Sessions' Descriptions

Economic changes, technological advances, and generational trends are the impetus behind the rapid paradigm shifts we are witnessing in education, career development, and the world of work. These shifts are changing how people make meaning of their personal and professional choices and growth, how universities structure curricula and academic experience, and how organizations hire and retain talent. In the evolving digital age, the scale is the name of the game, and the path to one’s life purpose has transcended conventional transactional approaches. Based on his research and extensive experience in higher education and experience at Stanford and Johns Hopkins University, Farouk Dey shares the key themes that have defined how people achieve their life purpose and how educational institutions and hiring organizations must shift their approaches to best prepare and compete for talent for the future of work.

Diversity and inclusion programs exist in almost every organization in this day and age with the goal of attracting and retaining a diverse pool of employees. Organizations can have a general agenda for improving diversity and inclusion or they can choose to focus on a particular group. However, it is not just about fulfilling quotas and ticking boxes, but rather a culture that needs to be nurtured at the workplace. Potential and current employees need to have a sense of belonging to their workplace regardless of their gender, age, ethnicity or abilities. This plenary session will feature a dynamic trio of Human Resources Development professionals who will share best practices in diversity and inclusion in Egypt and the region.

PwC have conducted extensive research on the future of work, workers and the workplace. The session will first set the context regarding disrupting factors in society when it comes to employment, and how new technology is changing what we work on, who we work with, how and where we work, in rather unprecedented ways. It will cover the ‘so what’ factors for each as well as what this means from a governmental, organizational and personal perspective. It will showcase global and regional trends in this area as well as reflecting on the impact of these trends across the skills people require to operate in a digital future both as an employee and as an employer.

This session will allow educators and employers to explore Al Ghurair Young Thinkers Program (YTP), an online university and career readiness platform developed to help Arab youth between the ages of 15 and 30 achieve future university and career success. Hosted on a bilingual digital platform, YTP combines career assessment tools, digital coursework, and resources to support youth between the ages of 15 and 30 in their education to employment journeys. Developed by Abdulla Al Ghurair Foundation for Education, and powered by Arizona State University, this free-of-charge tool is an innovative, first-of-its-kind program that helps learners build the skills necessary to grow into successful citizens who contribute effectively to the societies in which they live.

This session will be delivered by Universum, a social, story-led, data-driven and results-focused employer brand marketing agency and a trusted partner working with over 2,000 companies and educational institutions worldwide.

Universum enables future employees, graduates, and young professionals, to voice their opinions on career goals, employer preferences, and perceptions in order to assist universities and employers in understanding, attracting and retaining their target group and thus in helping them adapting their strategy.

Publicly known for their Most Preferred Ideal Employer rankings regularly published in global media, how can you, as a professional working in talent acquisition, career services or campus relations, HR-marketing, and communication make the most out of these insights, uncover your Employer/University Value Proposition, bring it to life and build a winning Brand?

The session will be interactive using coaching tools to let the participants experience coaching as well as practicing it. It will be conducted in a group coaching format facilitating the learning process. The participants will learn how to utilize coaching tools to start building a culture that incorporates coaching in their organizations to maximize the potential of their employees.

While we were discussing the future work, it snuck up on us and has already permeated the culture of our universities and workplaces. The digital economy has shifted paradigms and practices in talent development, acquisition, and retention. Students and employees have more choices today, and therefore their approach to career and life goals has transformed. The emerging model of life design is calling for institutions and organizations to change the way they provide pathways to personal and professional development at scale. Using his research and experience from Stanford and Johns Hopkins University, Dey will facilitate an interactive workshop, in which you will use design thinking to build educational prototypes that scale impact for students at universities and employees in organizations.

Narrative Assessment Theory has revolutionized the way career practitioners extract information and insights from clients using the client’s story. Based on the premise that the practitioner is the expert on the career tools, and the client is the expert on their life, career possibilities and action items are intrinsically inspired by the client’s story rather than alienating the client with external data and inputs. Taken to the next level, based on science and a solid evidence-based approach, the narrative approach has been digitized and gamified! Using the power of storytelling and story listening, online and offline tools spark meaningful and structured conversations that build a deeper career understanding among clients and inspired next step action items.

