1. Demonstrating Effective Career Management Anne M. Roberts & Rollins College Crummer Graduate School of Business Jeff Henley The College of William and Mary Southern Business Administration Association July 12, 2004

2. AGENDA Introduction Trends Best practices Q & A / Discussion Conclusion

3. “Over the past 10 years college recruiting has undergone almost a revolutionary change as electronic tools such as web sites, resume data bases, job listing services, and applicant tracking systems have become imbedded throughout every aspect of the recruitment process.” “There is a widening gap between employer practices that respond to key values of productivity and efficiency, and student expectations that the recruitment process should engage them in a personalized manner consistent with their unique potential.” Copyright 2004 by the National Association of Colleges and Employers Paradigm Shift High Tech vs. High Touch

4. CHALLENGES? What keeps you up at night?

5. Graduating Students and Alumni Rank as Most Helpful During a Job Search: 1. Career Services 2. Friends/Classmates 3. Faculty 4. Parents 5. Relatives 6. Alumni Copyright 2004 by the National Association of Colleges and Employers

6. Is being Effective enough?? Ranking Placement AlumniRecruitment Curriculum Career Management

7. Economic Conditions and Their Effects on Recruiting Plans Copyright 2004 Graduate Management Admissions Council

8. Career Services Key Objectives I.Subject Matter Experts II.Create shared vision with staff/faculty/students III.Establish partnership with recruiters and companies

9. I. Subject Matter Expert Professional staff, assessment tools, recruiting resources, counseling, career strategy, networking opportunities - career fairs/consortium, ocr and corporate presentations, mentors, internships and placement (FT, PT, International & Alumni) Professional affiliations and community outreach Strength of the national, regional and/or local economy Economic constraints on recruiting faced by companies Hiring restrictions: job openings, expected company growth, reduction in headcount Surveys – ranking process/requirements

10. II. Shared Vision i. FACULTY ii. STAFF iii. STUDENTS Copyright 2004 Graduate Management Admissions Council

11. FACULTY - CURRICULUM

12. STAFF - ADMISSIONS Market program Identify trends Quality vs. quantity Admissions criteria Do you admit a student based on criteria and/or placement?

13. STUDENTS - EXPECTATIONS Involvement Associations/Organizations Dean’s lunches Mentor (alumni/peer) Internship Formal/informal career management program

14. III. Partner with Recruiter and Company Leading barrier to effective on-campus recruiting is limited time, staff, and/or budget resources The majority (55%) of recruiters want services that allow them to pres-elect candidates for interview schedules Seek online services, including résumé searches, job postings, and online interview scheduling (50%) Faculty willing to identify and recommend qualified students (41%) Copyright 2004 Graduate Management Admissions Council

15. Success Goals for Career Services I.Subject Matter Experts II.Create a shared vision with staff/faculty/students III.Establish partnership with recruiters and companies Clearly define and communicate reasonable EXPECTATIONS Avoid working in a silo – create opportunities for SYNERGY Establish and strengthen internal and external RELATIONSHIPS

16. Q & A

17. Contact us… Anne M. Roberts Assistant Dean Rollins College Crummer Graduate School of Business amroberts@rollins.edu 407-646-2236 Jeff Henley Director, MBA Career Services The College of William and Mary Jeff.Henley@business.wm.edu 757-221-2955