1. Tempus Project 517119-TEMPUS-1-2011-RS-TEMPUS-SMGR DEVELOPMENT OF CAREER GUIDANCE AIMED AT IMPROVING HIGHER EDUCATION IN SERBIA Koordinator – Nosilac projekta: UNIVERZITET U BEOGRADU, CENTAR ZA RAZVOJ KARIJERE I SAVETOVANJE STUDENATA Traditional core role of career services and the new objectives in the aspect of closer relationship between universities and economy

2. The changes in career services role Early 1900s’ – vocations bureaus – for immigrants 1920s’ & 1930s’ – vocational guidance for teachers 1940s’ – 1960s’ – job placement centres emerged in colleges to help veterans to match a job 1970s’ – 1980s’ – career planning and counselling for students and graduates 1990s’ – 2000s’ – career centres as networking hubs 2008 - … - after the economic downturn – connections, partnerships with employers, experimental learning, mentoring.

3. Traditional activities of career services Individual and group guidance Career information Delivering job and placement offers

4. Individual and group guidance Resources consuming Students/graduates with specific problems or situation Deeper changes Complimentary to group guidance Counsellor as expert consultant Individual guidance Shaping skills, influencing motivation Cheaper process Networking possibilities Complimentary to individual guidance Cousellor as networking facilitator Group guidance

5. The future of career guidance Global careers: being aware of the procedures in other countries, sensitivity to cultural differences flexibility to manage the job opportunities. The change in the paradigm of work, from traditional triangle-shaped work place to diamond-shaped work: ability to solve problems, to work in teams, to think innovatively and independently, and to be flexible.

6. Career information Constantly updated and developed data base is valuable both to students/graduates and to career counsellors. Career information competes with other, often unprofessional sources of information.

7. To be effective it needs to: cover the areas of students’/graduates’ interest (global careers, entrepreneurship, grants, scholarships, networking possibilities, etc.) use high-tech novelties and social media be attractive and interactive whenever possible use modern tools, like: social media, e-learning, blended learning, video conferences, blogs and v-logs, webinars, on-line recruitment, etc. Career information

8. Delivering job and placement offers Traditional job boards are not sufficient any more There is easy access to information about job and placement opportunities Traditional employers’ presentations and job fairs are ineffective.

9. Delivering job and placement offers Inevitable in such situation seems to be: building a group of supporters within academic community and in the outside environment, creating strong relationships with employers, followed by frequent contacts and engaging them in everyday academic life, organizing networking meetings, small-talks, meet-ups.

10. Conclusions The role of career services is changing from time to time, and we must be open to the NEW, The role of our stakeholders is growing and often they become our clients too, The new role requires from staff new skills and rebuilding of their procedures.

11. Thank you for your attention We are open to discussion iwa.wcislo-maslanka@us.edu.pl barbara.smorczewska@us.edu.pl