Cooperative Education/Student Employment SpecialistTitle: Cooperative Education/Student Employment SpecialistClass: Academic ProfessionalExempt Status: ExemptLevel: 3Nature and Scope of WorkThe Cooperative Education/Student Employment Specialist is responsible for working with students to provide campus-based employment services and/or cooperative education placement. Services may include evaluating student cooperative education needs, conducting classroom instruction, developing learning plans, advising students on job search skills, employment and/or workplace issues and evaluating student learning. The Specialist markets the program to area employers and develops worksite opportunities for students. They are the link between the College and business, industry, the public and non-profit employers. Incumbents in this job classification make independent decisions regarding how to provide these services based on student and program needs. Show
Principal Accountabilities (includes some or all of the following)
Work EnvironmentWork is typically performed in an office environment. Incumbents may drive to business/job sites, meetings or career fairs, which requires the use of a personal vehicle. Student training site visits may require evening or weekend work. Physical RequirementsPhysical exertion is not a normal requirement of the job. Minimum QualificationsBachelor’s degree in Education, Business Administration, Human Resource Management, Communications or related field. Experience performing the duties of this job may substitute for the degree requirement on a year-for-year basis. Demonstrated experience in an educational setting working with or instructing/advising students or experience in a business setting performing employment, selection, placement or related function. Knowledge, Skills, and Abilities
Review: 12/2018Revised: 12/2003Replaces: Cooperative Education Placement Specialist/Student Employment Specialist-11/2001What is the second step in the employer branding process?5 steps for implementing a successful Employer Branding strategy. Step 1: Define your Employer Branding goals. ... . Step 2: Identify your Candidate Persona. ... . Step 3: Define your Employee Value Proposition. ... . Step 4: Define the channels to promote your Employer Brand. ... . Step 5: Measure your Employer Branding success.. What is walk ins write ins and talk ins?From employee view point, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. In write-ins, job seekers send written enquiries and they are asked to complete application forms for further processing. Talk-ins are also becoming popular now-a-days.
Which of the following recruiting methods is generally most prone to similar to me scenarios?Which of the following recruiting methods is generally most prone to "similar-to-me" scenarios? Employee referrals- While employee referrals may identify well-qualified candidates, consideration should be given to identifying fresh ideas and approaches and avoiding "similar-to-me" scenarios.
Which of the following is an advantage associated with the employee referral method?An advantage of employee referrals is that your current team member makes the connection and saves the recruiter that initial time of sourcing the candidate. Further, the candidate could be a better match compared to other candidates who apply externally.
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