Building Stronger Partnerships Between Career Centers and Employers

BlessVaiBless Vaidian, Director, Career Counseling for Pace Career Services – Westchester, and Founder, Career Transitions Guide
Linkedin: https://www.linkedin.com/in/blessvaidian
Twitter: https://twitter.com/BlessCareers
Blog: http://careertransitionsguide.com

As we begin a new year, it’s a great time to reach out to employers to review 2014. Asking the right questions to see what can be done to improve relationships, meet goals, and place candidates is important to do on an ongoing basis, but especially now. Answers to these questions can then be applied to your 2015 strategy. Career centers can maintain long-lasting employer partnerships by surveying these areas:

How Can I Help Recruiters Meet Their Objectives?

Recruiters collaborate with the career services team for several reasons each semester: sourcing candidates for vacant positions, branding their company, and/or educating students on career-related topics. As career development professionals, we try to make sure the human resource goals are met for our employers when they partner with our office. Before we solicit speakers or attendees, we have to know what the employer’s recruitment goals are for that cycle or even beyond. Asking the right questions at the right time will help employers and the career office make strategic decisions as to whether the event will produce placements, or if the event is to brand and educate…or both. Never assume an employer is hiring. Know ahead of time what the goal is and tap the right student cohort into each program.

What Did the Recruiters Think of the Quality of Students?

Employers gauge the quality of students from a college using many criteria. How students represent themselves in person and in writing matters. Often students are placed in communications and writing programs to develop these needed skills as part of their academic curriculum. Interviews, resumes, and cover letters reflect the university at large. Bad impressions make an employer wonder if the student population is worth hiring from, or if they need to recruit elsewhere. Having employers run career center resume and interview workshops can make some employers feel vested in the student body. Preparing students for career success is a challenge. Not everyone comes into the career center office. Mandating appointments and attendance at career center programs is one way to change that. Webinars and online resources on a variety of career topics help students access resources within their time frames so they can make positive impressions when meeting employers.

What Can I Do to Help an Employer Find the Right Candidates?

An employer’s timeline for recruitment is not always congruent with career center events. Many recruiters have internship programs, rotational programs, and entry-level positions they are looking to fill during every cycle. But hundreds of others simply want a career center to find the right candidate as the need arises. Not being able to offer resumes when a recruiter requests them is bad business, and, if done often enough, it can move schools toward the bottom of lists that capture hiring outcomes. Career centers need contacts within various academic departments, student organizations, and other university offices to collaborate with. Targeted outreach needs to reach the appropriate pool of students. The resume of a student looking for entry-level jobs or internships can be sent out on the student’s behalf as positions are created, until the student is removed from the list of “seeking.” Once an employer-based event is put together it’s essential that the number of attendees that match company needs is high. All departments and organizations on campus (not just career services) should know about the event and encourage participation. There is nothing worse than having an event with an off-campus guest and not having the attendance to make it worthwhile. Student success stories are dependent on making matches happen.

Employers are sourcing candidates on campus earlier than ever and rank universities on quantifiable results. Every college wants successful outcomes for all their graduates, and that starts with collaboration with employers. Many companies have internship programs that they use as a gateway to fill entry-level postings. Employers also host information sessions and networking events to source students. Even if recruiters are on campus to conduct career-related educational workshops, they keep their eyes open for students who can be potential hires. The partnership between employers and career centers is an important one that needs to be nurtured all year long. Now is a great time to assess what worked and what didn’t in the partnerships you rely on.

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Help Your Students Find Their “Calling”

Andres TraslavinaAndres Traslavina, director of Global Recruiting, Whole Foods Market
Twitter: @traslavina
LinkedIn: http:www.linkedin.com/in/traslavina

 

There are fundamental differences between a job and a calling. From the moment students are looking initially for a position to finally accepting an offer, there are creative ways to help them find a sense of purpose in what they will do. Considering the amount of time they will spend working, aiming for a calling may provide them with the best path to happiness.

Key Points:

  • Help students spend time identifying their unique attributes. Look for employers and positions that allow students to work on activities that will make them feel “in the flow.”
  • Collaborate with your study abroad office to help students broaden their horizons by gaining new experiences, such as traveling the world and spending time working with communities and people from different backgrounds.
  • Direct students to look for positions with descriptions that sound more like creative invitations to join a company, and invite employers to your campus that clearly outline their mission, vision and values.
  • Inspire students to become a part of something larger than themselves.

