Episode 13: Bethany Godsoe, NYU Wasserman Center
Bethany Godsoe from the NYU Wasserman Center for Career Development stops by the You Matter! studio to speak with Karen and Sabah about the Wasserman Center's services and how it can help in cases of job fraud and other career services challenges.
Bethany Godsoe is Associate Vice President for Career and Leadership Development. She provides strategic leadership for the Wasserman Center for Career Development and the NYU Leadership Initiative, including the Office of Global Awards and is responsible for cultivating a vision and strategy that enable students to build meaningful and rewarding careers with impact.
Bethany is an entrepreneurial higher education leader with a track record of creating innovative approaches to promoting student success. She brings 16 years of progressive experience managing high performing teams in enrollment, student services, research and leadership development. She came to this role after co-founding and directing the NYU Leadership Initiative for the past four years. Prior to the Leadership Initiative, Bethany served in two critical roles at NYU Wagner. First, as Assistant Dean for Enrollment and Student Services and next as Executive Director of the Research Center for Leadership in Action.
Bethany is also Adjunct Assistant Professor of Public Administration at NYU Wagner where she teaches Strategic Leadership to the Executive MPA students and The Meaning of Leadership for undergraduates. She received her BA in Anthropology from Cornell University and her MPA from NYU Wagner.
Intro Voices [00:00:05] Where do I go? It only happened once. I think I was singled out. The phone calls began about one month ago. What is hazing? Something happened to me when I was younger. I'm worried about my safety. He said he was sorry. Can someone help me? Where can I get help? Can someone help me?
Sabah Fatima [00:00:31] This is “You Matter”, a podcast for the NYU community developed by the Department of Public Safety.
Karen Ortman [00:00:38] Hi, everyone, and welcome back to You Matter, a podcast intended to inspire and motivate members of the NYU community who have been victimized in some form or fashion, and to identify resources both on and off campus that can help. I am your co host, Karen Ortman, Assistant Vice President of Field Operations at the Department of Public Safety and a retired law enforcement professional.
Sabah Fatima [00:00:59] And I am Sabah Fatima, a pre med graduate student here at NYU College of Global Public Health. If any information presented today is triggering or disturbing, please feel free to contact the Wellness Exchange at 212 443 9999.
Karen Ortman [00:01:15] Today we introduce Bethany Godsoe, Associate Vice President for Career and Leadership Development. Bethany provides direction to the NYU Wasserman Center for Career Development and the NYU Leadership Initiative. Bethany, thank you so much for speaking with us today. Let's begin by talking about the Wasserman Center and the NYU Leadership Initiative and how both serve the NYU community.
Bethany Godsoe [00:01:39] Well, first, I just wanna say thank you so much for having me here today. I really admire what you're doing with this podcast and I'm very grateful to have the opportunity to be part of it.
Karen Ortman [00:01:50] Thank you. It's our pleasure.
Sabah Fatima [00:01:51] Yeah, we're excited.
Bethany Godsoe [00:01:53] So as AVP for Career and Leadership Development here at NYU, I really see my mission as being about setting up our students for success in their lives beyond NYU. Each student will have their own definition of what success looks like for them, but for me, my goal is for all students to graduate with a sense of purpose, strong networks of support, and experiences and skills that really enable them to both be competitive in today and tomorrow's job market, and to make a significant contribution to work that they find both meaningful and rewarding. At the Leadership Initiative, we've set a vision of helping students develop their superpowers. So we really believe that everyone has an important role to play in creating positive change both in communities and in workplaces, wherever they live and work.
Karen Ortman [00:03:03] Can I ask you, what is a superpower?
Bethany Godsoe [00:03:06] Yeah. So a superpower is what you are uniquely best positioned to contribute to this world.
