Innovative Strategies in Employer Outreach for Educational Institutions
EFFECTIVE
EFFECTIVE
EMPLOYER OUTREACH
EMPLOYER OUTREACH
New Mexico Department of Workforce Solutions
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APPROACH, PROCESS,
and OUTCOMES.
Please
save
all
questions
or
comments till
after
the
presentation.
THINK OUTSIDE THE BOX
THINK OUTSIDE THE BOX
WITH YOUR
WITH YOUR
EMPLOYER OUTREACH
EMPLOYER OUTREACH
EFFORTS.
EFFORTS.
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Employers are both vital partners in the educational process and
primary customers for College and University career services.
•
Career services that assist employers to not only connect with
students, but doing so in a targeted manner, also will have more
productive recruitment partnerships.
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Higher education is about more than getting a job. The
investments that individual students—and society overall—
make in higher education have important civic and academic
benefits. But we can do a better job of making sure more
students are achieving better career benefits as well.
•
If we’re ever going to move the needle in the jobs crisis, we
need to close the skills match gap in a way that is scalable
and sustainable, and we must provide a better return on
education for everyone.
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Our process on developing a new program:
•
Meet with employers in that industry.
•
Find out what kind of training needs they have.
•
Provide information to employers on skill sets learned
in the classroom.
•
If necessary and allowable, additional skill sets are
added in order to meet the employers’ training needs.
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•
UNM Valencia did not have a Medical Assistant
Program, but we do offer the Certified Nurse
Assistant (CNA) and Phlebotomy course.
•
Employers suggested that we combine the CNA and
Phlebotomy classes along with Computers, English,
Math, and Medical Terminology, as those are the skill
sets that they are seeking from employees.
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Based on these recommendations, we now have a
Medical Assistant program.
•
We have had success in placing students as Nurse
Techs (equivalent to a Medical Assistant) at local
hospitals with these skill sets.
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Narrowing down the recruitment pool can be accomplished
by collecting regular information on employer hiring needs.
•
Introducing faculty to employers to help establish
connections with specific academic departments.
•
Performing initial quality checks of student applicants.
•
Connecting employers to specific student clubs, activities,
events.
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,
,
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:
:
•
Develop strategic objectives for employer relations/services
and job development that yield maximum opportunities for
the institution’s students and other designated clients.
•
Develop, maintain, and enhance relationships with employers
who may provide career development and employment
opportunities for students and other designated clients.
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,
,
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,
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u
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d
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:
:
•
Enhance
customer
service
and
foster
continuous
improvement
by
using
feedback from employers
on
key
performance
indicators
and measures of
services.
•
Inform,
educate,
and
consult
with
employers
on
the
nature of
services provided and student candidates’ availability.
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Universities that effectively manage the transition from
college to career must develop specific strategies for
students’ personal and career development and employer
engagement.
•
For those employers who do want to engage in direct
recruitment. The approach focuses on flexibility and
collaboration to create a student outreach strategy that is
tailored to company specifications.
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Employers are encouraged to come to the campus and:
•
Conduct mock interviews
•
Meet with faculty and students
•
Set up outreach tables in a high-traffic student area for a day
•
Visit classrooms
•
Engage in on-campus interviews in-person
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A mock interview is a great option for students who have
little interview experience (including first-year students) or
for students who are concerned about their past interview
performance and who want to improve.
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Reduces stress and anxiety about interviewing.
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Helps boost student confidence.
•
Provides student with constructive feedback in a low-stress
environment.
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Helps prepare for behavioral-based interview questions.
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Students
have
appropriate
questions
prepared
to
ask
the
mock interviewer.
•
Students
know
to
be
prepared
for
the
mock interviewer's
feedback following
the
interview.
It
may
not all be positive
(but,
this
is
a learning
experience!).
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Students
are
advised
to
welcome
the
feedback
and use
it
to
improve their future performance.
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Student
Benefits: Allows
students
to
meet
with
actual
professionals
and
gain
real-world insights
into
jobs and
careers
in their primary
field.
•
Employer
Benefits:
Employers
have
the
opportunity
to
nurture student
interest
in
jobs
and
careers
with their
company
and
in
their
industry.
