention to the newer job titles. Also notice what different company sites tout as their latest innovations, their newest products, and their expanded customer base. All these bits of information give information about the jobs these companies will need to fill to back up their boasting. Janet Wall suggests checking out the online journals of professional associations to see what's grabbing their attention at the moment. Notice what professional development offerings seem to be hot. The classes and seminars they are offering members are indications of the key skills they believe members in their profession should acquire or update.
For some students, ramping up for the jobs of the future will include significant retraining, while for others it will mean targeted professional development. And for some who have continually upgraded their skills, it may not mean learning a new skill set at all; instead, it may require fine-tuning a resume so that it documents how well their current skills can be applied to new settings.
All the training and knowledge in the world won't make a bit of difference if your students move forward kicking and screaming into the future. As career school administrators we can help in two essential ways.
The workplace of tomorrow will look different from the workplace of yesterday. Technology, globalization, and as yet unforeseen challenges will impact us in every aspect of our lives. Yet, all these things that we feel certain about seem to lead us to more questions and curiosities, rather than concrete answers. Perhaps the ultimate challenge for us, as career school professionals, in preparing our students for the jobs and the workplaces of the future comes through in an article by John Petersen in the September-October issue of The Futurist. His article's subtitle says it all: &quot; Prepare for Life As We Don't Know It! &quot;
Encourage a stimulating discussion here. Hopefully consensus will bring up: Students should stay flexible on how they employ their areas of interests. No student should reject their interests to pursue a soulless occupation. Students should know what their interests are. Their enrollment for specific coursework may not be an indication of interest. What is our role in determining if a student is pursuing a course leading to job dissatisfaction.
How to make predictions for how technology will affect the job search process and the way your students market themselves to candidates.
The world is changing and how to package the message is becoming more and more critical. In a world of ever-increasing competition and even less time to truly evaluate candidates, it comes down to the message of value. As a career school and as an individual seeking employment opportunities, filling a need quickly is a key factor and can be part of the recruiting and retention strategies for all career schools.
And where does this leave the administrator?
The numbers are out there and this is the way Know thyself.
Lacking header should be edited to fit your programs. If you have any unique-need students, this is a valuable tool to introduce their value by inoculating the recipient. With letter in hand, time to develop relationships as the message is clear.
Success is 90 percent preparation and 10 percent execution. Know thyself.
Best practices to prepare students for job searching
Times change and so do standards.
Need to discuss VIRTUAL RESUMES—THE GOOD, THE BAD, THE UGLY; include the ease and time factor…but does this always help prepare the student for direct questions? Be weary of a template look. Brick and mortar approach…
Discuss elements of Electronic portfolios—the good, the bad, and the ugly. Warning about information as once something is said, it can not be unsaid….
Email is becoming more and more common. Translated, this means digital inboxes are overflowing. E-mail may be pervasive, but it’s commonality which makes it weak. That DELETE button is too easy to press. If you want to make an impression, no matter what the futurists are saying, a hardcopy document is far more impactful than an e-mail. There is nothing wrong with doing both, but don’t sacrifice print just yet. Social/Business Networking will grow stronger and stronger; an online presence is no longer optional. Value-driven, concise statements are always best. Continually practice the “So What?” test. Take advantage of the “gadgets” such as presentation software included in LinkedIn. Documentation establishes “guru-ship.” Put a digital portfolio online. Design is becoming a required skill. Candidates will be Googled and social networking explored. If you wouldn’t display it in an interview, don’t display it online. Blogs are a great place to be quirky. Just don’t quirk yourself out of a job. (Teacher being fired story). Yet blogs are a great way to gain guru-status.
It isn’t enough to be a life-long learner looking forward (though everyone should be); drum in that it’s wise to be a life-long documenter keeping track of “now” so value doesn’t get lost in the “way back when.”
Plug, plug, plug!
They ask the questions, you dazzle them with the answers.
The Dream… Recruited Pre-Graduation by Blue-Chip Company and Given a Company Car, a Company Blackberry, and the Keys to the Executive Restroom… Barring That: A Quick Stop at Monster.com, Fill out an Online Application and Employment Seconds After Hitting the Submit Button.
