Break-Out Sessions

All break-out sessions take place on the second floor of the Hyatt Regency Reston Hotel. Click here to view the meeting space map. Presenter bios and session handouts (if applicable) will be available on the EACE18 App.

Session Group Quick Links:

Session Key

Target Session Audience:

  • COL = College Professionals
  • EMP = Employers
  • ALL = Both College Professionals & Employers

Skill Level:

  • 0-3 = Rookie, 0-3 years
  • 4-9 = Team Captain, 4-9 years
  • 10+ = Coach, more than 10 years

Session Type:

  • DIS = Discussion
  • LEC = Lecture
  • PAN = Panel
Session Group 1: Monday, June 25, 2:15 - 3:15 PM
Driving the Assessment Train: From NoVa to Vamos  ALL | 0-3, 4-9 | LEC 
Lake Audubon

Description: Trains just like teams operate because of the contributions of multiple individuals. You probably don't operate, monitor, or safely transport trains from one place to another, but you do have many opportunities in your work to lead, generate ideas, and inspire others using effective assessment techniques. All aboard for an adventure in assessment! What role do you currently play in providing outcomes in your work? Regardless of your role, you have a unique story to share with your stakeholders. During this workshop, we'll discuss how even in the fast-paced work setting (similar to a train) you can evaluate your team's and organization's culture of assessment. Then we'll make a stop to discuss how you can increase your own knowledge of effective practices in outcomes and assessment to begin generating new ideas and managing up. At our final stop, we'll discuss methods you can use to promote a culture of continuous improvement through iterative assessment.

Learning Objectives: Participants will be able to identify aspirational and operations-focused strategic documents (i.e. mission statements, vision statements and publications, and other organization specific documents) Participants will learn how to evaluate their teams and organizations to identify existing structures, protocols, and requirements for conducting assessments. Participants will learn about the essential characteristics of outcomes-based and iterative assessment Participants will be able to identify how they can use the concept of managing up and the Exemplary Leadership Model to evolve and improve their organization's perception of assessment. 

Presenter: Dorothy Hayden, Assistant Director, Office of Career Services, Virginia Military Institute

Supporting the Dream: Professional Competencies for Working with Undocumented & DACAmented Students ALL | 0-3,4-9,10+ | LEC
Lake Anne
 
This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: As career centers strive to meet the needs of all student populations, including those most vulnerable in the work place, career professionals must develop competencies and utilize skills to adapt to changing political, social, and professional climates. In a time of uncertainty for undocumented students, it is crucial that career professionals are equipped to coach this student population as they face systemic challenges and a sometimes-perilous transition to the world of work. This session will guide participants through five core competencies, how they were identified, and what tools and techniques can be incorporated into each to deliver consistent and intentional interactions with undocumented students. Developed utilizing peer-reviewed research, professional expertise, and strong collaboration with a community-led organization, the five competencies are: understand the implications of current news, rhetoric, and trends; develop cultural competence and understanding of intersectional identities; consider legal needs and the impact of both national and state-based policies; utilize strong helping and coaching skills; and advocate through university polices to showcase consistent visible support. The implementation of such competencies can provide guidance to career centers in advocating for a student group not often represented in literature and through professional identities. Presenters will use state-based research and professional interactions with this student population to address the need for competencies and describe their strategic development. By exposing participants to many of the realities that undocumented students face, debunking myths, and sharing best practices for increasing career center staff knowledge and awareness, participants can expect to leave with new, innovative ideas and will have the opportunity to connect with other professionals who share the same interest in enriching their services for undocumented students. 

Learning Objectives: 1.) Gain understanding of the distinct experiences and challenges of undocumented and DACAmented students, including addressing the myths often associated with this population.  2.) Develop insight into five career-focused competencies for providing consistent and inclusive support to undocumented and DACAmented students. 3.) Hear from fellow professionals as they strive to balance advocacy and inclusiveness with navigating a higher education landscape.  

Presenter: Ana Clara Blesso, Assistant Director, Experiential Learning, University of Connecticut

More Alike than Different: Using a Fundraising Strategy for Employer Outreach in Career Services COL | 4-9 | LEC
Grand Ballroom A

Description: In 2016, Princeton University Career Services launched a personalized, student preference-based outreach program charged with proactively identifying alumni champions in high-interest industries, cultivating relationships with new employers, deepening engagement with existing employers, and designing innovative ways to connect students with opportunities.  Between 2016 and 2017, the two-person employer outreach team contacted over 1,000 organizations aligned with student preferences, which required over 2,700 communications and resulted in over 250 employers converting to Handshake and/or participating in Career Services programs. As the volume of employer requests and relationships continued to increase, the employer outreach team realized that we needed to utilize technology and a development-based model that would allow us to scale up our efforts while maintaining a personalized approach. To manage these relationships and provide the necessary assessment, we realized the need to implement a customer relationship management system (CRM). Initially, our team was managing relationships in Google Sheets but moved to Salesforce in Fall 2017 to streamline and support the outreach strategy. Using this technology, we are able to track and target each employer from their status as a lead to a partner, all conversations, their unique interests, and their participation in engagement opportunities. The reporting features are able to provide a much more robust and in-depth analysis of our qualitative and quantitative efforts.  We create priority levels (1-5) and interest levels (A-E) based on qualifiers such as student preference, alumni presence, employer requests, etc., which help to determine our strategy for an employer. Rating target employers by priority and interest allows us to customize opportunities and communications based upon their unique needs, while also ensuring that even the low-priority employers are not lost in the large number of relationships that we manage. In our proposed 60-minute session, we will take attendees through the process of developing and implementing a highly customized employer outreach strategy using technology and a development-based model to meet the needs of students, alumni, campus partners, and employers. 

