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Break-Out Sessions

All break-out sessions will take place on the fourth floor of the Baltimore Marriott Waterfront. Click here to view the meeting space map. Presenter bios, full descriptions and session handouts (if applicable) will be available on the EACE20 Mobile App. Information for downloading the app will be sent to registrants approximately two weeks prior to the event in the "Tips for Your Trip" email. 

Session Group Quick Links   

Session Group 1: Wednesday, August 5, 2:15 PM - 3:15 PM
Session Group 2: Wednesday, August 5, 4:00 PM - 5:00 PM
Session Group 3: Thursday, August 6, 9:30 AM - 10:30 AM
Session Group 4: Thursday, August 6, 11:00 AM - 12:00 PM
Session Group 5: Thursday, August 6, 1:45 PM - 2:45 PM
Session Group 6: Thursday, August 6, 3:00 PM - 4:00 PM
Session Group 7: Thursday, August 6, 4:30 PM - 5:30 PM

Session Key

Target Session Audience:

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

Session Type:

  • DIS = Discussion
  • LEC = Lecture
  • PAN = Panel
   Session Group 1: Wednesday, August 5, 2:15 PM - 3:15 PM
Do Good, Hire Good EMP | DIS | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: Wondering how to attract new college grads to your organization? Your company's commitment to social causes may be the key. Any Google search of what recent college graduates seek in an employer will show that social service is top of mind for this population of job-seekers. This session will discuss the growing importance of corporate social responsibility to new job seekers, teach you to evaluate your own company's social engagement profile, and provide ways to position your company as one that attracts new job seekers. Community engagement is paramount for students entering the workforce, as evidenced by the studies referenced above. If companies want to stay competitive when it comes to recruiting and have a greater talent pool to choose from, they need to incorporate this culture into both their recruiting practices and day to day environment.

Learning Objectives: 

  • Learn the importance of corporate social responsibility to new college graduates seeking employment
  • Review and evaluate their current policies and hiring practices in this area, including the language and images that are used on website and social media pages, how job postings are worded, the interview questions that are asked, and the general look and feel of the organization as a whole
  • Create a plan to improve their organization's profile
  • Share their ideas and learn from other participants

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

#inclusionmatters: 8 Best Practices for Inclusive Leadership COL | DIS | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: Let's talk about Diversity and Inclusion. The topic is becoming one that cannot be avoided. Surveys like Working Mother, Top 50 Companies for Diversity, and the Corporate Equality Index tell us it continues to be a game-changer and competitive advantage. So perhaps you're saying to yourself. Yes, I know. We're improving our slates to include a more diverse representation. Great. Now let's talk about Inclusion. Or at least that's what our luncheon speaker, Simone Morris, is going to talk about. Simone will shine a light on 7 best practices for inclusive leadership during her keynote.

Learning Objectives:

  • Hone in on the state of Diversity and Inclusion and why we need to be intentionally inclusive
  • Learn about Best Practices for inclusive leadership 

Presenter: Simone Morris, CEO, Simone Morris Enterprises LLC

Comparing Apples and Oranges: How to Assess Career Program Participation and Success COL | LEC | Location TBD

Description: Research shows that students need both academic and career experiences to achieve their desired post-graduation outcomes. This information has been the impetus for career centers to be held accountable for the programs and services they offer. Career center professionals are impacted by outcomes requests from campus leadership teams, faculty and staff members, and parents. A typical question is, Are students who participate in career programs doing better than students who do not participate. We tend to look at participant numbers, and more often, we say yes. But statistically, is this valid? How do we compare these two groups of students? And can we say that specific career programs lead to better outcomes? This workshop will review these issues and provide you will the tools on how to assess your program outcomes.

Learning Objectives: 
After participating in this workshop, participants will be able to:

  • Identify the ideal control group to use when comparing a program outcome
  • Perform a simple statistical procedure to measure the impact of their program

Presenter: Cedric Headley, Assistant Director for Career Outcomes & Assessment, Rutgers University-New Brunswick

Co-Presenter: William Jones, Senior Director, The Office of Career Exploration and Success, Rutgers University 

Invest in Yourself: Leveling the Playing Field by Building Social Capital & Social Mobility ALL | LEC | Location TBD

Description: The Professional Development Retreat is a two-day career development initiative for juniors and seniors that is designed to build emotional intelligence, expand students' social capital & social mobility, and provide students with "success skills" such as problem-solving, conflict resolution, critical observation and adaptability. Through a cross-campus collaboration between the career development center and the alumni and development office, we are able to connect students with a distinguished group of industry experts, work side-by-side and gain knowledge about the practical aspects of the workforce. This distinctive program illustrates Merrimack College's commitment to its students' success and the impact of the College's network. This presentation will focus on the creation of a college-wide program/training to build students' emotional intelligence, communicate transferrable soft & hard skills, and help increase student's career readiness. The target audience is career professionals, employers & organizations, and student life educators. Our approach will focus on an overview of the retreat's creation with opportunities to identify customizable aspects for institutions and organizations to replicate this event in many different settings for many different populations of students. Opportunities include small and large group discussions and hands-on activities.

Learning Objectives:

  • Learn how higher education can help bridge what employers are calling the "soft skills gap"
  • Learn a unique way to engage students in the development of soft skills/success skills and emotional intelligence and building of social capital
  • Learn how they can foster relationships and collaboration with various stakeholders on and off-campus such as faculty, staff, alumni, and employers

Presenter: Katie Fell, Career Advisor of Liberal Arts, Merrimack College

Co-Presenter: Samantha Medina, Director of Employer Experience, Merrimack College 

How to Successfully Manage Neurodiverse Employees ALL | LEC | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: A key to developing innovative workplaces involves embracing different ways of thinking, learning, and solving problems. Neurodiversity provides employers with a perspective to access and utilize the unique strengths of employees with neurological differences that include the autism spectrum, ADHD and dyslexia. There is a growing trend of interest to tap into this talent pipeline. However, a significant barrier for neurodiverse adults involves successfully navigating the social expectations of a conventional interview process. In this session, you will learn how to develop a more inclusive and diverse workplace by modifying your recruiting and hiring practices.