The Reality… <ul><li>There are: </li></ul><ul><li>725,000 U.S. students graduating each year. </li></ul><ul><li>2 Million+ international students graduating. </li></ul><ul><li>15 Million experienced workers currently unemployed and looking for new employment. </li></ul><ul><li>400,000 former workers (retired, stay-at-home parents) returning to work. </li></ul><ul><li>Competition is at an all-time high. </li></ul>
The Ugly Truth… <ul><li>There are: </li></ul><ul><li>Since the start of the recession in December 2007, the number of unemployed increased by 7.6 million to 15.1 million, the unemployment rate doubled to over 10 percent. </li></ul><ul><li>Unemployment rates for the major worker groups: Adult men (10.3 percent), adult women (7.8 percent), teenagers (25.9 percent), whites (9.0 percent), blacks (15.4 percent), and Hispanics (12.7 percent). </li></ul><ul><li>Looks like we’ve got work to do! </li></ul>
The Good News… <ul><li>Almost all of them are counting on the Dream or some form of it. </li></ul><ul><li>Even the most experienced have only the slightest clue of how to mount an effective career search campaign. </li></ul><ul><li>The skills learned at career schools are ideally suited to devising a superior career search…where employer needs match your student’s value and contribution. </li></ul><ul><li>Best of all, your students have YOU! </li></ul>
Plotting the Course… <ul><li>Every employment assistance strategy is composed of two elements – Message and Method </li></ul><ul><li>MESSAGE must be STRONG, CONCISE, and EFFECTIVE – ABSOLUTELY DO NOT SKIMP! </li></ul><ul><li>METHOD must be BROAD but PRIORITIZED. </li></ul>
Method Madness – 80/20 Rule <ul><li>The Advertised vs. the Unadvertised Job Market </li></ul><ul><li>80% of job-seekers pursue the Advertised Market (Job Boards, Classifieds, Recruiters etc.) which comprises only 20% of available jobs. </li></ul><ul><li>Only 20% pursue the lucrative Unadvertised Market (networking, direct mail, referrals). </li></ul>
80/20 Rule RESULTS… <ul><li>And the winner is… </li></ul><ul><li>Of Job Seekers using only the Advertised Market, 50% gain employment WITHIN 12 MONTHS. </li></ul><ul><li>Of Job Seekers using only the Unadvertised Market , 85% land a job in LESS THAN 90 DAYS. </li></ul>
Conclusion… Clearly, use only the Unadvertised Market, right? WRONG!!! The proper conclusion is to take a 360 o approach firmly weighted to the Unadvertised Market while developing a low-impact Advertised strategy as well.
Career Professional Impact… <ul><li>As career professionals, we must become </li></ul><ul><li>MASTERS of MESSAGE and METHOD . </li></ul><ul><li>MESSAGE is shaped from the Student’s profile in response to current market conditions . </li></ul><ul><li>METHOD is prioritized by market conditions. </li></ul><ul><li>THEREFORE we must also become masters of MARKET CONDITIONS. </li></ul>
Monitoring Market Conditions … <ul><li>“ Finger on the Pulse” is easier than it has ever been. </li></ul><ul><li>Blogs (such as ours) of thought leaders... </li></ul><ul><ul><li>Know the difference between theorists and practitioners – Theorists are “analysts” and practitioners are in constant contact with employers. </li></ul></ul><ul><li>Build a network of regional employers and alumnus for firsthand accounts of hiring practices. </li></ul>
Monitoring Market Conditions … <ul><li>Game changers happen with increasing frequency </li></ul><ul><li>Google just changed the world—again—this time in cellphones and GPS (a booming premium industry is suddenly freeware). </li></ul><ul><li>Technology advances open whole new industries. </li></ul><ul><li>Politics/Laws/Taxes impact job creation. </li></ul><ul><li>Population/Globalization/Demographics open new and expand/close existing industries. </li></ul><ul><li>Trends/Forecasts give warning for the vigilant. </li></ul>
Challenge …What Can I do? <ul><li>We can listen in on the ideas of thought leaders who focus on the future. </li></ul><ul><li>We can scan our own surroundings and pay close attention to the needs that people seem to be articulating…advisory committees, clubs, networking, etc. </li></ul><ul><li>We can observe companies that seem to understand what’s on the minds of their customers. </li></ul><ul><li>We can become “global career practitioners” who pay attention to what’s happening outside our own borders and across the globe – because global issues and priorities will certainly shape the jobs of the future. </li></ul>
