Skills Identification - Center on Education and Work
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Transcript Skills Identification - Center on Education and Work
JOB SEARCH STRATEGIES
AND TECHNIQUES
“NETWORKING” INTRODUCTIONS
SHARE the following
1.
2.
3.
Your Name
Something about your work that you’re excited about – a
goal, a project, or an element of your work you find
especially satisfying
An objective for this workshop – what do you hope to learn
or gain?
LISTEN for ways to assist your colleagues
1.
2.
In meeting objectives for the workshop
In achieving their work goals
Steps to a Successful Job Search
•Interests
•Personality
Characteristics
•Skills & Strengths
•Values
1. Information
about Self
•Research
2. Information
Jobs
about Options
Occupations
Career Fields
•Education Required
•Making
Connections
•Weigh Pros/Cons
•Evaluate Match
•Choose
•Review
3. Decision Making
Adapted from UW Professional Organizational Development, Susan Templeton
4. Taking Action
•Resources
•Apply
•Interview
•Follow Up
STEPS TO A SUCCESSFUL JOB SEARCH
1.
2.
3.
4.
Realistic
Career/Vocational
Choice
Define Competencies
(Skills/Strengths)
Determine Target
Market
Position Statement
Dick Gaither, Wizards of Work
5.
Identify Targeted
Companies
6.
Develop Marketing
Tools
7.
Project Activity
Plan
8.
Implement Plan
SKILLS IDENTIFICATION
Or
You’re a nice person, now what
can you do?
SKILLS TRIANGLE
SKILLS TRIANGLE
Transferable Skills
Transferable Skills are common to a number of jobs and can be
adapted to a particular employer's need.
Job Content Skills
Job Content Skills are related to job-specific tools and tasks. They
usually have a vocabulary of their own.
SELF-MANAGEMENT SKILLS
Self-Management Skills are personality traits which help an employer
decide if your temperament suits a particular job. They are clues to
how well you may adapt to situations and solve problems. These are
most important because very few employers offer training in these
areas. Development of these skills is an individual initiative.
TRANSFERABLE SKILLS
Write Clearly
Listen
Organize Tasks
Train
File Records
Handle Money
Gather Information
Teach Others
JOB CONTENT SKILLS
Data relates to numbers of any kind
(percentages, frequency, and money)
People include what kind of people you work
with (co-workers, customers, vendors, etc.) and
what you do with, for, or to each of them.
Things refer to tools, machines, or pieces of
equipment you know how to use.
Ideas are suggestions you came up with to make
the job easier, more efficient, or more profitable.
SELF-MANAGEMENT SKILLS
Honest
Enthusiastic
Responsible
Dependable
Dedicated
o Adaptive
o Creative
o Energetic
o Sincere
o Conscientious
DETERMINING SKILLS & STRENGTHS
Formal
Skills
Assessments
Checklists
Informal
Assessments / Activities
PERSONAL BRANDING
WITH SKILLS AND STRENGTHS
Dependable Strengths
Dynamic Natural Abilities
Core Genius
Reflected Best Self
Unique Gifts
DEPENDABLE STRENGTHS®
There is Excellence in Everyone
No one is good at
everything….
But everyone is
good at
something.
9 DOTS
l
l
l
l
l
l
l
l
l
Copyright, Bernard Haldane, Dependable Strengths Institute
WHAT ARE YOUR 9 DOTS?
Things we tell ourselves or others tell us.
Assumptions
Expectations
Cover Words
What are the implications?
DEPENDABLE STRENGTHS®
PHILOSOPHY
There
is excellence in everyone.
Excellence is demonstrated through
achievement (Good Experiences).
By studying a number of Good Experiences,
recurring themes or patterns can be
identified.
Everyone has their own unique combination
of Dependable Strengths.
More is accomplished by building on
strengths than trying to improve weaknesses.
Copyright, Bernard Haldane, Dependable Strengths Institute
DSAP ASSUMES
People are active participants in determining what
happens in their lives
Healthy individuals participate in communities;
therefore, they engage others in the process of selfdiscovery
Copyright, Bernard Haldane, Dependable Strengths Institute
HOW DO WE DISCOVER STRENGTHS?
