I am trying to start a placement department and I just recently conducted a survey and did not get the response I had hoped for--I ask the students why they picked their major and to list at least three places that they would like to interview? The responses were things like were ever pays most and general businesses. How can I get the studetns to think about more specific places of business that they would like to work. I told the students that I was going to use their information that they gave me as a starting point for contacting people in the community to work with our college and to eventially hire students.
HI Teri
This is such a great idea. It helps to match up the right candidate with the right employer and can be adapted to most industries. Also these types of surveys keep communication open with employers. You might ask them to design the ideal employee and then show it to your grads.
Lots of opportunities with surveys.
Best wishes
Susan
This type of survey may not work for all schools but as placement director for a massage therapy school, I created one specifically for the potential employer. Massage therapists come in all shapes and ilks. Some are very medically oriented and conservative, others earthy and some have extreme alternative looks. In order to save time and avoid awkward situations, I have a list of questions that I send to all employers who have an interest in working with my department. Some of the questions I ask:
1. What is proper attire for a potential employee interviewing at your place of business?
2. What education and experience do you require a new therapist have?
3. Do you allow your employees to have tattoos or visible body piercing?
4. Are male employees allowed to have long hair or facial hair? How do you feel about non-traditional hair colors (royal blue, purple, etc.)?
5. Are your therapists required to wear uniforms? If so, briefly describe.
6. Do you ever sponsor foriegn employees?
7. What types of duties are your therapists expected to perform while "on the clock" at times when they are not massaging?
8. Do you employ part-time as well as full-time employees?
9. Does the pay rate change during times that the therapist is not booked for a massage?
10.Do you have wet room treatments such as scrubs and wraps? If so, are those services performed by massage therapists? Is the same rate of pay provided for those as a massage? Do you train your therapists in those activities?
11.As a career placement director, what should I know about your company to help me place the right therapist in your organization?
HI Alison
Sounds like a model plan to keep in touch with grads and develop employer relationships.
Have you considered sending out the surveys at 2 and 4 months as well? Also follow up with phone calls?
What kind of skip trace efforts do you put in place?
Best wishes
Susan
We created a postgraduate survey that we send out every six months. It's simple and takes very little time for the graduate to complete. It asks if they are employed and if not how can they be reached and what is the best time to reach them. If they are employed it asks for employer information. They also have the opportunity to let us know that they are not seeking employment and the reason why. By using this form we have been able to locate many of our grads that are MIA. We also enclose a self-addressed, stamped envelope.
If it comes back to us as undeliverable then we begin our skip trace efforts.
Allison
Hi Laurie
Aren't surveys great? You can find out so much information. And you've discovered that it is important to use the information by getting feedback from everyone and making changes. Are you able to keep track of students every 90 days? So many move and don't leave addresses.
You're on track.
Susan
We have surveys for graduates and employers that we complete every 90 days either by phone or mail. We also have surveys that are completed once a student has completed externship. The information is discussed with staff so that we can see where we can improve.
HI Freda
It would be great if there were books and reference materials but there really aren't. The best thing is to brainstorm with your staff to think about what you want to happen in an exit interview. Talk with students about career plans, how to finish on time, personal and professional concerns. Also, what information do you want to know? Typically it is up dated contact information, job search plans, taking an exam if needed, etc. Then put a "script" in place and work it. And measure measure. Then you will have a great exit interview designed for your school. Best wishes., Susan
Do you have any books or refernce material that we can purshase to help with exit interviews?
Hi Mathew
This is a great idea. It is doing a needs assessment survey. In addition to surveys you can also create a questionnaire and ask people. Get them talking and get more information than you planned for. Also look at local business trends and economic development plans to determine what business is in the area and the kinds of training their work force needs. Then plan training to meet those needs.
Best wishes
Susan
In surveying a random cross-section of the population it would be the same idea as if you were starting up a business for the first time, or generating a business proposition for a private investor. Basically it's anything that you want to ask which is specific to the materal the institution teaches. For example:
I work for a computer technology school, so we could always ask something like "Do you use computers at home and/or work?"
"If you answered the above question 'yes', how do you use your computer wheither at home or at work?"
And then based on the information gathered we could taylor the courses we offer to more reflect the community we serve. If more people are using the computer at home then it can be safe to assume that more rudamentary skills need to be taught, if more people use the computer at work then the courses should focus on more advanced techniques specific for certian jobs.
