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Flipping the Classroom: Taking a Career Development Seminar Online

By Lauren E. Creamer, M.S., Co-op & Career Advisor, Wentworth Institute of Technology

Co-ops and internships are integral to the success of students post-graduation; and the offices that support those programs must find effective ways to prepare them for these experiences. Our office, The Center for Cooperative Education and Career Development at Wentworth Institute of Technology supports nearly 900 students per year in their search for co-op, a graduation requirement for all majors. Advisors were spending countless appointment explaining the same concepts time and again. In the fall of 2014, in an effort to meet the needs of the students, Co-op Institute was born.

What is Co-op Institute? co-op_institute_logo_rgb

Co-op Institute originated as a five-week, lecture-style seminar with a goal to disseminate information to as many students as possible in one place. Topics include resume and cover letter writing, networking, job searching, interviewing, and professionalism. Each semester material cuts were made to insure the class could run in the time allotted. And each semester we found ourselves saying “… but I want to teach more.”

In the summer of 2016 we decided it was time to flip the classroom. I led our advisor team in the development of this program, taking our existing lecture materials and turning them into short, narrated videos. This opened the instructors up to interact with the students in a more personal way, giving them the ability to facilitate activities and provide one-on-one feedback during peer-editing sessions.

The process was long, and not-too-painful, but it did involve vetting a number of different video platforms and much back and forth with our technology division.

Options We Considered

The only way I had made videos in the past was via iMovie and for a few weeks I was convinced that I needed a Mac to make any kind of video. Not so. iMovie is a great option and comes standard on Macs, but if you don’t have one don’t sweat it. Windows has comparable software.

We also considered Echo360, a screen capture tool, and a strong contender. The tool allowed users to flag material they had trouble understanding and allowed for built-in quizzes. It would have been great for the end user, but the set-up was complex and required more work than the advisors had time to offer.

Our Platform

As we utilize Blackboard to share our course materials, it was important that we use something compatible. We ended up choosing Kaltura CaptureSpace, a software that was already connected to our Blackboard system.

Kaltura is easy to use for screen capture and allows the user to add in questions (multiple choice) throughout the video. The downside is that you can’t flag areas of confusion and there is no option to stall the video if the user doesn’t get the questions right. All things considered, a perfect fit for our first run through. (And the Institute already paid for it).

recordscreen

Other Free or Low-Cost Options

For the budget-conscious team, consider using Facebook Live or YouTube to develop and upload content. The Haitt Career Center at Brandeis has been using Facebook Live for the past several months and it’s pretty cool. Lots of schools are using YouTube to upload original content (of course, this still means you need to have a webcam and a means of recording it).

There is a chance your school already pays for tutorial videos such as Lynda.com or Atomic Learning. If that’s the case, this could be a great idea if you don’t have the time to develop your own content. There are some quality career development videos on each.

If you’re not up for video, but your institution has a radio station and open air time, consider hosting a show. Our office also produces WITworks Radio – tune in Mondays at 1:00 PM!

Feedback from Students

We’re still sifting through the student feedback at this time (we finished up about one month ago), but a major trend seems to be that students really love the interactive nature of the class-time. Whether they love the videos as they are now remains to be seen. There is always room for improvement!

Bio:  Lauren is a Senior Co-op + Career Advisor at Wentworth Institute of Technology in Boston. She works with biomedical and electromechanical engineering, and applied mathematics majors. She has worked in higher education for five years in both career development and residential life. Lauren is responsible for executing and assessing Co-op Institute, a seven-week preparatory seminar focusing on applying to and interviewing for co-ops. This past year she led the advisor team at Wentworth in flipping the classroom for Co-op Institute, to allow for a more in-depth learning experience.

