Approaching Local Employers with Admissions in Mind
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?
We think the secret is to find out what kind of training the employer needs for its employees. Then see if you can customize some programs to meet their needs. Also the secret is constantly staying in touch, which you see to do very well. And connect with lots of employers!! Best wishes, Susan
How do you convert our department to make it sustainable? As a career development program how ambitious could we be?
As some of the early recommendations in this chapter introduce the idea of using surveys as a justification of the Placement Department “The information you get can start to justify the expense of a Placement Department. This is a way to ensure an ongoing budget.†Chapter: Keep Detailed Placement Statistics
Liability vs. Assets
Could the department grow and incorporate employer outreach strategies that would lead to new offerings as well as a certificate programs (continuing education)? It is a challenge for four year institutions to expand as other technical institutions cover many of these demands.
JUAN,
We have a bias. We think that a great career services department impacts on every area of the school. There would be an increase in qualified students if career services were involved. Admissions reps would know how to identify people who are suited for the careers you teach. Adm reps would have real data about jobs and salary ranges. If students re required to complete career services projects and activities it will increase retention and of course placement. By reaching out to employers you have the opportunity to increase job openings, learn about trends in training needs, find externship placements and more. Everything is measurable and justifiable. Susan
Dr. Susan Schulz
