an article by Jonathan Drennan for Behind the Lines, part of the Guardian Sport Network
Football dressing rooms can be ruthless places. The social hierarchy is established, the wisecracks are often merciless and there aren’t many moments for introspection or worrying about what to do once your career finishes. Exeter City forward Robbie Simpson understands the culture but at the age of 32 he has realised that a change in tone could help his fellow athletes. Simpson, who has played in all four divisions below the Premier League, has set up Life After Professional Sport (LAPS), an organisation that aims to help former professional athletes find full-time work.
“In professional football, it is very difficult to show any vulnerability whatsoever, never mind in the dressing room. It’s a place with banter and bravado. All of that is great, but also people don’t want to show any fear or even talk about what will happen next after their careers are over, which needs to change. At League Two level, the reality is, after it’s over, you’re going to have to get a job almost straight away, so we need to start this conversation now and think of life after sport.”
Continue reading
Showing posts with label job-seeking. Show all posts
Showing posts with label job-seeking. Show all posts
Sunday, 5 November 2017
Tuesday, 22 January 2013
Keeping Work
Interim findings from longitudinal qualitative research on homeless people’s experiences of starting and staying in work published by Broadway in partnership with Business in the Community (December 2012)
Executive summary
The research
This report presents interim findings from longitudinal qualitative research into homeless people’s experiences of starting work. Most homeless people want to work but do not 1; those who do secure a job often fall out of employment2. Keeping Work explores in depth the experiences of 50 homeless people moving into work, by conducting regular interviews with them over their first six to 12 months after starting new jobs. The research aims to identify what helps homeless people sustain work and why some people lose their jobs. A full research report, including recommendations for policy-makers, service providers, employers, and homeless people wishing to move into work, will be published in June 2013.
Participants
This report is based on interviews with 50 currently or recently homeless people (who have lived in hostels or supported housing or slept rough). Initial interviews took place just before or just after starting a new job, and at the time of this report one or more follow-up interviews had been undertaken with 20 participants over their first one to ten months after starting work. Interviewees faced numerous challenges in finding and keeping work; self-reported data shows that half of those interviewed had been out of work for more than three years, half had criminal convictions and many had experienced drug, alcohol or mental health issues.
Recruiting to the project
A key challenge faced by researchers was recruiting people to take part in the research. Most agencies involved in recruitment of participants (including homelessness agencies with employment teams) found it hard to identify more than a small number of homeless people who they had helped into work. This suggests that, although agencies are clearly helping people who face barriers to employment into work, these people are primarily not core client groups such as hostel residents and those who have recently moved on. The final research report will explore this issue further.
50 jobs
Half of those interviewed accessed work through a specialist scheme provided by a voluntary organisation and others entered the mainstream job market. Only 15 had permanent contracts. Many of the 50 jobs represented were in key industries - catering and hospitality, construction, gardening and caretaking, driving and office work. Others included engineering, media, accountancy and football coaching.
Of the 50 participants, 12 are known to have fallen out of work during the research period. The most common reason for losing a job was temporary contracts or casual work ending. Four people were fired or asked not to come back to work. Several people seemed to have lost work because of a ‘one mistake and you’re out’ approach. Other reasons included not being appropriately skilled for the job and ‘unprofessional’ behaviour including anger management issues. People who were struggling in work but maintaining it, in comparison with people who had walked out of jobs or been fired, tended to have more in-work support (from either a manger or someone outside work).
Motivated to work
Those interviewed expressed a very strong motivation to work, despite often minimal or no financial gains: money was not a main motivator to move into work. A wide range of jobs gave participants a deep sense of satisfaction. Moving into work was part of a journey away from homelessness and other difficult issues. Key motivators were increased self-worth and making a positive contribution to society as well as saving for a deposit for a flat and being able to afford small luxuries. Work also alleviated boredom, reducing use of drink and drugs for some.
For many people, adapting to work came relatively easily. However, several people found adapting to the work environment more challenging, struggling with interacting with colleagues, dealing with anger and reporting sickness. This led to losing jobs in some cases.
Better off in work?
Many interviewees were willing to work for very little money: ten were receiving the minimum wage or an apprentice wage, and for several people, moving into work meant that they were worse off or only marginally better off than when they had been on benefits. Factors in this include the costs of working, debts (accrued both before and after moving into work) and delays in being paid. Several participants had had complex problems with benefits being sanctioned. Most participants had had better off in work calculations done for them by either Jobcentre Plus, a Work Programme advisor or another support worker; however, in some cases, these did not prove to be accurate, or to take into account actual outgoings. Many participants did not know how much money they would have coming in from work or benefits.
