Campus Career Guidance: Assessment and a Model

This article reports a model for assessment of the needs and resources for career guidance on the college campus and the results of one such assessment. Students' need for career guidance was assessed by opinion polls on campus. Resources available on campus were assessed by structured interviews with all department chairpersons and deans. Graduates' views of the usefulness of college education as career preparation were obtained through mailed questionnaires. Results indicate that (a) family and personal friends have the greatest influence on career choice, (b) university departments supply very limited resources for aid in career choice, and (c) most graduates view their college major as a necessary or desirable prerequisite for their current employment. Recommendations are made for action that counseling centers, college divisions, and departments can take to improve career guidance resources on campus.     

The 'P' word: productivity in the delivery of career guidance services

The case for more attention to productivity in career guidance delivery is related to the pressures both for greater public accountability and for increasing access to services without massive increases in resources. The term 'productivity' is defined and its applications in a career guidance context are explored. Possible strategies for enhancing productivity are examined, and evidence of productivity gains is reviewed. A case-study is presented to indicate how services might collect and utilise productivity data to enhance their service provision.     

Testing times: careers market policies and practices in England and the Netherlands

Careers work is a very political business. Since the early 1990s, successive governments in England and the Netherlands have persistently challenged those working in the careers sector to demonstrate the educational, social and economic value and impact of their work. In this context, the marketisation of career guidance policies and practices has expanded, with a growing assumption that market-based goods and services ensure greater responsiveness to consumer choice and offer better and/or more innovative services for lower prices. In this article, we do not intend to give a comparison of trends in England and the Netherlands. We only examine the impact of market principles applied to career guidance provision in both countries. Findings indicate such provision for young people is on a steady decline. Lessons learned from these two nations indicate that a market for quality career services does not exist in schools and colleges. As a result, marketisation and privatisation of career services have led to an impoverished and fragmented supply of services. Greater attention by governments in career guidance policies for young people (and adults) is necessary to reduce the widening gap between ‘the haves and have nots’ in society. Failure to reduce labour market mismatch through new forms of careers dialogue is not only damaging and costly for individuals, families and employers, but for the taxpayer too.     

Career support for migrants: Transformation or adaptation?

The complex interfaces created by migration not only challenge core beliefs about the purpose of career guidance and counseling but also about the precise nature and level of the support required for migrants. However, the issue has had little academic attention. While traditional theories informing the practice of career guidance and counseling implicitly reflect a commitment to social equality, they were developed in relatively homogenous Western capitalist contexts that were strongly individualized, masculine, secular, action and future focused. As career guidance and counseling services in more individualized countries seek to meet the needs of a growing number of clients from more collectivist cultures, the universal relevance of such models is increasingly open to challenge. This article explores three core challenges posed by migration for the theory and practice of career guidance and counseling. The first relates to the very purpose of these types of services for migrants; the second, to the way in which migration requires a realignment of the relationship of theory with practice; and the third relates to the need to redefine service delivery models for this client group. The extent to which notions of “quality” in services are culturally dependent will also be considered, together with the potential for general service improvements being stimulated by the provision of high quality services for migrants.     

Social Status and Guidance Involvement

This is a study of the relationships of 3 measures of social stratification to students' utilization of school guidance services and knowledgeability about chosen vocation. A survey of students in 8 high schools suggests that, in a majority of the groups studied, social status of parents and projected social status of the student (based upon chosen occupation) are positively related to knowledgeability about chosen career. The extent of the student's utilization of career guidance services was related to his social status within the microcosm of the school as defined by amount of participation in valued extracurricular activities. Parental and projected social status measures did not appear to be so consistently related to utilization of career guidance. The degree of the student's participation in other guidance services not directed at career planning was, in a majority of the groups studied, negatively related to the social status of the student's parents.     

Multiple agendas in a changing society: Policy challenges confronting career guidance in the USA

Career guidance services in the United States are diverse in the settings in which they are located and comprehensive in their coverage of populations. Even though career guidance services are socio-political mechanisms, as reflected in their support from government policy, legislations and statutes, there is no unifying policy of career guidance at the federal or state government levels. There are, instead, many policies, guidelines, and legislative acts, the influences of which are often not distinguishable. These tend to differentiate career guidance services and practitioners by setting and population rather than co-ordinating such interventions and purposes under a comprehensive policy. Recommendations for the depoliticisation of and the use of a life-cycle approach to public policy in career guidance are discussed.     

