I enjoyed reading about useful strategies for responding to employers when they are not interested in the services being offered. Clarifying what is and is not helpful to them, asking questions, directing them toward things we can help with, and highlighting the value of these services all seem like excellent techniques when engaging with employers.

One part of this learning topic that stood out to me was the importance of developing a macro-level understanding of the participants we work with. In my role, I tend to focus on each individual’s needs and what works for them. However, there is value in simultaneously considering and sharing broader demographic trends when creating relationships with employers so they have a better understanding of who we work with. 

I really like the idea of a communication checklist for when a client gets a job. Usually, I just discuss with my client at their next appointment how their job is going and if they have any concerns. But I think putting together a checklist before they start the job and going over things together about the job is a great idea that I intend to create.

I enjoyed reading the section on "things to consider mentioning about each candidate you send". I feel like I'll be using some of things they mentioned such as the potential misconceptions part and red flags. 

How many states have laws requiring background/fingerprinting of Stakeholders for WBL activities such as job shadows, pre-apprenticeships, internships?

I learned when it's best to leave a message when calling a business. I've always just left a voicemail no matter what when trying to connect with an employer/business, but after reading through the reasons to leave one and not to leave one. I have a better understanding on times when leaving a voicemail might not be the best course of action.

The part that stuck out to me the most was the "know your industries" section. I sometimes forget how important it is to do some research not just on the jobs itself but on the local businesses before engaging in job development.

I found this section of the course to be very informative as it shares a new light and perspective on the side of Higher Education and it's relationship with the ever changing job market. 

I have learned that sustaining and scaling the impact of career services involves building long-term capacity by integrating services into culture, building partnerships, and securing resources. 

Effective career services serve as a link connecting education and the workforce by addressing the needs of both learners and employers.  These services prepare learners with skills for career transition and act as a talent pipeline connecting employers with skilled students.