Bethany Godsoe [00:03:18] What is it that you—because of your personal history, your story, your strengths, your values, and then the unique sort of challenges that you find either in your community or your workplace—what is it that you alone can contribute? We all have those powers. And if we all spent just a little more time figuring out what they are and what's meaningful to us and honing them and then noticing the challenges where we can be of service, we would all make a lot more progress in the world. So that's really what the Leadership Initiative is about, is how do you figure that out? Yeah. It's not unlike life coaching, absolutely. We spend a lot of time, both through public events and workshops and in-depth immersive cohort based programs, with our students at the Leadership Initiative engaging in deep reflection, personal storytelling, as well as skills development—particularly focused on collaborative problem solving so that they can turn their ideas into action, so that they can use those stories to move both themselves and others to action in ways that are going to create change in the world. For those students whose vision of change and a vision of their own superpowers involves research, we also do very deep advising in preparation for global awards competitions like the Fulbright, Rhodes, Marshall, and Truman scholarships, where students get really exceptional opportunities, post graduation, to engage in that kind of world changing scholarship. So that's what the Leadership Initiative is all about.
Karen Ortman [00:05:21] So if a student listening has a question about their own superpowers, is there someone in your area that can speak to them to help them identify what they are?
Bethany Godsoe [00:05:37] Absolutely. So they can, of course, walk into our little store front office at 12 Washington Place, just off Washington Square, and speak with whoever is at the front desk just to understand a little bit more about what's offered there and the kinds of programs and events and activities that are coming up that they could be a part of. We offer these mentoring groups that they can apply to be a part of, which is a small group of students who will work together over the course of a semester to do deep reflection and skill building with one another and really develop a community of support. So they could engage in those kinds of programs as well.
Sabah Fatima [00:06:20] Oh, that's great. That's really cool. I like how the initiative is being more proactive about people finding their superpower instead of them getting into a job and then figuring it out afterwards.
Bethany Godsoe [00:06:32] That’s certainly our hope. I mean, I really think that we don't necessarily have a singular purpose in this world. Each of us that, you know, it hits us one day and our life is forever changed. But that instead the real sort of skill is to be able to cultivate that sense of purpose over time. That you're constantly sort of understanding what your strengths are, values are, and what the needs are in the world that those strengths and values can be of service to. And that's where we find that purpose. So at the same time, at the Wasserman Center, we're working to build networks of support and opportunity for our students so that they can build rewarding careers post graduation. So what we're really focused on right now is kind of building on the center of excellence that's been established at Wasserman over the years—it's been recognized as a leader in the field, in higher education—and trying to bring that work out into the community. So connecting with alumni, with employers, with faculty, with student leaders, with our student affairs colleagues, with advisors to really equip them to have increasingly effective career conversations with students so that they can both provide them with guidance and with connections to opportunities and experiences that will prepare them to be career ready when they graduate. And while the people that I've mentioned are absolutely the ones who make that vision come to life for our students, there is a critical role for technology as well. And so right now at the Wasserman Center, we're investing in the latest and most innovative career development technology systems that are available. And we've started this summer by launching Handshake, which was created to connect students to great opportunities.
Bethany Godsoe [00:08:46] It replaces NYU’s CareerNet. And we have already, just this summer, seen more than 50 percent increase in the job postings on our system by changing over from CareerNet to Handshake. So we're very, very excited about that. But in addition to just increasing opportunities for students, Handshake also offers the added benefit of increasing safety and security for our students, which is critically important to us.
Karen Ortman [00:09:21] Before you go on, can you briefly explain the switch to your previous platform, CareerNet to the current platform, Handshake? What was the catalyst for that?
