In this issue:

Articles:

• 2008 EACE Annual Conference: Connect, Refresh and Expand
• EACE Professional Development Seminar Recap: Federal Jobs-From Soup to Nuts
• Announcing the 2008 Diversity Advancement Scholarship Recipients
• Re-Cap of Professional Development Programs
• How to Find a Job Despite a Criminal Record
• Meet Regional Employers This Summer through the EACE Professional Exchange!

Announcements:

• Welcome New Members
• Join the Bridges Newsletter Committee!

2008 EACE Annual Conference: Connect, Refresh and Expand
By Stacey Brown, Program Director, University Career Center, University of Maryland

As the academic year draws to a close, you must be looking for a nice getaway. We hope that you are able to join us in Providence, Rhode Island at the 2008 EACE Annual Conference, where you will Connect Refresh and Expand. There are just about 20 days until we convene in New England!

The conference planning committee has been hard at work creating a dynamic set of programs including powerful speakers, stimulating sessions and enjoyable social events. With the timeless charm of Providence as the backdrop, we will give you the opportunity to see things in a new light through events which include speed learning and a Mega Session, great entertainment options, our popular raffle, and more!

Here are a few highlights for you to look forward to!

PROGRAMMING
We have over 25 programs this year. There’s something for everyone! To really entice you, 9 program titles are listed below; you’ll have to visit www.eace.org to see the full description and to read about the rest of our fabulous programs!

• Millennials: Myth or Reality?
• Using Data and Technology to Improve On-Campus Recruiting
• FREE: The New and Improved Four-Year Career Action Plan
• Power Interviewing for International Students
• "Is It Big Brother?" What Employers and Career Centers Need to Know About Social Networking Websites
• Making the Connection: Aligning College Recruiting Strategy in a Decentralized Organization
• Empowering International Students for the Career Search
• Career Development in 3 Minutes or Less: Remaining Relevant in a YouTube World
• Virtual Reality: Career Development in Second Life

PRE-CONFERENCE SESSION
Brown University, EACE and CPP invite you to our June 17, 2008 workshop "Taking Career Counseling to the Next Level – Career Development Combining the Myers-Briggs® and Strong Assessments”*. Provide your students and clients with a complete career development picture based on a combined interpretation of their interests and personality.

FREE STUFF!
What would the EACE conference be without our famous Friday raffle?
If you are attending, please bring along a donation for our raffle table. In addition to some exciting gifts donated by corporate partners, we welcome items from your organization. Over the past few years we have received sweatshirts, t-shirts, fleece vests, mugs, notepads, candy dishes, gift baskets, and even stuffed animals that were highly coveted by the lucky people who won them. Please bring your raffle items to the Hospitality Suite located on the 18th floor when you check in for the conference.

The raffle will take place at the end of the conference during lunch on Friday, June 20th. You must be in attendance at the raffle to win a gift.

FUN GAMES
Interested in trying your hand with Lady Luck? We are offering a Casino Night complete with craps, black jack, roulette…and a DJ!

PAWTUCKETS GAME
If you’re an avid sports fan, you’ll enjoy this one! A Barbeque Dinner and a World Series Baseball Game pitting the PawSox against the Columbus Clippers.

TWO AWESOME KEYNOTE SPEAKERS
Dr. Mark Taylor will share his expertise at EACE with discussions centered around his two most popular programs "Generation NeXt Comes to College" and "Generation NeXt Goes to Work". His eye-opening perspectives, practical suggestions and humorous presentation style have made him a popular training consultant with numerous schools, colleges and professional organizations.

Dr. Gregg Levoy is the author of Callings: Finding and Following an Authentic Life. He has written for the New York Times Magazine, Washington Post, Psychology Today, Reader’s Digest, and many others. Dr. Levoy will share his passion with EACE through what he describes as “a hands-on exploration of the process of creating a sense of calling about our work and our lives, a deep feeling of fit between who we are and what we do, a feeling of engagement, alignment, contribution.”
See you in New England!

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EACE Professional Development Seminar Recap: Federal Jobs-From Soup to Nuts
By Katie Dunham, Career Services Specialist, ITT Technical Institute

“Befuddled,” “bewildered” and “frustrated” are a few common adjectives that describe students’ and career services professionals’ feelings towards the federal government application process. With seemingly endless requirements, the task of applying for federal jobs is daunting to many students. On February 29, 2008 at Marymount University in Arlington, Virginia, Kathryn Troutman, renowned federal resume writer, removed the shroud of mystery from the process and guided career services professionals in attendance towards some excellent federal job resources for students. Accompanied by her daughter, Emily Troutman, she signed copies of her book, The Federal Resume Guidebook, and passed out copies of The Student’s Federal Career Guide.

