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.