This program is valid for 7.00 PDC for the SHRM-CP® or SHRM-SCP®. 

SHRM credits are available on an individual session-by-session basis. Sessions eligible for SHRM credit are noted in session description. The program ID for self-reporting will be available on the last slide of each session presentation. Registrants can earn an additional four (4) credits by watching the SHRM-approved recordings of the concurrent sessions you missed during the conference.

The use of this seal confirms that this activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval. (8.00)

HRCI credits are not eligible on a session-by-session basis. Only those who attend eight (8) hours of educational sessions will be provided the program ID for self-reporting. The closing panel and all break-out sessions are eligible for HRCI credit. Program ID will be emailed to those qualifying within two (2) weeks following the conference.

Session Group 1: Wednesday, June 23, 11:15 AM - 12:15 PM
Session Group 2: Wednesday, June 23, 1:45 PM - 2:45 PM
Session Group 3: Wednesday, June 23, 2:45 PM - 3:45 PM
Session Group 4: Thursday, June 24, 9:00 AM - 10:00 AM
Session Group 5: Thursday, June 24, 11:15 AM - 12:15 PM
Session Group 6: Thursday, June 24, 1:15 PM - 2:15 PM
Session Group 7: Thursday, June 24, 2:30 PM - 3:30 PM

Target Session Audience:

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

Session Type:

• DIS = Discussion
• LEC = Lecture
• PAN = Panel
• REV = Career Resource/Topic Review

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

Description: As a FORTUNE 500 company and one of the ten largest investor-owned utility companies in the United States, we are committed to providing essential energy in extraordinary ways, and we deliver. We are also committed to a diverse and inclusive culture. Inclusion goes beyond the numbers. We have been on a continuous journey to build an inclusive culture at PPL Corporation. While there is more work to do, we believe we have had some success. You may learn some employer relations tips and best practices we have experimented with along with our university partners. We are happy to share our story and our approach.

Learning Objectives:

• Top leadership support
• Strategies that work
• Employer relations tips

Presenter: Brian Case, Manager - Corporate Talent Management, PPL Corporation

This session is sponsored by Vector Marketing Corporation.

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. The Get Hired Up Student Campaign allows for our students to develop necessary skills across any discipline: digital technology, critical thinking, oral communication, and professionalism. They become leaders among their peers through the growth in knowledge and experience of working with our professional staff. Students build their skills while doing grassroots marketing for the career center and our services - resulting in a win for all. Within this session, we will highlight what went into the inaugural year of the campaign, how we managed our resources wisely, and what year two transformed our program into. Year three started amid covid and a hybrid campus which changed the overall look of the program but maintained its traditions in the purest sense. This is applicable to campuses of any size and can align well with current Peer Career Advising models.

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 your campus.

Presenter: Shannon Zelek, Assistant Director, Employer Engagement, Merrimack College

Description: Have you ever connected with a campus partner and learned that they presented the same or similar career workshop that you did? Prior to developing Career Leads, the opportunity to strategically partner, leverage one another's strengths and draw a larger audience through shared marketing was missed. Also, precious time and energy were wasted by duplicating efforts. By pulling together career leads from multiple units across Drexel University money was saved on redundant software tools, and resources were shared and enhanced to develop stronger career guides. Through these established and nurtured partnerships, a fall collaborative university-wide workshop schedule was created to ensure strategically planned events were coordinated, better marketed, and in return positively impacted attendance rates. Through trial and error, the Drexel University Career Leads team has struck on best practices to make your university career programming and strategic planning successful. In this session, you will learn who to include, how to organize participation for strategic partnerships to grow and ways to tap into the collective strength across campus to have greater student, alumni and employer impact, even while budgets are tightening.

Learning Objectives:

• How to create a community of Career Leads for your university
• Best practices to maintaining robust participation
• Methods for utilizing your collective strengths for cost savings and greater student impact

Presenter: Nicole Dalberto, Associate Director of Career Services, Drexel University, Steinbright Career Development Center

Co-Presenter: Lauren Karch, Associate Director, Professional Networks and Career Development, Drexel University, Office of Institutional Advancement, Alumni Relations

