2013 TAICS


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Key Takeaway:
Colleges today face specific and unique challenges as they help their students out of the classroom and into the workforce. This session offers practical and strategic tools to help bridge the “Skills Gap” that students coming out of college face today as well as tools which help engage everyone’s participation in improving employment outcomes for your Graduates.
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With an increased pressure on Institutions of Higher Learning to substantiate their course offerings with respect to employability; now more than ever, programs designed to specifically address soft-skills are the only viable way to prepare the student and close the “skills gap” that exists in the job market today.

More and more recent college graduates struggle to gain entry into their field due to what employers claim is a lack of hands on experience, professionalism and business acumen in students coming directly out of college.

Join highly-rated speaker Ann Cross for this interactive and engaging presentation about the benefits of incorporating soft-skills training through experiential learning into the student experience. For those who already have soft-skills training as part of your course offerings, this workshop will share some of the best practices from around the country.

The Sparrow Group has visited dozens of campuses in the last five years, and has seen what works, as well as the common mistakes and missed opportunities. This is not a theoretical workshop, but rather a workshop that focuses on practical, tactical programs that you can implement immediately. You’ll hear stories of success, see data that supports outcomes, and leave with tools that you can take back to the campus and use to improve employment outcomes.

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2013 TAICS

  1. 1. “Bridging the Skills Gap”It Takes a Village!
  2. 2. About UsThe Sparrow GroupProven Student Engagement SuccessThe sparrow is known for being nimble, quick, loyal,and attentive to details, and for unusual vision whichenables them to see opportunity from a great distance.2© Copyright 2012 The Sparrow Group. www.sparrowgroup.biz
  3. 3. IntroductionWhat You’ll Learn Today:• The Skills Gap relationship to market conditions• The factors, causes, and effects of the skills gapon your institution• The five key areas of focus for solving the skillsgap• Tactical, practical tools to engage the entireinstitution in employment outcomes3
  4. 4. Why is this topic important to you?4Wearelookingfortactic..Weneeddatatosuppor...Soft-skillsisourgreatest...Newideas!25% 25%25%25%1. We are looking for tacticaltools for campus-wideengagement.2. We need data to supportthe importance of softskills.3. Soft-skills is our greatestobstacle to graduateemployment.4. New ideas!
  5. 5. Assessing your students’ soft-skillsreadiness5Majorityarewellprepared.Majorityaresomewhat...Majorityareillprepared.Majoritycan’tspellsoft-s...25% 25%25%25%1. Majority are well prepared.2. Majority are somewhatprepared.3. Majority are ill prepared.4. Majority can’t spell soft-skills , let alone practicethem!
  6. 6. Defining the “Skills Gap”6The American Society of Training and Development(ASTD) –ASTD defines a skills gap as a significant gap between anorganization’s current capabilities and the skills it needs toachieve its goals.
  7. 7. Current Market Conditions• More than half (53 percent) of U.S. companies report a major challenge inrecruiting non-managerial employees with the skills and knowledge needed• In a recent poll by ASTD taken by 1,179 organizations, 79% report a skills gapwithin their organization• The Most Noticeable Gaps are in: Leadership & Executive Level Skills Basic Skills Emotional Intelligence Creative/Innovative Skills Communication/Interpersonal Skills71 Bureau of Labor Statistics 20112 Bridgeland, J., Milano, J., & Rosenblum, E. (2011). Across the greatdivide: Perspectives of CEOs and College Presidents on America’shigher education and skills gap.
  8. 8. The Gap8
