Leveling Up Critical Thinking at Work
Real talk: student jobs aren’t just about swiping IDs, running reports, or answering phones like a customer service superhero. They’re also stealth-mode training arenas where students can rack up career XP (experience points, for the non-gamers) - and this is where career readiness competencies come in.
This month’s featured move? Critical Thinking. Fancy title, simple meaning: using information, facts, and logic to solve problems and make solid decisions. It shows up everywhere — figuring out how to calm a stressed-out event guest, troubleshooting a tech issue at the front desk, or deciding which task to tackle first when everything feels urgent.
As a supervisor, here’s how you can help your team level up:
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Ask questions that make ‘em think, like: “Why did you choose that approach?” or “What other paths could we have taken?”
- Reflect, don’t deflect. Take five minutes after a tricky situation to break down what worked, what didn’t, and what they’d try next time.
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Spotlight their wins. When you see a student take a creative approach or really think through the ripple effects of a decision, call it out! Naming it in the moment helps them see, “Oh dang, I am using critical thinking!”
When students realize how they’re already using critical thinking now, they can explain it later — whether that’s in a job interview, grad school app, or a future workplace — like pros. Bonus round: your department wins too, because problem-solvers who don’t need every single step spelled out = smoother workflows and fewer headaches.
Help your student employees train their critical thinking muscles now, and everyone leaves the game with the W.
Crafted with care by Mark Pasadilla, Associate Director of Career & Employer
Engagement, supervisor hype-man, and occasional pun dealer
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Mark your calendars and register for Professional Development opportunities! Visit our website for details and watch for other sessions to be scheduled. Right now, you can sign up for:
STUDENT HIRING & SUPERVISION 101
Timelines, processes, resources, and best practices for hiring and supervising student staff members
Friday, Sept. 19, 9:30 – 11:00 a.m. | Murray Boardroom
COMPASS PUGET SOUND
Integrating reflective conversation into your work with student staff
Tuesday, Oct. 28, 9:30 – 11:30 a.m. | McCormick Room (Library 303)
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Please join us for our monthly Gather{Rounds} — first Thursdays @ 11 a.m. — for supervisors to gather and connect.
These gatherings are part training, part roundtable discussion, and part supervisor support group. We tackle a different topic each month. Next up:
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You'll find us in the Misner Room of Collins Memorial Library (LIBR 127). Bring your questions, your advice, and your stories — we'll bring the snacks. We look forward to gathering with you!
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For federal/state work study referrals, how does CES identify a student who fits the job qualifications? How can I communicate to CES what my specific hiring needs are? For referrals, we base the match on the student completion of the work-study application form compared with the job description we have on record for your roles. If there is an update or clarification that you would like to make, please send CES an updated job description for us to review! To ensure changes are incorporated into fall referral decisions, job description updates need to be communicated to CES at least 2 months prior to the fall hiring season. Jess Flynn is always happy to consult about what you are looking for in a candidate and how to effectively communicate that in the job description.
During the fall referral process, do I have to hire the student who has been referred to interview with me? No. In fact, you should use the interview to assess whether a student will be able to perform the responsibilities of the job and make a hiring decision accordingly. That hiring decision may take into account that as a supervisor you are also an educator, and you may have the capacity to scaffold and support a student in learning the skills they need to be successful in the job. Or, you may decide that a student you've interviewed does not meet the minimum requirements for success in the job, and decline to hire them.
In any case, if you decide not to hire a student after the interview, we expect you to communicate this to the student directly. Please encourage students who are not hired, and who are interviewing with you because of a federal/state work-study referral, to reach out to CES (ces@pugetsound.edu) about pursuing other employment options to utilize their work study award.
Can students work remotely? No, student staff must work in person from a designated work location on campus, which may not be a residence.
Students may travel and perform work off campus when the responsibilities of the job require it (i.e. working an off-campus athletics event or a prospective-student event).
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Grab a moment wherever you can to say hi and to check in with your student staff members.
Ask your student staff: What’s something you’re really good at, or proud of being able to do? Can you share a time when you’ve put that strength or skill to use? How do you see yourself using it in your work here?
BENEFIT: You learn something about how they view themselves AND discover a strength, skill or experience that you and the student can put to good use in your work together.
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You are part of a community of over 175 staff and faculty
across 80 departments who use the opportunity of supervising student staff
to create a community of belonging, support students' personal and
professional development, and impact each student's success.
Thank you, as always, for your support of students
in on-campus employment!
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