Learning Objectives: Understand the evolution of Princeton University Career Services' employer outreach strategy from the early stages to the current iteration to inform their own custom outreach strategy.  Using a development-based rating system, source and prioritize opportunities for students in industries of high interest by reviewing preference data, utilizing existing employer databases, and leveraging recruiters and alumni champions within these areas. Learn how to efficiently target, track, and assess employers and employer engagement using a customer relationship management system (CRM). 

Presenter: Kimberly Brown, Associate Director, Employer Outreach, Princeton University

Co-Presenter: Hayley Hedgpeth, Assistant Director, Employer Outreach, Princeton University 

Pop Psychology: Promoting Purpose, Passion, and Profession   ALL |  0-3,4-9,10+ | LEC
Lake Thoreau

Description: Review current generational characteristics of students and their view of employment. Identify current factors that are changing the landscape of the workplace. Review popular psychology themes and paradigms that address generational characteristics and the changing workplace. Apply popular psychology themes and paradigms in career development and recruitment industry.   

Learning Objectives: The learning outcomes will be achieved through lecture, discussion, and audio visual aids such as a brief video and an interactive polling software.

Presenter: Brandon Sousa, Career Education Specialist, University of Rhode Island

Co-Presenter: Zac Saeva, Career Coach, Nazareth College

So, You (Still) Want to Be a Director?   COL |  0-3 | DIS
Lake Fairfax

Description: Join the conversation as we discuss the similarities and differences between leading public and private schools’ career centers and link this to the skills a person needs to have to be successful in each environment. There will be plenty of time for discussion and Q&A, which is highly encouraged.  

Learning Objectives: In this session, participants will learn: what a director does, learn about supervising professional staff, the importance of coalition building, strategic planning skills needed to be successful as a CCSO and how to get the skills.

Facilitators: Robbin Beauchamp, Director, COOPS + CAREERS, Wentworth Institute of Technology, Jennifer Rossi Long & Noah Simon, Director, Office of Career and Professional Development, University at Albany

Oh Snap! To Attract the Best Millennials (and Gen Z!), Is Instagram the New SnapChat?  EMP | 0-3,4-9,10+ | DIS
Grand Ballroom C
 

 The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: The presentation will show how strategic employer branding and social marketing campaigns are incredibly effective at driving engagement and brand awareness among college students. 

Presenter: Michael Bordier, Director of Employer Brand Solutions, WayUp

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Session Group 2: Monday, June 25, 4:00 - 5:00 PM
Don’t Break the Bank: Low- (or No-) Cost Tech Tools Every Career Center Should Integrate COL | 0-3,4-9,10+ | LEC
Lake Audubon

Description: We live in a world of social media, live streaming video and everything on demand. A place where YouTube, Facebook and Twitter are platforms many consider as primary source of getting news, staying connected with friends and family and forming communities. It seems every day there are new and exciting technology tools, social media platforms and apps to consider! With changes happening at such a rapid pace, however, sometimes it can be tough to keep up. As we try to adapt to this changing landscape, we must do so in a way that embraces innovation and creativity, while staying mindful of potentially limited resources. In this session, we will provide an overview of lots of different tools that you can incorporate into your career center, how these tools have worked for us or our colleagues, and the opportunity to learn how you can integrate these products into your work. No matter if you are working in a large office or are a one-person show, you can implement many of these tools and strategies without breaking your budget!

Presenter: Gerald Tang, Associate Director, Operations and Marketing, Baruch College, CUNY

Co-Presenter: Amy Smith, Associate Director, External Relations, Hofstra University

Students' Perception of Diversity and Inclusion Recruitment Efforts at a Small PWI ALL | 0-3,4-9 | LEC
Grand Ballroom C

Description: Diversity and inclusion are buzzwords infiltrating career centers and employer boardrooms, but what are people doing about it? At Susquehanna University, the Employer Relations (ER) team believes in not just talking about it, but being about it. Through informed discussions, the ER team has leveraged partnerships with employers so that students see themselves as a fit and employers are not simply checking the diversity and inclusion box. In this session, we will explore how to use student feedback to impact diversity and inclusion recruitment practices with your current employer-base and cultivate future conversations with new partners.

Learning Objectives: After this session, learners will be able to: 1.) Articulate how students respond to company initiatives regarding inclusion and diversity recruiting and hiring practices and design a similar study at their home institutions. 2.) Utilize strategies on ways in which college/university career centers can better prepare students to identify and compete for opportunities with employers who employ diversity and inclusion recruitment tactics. 3.) Discover crucial methods employers can use to better reach students who they're targeting in recruitment efforts to ensure diversity and inclusion outcomes are met.

Presenter: Alexandra Grill, Assistant Director, Susquehanna University

Co-Presenter: Keesha Moore, Employer Relations Coordinator, Susquehanna University

Who are they? Career Center & Orientation 101 COL | 0-3,4-9,10+ | DIS
Grand Ballroom A

Description: This will be a live demonstration of our presentation during orientation at Westfield State University. The audience will be the participants. Also, I will discuss the creative things that are being implemented and used to educate students about our Career Centers. Also, I will have two or  three colleagues in a short panel discussion regarding what is done on their campus. 

Learning Objectives: 1.) The participants will learn additional methodologies used to present to students during orientation. 2.) Participants will experience a live demonstration that they will participate in. 3.) Participants will have a short panel discussion with additional colleagues regarding orientation.