Bethany Godsoe [00:09:37] So there were a couple of things we were trying to achieve. One was to increase user engagement and satisfaction. CareerNet had become a little outdated, given the kinds of technologies that our students and alumni are using today. And Handshake feels much more like LinkedIn. And in terms of the way you create a profile on it and just the user interface networking. And then the ways in which it starts to learn about you and provide you with some suggested directions you might explore is more like, say, Netflix. You know, it looks at what you are favoriting in terms of different jobs, what are the filters you're using in your searches. And without ever sort of hiding any opportunities from you whatsoever, it starts to present new ideas for you to explore as well. So it's highly interactive, yes. We also wanted to enhance the data that we had on jobs available for students and on the ways in which students are pursuing their career development so that we could use that data to better serve our students over time and Handshake offered better analytics capacities for us. And then, as I mentioned, it does include added layers of security around job postings, which is critical for us. There are now three layers of vetting that employers go through before they can engage with NYU students. First, Handshake—which I should say is at eight hundred plus institutions at this point, higher education institutions, and has over 250,000 employers—first, they vet all employers who register for their system. So some of the steps they've taken to prevent fraud include preventing known fraudulent domains from registering and making it apparent when an employer requesting access, uses a personal email versus their company’s domain. Second, our team will still carefully vet each employer to ensure they are legitimate and meet our own standards, which may be higher than Handshake’s general standards. We can view how many of our peer institutions have approved or declined each employer and any flags that were noted by other schools—those other 800 plus institutions. So that's going to be extremely helpful to us in preventing fraud.
Karen Ortman [00:12:52] That's going to change the direction, I think, of issues related to these fraudulent postings that we have seen, at least over the course of the last few years in Public Safety.
Bethany Godsoe [00:13:06] Yeah. Now, it's not just NYU trying to vet these right individuals. We have all of our peers and we have the Handshake team as well. So it's really helpful. But even once we've approved them, our teams still vets each job. So in the event that an employer was approved, but the job still has some flags around it, there's another chance for our team to review it and be on the lookout for any warning signs. I want to mention one other significant difference between our prior system and Handshake, and that's that employers must approve any new contacts for their own company. So sometimes the frauds involve people posing as a representative of an established company now. So now, before somebody can post a job for any particular company, they have to be approved by their company's Handshake contact and approved in the system. And then we would see them.
Karen Ortman [00:14:26] A lot of layers of security. That’s great.
Sabah Fatima [00:14:31] How can students identify false job posts?
Bethany Godsoe [00:14:35] So it might be useful to back up for a minute and just kind of define what we're even talking about when we say, you know, fraudulent employers or fraudulent jobs, because it can take on many different meanings and sometimes it means that the company is completely made up.
Bethany Godsoe [00:14:57] It's not legitimate at all. But other times it means what we were just talking about. The company is real, but the individual is posing as a representative rather than actually being an employee of that institution. Many fraudulent job postings attempt to trick students into sending money or gift cards or sharing personal information as part of the job application process. Others can entail students doing work such as door to door sales for little or no compensation when that really wasn't the job that was initially described to them. So those are a few of the different variations that these kinds of scams can take.
Karen Ortman [00:15:55] Is there ever a legitimate job posting that would request a student to pay a sum of money upfront or pay in gift cards or in any other form in exchange for the review of their application for employment?
Bethany Godsoe [00:16:15] No, that's never legitimate.
Karen Ortman [00:16:19] I didn't think so. But I wanted to hear from you.
Bethany Godsoe [00:16:33] There are third party recruiters who do require payments to place people in jobs, particularly overseas. We do not allow them on our system.
Bethany Godsoe [00:16:37] So I don't ever want a student paying anything to get a job. And if anyone approaches them about that, they should call our office immediately. They can come in, sit down with us, talk through what's going on. We can help them assess the situation. But never under any circumstances should a student or an alum transfer funds to a potential employer.
Karen Ortman [00:17:06] Or any other form of payment, credit cards, gift cards.
Bethany Godsoe [00:17:09] Correct.
Karen Ortman [00:17:11] What is the best way that a student or an alum can contact the Wasserman Center in order to report something suspicious?
Bethany Godsoe [00:17:20] I'd ask that they send a message to firstname.lastname@example.org letting us know what's happened, and that will go directly to our employer engagement team. They will get right back to the individual and also do some research on that employer. They can then connect the individual to a senior career coach who can help them with their job search and to other resources.
