Robert Pearl Starks

Hi Danielle, criminal records are public information in the United States. FERPA has to do with educational records. So, I imagine if one is defining "criminal background" to include perhaps open criminal investigations (not convictions) at the school which are protected student records, than under this broad concept of "criminal background," it could violate FERPA to disclose such information. However, the question you are referencing has more to do with the idea of referring students as job candidates to employer partners. In the situation that you refer a student with a criminal record, the employer will have access to such… >>>

Hi Susan,

I see how "interview" can be misunderstood as being restricted to "live" or synchronous communication because of the traditional ways in which they have been conducted in the past. Given technology these days, things have changed. It's common to use a combination of methods to collect, report, and verify data. Some institutions use all three and some only use one method. It sounds like you use multiple methods. From what I'm hearing, you start with a survey to collect self-reported data. You then verify that self-reported data (I'm presuming verification is done through the employer or a third-party… >>>

Hello,

Presuming this thread was started based on information in the CS202 Course, I think there is confusion. Susan said, "It's interesting to me that telephone interview is seen as being able to gather more results." In discussing the different data collection methods for an employment verification program, three methods are presented. There is no mention of what presents "better results" but rather a presentation of the benefits and challenges of each. Additionally, if one were to claim a certain method has "better results," one would have to define what is meant by "results." If by results, one means more… >>>

Kenton, Alumni, particularly older alumni, tend to want to continue being associated and involved with their alma mater when they perceive that it holds prestige. Consider how your department and entire school works toward a long-term branding strategy that shapes this perception. Sharing stories of prominent alumni success, awards/honors bestowed upon the school, etc. can help in this regard. The more proud alumni feel about their school, the more affinity they will have toward the brand. Award programs help with this as well. It is recommended to have a "master" plan that outlines your message - what are the core… >>>

Hi Taunji, I agree that this generation has both challenges and amazing strengths. Technology mediated communication is one of the ways in which this generation has become accustomed to not just building and maintaining relationships, but learning, researching, etc. Whereas some students within a population may wish to have a face-to-face meeting with a career advisor as an example, others may have more interest in self-help resources which may be anything from a library of video content, blogs, or a recommended list of resources. Having a digital career services presence alone is a start to using this generation's strengths because… >>>

Hi Sarah, I'm sorry, I think perhaps there was a misunderstanding. I was asking about how you and your department use social media for your own employer outreach strategies vs. how you encourage students to connect with employers. For example, a Director of Career Services may establish formal goals for their career advisors to increase their LinkedIn network with individuals specifically in a certain industry and monitor/measure results using analytics data. Another example might be the career services staff using LinkedIn to recruit employer guest speakers, program advisory members, or to develop other programs your school may have such as… >>>