Employers can
also
help
students
understand
the
education
and
skill
sets they
need
to
secure jobs
with their
companies.
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The Employer Outreach
Initiative
is
building long-term, mutually
beneficial
partnerships
with
employers
for
all departments
that
will
provide
opportunities
for
students, recent
graduates,
and
alumni.
The
initiative
generates
creative
ways
for
employers
to
engage
with
our campus
and maintain
an open
line
of
communication
with
those
employers.
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:
:
SUN PATH EMPLOYER ENGAGEMENT:
•
Job Fairs: (Workforce Connection and UNM VC)
•
On-Campus Job Interviews: Interim Healthcare
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Guest Employers: Bee Hive Homes, Comfort Keepers, Interim
Healthcare
•
Mock Interviews: TriCore, Genesis Healthcare, Comfort Keepers
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Student Engagement Through Marketing
•
All job readiness
preparation
is
done on
a one-on-one
basis.
This has
been
very successful
at
our
campus,
because
it
has
allowed both
me
and
the
student
to
establish
a
solid working
relationship.
•
Request current Resume
or Sample Job
Application.
•
Full
registration into
the
NM
Online
System (VOSS).
•
Discuss
career
goals, interests,
employment
opportunities
(Nursing
facility,
Hospital,
Rehab,
etc.).
•
Discuss barriers
towards
employment
(childcare,
transportation,
etc.).
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,
,
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d
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•
Creating
an
updated resume
with
new
core
competencies.
•
Creating
a
cover
letter.
•
Exploring
a full
range
of
career
and
work
possibilities
that
match
their
career
goals.
•
Preparing job‐search competencies and
tools
to
present
themselves
effectively
as
candidates
for
employment.
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,
,
c
c
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n
n
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n
u
u
e
e
d
d
•
Provide
resource information
such as
WIOA
packet,
Child
Care
application,
NMDWS
publications.
•
Provide
the
student
the
step-by-step
NM Online
WFC
registration
form
with
their
user name
and
temporary
password,
so
that they can
access
the
system
to
seek employment,
enter
additional resumes,
research
labor
market
information,
etc.
•
Offer
one-on-one job
readiness
sessions
on
Resumes,
Interview
prep,
etc.
(Can
be
more
effective).
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“
ALWAYS”
emphasize
the
importance of
professional
development
prior
to
a
student reaching
out
to
employers
so
that they
have
the
capability
to interact
with
employers
in a
mature,
professional, and
ultimately
productive
manner.
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•
NMDWS
created
a
powerful online
career
exploration
and
all-
in-one planning
website
for
New
Mexico’s
youth,
high
school
and higher education
students, and
job
seekers.
•
The website provides
access
to
a
comprehensive set
of
interactive tools that assists
individuals in
exploring
careers,
planning their
future, and
getting
the
help
they
need
to
reach
for
and achieve
their
career goals.
•
LINK: New Mexico Department of Workforce Solutions: Career
Solutions
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•
out
potential
FT/PT
job
prospects
to
students
throughout
the
semester.
•
out Job
Fair
information.
•
Reach
out
to
students,
letting
them
know
that
I
am
here
to
support them
in their job
search.
•
Encourage
all
students
to
take
advantage
of
the
NM
Online
System
and all
the
resources
offered
through
NMDWS.
•
LINK: New Mexico Workforce Connection
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Exit Interview:
•
Future Plans – Employment /
Education.
•
Obtain updated contact
information—Follow up.
•
Obtain new employment
information.
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:
:
•
Employers are informed about the upcoming graduating
students and they are encouraged to reach out to me, so that
I can do my best to assist them in filling their vacant positions.
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•
COMMUNICATION PLANNING
•
RELATIONSHIP BUILDING
•
ENGAGEMENT
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Audience Analysis
•
Research
shows that
communicators
who
understand
their
audience
are more
successful
in
achieving
their
communication
goals.
Message Development
•
The process
of
creating
a
customer
is a
process
of
communicating your
vision
and
values to
the
right set of
customers
in the
market.
Strategic
messaging
facilitates
this
communication.