The participants would benefit from a benefits system which is easier to negotiate, helps people to avoid building up arrears when moving into work while living in a hostel and takes debt repayments and travel costs into account for better off calculations.
A time of change – issues outside work
Participants had an array of issues to cope with during their first few months at work which could sometimes be bewildering for them. Key issues were ensuring correct benefit payments and managing financially as well as often planning or undertaking a move into independent accommodation. High hostel rents could be difficult for those on a low income to meet alongside work-related outgoings, as could saving towards a deposit to move on. Some people felt that working was financially unsustainable despite wanting to work.
Support
Support with work-related and other issues can be crucial to help homeless people sustain work. For many participants, this support was most effectively provided by homelessness service providers. Participants received limited in-work support from Work Programme providers. In addition, support from line managers was a key factor in successfully settling into a job for some participants. For some people living in supported accommodation, the support provided by staff was vital. For others, staff withdrew support once they were in work in the belief that they were coping, and they did not receive the support they needed. Bullying and noise within hostels could also make working life harder to cope with.
Key interim findings
1 Singh, P (2005) No Home, No Job, Off the Streets and Into Work; Opinion Leader Research (2006) Homeless people and learning and skills: participation, barriers and progression, Crisis.
2 Figures from Business in the Community Ready for Work brochure (undated).
Full text (PDF 40pp)
Executive summary
The research
This report presents interim findings from longitudinal qualitative research into homeless people’s experiences of starting work. Most homeless people want to work but do not 1; those who do secure a job often fall out of employment2. Keeping Work explores in depth the experiences of 50 homeless people moving into work, by conducting regular interviews with them over their first six to 12 months after starting new jobs. The research aims to identify what helps homeless people sustain work and why some people lose their jobs. A full research report, including recommendations for policy-makers, service providers, employers, and homeless people wishing to move into work, will be published in June 2013.
Participants
This report is based on interviews with 50 currently or recently homeless people (who have lived in hostels or supported housing or slept rough). Initial interviews took place just before or just after starting a new job, and at the time of this report one or more follow-up interviews had been undertaken with 20 participants over their first one to ten months after starting work. Interviewees faced numerous challenges in finding and keeping work; self-reported data shows that half of those interviewed had been out of work for more than three years, half had criminal convictions and many had experienced drug, alcohol or mental health issues.
Recruiting to the project
A key challenge faced by researchers was recruiting people to take part in the research. Most agencies involved in recruitment of participants (including homelessness agencies with employment teams) found it hard to identify more than a small number of homeless people who they had helped into work. This suggests that, although agencies are clearly helping people who face barriers to employment into work, these people are primarily not core client groups such as hostel residents and those who have recently moved on. The final research report will explore this issue further.
50 jobs
Half of those interviewed accessed work through a specialist scheme provided by a voluntary organisation and others entered the mainstream job market. Only 15 had permanent contracts. Many of the 50 jobs represented were in key industries - catering and hospitality, construction, gardening and caretaking, driving and office work. Others included engineering, media, accountancy and football coaching.
Of the 50 participants, 12 are known to have fallen out of work during the research period. The most common reason for losing a job was temporary contracts or casual work ending. Four people were fired or asked not to come back to work. Several people seemed to have lost work because of a ‘one mistake and you’re out’ approach. Other reasons included not being appropriately skilled for the job and ‘unprofessional’ behaviour including anger management issues. People who were struggling in work but maintaining it, in comparison with people who had walked out of jobs or been fired, tended to have more in-work support (from either a manger or someone outside work).
Motivated to work
Those interviewed expressed a very strong motivation to work, despite often minimal or no financial gains: money was not a main motivator to move into work. A wide range of jobs gave participants a deep sense of satisfaction. Moving into work was part of a journey away from homelessness and other difficult issues. Key motivators were increased self-worth and making a positive contribution to society as well as saving for a deposit for a flat and being able to afford small luxuries. Work also alleviated boredom, reducing use of drink and drugs for some.
For many people, adapting to work came relatively easily. However, several people found adapting to the work environment more challenging, struggling with interacting with colleagues, dealing with anger and reporting sickness. This led to losing jobs in some cases.
Better off in work?
