Designing a Career Culture | Origin: CS201
This is a general discussion forum for the following learning topic:
Institutional Best Practices to Maximize Graduate Employment Outcomes --> Designing a Career Culture
Post what you've learned about this topic and how you intend to apply it. Feel free to post questions and comments too.
Constant training and adapting to the every changing workforce it vital
Take a pro-active early and often approach for every student. Assume everyone needs or appreciates guidance to some degree. Being there and available to celebrate their successes and in some cases areas to improve is important to leading to a successful outcome.
Assess employability skills (technical and professional) and potential barriers to employment.
Career Services is not black and white. Just because a graduate is MIA, it doesn't mean that they do not want a job. There are different reasons they aren't responding. Maybe they're busying working a job that is putting money in the bank now and haven't looked, maybe they're feeling discouraged in the job search. Different approaches work for different people, you have to be flexible and sometimes think out of the box when it comes to connections.
Great information that pushes Career Services to examine how we can improve and connect with our students in more meaningful ways.
Student Assessment - It can be a challenge at times, when an individual may omit information about themselves, which often posses a challenge in obtaining job opportunities. We can guide individuals properly and successfully only, if they are forthcoming.
It is always expected that if a graduate doesn't respond to our postings/ communications, then why are where did the relationship be lost to. Its important I feel to remember that they aware a student before a graduate and there experience within the campus is what could've skewed the view.
The core needs of our students are not one size fits all. We have to be able to pivot our approach to each individual and understand that we will learn something new every time. Creating an environment of active listening and inclusion will create a ripple effect of positive change that our students will benefit from.
Designing a career culture is essential for maximizing graduate employment outcomes. To achieve this, I will integrate career development throughout the academic journey, provide holistic advising, offer experiential learning opportunities, engage alumni and employers, provide professional development initiatives, and leverage career resources and technology. This approach will empower our students to succeed in the job market and thrive in their careers.
The information is useful in our overall operations of Career Services.
I appreciated reading about the CIP model and the modalities employed to maximize strategies to student need. In addition, the summative 3-tiered breakdown of aligning level of advisor/resources assistance to student needs was clear & consise, i.e. level of employability skills and barriers to employment. I like this overall approach when pondering "who needs how much of what"! This model makes it is easier to decide.
It is best to take an individual approach if possible. By working with admissions, as a CSA, I could learn more initial data about the employability skills a student has from the start. Creating a survey or a way to identify any barriers is helpful as well to help the student reach their goals.
It's important to address the individual needs and barriers. As well as working with admissions to ensure proper enrollment questions are asked to build a better foundation.
I have learned that admissions plays a vital role in a student's success in employment wherein if they do not have students complete a self-awareness questionere, they may be enrolling in a program that does not align with their interests and abilites and are thus doomed to be unsuccesful in this field becuase they are not interested in it or are not cut out for it. I intend to bring this idea up with my director to see if we can meet with the admissions director and admissions team to ensure they are appropiately directing students in the correct path and not just enrolling students who are not interested and will therefore not be successful in the workforce.
Instituting a career culture in the classroom is not the only place where students can find information about careers. Students can be exposed to career expectations in their coursework, on field trips, through networking events as well as in the career services office and when meeting with advisors. Each student should have an individual plan to increase their level of success. Employability skills are something that are part of the curriculum, but the addition of embedded professional skills could benefit students from the beginning of their career education to gaining employment.
Career services should be more nvolved in decisions of programs, but are limited to the ratio of such personnel in the schools, They should also report to the director.
Understanding the unique combination of skills and abilities of students will help an institution create an effective support system for students as they prepare for employment. Providing resources is an essential function of an institution preparing students to meet the demands of employers.
Differentiation is the key to success.All aspects must be taken into account from the students needs to the employers needs. A good fit must be established between the student and a potential employer. Students must understand the employers expectations and the employer must be aware of the student's skill set or limitations.
