MyEdu’s relationship with University of Louisiana System featured in the News Star


MyEdu’s partnership with the UL System was featured in the News Star, in an article title “Job search platform unveiled at ULM.” As the article describes,

…the goal of the partnership is to make it easier for students to establish goals that will lead them to a meaningful career, stay on track with courses, find exciting internships in their field, and connect with potential employers early in their college years.

“We are excited about these innovative tools because we think they will make a difference for our students, and student success is our highest priority. Another high priority is meeting workforce demand and this initiative gives employers a smarter, more efficient way to recruit the talent they need,” said Woodley.

You can view the article here. 

UT Tyler Adopts MyEdu

The University of Texas at Tyler has adopted MyEdu, in order to assist students with both academic and career goals, President Rodney H. Mabry announced. With MyEdu, UT Tyler students can design class schedules, develop a personal education plan, track assignments and calculate their GPAs. “In addition to their academic advisor and faculty mentor, MyEdu is a tool that can facilitate the academic success of our UT Tyler students,” said Dr. Scott Marzilli, UT Tyler assistant vice president for teaching innovation and student success. “MyEdu not only helps student smoothly transition from one semester to the next, it also allows them to create an electronic portfolio highlighting all of their academic accomplishments throughout the years.”

You can read the full press release here.

Hire Calling: A Needle in a Haystack


A resume is a shallow way of judging anyone, but it’s a particularly poor way to determine if a college student is a good fit for an entry-level role. While endorsements or other profile attributes may seem useful, they fail to add the “proof” of the skill in order to illustrate how the student learned the skill, where they’ve exhibited it successfully, or how practiced they may be in it. Online professional profiles need to help students shine. This can be done by contextualizing their skills in projects or work experiences in order to substantiate how a particular skill fits into a larger story – a story of a specific student achieving specific success in their first job or internship.

UL System Joins Forces with MyEdu to Help Students Succeed in College, Get Jobs

The University of Louisiana System and the online education platform MyEdu today announced a partnership designed to connect the system’s 92,000 students with employers as they progress through their academic journey. By leveraging the scale of the UL System’s nine universities and the power of the MyEdu platform, students will have the tools to be able to complete their degrees in less time, establish a professional profile to better represent their skills and expertise, and connect with employers, internships, and jobs early in their academic journey.

“A recent national study found that over half of recent graduates were either unemployed or not working in a job consistent with their degree. We are determined to make sure this does not happen to our students,” said UL System President Sandra K. Woodley.

According to Woodley, the goal of the partnership is to make it easier for students to establish goals that will lead them to a meaningful career, stay on track with courses, find exciting internships in their field, and connect with potential employers early in their college years.

“We are excited about these innovative tools because we think they will make a difference for our students, and student success is our highest priority. Another high priority is meeting workforce demand and this initiative gives employers a smarter, more efficient way to recruit the talent they need,” said Woodley.

Thousands of students on UL System campuses already use MyEdu’s free online academic and career planning tools to schedule classes, develop personal education plans, and access other applications. Now, even more students will be joining and creating profiles to tell their stories in ways that traditional résumés can’t.

“The profile can highlight the same things your résumé would, but it tells a more compelling story,” said Davante Lewis, UL System student board member and a student at McNeese State University. “It’s a way you can market yourself beyond the typical ‘what did you graduate in’ and ‘what jobs did you have.’ Résumés and sites like LinkedIn are designed for experienced professionals. The MyEdu student profile is designed to show what students are capable of. It makes a huge difference in positioning yourself for a successful career.”

Lewis said students do a lot of innovative things but don’t always know how to promote themselves.

“Maybe you’re an engineering student, but you’ve only had the privilege to work in a pizza place or on campus in the bookstore. This is a way that you can show, even though you haven’t had engineering jobs, that you’re serious about engineering. Maybe you did a class project where you built a mechanical robot that irons clothes. You’ll want to highlight that project and the skills you developed in the process,” Lewis said.

Lewis, who demonstrated the MyEdu platform today for board members, said he found MyEdu easy to navigate. He predicted students will find many aspects of the profile familiar with those of other social networking sites. “The MyEdu profile and the way a student can use it to tell their story has elements in common with other social networking sites they use every day.”

Employer Marketplace

MyEdu is available at 800 higher education institutions and throughout the country and offers students access to millions of jobs and internships from top college recruiters like AT&T, New York Life, Polaris and others. MyEdu’s academic, profile, and job matching tools are offered free to institutions and students. MyEdu’s employer customers pay to post highly targeted jobs and internships as well as build mentoring relationships with students, helping them to build the skills and talents necessary for success in their career.