Many interviewees were willing to work for very little money: ten were receiving the minimum wage or an apprentice wage, and for several people, moving into work meant that they were worse off or only marginally better off than when they had been on benefits. Factors in this include the costs of working, debts (accrued both before and after moving into work) and delays in being paid. Several participants had had complex problems with benefits being sanctioned. Most participants had had better off in work calculations done for them by either Jobcentre Plus, a Work Programme advisor or another support worker; however, in some cases, these did not prove to be accurate, or to take into account actual outgoings. Many participants did not know how much money they would have coming in from work or benefits.
The participants would benefit from a benefits system which is easier to negotiate, helps people to avoid building up arrears when moving into work while living in a hostel and takes debt repayments and travel costs into account for better off calculations.
A time of change – issues outside work
Participants had an array of issues to cope with during their first few months at work which could sometimes be bewildering for them. Key issues were ensuring correct benefit payments and managing financially as well as often planning or undertaking a move into independent accommodation. High hostel rents could be difficult for those on a low income to meet alongside work-related outgoings, as could saving towards a deposit to move on. Some people felt that working was financially unsustainable despite wanting to work.
Support
Support with work-related and other issues can be crucial to help homeless people sustain work. For many participants, this support was most effectively provided by homelessness service providers. Participants received limited in-work support from Work Programme providers. In addition, support from line managers was a key factor in successfully settling into a job for some participants. For some people living in supported accommodation, the support provided by staff was vital. For others, staff withdrew support once they were in work in the belief that they were coping, and they did not receive the support they needed. Bullying and noise within hostels could also make working life harder to cope with.
Key interim findings
- Problems with recruitment to the research highlight the low number of homeless people being supported into work.
- Those starting work often need ongoing support. Some people said that support from their Work Programme provider or their hostel keyworker was inadequate or non existent. It is important that people who fall out of work remain linked in with employment support.
- The current benefits system can make it difficult for people who are currently or recently homeless who are moving from benefits into work. A simplified system would make it easier for people to move into work.
- Moving into work can be costly, with the need to buy travel tickets and clothes and (for some) to cope with the transition to a monthly salary. Many people accumulated personal loans and rent arrears over this period. People who received financial support over this period said that it was crucial.
1 Singh, P (2005) No Home, No Job, Off the Streets and Into Work; Opinion Leader Research (2006) Homeless people and learning and skills: participation, barriers and progression, Crisis.
2 Figures from Business in the Community Ready for Work brochure (undated).
Full text (PDF 40pp)
Thursday, 29 November 2012
Top tips for business information
via Karen Blakeman’s Blog
Here are the Top Tips for business information compiled by the participants of my latest business information workshop held on 15 November 2012 in London.
The set of slides that was the starting point for the workshop can be found on authorSTREAM
And the full blog post from Karen is here.
And why, you may ask, do I want you to know about business information and how to find it.
Because, say I, if you are looking for a job you need to investigate lots of possibilities and find out about a lot of companies and what they do and where they do it and so on and so forth.
Not all of the items that are top tips for business information will be top tips for career research but you get to choose which ones to use.
Here are the Top Tips for business information compiled by the participants of my latest business information workshop held on 15 November 2012 in London.
The set of slides that was the starting point for the workshop can be found on authorSTREAM
And the full blog post from Karen is here.
And why, you may ask, do I want you to know about business information and how to find it.
Because, say I, if you are looking for a job you need to investigate lots of possibilities and find out about a lot of companies and what they do and where they do it and so on and so forth.
Not all of the items that are top tips for business information will be top tips for career research but you get to choose which ones to use.
Friday, 21 September 2012
TAEN Survey of 50+ Jobseekers
TAEN (The Age and Employment Network) has just released its third online survey for 50+ jobseekers.
TAEN’s area of interest focuses on people in mid and later life and the labour market.
If you are over 50 and looking for work, please complete the online survey at: http://www.surveymonkey.com/s/TAENSurvey
Paper copies can be requested by emailing info@taen.org.uk
TAEN’s area of interest focuses on people in mid and later life and the labour market.
We recognise that there are specific problems and issues that older jobseekers face when looking for work.
Every day, we hear of these difficulties from the 50+ population. By carrying out this survey, we hope to capture the experiences of older jobseekers in order to represent their views and concerns to Government, employers and the recruitment industry.
The survey has been produced in collaboration with Wendy Loretto, Professor of Organisational Behaviour at University of Edinburgh Business School. Wendy has been researching in the field of older age and employment for over a decade and is delighted to be involved with colleagues at TAEN in this important project.
