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San Diego Metro Region Career Centers/Job Work’s, Inc.           LavarWatkins@workforce.org                    619-266-4247
SOFT SKILLS TRAINING               ATWORKFORCE INVESTMENT BOARDS (WIB)                &    ONE STOP CAREER CENTERS
   Soft skills have more to do with how an employee    communicates and interacts with others than her    technical skill...
Although building workforce competency is generally focusedon first-time employees, human resource professionals say inCri...
There are different ways to provide soft skills training to individualsmoving into the workforce. A job readiness curricul...
   Survey of 500 Executive Recruiters    identified these as the biggest job-seeker    mistakes:     Too desperate / Wil...
Industry Name      Annual Average               ChangeInfrastructure                  223,500 to 255,000       31,500 or 1...
CalJOBSwww.caljobs.ca.gov
AGENDA Skill Defined   a. The Many FacetsSkills and Employers  a. Job Requirements  b. What Employers WantTransferable Ski...
   Skill is the learned or acquired    capacity to carry out pre-determined    results, often with the minimum    outlay ...
   Skills are often actions directed toward    people, things or data and are classified    accordingly   The average pe...
Skills are:   Gained through life experience   Developed with diligent practice   Enhanced by vocational education   A...
   Employers want more than a listing of work    history, job titles and mundane tasks.       What ―value‖ do you offer?...
   Employers want to know what you can do    for them and how well can you do it   Presenting your skills effectively sh...
   Existing skills that can be used to meet the    requirements of other jobs or kinds of work or    can be applied to a ...
The following is a list of 5 broad skills areas: Communication Research & Planning Human Relations Organization Work ...
   Transferring your skills effectively can    result in higher salary placement   Failure to effectively transfer and  ...
   Are those considered particular to a    specific job or occupation   Job specific skills will transfer effectively   ...
   Are those typically considered personality    traits       We use them in every area of our daily lives.   Are often...
A great attitude, an even temper, and a positiveoutlook while faced with adversity or difficultchallenges are examples of ...
   A job function is a defined area of    responsibility, a duty or activity that requires    a set of tasks.       The ...
   Decide on a target job. If unsure what jobs    are suitable for you, take career interest and    work importance asses...
Employers want their needs met Find employers that will hire your skills Use the employer locator feature on    www.acin...
Each job has two basic elements:1. Job Title: This is a descriptive name given   to a set of specific tasks, duties, or es...
Clerk  Original Job        Job Title                   _____________                                       Retail         ...
Job TitleOriginal Job                         Clerk                 ____________                     Field               R...
Clerk                         Job Title Original Job           __________                                                 ...
   List your previous Job Titles in reverse order       List all activities, tasks, duties & skills involved   Previous...
   More complex, job-specific skills usually    place you in a higher step of the salary scale    rather than entry-level...
 Accomplishments are powerful statements that  speak louder than skills or words alone Consider accomplishments you achi...
   The most relevant accomplishments are those    from past employment activities directly    related to the target job t...
When stating an accomplishment, showingmeasureable outcomes adds power.For example:       Increased efficiency in operati...
Customize each résumé and personalcommercialQUALIFICATIONS            – ―I have…‖ Experience / Job Knowledge Education ...
   Confidence comes from knowing what    employers want and how you are uniquely    qualified for the job   Take note of...
Presentation18 wibs and one stops-watkins
Presentation18 wibs and one stops-watkins
Presentation18 wibs and one stops-watkins
Presentation18 wibs and one stops-watkins
Presentation18 wibs and one stops-watkins
Presentation18 wibs and one stops-watkins
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Presentation18 wibs and one stops-watkins

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Presentation by Lavar Watkins at Southern California Biotechnology Conference

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  • The Metro Career Centers are your One-Stop solution. Whether you need career counseling, job search assistance, connections to employers with current job leads, or labor market information, Metro Career Centers staff can help. The website has much valuable information, workshop calendars and links to other resources..
  • This is the Workforce Partnership website and it is of special importanceto the Job Seekers and because of the LMI links. We will browse these links to show you the type of information you will find and how information is organized. Take notes as we follow links that are especially helpful to you so that you can visit them later on your own.
  • Cal Jobs offers job listings and résumé posting services in addition to other features. Be sure to look at the links on the left column for EDD Labor Market Information for your local area which can be most helpful while conducting your research. There are many links with jobs, industries, and labor market information in addition to training opportunities and resources. There are also publications that keep you updated on the local economy and labor market.
