Redefining Employment: Career Services and Recruiting for

Traditional, Virtual and Self Employment

Matt Berndt | Ralph Brigham | Tim Luzader July 2013| MWACE Conference

Chicago IL

Our world has changed

There was a time when good academic qualifications guaranteed a job, but not any more.

[By 2030], more people worldwide will be gaining academic qualifications than since the beginning of history.

Sir Ken Robinson

Out of Our Minds: Learning to Be Creative

Our world has changed

THEN: During the 20th century when employees occupied a permanent job, workers could count on bureaucratic organizations to provide a grand narrative about how their lives would unfold.

NOW: Today, individuals can no longer plan to work 30 years developing a career within the boundaries of one job or even one organization. Instead, during their lifetimes they may expect to occupy at least 10 jobs, more properly called assignments

(Saratoga Institute, 2000)

Our world has changed

The “dejobbing” wrought by the global economy has produced the “insecure worker,” including employees who are called temporary, contingent, casual, contract, freelance, part time, external, atypical, adjunct, consultant, and self-employed.

The transformation of the labor force from core workers with permanent jobs to peripheral workers with temporary assignments has already affected nearly half of workers in the United States.

(Kalleberg, 2009)

Our business has changed

• Chaos Theory of Careers – The Chaos Theory of Career: A New Perspective on

Working in the 21st Century – Robert Pryor & Jim Bright. Rutledge (www.rutledge.com), 2011

• Life Design Theory of Careers – Life Design: A Paradigm for Career Intervention in the

21st Century – Mark Savickas. Journal of Counseling & Development, January 2012, Volume 90, pp. 13-19

• Protean Careers – The Proteus Solution: How to Successfully Navigate

Today’s Protean Workplace – Sharon Calvin & Jay Block, 2011

Our business has changed

Chaos Theory • Simplicity to Complexity • Certainty to Uncertainty • Reductionism to Emergence • Segmentation to Interconnection • Linearity to Nonlinearity • Causality to Contingency • Determinism to Agentism • Analysis to Synchrony • Order to Turbulence • Predictability to Chance

Life Design Theory • Constructs career through small

stories • Reconstructs the stories into a life

portrait, and • Co-constructs intentions that

advance the career story into a new episode

• Contextual Possibilities • Dynamic Processes • Nonlinear Progression • Multiple Perspectives • Personal Patterns

Our business has changed

Protean Career Theory • Personal Responsibility • Anticipation of Change • Embracing Curiosity • Adaptability/Diversification • Positive Influencers • Reciprocal Relationships • Managing Market Value • Financial Sustainability • Wellness • Time Management • Achievement Plans • Act – React – Adapt

We need to recognize that the most fundamental challenge that career counselors confront is to assist their clients to develop the skills of adaptation and resilience required to negotiate and use productively the fluctuating fortunes of their careers.

(Pryor & Bright, 2011)

Our role on campus has changed

[T]here still exists a holdover mentality that postsecondary

institutions need only deliver a college experience . . . . We're getting closer to career services driving the value proposition of a school (as a brand). This will be the generation that demands prospective colleges compete for them, and demonstrate how the investment will fulfill financial stability and a career they want. Today’s students call that a "life," and they are 100 percent willing to invest in institutions that deliver it.

Craig Powell, Founder & former CEO of ConnectEDU

September 26, 2012

The expectations have changed

What students want EMPLOYER REPUTATION & IMAGE The attributes of the employer as an organization

• Attractive/exciting products and services • Corporate Social Responsibility • Environmental sustainability • Ethical standards - 44% • Fast-growing/entrepreneurial -15% • Financial strength • Innovation • Inspiring management • Market success • Prestige

REMUNERATION & ADVANCEMENT OPPORTUNITIES The monetary compensation and other benefits, now and in the future

• Clear path for advancement • Competitive base salary • Competitive benefits • Good reference for future career • High future earnings – 37% • Leadership opportunities – 42% • Overtime pay/compensation • Performance-related bonus • Rapid promotion • Sponsorship of future education

JOB CHARACTERISTICS The contents and demands of the job, including the learning opportunities provided by the job

• Challenging work • Client interaction • Control over my number of working hours – 14% • Flexible working conditions – 29% • High level of responsibility • Opportunities for international travel/relocation • Professional training and development • Secure employment – 49% • Team oriented work • Variety of assignments

PEOPLE & CULTURE The social environment and attributes of the work place

• A creative and dynamic work environment – 46% • A friendly work environment • Acceptance towards minorities • Enabling me to integrate personal interests in my

schedule – 22% • Interaction with international clients and

colleagues • Leaders who will support my development • Recognizing performance (meritocracy) • Recruiting only the best talent • Respect for its people – 50% • Support for gender equality

Universum Student Study 2012

The job market has changed

• Larger companies still showing up on campus • But It’s not just about corporate employment • Lot’s of small and mid-sized company jobs • Alternative Work vs. Traditional Employment

– Part-Time – Flextime, Compressed Workweeks, or Comp Time – Job-Sharing – Telecommuting – Self-Employment - 15.3% and Independent Contracting -

7% (freelancing & consulting) – Temporary Services – Internships

Work for the Degreed Professional

20th Century (Historical)

• Corporate/Institutional

• Salaried with Benefits

• Consistent with the “social contract” for lifetime employment

21st Century (Contemporary)

• Traditional

• Virtual

• Self-Employment

• Independence

• Skills

• Job Security

What is Work v. Employment?

• Two Kinds of Workers

• Independence of Workers

• NACE Employment Opportunities

The New Normal World of Work

• Fortune 500 Traditional Employment

• Government | Public Sector Employment

• Mid-size and Small Business Employment

• Business Start-ups | Entrepreneurs

• Start your own business

• Commission-driven Careers

• Virtual Workplaces

• Career “Slashers”

80% of career services professionals believe now is a time of great

opportunity for college career centers

http://www.csoresearch.com/2013_csinsights_report

How can Career Services seize this opportunity?

• Making the Case for the relevance of Higher Education

• From Gatekeeper to Advisor/Broker

• From Control to Influence

• From Defined & Structured to Open & Dynamic

Other Knowledge Resources

Career Services is on everyone’s radar screen

University Functions

Target Constituents

Prospective Students

Current Students

Alumni Parents Employers Community Donors

Academic Units

Admissions

Alumni Relations

Career Services

Corporate Relations

Development Fundraising

Student Affairs Student Life

Our Definition of Career Must Change

• How effectively does your office currently serve all of your students?

• How effectively does your office currently serve all the types of employers AND career opportunity providers who wish to connect with your students?

• What do you need to do to adapt to the current marketplace?

How will this impact your campus?

• Student Advising • Employer Relationship Development • Your Recruiter Policies and Guidelines • Employer Access to Your Services • Delivery of On-Campus Recruiting Services • Delivery of Other Recruiting Services • Faculty Engagement Activities • Staff Professional Development • Alumni Relations • Outcomes Research (First Destinations Surveys)

There’s no turning back (so learn how to enjoy the ride!)