The graduate students needs to understand the differents expectations of the jobs and convine with their experience in the school and workplace. Also they need to like working in the field.

Our Institution prepare the staff to assist the students and our graduates the best as we can with continuing education training. Also we call resent graduates and ask them question regarding graduates employment duties and if they research of job's opportunities.

It looks as though we've identified some common barriers that exists for non-traditional students. Some of those mentioned are: transportation, child care and family issues. What are some best practices that you've employed to help mitigate these barriers for your graduates?

All of our graduates require state or national license before they can become employed in the field. Most graduates of our College actually open their own business upon receiving this license. As part of our career services offered, I believe that it would be beneficial to incorporate more business management practices - thereby helping our graduates become more successful in their professional lives after they graduate.

I found, in this module, it very interesting that each department (including the career services) functions best with it's own department mission. At our College, we have one overall mission for the College, and not individual missions for each department. I can see the benefit from establishing departmental missions leading towards the overall mission of the College.

one of the ways that I contact inactive grads is by just texting them by saying "hello John and good afternoon. how is it going?" and just wait for their reply of "good. who is this?" thats i have been calling the right number(since most of the time their voice mail is not set-up of their you will only hear the machine and not them stating their name). So try to set up a google voice/text number!

Assist them as best as you can and inform them not to leave their current job.

I have tried and I have not been successful do to the fact that they are used to the way the department has been run. Any ideas will be greatly appreciated.

One of the services my institution provides for the students is externship program where a potential employer will have more time to evaluate the student skills and by the same token the student will have a chance to see if the site is a potential place for employment.

Career Services should be a part of all decision making at the institution particularly in the admission department both of these department are the front and back end of students outcome.

When it comes to graduate outcome I am 100% sure that everyone in the institution needs to be working together for a positive outcome.

In addition to the already existing barriers some additonal that I find in graduates is the barrier that the graduate uses against him/her for intance the lack of transportation should not be used by graduates a barrier to find employment on the contrary it is a challange but it should not be a problem.

I say yes!!!

I read this statement in the training, and am not quite in agreement with this. It is my understanding that we should be very conservative of how we present information to students so not to imply certain information. For example, if we say these employer "hire" grads, then it may place the institution in a situation where the expectation is that the grad will be hired. The training states that it is a "great for the admissions department to boast about where our school grads are working". Again, I am not sure if that is the direction of admissions due to regulations. Any advice?

Our campuses did an exercise to develop our Statement of Purpose, Mission Statement for the department. There was debate in our philosophy in regard to how much of our purpose is to coach and enable and how much is dedicated to employer development. Overall, our philosophy is 50/50. "Teach the students and graduates how to fish... and within a fully stocked lake". Is that philosophy similar to other career colleges who focuses on placement outcomes?

What is the most difficult obstacle to overcome in building an institutional culture which supports employment outcomes at every instance of the students tenure?

In thinking about your relationships with hiring employers, what do you feel is the key motivator for them to hire your graduates? Is it their relationship with a trusted career services rep or the quality of the graduate? How do you know?

There was a recent article http://finance.yahoo.com/news/employers-skills-gap-not-problem-100000789.html in the news which said that employers don't feel that it's their job to "fix" the skills gap that exists today. What role, in your opinion, do employers have in addressing this problem and is this something your institution is addressing?

I have just begun working for a new and small online school, who have just begun developing student services department and career placement. I am looking for advice and tips on how to create contacts in industries to help with placement?

1. track employers 2. track grads 3. placement statistics 4.student feedback 5. grad feedback 6. employer feedback