The implications of digital
career literacy for higher
education
Tristram Hooley (Professor of Career Education)
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Overview
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Overview
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Generational differences?
Digital native vs digital
immigrant?
Generational
Visitor vs resident?
vs
Experiential
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Just because you know about this
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Doesn’t mean you know about this
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Equally just because you know about this
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Doesn’t mean you don’t know about this
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Online/digital requires
• Skills
Some of these are new for
online
• Knowledge
• Experience
Some of them are old skills
used in a new context
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Key concepts
Information literacy
Digital
career
literacies
Digital
literacy
Employability
Career management
Do your institutions care about this stuff?
• Why?
• Who cares?
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Overview
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What do you think the internet offers career
builders?
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Looking for a job in Australia…
http://www.youtube.com/watch?v=QyJDnS5qNvk
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The internet issues us all with
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Employers views
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Some employers are advertising vacancies on social media
Hiring (just) through social media is rare.
Some employers are using it for screening applicants.
But employers are unsure exactly what to do with this
information and whether it helps the hiring process.
• Many applicants are unaware that this is the case.
• But some applicants are actively managing their online profiles
with this possibility in mind.
See Betances et al. (2012); Girard et al. (2013); Joos, J. G. (2008);
Ladkin, A. & Buhalis, (2016); Pike et al. (2012); Vicknair et al. (2010).
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The internet is a career resource library
through which individuals can find information that informs and
relates to their informational needs
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The internet is an opportunity marketplace
where individuals can
transact with opportunity
providers (employers
and learning providers)
The internet is a space for the exchange of
social capital
within which
conversations
can be
undertaken,
contacts
identified and
networks
maintained
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The internet is a democratic media channel
through which individuals and
groups can communicate their
interests and concerns to the
wider world, raise their profiles
and manage their reputations
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Overview
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Changing
Curating
Collecting
7 Cs of
digital
career
literacy
Creating
Critiquing
Communicating
Connecting
1. Changing
http://www.youtube.com/watch?v=vdvo5Fl
RqmM
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2. Collecting
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3. Critiquing
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4. Connecting
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5. Communicating
dEr Sir I wud lIk 2
apply 4 d advRtizd
job. I BlEv dat I hav d
neceSrE skills
required 4 d post &
dat I wud b a gr8
aDitN 2 yor team. urs
faithfullyTristram
Hooley
Dear Sir
I would like to apply for the
advertised job.
I believe that I have the necessary
skills required for the post and
that I would be a great addition to
your team.
Yours faithfully
Tristram Hooley
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6. Creating
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7. Curating
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How are people currently addressing these
issues with students?
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Overview
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What does it do to practice?
Or transform
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The internet changes
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The tools you have to have conversations
The role you can play
Your clients access to information
The conversations you need to have
So what are the implications for practice?
What are the implications for ethical practice?
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Approaches to digital career literacy
Intracurricular
Cocurricular
Extracurricular
Embedded
within a course
Linked to the
course
Outside of the
course
e.g. mapping the 7Cs onto
course learning outcomes
e.g. promoting subject
relevant online professional
networking sessions
(#edchat) to students
e.g. Careers services
workshops on using social
media in job search
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General books on the internet
• Doctorow, C. (2014). Information Doesn’t Want to be
Free.
• Eggers, D. (2013). The Circle.
• Shirky, C. (2008). Here Comes Everybody.
• Shirky, C. (2010). Cognitive Surplus.
• O’Hara, K. & Shadbolt, N. (2008). The Spy in the Coffee
Machine.
• Weinberger, D. (2007). Everything is Miscellaneous.
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The internet and career
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Bright, J. E. (2014). If you go down to the woods today you are in for a big surprise: seeing the wood for the trees in
online delivery of career guidance. British Journal of Guidance & Counselling, (ahead-of-print), 1-12.
Betances et al. (2012). Personal social networking: Affects on companies hiring decisions.
