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EACE 2011 Conference Schedule - Speed Learning 2
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Schedule At A Glance

Speed Learning/Best Practices Roundtables

1:00 pm – 2:30 pm                 Valley Ballroom

 

This fast-paced event will be organized in a “speed dating format of three 20-minute sessions.  Choose three consecutive programs to attend from the 25 options.  Learn about an effective practice, gain information about a successful program or a new opportunity, or learn a new skill.  Each topic is assigned a number which corresponds to the table number.

 

1. Undergraduate Business Career and Professional Program: A Personal and Professional Development Plan

Samantha Camoni, Assistant Director of Career Advising and Planning Services, Widener University

In this presentation I will demonstrate how the Career office worked with Widener University's School of Business faculty and administration to implement a career development program into select business classes.  The career development components help students to establish career interest, learn to network, learn to interview, and obtain an internship and full time employment.  These topics are infused into core business classes that all business students will complete before graduation.  The professors have agreed to provide hooks (graded incentives/consequences) for students to complete all of the career components.  I will share the timeline of events for Widener's plan through PowerPoint and present materials used to execute the program.

 

 

 

2. Building Programs to Suit Gen Y

Alan Carniol, Co-founder -Career Cadence

Today's College Students are Part of a Generation Described as: "Everything is About Me," "I Want Instant Results," "My Attention Span is Only 8 Minutes."  Our presentation will help participants build programs that give students job search skills while addressing the unique challenges of working with today's students. We will recognize ways to combat the difficulties of working with these students and give specific ideas for new programming; create better understanding of Gen Y; share several techniques to maintain the focus and attention of Gen Y (Techniques include using less technology, applying improv techniques, and using time pressure to focus attention); and suggest several new ideas and approaches for programming.

 

 

3. How to Successfully Recruit When You're Not A Brand Name: How to Overcome the Challenge of Having Fantastic Jobs That No One Knows About

Aziz Chowdhury, Founder/Director- careerSHOUT!

Through sharing of case studies and real life examples, participants will learn some tips and techniques on how to overcome a lack of name recognition on campus. I will share specific case examples of how I successfully recruited high caliber talent for difficult to fill jobs while working at companies that didn't have readily recognizable employer brands or name recognition.


 

4. A Recruitment Game Changer: Video and Social Media

Ernest Feiteira, VP Strategy and Business Development- Career Corner Digital

At the end of this session, participants will be able to examine how employers can use video in 12 different ways in campus recruitment, explore common mistakes to avoid, develop ways to engage Gen Y in your company with video, design video recruitment strategy that fits into any budget (even zilch!) and develop ways to measure the ROI of your time and investment. Examples past and current programs by employers and colleges will be shared.



5. Bridging the Gap Between Career Centers and LGBTQ Students

Riley Folds, Executive Director & Founder- OUT for Work

 

This presentation will provide insight into the OUT for Work Career Center Certification Program (CCCP).  The CCCP benefits students, career center professionals, and employers and provides academic institutions and students with an evaluation of the support available to LGBTQ students facing employment and workplace challenges. The session will provide information about the issues that affect LGBTQ students transitioning between academia and the workplace and will give career center professionals insight into how the CCCP can benefit their centers.  We will also give career center professionals insight into the workplace challenges that face LGBTQ individuals and how to prepare students for those challenges. The presentation will highlight the work that is being done by OUT for Work and the LGBTQ specific workplace resources that are available for students and for career center professionals to make readily available in their centers. This presentation will outline the CCCP and present the findings of the 2011 certification, and the resources that are available in the OUT for Work LGBTQ Career Resource Library. Attendees in this session will be able to see how the program mutually benefits students, career center professionals, and employers. The session will demonstrate the value of recruitment in the LGBTQ community on college campuses, which gives employers more resources to use and ways to target students at their top hiring schools.

 

7. Creative Ways to Celebrate National Career Development Month on Your Campus!
Kerri Gardi
, Director, Career Development Center- Kutztown University

Walk away with ideas to celebrate with your students this coming November. Package what you are already offering to garner more attention for your office and its services & resources, gain some new marketing strategies, try some new & fun programs (contests on the cheap!) and learn in round table discussion what several offices are doing to build hype & excitement about CAREER DEVELOPMENT!

