The world of work is changing rapidly. More and more students are seeking to explore and consider virtual/work-from-home, self-employment, and commission-driven career paths, along with traditional employment opportunities. This discussion of the evolving workplace and how college career services offices can adjust their services to help student explore and pursue all of their career options was held at the MWACE, EACE, MPACE and SoACE Annual Conferences in 2012-13

1. Redefining Employment:
Career Services and Recruiting for
Traditional, Virtual and Self
Employment
Matt Berndt | Ralph Brigham | Tim Luzader
July 2013| MWACE Conference
Chicago IL

2. Our world has changed
There was a time when good academic
qualifications guaranteed a job, but not
any more.
[By 2030], more people worldwide will be
gaining academic qualifications than since
the beginning of history.
Sir Ken Robinson
Out of Our Minds: Learning to Be Creative

3. Our world has changed
THEN: During the 20th century when employees
occupied a permanent job, workers could count on
bureaucratic organizations to provide a grand narrative
about how their lives would unfold.
NOW: Today, individuals can no longer plan to work 30
years developing a career within the boundaries of one
job or even one organization. Instead, during their
lifetimes they may expect to occupy at least 10 jobs,
more properly called assignments
(Saratoga Institute, 2000)

4. Our world has changed
The “dejobbing” wrought by the global economy has
produced the “insecure worker,” including employees
who are called temporary, contingent, casual, contract,
freelance, part time, external, atypical, adjunct,
consultant, and self-employed.
The transformation of the labor force from core workers
with permanent jobs to peripheral workers with
temporary assignments has already affected nearly half
of workers in the United States.
(Kalleberg, 2009)

5. Our business has changed
• Chaos Theory of Careers
– The Chaos Theory of Career: A New Perspective on
Working in the 21st Century – Robert Pryor & Jim
Bright. Rutledge (www.rutledge.com), 2011
• Life Design Theory of Careers
– Life Design: A Paradigm for Career Intervention in the
21st Century – Mark Savickas. Journal of Counseling &
Development, January 2012, Volume 90, pp. 13-19
• Protean Careers
– The Proteus Solution: How to Successfully Navigate
Today’s Protean Workplace – Sharon Calvin & Jay
Block, 2011

6. Our business has changed
Chaos Theory
• Simplicity to Complexity
• Certainty to Uncertainty
• Reductionism to Emergence
• Segmentation to Interconnection
• Linearity to Nonlinearity
• Causality to Contingency
• Determinism to Agentism
• Analysis to Synchrony
• Order to Turbulence
• Predictability to Chance
Life Design Theory
• Constructs career through small
stories
• Reconstructs the stories into a life
portrait, and
• Co-constructs intentions that
advance the career story into a new
episode
• Contextual Possibilities
• Dynamic Processes
• Nonlinear Progression
• Multiple Perspectives
• Personal Patterns

7. Our business has changed
Protean Career Theory
• Personal Responsibility
• Anticipation of Change
• Embracing Curiosity
• Adaptability/Diversification
• Positive Influencers
• Reciprocal Relationships
• Managing Market Value
• Financial Sustainability
• Wellness
• Time Management
• Achievement Plans
• Act – React – Adapt
We need to recognize that
the most fundamental
challenge that career
counselors confront is
to assist their clients to
develop the skills of
adaptation and
resilience required to
negotiate and use
productively the fluctuating
fortunes of their careers.
(Pryor & Bright, 2011)

8. Our role on campus has changed
[T]here still exists a holdover mentality that postsecondary
institutions need only deliver a college experience . . . . We're
getting closer to career services driving the
value proposition of a school (as a brand). This will be
the generation that demands prospective colleges compete for
them, and demonstrate how the investment will fulfill financial
stability and a career they want. Today’s students call that a
"life," and they are 100 percent willing to invest in institutions
that deliver it.
Craig Powell, Founder & former CEO of ConnectEDU
September 26, 2012