Customers
never
buy
just
a
product, they
evaluate
its
value/utility
and
buy
your
vision.
If
an
organization
exists
— it
communicates.
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•
Target
small
businesses.
•
Avoid
sophisticated presentations
and
introductions.
•
Collaborate
with
all
instructors
at your
campuses.
Educate
them
and let them
know
you
are
all
after
the
same
goal,
to
have
a
successful
student
employment
outcome.
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K
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P
P
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I
I
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P
P
L
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E
,
,
c
c
o
o
n
n
t
t
i
i
n
n
u
u
e
e
d
d
•
Knock
on every
door.
•
Attend
job
fairs
and
seminars
related to
employment.
•
Market
yourself:
Invite
existing employers
to
meet and
greet
your
students.
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Employer Outreach Methods (Tiered Approach)
•
LinkedIn / Facebook
•
•
Phone
•
Networking Events
•
Employers Reach Out To Us
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/
/
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B
O
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O
K
K
LinkedIn / Facebook:
Business follows relationships.
I
personally
questioned
it.
But
a
year
ago,
I
began to recognize
its
value.
I’d
been
repeatedly
reaching out
to
key
business
prospects
— phone,
and
even
a
personal
visit.
No
luck.
So
in
exasperation,
I
turned
to
LinkedIn, and
discovered
that
one of
my
connections had
a
connection
to
the
prospect. Through LinkedIn,
the
door was opened
and
I
stepped right
through
it.
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When it comes to emails, follow these guidelines:
•
Make
the
subject
line
as
specific
as possible.
The
more
personal
the
subject
line, the
higher
the
open
rate.
(UNM
Valencia graduate
students
seeking
employment
in Allied
Health
related
positions).
•
Use
the recipient’s name. (Good
afternoon
Mr.
Smith).
•
If
you
wonder
if it
sounds
too
much
like
a
"marketing
email”,
then it does sound too much like a marketing email
.
•
Always
deliver
in
your
what
you
promise
in
your
subject
line
(if
the
disconnect
is
too
big,
you’re
going
to
get
good
open
rates
but
bad responses).
P
P
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H
O
O
N
N
E
E
•
One of the
most
effective
ways
of
securing
new
business
is
through cold
calling
– it is a
fabulous
way
of acquiring
new
leads
if
you
do
it
right.
The
unfortunate
thing is
that
many
businesses
go
about
their
communicating
the
wrong
way
and
are
letting potential employers just
slip
through
their
fingers.
W
W
H
H
A
A
T
T
T
T
O
O
A
A
V
V
O
O
I
I
D
D
•
Being
unprepared.
•
Talking
too
much; talking about
your product
before
you
know
the
need.
•
I know
you’re
busy,
but ...
•
Having too
many
people
approach
the
employer.
•
Giving the
employer
too
much
information.
•
Not
listening
before
being
forceful.
A
A
S
S
K
K
I
I
N
N
G
G
T
T
H
H
E
E
R
R
I
I
G
G
H
H
T
T
Q
Q
U
U
E
E
S
S
T
T
I
I
O
O
N
N
S
S
I
I
S
S
T
T
H
H
E
E
K
K
E
E
Y
Y
T
T
O
O
Y
Y
O
O
U
U
R
R
S
S
U
U
C
C
C
C
E
E
S
S
S
S
A
A
N
N
D
D
S
S
O
O
I
I
S
S
A
A
R
R
M
M
I
I
N
N
G
G
Y
Y
O
O
U
U
R
R
S
S
E
E
L
L
F
F
W
W
I
I
T
T
H
H
A
A
N
N
S
S
W
W
E
E
R
R
S
S
!
!
•
Avoid
yes
and no questions:
–
Are
you
hiring
vs.
tell
me
about your
hiring
process
needs.
•
Be a
problem
solver:
–
Can
I
share
my
solution
vs.
how
can
I help with this
need?
•
Come
prepared:
–
What
is
that
vs.
I
read about that,
could
you
highlight your biggest
success
with
that?
•
Add
a
personal touch:
–
Is
there
anything
else
you
need
to
know
vs.
that
sounds
interesting,
what
is
your
favorite
part of
your
job?
