FEIT & UTS Careers present:

Successful interviews & Job search strategies

Seymour Maddison / Anthony Kadi

•  Learning environment not conducive to learning

•  Low value placed on non-technical

•  Zero rapport

plus . . . given available resourcing :

•  Impossible to close the required learning gap gulf before tutor handover ?

48121 Engineering Practice Preview 1

Some key challenges prior to subject re-design !

Pre-work In-session Post ‘You are the recruiter . . .’ WARNING

THIS IS NOT A LECTURE ! Students get 1st look at content !

Use SPARK to rate samples : - 3 x cover letters (pre no.1) - Interview (pre. no.2)

- Benchmark own ratings versus peers, versus assessors. - Review why assessors rated how they did.

i.e. slides bearing critical info + additional useful info, tips, samples, video clips etc. + checklist tools + key takeaway messages reiterated

Criteria provided to them

-  focus on competitiveness – not marks - no experience, remember

- All linked to what employers really want

. . . to help them begin drafting application docs

1. Cover letters & Resumes

2. Interviews & Job search

Re-design

session 1 session 2

Pre-work participation rate

- unknowable prior . . .

88 % (min.)

79 % (min.)

? no reminder email + sussed out:

-  no neg. consequences (SPARK is anonymous)

-  can do nothing, yet still access content later !

. . . So subsequent lecture attendance rate becomes the key acid test ?

95 %

99 %

. . . along with competence going into later tutorials ?

“Most tutors reckon cover letters have improved on last semester” (anecdotal - Anthony Kadi)

Resume resubmission rate :

18 % this semester, versus

30 % last semester

Evaluation

Engagement isn’t just a tertiary ed. priority . . .

Practical steps to improving employee engagement - AHRI, 1/10/13 •  82% of Australian employees feel disengaged at work - latest Gallup study •  Disengagement often stems from poor leadership - 75% of employees left boss, not

organisation •  Engagement is therefore a leadership, not an employee issue •  Frontline leaders have the greatest influence

Should engagement be a tertiary ed. priority ?

Practical steps to improving employee engagement •  82% of Australian employees feel disengaged at work - latest Gallup study •  Disengagement often stems from poor leadership - 75% of employees left boss, not

organisation ?? % of students chose not to attend lectures •  Engagement is therefore a University leadership, not a employee student issue •  Frontline leaders lecturers & learning facilitators have the greatest influence

- Ref. student quotes re. Anne Gardener ‘s subject !

Hypothesis 1 SATISFACTION ≠ ENGAGEMENT

- Learning design / set-up

- Need > evaluation via > data collection

- Create incentive-based rewards :

•  Value-adding?

•  Fair assessment criteria?

•  Individualised review / feedback . . . from credible sources?

Hypothesis 2 ATTENDANCE ≠ ENGAGEMENT nonetheless, volunteering to return means we’re getting warm?

- Opportunity exists to link engagement data

with results from marked assessment

- also the above with evaluations of true

learning impact ?

Hypothesis 3 ENGAGEMENT ≠ DEEP LEARNING e.g. task engagement . . . during a subject / seeking a job etc.