If you are over 50 and looking for work, please complete the online survey at: http://www.surveymonkey.com/s/TAENSurvey
Paper copies can be requested by emailing info@taen.org.uk
Thursday, 26 July 2012
Too much to lose: understanding and supporting Britain’s older workers
a research paper by Matthew Tinsley (Policy Exchange)
Executive Summary – opening paragraph
This report examines the position of over-50s in the UK labour market.
It outlines the large barriers to work that they face and highlights that the majority of these barriers remain unaddressed by government support. It argues that without reforms to address these issues, growth in the UK economy will be lower than it might otherwise be and, on average, the population of over-50s could see a fall in living standards.
Key headings:
This report outlines the vital importance of older workers in the economy. In order to maintain living standards, promote inclusion and health in our ageing population and drive growth in the economy we need to open up opportunities for older workers to increase their working lives. The report also outlines the severe personal and economic costs that unemployment can have on older workers and the difficulties faced by older job-seekers when they try to find work. The size of impacts involved, on both the part of the individual and the wider economy, mean that failing to tackle these problems is not an option.
The reforms we outline in this report ensure that older workers and older job-seekers are properly supported and encouraged. If implemented they would lead to a step change in the debate around the targeting of support and in the value we place on our older workforce. We propose measures to ensure that those already in work can approach their employers to discuss future working plans and that those out of work can get the support they need. On the part of older job-seekers, our proposals would require them to seek any work that is available, gain more experience, consider changing roles or sectors and take on all the support that is available to them. Most of all, our reforms would push the government to ensure that employment support is targeted by need and not by age and to promote the status of older workers in the UK economy. If the government fails to do this they risk letting down older workers and the country.
Without these reforms, and by focusing all of our attention on a potential “lost generation” of young people, we risk losing far more. Older workers are crucial to maximise UK economic capacity and hold vital experience and expertise. If we fail to support them, we might condemn a generation of older workers to far greater risks of poverty and declining living standards.
Full text (PDF 66pp)
Executive Summary – opening paragraph
This report examines the position of over-50s in the UK labour market.
It outlines the large barriers to work that they face and highlights that the majority of these barriers remain unaddressed by government support. It argues that without reforms to address these issues, growth in the UK economy will be lower than it might otherwise be and, on average, the population of over-50s could see a fall in living standards.
Key headings:
- Some progress but large problems remain
- Older workers are key to the UK economy
- Further regulation is unlikely to help
- Better back-to-work support is needed
Advisor flexibility
Volunteering opportunities
Personal budgets - Responsibilities must match rights
Evidence of search
Extending the work experience scheme
Use of mandatory work activity - Political attitudes must recognise the importance of older
workers
Creation of The Job Contract - Extending (flexible) working lives
Protected conversations
This report outlines the vital importance of older workers in the economy. In order to maintain living standards, promote inclusion and health in our ageing population and drive growth in the economy we need to open up opportunities for older workers to increase their working lives. The report also outlines the severe personal and economic costs that unemployment can have on older workers and the difficulties faced by older job-seekers when they try to find work. The size of impacts involved, on both the part of the individual and the wider economy, mean that failing to tackle these problems is not an option.
The reforms we outline in this report ensure that older workers and older job-seekers are properly supported and encouraged. If implemented they would lead to a step change in the debate around the targeting of support and in the value we place on our older workforce. We propose measures to ensure that those already in work can approach their employers to discuss future working plans and that those out of work can get the support they need. On the part of older job-seekers, our proposals would require them to seek any work that is available, gain more experience, consider changing roles or sectors and take on all the support that is available to them. Most of all, our reforms would push the government to ensure that employment support is targeted by need and not by age and to promote the status of older workers in the UK economy. If the government fails to do this they risk letting down older workers and the country.
Without these reforms, and by focusing all of our attention on a potential “lost generation” of young people, we risk losing far more. Older workers are crucial to maximise UK economic capacity and hold vital experience and expertise. If we fail to support them, we might condemn a generation of older workers to far greater risks of poverty and declining living standards.
