I had the privilege to chat with one of the staff members at Cairn University, Teri Catanio. For those who don’t know, Teri Catanio is the director of the Cairn University Career Center, which is located across from the Health Center in the Smith Administration Building. In this interview, Teri provided her perspective on what it means to be professionally-competent, and how the Career Center can equip students and alumni in their professional endeavors:

Can you tell me the background story behind the Career Center?

Initially, the Oasis Counseling Center collected employment opportunities that came from churches, non-profit organizations, Christian schools, and local businesses. Then they placed them in a list that could either be emailed out to alumni upon request or available to students in the Oasis office. I believe it was Dr. Williams’ initiative, and perhaps a few others, who saw a need for a standalone Career Center to function as a dedicated support system for undergraduates and alumni. The idea was to have a professional space where students could get assistance with resumé and cover letter development, but also learn about networking and job searching using online career tools.  Another important component of having a separate career services office is to prod students to look inward to determine their strengths using various assessment tools, but to also acknowledge their weaknesses, and do the necessary work to improve upon them with the help of a career adviser. And lastly, while the Career Center does not promise employment, we do the best we can to connect students and employers.

What do you think it means to be professionally competent?

I think it’s about respect. Matthew 7:12 reminds us to do unto others as we would have them do unto us. There needs to be a sense of respect for all of the people around you; be it colleagues, supervisors, or those reporting directly to you. For example, I always try to empower my student workers because I strongly believe you get back what you put out. If I give them the autonomy to manage a work project, no matter how small, I make sure to give them credit, and thank them for their efforts.

What exactly do you do as the director of the Career Center?

I work with undergraduates, graduates, and alumni. Those three areas are interesting because the needs are all different. I look at each person individually, and try to customize and tailor how I coach or counsel them, because their needs are just different.

My freshmen may be undecided, or they may have a major and want to ensure they are on the right track for their targeted profession. For the most part, students want to equip themselves during their journeys of graduating and pursuing their field of interest. On the other hand, my seniors are usually ready to finish their undergraduate work, and they come to the Career Center to polish their resumes or find the resources to secure a job in their field. Seniors usually ask about the job market and what they need to prepare for an interview. My sophomore and juniors are usually looking for internships or graduate schools. So we walk through the application process and all that it entails.

At the graduate-level, students are usually employed and in school. In this area, I mostly see counseling students in need of a resumé or internship. Therefore, many are not ready to plunge into a new job; they just want to ensure they are building connections, so that they can eventually enter into the career field of their graduate studies. Lastly, I have alumni who may not be satisfied with their current employment or work place. Some graduates are working in their career field, but after some years, they want to transition out of their field and discover other career options with their degree. If I have not already said it, my job is pretty fantastic. I get to meet and work with individuals on a personal basis, and offer my experience and services in helping them navigate unfamiliar territory.

What are some changes you would love to see on campus and/or in your department?

I think it would be very helpful for students if the University could implement a career course for seven weeks. Currently, I do one-hour tailored presentations upon request by professor, but it would be more beneficial for students to fully understand the relationship between academics and career services, how to use career tools, and how to establish a strategic career plan. It is so important to get students to understand the relationship between their academics and career, which is the ultimate outcome of their education. This is not a new concept; it is done all over the United States where universities offer an introduction to careers course for freshmen.  

What are the Career Center’s hidden treasures that many students aren’t aware of?

In addition to our three assessments, the Career Explorer is a very robust software program. In my opinion, it’s so much better than a Monster, Indeed, or some of those other public job search programs out there. The Career Explorer program is so underutilized by our students and alumni, but it offers multiple modules, including a mock interview tool where you actually select the interviewer and questions, record yourself, and play it back for a personal critique; resumé builder is great for compiling work, academic, and volunteer experiences; a resource library contains many of the latest career articles; access to the U.S. Department of Labor’s O*Net Online database of popular careers and leading industries is also available; you can schedule job alerts; and it has the ability to link to your Facebook or LinkedIn profile. You can even download the Career Explorer App on your mobile device, search, and apply for jobs. Talk about on-the-go access … what more could you ask for?   

What are some great needs in the workforce right now?

As a member of the National Association of Colleges and Employers (NACE), I attend conferences, and employers state that graduates need to develop better written communication skills. Maybe it is a symptom of the generation, but I think it is relative when you are asking to be paid for your skills. I also think it is equally important to have strong analytical skills. For example, it is not enough to identify a problem at work, you should have the ability to bring potential solutions to the manager. This will not only add value to your role, but set you apart from other employees when it is time for promotion.

Finally, graduates should be self-autonomous in their role as employee. Work can either be monotonous or very challenging, but there are different ways to can bring something new to the position that wasn’t there before. Again, bring something new to the job … add value to it.

Written by Jennica Mendoza