Launching Your Legacy with EACE

Jeffery Alston is the Assistant Director of Employer Relations, The College of Brockport, Office of Career Services. He received the EACE research grant in 2016 for work on “Ethnic Minority Student Usage of Career Services .” We can’t wait to hear more on Jeffery’s research when he completes the project at the end of June 2017. Until then read up on Jeffery’s thoughts and progress.

jeffrey-alston-headshotReceiving the EACE Research Grant is a tremendous accomplishment.  Creating content that contributes to the field of Career Services is exciting.  As I encounter students in various places on campus, I’m amazed at the questions that pop into my head.  One of those questions was how do ethnic minority students use Career Services on their campus.  Since starting my doctorate education at The University of Rochester, this has been a guiding question for me.

Currently, I am still in the early phases of the research study.  There is a group of people called “IRB” and sometimes they can be viewed as the rabbit hole of the academic research world.  I took the initial leap and I’m still tumbling down.  It feels like the rabbit hole because there are revisions or request for additional information.  I say to myself, “didn’t I already send you this” or I say, “I said this already”.  As I make the adjustments and continue on with the study, there is this other factor that creeps in; LIFE and this activity I do 5 days a week called my JOB.  

Although I’m experiencing these things, I understand it’s only making my research study stronger.  This experience is also providing insight into what life will be like as a scholar/practitioner.  The goal from this point is to pull myself up by the bootstraps and get through this IRB process.  Thinking about it, it might be challenging to pull myself up after Thanksgiving, but it will only make my research muscles that much stronger.  

Until next time EACE’ers.  

Submitted by: Jeffrey Alston

launchlegacyHow will you #LaunchYourLegacy? Learn about the Research Grant and Apply by March 1, 2017.   The EACE Research Grant is designed to encourage research and assessment within our field and share models that demonstrate design and outcomes.  The research grant, in the amount of $2,000, will assist EACE members in conducting research and assessment within the field of career services or recruiting. Proposals for the research grant will include an outline for the year-long time frame as well as a plan for execution of the research, and methods for assessment of outcomes.

 

Twitter Chats – Let’s Share Some Best Practices

By Patrick Young, Assistant Director, Employer Relations at NJIT and EACE Board of Directors, Technology

The Technology committee hosts a monthly Twitter chat on Career Services & College Recruiting topics of importance to our EACE membership.  In case you missed it, our November Twitter chat covered “Career Services Management Systems – Tips, Trends, and Best Practices”.  With over 15 EACE member participants, CSM systems represented on the chat included Symplicity, GradLeaders, Handshake, and Purple Briefcase.  Unique perspectives were shared on top features, creative uses of technology, mobile trends, and future needs to improve services for both students and employers.  Check out the full transcript of the November Twitter chat at https://storify.com/eace/november-2016-eace-twitter-chat/.

Our December chat will be held next Tuesday, December 13th at 12 noon with the topic of “Beyond Info Sessions – New Ways Employers Can Build a Brand on Campus”.  Simply access Twitter and follow along on the hashtag #EACE.  Join us to share your insights, learn from others, and stay connected with your EACE peers!

It’s a Long and Winding Road to Career Discovery!

By Kate Szumanski, Office of Undergraduate Students in the College of Liberal Arts and Sciences at Villanova University (@KateSzumanski)

Experiential learning or experiential education are “hot” trending topics in higher education and with good reason. Colleges and universities are doing more and more to promote the values of first-hand experience, coupling it with intellectual exploration and academic structure to build rigor and reflection for students as they navigate a brand-new world and strive to make sense of it.

In the Office for Undergraduate Students in the College of Liberal Arts and Sciences at Villanova University, we recognize that experiential learning opportunities allow our students to develop knowledge and skills through professional work (internships), research projectsservice learningstudy abroad, and field trips to the real-world. Furthermore, these types of meaningful experiential learning opportunities help students make informed career choices as they discover their own path and build inroads to launch their professional lives.

In addition, we know that these types of learning experiences make our students highly desirable job prospects among employers of all shapes and sizes. These experiences help to create career ready young professionals who become sought-after internship and job candidates.

For many college students, the path to career success is obscured by lack of knowledge, experience, professional skills, and an overwhelming sense of confusion or fear.

Many high-achieving students have been told throughout their lifetimes that they can do and be anything, and while this is true in many respects, it’s also incredibly overwhelming and difficult to sort out and unpack. Eventually, you have to narrow things down. Ah, the great paradox of choice! Things were simpler when our store shelves were populated by two Ketchup brands.