W
W
H
H
Y
Y
I
I
T
T
’
’
S
S
R
R
E
E
A
A
L
L
L
L
Y
Y
A
A
L
L
L
L
A
A
B
B
O
O
U
U
T
T
S
S
A
A
L
L
E
E
S
S
•
Be friendly
and
enjoyable.
•
Foster
rapport.
•
Be a
problem
solver.
•
Go
above
and
beyond.
•
Positive
emotional
experiences.
•
Follow
up
and
don’t
give
up.
•
Doing these things
will
eventually
allow
you to
tell
stories
about
your students
and
prove
that they
are
good
workers
and
improve
your
outcome.
H
H
O
O
W
W
C
C
A
A
N
N
A
A
L
L
L
L
O
O
F
F
T
T
H
H
I
I
S
S
B
B
E
E
E
E
F
F
F
F
E
E
C
C
T
T
I
I
V
V
E
E
L
L
Y
Y
M
M
O
O
N
N
I
I
T
T
O
O
R
R
E
E
D
D
?
?
•
Create
a
database
if
you
don’t
already
have
one.
•
Rate
your
employers.
•
Set
a
goal
of how
many
employers
to
approach
in a
specific
time
frame.
•
Know
who
needs
to
be
contacted
and
for
what.
•
Store
and remember
personal
facts.
T
T
R
R
A
A
C
C
K
K
I
I
N
N
G
G
O
O
U
U
T
T
C
C
O
O
M
M
E
E
S
S
?
?
Track success by tracking the number of “opportunities” that I
provided for students. Opportunities are measured through:
•
Maintaining an
Excel
Student Spreadsheet
(Sample).
•
Maintaining
an
Excel
Employer Spreadsheet
(Sample).
•
Employer Follow U
p
and Follow
T
hru.
•
Job
Referrals
and S
tudent I
nterview
O
utcome.
•
Placement
Data
Provided
by
the
Employer (Start
Date/Hourly
Wage/Hours
Per Week,
etc.).
•
Enter
All D
ata E
ntry
onto
the NM
On-Line Connection
System
(Case Notes,
Program
of
Study,
Activity,
etc.).
I
I
N
N
T
T
E
E
R
R
N
N
S
S
H
H
I
I
P
P
S
S
Experiential education
via
job
shadowing
and
internship programs is becoming
a
critical
part
of
professional
development
and
engagement
with
employers.
•
As institutions
recognize
that on-
the-
job experience
is
critical
for
students’
placement,
it is
becoming
an
increasingly
common practice
to encourage
or
even require
internships
before
graduation.
A
A
D
D
D
D
I
I
T
T
I
I
O
O
N
N
A
A
L
L
O
O
P
P
T
T
I
I
O
O
N
N
S
S
•
College
graduates
can
encounter
difficulty
in finding
jobs
because
of
a
gap
between
their
skill set
and
what
employers
want.
To
counteract
this
problem,
it
is advised
for
colleges to
facilitate
their
students’ application of classroom knowledge
in
real
world
settings,
and
employers to
realize
that
if
they
want
fully prepared
graduates
they
must
invest
in in‐house
training
and
apprenticeship
programs
or similar
partnerships
with
universities.
•
Job Shadowing: Job
shadowing
provides
individuals
with an
opportunity
to
spend a
short period of
time with a
professional
in a
career
that
is
of
interest
to
them.
Students
are
able
to
experience
day-to-day
activities as
well
as
interact
with
interview
professionals
within a
chosen
career
field.
A
A
D
D
D
D
I
I
T
T
I
I
O
O
N
N
A
A
L
L
O
O
P
P
T
T
I
I
O
O
N
N
S
S
,
,
c
c
o
o
n
n
t
t
i
i
n
n
u
u
e
e
d
d
•
Finding
the
right opportunity
can
take
some
time
and
research. The following
list
is
comprised of
various websites
and
organizations
that
have
historically listed
or
offered
internships
and should
provide
a
starting point
in the
search
for
internship
opportunities.
