Charlie Gibbons | TalentEgg Trends

Author: Charlie Gibbons (page 1 of 2)

Career Connections: Young Talent, DEI, Measuring Success

An industry leader in the recruiting space, Career Connections knows the insurance marketplace inside and out. They serve as an external recruitment partner for companies. Career Connections assist in everything from discovering hidden talent to helping candidates prepare with resume reviews and mock interviews and learn more about the different career paths within the insurance industry.

TalentEgg was granted a wonderful opportunity to speak with Carolyn Seward and Beverly Lewis-Hunte from Career Connections, who graciously disclosed in-depth details relating to all things Insurance, events and growth in the sector. They also touch on opportunities for young talent, DEI, work models and measuring success within an ever changing industry.

Experience with Career Connections

Carolyn Seward, Manager & Beverly Lewis-Hunte, Senior Program Officer

We asked Carolyn and Beverly to share their experience working at Career Connections with us. They mention it is an exciting and unique workplace for various reasons. “Career Connections is an interesting program because we are recruiting for the property and casualty insurance industry as a whole, not just for a single employer! This involves creating awareness of the different career pathways that can vary quite a bit,” they stated.

They both touched on how the insurance industry has a lot of variety to offer, so there is something for everyone. Carolyn and Beverly say they face a challenge to connect this sentiment with young talent. They express the limitless room to grow in the industry, “insurance isn’t as well known of a career path so we have unlimited opportunity for growth and the insurance industry is very supportive of our work.”

Initiatives for Young Talent in the Industry

We spoke about the initiatives that Career Connections is implementing for students and new grads. While they have lots on the go, Carolyn and Beverly shared that their “Industry Days” are the most popular. “These are online career fairs we host four times a year, students may submit their resumes in advance for employers to review and select for a coffee chat or mini-informational interview,” they explain. The students get the opportunity to meet with several industry professionals and learn more about their companies and the industry as a whole. Carolyn and Beverly add that many of these employers end up hiring students they meet at these fairs, which is something they both are happy to see.

These are not the only events Career Connections run; Other events include a career building series that comprises of resume workshops, interview prep, job search techniques, coffee chats with industry professionals and “ask a recruiter” sessions. Not to mention a new “job shadowing program” where “students who have no insurance experience get a chance to see what a career path could look like and bust some of the myths about working in the industry,” they add.

Beverly states, “Our ultimate goal is to showcase the variety and opportunities of working in the insurance industry to those who haven’t considered it as a career path before.”

DEI at Career Connections

Diversity, equity and inclusion have gained paramount importance in the workplace. We asked Carolyn and Beverly what role DEI holds within the company. “Equity, Diversity and Inclusion are one of the strategic pillars of the Career Connections program. We look to foster an environment of inclusion and belonging across the property & casualty insurance industry and the industry strives to look like the communities it services across Canada.”

They both add how important it is to highlight diversity within the industry. Career Connections does this with its “voices of inclusion” series, connecting with equity-seeking student groups and offering coffee chats with professionals from specific equity-seeking groups. Carolyn and Beverly share their delight relating to their partners taking strides for the better, “our recent demographic research saw an increase in BIPOC professionals by 9% over the past five years putting the industry in line with the Canadian average.”

Fostering Fruitful Opportunities for New Grads with Career Connections

Since Career Connections is partnered with many companies, we were curious as to how new grads and students can find opportunities with these partnering companies. “Career Connection’s role is to keep the curiosity burning in students in order to learn more about the insurance industry. To do this we continue to innovate new events and initiatives to connect students to employers,” Carolyn and Beverly proclaim.

They add, “for our partners we continue to source interested potential student talent so we help with recruitment and retention.” Additionally, both of them note that their partners have observed a lack of essential soft skills among the young talent entering the post-pandemic workforce. But Career Connections wants to help, “We look to assist students in developing their competencies and professionalism through workshops and events so they can make a great first impression with employers.”

