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WHAT ARE 11 OF THE FASTEST GROWING JOBS IN AMERICA?
No, they are not all in technology! This list will surprise you. If you were putting together a list of some of the fastest growing jobs in America, would you put cost estimator on your list? I doubt it. It would not have been on my list either. That job, which requires a bachelor degree or on the job experience, has a whopping 36% growth rate! Most of us (including me) know nothing or very little about cost estimators. In the next four years, that job will need 67,000 additional employees! This revealing list will open your eyes to other jobs that have some of the greatest need for employees.
Click here to find out more about these fast growing jobs
DID YOU KNOW THERE IS A LINKEDIN FOR BLUE COLLAR WORKERS?
Linkedin is a great resource for white-collar professionals, but it has little to offer people in blue-collar jobs. Now there is a company that is working to become the Linkedin for the rest of the workforce.
ON THE CUTTING EDGE OF THE WORKFORCE FIELD
BEST PRACTICES FROM MY CLIENTS
This section of the newsletter presents information about my clients that are doing work on the cutting edge of the workforce field.
Rising Sun Energy Center
has a mission to benefit the community through training, employment, and direct energy and water efficiency services. Their highly skilled Executive Director, Jodi Pincus, along with a very talented team of people including Elena Foshay, Director of Adult Programs, have created a dynamic tradition of innovation and program development in the organization. Rising Sun Energy Systems operates two very effective programs that fight climate change and work to provide economic opportunity to those who are most in need in our communities.
California Youth Energy Services (CYES)
program employs and empowers local youth to provide no-cost Green House Calls to local residents in 20 communities throughout the region. At each Green House Call, a team of two youth provide residents with an energy and water assessment, energy and water saving installations (light bulbs, showerheads, etc.), and further conservation tips, all at no cost! The resident gets a valuable service, the environment benefits, and the youth get paid employment, training, mentorship, and a wonderful summer experience.
The Green Energy Training Services (GETS) program serves low-income adults who are unemployed or under-employed, providing them with hands-on training for careers in the construction, energy efficiency, and solar industries. The program spans 12 months, beginning with the 9-week Core training class, and including case management and job placement and retention support. GETS is a certified pre-apprenticeship program, providing interested participants with a path to union apprenticeship in the skilled trades. All participants receive eco-literacy training and all construction components are taught with an emphasis on energy efficiency. Over 2000 youth and adults have been trained or employed through the services of Rising Sun Energy Systems. More than 34,000 homes have been made more energy efficient because of their efforts.
One of the new programs started by this entrepreneurial organization takes on the problem of occupational gender segregation. Most workforce programs start training initiatives without any regard for the biased nature of hiring in the occupations that are at the end of the training. An organization might start a training program for nurses without realizing that over 91% of the people who work in nursing are women. If the workforce organization does not have a strong nontraditional recruitment and retention program to get men into these occupations, the workforce organization inadvertently reinforces the gender hiring bias pattern of that occupation. In the construction trades, only 3% of the workers are women.
This gender bias pattern can also be found in most so called progressive green workforce training programs. They may be environmentally progressive, but they are strictly old school when it comes to equal representation for women. Some programs may have a few women, but it is rare to find a program with a well thought out strategy to recruit and train women in green energy work. Rising Sun Energy System took on this challenge. They created a successful cohort of young women to train in the environmental trades! This is pioneering work and there are many things to learn from their program.
If you want to learn more about how they did this cutting edge work click here.
WHAT IS CUSTOMIZED EMPLOYMENT
AND WHAT DO EMPLOYERS THINK
OF CUSTOMIZED EMPLOYMENT?
Customized employment is a flexible process designed to personalize the employment relationship between a job candidate and an employer in a way that meets the needs of both. While the practice is often used in disability employment programs, it can actually be used with a wide variety of job seekers. The ability to use customized employment should be in the toolbox of everyone that does business services.
This strategy is based on an individualized match between the strengths, conditions, and interests of a job candidate and the identified business needs of an employer. Customized Employment utilizes an individualized approach to employment planning and job development - one person at a time and one employer at a time.
There are many variations of customized employment. One of the most common involves task reassignment. Using this strategy some of the job tasks of incumbent workers are reassigned to a new employee. This reassignment allows the incumbent worker to focus on the core profit and goal making functions of his/her job in order to have more time to complete those tasks. Other tasks are combined to create a new job and a new job description is negotiated based on current, unmet workplace needs. This form of customized employment creates a new job while at the same time increasing profits and helping to reach goals in a more timely manner.
DO YOU KNOW HOW TO HELP JOB SEEKERS
THAT ARE ASKED TO GIVE A SKYPE INTERVIEW?
Computer based interviews using Skype, Google or other platforms are becoming increasing popular in the employer community. They are on their way to becoming more popular than the traditional phone based interview. A visual interview allows the employer to see the body language of a candidate, which can be an important factor in making the hiring decision. This type of interview poses a number of unique challenges for job seekers. Do you know how to help a candidate prepare for an online interview? This article has 10 helpful tips that will help job seekers get a job offer out of online interviews.
Click here for the article.
ARE YOU ENGAGED IN YOUR MANAGEMENT JOB?
In management circles, we frequently have conversations focusing on the issue of how to help our employees become more engaged in their jobs. We know that employee engagement is one of the most important elements for a successful organization. But, we rarely talk about manager engagement as an issue. This article will show you the results of a Gallup survey on management engagement. We have some serious challenges in that area and this can explain why there are problems with employee engagement. Disengaged managers face a difficult time trying to engage their employees.
Click here to learn more about manager engagement.
DO YOU KNOW THERE ARE 97 JOB BOARDS
FOR PEOPLE LOOKING TO WORK IN NONPROFIT ORGANIZATIONS?