R
R
E
E
S
S
O
O
U
U
R
R
C
C
E
E
S
S
•
LINK: New Mexico Workforce Connection
•
United
States Federal
Government Internships
(Dept. of
State,
Dept.
of
Energy,
NASA,
Congress
and National
Laboratories).
•
State
and
Local
Government Internships
(State
of
New
Mexico,
Governors
Internship
Program,
City
and
County
Governments).
•
University
Internships
(Universities
typically
offer
a
wide variety of
both
internships
and
volunteer
opportunities).
•
Private
Internships
(Local
start-ups to national
corporations).
S
S
U
U
C
C
C
C
E
E
S
S
S
S
•
Success of the
student
is
not
just
about
the
Career
Coach,
it is
about
the
joint team
effort
of
the
Instructor,
Career
Coach,
Employer,
and the
Student.
•
At
the
end
of
the
day
it’s
not
about
me
or
you,
it’s
about
how
well
did
we
support, inspire, and
impact the
life
of
the
student.
W
W
H
H
Y
Y
C
C
O
O
N
N
N
N
E
E
C
C
T
T
W
W
I
I
T
T
H
H
N
N
M
M
D
D
W
W
S
S
?
?
•
Because we can connect
business and
workers
with
education
and economic
development
opportunities
to
produce
the
skilled
workforce
necessary
for
New
Mexico!
D
D
I
I
S
S
C
C
U
U
S
S
S
S
I
I
O
O
N
N
•
What
steps
are
being
taken
at
your
campus
that
have
made
an
impact
on
the
student’s
transition
from
school
to
work?
•
How do
you
keep
in
touch
with
students throughout
the
semester
and
afterwards?
•
Are
you
currently
working
with
employers
out
in
the
community?
What
is
your current
strategy?
How
is it
working?
•
What
are
your processes
in
job
development?
A
A
C
C
K
K
N
N
O
O
W
W
L
L
E
E
D
D
G
G
E
E
M
M
E
E
N
N
T
T
S
S
This workforce product was funded by a grant awarded by the U.S. Department of Labor’s
Employment and Training Administration. The product was created by the grantee and does not
necessarily reflect the official position of the U.S. Department of Labor. The U.S. Department of
Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with
respect to such information, including any information on linked sites and including, but not
limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy,
continued availability, or ownership.
Although the authoring institution of this educational resource has made every effort to ensure
that the information presented is correct, the institution assumes no liability to any party for any
loss, damage, or disruption caused by errors or omissions.
Except where otherwise noted, this work by SUN PATH Consortium/University of New Mexico-
Valencia is licensed under the Creative Commons Attribution 4.0 International License. To view a
copy of this license, click on the following link:
Creative Commons License 4.0.
Explore effective employer outreach approaches and outcomes for educational institutions in New Mexico, focusing on employer relations, skills match gap closure, advisory councils, program development examples, and successful student placements in relevant roles. Discover how connecting employers to students can enhance recruitment outcomes.
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EFFECTIVE EMPLOYER OUTREACH New Mexico Department of Workforce Solutions
EFFECTIVE EMPLOYER OUTREACH APPROACH, PROCESS, and OUTCOMES. Please save all questions or comments till after the presentation. THINK OUTSIDE THE BOX WITH YOUR EMPLOYER OUTREACH EFFORTS.
EMPLOYER RELATIONS & RECRUITMENT SERVICES Employers are both vital partners in the educational process and primary customers for College and University career services. Career services that assist employers to not only connect with students, but doing so in a targeted manner, also will have more productive recruitment partnerships.
CLOSING THE SKILLS MATCH GAP Higher education is about more than getting a job. The investments that individual students and society overall make in higher education have important civic and academic benefits. But we can do a better job of making sure more students are achieving better career benefits as well. If we re ever going to move the needle in the jobs crisis, we need to close the skills match gap in a way that is scalable and sustainable, and we must provide a better return on education for everyone.
ADVISORY COUNCILS Our process on developing a new program: Meet with employers in that industry. Find out what kind of training needs they have. Provide information to employers on skill sets learned in the classroom. If necessary and allowable, additional skill sets are added in order to meet the employers training needs.
