The Impact Of National Service On Employment Outcomes

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The Impact of National Service onEmployment OutcomesPeter LevineKei Kawashima-GinsbergJodi BenensonNoorya HayatCNCS Research and Evidence Webinar SeriesMarch 21, 2018

AcknowledgementsResearch TeamMelanie ChapmanHayley CohenBen CostiganHannah DardashtiVictoria FahlbergCaitlin Hall-SwanJeff MoyerKathy O’ConnorOluchi OgbuAsad SiddiquiFelicia SullivanThomas Wilde SmithSupported By

Background Previous research shows better odds of becoming employed if people volunteer(Spera, Ghertner, Nerino, & DiTomasso, 2015) Young people who participate in service-related programs have improved economic,academic, and psychosocial outcomes compared to peers (Dávila & Mora, 2007;Flanagan & Levine, 2010) Communities with higher levels of civic engagement recover from economichardships quicker (Kawashima-Ginsberg, Lim, & Levine, 2012) Hiring managers see volunteering as relevant experience to consider when makingemployment decisions (Day & Devlin, 1998; Deloitte, 2016)

The ChallengeMuch of the research in this area is based on surveysof managers who may say they want to hire volunteerseven though volunteering may not actually matter inreality.

Study AimThis study employs a randomized field experiment to answer the question:What is the effect of listing AmeriCorps on one’sresume on receiving a callback for a job?The outcome is the likelihood of being selected for an interview by a realhiring manager.

Methodology Randomly assigned resumes and cover letters based onnational service and other factors (e.g., education,quality, race, gender) Applied for 2,010 jobs in Boston and Chicago during twowaves of data collection (summer 2016 and 2017)

Figure 1. Total Callbacks20%8%72%*Of the 20%: 86% interview requested, 10% low interest, 4% high interest; 20Total callbacksTotal rejectionsNonresponse

Figure 2. Callbacks by Service and OtherCharacteristics30%Callback %25%20%15%10%5%0%HighSchoolCollegeEducationFor ProfitNonprofitChicagoSectorServiceBostonMetroNo ServiceAdminSalesOccupation

Figure 3. Callbacks by EducationEstimated Marginal ervice ResumeHigh SchoolBachelorsSignificant at p .001 with covariates Race, Gender, City Name, Sector and Occupation.

Trends by Race, Ethnicity, and Gender Gender Of callbacks received, higher for females than males Race/Ethnicity Of callbacks received, highest for Latino, followed by Asian, White, and Black Gender and Race/Ethnicity Callbacks highest for Asian males and Latino femalesCallbacks lowest for Black and Asian females and white males

Supplemental Study Methodology Hiring Manager Survey Employers of National Service (ENS) list HR list purchased from private firmN 72 hiring managers across 26 states, 35 ENS and 37 non-ENS, 63% nonprofit sectorand 37% for-profit sector In-depth interviews with hiring managers N 13 (8 ENS and 5 non-ENS)Interviews recorded and transcribedConducted thematic analysis using NVivo Employers of National Service (ENS) field experiment 2 fictitious resumes and cover letters (one with service and one without service) sent toeach ENS organization with open jobsTotal resumes sent (N 147); Total ENS organizations (N 78)

Figure 4. Hiring Manager SurveyIn your opinion, why do you think people choose to pursue a year of AmeriCorps service?(Percentage responses ranked 1 or 2)80%68%60%53%40%22%26%20%0%0%7%they have been laid they are mostlyoff work and tryingyoung, affluentto build a network people who have thethat can lead to a time and luxury tojobengage in such aprogram8%they are young and they can get money they are mostlythey are young and they genuinely wantunemployed so it'sto pay for their young people tryingrecent collegeto help others, learnsomething to do education after theyto boost theirgraduates who think about causes andwhile looking for acomplete theirresumesit's good to give back communities, andjobserviceto the communitygrow as a leader

Figure 5. Hiring Manager SurveyIn your opinion, which of the following options, do you believe best develops thecompetencies listed below for candidates like Jessica?AccountabilityLeadershipAdaptability with work entKnowledgeIntercultural competenceCollaborationInterpersonal eering75%Neither100%Not sure

In-depth Interviews Employers had a preference toward “somebody they don’t have to train” If hiring managers were familiar with AmeriCorps, it stood out to them: “ VISTA- brings training; routine; cohort building; more experience and accountability thanthe regular position; VISTA demands more autonomy and responsibility- richer experiencefor the same position.” Most nonprofit employers sought a cover letter and resume that showed more“personality” as well an application that highlighted certain skills skills (e.g.,collaboration, communication, adaptability, leadership) A college degree was very important to employers