Almost 50 attendees gleaned some very important messages from her presentation. Troutman gave many tips on helping students decide which jobs to apply for. As in the private sector, one key way for students to decide whether a career field or agency is right for them is to conduct informational interviews and conduct research on federal web sites. The mission of the agency, listed on their web sites, is often the most important indicator of whether an applicant would be comfortable working for the organization.

In addition, Troutman addressed specific tips for applying to federal jobs. When applying for positions, applicants should not hesitate to contact the human resources professional listed at the bottom of the application with questions or for clarification. She addressed government salaries as well; although most graduates with a bachelor’s degree start at the GS-5 level and those with a master’s begin at the GS-7 level, salary is negotiable with many agencies. Finally, she drew one important parallel between the private and government sectors: while each agency is a division of the federal government, like in the private sector, each has its own rules for accepting applications. Keeping this in mind alleviates a lot of confusion and frustration.

With regards to federal resumes, Troutman shared several helpful “insider” tips, including: Read the job listing several times before applying; and turn traditional resume writing on its head by ensuring your resume is detailed and descriptive. The applicant’s resumes should be based on skill description and meticulously tailored to each job opening. Students and graduates should, at minimum, list the following to show they can do the job they are applying for: Microsoft Office skills, the ability to type 40 words per minute, relevant courses with descriptions and relevant projects, and other skills that are specifically listed in the job description. For this reason, federal resumes are much longer than their private sector counterparts. Those looking for more of Troutman’s insight regarding the federal job search and application process can sign up for her teleclasess at her web site, http://www.resume-place.com/workshops/index.html.

In addition to the Troutmans, current federal government Human Resources professionals provided their take on how to obtain a federal government job. Echoing Troutman’s warnings, the panelists stressed the importance of following directions when applying for positions. Panelists were Anita R. Hansen, Office of Personnel Management, Julie Huynh, US Department of Transportation, Doris Johnson, Office of the Director of National Intelligence, and Frank Reeder, US Customs and Border Protection.

Beginning with their personal career stories, the panelists made it clear that there is not one set way to obtain a federal government position. They offered their own suggestions regarding seeking a position. One effective way to obtain a federal government position after graduation is to intern with the government; positions available in the spring and fall are less competitive than those offered in the summer. With this being said, those who are unable to obtain internships before graduation can apply for a position under the Student Career Experience Program (SCEP), a two-year paid position in which the employee is trained to do a particular job and then is often hired permanently. Even without this experience, due to the retirement of baby boomers and to current needs, a lot of government positions are open or will soon be available; with the proper job application tools, new graduates will very successfully apply for government positions. Other good news in the federal hiring world: personnel departments are moving to a 45-day hiring process.

The panelists emphasized the importance of answering the Knowledge, Skills and Abilities (KSAs) questions in detail; these show the human resources professional that the applicant is qualified to perform the job for which he or she has applied. KSAs are usually found on the “Qualifications and Evaluations” or the “How to Apply” tabs of government job listings on www.usajobs.gov and must be answered; if they are missing from an application, it is discarded. Federal Human Resources staffs need to have written evidence of the qualifications of applicants for auditing purposes, which is why the process is extensive. For assistance, Kathryn Troutman has a KSA builder tool on her website at: http://www.resume-place.com/booksandbuilders/index_builders.html.

There is not a set profile of the “ideal employee.” Each panelist was looking for a slightly different type of employee; for example, Frank Reeder especially emphasized the importance of writing and communication as well as the ability to pass extensive background checks in a career with the US Customs and Border Patrol; the Office of the Director of National Intelligence has a strong need for bilingual candidates. To learn more about the government job search process, go to www.opm.gov.

While Kathryn Troutman and the Federal Human Resources Professionals look at the application process from different angles, their suggestions for successful federal applications are similar. The most important traits are: excellent proofreading skills, attention to detail, and the ability to match the applicant to the position. While not initially obvious, there are many similarities between federal and private sector employment.