Bethany Godsoe [00:17:54] But that initial point of contact about anything related to a potential job fraud should go to email@example.com.
Sabah Fatima [00:18:01] How can students minimize engaging with fraudulent employers?
Bethany Godsoe [00:18:07] Well, since scammers can often be very sophisticated, it's important to keep in mind that many of these jobs may look just fine on the surface. And while we now have all these layers of security on our Handshake system, I know that students are looking at jobs on other platforms as well. And so I want them to be aware of that, that the job might look just fine. But the fraudulent activity may not actually begin until the interview, when a student could be asked to complete a task as any part of the selection process that involves the transfer of money through, as we said, gift cards, cash or to share personal information. So generally, if the job posting, email, or interaction with an employer has any of the following, it might not be legitimate. So if they offer to pay a large amount of money for very little work, that's a flag. If they offer you a job without ever interacting with you or after a very brief virtual conversation, that's a flag. Employers get many, many applicants. They screen them rigorously. They do not just hand out job offers. If anyone requests an immediate interview an online chat platform like Google Hangouts, that could be a flag. I'm not saying that there are no legitimate employers who ever use, you know, Google Hangouts. They might, but it really is a warning sign if you apply and they immediately reach out to you through that kind of mechanism. If they request any personal information from you, like Social Security number, bank account numbers, credit card information, copies of your passport or license or other personal documents during the interview process. Of course, once you're hired, you often have to present the authorization to work. But that happens much later, not during the interview process. If an employer requests you to transfer or wire money from one account to another, purchase any kind of gift cards—we keep saying gift cards, but when I have seen this happen, that has been the mechanism and it has occurred through Google Hangouts. So the fraudulent employer or the scammer has reached out to the student through Google Hangouts and said, you know, “I need you to just complete this payment, five hundred dollars, five thousand dollars,” whatever the amount might be, “Can you go get an iTunes card, scratch off the back, and send me a picture of it through this hangout.” That is a huge warning sign. Immediately cease communications with this individual. Contact us at firstname.lastname@example.org or just come to our office at 133 East 13th Street in Union Square or in the Wunsch Building in Brooklyn, and we will help.
Sabah Fatima [00:21:47] Can you share a story of a previous incident and how it was positively resolved?
Bethany Godsoe [00:21:53] Sure. So we do have a lot of this information about job scams and fraudulent jobs as permanent announcements on our website, on Handshake, we’ve included informational presentations and so on. So there are students who noticed these warning signs and report to us. We actually had a very recent situation, before we transitioned to Handshake, where a student was contacted by an employer for a job they'd applied to through CareerNet.
Bethany Godsoe [00:22:30] And there was nothing particularly suspicious about the job posting initially. But the employer contacted the student through Google Hangouts and told them that they would mail them a 5000 dollar check to purchase training equipment. The student was aware of the sort of warning signs and declined the request and alerted us to the situation.
Bethany Godsoe [00:22:59] What would have likely come next was, “We'll send you that check. But first, you need to give us five thousand dollars. You need to find the money or go out and buy something. We’ll reimburse you.”
Bethany Godsoe [00:23:13] That's the way that they work. They always promise the money's coming and then it just doesn't. So immediately we removed the posting and we added the employer to our block list. So we have a list of employers and emails that can never be approved to prevent future attempts at engaging with the students.
Bethany Godsoe [00:23:39] We also contacted all the other students who'd applied to that role, because we have the capacity to track that through our career management system, and we advised them not to engage with the employer. So thankfully, because this student had caught it so early, no one else was affected by the job scam.
Sabah Fatima [00:24:04] Well, let's segue into career fairs. How can students get the most out of career fairs?