Lingering Impact of the Pandemic

On the topic of a post-pandemic workplace, we spoke about how the pandemic has affected the insurance industry. Firstly, they share how the industry as a whole has mainly moved into a hybrid work model in the wake of the pandemic. “This allows for the flexibility required to keep employees happy with recruitment and retention rates and still offers opportunities for in-person onboarding, training and collaboration.”

They mention how interviews have finally returned to in-person, and new trends have emerged in insurance recruitment post-pandemic. “We also saw that very competitive salaries caused many staff to shift between companies and referral bonuses for current employees who recruited another to their company became a popular tactic.”

As for the future, the Career Connections team shared with us a few hiring trends that they believe will become common. The first is an increase in quality onboarding and training due to remote work and a heavier reliance on analytics as automation becomes more common for mental tasks in the recruiting space.

Perks and Success in the Insurance Industry

We wanted to know what new grads and students can expect from a career in the insurance industry and what it offers. “Insurance really is a hidden gem of an industry, it offers variety, flexibility and advancement. Our employers hire based on transferable skills and offer extensive training and professional development,” Carolyn shares.

They state that most people who enter the insurance industry stay there. Furthermore, they highlight that the younger generation’s attraction to the sector is strongly influenced by the growing significance of climate change issues. “The industry has an interest in climate change research and is really all about helping people get back on their feet in some of their worst times of tragedy. We can look to the past few years of natural catastrophes in Canada such as the fires this year or flooding last year in the West as examples.”

We spoke about how Career Connections measures its success within the industry. The most significant indicators they gauge are event attendance, impressions on social media/website, and how many employers hire candidates from their initiatives. They have noticed year over year growth, noting that many post-secondary institutions have been reaching out more and more to share insurance and risk programs with students, raising awareness of the industry.

“Looking forward, we hope to increase our outreach to newcomers and internationally educated professionals.”

Conclusion

Carolyn and Beverly’s insights are a great display of what Career Connections is and what the institute is doing for the future of the insurance industry. We asked if they had anything else they wished to share, to which Carolyn and Beverly stated, “Working with the next generation of talent is always so inspiring and we can’t wait to see the impact they make!” It is clear how much value they place on the next generation of insurance.

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Fidelity: The Focus on Talent, Well-Being and Diversity

November 9, 2023 / Charlie Gibbons / 0 Comments

Fidelity Canada is part of the broader group of companies collectively known as Fidelity Investments, one of the world’s largest providers of financial services. An industry-leading investment firm, Fidelity Canada’s mission is to empower Canadians to achieve their financial goals quicker than they ever imagined.

TalentEgg was given an exclusive opportunity to speak with Diana Godfrey, the Senior Vice President of Human Resources & Corporate Affairs at Fidelity. We received an inside perspective regarding Fidelity’s company culture, mental health resources, student initiatives, the importance of DEI, and so much more.

Before starting her 20+ year career at Fidelity, Diana worked in various marketing and accounting roles. HR work was her forte at the company for most of her tenure. As the company evolved, so did her role, allowing her to work with various groups. Recently, she took on Corporate Affairs in addition to HR, expanding opportunities for collaboration amongst a diverse team.

Diana Godfrey, the Senior Vice President of Human Resources & Corporate Affairs at Fidelity

Initiatives for Young Professionals at Fidelity

Fidelity places high value on their student program and recognizes the importance of developing the next generation of talent. Diana was eager to share more details about this prolific program.

“Fidelity’s student program is designed to provide hands-on work experience coupled with personal development workshops to help set students up for success when they graduate,” she shared. “Students and new grads can find themselves in roles where they are contributing impactful work for the company. We’re lucky to have so many of our students become full-time employees once they graduate.”

It should be noted that Fidelity offers high-level workshops for their young employees. They range from more technical skills like Microsoft Excel to developing soft skills like emotional intelligence training and everything in between. Diana also touched on the importance of teaching the ins and outs of the investment world, along with financial wellness and investment literacy.