By Remembering and Talking About Good
Experiences
“GOOD EXPERIENCE”
Something you DID:
You
feel you did well
You enjoyed doing
You are proud of
Demonstration
• Listen
• Record
• Share
Copyright, Bernard Haldane, Dependable Strengths Institute
INSTRUCTIONS
1.
2.
3.
4.
5.
Appoint a timekeeper so everyone will have enough time
and select someone to go first.
That person will share 2-3 good experiences (5-6 minutes)
and tell what they did to make it happen.
Remaining group members:
Listen
Write down skills/talents you think the person
used.
You can ask questions about how and what they
did to make it happen – but no WHY questions.
Feedback: After the first person has shared, everyone in
the group should give feedback. Make eye contact. Say,
‘You demonstrated…” (1-2 min)
Give the completed strength sheets to the person.
Repeat the process until everyone has a turn.
Copyright, Bernard Haldane, Dependable Strengths Institute
PROOF BY EXAMPLE
1.
Identify the Skills
Handle Money (cashier, retail sales, bank teller)
2. Present a Concrete Example
Describe where and for how long you used this skill: “One
year of experience at XYZ Department Store.”
3.
Qualify Example: Describe Circumstances
who, what when, whey, how
“Assisted approximately 100 customers per day – calculated
costs – processed credit card and cash payments.”
PROOF BY EXAMPLE
4.
Reinforce with Measurable Data
numbers, dollars, percentages, volume per month, year, etc.
“Handled approximately $3,000 per day - $750,000 per year.”
5.
Give Results…What Happened?
How did the company benefit from your skill?
“Accomplished monetary transactions with the lowest error
rate of any employee. Received only two complaints that year.
After six months was promoted to Senior Cashier.”
PROOF BY EXAMPLE
Using your top three skills from previous lists,
imagine yourself as the employer. How will you
determine if hiring the person with that skill
would….
increase profits?
decrease turnover?
improve productivity?
COMMONLY SOUGHT SKILLS – THE BIG 5
1.
2.
3.
4.
5.
Communication Skills
Interpersonal Skills
Teamwork Skills
Leadership Skills
Computer/info technology Skills
ADDITIONAL IN-DEMAND SKILLS
Adaptability/flexibility Skills
Problem-Solving Skills
Organizational Skills
Analytical Skills
Quantitative Skills
WHAT SKILLS DO EMPLOYERS WANT?
Communication Skills
Computer Skills
Customer Service Skills
Team-Working, Flexibility
Practical and Technical Skills
Motivation
Quality Control / Attention to Detail
Learning Skills
Problem-Solving Skills
OKAY, I KNOW MY SKILLS – HOW
AND WHERE DO I PUT THEM TO
WORK?
WHAT IS YOUR TARGET MARKET?
Geographic Area
Specific Industry and / or
Specific Type / Size Business
Specific Job Title
Or field / area
Ultimately Determine Target Companies
LEARNING ABOUT POTENTIAL EMPLOYERS
Business Model
Why are they in business?
How do they do what they do?
What do they offer?
Vision / Goals
Values / Corporate Culture
Competition
FINDING EMPLOYER INFORMATION
General Labor Market
State LMI Sites
Databases available through Career Centers
Specific Employer Information
Glassdoor.com
Careerleak.com
Google Alerts
Hoovers – www.hoovers.com $$
Chamber Lists
JOB SEARCH METHODS
What
are ways
to look for jobs?
JOB SEARCH STRATEGIES & ELEMENTS
Networking
Responding to Ads / Postings
Newspaper, other print materials
Online job boards
Job Fairs
Direct Mail Campaigns
Job Placement / Career Centers
Staffing Agencies / Search Consultants / Recruiters
OTHER JOB SEARCH ELEMENTS
Researching Companies, Industries, Job Opportunities
Preparing Representational Materials
Resumes, Cover Letters, Portfolio, Skills Cards/Bio Sheet
Interviewing
Goal Setting and Tracking Job Search Efforts
Follow-Up
Writing Thank-You notes
Following up with network members
But it’s a tough economy!
