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Breaking into the Classroom: 5 Tips to Integrate Career Components into Student Coursework
October 2, 2018

The author of this article is Nicole Poff, MA, a Career Services Specialist and Online Associate Faculty member at Ashford University San Diego, California. As a Career Services Specialist, Nicole works collaboratively across the university to embed career service components into the classroomNicole Poff

At a recent conference, a fellow attendee complained: “Our students are so over-programmed with university initiatives that our department can’t compete for attention.”

Another attendee responded, “Well, you should consider yourself lucky – we have such a small department that our calendars are completely booked with student appointments, so we have no time to create programming.” Over the next hour, counsellors from across the country shared their career services dilemmas. One small complaint created a domino effect of career counsellors revealing their strongest pain points. Beyond just over-programming and a small department, some of the most common issues were: lack of student engagement, limited funds, low workshop attendance, unprepared students, and overzealous students who expect to become CEOs upon graduation.

Uncertain about how my peers would respond, I anxiously raised my hand and said: “We don’t have a huge budget; we have a pretty small team in comparison to our massive student and alumni population; our engagement is frequently subpar, but we have found that integrating career components into existing courses is working very well for us. In fact, we have successfully integrated career service components into a lot of our education courses, and we are seeing great success.” At that moment, I was met with both curiosity and resistance as other counsellors asked, “Would curriculum integration work for us? If so, how?” Read more

New Zealand: Understanding Student Progress and Achievement
September 24, 2018

The findings in this report by the New Zealand Ministry of Education, highlight the importance of understanding and responding to the progress and achievement of students.

It also illustrates the different insights that can be gained when observing achievement in relation to progress.

Report Summary

The terms ‘attainment’, ‘achievement’ and ‘progress’ are sometimes used interchangeably to describe student outcomes, yet they are conceptually distinct constructs. The terms attainment and achievement tend to describe the acquisition of qualifications (e.g. the National Certificate of Educational Achievement) or results more generally (e.g. meeting achievement objectives outlined in national curricula). The term progress, on the other hand, is used to describe how far children have travelled in their learning relative to a given starting point.

Read more

The Swiss Secret to Jump-Starting Your Career in the USA
September 13, 2018

This long article written by Dwyer Dunn and published in ‘The Atlantic’ explains how a youth-apprenticeship programme in Colorado aims to prepare students for the industries of the future by mirroring a successful model in Europe.

On a recent sunny summer morning, Ben Roueche pulled into the parking lot at the corporate headquarters of HomeAdvisor, in a suburban office park near Denver. Once inside, Roueche, wearing jeans and a T-shirt, sat down at a desk, logged on to his computer, and started resolving support tickets submitted by HomeAdvisor employees seeking help for everything from password resets to problems accessing the company’s internal phone system. At one point, Roueche paused to chat with his supervisor about establishing a setup procedure for a new video prototype that some executives will soon begin using Ben Roueche is 17; he just finished his junior year of high school.

For the past year, he has spent three days a week attending classes at a charter high school and two days a week working on the desktop-support team at HomeAdvisor. Earlier this summer, Roueche started working at HomeAdvisor three days a week, a schedule he’ll maintain throughout his senior year.

Roueche belongs to the inaugural class of apprentices in a Colorado program, started last summer, called CareerWise. It represents Colorado’s attempt to create an unusual, statewide youth-apprenticeship system.

“This program has more scale than almost any other broad apprenticeship that I know of,” Harry Holzer, a public-policy professor at Georgetown University, told me. Its goals are ambitious: CareerWise’s founders are trying to both prepare today’s youth for well-paid jobs in the industries of the future and to change a culture that insists every 18-year-old should graduate high school and go straight to college.

CareerWise is the brainchild of Noel Ginsburg, the founder of a Colorado-based advanced manufacturing company called Intertech Plastics. Ginsburg visited Switzerland, which has a widely admired youth-apprenticeship program, while serving as the chairman of the Denver Public Schools College and Career Pathways council.“What I didn’t expect is that apprenticeship isn’t just for construction—they have over 250 pathways there, everything from manufacturing to banking,” Ginsburg told me. “Seventy percent of kids there enroll in apprenticeships instead of going directly to college.