Bethany Godsoe [00:24:10] So career fairs are just one kind of employer event that we offer at the Wasserman Center. We also do information sessions from companies. We do meet ups, coffee chats, and increasingly, we're engaging employers in doing skill building workshops for our students. The employers are excited to share what they know. The students are excited to learn directly from employers, and it's a nice way for them to get to know one another. But the career fairs are still huge. We'll have over 4000 students at our fair in the fall and over 200 employers. So it can be a very busy event and it is important to come prepared. First thing is to remember that career fairs are really best for students who are interested in meeting a number of employers in a very sort of quick and efficient way, and understanding the range of opportunities that might be available to them. They are not great opportunities for real relationship building or for lengthy conversations. That said, students should review in advance, you know, the list of employers that are going to be present and pick out those that they want to target, because there's no way they'll be able to visit with everyone at the fair. Then they should do their research on those employers. Learn more about the company or organization and understand what kind of opportunities they're out advertising for and what they're looking for. Bring along a resumé that is customized somewhat to what you've learned the employers are looking for. Now, it's hard to customize a resume when you might be wanting to speak to 10, 15 or 20 different employers, but generally speaking, you might bring three different resumes to a career fair, if you want. You can certainly come to the Wasserman Center before the fair. Many, many students do for a 15 minute drop in session, for example, or for a 30 minute appointment. But if it's just to get your résumé reviewed before you go to the fair, a drop in is perfect for that. You can also practice with us your pitch. It’s really important to think about how you're going to introduce yourself to the employers that you're meeting. What are you going to tell them about yourself that might make them remember you after the fair? And even more important, what questions are you going to ask them? So this isn't just an opportunity to say, you know, here I am and this is how great I am. But instead, to ask some really smart, informed, targeted questions that demonstrate that you've done your research.
Karen Ortman [00:27:18] Where do these career fairs take place?
Bethany Godsoe [00:27:21] So we have them at the Metropolitan Pavilion—it's an off campus site. The Fall Fair, because it is so big, NYU doesn't have a facility that can hold it. In the spring, we have two fairs in the Kimmel Center. One is for summer opportunities and one is only for graduating students for full time opportunities. Those who are looking at industries that do what we call “just in time hiring”, so unlike the finance firms and consulting firms where they hire a year in advance—so coming to the fall fair, you're going to see what their opportunities are for after you graduate next year—industries like nonprofits, arts, entertainment, sometimes media will hire just in time, a couple months before they want somebody to start. And so graduating students who don't have a full time job secured in the spring can come to that fair to meet with those kinds of employers.
Karen Ortman [00:28:34] And I assume that you have a pretty robust marketing campaign to advertise everything that you're doing for an upcoming year or throughout a summer.
Bethany Godsoe [00:28:42] We do and through our website, students can sign up for newsletters that are customized in various ways, depending on what your interests are. And you can get those news, but of course, we're also very active on social media and students can find out there. But that brings me back to something I talked about in the very beginning of this conversation, was really building this sort of network of support and opportunity. So we want students to also be hearing about these kinds of opportunities from their advisors, from their RAs, from the heads of the student clubs they’re a part of, from their faculty. So we're working very hard to inform all of those folks about what we're doing because we know that students really like to get their information from people they already know and trust.
Karen Ortman [00:29:37] So if we can go back for a moment to Handshake, the new career management platform, can you tell our listeners in what ways you'll be able to measure the success of the new platform?
Bethany Godsoe [00:29:51] Sure. So first, at the most basic level, we're already looking at engagement. So how many students and alumni have activated their profiles? We’re up to about 7000 at this point, having just launched last month. How many employers have signed on and how many opportunities have they posted? I already talked about that increasing by over 50 percent already in terms of the postings. Next, we look at the diversity of employers and opportunities that are available and the fit with the interests that our students have in terms of their majors and in terms of what we see from our Life Beyond the Square survey in terms of where students end up. So we're constantly assessing, you know, how many employers do we have in there and how many opportunities are posted in government and how does that compare to sort of the percentage of our students we know probably want jobs in government, in startups, in the arts, in marketing, in cultural institutions, in international development, and in any range of sectors. And then we proactively reach out to employers in those areas where we have fewer opportunities. Over the past few years, those efforts have really focused on startups, technology and the arts, entertainment and media, which is actually the top industry that our students have gone into for the last couple of years. This coming year, we're really focusing on global employers so that we can increase our support and the opportunities for international students, but also for American students who want to develop global careers.
