behaviors in this population. We then discuss the components that make for an effective intervention. Last, we provide a key resource for instructors and advisors wishing to embed job search training within their courses or advising relationships (Appendix A). This resource is designed to be easily modified and presented via online survey programs commonly used by psychology faculty (e.g., Qualtrics, SurveyMonkey) and can be housed and deployed in learning management systems, reducing the need for additional in-person class time. This resource should be particularly valuable to internship advisors, instructors teaching courses focused on understanding careers in psychology, and industrial-organizational psychology courses that discuss application and selection processes. This learning module can also be effectively used by any instructor interested in providing supplementary job search training to their students. Undergraduate Student Job Search Training: A Critical Element in Education Providing undergraduate students job search training is critical to facilitating their future career success after graduation. However, a recent meta-analysis on the job search intervention literature found only nine intervention studies (of 47) focused on training college students (Liu et al., 2014). However, some of those nine studies focused on students holding either more (e.g., M.A. students and graduates; Koen, Klehe, & Van Vianen, 2012) or less (e.g., high school students; Latham & Budworth, 2006) education than undergraduate students typically have. Other studies focused on at-risk student populations (e.g., special education students; Bergquist, 1982; Native North Americans; Latham & Budworth, 2006). Interventions that do focus on college students tend to highlight interview skills training, rather than general job search skills training (Hall, Gradt, Goetz, & Musu-Gillete, 2011; Jackson, Hall, Rowe, & Daniels, 2009). The limited focus on general job search skills training is problematic because students must first
However, you must be aware of and prepared for some common job search obstacles that might derail your job search. Carefully read the table below, which lists the most common difficulties job seekers report experiencing and examples of how those difficulties often manifest during the job search. Job Search Difficulty Definition Examples Lack of professionalism, competence, or efficiency Lack of professionalism, knowledge, helpfulness, and effectiveness of recruiters, interviewers, and human resources personnel Last minute interview cancellations, slow process, failure to let job seekers know they were not selected Inaccurate advertising and/or job descriptions/information Lack of accurate, and informative job postings. Misleading job descriptions, inaccurate information, changes in job information after posting job opening Social network Challenges related to a job seeker's social network of friends, colleagues, family, and other personal contacts A network that is unwilling to help, not having access to the "right" people, difficulty finding good networking events Depersonalization Identifying and applying to jobs is primarily technology driven and involves little contact Computers screen applications and resumes rather than humans, rare to receive a reply unless contacted for an interview Monotony Doing boring and repetitive tasks Completing multiple online applications, repeatedly researching organizations, inefficient online tools Uncertainty Unclear how to perform Unclear how to navigate an online job