A practice that our program has established is conducting both an employer and employee satisfaction survey.
The employer survey requests assessment of skills, contributions and value as related to employee performance. This provides valuable feedback as to which skills (or lack of) from our program that are beneficial.
The employee survey requests assessment of compensation, benefits, working environment, leadership/management and opportunities to learn and advance. This provides valuable feedback if this is a beneficial company to work for.
suzet,
We totally agree. We think that one person on staff should be the Community Outreach person. That person needs to be out in the community every day meeting current and potential employers. The representative needs a list of talking points such as how well your grads are doing on the job, what additional skills need to be taught so they are work ready, and job and externship openings. We agree that relationships need to be built. Employers can go to your school to participate in many many ways for mutual benefits. Thanks, Susan
Dr. Susan Schulz
The most effective way to build a list of employer that would hire grads is to reach out to employers, introduce the school and the department itself. Letting employers know that Career services department works closely with students assures them that the recommended student fits the position and is well trained. Also, visiting employers and having a visual insight of where you are referring the student will allow us, as career services coordinators make a match for what the student is looking for. Keeping very close relationships with employers, inviting them to the school and activities they may benefit from; can also be an effective way to not only build the list but retain employers to be part of the school.
Linnet,
Yes, it is very important to stay in touch with graduates who are working and those who are not. Non working grads need to be employed. How can your department assist? This is a reason why Alumni Communities are so important. You can learn about Alumni Communities through a MaxKnowledge course. Thanks, Susan
Dr. Susan Schulz
The best way is keeping our records updated and staying in touch with the students who are currently working in the field.
Marion,
We agree that employers (and potential employers) are great resources to find out just how effective your training programs are. Do employers have to train your grads after they are hired? Wouldn't it be more effective if those skills are taught at your school? Employers can also give you a clue as to what new jobs they will be hiring for and the new training needed.We also believe employers need to be on advisory boards and get involved in the school in many ways. They are a great partner. When you think about it both the student and the employer are your customers. It is important for schools to focus on what all their customers want. Great points. Thanks, Susan
Dr. Susan Schulz
It is all about relationships and getting employers involved with the mission of the institution. Employers should not only be sent surveys, which are quite effective in obtaining information about the qualities demonstrated by your students, but also about deficiencies that might exist in the training offered to students. Most important though, keeping employers involved with the school by an advising committee is also key. That will allow the institute to get direct information about expected and industry salary, changes in practices and required skills, appropriateness of your program length, cost, mission, objectives and etcetera. These are things that allow an institution to go from average to providing excellent support to students who have chosen our institution to complete their study and enter in the fields of their choices.
Yolanda,
You are right that a list of employers takes research. The data is available. It just has to be gathered, worked, and managed. Great idea to have students do some of the work. You are right that Chambers are great resources as well as community organizations, philanthropic groups, and more. Once information is collected your career services department can create, manage, and add to the lists of employers. Your department can then contact the employers for jobs, externship sites, and more. Thanks, Susan
Dr. Susan Schulz
In order to build a list of employers who are likely to hire graduates, I would gather information from various sources.
In a classroom setting, I would give an assignment for students to provide 5 names of employers that they would like to work for and why.
I would attend Chamber of Commerce meetings to meet with employers.
I would contact graduates who have been placed in an employment opportunity by the college and inquire if there are any openings.
Ultimately, the best way is to be proactive and not depend on one or two means of communications or sources.
Noah,
You are right that an employer list is essential for placement and also for enrollment. The employer list can include companies currently hiring your grads plus those who are not. Sometimes the easiest way is to get a list of companies who can hire your grads. Then systematically contact each. Have a "script" or list of talking points. Take notes. Watch and analyze results. The networking is good but can be haphazard. Be systematic and get results. Thanks, Susan
Dr. Susan Schulz
There are several ways to compile an employer short list. Different ways consist of compiling data to gauge who has hired the most graduates recently, networking at chamber events, networking among instructors for industry contacts, etc.
kim`,
Great idea to create and update Employer lists.We think one person on staff should be assigned to talk to employers and companies that don't yet hire your grads. Employers have sooo much valuable information to share. They can give you feedback about your programs and tell you what new training will be needed in the workplace. They can be on your advisory boards and tell you about job openings. Thanks, Susan
Dr. Susan Schulz
Several ways to create an Employer list. One is in inviting our regular employers to our biyearly Career Fairs and keeping them in the loop throughout the year as to initiatives we are taking, resources available for them to come in and talk with students, conduct open interviews, join our Job Board. The other is the list of Employers on our Job Board. Or Employers who partner with our school regularly. Also gaining a list of Employers through our students and alumni who are finding jobs there.
Duncan,
Thanks. It sounds like you have a model community outreach program. It does take staying in touch with employers as you outline. It is also about getting involved in industry and organization associations. There are many ways to get and keep the attention of your community. The goal is to be seen as the place for training and work ready grads. Thanks
Dr. Susan Schulz
Our school has been around for a long time so we have lots of data surrounding student outcomes. However, it is very important to nurture those relationships with companies that have taken your grads. I'm also very careful when working with new companies - I will send them graduates that I know will make a good name for our school and myself. I'm also very aggressive when it comes to making new contacts and I utilize a combination of phones, internet and letters to do so - also attending industry specific events and visiting companies is always a plus!
Shula,
You have identified some very interesting challenges. Now to the solutions. We know similar schools that challenge everyone on staff to connect with 5 employers a day in the areas where their distance ed students live. It is amazing how many contacts are made and what happens when the relationships are developed. You learn a lot about the various geographic areas and the number of jobs that can be supported. It is also important to stay in touch with grads - your Alumni. They can also be a source of information about where the jobs are in their areas. Thanks, Susan
Dr. Susan Schulz
This has been a very important thead to read as we are a new online college who are just setting up their career department. Building an employer database is difficult at this stage as we do not have any graduates yet. In addition, we are online, and therefore have students from all over. Our plan now is to network as much as possible and start to develop a name.
Rocio,
Great to belong to chambers. You might also look at other organizations where you can talk about your school or the careers you teach to. Hosting events at your school can be very effective. It is important to give guests a great experience, make it interesting and informative, and serve nice refreshments. It's all about reaching out to the community in many many ways and building relationships for now and the future. Listen to what people tell you. They have clues to upgrading your programs and adding new ones. Thanks, Susan
Dr. Susan Schulz
We are part of the chamber of commerce on our community and this helps us a lot. Also we host many of their events on our school and in exchange some representative come as guest speakers. This gave us a constant contact with business on the field.
Another thing, we have a PR Director for the school so also that's a big plus. We team up and we've doing some constant networking.
Michelle,
This is so true. It is such an easy formula we often wonder why every school doesn't have a Community Outreach person. It is true that it is very important to ask employers what skills and knowledge they want to see in a new hire. Then be sure your curriculum supports these requests. All it takes is meeting, saying hi, asking questions, and staying in touch. If you see your Community Outreach person at your school s/he is not doing the job. Thanks, Susan
Dr. Susan Schulz
