Kelli K. Smith, Director of University Career Services, Fleishman Center for Career and Professional Development, Binghamton University
A few weeks ago I returned from the inaugural Global Career Services Summit held at the University of Leicester in the United Kingdom (U.K.). It was the brainchild of Bob Athwal, Director of Student Experience and Careers at the University of Leicester, and Tom Devlin, Executive Director of the University of California Berkeley Career Center.
The program was the first of its kind and included a group of 68 career professionals invited to participate and some select sponsors from eight countries. The primary focus of the summit was to share best practices, discuss accountability within our profession, examine the global work force of tomorrow, explore new career center models, and provide opportunities for cultural exchange among practitioners. Since it was, perhaps, the most beneficial professional development experience of my life thus far, I wanted to share a few reflections. I was struck most by the fact that we were all dealing with very similar issues. Yes, we have some different terminology. We use the terms “placement” or “career outcomes” where our U.K. friends use “employability.” But I left intrigued by how the challenges we face and the innovations we are attempting are quite comparable. For example, we all face the challenge of our institutions recruiting more and more international students, but our governments restricting their ability to work in our country. In fact, by percentage, our friends abroad face this challenge even more than we do in the United States.
Secondly, we are all acutely aware of federal—and in many cases more so state—pressure on institutions for positive career outcomes. At the same time, our colleagues in the United Kingdom are dealing with the “DHLE” (Destination of Leavers). We now have NACE standards providing our institutions much needed structure to create an “apples to apples” comparison for parents (as noted in this recent article by Billie Streufert), they have the National Student Survey which was prominently promoted all over the University of Leicester student union area, including large promotions along their walkways.
There are striking similarities in how we are challenged with a barrage of reports about the skills gap our college graduates have. As we know here in the U.S., a National Association of Colleges and Employers (NACE) task force comprised of representatives from both the higher education and corporate world developed a definition and identified seven competencies associated with career readiness for the new college graduate in 2015.
After being inspired to research a bit more what, for example, the U.K. is facing in this regard, I found an interesting blog from the London School of Economics and Political Science by Steven Ward. This helped me rethink the way I view this perceived gap and how we can add to the conversation in a different way. Without the conference, I would not have discovered this article and had my thinking challenged in that way.
It was also striking how we are sometimes responding in similar ways to external challenges. For example, during the tour of our host institution and career center at the University of Leicester, which has approximately 21 thousand students, we examined the efficiency of their appointment model and how they moved from hour-long appointments to 20 minute appointments with significant pre-work assigned to students in advance.
We needed to make similar changes at Binghamton University and moved to a structured amount of time for our walk-in appointments and to 30-minute individual appointments, allowing for us to grow our individual appointment number by 130 percent the following year with the same staffing. However, while we did have “pre-work” assigned to our practice interview appointment students, we have not done what Leicester has with our other appointments So, I plan for our department to examine that concept further.
And while we have dipped our toe into a program to assist in sophomore’s professional and leadership development skills, I liked seeing how Leicester partnered with an external vendor, The SmartyTrain, to create an innovative skills development program called “The Leicester Award.” I predict that we will, over time, see more career centers developing innovative ways to help students develop the key skills we know employers are seeking, rather than only educate students about what the skills are and how to best articulate their skills and strengths.
Naturally the networking and new friendships made with leaders in our field that I admire was, personally, my favorite part of the conference. It was also noted as being one of the best benefits for others; 66 percent of the participants stressed the importance of networking as being a primary conference benefit. It set the stage for professionals in our field from Australia, Canada, England, Ireland, Italy, United Arab Emirates, and the United States. to engage in meaningful relationships, thus opening up opportunities and potential collaborations that may otherwise not occur.
One of my biggest professional takeaways was around an idea that Paul Blackmore from the University of Exeter brought up one night at dinner. We often do not realize how we can get stuck in a systems thinking mindset within our own countries. When we expose ourselves to others outside of our regular connections and cultures, our thinking is challenged and we may take different—and better—approaches to solving challenges that we might not have otherwise even considered. We begin to question our own stereotypes and traditional ways of thinking, as well as aspects of our own culture that were previously unexamined. It all sounds quite similar to what we say our students gain when they study abroad, right?
I also left with some questions…
- How much do economic conditions affect our profession’s current state of being and initiatives?
- What would our experience have been with a mix of different countries? It was a great start, but we all agreed there were other countries that would be helpful in the future.
- How can we continue the momentum and build partnerships with similar institutions as ours around the globe in order to better our service to students and employers?
I arrived home before heading to NASPA with a feeling of being so grateful for the initial invitation to participate. There was never any hesitation on my part since I have never been in a position to travel to Europe and have dreamed of going for years. Plus, the list of attendees was too great to miss. When I received the invitation I knew it would mean being out of the office for nearly three consecutive weeks in March for work and family reasons, plus it would mean flying my in-laws in to assist with our children since my partner would be traveling at the same time.
I would be remiss to not add how thankful I also am that Tim Luzader and Marianna Savoca, colleagues from our days at Indiana University, reached to out see if I would like to travel with them a couple days early to see London. Traveling with them was most certainly a highlight I will always treasure, too. The entire experience was, most certainly, one of the best professional experiences I have ever had. Saying “yes” to this invitation was a decision I’ll never regret, and I am incredibly thankful for the opportunity and those that made the summit happen.
Reblogged this on Career Geek.