“To reinforce Fidelity’s commitment to financial wellness, we offer students product study groups to learn about the investment industry at large,” she adds. “This is imperative to the success of not only our students, but all our employees.”

This plethora of resources highlights Fidelity’s stake in its young workforce. Their commitment to furthering this group’s skill base and professional development is extraordinary.

“We recognize the immense value that students and young people bring to our organization,” adds Diana. “With endless opportunities for their impact and to help grow and evolve our business, we’re committed to keep growing our diverse student community.”

Student and New Grad Opportunities

After delving into the student program, what sort of opportunities can students and new grads expect at Fidelity?

Those who come to Fidelity for a co-op term will often opt in for a future term. For these future terms, students can work with different teams or areas of business. The “rotational student program” is an excellent opportunity for young employees to learn more about the company, while testing different roles to see where they fit best.

“We see our co-op program as a ‘rotational program,’ where students are encouraged to return for multiple placements, though always in different business groups.”

Diana took this further, “We offer several avenues for students to learn new skills, gain new insights, and get exposure that can inspire current and future aspirations.”

She highlighted several critical initiatives for students and new grads at Fidelity. Q&As, case competitions, and mentorship programs, to name a few.

Fidelity recently launched an investment literacy video series called Money Gains, which targets high school students and teaches the fundamentals of investing through relatable examples. Diana also told us they host the “Fidelity NextGen Women’s Summit,” an annual event for women in university to learn about Fidelity through workshops, panels and more. Fidelity strives to create a workplace where the opportunities are endless for students and new grads.

How Fidelity Measures Success

As our talk progressed, we discussed what defines success for an employee at the company, as well as making sure employees’ voices are heard.

“One of the biggest ways we define success as an employer is to actively listen to employees and base future decisions on what’s most important to them,” she says. “Two-way communication is so important in achieving our goals collectively.”

Employee engagement surveys, employee feedback surveys, “town halls,” and quarterly meetings are vital for gauging employee success, answering their questions, and ensuring their voices are heard.

One innovative program Diana highlights is Fidelity’s “Voice of the Employee.” The program “encourages employees to submit ideas that can help improve and streamline the business. All ideas are reviewed by a committee with representation across the business, and those selected for implementation qualify for monetary rewards.”

Diana adds that this program has expanded to gather feedback on its new dynamic working program, Fidelity’s hybrid working model, and corporate sustainability. These strategies ensure all employees are content and working to the best of their abilities.

Fidelity’s Dynamic Working Program

Post-pandemic, there have been many conversations about returning to the office, staying remote, or opting for a hybrid model. Hearing from Diana on this matter and Fidelity’s dynamic working program was fascinating.

This hybrid model was launched in September 2022 to improve the employee experience. Fidelity works with their employees to find the best schedule for them.

“Depending on an individual’s role and the needs of their team, department and the business, working with their managers, employees can determine a working pattern that incorporates visits to the office and working from home,” Diana shared.

But that’s not all. Renovated offices, enhanced cleaning, desk booking, employee lockers, “treat days,” catered lunches, Gen Z social and networking events and on-site baristas, are just some of the perks employees can enjoy in office. She also stressed the importance of maintaining a healthy work-life balance for Fidelity’s employees.

This program has been an enormous success for its employees, Diana discloses.

“Fidelity Canada employees have adjusted exceptionally well to our future of work program.” In fact, they’ve been recognized by Benefits Canada, winning their award for Future of Work Strategy.

Mental Health Initiatives at Fidelity

In the modern workplace, the focus has shifted to promoting well-being and mental health. More and more initiatives are coming to the workplace to improve mental health as the demand for it grows.

What strides is Fidelity making to prioritize mental health in the workplace? “The strength of Fidelity Canada relies on us supporting employees in the form of physical and mental health to be their best,” Diana divulges.

Upon diving more deeply, we discovered plenty of initiatives and resources in place for employees at Fidelity.