Read more

Growing Number of Canadian Professionals Face Job Insecurity, Study Finds
August 23, 2018

A higher education and professional career can be the gateway to many privileges — but amidst Canada’s shifting economic tides, job security isn’t always one of them, according to a new study.

survey of 1,000 professionals across the country found that one in five are in precarious jobs, working contract-to-contract, part-time, or freelance. More than half of those in insecure employment said their income varied significantly, and 60 per cent said they don’t have pension plans or sick pay.

Conversely, 85 per cent of professionals with secure jobs had pensions and 94 per cent said they got paid if they were ill.

Regardless of job status, the study conducted by progressive think tank the Canadian Centre for Policy Alternatives found a “widespread sense of economic insecurity,” with 58 per cent of all professionals surveyed reporting their job used to be more stable.

“A number of the hallmarks of precarious jobs in low-wage jobs like a pension plan, like a sick day, like a predictable income, a predictable schedule — all of those things were found in a good percentage of professional jobs,” said the report’s co-author Ricardo Tranjan.

“The key point is that when we talk about precarious jobs in Canada we tend to think about it as something to happen to low-wage jobs, but that is not the case.”

A study, completed in 2017 by two independent experts appointed by the Ontario government, found that almost half of low-income earners in the province are in precarious jobs. Research for the Law Commission of Ontario, based on 2008 data, found that workers with less than a high school diploma as well as recent immigrants, women and people of colour, are overrepresented amongst vulnerable workers.

Read more

International ViewPoint: The Impact of Summer Jobs for Teenagers
August 9, 2018

The following article by DARAH Hansen was first published in. The Globe & Mail.

Landing a summer job is a rite of passage for tens of thousands of Canadian teenagers every year.

Whether flipping burgers or minding toddlers at a wading pool, seasonal temporary gigs are a great way for teens to earn a little money during the school break. But researchers at the University of British Columbia’s Sauder School of Business say there are more rewards to be reaped by this novice work force than just a paycheque. According to study co-author Marc-David Seidel, a Sauder associate professor and expert in employment issues, teens who work for the summer are more likely than their unemployed peers to land good jobs and earn more money later on in their careers. The pattern also holds true for young workers who maintain part-time employment during the school year.

“For instance, those who worked year-round at the age of 15 had a higher chance of being employed at 17 to 21, had higher incomes at ages 17 to 25, and at ages 21 and 23 had higher-quality job matches,” Mr. Seidel said in an e-mail.


In particular, the study found working teens gain a competitive advantage in the labour market by acquiring valuable soft skills, such as better time management, more valuable networks outside of their circle of family, friends and school and refined job-hunting abilities.

Teens further benefit from learning early on what they like to do – and, critically, what they don’t like. That, in turn, “enables them to be matched to better-fitting work environments,” the study concludes. Read more

Victoria Australia: Students to Receive Careers Advice from Year 7
July 30, 2018

Every Victorian student will receive careers guidance from the age of 12 as part of a state government overhaul of careers education.

The changes will be rolled out next year after a review commissioned by the Education Department found careers education started too late in government schools, varied in quantity and quality and did not provide enough meaningful work experience.

Year 11 student Wren Gillett thinks careers education is offered too late in Victorian schools

“Career education must begin earlier than Years 10 to 12, and it must reflect the fact that students’ needs evolve as school progresses,” the plan states.

From next year, Year 7 and 8 students will take part in mandatory “career self-exploration workshops”, where they will assess their strengths, set goals and discuss different jobs.

When students reach Year 9 they will undertake online psychometric testing to see what jobs they might be suited to, and then receive one-on-one career guidance.

Wren Gillett, a Year 11 student at Upwey High School, said the biggest problem with careers education was that it started too late.

It’s often not touched on until Year 10, the same year Victorian students choose their VCE subjects.

“It starts too late in the curriculum,” Miss Gillett said. “Students are choosing subjects for breadth, rather than depth.”

