Engaging with Students for Talent Acquisition: A Guide for Small Businesses with Don Snyder

[00:00:02] On the show, we're constantly talking about

[00:00:04] the need for more people, staff training,

[00:00:07] how to bring people up to speed.

[00:00:08] Well, what if we could leverage students

[00:00:09] more and the opportunity to work with

[00:00:12] someone from my alma mater, the College

[00:00:14] of William & Mary.

[00:00:15] And Don Snyder joins me from the office

[00:00:17] of career development to talk about how

[00:00:19] they work with employers and how you as a

[00:00:22] small business owner can take advantage

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[00:01:17] Well, Don, thanks for joining me today.

[00:01:20] No, it's great to be here, Dave.

[00:01:21] Thanks for having me on.

[00:01:22] Appreciate it.

[00:01:23] This is super fun because for listeners

[00:01:25] to know, like we work together on a

[00:01:27] couple of things because you work at the

[00:01:29] College of William & Mary where I am an

[00:01:31] alum, I like to say that I got out of

[00:01:33] there and with a degree because they

[00:01:35] didn't catch me on the way out.

[00:01:38] But we've worked together on a

[00:01:39] couple of different things.

[00:01:40] And when we were talking in terms of

[00:01:42] some of the stuff around computer

[00:01:43] science night and the things you're

[00:01:44] doing with students, a light bulb went

[00:01:46] off for me and I said, you know what?

[00:01:47] A lot of my listeners don't necessarily

[00:01:49] understand how they can engage with

[00:01:53] colleges, universities, higher ed in

[00:01:56] order to be more engaged.

[00:01:57] And I know somebody who's in charge of

[00:01:59] that, but tell me a little bit about

[00:02:01] what your role is at William & Mary.

[00:02:04] Sure, Dave.

[00:02:04] I am the director of STEAM careers.

[00:02:06] And so I have a student facing position

[00:02:09] working with STEM students.

[00:02:11] And so naturally that's going to bring

[00:02:12] in your computer science, data science,

[00:02:15] physics, you know, all students around

[00:02:17] around tech and I'm a student facing

[00:02:20] position, so I'm a career advisor.

[00:02:22] And so I'm going to advise students on

[00:02:24] anything from resume development, cover

[00:02:27] letters, interviewing, finding internships,

[00:02:29] full-time positions.

[00:02:30] And so it's any element along the

[00:02:33] career development process.

[00:02:34] So I'm a student facing position.

[00:02:36] I do some, now we have an employer

[00:02:38] relations team, but even as a student

[00:02:41] facing position, I do employer relations

[00:02:44] as well, working with STEM employers to

[00:02:47] educate them on opportunities to connect

[00:02:50] with William & Mary students, opportunities

[00:02:52] to engage in recruiting activities

[00:02:54] on campus as well.

[00:02:56] And so I see my position in kind of

[00:02:58] three different pillars, student facing,

[00:03:01] developing relationships with employers

[00:03:03] as well, and then working with our STEM

[00:03:05] faculty just to raise awareness to STEM

[00:03:08] faculty at William & Mary about the

[00:03:11] career center, about the, about the

[00:03:13] services that we have, because they meet

[00:03:15] with students all the time.

[00:03:17] And so we want them to be confident

[00:03:19] in referring students to us for those

[00:03:22] services, job search, career fairs,

[00:03:25] things like that.

[00:03:26] So, and then another kind of element

[00:03:29] of my position is I do a lot of programs.

[00:03:32] And that's where, you know, you and I

[00:03:34] connected a couple of times was with

[00:03:36] the annual computer science night.

[00:03:37] So I do a lot of programs around STEM

[00:03:40] to just connect alumni with students

[00:03:43] and students with different organizations.

[00:03:47] So I do a lot of programming as well.

[00:03:49] Now I'm going to ask a bit of a business

[00:03:50] question because I find it always helps

[00:03:52] to understand how to work with organizations

[00:03:55] when we understand how they're measured.

