Transcript EMPLOYMENT SUCCESS: New ways of Teaching

EMPLOYMENT SUCCESS:
New ways of Teaching
SHANE SLAVIK, CHRP
Objectives

How much of the advice we give our clients is, unfortunately, the same;
how to individualize advice to each client

Proper ways to teach “networking” and how clients will use it to achieve
measurable success after the interview

Employment trends in 2014; how clients can create themselves as brands
and be sought after for their entire careers

New graduates vs. experienced (eg. “old”) workers; who really has the
advantage and what they still don’t know about looking for the next great
experience
Individualizing Client Advice

How much of the advice we give our clients is, unfortunately, the same;
how to individualize advice to each client
Individualizing Client Advice (Continued!)

Old ways of finding jobs

Interview questions

Tell me about yourself

Strengths/weaknesses

Where do you want to be in 5 years?

How do you handle conflict in the workplace?

50 most common interview questions

Interviews changed!

More importance on fit
Individualizing Client Advice
(Continued!)

To individualize advice

Call the employer
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Thank you for the interview

Follow up after interview

Network!

Follow instructions on interview testing
Proper Ways to Teach Networking

Learn proper ways to teach networking

How networking will achieve success
Proper Ways to Teach Networking
(Continued!)
“People buy personality and ideas long before they buy products and
services”.
Napoleon Hill, Motivational Speaker
Proper Ways to Teach Networking
(Continued!)
A person’s first impression is more important than his or her next five
combined.
O’Brien, 2007
Proper Ways to Teach Networking
(Continued!)
A personal brand is:
“…a personal identity that stimulates a meaningful emotional response…
about the qualities or values for which a person stands.”
Peter Montoya, Author
Proper Ways to Teach Networking
(Continued!)

Phone contact/30-second commercial
Problems with this:

Are clients actually doing this?
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Are clients reading from a paper?
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Are clients asking for “Hiring Manager”?

75-80% of jobs are not advertised

Hiring Managers may know who they are going to hire before interviews
Proper Ways to Teach Networking
(Continued!)

How then do we teach our clients to network effectively?
AND

If clients network effectively, do they need us anymore?
Proper Ways to Teach Networking
(Continued!)

Use Social Media


LinkedIn – People You May Know, Companies
Cold-Calling Companies

Proper questions to ask (Not just “Are you hiring?”)

Call us to practice cold calls

Following up with Companies

When to call Companies? What time of day?
Proper Ways to Teach Networking
(Continued!)
If we teach clients about networking well, are we talking ourselves out of
business?
NO!
Clients will realize they need us more, because they realize networking with
those who have connections is important!
Proper Ways to Teach Networking
(Continued!)
Summary of Networking:

How we normally work

How clients normally work

Tell clients to apply to more than 5 jobs per day. Job-finding IS their job!
Upcoming Employment Trends

What are the upcoming employment trends?

How can clients create themselves as brands so they are sought after?
Employment by age, sex, type of work, class of worker and province (monthly)
(Ontario)
August 2012
July 2013
August 2013
July 2013 to
August 2013
August 2012 to August 2013
seasonally adjusted
employment in thousands
Ontario - All ages
% change
6,771.4
6,876.5
6,920.1
0.6
2.2
884.7
905.6
918.9
1.5
3.9
25 years and over
5,886.7
5,970.8
6,001.3
0.5
1.9
Men
3,523.0
3,587.6
3,617.4
0.8
2.7
Women
3,248.3
3,288.9
3,302.8
0.4
1.7
Full-time
5,497.4
5,572.7
5,578.2
0.1
1.5
Part-time
1,273.9
1,303.7
1,341.9
2.9
5.3
Employees
5,736.8
5,803.5
5,836.3
0.6
1.7
Public sector1
1,351.9
1,350.7
1,352.8
0.2
0.1
Private sector2
4,384.9
4,452.7
4,483.5
0.7
2.2
Self-employed
1,034.6
1,073.0
1,083.8
1.0
4.8
15 to 24 years
Employment by major industry group, seasonally adjusted, by province (monthly)
(Ontario)
August 2012
July 2013
August 2013
employment (thousands)
July 2013 to August 2013
August 2012 to August 2013
% change
Ontario - All industries
6,771.3
6,876.5
6,920.1
0.6
2.2
Goods-producing sector
1,383.0
1,434.6
1,447.1
0.9
4.6
Agriculture
88.3
85.2
84.6
-0.7
-4.2
Forestry, fishing, mining,
quarrying, oil and gas1
36.5
41.0
40.3
-1.7
10.4
Accommodation and food
services
423.9
419.7
426.5
1.6
0.6
Construction
407.3
478.7
488.1
2.0
19.8
Manufacturing
798.2
771.4
779.0
1.0
-2.4
5,388.3
5,441.9
5,473.0
0.6
1.6
Trade
987.1
1,012.0
1,021.7
1.0
3.5
Transportation and
warehousing
333.4
340.4
336.7
-1.1
1.0
375.5
372.9
367.3
-1.5
-2.2
Professional, scientific and
technical services
556.8
573.1
578.1
0.9
3.8
Business, building and other
support services2
307.6
327.6
328.1
0.2
6.7
Educational services
522.5
524.9
524.5
-0.1
0.4
Health care and social
assistance
762.1
774.5
787.0
1.6
3.3
Services-producing sector
Public administration
Upcoming Employment Trends
(Continued!)
From the charts we see:

