Presentation by Dr. Susanne Koch, Head of employee-oriented placement processes, Bundesagentur für Arbeit, Germany, on the occasion of the EESC conference on A labour market for all: efficient and innovative assistance to jobseekers, in Stockholm, Sweden

1. Dr. Susanne Koch
Profiling systems for effective
labour market integration

2. 1. Profiling in the 4 phase model - Basics
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3. The 4 phase model for integration as logical problem
solving process
First interview
Selecting
Profiling of Defining strategy or Implemen-
the goal strategy tation and
client
mix follow-up
Consistent pursuit in follow-up contacts
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4. Skill assessment: profiling needs to focus on
qualification, experience, hard skills and soft skills
Educational attainment
• Vocational training (“occupation”) (e.g. painter/decorator)
+
Work experience/Further qualifications
• Work experience/ duration of employment (CV/career)
• Continuing education/certificates
+
Vocational skills for targeted job (hard skills)
• Core skills (e.g. painter/decorator)
Painting – interior/exterior, facades…
• Additional skills (e.g. painter/decorator)
dry lining, cladding of walls and ceilings….
+
Generic skill or soft skills
• Methodological skills
• Action and implementation skills
• Social and communication skills !
• Personal skills
=
Candidate Profile
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5. 2. Profiling in 4PM - Details
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6. Phase 1: Analysis of strengths
Matching –
Checking for skills
beyond vocational
skills
Profiling
- Analysis of strengths
Defining goal
Selecting strategy
Implementation / follow-
up
Systematic
recording of
soft skills acc.
to the BA skills
model
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7. Phase 1: Analysis of potential
Systematic
recording of
required action
Profiling
- Analysis of potential
Defining goal
Selecting strategy
Implementation / follow-
up
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8. Phase 2: Defining profile and goal
Merger of
customer's
characterization in
both areas of legal
Profiling
responsibility
Defining goal
Selecting strategy
Implementation / follow-
up
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9. Phase 3: Define personalized integration roadmap
Workflow-oriented
IT support
Profiling
1
Defining goal
Selecting strategy
Implementation / follow-
up 2
3
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10. 3. A closer view on soft skills
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11. I. The mandate
Significance of soft skills for employers
Survey
of 5,340 employers in Q4 2007:
How highly do you rate personal skills relative to technical skills?
4
3
2 82%
82% More important or equally important
1 18% Less important
18%
0 0,2 0,4 0,6 0,8 1
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12. Profiling of client – soft skills
Methodological competence Social and communication skills
► Analytical and problem solving skills ► Empathy
► Intellectual aptitude ► Leadership abilities
► Decision-making ability ► Communication skills
► Holistic thinking ► Customer focus
► Organizational skills ► Ability to work in a team
Ability to take action and execute Personal skills
► Ability to cope with stress ► Flexibility
► Personal initiative ► Creativity
► Motivation/willingness to perform ► Willingness to learn
► Ability to work independently ► Diligence/precision in execution
► Purposefulness/focus on results ► Reliability
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13. KodiaK – Skill analysis of client profiles
Five services to assess the different areas of competence:
Content of KodiaK services:
 Self-assessment questionnaire on behaviour in the working environment
(KodiaK 1)
 Testing intellectual aptitude (KodiaK 2)
 Achievement motivation(KodiaK 3)
 Assessment center for social and communication skills for selected
occupations (KodiaK 4)
 Technical standards for the analysis of personal skills (KodiaK 5)
The clients participate on a voluntary basis
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