Presenter: Junior Delgado, Director Career Services, Westfield State University

A Career Center's Power Pipeline: Pairing Employer Relations and Experiential Learning for Stronger Outcomes  COL | 4-9 | LEC
Lake Thoreau

Description: Are you struggling to build strategic partnerships with faculty or even in your own center? Universities can be difficult to navigate, especially with the ever changing climate of higher education. As career center professionals, we struggle to do more with less, collect important feedback, innovate, grow new employer relationships and support our students all while managing the needs of many different groups on and off campus. Beginning in 2014, the University Career Center at the University of Maryland shifted to an embedded/distributed service model. This means six program directors are embedded in the colleges they serve, co-reporting to and co-funded by both the Center as well as their colleges. This model allows us to make strategic connections within our colleges while harnessing the key functions of the Center in employer relations, marketing and operations.

Shannon Felice, the former Program Director in the School of Public Health, Annie Weinschenk, Industry Development Specialist and Kate Juhl, Program Director in the College of Arts & Humanities will share the success of working cross-functionally across three units at the University of Maryland Career Center. From a strategic vision to daily reality, with a distributed service delivery model and job functions, this presentation will emphasize the partnership, programming and positioning that has kept career services at the forefront. We will provide our strategic vision and share our story while offering tips and processes with the hope that you can build upon your own strategic partnerships. This pipeline was created to ensure students are career ready.

Learning Objectives: Participants will walk away with: 1) Best practices in working cross functionally to support collaboration. 2) Insights into how a career center at a large, public university is meeting the needs of the ever changing demands of students through a unique embedded/distributed service model. 3) Share out ideas and what's working on their campuses. 

Presenter: Shannon Felice, Internship & Clinical Placement Coordinator, University of Maryland University College

Co-Presenters: Annie Weinschenk, Industry Development Specialist, University of Maryland College Park; Kate Juhl, Program Director, ARHU, University of Maryland College Park

Peer and Professional Mentor Model and the Impact on Career Engagement in Black Students ALL | 0-3,4-9,10+ | LEC
Lake Fairfax
 

 The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: This session will discuss how St. Mary’s College of Maryland Career Development Center increased engagement with black students by partnering with alumni mentors as well as college seniors who utilized intrusive advising methods to engage mentees. This research project explores whether students who have both a student and alumnae mentor, and access to small grants, may be more likely to participate in other resources provided by the Center, specifically the job shadowing program, as that is a gateway to more advanced career development.

Learning Objectives: 1.) Participates will understand the research model proposed for career mentorship and its impact on the career development of participants. 2.) Participants will compare the impact of peer mentorship and professional mentorship as they relate to student engagement in career activities. 3.) Participants will identify potential partners at their home institution to pilot similar mentor programs.

Presenter: Kate Shirey, Director of Career Development, St. Mary’s College of Maryland

Session Group 3: Tuesday, June 26, 9:30 - 10:30 AM
On Your Mark, Get Set, Go!: College and Career Readiness Exploration with Gen Z ALL | 4-9 | LEC
Lake Anne

Description: Who are the next generation of movers and shakers? Are we ready for them? Gen Z makes up 25% of the U.S. population. These post-millennials are the most ethnically diverse generation in U.S. history. Workplace expectations, career attitudes, and ideal work environments for post-millennials daunt career professionals as they attempt to bridge the generational divide. Partnering with post-millennials, the career readiness process hinges on student self-efficacy and self-authorship. As we create safe space and a community of care and adequacy for our students, an introduction of Goleman's components of emotional intelligence is essential. 

This session will educate participants on persistent barriers affecting Generation Z's journey to self-efficacy, self-authorship, and career readiness. We will highlight the Rowan University First Star STEAM Academy as an example of a successful implementation that thoughtfully integrates project-based experiential learning. Presenters will align NACE career competencies with research-based best practices in order to equip career services professionals with the tools required to holistically meet the needs of the Gen Zers.

Learning Objectives: Upon completion of this session, participants will be able to:  1.) Understand the importance of a community of care and collaboration in the successful execution of career readiness programs. 2.) Identify the persistent barriers impacting career readiness for students through the application of research, professional standards, and theory. 3.) Recognize the importance of research-based intentional practice, utilizing career readiness programs specifically designed to address the unique needs of the Gen Z demographic.

Presenter: Alicia Monroe, Assistant Director, Office of Career Advancement, Rowan University 

Co-Presenters: Ruben Britt Jr., Assistant Director, Office of Career Advancement, Rowan University; Altonia  Bryant, Career Counselor, Office of Career Advancement, Rowan University

Recruiting, Hiring, and Retaining Students With Disabilities

ALL | 0-3,4-9,10+ | LEC
Lake Fairfax
 
This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: Only 26 percent of students with disabilities that graduate from college are likely to secure long-term employment, compared to 75 percent of those without. EY has had a long focus on hiring and supporting people with disabilities. EY has a very strong commitment to both fostering a culture that's 'abilities inclusive,' a culture that feels welcoming and productive for people with physical, cognitive or socioemotional abilities, meaning health abilities. This session will focus on recruiting, hiring, and retaining employees with disabilities.

Presenter: Ryan Kist, Campus Recruiting Leader- Inclusiveness Recruiting, Ernst & Young LLP 

Career Ambassadors: How Students Can Prepare Their Peers for Career Readiness COL | 0-3,4-9,10+ | LEC
Lake Audubon

Description: Are you looking to create a peer leadership program on your campus?  Do you have difficulty recruiting students to participate in your programs? This session will provide an overview of how a Career Ambassador Program framework can be implemented and customized to fit the needs of various campus sizes and student populations. Train your students to assist your office beyond resume reviews and craft a unique experience that can help them ace their next interview. Attendees will walk away with learning outcomes and objectives that will address the specific needs for their campus and student leaders.