#1: Notice the Trends… <ul><li>According to NACE, future opportunities are in these four areas: </li></ul><ul><li>Changes in laws and policy-making may spur new job creation. </li></ul><ul><li>Advances in technology in the field of genetics and advances in Web technology have led to jobs for usability specialists. </li></ul><ul><li>Demographic trends, such as the aging population, have led to an increase in the need for geriatric nurses. </li></ul><ul><li>Streamlined business practices have led to jobs for privacy advocates. </li></ul>
#2: Think Green <ul><li>Global priorities are going green and will influence career opportunities for decades to come! </li></ul><ul><li>The green sector will include occupations ranging from transportation to construction to energy trading. </li></ul><ul><li>Students with science, technology, engineering, or math backgrounds may be interested in exploring how their skills may transfer to emerging green opportunities. </li></ul>
#3: Postings and Beyond Scan postings for job titles, descriptions as well as websites for the language and sector-specific terminology that can help your students! Notice what company websites tout as their latest innovation. Check out online journals for clues and notice what professional development offerings seem to be hot. The classes and seminars they are offering members indicate the key skills they believe members in their profession should acquire or update.
#4: Say What? Keep an ear out on what the futurists are talking about! Listening to the perspective of futurists regarding the workplace of tomorrow is another great way to get a picture of what’s coming. A quick look at what many see as possible future occupations include: telemedicine technician, global work process coordinator, chief innovation officer, skycar mechanic, and (yes you’re reading it right) chef for the Branson Space Airline.
#5: What’s needed… For all students, succeeding in the future workplace will require being skilled in the technologies delivering the products and services that will be in demand. We can be of most value by educating them on the specific skill sets that will give them an advantage in whatever sector they seek employment. Our knowledge of up to date occupational information sources that describe the skills needed for new opportunities will be invaluable when determining how best to prepare and position themselves. Strong interpersonal skills will always be needed , especially as we take part in virtual teams spread across the globe with people whose perspective and ways of working may be very different from our own.
#6: Training is NOT enough… <ul><li>As career school administrators we can help in two essential ways: </li></ul><ul><li>We can help students articulate the qualities, values, and forward-thinking attitudes that they already possess but that they may be taking for granted. </li></ul><ul><li>We can encourage them to try out and hone those qualities they’ll need to be successful in tomorrow’s workplace. </li></ul><ul><li>But what are the “MUST HAVE” factors? </li></ul>
Must Have Mindset… <ul><li>According to the World Future Society (WFS): </li></ul><ul><li>Foresight : the ability to see and seize opportunities. </li></ul><ul><li>High degree of comfort with technology : a willingness to get comfortable with technology will be essential for students to be seen as top candidates for a wide variety of jobs on the horizon. </li></ul><ul><li>Flexibility : pieces of this factor include where an employee might work (inside the office, outside the country, or through telecommuting), or with whom they might work with (either in person or on virtual teams). Finally, flexibility includes having skills in using the various new technical tools to get their work accomplished. </li></ul>
Discussion Question … To what extent should market conditions dictate student career goals and interests?