The biggest jumps in the past year are: 15-24 year olds who are employed,
those employed part-time, those who are self-employed

Biggest jumps in employment by profession: Construction and Forestry
(fishing, mining, quarrying, oil and gas)

Notable gain in employment is: Business, building, and other support
services

Biggest loss of employment over last year is in Agriculture
Upcoming Employment Trends
(Continued!)

Contract workers still on the rise, as opposed to permanent hires

Contract workers are paid about 14% less than permanent co-workers

Contract jobs have surged since 1997, and increased between 2005-2009,
despite a financial downturn at the time (Statistics Canada)

Professionals make up a large percentage of contract employees;
concentration in health, education, public administration fields

Contract workers tend to be more educated, younger than permanent
workers
How Clients Create Themselves as
Brands


LinkedIn

Share, comment on job-related articles

Having connections related to their field
Volunteer

New contacts

New skills in chosen vocation

Concerns with asking clients to volunteer

Motivation

Methods of volunteering
How Clients Create Themselves as
Brands

Tell clients to show up to meetings

Conquering client objections
Graduates vs. Experienced Workers

Who has the advantage?
Graduates vs. Experienced Workers

Advantages to both

New Graduates

Not set in their ways due to previous experience
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Tend to work harder to impress others

Approach problems with unique perspectives

Lower salaries
Graduates vs. Experienced Workers

Experienced Workers

Already know what to do

Handle crises better due to experience

Generally want to stay with company for longer periods of time
Who “wins”? New Graduates or Experienced Workers?
Graduates vs. Experienced Workers
A successful business owner puts it this way:
But does a higher payroll really cost more? Many times, it’s not even close. My
customers have more confidence working with experienced rather than
inexperienced staffers. Sure, experienced employees may command higher
salaries and more benefits, but they’re usually more productive, as well as
more mature. Not to mention the boost to shop credibility when your crack
staff is on the job.
Graduates vs. Experienced Workers
Also:
These things can happen, but don’t assume experienced, well-paid
employees will cost you more money in the long run. Whatever a company
saves in lower salaries and reduced benefits could be offset by lower
productivity and attendance, increased training expense, and the increased
potential for rejected parts, among many other factors.
Graduates vs. Experienced Workers

Experienced workers likely have advantage

Why, then, do people hire New Graduates?

“Age Discrimination” issues

Cost – newer/smaller companies may not have funds to hire experienced
workers

Mold – some companies like to “mold” candidates the way they want

Companies may fear experienced workers may not stay as long (but, as we’ve
seen, experienced workers will stay longer)
Graduates vs. Experienced Workers
Reasons why Experienced Workers Stay at their Jobs Longer

Like your job

Need the money

Avoid lifestyle cuts

Want to protect our health
Graduates vs. Experienced Workers

Socialize with work colleagues
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Value marital harmony
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Enjoy workplace benefits

Like helping others
EMPLOYMENT SUCCESS:
New ways of Teaching
Thank you!