EXAMPLE UNM Valencia did not have a Medical Assistant Program, but we do offer the Certified Nurse Assistant (CNA) and Phlebotomy course. Employers suggested that we combine the CNA and Phlebotomy classes along with Computers, English, Math, and Medical Terminology, as those are the skill sets that they are seeking from employees.
RESULTS Based on these recommendations, we now have a Medical Assistant program. We have had success in placing students as Nurse Techs (equivalent to a Medical Assistant) at local hospitals with these skill sets.
CONNECTING EMPLOYERS TO STUDENTS Narrowing down the recruitment pool can be accomplished by collecting regular information on employer hiring needs. Introducing faculty to employers to help establish connections with specific academic departments. Performing initial quality checks of student applicants. Connecting employers to specific student clubs, activities, events.
WITHIN THE CONTEXT OF THESE PRINCIPLES, CAREER SERVICES MUST: Develop strategic objectives for employer relations/services and job development that yield maximum opportunities for the institution s students and other designated clients. Develop, maintain, and enhance relationships with employers who may provide career development and employment opportunities for students and other designated clients.
WITHIN THE CONTEXT OF THESE PRINCIPLES, CAREER SERVICES MUST, continued: Enhance customer service and foster continuous improvement by using feedback from employers on key performance indicators and measures of services. Inform, educate, and consult with employers on the nature of services provided and student candidates availability.
EMPLOYMENT SERVICES Universities that effectively manage the transition from college to career must develop specific strategies for students personal and career development and employer engagement. For those employers who do want to engage in direct recruitment. The approach focuses on flexibility and collaboration to create a student outreach strategy that is tailored to company specifications.
EMPLOYER / STUDENT ENGAGEMENT Employers are encouraged to come to the campus and: Conduct mock interviews Meet with faculty and students Set up outreach tables in a high-traffic student area for a day Visit classrooms Engage in on-campus interviews in-person
MOCK INTERVIEWS A mock interview is a great option for students who have little interview experience (including first-year students) or for students who are concerned about their past interview performance and who want to improve.
STUDENT BENEFITS OF MOCK INTERVIEWS Reduces stress and anxiety about interviewing. Helps boost student confidence. Provides student with constructive feedback in a low-stress environment. Helps prepare for behavioral-based interview questions.
STUDENT BENEFITS OF MOCK INTERVIEWS, continued Students have appropriate questions prepared to ask the mock interviewer. Students know to be prepared for the mock interviewer's feedback following the interview. It may not all be positive (but, this is a learningexperience!). Students are advised to welcome the feedback and use it to improve their future performance.
CLASSROOM VISITS Student Benefits: Allows students to meet with actual professionals and gain real-world insights into jobs and careers in their primaryfield. Employer Benefits: Employers have the opportunity to nurture student interest in jobs and careers with their company and in their industry. Employers canalsohelp students understand the education and skill sets they need to secure jobs with theircompanies.
EMPLOYER OUTREACH INITIATIVE The Employer Outreach Initiative is building long-term, mutually beneficial partnerships with employers for all departments that will provide opportunities for students, recent graduates, and alumni. The initiative generates creative ways for employers to engage with our campus and maintain an open line of communication with thoseemployers.
EXAMPLE: SUN PATH EMPLOYER ENGAGEMENT: Job Fairs: (Workforce Connection and UNM VC) On-Campus Job Interviews: Interim Healthcare Guest Employers: Bee Hive Homes, Comfort Keepers, Interim Healthcare Mock Interviews: TriCore, Genesis Healthcare, Comfort Keepers
STUDENT ENGAGEMENT Student Engagement Through Marketing All job readiness preparation is done on a one-on-one basis. This has been very successful at our campus, because it has allowed both me and the student to establish a solid working relationship. Request current Resume or Sample Job Application. Full registration into the NM Online System (VOSS). Discuss career goals, interests, employment opportunities (Nursing facility, Hospital, Rehab,etc.). Discuss barriers towards employment(childcare, transportation,etc.).
STUDENT ENGAGEMENT, continued Creating an updated resume with new core competencies. Creating a coverletter. Exploring a full range of career and work possibilitiesthat match their careergoals. Preparing job search competencies and tools topresent themselves effectively as candidates foremployment.