[00:03:56] So I'm sure you've got a number of

[00:03:58] metrics that you think about in your role.

[00:04:01] How, how has your success

[00:04:03] measured in your role?

[00:04:05] Yeah.

[00:04:05] And sometimes it's hard to put, you

[00:04:08] know, kind of a specific data on, you

[00:04:12] know, if I meet with a student and I

[00:04:14] help them with, with the resume or

[00:04:17] interview prep and they go out and

[00:04:20] they get an internship, they get a

[00:04:21] position, you know, do I always know

[00:04:24] about it?

[00:04:25] Hopefully I do, but not always.

[00:04:27] We know that in general, if students

[00:04:31] have touch points with our office,

[00:04:34] multiple touch points in general,

[00:04:38] they're going to be more successful

[00:04:40] in landing an internship, landing a

[00:04:42] position, being more successful in an

[00:04:45] interview.

[00:04:46] And so certainly we, you know, we do

[00:04:48] a, what's called the next destination

[00:04:49] survey.

[00:04:51] We want to know where students are

[00:04:52] landing after William & Mary, whether

[00:04:54] it's grad school or full-time position.

[00:04:57] So that is a measurement.

[00:05:00] Now our surveys are only as good as

[00:05:03] how many survey responses we get

[00:05:06] students letting us know, but certainly

[00:05:09] that, that is something that we'd look

[00:05:11] at, are students getting employed?

[00:05:13] Are they employed in a, in a, in a

[00:05:16] field that aligns with their interests?

[00:05:18] Are they going to graduate schools?

[00:05:20] Things like that.

[00:05:21] And so you know, that, that's

[00:05:23] certainly one metric we look at.

[00:05:25] Another metric we can look at is the

[00:05:28] number of organizations that are

[00:05:30] engaging with us as well.

[00:05:33] I mean, we've got an employer relations

[00:05:34] team and so engagement from the

[00:05:37] employer side could be, have they gone

[00:05:40] to a career fair?

[00:05:41] Have they done an information session?

[00:05:44] Have they posted a position in our,

[00:05:48] what we call tribe careers?

[00:05:50] That's our job and internship posting

[00:05:52] system, and so there are different

[00:05:54] kind of measurement, measurements that

[00:05:56] we can look at for engagement, both on

[00:06:01] the student side, because we can, we

[00:06:03] can look at engagement from the student

[00:06:05] side, have they come in for an advising

[00:06:07] appointment?

[00:06:07] Have they gone to a career fair?

[00:06:09] Have they, you know, gone to a

[00:06:11] workshop, whatever it is.

[00:06:12] And so there's engagement from the

[00:06:13] student side, but there's also

[00:06:15] engagement from the employer side.

[00:06:16] Have they done an, again, information

[00:06:18] session, career fair meetup, things like

[00:06:21] that.

[00:06:21] So there's multiple touch points that

[00:06:23] we can measure both from the student

[00:06:25] side and the employer side.

[00:06:27] Well, I brought that up because it's

[00:06:28] interesting.

[00:06:29] It's always good to know how success is

[00:06:31] measured as we're sort of looking away

[00:06:32] be successful.

[00:06:33] So my next obvious question then is,

[00:06:35] well, besides career fairs feel like

[00:06:37] always the sort of headline, right?

[00:06:39] But, but there's a lot more to the way

[00:06:41] businesses can engage.

[00:06:42] Talk to me about the way the most

[00:06:45] successful organizations engage to

[00:06:48] find student talent.

[00:06:50] Yeah, yeah.

[00:06:50] That's a great question, Dave.

[00:06:52] And there's a lot of different ways for

[00:06:54] for employers to engage with, with

[00:06:56] campus, with, with, you know, with

[00:06:58] students, make those connections with

[00:07:00] students because in the end, that's what

[00:07:01] we, we want to do.

[00:07:02] We want to facilitate those connections

[00:07:04] between students and employers.

[00:07:06] A lot of different ways to do this.