Learning Objectives:

  • Understand how to expand diversity and inclusion practices by reframing the conventional view of disabilities in the workplace to include neurodiversities (e.g., autism spectrum, ADHD, dyslexia)
  • Modify aspects of job postings and recruiting events in order to attract neurodiverse candidates
  • Implement best practices for interviewing neurodiverse candidates in order to accurately assess strengths and access this unique talent pool

Presenter: Leslie O'Brien, MGH Aspire Works Program Manager, MGH Aspire 

Co-Presenter: Brett Mulder Director of Teen and Adult Services, MGH Aspire 

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Session Group 2: Wednesday, August 5, 4:00 PM - 5:00 PM
Growing Up Chaim: the Impact of Ethnic Names on Employment and Education ALL | DIS | Location TBD

Description: Names are fundamental to our identities. English American Poet W H Auden once said, "Proper names are poetry in the raw. Like all poetry they are untranslatable." Either a name is pronounced correctly or it is not. There is no middle ground. Imagine growing up with a name that no one can pronounce. Think of that kind of name that people stare at, trying to decipher on your conference badge. You can feel their discomfort as they hope that you will just come out and say it before they are forced to venture a try. But what happens if even that does not help, as they struggle to process what they heard and try to use some facsimile thereof? There is no English equivalent to the first letter of my name. Even when I come out and say it, the vast majority of people still can't pronounce "Chaim". Normally ethnic names are understood and commonplace within one's own ethnic community. Perhaps I am unique in that my middle name, Zorach, is rare enough that elicits blank stares and quizzical looks from other Orthodox Jews. Names are one of the most fundamental things. Imagine feeling the need to explain, offer assistance and eventually excuse people who are just trying to say your name, and then imagine the need to do so every day of your life! "Growing up Chaim" I often just gave up and told people an easier-to-pronounce, albeit an incorrect, version of my name. To this day I frequently come across people who assume I misspelled my own name, assuming the correct version is Chain. We recognize that diversity is one of the greatest strengths in our multicultural society, and we have made great strides. The United States elected and reelected a President named Barack Hussein Obama. We certainly encounter more ethnic names than ever before and we must endeavor to ensure that we all do our best to correctly pronounce that most basic part of our identities "our names". This session will explore the challenges involved with living with an ethnic name and the impact it has on education and employment. We will explore case studies and engage in role-playing exercises to help us understand the challenges faced by people with ethnic names. Finally, we will suggest practical solutions so that we can approach our first interactions with colleagues and students with ethnic names with sensitivity.

Learning Objectives:

  • Construct an effective and sensitive methodology for approaching first interactions with students and colleagues with ethnic names.
  • Empower Career Services and Human Resources professionals to assist students with ethnic names to minimize professional and workplace challenges and achieve career success
  • Facilitate discussions and dialogue to incorporate the challenges posed by ethnic names into college and employer diversity training programs

Presenter: Chaim Shapiro, Director of Office for Student Success, Touro College 

Are you Authorized to Work? Advising International Students on Best Practices COL | DIS | Location TBD

Description: Your presenters are Aaron Blumberg, an immigration attorney who lectures regularly on US immigration options for international students, along with Nitin Agrawal, a former international student who now works with Colleges, Universities, and employers to help connect international students to employment opportunities. Our presentation will focus on best practices in advising international students on how to answer the work authorization questions on an employment application. Specifically, employers are authorized to ask two questions to potential job seekers in relation to their immigration/work status: 

  1. Are you authorized to work in the US 
  2. Will you now, or in the future, require visa sponsorship?

There is no right or wrong way to answer these questions so we will discuss the limitations with these questions and best practices on how to advise your students when completing job applications. In addition, we will provide advice on how international students should approach employers and employment opportunities, keeping in mind their immigration status and limitations. We will also discuss how you can broach this subject with employers, who often don't understand the unique situation facing international students/applicants. Finally, this session will also touch upon different types of work visas (OPT, H-1B, TN, etc.) and how this can alter the response to the employment authorization questions on an employment application.

Learning Objectives:

  • Understanding the different types of work visas and the legal background of employment authorization questions as well as how they can be impacted by a student's response to visa questions
  • How to work with employers to make sure they understand the consequences of these legal questions 
  • Best practices on how to advise your students on applying for jobs and answering these application questions
  • How career services offices can leverage technology to best assist international students

Presenter: Aaron Blumberg, Partner, Fragomen, Del Rey, Bernsen & Loewry, LLP

Co-Presenter: Nitin Agrawal, Co-Founder, Interstride

"An Introvert and Extrovert Walk into an Office...": Making Space for Both Groups is No Joke! ALL | DIS | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: A fun, informative, and interactive workshop exploring what it means to be an introvert living and working in an extroverted-leaning world. We will:

  1. Debunk some popular myths and highlight the advantages of being an introvert
  2. Discuss the challenges that introverts face on-the-job, including office configuration, meetings, and getting noticed and appreciated
  3. Discuss challenges introverts face in the job search, such as networking, interviewing, and career fairs, along with strategies to overcome them
  4. Look at ways that introverts and extroverts can work together, and how managers can support their introverted employees, in order to produce optimal results
  5. Touch upon other types of situations like navigating a social engagement as an introvert

This comprehensive workshop, designed for students, employers, and career center staff, and for both introverts AND extroverts, incorporates video clips and "out-of-your-chair" activities, providing attendees with an action plan and resources to take into their professional and personal lives!

