We have have had professional career development courses in various forms for many years. We recently reinvented this concept. We have created two unique classes designed to prepare our students better for both their academics and their future employment. Career Focus 101 is required of all new students their first quarter. It is a 2 credit hour course,some of the topics they cover note taking, time management, test taking and goal setting. They also meet weekly in small mentoring sessions which allows the new student to network with peers and develop a rapport with the instructor. While this is their first quarter these are all subjects and activities which are critical to their job search, success as a student and success as a graduate and future employee with good work ethics.
Career Focus 102 is taken during their final or next-to-last quarter. It is a 3 credit hour class preparing graduating students for a successful job search through resume writing, interviewing skills,professional dress, market research and networking. The students develop a professional portfolio for their interviews. The school provides a very nice leather type portfolio with three ring binder and zipper for the students for this project. Oh course, it has a very subtle elegant college logo embossed on the front. Advertisement for the school, and also makes the graduates feel and look very special and professional.
We do our best to keep in touch the grads.
We also have a Student Services Department that has been toying with the idea of an Alumni association, but I do not think they have had a very good response.
Hi Todd
Sounds like good and bad news. The good news is that your response rate is increasing. The other news is that it is such a challenge to get the information. Do I understand that you collect data as of 90 days after graduation? Do you lose people because of their change of address or email during that time? What about contacting grads prior to 90 days. What about making all grads members of an alumni association at no charge for the first year and give them incentives to remain. They might be more available to complete a survey. Just some thoughts.
Best wishes
Susan
As a matter of fact, Kim and I work in the same office. We are striving to get an average of 30% return rate on our surveys. Individual interviews for the purpose of a survey would be difficult for two reasons. First, our surveys are required to be complete no earlier than three months after graduation. Secondly, Kim and I are each responsible for 80-100 grads every quarter.
We have tried several different ideas to increase our return rate and will continue to experiment. Last year our return rate was around 25%, the previous year it was 18%.
HI Todd
You seem to be in a situation similar to Kim. I think that information gathering can begin with just a handful of students. It will give you time to refine your survey instruments and develop ways to measure long-term results. So take advantage of the small number of students you have now. You may also be able to interview them in person to get more information than what can be obtained on a survey form.
Best wishes
susan
Hi Kim
Since you are just starting out you have the opportunity to put good systems in place including ways to implement surveys. Any information can be useful as you give time a chance to build up some long term results.You said that some grads have been by to see you and appear ready for work. How did you assess that? What about the people who didn't stop by? Why didn't they? How well prepared are they for the work force?
Just some thoughts to consider as you refine your career services department.
Best wishes, Susan
We are not officially evaluating the students yet because the classes have only been taught for a couple of quarters, but we have seen a positive difference in some the grads when we meet them and also in their resumes. I hope we will be able to measure long-term results, but unfortunately we have to rely on the small number of student surveys we get back. TC
The classes have only been available for a couple of quarters, so no long term results are available. Several graduates who have completed the Career Focus class have been by to see me and appear to be well trained in the area of seeking employment. Their resumes look good, they know how to dress, what to expect from potential employers, etc..
HI Todd
Looks like you have a great start. I like the idea that students are required to take the classes. How are you evaluating them? How about looking at long-term results also? Do grads tend to stay on the job? Advance? Gain increase in salary? How are you measuring the seriousness of the grad on the job? Best wishes, Susan
Hi Kim
Sounds like you have a great program. How are you tracking placement success with the placement training you are providing? Best wishes, Susan
Wow. What a great course. I like the idea that it is required. Then you know that students will gain the skills and knowledge needed to become great job seekers. Can you tell us more about placement results and job retention. Thanks. Susan
Our students are required to take several different classes designed to help them with their job search, time management, study skills, portfolios and/or resumes as well as professional behavior. These classes are brand new and we are still in the process of evaluating them, but the short-term results look promising. Students that have completed these classes seem to be taking their job search more seriously.
Yes, we sure do. Unfortunately, we learned the hard way!! Career Services tries to coordinate topics or ideas that we need emphasized to help in the impact to the students.
Hi Jennifer
Sounds like you have a great career services department. You are right that the concepts have to be reinforced throughout the school. Do you do any coordination with the guest speakers so they touch on all the soft skills and employment skills that the school presents?
Best wishes
Susan
Hello!
All of our graduates are required to take 2 Career Focus classes. These classes help the students become aware of their personal strengths, abilities and other positive attributes.
As part of the career training session guest presenters are invited to speak with the students, mock interviews are conducted and individual consultations are available. The importance of successful interviewing skills, resume writing and follow up are emphasized. The training enables the student to approach job hunting with a more confident and wining attitude.
All students nearing completion of their training are scheduled for "Job Seeking Skills" which is a 2 credit course taught by the Placement Department. This course begins with understanding what the employer wants, determining what the student wants, i.e., developing goals and objectives, and then moves into the development of a resume, networking, cover letters, etc. The final project is a formal portfolio including "thank you" letters/cards, references, certifications, mini-bios, etc. The final two weeks of the course focuses on interviewing skills/techniques. Mock interviews are conducted wherein the students have the opportunity to role play the employer as well as the applicant. This gives them a strong insight into what the employer is looking for as they must develop questioning techniques for the applicants.
New students seeking what we call "surivival jobs" are counseled individually through the process of resume development, completing applications and job search techniques.
We offer a business type of class to our graduates upon completion of their basic training. This course offers (on site) hands on training in the industry as well as assistance in resume building and interviewing skills. In addition, we have guest speakers who also come to the school to discuss various topics related to our industry. Unfortunately,this program is only offered to those students who enroll in it. With our new job placement office, we have extended some of the elements of the business program to our entire student body. I would like teachers on staff and individuals from the community to assist with some of the exercises mentioned as it is important for our students to understand the realities of their industry. We have learned that feedback from the community has been a major asset to our students in determining what is required of them as working professionals.
Many of the topics discussed in this forum are focuses of our career service's seminar offerings. We also try to incorporate many of the 'soft skill' topics into our gen ed curriculum. The information obviously must be reinforced consistently from everyone within the your organization. We have found it is a major impact when an employer enforces these topics as a guest speaker!
Hi Susan,
Our placement rates are fairly high because of the placement offerings we have put into place. We have found that if a student obtains employment in their field of study while in school, they are more likely to stay with that job upon graduation. Now, our program is different from other program's out there; the students do not require certifications prior to obtaining employment like some programs at the college.
We have also found that if a student does not obtain employment while in school, they are more apt to go through 3-5 jobs in a one year period. This is primarily due to lack of experience on their part and biting off more than they can chew in terms of their skill level. Some of the student body are drawn to this industry because it appears glamorous when in reality it is an extremely tough industry to be in. The curriculum labs offer some of the real world experience, but the labs are controlled environments and the students must gain additional experience in their jobs to help them further their skills. So, in the end, placement as well as faculty, encourage students to obtain jobs earlier in their program study to help them upon graduation and beyond.
Suzanne
Given your great and comprehensive placement offerings. can you tell us about placement results and also job retention figures. Thanks Susan