Also the survey wouldn't be very long, and would be to the point (maybe more so than the questions I used as examples). People tend to fill things out in a hurry if they are stopped on the street.
Hi Mathew
Surveying both grads and employers is important because of their different perspectives. Also you may be required to survey grads, particularly about their employment. To get more candid information from grads you might want to have outside contract workers contact the grads for the information in confidence.
Can you provide more information about your idea to survey random people. What would you be asking them? What would you hope to find out? You might want to survey the business community to determine the kinds of training needed. Or survey individuals to see if they know your school exists. Then plan marketing strategies to reach these people.
Best wishes
Susan
Surveys for Grads and Employers are nice. Though I think we tend to find that Employers are a bit more honest and straight forward than the students/graduates are. But it's helpful none the less.
If it would be at all possible I think surveying random people about their expectations based on whatever institution you work for would be good too. That way marketing can be taylored, and also the courses themselves, to better suit the community.
Hi Sharon
I'm sure you've done great in 6 months. There is so much to do when setting up a placement department. As you develop each aspect you might want to always ask yourself - how can we measure this? Then create a survey. Getting response isn't always easy and takes persistence. But the information you get is invaluable. For employer surveys suggest you send a cover letter and then a fill-in-the-blank form with the grad name you want some feedback on. Of course this assumes the grad has given you permission to contact the employer. Then ask the employer to rate the grad and other statements about your training. Provide space for some general comments. Ask the employer if they want to continue receiving mail from the school. Then create a survey that can be used for grads who work on their own and are self employed.
Best wishes
Susan
Susan
We are a small college and have only started a full-time placement department within the last six months; we are not currently using surveys. After reading about their use, I can see a defininte need and will implement both employer and graduate surveys in the very near future. I reviewed the sample graduate survey in one of your replies in this forum--it will be very helpful. Do you have a sample employer survey?
Sharon
Yes, we are collecting cell phone numbers. Additionally, we are gathering emergency contact names and phone numbers from the students so that we will have an additional method to contact them in the future.
Hi Deborah
Great that you are sending out employer surveys. Lots of information should come back that will be of interest to your entire staff. From this changes and improvements can be made. If employers don't respond you may want to call them and ask if they will complete the survey on the phone. Building relationships is important. Employers are the source for more job openings, students, and free advice about your training programs. They can also be asked to visit school and give presentations or hold mock interviews.
Getting and maintainingcontact information is always a challenge. That is why frequent communication with students, grads, and employers is so important. Also ask for cell phone numbers. They don't change as quickly as address and other contact information.
Great job
Susan
I will be sending out my first round of employer surveys and student surveys in January. Our school had the first students graduate earlier in 2004, so the timing should be good for responses. We also utilize a Graduate/Exit Interview that students are required to complete prior to graduation.
My challenge is locating current addresses on students and employers, since the data was not kept prior to my joining this school in August.
Hi Sundra
Sounds like you work for a school that understands the benefits of a strong placement department. On the surveys sent to students, what percentage of feedback do you get? Some schools send a 90 day survey as well. Keeping in touch with grads gets the information you need and want. It also helps keep track of them if they move.
Re surveys to employers, what kinds of questions do you ask. Can you provide specific examples of the curriculum changes you make as a result of the feedback.
You mention the low response rate. Always a problem. You might set up a phone follow up session each term. Get students or other grads or temporary workers to follow up those who didn't send back their surveys. The surveys can be filled out over the phone, if the graduate is willing to take the time.
For employer response, you might personally call on each one at least once a year. Get the survey response that way. Or buuild a relationship so the employer is likely to send in the informaiton.
Great job.
Best wishes,
Susan
We conduct several surveys. 1. Exit surveys to obtain information from studentsimmediatley before graduation.2. Graduate Follow-up survey 30-45 days after completeion of studies and 3. Employer Survey that is sent to employers 45-60 days following graduation. The information gained is shared with the Administration including Presidemt and Program Directos. As we see opportunites to imprve the programs, we are able to make those adjustmetns quickly..
All of the surveys are importatn but especially the Employers. This points our areas of weakness, where the industry may be changing and in what areas that may need more or less emphasis.
The one "problem" we have is the small nuimber of responses. The importance is explaimed to the students but somehow it is not important to them once they leave campus.
