Career Research Series: Incivility in the Job Search

by Desalina (Alina) Guarise and James W. Kostenblatt

This post is part of a series of interviews that will explore career-related research. As recipients of a NACE Research Grant, we are partnering with nearly 40 institutions to explore the long-term impact unpaid internships have on career success and are looking for more partners to join. Contact us if interested!

Through our research project, we have had the pleasure of working closely with Abdifatah A. Ali, a doctoral candidate in organizational psychology at Michigan State University graduating in May 2017 who has closely studied motivation in the job search.  In an interview, Abdifatah shared details about his research paper, “The long road to employment: Incivility experienced by job seekers,” published in October in the Journal of Applied Psychology.

Tell us a little bit about your professional background. How did you become interested in career-related research?
I graduated with my undergraduate degree from San Diego State studying psychology with a minor in statistics. Here, I started doing research with an industrial-organizational psychology professor who encouraged me to pursue a Ph.D. My research interests early on dealt with motivation—in particular how individuals self-regulate their emotions, behavior, or actions in order to achieve their goals when looking for work. For example, when people are unemployed or college students are looking for work, how do they motivate themselves and what are the factors that influence their level of motivation and persistence so they can get a job?

At Michigan State University, I collaborated with Dr. Ann Marie Ryan to examine how people’s emotional reactions impacted their job search success (defined as whether the candidate received interview call backs, job offers, etc.). We were able to show that BOTH positive and negative emotions that people experience when they are looking for work motivate them. So, for example, if you just get a call back from a company that makes you feel excited or happy, that will motivate you and encourage you to continue to put effort into the job search. On the other hand, if you are experiencing challenges or anxiety, these negative emotions can actually also motivate effort, which is contrary to what we thought.

I’ve more recently made a switch and begun to look at factors that undermine job search efforts, which relates to my current research.

Your current research focuses on incivility experienced by job seekers—how did you come up with this research topic?
Before this paper there was very little research looking at which contextual factors undermine motivation—they were only looking at things that facilitate it. When you talk to individuals that are job searching, they constantly talk about experiencing incivility, which got us wondering what effects these incidents have on the job search process.

How do you define incivility? Can you give some examples?
Incivility is defined as generally rude or discourteous behaviors that are ambiguous in terms of intent. For example, a snide comment or a funny look from a recruiter or interviewer. They are perceived as behaving in a rude way but you don’t necessarily know if they are doing it intentionally.  

Tell us more about the research design and findings.
A majority of the research on incivility has been conducted about incivility experienced by professionals once they actually work at an organization; we were instead focusing on the job search. We began with a qualitative study to understand the nature of incivility during the job search. In the first stage of our research, we interviewed 100 job seekers and asked them whether they had experienced incivility and collected details about the incident. We’d then ask them what they thought the cause of that behavior was. We were interested in how people interpreted the ambiguous nature of these incidents. In one example, the interviewer is abrupt and doesn’t give the candidate a lot of time. Some candidates may view that experience by simply thinking that the interviewer was busy (i.e., externalizing the cause), while others may think that the interviewer was rude to them because of their incompetence (i.e., internalizing the cause).

The second and third study were more empirical. We wondered if there was a way we could predict who will externalize or internalize these incidents. We found that, for those who internalize the cause of these incidents, incivility undermines one of the best predictors of job-search motivation which is job-search self-efficacy or self-confidence.  Conversely, job-search motivation was not impacted for those who externalized the cause of these incidents.

What implications do you think this has for career services practitioners and employers?
Our findings support the need for resilience training and other tactics that would help job seekers re-frame the cause of these incidents.  If we can help them by not attributing the cause to themselves we can ensure their job search motivation doesn’t suffer.

I think it also has implications for those who are recruiting, as they are seeking ways to ensure candidates have a great experience and ultimately accept an offer.  Incidents of incivility can have a real influence on the talent pipeline.  

What are you working on now with your research?
A project really relevant to the NACE audience is one I’m working on with Dr. Phil Gardner related to internships. We are examining the role employees have on student interns including both employees who are assigned as formal supervisors and those that act as informal mentors. We are studying how these individuals impact whether or not interns accept full-time offers at the end of their internship experience. Results should be out in the near future.   