 

8. Quality or Quantity? Strategies for Branding Your Organization On Campus

Kevin Grubb, Assistant Director, Student Services- Villanova University Career Center

 

Participants will be able to identity several different types of methods for building brand awareness on campus, evaluate ideas and branding initiatives, determine branding strategies most appropriate for their organization, recruiting teams, and vacant positions, and communicate effectively with university career services staff about ways to brand. By sharing our experiences with various employer branding initiatives and student feedback, we intend to educate employers on what worked and hasn't worked on campus. We are in the middle of conducting a survey about ways students prefer to connect with employers on campus, and anticipate a substantial amount of data (our goal is 500+ respondents) to report on.

 

 

9. Building a Successful Internship Program on Your Campus

Cheryl Hallman, Associate Director- Rutgers University - Camden

 

Participants in this workshop will learn about the development, management and facilitation of an internship course/program offered through the Career Center at Rutgers University – Camden. Participants will be introduced to successful strategies used by a non-academic department in partnering with the College of Arts & Sciences to implement a for credit internship course/program. Best practices will focus on program development; program management; academic partnerships; course content; recruitment & retention issues and program assessment.
The goals of the presentation are to present a comprehensive strategy for Career Center to develop and maintain a successful university Internship program. Strategies participants will take away: A. Evaluating current experiential education learning opportunities on your campus. B. Developing successful academic relationships to support an internship program. C. Developing and managing an internship program. D. Developing course structure, content and syllabus. E. Evaluating your program in relationship to University recruitment and retention goals.

 

10. Careers in Public Health

Warren Hilton, Assistant Dean -Drexel University School of Public Health

With much talk about H1N1, autism, HIV/AIDS, increased violence, obesity, and food safety, the public health field has become a hot career path. Additionally, the government influence related to health care reform and stimulus funding has propelled the public health field into the forefront of the national healthcare debate. Recent reports including those created by the Institute of Medicine and the American Public Health Association indicate that a workforce shortage is looming in the public health profession. These reports predict that there will be a public health worker shortage of 250,000 professionals by 2020. This session will explore the field of public health, the rise in interest in the public health career path, and the potential employers and graduate schools that your college/university target to recruit your students for public health jobs and graduate degrees. At the end of this session, participants will be able to: 1. Identify recent public health issues that led to the rise in the public health career path as a career of choice 2. Identify employers that could potentially recruit college students for public health jobs 3. Identify the 5 core areas of public health and the top 10 public health achievements 4. Identify undergraduate majors that are suitable for public health professions. Additional resources regarding public health careers will be given to participants.

 

 

11. Navigating the Federal Job Market

Danny Huffman, Author/Publisher/Co-Owner-Education Career Services

In an environment of uncertainty, seeking and securing employment in the private sector has become one of the most difficult challenges facing graduates. With no clear path to resolve an employment situation saturated by the unemployed, where does one go? Invest in a little diligence and the answer becomes clear: The federal government (America’s largest employer). Our government hires about two percent of the nation’s civilian work force. What does this mean to your graduates? You guessed it. The federal government hires close to 300,000 people EVERY YEAR with over 1.8 million workers currently. Recent legislation is disproving what many think about federal job applications and careers. Truth of the matter is, the federal hiring process is becoming user-friendly as you are about to learn. Take a journey as this session will educate, excite, and promote your student career opportunities within the federal sector where there are typically 20,000 to 30,000 jobs advertised DAILY. Federal career success does not necessarily require similar employment experience; in fact, most applicants do not have experience in the same position, field, or sector. Here is where your knowledge and preparation will go a long way as student’s transition out of college and into the workforce. Session members will be brought up to date on the recent process changes initiated by President Obama, including KSA Fulfillment Reports. At the end of the session, participants will be able to: Debunk the most common federal job application myths, create the groundwork for an effective Federal resume, develop a solid KSA Fulfillment Report, and navigate the official civil service job site of the US federal government, USAJOBS.gov

