Career Services: Cost Center or Strategic Advantage?
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1) The document discusses how career services can transition from being viewed as a cost center to a strategic advantage for universities. 2) It argues that career services must prove its value, have a clear strategic plan aligned with the university's goals, and adapt to changing student and economic realities. 3) The presentation provides recommendations for how career services can change its philosophy, mission, functions, approach, and staffing to become differentiated and better meet student needs.
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Career Services: Cost Center or Strategic Advantage?
- 1. Career Services: Cost Center or Strategic Advantage? Presented by Sheila J Curran Curran Career Consulting
- 3. 6/24/09 Curran Career Consulting: Boston College Career Summit “ If you don’t like change, you’re going to like irrelevance even less” -General Eric Shinseki, Chief of Staff, U.S. Army, 2003
- 6. Student point of view 72% of students say Career Preparation is “Very Important” in Enrollment Decision Source: Key Drivers of Educational Value: Emergence of Educational ROI, Eduventures, Inc., 2006. (N=6,287)
- 7. Effect of careers on applications Multiple career-related functions are rated “Very Important” or “Important” in enrollment decision Source: Key Drivers of Educational Value: Emergence of Educational ROI , Eduventures, In., 2006. (N=6,287 )
- 8. Source: College Search and the Millennial Generation, Eduventures, Inc., March 2007 (N=7,900) Effect of careers on applications
- 14. What do student evaluations say? 6/24/09 Curran Career Consulting: Boston College Career Summit Where you fall in this grid is critical, because this is what senior officers use to make decisions. Too many careers offices are rated as not very important and not very effective. Not very important Very effective Very important Very effective Not very important Not very effective Very important Not very effective
- 15. What’s going on? 6/24/09 Curran Career Consulting: Boston College Career Summit You have to be clear about what you do and how you add value. Most bosses need and want to be educated.
- 18. 6/24/09 Curran Career Consulting: Boston College Career Summit “ Our situation is not unlike General Motors in that our profession has been operating on an outdated model which doesn't necessarily speak to what consumers are looking for. Or how jobs get filled. The one size fits all approach definitely has seen its day.” Skip Sturman, Director, Dartmouth Career Services It can’t be business as usual any more. We have to come up with a new model.
Editor's Notes
- I’m particularly pleased that Sheila agreed to share her knowledge with us today, because she has the rare perspective of having been in the human resources world for many years, in addition to having been a career director for over a decade. Because she’s been responsible for hiring thousands of employees, Sheila understands the mindset of the employer. But she’s also got a finger on the pulse of college graduates, and the challenges of not only getting a job, but getting the job you want. Sheila’s a highly acclaimed author, former columnist for Business Week and entrepreneur. In fact, Sheila just left higher education to start her own career strategy consulting business. If anyone can help you figure out how to gain an employer’s attention with your set of skills, attributes and qualifications, Sheila is that person. Welcome, Sheila