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
- 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?