STUDENT ENGAGEMENT, continued Provide resource information such as WIOA packet, Child Care application, NMDWSpublications. Provide the student the step-by-step NM Online WFC registration form with their user name and temporary password, so that they can access the system to seek employment, enter additional resumes, research labor market information,etc. Offer one-on-one job readiness sessions on Resumes, Interview prep, etc. (Can be more effective).
REMINDER ALWAYS emphasize the importance of professional development prior to a student reaching out to employers so that they have the capability to interact with employers in a mature, professional, and ultimately productive manner.
CAREER SOLUTIONS NMDWS created a powerful online career exploration and all- in-one planning website for New Mexico s youth, high school and higher education students, and job seekers. The website provides access to a comprehensive set of interactive tools that assists individuals in exploring careers, planning their future, and getting the help they need to reach for and achieve their career goals. LINK: New Mexico Department of Workforce Solutions: Career Solutions
STUDENT INTERACTION DURING THE SEMESTER Email out potential FT/PT job prospects to students throughout the semester. Email out Job Fairinformation. Reach out to students, letting them know that I am hereto support them in their jobsearch. Encourage all students to take advantage of the NM Online System and all the resources offered through NMDWS. LINK: New Mexico Workforce Connection
POST GRADUATION Exit Interview: Future Plans Employment / Education. Obtain updated contact information Follow up. Obtain new employment information.
ONGOING EMPLOYER OUTREACH: Employers are informed about the upcoming graduating students and they are encouraged to reach out to me, so that I can do my best to assist them in filling their vacant positions.
IMPLEMENTATION COMMUNICATION PLANNING RELATIONSHIP BUILDING ENGAGEMENT
COMMUNICATION PLANNING Audience Analysis Research shows that communicators who understand their audience are more successful in achieving their communicationgoals. Message Development The process of creating a customer is a process of communicating your vision and values to the right set of customers in the market. Strategic messaging facilitates this communication. Customers never buy just a product, they evaluate its value/utility and buy your vision. If an organization exists it communicates.
KEEP IT SIMPLE Target small businesses. Avoid sophisticated presentations and introductions. Collaborate with all instructors at your campuses. Educate them and let them know you are all after the same goal, to have a successful student employmentoutcome.
KEEP IT SIMPLE, continued Knock on every door. Attend job fairs and seminars related to employment. Market yourself: Invite existing employers to meet and greet yourstudents.
RELATIONSHIP BUILDING Employer Outreach Methods (Tiered Approach) LinkedIn / Facebook Email Phone Networking Events Employers Reach Out To Us
LINKEDIN / FACEBOOK LinkedIn / Facebook: Business follows relationships. I personally questioned it. But a year ago, I began to recognize its value. I d been repeatedly reaching out to key business prospects phone, email and even a personal visit. No luck. So in exasperation, I turned to LinkedIn, and discovered that one of my connections had a connection to the prospect. Through LinkedIn, the door was opened and I stepped right through it.
EMAIL When it comes to emails, follow these guidelines: Make the subject line as specific as possible. The more personal the subject line, the higher the open rate. (UNM Valencia graduate students seeking employment in Allied Health relatedpositions). Use the recipient s name. (Good afternoon Mr.Smith). If you wonder if it sounds too much like a "marketingemail , then it does sound too much like a marketing email . Always deliver in your email what you promise in your subject line (if the disconnect is too big, you re going to get good open rates but bad responses).
PHONE One of the most effective ways of securing new business is through cold calling it is a fabulous way of acquiring new leads if you do it right. The unfortunate thing is that many businesses go about their communicating the wrong way and are letting potential employers just slip through their fingers.
WHAT TO AVOID Beingunprepared. Talking too much; talking about your product before you know theneed. I know you re busy,but ... Having too many people approach the employer. Giving the employer too much information. Not listening before being forceful.
