redefining employmment
DESCRIPTION
The world of work is changing rapidly. More and more students are seeking to explore and consider virtual/work-from-home, self-employment, and commission-driven career paths, along with traditional employment opportunities. This discussion of the evolving workplace and how college career services offices can adjust their services to help student explore and pursue all of their career options was held at the MWACE, EACE, MPACE and SoACE Annual Conferences in 2012-13TRANSCRIPT
Redefining Employment: Career Services and Recruiting for
Traditional, Virtual and Self Employment
Matt Berndt | Ralph Brigham | Tim Luzader July 2013| MWACE Conference
Chicago IL
Our world has changed
There was a time when good academic qualifications guaranteed a job, but not any more.
[By 2030], more people worldwide will be gaining academic qualifications than since the beginning of history.
Sir Ken Robinson
Out of Our Minds: Learning to Be Creative
Our world has changed
THEN: During the 20th century when employees occupied a permanent job, workers could count on bureaucratic organizations to provide a grand narrative about how their lives would unfold.
NOW: Today, individuals can no longer plan to work 30 years developing a career within the boundaries of one job or even one organization. Instead, during their lifetimes they may expect to occupy at least 10 jobs, more properly called assignments
(Saratoga Institute, 2000)
Our world has changed
The “dejobbing” wrought by the global economy has produced the “insecure worker,” including employees who are called temporary, contingent, casual, contract, freelance, part time, external, atypical, adjunct, consultant, and self-employed.
The transformation of the labor force from core workers with permanent jobs to peripheral workers with temporary assignments has already affected nearly half of workers in the United States.
(Kalleberg, 2009)
Our business has changed
• Chaos Theory of Careers – The Chaos Theory of Career: A New Perspective on
Working in the 21st Century – Robert Pryor & Jim Bright. Rutledge (www.rutledge.com), 2011
• Life Design Theory of Careers – Life Design: A Paradigm for Career Intervention in the
21st Century – Mark Savickas. Journal of Counseling & Development, January 2012, Volume 90, pp. 13-19
• Protean Careers – The Proteus Solution: How to Successfully Navigate
Today’s Protean Workplace – Sharon Calvin & Jay Block, 2011
Our business has changed
Chaos Theory • Simplicity to Complexity • Certainty to Uncertainty • Reductionism to Emergence • Segmentation to Interconnection • Linearity to Nonlinearity • Causality to Contingency • Determinism to Agentism • Analysis to Synchrony • Order to Turbulence • Predictability to Chance
Life Design Theory • Constructs career through small
stories • Reconstructs the stories into a life
portrait, and • Co-constructs intentions that
advance the career story into a new episode
• Contextual Possibilities • Dynamic Processes • Nonlinear Progression • Multiple Perspectives • Personal Patterns
Our business has changed
Protean Career Theory • Personal Responsibility • Anticipation of Change • Embracing Curiosity • Adaptability/Diversification • Positive Influencers • Reciprocal Relationships • Managing Market Value • Financial Sustainability • Wellness • Time Management • Achievement Plans • Act – React – Adapt
We need to recognize that the most fundamental challenge that career counselors confront is to assist their clients to develop the skills of adaptation and resilience required to negotiate and use productively the fluctuating fortunes of their careers.
(Pryor & Bright, 2011)
Our role on campus has changed
[T]here still exists a holdover mentality that postsecondary
institutions need only deliver a college experience . . . . We're getting closer to career services driving the value proposition of a school (as a brand). This will be the generation that demands prospective colleges compete for them, and demonstrate how the investment will fulfill financial stability and a career they want. Today’s students call that a "life," and they are 100 percent willing to invest in institutions that deliver it.
Craig Powell, Founder & former CEO of ConnectEDU
September 26, 2012
The expectations have changed
What students want EMPLOYER REPUTATION & IMAGE The attributes of the employer as an organization
• Attractive/exciting products and services • Corporate Social Responsibility • Environmental sustainability • Ethical standards - 44% • Fast-growing/entrepreneurial -15% • Financial strength • Innovation • Inspiring management • Market success • Prestige
REMUNERATION & ADVANCEMENT OPPORTUNITIES The monetary compensation and other benefits, now and in the future
• Clear path for advancement • Competitive base salary • Competitive benefits • Good reference for future career • High future earnings – 37% • Leadership opportunities – 42% • Overtime pay/compensation • Performance-related bonus • Rapid promotion • Sponsorship of future education
JOB CHARACTERISTICS The contents and demands of the job, including the learning opportunities provided by the job
• Challenging work • Client interaction • Control over my number of working hours – 14% • Flexible working conditions – 29% • High level of responsibility • Opportunities for international travel/relocation • Professional training and development • Secure employment – 49% • Team oriented work • Variety of assignments
PEOPLE & CULTURE The social environment and attributes of the work place
• A creative and dynamic work environment – 46% • A friendly work environment • Acceptance towards minorities • Enabling me to integrate personal interests in my
schedule – 22% • Interaction with international clients and
colleagues • Leaders who will support my development • Recognizing performance (meritocracy) • Recruiting only the best talent • Respect for its people – 50% • Support for gender equality
Universum Student Study 2012
The job market has changed
• Larger companies still showing up on campus • But It’s not just about corporate employment • Lot’s of small and mid-sized company jobs • Alternative Work vs. Traditional Employment
– Part-Time – Flextime, Compressed Workweeks, or Comp Time – Job-Sharing – Telecommuting – Self-Employment - 15.3% and Independent Contracting -
7% (freelancing & consulting) – Temporary Services – Internships
Work for the Degreed Professional
20th Century (Historical)
• Corporate/Institutional
• Salaried with Benefits
• Consistent with the “social contract” for lifetime employment
21st Century (Contemporary)
• Traditional
• Virtual
• Self-Employment
• Independence
• Skills
• Job Security
What is Work v. Employment?
• Two Kinds of Workers
• Independence of Workers
• NACE Employment Opportunities
The New Normal World of Work
• Fortune 500 Traditional Employment
• Government | Public Sector Employment
• Mid-size and Small Business Employment
• Business Start-ups | Entrepreneurs
• Start your own business
• Commission-driven Careers
• Virtual Workplaces
• Career “Slashers”
80% of career services professionals believe now is a time of great
opportunity for college career centers
http://www.csoresearch.com/2013_csinsights_report
How can Career Services seize this opportunity?
• Making the Case for the relevance of Higher Education
• From Gatekeeper to Advisor/Broker
• From Control to Influence
• From Defined & Structured to Open & Dynamic
Other Knowledge Resources
Career Services is on everyone’s radar screen
University Functions
Target Constituents
Prospective Students
Current Students
Alumni Parents Employers Community Donors
Academic Units
Admissions
Alumni Relations
Career Services
Corporate Relations
Development Fundraising
Student Affairs Student Life
Our Definition of Career Must Change
• How effectively does your office currently serve all of your students?
• How effectively does your office currently serve all the types of employers AND career opportunity providers who wish to connect with your students?
• What do you need to do to adapt to the current marketplace?
How will this impact your campus?
• Student Advising • Employer Relationship Development • Your Recruiter Policies and Guidelines • Employer Access to Your Services • Delivery of On-Campus Recruiting Services • Delivery of Other Recruiting Services • Faculty Engagement Activities • Staff Professional Development • Alumni Relations • Outcomes Research (First Destinations Surveys)
There’s no turning back (so learn how to enjoy the ride!)