[00:07:08] I'll just go through the kind of

[00:07:10] traditional ways, you know, the big

[00:07:12] career fairs, although those are now

[00:07:16] becoming, you know, we still have the

[00:07:17] general career fairs, but we want to get

[00:07:20] into more of those kind of boutique

[00:07:22] recruiting events, those niche career

[00:07:24] fairs where they're just for a certain

[00:07:26] population of students.

[00:07:28] So we've got the career fairs.

[00:07:30] We've got the, what are called the

[00:07:32] individual employer information sessions

[00:07:34] with, with just one employer talking

[00:07:37] about who they are, the opportunities,

[00:07:39] how students can apply, things like that.

[00:07:42] You know, those are, again, some of

[00:07:44] those traditional ways.

[00:07:46] Other employers that have had success

[00:07:49] have, have connected in students

[00:07:51] with different, in different ways.

[00:07:53] Some of them are actually providing

[00:07:56] a service for students.

[00:07:58] They're, they're helping guide students.

[00:07:59] They're mentoring students.

[00:08:01] It could be they're coming in to do a

[00:08:03] day of mock interviews with students.

[00:08:05] Maybe it's, you know, they're, they're

[00:08:07] helping them kind of guide, guide

[00:08:08] them through the technical interview.

[00:08:10] So maybe they're doing some mock

[00:08:12] interviews, maybe they're, they're

[00:08:13] coming in for a day to critique resumes

[00:08:16] as well.

[00:08:17] So they're providing that service to

[00:08:18] students.

[00:08:20] Sometimes they'll, you know, they'll

[00:08:22] do a topic talk.

[00:08:24] You know, what, what's hot out there?

[00:08:26] Right.

[00:08:27] Obviously AI, machine learning,

[00:08:29] you know, things like that.

[00:08:31] You know, what, what's, what's

[00:08:32] on students' minds?

[00:08:34] What are they interested in, in

[00:08:35] learn, in, in learning more about?

[00:08:37] So maybe an organization will come

[00:08:39] in to do a topic talk.

[00:08:41] And along with that topic talk, they,

[00:08:45] they will also talk about their

[00:08:46] organization as well.

[00:08:47] So it might be a cybersecurity firm.

[00:08:49] It's like what, what's happening out

[00:08:51] there in cybersecurity?

[00:08:52] What's the latest trend out there?

[00:08:54] And yes, we are a cybersecurity firm

[00:08:56] and these are the opportunities that

[00:08:58] we have.

[00:08:59] So again, different ways.

[00:09:02] Sometimes employers have hosted

[00:09:04] students for what we call career

[00:09:06] treks or career trips where we might

[00:09:09] bring a group of students to an

[00:09:11] organization just to kind of get a

[00:09:14] feel for the physical location.

[00:09:16] And I know it's a little bit, a

[00:09:17] little bit challenging nowadays with

[00:09:19] so much being remote but, but that

[00:09:21] has worked as well.

[00:09:23] Some of those tours of facilities

[00:09:26] in different ways.

[00:09:27] So again, we've got the traditional

[00:09:30] career fair information session, but

[00:09:34] more of those service oriented mock

[00:09:36] interviews, resume critiques.

[00:09:39] And then sometimes even, you know,

[00:09:42] doing, like I said, the topic talks,

[00:09:44] but sometimes even those career chats

[00:09:46] work as well too.

[00:09:47] You know, an employer can come in,

[00:09:49] they can dedicate, you know, a half

[00:09:52] day, three quarters of a day to meet

[00:09:54] with students individually to do, you

[00:09:58] know, just career chats, career talks.

[00:10:00] You know, where are you in your

[00:10:01] career?

[00:10:01] What questions do you have about

[00:10:03] what's happening out there in the

[00:10:04] industry?

[00:10:06] As well.

[00:10:06] So, and you've got a group of organ, I

[00:10:09] would think you've got a group of

[00:10:10] businesses that you kind of regularly

[00:10:11] work with, right?

