Career Counseling in Education

As colleges struggle to connect between school and work, advising usually gets written off. But new evidence from our study with Georgia State University National Institute for Student Success suggests the opposite: when done right, advising can shape long-term career outcomes. The Burning Glass Institute tracked the long-term careers of 23,000 Georgia State grads who had participated in a student success program, including proactive advising, and compared them with peers. Participants experienced stronger earnings outcomes, faster advancement into management, and greater alignment between their degree and their eventual career. And the effects were strongest for those who received multiple coordinated supports. Even more striking: Pell-eligible students who accessed multiple supports ultimately outperformed their non-Pell peers in career outcomes. Three broader implications stand out: 1. Advising only works when it is systematic. The Georgia State model pairs analytics with human intervention, using real-time data to identify when students are off track and trigger targeted support. The technology matters, but the staffing and institutional commitment matter just as much.   2. The real payoff is not just completion—it’s trajectory. Much of the conversation around student success focuses on graduation rates. But the more consequential question is what happens after the degree. When advising integrates academic pathways with career insight, it can influence how students translate education into opportunity.   3. The “school-to-work” problem may be partly an institutional design problem. If advising is treated as a marginal student service, its impact will be marginal. But when institutions treat it as infrastructure—connecting curriculum, skills, and career pathways—it becomes a powerful bridge between learning and labor markets. For a sector searching for ways to strengthen the college-to-career pipeline, this is an important reminder: Advising isn’t just about helping students graduate. At its best, it helps them navigate toward opportunity. You can find the report "Programs That Make a Difference" at: https://lnkd.in/dHK3b4pi Thank you to Burning Glass Institute colleagues Cecilia Joy Perez, Olivia Gunther, Daniel Sexton, Aditya R., and Carlo Salerno for their work on this report, as well as to our partners at Georgia State University’s National Institute for Student Success: Timothy M. Renick, Mackenzie DeForest, M.S, Benjamin Brandon, and Priscilla Moreno Bell, Ph.D. #education #careers #highereducation #collegesanduniversities

Stop chasing sustainability careers without a clear specialisation. The same story keeps playing out. People entering ESG with passion but no direction. In 2026, interest alone won't build your career. Organisations don't just need awareness anymore. They need people who can actually deliver results. Here's what to do instead: - Pick one sustainability vertical and go deep. - Understand how theory translates into real business decisions. - Stay close to regulations. GRI, ISSB, CSRD are moving fast. - Get hands-on experience, even if it starts behind the scenes. - Share your insights publicly so your expertise becomes visible. There's no shortage of verticals to master: - Climate risk and adaptation - Sustainable finance and banking - Circular economy and resource efficiency - Sustainable supply chains and human rights - Renewable energy and decarbonisation - Biodiversity and nature protection - ESG reporting and frameworks - Social sustainability and workforce wellbeing - Policy, governance, and regulation Staying broad keeps you replaceable. Going deep makes you indispensable. Pick your lane. Own it.