FUNDAMENTAL TRUTHS ABOUT JOB SEARCH
COURTESY OF
RICHARD BOLLES
There are always jobs to be filled (vacancies)
Finding jobs depends on your search methods
If you’re “coming up empty,” try a new method
NETWORKING
Six Degrees of Separation
Just how far are you
from Kevin Bacon?
Friend
3 – 20
people
Friend
2 – 20
people
Friend
1 – 20
people
Friend
1 – 20
people
Friend
2 – 20
people
Friend
4 – 20
people
Friend
5 – 20
people
Friend
Friend
2 – 203 – 20
peoplepeople
Friend
1 – 20
people
Friend B
20 people
Friend
4 – 20
peopleFriend
5 – 20
people
Friend A
20 people
YOU
20 people
Friend D
20 people
Friend
3 – 20
people
Friend
5 – 20
people
Friend
4 – 20
people
Friend
1 – 20
people
Friend
2 – 20
people
Friend
2 – 20
Friend
people
3 – 20
people
Friend C
Friend
4 – 20
20 people
Friend people
5 – 20
people
Friend
1 – 20
people
Friend E
20 people
Friend
3 – 20
people
Friend
4 – 20
people
Friend
5 – 20
people
Fully Mapped – 400 People; Next Level – 8,000 People!!!
Your LinkedIn Network
33 Connections link you to 263,483+
professionals
4,307 New people in your Network since
January 12
POSSIBLE NETWORKS
Personal Relationships
Professional Relationships
Organizational & Community Connections
Opportunistic Networks
PURPOSES OF NETWORKING
(RELATIONSHIP-BUILDING)
Learn about career fields / options
Get feedback on job search efforts / materials
Form contacts in industry / companies of interest
Discover job opportunities
Connect with decision-makers
Identify ways to assist / help others in network
Ongoing professional support & development
Experience support in the job search process
BLUEPRINT FOR NETWORKING
Identify potential networks
Create your “elevator speech” (short pitch)
Who are you?
What is your passion / effort /direction?
What are you seeking in the situation?
Set goals for networking (x contacts per week,
etc.)
Track your networking efforts
Follow up with your network
Develop your networks before you need to look
for a job
NETWORKING ACTIVITY
o
o
o
Assume you have a client who wants to gain
information about a specific job or in a
particular field (on your laminated card)
Network with other participants in the
workshop to find contacts in your designated
field
Record contact information on an index card
o
o
o
o
Record the name of the person who referred you
Record the contact name
Where the contact is located
Try to secure at least 3 contacts for your client
HOW DO I GET MY
RESUME NOTICED???
RESUME TIPS
Develop a master resume, but customize / target
resumes for each job sought
Point out key skills that align with the specific
job
Include relevant experience; not everything you
have done needs to be included
Include a professional email address
Emphasize outcome, accomplishments, and
breadth of responsibility; include quantifiable
results whenever possible
Aim for overall ease of reading and attractive
format
FINDING KEY WORDS FOR RESUME
Review Job Description and identify key words
Compare with other similar job descriptions in
your group
Note similar key words among the varied
descriptions
Identify the top 5 – 10 words found most often
among the job descriptions
KILLER RESUMES:
Show you have job skills for the job
Show you deliver results
Show you can solve problems
Show you can communicate effectively
Show your capacity for leadership
Remember, it’s about getting the interview!
ACHIEVEMENT OR PROBLEM-ACTION-RESULT
STATEMENTS SHOW HOW YOU HELP A COMPANY
Make money
Save money
Save time
Improve a process
Reverse an existing
problem
Be first to market
Build
relationships/brand
identity
Grow the business
Attract new business
Maintain existing
business
INTERVIEWING SKILLS
Selling Yourself for the Job You Want
PURPOSE OF JOB SEARCH ACTIVITIES,
NETWORKING, RESUME WRITING, ETC?
A
foot in the door
So you can get
An
INTERVIEW!
INTERVIEWING IS A PERFORMANCE
STEPS FOR INTERVIEWING
1.
2.
3.
4.