Learning Objectives: 

  • Learn effective and creative techniques to help optimize the working relationship between introverts and extroverts
  • Learn concrete strategies to help level the playing field for introverts in the workplace
  • Take a deeper dive and put into context individual work preferences and styles

Presenter: Joe Rosenlicht, Senior Career Coach, George Washington University School of Business 

Co-Presenter: Stephen Beattie, Experienced Associate, PwC

Internship and Entry-Level Position Non-Compete Requirements ALL | DIS | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: I propose a guided discussion surrounding the growing concern of students signing a non-compete clause for an internship or entry-level positions without fully comprehending the scope of their decision. I would like to share a case study of a student who reached out to me with questions regarding his previous signing of a non-compete clause and how that decision impacted his future job prospects. A recent alum called me at The Career Center with anxiety about applying for a new professional position. The position he applied, interviewed, and received a job offer for was with a "competitor" of the company he is currently employed by. This moment, usually evoking feelings of delight and enthusiasm, instead brought on a wave of apprehension. For the sake of confidentiality, I will not include the name of the student or any company names in my case study. I would like to engage with professionals currently working to support students entering the world or work by asking probing questions to establish best practices including potentially raising awareness on campus to increase students' knowledge of possible consequences of signing non-compete contracts. Sharing thoughts, opinions and stories of similar scope will promote the development of cohesion when encountering industry-wide challenges. Questions will include:

  1. How do you currently advise students dealing with similar situations?
  2. What conversations, if any, can be had with employer representatives when discussing the requirement of non-compete clauses to be signed for entry-level positions.

Learning Objectives:

  • Create a better understanding of the scope of the challenge
  • Establish best practices for increasing student knowledgebase surrounding incomplete contracts
  • Initiate the development of a cohesive approach to employer legal requirements

Presenter: Hind Albana, Assistant Director, Seton Hall University 

Eliminating Data Overload: Collecting and Using Data Effectively to Share the Career Services' Story COL | LEC | Location TBD 
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: Do you feel overwhelmed by all of the data you collect and stuck not knowing how to best use it? Though we, as career services professionals, frequently serve as the campus provider of university career outcomes rates and employer job posting statistics, knowing which other data to communicate externally can feel much less certain. Just like us, students, alumni and industry-partners are inundated with information, making what we share as critical as what we collect. This session, designed for small schools, will lead you through a series of reflection activities that will aid you in identifying the most important data points for your unique campus culture and constituents' needs.

Learning Objectives:
Participants will:

  • Obtain ideas for narrowing down current data collection efforts to create a more strategic and mission-driven assessment strategy
  • Identify the most valuable data points for demonstrating value to their key constituents
  • Gain insights into new approaches for data collection

Presenter: Stacy Moore, Director of Career Services, Delaware Valley University 

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Session Group 3: Thursday, August 6, 9:30 AM - 10:30 AM
Preparing and Sourcing College Talent: Trends and Predictions for the Future ALL | DIS | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: What are the trends impacting the preparation and sourcing of college talent? How do these trends impact the work of career services and recruiting professionals? What shifts in perspective and direction do these require us to make? Trends and prediction content will be followed by career services and recruiting professionals engaging in a dynamic discussion to inspire action:

  1. Learning about important issues and trends affecting our profession
  2. Identifying challenges and solutions associated with these trends
  3. Sharing actionable, practical insights and strategies for proactively planning for the future

Learning Objectives:

Learning Outcomes: Increase awareness and knowledge regarding trends impacting the preparation and sourcing of college talent. Explore and develop strategies for proactive planning. Ability to adjust plans and make improvements in light of these trends. Identify strategies employed by peer organizations to improve outcomes at your organization.

Presenter: Matthew Brink, Assistant Executive Director, National Association of Colleges and Employers 

Co-Presenter: Jennifer Lasater, Vice President for Employer and Career Services, Purdue University Global, and NACE President

Be More, Reach More Students: UMD's Career Assignment Integration Project COL | LEC | Location TBD

Description: Connecting career education to the student academic experience is the next “frontier” in the field of career services. By creating a vehicle through which faculty can easily embed career assignments into existing academic courses, the University of Maryland has been able to greatly expand the reach of the University Career Center without hiring additional staff or spending additional funds. The Center is taking a proactive approach by ensuring students are connected to crucial career development information through courses required for graduation. UMD’s University Career Center was recognized as a recipient of EACE’s 2019 Innovation in Program Development Award for our work on campus career assignment integration. Using the Canvas Commons platform, our team has created nearly 30 career assignments that faculty are able to import into their existing Canvas course spaces. Importing these assignments helps faculty deepen student engagement within their existing courses, reaches students where they are (instead of waiting for them to come into the Center) and allows for scalability of our Center’s limited resources on a campus of more than 35,000 students. This session will provide a brief overview of our program including lessons learned followed by a group activity and discussion designed to help participants think through the possibilities of a similar program at their institution.

Learning Objectives:

  • Understand the benefits of connecting career education to academic courses
  • Gain insight into how technology can be leveraged to provide unique, scalable solutions to reach large numbers of students
  • Learn strategies for deploying faculty as career advocates through the inclusion of career assignments in existing courses across academic departments and disciplines
  • Brainstorm how technology could be utilized on their own campuses to create a similar set of resources for faculty and students

Presenter: Rachel Wobrak, Program Director, University of Maryland 

Co-Presenter: Kate Juhl, Program Director, University of Maryland

A Gentle Approach to Uncovering Implicit Bias as Career and HR Professionals ALL | LEC | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: All human beings - and that includes me and you- have an unconscious (implicit) bias. It is not something to be ashamed of and to hide from. Otherwise, it will only continue. It is something we must honestly and humbly admit to. It is something to reveal to ourselves, evolve from it and make ourselves more loving and compassionate persons in the process. This session will address the concept of unconscious bias, help us understand ourselves and our blind spots as we work with our students and constituents. Through reflective exercises, activities and discussions, we will examine our own biases and how it can impact our interactions with others. We will discuss ways to address bias and how these tools can help us work collaboratively in our organizations.