Figure 6. Employers of NationalService Total Callbacks13%15%72%Total callbacksTotal rejectionsNonresponse

Figure 7. Employers of NationalService Callbacks by Service18%17%16%14%13%12%10%8%8%6%4%2%0%Total callbacksService ResumesNon-Service Resumes

Implications for Policy and Research College degree is used as a “signal” for implicit qualities and earned skills Heavily used as a heuristic for filtering out potential candidates Very few job opportunities are visible in an online search for non-college youth,including national service alumni Building familiarity with national service through Employers of National Service opensemployment pathways Further exploration needed around why and for whom national service experienceboosts employment prospects

Thank you!Contact information: Peter Levine: Peter.Levine@tufts.edu Kei Kawashima-Ginsberg: Kei.Kawashima Ginsberg@tufts.edu Jodi Benenson: jbenenson@unomaha.edu Noorya Hayat: noorya.hayat@tufts.eduCIRCLE website: www.civicyouth.org

References Ameri, M., Schur, L., Adya, M., Bentley, S., McKay, P., Kruse, D. (2015). The disability employment puzzle: Afield experiment on employer hiring behavior. The National Bureau of Economic Research (NBER), WorkingPaper No. 21560. Retrieved from: http://www.nber.org/papers/w21560 Bertrand, M., & Mullainathan, S. (2004). Are Emily and Greg more employable than Lakisha and Jamal? Afield experiment on labor market discrimination. The American Economic Review, 94 (1), 991-1013. Dávila, A., & Mora, M. T. (2007). An assessment of civic engagement and educational attainment. Medford,MA: Center for Information and Research on Civic Learning and Engagement. Day, K. M., & Devlin, R. A. (1998). The payoff to work without pay: Volunteer work as an investment inhuman capital. The Canadian Journal of Economics, 31(5), 1179-1191. Deloitte (2016). 2016 Deloitte Impact Survey: Building leadership skills through volunteerism. Retrievedfrom: Documents/us-deloitte-impact-survey.pdf Flanagan, C., & Levine, P. (2010). Civic engagement and the transition to adulthood. The Future ofChildren, 20(1), 159-179. Kawashima-Ginsberg, K., Lim, C., Levine, P. (2012). Civic health and unemployment II: The case builds.Washington, DC: National Conference on Citizenship. Retrieved from: http://ncoc.net/unemployment2. Spera, C., Ghertner, R., Nerino, A., & DiTommaso, A. (2015). Out of work? Volunteers have higher odds ofgetting back to work. Nonprofit and Voluntary Sector Quarterly, 44, 886-907.

Step 1: Identified metro areas and industriesResume TypesMetro strativeSales

Step 2: Defined resume and cover letter criteriaResume TemplatesNationalServiceResumeQualityServiceHigh QualityNo ServiceLow QualityHigh QualityLow ducation Education Education Education Education Education Education Education*Also varied by race, gender, and zip code.

Step 3: Created resumes and cover lettersCover letter andresume templatesdesigned in WordQualtrics softwaresurvey features usedto create 'fields' foreach resume typeQualtrics outputdownloaded in Exceland cleanedExcel data mergedinto Word docs

Step 4: Created job search and applicationprocess Developed protocols with jobsearch steps Indeed.com, CareerBuilder.com.SimplyHired.com, LinkedIn.com,Idealist.org Designed Access databaseto enter data and trackcallbacks Applied for 1,120 jobsbetween May-September2016, and 890 jobs betweenMay-September 2017

The AmeriCorps Experience:Transformation Through ServiceDavid Schlinkert, Policy Analyst

AmeriCorpsPrograms24 years of AmeriCorps programming:Personal developmentProfessional developmentCommitment to public service

2016 Arizona Study82.7% of host sites hired at least one AmeriCorpsmemberMore than half of positions were full-time (64.3%)AmeriCorps employment pipeline through: AmeriCorps host sites Affiliated non-AmeriCorps organizations AmeriCorps AlumAmeriCorps members made service improvements,created programs, provided fresh perspective, andserved as trailblazers within organizations

2017 Study Expansion

This year, we wanted toexplore the AmeriCorpsprogram and identify:BenefitsChallengesImpact on employmentRecommendations

What we did

Key benefits formembersTransformative and rewardingPersonal and professional growthNew network of employmentopportunitiesCareer explorationCatalyst for continuing educationGiving back to community

Number of AmeriCorps Members Hired After Service Term41.4% of sampled host sites hired their AmeriCorps members aftertheir service term. Most hired two to three members.