Top Electronic Influencers… <ul><li>Presented are observations on electronic influencers and predictions how they will continue to change job search as we know it. </li></ul><ul><li>Google ... Whenever we ask students a question about something or someone, most go online to find the answer. So it’s logical that by the time incoming students graduate and begin their first job search, their online presence will be checked out by every decision maker. Everyone will have an online identity and everyone will need to take their online identity seriously. </li></ul>
Top Electronic Influencers… <ul><li>Multiple Instant Messaging Platforms ... Tomorrow's employee won't accomplish tasks in a linear fashion. They will need to work on projects simultaneously while incorporating feedback from colleagues. Their process may look different from generations past but they will get the job done. </li></ul><ul><li>Information Banks ... Tomorrow's job seeker will easily assimilate information from many different sources and will combine all possible resources to find quality information related to their job search. They won't become frustrated by the information overload that most of us feel dealing with constant emails, status updates, etc. </li></ul><ul><li>Texting ... more and more job opportunities will be pitched via text messages, and I will be so bold to predict that rejection letters will come in the form of text messages as well. </li></ul>
Top Electronic Influencers… <ul><li>Email ... Many students can barely write in cursive...it looks like (before long) emails and texts will be an accepted form for a thank you letter. </li></ul><ul><li>Social Networking ... Companies are using this medium to find qualified candidates, create work teams, work collaboratively on projects, and build consensus. </li></ul><ul><li>Computer Simulations ... Companies such as Deloitte & Touche are already using simulations to teach how to solve the types of problems accountants face and to get students interested in the field. More companies will create simulation tools so candidates can truly experience a day in the life of an employee at their company. </li></ul><ul><li>Video Chat ... As students interview for positions down the road, video interviews will become more mainstream. </li></ul>
The Best Career Search… <ul><li>Starts the student’s first year </li></ul><ul><li>Messaging begins with data collection. </li></ul><ul><li>Data collection is best done while it’s fresh. </li></ul><ul><li>Students will not do this without prompting! </li></ul><ul><li>A program or career initiative from day-one educating students in laying a foundation of data collection is a MUST! </li></ul><ul><li>And time to bring in Career Options </li></ul>
Who You Gonna Call? <ul><li>Top five tactics for finding career options: </li></ul><ul><li>Networking (70%) </li></ul><ul><li>Responding to online job postings (14%) </li></ul><ul><li>Posting resume in online database (5%) </li></ul><ul><li>Maintaining an online profile (4%) </li></ul><ul><li>Researching target companies/cold calling (3%) </li></ul><ul><li>And what about intern/externship? </li></ul>
Career School Internships… A 2009 survey conducted by the National Association of Colleges and Employers found that 76.3 percent of employers prefer graduates with relevant work experience. For career school students, that experience is often gained through an internship or cooperative assignment. An additional 18.9 percent of employers report that they prefer to hire graduates with any type of work experience, relevant or not. But who’s hiring and how is contact made?
Who you gonna contact? According the Workforce Metrics, the top intern employers are as follows: 1. Walgreens: 5,650 2. Southwestern: 2,800 3. General Electric; 2,400 4. Deloitte & Touche USA: 2,300 5. PriceWaterhouseCoopers: 2, 279 6. KPMG: 2,000 7. Northwestern Mutual Financial Network: 2,000 8. Lockheed Martin: 1,932 9. Ernst & Young: 1,869 And there’s more…
Yes, there are more… 10. Enterprise Rent-A-Car: 1,800 (The company hires 8,000 graduates a year to fill its management talent pipeline. Its recruiters selects students with well-rounded work experience, leadership abilities, and good customer-relations skills.) 11. Intel: 1,600 12. Target: 1,100 13. Microsoft: 1,000 14. Sandia National Laboratories: 900 15: Qualcomm: 800 ** and don’t forget YOUR advisory committee! Now we have a focus group, developing your message and medium of exchange is the administrators next step…
Time to be aggressive and innovative… <ul><li>Reality check regarding accountability and how job placement is critical. </li></ul><ul><ul><li>Internship hiring will decline by 21 percent this year, according to a new NACE survey. </li></ul></ul><ul><ul><li>Recruiters visited fewer campuses, firms are looking at their intern pool before new graduates, the numbers reveal employers expect to hire 22 percent fewer grads than in 2008 all in all, it’s tough in 2009. </li></ul></ul><ul><ul><li>One key to finding a job in the 2009 economy seems to be a graduate’s ability to produce immediate results. </li></ul></ul><ul><li>RESOLUTION: Networking </li></ul>
Locating New Employment Opportunities… <ul><li>With company list in hand, how does one maximize the career school program and student value? </li></ul><ul><li>Networking is the most effective way to spread your message. </li></ul><ul><li>Advisory Boards </li></ul><ul><li>Community Engagement </li></ul><ul><li>To analyze company needs and product match </li></ul><ul><li>Networking Letters highlighting value and solution with follow-up call to sell internship and/or placement. </li></ul><ul><li>But what constitutes an effective Network Letter? </li></ul>
Sample Networking Letter / VALUE Realized… Establishing alliances with key organizations, (name of career school) is reaching within the community to build long-term partnerships and provide you with a steady stream of qualified, pre-screened (per your requirements) candidates in an internship program capacity as well as career placement (full or part time). (N ame of career school ) prepares students with in-depth theoretical and practical hands-on training to give your company a competitive advantage. Our programs include: (List specific programs offered) For organizations seeking candidates dedicated to advancing themselves through diligence and high performance, our student are a proven asset. Working side by side with you, ( name of career school ) Career Services professionals review, select, and introduce a pool of qualified applicants based upon your criteria.