Learning Objectives:

  • To define unconscious (implicit) bias
  • To explore the roots and manifestations of unconscious bias
  • To analyze how unconscious bias may interfere with our service to both constituents and students in our workplace
  • To create strategies to help us become aware of unconscious and implicit bias in our personal and professional lives

Presenter: Christine Cervelli, Associate Director, New Jersey Institute of Technology

Co-Presenter: Dominique Clarke, Associate Director, New Jersey Institute of Technology 

Removing the "International" Filter - Supporting Students for Career Success Through a Global Lens COL | LEC | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: There are 1.1 million international students studying in the US. These students represent different counties and cultures, and each has its own unique challenges and aspirations. Yet, despite students' distinct backgrounds, support for their career search often lacks a differentiated approach. Students seeking to stay in the US face both regulatory hurdles as well as a process that is not designed for them, often consisting of an "international" checkbox in a job search. For those looking to return home, they may lack the resources, familiarity with the job market and network to prepare for successful global career outcomes. During this interactive session, Dan Grace, CEO of Return Path Global, and Hank Malin, Executive Director, Knowlton Center for Career Exploration, Denison University, will discuss best practices in supporting international students in their career search. The discussion will focus on an understanding of key challenges throughout the career journey, supporting international students regardless of preferred destination, and the role of technology in providing personalized guided support.

Presenter:  Dan Grace, CEO, Return Path Global 

Co-Presenter: Hank Malin, Assistant Vice President & Executive Director, Knowlton Center for Career Exploration, Denison University 

Streamline your FDS Data Collection Process COL | LEC | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: Learn about tools and strategies to increase your responses and streamline your data collection process for your First Destination Outcomes. WPI has a year-long outline focused on the best way to time marketing campaigns for outreach, university partnerships, and technologies to maximize responses. We'll discuss ways to create campaigns with email and text messages and brainstorm additional possibilities to reach your graduating class.

Learning Objectives:

  • Reconsider your own outline for data collection and processing
  • Identify opportunities to partner with colleagues across your university
  • Discover technologies to enhance your marketing efforts for data collection.

Presenter:  Allyson Bernard, Operations Specialist, Worcester Polytechnic Institute

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Session Group 4: Thursday, August 6, 11:00 AM - 12:00 PM
The Community College/Non-Traditional Student: Creating an Ecosystem for the College to Career Journey COL | LEC | Location TBD

Description: Persistence, retention, and resilience, are commonly examined and discussed by higher education professionals. With respect to community college and non-traditional students, these three factors give rise to several questions. What unique challenges do these students encounter during their college experience? What can community colleges do in conjunction with their four-year college partners to make the transfer process seamless and easier to navigate for students? How can college/universities provide access and equitable resources to best prepare and engage non-traditional students on the college to career journey? Research and theory supports the student engagement models and practical applications that will be introduced. Collaborative strategies and approaches which target community college/non-traditional students aspiring to get a four-year degree will be presented. Learning outcomes, data-driven observations, and lessons learned along the way will also be shared. In addition, “conversation starters” and transformational dialogue that energizes the student engagement ecosystem will be highlighted.

Learning Objectives: 
Upon completion of this session, participants will be able to: 

  • Understand the characteristics of community college/non-traditional students
  • Identify barriers impacting career readiness for community college students
  • Become familiar with best practices, strategies, approaches, and success criteria that are critical to developing a student engagement ecosystem
  • Develop ways to assess the impact of partnerships with transfer schools

Presenter: Tracey Hanton Assistant Director, Purdue University Fort Wayne

Co-Presenter: Dr. Alicia Monroe, Assistant Director of Adjunct Faculty, Rowan University 

Beating the Odds: How we as Career Professionals can Assist International Students in Landing Positions for OPT, H1B Visas and Beyond? ALL | DIS | Location TBD

Description: We have a growing number of international students who come to study and work in the United States. They have successfully been placed in cooperative education jobs as part of their curriculum. They want to stay here past OPT, but know it's an uphill battle to get an interview, offer and eventually sponsorship. How can we as career professionals assist them at this stage and manage their expectations? How can we encourage employers to look past the hurdles, and see the benefits of offering sponsorship after graduation?

Learning Objectives:

  • Co-op/career professionals will learn how to effectively manage students' expectations, and allow them to focus on what they can control in their job search.
  • Attendees will learn how to advocate for their students, by educating employers about OPT, STEM-OPT, and the benefits of sponsoring candidates for a work visa. They will also hear an employer's perspective on hiring and retaining top talent.
  • Participants will learn from the experiences of former international students who have established their careers here in the US, despite all of the obstacles in their way.

Presenter: Lynn Burke, Senior Co-op Coordinator, Northeastern University 

Co-Presenter: Linnea Basu, Associate Co-op Coordinator, Northeastern University 

Creating Winning Mentor Programs and Other Rainy Day Activities COL | DIS | Location TBD

Description: Can you think of someone whose advice impacted the course of your professional life? If your answer is "yes", you know the importance of mentoring. Imagine where you might be now without ever having had that opportunity to connect. Recognizing that many of our students don't have access to a network of professionals who could provide valuable advice, Seton Hall University's Career Center partnered with Alumni Relations and the College of Communication and the Arts to design the prestigious CHAMP (Communication Honors Alumni Mentor Program) program. Now in its 10th year, this program has created new strategic alliances that provide opportunities for our students, while successfully re-engaging alumni and increasing our employer and faculty partnerships. Since its inception, participation has grown 210%. This model can be replicated, and The Career Center has begun to play a key role in assisting and advising academic areas across the University with the development of career mentor programs that meet the specific needs of their populations.

