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Similar to The corporate u powerpoint template (1)
The corporate u powerpoint template (1)
- 1. Helping Students Make EducatedCareer Decisions Presented by Marshall J Karp MA NCC LPC Faith Sheaffer-Polen
- 2.
- 3. Agenda • Evolution • Assessments •Customer Service Skills • Holland Codes • Information Interviewing • Social Media • Session Sequencing • Internship Tools • Bibliography
- 4. Toolkit for CareerAdvising
- 5. Evolution of CareerAdvising
- 6. Career Counseling –1900s •Counselor probably would have given you a few assessments • Analyzed the results • Told you which occupations provided the best fit for you • Stayed there for 40 years
- 7. Donald Super Ph.D. 1910to 1994
- 8. DONALD SUPER’S THEORYOF CAREER DEVELOPMENT • Career decision making as a developmental process that spans one‘s entire lifetime • The degree to which a given individual‘s career development is successful depends—at least in part—on how well that person is able to identify and implement her or his career self-concept
- 9. DONALD SUPER’S THEORYOF CAREER DEVELOPMENT • Career self-concept is directly influenced by your personality, abilities, interests, experiences, and values
- 10. Super‘s Stages ofCareer Development • Growth • Exploration • Establishment • Maintenance • Disengagement
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- 12. Exploration • Considered bymany to be the heart of the career decision-making process • Super described the exploration stage of career development as consisting of three major developmental tasks • Crystallizing, Specifying, and Implementing a career choice
- 13.
- 14. What is anAssessment? • Assessment is a systematic process of looking at client achievement by gathering, interpreting and using information for improvement.
- 15. Why Do Assessments •Improvement • Accountability • Goals and Plans
- 16.
- 17. Sun Tzu • Ifyou know the enemy and know yourself, you need not fear the result of a hundred battles. • If you know yourself but not the enemy, for every victory gained you will also suffer a defeat. • If you know neither the enemy nor yourself, you will succumb in every battle
- 18. Three Types ofAssessments • Non-Verbal • Verbal • Written
- 19.
- 20. Non-Verbal Assessments • BodyLanguage • Mannerisms • Appearance • Tattoos – Skin Illustrations • Rings/Earrings/Piercings • Clothing • Smells/Odors
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- 22.
- 23.
- 24.
- 25. The Science ofDeduction http://youtu.be/im4TYITM0VE
- 26. The Science ofDeduction • I'm Sherlock Holmes, the world's only consulting detective. • I'm not going to go into detail about how I do what I do because chances are you wouldn't understand. If you've got a problem that you want me to solve, then contact me. Interesting cases only please. • This is what I do: • 1. I observe everything. • 2. From what I observe, I deduce everything. • 3. When I've eliminated the impossible, whatever remains, no matter how mad it might seem, must be the truth.
- 27. Improving Deduction Skills •Observe • Deduce • Block out everything else • Focus on this person • Overthink what you observe • Use your imagination and creativity • Take emotion out • Practice
- 28.
- 29. Disney Customer Service Skills•Smiling, attentive, helpful, friendly, proactive, and annoyingly happy, peppy, and perky • What time is the three o‘clock parade? • Separate on-stage and back-stage presence • Two Ears, two eyes and one mouth, use them in that ratio • This person is the most important
- 30. Words That GetYou Fired vs Words That Keep You Hired Fired Hired
- 31. Career Advising CustomerService • Provide Unprecedented Levels of Customer Service! • You Will Revolutionize Your Department!
- 32.
- 33. Motivational/Strengths Based Questioning •Strengths questions are designed to elicit motivation and values • Gets to who you are – the authentic you • No preparation, elicit honest answers • Describe things they enjoy and are good at • What energizes or motivates them? • Theoretically, enthusiasm should show
- 34. Strengths Based Questions •What your friends and family know you for - how would they describe you to a stranger? • What you enjoy doing, and what you are like at your best • The achievements you have made and how you made them • What a ‗great‘ day looks like for you - when did you last go home energized, and why was that? • Activities that you do not particularly enjoy, and why
- 35. Strengths Based Questions •Are you a starter of a finisher? • What do you love to do in your spare time? • What do you find quick to learn? • How would a close friend describe you? • Are you a big picture or a detail person? • What activities give you an energy buzz?
