Robert Pearl Starks

Location: phoenix, arizona

About me

Robert Starks Jr. is a Performance Consultant for MaxKnowledge, Inc. Robert has 10 years of experience in higher education and has led teams responsible for career services and alumni relations programming, as well as community outreach and public relations initiatives. Robert was recognized for his leadership and exceptional results by Career Education Corporation (CEC) with the "Above and Beyond" award for developing his institution's first alumni relations program in its 32 year history. Under Robert's leadership, his former career services team was recognized with four consecutive Best Placement Practice Awards from the Arizona Private School Association (APSA) among its 56+ member schools in the state which contributed to his institution also being recognized as School of the Year by APSA in 2008 and 2012. Additionally, the Florida Association of Postsecondary Schools and Colleges (FAPSC) recognized Robert in 2013 with the Associate Member of the Year award.

Robert holds a Master of Science in Management, a Bachelor of Science in Marketing, and a minor in Sociology. Robert currently serves on the board for the Arizona Private School Association. Robert is the former Director of Media & Technology and former Membership Chair for the Arizona Career Development Association (ACDA). Additionally, Robert is the founder and publisher of Careertipster.com and serves on the Arizona Program Committee of the national non-profit, Boys Hope Girls Hope.

Interests

social media, career development, training, higher education, web 2.0/3.0, career services, leadership, marketing

Skills

social media, marketing, training, consulting, management, strategic planning

Website

http://www.careertipster.com

Activity

Robert Pearl Starks

Discussion Comment

Targeting Intervention Strategies

Hi Sheri, I'm curious - is the assessment that career services team members conduct something formal and/or structured/consistent or is it simply an individual using their own judgment based on their personal interactions with students and done on an "adhoc" basis? I noticed the mentioning of "intuitive career services team members." I'm wondering how the skills/practice of sound assessment for individualized intervention strategies are developed among team members who aren't "intuitive" in this regard. Do you find it to be a correlation with experience or is it more of a "natural" trait that some individuals possess while others don't? What's… >>>

Robert Pearl Starks

Discussion Comment

Event Programming

Hello B, I've seen schools implement "fun" ways to learn employability skills and students seem to love it. You're right - it does offer opportunity to get everyone involved, including employers. Imagine employers being the "judges" for certain "events." Something I've seen work really well too are interdisciplinary projects. A school that taught programs related to art, design and technology would partner with community non-profits for a real-world project. For instance, this school partnered with a non-profit to create a web-based game that promoted wildlife conservation to youth. Another example included interior design students working with a municipality to design… >>>

Robert Pearl Starks

Discussion Comment

Challenges

Hello Jason, Make sure to check out some of the people search engines listed in the resources section of the course and I encourage you to try some of them. As an executive of Facebook said, social media is the largest user-generated public database of people. As such, it offers more opportunity for us to use that data to not only find people (not in all cases) but also allows us to discover more about them and gain signals that help us modify our strategies to engage them. I would ask, how are you currently using social media as part… >>>

Robert Pearl Starks

Discussion Comment

Social Media Trends

Hi Jason, I am curious how you stay current, not with your graduates, but with social media platforms, practices, and trends. For instance, do you follow certain blogs, people on Twitter who are social media experts, or participate in webinars to maintain and continue to enhance knowledge of ways to use social media effectively as the tools and practices change often. Robert Starks Jr.

Robert Pearl Starks

Discussion Comment

The Placement Model

Hi Michelle, I hear you and empathize with your frustration. I commend you for your own perseverance in doing your best to make a difference. I can also tell by virtue of taking initiative to enroll in this course, you care about your own professional development and seek to do your best. Perhaps there will be a time when your talents will be used at another institution that shares your philosophy and implements practices that support quality graduate outcomes throughout the entire student life cycle. Robert Starks Jr.

Robert Pearl Starks

Discussion Comment

The Placement Model

Hi Michelle, Because a top-down approach for change requires those with authority to implement change, my question was if you had ideas on how individuals could be change agents taking a bottom-up approach. In other words, what are action items/steps those without authority can do to influence the process of change for the betterment of the institution. I see some of your practical ideas in your response such as working closely with Admissions, voicing concerns with other departments, and the need to specifically advocate for change with Director-level staff and build influencers. I ask the question not just to you… >>>

Robert Pearl Starks

Discussion Comment

Are relationships enough?

Hello B, Thank you for sharing this excellent point. The listening you mention is critical in providing tailored, personalized service for employers and in doing so, improving your applicant-to-offer ratio and hopefully, a long-term partnership in which your institution has preference over others because of outstanding customer service. Robert Starks Jr.

Robert Pearl Starks

Discussion Comment

The Placement Model

Hi Michelle, Great insights and comments! Thank you for sharing! I think your question is valid regarding why institutions would want to consider using the old placement model in today's economy. For institutions to change, we really are talking about a cultural shift that requires buy-in from the top. That's a tall order for anyone, particularly when one may not have the authority to implement change from the top down. In that case, what ideas might you have on how one could champion change from the bottom up? Robert Starks Jr.

Robert Pearl Starks

Discussion Comment

Community Partnerships

Hi Sheri, Do you have a process for determining which employers can "sponsor" classrooms? This is an interesting practice and I'm wondering how the school determines which employers can sponsor and in what manner. Can you share how this has worked? Robert Starks Jr.

Robert Pearl Starks

Blog

Cost Drivers in Higher Education

Employee benefits are the number one driver of college costs, according to Jane Wellman, especially for public institutions, which often don't control benefit packages themselves. Where institutions are saving money is in faculty salaries, with the growing practice of using adjunct over tenured faculty.

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