#TBT…UWF Hosts Second Annual Etiquette Dinner

Kate Hollimon, University of West Florida

In February, the University of West Florida hosted their second annual Etiquette Dinner – Interview Edition.  This event distinguishes itself from a typical Etiquette Dinner as it is the next step beyond learning basic etiquette to application with an employer.   The UWF Career Services offices hosted the Etiquette Dinner – Interview Edition off campus at a local popular restaurant, McGuire’s Irish Pub, to give students a more authentic experience of interviewing over a meal.  Sixteen employers were invited to dine with students and ask them basic interview questions while also providing the students feedback on their interviewing skills.

For students who attended the fall Etiquette Dinner, they were able to put into practice all they had learned regarding interviewing techniques over a meal; however, students shared that they still learned even more from the Interview Edition of the Etiquette Dinner, “[the event] had great tips for what to do to prepare for an interview and what to ask the interviewer.”  Employers responded that they felt similarly regarding the additional training that students received at the dinner, “Thank you so much for allowing me to participate in the UWF interview etiquette dinner this year. This was an excellent event! Participants were provided with invaluable information and practice to ensure success in their future interviews.”

The evening began with a salad course and allowed employers and students to complete introductions.  The main course was served buffet style which was selected intentionally so as to expose students to how to navigate etiquette when going through a buffet line.  After final educational instructions were given regarding further interviewing techniques and etiquette, the dessert course was served.  Over 50 students engaged in the meal saying that they felt they learned valuable information, “I learned a lot and feel as though it will help me in the real world.”

Of all the employers who responded to a survey following the event, they all said they would be very likely or   extremely likely to return next year as a host for the Etiquette Dinner – Interview Edition.  Employers expressed their positive feedback regarding the purpose of the event, “ [we are ] pleased to partner with UWF in preparing students …for success in their employment and business endeavors.”

Because of the positive feedback from both students and employers, it’s a clear demonstration of the need for this type of application event.  UWF Career Services intends to host the event next year with continued plans to host the event off campus at a local community restaurant.

 

A Golden Night To Remember: Celebrating 50 Years

Tara Stevenson, Florida Association of Colleges and Employers

As I sit at my desk completely swamped and drowning in end of the semester tasks, the light at the end of my dark and dreary tunnel shines brighter each day.  It started dull, but began taking on a golden effect as I quickly realized…we are less than 50 days from hosting our #FloridaACE15 Conference attendees at Flagler College for the Golden Gala Banquet!  Fear your end of semester dark tunnel NO MORE as you read up on what awaits you for this summer’s conference…

Begin your Thursday night of the conference with a complimentary trolley tour of HistoricSt__Augustine_Hop_on_Hop_off_Trolley_Tour_(14734) St. Augustine.  Bring a camera and sunglasses as we tour the city on a one hour, nonstop adventure through local attractions including the Lightner Museum, Castillo de San Marcos National Monument, Fountain of Youth, Old Jail, and more.  Registration is required as space is limited.  CLICK HERE to reserve your spot today.

Looking to just start celebrating?  Head on over to the Golden Gala Banquet in the Ponce de Leon Dining Hall at Flagler College. Three shuttles will provide transportation for guests from the Renaissance Hotel to the Banquet and back to the Hotel at the end of the evening.  Shuttles will run at 4:30pm, 5:30pm and 6:30pm and back at 9:30, 10:30 and 11:30.

Ponce-de-Leon-Ballroom-Side-LargeNeed some golden ambiance?  We’ve got you covered as you dine under the 14K gold ceiling depicting murals of the seasonally inspired women and are wrapped by the Corinthian columns designed to classic Greek standards. Deciding where to look will prove even more difficult as you can choose between more than 70 Tiffany stained glass windows to view.

Bringing a guest? A limited number of guest tickets are available for purchase.  CLICK HERE to purchase today.

A golden night of celebrations to remember is certainly in store for you as we take time to appreciate and remember 50 years of FloridaACE history.  Share your experiences preparing for the conference and during using #FloridaACE15 as we make history for another 50 years!

For more information about the conference, please visit the Conference Website and we look forward to seeing everyone in June!

#TBT…6 Ways to Use Your School’s Alumni Network to Land a Job

Val Matta, CareerShift

As graduation draws near, college students become stressed about employment. After spending the majority of their lives studying, they suddenly have a new, often unfamiliar task: the post college job search.ace1

But many college students don’t realize the bounty of resources available to them for the job search. Beyond employment agencies and company websites, college alumni networks are a great resource for potential job opportunities and employment ideas.

