CAREER DEVELOPMENT : AN OVERVIEW. By: Michelle Howe, Global Career Development Facilitator

Transcription

1 CAREER DEVELOPMENT : AN OVERVIEW By: Michelle Howe, Global Career Development Facilitator

2 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

3 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 -Focuses on PAST -Problem Solving -Healing Process -Overcoming Weaknesses -Process Oriented Coaching -Focuses on the FUTURE -Setting Goals -Growth Process -Building Strengths -Solution/Action Oriented

4 CAREER DEVELOPMENT THEORIES

5 Theories of Career Development Career Maturity! Achieving status at work and reputation in the field! Career needs begin at the third level!

6 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

7 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)

8 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.

9 Patton and McMahon (1999) Systems Theory Framework of Career Development (STF)

10 Chaos Theory & Planned Happenstance

11 CURRENT RECRUITING TRENDS

12 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

13 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

14 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 75% of WIU Graduates found a job within 9 months of graduating! 5% - Directly contacted a specific company to inquire about job opportunities

15 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%)

16 GIG Careers 35 percent of today's total workforce is comprised of non-employee workers," which includes temps, freelancers, contractors ( 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.

17 Skills desired by employers

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19 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 How to use Twitter: Connect with professionals Research companies Follow trends of the industry Use relevant #hashtags (#hireme, #marketing, #jobsearch)

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