Learning Objectives: 1.) Develop learning objectives and outcomes to implement a Career Ambassador Program on their home institution. 2.) Identify how to create/update structure for a sustainable Career Ambassador Program. 3.) Establish assessment measures to facilitate Career Ambassador Program to accurately address the career development needs of their student population.

Presenter: Matt Bonder, Talent Development Senior Associate, Cenlar FSB

Wrapping Your Arms Around On-Campus Internships   COL | 0-3,4-9,10+ | LEC
Lake Thoreau

Description: Career offices across the nation work diligently to build relationships with recruiters and organizations to create experiential learning opportunities for students. But how much are we really doing to cultivate these opportunities within the confines of our own campuses? The University of Pittsburgh has developed a new process for on-campus internship creation, data collection, and supervisor support. More access to on-campus opportunities will enable students to build experience and expand their skill sets earlier in their academic careers, which can potentially lead to more experienced students and higher rates of placement after graduation. Pitt's Office of Career Development and Placement Assistance set out to develop strategies for building a robust on-campus University Internship Program.  In the past year, CDPA has designed a process for developing, processing, marketing, filling and tracking internships that take place on campus.   

Who is managing the on-campus internships on your campus? Join us so we can help you to build a strategy.

Learning Objectives: 1.) To help career professionals to identify the strengths and weaknesses of their own on-campus internship offerings. 2.) To help schools to understand how their teams can contribute to continued growth of opportunities at their schools. 3.) To build student engagement by encouraging even more meaningful experiential learning opportunities on their respective campuses.

Presenter: Alyson Kavalukas, Internship Coordinator, University of Pittsburgh

It’s the Law: Trending Issues Impacting Students and University Recruitment EMP | 0-3,4-9,10+ | DIS
Grand Ballroom C
 

 The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: The legal landscape continues to change and employment laws influence when, where, and how employers acquire talent.  How do evolving trends in employment law impact you?  In this rapid fire session, participants will be exposed to current legal trends including DACA, EEO principles in recruiting, sexual harassment and other workplace harassment issues, social media issues, transgender issues and more. Through the interactive discussion about the legal issues, participants will understand how trends influence the student experience and college recruitment practices.

Learning Objectives: Learners will have an understanding of current legal issues impacting students and employers, Learners will be able to assess if additional information is needed to address risks in programs or practices for their organizations.

Presenter: Robyn Aversa, Principal, Jackson Lewis P.C.

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Session Group 4: Tuesday, June 26, 11:00 AM - 12:00 PM
No Money, No Problem: Introducing the VG1 Service Delivery Model COL | 0-3,4-9 | DIS
Lake Fairfax

Description: Has your budget been cut? Senior leadership still looking for you to do more with less? Is your staff feeling overwhelmed? The solution you need is VG1 (Virtual→Group→1-1).

The session will introduce attendees to this scalable, innovative model of service delivery that works with any career center structure. Competency based and developmental in nature, VG1 increases the effective reach of a career center, regardless of staff size. At its core, VG1 is about working smarter, not harder. It's creators have seen a 1400% return on their time investment in building the model!  In this session you will experience VG1 from a student’s perspective, learn its technological blueprint, and receive best practices for implementation. Participants will be provided with a VG1 Implementation Blueprint Workbook and guided through the creation of their own conceptual VG1 models to implement when they return to campus.

Learning Objectives: The audience will learn how to: 1.) Effectively scale their operations model to serve significantly more students while reducing their number of individual advising hours. 2.) Deliver services to their students in a way that allows those students to take ownership of their career development journey and grow in their self-sufficiency and autonomy. 3.) Envision how the VG1 model of service delivery might be implemented into their career center structures and adapted based on their unique institutional, enrollment, and budgetary dynamics.

Presenter: Jacob Helmeczi, Assistant Director, Career Center, Stockton University

Co-Presenter: Patrick Burns, Assistant Director, Career Center, Stockton University

How to Identify and Integrate Competencies on Campus COL | 4-9 | DIS
Lake Audubon

Description: During the NACE Competency Symposium at Clemson in the summer of 2017, career development departments were encouraged to highlight current and potential integration of the 8 NACE Career Competencies of Career Readiness on each of our campuses. NACE (2017) states that "the definition and competencies provide for development of strategies and tactics that will close the gap between higher education and the world of work." 

This discussion will start with a brief explanation of those competencies. Then, brief examples of how a small, private university evaluated already existing structures and utilized relationships with other departments to develop new tools to help students, working on and off campus, learn how to document and articulate how they are already learning these competencies through current programming, in classes, and through on-campus work study and employment. The floor will then open for discussions to determine how these or similar programs can be scalable to larger universities. 

Learning Objectives: 1.) Attendees will understand the 8 NACE career competencies and will understand how Capitol Technology University has integrated them institution wide. 2.) Attendees will receive handouts (uploaded to the EACE18 mobile app) utilized by Capitol Technology University to assess already existing programs. 3.) Attendees will be able to apply these techniques and tools to their own universities. 4.) Attendees will discuss new and innovative ways to integrate competencies into their own programming.

Presenter: Sarah Alspaw, Director of Career Development and Student Success, Capitol Technology University

Blind Spots, PwC's Unconscious Bias Training ALL | 0-3,4-9,10+ | LEC
Lake Anne
 

 The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: Blind spots...Your brain on autopilot.  Experts tell us that our unconscious mind makes a majority of our decisions. It creates blind spots — unconscious biases that can narrow your vision and potentially influence your behaviors. Are you letting blind spots steer your decision making? It’s time to take control.  Once you accept that you have potential blind spots, you can choose to do something about it. Make decisions and act in a way that aligns your conscious intentions with your behaviors. Shift your focus so you can see what’s possible. 

Learning Objectives: Participants will challenge their assumptions, enhance objectivity, overcome stereotypes and broaden their perspectives.

