the corporate u powerpoint template (1)
TRANSCRIPT
Helping Students Make Educated Career Decisions
Presented byMarshall J Karp MA NCC LPC
Faith Sheaffer-Polen
Agenda
Agenda• Evolution• Assessments• Customer Service Skills• Holland Codes• Information Interviewing• Social Media• Session Sequencing• Internship Tools• Bibliography
Toolkit for Career Advising
Evolution of Career Advising
Career Counseling –1900s• Counselor probably would have
given you a few assessments• Analyzed the results• Told you which occupations
provided the best fit for you• Stayed there for 40 years
Donald Super Ph.D.
1910 to 1994
DONALD SUPER’S THEORY OF CAREERDEVELOPMENT
• Career decision making as a developmental process that spans one’s entire lifetime
• The degree to which a given individual’s career development is successful depends—at least in part—on how well that person is able to identify and implement her or his career self-concept
DONALD SUPER’S THEORY OF CAREERDEVELOPMENT
• Career self-concept is directly influenced by your personality, abilities, interests, experiences, and values
Success
Super’s Stages of Career Development• Growth • Exploration• Establishment• Maintenance• Disengagement
Exploration
Exploration• Considered by many to be the
heart of the career decision-making process
• Super described the exploration stage of career development as consisting of three major developmental tasks
• Crystallizing, Specifying, and Implementing a career choice
Assessments
What is an Assessment?• Assessment is a systematic process
of looking at client achievement by gathering, interpreting and using information for improvement.
Why Do Assessments• Improvement • Accountability• Goals and Plans
Sun Tzu
Sun Tzu• If you know the enemy and know
yourself, you need not fear the result of a hundred battles.
• If you know yourself but not the enemy, for every victory gained you will also suffer a defeat.
• If you know neither the enemy nor yourself, you will succumb in every battle
Three Types of Assessments• Non-Verbal• Verbal• Written
Non-Verbal
Non-Verbal Assessments• Body Language• Mannerisms• Appearance• Tattoos – Skin Illustrations• Rings/Earrings/Piercings• Clothing• Smells/Odors
Body Language
Body Language
Body Language
Body Language
The Science of Deduction• I'm Sherlock Holmes, the world's only
consulting detective.• I'm not going to go into detail about how I do
what I do because chances are you wouldn't understand. If you've got a problem that you want me to solve, then contact me. Interesting cases only please.
• This is what I do:• 1. I observe everything.• 2. From what I observe, I deduce
everything.• 3. When I've eliminated the impossible,
whatever remains, no matter how mad it might seem, must be the truth.
Improving Deduction Skills• Observe• Deduce• Block out everything else• Focus on this person• Overthink what you observe• Use your imagination and creativity• Take emotion out• Practice
Customer Service Skills
Disney Customer Service Skills• Smiling, attentive, helpful, friendly,
proactive, and annoyingly happy, peppy, and perky
• What time is the three o’clock parade?
• Separate on-stage and back-stage presence
• Two Ears, two eyes and one mouth, use them in that ratio
• This person is the most important person in the world
Words That Get You Fired vs Words That Keep You Hired
FiredHired
Career Advising Customer Service• Provide Unprecedented Levels of
Customer Service!• You Will Revolutionize Your
Department!
Basic Career Assessments
Motivational/Strengths Based Questioning• Strengths questions are designed
to elicit motivation and values• Gets to who you are –
the authentic you• No preparation, elicit honest
answers• Describe things they enjoy and are
good at• What energizes or motivates them?• Theoretically, enthusiasm should
show
Strengths Based Questions• What your friends and family know you for
- how would they describe you to a stranger?
• What you enjoy doing, and what you are like at your best
• The achievements you have made and how you made them
• What a ‘great’ day looks like for you - when did you last go home energized, and why was that?
• Activities that you do not particularly enjoy, and why
Strengths Based Questions• Are you a starter of a finisher?• What do you love to do in your
spare time?• What do you find quick to learn?• How would a close friend describe
you?• Are you a big picture or a detail
person?• What activities give you an energy
buzz?• Give me an example of a
weakness?
Basic Verbal Assessment• What do you want to do?• Why are you here?• Describe your
background/experience/training?• Why aren’t you doing this?• What do you like to do?• What do you like to do with your
friends?
Basic Verbal Assessment• May help with undecided,
exploratory, and “reluctant” students
• Listen, listen, listen• Set objectives• If a realistic and feasible job target,
no need for written assessment• Great time saver• Set this as a goal
Written Assessments
Written Assessments• Identify potential student goals• Collect, analyze and interpret data• Develop a direction in writing• People are enamored with
assessments
Written Assessments• Any written assessments they have
previously taken and can bring in is extremely valuable and useful
Basic Written Exercise• Write three accomplishments• At least three sentences each• What are you proud of?• How did you do this?