12. Leverage the Power of Position and Cultural Fit to Improve Recruiting and Selection

Cheryl Jacobs, Vice President - MCG Partners

Cultural fit plays an increasingly important role in making a good match between potential candidates and employers. Research shows that individuals are most highly engaged when working in a position and environment that maximizes their natural drives and motivations. When contemplating career choices, college students must consider not only role fit and functional/industry specifics, but also how or if the environment will be a good fit. Similarly, to increase the effectiveness of their college recruiting efforts, employers must define and recognize the attributes critical to success in their organization, and use that information to guide their choices about who they bring on board. The Predictive Index (PI) is a proven tool that serves both audiences. For Career Services, PI will provide students with critical self-awareness into their own behavioral styles and motivations and how to recognize the type of role and environment that will be the best fit for them. For employers, PI provides a mechanism to benchmark behavioral attributes critical to the position and a framework to select and develop students that have natural attributes the culture will reward. At the end of this session, employers will be able to define the role and cultural attributes critical to success in their organization and understand how to apply those attributes to make better choices in the College recruiting process At the end of this session, career services professionals will be able to define students’ natural behavioral style and how that style identifies certain cultures and positions that will be naturally motivating and assist students in refining career choices by understanding cultural requirements of a position and organization. Both Career Services professionals and Employers will be able to interact with the PRedictive Index tool live. Career Services professionals will be able to take the Predictive Index on site (takes between 2-5 minutes) and receive their results. Employers will be able to complete a position profile on site and receive results specific to that position.

 

13. Putting Every Person in the Right Seat Doing the Right Work

Susan Katz, CEO- The Growth Coach

Participants will learn why employees either don’t perform or disrupt organizations, how most companies design job positions and negatively impact profitability, how to design the company to increase profitability, the importance of aligning the core values nature of a person with the core values contribution and tasks of the job position and the impact on company performance of hiring only had A&B performers.

 

14. Demonstrating LinkedIn Capabilities to Students

Bethany Kilgore, Professional Development Coordinator- Ithaca College

For jobseekers, not having an online presence can be as bad as having a negative one. Students need to capitalize on LinkedIn to create their professional online profile, elevating their online brand, build a professional network, search for alumni and pivotal individuals,  uncover firms suitable for internship and career exploration, help solve the problem of programs requesting recommendations, and find professional groups for networking. We'll provide a brief tutorial you can use with students to show how LinkedIn can work for them and discuss their appropriate uses of LinkedIn. Attendees will have a useful takeaway of LinkedIn highlights, especially the alumni search, and the online portfolio. LinkedIn is an answer for college career planning staff who are typically asked by students for names/contacts of prominent alumni. Not only can this be awkward, but the college's information is often out of date. In a short amount of time, counselors can show students how to do their own searching. Second, using LinkedIn for an online portfolio/resume is an effective way for students to present their professional profile to a wide audience, and can supplement or replace other portfolio sites. Showing examples to students will engage their interest.

 

15. Traffic Jam: How to Increase Awareness, Traffic, and Support for Your Career Center

Pete Leibman, President- Idealize Enterprises

Attendees will learn innovative, inexpensive strategies to increase student awareness and student traffic for a college Career Center. Attendees will also learn how to increase support (on-campus and off-campus) for a college Career Center. The presenter has interviewed leaders of career centers and career development associations throughout the U.S. and Canada and conducted extensive research through LinkedIn and other online channels. In particular, attendees will learn creative ways to enhance performance of a college Career Center through the use of partnerships with Students, Faculty, and Campus Organizations and major social media platforms (i.e. Facebook, LinkedIn, Twitter, YouTube, and blogs).  Among other things, at the end of this session, participants will understand how to leverage students and faculty more effectively to increase the performance of a college career center and how to integrate 5 major social media platforms (You-Tube, blogging, Twitter, LinkedIn, and Facebook) to communicate more effectively with students and alumni.

 

16. From Generalists to Specialists

Martha Tait-Watkins, Senior Career Counselor-State University of New York at New Paltz

Christine Daly, Senior Career Counselor- State University of New York at New Paltz

 

Present in a round table discussion an alternative model for career counseling in a mid-size university setting. Discuss pros/cons of a comprehensive model vs. a disciplinary specialist model.