Now, with a dizzying array of choices, we’re stymied at times, afraid we’ll choose incorrectly, waste our time and money, and be left with yucky Ketchup.

The path to career realization winds, snakes, and branches off into various sections previously unpaved. While great beauty exists on these unfinished pathways, great apprehension exists, too. Where will this path take me, and do I necessarily want to go there?

How to make sense of this, and where to go from here? We need to better educate students regarding the complexities of careers and career decision-making. We need to emphasize the importance of experiential learning, professional-skill building, and career readiness so that students discover, see, and map out the path to a career that helps them realize their unique life goals. If students understand what it means to be career ready, and if they marry that understanding to real-life experiences, then they will be well positioned to succeed.

With tuition costs rising across the nation and an ever-increasing competition for jobs on the horizon, there’s no time to delay or remain on the well-traveled path.

 

 

Membership Spotlight: Dawn Lazar

Excited for one of our 1st new #EACE member spotlights feat. Dawn Lazar of Cenlar FSB. #WeAreEACE

profile-pic_2What was your career path to get your current role? My career path is funny because I looped around a bit, but recruiting has always been the reoccurring theme.  As an undergrad at Florida State University (FSU), I had the unique opportunity to work in the admissions office as a telecounselor.  It was probably the coolest job ever at the time.  I called high school students and I spoke to them about the application process and why they should pick FSU as their school of choice.  From there, I did a stint in the staffing industry doing technical recruiting.  Agency wasn’t really my thing, so I moved back into higher education and spent 10 years of my career there focusing on admissions, academic advising, continuing education, and finally once I completed my master’s degree, I landed in career services.  After 5 years of building the undergraduate wing from the ground up as an assistant director in career services at the College of Business Administration at Florida International University (FIU) I felt it was time for a change.  I spent so much time advising companies on campus recruiting best practices, I wanted to switch to the other side and just do it.  I worked at BlackBerry running their US Internship Program for 18 months, moved on from there to start the university relations program for the Retail Marketing Division of Bluegreen Vacations and personal reasons brought me to the Northeast earlier this year and now I truly get to merge my experience advising, coaching, training, and developing young career seekers with my love for recruitment as the Program Manager – Talent Development for Cenlar FSB.  My primary responsibilities include overseeing all program planning, development, and recruitment for our Summer Internship Program and Leadership Development Program.

What was your first job?  First job out of college – Technical Recruiter for TEKsystems / First job ever – cashier at Publix (grocery store in the South)

Why did you choose this career?  I love working with people, helping them discover their passion and coming up with a plan on how to get there.  I am especially drawn to working with those early in their career, because I feel college students and recently college grads are at such a pivotal point in life where the possibilities are endless if they just take advantage of the resources allotted to them.

What is the skill that is most important in your current role?  Listening intently and then taking action.  It seems simple, but I feel it’s really important in any role, not just mine.

How did you develop this skill and how do you fine-tune it regularly?  In every role, not just in our field, it’s important to listen in order to truly help someone get to where they want to be and truthfully in order for everyone to win.  I learned early in my career that in order to successfully recruit, coach, advise, develop someone you need to listen to what their wants and needs are before acting, otherwise you will sell someone on something that they don’t really want and in the end everybody loses.  Life moves so quickly sometimes things happen that remind you to go back to this basic principle in order to stay on track, so yes I would like to think I’m constantly evolving and trying to get better with it.

Did you have a mentor? Yes, I have several.  I think seeking out mentors and accepting those that offer mentorship is a key ingredient in being successful.

What is your biggest career accomplishment?   Building a department that didn’t exist prior to my arrival in a position.  I’ve done this 3 times in my career (2 at the university and once in corporate).  I think being able to leave a legacy behind is something I’m most proud of. 

What is your advice to students looking for their first job?  Take full advantage of the resources afforded to you at your college/university career center and NETWORK!  Get involved in organizations both inside and outside of school that are aligned with your interests and career goals.