But just how can college students tap into the power of alumni networks? What are the proper routes to take, and what’s the right etiquette for approaching a potential networking contact? Here are six ways college students can use their college alumni network to land a job:

1. Start early. Don’t wait until the minute you need a job to start tapping into your school’s alumni network. While it’s never too late to get started, you should try to make networking connections throughout your entire college career so you have a good database of personal networking contacts to tap into after graduation.

2. Find contacts. Talk to your career services center to see if they keep a database of alumni willing to talk to students about their professional careers. Many colleges and universities do this. Most schools also have alumni relations offices that can put you in contact with professional alumni in your industry or field, or those that have relationships with employment agencies.

3. Get involved. Joining campus organizations–or even off-campus organizations–can help you to connect with current students and gain access to alumni who have participated in the same groups. Consider student clubs, volunteer groups, community centers, political organizations, student newspapers or blogs, theatre groups, or other organizations that pique your interest. Not only will you gain a great addition to your skill set and resume, but you’ll glean direct access to a large pool of alumni with similar career goals.

4. Tap into social media. In today’s technological landscape, the power of social media — sites like Facebook, Twitter, and LinkedIn — is unmatched when it comes to connecting professionals across time and place. Brand yourself on your personal social media accounts by ensuring your image remains professional and focused on your industry, but don’t forget to showcase your interests, unique traits, and personality as well. Once you’ve established a professional personal brand on social media, you’ll feel more comfortable reaching out to alumni contacts. Alumni and employment agencies often reach out to students with completed LinkedIn profiles.

5. Start a conversation first. Approaching someone by saying “I need a job” isn’t going to get you anywhere. You’ll just look desperate and, even worse, inconsiderate. Whether you’re talking to alumni contacts via email, phone, or social media, always start a conversation first, and talk job opportunities later. Find a common point of interest with your new networking contact–it’s easy with social media–and go from there. Reply to their tweets, comment on a blog post, or send an email with a news article or online video you think they may like.

6. Set up an informational interview. Informational interviews are a great way to pick the brains of professionals you admire. Informational interviews can often lead to advice, job openings, or introductions to more networking connections. To set up an informational interview, simply ask your networking contact to meet you for lunch or coffee. Bring a copy of your resume and a few questions you want to ask. Keep the conversation short–less than 30 minutes–and follow up afterward via email or phone to thank them for their time.

Tapping into the power of an alumni network doesn’t have to be difficult. If college students are proactive about the networking process, they’ll have no problems establishing themselves in entry-level positions after college.

Val Matta is the vice president of business development at CareerShift, a comprehensive job hunting and career management solution for university career centers that gives students and alumni complete control over their job search. Connect with Val and CareerShift on LinkedIn.

Conference Update from our Vice President

floridaacePlease don’t forget that registration is open for the 2015 Florida Association of Colleges & Employers Annual Conference! This year’s conference will mark our 50-year anniversary as an association, so it is fitting that a historical event be held in a historical city. Please join us in St. Augustine, FL June 17-19 at the Renaissance World Golf Village Resort & Convention Center, where our theme will be “Honoring the Past * Treasuring the Present * Charting the Future”.  Registration is $275 for members. The non-member rate is $325 and includes a membership through January 1, 2016. Your fee includes:

  • Presentations and two very special keynote speakers, along with breakout sessions for Career Services and University Relations/College Recruiting professionals
  • President’s Reception (Wednesday)
  • Business Meeting Breakfast (Thursday)
  • Awards Luncheon (Thursday)
  • Golden Gala Banquet (Thursday)
  • Brunch (Friday)
  • Networking opportunities with professionals in Career Services and University/College Relations
  • Much more, including a St. Augustine trolley tour!