Discounted gym memberships, counselling, benefits, and various mental health training, amongst many other progressive initiatives, are in place at Fidelity.

“We’re also committed to reducing mental health-related stigmas and continuously fostering an environment of well-being and inclusivity.”

A significant point Diana circled back to was the importance of work-life balance at Fidelity. Flexible work schedules, paid family care leave, and programs for future retirees, amongst many more initiatives, are in place.

Diversity, Equity and Inclusion Initiatives at Fidelity

While discussing prevalent issues in the modern workforce, DEI (diversity, equity and inclusion) was brought to our attention.

DEI is a significant priority in the workplace. Diana concurs and says Fidelity is committed to DEI and would say it’s one of Fidelity’s greatest strengths.

“At Fidelity, we prioritize diversity, equity, and inclusion to create an environment where every employee feels like they belong,” she continues. “A diverse team means having different viewpoints, which leads to better decision-making.”

Continuing on this topic, the issue of unconscious bias in the hiring process became apparent. Diana discussed several actionable steps Fidelity has taken to ensure that their hiring practices are unbiased and fair to all.

They employ proven methods to mitigate hiring bias, including gender-neutral and inclusive job postings and evaluating candidates solely based on their skills rather than personal characteristics. Diana adds that their hiring managers undergo training on unconscious bias and managing bias in the hiring process to actively promote fairness and inclusivity in their recruitment procedures.

Diana feels this training is imperative to unbiased hiring. “By providing our hiring managers and talent acquisition professionals with this training, we help them recognize and mitigate any unconscious biases that may impact their decision-making.”

“Diversity, equity and inclusion are more than just buzzwords; it is not just a policy or checklist, it’s at the core of who we are. It makes our workplace better for everyone and makes us a better company.”

Final Sentiments

Before we ended our discussion, Diana wanted to share a last sentiment about what it means to her to work at Fidelity.

Diana closed out our discussion by sharing, “it’s a privilege to be part of an organization who cares about their employees, clients and the communities we live and work in,” she states, “We’ve established a strong people-centred culture that delivers an employee experience where everyone feels valued, included and well supported, which sets us apart as a top financial services provider and employer.”

To learn more about how Fidelity approaches careers, you can visit: Fidelity

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Career Coaching: Cultivating Growth and Development

August 22, 2023 / Charlie Gibbons / 0 Comments

TalentEgg was granted the opportunity to speak with Stefanie Ince, a certified and experienced career coach based in Toronto, Ontario. She is the founder of March Management, a business that offers its clients strategic career coaching services. Stefanie’s vision is to provide the finest personalized professional development services while empowering her clients to thrive at work and in their daily lives. We delved into why she chose career coaching, her most outstanding achievements, and her thoughts on imperative topics like DEI, mental health, and more.

Stefanie’s Career Inspiration

Before becoming a career coach, Stefanie had a storied 20-year career in the not-for-profit sector. What caused this drastic career pivot after such a long tenure in the not-for-profit sector? Stefanie explains, “I have always been passionate about having an impact in my professional life.” This passion and drive led her to start her own company. “I started March Management with a goal to provide coaching services to help individuals really see themselves and gain clarity about their objectives for their professional lives.”

Stefanie’s Greatest Achievements

As a career coach, Stefanie works with a lot of students. This field can be highly rewarding, helping emerging professionals find success and accomplishment in the workplace. She has had many achievements helping others in this sector, but she shared with us her greatest one. “I would say that my greatest achievement is when I can help my clients to really see themselves – through the identification of their strengths and superpowers.”

Stefanie believes instilling confidence in students and helping them align their interests with a particular professional path is the ultimate feat. Building a plan for a professional life starts with believing in who you are as a person, and she wants to help students accomplish this.

Going forward, Stefanie hopes to use her own knowledge and advice internally. “I hope to do what I encourage my clients to do – continue to learn and grow, and share what I learn with my clients!”

