Students that are "unplaceable".
What measures can we take to employ students with a more than favorable background?
Antonia,
This is an interesting challenge. Perhaps the goal is to start with admissions requirements stressing the requirement of a drivers license. Perhaps your disclaimers can include a statement that a certificate of completion will not be issued until the student can show a valid license. There are many regulatory issues. You have a challenge! Thanks, Susan
Dr. Susan Schulz
I would love to gain insight as to how other career services departments handle HVAC students/graduates who have lost their drivers license? It has been lost due to legal reasons.
Really great points. It is a challenge to get students to move out of the safety of the classroom and into the workforce. They no longer have their network or concerned teachers and staff. That can be pretty scary. So it takes a lot of determination and motivation. We think it all starts in admissions. Admissions staff has to set the expectation that first there is training and then there is the job search. And both are expected to be performed well. Admissions should recognize the student who has no intention of seeking employment and figure out why if possible. Thanks for your moving story. Problem is that some jobs do not allow those with criminal histories to apply. Now that's another story. Thanks, Susan
As educators, because to some degree we are, we have to motivate students to want to be employed. I feel that because of unfavorable background people shy away from advancement, but people change and can better themselves, that is why we are here. I had a student that spent 18 years in prison, because as a young person they did something stupid and paid the price, but they came to school and was very determined to make a success of themselves, and so we help to foster that determination by working with that person, encourageing them every step of the way, and when all was said and done, they got hired from thier externship!!! It can happen,but sometimes we have to help nuture thier desire to move forward and make the necessary changes in thier lives, they have taken the first step then we have to be thier to help them continue.
Sharon cologero
Not disclosing or making up employment history is an incredible problem at any level. For entry level grads perhaps the goal is to help them create a realistic resume they can be proud of. This is a reason to have externships because it is a way for people with little employment history to show some experience. thanks, Susan
I think another thing to remember is if you are listing your employment and are hired based off of that then anything you did not disclose is what? an omission or falsification?
Yes, Angie. A grad can learn a lot by going over the interview they had. Think of everything that went well. Then areas for improvement. Learning how to be successful on an interview takes a lot of practice. Not just one session. It takes inner confidence too. That is built up over time. That's a good reason to invite employers or alumni in to offer lots of interview opportunities. Maybe have speed interviewing sessions. Each interviewer to ask a different question or create a different challenge. Thanks, Susan
It can be a challenge sometimes when these students are wondering why they can't get a job and they have been to several interviews and they are not getting hired. You have to bring the student back and evaluate there interviews. How are they answering their responses to the doctors. Eval the students mannerisms at these interviews. refresh a mock interview with the student. Have them check back in and see how they do with the next interviews.
Hi Javier, This is a very important point. It starts in admissions and depends on your programs. Some careers simply do not allow for felons to apply. So admissions needs to know this and the limitations have to be fully disclosed. Otherwise it is a challenge. Some believe that people who have served time deserve a second chance. Others do not. So it takes some extra assistance to get felons through the job search process. Thanks, Susan
I have had several students inquire about getting a job if they have a felon. My response to them is there are employers out there that are forgiving and will at least try to give second chances. The student has to sell themselves and build confidence with the employer
Hi Mary, We feel that everything should be measured. Otherwise how do you know how you are doing and what is working. We talked about video taping in another response. The goal is to take the intimidation out of the interview process. You don't want grads to go on interviews feeling like they might be intimidated. Why not ask students what kind of exercises they would like to do to reduce their fears and lack of self confidence. They just might provide you with the information you need. Thanks, Susan
We don't currently use an evaluation form, but I think that's a great idea. We also don't videotape the mock interview. Although videotaping is certainly instructive, it can also be so intimidating that it can become more of a hindrance than a help.
Great Mary. It's important to get students comfortable with the interview process. It starts by recognizing how little confidence most have. It's necessary to build the confidence with skills and practice. You might want to have a list of 20 interview activities with the last practice interview with an actual employer who comes to the campus. Thanks, Susan
Hi Mary, thanks for your comments! Mock interviews, as you noted, are a tremendous practice tool to get students better acquainted and more comfortable with the professional, and stressful, interviewing process.
Just a couple of quick questions. Per chance, do you have a standard evaluation form or template that is used to provide feedback to the students who have a mock interview? Do you videotape the mock interviews? Just curious...
Jay Hollowell
MaxKnowledge Guest Facilitator
At our school we have found mock interviews to be so helpful. I do individual interviews and also incorporate them into group exercises as part of our Job Search class.
The group exercises are beneficial because frequently observers can suggest answers to the questions I pose to the current "interviewee," which increases their confidence as well as assisting in answering the question asked.
All our exercises are designed to help build confidence and the help the students to "think on their feet."
Hi Courtney! Perhaps the key is to focus away from experience and place more emphasis on specific skills learned in your program. A functional, as opposed to chronological, resume may help, or at least a section of applied skills at the top of the resume.
You can't substitute experience, but if there is enough focus on the skills to get a student into an interview, and then the student demonstrates that he or she has successfully balanced school, work, family reponsibilities, etc. and can bring the same initiative and accountability to the employer, there is a good chance for a hire.
I have found that employers often hire on gut instinct and on the impression the applicant leaves as opposed to amount of experience (depending on the job of course).
Jay Hollowell, MaxKnowledge
Guest Facilitator
In this economy, I feel that employers are looking to discount people with gaps in employment. Many current students and recent graduates have significant gaps in employment that might make them difficult to place. What is the most effective way to provide employment history on a resume when someone has periods of unemployment?
In our admissions process we go over with students the type of convictions that we know will prevent them from obtaining a license or employment as well as the items they will have to provide explanations for in order to become eligible for licenses. This way a student can make an informed decision on enrolling based on thier background.
As soon as the students start thier orientation and again prior to graduation we talk to the students about the issues they may need to explain or get documentation from the court regarding items on thier records. We utilize this to help prevent a lag time from graduation to thier licensing period which will affect thier employment eligibility.
Interesting point Claudia. We feel that the resume should be divided into Major Employment and other Employment. In the other employment section there can be a summary of jobs rather than listings with dates. Some jobs such as retail or fast food show that the student is accustomed to working with the public and might demonstrate their customer service skills - all very important for all careers. So we wouldn't eliminate it. Susan