As of today, 113 people have registered for the 2015 FloridaACE Conference.  With the conference a little less than 2 months away, we are very excited about the turnout so far and look forward to many more registrations in the coming weeks.  So far, we have received registrations from the following institutions, employers, and vendors:

  • 12Twenty
  • Broward College
  • Career Fair Plus
  • CareerShift
  • City Furniture
  • CSO Research
  • Disney Worldwide Services, Inc.
  • Embry-Riddle Aeronautical University
  • Enterprise Rent-A-Car
  • Flagler College
  • Florida Atlantic University
  • Florida Institute of Technology
  • Florida International University
  • Florida Polytechnic University
  • Florida State College at Jacksonville
  • Florida State University
  • Herzing University
  • Kettering University
  • Lake-Sumter State College
  • Lynn University
  • Masco Contractor Services
  • New College of Florida
  • Northwest Florida State College
  • Northwood University
  • Palm Beach State College
  • Saint Leo University
  • Seminole State College of Florida
  • St. Edward’s University (Texas)
  • St. Johns River State College
  • St. Petersburg College
  • State College of Florida, Manatee-Sarasota
  • Stetson University
  • The University of Tampa
  • University of Central Florida
  • University of South Florida – Tampa
  • University of South Florida – St. Petersburg
  • University of West Florida
  • U.S. Department of State
  • Valencia College

Conference Hotel Update

As of this week, over 225 room nights have been booked at the Renaissance World Golf Resort.  We have exceeded our room block, but the conference rate will be honored as long as there are rooms still available.  If you have not reserved your room, you are encouraged to do so ASAP.

Reservations can be made at the Renaissance World Golf Village by calling 800-391-6389 and requesting the FloridaACE conference rate or by visiting the Renaissance World Golf Village‘s special website for this event.  The conference room rate is $129 per night.

Update from Programs Committee

We had a great response of program proposals for our annual conference.  The program committee has been working diligently to finalize the schedule and hope to send it out in the upcoming weeks.  We are excited about the topics and hope that you will enjoy the breakout sessions from our extremely talented FloridaACE members.

President’s Council

Each year we ask members to support our annual conference by contributing to the President’s Council. These monetary donations help us to provide the best possible workshops, keynote speakers and networking activities. Your organization and its’ gift will be recognized in our conference program, meeting announcements and on our website. For more information about the President’s Council, please visit the FloridaACE website or contact Robert Liddell via email or at 352-588-8346. Remember, your support makes a difference!

Conference Bags and Door Prizes

We would appreciate any addition your organization can make to the conference welcome/check-in bags (literature, coupons, branded token items, etc.). Providing this allows you to promote your organization or product to a large audience of career professionals throughout the state. For more information regarding welcome bags, please contact Valerie Kielmovitch, Conference Registration Chair.

We are also collecting door prizes to be raffled during the closing session of the conference.  If you would like to donate one or more, please contact Adam DeRosa, Conference Chair.

Social Media

Look for up-to-the-minute conference updates on our Facebook, LinkedIn, and Twitter accounts, and through our FloridaACE Blog.

Tweet or Instagram the conference using #FloridaACE15 and follow conference tweets easily by visiting http://twubs.com/FloridaACE15. Hint: there will be another hashtag contest this year!

 

We will see you in June!

Sincerely,

Adam DeRosa, Conference Chair
Vice President
Florida Association of Colleges & Employers

#TBT…How to Integrate Millennials into a Multi-Generational Workforce

by Jacqueline Brito, Director, Full-Time MBA Program and Career Management, Rollins College

A recent poll by the Society for Human Resource Management asked 400 people, “To what extent is intergenerational conflict an issue in your workplace?” A staggering 72 percent responded either “to a large degree,” “to some degree” or “to a slight degree.”In today’s workplace, where there can be as many as four generations working together, the reality is that managing a multi-generational workforce does pose challenges. A lack of understanding regarding generational differences can create conflict within working relationships, lower productivity and increase turnover. More seasoned staff can become frustrated by a seemingly aloof and entitled younger generation. Younger staff can become disenfranchised by entrenched hierarchal structures that have been encouraged or embraced by senior staff.

Generations can be defined as a group of individuals of the same approximate age who share similar ideas, problems and attitudes. Each generation’s attitudes are influenced by childhood experiences. Whether they grew up during wartime or relative peace, in times of economic growth or uncertainty, or during periods of profound social change such as the civil rights era or the Internet age — all of these factors help define a generation’s characteristics. It is my experience that while each generation has certain characteristics that help describe it, there are no absolutes.

The first key in integrating generations is to understand what makes each “tick.” Some may call this stereotyping, as it involves making assumptions about the generations. But I believe, in this case, generalizing can be more helpful than assuming everyone brings the same perspective to the workplace.