Presenter: Dustin Bartolomeo-Damon, Mid-Atlantic Campus Recruiting Lead, PwC

Co-Presenter: Ethel Dickerson, S. Diversity Talent Acquisition Leader, PwC

Virtual Job Experiences: The Disruptive Future of Campus Recruitment EMP | 0-3,4-9 | LEC
Grand Ballroom C
 

 The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: Jobs are dynamic, but job postings and career fairs fall flat. The future of hiring is creating an experience that immerses candidates in what the job is like and lets them try a hand at what they would be doing. Interactive video, work samples and behind-the-scenes media are the tools to make this happen. In this talk, Elena will share both the future state of Virtual Job Previews, best in class examples, as well as tangible tips you can bring back to make your campus hiring more experiential.

Learning Objectives: 1.) Bring job postings to life with photos and videos. 2.) Create realistic job previews with your phone. 3.) Use lightweight work samples to help candidates experience the job. 4.) Integrate these practices into your current campus hiring strategy.

Presenter: Elena Valentine, CEO, Skill Scout

The Future of Work & the Proliferation of Purpose: Using Design Thinking & Positive Psychology to Help Students Thrive  COL | 0-3,4-9,10+ | LEC
Lake Thoreau

Description: It's no secret that change is the new constant. Automation, artificial intelligence and machine learning are estimated to potentially affect up to 50% of the world's economy.  How do we prepare students to thrive in this brave new world of work? 

Design thinking, a problem solving methodology used to spur innovation, focuses on solving so-called "wicked" problems - problems that are difficult to solve due to incomplete information and changing requirements. Sound familiar? The same methodology used by companies to innovate in order to remain relevant in an economy marked by constant disruption can also be used by individuals to navigate careers that are no longer linear. At the same time, there has been a proliferation of discourse on the notion of purpose and meaningful work. 

This session will discuss how to apply the principles of both design thinking and positive psychology to career development. By shifting students' mindsets and equipping them with some of the strategies and tools of these two disciplines, we can empower them to adapt and thrive in the ever-changing future of work.   

Learning Objectives: 1.) Intro to design thinking and how it can be applied to career development. 2.) Intro to positive psychology and how to apply the PERMA model to uncover purpose.

Presenter: Julie Neill, Assistant Director, MBA Career Consultant, Robert H. Smith School of Business, University of Maryland

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CCSO: Tuesday, June 26, 1:45 - 4:00 PM
Chief Career Services Officers (CCSO) Forum   COL | 10+ | DIS 
Grand Ballroom A

Description: If you lead an entire operation that is focused on career development (including co-ops, internships), then you belong at the Chief Career Services Officers (CCSO) Forum. Each year, a portion of conference time is dedicated to allowing those that lead offices to discuss topical issues that affect our offices, our institutions and our profession. The Forum is broken into three (3) 45-minute sessions, each facilitated by a CCSO (or two), this Forum allows participants to join for one, two or all sessions. Session topics and facilitators will be coming.  

Learning Objectives: CCSO's who attend this session will be able to: identify issues that will effect their work in the future determine best practices or get advice to address these issues discuss topics that are currently effecting their work and identify potential solutions advocate for their office using examples from their peers gain an understanding of trends in our industry.

Facilitators: Robbin Beauchamp, Director, COOPS + CAREERS, Wentworth Institute of Technology & Kimberley DelGizzo, Saint Anselm College

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Session Group 5: Tuesday, June 26, 1:45 - 2:45 PM
Confessions of Recruiters: An Interactive Panel COL | 0-3,4-9 | PAN
Lake Fairfax

Description: A key contributing factor to the success of career services, and the success of our students, is our employer partnerships. Understanding how, and in what capacity, employer partners wish to interact with our office and our students. Evaluating trends in programming while providing employers the avenues needed to meet and recruit talented candidates. Finding the right balance to maintain and develop high level employer connections. 

During this panel, employers from a range of industries will discuss their preferences when working with colleges and universities. Recruiters will share their best experiences working with various institutions and also identify their greatest frustrations.

Learning Objectives: 1.) Identify three to five key areas important to recruiters across industries. (in the context of recruiting students at colleges and universities) 2.) Understand how employer partners wish to become more involved with colleges and universities.  3.) Learn pitfalls to avoid when working with employer partners. 

Presenter: Jennifer Grauso, Director of Career Development Programs, St. John's University

Panelists: Olivia Anderson, Manager, Talent & Culture, Atlantic Media; Nicki Cliffer, Analysis, Evaluation & Training, BAE Systems; Sean Woolford, Campus Recruiter, Financial Services Organization, EY LLP

Career Focused. Career Ready: Enhancing Your Federal Careers Program COL | 0-3,4-9 | LEC
Lake Audubon

Description: Are your students and alumni interested in public service but don't have the first clue how to begin? Have you ever struggled with offering guidance on how to navigate the Federal Government hiring process because it seems overly complicated? Beyond that, do you have challenges making the connection between your students'  preparation and their potential "fit" in Federal service?  If so, please join seasoned recruitment experts from the U.S. Office of Personnel Management in this deep-dive into Federal careers and the Federal hiring process. Through a combination of information dissemination and discussion, you will understand the many possibilities for Federal service, how to "decode" the hiring process, and about helpful resources to serve your clients. You will be ready to give them a practical understanding of Government careers and prepare them for entry and advancement in the Federal workforce.

This interactive session will directly improve your students' career readiness in a manner consistent with the NACE Career Readiness Competencies, giving them a competitive advantage and enhancing their prospects for impactful Federal public service careers. Additionally, participants will have an opportunity to provide input on the efficacy of the Federal hiring process for students and recent graduates.   

