CAREER DEVELOPMENT : AN

OVERVIEWBy: Michelle Howe, Global Career Development Facilitator

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

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

CAREER DEVELOPMENT

THEORIES

Theories of Career Development

Career needs begin at the third level!

Achieving status at work and reputation in the field!

Career Maturity!

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

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)

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.

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

Chaos Theory & Planned Happenstance

CURRENT RECRUITING TRENDS

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/

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

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!

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%)

“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.

Skills desired by employers

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)

https://youtu.be/Nv6mDeFPT2M