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This article presents the findings of a survey conducted by the National Association of Colleges and Employers (NACE) on career progression in the fields of career services and university recruiting. The survey reveals that professionals in these fields are motivated by the opportunity to help individuals find their career paths. However, career progression varies among professionals, with some feeling that their advancement is on track while others feel it is slower than expected. Barriers to career progression include a lack of advancement opportunities and workplace discrimination. The article also emphasizes the importance of social capital, such as networks and mentors, in advancing one's career. The survey found that while mentors play a crucial role in individuals' careers, access to formal mentoring programs is limited, particularly in higher education. Overall, the survey highlights the challenges and opportunities for career progression in these fields. [Extracted from the article]

In the article "Lessons (So Far) From a Former Dean of Career Success Turned Industry Insider," Niesha Ziehmke shares her experiences and offers five lessons for how higher education can collaborate with industry to benefit students, particularly those from low-income and first-generation backgrounds. Ziehmke emphasizes the importance of connecting students to large corporations in industries such as accounting, technology, finance, and professional services, where internships are paid and entry-level roles offer sustainable wages. The article also discusses the challenges and bright spots in career preparation within higher education, highlighting the need for more resources and required courses dedicated to career exploration and learning. The author suggests incorporating resume development into the curriculum to support low-income and first-generation students and emphasizes the significance of internships for career success. The article concludes by acknowledging the commitment to change from industry partners and the potential for positive impact in advancing access and equity in the local labor market. [Extracted from the article]

This article discusses the experiences of Black women in higher education and their strategies for career advancement. The study conducted with six Black women in administrative roles at a Hispanic-Serving Institution identified four main themes crucial to their career development: mentorship, community, biculturalism, and resilience. The women emphasized the importance of intersectionality, resilience, and biculturalism in navigating their careers. The article suggests that institutions should create opportunities for mentorship, build communities of practice, and support the cultural identities of Black female employees to empower marginalized groups. [Extracted from the article]

The article discusses the issue of unpaid internships and argues that they place a financial burden on students and perpetuate inequity in the workforce. The author emphasizes the importance of paying interns and eliminating the requirement for students to enroll in unpaid internships for credit. They also highlight the negative effects of unpaid internships on students' career outcomes, particularly for underrepresented and low-income students. The article concludes by urging employers to provide financial compensation to all interns and create a more inclusive future. [Extracted from the article]

The article provides a calendar of events for professional development and networking opportunities. The events listed include topics such as AAPI Heritage Month, real experience for students, microcredentials, recruiting Latino students, virtual coaching for diverse populations, advising approaches for federal government careers, supporting graduate students, career coaching intensives, and workshops on impostor syndrome. The events span from May to August and cover a range of topics relevant to career development. More information can be found on the NACE website. [Extracted from the article]

The article discusses the cross-divisional collaboration between colleges and career centers. Topics covered include the pressure faced by the institutions to increase job offerings and internships. Also mentioned is the important role played by cross-divisional relationships in meeting the goals of offices.

The article discusses the efforts of life insurance provider Prudential Financial Inc. to leverage their internship programs by developing early identification programs. It mentions the development of a campus recruiting strategy by the campus recruiting team to identify, attract and hire top college students to feed the firm's leadership team. It also notes the firm's Actuarial Success Awareness Program (ASAP) and Peak Leadership Conference to give an overview of having a career in the firm.

The article describes the soft skill workshop, a program developed at Geisinger, a large hospital system in Pennsylvania, that aims to incorporate the hard knowledge of the students and the soft skills that enable students to effectively navigate the professional world. Soft-skills programming is said to form a critical part of the internship experience. The series of workshops include resume development, cover letters and professional communication, interviewing and professional etiquette, web presence and tech pitfalls and career planning.

The article discusses the recruitment techniques used by Mattress Firm. According to Abby Ludens, national recruiting manager of the company, selling mattresses as a job does not readily attract recruits, that is why the company focuses on offering employee benefits such as career development and continued education. It describes the branding strategies of the company such as offering packaged training materials, employment branding materials, social networking and technology, and an internship program.

The article discusses the components of an effective internship program which are said to vary from centralized to decentralized, and some live side-by-side with departmental internship programs. According to the article, efficiency comes through the wise use of systems and processes and should have clear visions and objectives to be effective, trained staff and quality resources for students and employers. Effectiveness is said to be measured by setting and accomplishing learning objectives and how effective the student's work experience was.