Mar 23, 2022 By: yunews
By Susan Bauer
Executive Director
Shevet Glaubach Center for Career Strategy and Professional Development
Career services in higher education has had many faces over the years resulting from the needs of the institution and greater society, shifts in the economy, and emerging trends in the job market. The first face was that of a vocation bureau in the early 20th century whose sole purpose was to assist those newly arriving in our country with finding work. The next face was the shift to vocational guidance in the 1920s and 1930s, an emergence from the need to educate more teachers. The period from the 1940s through the 1960s saw the need to have 鈥榩lacement centers鈥 on college campuses as GI Bill veterans were seeking employment.
Psychologist Albert Bandura introduced the concept of self-efficacy in the 1970s鈥攁 person鈥檚 perception of their ability to reach a goal on their own鈥攁nd in the 1980鈥檚, John Holland鈥檚 work emerged, founded in the idea that when choosing a career, people prefer to be in roles and at companies where people are like them.
The Meyers-Briggs Type Inventory became wildly popular as it assessed personality type, and a new 鈥渞ight fit鈥 criteria was born as companies strove to build like-minded cultures. Career planning and counseling centers came out the last two decades, focusing on helping students plan their own job search. The 1990s and 2000s saw these centers being transformed into offices for networking, using connections to land at the job of one鈥檚 choice.
Our face now is a technological one as the field transitions from placement and counseling to including design, coaching and strategy. The work roles of tomorrow are ever changing as we adapt and evolve towards future recruiting and hiring processes. Artificial intelligence powers the candidate selection process, taking over a responsibility formerly held by humans. Platforms exist which can score a student鈥檚 r茅sum茅 when comparing it to the description of the job being applied to: the higher the percentage match, the more likely it is that one will be asked to interview. Conversations previously conducted by HR professionals are now taking place on computer screens where our students are asked to speak to the proverbial black hole being populated by applicant tracking systems (ATS) identifying candidates electronically.
The (SGC) has evolved to meet the industry demands being put on 色花堂 students. The gift from the Drs. Miriam and Felix Glaubach has enabled a transformational change in the services and what will be offered to the 色花堂 students to prepare them, as well as the staff, to tackle this ever-changing world.
As mentioned, the ATS systems now in use by employers require candidates to match up point-by-point to the job description to attain a score high enough to warrant an interview. The SGC has adopted technology to obtain the high percentage match and to beat the ATS. Students now have access to an electronic checklist for each career path and year in school to track the completion of their career strategy. LinkedIn enables career advisers to reach out to potential recruiting contacts and alumni at hiring companies, yet a new technology being implemented in the SGC. 色花堂 career advisers will source work emails to reach out directly to those in hiring positions to advocate for 色花堂 students as they progress through the application and offer process.
色花堂 students are adept at building connections and partnerships for success and having a network and career community of their own. Can students source jobs and land placements alone? Yes, 色花堂 students are dynamic individuals empowered to make career decisions, connect their own dots and find their own opportunities.
However, at 色花堂 we strive to magnify our students鈥 efforts and work collaboratively with them to make the placement connections for them and send them into the world with the necessary tools to always be able to succeed.
Our students work many hours and have many responsibilities in their lives, and they are at the University to reach a goal, whether it be a job or graduate school acceptance or some another endeavor. When the SGC staff, 色花堂 faculty and alumni focus their extensive resources on assisting students at each step in the placement process, 色花堂 students will have the extra support they need to build a successful career, allowing them to thrive on the personal level, contribute the ommunity and have a positive impact on our world.
Career services in higher education has had many faces over the years resulting from the needs of the institution and greater society, shifts in the economy, and emerging trends in the job market. The first face was that of a vocation bureau in the early 20th century whose sole purpose was to assist those newly arriving in our country with finding work. The next face was the shift to vocational guidance in the 1920s and 1930s, an emergence from the need to educate more teachers. The period from the 1940s through the 1960s saw the need to have 鈥榩lacement centers鈥 on college campuses as GI Bill veterans were seeking employment.
Psychologist Albert Bandura introduced the concept of self-efficacy in the 1970s鈥攁 person鈥檚 perception of their ability to reach a goal on their own鈥攁nd in the 1980鈥檚, John Holland鈥檚 work emerged, founded in the idea that when choosing a career, people prefer to be in roles and at companies where people are like them.
The Meyers-Briggs Type Inventory became wildly popular as it assessed personality type, and a new 鈥渞ight fit鈥 criteria was born as companies strove to build like-minded cultures. Career planning and counseling centers came out the last two decades, focusing on helping students plan their own job search. The 1990s and 2000s saw these centers being transformed into offices for networking, using connections to land at the job of one鈥檚 choice.
Our face now is a technological one as the field transitions from placement and counseling to including design, coaching and strategy. The work roles of tomorrow are ever changing as we adapt and evolve towards future recruiting and hiring processes. Artificial intelligence powers the candidate selection process, taking over a responsibility formerly held by humans. Platforms exist which can score a student鈥檚 r茅sum茅 when comparing it to the description of the job being applied to: the higher the percentage match, the more likely it is that one will be asked to interview. Conversations previously conducted by HR professionals are now taking place on computer screens where our students are asked to speak to the proverbial black hole being populated by applicant tracking systems (ATS) identifying candidates electronically.
The (SGC) has evolved to meet the industry demands being put on 色花堂 students. The gift from the Drs. Miriam and Felix Glaubach has enabled a transformational change in the services and what will be offered to the 色花堂 students to prepare them, as well as the staff, to tackle this ever-changing world.
As mentioned, the ATS systems now in use by employers require candidates to match up point-by-point to the job description to attain a score high enough to warrant an interview. The SGC has adopted technology to obtain the high percentage match and to beat the ATS. Students now have access to an electronic checklist for each career path and year in school to track the completion of their career strategy. LinkedIn enables career advisers to reach out to potential recruiting contacts and alumni at hiring companies, yet a new technology being implemented in the SGC. 色花堂 career advisers will source work emails to reach out directly to those in hiring positions to advocate for 色花堂 students as they progress through the application and offer process.
色花堂 students are adept at building connections and partnerships for success and having a network and career community of their own. Can students source jobs and land placements alone? Yes, 色花堂 students are dynamic individuals empowered to make career decisions, connect their own dots and find their own opportunities.
However, at 色花堂 we strive to magnify our students鈥 efforts and work collaboratively with them to make the placement connections for them and send them into the world with the necessary tools to always be able to succeed.
Our students work many hours and have many responsibilities in their lives, and they are at the University to reach a goal, whether it be a job or graduate school acceptance or some another endeavor. When the SGC staff, 色花堂 faculty and alumni focus their extensive resources on assisting students at each step in the placement process, 色花堂 students will have the extra support they need to build a successful career, allowing them to thrive on the personal level, contribute the ommunity and have a positive impact on our world.