Alina GuariseDesalina (Alina) Guarise, Associate Director of Career Advancement Center at Lake Forest College
LinkedIn: https://www.linkedin.com/in/desalina

 

 

 

James W. KostenblattJames W. Kostenblatt, Associate Director, New York University’s Wasserman Center for Career Development
LinkedIn: https://www.linkedin.com/in/jameskostenblatt

Auld Lang Syne—Resolutions for 2017

by Marc Goldman

I always enjoy celebrating the holiday season with friends and family. New Year’s Eve has been a tradition in my house since I was a preschooler. Yes, my parents let me stay up late from a very early age, which might explain my night owl tendencies to this day. Once January 1 has come and gone, people discuss their resolutions for the coming year. These goals and commitments might have to do with health and wellness, social lives, hobbies, activism, and even the workplace. And that got me thinking. From a professional standpoint, what are my New Year’s resolutions for 2017?

  1. Follow the data: More and more, our industry is turning to data, big and small, quantitative and qualitative, as a source for strategic planning, decision making, and new ideas. My goal is to use data as a powerful driver for both my office’s programming and employer outreach. In addition, data will help us assess our success in terms of outcomes, resources, attendance, and awareness. And embracing external reports on trends and data will help with messaging and promotion of my team’s mission on and off campus.
  2. No I in TEAM: Half of my staff is new to the career center this academic year, so we have been rebuilding and team building at the same time. This staffing scenario provides great opportunity and enthusiasm, but it presents challenges to the staffers, new and seasoned as well. I need to be more open minded than ever before, while remaining focused on my philosophy and vision of our shared work to ensure that we benefit the students, the reason we are all in it together.
  3. Show me the money: As with many career services offices, funding can be a challenge. Having offices on two campuses only makes that issue more pronounced. I plan to explore fundraising opportunities now that my staffing trials and tribulations have ended (for the present). Whether I develop an employer partner program, fundraising for specific program needs, or both has yet to be decided. But I will be consulting with my advancement colleagues for their input and experience on this one.
  4. Reading is fundamental: While I do spend a good deal of time reading online articles, checking out the occasional blog post, and following many colleagues (and celebs) on Twitter, it is high time I do a bit more of a deep dive into this wonderful world of books. There are a number of titles on my hit list. I just have to start with one. Is there a career services book club out there I can join? Yikes, did I just come up with another idea to implement?
  5. Rudy! Rudy! Rudy!: One of my favorite movies is Rudy, the story of the ultimate sports underdog, whose grit, determination, and positive attitude lead him to some degree of legend status. Rudy’s story reminds me that I need to keep my positive attitude (no laughing, please) regardless of circumstances, challenges, or roadblocks ahead. And in my office and on campus, optimism really can be one of the most powerful motivators and messages to convey.

I will check in with you in January 2018 to let you know how well I end up sticking to my resolutions. What are some of yours? Feel free to let me know on Twitter (@MarcGoldmanNYC). Happy 2017!

Marc Goldman, Executive Director, Career Center, Yeshiva UniversityMarc Goldman, Executive Director, Career Center, Yeshiva University
Twitter: @MarcGoldmanNYC
LinkedIn: www.linkedin.com/in/marcjgoldman
Blogs from Marc Goldman

Rise and Thrive

by Samantha Haimes

Samantha Haimes won the 2016 NACE/Spelman Johnson Rising Star Award.

Last summer was a bit of a personal and professional whirlwind for me. Within two months, I left a job that afforded me growth, opportunity, and some of the best co-workers I could ever imagine, took my dream trip to southern Italy (let’s chat if you need any convincing on taking this trip for yourself), and moved to a new state, 1,700 miles from my friends and family in south Florida. In the midst of all of this, I also achieved one of my biggest professional accomplishments to date: receiving the NACE/Spelman Johnson Rising Star Award at the 2016 NACE Conference & Expo.

Since beginning in career services about six years ago, I have enjoyed learning about the recipient of the Rising Star. Perhaps it is because some of the people I admire most in our field have won this in years past (they know who they are, I gush over their accomplishments and amazing personalities everytime I see them). But I think it is also because there is something really motivating and inspiring to me about professionals getting recognized for strong leadership and contributions to our field, even just a few years into their career.