“We are excited to partner with the University of Louisiana System who shares our mission to support student success from enrollment to employment,” said Michael Crosno, Chairman and CEO of MyEdu. “Employers have told us that the key to hiring students who have the right skills and talents to be successful is building a relationship early in their academic journey. They are excited about this unique opportunity to connect with students across the UL system.”

Woodley told the board she expects to return in the next couple of months with an update on the initiative and the employers who’ve committed to the project.

About The University of Louisiana System

The University of Louisiana System is Louisiana’s largest higher education system enrolling over 92,000 students at the following nine universities: Grambling State University, Louisiana Tech University, McNeese State University, Nicholls State University, Northwestern State University, Southeastern Louisiana University, the University of Louisiana at Lafayette, the University of Louisiana at Monroe, and the University of New Orleans.

Link to official press release

Congratulations to our $10,000 Scholarship Winner!

Congratulations, Jake Evans!


MyEdu is thrilled to announce the winner of our 2013 Fall Tuition Sweepstakes, Jake Evans! By creating a free MyEdu Profile, Jake was entered in a sweepstakes drawing, and has won a $10,000 tuition scholarship towards his studies. Jake began using MyEdu during his undergraduate degree at BYU and is now enrolled in medical school at the Carver College of Medicine at the University of Iowa. Here’s a view of Jake’s winning profile:



Congratulations, Jake, and we wish you the best of luck in your studies!

MyEdu Introduces Faceted Talent Search



Today, MyEdu launched a comprehensive Talent Search within our employers platform. Recruiters and hiring managers can easily browse through candidates based on facets like School, Major, and Graduation Date, and can search across half a million rich student profiles for skills, extra-curricular activities, specific courses, sports, and other differentiation factors. Recruiters looking to fill technical sales roles can, for example, identify competent engineers who participated in sports throughout their undergraduate experience. Or, hiring managers in healthcare who are looking for a combination of nursing credentials and volunteer work can hone in on the ideal candidates for their open positions.

This new Talent Search functionality helps students realize MyEdu’s value proposition: when you elect to make your profile public to employers, we’ll help you tell your story in a meaningful way, so you can get a job or internship that matches your unique skills and expertise. And, this new functionality helps our employers manage the “bottom of the funnel”, finding candidates that are a perfect fit.

Employers can visit to learn more about MyEdu’s Employer Platform.

Why Mentees Make Good Recruits

Once a floundering freshman at the University of Kansas, I found guidance and inspiration from an unexpected source: my honors English instructor, Professor Tony Gowen. At that time, he didn’t know it (and I certainly didn’t either), but he would play a key role in my success in college–and beyond–as a mentor.   As they often do, mentors and mentees find one another at random and unexpected times. For me and many other college students, however, when the relationship falls into place, it proves to be effective in a number of ways, especially in successfully securing a job upon graduation.

Mentorship not only offers college students guidance, but it provides them with the opportunity to gain skills that students would otherwise have to wait for and learn in the “real world.”

To start the mentorship process, finding the right influencer is key.  How can a student find a mentor that will result in a meaningful, successful relationship, you ask? Three things:

  1. Have a goal.  Know what you want to get out of this mentorship, whether that means getting employed in a field in a certain number of years or getting accepted to a specific graduate school.
  2. Take action. Steven Covey, author of 7 Habits of Highly Effective People, reminds us to think of the end in mind, FIRST, not last! Don’t just sit around– visualize what you want in your life and go for it!  Students who take the initiative to seek out a mentor are already one step ahead of students waiting for their dream jobs to fall out of the sky.
  3. Find someone who will be truly influential to you. It’s that simple. Find someone you want to be like…and be like them.  Emulate their professional behavior, thought process and work ethic. That’s what happened in my case with Professor Gowen.

So, why should mentees matter to recruiters?

Because mentorship allows for candidates to establish a certain skillset outside of the classroom, including critical thinking, problem solving, public speaking, and most importantly, that of relationship building.  All are music to recruiters’ ears.

It’s no secret to headhunters that candidates who have been mentored make great employees. Why? Because they’ve given their futures more thought than just “What should my major be?” They’ve taken the time to expand their knowledge of a chosen industry outside of class, outside of extracurricular activities and even outside of internships.  It’s what distinguishes these candidates from those who only have a 4.0 GPA to show for their time spent in college.

It’s important that recruiters take note of mentorships because those relationships prove which individuals are willing to learn, eager to improve and ready to continue building and maintaining meaningful relationships in their careers moving forward.

A young professional who has gone out of their way to emulate and learn from a role model in their chosen profession shows true drive and passion for what they want to do. Mentorship requires much more of a college student than simply completing classwork–it shows recruiters exactly who is determined to go above and beyond the rest of the pack to obtain skills that brings them one step closer to landing their dream jobs.