What is your advice to young professionals in the field who aspire to your current role?  Network, ask a lot of questions, join professional organizations get involved as much as possible, set informational interviews with those that have the position that you aspire to have, and continue your education.  All these things will make you more visible and more marketable in the long run.  Be willing to take chances and open to relocating. 

What was the best career advice you have ever received? You don’t get what you don’t ask for….this goes with everything in life and I really try to live by it.

What would you like colleagues to know about your organization? Cenlar FSB, is a national leading loan servicing provider, engaged in mortgage loan servicing and subservicing as a core business for more than 40 years.  Located in the greater Trenton area, we are an employee owned company, that is currently growing exponentially.  As a result of this, talent development has become a major organizational focus which opens doors for not only internal employees but for recent grads and other driven newcomers that wish to truly have a career path.  Two college programs that are a part of these initiatives include the Summer Internship Program and Leadership Development Program which start each May/June.  Feel free to reach out to me with questions.

Bio: Dawn Lazar has dedicated over 15 years of her career to career services, recruiting and talent development roles. She’s had the pleasure of working on both sides of the house, spending 10 years of her career in student/employer services at Florida International University and later taking a leap over to corporate managing the US Internship Program for BlackBerry, building the University Relations Program for the Retail Marketing Division of Bluegreen Vacations and now managing the University Talent Development Program for Cenlar FSB.  She received her Bachelor of Science in Psychology from The Florida State University, Master of Science in Adult Education from Florida International University, and holds the SHRM recognized, Senior Professional in Human Resources (SPHR) Certification from HR Certification Institute (HRCI).

You could be next! Tell us about yourself using this easy new Google form: http://ow.ly/ZcKU3065LdI

Cranky Director’s Corner – Post-Election Bonus Post

The past week has provided much material for emotional roller coasters, regardless of how you felt Wednesday morning. Sidestepping the overtly political (we’ll have plenty of that in the months and years to come), I’d like to address a couple majors contributors to the shock and surprise experienced by many over the last few days – data and bubbles.

In recent years we have raised data from a useful tool to a fetish to a nearly messianic thing that will cure our most pernicious diseases, solve our perennial social ills, improve our marketing and complexion, optimize our pipelines, and eliminate human error from all decision making! We’ve enshrined data-driven decision making in our policy and operational discussions, our personal and departmental goals, and our strategic plans. Big Data or Big Brother? Better data collection and analysis does offer more ways of capturing what has happened within our constituent populations. However, we should heed to the cautionary tale from this year’s election polls. Two lessons to remember:

  1. Data only tells us so much.
  2. Data is only as good as the assumptions we build into the collection and analysis processes.

The simplest way to avoid the first employs combining anecdotal evidence and our professional knowledge with the data. Does the data make sense? Does it align with the conversations we and our team (or others in our organizations) have with our constituents? Beware cherry picking stories to drive a preferred narrative. This leads us to tackling the second lesson. Humans are prone to an array of biases that affect our personal, professional, and political judgments, even as we strive to exercise objectivity. If data is to serve us, rather than us eventually serving it, we need to take clear steps to define data’s real role in our organization. Data’s role in our offices and the world is significant and a blog post is not suitable for a comprehensive discussion of this, but here are a few questions to get us started and regularly rehearse. Who are the consumers of the data, and can they speak back to it and us to challenge it? What are our goals? Where does data really fit into our regular processes, including our decision making? When do we gather, analyze, and share our data? Why do we need this piece of information from this source? How do we collect and share the data? Keep in mind the caveat Mark Twain attributed to Benjamin Disraeli, “There are lies, damned lies, and statistics.” While we should not become enthralled to the data, neither should we manipulate it to our own short term ends.

Bubbles conjure memories of childhood and laughter. The US was also just blindsided (apparently we don’t know how to look in a sideview mirror) by different bubbles clashing in a way that demands attention. Politics aside, we do this in our offices. Do you serve all majors on your campus equally? Passive services like walk-in hours don’t count. Recruiters, do your organizations seriously entertain students with the right skill sets, regardless of major? Have you found you work more with some departments because they’re easier to work with? Has that compromised your own department’s reach and fulfillment of mission? Technology that encourages selective news consumption, mindsets born of behaviors on social media, and natural tendencies towards groupthink and herd mentality (Bay of Pigs anyone?) all isolate us from those that are other. And the human capacity to slice and dice who is “us” and “them” is nearly infinite. The best way to pop these kinds of bubbles is not with needles, but with bridges.