Learning Objectives:

  • Participants will learn how SHU's Career Center collaborated with Alumni Relations and the College of Communication and the Arts to develop a highly successful and visible mentor program on their campus.
  • They will also learn how The Career Center manages challenges inherent in developing a new program when key stakeholders are outside of the university.
  • The session will challenge the perception that career services professionals are on their own when it comes to creating and initiating new programming.

Presenter: Reesa Greenwald, Career Center Director, Seton Hall University 

Unlocking the Mysteries of Hiring Decisions to Benefit Job Seekers COL | LEC | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: When assisting students with resumes, cover letters, mock interviews, or general job-search questions, have you ever encountered uncertainty or gray areas and asked yourself, "wonder what a recruiter would advise in this case?" We all have a pretty good sense of what should be on a resume and what job seekers should say in job interviews, but wouldn't it be nice to get inside the heads of recruiters and hiring managers? (Figuratively, of course!) In late 2019, Rich Grant took a three-month sabbatical from his university to explore the hiring process and decision making from the employers' perspective and how they use tools such as their ATS. During his hiatus from his regular job as a career advisor, Rich attended career fairs, webinars, and a recruiting conference, participated regularly in social media interactions, including Twitter chats and a recruiter group on Facebook, and talked in person or on the phone with dozens of recruiters and hiring managers. Recruiters and hiring managers are the gatekeepers to success for job seekers, and Rich's goal was to find out what makes them tick in order to formulate resources and strategies to help students and recent grads more easily open the gate to success. In this session, Rich will share survey results, quotes and stories from recruiters, and the main takeaways from his research and numerous interactions with recruiters and talent acquisition pros. From everything he learned, Rich revised his career advising approach which he will share as well.

Learning Objectives:

  • Have a more comprehensive understanding of the employment recruitment process and what's important to hiring decision-makers
  • Be in a position to provide better career advice to students and recent graduates by having more confidence about what recruiters and employers consider in selecting job candidates
  • Walk away with 2 handouts to reinforce session learnings: a career advising checklist and a list of resources

Presenter: Richard Grant, Career Advisor, Southern New Hampshire University 

Creating a Career Development Culture on Campus COL | LEC | Location TBD

Description: Do you work on a campus where the culture is "The Career Development Center handles that?" At a time when parents and prospective students are concerned with ROI, the Career Development Center team at Saint Joseph's University identified the need to provide students, especially in the College of Arts and Science and Health Studies and Education, with career education delivered in the classroom. Through partnerships with faculty and academic departments, the Center was able to create, implement and assess strategic programs that ranged from in-class virtual alumni networking events to a semester-long career seminar course. This session will help you identify how to build faculty partnerships and how to create impactful programming that will benefit students and help strengthen relationships on campus.

Learning Objectives:

  • To help identify faculty partnership opportunities where Career Development Centers can shift the career culture on campus
  • To gain an understanding of how to build out programs that partner with faculty that are highly successful and can be implemented by the career center
  • To show how to take a team approach to build a career course that maximizes staff strengths and minimizes the individual workload
  • To show data that supports the growth students will experience when they take a semester-long career development seminar class

Presenter: Trish Shafer, Executive Director of Career Development, Saint Joseph's University

Co-Presenters:

  • Christine Falcone, Assistant Director & Pre-Law Advisor, Career Development Center, Saint Joseph's University 
  • Lisa Hansinger, Career Counselor, Career Development Center, Saint Joseph's University
  • Scott Rappaport, Associate Director, Career Development Center, Saint Joseph's University 
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Session Group 5: Thursday, August 6, 1:45 PM - 2:45 PM
Reflect, Recognize, and Reaffirm: Collaborating to Create Space for Students to Make the Most of Experiential Learning COL | DIS | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: Have you struggled to sell your students' values and skills to employers? Have you ever found yourself describing your students as passionate and hard-working, all the while knowing that every other campus is likely saying the same things? We know our students are exceptional, but we need to foster environments and opportunities for students to learn how to articulate their strengths and skills themselves. Many students understand the value of completing internships from a resume-builder perspective but struggle to reflect on the true meaning of their experience and apply their development of competencies to new experiences. Through our work with the Central NY Career Development Association (CNYCDA), we designed regional Internship Showcase events with 7 Central NY institutions to foster student articulation, develop important competencies, and heighten affinity of students to their campuses. The Internship Showcase is a competition-style event where 20 students give 3-minute presentations to a diverse panel of judges, their peers, employers, and alumni. This session will take participants through their own analysis of their students and campus cultures with interactive reflection activities. With presenters that have a bias for action, you'll leave with plenty of ideas and food for thought for how to adjust the Internship Showcase concept for your own campus. Presenters will cover event goals, recruitment, application process, logistics, presentation guidelines, budget, and assessment with participants: everything you need to get started!

Learning Objectives:

  • Reflect on and synthesize current structures and practices on the participants' campuses surrounding the practice of reflection and competency articulation after experiential learning opportunities
  • Learn how CNYCDA has synthesized the needs of 7 Central NY colleges and universities to envision, create, and execute successful Internship Showcase events
  • Collect specific tools for the facilitation of an Internship Showcase for participant use later
  • Brainstorm and explore adapted applications of the Showcase to participants' corresponding work environments

Presenter: Cheryl Rotyliano, Assistant Director of Career Engagement, Ithaca College

Co-Presenter: Tina Cooper, Internship/Co-op Site Coordinator, The State University of New York at Oswego

A Comprehensive Student Employment Program: Practice for Professionalism COL |  LEC | Location TBD

Description: This session highlights the development of a comprehensive Student Employment Center Program at a small, private liberal arts institution. Attendees will gain insight into why a Student Employment Center Program is valuable at schools that are diverse in their enrollment with larger populations of first-generation students and lower socioeconomic status admits. Participants will learn how a strategic initiative at the college unfolded through the collaborative work of the Career Planning Center, Human Resources team, and buy-in from campus faculty and staff supervisors of student employees. The session will outline 3 years of the Student Employment Center Program from its initial development and the changes/updates which have resulted from data collection and feedback from students, supervisors, and community/employer partners. The session will detail how Career Competencies have been embedded in student employment training which is required to work on campus and how the competencies have been infused into student employment performance appraisals.