[00:10:12] This isn't a new, you know, you're not

[00:10:14] necessarily every single year starting

[00:10:15] fresh.

[00:10:16] You've got rebuilt relationships with

[00:10:19] organizations over time.

[00:10:20] So, so like, how does that start?

[00:10:22] Say somebody is a, you know, a smaller

[00:10:24] company and they have not done this

[00:10:26] before and they're interested in sort

[00:10:28] of getting engaged.

[00:10:28] Like how does that process work?

[00:10:30] Yeah.

[00:10:31] So some companies, Dave, reach out to

[00:10:34] us.

[00:10:35] I mean, we'll just, you know, hear from

[00:10:38] an organization.

[00:10:39] Sometimes it's just out of the blue.

[00:10:42] You know, we've got these

[00:10:43] opportunities.

[00:10:44] We've heard about William & Mary

[00:10:45] students.

[00:10:46] We have a William & Mary student

[00:10:48] currently interning or, you know, an

[00:10:50] alum here.

[00:10:51] You know, somehow there's, there's

[00:10:53] this connection with the school.

[00:10:55] And so they reach out to us to inquire

[00:10:58] about, you know, what does this process

[00:10:59] look like?

[00:11:00] We got this, you know, this intern kind

[00:11:02] of organically, we want to be more

[00:11:04] strategic in sourcing talent.

[00:11:07] So sometimes they'll, you know, they'll

[00:11:09] reach out to us and many times we are

[00:11:13] looking at, okay, who's out there in the

[00:11:16] landscape?

[00:11:16] It could be geographically, who's close

[00:11:18] to us.

[00:11:19] Who's, who, who are some of the players

[00:11:22] in, you know, again, some of the sectors

[00:11:23] that students are interested in.

[00:11:25] You know, who has, you know, we'll look

[00:11:28] through our, our tribe career system and

[00:11:31] we can see, you know, past engagement.

[00:11:34] We can see organizations that maybe at

[00:11:36] one time have engaged with us and they

[00:11:39] haven't done it in a long time.

[00:11:40] And so again, it's, it's, it's two way.

[00:11:44] Organizations can reach out to us.

[00:11:46] We can reach out to organizations and a

[00:11:48] lot of time, Dave, it's going to start

[00:11:49] once we make that connection, it's going

[00:11:51] to start with a strategy meeting.

[00:11:54] We'll sit down, we'll learn about the

[00:11:56] organization, the opportunities.

[00:11:58] Are you in a growth mode?

[00:11:59] Are you hiring for interns full time?

[00:12:02] And then they're going to learn about,

[00:12:03] you know, okay, these are some of the

[00:12:05] options you know, we have a career fair,

[00:12:07] you can do information session, again,

[00:12:09] all of those recruiting options.

[00:12:11] And then we take it from there as well.

[00:12:13] So and a lot of times it can be just a

[00:12:16] simple first step to, again, creating

[00:12:20] awareness about positions that they may

[00:12:22] have, that's not a heavy lift.

[00:12:24] It's not a time suck.

[00:12:26] It's not you know, costing a lot of money.

[00:12:30] It's free, they can simply post a

[00:12:33] position in our tribe career system.

[00:12:36] Now all college career centers have job

[00:12:40] and internship posting systems, platforms

[00:12:42] that they can, so you know, it can start

[00:12:45] with getting a position posted in our

[00:12:48] system and then you know, we can help

[00:12:51] kind of push it out.

[00:12:52] We've got different industry newsletters.

[00:12:54] We've got different ways to kind of raise

[00:12:56] awareness about opportunities that

[00:12:58] are posted in our system.

[00:13:00] So Don, tell me a little bit, there's

[00:13:02] innovation going on in the space of

[00:13:03] matching students too.

[00:13:05] Tell me about some of the new

[00:13:06] innovations, the way people have

[00:13:08] looked at engaging students.