It’s easy and even natural to assume all employees want the same things, but each generation has its own unique way of viewing the world, from how it defines success to how it judges other generations. Better understanding of each generation can help us prepare employees for effective multi-generational environments.

The key to thriving within this blended workforce is taking the time to better understand the differing needs and motivations of the other generations. With a little education and understanding, these differences can actually lead to increased creativity and productivity.

According to the World Health Organization, men and women who are healthy at 60 will be physically capable of working until they are 74 and 77, respectively. Going by these statistics, the newest employees entering the workforce might not be joining just their parents or grandparents; they might be joining their great-grandparents.

While there is no standard definition of where generational divisions occur, and some people may share characteristics of two generations, for the sake of this article I’ll break down the basic generational groups into the following:

  • Traditionalists (born before 1946)
  • Baby Boomers (1946 – 1965)
  • Generation X (1966 – 1980)
  • Millennials (1981 – 2000)

TRADITIONALISTS

The traditionalists are 66 years or older and, while many have retired, there are still those who hold positions ranging from entry-level part-time to upper-management roles in which understanding the younger generations can be very useful. The perception is that this generation views work as an obligation; they respect authority, take rational approaches, and are self-driven to produce quality work.

Workers from this generation grew up in the wake of a worldwide economic depression. World War II was a defining event in their early lives. Their formative era was marked by a strong sense of commitment to families, soldiers, country and community. Members of the traditionalist generation tend to be conservative in dress and language. They see work as a privilege, whether it means bagging groceries at the local supermarket or managing multimillion dollar projects. Their strong work ethic, discipline, stability and experience can make them invaluable employees.

Traditionalists tend to be motivated when managers connect their actions to the overall good of the organization. They value tangible symbols of loyalty, commitment and service such as plaques and certificates. This group prefers formality in communication (e.g.memos, letters, personal notes) and does not view email or text messaging as favorably as subsequent generations.

BABY BOOMERS

Baby Boomers (or “Boomers”) range between the approximate ages of 46 and 65. The older members are beginning to retire from the labor force, but are healthier and expected to live longer than any generation before them. They will continue to make up a significant portion of the workforce until well beyond the traditional retirement age of 65. This generation holds most of the senior-level management roles and is often stereotyped as extremely focused on work. Boomers possess a strong work ethic and have mostly worked in an environment with expanding opportunities. This group is also referred to as the Sandwich Generation because they often have to care for aging parents along with their own children.

Raised in the post-World War II era by parents who had lived through global depression and world war, Boomers were taught that life would be better for the next—and largest ever—generation. This belief was so pervasive that Time magazine awarded its 1967 “Man of the Year”title to the Boomer generation.

The first generation ever to be graded on their report cards for “works well with others” and “shares materials with classmates,” Boomers learned to be good members of a team.

When the Boomers arrived on the job, they were committed to making a difference. They insisted on having a voice, being involved in decisions and influencing the direction of their organizations. They chose the workplace as a vehicle for proving their worth; as a result, they have tended to work evenings and weekends, always going the extra mile. With their strong team orientation, they have been the primary force behind such practices as participative management, employee involvement and team building.

Baby Boomers tend to be motivated by personal appreciation, promotion and recognition. Like Traditionalists, they put less value on email, text messaging and social media for communications, preferring phone calls and personal interaction.  For example imagine this situation, a Millennial student intern sharing a workspace with a Boomer staff member, decides to use email as his preferred method to ask a question.  The senior employee is likely to turn  around and ask, “Why couldn’t you just talk to me since I am sitting right next to you?!”

GENERATION X

Generation X employees range from age 31 to 45. The oldest members may be moving into senior-level management roles, while the younger workers are approaching mid-career supervisory roles. Many members of Generation X embrace technology, diversity and entrepreneurship.

On the job, Generation Xers tend to be self-reliant. They enjoy achieving measurable results and streamlining systems and processes. Currently in their prime, they seek out and stay with flexible, results-driven organizations that adapt to their preferences. Rollins MBA students and alumni from this generation who I career-coach tend to have somewhat of a skeptical employment outlook, while at the same time seeking organizations that promote a healthy work-life balance.  I try to help them understand what Jack Welch once told an auditorium filled with hundreds of human resources professionals, “There is no work-life balance– only work-life choices.  And you make them, and they have consequences.”

