ICEF Public Schools的动态

UAGC advisors are knowledgeable, resourceful, passionate, caring, and incredible student advocates. If these words describe you or someone in your network, check out the postings below. Becoming part of the Wildcat community may be in your future! Questions? Let me know and I will connect you with Nichole to learn more! #StudentSuccess #UAGC #AcademicAdvising

New college grads may face a 6% decline in hiring compared to last year, as the National Association of Colleges and Employers reported. Data from Gusto shows a drop in the new grad hiring rate to 6% from a peak of 10% in 2021. #GradHiring #JobMarketTrends

Opportunity

“Help! I used to get hundreds of applicants for one open position.” Have you noticed this recently? If so, you’re not alone. With the amount of applications down across the country, it’s a great opportunity to challenge traditional pathways into our profession. Want to raise the number of qualified applicants applying? Here are 3 innovative, actionable strategies: 1?? Develop Alternative Hiring Pipelines ? Explore programs like social work, communications, STEM fields, and liberal arts ? Partner with local universities to create specialized 4-year degree programs that blend coursework with immersive law enforcement training 2?? Implement Pre-Academy Training ? Focus on community engagement, ethical decision-making, and stress management ? Utilize scenarios and practical exercises to build the modern mindset 3?? Expand Strategic Recruitment Tactics ? Build partnerships with minority-serving institutions ? Host student groups for multi-day immersive experiences at your agency ? Create youth interest through programs like Explorers These are just a few strategies pioneering agencies are using to transform their recruiting and training approaches. I'll be sharing more actionable best practices in the coming weeks. — ?? I’m Michaela. I partner with police leaders to crush staffing shortages through data driven solutions. ? Find this post insightful? Like & share with your network.

My current goal for the Sternberg Science Camps+ programs is to build systems infrastructure to allow $500k+ gross revenue in 2025. (We're on track to hit ~$280k in 2024.) Nice big number that allows hiring multiple part-time remote program assistants on 9-month contracts and easily cover students scholarship requests. But it would also require finding ways to cut myself out of directly managing >50% current processes, and how to recruit 30-40 highly qualified instructor and TA staffers without university HR wanting to murder me. So this summer's biggest challenge will be figuring out simple successful scaling strategies. Open to any suggestions from folks experienced with scaling up processes for managing multiple teams at once. Also, if you/your institution is interested in running a collaborative summer program focused on paleo-science for high schoolers, please let me know! Scaling up will mean offering more programs in more locations around the US. (International is on the table as well.)

This is great journalism. There’s a good case to be made that we’re seeing the start of the transition from “demand for computer science jobs” to “demand for jobs where grads need computer science skills.” They’re two different things. Being a computer scientist is different than being a biologist with computer science skills or an MBA with computer science skills and it’s possible that labor markets are just increasingly valuing the latter, which makes it harder for comp sci grads to simply get a degree and have a great job waiting for them.

In elementary school (1994 I believe), I recall a schoolwide assembly where the topic seemed to be something around future career preparedness. I recall the speaker telling us how the norm for our generation would be that each of us have 5+ jobs over the course of our adulthood. I thought that was unappealing then and I still feel that way if I'm being honest... So far I've had two roughly 9 year stints for two employers, first in education and currently in tech/software sales. I often ponder what one would even begin to tell an auditorium full of 6-10 year olds today about the future of their work life? Feels like a lot of pressure / uncertainty if you ponder it... a world where many historical roles will be automated, leaving those humans to ________________? #TimesTheyAreChangin #WorryingOutLoud

Multiple Job openings. Thanks to Jeff Patterson for compiling these. #SoftwareEngineer #Software #Engineer #PublicRelations #EventManager #Sales #SalesJobs #Marketing #MarketingJobs #Superintendent #Editor #DataIntegration #Data #Controller #ProductManager #Product #ProductJobs #FrontEnd #FrontEndEngineer #CustomerSupport #CustomerService #Customer #Jobs #RightJobs #Education #EdTech #Technology

???? Remote Opening: University of California, Santa Barbara: Associate Director for Digital Library Engineering???? Get your resume ready and click the link to apply today. University of California, Santa Barbara: Associate Director for Digital Library Engineering https://ift.tt/JIC65Qm If you need a hand in getting prepared, I offer #resume services and #interview prep support. Click the link to book a slot on my Calendly before it fills up! https://ift.tt/nCbGhM1 If you know someone who would fit the role, let's get THEM #hired. Tag them in the comments and share the post to your connections! *Note: I am not hiring or sourcing for this role. If you are interested in applying, please do so through the link in the post.

What does a degree mean? This question isn't just philosophical - it's essential when it comes to hiring. TXI doesn't have degree requirements in any of its job postings, because that's not a relevant criteria for the work we do. How do you think about problems? How do you learn and grow? How do you collaborate with a team? How do you handle ambiguity? Those are things we care about, so those are things we vet for. If you've got a degree, it means that you or your family could afford higher education, or that you or your family was willing to take on debt. It means nothing about your skills, capabilities, behaviors, or values - you know, the things we actually need to build our business. But degree requirements aren't only irrelevant - they actively perpetuate bias. We know that there's inequitable access to higher education in the United States, between the continually increasing costs and the roll-backs of affirmative action considerations last year. So folks from historically excluded groups will, through degree requirements, continue to be excluded. There's momentum behind removing degree requirements: Massachusetts, for example, recently decided to remove all degree requirements from state government job postings unless absolutely necessary. (h/t Better Allies newsletter, a great subscription) If you're a hiring manager and there's a degree requirement in your job posting, ask yourself why. If you don't feel 100% confident in your answer, today's a good day to delete it. #TearThePaperCeiling #hiring #recruiting #DEIB