Customer Service and Company Success – An Interview with Dr. Joseph A. Michelli

Is customer service vital to a company’s success or just a nice thing to do?

We tackled this question recently with business consultant Dr. Joseph A. Michelli, who wrote a number of books, including “Leading the Starbucks Way” and “The Zappos Experience: 5 Principles to Inspire, Engage, and WOW.”

What’s the connection between happy employees and great customer service?

I think it’s very, very difficult to have happy customers with disgruntled workers. When you’re really looking to build a business that has any kind of sustainable success, either on a customer service front or even innovation or product development, employee satisfaction and employee engagement is critical to the long-term prospertiy of businesses.

Zappos deems itself a “service company that just happens to sell shoes.” Can other kinds of companies get away with a similar mindset?

I think you have to have a passion for your product to be truly successful in business today. I’m always cautious to say it’s about both shoes and people or it’s about coffee and people in the case of Starbucks. If you have poor quality coffee, few will come to your business to see how nice you’re going to be to them. People come with a functional need and they hope you’ll be nice to them.

Both Zappos and Starbucks have a lot of employees that are college-aged or recent college grads.  How may an employer psych up this target audience to give great customer service when they may just be doing the job to help pay for school or while they find their “career job”?

At Zappos or Starbucks, for many people who work there it’s not their aspiration to be a barista or someone sits in a call center for the rest of their lives. But these brands do a good job of saying to employees, “Look, you have an opportunity for the time you are with us to do something of significance.” I think when you sell people on the notion that they are powerfully able to touch lives and make a difference, you get people charged up to do great things. And then they make meaningful contributions and grow in those businesses or the skills they develop are inherited by the next employer.

Can transforming the company culture of a workplace also transform how employees deal with customers?

Yes and no. You can’t overcome poor talent. So if you don’t have a critical mass of people who are capable of taking care of someone other than themselves, it’s pretty hard to grow a service culture. I’ve work with companies to transform the workplace and it often starts with leadership changing the way they treat employees. You can make great strides with existing talent if you have that effort and a very enlightened and emotionally intelligent leadership. But I do think you can’t completely make the turn unless you’re also focused on bringing the right people in to advance the culture and defend the culture.

Why should customer service as even an ideal matter to a person whose job is technical and who doesn’t work directly with customers?

Everybody serves somebody. The best leaders I have ever seen are the CEOs who have vision and a servant’s heart. These leaders have learned that they need to take care of people around them. The only way people succeed in the world is profiting other people.  Sometimes we are the direct service provider, whereas other times we have to inspire and lead a team of people to profit others. However it works, if you don’t figure out how to serve other people, no matter where you are, I think there is a ceiling of how far you can go in life and in business.

If an employer treats their employees well, are the employees more likely to treat the customers well?

Yes, they’re more likely.  Assuming you have staff committed to being of service and you as a leader treat those staff well – you are very likely to have a high performing service business.  If you have selected a team of selfish employees it may not work out however. If you treat me well, and my commitment is to treat others well, I’ll think, “Oh wow, this is the perfect environment for me to do what I am committed to doing.. People are like me here. They treat me well, I treat others well.” You don’t want to create a cruise ship for employees unless you have employees who will extend the party out to the customers.


Dr. Joseph Michelli is an internationally sought-after public speaker, organizational consultant, and a  #1 New York Times bestselling business author who has worked with and written about customer-centric organizations such as Starbucks, Zappos, UCLA Health System, The Ritz-Carlton Hotel Company and the World Famous Pike Place Fish Market in Seattle, Washington.

MyEdu featured in EDUCAUSE REVIEW

MyEdu is featured in a new case study in EDUCAUSE REVIEW, describing our platform and explaining the relationship between our various profile and academic applications. The article describes these three findings:

  • Relatively few college students use professional social media to set up professional profiles, and most prefer not to use popular social networks to share and find information about jobs and internships.
  • MyEdu provides a free platform for students to build a professional profile and find employment opportunities that match their skills, interests, and abilities.
  • MyEdu for Employers provides college recruiters with access to student profiles in an easily searchable format and enables private contacts between employers and interested, qualified students.

You can read the whole article here.

Hire Calling: Silver Bullet


While some recruiters have a “top of the funnel” problem, most college recruiters face the opposite issue: they have an abundance of potential, but no way to prioritize, rank, or filter the results to a meaningful and manageable level. Quantity is perceived as an indicator of a quality solution, but recruiters don’t have the time to sift through hundreds or thousands of candidates to find the needle in the haystack. In fact, no tool is a silver bullet for recruiters, who are constantly asked to do more with less. Software can help, but only if it provides the recruiter with their most valuable and scarce commodity: their time.

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