Higher education is facing another major shift. Congress just amended the Higher Education Act of 1965. And while the headlines focus on loan reform, the real impact may be in new accountability rules and its impact on graduate programs. 𝗡𝗲𝘄 “𝗔𝗰𝗰𝗼𝘂𝗻𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆” 𝗥𝘂𝗹𝗲𝘀 𝗳𝗼𝗿 𝗜𝗻𝘀𝘁𝗶𝘁𝘂𝘁𝗶𝗼𝗻𝘀 : -- Master’s alumni must earn more than someone with a bachelor’s degree in a similar academic discipline 𝟲 𝘆𝗲𝗮𝗿𝘀 after graduation. -- PhD alumni must earn more than someone with a bachelor’s degree in a similar academic discipline 𝟭𝟬 𝘆𝗲𝗮𝗿𝘀 after graduation. Programs that fail to meet these standards will lose eligibility for federal student loans. This updated legislation is simpler and more punitive than the Financial Value Transparency Framework created by the Biden administration. Most likely, the new legislation will be the de facto criteria for graduate programs, and the FVT will apply to undergraduate programs. Only time will tell. What we do know: the wage premium for master’s degrees has been declining, and salaries for mid-career professionals are increasingly based on skills and experience rather than credentials (https://lnkd.in/g_sR3Beq). A study by Third Way found that 43% of in-person master’s programs did not leave alumni able to out-earn someone with a bachelor’s degree in their state. Many PhDs who exit academia tend to work in careers they could have entered with a bachelor’s or master’s degree. Humanities and Social Science programs, where too many alumni remain in adjunct positions after graduation, will be impacted, as will STEM programs where PhD spend significant years in low-pay postdoc positions. ➡️𝗜𝗻 𝗮𝗻 𝗶𝗻𝗰𝗿𝗲𝗮𝘀𝗶𝗻𝗴𝗹𝘆 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 𝗷𝗼𝗯 𝗺𝗮𝗿𝗸𝗲𝘁, 𝗰𝗮𝗿𝗲𝗲𝗿 𝘀𝘂𝗽𝗽𝗼𝗿𝘁 𝗳𝗼𝗿 𝗴𝗿𝗮𝗱𝘂𝗮𝘁𝗲 𝘀𝘁𝘂𝗱𝗲𝗻𝘁𝘀 𝗶𝘀 𝗺𝗼𝗿𝗲 𝗶𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝘁 𝘁𝗵𝗮𝗻 𝗲𝘃𝗲𝗿. Programs that depend on federal students loans will need to ensure their alumni out-earn someone with a bachelor’s degree. Which means they’ll need to be able to be able to articulate the value of their graduate degrees to employers. For partners: Keep an eye on an email I’m sending out shortly with what’s happening in Beyond Prof & Beyond Grad School and resources to continue to support you. For all of us in grad education: Job searching is not intuitive, and grad students need to learn proven strategies to be successful. The job market has changed drastically in the last few years, and your students need your support in navigating this unprecedented terrain. 

Two years into a doctorate studying organizational change in higher ed, I find myself reading the career readiness landscape differently. We have never invested in this more, and institutions are recognizing that the standard playbook of more staff, better platforms, and stronger employer relationships is the floor, not the ceiling. Those leading the field are working on a whole different level. Literature on organizational change helps frame this: “first-order change” modifies parts of a system without challenging its underlying assumptions, and “second-order change” is about rethinking the system itself. What does second-order change in career readiness look like? The Brandeis Plan is a powerful example: → required work-based learning for every student → career development from the first semester → a second transcript documenting career competencies → 88% of faculty voted for the plan and have been central to redesigning courses and structures that make career readiness an academic responsibility → the Board of Trustees committed $25 million to implementation CUNY Beyond is an ambitious public system change, embedding career readiness into the academic experience for every undergraduate: → faculty are becoming career success fellows, designing career touchpoints across academic programs → advisors and industry specialists are getting embedded within academic departments, changing where guidance and employer connections live → paid internships and apprenticeships are being integrated into degree paths after data showed that CUNY students who complete a paid internship are 3x more likely to have a job at graduation As a longtime PA resident, I love that this is happening here, too, at Slippery Rock University: → President Karen Riley testified this year that they are moving "at the pace of industry rather than at the historic pace of higher education" → three new workforce-aligned programs generated nearly 400 applications, and, without them, Slippery Rock applications would have been down overall → enrollment rose 2.75% in Fall 2025, something their VP of enrollment management attributed to their career alignment strategy What I think about most in all of this is the students. Every person who enrolls in a college or university is placing significant trust in that institution. That the credential will matter, the experience will open doors, and the investment will be worth it. Second-order change is what honoring that trust looks like in practice. And I am so excited we're at a moment when more institutions are ready to do it. Are you seeing this, too? I’d love to hear about it. Links to more about these institutions in the comments.

