This report by MyEdu.com highlights the non-linear path taken by many college students today. A lack of student support, overburdened administrators, and poor academic advising at many universities leave many new students feeling lost and on their own. From a Latino perspective, this non-traditional path, before and during college, is not new. Most Latino college students emerge from high school having the academic determination but lacking the right information to maneuver within an increasingly complex higher education process.
Here’s a quick video I put together on the topic of Latinos and their college journey:
I spent the better part of six years from one community college to another trying to understand the academic and financial workings of college life. I didn’t “get it” until most of my peers had either dropped out of school or graduated to a four-year institution. It was an on again/off again academic journey that wasn’t very pleasant. When I look back on the experience, it’s frustrating to realize how it could’ve been avoided so easily.
West Virginia, which is over 94% White (according to the 2010 census), has its first partner school in the Hispanic Association of Colleges and Universities (HACU): West Virginia University. The college joins others where Latino student presence is growing — fast:
WVU joins with such institutions as Baylor University, University of Kansas, Texas Tech University, Texas A&M University, University of New Mexico, Michigan State, University of Arizona and the University of Wisconsin.
Steve Denning shares some interesting thoughts on why America has lost its ability to compete. Mr. Denning says it has nothing to do with government, talent, innovation, or globalization – rather he argues the problem is with business schools that are churning out leaders only focused on the bottom line:
In other words, “we have discovered the problem and it is us.” Thus behind the problem of competitiveness lies a concept of management based on short term profits and the stock price that these business leaders learned when they were MBA students at Harvard and elsewhere.
What does he recommend? A paradigm shift:
shift from controlling individuals to self-organizing teams;
shift from coordinating work by hierarchical bureaucracy to dynamic linking;
shift from a preoccupation with economic value to an embrace of values that will grow the firm; and
shift from top-down communications to horizontal conversations.
I’ve been finishing up some training, finalizing some classes, and working on a project with the Madison Latino Chamber of Commerce so it’s been a busy two months! Plus, shoveling all this snow! March seems to be a just a bit lighter so I’ll hopefully have time to post on a more consistent basis. Is it Spring yet?
Despite the growing appeal of online education models and MOOCs, Diana Carew at PPI sums up the issue of higher education’s economic woes:
The middle-skill jobs that young college grads generally take (think sales agents, teachers, and financial analysts) continued to shed workers in 2011. And for the few high-skill jobs actively hiring (think engineers, web developers, and computer support specialists) most college graduates still lack the necessary training. That leaves many young grads taking jobs that don’t require a college degree for less pay. I call this “The Great Squeeze”
Latinos love to build relationships. Indeed, we are very social individuals. So in a job market where it’s primarily “not what you know but who you know,” Latinos searching for a new job might have a slight advantage of grabbing a few. The New York Times provides a good overview of what it might take to land your next job. Internal candidate referrals have leaped ahead of most HR strategies in recruiting strategies. Online job boards like Monster.com, filled to the gills with long-term unemployed resumes, have been losing their notoriety among company recruiters – un-affectionately called “Monster-ugly.” In today’s job market, organizations are depending more on employees and less on their recruiting function:
Referred candidates are twice as likely to land an interview as other applicants, according to a new study of one large company by three economists from the Federal Reserve Bank of New York. For those who make it to the interview stage, the referred candidates had a 40 percent better chance of being hired than other applicants.