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Overview

The implications of digital career literacy for higher education Tristram Hooley (Professor of Career Education). Overview. Overview. Generational differences?. Digital native vs digital immigrant?. Visitor vs resident?. Generational vs Experiential. Just because you know about this.

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Overview

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  1. The implications of digital career literacy for higher educationTristram Hooley (Professor of Career Education)

  2. Overview

  3. Overview

  4. Generational differences? Digital native vs digital immigrant? Visitor vs resident? Generational vs Experiential

  5. Just because you know about this

  6. Doesn’t mean you know about this

  7. Equally just because you know about this

  8. Doesn’t mean you don’t know about this

  9. Online/digital requires • Skills • Knowledge • Experience Some of these are new for online Some of them are old skills used in a new context

  10. Key concepts Digital career literacies

  11. Do your institutions care about this stuff? • Why? • Who cares?

  12. Overview

  13. What do you think the internet offers career builders?

  14. Looking for a job in Australia… http://www.youtube.com/watch?v=QyJDnS5qNvk

  15. The internet issues us all with

  16. www.derby.ac.uk/icegs Employers views • Some employers are advertising vacancies on social media • Hiring (just) through social media is rare. • Some employers are using it for screening applicants. • But employers are unsure exactly what to do with this information and whether it helps the hiring process. • Many applicants are unaware that this is the case. • But some applicants are actively managing their online profiles with this possibility in mind. See Betanceset al. (2012); Girard et al. (2013); Joos, J. G. (2008); Ladkin, A. & Buhalis, (2016); Pike et al. (2012); Vicknairet al. (2010).

  17. The internet is a career resource library through which individuals can find information that informs and relates to their informational needs

  18. The internet is an opportunity marketplace where individuals can transact with opportunity providers (employers and learning providers)

  19. The internet is a space for the exchange of social capital within which conversations can be undertaken, contacts identified and networks maintained

  20. The internet is a democratic media channel through which individuals and groups can communicate their interests and concerns to the wider world, raise their profiles and manage their reputations

  21. Overview

  22. 1. Changing http://www.youtube.com/watch?v=vdvo5FlRqmM

  23. 2. Collecting www.derby.ac.uk/icegs

  24. 3. Critiquing

  25. 4. Connecting

  26. 5. Communicating dEr Sir I wud lIk 2 apply 4 d advRtizd job. I BlEv dat I hav d neceSrE skills required 4 d post & dat I wud b a gr8 aDitN 2 yor team. urs faithfullyTristram Hooley Dear Sir I would like to apply for the advertised job. I believe that I have the necessary skills required for the post and that I would be a great addition to your team. Yours faithfully Tristram Hooley

  27. 6. Creating

  28. 7. Curating

  29. How are people currently addressing these issues with students?

  30. Overview

  31. What does it do to practice? Or transform

  32. The internet changes • The tools you have to have conversations • The role you can play • Your clients access to information • The conversations you need to have So what are the implications for practice? What are the implications for ethical practice?

  33. Approaches to digital career literacy

  34. General books on the internet • Doctorow, C. (2014). Information Doesn’t Want to be Free. • Eggers, D. (2013). The Circle. • Shirky, C. (2008). Here Comes Everybody. • Shirky, C. (2010). Cognitive Surplus. • O’Hara, K. & Shadbolt, N. (2008). The Spy in the Coffee Machine. • Weinberger, D. (2007). Everything is Miscellaneous.

  35. The internet and career • Bright, J. E. (2014). If you go down to the woods today you are in for a big surprise: seeing the wood for the trees in online delivery of career guidance. British Journal of Guidance & Counselling, (ahead-of-print), 1-12. • Betanceset al. (2012). Personal social networking: Affects on companies hiring decisions. • Girard et al. (2013), Integration of Social Media in Recruitment: A Delphi Study, in Bondarouk & Olivas-luján (ed.) Social Media in Human Resources Management • Joos, J. G. (2008), Social media: New frontiers in hiring and recruiting. Empl. Rel. Today, 35: 51–59. • Kettunen, J., Vuorinen, R., & Sampson Jr, J. P. (2013). Career practitioners' conceptions of social media in career services. British journal of guidance & counselling, 41(3), 302-317. • Ladkin, A. and Buhalis, D., 2016. Online and Social Media Recruitment: Hospitality Employer and Prospective Employee Considerations. International Journal of Contemporary Hospitality Management. (In Press) • Lloyd, B. (2012). The use of internet applications for the dissemination of knowledge for career management. Curtin University. • Osborn, D. S., Dikel, M. F., & Sampson, J. P. (2011). The Internet: A Tool for Career Planning. Broken Arrow, OK: National Career Development Association. • Pike et al. (2012) "You Saw THAT?: Social Networking Sites, Self-Presentation, and Impression Formation in the Hiring Process" AMCIS 2012 Proceedings. Paper 8. • Vicknairet al. (2010). The use of social networking websites as a recruiting tool for employers. American Journal Of Business Education, 3 (11). • Vuorinen, Raimo, James P. Sampson, and JaanaKettunen. "The perceived role of technology in career guidance among practitioners who are experienced internet users." Australian Journal of Career Development 20.3 (2011): 39-46.

  36. For more of my thoughts on this… • Cann, A., Dimitriou, K. & Hooley, T. (2011). Social Media: A Guide for Researchers. London: Research Information Network. • Goss, S. & Hooley, T. (2015). Symposium on online practice in counselling and guidance (Editorial). British Journal of Guidance and Counselling, 43(1): 1-7. • Hooley, T. (2011). Careers work in the blogosphere: Can careers blogging widen access to career support. In:Barham, L. & Irving, B.A. (eds) Constructing the Future: Diversity, Inclusion and Social Justice. Stourbridge: Institute of Career Guidance. • Hooley, T. (2012). How the internet changed career: framing the relationship between career development and online technologies. Journal of the National Institute for Career Education and Counselling (NICEC). 29. • Hooley, T., Hutchinson J. and Neary, S. (2014) Evaluating Brightside's Approach to Online Mentoring University of Derby. • Hooley, T., Hutchinson, J. & Neary, S. (2015). Ensuring quality in online career mentoring. British Journal of Guidance and Counselling. Published online. • Hooley, T., Hutchinson, J. & Watts, A.G. (2010). Careering Through The Web. The Potential of Web 2.0 and 3.0 Technologies for Career Development and Career Support Services. London: UKCES. • Hooley, T., Hutchinson, J. & Watts, A. G. (2010). Enhancing Choice? The Role of Technology in the Career Support Market. London: UKCES. • Longridge, D. & Hooley, T. (2012). An experiment in blended career development: The University of Derby's social media internship programme. Journal of the National Institute for Career Education and Counselling. 29. • Longridge, D., Hooley, T. & Staunton, T. (2013). Building Online Employability: A Guide for Academic Departments. Derby: International Centre for Guidance Studies, University of Derby.

  37. Tristram Hooley Professor of Career Education International Centre for Guidance Studies University of Derby http://www.derby.ac.uk/icegs t.hooley@derby.ac.uk @pigironjoe Blog at http://adventuresincareerdevelopment.wordpress.com

  38. In conclusion • Managing a career requires some skills, attributes and knowledge. • Some of this is the same online as it is onsite (but reframed by the new environment). • Some of it is almost entirely new. • The 7 C’s provides a framework that post-secondary institutions can use to work with students. • New technologies require you to think about career differently and can allow you to work differently.

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