Networking for Today… Networking IS the BEST policy According to a Jobvite Survey, job boards will disappear as soon as five years. The same survey points to a significant rise in the use of social networking sites by HR and recruiters to find talent. The results may surprise you…
Networking for Tomorrow… <ul><ul><li>76% plan to invest more in employee referrals (68% in 2008) </li></ul></ul><ul><ul><li>72% plan to invest more in recruiting through social networks </li></ul></ul><ul><ul><li>75%+ plan to invest less in more costly sources (job boards, third-party recruitment and campus recruitment) </li></ul></ul><ul><ul><li>80% of companies use or are planning to use social networking to find and attract candidates this year: </li></ul></ul><ul><li>95% will use LinkedIn (80% in 2008), 59% will use Facebook (36% in 2008), and 42% will use Twitter </li></ul><ul><ul><li>77% of respondents will use social networks to reach passive candidates </li></ul></ul><ul><ul><li>15% of respondents tapped employees' social networks for hiring </li></ul></ul><ul><li>Time to build a plan… </li></ul>
Building a Plan… <ul><li>Year Two Student-Side: </li></ul><ul><li>Build a specific career search plan. </li></ul><ul><li>Engage in active Message Shaping (portfolio, career documents, online presence). </li></ul><ul><li>Conduct active Networking, virtual and in-person. </li></ul><ul><li>Initiate Direct Mail Campaign. </li></ul><ul><li>Devote a small percentage of time to passive job searching (it can become obsessive so be careful). </li></ul>
Layer by Layer… <ul><li>Year Two Career Professional-Side: </li></ul><ul><li>Assist student in all endeavors. </li></ul><ul><li>Stay abreast of trends, game changers, etc. </li></ul><ul><li>Build network of local/regional employers. </li></ul><ul><li>Create a knowledge-share forum with co-workers. </li></ul><ul><li>Send graduation announcements to network about the current crop of industry-specific students and that students will be sending network letters. </li></ul>
Closer Look at Messaging… Skills don’t differentiate candidates, presentation does. Without superior presentation, skills will never reach the playing field. FOCUS TIME AND ATTENTION ON MESSAGING! They cannot be too good, but can easily be too bad. With this, let’s check out resume and portfolio trends
Definition of a Resume… <ul><li>A self-marketing document effectively communicates an ability to produce results and meet performance goals and objectives better than other qualified candidates. </li></ul><ul><li>There are five (5) benefits to creating a resume… </li></ul><ul><li>Market value : must effectively identify and communicate VALUE </li></ul><ul><li>Differential factor : what makes them stand out </li></ul><ul><li>Confidence builder : they will be proud of the final product, namely themselves </li></ul><ul><li>Resumes open the right doors : highlighting why I am a good fit for your company </li></ul><ul><li>Students will become more effective interviewers : when students possess resumes with a focus on the interview, they begin developing key messages they’ll eventually want to communicate in an interview to win the job. </li></ul>
