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Career Launch 360


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Integrating an effective career development program in 2 and 4 year schools is outlined by Danny Huffman of Career Services International. All Rights Reserved.

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Career Launch 360

  1. 1. Welcome! Today’s presenter is Danny Huffman of Education Career Services © Education Career Services – 407-206-3337 x 110 Career Launch 360˚ Career Launch 360 ˚
  2. 2. B © Education Career Services – 407-206-3337 x 110 Career Launch 360˚ Career Launch 360 ˚
  3. 3. 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, Fill out an Online Application and Employment Seconds After Hitting the Submit Button.
  4. 4. 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>
  5. 5. 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>
  6. 6. 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>
  7. 7. 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>
  8. 8. 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>
  9. 9. 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>
  10. 10. 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.
  11. 11. 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>
  12. 12. 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>
  13. 13. 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>
  14. 14. 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>
  15. 15. #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>
  16. 16. #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>
  17. 17. #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.
  18. 18. #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.
  19. 19. #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.
  20. 20. #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>
  21. 21. 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>
  22. 22. Discussion Question … To what extent should market conditions dictate student career goals and interests?
  23. 23. Career Launch 360˚ Career Launch 360˚
  24. 24. 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>
  25. 25. 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>
  26. 26. Top Electronic Influencers… <ul><li>Email ... Many students can barely write in 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>
  27. 27. 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>
  28. 28. 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>
  29. 29. 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?
  30. 30. 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…
  31. 31. 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…
  32. 32. 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>
  33. 33. 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>
  34. 34. 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.
  35. 35. 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…
  36. 36. 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>
  37. 37. 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>
  38. 38. 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>
  39. 39. 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
  40. 40. 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>
  41. 41. 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>
  42. 42. 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>
  43. 43. 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>
  44. 44. 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>
  45. 45. 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>
  46. 46. 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>
  47. 47. 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>
  48. 48. 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>
  49. 49. 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>
  50. 50. 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>
  51. 51. Questions and Answers… Q & A
  52. 52. Good Fortune and Happy Journeys! Thank you for joining us today and see you on the floor! Danny Huffman ECS Publisher