Job Seeker Skills and Training - Sydney Labour Market

Sydney Business
Consultants Group

Job Seeker Skills and Training - Sydney Labour Market

Workshop 2 - The Road to 26 Weeks

What could or should be changed and where are the opportunities?

In the first workshop, we looked at filling the training gaps. Would the ideal situation be to deliver the employer a "job ready" employee? Is this realistic? Can we help job seekers develop the skills to secure and retain a job?

Participants were asked to consider the following question, taking into account:

• Personal behaviour
• Personal issues management
• Attitude change
• Cultural and language issues
• Qualification acceptance (eg recognition of overseas qualifications)
• On the job training and
• Partnerships with industry

Perceived Obstacles

Question. How do we develop best practice programs to shape and deliver the right type of candidate?

• Lack of personal presentation
• Lack of self-confidence
• Interview skills and resume
• Effective assessment of Client barriers
• Changing attitudes
• Visit local employers
• Regular networking of key stakeholders
• Car-pooling
• Training Courses
• Soft skills
• Building relationships with local employers
• Job-Seeker - A realistic expectation of what's involved and expected
• Surveying successful people
• Communication
• Self-Esteem and confidence building
• Presentation skills
• Employer visits
• Excellent Resume stands out
• Proper Assessment
• Interpretation of Job correctly - Clear picture of what the job is
• Interview training
• Attitude, Passionate
• Post placement support
• Managing expectations
• Coping skills around rejection
• Be clear on recruitment process
• Having employers visit and interact with Job-seeker
• Child-care support and outside support network especially if children are in teenage year
• Bette Assessment - informal interview, skills test
• Ask employer about the selection process
• Outcome based on training
• Behavioural questioning
• Functional/ dexterity test
• PPS - survey clients, post-placement
• Think logically - skills in demand
• Work Preparation, motivation, morale
• Teamwork, Communication
• Presentation , Customer services
• Change in attitudes, perceptions, suspicions
• Video mock interview
• Disability model: someone to provide one-to-one assistance
• Increase work experience
• Survey on what makes people stay
• Having knowledge of clients circumstances
• Don't assume people have skills and knowledge
• What motivates the person
• Teach how to manage your own emotions, and how to get feedback and use it effectively
• Identify Clients transferable skills
• Assess behaviours and interpersonal skills - match them to the workplace
• Skills Analysis - Strengths and Weaknesses, training needs
• Maintaining and considering individuality
• Knowledge of barriers to employment, and triggers to illness
• The more you know about each party - the better the decision making
• Collaborative - prospective employer and job-seeker - facilitate working together
• Teach people what to ask and do when they start work, how to survive first weeks and fit in the team
• Candidates will be motivated if they know what is needed
• There aren't enough full-times jobs
• Motivation, drive, attitude, peer-pressure
• Effective assessment - test abilities and test desires
• Training to set goals
• Personal development skills
• Lifestyle change + job-seeker moving forward
• Support system for Employer and Employee
• Replicating positive outcomes in future - "what worked and what didn't work"
• Personal presentation
• Knowing and understanding Job-seeker health issues and restrictions
• Attitude/Mindset
• JNM Employee/Employer expectations
• Keeping clients focussed on reality - lifestyle change
• Utilising wage incentives / subsidies to off-set initial training costs
• Support system for both employer/employee
• Understanding of workers rights and OHS within the workplace
• Preparing clients for the workplace
• Parents - separation anxiety
• Understanding that the position description is open to interpretation