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EMPLOYER SURVEY

EMPLOYER SURVEY. Conducting a Comprehensive Employer Survey: Results and Lessons Learned Becky Hall, M.A. Heidi J. Perman, M.A. Mark Sorenson-Wagner University of Minnesota. U of M CAREER SERVICES. Decentralized/hybrid model 10+ different offices provide service

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EMPLOYER SURVEY

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  1. EMPLOYER SURVEY Conducting a Comprehensive Employer Survey: Results and Lessons Learned Becky Hall, M.A. Heidi J. Perman, M.A. Mark Sorenson-Wagner University of Minnesota

  2. U of M CAREER SERVICES • Decentralized/hybrid model • 10+ different offices provide service • Career Development Network • Collaborate on events • Professional development • http://www.career.umn.edu

  3. WHAT PROMPTED SURVEY • Learning Abroad Center inquiry • JobPlace/JobTalk emails, no response • Big changes ahead at the University, wanted base line data • Shared job posting system (GoldPASS) • University’s strategic positioning efforts

  4. WHAT WE WANTED TO LEARN • Employer feedback on and expectation of career services • Inform structural decision-making • Feedback on student job search skills • What employers most value in terms of student skills/experiences TIP: Focus and narrow your questions!

  5. Learning Abroad Center 2 career counselors Employer relations coordinator Career services director Central coordinator career development Vice Provost for Student Affairs COMMITTEE MEMBERS • Volunteers from Career Development Network • Diverse perspectives = thorough questions TIP: Pick committee carefully!

  6. SURVEY CONSTRUCTION • Ask questions in a way that they truly address your intended outcome • Have trained survey developers review questions for purpose and give feedback • Have an employer review them and give feedback TIP: Find a graduate student to help.

  7. CONDUCTING THE SURVEY • Conducted in three parts due to length • Employer Feedback on Career Services - July 2005 • Student Job Search Skills - November 2005 • Skills/Experience - April 2006 • Survey created and administered by Office of Measurement Services • Sent via email with online link to survey TIP: Be thoughtful about who creates and administers the survey.

  8. WHO WE SURVEYED

  9. Identifying representative employer list complex task for a decentralized university High recruiter turnover made an accurate list challenging to acquire Utilized a list created for the U of M Job and Internship Fair WHO WE SURVEYED

  10. RESPONSE RATES TIP: Have email sent from well-known name.

  11. DATA DISTRIBUTION • Career Development Network • Academic Advisors • Council of Undergraduate Deans • Key Campus Leadership • Employers TIP: Share this information widely, then share it again.

  12. DATA USAGE STUDENT • Statistics used in office handouts • Classroom presentations • Individual counseling appointments • Learning Abroad Center TIP: Data from employers intrigues students.

  13. DATA USAGE • College long-range planning • School of Public Health • Funding requests • Regents • Collaboration • Validated complexity of our structure • Sharing outside the University of Minnesota • Professional development TIP: Data from employers intrigues students.

  14. NEXT STEPS • Conduct survey again, 2-3 year cycle • Refine and condense questions • Consider who should answer the questions (recruiters vs. high level) • Tailor to unique populations • Offer employer incentives

  15. SAMPLE QUESTIONS – PART 1 What facilities do you expect to be available when you interview on campus? (select all that apply) • Parking validation – 22 (50.0%) • Interview room space – 19 (43.2%) • Interview scheduling – 14 (31.8%) • Information session space – 13 (29.5%) • Information session scheduling – 7 (15.9%) • Meals to be paid for while on campus / be taken out to lunch – 6 (13.6%)

  16. SAMPLE QUESTIONS – PART 1 What should University of Minnesota career offices be doing that we aren’t? • Central spot to post jobs – 6 comments • Nothing/Positive experiences – 3 comments • Better train students on resume/cover letter/interviewing – 2 comments • Confusing who to call/contact – 1 comment • Have a rep who works with minority students for employers that value diversity – 1 comment • More connections with professors/classes – 1 comment • Transcripts sent with resumes – 1 comment

  17. SAMPLE QUESTIONS – PART 1 What criteria do you use in deciding which colleges/universities to recruit from? Rank least to most important (calculated by averages: 1=least important, 6=most important) • Previous successful hires – 5.45 • Quality of student preparedness for employment – 5.3 • Reputation – 5.02 • Location – 4.67 • Quality of student job searching abilities – 4.37 • Students’ willingness to relocate – 3.93 • Specific program ranking – 3.76 • Alumni connection – 3.43

  18. SAMPLE QUESTIONS – PART 2 When using an online job posting / recruiting system, how much importance do you place on cover letters as compared to the student candidate’s information on their resume? Low Importance High Importance

  19. SAMPLE QUESTIONS – PART 2 Please rank the information that is most important for students to include in a cover letter: • Reason interested in your organization – 43 (56.58%) • Career objective – 15 (19.74%) • Past experience – 15 (19.74%) • Knowledge of the company – 2 (2.63%) • Other – 1 (1.32%)

  20. SAMPLE QUESTIONS – PART 2 How would you rate the overall quality of University of Minnesota students’ responses to behavioral-based interview questions? Low Quality High Quality

  21. SAMPLE QUESTIONS – PART 2 If you have been presented with a portfolio during an interview, how did the portfolio impact the evaluation of the candidate? Negative Impact Positive Impact

  22. SAMPLE QUESTIONS – PART 3 How would you rate the importance of students having a broad liberal education background for the positions you are trying to fill? Not Important Very Important

  23. SAMPLE QUESTIONS – PART 3 What are the three most important skills necessary for identifying a strong applicant for your hiring needs? • Interpersonal communication - 61 (37.89%) • Ability to work on a team - 57 (35.40%) • Problem Solving - 56 (34.78%) • Ability to learn new ideas quickly - 52 (32.30%) • Leadership - 38 (23.60%) • Competent in field of study - 33 (20.50%) • Oral Communication - 29 (18.01%) • Creative thinking - 26 (16.15%) • Ability to work with a diverse workforce - 21 (13.04%) • Analytical thinking - 20 (12.42%)

  24. QUESTIONS? Becky Hall, M.A. rahrah@umn.edu, 612-626-5151 Heidi J. Perman, M.A. hperman@umn.edu, 612-624-9120 Mark Sorenson-Wagner wagnerme@umn.edu, 612-624-1827 Complete Survey Questions/Results: http://www.career.umn.edu/Employer%20Survey06.pdf

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