[00:13:10] Yeah, Dave, there's a relatively new

[00:13:12] trend, probably COVID really elevated

[00:13:15] the awareness of this particular model.

[00:13:21] We think about the full summer

[00:13:23] length traditional internship.

[00:13:25] Let's think about what's called, let's

[00:13:28] look at what's called the micro internship.

[00:13:31] And so the micro internship is project

[00:13:35] based and it can be three weeks,

[00:13:39] it could be four weeks.

[00:13:40] And so an organization has a need.

[00:13:43] It's like we've got to

[00:13:44] update this database.

[00:13:45] We've got this, something

[00:13:47] that needs updated, something

[00:13:49] needs tweaked, something

[00:13:50] that needs implemented.

[00:13:51] It's short term.

[00:13:53] It's again, three, four, five

[00:13:55] weeks, skill-based.

[00:13:58] Hey, let's, this is a great opportunity

[00:14:00] to connect with a student

[00:14:03] who has this skill set, who has

[00:14:05] some of this experience and let's get

[00:14:08] them working on this project.

[00:14:10] Now, most of these again, micro

[00:14:12] internships are going to be remote.

[00:14:16] And really they're all should be paid.

[00:14:21] And so this is a way for organizations

[00:14:24] to again, connect with the student,

[00:14:28] get them involved in their work,

[00:14:31] in their project, in their company.

[00:14:33] And they get a project done.

[00:14:36] Student gets experience.

[00:14:38] They could put it on their resume.

[00:14:40] And it's a way for an organization

[00:14:42] to kind of assess, you know,

[00:14:43] kind of interview that

[00:14:45] the student throughout the project

[00:14:47] without a long term commitment,

[00:14:48] full summer length experience.

[00:14:51] And so these micro internships

[00:14:53] are popping up

[00:14:55] and just different ways

[00:14:56] for organizations

[00:14:57] to make that connection

[00:14:59] with the student.

[00:15:00] If you were going to think about like,

[00:15:02] particularly because you spend

[00:15:03] so much time with students,

[00:15:04] like what's the number one

[00:15:05] kind of need

[00:15:07] that employers should think about

[00:15:08] that students are looking for?

[00:15:10] Yeah, that's again

[00:15:11] another great question.

[00:15:12] Yeah, I meet with students

[00:15:15] and William & Mary students

[00:15:17] are go getters

[00:15:19] and those are going to be students

[00:15:20] across the board at other schools.

[00:15:22] They want experience.

[00:15:24] They want to start digging in

[00:15:27] to get some hands on experience

[00:15:29] and certainly there's

[00:15:31] going to be opportunities for them

[00:15:32] as they get into those classes

[00:15:34] to do hands on projects

[00:15:36] through classes.

[00:15:37] William & Mary does a hackathon

[00:15:41] every year.

[00:15:42] It's totally student run,

[00:15:44] student organized student run hackathon.

[00:15:47] And so there's.

[00:15:48] Many different challenges out there

[00:15:50] that students can get involved with

[00:15:52] and you know, employers want to see

[00:15:53] hands on projects.

[00:15:54] What have you done?

[00:15:55] So students are just itching

[00:15:59] to get those types of experiences.

[00:16:01] I sometimes I work with freshmen.

[00:16:04] It's like I'm looking for an internship

[00:16:05] and so we kind of talk to them about

[00:16:07] OK, it might not be a full summer

[00:16:10] traditional internship at this point,

[00:16:12] but how can you start

[00:16:13] developing those skills?

[00:16:14] Obviously through your courses

[00:16:15] through the projects,

[00:16:17] but get involved in a hackathon.

[00:16:19] You know, do some type

[00:16:20] of independent project.

[00:16:21] And some of these students are go getters.

[00:16:23] They're already doing it.

[00:16:24] They've done it in high school

[00:16:25] and they continue to do it as well so.

[00:16:30] You know, getting that experience

[00:16:31] is so students really are

[00:16:33] craving those experiences, Dave,

[00:16:35] and they want to get involved

[00:16:39] with organizations.

