Our entire school system has taken on the task of building student self-confidence and self-worth through a series of workshops. In addition to the direct benefit, there is the added benefit of the inclusion of otherwise missed skills and accomplishments in student resumes. Workshop attendees don't need the level of "extraction" by CS staff to find marketable skills and accomplishments. We find this a definite plus.

I recently took a position as a Career Service Coordinator at the company that I have been with for two years. I was hoping to get a chance to sit down with the previous Coordinator but that didn't happen. So needless to say, I am starting form scratch. The problem that I am running into at the moment is that I have unhappy graduates that don't return my phone calls or divulge information on their current work experience. This in turn, leaves me with not so good numbers. We all know what happens if the numbers aren't so good. How often is to often to call graduates? What do I do?

Has anyone had greater success with online exit interviews than paper/pencil? I find that many adult learners are somewhat intimidated by technology and still prefer paper and pencil.

What is the best way to help students learn interview skills? Does anyone use role play and if so, are the students receptive to it?

Since I am new to placement and there are probably thousands of job websites, does anyone know which are the best ones to use for start up success?

My school is a small non-profit. We do not currently have placement services as we are a commuter school for working adults over 21 years who are all(90%) already employed. In starting a placement service with limited funds, can you give me an approximation as to how much I should pursue with management to begin? Or is there material I could read to give me different scenarios?

Hi Everyone, This is one of those topics we just can't get everyone to agree on; what is a realistic caseload for a placement coordinator to carry in order to meet the placement goal/student expectations, cover all administrative duties (paperwork, documentation, etc) and still have plenty of time for community involvement? I would love feedback from anyone, but mainly from ACCET accredited schools that carry externship programs what the annual active and/or grad caseload is that each coordinator is required to carry.

Any suggestions on how to better place students who have not graduated from high school?

I read an article today in the Orlando Sentinel about how some colleges and universotoes are beginning to offer more career services for alumni. Does anyone here have a campus like that, and if so, what type of services are you providing above and beyond what is offered to current students?

I am currently looking to update and enhance career services related materials in our student resource center. Can anyone recommend any book titles or other materials that may assist our students?

Having students join professional associations while in school seems like a great idea. Does anyone have any suggestions or ideas they implemented at their schools to encourage and increase the amount of students who do join professional associations? Danny Fritz Remington College Heathrow, FL

In the past, we have had local employers send staff for career specific training but I havent been very successful in consistently making it happen. Does anyone have any suggestions?

Hi all At times their might be one in the graduating group that is still learning or performing somewhat slow on the job and cant seem to keep the job.....what do you do?

We don't currently do follow up with our students after they graduate. What is the best way to begin doing this with students? Just creating surveys? What if we want to contact older students, is that appropriate if they have not been contacted in a long time?

I know there are alot of programs for writing resumes these days. Is there a way to offer one exclusively for your school to current students?

If we are a school that caters to students across the nation, is it really necessary to meet with the students in person to help them with their skills?

I am currently going to be the only person in this department to start out. Are there some job roles that are better to prioritize than others?

I have just taken over ast the Career Services Coordinator at a Business School, and I am more than willing to take any advice/suggestions anyone has for me. I have worked with job placement on a much smaller scale in previous positions, but this is brand new. What helps? What should I avoid? What's the most important thing to remember as I start new?

We currently have several graduates that do not have driver's licenses or have any intention of getting them soon. It is not that these students have suspended licenses and will be getting them back, they do not have one at all. We live in a very rural area without public transportation and many of our gradautes travel outside of the immeadiate area for employment. What are some suggestions to help us motivate these students to open up their employment options by getting their driver's licenses?

Sometimes our students/grads don't want to release their work information after securing a position in the field of their training. The reason they offer is that they found that particular job on their own. They seem to forget about the help they received with building a resume, cover letter, interview techniques, and so on. Any suggestions on how to hadle such cases? Thank you. Irina Alexandru