  9. 9. The Root of the Problem9In a survey of more than 400 major employers …• 42% rated the overall preparation of high school gradsfor entry level jobs as deficient• 73% rated their leadership skills deficient• 70% rated graduates deficient in both professionalism(work ethic) and critical thinking (problem solving)• 54% rated grads creativity/innovation skills deficientMcKinsey Global Institute. (June 2011). Aneconomy that works: Job creation and America’sfuture. Retrieved from http://www.mckinsey.com/mgi/publications/us_jobs/pdfs/MGI_us_jobs_full_report.pdf
  10. 10. Solving the Problem in Five Areas ofFocus10SkillsGapEarly TenurePersonalizedMitigationSoft-SkillEducationThroughoutExperientialLearningEmployerPartners
  11. 11. At which stages are you purposefullyreinforcing soft-skills11EarlyTenureContinuingstu...Pre-GraduationExtern/Interns...AlumniAlloftheabo...17% 17% 17%17%17%17%1. Early Tenure2. Continuing student3. Pre-Graduation4. Extern/Internship5. Alumni6. All of the above
  12. 12. 12
  13. 13. Establish a Baseline13• 5 Assessment Points– Within Month 1– Early Term– Mid-Term– Late Term– 1 Month prior to Externship/Internship• 10 Professionalism Criteria– Reflects behaviors and characteristics deemed critical tosuccess in today’s workplace– Reflects attributes, tools, practices and skills equipping a jobseeker to compete for desirable positionsStudent “Employ-Ability” Scorecard
  14. 14. 14
  15. 15. Employ-Ability Progress Report15012345678910Comm Attitude Timely Reliable Organized Image Feedback Team Integrity ApplicationNew StudentEarly TenureMid-TenureNear GraduationGraduation
  16. 16. Personalized Mitigation- “AAA”• Ability– Tutoring– Mentoring– “Buddy System”• Aptitude– Experiential Learning (McGraw Hill Learning Solutions)– Adaptive Learning (McGraw Hill “Connect” or “Aleks”)• Attitude– Self Driven Assessment Modules and Reports– Professionalism Workshops– Reward & Recognition Programs16
  17. 17. If you polled your staff- who would THEY say isresponsible for teaching soft-skills?17CareerService...EducationStudentServic...Externsitema...It’sthestude...NooneEveryone14% 14% 14% 14%14%14%14%1. Career Services2. Education3. Student Services4. Extern site managers5. It’s the student’sresponsibility6. No one7. Everyone
  18. 18. On-Going Soft-Skills EducationIt Takes A Village!• Career messages reinforced in all areas of campus (TOMA)• Professionalism at all times (language is important)• Staff and Faculty participate in campus life• Office hours clearly posted and observed• On-the-spot recognition for desired behaviors(asking good questions, dressing well, good teamwork, excellent accountability)• Model excellent employment behavior (on time, dress appropriately, deliver grades ontime, etc.)• Every experience reinforces professionalism– Syllabi– Faculty observations– Faculty feedback reviews– Attendance calls18
  19. 19. Top of Mind Awareness (TOMA)19
  20. 20. Sample Reports-Student Outcomes20
  21. 21. Which of the following topics are youconducting purposeful instruction for?21Professionalis...Social-MediaImageInterviewingJobSearchExtern/Interns...Alloftheabo...14% 14% 14% 14%14%14%14%1. Professionalism2. Social-Media3. Image4. Interviewing5. Job Search6. Extern/InternshipPrep7. All of the above
  22. 22. 22
  23. 23. Maximizing Social Media toGet A Great JobRealize Your Career Potential-The Power of ProfessionalismWriting a Winning Resume &Cover LetterSoft-Skills Workshops Create your Online Brand Facebook Do’s & Donts Linked In Benefits Create your LinkedIn Profile Brainstorm your Connections Homework-Self Assessment Identifying Non-Verbal Behaviors 7 Keys to ExhibitingProfessionalism Importance of staying current intheir industry Do’s & Don’ts of a ProfessionalImage Exercise Homework, Self-Assessment ofProfessionalism Skills Basics of writing a resume andtailoring it to each desired job Foundations of a strong cover letter Practice networking Lessons about job search readiness Homework, Create Resume & CoverLetter© Copyright 2012 The Sparrow Group. www.sparrowgroup.biz
