Boston College students have continued to secure gainful employment or gained acceptance to graduate school at a high rate within six months of graduation over the last five years. Even in the midst of the pandemic, Boston College students have done well, with 93% of the Class of 2020 having secured employment or enrolled in graduate school within the same time period, far exceeding the national average.

While our first destination data remains strong, the manner in which students and employers engage looks very different from five years ago. In 2016, in-person career fairs, networking events, information sessions, and on-campus interviews were the predominant ways employers interacted with our students. The Career Center held large-scale career fairs each fall and spring, welcoming several hundred employers to campus, in addition to hosting many niche recruiting events and boutique career fairs throughout the year. Employers and students would meet and greet over the course of several hours, and these events would kick off a robust season of on-campus information sessions and interviewing. Employers would be invited to return over the next several weeks, hosting several hundred information sessions and presentations and over 4,000 interviews with students.

Almost all on-campus engagement with employers now—career fairs, information sessions, and interviews—shifted to a virtual format in the last several years, and our students continue to do well. The pandemic required students and employers to engage virtually, but you may be surprised to learn that many of these changes were starting to occur prior to the pandemic. More importantly, while we are looking forward to a return to in-person events very soon, many of the changes that have occurred with campus recruitment practices over the past several years will remain in place even once the pandemic is over.

On the employer side, priorities are now centered on investing in recruiting technology, such as artificial intelligence and applicant tracking systems; creating more efficient processes through automation; and improving diversity in their applicant pools. The virtual environment allows them to cast a wider net and reach a broader slate of candidates, and reports have shown that the virtual recruiting process has been a more positive experience for women, students of color, and first-generation students. 

For students, the job market is currently very favorable in most areas. As a result, they have greater freedom to explore, to try something new, and to reflect on how they want their skills, interests, and values to show up in their work. Keep in mind that they still need to engage in the job and internship search process—traditional elements remain a key part of the process. Students still need to create an effective resume; they still need to be able to explain their skills and experiences in a compelling way; they still need to build their network and connect with people in their industries of interest. The virtual offerings hosted by employers through the Career Center to facilitate career preparation and making meaningful connections are plentiful. In just the first two weeks of the semester, for example, students can attend information sessions hosted by some of the leading financial institutions in the world, a career fair hosted by the Oak Ridge Institute for Science and Education, a masterclass hosted by L’Oreal, a coffee chat hosted by CVS Health, and a diversity forum hosted by Carney Sandoe. All of these sessions, and more, are virtual ways for students to learn about and connect with employers.

So what does this mean for you, parents, as you look to support your student in their career exploration and development process?

  • Recognize that your personal experiences with looking for a first job may look very different from theirs. While many parents may not have felt the need to visit their career center when they were students, the Career Center team now often serves as an essential partner in helping students develop a job or internship search strategy, understand recruiting trends, and troubleshoot when applications aren’t hitting their mark. 

  • Encourage your student to visit the Career Center! Our Career Cluster model means that your student gets to meet with a career coach who is specifically focused on a small set of industries. Your student can work with that coach to develop a game plan for their job search, tailored to their industry of interest. 

  • Remind your student that the job search process is rarely the linear path of apply → interview → get the job. Any experience within the job search sphere, from attending an information session, to connecting with an alum to do an informational interview, to engaging with potential employers via LinkedIn or other social media, is all part of the process and is a valuable learning experience.

  • Support your student’s efforts to strengthen the soft skills that are essential in remote and hybrid work environments. Students will now need to be effective communicators and presenters both virtually and in person. Practice virtual interviewing so they are comfortable with their professional video presence. Encourage opportunities to work independently and refine time-management techniques, and help them understand the importance of these skills in a remote environment. In addition to our career coaches, we have many tools and resources available to help students hone their career preparation skills further.

We at the Career Center know the important role families play in the career education of their students, and thank you for being supportive of our work. 

Frances Adjorlolo, associate director, employer engagement
Joseph Du Pont, J.D., associate vice president, career services

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