Elements of Accomplishment… <ul><li>Work Experiences </li></ul><ul><li>School Projects </li></ul><ul><li>Extra-curricular Activities </li></ul><ul><li>Formal Internships/Externships </li></ul><ul><li>Informal Internships </li></ul><ul><li>Informational Meetings </li></ul><ul><li>Summer Employment </li></ul><ul><li>Volunteerism </li></ul>
Crafting Career Documents… <ul><li>Self-Analysis Documentation </li></ul><ul><li>Portfolio </li></ul><ul><ul><li>Resume </li></ul></ul><ul><ul><li>Project Samples (Hardcopy & Digital) </li></ul></ul><ul><ul><li>Biography </li></ul></ul><ul><ul><li>Web Biography </li></ul></ul><ul><ul><li>Cover Letters </li></ul></ul><ul><ul><li>Follow Up Letters </li></ul></ul><ul><ul><li>Thank You Letters </li></ul></ul><ul><ul><li>Letters Requesting Recommendations </li></ul></ul>
Launch Pad… <ul><li>With…. </li></ul><ul><li>Clear Goals </li></ul><ul><li>Career Plan </li></ul><ul><li>Cohesive Message </li></ul><ul><li>Career Documents… </li></ul><ul><li>… . Begin the Countdown… </li></ul>
From Message to Method… <ul><li>Once Messaging is well underway it’s time to move to METHOD. </li></ul><ul><li>Data collection product is robust. </li></ul><ul><li>Career Documents are powerful. </li></ul><ul><li>Career Plan is in place… </li></ul>
Face-to-Face Networking… <ul><li>The following should be life-long events beginning in student’s first year. </li></ul><ul><li>Informational Meetings </li></ul><ul><li>Networking Luncheons </li></ul><ul><li>Alumni Meetings </li></ul><ul><li>Volunteerism </li></ul>
Digital Networking… <ul><li>Internet is powerful/dangerous; solid messaging allows easy set-up of digital presence. </li></ul><ul><li>The Pitfalls of E-mail. </li></ul><ul><li>Digital Business Networking (LinkedIn, E-cademy, Job Fox, etc). </li></ul><ul><ul><li>The power of a COMPLETE, VALUE-DRIVEN PROFILE and DIGITAL PORTFOLIO. </li></ul></ul><ul><li>Warning about Facebook, MySpace, etc. </li></ul><ul><li>The Blogosphere. </li></ul>
Target Acquired… <ul><li>After messaging, interviewing is commonly weak </li></ul><ul><li>Pre-Interview Research </li></ul><ul><li>First Impressions </li></ul><ul><li>How to Answer </li></ul><ul><li>What to Ask </li></ul><ul><li>How to Close </li></ul><ul><li>Salary Negotiations </li></ul>
Post-Employment is Pre-Employment… <ul><li>Every Job is a Stepping Stone to the Next Job </li></ul><ul><li>Chart Accomplishments </li></ul><ul><li>Document Personal Values Discovered & Negated </li></ul><ul><li>Consider Internal Career Path </li></ul><ul><li>Gather Commendations </li></ul><ul><li>Never Burn Bridges </li></ul>
Interviewing Best Practices <ul><li>As with all areas dealing with career management, interviewing preparation is changing… </li></ul><ul><li>Face-to-Face </li></ul><ul><li>Interactive Software </li></ul><ul><li>What is YOUR best practice approach? What do the top three career management associations recommend? </li></ul>
Staying Relevant… <ul><li>In a rapidly changing market place, Career Services MUST STAY NIMBLE AND ADAPTABLE! </li></ul><ul><li>Choose partners and vendors for flexibility. </li></ul><ul><ul><li>Markets change, your collateral must adapt. </li></ul></ul><ul><li>Optimize research by selecting active-in-the-field advisors, bloggers, newsletters, and publications. </li></ul><ul><li>Stay up-to-date and MOTIVATED. YOU are student’s best hope in a challenging marketplace! </li></ul>