 

 

17. Advising Students Considering Graduate School

Donald Martin, Author, Speaker, Coach-Grad School Road Map

In many career fields, the master's degree is replacing the bachelor's as the educational requirement for job applicants. This presentation will provide relevant and practically applicable information to those working with students considering graduate school. Included in the presentation will be current graduate enrollment numbers, major myths about graduate school, most important questions to ask if thinking about a masters/doctoral program, how to be positively/negatively noticed as an applicant, and funding for graduate study. Content is based on presenter's educational background and experience - two earned graduate degrees, 28 years of experience in graduate admissions and student services, including positions at Columbia, Univ. of Chicago and Northwestern. Content is also based on presenter's book, "Road Map for Graduate Study: A Guide for Prospective Graduate Students," released in 2008.  At the end of this session, participants will be able to have up-to-date information on current graduate enrollment(s), respond to some of the major myths about graduate study, better discuss some important questions about graduate school, advise students on how to honestly make their applications stand out and provide helpful and often overlooked information on financial aid.

 

18. Pie & Alumni: A Collaborative Evening of Alumni-Student Networking and Knowledge-Sharing

Erika Mayer, Assistant Director of Career Services, Grove City College

Mandy Sposato, Associate Director of Career Services, Grove City College

Many of our alumni love serving as advocates for our students, not to mention sharing about their personal career experiences and connecting with fellow alums. That’s why our career services office decided to implement a program to bring alums, students, faculty and staff together for a very special evening. Come hear how we use pie and career panels to attract students of every major and year, and alums from all walks of life, to this biennial event!
At the end of this session, participants will walk away with information regarding ways to help students explore careers and network with individuals in career paths of interest. This session will address the career panel night planning process, goals of the program and the keys to making this a successful event involving a variety of constituents from students and alums to faculty and staff.

 

19. A Virtual Approach to Campus Recruiting

Kevin Obrien, VP-Unicruit

 

Unicruit has developed a fully interactive, 3D virtual career fair platform that in essence brings the career fair to the employer and job seeker. Unicruit will demonstrate how Unicruit partners with the employer and school to deliver a real life experience to the student job seeker. We help employers reduce travel budgets, increase visibility on campus, enhance their online brand On the university side, we work with the school to introduce employers to their students who may otherwise not recruit on campus, and we enhance their on campus activities by using the Unicruit platform as a pre-event or post-event activity of their in person career fairs.

 

 

20. Virtual College Fairs – A New Strategy for the Online Generation

Gayle Oliver-Plath, CEO- CareerEco Virtual Career Fairs

The Virtual College Fairs presentation will provide insight about the importance of understanding the benefits and opportunities of leveraging technology to better serve the global economy, an online generation and resource-restricted organizations. Discover why Students, Alumni, Employers, and Grad Schools NEED and will likely DEMAND an Opportunity to connect online. Understand the technology hurdles you face and how Virtual Fairs can expand your reach to international employers & off-campus students & alumni while reinforcing your Career Services Office’s brand. Benefit from introduction of Virtual College Fair Best Practices acquired across multiple schools. The attendee can expect to learn how Virtual College Fairs leverage technology advancements in recruiting, about the benefits of Virtual Career Fairs for employers & students, and the opportunity to offer Grad School fairs. Answer the question about whether Virtual Fairs threaten your traditional career fair strategy. Learn Virtual Career Fair best practices and what you need to know if you are launching your own virtual fair. Discover how you can offer more services with fewer resources while gaining additional exposure/publicity for your Career Services office.

 

 

21. Hosting a Local Internship Fair for a Mid-Sized Market

Jennifer Pluta, Internship Coordinator-Syracuse University Career Services

Learn about Syracuse University’s Local Internship Fair specifically geared for local employers, history of the fair, funding used for the Internship Fair, outreach and marketing strategies used for recruiting local employers, venues used to host the Internship Fair, marketing to students and their participation at the Internship Fair, and lessons learned and future outlook for the Internship Fair. Colleges will learn the purpose of the Syracuse University Local Internship Fair and the value of hosting a fair for their perspective students and their brand with local employers. Employers will learn of the value of connecting with their local college or university for potential interns even if they do not have a formalized internship program.