[00:16:40] They want to get involved in projects

[00:16:42] that have a meaning

[00:16:44] that have an impact.

[00:16:46] And so if they're looking

[00:16:48] at an internship,

[00:16:49] they want that internship

[00:16:50] to have some type of hands on project.

[00:16:52] They wanted the work to be meaningful.

[00:16:56] These students come

[00:16:57] come to the table

[00:16:58] with a lot of skill sets and experiences.

[00:17:00] Now I know sometimes

[00:17:01] freshmen will come to the table.

[00:17:03] It's like you're not quite ready

[00:17:05] for that full fledged internship.

[00:17:07] You know, develop some skills

[00:17:08] and experiences which I know you will,

[00:17:10] but when they come to the table

[00:17:12] ready for that, you know that internship.

[00:17:15] They want, you know,

[00:17:16] meaning in their work.

[00:17:17] They want hands on projects.

[00:17:19] They want an opportunity,

[00:17:20] you know, to prove themselves

[00:17:22] with those hands on projects.

[00:17:24] And so that's what you know from

[00:17:26] from the employers perspective

[00:17:28] as they're.

[00:17:30] Trying to connect with students

[00:17:31] as they're trying to create awareness

[00:17:34] about their organization,

[00:17:36] they can say, hey,

[00:17:37] these are things we're working

[00:17:38] on that have an impact.

[00:17:40] These are things that

[00:17:41] you can have a hand in

[00:17:44] and help helping to shape our product

[00:17:46] or working with our customers.

[00:17:47] So again, they want hands on project.

[00:17:50] They want meaningful experiences.

[00:17:51] Yeah, I was a judge for for tribe

[00:17:53] hacks actually just recently and yeah,

[00:17:55] I was actually sort of blown away

[00:17:57] by the level of the projects

[00:17:59] that I was judging.

[00:18:00] You know, in fact,

[00:18:01] it's one of them was.

[00:18:02] I mean, they literally were working

[00:18:03] with large language models

[00:18:05] that were released several days

[00:18:06] before the hack it up thought.

[00:18:08] So like they take the latest stuff

[00:18:09] and we're building stuff.

[00:18:11] It's interesting that you brought up

[00:18:12] a number of times

[00:18:13] how they want meaning in the work

[00:18:14] and so the thing I actually

[00:18:16] really wanted to get

[00:18:16] a little bit of insight

[00:18:17] because we talk in business

[00:18:19] a lot about the demographics

[00:18:21] that are changing employment,

[00:18:22] changing engagement, changing.

[00:18:24] But if I'm also being self aware,

[00:18:26] I'll speak for myself.

[00:18:28] Middle aged white guy

[00:18:29] trying to understand

[00:18:31] a generation behind.

[00:18:32] You spend a ton of time

[00:18:34] with students now.

[00:18:36] What's the big like thing

[00:18:39] you want employers to know

[00:18:41] about this generation of students?

[00:18:45] Again, I think this

[00:18:46] this generation of student.

[00:18:48] They want.

[00:18:50] You know they want to have an impact.

[00:18:52] They want meaning in their work.

[00:18:55] What that looks like to them.

[00:18:57] It's going to be all different

[00:18:58] types of you know things so.

[00:19:04] And this is where we as career advisors

[00:19:06] we try to, you know,

[00:19:08] educate students on

[00:19:10] the type of work and some

[00:19:12] one of the questions

[00:19:12] that I asked a student

[00:19:14] to get them thinking is

[00:19:15] what kind of problems

[00:19:16] do you want to solve?

[00:19:18] Now you know it could be a problem

[00:19:21] you know with a big tech company,

[00:19:23] but it could be something else.

[00:19:25] It could be much more on the

[00:19:27] you know humanitarian side

[00:19:29] or I was just working

[00:19:30] with the student yesterday who's who's.

