The broad aim of the program is the design and implementation
of a job search strategy for a retrenched employee. There can be no guarantees
of job search success - but as a minimum, the program will improve the
confidence of the individual to prepare and present themselves effectively
for a job interview.
The counsellor is a qualified psychologist who is highly experienced
in recruitment and career planning. Each meeting is approximately one
and a half hours duration, at the counsellor’s office (Mooroolbark).
The program outlined below is to be used as a guide only, the specific
goals of each session would be designed and agreed between the individual
and their counsellor – individual progress cannot be predicted,
sometimes there may be a need to re-visit earlier steps.
The program requires the individual to have some access to computer,
printing and electronic mail facilities. Sessions are supported with
supplied reading material and self-assessment instruments.
The total cost of the program is capped to an agreed budget up-front,
but the following steps are offered as a guide as to the shape
and stages of the program …. Stage 1 Emotional Support & Planning (one to two sessions)
Retrenchment can be a stressful time, in which it is not unusual
for individuals to experience intense emotions such as shock,
anger, anxiety and frustration. Before the process of rational forward
planning by the individual can occur, there may be a need to work
through
these emotions. This can often make it easier for the individual
to reach a point of acceptance of the circumstances in which
they find themselves – and to subsequently commence the process
of setting some goals and making some plans for their work
future. Personal support network is identified. Short and medium
term goals
are developed for the job search strategy.
Stage 2 Resume Preparation (two sessions)
Current skills and strengths are identified. The resume is prepared
/ updated. The letter of reference sought from (past) employer
is drafted – in
neutral terms, confirming period of employment, duties and contributions.
The gathering of evidence to confirm achievements is considered.
Avenues for prospective job opportunities discussed, prospective
employers
identified, plans for resume submission with recruitment agencies.
Stage 3 Career Path Re-Assessment (one to two sessions)
Change can bring with it opportunity. The individual may like to
consider other potential career paths that may be compatible with
his skills
and interests. Self- auditing of skills, interests and values.
If an alternative career path option is identified – crafting
a training and development plan for it to be pursued (eg additional
qualifications
may be required).
Stage 4 Interview Preparation & Presentation Skills (two
sessions)
Guidance and coaching in how to prepare for the interview … Likely
questions to be asked; Studying the job description; Evaluating the
organisation. What the interviewer is looking for. How to present at
the interview – Rehearsing answers; Coping with nerves; Making
a positive first impact, Asking the right questions about the organisation,
etc .……
Stage 5 On-Going Evaluation of Job Search Strategy (as the need arises)
Support in coping with the disappointment / discouragement from
possible unsuccessful interviews - gathering feedback from interviewers;
incorporating
feedback into improving interview preparation and modifying the
job search strategy as necessary……..
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