welcome to session 4.08 the game is on ......2016/09/04 · resume and application letter as...

THE GAME IS ON!

GAMIFICATION OF

EMPLOYABILITY SKILLS

Welcome to session 4.08

Hall 2H2, Level -1, ACC, 14 September, 16.00-17.00

September 20, 2016 Slide 2

Structure

Employability Matters

How to train Intercultural Competencies?

Best Practice Example

What can an Higher Education Institution do?

Gamification

Let’s play!

NANNETTE RIPMEESTEREXPERTISE IN LABOUR MOBILITY

THE NETHERLANDS

Expertise in Labour Mobility

enhancing international labour mobility

• businesses• governments• higher education• individuals

• research• writing• presenting

• i-graduate• Careers Made in • CareerProfessor.works

Employability & Cultural Differences

Employability what is it?

A set of skills & qualities that an employer is looking for in a potential employee. Feeling employable is achieved when a person’s talents are supported to the max.

HARD SKILLS• industry specific• trained by experts/HEIs

SOFT SKILLS• universal • acquired by experience /

enhanced by study abroad

Source: Expertise in Labour Mobility

the importance of employabilitythe world is the playground of today’s students

E = (Q + WE + S) x C

formula for employability

E = (Q + FE + S) x C

what are employers looking for?

Source: ERASMUS IMPACT STUDY, European Commission, 2014

“THE TYPE OF SKILLS THAT YOU EITHER BUILD ABROAD OR WHEN ENGAGING WITH DIVERSE PEOPLE (FROM OTHER CULTURES)”

WHAT EMPLOYERS WANT?

Source: http://www.labourmobility.com/employability-matching-employers-needs-student-capabilities/

Interculturally competent people

how to train those intercultural

competences that employers are

looking for?

It’s the use of game elements in educational non-game environments

Examples

- fire drills

- flight simulations

- baby games (colours, shapes)

- frequent flyersmiles/happy meals/etc

- badge collection in addiction battles

Gamificationthe what?

Gamificationthe why?

More than 1.2 billion people are playing games.

Over 700 million people game online around the world.

We spend 3 billion hours a week as a planet playing video games.

The average young person racks up 10,000 hours of gaming by 21.

Gamification makes use of the human desire to compete, against others and against themselves.

Gamificationthe how?

I hear and I forget. I see and I remember. I do and I understand.Confucius

Let me show

you what my

UNI did for my

career

Source: International Student Expectations: Career Opportunities & Employability

Technology is a game changer in HigherEd

Careers Advice & Gamification

Gamificationwhy not …

Optimistic & self motivated: Gamers are characterized by extreme self-motivation.

Keen & productive: Game play makes the gamer happier while working, optimizing their productivity and enjoying it.

Curious & Studious:A game mindset invites students to be more curious & eager to learn.

… learning to deal with failure:Gamers build resilience and learn how to deal with failure and ‘happily’ progress to the next step.

Gamifying soft skills

Knowledge, comprehension of cultural differences & skills to apply them develop one’s intercultural competences* that are high in demand by employers.

* Source: Dr. Darla K. Deardorff in Journal of Studies in International Education, Fall 2006, 10, p. 241-266 and in The SAGE Handbook of Intercultural Competence, 2009 (Thousand Oaks: Sage)

The knowledge & understanding gained by engaging with cultural scenarios in games translate into soft skills that are transferrable to real-life situations.

Gamification of careers advice

Features

Available 24/7

More accessible

Fun element

Additional to careers support offices

Implementation

10 tips on implementing gamification of careers advice to prepare students for a global workplace

- VISTA article, IEAA magazine, Nannette Ripmeester & Veronika Norvaisaite “Gamification and (the

Quest for) Global Employability”

EDILIO MAZZOLENIUNIVERSITÀ CATTOLICA DEL SACRO CUORE

The game is on:

gamification of employability skills

Liverpool 2016

#3 for Employer

Reputation in Italy

#132 for Employer

Reputation worldwide

Source: QS WUR 2016

Italian job market

Italian employers highly value international study experience when recruiting -> soft skills

Source: QS Intelligence Unit – A division of QS Quacquarelli Symonds Ltd.

