The Higher Education Management Group shares an interview with Sheila Curran, a veteran of college career services at several universities, regarding the future of career services. She provides a good perspective on how trends in the broader work environment will impact the skills and structure needed to manage a university career center. I agree that your typical career counselor must now wear a multitude of “hats” in order to serve the needs of students, employers, and alumni. I also agree that career centers have transformed from a preparatory function to one that is focused on the development of self-learning and networking. However, I would take her comments a bit further and add that career centers must continue to transform themselves for a global marketplace. Not only must career centers educate a broader community, they must also leverage and employ technology to synthesize information virtually.
Companies are already springing up to meet this need. A company called Groupereye is providing a platform for organizations, career centers, faculty, and students to communicate and build relationships as a new approach to recruit college graduate talent. The idea still has some issues to manage but Groupereye has recognized the need to change the way college recruitment is being done.