After spending five years interviewing and working with senior leaders, I found that many executives take several years understanding their personal mission and aligning that with their true calling. For some, that moment never arrives. Maintaining a job without purpose leads to poor decision-making and challenges related to relationships and health.

  • People who perceive their work as a job are motivated by the paycheck. They look forward to Fridays and vacations.
  • People who perceive their work as a career are more motivated by salary gains and the prestige involved with career advancement. They look forward to the next promotion.
  • People who perceive their work as a calling are motivated by the tasks and goals themselves. They mirror who they are, and are aligned with their personal values and interests. Their expectation is to make the world a better place and they look forward to more work.

I have personally been on the search for a calling for awhile, and now I am convinced that this is a life-long process. Realistically, some people may have to transition or take smaller steps to identify their true calling starting with a one-dimensional job followed by a career. Fortunately I feel Whole Foods Market has been the channel I needed to do what I love, with people I want around me, as part of something much bigger than myself, and where I can continue to help others find their true calling.

If your students are fortunate enough to land a calling right after graduation, or decide to open their own enterprise, congratulations! But for the majority, the least we can do is to encourage them to keep searching for meaningful work and not just settle for a job.

You can provide insightful advice to students using the following key points about searching for a calling:

  1. Spend time identifying your strengths. Scientifically validated assessments are the best way to understand your strengths by comparing yours to those of top performers. When I work with candidates seeking career advice, I suggest to them to start by asking themselves the following question: What activities are those which make you feel “in the flow”? This concept was introduced by Mihaly Csikszentmihalyi. It happens when your use your talents, skills, and abilities to push yourself to work through a challenge that you can handle well, so when you are in flow you feel in synch while learning and perhaps discovering new talents.
  1. Travel the world. There is no better learning tool than the world itself. By going out of your comfort zone, you may find environments, people, and places where you gain insight about yourself and truly determine your strengths and joys. Consider factors such as weather, population, lifestyle, activities, etc. By traveling you may find your dream place and you should start working toward moving there or to a city similar in qualities. For some careers, this may be more restrictive,  however, the world is a big place and if you open your search criteria you may be pleasantly surprised.
  1. Be selective when seeking work. Look for position descriptions that sound more like creative invitations and have the potential to match your calling. Understanding a company’s mission, vision, and core values is essential to determine the right fit for you.
  1. And finally, look for opportunities to join organizations that allow you to become part of something bigger than yourself. Find informal moments to learn, teach, and help others, which will identify activities that match your calling. Getting involved in volunteer committees, social groups, and charitable causes are also some ways in which you could start transforming your job into a calling.

Thank you for reading. I have noticed that this blog has limited participation from the audience, and one of my goals is to help you get your thoughts out in front of relevant networks. Please feel free to share your response to one or all of the below questions. Your participation is what makes our discussions meaningful. Your comments will inspire others to learn from best practices.

  1. What are the moments within the career development function that allow you to experience “flow”?
  2. In what other ways you have helped students find a calling?
  3. As career services professionals, what can we do to do more of the things we love and enjoy?

Conversation With a Career Center Rose

Smedstad-HeadshotShannon Smedstad, Employment Brand Director, Global Communications & Engagement Team, CEB
Twitter: @shannonsmedstad
LinkedIn: www.linkedin.com/in/shannonsmedstad
Blogs from Shannon Smedstad.

As someone who’s made a transition from being on the ground as a college recruiter to a behind the scenes role in employer branding, it’s not often that I get back on campus. However, when I do, it’s a rush of excitement! And, I make the most of those times by observing and talking to as many people as I can (career fairs are great “wells of inspiration” for blog posts).

Recently, I had the privilege of traveling to the University of Pennsylvania’s career fair in Philadelphia. From liberal arts to STEM and Wharton school majors, the students were prepared and exemplified a sense of pre-professionalism. I sat down with the director of Penn Career Services, Patricia Rose, to learn more about her 34 year career in helping to connect students with employers.

What is the role of career services?

Career services is a connector, we’re not a gatekeeper. We don’t have a monopoly on students; for us to be effective in this role as connector, we need to provide obvious value on both sides, to students and employers.

We also have new students coming in every year, and some that do not hear our messages until it’s of greatest importance to them. Therefore regular messaging is important—we have to continue to message over and over again. We have to be the place that has the right information for students.

What has been the greatest change that you’ve seen in career services?