[00:19:34] She's got, I think it's data science

[00:19:36] and Chinese combination,

[00:19:38] so she's working in digital humanities

[00:19:40] with natural language processing

[00:19:42] and so I think I know with William & Mary

[00:19:45] there's a lot of double majors

[00:19:46] in students get involved

[00:19:48] in a lot of different

[00:19:51] service organizations

[00:19:52] and whether it's, you know,

[00:19:54] study abroad mission trip.

[00:19:57] So.

[00:19:59] I think they just they want a way

[00:20:01] to combine a lot of different things.

[00:20:03] It's not just again

[00:20:04] from William & Mary's perspective.

[00:20:06] It's not just laser focused on technology

[00:20:09] coding programming.

[00:20:10] It's like what does it look

[00:20:11] like for the greater good?

[00:20:13] And maybe I don't want

[00:20:14] to be coding all day.

[00:20:15] What else do I want to be

[00:20:17] incorporating in my career

[00:20:20] that's going to be meaningful to me?

[00:20:23] So I think those are some of the things

[00:20:25] that we see from William & Mary students

[00:20:27] with a lot of double majors,

[00:20:28] a lot of interest all over the board

[00:20:31] and certainly with those tech students

[00:20:33] there they're involving tech.

[00:20:35] But you know they're just looking at it

[00:20:37] in a bigger picture,

[00:20:38] not just programming and coding.

[00:20:40] What is the bigger picture look like

[00:20:41] for me in this role in this position?

[00:20:46] Now, obviously I'm intensely biased.

[00:20:47] So the you know,

[00:20:48] I think everyone should work out

[00:20:49] to William & Mary and work

[00:20:50] with recruiting students there.

[00:20:52] Donna, people are interested

[00:20:53] in getting in touch with you

[00:20:54] to talk about opportunities.

[00:20:55] How could they do so?

[00:20:57] Yeah, you can.

[00:20:58] You can certainly reach out to Dave.

[00:21:01] We've got an employer relations team,

[00:21:04] so I know that can be

[00:21:06] one of the challenges too.

[00:21:07] It's like an employer

[00:21:09] wants to reach out to an organization,

[00:21:11] a college, you know, colleges

[00:21:13] or universities are large.

[00:21:14] And it's like what departments do I go to?

[00:21:16] Who's my go to?

[00:21:17] And so I think Dave,

[00:21:20] probably the first step of an

[00:21:22] with an employer wanting to reach out

[00:21:24] is going to our website.

[00:21:27] So just Google William & Mary

[00:21:31] Office of Career Development

[00:21:33] and Professional Engagement

[00:21:35] and you're going to see

[00:21:36] our full team there.

[00:21:38] And then you're going to see

[00:21:40] our employer relations team.

[00:21:43] So Stan Inman is our director

[00:21:45] of employer relations and development.

[00:21:47] He's got a whole team.

[00:21:48] So really, that's probably your first.

[00:21:51] The organization's first touch point

[00:21:53] is to reach out to that

[00:21:55] employer relations team.

[00:21:56] Now I do again employer relations.

[00:21:58] I'm more so a student facing position

[00:22:02] and so first reach out

[00:22:05] Stan Inman and his team

[00:22:07] employer relations

[00:22:09] at the Office of Career Development

[00:22:11] and Professional Engagement.

[00:22:12] And that again with

[00:22:13] with any college career center,

[00:22:16] it's going to start.

[00:22:17] You want to hone in

[00:22:19] on that college career center.

[00:22:21] They have maybe

[00:22:22] slightly different names, but again,

[00:22:24] career center, career development

[00:22:28] and you want to get to that place

[00:22:30] and then reach out.

[00:22:31] Everyone has an employer relations team.

[00:22:35] So that's where that conversation

[00:22:37] and that action can start.

[00:22:38] Well, that'll get everybody started.

[00:22:40] Tom, this has been great fun.

[00:22:41] Thanks for joining me today.

[00:22:42] Thank you, Dave.

[00:22:43] It's been great.

[00:23:06] The business of tech

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