9. The expectations have changed

10. What students want
EMPLOYER REPUTATION & IMAGE
The attributes of the employer as an organization
• Attractive/exciting products and services
• Corporate Social Responsibility
• Environmental sustainability
• Ethical standards - 44%
• Fast-growing/entrepreneurial -15%
• Financial strength
• Innovation
• Inspiring management
• Market success
• Prestige
REMUNERATION & ADVANCEMENT OPPORTUNITIES
The monetary compensation and other benefits, now and in the future
• Clear path for advancement
• Competitive base salary
• Competitive benefits
• Good reference for future career
• High future earnings – 37%
• Leadership opportunities – 42%
• Overtime pay/compensation
• Performance-related bonus
• Rapid promotion
• Sponsorship of future education
JOB CHARACTERISTICS
The contents and demands of the job, including the learning
opportunities provided by the job
• Challenging work
• Client interaction
• Control over my number of working hours – 14%
• Flexible working conditions – 29%
• High level of responsibility
• Opportunities for international travel/relocation
• Professional training and development
• Secure employment – 49%
• Team oriented work
• Variety of assignments
PEOPLE & CULTURE
The social environment and attributes of the work place
• A creative and dynamic work environment – 46%
• A friendly work environment
• Acceptance towards minorities
• Enabling me to integrate personal interests in my
schedule – 22%
• Interaction with international clients and
colleagues
• Leaders who will support my development
• Recognizing performance (meritocracy)
• Recruiting only the best talent
• Respect for its people – 50%
• Support for gender equality
Universum Student Study 2012

11. The job market has changed
• Larger companies still showing up on campus
• But It’s not just about corporate employment
• Lot’s of small and mid-sized company jobs
• Alternative Work vs. Traditional Employment
– Part-Time
– Flextime, Compressed Workweeks, or Comp Time
– Job-Sharing
– Telecommuting
– Self-Employment - 15.3% and Independent Contracting -
7% (freelancing & consulting)
– Temporary Services
– Internships

12. Work for the Degreed Professional
20th Century (Historical)
• Corporate/Institutional
• Salaried with Benefits
• Consistent with the “social
contract” for lifetime
employment
21st Century (Contemporary)
• Traditional
• Virtual
• Self-Employment
• Independence
• Skills
• Job Security

13. What is Work v. Employment?
• Two Kinds of
Workers
• Independence of
Workers
• NACE Employment
Opportunities

14. The New Normal World of Work
• Fortune 500 Traditional Employment
• Government | Public Sector Employment
• Mid-size and Small Business Employment
• Business Start-ups | Entrepreneurs
• Start your own business
• Commission-driven Careers
• Virtual Workplaces
• Career “Slashers”

15. 80% of career services
professionals believe
now is a time of great
opportunity for college
career centers
http://www.csoresearch.com/2013_csinsights_report

16. How can Career Services
seize this opportunity?
• Making the Case for the relevance
of Higher Education
• From Gatekeeper to
Advisor/Broker
• From Control to Influence
• From Defined & Structured to
Open & Dynamic

17. Other Knowledge Resources

18. Career Services is on
everyone’s radar screen
University
Functions
Target Constituents
Prospective
Students
Current
Students
Alumni Parents Employers Community Donors
Academic Units
Admissions
Alumni Relations
Career Services
Corporate Relations
Development
Fundraising
Student Affairs
Student Life

19. Our Definition of Career
Must Change
• How effectively does your office
currently serve all of your students?
• How effectively does your office
currently serve all the types of
employers AND career opportunity
providers who wish to connect with
your students?
• What do you need to do to adapt to
the current marketplace?

20. How will this impact your campus?
• Student Advising
• Employer Relationship Development
• Your Recruiter Policies and Guidelines
• Employer Access to Your Services
• Delivery of On-Campus Recruiting Services
• Delivery of Other Recruiting Services
• Faculty Engagement Activities
• Staff Professional Development
• Alumni Relations
• Outcomes Research (First Destinations Surveys)

21. There’s no turning back
(so learn how to enjoy the ride!)