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Announcing the 2008 Diversity Advancement Scholarship Recipients
by Tara Malone, Assistant Director, Internship/Diversity Programs, Purchase College

EACE is pleased to offer two Diversity Advancement Scholarships in Memory of Ernie Andrews and Rick McLellan. The EACE Diversity Advancement Scholarship in Memory of Rick McLellan supports conference attendance for a college senior or a graduate student considering a career in Human Resources and/or Career Services. The Scholarship in Memory of Ernie Andrews supports conference attendance for a professional who currently works in Career Services and/or Human Resources. Scholarship recipients are also awarded complimentary membership with EACE for one year.

The EACE Diversity Advancement Committee is pleased to announce the 2008 scholarship recipients:

Rick McLellan Scholarship: Sherill Anderson, Alfred University
Sherill Anderson will receive her Masters in Counseling from Alfred University this May. She currently interns in the Career Development Center. She has also interned for Student Affairs and served as a Resident Assistant at Alfred.

Ernie Andrews Scholarship: Helene Cruz, Pace University
Helene Cruz serves as the Assistant Director of Employer Relations for the Career Services Office at Pace University. Prior to this, she worked with the MBA population at Pace. In addition, she has a background in Human Resources as a Generalist and a Specialist in Comp and Benefits.

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Re-Cap of Professional Development Programs
By Jennifer Wickersham, Assistant Director, Student Services, Villanova University

The EACE professional development committee has had quite a successful season so far. EACE PD hosted the “Federal Jobs: Soup to Nuts” workshop on February 19 in Arlington, VA. This session featured keynote speaker Katherine Troutman.

On May 2, MEDITECH graciously hosted and sponsored a program in Canton, MA. The topic of this session, "Hiring in the Current and Future Economy," was a timely one and featured Dr. Janine Jaques, Assistant Professor in the School of Business at Mount Ida College. Dr. Jaques spoke about what is currently happening in the economy and how we can appropriately respond. A panel of career and employer representatives who have been through an economic downturn was also featured.

In addition, EACE and PennACE co-hosted “Decisions, Decisions” on May 22 in the Pittsburgh area. This session featured Mr. Davie Huddleston of PNC and Barbara Juliussen, Associate Director of Career Services at University of Pittsburgh, and focused on creative career services and employer relationships. Included in this workshop was an interactive demonstration of a web-based program, “Decisions, Decisions” that is very popular with students.

So far this year, Professional Development has included almost 130 EACE members...and the Professional Development season is not over yet! Don’t miss our upcoming webinars “Turn Up Your Technology” on June 9th and “The Language of Learning Outcomes” June 26. For more information on these sessions or to register, please go to www.eace.org. For more information on the Professional Development Committee, please contact co-chairs, Pat Donahue and/or Jennifer Wickersham. Also, please don’t forget to visit us in Providence and find out how you can get involved!

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How to Find a Job Despite a Criminal Record
By Katie Dunham, Career Services Specialist, ITT Technical Institute

In post 9/11 America, increased airport security is not the only measure that has changed. Companies across the country are increasingly requiring background and credit checks before hiring employees. Besides the need for increased security, background checks make sense from a legal and an insurance standpoint. If a hiring manager hires a new employee with a criminal record who commits another while under their employment, the company can be liable in a court of law. Also, hiring some offenders can cause a company difficulty in obtaining an insurance policy. Despite these two barriers to employment, there is hope for jobseekers with less than perfect backgrounds.

The Privacy Rights Clearinghouse (PRC), a nonprofit consumer education and advocacy project whose purpose is to advocate for consumers' privacy rights in public policy proceedings, offers some suggestions on what to advise students and alumni with a criminal record to do before starting a job search. First, they must research what their rights are within both the state where the offense was committed and the one where they are applying for a job; each locality has laws regarding what information is mandatory to report during a job search and what is optional. Applicants should not offer more information than is legally required. In some cases, criminal records can be sealed, expunged or minimized; the PRC recommends seeing a lawyer about this option. Often, it is helpful to obtain a list of all previous charges to verify everything is correct and to get a sense of what an employer would see in the event of a background check; that way, mistakes can be corrected early in the process. Once these steps have been taken, encourage your students to be especially open-minded about their options. Some especially “forgiving” industries are: food service, construction, auto and home repair, retail, and nonprofit agencies.

