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Who Manages The Relationship With Area Employers? Hint: It’s Not Always Career Services

April 24, 2015
, , , , , , , , , Higher Education, The Art of Research

In our previous post in the series – “Closing The Perception Gap: Are Students Trained to Put Theory Into Practice?”- we briefly touched on the importance of advancing communications and partnerships with employers to improve the general perception about a college or universities ability to deliver on career preparation. The focus was primarily on strategies that enable students to put theory into practice. When you consider developing partnerships at the executive level, doors can open that lead to true innovation.

While internships, hands-on training and job placement opportunities are vitally important to hiring rates and alumnae career trajectories, this aspect of the employer to institution relationship is largely handled in career services departments and is almost entirely student-focused. If this is the only way the institution is engaging employers, it’s likely that significant longer-term growth strategies have been missed.

Especially important to regional public universities and small private colleges are the following questions. What local or regional challenges exist that your graduates may be highly qualified to resolve? Will they be able to develop specific skills or knowledge that give them the competitive advantage in the hiring process?

Put Market Research To Work

The Melior Group worked with a quasi-urban school district in helping them to develop and enhance partnerships with universities who, with some tweaking, could develop programs that would deliver top-notch teachers who were ready to step-in and work in the type of environment where the district is located. A true partnership, the school district worked directly with faculty to make a direct and significant positive impact on area schools.

Along the way, The Melior Group made an informed pivot in their research design and adjusted geographic parameters to discover that there were nearby rural area school districts that could also benefit greatly from the same innovative techniques. The graduates, armed with the know-how to handle challenges perceived to be urban would also be well suited to assist specific rural populations.

Original Innovation Serves A Second Purpose

Universities that are new to this type of partnership development will want to re-examine the relationships they currently have with area employers by proactively asking insightful questions. What are these employers looking for from a partnership with a university? What unique quality can the university offer an employer to make the relationship valuable?

Buy-in from the top of the administration – with accountability and responsibility at the Vice Presidential level – to develop healthy relationships with employers can significantly increase hiring rates, elevate the school’s image as an innovative partner and substantially improve the longer-term vitality of the community.

The Melior Group works with large research institutions, regional public universities and small private colleges to improve the perception of their schools’ effectiveness by discovering where gaps in perception exist and drilling into what strategic mix of programmatic, communication and partnership initiatives can allow institutions to more easily deliver on expectations.

To learn more about our work with colleges and universities, visit our Education page or please contact Elizabeth Foley at [email protected] / 215-545-0054 x111 or Linda McAleer at [email protected] / 215-545-0054 x104.

Personalization

Are Students Trained To Put Theory Into Practice?

March 31, 2015
, , , Higher Education

How to improve perceptions and deliver on the promise of a valuable college education is a hot topic in higher education today. Through our experience working with employers and educational institutions, The Melior Group has learned that perceptions around this topic are often off the mark. At the crux of the research, The Melior Group has become aware of what could be called “An Exploration Gap.” In Part 2 of our series we explore the need for schools to help students put theory into practice.

Heavy Dose Of Real World Experience
We have learned that employers prefer candidates who can hit the ground running in their first professional job. What knowledge, abilities and experiences do employers expect this student to possess?

  • Ability to tie classroom knowledge to the professional environment
  • Have developed hard and soft skills such as such as project management, independent problem solving, clear writing and communications.
  • Diverse internship experience(s) working in a range of different areas of their desired industry.

Round Out An Individual’s Value To The Organization

With an increasingly competitive hiring environment and more cross-functional roles, employers want candidates who have been given meaningful opportunities for learning and growth. Academically strong students who have not applied classroom knowledge to the real world are at a disadvantage. Employers expect universities to assist students in obtaining internships and skill sets that help them:

  • Learn the basics of being a part of the workforce.
  • Understand how people problem-solve in a professional setting.
  • Use critical thinking skills that will contribute to their value in an organization.

Approach a new employer with a unique point of view (e.g. having interned with a competitor, a funding source, a client or a vendor.)

Today’s entry-level workforce needs a combination of softer project management skills, harder field-related skills and applied industry knowledge — and employers expect universities to deliver graduates with this combination.

Close The Gap With Communication and Partnership
Many colleges are perceived by employers to be missing the mark in preparing students for these challenges post-graduation. But, the good news is that employers welcome opportunities to learn more and discuss how graduates are being prepared for the workforce.  

In approaching employers, colleges need to demonstrate that internship programs offered are sufficient to meet the needs of both students and prospective employers. As well, the messages they’re delivering to prospective employers should showcase student internship success stories and the programs being offered (industry-relevant) and the successful outcomes from those programs.

Human Resource departments go to great expense but are often unable to find qualified talent that meets their needs. Employers actively seek to forge relationships with schools who are interested to develop students who can fulfill these roles. Colleges and Universities can take steps to develop partnerships that may include guest speakers, internship, training and job placement opportunities. Ongoing communications with employers are critical towards closing the perception gap.

The Melior Group works with large research institutions, regional public universities and small private colleges to improve the perception of their schools’ effectiveness by discovering where gaps in perception exist and drilling into what strategic mix of programmatic, communication and partnership initiatives can allow institutions to more easily deliver on expectations.

To learn more about our work with colleges and universities, visit our Education page or please contact Elizabeth Foley at [email protected] / 215-545-0054 x111 or Linda McAleer at [email protected] / 215-545-0054 x104.

Meeting Today’s Workforce Needs

January 9, 2014
, , , , Higher Education

Workforce needs

College administrators need to make strategic decisions to ensure that students’ educational experiences sync with employer and industry expectations.  Head over to University Business to read Melior’s recent article about preparing students for ‘real world’ careers.

When you’re finished reading, join the conversation by commenting below!  Do you think young graduates in your industry are prepared to enter the workforce?