Know Yourself
Know Your Audience
Tell a Great Story
Be Inquisitive
For all of these think from employer /
business owner perspective
Adapted from
J.T. O’Donnell – CareerRealism.com and
David Muir – Prepare to be Hired
SO, TELL ME ABOUT YOURSELF . . . .
•Keep it short
•Keep it professional
•Not your life history
•Not a chronology of everything you’ve ever done at
work
RESPONDING TO “TELL ME ABOUT
YOURSELF” – CRAFTING YOUR PITCH
What key skills /strengths do you have that you
love to use (show your passion)
How do these skills positively impact an
employer (make or save money)
Give an example from your experience to
demonstrate / prove (use strong
accomplishments)
Explain your interest in using those skills for the
employer
Adapted from J.T. O’Donnell, Richard Bolles, David Muir
PRACTICE FOR THE PERFORMANCE
CRAFTING YOUR PITCH
Develop your opening pitch
Share in groups
Provide feedback / constructive criticism
WHAT ABOUT THE ELEVATOR SPEECH OR
15 SECOND PITCH?
Pitch Wizard
My name is _______________________________
I am a(n) _________________________________
Specializing in ____________________________
What you do ______________________________
__________________________________________
Why you’re the best _______________________
__________________________________________
You’re call to action _______________________
__________________________________________
Total of less than 500 characters for entire statement
PITCH WIZARD
www.15secondpitch.com
DISCUSSION
How can we engage our customers in developing a
“pitch”?
What activities / approaches would help them with this
process?
BEHAVIORAL INTERVIEWING
Tell me about a time when you . . . .
PRACTICE FOR THE PERFORMANCE
Articulating Skills
I am _________, __________, and ___________
BASIC FORMAT WORKS AS A STARTER FOR
MANY QUESTIONS
Tell me about yourself . . .
Why should I hire you?
Why are you interested in this job?
If
you ask my co-workers about
me, they will tell you I am
_________, __________, and
__________
If
you look at my performance
evaluations, you can see that I
am __________, __________ ,
and ___________
TAKE A “CAR” TO THE INTERVIEW
Context
Action
Result
This was the situation
This is what I did (using my skill)
This was the outcome (quantify whenever
possible – how can you make or save money?)
THREE “REAL ANSWERS” EMPLOYERS ARE
LOOKING FOR IN AN INTERVIEW
Can
Use your CAR to show your skills & experience
Will
you do the job?
you love the job?
Speak with enthusiasm and energy; be passionate
about what have done / can do
Will
you fit in with the manager and
team?
Build rapport with interviewer; show ability to align
with corporate culture
PRACTICE FOR THE PERFORMANCE
Examine interview questions
How can we encourage customers to think
through and write out answers to each of these
questions?
REVIEW – PREPPING FOR THE INTERVIEW
1. Know Yourself
Your Strengths, Skills, & Assets
2. Know Your Audience
Do your homework
Learn about the company & the interviewer
3. Tell a Great Story
Give me a skill & tell me a story
Demonstrate how your skills make a positive impact
for the employer
Be enthusiastic and energetic
REVIEW - CONTINUED
**4. Articulate Experience +Learn =Grow
What have you learned from your experiences that
improve the workplace?
How will your experience contribute positively to the
new workplace?
Enthusiasm, energy, passion
5. Be inquisitive
Ask questions to connect with the interviewer,
Ask questions that show you’ve done your research &
that you’re interested in the company and the process
PRACTICE, PRACTICE, PRACTICE
Remember
.....
Preparation
Plus Practice
Prevents Poor Performance!
ADDITIONAL RESOURCES
What Color is Your Parachute? - Richard Bolles
No One is Unemployable – Debra Angel &
Elisabeth Harney
www.rileyguide.com
www.quintcareers.com
www.job-hunt.org
www.asktheheadhunter.com
www.careerealism.com
www.theladders.com
www.brazencareerist.com
www.jobstar.org
www.indeed.com
Windie Wilson
Assistant Director
Workforce Connections
P.O. Box 51650
Knoxville, TN 37950-1650
[email protected]
865 544-5200