Learning Objectives: After this session, you will be able to: 1.) Help clients improve career readiness through a better understanding of eligibility, qualifications (education and experience), background/security clearance, and other requirements needed to be competitive applicants for Federal civil service positions. 2.) Counsel job seekers on how to best market themselves (e.g., through researching agency mission, values, and strategic goals), present themselves as viable candidates, and take advantage of future Federal opportunities.

Presenter: Thomas Formby, Senior Federal Recruitment Advisor, U.S. Office of Personnel Management

Co-Presenter: Karlos DelToro, Senior Federal Recruitment Advisor, U.S. Office of Personnel Management

GIFs, Hashtags, and MEMES, Oh My! How to Use Social Media to Boost Program Attendance   ALL | 0-3,4-9,10+ | LEC
Lake Anne

Description: You know that social media is where most students are spending their time and getting information, but do you know the best way to use platforms like Facebook, Instagram, Snapchat, or LinkedIn to connect with students and share information about your programs? Social media platforms and their features change rapidly, and this session is your chance to get the latest download on what's up!

During this workshop, Emily Miethner, social media & millennial expert, adjunct professor, and CEO of FindSpark.com, will go over the features of major social media platforms you should be using, tools to create content for social media quickly and easily, and the best ways to use social media during your programs to create the perfect balance of FOMO and useful content for those who couldn't make it.

Learning Objectives: You'll leave this workshop with a better understanding of how and why to use different social media platforms and their specific features, and actionable steps for ways to create impactful campaigns that will result in more attendance and participation in your programs and offerings.

Presenter: Emily Miethner, CEO & Founder, FindSpark

Applying the NACE Principles for Ethical Professional Practice ALL | 4-9 | LEC
Lake Thoreau

Description: In August 2017, the revised NACE Principles for Ethical Professional Practice became effective as a critical resource for college and employer members. This new document reflects a shift from a lengthy compliance-based document to one that is an ethical framework containing more simplified descriptors of ethical practice, which are timeless and relevant in our ever- changing environmental landscape. The new NACE document promotes professionalism and ethical behavior, and it is designed to better empower and support the efforts of institutions and organizations in developing their own policies, processes, and procedures. As practitioners use the new framework to make those decisions at the local level, it requires a unique approach and lens for deeper understanding and application.

This session will provide analysis of the new document through the following and increasingly discerning questions: (1) What do the Principles say?, (2) What do the Principles mean?, and (3) What do the Principles mean for our team and organization?. Participants will be able to engage in interactive exchanges regarding their application of the new ethics framework and related questions surrounding the Principles for Ethical Professional Practice.

Learning Objectives: 1.) Participants will better understand the context and methodology of the Principles revision process. 2.) Participants will be better able to apply a new ethical framework in the development of policies and protocols for their respective organizations. 3). Participants will be able to identify available resources supporting the revised Principles.

Presenter: Sam Ratcliffe, Director, Career Services, Virginia Military Institute

The Future of Campus, Diversity and Veteran Recruiting EMP | 0-3,4-9,10+ | LEC
Grand Ballroom C
 

 The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: In today’s competitive hiring landscape, sourcing and engaging campus, diversity, and veteran talent continues to challenge recruiters. Jeanette Maister, America's Managing Director for WCN will address recruiting pain points and share best practices for improving the talent acquisition process overall. Jeanette will offer perspectives on why intelligent automation and engagement are must-haves in the race for talent. Attendees will learn how NBCUniversal and other leading employers tackle campus, diversity and veteran hiring and improve the entire recruiting process while creating a more meaningful and transparent candidate experience. 

Presenter: Jeanette Maister, America's Managing Director, WCN

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Session Group 6: Tuesday, June 26, 3:00 - 4:00 PM   
Common Ground: Engaging International Students COL | 0-3,4-9 | DIS
Lake Fairfax
 

 The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: Join the conversation! In her role at the Fox School of Business at Temple University, Katie Scheuer serves primarily international students. In this session, she will facilitate a discussion about how to engage culturally and linguistically diverse students. With over a million international students studying in the US, career services plays a vital role in helping students adjust to life in America and prepare for the job search. How can counselors and coaches help students navigate cultural differences, language barriers, sponsorship issues...plus the standard challenges of a job search?  In this session you'll gain strategies for effective coaching appointments, plus workshops for international students, including "The Art of Asking Good Questions" and "Decoding a Job Description". Plus, hear lessons learned from Temple's July 2017 Educators' Trip to China, and insights from other Temple administrators. You'll walk away with a recommended reading list and a step-by-step strategy for engaging with your international students.

Presenter: Katie Scheuer, Assistant Director, Fox School of Business, Temple University

Creating Career Flexibility: Implementing a Multi-Faceted Career Community Model COL | 0-3,4-9,10+ | LEC
Lake Audubon

Description: Pursue what you love and success will follow. But what happens when what you love changes? As a liberal arts college, the College of the Holy Cross has used a Career Community model to address this exact idea. By analyzing student data on job/internship preferences and outcomes, the Center for Career Development has created a model centered on student interests. The careful grouping of like-minded industries, coupled with tailored marketing and career advising encourages students to think flexibly about their careers. 

In this session, you will hear from staff on the employer relations and career counseling teams about how we built a model that encompasses both employer engagement and student development. We will share the opportunities and challenges of implementing a career community model, and welcome audience members to do the same. Come prepared for an interactive conversation as we work together to prepare all students for the career flexibility they seek.