The greatest change is the use of technology. It is easier now for students to get information on employers and easier for employers to get information on students, using LinkedIn, social media, and other tools.

What hasn’t changed?

There are some employers who continue to come on campus once per semester and do not keep us (career services) informed. It can’t be “one and done.” Employers who are successful are the ones that are committed to establishing a presence and make the effort.

How can employers best work with career services?

Work with us and keep us informed. If you are here, hosting a major event or bringing someone from your C-suite to campus, let us know; we can help you get an audience. The summer is a great time to meet with us or invite us to your location, so that we can have a conversation and talk about the best ways to work together.

Also, I would say to be open to students beyond the obvious majors. There are great students in non-business fields, across all majors and school boundaries.

What is your biggest employer pet peeve?

When employers impinge on another company’s “real estate” during career events. And, when companies put undo pressure on students into making offer decisions. They are taking their time to interview with other companies and to make thoughtful decisions. Don’t hound our students!

Read the Reasonable Offer Deadline Guidelines on NACEWeb.

Career Coaching Notes: 7 Powerful Questions

Rayna AndersonRayna A. Anderson, Career Advisor at Elon University
Twitter: @Rayna_Anderson
LinkedIn: www.LinkedIn.com/in/RaynaA
Blog: RaynaAnderson.wordpress.com

Considering that our job is not to give answers, but instead is to guide others toward self-discovery, powerful questioning can make all the difference in an advising session. The list below is a short compilation of questions I’ve collected over time, and concludes with my most recent favorite:

  1. What do you daydream about the most?
  2. What have been some of your proudest moments?
  3. If you wrote a book that could improve the world, what would it be about?
  4. If you had to go back to school tomorrow, what would you major in?
  5. What do you want to be known for after you retire?
  6. If you didn’t have to go to class/work tomorrow but still had to work, what type of work would you do?
  7. What excites you?

The last question was taken from The 4-Hour Workweek by Timothy Ferriss. In the book, Ferriss states that, “Excitement is the more practical synonym for happiness, and it is precisely what you should strive to chase. It is the cure-all.” He argues that most people will never know what they want and that this question is a more precise alternative that reflects the actual objective. If you have any powerful questions that you often use with students or clients, comment and share below!  

Read more from Rayna Anderson.

Career Coaching Notes: Values and Visualization

Rayna Anderson

Rayna A. Anderson, Career Advisor at Elon University
Twitter: @Rayna_Anderson
LinkedIn: www.LinkedIn.com/in/RaynaA
Blog: RaynaAnderson.wordpress.com

According to Howard Figler’s 1-2-3 counseling method, the following three questions capture the essence of career counseling:

  1. What do you want to do?
  2. What is stopping you from doing it?
  3. What are you doing about it?

For now, I only want to look at the first of these three questions in the context of university career services. Contrary to what we do as career advisers, our students come to us looking for direct answers instead of guidance. Their question is usually, “what should I do?” when it really just depends on what it is they want to do. Furthermore, they often fail to realize that they already have the answers they need. Our job then is, not to impose our opinion, but to drive them toward honest self-actualization.

Should you find yourself grappling with a student that insists that they, “just don’t know” or who feels silly disclosing their deepest career desires, charge them with Figler’s first question. Then consider using two of my favorite methods for helping students define their career goals:

1. Values Assessment: I almost never conduct a career decision-making or assessment appointment without first having the student complete some sort of job or workplace values handout. This exercise allows students to self-select from a list of multiple choices:

  • What they are motivated by (power, recognition, money, enjoyment, etc.)
  • What they’d enjoy spending their workday doing (taking on challenges, brainstorming with others, meeting new people, coaching others, etc.)
  • And, what they want from their workplace (autonomy, supervision, structure, flexibility, etc.)

Once they have identified their desires, have them consider which they are willing to compromise on and which values are their “non-negotiables.” Now that there’s something on paper in front of them, it’s time to let their minds wander.

2. Guided Visualization: Though I don’t ask that students close their eyes or sit in any particular position, I do provide them with an opportunity to carry out an uninterrupted daydream. I prompt this exercise by having the student consider a world where anything is possible and money is of no concern. I then ask the student to imagine arriving at work, parking and getting out of their car, then walking through the front doors of their workplace.

Next, I have them describe what they see, how they feel walking in, what they are wearing, how people around them look, and what these people doing. I conclude the visualization period by telling the student that they are going into their office that day to complete a project, then asking what type of project it might be. This exercise is especially helpful for students struggling to decide between pursing a passion and choosing a less desirable but lucrative career path.

