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.)
Today, I’m taking a break from sharing my assessment experience and looking to the NACE community for some feedback. I’ve already alluded to some of the skills that are important to develop when working with assessment but have included more details here.
Familiarity with assessment design, including writing learning goals
Experience conducting qualitative research via focus groups , interviews or benchmarking
Knowledge of survey methodology and survey software
Ability to analyze quantitative information using Microsoft Excel or other statistical software such as SPSS, STATA
Comfortable summarizing and reporting qualitative and quantitative research findings to audiences with various backgrounds
These skills and competencies can definitely be learned (I’m still working on them myself) but my guess is that they aren’t everyone’s cup of tea. Which leads me to my question: Does your office actively seek candidates with assessment-related skills? This could mean including them in a job description, creating a position with official assessment responsibilities, or screening for these skills via the resume review process.