Contributions to the field… only four to seven years in? It may sound like a tall order, especially if you’re newer to the field. I would be lying if I didn’t admit that there have been [many] moments when I’ve questioned myself: Am I significantly contributing to the field?  I am not running my own department or division. I am not single-handedly restructuring an office or offering consulting services to other career centers. Am I making significant contributions?

But what I’ve realized is, there is so much that goes into making positive, impactful, and meaningful contributions to the field career services. Among many things, being a leader in this field also has a lot to do with the way that you carry yourself, your willingness to learn and take risks, the relationships you strive to build, and your ability and openness to reflect.

As I said, I have always enjoyed hearing about what has influenced the path of past recipients, as I’ve tried to apply some of those things to my own professional practice. So when asked to write this blog post, I thought it was only appropriate to share a few tips of my own that I strive for each day.

Ask questions. This is something I actively work on. The Achiever in me loves to get things done, so it can be easy to just start tackling a problem or issue at work without asking critical questions. Newer professionals may sometimes shy away from asking questions as well, concerned that it might appear they lack knowledge, skills, or moreover that they are questioning something inappropriately. However, we have to get past all of this and realize that taking the time to ask well-thought-out questions will actually yield greater results. Not to mention, you will seem that much more engaged in whatever you’re working on in your office and will likely make others feel comfortable to ask questions themselves. One of my mentors taught me a lot of lessons in asking questions. I notice that whenever I ask for her advice or guidance, she doesn’t actually give me the answer. She simply asks me questions until I process things out enough to make my own decision. It’s tricky, but effective!

Become your own advocate. Throughout the earlier years of my career, I had a lot of difficulty asking for things that I wanted. I never wanted to appear selfish and I definitely did not want to inconvenience or bother anyone. This all came from a good place, but can be a debilitating mindset to take on as a professional. Just because you know what you want and ask for it, doesn’t mean you are being selfish—if you ask for it in the right context.

Funny enough, I learned a big lesson in this area when it came to attending the NACE conference. In 2013, the conference was just a few hours from my then-home in Miami and I was dying to go. The trouble was, sending me to the conference would be costly and I knew some key players in my office were already attending. At one point in my career, I would have accepted this as defeat, assumed I couldn’t attend, and felt disappointed as I followed the conference on social media later in the year. But instead, I printed out the conference program, outlined specific goals, and went through each session identifying which I would attend and the direct contributions I could make to the office after attending. I made my “pitch” to the executive director and left his office feeling exhilarated. There was something so energizing about making my case. I almost didn’t even care what the outcome was because at the end of the day, I knew I had done everything I could to try and attend. I reference this example, so many years later, because it was truly a turning point for me. It afforded me a level of professional confidence and maturity that made me realize the importance and impact of advocating for myself. Whenever I find myself feeling intimidated to ask for something, I think of the feeling I had when I left his office (and the subsequent feeling when he approved me to attend later that week) and channel that same energy.

Be genuine. We are lucky to work in a field with some outstanding professionals who are even more amazing people. Getting to know your colleagues as individuals and not just for their roles is an all-around strategy that will help you accomplish more in your work and likely help you enjoy everyday at the office even more. It is so important to stay genuine to who you are. I really believe people can tell the difference between someone who is genuine and someone who is being fake—we’ve all seen it right? I show people the real Samantha, pretty much right up front. I have a lot of energy and passion, I’m upbeat and positive, and dare I say it, am a bit of a raging extrovert. The relationships I’ve built, with colleagues and mentors within my own departments and across the country, are in large part thanks to my willingness to be my genuine self in front of others. Think of someone who you would describe as genuine in your life. Chances are, you likely enjoy their company, trust their judgement, and appreciate their character, confidence, and communication style. If you break each of these things down, aren’t these all qualities we want from the people we work with? Be genuine yourself and you’ll attract others who are genuine.