Learning Objectives: 1.) By using Holy Cross as a case study, we will introduce our old counseling model and decision to transition to a Career Community model, including the positives and negatives. We will then explain the variety of assessment and research tools that we used to build and design the model. This will help the audience understand how they can build a program centered on their unique students'  interests. 2.) We will then walk the audience through each aspect of the Career Community model that our team has built, highlighting the tracking and assessment methods that ensure that our efforts are successful. This outline will provide the audience with a model that they can easily adapt to their own campus community. 3.) Finally, we will lead a group conversation to share best practices, address concerns that schools might have in implementing such a program, and discuss opportunities for taking this model to the next step.

Presenter: Julie Draczynski, Associate Director, College of the Holy Cross

Co-Presenter: Pamela Ahearn, Senior Associate Director, College of  the Holy Cross

Getting Faculty on Your Side: Effective Academic Liaison Strategies COL | 4-9 | LEC
Lake Thoreau

Description: As a career counselor, have you had a difficult time connecting with staff and faculty in various academic departments? Often, faculty are too busy with their own curriculum to devote time to discussing career readiness, but having their support can be extremely beneficial. When there are so many competing priorities for students, how can we get faculty on our side to gain the attention of students earlier and better prepare them for post-graduation plans?

In this session, we will discuss an Academic Liaison Toolkit used for training Rutgers University Career Development Specialists on how to maximize their interactions and collaborations with faculty. We will cover specific career related assignments that can be integrated into the classroom; how we gather, interpret and share valuable data from our Post-Graduation Survey; and how we have customized all of our resources and programs into career clusters to more efficiently target and reach various populations.

This one hour session will fly by, providing you with real examples of developing academic partnerships as well as the opportunity to engage in a discussion of how our Academic Liaison Toolkit can be mirrored on your campus.

Learning Objectives: Best Practices to Engage with Faculty: 1.) How to gather, create, and share valuable career related content with academic departments 2.) How to develop an effective timeline and successful correspondence with faculty 3.) How to integrate career services into faculty curriculum, websites, blogs, etc. 4.) What materials and knowledge to bring with you before going into a meeting with faculty 

Presenter: Amanda Choo, Career Education Specialist, Rutgers University

Co-Presenter: Larry Jacobs, Career Development Specialist, Rutgers University

Building Employment Brand for Entry-Level Talent Acquisition EMP | 0-3,4-9 | LEC
Grand Ballroom C
 

 The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: NACE paves the way in developing strategies and best practices that guide employers when recruiting college talent. To provide support and insight, this session will draw on employer recruiting benchmarks from more 700+ employers and student survey data on career-related expectations and preferences from more than 20,000 students. Presenters will address fast-paced changes in the talent acquisition landscape; building sustainable recruitment strategies for entry-level talent; and understanding what attracts entry-level talent to an employment brand. 

Presenter: Glen Fowler,  NACE President & Recruiting & Training Manager, CA State Auditor

Co-Presenter: Marilyn Mackes, Executive Director, NACE

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Session Group 7: Tuesday, June 26, 4:30 - 5:30 PM
The Right to a Harassment Free Environment: What Career Counselors and Employers Can do to Keep our Students Safe ALL | 0-3,4-9,10+ | DIS
Lake Fairfax
 

 The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

This program is valid for 1.00 PDCs for the SHRM-CPSM or SHRM-SCPSM.

Description: Sexual Harassment has certainly been in the news lately. The widespread #MeToo campaign has given both women and men the opportunity to voice their experiences and to inform society about how widespread these instances are. When we send our students out into the world of work for an internship or full-time job, they may face sexual harassment. These instances can be explicit, or so subtle as to wonder if they are really examples of harassment at all. What are we doing, as college career counselors and employers, to prepare our students? How are we teaching them what constitutes sexual harassment and what their options are when faced with it? By offering resources such as workshops, blogs, printed materials and anecdotal stories from staff and employers, this workshop will provide a toolbox of ideas that both career service professionals and employers can use to educate and increase awareness in students and staff.

Learning Objectives: At the end of this session, participants will learn best-practice ideas that can be used to educate students and new employers regarding sexual harassment. Participants will learn how to best implement a sexual harassment policy, will gain tools to facilitate a workshop with their teams on recognizing and addressing instances of sexual harassment, and have the opportunity to create a plan of their own that best serves their populations, organization and industry.

Presenter: Darlene Johnson, Director of External Relations, Hofstra University

Co-Presenter: Debbie Fischer, Talent Acquisition Manager, Enterprise Holdings

[Career] Ready, Set, Go!    COL | 0-3,4-9 | LEC
Lake Anne

Description: How do you develop a perfect career readiness curriculum? The presenters haven't figured that out yet, but they have designed a program focused on a broad constituency: high achievers and first-time professionals; first-generation, non-traditional, and international students; rising sophomores and graduating seniors. This presentation will share the results of a pilot program, including assessment strategies, experiential learning tie-ins, and how the curriculum was developed.

One looming question for higher education is where do you focus your efforts: learning outcomes or student satisfaction? By adopting a range of tools, including NACE's competencies, Gallup's StrengthsQuest, and AAC&U's 11 High Impact Practices, the presenters aim to both prepare students for the workforce and make the process engaging and meaningful. Participants will walk through the process, including anecdotal evidence, focus group feedback, and survey reporting. After a brief presentation of the pilot, with time for Q & A, the participants will engage in one of the seminal simulation activities that are a part of the new curriculum. They will have a chance to step into the shoes of the students and conduct a case study exercise on personal branding, both experiencing the interactive nature of the curriculum and getting a sense of the nature of student involvement in a co-created learning environment.   

The presenters hope to impress upon participants the importance of highly engaging, interdisciplinary, relevant content in order to meet the needs and expectations of today's students. Gone are the days when recruiter speeches or flashy pamphlets were enough. Internships alone cannot guarantee career readiness. Educators must understand the gaps for both employers and prospective employees, and be the handshake for the modern workforce. While this is easier said than done, this presentation attempts to move the needle by providing tools and experiences honed for years and informed by evidence-based approaches.  