Girard et al. (2013), Integration of Social Media in Recruitment: A Delphi Study, in Bondarouk & Olivas-luján (ed.)
Social Media in Human Resources Management
Joos, J. G. (2008), Social media: New frontiers in hiring and recruiting. Empl. Rel. Today, 35: 51–59.
Kettunen, J., Vuorinen, R., & Sampson Jr, J. P. (2013). Career practitioners' conceptions of social media in career
services. British journal of guidance & counselling, 41(3), 302-317.
Ladkin, A. and Buhalis, D., 2016. Online and Social Media Recruitment: Hospitality Employer and Prospective
Employee Considerations. International Journal of Contemporary Hospitality Management. (In Press)
Lloyd, B. (2012). The use of internet applications for the dissemination of knowledge for career management. Curtin
University.
Osborn, D. S., Dikel, M. F., & Sampson, J. P. (2011). The Internet: A Tool for Career Planning. Broken Arrow, OK:
National Career Development Association.
Pike et al. (2012) "You Saw THAT?: Social Networking Sites, Self-Presentation, and Impression Formation in the
Hiring Process" AMCIS 2012 Proceedings. Paper 8.
Vicknair et al. (2010). The use of social networking websites as a recruiting tool for employers. American Journal Of
Business Education, 3 (11).
Vuorinen, Raimo, James P. Sampson, and Jaana Kettunen. "The perceived role of technology in career guidance
among practitioners who are experienced internet users." Australian Journal of Career Development 20.3 (2011):
39-46.
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For more of my thoughts on this…
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Cann, A., Dimitriou, K. & Hooley, T. (2011). Social Media: A Guide for Researchers. London: Research Information
Network.
Goss, S. & Hooley, T. (2015). Symposium on online practice in counselling and guidance (Editorial). British Journal
of Guidance and Counselling, 43(1): 1-7.
Hooley, T. (2011). Careers work in the blogosphere: Can careers blogging widen access to career support. In:
Barham, L. & Irving, B.A. (eds) Constructing the Future: Diversity, Inclusion and Social Justice. Stourbridge: Institute
of Career Guidance.
Hooley, T. (2012). How the internet changed career: framing the relationship between career development and
online technologies. Journal of the National Institute for Career Education and Counselling (NICEC). 29.
Hooley, T., Hutchinson J. and Neary, S. (2014) Evaluating Brightside's Approach to Online Mentoring University of
Derby.
Hooley, T., Hutchinson, J. & Neary, S. (2015). Ensuring quality in online career mentoring. British Journal of
Guidance and Counselling. Published online.
Hooley, T., Hutchinson, J. & Watts, A.G. (2010). Careering Through The Web. The Potential of Web 2.0 and 3.0
Technologies for Career Development and Career Support Services. London: UKCES.
Hooley, T., Hutchinson, J. & Watts, A. G. (2010). Enhancing Choice? The Role of Technology in the Career Support
Market. London: UKCES.
Longridge, D. & Hooley, T. (2012). An experiment in blended career development: The University of Derby's social
media internship programme. Journal of the National Institute for Career Education and Counselling. 29.
Longridge, D., Hooley, T. & Staunton, T. (2013). Building Online Employability: A Guide for Academic Departments.
Derby: International Centre for Guidance Studies, University of Derby.
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Tristram Hooley
Professor of Career Education
International Centre for Guidance Studies
University of Derby
http://www.derby.ac.uk/icegs
t.hooley@derby.ac.uk
@pigironjoe
Blog at
http://adventuresincareerdevelopment.wordpress.com
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In conclusion
• Managing a career requires some skills, attributes and
knowledge.
• Some of this is the same online as it is onsite (but
reframed by the new environment).
• Some of it is almost entirely new.
• The 7 C’s provides a framework that post-secondary
institutions can use to work with students.
• New technologies require you to think about career
differently and can allow you to work differently.
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