🚨 Environmental Students: Before You Decide Your Career, Read This. Every year, many students graduate in Environmental Science and Environmental Engineering. Yet one question often creates confusion: “Which environmental field do you want to build your career in?” Most colleges focus mainly on Environmental Impact Assessment (EIA). But EIA is only one career path in a much larger environmental sector. Here’s a quick roadmap: 🌿 1. Environmental Compliance CTE/CTO Statutory reporting Regulatory coordination Best for: Students who like laws, documentation, and industry interaction. 🌱 2. EIA & Environmental Clearance Baseline studies Impact assessment EIA reports EC support Best for: Students interested in fieldwork, research, and planning. ♻️ 3. Waste Management Solid, hazardous, biomedical, plastic, e-waste, and battery waste Recycling and minimization strategies Best for: Practical problem-solvers. 💧 4. Water & Wastewater Management ETP/STP operations Water quality monitoring Discharge compliance Reuse and conservation Best for: Students interested in treatment systems. 🌍 5. ESG & Sustainability ESG/BRSR reporting Carbon footprint Sustainability strategy Best for: Students looking at future-focused corporate careers. 🦺 6. EHS Safety audits Risk assessment Workplace compliance Training Best for: Students who enjoy working with industries. 📊 7. Monitoring & Laboratory Air, water, noise, and soil sampling Data analysis Technical reporting Best for: Students who like field and lab work. 📋 8. Audit & Regulatory Affairs Compliance audits Legal gap analysis Inspection support Best for: Students interested in consulting and regulations. Skills Every Environmental Professional Should Learn Environmental Acts & Rules CPCB/SPCB Guidelines MS Excel & Data Analysis Report Writing Monitoring Basics Communication Skills GIS Basics My Advice Don’t choose a career because it is the only one you know. Learn the options, understand the work, and choose the path that matches your strengths. As an Environmental Consultant with 14+ years of experience, I’ll keep sharing practical guidance on compliance, ESG, EIA, waste management, and career opportunities. 💬 Which field should I explain next? #EnvironmentalScience #EnvironmentalEngineering #EnvironmentalCareer #EnvironmentalCompliance #MPCB #CPCB #EHS #ESG #BRSR #Sustainability #EIA #EnvironmentalConsultant #WasteManagement #WaterTreatment #CareerGuidance #Students #PollutionControl #EnvironmentalJobs

Where Should Environmental Science Fresh Graduates Apply? 1. Don’t search only “Environment jobs” → search ESG / Sustainability / Compliance roles 2. Apply in industries where audits happen → Textile, Pharma, FMCG, Cement 3. Target export companies → they must hire environmental staff 4. Apply in ETP / Wastewater / Recycling plants (fast learning zone) 5. Try data-based roles → Excel + reporting = high demand 6. Look into Carbon / Net Zero / Climate roles (future jobs) 7. Apply in Procurement & Compliance departments (hidden opportunities) 8. NGOs & consultants → best for starting exposure 9. Accept internships / trainee roles → experience matters more than salary 10. Learn 1 extra skill → Excel, GIS, or report writing 11. Focus on companies facing audits (ISO, HIGG, clients) #Fresh #Environmental #Science #Job #Searching #Apply #Textile #Pharma #HSE #Compliance #Sustainability #Services

🚨 **Environmental Students, This Post Could Change Your Career.** If you're pursuing **Environmental Science** or **Environmental Engineering**, answer this honestly: **How many career options were you introduced to during your college journey?** For many students, the answer is just **one: EIA (Environmental Impact Assessment).** Let me be clear: **EIA is an excellent and highly respected career path.** But it is **not the only one.** The environmental industry offers diverse opportunities, including: ✅ Environmental Compliance ✅ Consent Management (CTE & CTO) ✅ Environmental Audit ✅ BRSR & ESG Reporting ✅ EHS (Environment, Health & Safety) ✅ Sustainability ✅ Waste Management ✅ Water & Wastewater Management ✅ Environmental Monitoring ✅ Regulatory Affairs ✅ **EIA & Environmental Clearance** The challenge isn't a lack of opportunities. **The challenge is that many students are never exposed to the full spectrum of environmental careers.** As a result, talented graduates often prepare for only one role while many other exciting career paths remain unexplored. My message to every environmental student is simple: **Don't limit yourself to one domain. Understand the entire environmental industry, then choose the path that matches your passion and strengths.** I'm committed to sharing practical insights on environmental careers, compliance, ESG, sustainability, EIA, and industry expectations so that students can make informed career decisions. 💬 **Are you an Environmental student or professional?** Comment below: 🎓 Your specialization 📍 Your city 💼 Your current role or the role you're preparing for Let's build a stronger environmental community where every student knows the opportunities available **before** post graduation. ♻️ **If you believe more environmental students should know about these career paths, share this post with your network.** #EnvironmentalScience #EnvironmentalEngineering #EnvironmentalJobs #EIA #EnvironmentalCompliance #ESG #BRSR #Sustainability #EHS #CareerGuidance #CareerGrowth #Students #GreenJobs #Learning

