What are some ways to get your students excited about beginning their job search?

how often do you hold advisory meetings?

how much time a month will be required (roughly) We will not have a director for this role

how does one get buy in from the other departments on campus?

It is important so you can continue communication with them, and continue to help them. Either finding a job or perhaps helping them with continuing education,or furthering their education.

I love the idea regarding the students going to area companies to network while still in school. This will also help them get over their jitters about starting a new career and what to expect.

Sometimes I have graduates that just don't follow the information they are given when searching for a job. :-( I bring them back in after their externship and update their resumes and discuss job searching, networking, etc. Any ideas regarding this would be greatly appreciated. :-)

How are you measuring the effectiveness of your social media strategy?

What have you found engages your students on social media?

How do you manage your social media strategy?

Which social media platforms are you using and why do you use them?

What are your career center's top challenges?

What examples do you have of successfully implemented interventions to address your career center's challenges?

How do you stay current with social media trends?

How have you used social media in your career center?

What other memberships that are offered professionally are FREE? All memberships that I have been affiliated with in the past and present have a fee of some sort related to it for either initial membership or yearly. Why should an alumni membership be different? Buddy

at our school, when teaching resume writing and building, students thinks that writing resume is very easy until they actually start to build it

In interviewing new student's, I have noticed, that 10 to 15% of them inquired about placement.

We have an established network of externship sites, but I want to know how to improve our externship to hire rates. My management team believes we should have between 30-40% ETH, we are currently at 24%, last year ended at 28%. The school has been in the community for many years and is highly thought of, but I sometimes feel that we are using the same sites over and over for "free labor". Can someone help us establish a means to improve this metric?

Our Placement Department has initiated what they have titled "Journey to Success" for our students. This starts on the first day of class. All employees of the PD go to each classroom, introduce themselves, hand out "train tickets" for the workshops the students will be traveling during their months of skills training (there is a different train station for each skill). We have building your portfolio, resume development, interviewing (mock and informal from our employers), dress for the interview, and several other different seminars which we believe will benefit our students. Since we can't make these workshops mandatory, does anyone have any suggestions of how to entice ALL our students to attend at least one? We are having about 65% turn out and we really want about 80%.