These exercises provide the student with a tangible and intangible basis for setting goals.

After the values assessment and visualization, the student has taken the first step toward choosing a major, deciding the types of jobs or internships to search for, and formulating  questions to ask during interviews. While this process is only the beginning of the career advising journey, it helps establish trust and rapport throughout your partnership.

Our offices should be safe havens; places where students can come in to un-apologetically share their secrets and leave with plans of action. Do your own research, make changes, and make these exercises your own.

NACE Flash Poll – Are We Placement Officers?

kevin grubbNACE Ambassador Kevin Grubb
Assistant Director at Villanova University’s Career Center.
Twitter: @kevincgrubb
LinkedIn: http://www.linkedin.com/in/kevingrubb
Blog: “social @ edu”

A hotly debated term in career services is “placement.” Are first-destination surveys reports on “placements” of students? Should career services offices take on the role of being “placement” officers? Especially with the college “return on investment” talk heating up, this is something I hear many discussing.

So, career services professionals, what do you think? Vote in the flash poll below and share your thoughts in a comment! (Note: flash poll votes are anonymous.)

 

For more on first-destination surveys (sometimes called “placement” surveys), read NACE’s Position Statement on First-Destination Surveys. First-destination surveys will be one of the topics discussed at the Advocacy Mashup for Career Services on January 31, 2014, in Washington, D.C.

Career Coaching Notes: A Sunday Well Spent

Rayna AndersonRayna A. Anderson, Career Adviser at Elon University
Twitter: @Rayna_Anderson
LinkedIn: www.LinkedIn.com/in/RaynaA
Blog: RaynaAnderson.wordpress.com

I write this post as the newest member of this fantastic blog team – an exciting opportunity but a bit of an overwhelming one as well.  The semester is winding down and the holiday season is upon us but I am committed to balancing work, professional blogging, and a personal life.

My current state of existence is nothing that the average higher education professional is unfamiliar with. The truth is that we love what we do, but we do a lot and everyone knows that too much of anything can be harmful. Somehow, being in a helping profession has come to mean neglecting the self and endlessly serving others. But our work ethic should not be measured by the number of meals we are forced to skip or who functions the best on three hours of sleep. Burnout is real, so I dare you – dedicated, superhuman, career advising professional – to set aside one day a week to help yourself. And since it’s much easier to prepare for the storm before it hits than it is to respond in the midst of it, I suggest making Sunday your self-care day.

Here are a few things that’ll help you stay afloat:

Get in touch: Whether it’s at a church, mosque, synagogue, or a sacred space in your own home, take some time to tap in to your inner self. No work week will be perfect, so let this quiet time serve as a point of reference that will re-center you when you feel like you’re losing control.

Get ahead: Fill up the gas tank, do the laundry, pick out your outfits for the next couple of days, pack your work bag, and prepare tomorrow’s breakfast or lunch. If you’re like me, rushing or running late in the morning will make you feel as if the day is getting progressively worse. Knocking out some of these menial tasks will minimize the distractions that disrupt your flow. Also, by doing some of these things ahead of time you’ll feel a little less guilty should you want to get a few more minutes of sleep!

Get organized: It’ll be much easier to navigate through your week if your space is de-cluttered. Don’t let old receipts, meeting agendas, and to-do lists pile up. Everything has a place: either in a folder or in the trashcan. Taking just a few moments to tidy up your surroundings will help alleviate some anxiety.

Get lost: Stay balanced by plunging into your favorite hobby and losing track of time. There’s more to you than what you do for a living, no matter how awesome your job is. Doing things unrelated to work will help you maintain a healthy work/life balance.

Get moving: Take a walk, go to the gym for a few minutes, or do those sit-ups right there in your living room. Obviously you’ll feel healthier, but the extra activity will also help you sleep well. Exercise helps control the random flip flop between bursts of energy and fatigue. And speaking of sleep…

Get some rest: I say “rest” because that doesn’t always mean sleeping. Sometimes sitting around and doing nothing can be just as energizing as taking a nap. Prepare for bed by beginning to relax at least one hour earlier than you plan to fall asleep. This means silencing your phone, dimming the lights, lowering the television volume, and not checking emails.

“A Sunday well spent brings a week of content.” You’re no good to the people you help if you don’t take time to help yourself. Your students and colleagues will appreciate the happier, reenergized you!