Successfully Transitioning Students from School-to-Work

The school-to-work transition is a massive challenge for students. Recently, the current economy has made it more difficult than previous years to break into an entry-level position. Given her role as a career coach, it’s intriguing to learn about the advice Stefanie provides students aiming to break into the industry. She told us she encourages students and young professionals to be “brutally honest” with themselves about what they want to do.

“We can all get caught up in doing what we think we are supposed to do rather than what really lights us up inside, and I try to challenge my clients to think about that.”

Students’ Biggest Pain Points

The school-to-work transition is not simple, many hurdles are in the way of these students. She emphasizes a common struggle she sees, “confidence is a real challenge for students, because in many cases, they don’t give themselves enough credit for the experiences that they already have.”

The pandemic unfortunately has amplified this problem, “I think that confidence has always been an issue, but because of the pandemic, people may have been more isolated in the last few years, which can amplify their anxiety or lack of confidence.” According to Stefanie, creating a safe space for students to come out of their comfort zones is also essential.

Diversity, Equity and Inclusion Among Students And New Grads

DEI has become a significantly noted topic in the modern workplace. Many workplaces and companies are adopting more diversity and more inclusive policies. This topic has also become an essential part of career coaching in the modern era.

That is why Stefanie has added a twist on her DEI philosophy. “I have been using the term DEIB, with the “B”, standing for ‘belonging,’” she continues, “my coaching philosophy is grounded in encouraging people to see themselves as they are.” She stresses the importance of celebrating what makes us different. “An important part of really seeing ourselves, and understanding what value we bring to an organization or community.”

It can be seen that the new generation of workers place high importance on these issues, and for good reason. But what can employers do to make sure they are respecting DEI? “I think what employers need to understand is that being inclusive, creating and sustaining a culture that is dedicated to DEIB principles is essential for recruiting and retaining top talent.”

Stefanie is amazed to see emerging professionals and students demanding these principles in the workplace. “It makes me excited to be able to work in this area – where candidates are creating such impactful culture shifts in the industry.”

Mental Health In The Workplace

Since the pandemic, mental health has deteriorated amongst Gen Z. It has become more and more important that employees’ mental health and wellbeing is respected. “In my opinion, mental health is the most important issue we are facing right now.” She emphasizes, “that it all starts at the top” and that mental health impacts all of us, and having conversations within your organization and having a safe corporate culture is crucial.

With that in mind, there are important strides employers need to take to make sure mental health is held in high regard. Stefanie shared the findings of a study with a corporate client, “which found that when an employer is committed to mental health, their employees HAVE better mental health. What this means is that creating a corporate culture that breaks down stigma and encourages open conversations about mental health can and will have an impact.”

She continues by saying that the importance of one-to-one conversations can’t be understated. Encouraging honest and open discussions about hopes and fears can be a vulnerable subject, but those are the types of conversations she thinks we should be having in the workplace.

How Employers Can Support Young Talent

Stefanie shares how employers can better support their young talent. “Students want to work for companies that care about them and about making the world a better place. So, I think the most important thing that employers can do is just that.”

That’s not all. A manager committed to developing young talent, an inclusive company culture, and flexibility are other ways she pinpoints.

How Employers Can Attract Top Students

It is crucial for employers to stay on top of modern issues like DEI and mental health if they want to continue to attract emerging professionals. Stefanie mentioned previously “DEIB” principles are essential for recruiting talent, but what else?

Stressing the importance of employee support, “to invest in people – providing a fair salary, tools and supports required to ensure employees are doing the best job they can do, emotional support, coaching, and other ways that demonstrate that they really care is also really important.”

“To create a corporate culture that encourages growth, development, safety, DEIB Principles and a healthy workplace is the first step,” she also highlights.

Stefanie offers one last piece of advice for fellow career educators in this field. She explains,

“I think that students have a lot to teach us. We should remember that, pay attention, listen and learn.”