Description: Distinct from general education programs that either offers a menu of area requirements or, at the other extreme, rely on an open curriculum, Connecticut College's Connections program guides students through a 4-year developmental process of enhanced integrative thinking and interdisciplinary problem-solving. Within Connections, students learn to craft a personalized research inquiry that draws on courses across the curriculum, off-campus engagement in study away and/or internships and culminates in a capstone presentation at an All-College Symposium in their senior year. Woven into Connections, the Hale Center for Career Development created a 4-year developmental model for career exploration - the Career Action Program (CAP). Right from the start, students work with a career adviser in their first-year seminars and explore the linkages between their developing academic interests and relevant career pursuits. They also take a for-credit 7-week Career Preparation Course that teaches students the basics of career exploration, networking, storytelling, and professionalism. They then proceed to Advanced Career Engagement (ACE) opportunities with alumni, employers, and community partners. As they complete each aspect of CAP, they unlock flexible funding options to support job shadowing, internships, and skill development. CAP contrasts with more traditional funded internship programs that only release funds after the junior year. In this way, it allows students to build increasingly sophisticated career skills through accumulated knowledge and experience in conjunction with their academic development. At each juncture of CAP, students are expected to reflect on their career learning and its relationship to their academic study.

Learning Objectives:

At the end of this session, participants will:

• Learn an innovative approach to general education that applies a developmental model to cultivate integrative thinking and interdisciplinary problem-solving.
• Learn how to partner with stakeholders to create an innovative approach to designing a 4-year developmental model to career development
• Hear how a credit-bearing course can be engaging and challenging for students.
• Hear examples of how targeted career support can lead to successful outcomes.

Presenter: Persephone Hall, Hale Family Director, Hale Center for Career Development, Connecticut College

Co-Presenters: 

• Loretta "Lori" Balantic, Director, Hale Center for Career Development, Connecticut College
• Jefferson Singer, Dean of the College, Connecticut College

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

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 it 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 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 to 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, Touro College

Description: As career educators, we know the importance of students visiting their Career Services office early and often. However, students, faculty, and other higher education professionals sometimes do not. It can be challenging to find new and creative ways to engage undergraduates in the career development process. At Arcadia University, we found great success in developing an online interactive, self-paced, step-by-step program called the e3 Career Action Plan to give undergraduate students a virtual career development roadmap with built-in career development content. Broken into three categories of explore, engage and embark, e3 helps students develop skills to stand out in a global job market, connect and network with employer partners and reduce confusion and anxiety around students' career direction. Students receive incentives during the program, and upon completion, they receive an e3 Professional Development Certificate. During this session, we will show you the e3 Career Action Plan in detail and instruct you on building a similar program, gaining buy-in from various campus partners, and hearing from a student who helped develop and complete the program.

Learning Objectives:

• Career Professionals will learn how to create content for students to engage in an online environment
• Career professionals will learn how to develop their Career Action Plans for their respective schools.
• Career professionals will learn how to engage students, faculty, and employer partners in their Career Action Plan.
• Career professionals will learn how to assess their Career Action Plans for effectiveness.

Presenter: Maureen Brown, Assistant Director for Employer Engagement, Arcadia University

Co-Presenter: Maeghan Myers, Graduate Assistant, Office of Career Education, Arcadia University

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

Description: While campus climates have gotten warmer for LGBTQIA+ students, it's important to recognize how their overall life experiences may impact their confidence levels, ability to showcase their skills and hinder their cultural capital. This program provides a holistic view of how the Temple University Career Center developed initiatives to support and empower the LGBTQIA+ student population by collaborating with campus and employer partners. By participating in this program, you will leave with tangible strategies for starting and building LGBTQIA+ career-related resources.

Learning Objectives:

• College staff and employers will learn and better understand the employment and personal barriers that affect LGBTQIA+ students relating to the workforce.
• College staff will learn how to build the best university partnerships focused on helping LGBTQIA+ students succeed.
• College Staff will learn methods and best practices for empowering LGBTQIA+ students interested in joining the workforce.
• College staff and employers will learn about companies, organizations and tangible resources focused on empowering and employing LGBTQIA+ individuals.

Presenter: Samantha Munsch, Assistant Director of Internships and Experiential Education, Temple University

Attract, Recruit, and Retain Top International Talent

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

Description: Do employers need to sponsor international students? Under OPT, STEM OPT extension, and CPT, the hiring process for international students is no different than for domestic students. During this session, the presenters will walk employers and career services offices through the process of hiring international students. From CPT and OPT to H-1B and green cards, employers and career services administrators will understand in-depth the options available to them. There is an abundance of top-notch international talent in the market- employers should take advantage of the opportunity to diversify their workforce. Career services, on the other hand, need to better educate employers on the process and logistics of hiring international students.