Learning Objectives:

  • Identify how attendees can infuse Career Competencies into their programs on campus
  • List potential campus partners to help them enhance their department efforts
  • Recognize ways to engage with external constituents to enhance their programs without exhausting more time or financial resources
  • Develop a method for streamlining data collection for programming to tell a compelling story to campus partners and community members

Presenter: Candice Sierzega, Executive Director, Career Planning Center, Cedar Crest College

What's in a Name: A Panel Discussion on the LatinX(a)(o)/Hispanic Community ALL | PAN | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: Throughout the world, there are members of the LatinX community who have achieved great accomplishments but may not have been recognized even within their own communities. Our session will begin with an introduction of a few from academia and the corporate arenas, who have contributed despite the stigmas, barriers, and challenges that still exist. We will define and explain the differences between the various terms used to identify members of the Latino(a), Hispanic, and LatinX communities. What do these labels mean and where are they derived from? Are you aware that not all are accepting of the term umbrella LatinX? Are you knowledgeable of some of the stigmas a LatinX person faces? This session will be packed with stats and stories describing what we define as LatinX culture, addressing stereotypes/stigmas, challenges/barriers that members of this community continue to face. Also, we will explore the importance of career and non-career related community supports such as academic and professional development organizations. The panelists will describe how they define themselves, what terms they use and struggles they may have in expressing multiple identities to which they may belong. Each panelist will offer what LatinX community supports and resources that have helped them along their career journey. Also, they will describe their personal stories of successes and triumphs. Attendees will walk away with a plethora of information about the LatinX community, resources to support them, and what they can do as individuals to embrace this diverse group in their environments.

Learning Objectives:

  • Introduce and profile successful but potentially unknown LatinX people from academia and corporate environments
  • Provide definitions of the terms: Latino(a), Hispanic, and LatinX, including the interpreted meanings of the different terms and how each label can affect or may be perceived by the various populations
  • Describe LatinX culture, addressing any stereotypes and explaining the importance of non-career related community support. Identify key career barriers and challenges of the LatinX community and how to provide supportive resources for their journey (student, intern, employee and manager perspectives)
  • Offer insights from 4 LatinX professionals who have experience managing their careers in environments where there is minimal LatinX presence and sometimes little support

Presenter: Rosa Santana, Assistant Director, Berkeley College

Panelists:

  • Jairo Borja, President, Borja Consulting
  • Melissa Baralt, Professor, Berkeley College
  • Sally Bartas, Director of Talent Development, Diversity & Inclusion, Stanley Black & Decker, Inc.
  • Elvis Santos, Career Counselor, Berkeley College 
Using Organic Career Conversations to Destigmatize Career Planning COL |  DIS | Location TBD

DescriptionIn a world where ghosting and FOMO are the norm, student anxiety is at an all-time high, and staff are being asked to do more with less, taking a nontraditional approach has become a necessity. This session will tackle the idea that students are eager and willing to engage in career planning if the time and environment are right and challenge the concept that career conversations have to be 100% formal to be effective. By discussing four key initiatives, the benefits of organic career conversations will become apparent and participants will be prepared to brainstorm ways to make "career" feel more approachable on their campus.

Learning Objectives:

  • Consider students' perceptions of their institution's current practices to identify strengths and areas of grow
  • Brainstorm and implement creative initiatives to help normalize the idea of career planning on campus
  • Demonstrate the value of organic career conversations to stakeholders on and off campus

Presenter: Ally Baldwin, Assistant Director of Career Services, Wheaton College

Assessing Student Engagement in a Lean Resource Environment COL |  LEC | Location TBD

Description: In a time when college departments need to prove their value, can you? Learn best practices from two professionals who use Handshake to optimize the assessment of student engagement and share their findings with faculty and campus partners. You will walk away with a clear understanding of the assessment process, how you can start this process today, and what you can do to connect and share your results with campus partners.

Learning Objectives:

  • Identify best practices for collecting, analyzing, and presenting department data to meet yearly goals
  • Describe how to share results of the assessment with campus partners to increase student engagement and meet department goals

Presenter: Kelsey Craig, Career Coach, Temple University, College of Science and Technology 

Co-Presenter: Rose McGinnis, Director of Student Professional Development & Undergraduate Research Program, Temple University, College of Science and Technology

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Session Group 6: Thursday, August 6, 3:00 PM - 4:00 PM
Generation Z: Tapping into Today's Fastest-Growing Workforce EMP |  DIS | Location TBD

Description: Today, Generation Z accounts for nearly a quarter of the global workforce, and with memes like #OKBoomer cropping up, the intergenerational divide is becoming the challenge of 2020. In this session, Bill Bennett will use proprietary and outside research to debunk some of our commonly held and negative myths about younger generations and show how any generation can best lead, engage and work with any generation. What are their expectations, how do you respect those and coach to greater success?

