This document provides information about career assessments and making educated career decisions. It discusses the importance of career assessments for improvement, accountability, and goal setting. It then describes different types of assessments, including verbal, written, interest inventories, and skills assessments. The document emphasizes using assessments to develop realistic and feasible career goals and job targets. It also discusses resources for career exploration like books, the internet, and information interviews. The overall message is that career assessments are an important part of making educated career decisions by understanding one's interests and skills.
2. Career & Job Target Workshop
Why do career assessment?
What is a good assessment?
How to do basic assessment?
How to make educated career decisions
5. Sun Tzu
If you know the enemy and know yourself, you
need not fear the result of a hundred battles.
If you know yourself but not the enemy, for
every victory gained you will also suffer a
defeat.
If you know neither the enemy nor yourself,
you will succumb in every battle”
7. What is assessment?
Assessment is a systematic process of looking
at client achievement by gathering, interpreting
and using information for improvement.
9. Verbal Assessment
What do you want to do?
Describe your
background/experience/training?
Why aren’t you doing this?
Set objectives
If a realistic and feasible job target, no
need for written assessment
Set this as a goal
10. Written Assessments
Identify potential client goals
Collect, analyze and interpret data
Develop a direction in writing
People are enamored with assessments
11. The 3 Laws of Unemployotics
A term coined in late 2010 to describe the
study of the reasons for the long term
unemployed.
I coined it
12. The 3 Laws of Unemployotics
Improper Job Search Technique
Element of Choice
Long, Nasty Job Hunt
13. Job Search Technique
Traditional Versus Non-Traditional
Waiting for Rescue
Why Bother?
17. Interest Inventory
Holland Self-Directed Search
Matches Interest Areas to Job Titles
Generates Ideas
Generates Discussion
Taking a Step
People are enamored with assessments
19. Transferable Skills Scale
Breaks Skills Areas Into Categories
Matches Categories with Job Titles
Useful with Interview Skills
Useful with Resume
22. Ultimate Goal
Develop a Written Ideal Job Description
Interests
Transferable Skills
Physician’s Restrictions
What is it?
23.
24. Car
Test
Green
Zero
Paper
Up
Gross
Search
Down
Great
Single
Jelly
Season
Tree
Window
Lion
Share
Purple
25.
26. Car
Test
Green
Zero
Paper
Up
Gross
Search
Down
Great
Single
Jelly
Season
Tree
Window
Lion
Share
Purple
27.
28. Car
Test
Green
Zero
Paper
Up
Gross
Search
Down
Great
Single
Jelly
Season
Tree
Window
Lion
Share
Purple
29. What If No Realistic Goal?
Indicator of Possible Field
Look for Patterns
Need to Find Entry Level Position
Ask for Ideas
Post Job Description on Internet Forums
Beyond the Basic Level of this Workshop
Referral to Career/Vocational Specialist
32. Internet
Google Searches
www.bls.gov/oco
Occupational Outlook Handbook
LinkedIn
U.S. Department of Labor
http://lmi.state.oh.us
ODJFS Labor Market Information
33. Caution
Never base a career or training decision on
book or internet labor market information
34. Employment Projection Limitations
The projections model also assumes an
unemployment rate of 5.1 percent in 2018.
http://http://www.bls.gov/oco/oco2006.htm
35. Employment Projection Limitations
As with all forecasts and projections, Labor
Market Projections are subject to error,
especially if events negate underlying
assumptions.
http://lmi.state.oh.us/proj/projections.htm
36. Never Base Career Decision on
Trends
1960s – Math, Science, Engineering
1970’s – Solar, Wind, Gasohol
1980s – Teaching
1990s – Computers, Y2K
2000s – Internet, Telecommute, Security
20--s – Healthcare, Green Energy
37. Information Interviews
Talking to people to research the job or
career
Always have questions prepared in
advance
Stress this will help make a career/training
decision
Get names of two other people
Always send a thank you note
38. Questions
What skills are important?
What personality traits are important?
What training/school would you suggest?
How many employees do you have?
How often do you hire here?
Is this industry expected to grow?
Starting salary and after one year?
What are the physical requirements?
Names of two other people?
39. Look for Consensus
People in the field are considered subject
matter experts
Do five information interviews and look for
consistency
Continue to do information interviews until a
trend develops
Verify!
40. Making Educated Decisions
Labor market information is crucial
Need to know what to expect when done
Get subject matter experts to lay out the
training/school
41. Effective Performance Documentation
Relate to goals
Focus on the vital few elements to measure
Foster improvement
Are well communicated and measurable
Are reviewed as often as appropriate
Provide information on level, trend and
comparative/competitive data
Focus on the long-term well-being of the client
45. Identify Strategies for Change
What will you do to reach goal?
Which program elements could assist?
46. Remember
Be flexible, adaptive and prepared to
adjust to change
There will always be problems
Things always change (mandates,
circumstance, personal priorities)
View assessment and goals as an
evolutionary process
47.
48. Bibliography
Bureau of Labor Statistics, U.S. Department of Labor, Occupational
Outlook Handbook, 2009-10 Edition
The O*Net Dictionary of Occupational Titles, Jist Works, Inc.
Indianapolis, IN. 1998
U.S. Department of Labor, Dictionary of Occupational Titles, Jist
Works, Inc, Indianapolis, IN. 1991
What Color Is Your Parachute?: A Practical Manual for Job Hunters
and Career Changers, Richard N. Bolles, 2010
JIST Inc. – (800) 648-JIST
Handouts are at www.marshalljkarp.com
Handouts are at www.slideshare.net/marshallkarp