ASKING THE RIGHT QUESTIONS IS THE KEY TO YOUR SUCCESS AND SO IS ARMING YOURSELF WITH ANSWERS! Avoid yes and no questions: Are you hiring vs. tell me about your hiring processneeds. Be a problem solver: Can I share my solution vs. how canI help with thisneed? Come prepared: What is that vs. I read about that, could you highlight your biggest success with that? Add a personal touch: Is there anything else you need to know vs. that sounds interesting, what is your favorite part of yourjob?
WHY ITS REALLY ALL ABOUT SALES Be friendly andenjoyable. Fosterrapport. Be a problemsolver. Go above and beyond. Positive emotional experiences. Follow up and don t give up. Doing these things will eventually allow you to tell stories about your students and prove that they are good workers and improve youroutcome.
HOW CAN ALL OF THIS BE EFFECTIVELY MONITORED? Create a database if you don t already have one. Rate youremployers. Set a goal of how many employers to approach in a specific timeframe. Know who needs to be contacted and for what. Store and remember personal facts.
TRACKING OUTCOMES? Track success by tracking the number of opportunities that I provided for students. Opportunities are measured through: Maintaining an Excel Student Spreadsheet (Sample). Maintaining an Excel Employer Spreadsheet (Sample). Employer Follow Up and FollowThru. Job Referrals and Student InterviewOutcome. Placement Data Provided by the Employer (Start Date/Hourly Wage/Hours Per Week,etc.). Enter All Data Entry onto the NM On-Line Connection System (Case Notes, Program of Study, Activity, etc.).
INTERNSHIPS Experiential education via job shadowing and internship programs is becoming a critical part of professional development and engagement with employers. As institutions recognize that on-the-job experience is critical for students placement, it is becoming an increasingly common practice to encourage or even require internships before graduation.
ADDITIONAL OPTIONS College graduates can encounter difficulty in finding jobs because of a gap between their skill set and what employers want. To counteract this problem, it is advised for colleges to facilitatetheir students application of classroom knowledge in real world settings, and employers to realize that if they want fully prepared graduates they must invest in in house training and apprenticeship programs or similar partnerships with universities. Job Shadowing: Job shadowing provides individuals with an opportunity to spend a short period of time with a professional in a career that is of interest to them. Students are able to experience day-to-day activities as well as interact with interview professionals within a chosen careerfield.
ADDITIONAL OPTIONS, continued Finding the right opportunity can take some time and research. The following list is comprised of various websites and organizations that have historically listed or offered internships and should provide a starting point in the search for internshipopportunities.
RESOURCES LINK: New Mexico Workforce Connection United States Federal Government Internships (Dept. of State, Dept. ofEnergy, NASA, Congress and NationalLaboratories). State and Local Government Internships (State of New Mexico, Governors Internship Program, City and CountyGovernments). University Internships (Universities typically offer a wide variety of both internships and volunteeropportunities). Private Internships (Local start-ups to national corporations).
SUCCESS Success of the student is not just about the Career Coach, it is about the joint team effort of the Instructor, Career Coach, Employer, and the Student. At the end of the day it s not about me or you, it s about how well did we support, inspire, and impact the life of thestudent.
WHY CONNECT WITH NMDWS? Because we can connect business and workers with education and economic development opportunities to produce the skilled workforce necessary for NewMexico!
DISCUSSION What steps are being taken at your campus that have made an impact on the student s transition from school towork? How do you keep in touch with students throughout the semester andafterwards? Are you currently working with employers out inthe community? What is your current strategy? How is itworking? What are your processes in job development?
ACKNOWLEDGEMENTS This workforce product was funded by a grant awarded by the U.S. Department of Labor s Employment and Training Administration. The product was created by the grantee and does not necessarily reflect the official position of the U.S. Department of Labor. The U.S. Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with respect to such information, including any information on linked sites and including, but not limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy, continued availability, or ownership. Although the authoring institution of this educational resource has made every effort to ensure that the information presented is correct, the institution assumes no liability to any party for any loss, damage, or disruption caused by errors or omissions. Except where otherwise noted, this work by SUN PATH Consortium/University of New Mexico- Valencia is licensed under the Creative Commons Attribution 4.0 International License. To view a copy of this license, click on the following link: Creative Commons License 4.0.