- 36. Basic Verbal Assessment •What do you want to do? • Why are you here? • Describe your background/experience/training? • Why aren‘t you doing this? • What do you like to do? • What do you like to do with your friends?
- 37. Basic Verbal Assessment •May help with undecided, exploratory, and ―reluctant‖ students • Listen, listen, listen • Set objectives • If a realistic and feasible job target, no need for written assessment • Great time saver • Set this as a goal
- 38.
- 39. Written Assessments • Identifypotential student goals • Collect, analyze and interpret data • Develop a direction in writing • People are enamored with assessments
- 40. Written Assessments • Anywritten assessments they have previously taken and can bring in is extremely valuable and useful
- 41. Basic Written Exercise •Write three accomplishments • At least three sentences each • What are you proud of? • How did you do this?
- 42. Your Career Autobiography •Career dreams • Previous paid employment experiences • Volunteer experiences • Internship activities • Hobbies • Leisure interests • Athletic participation • Ethnic background and heritage • Socioeconomic status • Gender roles • Current educational status • Questions about your future • Careers that seem interesting to you
- 43. John Holland Ph.D. •John Holland (1919 to 2008) • Psychologist • Professor Emeritus of Sociology • John Hopkins University
- 44. John Holland Ph.D. 1919to 2008 Photo by Permission John Hopkins Gazette
- 45. John Holland Ph.D. •Creator of the Holland Occupational Codes • The basic premise was that one's occupational preferences were in a sense a veiled expression of underlying character
- 46. The Holland Codes •Theory of careers and vocational choice based upon personality types • Personalities seek out and flourish in career environments they fit • Jobs and career environments are classifiable by the personalities that flourish in them
- 47.
- 48.
- 49. Discuss and Deduce •Movies/TV Shows • Hobbies • Friends • Activities • Dress • Books/Magazines • Web Surfing • Weekends
- 50. Realistic • Movies/TV Shows •Hobbies • Friends • Activities • Dress • Books/Magazines • Web Surfing • Weekends
- 51. Investigative • Movies/TV Shows •Hobbies • Friends • Activities • Dress • Books/Magazines • Web Surfing • Weekends
- 52. Artistic • Movies/TV Shows •Hobbies • Friends • Activities • Dress • Books/Magazines • Web Surfing • Weekends
- 53. Social • Movies/TV Shows •Hobbies • Friends • Activities • Dress • Books/Magazines • Web Surfing • Weekends
- 54. Enterprising • Movies/TV Shows •Hobbies • Friends • Activities • Dress • Books/Magazines • Web Surfing • Weekends
- 55. Conventional • Movies/TV Shows •Hobbies • Friends • Activities • Dress • Books/Magazines • Web Surfing • Weekends
- 56. Public Domain Assessment •http://career.missouri.edu/index.php/car eer-interest-game
- 57. Transferable Skills • PortableCharacteristics or Attributes • Able to Move from Environment to Environment • Often Referred to as ―The Basics‖
- 58.
- 59. Transferable Skills Scale •Breaks Skills Areas Into Categories • Matches Categories with Job Titles • Matches to Academic Course of Study • Useful with Interview Skills • Useful with Resume
- 60. O*NETTM is atrademark of the U.S. Department of Labor, Employment and Training Administration.
- 61. O*NET Career InterestProfiler • U.S. Department of Labor Occupational Information Network • Provides valuable self-knowledge about their vocational interests, • Fosters career awareness, and • Provides a window to the entire world of work via the 800+ occupations within O*NET OnLine.
- 62. O*NET Career InterestProfiler • Compatible with Holland's R-I-A-S-E-C Interest Structure • Can be self-administered and self-interpreted • User Guide provided for workforce development professionals • Results can be directly linked to over 800 occupations in O*NET OnLine • Approximately 30 minute completion time
- 63. Ultimate Goal • Developa Written Ideal Job Description • Interests • Transferable Skills • Disabilities and Limitations • What is it?