Learning Objectives:

Participants will:

• Understand the process and logistics of hiring and retaining international students with minimal effort
• Build a proactive strategy to hire international students as part of your diversity initiatives
• Learn all the benefits and drawbacks of hiring international students
• Learn what a streamlined higher-ed infrastructure for international student looks like

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

Co-Presenter: Aaron Blumberg, Partner Attorney, Fragomen

Description: Doing more with less. Knowing yourself to best serve your students during changing times; these are the phrases that best summarize this dynamic session. Changing times call for shifts in practices, policies and procedures. Bloomfield College shares its best practices as a small college during this time of transition. We share a strategic approach to merging career counseling, academic coaching and advising for improved student retention, graduation and employability.

Learning Objectives:

• Specific reorganization steps initiated to support and share best practices: The Center for Student Success & Academic Advising and Career Services merge, uniformed coaching expectations
• Strategic ways to serve the same amount of students with fewer resources and with the same quality: cross-training of staff for cross-functional responsibilities
• Creative and strategic engagement: electronic resources, professional partnerships
• Offering opportunities for a Summer Program
• Continued Engagement from faculty and staff

Presenter: Leah Brown-Johnson, Executive Director, Bloomfield College

Co-Presenters: Lisa St. Hilaire, Interim Director, Bloomfield College

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

Description: Looking forward to recruiting at SNHU even more now! I wish I had such good connections in all of my schools as I do with SNHU! These sentiments come from the Peace Corp, a valued employer partner of SNHU. How do you make partners love your organization? Through intentional virtual community building. The same principles applied in learning communities as it relates to student engagement are transferable to employer relations within Career Services. SNHU Career Services sought to develop a new community of employers and learners through a recurring exchange series in the mid-Atlantic region. Those that would benefit from virtual community building would be the learners, employers, and the institution through the creation of partnerships for strategic initiatives. Join Angelique Kim, mid-Atlantic Employer Relations Partner for SNHU and Megan Keil, Regional Recruiter - Extreme Northeast for the Peace Corps, as they share lessons learned, best practices, examples, and outcomes of virtual community building.

Learning Objectives:

By attending the session, attendees will:

• Gain lessons learned and best practices in creating virtual communities
• Be provided with examples of virtual community building and outcomes
• Gain an understanding of community building theories as applied in employer relations.

Presenter: Angelique Kim, Mid-Atlantic Employer Relations Partner, Southern New Hampshire University

Co-Presenter: Megan Keil, Regional Recruiter - Extreme Northeast, Peace Corps

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

Description: This presentation will provide the audience with a quick review of the Design Thinking Process and how staff applied it to the ODU Career Fair. The presenter will:

• Provide an overview of ODU career fairs, host an interactive discussion on the pros and cons of a face-to-face event during COVID
• Lead the audience through a design thinking exercise using the career fair as the focus
• Showcase visuals, review data, and demo tools used to host the events
• Review the developmental needs of students attending career events
• Provide feedback on the experience and share recommendations on what we would change
• Spark a group discussion for the remainder of the time that should result in ideas for future events and programs for the participant

Learning Objectives: 

• This session aims to introduce a hybrid model for hosting an in-person and virtual career fair for students.
• Attendees will get the opportunity to review other options regarding career events.
• The examples that will be given should help attendees understand the practical applications of the Design Thinking Process.

Presenter: Saranette Williams, Associate Director of Employer Programs and Development, Old Dominion University

Description: H.O.P.E. - Keep The Flame Alive! High in energy, humor, interactive and musical, highlighting the boundless benefits of building HOPE. To imagine, aspire, and succeed, we need to ask, "Are you still inspired, challenged, motivated?" Simply said, in the current climate we all find ourselves in, you can still change the community to make the world a better place. But first, we need to rejuvenate ourselves, with simple steps and positive strategies to refresh our mindset. Larry presented for TED Talks, twice, related his story of challenges with his deafness, as the founder of the largest playground in NJ, and pursuing happiness by focusing on positive thought processes. The HOPE is to inspire you to walk away with effective approaches for your own purpose and fulfillment. The learning objectives include strategies to translate your wow factor and your story, initiate ideas to fruition to make a difference in the world as a leader or advisor, sharpen our sensitivity to disabilities and rediscover your passion with the Wheel of Hope activity. The goal is to feel energized, to simplify complications by being the problem solver, set up your next steps, and see a tremendous difference with your own productivity, branding, and positive attitude. You've got to Keep The Flame Alive. Make it happen now! Come over and attend H.O.P.E "Happiness, Optimism, Positivity, Enlightenment!"