Practice gratitude. Maybe I am influenced by all of the resolutions of 2017, but I think that gratitude is something we may not always think about when it comes to the workplace. But we have a lot to be thankful for. We work in a field that makes a lasting impact on students’ lives, has consistent national attention, and is filled with inspiring innovators and thought-leaders for us to all look up to. Hopefully you work in an office where the work that you are doing day-to-day is something to be thankful for, along with your colleagues, co-workers, and supervisors. I would advise that whether you are a newer or more seasoned professional, making a conscious effort to practice gratitude in the workplace can be a gamechanger. It is easy to get caught up in the “busy season” and anxiously await for summer and holiday breaks when things slow down. But isn’t the business of it all what makes us thrive? Without students on campus, none of us would have these roles.

In 2016, when I knew there was the potential for some personal and professional change in my life, I made an intentional effort to start each day with a grateful heart. Well, I challenge everyone, including myself, to start each workday with a sincerely grateful mind. When you go into work, and you have a busy day with back-to-back Outlook calendar invites, I guarantee there is still something to be grateful for. Maybe you finally secured a meeting with a faculty member you’ve been trying to get in front of, or perhaps you’re hosting a new program in partnership with a student organization that could lead to something great. Whatever the case may be, adopting this mindset can have a positive lasting impact not only on the work that you produce, but on your professional reputation and brand.

In the end, strive to thrive. You know your role better than anyone, so challenge yourself in this next year to thrive as a career services professional. As I now settle into my new home in Vermont, post conference and post Rising Star, I am consistently striving to thrive as a professional, thrive in relationships I build with both new and existing colleagues, and thrive in my own self-reflection.

The NACE Awards honor members’ outstanding achievements in the career services and HR/staffing professions. Excellence Awards are judged on program needs/objectives, content, design, creativity, innovation, measurable outcomes and ease of replication. Win honors and recognition for yourself, your staff, and your organization. Awards submissions close January 31, 2017. Details: http://www.naceweb.org/about-us/awards.aspx.

Samantha HaimesLinkedIn: https://www.linkedin.com/in/samanthaghaimes
Twitter: @sghaimes

Samantha Haimes is a career services professional with a passion for connecting and educating both students and employers. She works in marketing and communications at Middlebury College’s Center for Careers and Internships. Prior to her current position, she was employed at the University of Miami in various roles at the Toppel Career Center, most recently as the Associate Director for Career Readiness. She earned a master of science in higher education from the University of Miami and a bachelor of arts in advertising and public relations from the University of Central Florida. She has also worked at Cabrini College in Philadelphia, Pennsylvania.

 

Top 5 Reasons to Submit a Workshop Proposal for #NACE17

by Chaim Shapiro

As the college year and the new recruiting cycle get underway,the NACE Conference in June may seem far off in the distant future and a low priority, but that is NOT the case!  The call for workshop proposals for #NACE17 will open this week, so it is time to get cracking!

Why should you bother? Here are the top five reasons to submit a workshop proposal for #NACE17!

Chart the future: As I always like to say, NACE IS the place to become actively involved in charting the future of our profession. People come to the conference to learn the latest ideas, techniques and best practices. GIVING a workshop allows you to be the teacher as opposed to the student and help set the agenda for your colleagues.

Know it better than ever: I like to fancy myself as a thought leader in the use of LinkedIn.  For all the talk and articles and expertise, there is NOTHING that compares to presenting before your colleagues. When you give a workshop, YOU are the expert, there is NOWHERE to hide and you have to be ready to answer some tough questions. Your workshop preparation will ensure that you know your topic better than you EVER have!

Promote Your Employer: I like to joke that I am on the “present or perish” model for conferences. In other words, I love to go to conferences, but I ONLY get to go when I present.The reason is simple; it is a great way to help promote Touro College. When your proposal is accepted, your company/institutions name will be included in the program that is read by THOUSANDS of your colleagues!

Promote Yourself:  I didn’t forget! When you present, YOUR name is also on the program.  Thousands of your colleagues will see your name and equate you with expertise in that subject area.  I can attest that a WORLD of speaking opportunities opened up for me after my first NACE presentation.  Several years ago, I asked the organizer of a conference why she offered me a speaking slot without knowing me or having heard me speak.  Her answer; I saw that you presented at the NACE Conference, so I had NO questions about your ability.

Build your professional network:  I often say that the primary job AFTER a conference presentation is answering ALL of the interactions it generated on Twitter.  When you present, you are front and center.  I have met MANY valuable contacts after my presentations, and I ALWAYS make sure to connect with them on LinkedIn and Twitter so I can continue the relationship.  