Entrepreneurship is emerging as an alternative career path both for recent graduates as well as early- and mid-career professionals. In this session, Ayman Ismail will provide an overview of the entrepreneurship space, and what it looks like as a career choice.

AUC Career Center works closely with organizations to create meaningful hands-on experiences for student learning and talent development through internships, corporate competitions or the Practical Learning Program that brings experiential learning into the classroom. How else are students expected to learn about the world beyond university, the different career fields and the dynamics of organizations? But what might be of benefit for employers? Why design experiential learning programs? Why invest their time in coaching and giving feedback to students? This session explores how experiential learning can become a tool for attracting and acquiring top-notch talent to your organization by bridging the gap between theory and practice and assessing skills more accurately.

How will the future of work impact education, industry, and society? How has the digital economy shifted paradigms and practices in talent development, acquisition, and retention? Join a dynamic conversation to explore the impact of paradigm shifts in education, technology, industry, and society on the future of education and work.

The health and wellbeing of employees is one of the global trends in driving an engaged, energized and performing workforce. It is also one of the growth pillars for the future of organizations. How can organizations develop a healthy culture in the workplace? What are the fundamentals of a health and wellbeing strategy? What is the impact, and how to measure the effectiveness, of a health and wellbeing strategy?

To address the resurging number of students and alum seeking to join local and international graduate programs, the AUC Career Center has initiated multiple guidance channels to effectively maximize the chance of applicants getting accepted. The session discusses effective strategies that are implemented by the Career Center to provide comprehensive services for students who are seeking to progress their career through enrolment in graduate study programs. Details of the different services will be discussed including raising awareness among student and alum population of available programs and funding opportunities, availing relevant and current information, identifying eligible student caliber, collaborating with international universities and funding organizations, planning and implementing graduate study events, as well as providing individual advising and workshops to support clients in the application process.

Career options for university graduates include applying to entry-level positions, working in a family business or opening a new one, or pursuing postgraduate studies. Additionally, many multinational organizations offer a graduate training program for recent graduates where they get the chance to develop their skills, explore their talents and get exposed to the world of work. These programs usually include job rotation in different career fields, coaching and mentoring, international assignments, and networking opportunities. This session will demonstrate how graduate training programs have acted as a springboard for advancing talent and developing future leaders.

Organizations have been offering internships to university students for decades and rather than treating interns as an extra pair of hands to take care of mundane tasks such as filing, desk research and data entry, a lot of employers are now striving to make these experiences engaging and productive. What does it take to design a truly career-related experience with meaningful responsibilities and practical application? How do you get buy-in from senior leadership? How do you evaluate the experience for the student and organization? This session will look at these questions providing insights on what it takes to design a successful internship program.

Cooperation between universities and companies has great potential: Students gain insights into professional practice and universities receive feedback on the transferability of their course contents. But cooperation between universities and industry is not an automatic success. Both sides must agree on were common, but possibly also different interests lie. The cooperation should have longer-term perspectives and in addition, the university has the task of opening up as broad a spectrum of employer contacts as possible for its students. Finally, the didactic quality of joint activities such as job fairs, internships, and cooperative courses must also be guaranteed. The University of Münster has developed various tools and processes to make cooperation between universities and industry a win-win situation for all involved.

 

Roundtable Discussion Topics

The roundtable discussion is an opportunity for the conference participants to gather together around a table to discuss a specific topic in a relaxed setting. Participants can attend two roundtable discussions, each at a duration of 20 minutes. Each one of our roundtable discussions will have a facilitator who is a subject matter expert. As participants, you are strongly encouraged to contribute your views and ask questions. Done right, roundtable discussions can be a memorable and invigorating experience where conference participants can engage in a lively discussion with peers.