- 65. • Great • Single •Jelly • Season • Tree • Window • Lion • Share • Purple • Car • Test • Green • Zero • Paper • Up • Gross • Search • Down
- 67. • Great • Single •Jelly • Season • Tree • Window • Lion • Share • Purple • Car • Test • Green • Zero • Paper • Up • Gross • Search • Down
- 68. • Great • Single •Jelly • Season • Tree • Window • Lion • Share • Purple • Car • Test • Green • Zero • Paper • Up • Gross • Search • Down
- 69. What If NoGoal?
- 70. What If NoGoal? • Indicator of Possible Field • Look for Patterns • Confer/Ask for Ideas • Beyond the Basic Level of this Workshop • Referral to Career Services Office
- 71.
- 72. Career Exploration • Books •Internet • Information Interviews
- 73. Books • Occupational OutlookHandbook • Dictionary of Occupational Titles • O*NET • Career Books
- 74. Internet • Google Searches •www.bls.gov/ooh • Occupational Outlook Handbook • www.onetonline.org • LinkedIn • U.S. Department of Labor • http://lmi.state.oh.us • ODJFS Labor Market Information
- 75. Caution • Never basea career or training decision on book or internet labor market information
- 76. Employment Projection Assumptions• Thefollowing assumptions underlie the BLS employment projections: • Broad social and demographic trends will continue. • New major armed conflicts will not develop. • There will be no major natural disasters. • The projected U.S. economy will be at approximately full employment. • Existing laws and policies with significant impacts on economic trends are assumed to hold throughout the projection period.
- 77. What Is FullEmployment? • The CBO defines ―full employment‖ to be when the national unemployment rate is at or below what it calls the ―natural unemployment rate.‖ • Now projecting that the U.S. economy will never achieve full employment through 2017 • The last Full Employment year was 2007
- 78. Employment Projection Assumptions• http://www.bls.gov/opub/hom/pdf/homch13.pd f •Page 6 • BLS employment projections should be considered as likely outcomes based on specified assumptions, and not definitive outcomes
- 79. Ohio LMI Projections Limitations•As with all forecasts and projections, Labor Market Projections are subject to error, especially if events negate underlying assumptions. Generally, relative error increases with smaller industries, occupations and areas. • http://ohiolmi.com/proj/projections.htm
- 80. Never Base CareerDecision on Trends
- 81. Never Base CareerDecision on Trends • 1960s – Math, Science, Engineering • 1970‘s – Solar, Wind, Gasohol • 1980s – Teaching • 1990s – Computers, Y2K • 2000s – Internet, Telecommute, Security • 20--s – Healthcare, Green Energy
- 82.
- 83. Information Interviewing • Themost accurate way to make career decisions
- 84. Information Interviewing • Talkingto people to research the job or career • Meet, call, or email • Always have questions prepared in advance • Stress this will help make a career/training decision • Get names of two other people
- 85.
- 86. Questions • What skillsare important? • What personality traits are important? • What training/school would you suggest? • How many employees do you have? • How often do you hire here? • Is this industry expected to grow? • Starting salary and after one year? • What are the physical requirements? • Names of two other people?
- 87. Look for Consensus •People in the field are considered subject matter experts • Do five information interviews and look for consistency • Continue to do information interviews until a trend develops • Verify!
- 88. Making Educated Decisions •Labor market information is crucial • Need to know what to expect when done • Get subject matter experts to lay out the training/school
- 89.
- 90. KSU Career Services •http://www.kent.edu/career/index.cfm • http://whatcanidowiththismajor.com/majo r/ • http://www.myplan.com/careers/database.html
- 91. LinkedIn Alumni • LinkedInAlumni provides high-level insights about alumni of your school, as well as access to the more detailed professional profiles they've shared. • See what alumni in your field have accomplished since graduation • Expand your sense of what's possible for you. • http://www.linkedin.com/college/alumni
- 92. Twitter • Use Twitteras a Research Tool • Follow and Engage Relevant People • You can search any topic and Twitter will display the results based on people‘s use of your search query in their tweets
- 93.