So, GET those presentation proposals in!  I have been working on two of my own since June 11!
Chaim ShapiroChaim Shapiro, Director of the Office for Student Success, Touro College
Website: http://chaimshapiro.com/
Twitter: @chaimshapiro
LinkedIn: www.linkedin.com/in/chaimshapiro
Blogs from Chaim Shapiro

Chaim has given two workshops at the NACE Conference & Expo.

The Differences Between Working in Higher Education and Corporate America

kelly d. scottKelly Scott, Campus Recruiter at Liberty Mutual Insurance
LinkedIn: https://www.linkedin.com/in/kellykonevichscott

I never thought I would do anything other than work in higher education. With a background in educational counseling psychology and a job as a career counselor and assistant director within a career center at a Boston-area university, I had no need to look for a life outside the ivy-covered walls. But then an intriguing opportunity presented itself and I made the leap to corporate America. And I now find myself as a de facto spokesperson for corporate America among my higher education friends and colleagues. The information that most piques their interest is: “What are the differences between working there and here?” And I always tell them, while there are differences, the two worlds aren’t as far apart as you might think.

It’s a different kind of fast paced.

I thought there was only one kind of fast paced, but I was wrong. As an assistant director at a career center, I had a lot to do. There were student appointments, large- and small-scale events to plan and facilitate, workshops, class presentations, semester planning, and ad hoc projects. As a recruiter, it is also fast paced with numerous projects to complete, yearly planning, interviews, and regular meetings with various stakeholders across the organization.

So, what’s the difference then? The difference are the deadlines. I can’t speak for all universities because I’m drawing from personal experience, but overall, I had a lot of autonomy when it came to deadlines. “When do you think you could have that done?” was a question I was frequently fielding as a career counselor. Additionally, it was acceptable to spend a semester or two hammering out a new program or idea and generally the only people you were answering to were those in your department and the students.

Deadlines in corporate America are much less fluid. Many of the decisions and projects that I’m working on directly affect a team in a completely different department or business unit. As a result, deadlines are determined by a group and driven by quarterly business needs and recruiting cycle timelines. This creates a different sense of urgency than what I experienced in the higher education sector. Not better or worse, just different.

The private sector is more formal.

This shouldn’t be a shocker: it’s more formal. Working with college students makes for a much more casual environment than working with business leaders in a Fortune 100 company. The casual nature lends itself to forming deep personal connections with co-workers and, in my opinion, is one of its most appealing attributes of working in at a college or university. It wasn’t uncommon to share personal successes and even heartaches and frustrations with your direct co-workers or even your supervisor. Mind you, you’ve got a bunch of counselors sharing feelings, so it’s probably not that unusual, but when you’re in the mix of it, you don’t realize what was going on until you leave.

There’s not so much sharing in the corporate world. While there is a huge emphasis on respect, integrity and development—and my colleagues are incredibly supportive and caring—the mushy-gushy feeling of my last department is gone. I have a few co-workers that I am thankful to have developed very close friendships with over the last year, but corporate culture doesn’t support oversharing the way education does. Again, neither one is better or worse than the other, but there are recognizable differences.

People move around a lot more in corporate.

My personal experience in higher education is that a lot of people stay put or climb the ladder within their particular function or department. My former boss had been at the university for more than 15 years—almost entirely as a career counselor with notable promotions within her department. Her boss was there just as long and on the same path. Many of my co-workers were self-proclaimed “lifers” and stayed within the academic counseling field in some capacity. You get to know your co-workers really well and they have in-depth knowledge about the organization and the department history.

Corporate works a little differently. Since I started a year ago, multiple people have moved to completely different business units and taken on very different roles. My company puts an emphasis on professional development and growth, so it isn’t surprising that there is a lot of movement. In fact, people are encouraged to explore new opportunities that will challenge their professional growth within the organization. The drawback is that people move around a lot and it seems as though as soon as I think I am getting to know somebody, they get promoted or move on to another part of the organization. Definitely all great things, but it is a stark contrast to what I saw working in higher education.