Proportion of New or Replacing Positions Over half of the organizations that hired an AmeriCorps member after theirservice term created new positions specifically for those new hires

Rewarding“I wish that everyone had to do anAmeriCorps service term, because Ithink it's so good for people to get outof your comfort zone, meet people younever would otherwise meet, be alittle bit poor for a year and just getout there and experience it There's plenty of jobs out there thatyou could just make more money andyou could be comfortable, but youwouldn't become a better person forit.”– AmeriCorps member from Minnesota

Personal and professionaldevelopmentCritical-thinking skillsIncreased employment optionsProfessional comportmentPlanning and organizingChange of perspective

"Well,it [AmeriCorps]reallykind of solidifiedmy careerI"AmeriCorpsreally actuallysolidifiedmy careergoal. Workingwith goal.collegewas debatingon if I wantedto go into sociallow-incomework after undergraduate,orstudents,specificallyin first-generation,college students,if I Iwantedto howget mydegreein highereducationin studentaffairs.Andrealizedmanyissuesthey'rehaving oncethey gotthere.”working with college students, specifically in first-generation, low-income“I'm a first-generation college student myself, and so, seeing kind ofcollege students, once you're in school, I realized how many issues they'rewhere the loopholes were, they were falling throughout the differenthaving once they got there, acclimating. I'm a first-generation collegepublic state and private state schools here in Washington, I decidedstudent myself, and so, seeing kind of where the loopholes were, theyto get my master's degree in higher education in student affairs.”were falling throughout the different public state and private state“I endedup,inhonestly,becauseof myexperience,myschoolshereWashington,I decidedtoAmeriCorpsget my master'sdegree inathigherI havenow." because of myeducation in studentemploymentaffairs. And I thatendedup, honestly,AmeriCorps experience, at my employment that I have now."- AmeriCorps member from Washington- AmeriCorps member from Washington

Supervisors play a vital role in their AmeriCorpsmembers’ post-service employment

Additional Supervisor Support: Networking for their member andhelping them make professionalconnections Forwarding specific jobs andconnecting them to employmentopportunities Help with editing resumes References and/or help withgraduate school applications Interview preparation help

Capacity buildingJob creationCommitted workersProgram supportKey benefitsfor host sites

Organizationalcapacity buildingHost sites would not beable to deliver servicesto communities withouttheir AmeriCorpsmembers.“As far as thinking about how integral Corpsmembers are to our work, I mean, they arecompletely -- they are 100 percent the peoplewho carry out the work that our organization istrying to do.”- AmeriCorps supervisor from Washington

Admiration of AmeriCorpsmembersSupervisors admire member’scommitment to public service andhardworking demeanor.“I think the caliber of AmeriCorpsmembers has been terrific for us overthe years. And a lot of them areextremely committed and go onto jobs ofservice-related positions.”– AmeriCorps supervisor from Massachusetts

They want to see AmeriCorpsmembers succeed “One of the big advantages thatwe have promoted for ourAmeriCorps is the fact that, ‘Hey, ifyou do a good job here, we maynot be able to hire you, but you canbet we’re going to help you findemployment outside.” So that’sone of the really big (appeals)because we all know it’s who youknow.”– AmeriCorps supervisor from Nevada

Supervisorsprefer to hireAmeriCorpsmembers“AmeriCorps members are totally andcompletely dedicated to the AmeriCorpsphilosophy. For me, if I could find a priorAmeriCorps then that would be a perfectsituation for us because they know whatthey’re getting themselves into beforewe even have a conversation with them.”– AmeriCorps supervisor from Nevada

Areas for Improvement: Alumni Feedback

How can we make it better?Encourage peer-to-peer collaborationnetworksIncrease stipends according to cost-oflivingFacilitate direct communicationbetween communities and StateCommissioners

Do these findings reflectyour experiences?AmeriCorps: Are there other benefits orWe want to hearchallengesthat we did notfrom YOU!address?

For more information For the full report and more information, please subscribe to ournewsletter: MorrisonInstitute.asu.eduOr email: david.schlinkert@asu.edu

Randomly assigned resumes and cover letters based on national service and other factors (e.g., education, quality, race, gender) Applied for 2,010 jobs in Boston and Chicago during two waves of data collection (summer 2016 and 2017)

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