Enhancing Employability Skills: A Comprehensive Approach

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Explore the concept of employability skills beyond traditional definitions, analyzing deficiencies in current perspectives. Delve into case studies to identify necessary assets and growth areas for employability, and learn strategies to assist clients in enhancing their employability through a comprehensive model. Gain insights into psycho-social, person-centered constructs that help individuals adapt to work roles effectively.

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Second order Employability Skills Jeff Landine, University of New Brunswick (jlandine@unb.ca) John Stewart, University of New Brunswick (jstewart@unb.ca) Canadian Counselling and Psychotherapy Annual Conference Victoria, B.C., May 8, 2014

Comment on the deficiencies of only considering employability skills such as those suggested by the Conference Board of Canada. Analyze a case study for the assets and growth areas necessary for employability. Apply a comprehensive model to assess employability. Acquire some new perspectives and strategies for helping clients become more employable. Objectives

Employability skills are transferable core skill groups that represent essential functional and enabling knowledge, skills, and attitudes required by the 21st century workplace. They are necessary for career success at all levels of employment and for all levels of education (Overtoom, 2000). Employability Skills 2000. (Conference Board of Canada) 21stCentury Skills for Workplace Success (USA) Employability Skills (narrowly defined)

Psycho-social, multi-faceted, person-centered construct Help workers to adapt (acquire, fulfill and obtain) to work roles Adapting makes use of a number of competencies attitudes, knowledge and skills. These competencies exist on a number of hierarchical levels: knowledge of self, world of work; decision skills, technical skills, human-relation skills, personal qualities. Employability Skills (broadly defined)

See handout Case study

1. What personality tendencies can you assess that may influence this client's behavior? 2. What self-constructs can you identify that may influence this client's behavior? 3. What assets (both personal and environmental) does this client bring to the job search process? 4. What roles are evident or being established at this point in her development? Case Study Questions

Self- regulatory, psychosocial competencies Strategies and behaviors to achieve work goals Strengths/capacities that are used at the person-in- environment intersection Second-order generally indicates an extended or higher complexity. Components of Employability Career Adaptability Human and Social Capital Career Identity Employability

Personal Factors: Optimism hope concerning the career challenge and future Propensity to learn threats to jobs and opportunities elsewhere Openness embrace the learning, exploration Internal locus of control intentional decision-making Generalized self-efficacy perceptions/judgements about the ability to handle life-events Career Adaptability

Human personal resources Includes age, education, work experience, job performance, cognitive ability, etc. Education and experience best predictors Experience builds proficiency and tacit knowledge (portable skills) Investments: continuous learning and adaptive orientation Social social networks Provided information and influence to the job seeker Strong social networks contribute support and cooperation Span organizations and time Human and Social Capital

Cognitive schemas that merge together personality, knowledge, skills, aspirations, motivation, values, opportunities, etc. Coherent narratives that frame, give meaning to and provide continuity between past, present and future career experiences Requires external validation Is a self-regulative process Career identity

Employability Skills Career Adaptability Human and Social Capital Career Identity Concern Control Curiosity Confidence Human Social Self Schemas Optimism Desire to learn Openness Self-efficacy Vision Intuition Education Networks Self-efficacy Experience Locus of Control Self-esteem Roles Self-confidence Motivation Internal Locus of Control Planning Skills Time manage- ment skills Thinking strategies Ability to monitor the process Information Gathering Strategies Employability Skills

Developing client readiness cope with change Focus clients to look ahead and around Assess: planfulness, exploration of self and situation, decision-making skills Counselling for Adaptability

Career adaptability Focus on outcomes Willingness to change Competencies need to change Focus on work role Goals for Adaptability

Prepare the client for change (conditions for growth) Facilitate reflection on work roles Identify work and career motives Document the clients narrative of career identity to self and others Counsellingfor career identity

Receptive to feedback Confidence Safety Openness and interest to grow Acquiring a repertoire of career roles Negotiating work-family conflicts Goals for career identity

Organizational performance domain: Dominant personal motive: Exploitation - production, results Exploration - innovation, change Distinction - Autonomy/agency Self-assertion Maker Expert Integration - Connectedness, belonging, cooperation, sharing Presenter Guide Structure - Cohesion/meaning; institutional structure Director Inspirator The career roles model: six classes of career roles.

Personal Management Skills demonstrate positive attitudes and behaviours confidence; feels good about self; integrity; show interest, initiative, and effort be responsible accountable be adaptable open to change; learn from mistakes; accept feedback Learn continuously curiosity Work safely Employability Skills 2000+