 

 

22. How do you determine and influence your Employer Branding Budget?

Joel Quast, Senior Consultant- Universum

Results of a recent study that Universum conducted that surveyed 112 leading global companies will be shared. In this session you will get the answers to, but not limited to the following: "What are the costs associated to Employer Branding?", "What are the influencers of Employer Brand internally", "Different methods of tracking and determining ROI for Employer Branding" and "How do top companies spend their Employer Branding Budget, for example within their choice communication channels" How do you currently determine and influence your Employer Branding budget? At the end of this session, participants will be able to have a larger understanding of Employer Branding. Attendees of this session will also walk away with actionable items that they can take back to their team and apply them to their everyday efforts. This session will help attendees evaluate their current efforts as well as have the opportunity to share different challenges and best practices that they have experienced with the group.
We will show case a best practice approach towards global and local employer branding.

 

 

23. Freshman Career Carnival

Debra Saffer, Career Counselor-Duquesne University

Looking for a novel way to engage your first year students in their career development? Do freshmen know they need your services now? Learn how one career center endeavored to bridge the gap between lack of awareness and engagement in the career development process. Incorporating student development theory and research with Duquesne Career Services` survey and focus group data, we will describe and analyze a case study of the Freshman Career Carnival. You will take a visual journey through the Freshman Career Carnival and sample the atmosphere with a re-constructed booth and game. We will discuss how we built a campus coalition to plan, market, execute, and evaluate this very special outreach event. To wrap up, you will have an opportunity to exchange ideas about engaging freshmen with your colleagues from institutions of similar size. Attendees will learn to discover how the Freshman Career Carnival is designed to meet freshmen developmental needs supported by student development theory and empirical data, gain ideas to plan, market, execute and evaluate a fun career services` outreach event and create and share campus-specific strategies to successfully engage first year students.

 

24. Empowering Job Seekers to Tap into their Transferable Skills

Holly Spittler, Director of Career Services, University of Pittsburgh at Bradford

Christina Graham, Director of Student Activities, University of Pittsburgh at Bradford

The concept of transferable skills is an essential tool for all job seekers, especially for recent college graduates with little or no professional experience in their chosen career fields. Unfortunately, many job seekers are unaware of the transferable skills they have developed through their campus involvement. This presentation is designed for career professionals who want to help job seekers successfully identify and promote their transferrable skills in the job search process. The presenters will also share how the Offices Career Services and Student Activities collaborate to create a “culture of career development” among student leaders, volunteers and paraprofessionals by utilizing Astin’s theory of student involvement.
At the end of the session, participants will be able to better help job seekers analyze and identify the transferrable skills that they developed through their involvement in campus activities and other non-compensated activities, be better able to help job seekers incorporate their transferrable skills into their career planning and resume building process, and learn ways career professionals can collaborate with student affairs and academic affairs professionals to promote a “culture of career development.”

 

 

25.  Military Transition Services

Rose Howard, Transition Manager, Fleet & Family Support Center, Naval Support Activity/U.S. Naval Academy                             

Active Duty Military members and Veterans increasingly are pursuing educational opportunities seeking civilian careers, and are a significant resource in the workforce. Transitioning Members sometimes are unaware of the resources available to them. As career professionals coming into contact with veterans, it is important to be aware of the many services, programs and resources available. Veterans are a part of “Envisioning our Future.”  The Post 911 GI Bill is major benefit of veterans which provides an opportunity to expand the middle class in America.  Career professionals play a vital role working with veteran clients. They can foster a deeper level of awareness of military transition programs and services to assist veteran clients in maximizing available services and resources. This brief informational session will discuss military transition programs, services and resources to assist veterans successfully connect to the civilian sector. Veterans are a dynamic part of our future. Learn how to help a Vet transition to civilian life! Goals of the session: (a) expand the awareness of career professionals of transition services for active duty and military veterans. (b) Empower career professional to assist veterans.  Participants will increase their knowledge of military transition programs and services to assist veteran clients, and will be provided with a referral packet of resources.

  



 

 

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