While managers in some industries and at small companies are especially more open to hiring ex-offenders, they are not limited to these options. Three important keys for the job search are preparation, honesty and remorse. It is best to only apply for a position in an industry where the particular offense will not have an impact. For example, if an applicant has robbed an ATM or a bank in the past, he would not be offered a position repairing ATMs. Many companies are willing to hire someone despite a background. Two factors increase this likelihood: the belief that the offender has reformed, and being referred to the job interview by an acquaintance of the hiring manager. Because of the importance of having both character witnesses and employment references, an ex-offender needs to network more than his peers. The more people he knows, the more likely a good reference or good job lead will be obtained and his background will be overlooked.

On many employment applications, there is a question asking if the applicant has been convicted of a crime. Honesty is always best; full disclosure at that point in the process usually is not. Only the minimum information required should be given along with a statement that the details will be explained at an interview. Assist your students and alumni in writing a short statement giving the basic details of their crime(s), what they have learned in the interim, and what they are doing to reform their lives and ensure they are not repeat offenders. In doing this, he will be prepared for any upcoming interviews. The job seeker must take full responsibility for what happened and not place blame on anyone else; this suggests maturity and the ability to learn from his mistake. Writing out a response to the inevitable interview question ensures the interviewee will present himself in a good light.

Filling in the gap on a resume caused by time spent in jail poses another problem. Wendy S. Enelow and Ronald L. Krannich address this in their book, Best Resumes and Letters for Ex-Offenders. A functional resume is one option for portraying experience. For a chronological resume, they advise not specifically listing time spent in prison as such but instead listing education, work experience or other accomplishments attained while in prison. For example, distance or extension education courses should be listed using the school’s physical address, not the prison’s. When listing prison employment, if appropriate, the state of incarceration should be listed as the employer. The aim of this presentation is to minimize red flags before the interview while also remaining truthful.

The suggestions mentioned above are starting points for assisting someone with a criminal background in finding a job. Ultimately, seeking outside help is a good idea. Many nonprofit agencies focus specifically on helping ex offenders find employment and have lists of employers open to hiring ex-offenders. A list of these organizations can be found on your local United Way website under the “Agencies” section. Another good resource is your local criminal justice system or state government, which both offer information on bonding, a process which provides a tax advantage to employers who hire certain ex-offenders and alleviates employers’ fears of insurance difficulties or liabilities. While it is certainly not easy, jobs are available!

References:

• The Privacy Rights Clearinghouse: http://www.privacyrights.org/ar/rosencrim.htm
• National Helping Individuals with criminal records Re-enter through Employment Network
  http://www.hirenetwork.org/who.html
• The Washington Post, “Job Seeking Tips For Those With a Criminal Record,” By Mary Ellen Slayter, Monday, April 1, 2002 pg. E2
• Job Interview Tips for People with Not-So-Hot Backgrounds: How to Put Red Flags Behind You to Win the Job, By Caryl and Ron Krannich
• Best Resumes and Letters for Ex-Offenders by Wendy S. Enelow and Ronald L. Krannich
• With Special thanks to members of the Workforce Organizations for Regional Collaboration

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Meet Regional Employers This Summer through the EACE Professional Exchange!
By: Debi Swarner, Associate Director, Dickinson College

You hear about this opportunity and say, “But, I just can’t spare any time out of the office as we’re busy with transitions this summer.” But, think about how visiting the site of an employer member of EACE can expand your professional knowledge base for use in counseling sessions. From personal experience, I can tell you that students respond well to the information professionals bring back to the office from these visits. A few years ago, I toured the Philadelphia Zoo and learned what it’s like in the labs for students pursuing science-based internships or jobs. Plus, who knew that there were such great advertising, PR & special events jobs at a zoo? I gained first-hand insights into the value of beneficial career moves for students to pursue working-learning experience in many of the venues. And, I have had the opportunity to see “my” students serving on panels talking about what it’s like to be newly hired professionals within companies like Comcast, Vanguard or PPL.

This year, the EACE Professional Exchange committee has planned an outstanding array of visits with regional employers. And, we invite you to join us at sites like Goldman Sachs, ING Direct, "The Hershey Tour" (four sites in one day!), The Philadelphia Zoo, CIA, Unum, Lutron and more. Please visit our website at http://www.eace.org/committees/profex.html to view the list of companies and dates. For your convenience, there is an on-line sign-up feature as well this year. Reach out to meet these gracious employer hosts. You will impress your students with the insights that you can share from your visit days. And, the employer partners participating will have the opportunity to share company stories that will reach students and alums from your campus.

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