Your Career Autobiography• Career dreams• Previous paid employment experiences• Volunteer experiences• Internship activities• Hobbies• Leisure interests• Athletic participation• Ethnic background and heritage• Socioeconomic status• Gender roles• Current educational status• Questions about your future• Careers that seem interesting to you
John Holland Ph.D.• John Holland (1919 to 2008)• Psychologist• Professor Emeritus of Sociology• John Hopkins University
John Holland Ph.D.
1919 to 2008 Photo by PermissionJohn Hopkins Gazette
John Holland Ph.D.• Creator of the Holland Occupational
Codes• The basic premise was that one's
occupational preferences were in a sense a veiled expression of underlying character
The Holland Codes• Theory of careers and vocational
choice based upon personality types
• Personalities seek out and flourish in career environments they fit
• Jobs and career environments are classifiable by the personalities that flourish in them
Holland Codes
The Party
Discuss and Deduce• Movies/TV Shows• Hobbies• Friends• Activities• Dress• Books/Magazines• Web Surfing• Weekends
Realistic• Movies/TV Shows• Hobbies• Friends• Activities• Dress• Books/Magazines• Web Surfing• Weekends
Investigative• Movies/TV Shows• Hobbies• Friends• Activities• Dress• Books/Magazines• Web Surfing• Weekends
Artistic• Movies/TV Shows• Hobbies• Friends• Activities• Dress• Books/Magazines• Web Surfing• Weekends
Social• Movies/TV Shows• Hobbies• Friends• Activities• Dress• Books/Magazines• Web Surfing• Weekends
Enterprising• Movies/TV Shows• Hobbies• Friends• Activities• Dress• Books/Magazines• Web Surfing• Weekends
Conventional• Movies/TV Shows• Hobbies• Friends• Activities• Dress• Books/Magazines• Web Surfing• Weekends
Public Domain Assessment• http://career.missouri.edu/index.ph
p/career-interest-game
Transferable Skills• Portable Characteristics or
Attributes• Able to Move from Environment to
Environment• Often Referred to as “The Basics”
Transferable Skills Scale
Transferable Skills Scale• Breaks Skills Areas Into Categories• Matches Categories with Job Titles• Matches to Academic Course of
Study• Useful with Interview Skills• Useful with Resume
O*NETTM is a trademark of the U.S. Department of Labor, Employment and Training Administration.
O*NET Career Interest Profiler• U.S. Department of Labor
Occupational Information Network• Provides valuable self-knowledge
about their vocational interests,• Fosters career awareness, and• Provides a window to the entire
world of work via the 800+ occupations within O*NET OnLine.
O*NET Career Interest Profiler• Compatible with Holland's R-I-A-S-E-C
Interest Structure• Can be self-administered and self-
interpreted• User Guide provided for workforce
development professionals• Results can be directly linked to over
800 occupations in O*NET OnLine• Approximately 30 minute completion
time
Ultimate Goal• Develop a Written Ideal Job
Description• Interests• Transferable Skills• Disabilities and Limitations• What is it?
• Great• Single• Jelly• Season• Tree• Window• Lion• Share• Purple
• Car• Test• Green• Zero• Paper• Up• Gross• Search• Down
• Great• Single• Jelly• Season• Tree• Window• Lion• Share• Purple
• Car• Test• Green• Zero• Paper• Up• Gross• Search• Down
• Great• Single• Jelly• Season• Tree• Window• Lion• Share• Purple
• Car• Test• Green• Zero• Paper• Up• Gross• Search• Down
What If No Goal?
What If No Goal?• Indicator of Possible Field• Look for Patterns• Confer/Ask for Ideas• Beyond the Basic Level of this
Workshop• Referral to Career Services Office
Career Exploration
Career Exploration• Books• Internet• Information Interviews
Books• Occupational Outlook Handbook• Dictionary of Occupational Titles• O*NET• Career Books
Internet• Google Searches• www.bls.gov/ooh• Occupational Outlook Handbook• www.onetonline.org• LinkedIn• U.S. Department of Labor• http://lmi.state.oh.us• ODJFS Labor Market Information
Caution• Never base a career or training
decision on book or internet labor market information
Employment Projection Assumptions• The following assumptions underlie the BLS
employment projections: • Broad social and demographic trends will
continue. • New major armed conflicts will not develop. • There will be no major natural disasters. • The projected U.S. economy will be at
approximately full employment. • Existing laws and policies with significant
impacts on economic trends are assumed to hold throughout the projection period.
What Is Full Employment?• The CBO defines “full employment”
to be when the national unemployment rate is at or below what it calls the “natural unemployment rate.”
• Now projecting that the U.S. economy will never achieve full employment through 2017
• The last Full Employment year was 2007
Employment Projection Assumptions• http://www.bls.gov/opub/hom/pdf/
homch13.pdf• Page 6• BLS employment projections should
be considered as likely outcomes based on specified assumptions, and not definitive outcomes
Ohio LMI Projections Limitations• As with all forecasts and
projections, Labor Market Projections are subject to error, especially if events negate underlying assumptions. Generally, relative error increases with smaller industries, occupations and areas.