I’d like to close with a turn to one of the responses emerging from last week’s decision – safety pins. First used as a secret badge by the Dutch Resistance in World War II, then an emblem of the UK and US skinhead* and punk movements, now a sign of solidarity in the UK with those in fear of the uptick in racial attacks following Brexit, they are something to consider beyond being simple symbol. Since 1970s and 80s counterculture is lending us this, I recommend we take another step and hoist the 2 Tone flag.

*Skinheads were originally apolitical and non-racist and continue to mostly be so, but like Pepe the Frog, media coverage tended to allow the smaller racist element to define the whole in the public at large.

About the Author:  The cranky director will deliver rants on the economy, technology, social engineering, lack of a really good nearby falafel place, and idiot politicians (broadly defined)  to your computer desktop of preferred mobile device the fourth Friday of every month.

Cranky Director’s Corner – Ubering Our Livelihoods Away

Welcome to the “Happy Extortion Day” or Halloween edition of the Cranky Director’s Corner. While gratified that the editorial board of the Chronicle has chosen to follow the lead of my last post for their Innovation issue, there’s no resting on laurels around here. Onward. Forward! PROGRESS! What can possibly go wrong?

I’m glad you asked, so go grab your sabots and we’ll find out where to throw them. That does not mean this post or the Corner offer safe haven to Luddites. It is a blog after all. But as we venture into this month’s topic, let us reflect on the hard won lessons of the Industrial Revolution. It only took a matter of decades and incidents like the Triangle Shirt Fire to introduce reforms to protect workers. Of course these lessons don’t mean much in the American economy now that we’ve effectively off-shored much of our manufacturing. While off-shoring our consumer demand, we seem to have forgotten to send along our ethos on protecting workers from the predations of unscrupulous owners.

As globalization, outsourcing, and off-shoring encroached we pacified ourselves with things like Friedman’s The World is Flat, quietly thankful that the hardest hit employment sectors were not our own white collared ivory towers. Security by being knowledge workers or part of the creative class sounds wonderfully enlightened, yes?

Have you heard the one about the Uber driver? Imagine if you opened your news aggregator on your smart device and read your employer was investing heavily in putting you out of work within five years. What is your incentive for working hard and looking out for your employer? Of course, Uber drivers are part of the gig economy, so let’s consider the trucking industry. Similar timeline, though varying opinions abound, with a projected 3.5 million professional truck drivers potentially impacted. This amazing world we live in means these kinds of advances are not just coming to roads near us. Remember Foxconn from a few paragraphs ago? (you do click the links, don’t you?) Well, at least advances in AI and robotics means less people will be living that “dream”. Of course in the new economy, and in the old for that matter, it is the worker’s responsibility to retool for a new career. So what happens when the second half of creative destruction outpaces the first? What happens to a society when the pace of change is too rapid for people to make lateral or upward career shifts, or when jobs simply disappear without replacement opportunities emerging? If you think it cannot happen, you missed that it already has, and there are political implications for masses left behind.

What do Uber’s Otto, Facebook, AI, Drones, and the Internet of Things (IoT) have in common? (Hint: “really two things”)

  1. Most people weren’t asking for them.
  2. Everyone needs to adjust to their societal impact.

In every one of these cases someone or some small group of people had a vision that has, or is, overtaking broader society. Opting out becomes less of an option. When all cars are self-driving cars by fiat of market forces and/or regulatory action, will those refusing to buy get on the self-driving bus? Walk to work? (I hope no Mercedes are nearby.) Already the failure of IoT manufacturers to account for weak security in their appliances has enabled massive DDoS attacks like the one on October 21. Never mind the vulnerability of the power grid, they took away my Twitter! Now I like tech. It’s amazing to see what people come up with. Unfortunately, whether its high tech infrastructure in our homes, or robots, chatbots, and AI in the workplace, disruption carries a lot of costs. But we have over a century of experience with technology creating upheaval in the workforce. You’d think we would be getting a handle on how to minimize the negative impact so people don’t get left behind unless they choose to.

