Are You Responsible for the Success of Your University’s Career Center and Would Like to Improve Its Value Proposition?
- Do you feel that your students are not receiving the best level of career services possible?
- Are graduates struggling to transition into the workforce, causing strain with students, parents, employers, faculty and alumni?
- Are you worried about the career center’s impact on your university’s overall reputation?
- Do you know something isn’t working, but feel unable to effectively identify and resolve specific issues?
- Do you want to learn more about current college career services best practices and create a strategic plan to optimize your center’s functioning?
When you want the best for your staff, students and institution, it can be extremely frustrating to face ongoing organizational challenges with no apparent solution.
Maybe you are constantly receiving negative feedback from dissatisfied students, concerned administrators/faculty, or unhappy employers about the career center’s performance. As the pressure to make changes mounts, you might compare your center to those at other universities and wonder why you aren’t enjoying the same level of success. It might seem like your center doesn’t have the capacity to adopt new technology, meet changing students’ and parents’ expectations or otherwise adapt to current trends in college career services. Perhaps, you’re also concerned about the overall efficiency of the internal operations of your career center, and how to ensure it is positioned to become a best-in-class, innovative career center for years to come.
Although you have some idea of the issues sapping student engagement and satisfaction, it seems you only have a few pieces to a much larger puzzle. To make sustainable improvements, you need help looking at the whole picture. As the Needs of Students Continue to Shift, Many University Career Centers Face Challenges
As the Needs of Students Continue to Shift, Many University Career Centers Face Challenges
Most institutions of higher learning find it difficult to invest the resources necessary for a career center’s optimal performance.In part, this is because career centers were, until recently, primarily considered places where students revised their resumes or found an internship. Today, students—and their parents—expect a great deal more.
With the cost of tuition and the weight of student loans in the forefront of many minds, college job placement rates are under increased scrutiny. Students and parents know they are making an enormous investment. If they are going to spend tens of thousands of dollars on a degree, they want to ensure they’ll enter a stable, well-paying job after graduation. So, they are searching for universities that can make and meet that employment promise.
Despite this mounting pressure, many universities still don’t view career education as a distinct discipline to develop and nurture. Therefore, career centers are often dramatically understaffed, often with a 5,000 students to 1 staff member ratio, when the professional standard should be approximately 1750 to 1. Further, directors and other career staff members rarely have opportunities to learn and adopt evolving best practices in career services.
Although these challenges can seem insurmountable, it is possible to improve your career center. With the support of a career services-focused university consultant, you can pinpoint the specific challenges you face and implement immediate, comprehensive solutions.
Student Affairs Consulting Can Boost Your Career Center’s Overall Performance
At Dynamic Transitions in NYC, we have over 15 years of experience working within career development, with specific expertise in higher education. In fact, consultant Dr. Richard Orbé-Austin was the Founding Director of NYU’s Graduate Student Career Development Center. In addition to building this well regarded career center, he has worked in a variety of public and private institutions, bringing a unique, expert perspective to the common challenges career centers face. He has been in your shoes, and he knows how to cultivate solutions and success.
Our consulting services are individualized and collaborative. We focus on helping you identify your organization’s specific strengths and areas for growth.
First, we engage with you to understand your present concerns and to develop a uniquely tailored intervention plan. This plan may involve conducting an external review of the career center, where we connect with various stakeholders such as students, faculty, employers and senior administrators to fully grasp your current challenges. Then, we craft a vision for optimizing your career center’s functioning, including desired long-term outcomes and the specific steps needed to achieve them.
Next, we use the information gleaned from the review to productively restructure and reorganize your career center. With awareness of both up-to-date best practices and insight into your institution’s specific needs, we develop and implement a career services strategic plan. This means looking at every relevant piece of the puzzle.
Student affairs consulting can help you turn your career center into the first-class institution you want it to be.If you are committed to positive change, then we can help you develop the vision and tools needed to achieve your goals.
We have facilitated countless organizational transformations, and we’re confident that the same transformation is possible for you.