Did you know that successful job seekers don’t treat finding a job as a “fulltime” vocation? According to the recent national study conducted by the Career Advisory Board established by DeVry University, this is one of the many misnomers from the data collected from the study which included over 550 active and passive job seekers in the U.S.
I’ve been waiting for you, 2015. Being in the HR industry for the last 18 years, this is the year I knew would eventually come. I know that sounds a little smug. But, as you’ll see, when Father Time marches on, so does the employment ecosystem. Shifting demographics are kicking in, and it’s going to make a lot of employers start to act very desperate. Here’s why…
April 2014, the Career Advisory Board, established by DeVry University, partnered with MBO Partners, to conduct The Future of Work: Preparing for Independence – a survey designed to identify the traits of successful contract workers in the United States.
A bachelor’s degree has the potential to help college graduates stand out in their job search, and so too do the findings of a recent Career Advisory Board study. Using the survey responses of 507 job seekers and 500 hiring managers, which appear in the Job Preparedness Indicator 2013 report, students may be able to become better job candidates.
Job seekers are growing increasingly pessimistic about their ability to gain employment.
Nearly two in five job seekers (37 percent) lack confidence that the job market will improve next year, according to a recent study conducted by the Career Advisory Board, established by DeVry University.
Findings from a recent study by the Career Advisory Board, indicate a widening gap between America’s hiring managers and job seekers.
The third annual Job Preparedness Indicator (JPI) spotlights differences in each group’s view of the skills employees need to thrive in the workforce.
An interview can be a nerve-wracking experience. The job seeker feels pressure to answer questions and make a good impression. But career experts say interviews need to be two-way streets if job seekers want to make sure they won’t hate their new jobs in six months.
J.T. talks about the enormous responsibility college career services deal with factors they have no direct impact. Later in the conversation we talk about how administrative decisions impact some of the outcomes in the effectiveness of programs.
In the Career Advisory Board’s 2013 study of how career centers use technology, they found even though 94% of career advisors today provide some kind of advice to students in regards to social media, only 25% of universities actually train their advisors on how to give this advice.
You’d think colleges and universities would have jumped all over the social media revolution and figured out how to leverage sites such as Facebook, Twitter and LinkedIn to help graduates network with potential employers. They haven’t.
Last week, I spoke at the annual conference of the National Association of Colleges and Employers on behalf of my third-party advocacy organization, the Career Advisory Board (CAB). At the conference, CAB and NACE released recent research about college career center sentiment toward and usage of social media. Surprisingly, only 25 percent of survey respondents indicate that they have received university-sponsored training on social media.
College students need little encouragement to use social media to interact with their classmates, family and friends, but many are still leery of using the platforms when it comes to seeking employment. Only 20 percent of college career center professionals felt students were enthusiastic about using social media as part of their job search process, according to the Career Services Use of Social Media Technologies survey, conducted by the National Association of Colleges and Employers (NACE) on behalf of the Career Advisory Board, established by DeVry University.
The average 25-year-old has already worked 6.3 jobs between the ages of 18 and 25, according to a recent study by the Labor Department. Sound like a lot? That’s more than their parents’ generation, but not by much. The youngest baby boomers (those currently between ages 50 and 55) worked an average of 5.5 jobs by age 25.
A few years ago, I led a leadership development program for senior leaders in a large multinational organization. The generational make-up of the participants was Baby Boomer and Gen X. An interesting theme emerged during our discussions about succession planning: these senior managers were having trouble filling their leadership pipeline with successors.
The woman’s plea over a social network was clear and to the point: “I am going to Saudi Arabia on business and I need to find someone who can tell me how women have to act there.”
She said that she was traveling to a country she knew little about and feared that her lack of knowledge of government rules and customs for a single woman traveling alone might impede her ability to accomplish her work.
Noted author and speaker Alfred Poor, Ph.D. has published a whitepaper that summarizes some of the research about how our recent college graduates lack essential “soft skills” that hamper them when they enter the workforce.
A transcript from the full interview with Alexandra Levit on hiring trends in 2013 and what job hunters can do to improve their odds of being hired:
So far, it looks like the New Year will remain challenging for job hunters. 2013 began with a positive but mediocre job report for the month of December, with the economy seeing some growth but the employment market still very tough. And now, a new survey from Devry University finds a huge gap between the qualifications potential employers are seeking and the skills and traits that job seekers are focusing on when they go in for that crucial interview.
Much has been made about newly minted college graduates and their lack of preparation for the workforce.
But no one talks about the ability of senior-level candidates (of any age) to successfully navigate the job search. It is assumed that they have an easier time due to years of prior experience and an in-depth understanding about what employers in their fields are looking for.
That assumption is wrong.
According to the Career Advisory Board’s second annual Job Preparedness Indicator study, a survey that identifies and tracks gaps between skills candidates have and skills employers need, one in five hiring managers feel that very few senior-level job seekers have what it takes to fill the big shoes left by retiring Baby Boomer talent.
According to a study by the Career Advisory Board, as a result of the downturn of the last few years, millennials (ages 21 to 31 years) “have adopted a more realistic attitude about their careers and are taking practical steps towards their professional advancement.” However, the views hiring managers hold of millennials have not caught up, as many hiring managers still believe in the “millennial stereotypes,” including that they expect “unreasonably high pay in return for minimal effort.”
The author says companies don’t invest in the work force and demand more than ever from job applicants, including a willingness to accept insufficient wages.
For two years, Gov. Paul LePage has met with Maine business leaders to discuss the skills gap: the theory that employers have plenty of jobs, but not enough qualified people to fill them. New Democratic leaders in the Legislature recently vowed to tackle the issue, creating a bipartisan committee to meet with “business leaders, work force experts and economists.”