Even though I work with 2 different industries, the similarity is that I am working with graduates that have little to no experience in the industries. There are always discussions about the $$. One industry has mostly older adults looking to change careers. For that group, there is some kind of disconnect with how much the hourly rate may be with them being entry level. Even though it's explained numerous times, there is always at least 1 or 2, that will 'hold out' hoping for a hire hourly salary because they are trying to come close to what they are… >>>

A great reminder that how we give feedback matters. In Career Services, our goal is to guide graduates with clarity and support so they grow with confidence, not discouragement.

This course was a powerful reminder that building a meaningful coaching relationship with a student is not transactional: it requires intentional care, authentic empathy, and the deliberate cultivation of trust and rapport. True impact begins when students feel genuinely seen, heard, and supported.

Help students to understand the issue while also helping them to accept and make it easier to come forward with their past will give them the confidence to speak about it and move on. 

Addressing the issues is more helpful to the student, it allows them to prepare for what to expect and how to answer questions or issues when they arise.  

I was pleasantly surprised to see examples of the practical ways in which different networking styles can be equally beneficial to developing relationships and reputations. Though I am much more extroverted now, when I first began my career, I was introverted and relationship focused. Career services professionals told me that I needed to change my style fundamentally, which struck me as odd because I was still managing to network and find opportunities. Now, I am much more extroverted and gravitate toward seeking out new experiences/circles in professional contexts than I did before. I think the most valuable lesson from this… >>>

I have learned that, in order to develop robust networks and capitalize on career opportunities, jobseekers must invest time in attending events in order to develop the connections needed to secure informational interviews with industry professionals, which is key in breaking into the "invisible" job market. This can include volunteering, attending career fairs, and looking for industry-related events in the area through event websites. I also learned that career services research distinguishes between inbound and outbound network connections, with inbound development focusing on expanding into new social circles and outbound fleshing out connections within social circles that jobseekers already occupy.

I like the structure of allowing the individual to lead the conversation about their own strengths, and building off of that.

I learned that with a new employer, it's important to wow them with a very strong candidate. This suggests to me that our program needs to grow the number of candidates we work with to be better able to have the right candidate to match with the right employer.

I learned to reframe objections as needs that you can help meet. So if an employer says we aren't hiring, I can follow up by asking for more information and identifying a different need such as "yes, I know many businesses are fully staffed or even needing to let people go right now. When business next ramps up, do you already have a plan for how you will scale up quickly to meet the moment?"