Redefining Employment:
Career Services and Recruiting for
Traditional, Virtual and Self
Employment
Matt Berndt | Ralph Bri...
Our world has changed
There was a time when good academic
qualifications guaranteed a job, but not
any more.
[By 2030], mo...
Our world has changed
THEN: During the 20th century when employees
occupied a permanent job, workers could count on
bureau...
Our world has changed
The “dejobbing” wrought by the global economy has
produced the “insecure worker,” including employee...
Our business has changed
• Chaos Theory of Careers
– The Chaos Theory of Career: A New Perspective on
Working in the 21st ...
Our business has changed
Chaos Theory
• Simplicity to Complexity
• Certainty to Uncertainty
• Reductionism to Emergence
• ...
Our business has changed
Protean Career Theory
• Personal Responsibility
• Anticipation of Change
• Embracing Curiosity
• ...
Our role on campus has changed
[T]here still exists a holdover mentality that postsecondary
institutions need only deliver...
The expectations have changed
What students want
EMPLOYER REPUTATION & IMAGE
The attributes of the employer as an organization
• Attractive/exciting pro...
The job market has changed
• Larger companies still showing up on campus
• But It’s not just about corporate employment
• ...
Work for the Degreed Professional
20th Century (Historical)
• Corporate/Institutional
• Salaried with Benefits
• Consisten...
What is Work v. Employment?
• Two Kinds of
Workers
• Independence of
Workers
• NACE Employment
Opportunities
The New Normal World of Work
• Fortune 500 Traditional Employment
• Government | Public Sector Employment
• Mid-size and S...
80% of career services
professionals believe
now is a time of great
opportunity for college
career centers
http://www.csor...
How can Career Services
seize this opportunity?
• Making the Case for the relevance
of Higher Education
• From Gatekeeper ...
Other Knowledge Resources
Career Services is on
everyone’s radar screen
University
Functions
Target Constituents
Prospective
Students
Current
Studen...
Our Definition of Career
Must Change
• How effectively does your office
currently serve all of your students?
• How effect...
How will this impact your campus?
• Student Advising
• Employer Relationship Development
• Your Recruiter Policies and Gui...
There’s no turning back
(so learn how to enjoy the ride!)
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Redefining Employmment

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The world of work is changing rapidly. More and more students are seeking to explore and consider virtual/work-from-home, self-employment, and commission-driven career paths, along with traditional employment opportunities. This discussion of the evolving workplace and how college career services offices can adjust their services to help student explore and pursue all of their career options was held at the MWACE, EACE, MPACE and SoACE Annual Conferences in 2012-13

