The first step in a targeted job search is to determine what type of job or work interests the student. Then using their available resources, find out what the job entails, benefits, salary, etc. Search engines can help the student search for openings in their desired field. They can also work their contact, friends of contacts, etc. Sometimes it is helpful to make a chart to help organize and categorized the data. They can also visit companies that they are interested in working with and talk to a hiring manager or HR professional - introduce themselves, find out the best… >>>

This session reinforced the importance of effective note-taking and documentation. Key reasons highlighted included ensuring continuity of services, maintaining accountability, supporting quality assurance, meeting legal requirements, and assisting with resource allocation.

It also outlined essential professional and guiding principles for documentation. These include recording a custodian ID, ensuring notes are clear, time-stamped, legible, written in permanent ink (blue or black), and use appropriate terminology. Documentation should be current, accurate, chronological, relevant, and complete.

Additional best practices discussed included maintaining objectivity rather than subjectivity, properly correcting documentation errors, and appropriately managing blank spaces to prevent misuse.

The session also introduced the… >>>

Reminder to have follow up procedures in place whether it be following up from a job order or actual placement to keep the relationship strong.

One of the biggest take aways was to walk the graduates through my actions of cold calling for job openings and see if I can get them to commit to trying it on their own. Coaching them on what to say and practice with them. This is a good reminder to them that they should be outmatching my own efforts.

My takeaway was a better job of taking the case notes and diving deeper with open ended questions for a job order.

 I will continue to "advocate” and be a problem-solver for your students, graduates, and employers. This is a great reminder of all the valuable benefits we offer and to leverage more of these points when talking with employers.

Communication is key in the placement process. Students and employers should know what you are doing and why it is important for them to provide you with the information. Having a process to collect the data is important. You do not want to have the data compromised. You also need to pay close attention to detail when transferring data between systems.

Calculating placement rates can be done in several ways. Each institution needs to have a documented process on how the rate is calculated. This can ensure consistency between departments and individuals. The survey is the least reliable source.

This session has given me several items to think about.

• How do Universities actually use employment data in their decisions? Are they offering programs and majors in fields where students can be employed after graduation. Should some programs/majors be re-vamped or discontinued?
• Are students going to be able to pay back the student loans they take out to secure their education? Will it be a financial hardship? Will their salaries be high enough to cover their lifestyle?
• Are people pursuing jobs they are passionate about or are they pursuing a job because of a paycheck.

I really didn't know much about Linkedln when I first started.  I went to a quick presentation last year and thought it would be good to learn how to use.  The CTE school I work for has a large group of students who are fishermen  So I thought this would be something they could use.