Strategic framework (2)

# of internships & job placements (undergraduates and graduates):

Around 6,000 every year

10% international

Using the UCSC network Engagement with employers

Qualitative research on:

A.“The value of training and experience abroad as a factor in their hiring practices”

B. “Employers’ perception of the role of Universities in the transitioning process of graduates into the professional workplace.”

Employers interviewed

21 interviews lasting 1 hour - 18 interviews of heads of HR departments in organizations in different sectors- 3 interviews of professionals in personnel selection

Employers answers: Specific vs Anecdotal

Research Findings

THREE MAIN AREAS:

- Students’ Soft Skills

- Perception of the Value of specific International Programs

- Evaluation of and expectations on the role of Universities

ORGANIZATIONAL SKILLS AND SENSE OF RESPONSIBILITY

COMMITMENT and HUMILITY

What companies require and expect of new graduates:

New graduates who haveundertaken an experience

abroad are:

MORE MATURE AND ADULT MORE AUTONOMY FASTER LEARNERS MORE EFFICIENT MORE DETERMINED IN

REACHING FIXED OBJECTIVES MORE ABLE TO DEAL WITH

UNFORESEEN CIRCUMSTANCES AND PROBLEMS

AUTONOMY AND PROBLEM SOLVING

A wish to learn and being prepared to gain knowledge and skills

Respect commitments undertaken: accepttasks complete them efficiently and successfully, within given time limits. Thisincludes work placements or interships.

Know how to manage tasks and unforeseencircumstances without always asking for support from a tutor.

Soft skills (1)

MORE INCLINED TO ACCEPT DIFFERENT AND VARIED TASKS AND RESPONSIBILITIES

MORE INCLINED TO ACCEPT CHALLENGES, LESS FEARFUL OF ACCEPTING TASKS THEY HAVEN’T UNDERTAKEN IN THE BEFORE

BETTER PREPARED TO ACCEPT WORK RUSHES

MORE PROACTIVE, CREATIVE, ABLE TO HAVE ORIGINAL IDEAS AND TO GIVE SUGGESTIONS.

What companies require and expect from new graduates…

abroad are…

FLEXIBILITY

INQUISITIVENESS AND CREATIVITY

Accept different tasks and resonsibilitieseven when not exactly in line with their ownwishes and professional profile. Willing to accept challenges.Adapt to changes in demands at work e.g. manage stress, be prepared to work outsideworking hours.

Liveliness and intellectual curiosity, a thirstfor knowledge, lateral thinking: essential for learning and valuable for the company, for survival in a difficult market wherereinvention is often necessary.

Soft skills (2)

What companies require and expect from new graduates:

New graduates who haveundertaken an experience abroad

RELATIONAL SKILLS

Teamwork skills. Know how to create rapport and interact appropriately with those within and outside the company e.g. clients, suppliers, partners etc.

BETTER AT TEAMWORK BECAUSE THEY ARE USED TO INTERACTING WITH VARIOUS TYPES OF PEOPLE AND THOSE DIFFERENT TO THEMSELVES (THEY ARE ABLE TO LISTEN AND OBSERVE OTHERS, RESPECT THEIR OPINIONS, ACCEPT DIVERSITY ETC.)

BETTER ABLE TO BEHAVE APPROPRIATELY IN DIFFERENT CONTEXTS AND ACCORDING TO THE LEVEL OF THE INTERLOCUTOR

FASTER AT UNDERDERSTANING THE RIGHT STYLE OF BEHAVIOUR TO ADOPT WITH A CLIENTE, SUPPLIER OR PARTNER ETC., WHETHER ITALIAN OR FOREIGN, AND BETTER ABLE TO COMMUNICATE AND ACT IN A SUITABLE MANNER

Soft skills (3)

What companies require and expect from new graduates:

abroad are:

Knowledge of English is by now a prerequisiteKnowledge of other languages may be relevent in some contexts

MORE EFFICIENT WHEN COMMUNICATING IN THE FOREIGN LANGUAGE THEY HAVE STUDIED, WHETHER FACE-TO-FACE, ON THE PHONE, VIA EMAIL ETC)