Facilitator:
Dana Downey
Associate Director, Career Development Center, New York University Abu Dhabi

Students love to learn from their peers, and career centers can leverage this to help students remember critical content, make services more relatable, and respond to changing trends. Peer advisors or career peers help your staff know their dynamic audience, respond well to concerns, and scale services. This session will review how to build, recruit, and train a peer advising cohort that amplifies your goals and enhances your presence on campus.

Facilitator:
Nesma Farahat
Education Program Manager, Abdulla Al Ghurair Foundation for Education

The Al Ghurair Young Thinkers Program (YTP) is one of three flagship programs at the Abdulla Al Ghurair Foundation for Education, one of the largest privately funded philanthropic organizations focused on education in the Arab World. YTP is a fully digital, bilingual platform designed to prepare ambitious Arab youth for university life and for the transition to work, with the goal of putting them on the path of life-long learning and empowerment. This roundtable will give you the opportunity to discuss means of integrating the program as a learning tool at the workplace or at an educational institution to enhance skill development.

Facilitator:
Caroline Nassar
Senior Career Advisor, Career Center, The American University in Cairo

Organizations these days are expected to build a more inclusive workplace and promote a more welcoming culture for all of their employees regardless of their background and abilities. Our role as career professionals is to advocate for the removal of any barriers that might be facing applicants with challenged abilities. This session will explore the many strategies and practical solutions that we can recommend to both employers and applicants to use during the application, interviewing and assessment stages to ensure that the process is accessible and accommodating.

Facilitator:
Yasmine El Hagry
Deputy Executive Director, Wataneya Society

Wataneya has been working with orphaned youth aged between 16 and 21 years through a one-year program called “FORSA”. The program has three main stages, self-discovery, self-development and community engagement. In the third stage and for the older youth, Wataneya addresses the private sector to provide participating youth with internship programs relevant to their educational background. This session will explore best practices and tips for employers to raise their awareness and understanding of the orphaned youth needs, challenges, capabilities and potential, and support them to start from job interviewing to creating a culture of inclusion within the organization.

One of the attractive career choices for students from all majors are careers in Management Consulting. The interviewing process for Strategy Consulting Firms needs deliberate preparation. AUC Career Center launched the Career Center Consulting Network (CCCN) in 2017 to create a peer-to-peer ecosystem that enables AUCians to practice cases together and enhance their chances to land opportunities at leading Management Consulting Firms in the region. CCCN is a solid example of building a community of like-minded students and recent graduates and connecting them with industry professionals who help enhance their career readiness.

Fifteen University Centers for Career Development (UCCDs) – twenty-one by 2021 – are empowering thousands of youth to become the next qualified employable generation from fourteen different Public Universities all over Egypt. This session aims at introducing this national initiative and how it is transforming Egyptian youth at governorates to become qualified citizens in Egypt’s workforce. The integrated and sustainable centers are working with their respective universities to equip the ambitious and talented youth with the market’s employability skills, English language proficiency, and technical capabilities. Through private-sector engagement, the UCCDs will continue to be better equipped to prepare and avail the right caliber for industry needs across the country. Let’s join forces to make a real impact and change the map of talent sourcing in Egypt.

What you measure says a lot about what you value. Data can help you make choices about student engagement, partnerships, and resource allocation. It is a tool for telling a powerful story about your work, it can help you translate your work to a wider audience, even key institutional and community stakeholders. This session will focus on building an assessment infrastructure in your career center, choosing what to measure, how to measure, and who needs to know. It will focus on how to make data work for you, to advance your bigger goals and purposes, rather than slow them down.

Most organizations pride themselves on their corporate social responsibility programs, making sure that they are well documented in impact reports and press releases. They often arrange for photo opportunities, engage with the media and other influencers and promote their cause to current employees in an effort to project a positive image to their stakeholders. Some organizations have recently realized that there might be another worthy target audience – potential employees. This session will share examples of how organizations can use their corporate social responsibility programs in recruitment and talent acquisition and inspire job seekers to join.