Programs that have low placement %
What is a way to concentrate on certain programs that have low placement %?
Kimberly ,
Hi Kimberly, Very good question and one that schools are increasingly facing. We think the first strategy is to start the mind set of staying in touch from day 1. Offer so many services and benefits that students see your school as a great resource to them throughout their time at school and when they are back home. Also work to develop job opportunities where they are. This takes effort because it is probably not near you. Some schools we work with charge all their placement staff to locate at least 10 work places in areas where their remote students are located. It is amazing how the list builds. Thanks
Dr. Susan Schulz
Most of the students from my institution are not from the local area and do not stay once they've gradauted. Our greatest challenge is keeping in touch with them to get updates on their employment status and offer assistance to those in need. We have tried email campaigns, phone calls, Facebook messages, etc. Does anyone have advice as to what means they have used with good return rates?
Cesar G ,
Good question. We feel it is important that you develop a mind set of never leaving the student or grad. This means staying in touch with your alumni on an ongoing basis. If you do that you'll realize the need to keep records updated each time they move as well as keep track about their employment status. Keeping in touch helps to determine what job assistance is needed. In addition, these grads could return to your school to enroll in other programs and recommend their friends. Best wishes, Susan
Dr. Susan Schulz
My Career Services Department has an adequate amount of job leads and we do networking with Career Services monthly so our students are very familiar with the opportunities at hand. How do I motivate graduates that are no longer on campus to dedicate themselves to their job search?
Kristy,
Great that you were able to track the the saturation point. So many schools don't look at that. By tracking what is happening in the community you will probably discover training that will be needed in the near and distant future. Your school can be the first to offer the program! Thanks, Susan
Dr. Susan Schulz
In our particular school the % was low due to the saturation of the community. As a result the program was taught out and no longer offered.
Kristy,
You bring up a lot to think about. First - if there is low placement for certain programs is it because that job is saturated in the community? X ray techs for example have low job turnover. There are already a limited number of openings. If people stay on the job, there will be few openings for the next class of grads. Another thought is that employment skills training requires constant and pervasive training. The goal of getting a job has to be on the students' minds all the time. Given this, the specific how to's will fall into place. Thanks, Susan
Dr. Susan Schulz
I think a good way to concentrate on programs with low placement % is to ensure that you have 100% cooperation from the job seeker and the career placement department. Of course the department needs to be available and ready to help the job seeker and the job seeker needs to be an "active" job seeker and ensure they are resume, interview ready for any available jobs.
Amy, Interesting and challenging situation. Perhaps there should be a campus-wide focus on the job search process. It can start in admissions with discussions about how training prepares students for employment. Instructors can talk about how what is learned in class will be used on the job. Perhaps the students are afraid of the job search process and need more coaching and ways to build their confidence. They can also be reminded about the students loans they will have to repay!. Thanks, Susan
Dr. Susan Schulz
But what if there are positions out there, and you cant get your students to apply? I have had the instructors try to reach out to the students and give recommendations for positions, but cant get graduates to apply to these openings. They come up with every excuse in the book for not seeking employment...
Ronda,
Very true, Rhonda. We also believe instructors are key to students' success. Often students think their teacher is THE school. That's why it is so important for instructors to be the BEST. We think that instructors should talk about life on the job and how skills and theory taught in class are applied in the workplace. Talking about the job makes seeking employment a reality and eases the transition from the safety of the classroom to employment. Thanks, Susan
Dr. Susan Schulz
Never underestimate the assistance that can be provided by the instructors within that program.
Instructors typically have contacts in the field that may be hiring, that can set up field trips so the students are able to see a different type of job within the field that they haven't considered in the past, or can come in to be a guest speaker. Instructors may have a phone number for the student that isn't in the school records, etc.
In my school, our classes are 6 hours every day and the instructors provide their cell phone number on the first day of class. If I am having difficulty getting in touch with a student, many times by having the instructor call, they answer the call on the first ring.
One last thing, since the student does spend so much time with the instructor, it isn't uncommon for them to call and share that they have gotten a job. Our instructors have been provided with employment informaton sheets so they know what information I need and now are quick to come and let me know so I can go through the appropriate channels to update the student record.
Thomas,
Good question. Probably easy to find answers. Perhaps the low placement rate is due to your career services department? How large is your list of job openings? How much assistance do you give grads so they are successful in the job search. More important, are there jobs in your community for people trained in your programs? There may be little need for the grad, the job market may be saturated, or the training out of date. Take a look and see where the answers are. Thanks, Susan
Dr. Susan Schulz