Learning Objectives: 

• Strategies to translate your wow factor and your story
• Initiate ideas to fruition to make a difference in the world as a leader or advisor
• Sharpen our sensitivity to disabilities
• Rediscover your passion with the Wheel of Hope activity

Presenter: Larry Jacobs, Program Director, Rutgers University, New Brunswick, NJ

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

Description: Based on the popular book: Ugh!?! Not Another Diversity Book: When Multicultural Competence Meets A Real Reality, this training will shift your paradigms regarding racism, prejudices, stereotypes, women's issues, differences in gender, inequity, intersectionality, and media. Designed for diverse institutions or organizations, this fully engaging and interactive session is facilitated using games, activities, role-plays, and social experiments that will help challenge and develop the participant's mind and soul. Nothing is taboo. It pulls no punches and puts anything and everything on the table. This session will address anyone who desires to experience life through the eyes of others. Come to enjoy, share and experience D.A.P.

Learning Objectives:

Participants will:

• Engage in experiential learning in the domains of gender, race, ethnicity, religion, physical ability, sexual orientation, language, age, and social class towards an analysis of equity
• Explore challenges that surface amidst interactions between people of different backgrounds, world views, environmental opportunities, and how social contexts exacerbate or reduce those challenges.
• Participate in thought-provoking, fun activities in large and small groups that will challenge thinking, understanding, society views and personal experiences.
• Be able to demonstrate an understanding of relationships in diversity, inequality, and social, economic, and political power both in the United States and globally.
• Be able to demonstrate an understanding of relationships in diversity, inequality, and social, economic, and political power both in the United States and globally.

Presenter: Justin Brown, CEO and President, Diversity Awareness Program

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

Description: Stevens Institute of Technology, along with 180 higher education institutions, have participated in the Career Readiness Project (as of submission) resulting in 40,000 comprehensive Career Readiness Reports focusing on students’ work-related behaviors, the 8 NACE competencies, the Ability to Work Remotely—and how students rate themselves compared to their evaluators.

Learning Objectives: 

• Identify competencies employers deem ‘most essential’ and compare with student proficiency levels based on evaluator ratings—and student self-assessment ratings
• Explore how Stevens Institute of Technology students compare to a national sample of students and 87,000 job candidates rated on the same behaviors—and how they compare to engineering students nationally
• Discuss findings of the new measurement developed by SkillSurvey I/O Psychologists in Spring 2020 as the pandemic permanently changed work experiences: the ability to work remotely

Presenter: Randy Bitting, Head and Co-Founder of Career Readiness, SkillSurvey

Co-Presenter: Jill Milon, EACE President-Elect

Description: Having a mentor is one of the largest contributing factors to a student's career success, providing guidance, insight, and access. It's even more important today. But how do we as career center professionals facilitate the development of those relationships between our students and professionals, all while juggling the many other things on our plates? Hear how two professionals from the University of Delaware Career Center successfully executed a Mentoring Program for their students, and learn how you can too, regardless of size or budget! Participants will also be given access to a Mentoring Program manual complete with timelines, email templates, registration forms and our monthly guide to newsletter topics and points of interest.

Learning Objectives:

• Develop an adaptable mentoring program structure based on strategic priorities of the career center & university in supporting students.
• Successfully execute a mentoring program scaled to their university and continually engage program participants in an enriching experience.
• Evaluate program effectiveness in increasing the career readiness of student participants to inform future program improvements.

Presenter: Amber Ridgeway, Career Counselor, University of Delaware

Co-Presenter: Jenni Kaper, Assistant Director, Employer Engagement & Events, University of Delaware

Description: The National Association of Colleges and Employers (NACE) leadership will provide insight into the career development and early career talent acquisition space by exploring the lessons learned and research conducted over the past six months, trends that are emerging and predictions for what's next.

Learning Objectives: 

• Understand recent trends impacting career services and university recruiting
• Leverage NACE research results to inform student and candidate engagement strategy
• Knowledge about emerging practices impacting collaboration between colleges and employers

Presenter: Shawn VanDerziel, Executive Director, NACE

Co-Presenter: David Ong, NACE President and Senior Director, Talent Acquisition for MAXIMUS Inc

This session is sponsored by Symplicity.

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

Description: Unpaid internships. These opportunities are highly valued and - for many industries - the only opportunity to get experience as a student. However, unpaid internships create a plethora of issues, particularly around equity and inclusion. Students from low-income families may not be able to afford to take an unpaid internship. International students may not be able to get credit for their unpaid internships through CPT. Students from marginalized communities often want to continue working with these groups but are shown that there is no monetary value in this work. As diversity, equity, inclusion, and access become an area of focus for many universities across the country, how are career centers supporting these missions? Experiential learning often has been viewed as something that does not need to correspond to pay because of the inherent value of the opportunity and its impact on a student's long-term career goals. However, there are steps that we can take to ensure students find these opportunities and receive the compensation - and support - they deserve. In this session, we will address the complexities around unpaid internships and look at the creation of the NYU Changemaker Fellowship, a $5000 summer grant created for undergraduate students pursuing internships addressing social impact issues of economic and/or racial inequality. Attendees will walk away from this session with data to advocate for the creation of grants, guidelines for student programming to support their experiences, and an outline for steps to take in getting support from university leadership.