Both the corporate and higher education cultures have their pros and cons and I think it really all comes down to what you value in work and in your career. There are certainly things I miss about higher education (holiday break) and other things I certainly do not miss (freshman orientation). That said, work values and skills change and develop as we grow professionally. Who knows what the next 10 years will bring, but for those of you wondering, corporate is not as scary as you think and has almost as much free food as you get in higher education.

Finding Your Professional Voice

Jade PerryJade Perry, Coordinator in the Office of Multicultural Student Success at DePaul University
Twitter: @SAJadePerry1
LinkedIn: www.linkedin.com/pub/jade-perry/21/667/b25/
Website: jadetperry.com

Many times, the word professionalism conjures thoughts and images of workplace dress, norms, and habits. However, there is yet another consideration for people  who speak more than one language and/or have mastered more than one dialect of English. This includes reconciling notions of professional voice.

Given the various dialects of English and the purpose of this article, I will refrain from calling some “proper English” and others “broken English.” These are value statements that detract from how the English language is actively shaped by both context and community. Yet since navigating language depends on context, we also must think about how students and staff negotiate language in the workplace and/or other professional settings (i.e. student meetings with university staff, interviews and interview prep, presentations, etc.)

For example, one afternoon I was chatting with a student in a dialect form that we both shared. (To be clear, this is not slang, catch-phrases, and/or lazy forms of standard English. By shared dialect, I mean “a systematic, rule-governed (form) of English” that we both could navigate well despite regional variations of said dialect; Jones, 2015, p. 404). We had a long conversation about what was happening on campus, goals for the next year, and more, until I was interrupted by a phone call from a colleague. This colleague happened to be able to navigate the dialect we were speaking. However, because it was a colleague, the conversation moved to include more formal / standard modes of English. The student commented, “You’ve got your work voice on!”

This does not just happen in our colleges and universities. We’ve seen this on the stage of arts and entertainment as well. If at all possible, briefly suspend your understandings of Kanye West’s canon of art and/or personality antics, to take a closer look at how he uses language. In recent interviews, Kanye slips into an extremely different mode of English than in his body of music. In the past, this has prompted strong reactions in news publications and on social media about “Who is Kanye trying to be? Why isn’t he using his real voice? Is this Kanye’s ‘interview voice?’ The choices that we make about language in the workplace often hold implications about who we are AND how we are perceived. It’s important to draw students into conversation about some of those things.

Communication and Career Capital

Dr. Tara Yosso (2005) poses an interesting question in her work, Whose Culture Has Capital? A Critical Race Discussion of Community Cultural Wealth. Quite often, when we think of capital, or various forms of wealth, we have limited views and understandings of what these forms of wealth can be. Many of our students hold a great deal of linguistic capital, defined by Yosso as the “intellectual and social skills attained through communication experiences in more than one language and/or style…Reading, literacy, oral histories, cuentos (stories), dichos (proverbs), sophisticated linguistic code switching (2005, p. 78).” This comes in very handy inside and outside of the workplace, as they navigate the different communities that they hold dear. So, when we talk about our modes of communication in interviews, in the workplace, and for career goals, there may also be opportunities to talk with and learn from our students about their understandings of professional voice.

Each day, our students navigate home dialects and standard English workplace/academic dialects. Thus, navigating multiple languages and dialects of language is a part of career capital: What are we saying? How are we saying it, depending on the context?

My “work voice”  and even the work voices of my colleagues can change, depending on how we need to function in that moment. At any given moment, you may hear standard American English (SAE), Spanish and dialects of Spanish, African-American English (AAE, which encompasses various sets of rules, depending on region), and more as we have conversations about student success, retention, persistence, and career capital. In a meeting with executive leadership, we might slip into more standardized dialects of English, due to context and shared understandings. For students finding their professional voice, it’s important to talk through these contexts, and it doesn’t necessarily have to be difficult to do so.

