1. Being unique 2. Understanding skills and abilities 3. Must create the right resume. 4. Having great references 5.Having a postive mental attitude

To have a sucessful Career Services department the following items are needed: 1. resource library 2. job search seminars 3. job opportunities 4. internships and externships 5. personal attention 6. additional services

Developing a strong placement must start with a mission statement.A mission statement is the foundation of every department. Any decision made regarding the department, can be measured against it's mission.

There is empirical evidence that graduates today need specific, job related experience to be considered for employment. How important do you feel experience is in finding a job and what specific steps do you take with individual students to help them gain some experience prior to graduating?

The evidence suggests that students benefit most from individualized and structured instruction when finding a job. However, this presents a challenge when trying to manage workload. What resources do you currently use to help provide the student with individual attention (workbooks, videos, mentoring, etc.) that gets results while managing your workload in CS?

The benefits of having an active Alumni Association are many; however, only a small percentage of career colleges have them. Does your institution have a robust Alumni Association and if so, what difficulties did you face getting started and how did you overcome these challenges? Has your institution tried to start an Alumni Association and failed? If so, what happened?

The course discusses how employers site a skills deficiency despite the skills training that they receive in institutions of higher learning. This skills gaps suggests colleges need to improve methods of measuring work-readiness. How do you measure the job readiness of your students? Do you assess both technical and soft-skill readiness? What tools (if any) do you use?

We have student events on campus very consistently. We also recently held an Alumni and community event, where we presented Alumni T shirts with a special Alumni logo design to all Alumni that attended the event. We also have a career publication that I use to go out into the community with that highlights the skills obtained through each of our programs. Department heads, including myself, are also very active in community events, such as parades and festivals. Additionally we belong to many committees, and work closely with the Chamber of Commerce.

I would very much like to create an official Alumni Association. I feel that although we do reach out to our alumni to get involved in class presentations and "Pro" mentors, we may be missing out on a number of other mutually beneficial support services and resources. I would also like to see us provide more interactive and fun events (employer appreciation luncheons, block party for the business neighborhood, public forums) both as a way of developing relationships and gathering feedback, input, etc. We used to do these but unfortunately have discontinued due to budget restrictions.

Although our institution does consider the impact of admissions on career services, it seems as though there is still quite a gap. Many times, it does seems that admissions goals are more of a priority (to the institution). This results in enrolling students that drop out quickly, or become 'problem students' for student services, and eventually, career services. It is very important that we enroll students who actually want a career, and are motivated to try to attain that goal. However, this is not always the case. Based on speaking to colleagues in career services at other institutions, this seems to be an ongoing dilemma. I do voice my concerns to the admissions department, but I feel that the priority of that department is so stringently aligned with metric goals, this overshadows those other aspects. I recommend this gap be closed by stricter admissions standards for enrollment, and less emphasis on the enrollment metrics as strict goals.

Although we do not have a specific assessment in place to determine whether an intervention should be applied, I do use a rubric to measure employability skills during our students' final mock interviews. If a student does not perform well in the mock interview, I typically speak with them after class and schedule additional sessions to improve interview skills, emphasize professional dress, social cues, etc. I try to emphasize throughout the course that although our assignments, interviews, etc. are graded, the purpose of the class and all of the assignments are there to improve employability, and I will work with the them in and out of class toward overcoming barriers to ensure success.

Work Study: I believe that the level of success has largely been dependent on the motivation of the student worker. We have had Federal Work Study and we have had a temporary work program for and external One Stop individual wishing to gain practical experience towards a more permanent position. In every case, there were opportunities to gain technical skill, knowledge and social skills. Overall, I would say there was personal and professional growth for the majority.

While several of the suggestions mentioned are utilized or incorporated in the student learning experience at our school, the idea of holding a Networking Mixer appeals to me as a new way of encouraging students and graduates to practice their communication and presentation skills in a fun environment. We held a "Block Party" once which was meant to enhance awareness of our school and its mission to our business neighbors as well as promote dialouge within our industry's local community thru an informal forum held before the block party began. It was a fair amount of work to coordinate but a successful venture overall. I think it would be good to try something like this again only tailor it more for the students to apply what they are taught regarding their "soft skills" in a professional environment.

The most common barrier I have seen in regard to employability would be varying market trends. Although our institution does ample amount of research, local markets may differ from national trends. In order to address this issue, I believe that campuses should be more educated on which programs are employable in their communities. If admissions did not enroll into these programs, perhaps that location would then discontinue them and concentrate on programs that have better job placement.

Our institution uses a very systematic approach. Each department communicates regularly with all other departments to ensure we are all doing our very best for our students. As Career Management Director, I meet regularly with our admissions staff, to communicate issues with new enrollments in our first career meeting (after enrollment, but before classes begin). I also meet regularly with our Campus President to keep him apprised of what is happening in the community (employment rates, new offices opening, problems with placement in a specific program, hiring trends, etc.) The Academic Dean communicates to me and all of the other departments about specific issues with a student, or a program, and we all make a concerted effort to remedy the situation and improve for the future. We meet as a group once a week to discuss all of this formally, but we all communicate daily on day-to-day concerns or emergencies. Additionally, we meet quarterly for a Campus Effectiveness meeting where we talk about our goals and progress, and the metrics and outcomes for each department. I feel that these methods have been very effective in ensuring the success of multiples departments, and employability and satisfaction of our students and graduates.

THE GROWTH OF ONLINE SCHOOLS THAT DID NOT EXIXT IN THE 19TH.THE FACT THAT PEOPLE TEND TO HAVE SEVERASL CAREERS OVER THEIR LIFE TIME AND NEED MORE THAN GETTING THEIR FIRST JOB

Is there an existing list of professional networking sites that could be used as a handout to students? If so, where is it found?

The majority of students attending this campus are non-traditional and some are very reluctant to joining social media because they do not feel it is necessary, despite career services attempts to convince these students that a social presence is needed. Any best practices on "selling" social media activity to this type of student?

After almost 20 years as a government employee, where absence from social media is encouraged, I made a career switch to Career Services, where a social media presence is paramount. How does one in this situation quickly build a presence & rapport on social media? Which media would be best to start with?