🎯 Key highlights of a study from the Economics of Education Review that looks at how continuous work-related training impacts people's careers in Switzerland🇨🇭. 📘 The research is important because it uses detailed government data on both education and employment over several years to get a very clear picture of the effects. It helps us understand if training truly leads to better job outcomes and who benefits the most, especially in a country with a lot of adult training but little government regulation. 🔍 Purpose & Relevance: - Investigates how CET impacts earnings and unemployment risk. - Uses Swiss data, where adult education is largely privately organized—offering insights relevant to liberal labour markets like those in Anglo-Saxon countries. - Highly relevant for policymakers, employers, and VET practitioners seeking evidence-based strategies to upskill the workforce. 🎯 Key Themes & Takeaways: 💼 Labour Market Outcomes of CET: - CET increases annual earnings by 3.4% on average. - Reduces unemployment risk by 2.1 percentage points—nearly halving the baseline rate. - Shortens unemployment spells by up to 0.17 months. 📊 Methodology Strength: - Uses regression-adjusted matched difference-in-differences with entropy balancing. - Controls for selection bias and pre-treatment trends—enhancing causal credibility. 👥 Effect Heterogeneity: - Strongest earnings gains for low-income workers (8.1% in the lowest tercile). - Unemployment risk reduction most pronounced among high-income earners. - Vocationally trained workers benefit from both higher earnings and lower unemployment—highlighting VET’s dual dividend. 🎓 VET & Skills Focus: - Vocational education emerges as a key driver of CET effectiveness. - Even short, non-formal courses (avg. 48 hours) yield measurable returns. - Employer-financed training (78% of cases) plays a pivotal role—suggesting firms recognize CET’s productivity value. 📉 Limitations & Cautions: - Effects may be understated due to conditioning on pre-treatment income. - Results may not generalize to state-funded or highly regulated labour markets. - Non-work-related training shows negligible labour market impact—reinforcing the importance of vocational intent. 🧠 Final Thought: This study reinforces the strategic value of VET and CET in modern labour markets. It’s not just about formal qualifications—targeted, work-related training can be a powerful lever for economic mobility and resilience. #LifelongLearning #VocationalTraining #SkillsDevelopment #AdultEducation Stefan Denzler Jens Ruhose Stefan Wolter EfVET European Association of Institutes for Vocational Training (EVBB) European Vocational Training Association - EVTA EURASHE eucen EUproVET EU Employment and Skills Cedefop European Training Foundation WorldSkills International OECD Education and Skills SEPIE - Servicio Español para la Internacionalización de la Educación International Labour Organization IEFP - Instituto do Emprego e Formação Profissional