Full text (PDF 66pp)
Monday, 23 July 2012
Too Much to Lose: Understanding and Supporting Britain’s Older Workers
a research paper by Matthew Tinsley published by Policy Exchange
Press release
The UK’s aging population is creating a significant need for people to work later in life. Too Much to Lose outlines that this, along with other trends, means that older workers will continue to play a much more significant role in the UK economy than ever before. This presents both opportunities and challenges. Today’s older workers are more educated, less likely to work in physically demanding roles and are less susceptible to health problems than ever before. However, the challenges facing older job-seekers are large: a job-seeker over the age of 50 is significantly less likely to return to work within the next year, and the cost of spells of unemployment to future wages is considerably greater than it is for younger or middle-aged workers.
This report argues that the back-to-work support provided to older workers fails to meet their needs. To tackle this, it sets out a plan for support that directly addresses the needs of older workers, at the same time as demanding that job-seekers are doing all they can to get back to work. As well as this we argue that there is a need to look at retirement differently, promoting more flexible working and supporting better communication between businesses and their employees. To facilitate these changes, the government’s approach must change. Up to now, the political focus has been centred on the problems of younger workers, and this has distracted attention away from the need to value and support older workers in the UK. This must change so that government focuses support on those with the greatest needs, rather than just targeting support by age.
If implemented, these recommendations will ensure that the older workforce continues to play a major role in the UK economy in the future. Failing to act now risks marginalising a whole generation of older workers and severely damaging both their welfare and the economy as a whole.
Full text (PDF 66pp)
With sincere apologies for having missed this when it was first published in June this year. I picked it up via a serendipitous series of links.
There are times when I love the internet.
Press release
The UK’s aging population is creating a significant need for people to work later in life. Too Much to Lose outlines that this, along with other trends, means that older workers will continue to play a much more significant role in the UK economy than ever before. This presents both opportunities and challenges. Today’s older workers are more educated, less likely to work in physically demanding roles and are less susceptible to health problems than ever before. However, the challenges facing older job-seekers are large: a job-seeker over the age of 50 is significantly less likely to return to work within the next year, and the cost of spells of unemployment to future wages is considerably greater than it is for younger or middle-aged workers.
This report argues that the back-to-work support provided to older workers fails to meet their needs. To tackle this, it sets out a plan for support that directly addresses the needs of older workers, at the same time as demanding that job-seekers are doing all they can to get back to work. As well as this we argue that there is a need to look at retirement differently, promoting more flexible working and supporting better communication between businesses and their employees. To facilitate these changes, the government’s approach must change. Up to now, the political focus has been centred on the problems of younger workers, and this has distracted attention away from the need to value and support older workers in the UK. This must change so that government focuses support on those with the greatest needs, rather than just targeting support by age.
If implemented, these recommendations will ensure that the older workforce continues to play a major role in the UK economy in the future. Failing to act now risks marginalising a whole generation of older workers and severely damaging both their welfare and the economy as a whole.
Full text (PDF 66pp)
With sincere apologies for having missed this when it was first published in June this year. I picked it up via a serendipitous series of links.
There are times when I love the internet.
Thursday, 28 June 2012
Tips For Getting Back Into Work For The Over 40s
via Jobacle.com Blog by Andrew G. Rosen
So, you’ve hit or even passed the big 4-0. You have life experience, professional experience, a certain amount of wisdom that comes with age and yet, you are still struggling to secure that new job. You suspect that your age may have something to do with it. Unfortunately, you are probably right.
As an older job seeker, you need to be aware of the mindset that you will encounter in interviews and be prepared to adapt and ask questions accordingly. Here’s a few things that will help the over 40s overcome potential barriers to that much sought after new job.
I don’t necessarily agree with what Andrew says but, as with everything I bring to you, take what you like and leave the rest.
And as an older worker myself I resent the idea that 40 is the new 55 which is where I felt the boundary was when I was working as an employment adviser.
So, you’ve hit or even passed the big 4-0. You have life experience, professional experience, a certain amount of wisdom that comes with age and yet, you are still struggling to secure that new job. You suspect that your age may have something to do with it. Unfortunately, you are probably right.
As an older job seeker, you need to be aware of the mindset that you will encounter in interviews and be prepared to adapt and ask questions accordingly. Here’s a few things that will help the over 40s overcome potential barriers to that much sought after new job.
- Older people are stuck in their ways
- You are overqualified
- Does your resumé resemble a retirement speech?
- Emphasise the advantages of your age
I don’t necessarily agree with what Andrew says but, as with everything I bring to you, take what you like and leave the rest.
And as an older worker myself I resent the idea that 40 is the new 55 which is where I felt the boundary was when I was working as an employment adviser.