- 94. Achievement Barriers • Fuzzygoals or action strategies • Incorrect focus • No agreement on priorities
- 95.
- 96.
- 97. Major Selection • Whatwill you do to reach goal? • Which program elements could assist?
- 98. Suggested Session Sequence MoveToward Outcome, Action, and Change
- 99. One Session • AssessPerson • Verbal Assessment of Holland Code • Suggest major fields of study goal • Provide handout of websites for information • Mark relevant ones
- 100. Two Sessions • SessionOne – Verbal and Non-Verbal Assessment – Holland Code Assessment – Major Field Suggestions – Homework – Holland Codes and Google Fields • Session Two – Review Holland Codes – Suggest Job Goals and Major Field Suggestions – Give Sources of further Career Exploration – Agree on a goal/course of action
- 101. Three Sessions • SessionThree – Add in Information Interviewing – Agree on a goal
- 102. Four Sessions • ReviewInformation Interview • Encourage another information interview • Better Quality Decision • Agree on a goal
- 103. Coaching on Internships •Know values, interests • Target list of companies • Research companies – Ask – Use Social Media • Network a connection
- 104. Tools to HelpLand Internships • Business Cards – Vistaprint.com • Cover Letters • Highlight Paid / Unpaid Experience • Finance Part of Your Education • Mock Interview Start researching summer internships in the fall
- 105. The Process Here •The Corporate U makes contact • Paid internships – Chris Paveloi • Others - Faculty
- 106. Add-Ons • Takes justas much effort to finding a job versus finding a paid internship • Much more career advantageous • Starting to build career related experience • Could lead to employment
- 107. Student Responsibility • Developa 30 – 60 Second Elevator Speech • Use a mini-resume card • Call or email everyone they know • Email or hand them the card • Check back • Basic interview skills
- 108. Mini-Resume Card Name Number CareerObjective: Skills: Total Experience Statement Total Education Statement Skills and Abilities Accomplishments Positive Personal Traits
- 109. Example Jonni Public (330)327-XXXX Career Objective: Social Service Agency Internship Position Skills: One and a half years of paid work and volunteer experience. Dover High School Graduate. Enjoy working with people, listening, caring, and spending quality time. Perfect attendance in high school. Member of Dover HS Key Club. Reliable, dependable, and fast learner
- 110. Remember • Be flexible,adaptive and prepared to adjust to change • There will always be problems • Things always change (mandates, circumstance, personal priorities) • View career goals as an evolutionary process
- 112. Bibliography and Resources •Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2012-2013 Edition • The O*Net Dictionary of Occupational Titles, Jist Works, Inc. Indianapolis, IN. 1998 • U.S. Department of Labor, Dictionary of Occupational Titles, Jist Works, Inc, Indianapolis, IN. 1991 • What Color Is Your Parachute?: A Practical Manual for Job Hunters and Career Changers, Richard N. Bolles, 2013 • JIST Inc. – (800) 648-JIST • Darrell Anthony Luzzo and Lisa Ellen Severy . Making Career Decisions that Count 3rd Edition. Pearson – Prentice Hall, Columbus, Ohio, 2009
Editor's Notes
- #20 Read the body languages and features. What is each person saying?
- #27 Show Video http://youtu.be/im4TYITM0VE
- #31 Give participants five minutes to write down words. Write up on board.
- #35 Exercise – Pair up and ask each other a question and answer
- #42 Exercise – Write out an accomplishment. Break into groups and read the accomplishment. Suggest the skills utilized to accomplish this.
- #49 Exercise – Keep The Party on screen. Group participants. Go to Discuss and Deduce on handouts. Discuss and deduce the items. Discuss when completed.
- #57 Bring up website and demonstrate
- #87 Pair-up. Set scenario. Ask Questions. Discuss.
- #88 Pair up. Pass out student information interviews. Read the paper and discuss the career advised they received. How would you use this?
- #110 Pass out samples. Pass out cards. Write out a card.