The Victorian Student Representative Council executive member, who recently gave evidence at a parliamentary inquiry into careers education, said the poor timing of careers advice meant some students didn’t complete the subjects required for their desired university courses.

Read more

The Best Jobs in Australia for 2018
July 6, 2018

Global jobs site Indeed has analysed its search data for Australia, uncovering the best local jobs.

Indeed examined tens-of-thousands of job posts to identify well-paid roles that have seen remarkable levels of growth and present great opportunities for job seekers or those considering future career options.

Technology, building and construction, health and medical care are the key areas seeing demand increase.

More than half the roles have average salaries of more than $100,000 and all exceed $80,000.

The number one in-demand job is lead teacher, which has seen extraordinary growth over the past three years amid shortages of more senior level teachers with team leadership experience. The average base salary for a lead teacher is $92,723.


Full stack developer leads the way in terms of IT jobs growth, followed by data scientist, technology assistant and information systems manager, which are also among the highest paid positions with technology assistant the highest on the list at $141,738 on average. Read more

Why is There a Skills Shortage in Hospitality in Australia?
June 29, 2018

The way food is celebrated in Victoria, you wouldn’t think there would be any issue with hospitality staff. The industry is booming, with new restaurants, bars and cafes opening every week, covered relentlessly by a myriad of media (think Broadsheet, The Urban List, Zomato, Time Out etc).

While Melbourne seems to be coping well, there is a skills shortage in hospitality throughout regional Victoria, which is a concern for the vast array of rural offerings in the sector. The success of Brae (number 44 on the Best 50 Restaurants in the World list) in Birregurra, Igni (Geelong) and Lake House (Daylesford) is dependent not just on the quality of their food but the overall experience, which includes service from accomplished industry professionals.

The situation wasn’t helped by the announcement of the 2018-2019 Federal Budget, which didn’t exactly do the vocational sector many favours. In fact, government funding for VET has been on the sharp decline since 2011, while school and higher education has tracked in the opposite direction. At last count, there was just $5.7 billion invested in VET, as opposed to higher
education ($25.9 billion).

This isn’t a great incentive for young people to throw themselves into the vocational education sector, where most of the formal training for roles in hospitality takes place. A reluctance to pour more resources into VET could see Melbourne miss out on the next wave of chefs, bartenders and sommeliers. For context, celebrity chef George Calombaris studied at the Box Hill Institute of TAFE before building his Greek restaurant empire.

However, chefs in the mould of Gordon Ramsay may be influencing prospective workers in a negative way. After all, who would want to turn up to work and be screamed at the way that employees on Ramsay’s Kitchen Nightmares are? While much of this is clearly manufactured drama, there is little doubt it would play on the minds of those considering a career in hospitality.

Read more

Podcasts: Innovating Employment
May 29, 2018

In this range of podcasts, the OCWI team, interview experts from across the workforce development sector to explore a broad range of topics and issues impacting the day to day work of employment & training professionals across Ontario. Issues which are not dissimilar to those faced by the sector in the UK.

Episode 1: Skills-based hiring – improving employment options for vulnerable populations

Susanna Williams, Founder and Lead Consultant at BridgeEd Strategies, joins the program to discuss skills-based hiring, Innovate+Educate’s Close It Summit happening this October in Brooklyn NY, and how to look beyond traditional pathways and education to better connect workers to jobs, and employers to workers with the right skills.

Read more

Advice on Developing and Managing a Successful Career
May 15, 2018

At the 2018 DiversityInc Top 50 event, more than 400 people were in attendance during the day to hear Executives from AT&T, EY, Marriott International and Wells Fargo give career advice on how to develop and manage a successful career.

Moderator: Shane Nelson, VP, Editor, DiversityInc Best Practices


  • Melissa Corwin, Vice President – HR, Diversity & Inclusion, AT&T
  • Ted Acosta, Americas Vice Chair, Risk Management, EY
  • Kimberly Reed, Vice President, Human Resources – Global Finance and Global Design, Marriott International
  • Lisa Stevens, Executive Vice President, Regional Banking Executive, Western Region, Wells Fargo

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