Interest in working for nonprofits is on the rise. Many people want to find a way to do work that fits closely with their values and beliefs while focusing less on the size of their paycheck. But, where can they look for jobs in nonprofits? This is a very comprehensive list of 97 job boards that focus on jobs in the nonprofit sector.
To access this incredible resource click here
CAN YOU HELP A BOOMERANG JOB HUNTER?
In human resources language, a former employee that tries to get a job with one of their old employers is called a boomerang job hunter. Many companies had formal and informal policies that prevented them from hiring boomerang employees. Companies felt that these people were trying to return out of desperation or because they made a bad choice to leave and that these reasons were enough to keep them out of the competition. However, this perspective is now being replaced with a new view on the boomerang employee. More and more employers are now willing to consider them for job openings since many of them have turned out to be even better employees the second time around. It takes some special job search and interview skills on the part of these employees to reopen the door to another hire.
Do you know how to coach boomerang employees?
DO YOUR SUCCESSFUL PROGRAM PARTICIPANTS
SUFFER FROM IMPOSTER SYNDROME?
Imposter syndrome does not happen when someone fakes being qualified to do something. Imposter syndrome is the feeling that comes when people are successful, but doubt that they should be successful. They feel like they are being an imposter even though they have earned the success. This is a version of low self-esteem that has an impact on the successful people you serve. When your program participant is the first person in their family to start on a career pathway and hits a hard point in their journey, they may feel that nagging self-doubt that they should not have started on the career pathway in the first place and then they drop out. When an individual with severe and multiple barriers to employment gets on the road to success, but cannot believe they are worthy of that success, they may commit self-sabotage and fall off the road to success. These people often feel more comfortable being unsuccessful than they do when they are successful. That thinking is called imposter syndrome. It explains a lot about our why successful program participants often self-destruct when they are doing really well. Everyone that does employment counseling needs to know as much as possible about imposter syndrome.
Click here to learn more about this barrier to success
WHAT IS GOING ON
BEHIND THE SCENES IN THE INTERVIEW PROCESS?
We often talk with job seekers about how to answer interview questions as if everything that was going on in the job interview depended on their answers. As someone that has been an interviewer in over 1000 interviews in my career, coaching employers about how to improve their hiring decisions, I can tell you that there are many other things going on behind the scenes that can an impact on whether someone gets a job offer.
For example, an employer may have a federal contract and a stipulation of that contract can require them to do good faith effort. This means that they must conduct outreach to make sure they reach certain candidates with their job opening information. These targeted candidates have the type of demographics that are under represented in the employer's workforce compared to the population profile of the local community. These stipulations often require outreach to women, veterans, minorities and people with disabilities, if the employer's workforce does not include enough of these individuals. Some unscrupulous employers will interview people from those groups to prove good faith effort knowing full well that they have no intention of hiring them.
In other situations, the employer has already decided to promote an internal candidate, but goes through the interview process to let the internal candidate know they have competition so they will not ask for too much in terms of more salary or benefits. Most employers do not do these things, but there are some that do them on a regular basis. There are other things that can also be going on behind the scenes in an interview that will have an impact on the hiring decision. You and your job seekers should know about them.
Click here to go behind the scenes in the interview
WHAT ARE THE BEST PRACTICES
TO CONNECT YOUNG ADULTS WITH EMPLOYMENT?
WHAT HAS LARRY BEEN UP TO?
I worked with Kim Drew and Spencer Perry who are managers at
to help design a customized version of my training,
You Can Be a Change Agent! How to Increase Employment Motivation in the Hard-to-Employ!
I do this training in various versions for organizations working with a variety of populations such as welfare recipients, people in reentry, youth, people with disabilities, dislocated workers, immigrants and refugees, people with no work history and other groups that face motivation challenges.
Click here for more information on this training
For JVS, I did the training in a version that focused on long term unemployed white-collar professionals. JVS has a special DOL grant to work with this population of very challenging program participants. These individuals have been on the downward spiral of unemployment for some time. They have low employment motivation, unrealistic job and salary expectations, out of date skills and a wide range of other barriers to employment. JVS has designed a very sophisticated program model to serve them. On this visit to JVS,
I also did a consultation session with their management team on different models of staffing job seeker and business services and employer engagement. For information on my employer engagement services click here
I am working with a new consulting client. Elena Chavez Quezada is a new program officer for the
Walter and Elise Haas Fund
. Elena has a robust portfolio of some exemplary workforce programs. She also is the Co Chair of the
Bay Area Asset Funders Network
. Elena has a strong interest in using her funding strategically to improve the lives of low income populations not only by increasing their wages, but also through strategies that help them manage their finances and increase their assets. She has a special interest in focusing on closing the asset wealth gap that low-income women experience. Elena is a very thoughtful, skilled and values driven person and I am really enjoying consulting with her. Her insightful way of thinking has been expanding my awareness about workforce development.
Elena is using my consulting services to explore best practices in workforce development, the latest trends in the field and as a sounding board for her strategy planning and decision making. If you would like to see a list of the areas of my consulting services, please click here
I premiered a new workshop titled,
Closing the Gap From Interviews to Job Offers
. In my private sector work, I am in hundreds of interviews a year. I coach employers on interviewing and how to make the hiring decision, I am in a position to see how the hiring decision has changed over the years. What workforce programs are teaching people about interviewing is terribly out of date. It actually keeps people from getting job offers as quickly as possible. Interview question lists with their memorized answers are not what employers want to hear. Mock interviews need to be completely overhauled to truly replicate the interview process. Explanations of barriers to employment are insufficient to lead to a job offer. I designed this training based on the current hidden hiring agendas used by employers. If you want your job seekers to get job offers faster and from fewer interviews, contact me at firstname.lastname@example.org to discuss bringing this training to your program.