career development trends -...
TRANSCRIPT
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CAREER DEVELOPMENT : AN
OVERVIEWBy: Michelle Howe, Global Career Development Facilitator
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History of Career Offices
• 1970s through 1990s – Occupational “Placement” Services
• 1990s through 2000s – Career Development & Job Preparation
• 2000s through today – Career Connections, Creation, and Change
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Career Counseling Vs. Career Coaching
Coaching” is a solution-oriented approach, which involves working with clients to see what concrete steps they can take to achieve career objectives.
Counseling Coaching-Focuses on PAST -Focuses on the FUTURE-Problem Solving -Setting Goals-Healing Process -Growth Process-Overcoming Weaknesses -Building Strengths-Process Oriented -Solution/Action Oriented
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CAREER DEVELOPMENT
THEORIES
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Theories of Career Development
Career needs begin at the third level!
Achieving status at work and reputation in the field!
Career Maturity!
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Trait & Factor Theory – The Holland Code
• Traces back to 1958 research by psychologist, John Holland
• Individuals have unique characteristics, related to interests, abilities, needs, values, and personality
• Workers and employers are most satisfied when there is a good match between the characteristics of a worker and the characteristics of a job
• Strong Interest Inventory is based on the Holland Code
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The Career Development Theory of Donald E. Super
1. Self-Concept - begins at birth and continues as we get positive or negative reinforcement of our competencies
2. Life Span – Growth (0-15), Exploration (15-25), Establishment (25-45), Maintenance (45-65), Disengagement (65+)
3. Life Space – Combination of life roles that one plays at a given age or life stage (The Career Rainbow)
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Super’s Theory Continued….
Questions to ask students using this theory,
• What type of occupations were you aware of growing up?
• How has your family influenced your career goals?
• How would you describe your role/obligations to your family?
Practical Application:
1. Use the Career Rainbow for planning future and/or current life roles
2. Assist individuals in assessing their personal values and explore how to express them in their different life roles.
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Patton and McMahon (1999) Systems Theory Framework of Career Development (STF)
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Chaos Theory & Planned Happenstance
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CURRENT RECRUITING TRENDS
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HIRING PRACTICES
• 30 percent of managers today are Millennials! Within 10 years…. 50% of Millennials are aiming to be senior managers; 7% want to be executives and 15% want to be business owners
• Use of Technology: “Expect to see more employee videos shot on cell phones, to give a more authentic peek inside a company, as well as personalized recruiting videos, video job descriptions and, yes, even video job offers.”
• Recruiting will be data-driven: (Recruiting budget, Onboarding data, Locating candidates)
• The Mid-Atlantic and Southeastern U.S. will see the most hiring! (+40%)
• Spark Hire
https://www.ivyexec.com/executive-insights/2015/expect-2016-job-market/
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JOB SEARCH STATISTICS
• 79% of employers now conduct an online search of applicants
• 35% of employers are now using your credit report history as a means of judging personal responsibility
• 65-70% of jobs are gained through personal referrals or networking connections
http://julliengordon.com/50-job-search-statistics-successful-job-seekers-need-know
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How do WIU students get hired?
42% - Hired through an online job posting
13.7% - I know someone who works at the company and they helped me get hired
8.5% - I completed an internship with the company that hired me
6% - I got hired through the career fair
5% - Directly contacted a specific company to inquire about job opportunities
75% of WIU Graduates found a job within 9 months of graduating!
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How companies find new talent
Recruiters use diverse methods to acquire new employees:
• social networks (56%)
• intern hires (55%)
• direct applications (46%)
• outside recruiters (38%)
• internet job boards (37%)
• company mobile career site (19%)
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“GIG” Careers
• “35 percent of today's total workforce is comprised of non-employee workers," which includes temps, freelancers, contractors (http://www.cio.com/article/3037004/careers-staffing/hiring-trends-for-2016-welcome-to-
the-gig-economy.html)
• Average on-demand worker relies on three streams of income to make ends meet.
• 1/3 of gig workers say on demand work is their top source of income.
• Most work 40 hours per week, with 12 hours dedicated to their primary on-demand job.
• 43% of on-demand gig workers have a traditional full-time or part-time job.
• By 2020, there will be more than 7.6 million on-demand workers in America.
• More than half of on-demand workers report being “highly satisfied” or “satisfied” with their current work.
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Skills desired by employers
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Using TWITTER TO JOB SEARCH
53% of companies use Twitter to screen candidates!• To evaluate a candidate’s professionalism
• To evaluate how a candidate will fit into company culture
• To learn more about a candidate’s qualifications
• http://www.jobcast.net/26-social-recruiting-stats-and-facts/
How to use Twitter:
• Connect with professionals • Research companies • Follow trends of the industry• Use relevant #hashtags (#hireme, #marketing, #jobsearch)
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