2012 Apscu Cross Lanaghen Revised 6 5 2012
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The document outlines strategies and best practices for increasing graduate employment through effective career services and collaboration among campus departments. Key topics include the importance of soft skills, engagement with employers, and actionable steps for integrating career-focused training throughout the student lifecycle. It encourages a campus-wide approach to creating a culture of career readiness and optimizing resources to improve placement outcomes.
2012 Apscu Cross Lanaghen Revised 6 5 2012
- 1. They’re Hired! Proven Placement Programs and Practical Tools to Increase Graduate Employment Proudly presented by: Ann Cross Martha Lanaghen Regional Career Services Director President Institute of Business and Medical Careers The Sparrow Group [email protected] [email protected]
- 2. Agenda • Introduction • Getting the whole campus involved! – Case Study – Career Services Starter Kit • What employers want – CareerBuilder Research – Case Study – 7 Habits • Best Practices – 10 ideas in 10 minutes! • Open Discussion
- 3. Tell us about your company: 1. One Campus 20% 20% 20% 20% 20% 2. 2-10 Campuses 3. >10 Campuses 4. Consultant or Vendor 5. Other 1 2 3 4 5
- 4. Enter any of the campus departments that you believe should be MORE involved in placement than they are today. 1. Administration / 17% 17% 17% 17% 17% 17% Campus Leadership 2. Education 3. Admissions 4. Student Services 5. Career Services 6. “Corporate” ns ” es n s ... te ce io io ic pu ra t vi iss rv ca po er m Se u m tS Ca Ed or Ad er en “C / re n ud Ca tio St a tr is in m Ad
- 5. Tell us about You… 1. Campus Administration 17% 17% 17% 17% 17% 17% 2. Career Services 3. Education 4. Admissions 5. Student Services 6. Vendor/consultant 1 2 3 4 5 6
- 6. Placement Best Practices • Admissions – Career Agreement in Admissions Process – Compensation Planning for Admissions tied to placement outcomes – Meetings to provide insight • Upcoming graduate class strengths and weaknesses • Reconnect with prior term grads • Acknowledge and recognize great admits • Calculate employment rates by admissions rep
- 7. Placement Best Practices • Education – In-class reinforcement of “employment” behaviors – Rewards and recognition to students that demonstrate great employment behaviors – Setting expectations with “seniors” about job hunt – Include guest speakers in class – have them discuss what they look for in new hires – Meet regularly to discuss employment rates by program
- 8. Placement Best Practices • Student Services – Assist with on-campus events that are oriented towards placement outcomes and job preparedness – Reinforce career language – Meet on regular basis to provide updates
- 9. Create a Career Culture • The Career Services Campus-Wide “Retreat” – All campus leadership attend – Specific agenda oriented towards ACTION planning around placement results • Current and prior year results • Areas of opportunity • “What can Career Services do to help you?” • “What can you do to help improve placement rates?” • Identify action items and prioritize, create timelines Reinforce accountabilities for delivering on action items!
- 10. Create a Career Culture • The Tools – Career Services Dashboard – Career Services Progress Board – Term-based Meetings / Updates – Compensation programs • Ongoing – performance appraisals and base comp • Incentive compensation • Short-term awards programs – Job Descriptions, documentation – Level of importance must come from the top!