Translating Career Theory to Practice: The Risk of Unintentional Social Injustice

An important aspect of social justice involves ensuring that effective career guidance is readily accessible to all citizens. The career theory used to guide the delivery of career services can contribute to or detract from social justice. This article examines the translation of career theory to practice, the effectiveness of career interventions, and access to career guidance. Collaborative career counseling is presented as an intervention to improve access to career services.     

Job-search strategies and reemployment quality: The impact of career adaptability

Past job-search research has focused on how hard unemployed people search for a job, but we still know little about the strategies that people use during their search and how we can predict the quality of the reemployment found. The first aim of this study was to predict the use of different job-search strategies via job-seekers' career adaptability. The second aim was to examine the impact of different job-search strategies on both the number of job-offers and the quality of the obtained job. In a two-wave study, 248 unemployed people indicated their career adaptability and the job-search strategies that they used. The use of a focused and exploratory strategy contributed to the number of job offers, whereas the use of an exploratory strategy reduced the quality of reemployment 8 months later. Moreover, career decision making and career confidence positively predicted reemployment quality. Implications for reemployment practice and further research are discussed.     

The influence of individual characteristics and assessment center evaluation on career exploration behavior and job involvement

The assessment center is a popular technique for identifying individuals with managerial talent and providing feedback to participants regarding their developmental needs for career progression. However, the impact of assessment center evaluations on subsequent career behavior and job attitudes has received little attention. This study investigated the impact of the assessment center evaluation, attitudes toward the assessment process, gender, locus of control, and career strategy on career exploration behavior and job involvement. Results indicated that assessment center evaluation, locus of control, career strategy, and attitudes toward the assessment process influenced job involvement and career exploration behavior.     

Creating a Career Hotline for Rural Residents

The authors describe a career information hotline for rural and farm residents affected by the farm crisis as one way a university career center and extension division can make their resources more generally available to residents. The rural crisis is real, but a crisis brings opportunities. There are opportunities to provide needed services and help ease the personal cost for families and reduce the declining quality of life in rural communities. (Heffernan & Heffernan, 1985, p. 17)     

Counseling Supervision and Consultation: A Psychobehavioral Approach

The Florida Bureau of Employment Service within the Florida Department of Commerce has developed and implemented a competency-based counselor training model. The model has established competencies for counselors in the areas of relationship skills, career development, individual and group assessment, group guidance and counseling, continuity of services, community relations skills, professional development and workload, and intra-office relationships. In the supervisory portion of the model competencies were explicated in the areas of supervisory skills, assuming that all the counselor competencies are also present in the supervisor's behavior. This article is limited to a discussion of the basic components of the supervisory model and the presentation of an actual case, to illustrate its direct application in the field.     

Careers work in higher education in Pakistan: current practice and options for the future

ABSTRACT

In this article we examine the development of career guidance in Pakistani higher education. The article is based on a literature review supplemented with new data gathered from a review of higher education institutions' websites and five case study interviews. It considers both local and global influences as relevant contexts for understanding how the development of career guidance in Pakistani higher education is taking place. Concerns about alignment between skills supply and demand provide key drivers both for the development of career guidance and for a wider higher education reform. The practice of career guidance in Pakistani higher education is shown to be lagging behind policy and will need to be strengthened by new policy, resources and indigenous theories.     

Career trajectories of older women: implications for career guidance

As work and employment transitions become more frequent and difficult, the demand for formal career guidance increases. Women are likely to experience structural labour market disadvantage and may benefit from formal support that is sympathetic to their particular needs. Yet the traditional psychological paradigms that dominate career guidance practice have assumed homogeneity. To contribute both to broader debates about careers services for adults and the development of more relevant theoretical frameworks for career practice for women, results are presented from an international, comparative qualitative investigation of the career trajectories of older women (aged 45 to 65) in Australia, England and South Africa. These results confirm a need for career guidance that is nuanced and differentiated for women.     

Moving From Classical Test Theory to the Evaluation of Usefulness: A Theoretical and Practical Examination of Alternative Approaches to the Development of Career Tools for Job Seekers

This article critiques the common use of principles of classical test theory (CTT) as the key means of assessing the effectiveness of career instruments for employment counseling. The authors argue that excessive reliance on CTT has hindered the development of career assessment tools that better meet the diverse and changing needs of those seeking guidance in their career choice. The authors argue for an alternative paradigm based on notions of usefulness. A computerized career tool is evaluated to illustrate the limitations of CTT and the benefit of alternative methodologies for the assessment of instruments designed to provide effective career guidance.     