MORE PREPARED TO ACCEPT WORK TRIPS ABROAD AND LONG TRIPS ABROAD

BETTER ABLE TO ADAPT TO NEW CONTEXTS WHEN ON WORK TRIPS

KNOWLEDGE OF A FOREIGN LANGUAGE

TO BE PREPARED TO TRAVEL

Travelling for work is usual for many rolesand companies

Soft skills (4)

Educators vs employers

Students vs employers

Source: “”Well-Prepared in Their Own Eyes”, AACU, https://www.insidehighered.com/news/2015/01/20/study-finds-big-gaps-between-student-and-employer-perceptions

Are college graduates well prepared in each area?

CareerProfessor.works at UCSC

The system

Career information, platform to connect with

peers & alma mater

Continuous contact & information

CareerProfessor.works is a tool consisting of a website & an app:• For students – interactive career info• For HEI – management info

How it works - Universities

500 invitationsStudents & alumniResponse rate 17%

09-09-2016

09-10-2016

Data reports - website

1. Division by graduation date: 2. Division by degree:

3. Division by gender: 4. Division by nationalities:

5. How happy are you in hindsight with your study choice?

Data reports - app

Did/Do you receive sufficient help from your university in finding employment?

Data reports - app

Would you like to receive more careers advice from your university?

Data reports - app

How well do you feel you understand the job requirements demanded by prospective employers?

Data reports - app

How well prepared do you feel for the job market?

Student feedback

“Last week I had the chance to use the website for preparing some job interviews.”

F. Settanni, Italy

“I find extremely useful the detailed information about the specific country, especially the cv template.”

T. Hartanto, Indonesia

“My attention was caught by the section "games": this is an interactive and attractive way to learn something new and useful for our future!”

E. Maiocchi, Italy

Conclusion

Employability is here to stay on UCSC’s agenda:— keep monitoring the situation to know where and how to

provide career support efficiently— provide students and graduates with career advice in the

most engaging and innovative ways

Would you like to receive more careers advice from your university? 2015: %?

2016, 2017, 2018…

Close the Gap

gamification of cultural scenarios

Play time!

An informative quiz based on CareerProfessor.works

1. Doing Business – 2 questions

2. Social Interactions – 2 questions

3. Job Hunting – 2 questions

When negotiating in South Africa, interrupting your counterpart is:

Part of the discussion and shows strength of

Considered rude and should be avoided.

Encouraged, and is admired.

A. B. C.

Question 1

How well received is negative feedback in Portuguese business?

Very well, as it gives a chance to improve in

the future.

Somewhat uneasy, but secretly appreciated.

Not well at all and should be avoided.

A. B. C.

Question 2

How do you greet somebody from Singapore?

It depends on their ethnicity and age.

It depends on their religion.

It depends on which part of Singapore they come from.

A. B. C.

Question 3

It is a bad sign in Russian meetings to:

Sneeze while introducing yourself – a

sign of weak personality.

Wear red – the colour of cheating.

Shake hands across the door threshold –

a sign that the friendship won’t last.

A. B. C.

Question 4

What is preferred in an on-line application in the US?

You send both your resume and application

letter as attachment.

You sendyour resume as

attachment and your application letter in

the body of the email.

You send both your resume and

application letter in the body of the

email.

A. B. C.

Question 5

Below are common questions interviewers in Japan might ask,

except:

What kind of job would you want if you joined

What is the range of salary you are

expecting to get?

What other companies are you visiting besides us?

A. B. C.

Question 6

SPEAKERS:

EDILIO MAZZOLENI - UNIVERSITÀ CATTOLICA DEL SACRO CUORE

EDILIO.MAZZOLENI@UNICATT.IT

NANNETTE RIPMEESTER EXPERTISE IN LABOUR MOBILITY

N.RIPMEESTER@LABOURMOBILITY.COM

Thank you for joining us!

Your feedback is appreciated!

Evaluate this session:

• Open the EAIE Events App

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welcome to session 4.08 the game is on ......2016/09/04 · resume and application letter as...

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