- 11. Case Study: Career Services Starter Kit
- 12. Please select all the points in the student lifecycle when you are having formal career services meetings with students (group or 1/1). 1. Before they start school 17% 17% 17% 17% 17% 17% 2. During their first term 3. Mid-point through their program 4. About a month before graduation/externship 5. A week before graduation/externship 6. After graduation . .. . .. . . .. . ... .. i.. st rf ro e th at or ei ey th du on ef th th nt ra m kb g oi re rg r in ta ee -p fo te Du ou id w Be Af M Ab A Select all that apply
- 13. Thinking about the “soft skills” -- how well prepared do you feel your graduates are, on average, for interviewing and securing a job? A. Fewer than 25% of my 33% 33% 33% graduates have the necessary soft skills to succeed in an interview B. About 50% have the necessary soft skills C. More than 75% have the necessary soft skills .. . .. .. %. e. % v 25 75 ha an n % a th 50 th er ut e or w o Fe Ab M
- 14. “It Takes a Village” • Career Services- Guest Lectures • Student Services - Assemblies, Events • Retention- Advising Meetings • Faculty- In the Classroom • Admissions – Career Contract
- 15. First Step (Insert Nugget Icon)TIMS- Time In Motion Study • Analyze: Activity versus Productivity • Build your program around effective time management • Have the right people doing the right jobs • Start with one area you can improve right away and measure it
- 16. Career Services Starter Kit-Lifecycle Professionalism- A Roadmap for Getting the most Skills for the Success from Career Services Workplace Week 1 Initial Advising Taught in each Class Guest Lecture Student Service Advisor Utilized throughout the Introduction to the Career Introduction to “College students tenure Services Staff Central Network™” Focused on Soft-Skill Discuss employable Building a portfolio improvement behaviors Best practices for interacting Integrated into the Image Management with Career Services current curriculum Networking
- 17. Career Services Starter Kit- Lifecycle Building an Attention Job Searching & Externship-What to Grabbing Resume Interviews Expect Mid-Program Career Marketing 20 Weeks Prior Student Success Guest Lecture Student Service Advisor Coordinator Completing an online Process of securing an Portfolio review application externship site Student work history Conducting informational Externship timeline packet interviews Professionalism in the Resume creation Do’s & Don’t of workplace interviewing Ready, Set, GO! Mock interviewing
- 18. Career Services Starter Kit Must Have Essentials • Our responsibility to you • Your responsibility to yourself • What to expect • How To-Easy to understand steps • Frequently asked questions • Action plan
- 19. Measuring the Effectiveness • Are students better prepared for job placement? – Usable resume – Successful mock interviews – Lowered student anxiety – Demonstrable employable behaviors • Higher retention rates • Increased productivity in Career Services • Higher attendance for career services events • Fewer employer complaints or MORE positive employer feedback • Higher employment rates
- 20. What Employers Want 7 Habits of Highly Employable Grads
- 21. CareerBuilder Stats Survey Reinforces Importance of Soft-Skill Training and Interview Preparation 90% 81% 80% 80% 68% 64% 70% 59% 60% 50% 50% 50% 46% 40% 30% 20% 10% 0% From the report: “Opportunities in Education: Strategies for Private Sector Colleges 2011,” Presented by CareerBuilder
- 22. Candidate Screening Trends • Social Networking – Twitter – Facebook – LinkedIn • Checking references before granting interviews • KLOUT and similar social evaluations
- 23. Job Search Info • Networking is more important than ever – students don’t know what that means – TEACH them to network • Incorporate it into class assignments • Teach them LinkedIn • Competitions or Rewards for networking evidence • Technology is changing – make sure your department is up to speed – text messaging – use social networking
- 24. Case Study: 7 Habits of Highly Employable Grads
- 25. First Steps (Insert Nugget Icon)Energize your next Advisory Board • Solicit Employer participation • Create a plan to integrate • Solicit Faculty feedback/input • Start small and build on it
- 26. The Behaviors Employers Want
- 27. Integrating the Habits Focus on one habit at a time Day 1 of the new session Discuss what the habit means to the student Discuss how the habit manifests itself into identifiable behavior Market to the student Create TOMA
- 28. Integrating the Habits Have Fun! Have the students create You Tube Videos Utilize Facebook Give them stuff
- 29. Growing the Habits Invite Employers to get involved Guest lecture about the habit Talk about it often with Employers Capture hiring employers talking about the habit on video Get Employer testimonials Reward Students! • “Caught in the act” coupons • Base assembly awards on employable behaviors • Habit pins for lanyards • “Habit Certification”
- 30. Measuring Results • Increased “Direct Leads” • Professionalism Scorecard • Better response rate for Employer Survey • Better response rate for Grad Survey • Improved externship evaluations • Increased Placement Rates
- 31. All of these are important – what are your top two priorities for improving student preparedness? 1. Getting other departments 17% 17% 17% 17% 17% 17% involved 2. Increasing career services resources (talent) on campus 3. Starting sooner with students 4. Improving students’ soft-skills 5. Improving social networking skills 6. Other 1 2 3 4 5 6
- 32. 10 Ideas in 10 Minutes Take a minute to write down two or three ideas that are easy to implement and that have made a difference in your placement results * 45 seconds or less to share the idea
- 33. Thank you! Please feel free to contact us with additional questions. Ann Cross Martha Lanaghen Regional Career Services Director President Institute of Business and Medical Careers The Sparrow Group [email protected] [email protected]
Editor's Notes
- #2: Martha and Ann (both on stage) – Welcome – MarthaI’m Martha Lanaghen – I have been consulting for two years in higher education, focused on placement results – so I’ve seen a lot of interesting best practices (and some not-so-best practices). I’m joined by Ann Cross from IBMC. Ann is a well-known national speaker and currently leads retention and placement initiatives for her school which enjoys XXX placement – even in this economy!Our goals for the presentation:present practical tools that you can use immediatelygive real-life case study examples so you can see the tools at work
- #3: MarthaAs mentioned our focus is on practical tools – not theory and philosophy…We’ll start with campus engagement strategiesDiscuss What employers are really looking forThen do our fun 10 ideas in 10 minutes a great chance to get your ideas so be thinking about your great ideas – the ones you can share in 45 seconds or less.Open discussion and question and answerThank you to Turning Technologies – for the use of the ClickersTake out your pen and paper – let’s dive in!
