Transitioning to a Career Outside of Academia: A Short Guide for Students and Early Career Researchers
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Leaving graduate school and entering the workforce can be intimidating. The competition for postdoctoral fellowships, tenure-track professorships, and research associate positions creates a challenging environment for recent graduates interested in pursuing a career in academia, causing many to consider changing sectors (Cyranoski et al., 2011; Main et al., 2021; Nerad et al., 2022). However, students are often unprepared to make this professional change because graduate programs are typically designed to prepare them for continuing in academic careers, and mentors are often less familiar with career choices in the non-academic world.Keywords:
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Career development support comprises activities such as career guidance, careers education and staff development for workers. Career development support is key to the implementation of lifelong learning, active labour market policies and instrumental to successfully achieve social and economic targets. In the face of mounting challenges brought by global trends in technology, demography and environment, career development support has become more important than ever. This publication constitutes a joint effort by the European Training Foundation and the International Labour Organization to support countries in the process of enhancing their national career development support systems. Departing from the results of previous international initiatives, it provides a framework to develop system reviews and promote consensus around the definition of a national vision and planning. The specificities of low and middle-income countries are discussed, as well as the potential and limitations of digital technologies.
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This paper provides an overview of the field of career development in Australia and focuses upon career counselling. The overview is contextualized within the broader career development industry and recent initiatives that have raised the professionalism of career development practice. This contextualisation includes the roles of the Career Industry Council of Australia and the Professional Standards for Australian Career Development Practitioners, and the education and training required for practice. The paper includes a precis of public and private models for the delivery of career counselling, and presents themes within the field’s scholarship, research, and development.
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Water and wastewater industry leaders in Texas and throughout the United States have expressed concern over high rates of retirement eligibility and difficulties finding and attracting workers ready to fill job openings, especially for work in smaller systems. In late January 2018, the U.S. Government Accountability Office released a report on water workforce readiness and a bill was introduced in the U.S. Senate to establish a water infrastructure workforce development program. Concern over existing education of workers in water and demographic information projecting future workforce readiness are commonly cited as signaling a coming crisis for the water industry. An alignment of post-secondary training and industry needs is recommended to meet coming workforce employment requirements for Texas and the nation. A model post-secondary education pathway for water science and technology is described to support water workforce readiness. Citation: Rosen RA, Cifuentes LA, Fischer J, Marquise H, Tracy JC. 2018. Water security for Texas: a post-secondary education pathway for water workforce readiness. Texas Water Journal. 9(1):120-128. Available from: https://doi.org/10.21423/twj.v9i1.7078.
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HIV services in England face substantial challenges arising from financial pressures and changes to commissioning. A sustainable HIV specialist nursing workforce will be vital to enable them to respond to those challenges.This paper examines the current workforce situation in HIV services across the country.This mixed-method study involved semi-structured interviews with 19 key stakeholders and with 44 nurses/physicians from 21 purposively selected HIV services across England. Data were interpreted using a framework analysis approach.'Building a career in HIV nursing' identified problems associated with retention and recruitment. Changes in commissioning are disrupting common career routes from sexual health to HIV nursing, and a perceived lack of a clear career pathway was seen as a barrier to recruitment. 'Developing a specialist workforce' explored the professional development of the current workforce, which was hampered by poor access to funding or study time for advanced study and the absence of an HIV-specific advanced nursing qualification.The HIV nursing workforce, which provides an increasing proportion of HIV care, is facing serious recruitment and retention challenges. A strategic approach to workforce development and training is essential to overcome systemic barriers and secure the next generation of skilled practitioners.
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Social Cognitive Theory
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