Undergraduates' perceptions and evaluations of career guidance activities: A Hong Kong study

There have been several research studies in Britain and Australia into the usefulness of different career guidance activities. Similar issues are examined in a study of 493 undergraduates at City University of Hong Kong. The results demonstrate that the uses of counselling services have been perceived rather narrowly and instrumentally. Career guidance activities which are perceived as 'tools' for practical or immediate help have been under-utilised. The five most popular career guidance activities are characterised as being specific in content, information-based, externally focused, and structured in process. In examining the results within the context of Chinese culture, it is suggested that counselling processes which help the students engage in more self-exploration and self-discovery can be encouraged.     

Devolution and diversification: career guidance in the home countries

The devolution instigated in the United Kingdom in 1997 was a further stage in a long historical process. Nonetheless, prior to the 1990s, the basic structures of career guidance services were broadly similar across the UK. But the marketisation of careers services that took place under the Conservative government in the mid-1990s went further in England than elsewhere. This helped to pave the way for the markedly different directions followed post-devolution, with England seeking horizontal integration of services for young people and adults respectively, whereas Scotland, Wales and Northern Ireland have emphasised vertical integration of career guidance services on an all-age basis. Some sectors have been affected less by devolution than others. It is suggested that the model adopted in England has already weakened the structures for career guidance provision, and is currently at risk of weakening them still further. The relative size of England means that these weaknesses could have ripple effects on the other home countries too—in relation to professional training and professional status, for example. Existing collaborative mechanisms need to be strengthened, and a culture of mutual learning enhanced, if the potential benefits of diversification are to be fostered and its potential risks avoided.     

Brief psychodynamic counselling with young adults

Short-term counselling is frequently employed within university counselling services in which there can often be an inherent institutional objective of returning students to the academic treadmill as soon as possible (Coren, 1996). On the other hand, this is perhaps tempered by the availability of counselling throughout the student's academic career, affording them the opportunity to return for further intensive short-term work (or longer-term if indicated or required). However, research into the effectiveness of short-term counselling suggests that interventions of less than eight sessions are as effective as those lasting significantly longer (Barkham, 1989). This may be particularly true in the case of students experiencing transitory problems relating to their life at university. This paper uses a case illustration to examine the value of short-term psychodynamic counselling in a university situation.     

Career guidance in England today: reform,accidental injury or attempted murder?

ABSTRACT

In 2011 England's career guidance profession lost its ‘own’ public service organisation and its former dedicated stream of public funding. The immediate causes lay in decisions by the government of the day, but this article revisits the profession's history to seek explanations for its later vulnerability. It is argued that decisions taken early in the profession's history, specifically its complete separation from adult employment services and basing claims to professional expertise almost wholly on occupational psychology, though maybe right at the time, were to have fateful consequences. The article proceeds to argue that career guidance will certainly survive its recent trauma, but the most likely outcome of the current ‘reforms’ – a market in career guidance services – will not create the kind of comprehensive education-to-work bridging service that was once intended and which is still needed.     

The well-being outcomes of career guidance

ABSTRACT

The potential for career guidance to impact on well-being has received insufficient attention in the UK. There are both conceptual and empirical reasons to expect that the impacts may be positive, but a lack of evidence directly testing this proposition. Career guidance has commonalities with therapeutic counselling suggesting analogous effects, and it promotes positive engagement in work and learning, which may be associated with health benefits. There are implications for services in reconciling health and employment objectives. However, the promotion of well-being need not imply quasi-clinical ways of working. A call is made for more research and debate in the career guidance community as to the extent and implications of the potentially important relationship between career guidance and well-being.     

The role of learning and career guidance for managing mid-career transitions – comparing Germany and Denmark

In Germany and Denmark, the systems of further education and career guidance are well developed, offering a wide range of services and learning opportunities for targeted, specific and also general skills development. Based on an empirical study with mid-career individuals in both countries, the article investigates how the different systems support individuals to manage a career transition and develop their individual pathways. Mid-career transitions can be considered particularly challenging as they often reflect a more profound crisis and major concerns about future career opportunities. Constraints that prevent individuals in mid-career to fully benefit from the learning and guidance offers available can be identified in both countries. These range from the availability of programmes and accessing funding to getting the ‘right’ information. These constraints partly derive from adult education and guidance systems presupposing linear careers rather than disruptive trajectories and horizontal mobility.