The question facing us as a professional community is where to start. Well, we are the braintrusts our schools and organizations have employed to think about and speak to these issues, whether they realize it or not. We start in our own backyards. Online tools should augment and extend our office capacities, not lead to reductions in staffing.  That tool or outsourced service that frees up a staff member today can be seen by your organization’s leadership as a potential cost saver by eliminating that position for the cheaper option. What our offices lose, what our students and applicants lose, is that crucial human element. I want my team constantly striving for the forward thinking, innovative, “what’s next” for our students, but I also know something simple like a resume review session is often that first point of contact or that important relationship builder that creates trust and leads to that student excitedly emailing when they got the interview/job/promotion. Tech always needs to be applied with wisdom, and we should never confuse fiscal concerns with actual wisdom. Slowly undermining the integrity of our offices, our teams, our quality of service for a short term technological band-aid is not innovation. Even if we’ve got a shiny new webtool, app, or gadget to show off.

So my doorstop haunting, cosplaying, candy fiends, here’s a trick and treat. The trick is if before you tuck into some turkey, you read the Chronicle articles and create a new initiative to serve your audience, you’ll get the treat of expanding your service and reputation. Great for annual reviews, budget discussions, and EACE conference proposals. Now get off my lawn!

About the Author:  The cranky director will deliver rants on the economy, technology, social engineering, lack of a really good nearby falafel place, and idiot politicians (broadly defined)  to your computer desktop of preferred mobile device the fourth Friday of every month.

EACE Call for Proposals Tip Sheet

The EACE Programming Committee is now accepting proposals to present at the 2017 Annual Conference. We are looking for proposals to cover a wide variety of topics including, but not limited to:

  • Assessment & Strategic Planning (best practices, new approaches to program assessment, learning outcomes, graduate outcomes)
  • Career Community Models
  • Career Coaching & Counseling (colleges: counseling students and their parents, employers: recruiting students and their parents)
  • Diversity & Global Issues
  • Marketing & Technology
  • Employer Relations & Recruiting (best practices for HR recruiters)
  • University Partnerships (faculty/academic & alumni affairs/development partnerships with career centers)

Tips for Submitting Your Proposal

  1.  GIVE IT TIME – A good proposal takes time to create! Set aside a few hours to review past proposals, draft out your presentation outline, and craft your title and session description.
  2. TAILOR YOUR SESSION – Increase your chances of being selected by aligning with one of our topics above and think about a format that involves the audience and stimulates discussions (instead of straight lecture).
  3. MAKE IT CATCHY – The title and description you create now will be listed in the app and booklet, so consider the audience, topic area and relevance to your presentation. Use action verbs and results-oriented words. Your title must be both attention-grabbing and give a good description of your session.
  4. GET CREDIT – Sessions that are NBCC or HRCI accredited have an increased likelihood of being selected for the conference, and tend to have higher attendance. Review the guidelines for HRCI (Human Resources Certification Institute) and NBCC (National Board for Certified Counselors).
  5. SHARE TAKEAWAYS – Think about the learning outcomes. What information will attendees learn? What new insights will you cultivate? What best practices or how-to’s will you share? Answer the following: “By attending this session, attendees will gain…”

CLICK HERE to download the EACE Call For Proposals Tip Sheet and view sample proposals.

 Additional Information 

  • Back by popular demand, EACE is offering ONE FREE conference registration per accepted break-out session. The free conference registration will be given to the lead presenter listed on this form and is non-transferable. This offer is not applicable to speed learning presenters. You MUST register by the early bird deadline (March 31, 2017) to take advantage of the complimentary registration.
  • Presentations are expected to stick closely to what is proposed on this form.
  • Presenters will not be compensated.
  • EACE provides presenters of break-out sessions with a projector and screen, but you should bring your own laptop and adaptor.