The first step into a career is changing. For decades, entry-level jobs followed a familiar path. Graduates joined a company. They learned from experienced colleagues. They built confidence through everyday tasks. Over time, those small experiences became the foundation for bigger responsibilities. Today, that journey looks very different. Imagine a graduate using an AI copilot to analyse data on their first day instead of spending weeks learning spreadsheets or a customer service associate resolving complex cases with AI assistance while focusing on empathy and judgement or an engineering intern using AI to generate code, allowing more time to understand systems rather than writing repetitive scripts. The work is changing. So must the way we prepare people for it. The latest World Economic Forum's report explores how organizations can redesign early-career pathways in an AI-enabled economy. Rather than focusing on automation alone, it presents a practical framework for building a future-ready workforce. Four Priorities Shaping the Future of Entry-Level Work ▪️Job Access Entry-level hiring must remain a strategic investment, ensuring AI expands opportunities rather than reducing them. ▪️Job Design Routine tasks may become automated, but critical thinking, creativity, communication, and judgement become even more valuable. ▪️Talent Pipelines Career growth is becoming skills-based rather than title-based. Organizations need more flexible pathways that help people continuously learn and adapt. ▪️Education System Alignment Universities and employers can no longer work in isolation. Graduates need practical experience, AI literacy, and workplace-ready skills before their first day on the job. Key Recommendations ▪️For Employers ✅ Redesign workflows, not just tasks. ✅ Keep entry-level hiring central to long-term workforce planning. ✅ Invest in continuous learning alongside AI adoption. ▪️For Educators ✅Blend classroom learning with real-world projects. ✅Integrate AI tools into teaching and assessment. ✅Develop adaptable problem-solvers, not just degree holders. ▪️For Policymakers ✅Strengthen collaboration between education and industry. ✅Support inclusive labour market policies. ✅Create pathways that help young talent transition into AI-enabled work. ▪️For Early-Career Professionals ✅Learn how to work with AI, not against it. ✅Build technical skills alongside curiosity and critical thinking. ✅Treat continuous learning as your greatest career advantage. Bottom Line Every generation enters a different world of work. This generation will enter one where AI is already a teammate. The most valuable outcome of AI won't be doing more work with fewer people. It would be helping more people do better work and reach their potential faster. #ArtificialIntelligence #TalentDevelopment #EntryLevelWork #Careers #FutureSkills #Jobs Future Transformation Trace Circle

Singapore’s biggest workforce challenge isn’t a shortage of jobs. It’s an aspiration mismatch. For decades, the pathway felt linear: Study hard → earn a degree → secure a professional office job → build a stable career. That pathway still exists, but it no longer reflects how Singapore’s labor market is evolving. Today, Singapore has more university graduates than ever before. Yet employers across healthcare, eldercare, logistics, advanced manufacturing, engineering, infrastructure, and technical operations continue to face persistent manpower shortages. The issue isn’t job scarcity — it’s that labor demand is shifting faster than expectations. Several structural forces are driving this shift: • AI and automation are reshaping routine knowledge work • Firms are becoming leaner and more productivity-driven • Global competition has widened the talent pool for professional roles • Entry-level white-collar pathways are significantly more competitive than a decade ago At the same time, demand is rising sharply in essential occupations that keep Singapore functioning daily — healthcare, care services, logistics, infrastructure, manufacturing, and technical roles. This is often framed as a labor market issue. It is deeper: a societal coordination problem. Singapore invested heavily in expanding educational attainment — and that strategy succeeded. But collective definitions of “career success” have not evolved at the same pace as the economy. Parents still equate success with professional office careers. Schools naturally reward academic progression. Employers continue to use degrees as proxies for capability. Society, in turn, rewards occupational prestige over technical expertise. The labor market does not just allocate workers — it reflects what society values. Compensation is part of the equation, and in some sectors still needs improvement. But even where wages and pathways have strengthened, perceptions lag behind reality. The gap between economic value and social prestige persists. That gap has real consequences. When essential sectors cannot attract talent, hospital capacity expansion slows, infrastructure maintenance becomes harder, business costs rise, productivity growth weakens, and reliance on foreign manpower increases. This is not about lowering aspirations or discouraging university education. It is about realigning aspirations with where long-term demand and opportunity are shifting. Singapore solved the education expansion challenge. The next challenge is aspiration alignment. Economic transformation is not only about creating new jobs. It is about ensuring society values the work the economy depends on. If aspirations and labor demand continue to diverge, both individuals and the nation will bear the cost.