Generation Xers have a reputation for getting the job done on their own schedules, rather than exhibiting the kind of employer loyalty exhibited by their parents.  They are motivated by benefits such as free time, upgraded resources, development opportunities and certifications to add to their resumes. This generation was the first to adopt email as itsprimary communication tool, yet it lags behind the Millennials in embracing the latest technologies for business communication.

MILLENNIALS

Millennials are between the ages of 11 and 30. By 2015, this group will overtake the Boomers as the largest group in the workforce, eclipsing Generation X. This generation is known for being optimistic and goal-oriented, enjoying collaboration, and their penchant for multitasking. Millennials are comfortable embracing emerging technologies and value what they see as meaningful work.

Millennials see the world as global, connected and 24/7. They grew up with a much more casual exposure to multiculturalism than any previous generation. For instance, if you ask a Millennial to define the word “diversity,” the answer you receive will likely have nothing to do with race.

Members of the Millennial generation tend to be goal-oriented. Many were required to volunteer in order to graduate from high school, and they exhibit high levels of social concern and responsibility. They arrive on the job with higher expectations than any previous generation and, with the click of a mouse, they can notify thousands of their cohorts about a company that falls short of their ideals. Companies with a one-size-fits-all strategy for attracting and retaining employees may have a very difficult time in the worldwide competition for critical Millennial talent.

ADDING MILLENNIALS TO THE MIX

With anestimated population as high as 70 million, Millennials are the fastest growing segment of today’s workforce. Millennials are smart, creative, optimistic, achievement-oriented and tech-savvy. They seek supervisors and mentors who are highly engaged in their professional development.

According to a 2010 Millennial Inc. survey conducted by marketing firm Mr. Youth and market research firm Intrepid, 75 percent of Millennials employed in the U.S. and U.K. have profiles on social networking sites. I help contribute to that number because I encourage all of our Rollins College Early Advantage MBA students to create LinkedIn profiles as part of their internship and job search strategy.  Furthermore, 54 percent prefer to make decisions by consensus, and that number shoots to 70 percent when they are among peers. Growing up “connected” has made Millennials excellent multi-taskers who prefer e-mail and text messaging over face-to-face interaction.

Having paid their dues, the two older generations desire respect from Generation X and Millennials.  However, the two younger generations believe that respect is earned by making a strong contribution, not by the passage of time. Millennials may believe that Baby Boomers are too rigid and tied to antiquated corporate rules, andargue that such rigidity stymies innovation. They may also feel that workers in the older generations have been too slow to adopt social media and other tools, and that they place too much value on tenure rather than knowledge and performance. All are valid points since perception is reality.

TIPS FOR MANAGING MILLENNIALS

When working with or supervising Millennials, you must focus on performance and consistently provide constructive feedback, praise, recognition and rewards (they are used to receiving trophies—even if they didn’t compete). Managers must impose stability and cultivate a team-oriented environment with immediate feedback and praise —the key to motivating and reassuring this generation. It’s important to know that they prefer regular, real-time check-ins to a formal annual review process.

Millennials want regular communication, no matter how it’s delivered. Robert Half International and Yahoo! HotJobs polled more than 1,000 Millennials and found that over 60 percent wanted to hear from managers at least once a day. They view inflexible work hours as outdated and unproductive, but look to their managers to help them balance work and other commitments.

When communicating with Millennials, be positive and tie the message to their personal goals or the goals of the team. Given their outlook, it’s best to avoid cynicism and sarcasm.

Millennials want increased responsibility, but need coaching on time management. They are committed to the company “long term,” which they define as one to two years. To keep up with the Millennials’ need for increased responsibility, consider increasing the number of rungs on the ladder or having the ladder go sideways, even if the promotions or lateral movements don’t come with salary increases.  This is a generation of individuals ambitious and creative enough to go out and become entrepreneurs if they are unable to find challenging, meaningful work in someone else’s company.

Taking the time to engage in a dialogue with employees about generational differences and perspectives will provide huge benefits in terms of productivity and retention, especially as the ranks continue to expand and people of all ages find themselves working together for one company and one goal.

Making the Most of Your First FloridaACE Conference Experience

Alicia Smyth, FloridaACE Information Management Director

I can remember my very first FloridaACE (known back then as FCPA) conference like it was yesterday. The year was 2000. We were in Key West, and there was no such thing as social media. To network, you had to actually talk to people! As a new professional and introvert, I felt disengaged and disconnected because everyone already seemed to know each other.

