Why CareerOutcomes are Important

INSIDE THE MIND OF

THE CAREER

SERVICES

PROFESSIONAL

MATT BERNDT

VICE PRESIDENT, CSO RESEARCH, INC.

Friday, August 1, 2014

The Woodlands Center

Sam Houston State University

©CSO Research, Inc.


2014 CAREER SERVICES

INSIGHTS SURVEY

We surveyed career services professionals from across the US and around the world, seeking their insights and opinions on the current state of career

services and recruiting.

The full 2014 Career Services Insights Report is available for free download from the CSO

Research.

Insights, Opinions and Perceptions

Not Benchmark Data


DOWNLOAD THE FREE REPORT!

http://www.csoresearch.com/2014_csinsights_report.aspx


745 Career Services Professionals from482 Unique Colleges and Universities!

• 70% were from institutions with >15,000 students• 30% were from institutions with <15,000 students

• 76% were from brick and mortar institutions that also offer online courses

• 24% were from brick and mortar only institutions

• 85% of respondents were from 4-year institutions• 15% were from 2-year institutions

• 58% of respondents were from public institutions • 42% were from private institutions

• 82% of respondents were from centralized offices • 18% were from decentralized offices

WHO RESPONDED?



WHO RESPONDED?

Directors (361 respondents)• 66% of Director-level respondents have 11+ years

of experience

• Largest single group (30%) of the 361 director level respondents has more than 20 years of experience

Others (367 respondents)• Largest single group (41%) has less than 5

years of career services experience

• 66% have 10 or less years of experience • 34% have more than 10 years experience


WHO RESPONDED?


STUDENT DEMAND FOR

SERVICES


Students:

Employers:

STUDENT & EMPLOYER

PARTICIPATION


STUDENT INTEREST IN POST-

GRAD OPPORTUNITIES


POSTING VOLUME


SOCIAL MEDIA USAGE

Providing services to students:

Connecting with employers:


• 71% agree that graduating seniors appear very concerned about their ability to find employment after graduation

• 56% agree that graduating seniors are taking greater advantage of career services (5% increase over last year)

INSIDE THE MINDS OF SENIORS


• 45% indicated they get a significant number of inquiries from parents of prospective students

• 62% believe Freshmen and Sophomores are taking greater advantage of career services than in the past (an increase of 4% over last year)

• 52% believe Juniors are taking greater advantages of services

PARENTS AND UNDERCLASSMEN


THE ROLE OF CAREER SERVICES



Management vs. StaffCareer counseling/advising staff was most likely to indicate that

career services is not well understood by faculty (34%); higher than

all other respondents combined (31%), and those in director level

positions only (25%). In each case there is a perception of increased

understanding compared to last year with the biggest change among

counseling/advising staff (14%).

Experience Professionals vs. New Professionals Respondents with 20+ years of experience were more likely to

indicate that faculty have a strong understanding of career services

(44%)

Centralized vs. Decentralized Respondents from centralized offices were more likely to indicate

that senior administration understands the role of career services

(63%) than those from decentralized offices (55%)


• 75% indicated they are expected to gather outcomes data on employment and graduate school admissions



BUDGET AND STAFF

• 50% indicated they had an insufficient budget • 66% indicated their office had insufficient staff

• 56% believe senior administration understands the role of career services• 75% indicated they are expected to gather outcomes data on employment and

graduate school admissions, but only 21% indicated they have dedicated funding to do so

• Median advisor to student ratio was approximately 1:1500 • The ideal ratio was reported as 1:500 students.


PUBLIC VS. PRIVATE

Respondents from public and private institutions followed

generally similar patterns of response, with the following

exceptions:

• Following the same pattern as last year, public institutions

were less likely to offer unpaid internships than private

institutions, but were more likely to offer co-ops and

volunteer opportunities

• Unlike last year, respondents from public and private

institutions indicated similar levels of expectations from

senior faculty in terms of gathering outcomes data

• 75% of those from private institutions versus 77% (up

12%) from public institutions


LARGE VS. SMALL

• Respondents from institutions with 25,000+ students were

equally likely to indicate that seniors were very concerned

about finding employment with 71% (9% drop) agreeing and

71% (3% increase) of those from smaller schools

• Small schools (<5,000) were more likely to indicate that

they are expected to gather outcomes data (83%)

compared to mid-size (71%), large (77%), very large (65%),

and mega (68%) institutions.

• 63% of respondents from institutions with over 25,000 students

indicated seniors were taking increased advantage of career

services compared to 54% among smaller schools.


STAFF VS. MANAGEMENT

• Unlike last year, 18% (7% decrease) of director level respondents felt that their staff was sufficient to meet expectations, and a similar number (16%) of career counseling/advising staff agreed

• 80% of directors reported that administration expects them to gather outcomes data, however, only 65% (6% increase) of career counseling/advising staff agreed (the lowest of all career services positions)

• Career counseling/advising staff was most likely to indicate that the role of career services is not well understood by faculty (41%; 7% decrease).

• This is higher than those in all other positions (38%) and those in director level positions only (35%)


STAFF VS. MANAGEMENT


“In your opinion, who are the most visionary and forward-thinking leaders in career services

and recruiting today?”

THE 10 MOST VISIONARY AND

FORWARD-THINKING LEADERS

1. Andy Chan Vice President for Personal & Career Development, Wake Forest University

2. Manny Contomanolis Associate Vice President and Director, Office of Cooperative

Education and Career Services, Rochester Institute of Technology

3. Michael True Director, Internship Center, Messiah College

4. Trudy Steinfeld Executive Director of Career Services New York University

5. Sam Ratcliffe Director of Career Services, Virginia Military Institute

6. Phil Gardner Director of Collegiate Employment Research Institute, Michigan State

University

7. Farouk Dey Associate Vice Provost for Student Affairs & Executive Director of Career

Services, Stanford University

8. Katherine Brooks Executive Director of Personal and Career Development, Wake Forest

University

9. Ray Angle Director of University Career Services, University of North Carolina Chapel Hill

10.Lindsay Pollak Career & Workplace Expert/LinkedIn Ambassador, LinkedIn


PRIORITIES, OPPORTUNITIES,

AND NEEDS

Priorities

• Increased outreach and marketing/increased student participation

• Increased staff in order to better serve students

• Gathering and distributing post-graduation outcomes data

Opportunities

• Curriculum integration/requiring student participation

• Gathering and distributing post-graduation outcomes data

• Employer/student outreach

Needs

• Resources/staff/funding

• Visibility with students and faculty

• Administrative support


OPPORTUNITY KNOCKS!


DOWNLOAD THE REPORT!

http://www.csoresearch.com/2014_csinsights_report.aspx


Matt BerndtVice President

CSO Research, Inc.

Email: [email protected]

LinkedIn: https://www.linkedin.com/in/mattberndt

Twitter: @MattBerndt

http://wwwCSOResearch.com

http://TheCampusCareerCoach.com

http://TheOutcomesSurvey.com

mailto:[email protected]

https://www.linkedin.com/in/mattberndt

http://wwwcsoresearch.com/

http://thecampuscareercoach.com/

http://theoutcomessurvey.com/

Why CareerOutcomes are Important

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