Stefanie Ince is a certified career coach in Toronto, providing personalized, leadership coaching for her clients for whatever part of their journey. She founded March Management with a vision to provide career and leadership coaching services that will empower her clients to live their best, most authentic lives at home and work.

Career Coaching: Navigating Challenges and Inspiring Success

June 22, 2023 / Charlie Gibbons / 0 Comments

TalentEgg had the privilege of interviewing Shelly Elsliger, a seasoned Career Consultant/Coach. She has a rich background of 20 years in higher education career coaching at renowned university business schools like John Molson School of Business at Concordia University and Rotman Commerce at the University of Toronto. DEI is an integral part of all her endeavours. When working with students, she diligently prepares them for interviews and addresses DEI-related inquiries.

Shelly’s Career Inspiration

We were curious to know what inspired Shelly to pursue career education, to which she responded, “I think Career Coaching found me.” She states how she checked out a local Youth Employment Services Center in Montreal during her early twenties. She spoke to the director and felt an immediate connection, promptly asking for mentorship. Her wish was granted, and she shadowed the director for months, quickly realizing she had found her passion and never looked back.

Shelly told us, “I find it a rewarding career that constantly changes and challenges me. I am always looking for ways to challenge students, build their confidence, and help them explore and find ways to design their career development process. I never just settle and always believe that there is always more I can do as a Career Coach.”

Shelly’s Greatest Achievements

When asked about her most significant achievements in her career, Shelly answered, “My greatest achievement must be my ability to help students understand professional branding .” She explained how many students face imposter syndrome, self-doubt, and FOMO to the point where they feel they can’t progress in their careers.

She harnesses her extensive knowledge in this field, offering valuable guidance to students. Shelly enables them to grasp the mechanics of LinkedIn algorithms and effectively construct their narratives as practical tools for in-person and online networking. When she sees that her work helps students transform and achieve this (she calls it an Oprah Ah-ha moment), it makes her “heart and soul full.”

Diversity, Equity and Inclusion Among Students’ And New Grads’

As mentioned prior, DEI is a significant aspect of Shelly’s work. She touches on her qualifications and values, “I am certified in Leadership and Inclusion. When it comes to serving students, I place an important goal on making each coaching, workshop, or event experience as inclusive as I can. I have never been someone who treats students with a “buffet” style approach. I get to know students at a deeper level and always try to build their confidence and their sense of belonging.” Shelly adds that each student she interacts with is different from the last. She must wear a “different hat” for each student.

Shelly’s diverse “hat collection” enhances her readiness to support students from various cultures and backgrounds. “I hope to model an important lesson for students: an understanding that fostering inclusive behaviours will help them be better in terms of individual, team, and organizational contributions when they move from the world of school to the world of work,” she concludes.

Mental Health Among Students’ And New Grads’

We wondered how mental health factors into what Shelly does. “Everyone has a story we know nothing about. I always keep that in mind when working with students. Knowing the signs and doing something about it is so important in the work I do. I got certified in Mental Health CPR from the Mental Health Commission of Canada and LivingWorks Applied Suicide Intervention Skills Training (ASIST) so I can know the signs and lessen the barriers that exist,” she explains.

Shelly mentions that she provides a safe space for students, who can depend on her if they need help or just someone to talk to. She expands further, stating, “in some cases, a conversation and safe place to come is not enough. In some cases, students are experiencing thoughts of suicide, and it is part of my role to make sure they have the right resources available.”

Successfully Transitioning Students from School-to-Work

As a primary focus of her position, we asked Shelly how she helps students transition from school to the workplace, especially in the post-pandemic digital age. She responded, “There is still the catch-22 when it comes to experience, so incorporating different programs and offerings on campus to simulate real-world situations and build skills is important. I am a big believer that diverse experiences can help students grow in diverse ways. Students often lack confidence and confidence is key.” Shelly states it is important to stay outside the box when assisting in this area with services like workshops, guest speakers, coaching sessions, and more.