Learning from Creative Reflection

One of my favorite activities to take students through is an auto-ethnography of how they use language and how they are currently developing their understanding of professional voice. It’s easier to do this activity around written language, since they can access that from their phones and/or e-mail accounts. I ask students to observe and reflect on the language they use in the following contexts:

  • Contacting someone from your professional field (for students, this can be any current supervisors they have, mentors, etc.)
  • Contacting a family member
  • Contacting a peer or a close friend
    (you can also add other categories as appropriate)

It’s best if you can show them an example from your own life, to provide a template for the activity. Students may notice themselves code switching: slipping into and out of various languages, different forms of language, and even the use of imagery as communication, i.e. memes, emojis, emoticons. This prompts conversations about when they choose to use standardized/formal English dialects and when they choose to skillfully use various forms, as well. In many cases, this has also prompted conversations about authenticity in the workplace. (What makes someone authentic? How do we communicate in authentic ways, regardless of context?) This is also an activity that you can do with staff, especially if you are in the early stages of understanding. It’s important to stay away from value statements on how students are using language, but to help students to simply reflect on how they are already using language and how they might make sense of their own linguistic and career capital.

Further Reading:
Jones, Taylor (11/2015). “Toward a Description of African American Vernacular English Dialect Regions Using ‘Black Twitter.’ ” American speech (0003-1283),90 (4), p. 403.

Yosso, T.J. (2005). Whose culture has capital? A critical race theory discussion of community cultural wealth
Wofram. Sociolinguistics Definition from the Linguistic Society of America.

 

Here’s How to Prepare for #NACE16

Marc Goldman, Executive Director, Career Center, Yeshiva University

Marc Goldman, Executive Director, Career Center, Yeshiva University
Twitter: @MarcGoldmanNYC
LinkedIn: www.linkedin.com/in/marcjgoldman

 

Hello, NACE blogosphere friends. It’s me, the prodigal blogger. It has been a roller coaster of a year in my shop, so I have not had a chance to post anything new and exciting to the blog recently. And for that, I am sure you are most grateful. But with another fabulous NACE Annual Conference on the horizon, I have come out of semi-retirement to offer some tips on making the most of this year’s conference. Of course, you can revisit my past blog post about people you should meet at a NACE gathering. It’s always a fun, diverting read.

What do I recommend you do in preparation for the conference? Here are my top five suggestions in no strategic order:

  1. Pack for anything and everything: Of course, this IS a professional conference, so you will need to present as polished and ready to work. But it is also a social event, so bring your party outfit or whatever you need to paint the town red. And because you will want to continue your fitness regimen, bring your best walking shoes or workout clothes. We will be in Chicago, but it will be June, so you make the call on a swimsuit. For a big twist, there is the splashy and flashy 60th Anniversary Gala, where cocktail attire is required. Please now refer to Google or Wikipedia for a good definition and examples of cocktail attire.
  2. Target your must-see programs: You have probably realized that a list of conference programs has already hit the interwebs. Review that list with care and try to prioritize which sessions are your “must haves” and “have nots.” That way, you can mark them down ahead of time, strategize how to get to most of them within the three-day program, and actually get a seat in the room. Yes, arrive early and scope out your spot. The rooms fill up fast.
  3. Make contact before the trip: Many of you use the NACE Annual Conference not only to educate, inform, and enrich yourself, but also to reconnect with colleagues and make new contacts. Don’t wait until June 7th to arrange your meetings, get-togethers, coffee chats, and breakfast catch-ups. You might find that everyone else’s calendars are booked solid. If there are people you definitely want to speak to live and in person, shoot them an e-mail now and get them to mark you down on their calendar. You’ll find a list of attendees under MyNACE > Events.
  4. Study the tech: If you are looking to discover what the latest and greatest resources, apps, and technology tools are for our biz, the conference Exhibit Hall is an awesome and mind-blowing venue. There is A LOT to take in, and it can sometimes feel so overwhelming, you just sort of float in and out of the room, never knowing at which booth to stop or to whom to pose a question. Do some homework ahead of time if you might be shopping for information or products and research the vendors to target and narrow down accordingly.
  5. Be ready to record and share: Whether you are cutting edge and have your handy iPad, laptop, or mobile device, or you prefer the old school approach of a pen and pad of paper, be ready to take notes. You will hear so many good ideas, nuggets of information, websites for future reference, and names of people to hunt down later on LinkedIn. And of course, your staff and colleagues left behind to hold down the fort will want a recap and for you to share with them all your pearls of wisdom gained. Make the report–out easy by doing the work up front at the conference. It would be challenging to bring back a deep dish pizza slice for everyone, but you can bring back a great number of takeaways nonetheless.