Learning Objectives: 

• Learn relevant data for use in advocating for the creation of funds
• Understand steps to create grant application and program syllabus
• Identify steps to take in obtaining buy-in from leadership

Presenter: Sarah Rosenthal, Manager, Experiential Learning Programs, New York University, Wasserman Center for Career Development

Increasing Traffic by Internally Restructuring Employer Relations

Description: Beginning August 2019, Merrimack College restructured the O'Brien Center for Career Development. Refocusing the work of professional staff has shown a positive increase in employer traffic on campus. A variety of resources has been instrumental in utilizing our CRM and ensuring communication with all staff. During this session, we'll review the restructure, the positive outcomes, staffing changes, and the future strategies for increasing on-campus recruiting.

Learning Objectives: 

• Review of a variety of ways to structure employer focused teams
• Ways to utilize technology resources for team communication and long term tracking
• Utilizing small and large teams to meet the same goals

Presenter: Samantha Medina, Director, Employer Engagement, Merrimack College, O'Brien Center for Career Development

Co-Presenter: Shannon Zelek, Assistant Director, Employer Engagement, Merrimack College, O'Brien Center for Career Development

Learning Objectives:

• Achieve a shared understanding of why university career services should allocate time and resources to programming for underrepresented college students
• Hear strategies and approaches for engaging underrepresented students with career programming on college campuses.
• Learn about alternative ideas to build connections.
• Brainstorm and connect with professionals from other institutions on how to support underrepresented college students on your campus

Presenter: Calista Condo, Outreach Specialist, Employer Partnerships, Temple University Career Center

Co-Presenters:

• Mark Kaloko, Senior Career Coach, Temple University Career Center
• Erin Lemons, Associate Director of Employer Partnerships, Temple University Career Center

This program is valid for 1.00 PDC for the SHRM-CP® or SHRM-SCP®.

Description: Implicit bias inhibits the diversification of the workforce and reduces efforts of inclusion and equity in the hiring, onboarding, and training processes. How do we unpack implicit bias to ensure that our student employee talent pool is not only diverse but also thrives under fair work practices? This session will provide an overview of common biases that occur in the recruitment and hiring processes, and offer various practical strategies that can be used to combat them. Participants will also gain a better understanding of how to recognize their own biases in order to advance inclusion in the hiring process of student employees.

Learning Objectives:

• Gain awareness of what implicit bias is and how it shows up in our everyday lives
• Understand the different types of biases that may prevent hiring managers from being objective in the hiring process
• Learn how to implement simple and effective techniques to the entire hiring cycle (posting jobs, interviewing, candidate selection, onboarding and training)

Presenter: Diana Mendez, Senior Assistant Director/Manager, New York University Wasserman Center for Career Development

Description: You know that pressure students feel when people ask, "what are you doing after college?" The pressure of perfecting a resume, job seeking, networking, interviewing, and assessing the beginning of a career can be incredibly stressful. College courses often discuss the theories, not the series of events that occur after college is over. Thankfully, in today's virtual world, students are more integrated into technology and therefore have several "learning on-the-go" options to choose from. As one of the top learning platforms, podcasts allow our students to learn on the go and listen as they walk and as they study. Podcasts are convenient, time-efficient, on-demand technology that enriches and extends the reach of career development. They allow for networking and marketing opportunities that are extremely sought after in today's digitally connected world. This also allows for new connections with alumni, faculty, administrators, and students in a way that has never been explored before. During our workshop, we will explain how to start a career-focused podcast from the ground up in order to enhance your student's career development knowledge, expand professional horizons, and extend your office reach. With this technology, we can better connect to students, alumni, and staff of all demographics, from on-campus to commuter alike.

Learning Objectives: 

• Identify key steps involved in implementing the creation of a podcast on a college campus
• Gain insights into new technological opportunities for campus-wide outreach
• Discuss the importance of connectivity on campus and throughout alumni networks
• Reconsider your office's own social media strategies

Presenter: Kathy Krause, Coordinator Of Experiential Learning, DeSales University

Co-Presenters: 

• Kylee Shivok, Co-Founder of Career Cast, Career Chat Host & DeSales Alumni, DeSales University
• Karla Quintanilla, Co-Founder of Career Cast, Beyond the Tassel Host & Student, DeSales University