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- #7: MarthaCareer Agreement – signed during admissions processCompensation – include placement outcomes in rewards and recognition programs for Admissions – as long as it’s not tied to volume, it can be used as performance criterionMeetings with Admissions – Provide list of upcoming graduates and ask original admissions representative to get the student pumped to get a jobAsk admissions to reach out to students that have graduated and are out of touchAcknowledge students that are successfulCalculate an employment rate for admissions reps and recognize high achievers
- #8: MarthaIn class reinforcement – language surrounding employmentattendance – “your employer will expect you to be on time and come to work”focus on promotion, not getting the jobrefer to students by the title they’ll have … Officer Smith… etc…Rewards and recognition – Ready4Work program – On-the-spot awardsTerm-based awards for high-achieversTalk to SeniorsAsk about their progressDiscuss that they should get their job before they graduate – graduate and start WORK, not graduate and start their job searchHelp them networkGuest SpeakersTalk about important criterion for new hiresTalk about what entry-level work is likeTalk about where they network and how they hireMeetings with educationshare names of upcoming classShare names of MIA gradsthe “Milk Carton” – offer an incentive for them to help you find gradsPost graduate results in Faculty lounge
- #9: MarthaEvents that help with placementspeed interviewingguest speakersoffer career-oriented prizes to regular events (clothing store gift cards, watches, etc…) (orientation, graduation prep meeting, etc..)Language surrounding employmentattendance – “your employer will expect you to be on time and come to work”focus on promotion, not getting the jobrefer to students by the title they’ll have … Officer Smith… etc…Meetings with educationshare names of upcoming classShare names of MIA gradsthe “Milk Carton” – offer an incentive for them to help you find gradsPost graduate results in Faculty lounge
- #10: MarthaThe President or senior leader needs to reinforce the importance of the meeting – set the stage for career-oriented cultureAll campus leaders attend (at least two from each department) – phones off, pay attention – meeting is 3 hours* Career Services dashboard – train them to use the dashboardreview results from prior year by programReview current-year results by programDetail victories and areas of opportunityBrainstorming session for what career services can do to help the departments (break in to department groups)What can the department do to help Career Services
- #11: MarthaThe President or senior leader needs to reinforce the importance of the meeting – set the stage for career-oriented cultureAll campus leaders attend (at least two from each department) – phones off, pay attention – meeting is 3 hours* Career Services dashboard – train them to use the dashboardProgress Board – showing the current reporting period, grads by name, results and areas of opptyMeetings / updates every term entire campus staff/facultyDepartment leadersCompensation programsOngoing – part of performance appraisal for EVERYONEIncentive compensation – annual bonusShort-term contestsAmazing RaceSurvivorBingoEtc…We have a great tool – Ready4Work – with fully prepared components including job descriptions, etc…
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- #22: Remind them about excellent resume…Letter perfect, specific details about the experience and results
- #23: MarthaSocial Networking – candidates MUST review Facebook, LinkedIn, and other social networking presence and improve it – it will keep them from getting interviewsChecking references before interviews
- #24: MarthaWe do a great job of TELLING our students what they have to do – but we really must TEACH them how to do it, and we need to be able to demonstrate that it works.Creative networking techniques:send resume and email to five people with “hey, I’m looking for XXX job”, attach resume, ask them to think if they know someone that’s hiringIdentify target companies – then find out where they are socially – go to their happy hour spotsTrade association groups – for the businesses you want to work for, AND your professionTechnology – so many departments aren’t leveraging social media and text messaging
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- #33: MarthaYou’ll want a few ideas written down so you have a backup in case someone takes your idea