Bethany Godsoe [00:31:58] So historically, we've measured the success of everything we do and Handshake is just, you know, one piece. But it is a major tool in advancing our mission based on placement rates and starting salaries, which we gather through our Life Beyond the Square survey. This year, we're introducing new questions that focus on the quality of the jobs that students are getting. So I'm really eager to have us learn more about whether the jobs students are landing right after graduation, because we already know we have very high placement rates. Over 96 percent of our students are working or in graduate school within six months, very high starting salaries nationally, way above averages. But do students feel like those jobs are setting them on a path toward a rewarding and meaningful career? That's really what I have to start assessing and understanding. And then we can tie that back to the ways in which we are using Handshake, students are using Handshake, and employers are engaging with Handshake. And how that tool is helping us not just to connect students with opportunities, but to connect them with meaningful opportunities that lead to what they would define as good jobs.
Karen Ortman [00:33:27] And connecting them to their superpowers.
Bethany Godsoe [00:33:31] Absolutely.
Karen Ortman [00:33:32] So in spite of the layers of security that Handshake has, in the event that one of our students or alumni has become victim to some fraudulent activity on Handshake, what guidance would you give that person? What should they do?
Bethany Godsoe [00:33:56] Well, the guidance would be the same, whether they have discovered this posting through Handshake or some other means.
Bethany Godsoe [00:34:08] I'd still want them to contact us at Wasserman through email@example.com or by coming into our office in person. Because we want to put on our block list those employers, even if they haven't been through Handshake, so that we're alert to them before they even get to our system.
Karen Ortman [00:34:32] And we would like them to report to Public Safety as well, particularly to Victim Services.
Bethany Godsoe [00:34:36] Yes. So we will always refer students to Public Safety Victims Services as well as to the Wellness Center because this can be a disturbing experience, too. Even if you haven't followed through and lost any money or shared any personal information, it's a violation nonetheless. So I want students to know that the Wellness Center is there for them as well. I know that Public Safety will help them in terms of filing a police report if they would like to with the local police as well. It is hard to track down these folks who are committing these frauds, but it's never going to happen if you don't actually, you know, report it. So we do want them to report to us as well.
Sabah Fatima [00:35:34] Can you speak generally about the ways in which the world of work is changing? What employers are looking for, particularly in recent graduate hires, and what students can do to prepare themselves to be successful in their lives beyond NYU.
Bethany Godsoe [00:35:48] Yes, of course. That's one of my favorite topics.
Bethany Godsoe [00:35:50] So I think there are two really important trends to pay attention to in the world of work. The first is the frequency with which people are changing jobs— it might be about every three to five years now— and the sum total of job changes and even career changes that people have over their lifetime, given that people are working far longer than they did in previous generations.
Bethany Godsoe [00:36:28] Coupled with that, there is the trend for employers to hire contract workers. We talk a lot here about the gig economy now. So in that context, I want to go back to this sense of your superpowers and your purpose.