  24. 24. How to Conduct aSuccessful Job SearchInterview Strategies forSuccess Pinpoint their Desired Job Create a “You Brand” 5 Essentials of PreparingProperly Targeting a Company orSpecific Job Practice networking Making a Good First Impression How to Answer Interview Questions 10 Most Asked Interview Questions Researching a Company 7 Steps for PreparingSoft-Skills Workshops-cont.
  25. 25. Preparing for Externship Preparing for Externship Making a Good First Impression Competency Exercise Do’s & Don’ts During Externship Confidence Exercise Making the Most of Externship Asking for the JobPreparing for Externship© Copyright 2012 The Sparrow Group.
  26. 26. Soft Skills Workshops26
  27. 27. Soft-Skills Workshop1. Maximizing Social Media toGet a Great Job2. Conducting a Successful JobSearch3. Writing a Winning Resume &Cover Letter4. Interviewing Strategies forSuccess5. Realizing your CareerPotential- The Power ofProfessionalism6. Intern/Externship Excellence-Your Open Door to a NewCareer!27
  28. 28. 28The Workshops include the following:• The facilitator’s guide – everything you need to know to deliver the workshopsuccessfully• The student workbook- an interactive workbook for students to utilize for eachworkshop with activities, pages for notes and resource pages.• Workshop Evaluation – This is for your students to complete so you’ll have feedbackabout how to improve your presentation next time you deliver it, and you’ll also learnabout the other programs that they want to see• Presentations – Not all workshops require the use of Power Point. Fundamentally webelieve that unless Power Point adds to the learning, we don’t use them.
  29. 29. WhyIntern/ExternshipWork?
  30. 30. CareerBuilder StatsSurvey Reinforces Importance of Experience81% 80%68% 64%59%50% 50% 46%0%10%20%30%40%50%60%70%80%90%From the report: “Opportunities in Education: Strategies for Private Sector Colleges 2011,” Presented by CareerBuilder
  31. 31. Experiential Learning Offerings- ForAll Programs!32• Student– Practice what they’ve learned– Gain practical experience– Potential hire to full-time work• College– Evidence of program excellence for accreditors– Evidence of program employment outcomes– Student satisfaction– Key competitive advantage for recruiting/admissions
  32. 32. Impact of Experiential Learning331. 83% of respondents agreed or strongly agreed with thestatement that “work/internship experience acquiredbefore, or during graduate school, results in greateremployment opportunities upon graduation.”2. Undergraduates in a business school were more likely toreceive job offers if they had completed an internship3. Intern alumni had higher salaries than non-intern alumni1) Cassidy, 20102) Gault, Leach and Dewey, 20103) Gault, Reddington and Schlager, 2000
  33. 33. Employer PartnershipsBusinesses are beginning to realize theimportance of collaborating with local educationinstitutions, and vice versa.“Colleges need businesses to serve as workingadvisors so that curriculum has relevance andvalue for their organizational goals andemployees’ knowledge and skills,”-Patricia Claghorn, Dean of Continuing Education and InstitutionalAdvancement for Gloucester County College (GCC) in Sewell, New Jersey.34
  34. 34. Employer Partnerships• Advisory Board/PAC Committees• Guest Speaking• Curriculum Review• Highlight Business– Culture– Benefits– Uniqueness35
  35. 35. Ann CrossExecutive PartnerThe Sparrow Groupacross@sparrowgroup.bizwww.sparrowgroup.bizhttp://www.linkedin.com/in/anncrossMartha LanaghenPresidentThe Sparrow Groupmartha@sparrowgroup.bizwww.sparrowgroup.bizhttp://www.linkedin.com/in/marthalanaghenQuestions??Thank you!Please feel free to contact us with additional questions.
  36. 36. Resources• Community college programs help fill skills gap in U.S. (USAToday, 04/09/2012)• The Skills Gap: A Quick Note (Forbes, 06/08/2012)• Does a Skills Gap Contribute to Unemployment? (New YorkTimes, 07/09/2012)• The skills gap: Myth or reality? (Star-Tribune, 08/05/2012)• 8 Steps for Closing the Skills Gap (Huffington Post,08/21/2012)• Solving the Manufacturing Skills Gap (The Atlantic,09/06/2012)• Skills gap is hampering labor market (The Hill, 09/09/2012)37