Speakers

2. Ronald A. Crutcher President University of Richmond rcrutche@richmond.edu Lynn PasquerellaPresident, AAC&Ucommish@aacu.org Speakers C. Edward Watson Chief Information Officer and Associate Vice President for Quality, Advocacy, and LEAP Initiatives AAC&Uwatson@aacu.org Lenore P. Rodicio Executive Vice President and Provost Miami Dade College lenore.rodicio@mdc.edu Moderator

3. Use Q&A for: Panel discussion Use Chat for: Technology support #AACUemployers Slides and recording will be posted online: www.aacu.org/webinar/employer-research

4. Fulfilling the American Dream: Liberal Education and the Future of Work Key findings from surveys of business executives and hiring managers conducted May-June 2018 Conducted on behalf of with support from Report freely available at http://www.aacu.org

5. Selected Highlights from the Report • Employers on the Value of College • Their Sense of Recent Graduates’ Preparedness • Employers’ Priorities for College Learning • Their Views on Transcripts and ePortfolios • Employers and Professional Development

6. Survey Methodology 501 business executives Executives at private sector and nonprofit organizations, including owners, CEOs, presidents, C-suite level executives, vice presidents, and directors 500 hiring managers Non-executives (directors, managers, supervisors, office administrators) whose current job responsibilities include recruiting, interviewing, and/or hiring new employees • Companies that have at least 25 employees and • Report that 25% or more of their new hires hold either an associate’s degree or a bachelor’s degree.

7. Employers on the Value of College

8. Employer Confidence in Colleges and Universities This is higher than confidence in colleges and universities among adults nationwide: 63% 63% 54% 45% 37% 37% (January 2018, Gallup) Business executives Hiring managers

9. Confidence in Colleges/Universities, by Region Significantly different from all executives or all hiring managers.

10. Importance of Completing a College Education 82% 75% 25% 18% Business executives Hiring managers

11. Evaluation of Whether a College Degree Is Worth the Time and Money Involved 88% 85% Business executives Hiring managers

12. Sense of Recent Graduates’ Preparedness

13. Satisfaction with Recent Graduates’ Ability to Apply Skills and Knowledge They Learned in College to Complex Problems in the Workplace 74% 71% Business executives Hiring managers

14. Proportions of Recent College Grad ApplicantsWho Have Full Set of Skills/Knowledge Succeed in entry-level positions at the company = 57% all/most have = 60% all/most have Advance/be promoted within the company = 34% all/most have = 25% all/most have

15. Employers’ Priorities for College Learning

16. Very Important Skills for Recent College Graduates We Are Hiring

17. Would be MUCH More Likely to Hire Recent Grad with this Experience Much/somewhatmore likely 93%94% 72%83% 82%72% 81%81% 80%76% 71%78% 54%47%

18. Employers’ Views on Transcripts and ePortfolios

19. Usefulness of College Transcripts in Evaluating Recent Graduates’ Potential to Succeed Usefulness of College Work ePortfolio in Evaluating Recent Grads’ Potential to Succeed (in addition to resume and transcript) 81% 78% 51% 48% Hiring managers Business executives Hiring managers Business executives

20. Employers and Professional Development

21. Does your company provide professional development; if so, what is its main focus? 79% 79% Business executives Hiring managers

22. Types of Professional Development Company/Organization Provides

23. Company / Higher Education Partnerships Business executives Hiring managers

24. Ways Company Partners with Colleges / Universities

25. Implications for Community Colleges and Workforce Training Programs Lenore P. Rodicio, Ph.D. Executive Vice President & Provost Miami Dade College

26. Key Learning Outcomes in Workforce Training Programs Two key strategies: • Align general education courses to skills courses • Embed key learning outcomes throughout the curriculum It’s not a question of either/or but of both/and.

27. Applied Learning in Workforce Training Programs • Service learning and project-based learning • Research experiences • Internships • Apprenticeships Key to the success of these applied learning experiences is co-development with 4-year transfer partners and industry partners.

28. Implications for the Pathways Movement If we are to develop meaningful pathways that ensure not only degree attainment but key skill attainment, we need to ensure: • Intentional inclusion of learning outcomes and general education courses • Clearly articulated applied learning opportunities • Progression of learning that highlights students’ ability to take on the challenge of more complex learning

29. Implications for 4-Year Colleges and Universities Ronald A. Crutcher, D.M.A. President University of Richmond

30. General Reactions • Employers, hiring managers, and business leaders know what they want • College degree is still a critical credential for new hires • Time and cost of pursuing a college degree pays off

31. Lifelong Learning • Employers perceive a gap in the skills needed for the first job, and those needed to advance • We must prepare students to be lifelong learners • Degree attainment should not be a box-checking exercise • Curriculum design and implementation should center lifelong learning as a desired outcome

32. Employer-College Feedback Loop • Employers need to communicate with colleges and universities about their needs, and not just through employment reports • Career services staff should be proactive in seeking employer feedback and incorporating it into career preparation and program design

33. Professional Development • Requires investment from both colleges and universities AND employers • Students want to work for companies ready to invest in them • 84% indicated that the “opportunity to develop job-specific skills” was the most important attribute they sought from potential employers (NACE, 2017) • Colleges and universities need to invest in professional development programs and opportunities for their students

34. High-Impact Practices and Experiential Learning • Internships are a vital component in the hiring decisions of employers – a differentiator among similarly qualified applicants • Career services units have to be prepared both to help students effectively search for and apply to internship AND to accept them • Accepting low-paid or unpaid internships is not possible for many low-income students • Commit to access for all students to internships- The Richmond Guarantee • Active cultivation of alumni network is crucial

35. Use Q&A for: Panel discussion Use Chat for: Technology support Slides and recording will be posted online: www.aacu.org/webinar/employer-research

36. Ronald A. Crutcher President University of Richmond rcrutche@richmond.edu Lynn PasquerellaPresident, AAC&Ucommish@aacu.org Moderated Discussion#AACUemployers C. Edward Watson Chief Information Officer and Associate Vice President for Quality, Advocacy, and LEAP Initiatives AAC&Uwatson@aacu.org Lenore P. Rodicio Executive Vice President and Provost Miami Dade College lenore.rodicio@mdc.edu Moderator