Learning Objectives:

  • Prepare for the influx of Gen Z workers by understanding their needs, wants and expectations at work
  • Coach effectively from any generation to any generation
  • Develop a culture of coaching at work to help all employees overcome generational differences

Presenter: Bill Bennett, CEO, InsideOut Development

Unpacking the AI Hype ALL |  DIS | Location TBD

Description: Suddenly science fiction seems to be coming off the page and screen and into our offices and lives. We're told AI will take away our jobs, or it will free us from the burdens of work. Systems are built to reduce human bias, yet in many areas bias remains or gets worse. If it all feels overwhelming, or you're not sure where to start, this session will get you up to speed with a brief primer, then we'll pivot to a group conversation to discuss experiences, hopes, and fears around AI and to crowdsource ideas on the future we want to make.

Learning Objectives:

  • Deepened understanding of what AI and related technologies are and are not
  • Awareness of social and ethical issues arising from advances in AI and related technology
  • Ability to apply 1 & 2 to personal, office, and institutional decision making

Presenter: Chris Miciek, Director, Jefferson University 

How to B-More of a "Data Person" (Yes, it's Possible!) ALL |  DIS | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: What if I told you that YOU--yes, you--could be a data genius? We know that informing a strategic planning process with data has always been a best practice. But now, in a landscape of changing enrollments, increased demands, and sometimes decreased resources, it's become more important than ever to harness past evidence whilst planning for the future. It's imperative, now, that we knock down the presumption that data analysis and assessment should be relegated to one designated "data person" or a responsibility added to a staff member's already full-plate. In this session, you'll learn how someone with a background in psychology and education found a love of using data to tell a story - and the (low- to no cost!) tools that helped along the way. We'll discuss the process of strategic planning through the lens of letting your why's (the data) inform your what's (the plan) and how's (the strategy). And, by sharing examples of how this lens helped transform strategies for employer relations initiatives, career development programming, and office operations, you'll see how everyone can get in on the assessment fun (it IS fun, I promise)!

Learning Objectives:

  • Understand the impact of quantitative data on the strategic planning process 
  • Learn tools to gain skills in assessment and data analytics, without a degree 
  • Develop a process for using office technology and reports to identify a problem and create a data-driven solution 
  • Identify ways in which each member of a team can own their own assessment project

Presenter: Amy Smith, Associate Director of Employer Relations, New York Institute of Technology 

Autism2Work Workforce Readiness ALL |  DIS | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: Elaine Barber, Learning and Development Manager for Autism2Work's (A2W) practice will present the innovative and successful workforce readiness and assessment interview model established for candidates with autism spectrum disorder (ASD). Through this process, A2W pairs qualified candidates with carefully matched jobs in IT and business operations. Not only is the recruiting, selection and training of team members with an ASD modified, but also the cultural integration, on-the-job supervision, skill development and performance management once hired. Rhonda Melville-Belford, A2W Practice Operations Manager will detail the methods and day-to-day operations of the on-the-job supervision, skill development and cultural integration utilized. All A2W team members are Certified Neurodiversity Professionals through the International Board of Credentialing and Continuing Education Standards.

Learning Objectives:

  • Provide an understanding of the hiring and employment process for college professionals and career developers to present to students with ASD who are interested in careers in IT and Business Solutions
  • Provide an understanding of the on-the-job supervision, skill development and cultural integration of A2W team members with ASD

Presenter: Elaine Barber, Autism2Work Learning & Development Manager, Computer Aid, Inc. 

Co-Presenter: Rhonda Melville-Belford, A2W Practice Operations Manager, Computer Aid, Inc.

Coming Back to the Nest: Successful Alumni Engagement Drives Career Outcomes COL |  LEC | Location TBD

Description: Engaging alumni is a win for colleges in their own right. But engaging alumni to build recruiting opportunities and empower student success is an even bigger victory. Here at Endicott, we focus on building relationships with alumni to scale delivery of career education and networking opportunities for students as well as to create education and networking opportunities for students, as well as to create recruiting relationships with organizations that may not have considered us as a source for talent. After implementing a successful mentoring program, we wanted to increase the number of alumni who partnered with career services, as well as increase student to alumni connections. Initiatives include Industry Exploration Nights featuring an alumni panel highlighting a specific industry or topic (examples: Future of Work, Companies with a Cause, Industry Disruptors); Career Labs, featuring alumni to teach career-related skills in an interactive manner (ex: Storytelling, Interviewing); Career Treks with alumni in NY/CT hosting visits to their companies. In addition, we are currently scaling our mentoring program to include flash mentoring. When selecting panelists or speakers, we are strategic in targeting alumni at companies we want to engage with. This has resulted in premiere companies opening internship, co-op and full-time opportunities for our students. Learn about and strategize creative ways to leverage alumni on your campuses to deliver quality career education as well as to open the doors to recruiting relationships.

Learning Objectives:

  • Obtain ideas for narrowing down current data collection efforts to create a more strategic and mission-driven assessment strategy
  • Participants will identify the most valuable data points for demonstrating value to their key constituents
  • Participants will gain insights into new approaches for data collection.

Presenter: Dale McLennan, Dean of the Internship and Career Center, Endicott College

Co-Presenter: Brenda Campbell, Director of Employer Relations, Endicott College

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Session Group 7: Thursday, August 6, 4:30 PM - 5:30 PM
Get Hired Up: A New Twist on Career Ambassadors COL |  LEC | Location TBD

Description: Career Centers have to react to the fact that less than 20% of Generation Z students will utilize email for their academic lives (Campaign Monitor, 2019) and we have to learn to meet students where they are at - on social media. Imagine what can happen when you further engage current undergraduate students in spreading brand awareness for you, your goals, and promoting your events. What does active recognition of and engagement with the Career Center events look like for students? During the Summer of 2018, Merrimack College developed a student-based program designed to fill this need.