  • The U.S. Department of Labor administers the Bureau of Labor Statistics. This is the Federal counterpart to the California Employment Development Department. The Occupational Outlook Handbook is a valuable, bi-annual publication that defines jobs, projects growth rates and shows wages, benefits, education requirements and much more…..
  • O*NET Online takes much of the information found in the BLS but adds other features that are unique to this website. We will explore many of these features including how to generate a list of jobs based on your transferable skills.
  • America’s Career Information Network has many types of information valuable to job seekers, much of which can be viewed as a side-by-side comparison of State and Federal trends. Of special interest is the Employer Locator tool that enables you to build a “hotlist” of employers that hire the specific job title you have targeted for submitting resumes. We will now go live into these websites. Please turn on your computers and click on the Internet Explorer icon.
  • Skill can be defined in a number of ways. The first bullet states what a skills is.The remaining two bullets indicate what it is to be skilled.
  • When presenting skills, it’s not about you: It’s all about the employer’s needs.
  • Transferring your skills means effective leveraging. Not all skills can be transferred completely.
  • The real transferable skills go with you from job to job or experience to experience regardless of your specific situation. Of course, even then the value of each skill will depend to some degree to the situation or task at hand.
  • When you effectively transfer your skills, the employer values your experience and expertise and will set your pay accordingly. You are considered more qualified and more valuable.
  • Job specific skills can also be leveraged but have obvious limitations in transferability. That’s why they are called “job specific”.
  • If unsure of what jobs might interest you or line up with your personal work values, try taking the career interest assessment as well as the work values assessment.If unclear as to which skills you might have used at previous employment or which skills are required for you prospective target jobs, the O*NET website can provide you with a great amount of detail regarding every element of the jobs in question.
  • To illustrate the impact industries have on job titles, consider what it’s like for a customer service representative to work for an employer such as Robinson’s-May or Nordstrom’s. That’s the retail industry. Then consider how a customer service representative would perform that job title at Sharp Medical Center (Medical Industry) or at Qualcomm (Manufacturing/Technology Industry).
  • The square graphic represents the original job title you have performed and are considering changing.The heart graphic represents the job to which you are considering changing.
  • Here you begin with clerk in the retail industry. You wish to leverage the job title of clerk but change industry to the medical field.This type of change will leverage your clerical skills but you will need to familiarize yourself with the medical industry and gain the appropriate knowledge required of your new position. Perhaps you will need to build your medical terminology and gain some basic insights about medical procedures, departments and job functions of various medical personnel.
  • Leveraging your industry or work field knowledge can also be very effective. You will need to use some skill that were not typically performed as a clerk but your understanding about what the industry will minimize your learning curve or training period. Keep in mind that if the employers like you, they will train you.
  • The idea her is to identify and list skills learned in previous jobs or even in ways not directly related to their job history, then make lists of skills most enjoyed or preferred and the level of expertise for each. It is also important to identify skills that are not liked. This makes it easier for the next step which is listing jobs that require those preferred and best skills. From jobs we go to job titles, then industries and, ultimately, to building employer “hot list” and developing a strategy to contact employers to schedule job interviews.
  • The combining of complex skills with less complex skills defines the value you will bring to the employer. Complex skills alone may not be as effective.
  • Tell stories about accomplishments or achievements you have had. Within these stories, tell about the skills you used and how your effective use of these skills you were able to achieve success in job performance. Accomplishments are the result of combining knowledge with different skills and personal assets.
  • Everyone has accomplishments. However, most job seekers have difficulty in identifying them and showing employers how their accomplishments will benefit the employer.
  • Be prepared in the event the employer should ask how you arrived at the dollar amount or percentages of savings to the company resulting from your accomplishments.
  • Your qualifications tell the employer what you have going for you.Your skills tell the employer what you can do.Your personal assets tell the employer who and what you are.All 3 of these tell the employer how well you fit the job and the company.
  • We all have varying degrees of skill levels. Most people fall in the mid range of skill performance with some skills below average and some skills in the above-average range with a higher level of complexity. This makes each of us unique. Our ability to leverage our uniqueness with job opportunities defines our success.