FAQs

Who can submit a proposal?
Anyone who has a relevant topic to share! We’ve had submissions from graduate assistants, faculty, career counselors, VPs, directors, recruiters and more.

Where is the Annual Conference?
Jun. 21-23, 2017
Sheraton at the Falls
300 Third St.
Niagara Falls, NY 14303

How long should my presentation be?
Break-out sessions are 60 minutes, speed-learning sessions are 20 minutes.

When are proposals due?
The deadline for submitting a proposal is Nov. 1, 2016.

When will I know if my proposal was accepted?
You will be notified by February 2017 on the status of your proposal and if it was accepted as a break-out session or will be offered as a speed-learning session.

Who should I contact with additional questions?
2017 EACE Annual Conference Programming Co-Chairs:
Katie Scheuer –  katie.scheuer@temple.edu
Ali Woodworth – alison.woodworth@bc.edueace-call-for-proposals-tip-sheet_page_2

 

5 Ways to Market “Road Trips to the Real World” on YOUR Campus!

rtrwbanner2017EACE’s Road Trips to the Real World offers your students the opportunity to attend employer site visits for ONE DAY between January 4 – 13, 2017. Host companies will talk about their organization, industry, internships, and job opportunities This is a chance for your students to get the inside scoop and literally get their foot in the door at 40 participating employers across the northeast…BUT space is limited and spots fill up VERY quickly, so encourage students to register now! Registration opens today, October 17th, and closes on December 9th. Students can register at: http://bit.ly/RTRW2017

Here are 5 ways you can spread the word about Road Trips on your campus:

  1. Social Media: Check out our Career Center Marketing Toolkit which has sample tweets and Facebook posts ready to go. Follow the suggested timeline, copy and paste, and boom – your students will catch wind of the great sites participating this year. Attach our infographic for a nice visual.
  2. Campus Announcements: Use your school’s campus wide announcement system to post a message about Road Trips. We’ve drafted up a sample campus announcement template which along with our infographic or flyer will catch their eye.
  3. Targeted Emails: Send targeted emails out to various student groups (specific majors, professional clubs, faculty and academic departments, special student leader groups like RA’s, OL’s, student workers, athletes and coaches, etc.) Use our Student Email template and tweak accordingly.
  4. Career Management System Messages: Whether you have CSO, Handshake, or Simplicity chances are you can send mass emails out to students. Use our campus announcement template and send it out using your Career Management System.
  5. Good Old Word of Mouth: Talk to students during your one-on-one appointments, at events, over the phone, or during a workshop. When you have their undivided attention, they’ll be more likely to hear all the great benefits of participating in Road Trips!

If you’d like more help in marketing the Road Trips program on your campus, please contact Committee Co-Chairs Katie Vagen at kvagen@bridgew.edu and Kelly Bellew at klb261@psu.edu. This program would not be successful without the help of our amazing EACE college and university members!

SHARE YOUR FAIR CONTEST

It’s that time again. Career Fair season is here. Many career offices have been or will be hosting their annual Career and Internships Fairs this fall. Wouldn’t be great to win a prize for all your hard work and planning?

sharefairThe EACE PR Committee is excited to be hosting our Share your Fair Contest, which will allow you to show off your hard work and career center pride with #EACE. The contest will run through November 1st.

To participate just snap and post pictures of your fall career fairs! Creativity counts.  The most creative posts that use #EACE will win a Starbucks gift card for their office!

Enter to win prize for your entire office. Here are this year’s prizes.

  • 1st place: $100 gift card
  • 2nd place: $25 gift card
  • 3rd place: $25 gift card

Not sure where to start? Get your students and employers involved. Snap some pictures showcasing your talented students interacting with your employer partners.  Photos must be uploaded to an individual or career center Twitter and/or Instagram account to enter the contest, and the body of the post or tweet must include #EACE & #SHAREYOURFAIR. Photos can also be edited to include #EACE somewhere on the image.

Winners will be announced during the week of Nov. 7 and featured in the EACE Digest E-Blast!

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