Learning Objectives: 1.) Participants will understand the scope and challenges of creating a dynamic, universal career readiness curriculum that aligns not only with the expectations of students, but needs of employers. 2.) Participants will experience a professional branding simulation and hear the reaction of students in both a pilot program and scaled up deployment. 3.) Participants will learn about assessment strategies, as well as the benefits and limitations of said strategies when approaching a diverse student body. 4.) Participants will have a sense of how experiential learning can be paired with other high-impact practices to scaffold deep learning and reflection. 

Presenter: Sherrod Williams, Director, Academic Internship Programs, The Washington Center

Co-Presenter: Christopher Mesaros, Senior LEAD Instructor, The Washington Center

Strategies for Engaging First Generation College Students in Career Services COL | 0-3,4-9 | LEC
Lake Thoreau

Description: Supporting diverse communities on campus means moving away from a one-size fits all approach to service delivery and requires Career Counselors to build customized tools to support different student populations and their unique needs. First generation college students are among the fastest growing populations on today's college campuses. What have we learned through research and experience about the unique strengths and needs that first generation college students may have in the career space and how can we funnel that knowledge into action? How can career service offices re-envision programming, craft campus partnerships, market opportunities and resources, and advise first generation college students in a way that reduces barriers to entry to career services?

Attend this session to learn more about how Columbia University's Center for Career Education has approached these questions and strategies that have been successful in engaging first generation college students in career services on their campus. 

Learning Objectives: Following this session, participants will: 1.) Be able to identify common barriers to entry first generation college students may face when accessing career services. 2.) Learn about types of programming that have been successful in engaging first generation college students in career services. 3.) Understand best practices in marketing.

Presenter: Laura Maltz, Senior Associate Director, Experiential Education, Columbia University Center for Career Education

First Destination Survey Reporting & Analysis   COL | 4-9 | DIS
Lake Audubon

Description: With the increased emphasis on outcomes data in higher education, many career centers across the country have dramatically changed their method of collection and reporting on first destination outcomes.  It may be hard to believe, but it wasn't until 2015 that Princeton started using an online tool to collect first destination outcomes! Prior to that time, students lined up during the Senior Checkout fair to complete a paper survey (completing our survey is one of the required tasks prior to receiving their graduation tickets) and staff had to manually enter responses from an 8-10 page survey for approximately 1,200 graduates into a spreadsheet. Needless to say, this was extremely time-consuming and inefficient. After a year of using another online survey tool, we transitioned to Handshake's First Destinations Survey tool in 2016. Because company names and locations, etc. were standardized, this allowed us to save approximately two weeks of time calibrating the data which allowed us more time to analyze the results and create more effective reports for campus partners.  Around the same time, we began a survey consolidation project across campus to bring all the departments together to use one survey (ours) instead of individual department surveys to collect post-graduation outcomes.  We were able to bring on about half of the academic departments into our survey due to several factors. First, we typically get a nearly 100% response rate, which was much stronger than the individual department surveys. In addition, we worked with departments to develop customized, real-time visualizations and interactive reports using Tableau. Tableau allows the user to filter, sort and customize the data so that the departments can use the data to create their own reports with little time or effort. This also offered them the possibility of adding year-over-year comparisons starting with the classes of 2016 and 2017. There were many benefits of creating value-added and data-driven resources for all campus partners including deepening our relationships with the academic departments.

Learning Objectives: 1.) Develop strategies to address common issues regarding collecting, analyzing and reporting on first destination outcomes. 2.) Utilize technology to reduce analysis time and improve response rate. 3.) Use technology to share customized first destination results to improve cross-campus collaboration.

Presenter: Jordan Tegtmeyer, Sr. Associate Director of IT, Finance & Assessment, Princeton University

Co-Presenter: Kristi Geist, Associate Director for IT, Finance & Assessment, Princeton University

Scaling to 40k: An Update on the Rutgers University Career Cluster Model   COL | 0-3,4-9,10+ | LEC
Grand Ballroom A

Description: Career clusters/communities are becoming popular within career services. Since Rutgers implemented this model four years ago, we have been profiled multiple times by NACE and served as a benchmark for over 50 institutions. Four years later, we have increased engagement with students and positive outcomes of our graduates. During this session, we will cover how we have expanded our model in innovative ways to now include 80 sections of a peer-instructed first-year seminar, intensive mentoring programs, field trips, and Career Exploration Nights. Plus, we will bring the “fun at work” Rutgers style that everyone loves (if we say so ourselves).

Attendees will participate in an interactive session designed for them to learn from our successes and challenges as well as what other institutions are doing with their own career cluster models. Too often we fall into the trap of programming by major. This may be great for the "professional" schools that have a more linear pathway from major to career but this is a dangerous practice at times for other majors. Since we changed our model four years ago, we have seen increases in engagement by our School of Arts and Sciences. Including the percentage of SAS graduates at the undergraduate level stating that our recruiting services contributed to their post-graduation success (from 2% to 39%).

Learning Objectives: After this session, participants will be able to: 1.) Develop an industry-centric career cluster model for their office. 2.) Share with their leadership how they can incorporate career development principles into a first-year interest seminar for first-year students and transfer students. 3.) Articulate how a career cluster model can help their office to organize their workload, develop meaningful programs, and increase engagement with students.

Presenter: Jennifer Broyles, Director of Career Education & Engagement, University Career Services, Rutgers University-New Brunswick

Co-Presenter: William Jones, Senior Director of University Career Services, Rutgers University-New Brunswick

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