For the second year (the third year on the blog), we are featuring the results of the Job Preparedness Indicator Survey done by DeVry University’s Career Advisory Board. A large part of the survey studies the job skill gaps and provides job strategies and recommendation mainly for college students and Millenials. Alexandra Levit is one of the workplace/career experts and executives on the career board. She provides an overview of the survey findings and job strategies for young job seekers.
I would love to hear your thoughts and comments about the survey. What do you think about the findings of the survey? There are three ways you can share your thoughts. Let me know if it’s OK to read or replay your message on the show:
- Call and leave a voicemail at 708.365.9822
- Email: email@example.com
- Go to TheVoiceofJobSeekers.com/71, press the Send Voicemail button on the left, which will activate your laptop microphone, then leave a message
Alexandra Levit is a friend of the blog and podcast as for the last three years, she has volunteered to share the Career Advisory Board’s findings on various studies. Here are the other conversations we’ve had in the past:
- Are College Graduates Unprepared for the Marketplace?
- How Can Career Services Engage College Students Through Social Media?
- This is the Future of Work (as an Independent Contractor)
We discussed some of the following findings of the survey:
- Only 7 percent of hiring managers report that “nearly all” or “most” job seekers have the complete set of skills and traits that their companies need to fill open positions
- Hiring managers appear to do little to no training of new hires
- High integrity of candidates is favored more than ever as a needed attribute of the entry level candidate
- Although a global perspective is a must local candidates are considerably favored – Hiring managers are unlikely to look for candidates who are not local at the time of hiring
- Adequate business writing skills are needed without much training or monitoring
- Hiring managers want candidates who are quick and perpetual learners, again minimizing or eliminating training time
Job strategies for job seekers:
- Millenials must show the ability to communicate clearly orally and in writing. Because of truncated social media messaging, many are not demonstrating the acumen for business writing
- Be ready to absorb new material quickly. Hiring managers are looking to spend minimal time in training
- Look much closer to home for opportunities. Employers will continue their search for candidates until a viable one becomes available
- Must have high integrity. Employers need candidates and new hires they can trust
- Perpetual learner. Certifications, continuing education, and expanded learning is essential
- Internships. Since your college is a business, ask if you can intern for free. Yes, your university will help you with 5-10 hours weekly for experience.
- Leverage Networking with Campus Leadership. Use the down time between classes to talk with the deans and executive leadership on campus. The relationship may result in a reference or a commendation letter. Dayvon also stated that it was important to be consistent.
- Network with Social organizations. Not only join social organizations on campus but also take leadership positions that increase your exposure and responsibilities. These can often translate into work experience in an interview. When an interviewer asks, “Tell me about the time you led a team,” you can refer to that experience.
- Utilize Career Services. It is an under-utilize resource in everything job search. Their resources are often limitless and also access to people, especially Alumni.
- Utilize LinkedIn Now!!! 1) 300 million users 2) Employers are looking for you (70% of employers to recruit) 3) Recent graduates are NOT there (16% of college graduates) 4) Connect as many as you can (Dayvon received four job offers without applying to anything!)
- Not enough recruiters and employers are not taking advantage of Twitter and LinkedIn by interacting, and giving job search advice such as how to get a job at the company. Although statistics may say that more than 95% of recruiters are using LinkedIn doesn’t speak to the volume of activity and usage to find candidates
- Chris explains how recruiters and employers are attractive to a candidate. He suggests using sharing links, writing a blog and showing your enthusiasm or expertise through discussions. As a recruiter, if he has two candidates and one is active on social media, and the other one isn’t, he will likely look at the socially active one first
- We discuss the difference between 2009 and now that LinkedIn is currently a true personal website now that blogging is accessible to many of its users. Back in 2009 it was more of a place to house your resume
- I asked Chris his opinion on how much someone should share on LinkedIn. Some share as much as they do Twitter, others share sparingly. Listen to his answer as there is much discussion in the career space on what is too much
- We discuss the value of the local groups and becoming active on the relevant ones and your industry in general. Jobs are being posted in those groups and sometimes uncover unposted jobs