Wednesday, 27 June 2012
Returning to the job market: strategies for a mid-career job search
Clare Whitmell in Guardian careers: The Careers Blog
Whether you’re job seeking again following redundancy, having children or just a change of direction, here’s some advice for getting your career back on track A recent Guardian Careers live Q&A on job seeking for mature graduates highlighted many of the difficulties and frustrations that older job seekers face.
Mid-career job seekers have a unique set of challenges. Family circumstances might make it impossible to relocate at short notice, commute long distances, accept longer or flexible hours or take on lower-paid work. Other problems may arise from a diverse career history, lack of specialisation, or even employer bias against older (or overqualified) applicants.
If you’re a mid-career job seeker, certain strategies will enhance your strengths and make you attractive to an employer.
Continue reading
Whether you’re job seeking again following redundancy, having children or just a change of direction, here’s some advice for getting your career back on track A recent Guardian Careers live Q&A on job seeking for mature graduates highlighted many of the difficulties and frustrations that older job seekers face.
Mid-career job seekers have a unique set of challenges. Family circumstances might make it impossible to relocate at short notice, commute long distances, accept longer or flexible hours or take on lower-paid work. Other problems may arise from a diverse career history, lack of specialisation, or even employer bias against older (or overqualified) applicants.
If you’re a mid-career job seeker, certain strategies will enhance your strengths and make you attractive to an employer.
Continue reading
Monday, 16 April 2012
The Presentation of Self in Letters of Application: A Mixed-Method Approach
an article by Emilia Soroko (Adam Mickiewicz University, Poznań, Poland) published in Journal of Employment Counseling Volume 49 Issue 1 (March 2012)
Abstract
The application letter, as the first phase of employment-seeking, is an opportunity for a job applicant to make a favourable impression on a potential employer. In the current study, the author used a mixed-method approach to empirically explore strategies for self-presentation in job application letters and determine the methods used in the letters and their lexical content.
An array of self-presentation strategies, both structural (relating to the formal aspect of the letters) and tactical (involving specific tactics or strategies), were identified and discussed. Job candidates’ self-evaluation strategies in application letters may contribute to a more accurate assessment of interpersonal and intrapersonal competencies. The results suggest that lexical and meaning levels of analysis in letters of application should be treated as distinct.
Abstract
The application letter, as the first phase of employment-seeking, is an opportunity for a job applicant to make a favourable impression on a potential employer. In the current study, the author used a mixed-method approach to empirically explore strategies for self-presentation in job application letters and determine the methods used in the letters and their lexical content.
An array of self-presentation strategies, both structural (relating to the formal aspect of the letters) and tactical (involving specific tactics or strategies), were identified and discussed. Job candidates’ self-evaluation strategies in application letters may contribute to a more accurate assessment of interpersonal and intrapersonal competencies. The results suggest that lexical and meaning levels of analysis in letters of application should be treated as distinct.
Sunday, 14 August 2011
10 skills you need to survive the job market
via Guardian careers: The Careers Blog from guardian.co.uk by Clare Whitmell
The Future Work Skills report (PDF 19pp) predicts that six trends will dominate the job market over the next 10 years. To be successful, employees will need to acquire 10 key skills.
Sense-making: while computers can automate certain tasks or jobs, they can't perform reasoned analysis, which is where humans excel.
Social intelligence: working effectively with large groups of people involves the ability to adapt language and behaviour.
Adaptive thinking: finding solutions to unexpected situations, whether these occur in high-skill professional / technical roles or in lower-skill roles.
Cross-cultural competency: being able to work not just in different linguistic or cultural settings, but in groups including different generations or people with varied skills and working styles.
Virtual collaboration: adopting strategies for virtual team working, such as providing immediate feedback or staged challenges.
Computational thinking: with increased data comes the need to understand it, and to make decisions based on it.
New media literacy: producing content with non-text communication, such as video or audio.
Cognitive load management: using filtering techniques and tools to deal with the information overload caused by huge amounts of data.
Transdisciplinarity: working longer or in multiple careers means having a deep understanding in one field, as well as familiarity with a broader range of disciplines.
Design mindset: as physical environments affect mood, the ability to plan work environments for different tasks or work processes will allow employees to perform better.
What does this mean for today’s graduates?
Read the answers here
Hazel’s comment:
It’s not only graduates, whether initial entrants to the job market or returners with higher qualifications, who should be thinking about future jobs. People of any age need to be aware of the changes taking place in the world of work and adapt themselves to take advantage of the current conditions.
