As a Career Services Advisor, I hear from employers all the time that it is not the graduates knowledge or abilities that they question, it is their soft skills. How can I, in the time I work with them on their Externships (three months) during their last term at school, can I emphasize that their soft skills need to be improved/maintained to a level of professionalism which will satisfy employers, AND, which will enable the students/graduates to be successful in their new careers?

What is the best way for someone that is new to the position to regain credibility with an employer that has had 2 or more negative experiences with previous interns/students?

What are some best practices for helping students maintain a healthy level of confidence and motivation during the interview process, despite the fact that they may not have gotten the job offer?

An effective means of communicating with community decision-makers is to invite employers to campus for a comprehensive tour. Ahead of time, schedule an opportunity during the tour, to have the employer address one or two classes for 15 minutes during the tour. Please share your thoughts.

Is is still acceptable to state an objective at the beginning of the resume? If not, why not?

What is the best approach for helping the ex-offender penetrate the job market and land a job in his/her field?

Which transferable skills have you found to be the most civilian-valued and what techniques have you used to bolster these skills within the veteran student population?

What role do soft skills play in veteran career success?

Which techniques do you use to help identify companies seeking to hire military personnel?

IT HAS BEEN COMPLETELY INEFECTIVE IN GETTING GRADUATES JOB. IT DOES NOT KEEP UP TECHNOLOGY. IT DOES NOT ADRESS THE REALITY AND NEEDS OF THE 21TH CENTURY MARKET

Why is it critical for the veteran to tailor career collateral to fit an employer’s perspective?

How can recognizing hiring manager expectations be used to the veteran’s advantage prior to and during an interview?

What are civilian hiring managers really looking for in a new hire?

Which digital traps is the veteran student most susceptible to?

How can developing S.T.A.R. models help student career success?

How can you help the veteran student overcome networking insecurities?

Many veterans return home without having an industry-specific professional networking plan; what are some ways to guide the veteran student population to become network active?

After a lengthy career in the juvenile justice system, I embarked on a new journey with Career Services. I am almost three months into my new journey. I am a 1-person department at a business school. I also teach two externship classes. I have gained lots of insight from meeting with and shadowing a Career services Director from a sister campus and from the former Director who has been gracious to offer assistance when she is available. Juggling the different responsibilities has been the biggest hurdle. Our campus has an open door policy for our students, meaning that students are free to stop in the office with or without an appointment, so many days are unpredictable and atr times, other tasks are left incomplete. Any advice on how to better balance the work day?

I found that placement department helps more than just their department, but also the admission advisors and teachers as well.

What debunking stereotype strategies have you found to be successful?