Over the years, I started to get more involved. I dipped a toe in by serving as a room host for a few years. I got to know more FloridaACE professionals by getting involved with the Colleges of Central Florida Career Consortium. Eventually, I chaired the conference evaluation committee. 10 years later, I joined the board. Year after year, I got to know more and more FloridaACE professionals and today, going to the annual conference feels like coming home to me. I regret not getting involved with FloridaACE sooner because many of my FloridaACE colleagues have become close friends and confidants.

I share my story as a cautionary tale. The new member experience today is a completely different one, thanks to FloridaACE online system advancements and social media (ideal for introverts and extroverts alike), along with some great ways for new members to network and engage at the conference.

Here are some tips and ideas for ensuring your first FloridaACE conference experience is a productive and fun one:

  • Follow and engage FloridaACE on social media! We are on Facebook, LinkedIn and Twitter. Twitter gets especially fun during the conference.
  • Tweet and/or Instagram before, during and after the conference using #FloridaACE15
  • Log in to your FloridaACE account and start connecting with members by visiting the online social community (can only access if logged in). Update your profile, add a picture, and start connecting with members!
  • See who’s attending the conference before you go (must be logged in to view)
  • Join a conference committee
  • Set several goals or intentions for your conference experience – what do you want to get out of your time in St. Augustine?
  • Attend the New Member Orientation at the conference – this is crucial!
  • Get to know at least one seasoned member who can introduce you to people – our amazing Board is a great place to start! Connect with members through social media and the online social community before, during and after the conference.
  • Bring business cards – they will come in handy
  • Be engaged during the conference – attend the events, don’t be afraid to ask questions during and after sessions, and make it a point to introduce yourself every chance you get
  • Try to distance yourself from the office if possible. You can’t learn anything new if you are busy checking emails during sessions. Your work will be waiting for you when you get back, I promise!
  • If possible, stay at the hotel where the conference is being held
  • Share what you learned with your colleagues back in the office
  • Continue to interact with FloridaACE members long after the conference is over through social media, email, consortia, and professional conferences

If you are an introvert or just shy, think of this as a professional development opportunity. I cannot tell you how wonderful my FloridaACE experience has been since I became actively involved. It is empowering to get to know people in your profession who do what you do and share your passion for helping (or hiring) students. Regardless of where you stand on the Myers-Briggs, you will leave the conference with a renewed sense of purpose, ready to celebrate the triumphs and tackle the challenges that come your way in the semesters to come. And next year, you’ll be the seasoned member who helps show new members the ropes!

Articles Worth Reading:
10 Ways to Make the Most Out of a Conference (The Muse)
12 Ways to Get the Most Out of Attending a Conference (U.S. News & World Report)
Conference Attendees: How to Get the Most Bang for Your Buck (HubSpot Blogs)

#TBT…Next Generation Aviation Career Expo at Broward College, South Campus in Pembroke Pines

aceby Ian Ferguson, Career Advisor, Broward College – South Campus

On July 11, 2012, the Career Center at Broward College’s south campus hosted a unique and successful career fair in conjunction with the Federal Aviation Administration.

The FAA approached Broward College’s Aviation Institute this past spring with an idea to explore recruitment and career opportunities for aviation students, and this proposed partnership became the nexus for the Next Generation Aviation Career Expo.  The Aviation department enlisted the assistance of Adam DeRosa, the South Campus Career Center Coordinator, who suggested ways to expand the project into the full-scale career fair.  After an initial conference, we scheduled biweekly meetings with key Broward College staff and FAA officials, and the expanded project quickly took shape.

With the assistance of Broward College Job Developer Autumn Whitfield, we began the process of reaching out to various industry-related corporations and federal agencies, taking the initially smaller-scaled symposium and turning it into the multi-corporate Next Generation Career Expo, with a participant list that eventually included Spirit Airlines, Gulfstream, the Transportation Safety Administration, and many more.

Additionally, we enlisted the participation of the major Broward College education departments and organizations from all four campuses, many of which were represented at individual tables at the event.  This enabled Broward College to have its own significant presence at the Expo, taking advantage of a marketing plan that included present, prospective and ace1alumni students as well as the general public.  The Expo culminated with an informative and extremely well-received panel discussion / Q&A session with Federal Aviation Administration officials, leading all involved to look forward to similar events at Broward College in the future.