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Redefining Employmment

  1. 1. Redefining Employment: Career Services and Recruiting for Traditional, Virtual and Self Employment Matt Berndt | Ralph Brigham | Tim Luzader July 2013| MWACE Conference Chicago IL
  2. 2. Our world has changed There was a time when good academic qualifications guaranteed a job, but not any more. [By 2030], more people worldwide will be gaining academic qualifications than since the beginning of history. Sir Ken Robinson Out of Our Minds: Learning to Be Creative
  3. 3. Our world has changed THEN: During the 20th century when employees occupied a permanent job, workers could count on bureaucratic organizations to provide a grand narrative about how their lives would unfold. NOW: Today, individuals can no longer plan to work 30 years developing a career within the boundaries of one job or even one organization. Instead, during their lifetimes they may expect to occupy at least 10 jobs, more properly called assignments (Saratoga Institute, 2000)
  4. 4. Our world has changed The “dejobbing” wrought by the global economy has produced the “insecure worker,” including employees who are called temporary, contingent, casual, contract, freelance, part time, external, atypical, adjunct, consultant, and self-employed. The transformation of the labor force from core workers with permanent jobs to peripheral workers with temporary assignments has already affected nearly half of workers in the United States. (Kalleberg, 2009)
  5. 5. Our business has changed • Chaos Theory of Careers – The Chaos Theory of Career: A New Perspective on Working in the 21st Century – Robert Pryor & Jim Bright. Rutledge (www.rutledge.com), 2011 • Life Design Theory of Careers – Life Design: A Paradigm for Career Intervention in the 21st Century – Mark Savickas. Journal of Counseling & Development, January 2012, Volume 90, pp. 13-19 • Protean Careers – The Proteus Solution: How to Successfully Navigate Today’s Protean Workplace – Sharon Calvin & Jay Block, 2011
  6. 6. Our business has changed Chaos Theory • Simplicity to Complexity • Certainty to Uncertainty • Reductionism to Emergence • Segmentation to Interconnection • Linearity to Nonlinearity • Causality to Contingency • Determinism to Agentism • Analysis to Synchrony • Order to Turbulence • Predictability to Chance Life Design Theory • Constructs career through small stories • Reconstructs the stories into a life portrait, and • Co-constructs intentions that advance the career story into a new episode • Contextual Possibilities • Dynamic Processes • Nonlinear Progression • Multiple Perspectives • Personal Patterns
  7. 7. Our business has changed Protean Career Theory • Personal Responsibility • Anticipation of Change • Embracing Curiosity • Adaptability/Diversification • Positive Influencers • Reciprocal Relationships • Managing Market Value • Financial Sustainability • Wellness • Time Management • Achievement Plans • Act – React – Adapt We need to recognize that the most fundamental challenge that career counselors confront is to assist their clients to develop the skills of adaptation and resilience required to negotiate and use productively the fluctuating fortunes of their careers. (Pryor & Bright, 2011)
  8. 8. Our role on campus has changed [T]here still exists a holdover mentality that postsecondary institutions need only deliver a college experience . . . . We're getting closer to career services driving the value proposition of a school (as a brand). This will be the generation that demands prospective colleges compete for them, and demonstrate how the investment will fulfill financial stability and a career they want. Today’s students call that a "life," and they are 100 percent willing to invest in institutions that deliver it. Craig Powell, Founder & former CEO of ConnectEDU September 26, 2012
  9. 9. The expectations have changed
  10. 10. What students want EMPLOYER REPUTATION & IMAGE The attributes of the employer as an organization • Attractive/exciting products and services • Corporate Social Responsibility • Environmental sustainability • Ethical standards - 44% • Fast-growing/entrepreneurial -15% • Financial strength • Innovation • Inspiring management • Market success • Prestige REMUNERATION & ADVANCEMENT OPPORTUNITIES The monetary compensation and other benefits, now and in the future • Clear path for advancement • Competitive base salary • Competitive benefits • Good reference for future career • High future earnings – 37% • Leadership opportunities – 42% • Overtime pay/compensation • Performance-related bonus • Rapid promotion • Sponsorship of future education JOB CHARACTERISTICS The contents and demands of the job, including the learning opportunities provided by the job • Challenging work • Client interaction • Control over my number of working hours – 14% • Flexible working conditions – 29% • High level of responsibility • Opportunities for international travel/relocation • Professional training and development • Secure employment – 49% • Team oriented work • Variety of assignments PEOPLE & CULTURE The social environment and attributes of the work place • A creative and dynamic work environment – 46% • A friendly work environment • Acceptance towards minorities • Enabling me to integrate personal interests in my schedule – 22% • Interaction with international clients and colleagues • Leaders who will support my development • Recognizing performance (meritocracy) • Recruiting only the best talent • Respect for its people – 50% • Support for gender equality Universum Student Study 2012
  11. 11. The job market has changed • Larger companies still showing up on campus • But It’s not just about corporate employment • Lot’s of small and mid-sized company jobs • Alternative Work vs. Traditional Employment – Part-Time – Flextime, Compressed Workweeks, or Comp Time – Job-Sharing – Telecommuting – Self-Employment - 15.3% and Independent Contracting - 7% (freelancing & consulting) – Temporary Services – Internships
  12. 12. Work for the Degreed Professional 20th Century (Historical) • Corporate/Institutional • Salaried with Benefits • Consistent with the “social contract” for lifetime employment 21st Century (Contemporary) • Traditional • Virtual • Self-Employment • Independence • Skills • Job Security
  13. 13. What is Work v. Employment? • Two Kinds of Workers • Independence of Workers • NACE Employment Opportunities
  14. 14. The New Normal World of Work • Fortune 500 Traditional Employment • Government | Public Sector Employment • Mid-size and Small Business Employment • Business Start-ups | Entrepreneurs • Start your own business • Commission-driven Careers • Virtual Workplaces • Career “Slashers”
  15. 15. 80% of career services professionals believe now is a time of great opportunity for college career centers http://www.csoresearch.com/2013_csinsights_report
  16. 16. How can Career Services seize this opportunity? • Making the Case for the relevance of Higher Education • From Gatekeeper to Advisor/Broker • From Control to Influence • From Defined & Structured to Open & Dynamic
  17. 17. Other Knowledge Resources
  18. 18. Career Services is on everyone’s radar screen University Functions Target Constituents Prospective Students Current Students Alumni Parents Employers Community Donors Academic Units Admissions Alumni Relations Career Services Corporate Relations Development Fundraising Student Affairs Student Life
  19. 19. Our Definition of Career Must Change • How effectively does your office currently serve all of your students? • How effectively does your office currently serve all the types of employers AND career opportunity providers who wish to connect with your students? • What do you need to do to adapt to the current marketplace?
  20. 20. How will this impact your campus? • Student Advising • Employer Relationship Development • Your Recruiter Policies and Guidelines • Employer Access to Your Services • Delivery of On-Campus Recruiting Services • Delivery of Other Recruiting Services • Faculty Engagement Activities • Staff Professional Development • Alumni Relations • Outcomes Research (First Destinations Surveys)
  21. 21. There’s no turning back (so learn how to enjoy the ride!)

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