The Future Work Skills report (PDF 19pp) predicts that six trends will dominate the job market over the next 10 years. To be successful, employees will need to acquire 10 key skills.
Sense-making: while computers can automate certain tasks or jobs, they can't perform reasoned analysis, which is where humans excel.
Social intelligence: working effectively with large groups of people involves the ability to adapt language and behaviour.
Adaptive thinking: finding solutions to unexpected situations, whether these occur in high-skill professional / technical roles or in lower-skill roles.
Cross-cultural competency: being able to work not just in different linguistic or cultural settings, but in groups including different generations or people with varied skills and working styles.
Virtual collaboration: adopting strategies for virtual team working, such as providing immediate feedback or staged challenges.
Computational thinking: with increased data comes the need to understand it, and to make decisions based on it.
New media literacy: producing content with non-text communication, such as video or audio.
Cognitive load management: using filtering techniques and tools to deal with the information overload caused by huge amounts of data.
Transdisciplinarity: working longer or in multiple careers means having a deep understanding in one field, as well as familiarity with a broader range of disciplines.
Design mindset: as physical environments affect mood, the ability to plan work environments for different tasks or work processes will allow employees to perform better.
What does this mean for today’s graduates?
Read the answers here
Hazel’s comment:
It’s not only graduates, whether initial entrants to the job market or returners with higher qualifications, who should be thinking about future jobs. People of any age need to be aware of the changes taking place in the world of work and adapt themselves to take advantage of the current conditions.
Tuesday, 2 August 2011
Job-seekers are changing careers, looking for dream jobs
via The Monster Blog by Charles Purdy
Read more on this
This week at Monster, we've been discussing the idea of “dream jobs”. We co-hosted a Twitter chat (with TalentCulture), in which we asked both career experts and job-seekers questions such as “Do you think the idea of dream jobs is good or bad for job-seekers – does it encourage or discourage them?” and “How much of the responsibility for creating dream jobs is the employer’s or boss’s?”
Read more on this
Sunday, 31 July 2011
How to Not Be Unemployed
A really interesting take on the unemployment issue, with some of which I agree! Particularly the first point about it being all in your head. That is, as I know you will realise, simplification but it is important for people (you, your clients, whomever) to realise that the first battle to be won is a mental one. You are not on the scrap heap!
If 230 people apply for one job and they all follow the same formula for how to write a CV and covering letter, what to wear if granted an interview, how to answer interview questions then the recruiter is going to have to stick a pin in the list (I’ve been on both sides of this divide so I know what it feels like).
How to Not Be Unemployed by Sussanah Breslin in published in Forbes Magazine
If 230 people apply for one job and they all follow the same formula for how to write a CV and covering letter, what to wear if granted an interview, how to answer interview questions then the recruiter is going to have to stick a pin in the list (I’ve been on both sides of this divide so I know what it feels like).
How to Not Be Unemployed by Sussanah Breslin in published in Forbes Magazine
Tuesday, 19 July 2011
Finding work: a guide for the over-40s
Interviewers are often prejudiced against older job-seekers. Here we [Guardian, work and careers] guide the over-40s on how to respond and land that job.
Chris Ball, chief executive at The Age and Employment Network, says, “You really do have to be ready for anything in job interviews … you can always encounter ageism.”
To prepare for your next interview, examine the age stereotypes and objections commonly held by employers. In our book, Finding Work After 40 [Amazon.co.uk paperback £8.40], we call them “the seven elephants in the room” because they’re present at every interview, being ignored, but influencing the decision makers.
The seven elephants, for which there is a brief explanation in the Guardian article and, obviously, more in-depth advice in the book, are:
Chris Ball, chief executive at The Age and Employment Network, says, “You really do have to be ready for anything in job interviews … you can always encounter ageism.”
To prepare for your next interview, examine the age stereotypes and objections commonly held by employers. In our book, Finding Work After 40 [Amazon.co.uk paperback £8.40], we call them “the seven elephants in the room” because they’re present at every interview, being ignored, but influencing the decision makers.
The seven elephants, for which there is a brief explanation in the Guardian article and, obviously, more in-depth advice in the book, are:
- Older people won’t work for a younger manager, or with a younger team
- Older people are often overqualified
- Older people lack energy
- Older workers have health problems
- An older worker has money, so they don’t need the job
- Older people are not mentally agile
- Older workers can't deal with change
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