• http://ohiolmi.com/proj/projections.htm
Never Base Career Decision on Trends
Never Base Career Decision on Trends• 1960s – Math, Science, Engineering• 1970’s – Solar, Wind, Gasohol• 1980s – Teaching• 1990s – Computers, Y2K• 2000s – Internet, Telecommute,
Security• 20--s – Healthcare, Green Energy
Keep in mind
Information Interviewing• The most accurate way to make
career decisions
Information Interviewing• Talking to people to research the
job or career• Meet, call, or email• Always have questions prepared in
advance• Stress this will help make a
career/training decision• Get names of two other people• Always send a thank you note
Workplace Matching
Questions• What skills are important?• What personality traits are important?• What training/school would you
suggest?• How many employees do you have?• How often do you hire here?• Is this industry expected to grow?• Starting salary and after one year?• What are the physical requirements?• Names of two other people?
Look for Consensus• People in the field are considered
subject matter experts• Do five information interviews and
look for consistency• Continue to do information
interviews until a trend develops• Verify!
Making Educated Decisions• Labor market information is crucial• Need to know what to expect when
done• Get subject matter experts to lay
out the training/school
Social Media
KSU Career Services• http://www.kent.edu/career/index.cf
m• http://whatcanidowiththismajor.co
m/major/• http://www.myplan.com/careers/databas
e.html
LinkedIn Alumni• LinkedIn Alumni provides high-level
insights about alumni of your school, as well as access to the more detailed professional profiles they've shared.
• See what alumni in your field have accomplished since graduation
• Expand your sense of what's possible for you.
• http://www.linkedin.com/college/alumni
Twitter• Use Twitter as a Research Tool• Follow and Engage Relevant People• You can search any topic and
Twitter will display the results based on people’s use of your search query in their tweets
Facebook• Marketplace• Job Boards
Achievement Barriers• Fuzzy goals or action strategies• Incorrect focus• No agreement on priorities
Effective Career Planning
Effective Career Planning
Major Selection• What will you do to reach goal? • Which program elements could
assist?
Suggested Session Sequence
Move Toward Outcome, Action, and Change
One Session• Assess Person• Verbal Assessment of Holland Code• Suggest major fields of study goal• Provide handout of websites for
information• Mark relevant ones
Two Sessions• Session One
– Verbal and Non-Verbal Assessment– Holland Code Assessment– Major Field Suggestions– Homework – Holland Codes and Google
Fields• Session Two
– Review Holland Codes– Suggest Job Goals and Major Field
Suggestions– Give Sources of further Career Exploration– Agree on a goal/course of action
Three Sessions• Session Three
– Add in Information Interviewing– Agree on a goal
Four Sessions• Review Information Interview• Encourage another information
interview• Better Quality Decision• Agree on a goal
Coaching on Internships• Know values, interests• Target list of companies• Research companies
– Ask– Use Social Media
• Network a connection
Tools to Help Land Internships• Business Cards
– Vistaprint.com• Cover Letters• Highlight Paid / Unpaid Experience• Finance Part of Your Education• Mock Interview
Start researching summer internships in the fall
The Process Here• The Corporate U makes contact• Paid internships – Chris Paveloi• Others - Faculty
Add-Ons• Takes just as much effort to finding
a job versus finding a paid internship
• Much more career advantageous• Starting to build career related
experience• Could lead to employment
Student Responsibility• Develop a 30 – 60 Second Elevator
Speech• Use a mini-resume card• Call or email everyone they know• Email or hand them the card• Check back• Basic interview skills
Mini-Resume CardName Number
Career Objective:
Skills: Total Experience StatementTotal Education StatementSkills and AbilitiesAccomplishmentsPositive Personal Traits
ExampleJonni Public (330) 327-
XXXX
Career Objective: Social Service Agency Internship Position
Skills: One and a half years of paid work and volunteer experience. Dover High School Graduate. Enjoy working with people, listening, caring, and spending quality time.
Perfect attendance in high school. Member of Dover HS Key Club.
Reliable, dependable, and fast learner
Remember• Be flexible, adaptive and prepared
to adjust to change• There will always be problems• Things always change (mandates,
circumstance, personal priorities)• View career goals as an
evolutionary process
Bibliography and Resources• Bureau of Labor Statistics, U.S. Department of Labor,
Occupational Outlook Handbook, 2012-2013 Edition • The O*Net Dictionary of Occupational Titles, Jist Works,
Inc. Indianapolis, IN. 1998• U.S. Department of Labor, Dictionary of Occupational
Titles, Jist Works, Inc, Indianapolis, IN. 1991• What Color Is Your Parachute?: A Practical Manual for Job
Hunters and Career Changers, Richard N. Bolles, 2013• JIST Inc. – (800) 648-JIST• Darrell Anthony Luzzo and Lisa Ellen Severy . Making
Career Decisions that Count 3rd Edition. Pearson – Prentice Hall, Columbus, Ohio, 2009