Learning Objectives:

  • Identify avenues for highly-effective student participation and leadership in the office's marketing strategy which can increase the social media presence of the Career Center across campus
  • Take away examples of how student ambassadors can become campus social media influencers within just one academic year by learning more about Generation Z
  • Acknowledge the cross-over between various formats of Student Ambassador programs within the Career Services world and which format will be the best development opportunity for students on campus

Presenter: Shannon Zelek, Employer Relations Specialist, Merrimack College 

Cancel Culture, Careers, and the Future of Work ALL |  DIS | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

DescriptionExperiential learning opportunities and internships are designed to give students an opportunity to build their skills in a professional setting while being allowed to experience and overcome failure. However, the emergence of "cancel culture" has created an environment that may threaten learning opportunities and outcomes for both students and employers. It has become imperative for career development providers and supervisors to adapt to these new cultural norms in the workplace. Resilience, comfort with ambiguity, and critical thinking will be key competencies for the future. Looking at some case studies based on real-world student internship experiences, this session will focus on how to support and advise students who may have a "cancel culture mentality” or be victims of it themselves. Since practitioners must also be aware of how their own biases and experiences shape the conversation around workplace culture, resources for self-awareness and broader trends in student experience will be shared. American workplaces are experiencing seismic cultural shifts in how employees are protected and developed, though they are not necessarily keeping pace with the expectations of students. Campus is often a structured, supportive space designed to foster speech, agency, and fairness. The challenge this session will address is how to help students transition from success in an academic environment to success in workplaces that can be ambiguous, involve significant and repeated failure, and can often be perceived as unfair.

Learning Objectives:

  • Analyze case studies and understand the impacts of cancel culture for both students and employers.
  • Identify and review key competencies for the future of work
  • Understand the intersection between cancel culture and the competencies for the future of work, including how this will impact advising or supervising.

Presenter: Christopher Mesaros, Senior LEAD Instructor, The Washington Center for Internships and Academic Seminars

Co-Presenter: Michelle Salmiery, Lead Instructor, The Washington Center for Internships and Academic Seminars

Cultivating Career Readiness Abroad: Career Exploration and Professional Development in the UK COL | LEC | Location TBD

DescriptionThis session will address how study abroad can empower students to develop and articulate competencies identified by the National Association of Colleges and Employers (NACE) to be essential for young professionals. We will discuss a case study that provided students the opportunity to identify, develop, and articulate career competencies not only outside the classroom but outside the country while being able to acquire an international perspective on career development and the workplace. Through this session, you'll learn more about how Towson University and Global Experiences partnered to pilot the first career education class abroad from program design, recruitment, logistics and implementation. Kelly and Katie will reflect on the successes and challenges of career education abroad and how you can start thinking of integrating career readiness into opportunities at your university.

Learning Objectives: 

  • Increase knowledge and understanding of the NACE Career Competencies
  • Receive examples of how NACE Career Competencies can be integrated on campus as well as abroad in an international experiential program
  • Engage in dialogue with co-presenters and fellow attendees about how to integrate career competencies in their education abroad practices

Presenter: Casey Miller, Associate Director of Career Education, Towson University 

Co-Presenter: Kelly Holland, Director of Institutional Relations, Global Experiences

Resilience in the Job Search ALL |  DIS | Location TBD

Description: In a culture that thrives on instant gratification, how do we prepare students and prospective candidates for the reality, that they may not get the job of their dreams upon graduation or they may not get a job right away? Instead, it may take them months to secure a position. At times, they will get rejected and be discouraged. When they land the job, they may even experience disappointment early on. These new, young professionals will face difficulties with their job search, but how will they respond? Will they bounce back or will they fall under the weight of their expectations and potential entitlement? The key to a successful job search is being properly prepared in resilience. Educating students and prospective candidates on resilience must become a priority not only to career development professionals but employers alike. By sharing personal testimonies, research findings, and practical resilience strategies, workshop attendees will have a better understanding of what resilience is and how to implement techniques into their Career Centers and workplaces.

Learning Objectives:

  • Be able to identify what resilience is while knowing how to execute practical resilience strategies personally, and share them professionally
  • Have a more robust understanding of Generation Z that informs both their hiring processes and career curriculum
  • Be able to more effectively educate students and prospective candidates on realistic expectations in their job search

Presenter: Aubree Robitzer, Career Coach, DeSales University 

It Takes a Village: Empowering, Educating, and Activating our Campus Communities to Foster Career Readiness COL |  LEC | Location TBD
This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®. 

Description: Students are engaging in career conversations beyond the walls of Career Centers. They are finding their mentors, network, and supporters outside of the Career Center that will help provide guidance in their career decisions. In an effort towards scalability and consistent messaging surrounding employability and career readiness, the University of South Carolina created the Career Champion program almost 3 years ago. Our training provides faculty/staff an understanding of career development to enhance and empower career conversations with students. During this session, we will provide an overview of the program, our assessment data to date, and our plans for the future. We will also discuss our effort towards building a career ecosystem and how the Career Champions program is vital. We hope to expand the participant's expertise by exposing them to the framework and methods that have been successful for the three levels of our program. This session will include our assessment data taken since the inception of our program. The data we have gathered makes a strong case that programs such as the Career Champion program, make an impact on our campuses. We will also discuss how the Career Champion program has propelled us to create a Career Readiness Framework for our office. We will share this framework and discuss where faculty/staff fits and why their role as Career Champions is so important. Our message is that career readiness is everyone's responsibility and we hope to encourage this message on other campuses and help them strive towards a career ecosystem model.

Learning Objectives:

  • Gain an understanding of the current landscape around scalability and the career ecosystem approach
  • Learn best practices as gained from the University of South Carolina Career Champions program
  • Identify potential challenges and opportunities in introducing a program like the Career Champion training on your campus
  • Learn how to start and enhance a program like the Career Champion training on your campus and the necessary steps to do so

Presenter: Ashley Byrd-White, Assistant Director for Career Education, University of South Carolina 

Co-Presenter: Mark Anthony, Senior Associate Director for Career Development & Experiential Education, University of South Carolina
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