Bethany Godsoe [00:36:49] Really spending time while you're in school to understand what your strengths are, what your values are, and how those meet needs in the world will help you identify the kinds of opportunities that are going to be a good fit for you. Particularly, when those might not be in a sort of sequential ladder like career with one or two employers over the course of your career. It's going to look much more like a lattice—you're going to be moving, you know, companies, employers, even sectors and job functions. And so really, knowing what is at the core for you, that's important, and what you have to offer. So then that connects also back to this notion of knowing your story and being able to tell it. Developing an authentic and powerful identity as a professional, both online and in-person, is absolutely essential today. The resumé is almost a thing of the past. I hesitate to say that because I still want students to create a resume, and to create it well, and work hard on it because it's essential to apply to a job. But more important is, you know, what's the footprint you leave digitally and in your human interactions? What will people say about you? And related to that, how diverse and strong is your network? So as you're working on sort of clarifying who you are and what you have to offer, gaining experiences that allow you to explore that and really demonstrate your commitments and your skills also need to be developing a broad and diverse and strong network. Because it's not that you're just going to advance through a single company. And when the world changes around you, you're going to be more resilient if you have that network to connect with, to find out about other opportunities, have people refer you, have people give you guidance, etcetera. The other trend that I'd like to mention is automation and artificial intelligence. So this is the other thing that we hear a lot about in the news, right? The number of jobs that are gonna be eliminated by automation, though many studies also show that as many jobs as will be eliminated, other jobs are also created. But this is not just at sort of the kinds of jobs that don't require a college degree. A lot of the entry level jobs that do require a college degree are even involving automation now. So what our students need to do to prepare themselves is to develop those capacities that are uniquely human, develop their communication skills, their emotional intelligence, their meta cognitive skills, their capacity to be systems thinkers and to solve complex problems with other people across boundaries of difference. So to work with teams of people from many different cultural backgrounds is critical.
Bethany Godsoe [00:40:37] When you have those skills, you will advance in your career because those are the skills that are going to enable you to manage others, to create breakthrough ideas, to sell your ideas to your peers and to others and to move up. Technical skills are critical, they're absolutely important. Need to be up to date on whatever technical skills are in your industry right now. But a lot of employers are saying to us, “We can teach students those skills, we want students who can think and who can learn and are willing to learn.” They say now the half life of these skills is about five years.
Bethany Godsoe [00:41:28] So you're retooling constantly. And so if you develop that capacity to learn and you demonstrate that capacity to learn, you're going to be a lot more successful.
Sabah Fatima [00:41:40] That was motivating advice. I love it. Bethany Godsoe, is there any other information you would like to share that has not already been discussed?
Bethany Godsoe [00:41:50] Well, yes, I do need to go back to the issue of the job frauds really quickly. And I just want to mention that some of these criminals who are trying to scam our students recognize that career centers like Wasserman are getting very smart with their technology and are able to sense them out. And they're going around us and going directly to students. So some try to go directly to student clubs and organizations, specifically targeting often those students who have fewer opportunities for paid work off campus like international students. So they might reach out to a club leader whose email is on their club's website and available publicly to ask them to forward an opportunity to their members to, you know, want to do some kind of a virtual event with them or something, even to give their club maybe some funds in exchange for the mailing list of their members or what have you. So if any student organization or group is contacted by an employer about any kind of recruitment activity, I would really recommend that they touch base with our office. There are many, many legitimate employers who enjoy engaging with student clubs. And that's terrific, we want to encourage that. But they often do start with us. And so we're happy to assist students in vetting employers and really figuring out whether an event or a communications message or an opportunity that an employer is proposing, you know, is legitimate. And if, you know, we should be involved or they can do it on their own, we're happy to help out in those ways.
Karen Ortman [00:44:03] Great information.
Sabah Fatima [00:44:05] Yeah, it is great. Well, thank you to our guest, Bethany, and to all of our listeners for joining us for today's episode of You Matter.
Karen Ortman [00:44:10] Yes. Thank you, Bethany.
Bethany Godsoe [00:44:12] Thank you so much for having me.
Karen Ortman [00:44:13] If any information presented today was triggering or disturbing, please feel free to contact the Wellness Exchange at 212 443 9999. You can also get in touch with NYU’s Department of Public Safety and their Victim Services Unit by calling 212 998 2222.
Sabah Fatima [00:44:34] For more podcasts like these, you could find us by searching for You Matter on Apple podcasts or Google Play.