Students’ Biggest Pain Points

Shelly was kind enough to provide insights on the most considerable pain points her students often encounter in a job search in 2023. She highlighted eight:

Branding and standing out for recruitment
Interview tips and practice
Job search and where to find diverse opportunities
Navigating job search as an international student and what employers are open to hiring international students
Lack of work experience
The competitive and changing job market
Knowing what jobs match their academic background
Their approach to building relationships and approaching decision-makers

Shelly mentions that the prominence of technology has transformed the recruitment landscape, introducing ambiguity and a sense of unpreparedness due to constant change. This shift has heightened the need to anticipate the unexpected, creating a heightened sense of urgency. She adds that students perceive how technology poses new challenges. Previously, creating an attractive resume was difficult enough. Now, insecurity and frustration arise as they wonder if their resume will navigate the ATS pipeline and reach recruiters. “There is definitely an increased feeling of not ‘being enough’ or ‘having enough’ and this constant message and nagging of keeping up in terms of skill demands and expectations,” Shelly closes.

How Employers Can Support Young Talent

Shelly shared her advice for employers on better supporting their student personnel. She advises employers to highlight expectations clearly; there should be no ambiguity. A thorough onboarding process is another suggestion, as well as ensuring students are accommodated for whatever they may need in their position. Furthermore, transparency, training, and collaboration are keywords she underscores as essential for employers to focus on when supporting students in the workplace.

How Employers Can Connect with Top Students

We were curious to know Shelly’s thoughts on the best ways for employers to connect with students. She mentions an on-campus presence is crucial. “This is a way to be involved in something unique and a way to stand out. My only suggestion is to put some thought and consideration into what you will do and how you will do it. Students want to show you what they have, and they want to know your ‘WHY,'” she explains. Employers must tap into what students are looking for and make themselves memorable. Info Sessions, workshops, and case competitions are all great ways to have a campus presence. She adds that free merch and food won’t cut it. Make your company feel meaningful, and do not waste the student’s time. Make a lasting impression.

Advice for Fellow Career Educators

We asked Shelly for advice she has for other career educators who are getting started in the field, as well as some guidance for the post-pandemic era. She provided five tips for career educators who are starting out:

Take a coaching certificate; it will change the way you interact with students, support dialogue, and build trust
Take time to figure out the lay of the land and set up times to meet people to gather perspective. Make sure to meet people beyond who you will directly be working with daily but the important folk involved in the student journey
Be open to collaboration. Great things happen when diverse stakeholders work to create learning experiences
Ensure that diversity, equity, and inclusion are the foundation of all you do so that every student feels like they belong
Build your resource library so you always have more to offer

She adds five tips for career educators in the post-pandemic landscape:

Understand that things are different and accept that adapting will take time.
Prepare to see some new graduates or even older alums return for career help due to layoffs, especially in tech
Commit to understanding the new way of doing things and be up to date on trends like; recruitment strategies, the gig economy, the importance of networking, applicant tracking systems and resume development, virtual interviewing and virtual recruitment, micro-certifications, and ChatGPT to name a few
Make sure you know where students can go for the right resources in case they need additional support in other areas, for example, mental health resources on campus
Give students the opportunity and the space to explore and “develop many possible career selves” and provide support and insight into new career options

Conclusion

Shelly concluded our discussion by sharing her “quote of the day.” She mentioned that she has an “inspiration board” that always includes inspirational quotes for students. She stated that students had told her that her quotes had provided affirmation for them when they needed it most. She shared her quote with us from Thomas Edison, who stated, “If we all did the things we are capable of, we would literally astound ourselves.”

Shelly Elsliger has been a Career Coach for more than 20 years. She has worked at both John Molson School of Business (Concordia University) and Rotman Commerce (University of Toronto). Currently, Shelly is a Consultant who now operates her own business, Linked-Express and is also a Senior Career, Leadership, and Inclusion Coach for CareerJoy.

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Today’s Talent, Tomorrow’s Leaders

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