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![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](https://image.slidesharecdn.com/mwace2013-redefiningemployment7-30-13-130829131956-phpapp02/85/Redefining-Employmment-2-320.jpg)
![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](https://image.slidesharecdn.com/mwace2013-redefiningemployment7-30-13-130829131956-phpapp02/85/Redefining-Employmment-8-320.jpg)
Uploaded byMatt Berndt
Redefining Employmment
The document discusses the changing landscape of careers and employment, highlighting the shift from traditional, long-term jobs to a more flexible and insecure workforce characterized by multiple short-term assignments. It emphasizes the need for career services to adapt by assisting students in developing resilience and adaptability while also responding to new student expectations regarding employer reputation, job characteristics, and workplace culture. Ultimately, it calls for a redefinition of career services roles to better serve both students and employers in the evolving job market.
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Redefining Employmment
- 1. Redefining Employment: Career Servicesand Recruiting for Traditional, Virtual and Self Employment Matt Berndt | Ralph Brigham | Tim Luzader July 2013| MWACE Conference Chicago IL
- 2. Our world haschanged 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. Our world haschanged 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. Our world haschanged 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. Our business haschanged • 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. Our business haschanged 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. Our business haschanged 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. Our role oncampus 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. The expectations havechanged
- 10. What students want EMPLOYERREPUTATION & 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. The job markethas 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. Work for theDegreed 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. What is Workv. Employment? • Two Kinds of Workers • Independence of Workers • NACE Employment Opportunities
- 14. The New NormalWorld 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. 80% of careerservices professionals believe now is a time of great opportunity for college career centers http://www.csoresearch.com/2013_csinsights_report
- 16. How can CareerServices 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.
- 18. Career Services ison 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. Our Definition ofCareer 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. How will thisimpact 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. There’s no turningback (so learn how to enjoy the ride!)