  • Transcript of "Presentation18 wibs and one stops-watkins"

    1. 1. San Diego Metro Region Career Centers/Job Work’s, Inc. LavarWatkins@workforce.org 619-266-4247
    2. 2. SOFT SKILLS TRAINING ATWORKFORCE INVESTMENT BOARDS (WIB) & ONE STOP CAREER CENTERS
    3. 3.  Soft skills have more to do with how an employee communicates and interacts with others than her technical skills and abilities. Soft skills include personal attributes such as attitude, work ethic and oral and written communication skills. They are complementary to a persons knowledge and experience and enhance the overall contribution and effort an employee puts forth. For instance, an employee with poor soft skills may have trouble communicating with other employees, lack leadership ability and possess a negative attitude; however, he may rank ahead of others when taking aptitude tests. The goal for a small business is to find employees with a good balance of soft skills and aptitude.
    4. 4. Although building workforce competency is generally focusedon first-time employees, human resource professionals say inCritical Skills Needs and Resources for the Changing Workforce—apoll released in June 2008 by the Society for Human ResourceManagement (SHRM) in conjunction with WSJ.com/Careers—that many workplace soft skills have become more importantfor experienced employees than for new workers. These skillsinclude critical thinking and problem solving, leadership,professionalism/work ethic, teamwork/collaboration, andadaptability/flexibility.
    5. 5. There are different ways to provide soft skills training to individualsmoving into the workforce. A job readiness curriculum that emphasizesemployability skills is one approach. Soft skills training can also beincorporated into vocational training and other program activities.Agencies that provide employment-related services can structureprograms to simulate the workplace. In addition, post-employmentactivities, such as case management, support groups, mentoring, and jobcoaching, provide opportunities to work on soft skills based on clients‘work-related experiences. One challenge for agencies is to assess anddocument soft skills. Agencies can market their soft skills training toemployers and work with local employers to develop standards for jobreadiness. This is not the end because there are collaborations that exist toassist with this very need.
    6. 6.  Survey of 500 Executive Recruiters identified these as the biggest job-seeker mistakes:  Too desperate / Willing to take Anything  Target jobs that match your best skills  Focus search on specific employers  Poor Interview Preparation  Research the company and job requirements  Attend the Interviewing Strategies workshops  Weak Résumés  Customize the résumé to each targeted position  Attend the Resume & Cover Letter workshop
    7. 7. Industry Name Annual Average ChangeInfrastructure 223,500 to 255,000 31,500 or 14%ConstructionHealthcare 1,338,000 to 1,645,100 307,100 or 23%Biotechnology 23,000 to 35,000 12,000 or 13%Industry Name 2009 Employment ChangeGreen 1270 to 2080 810 or 39%
    8. 8. CalJOBSwww.caljobs.ca.gov
    9. 9. AGENDA Skill Defined a. The Many FacetsSkills and Employers a. Job Requirements b. What Employers WantTransferable Skills a. Types of SkillsLeveraging/Employer MatchingAccomplishments a. Your Best Leverage Closing Thoughts
    10. 10.  Skill is the learned or acquired capacity to carry out pre-determined results, often with the minimum outlay of time, energy, or both Skill is the capacity to do something well as opposed to abilities, which are often thought of as innate Skill is a measure of a workers expertise
    11. 11.  Skills are often actions directed toward people, things or data and are classified accordingly The average person has from 500 to 800 skills. Relevant skills should be identified for each target job based on what employers value Frequently-used skills may be difficult to identify as they tend to become second- nature and unperceived
    12. 12. Skills are: Gained through life experience Developed with diligent practice Enhanced by vocational education Applied to specific tasks Enjoyed in various hobbies Combined into job qualificationsSkills can define you!
    13. 13.  Employers want more than a listing of work history, job titles and mundane tasks.  What ―value‖ do you offer? Employers want more than just ‗business as usual‘. How can you:  Meet employer‘s needs?  Solve employer‘s problems?  Save employer money?  Make employer more profitable?  Increase employer‘s competitiveness?  Help employer deliver better products or services?
    14. 14.  Employers want to know what you can do for them and how well can you do it Presenting your skills effectively shows the employer that you have  the right skills for the job, and  a clear understanding of the job requirements Employers seek to eliminate learning curves and training periods Hiring new staff can be risky and costly: Those most qualified reduce risk and cost.
    15. 15.  Existing skills that can be used to meet the requirements of other jobs or kinds of work or can be applied to a wide range of activities, such as communication, organization & management Transferable skills are universal in nature and are not generally bound to any job type or task ―You are defined not by your job title, but by the skills that you possess, which are transferable from, and to, any occupation you may happen to be involved in at the moment.‖ (Richard Nelson Bolles, What Color Is Your Parachute?‖
    16. 16. The following is a list of 5 broad skills areas: Communication Research & Planning Human Relations Organization Work SurvivalYou can search jobs by skills sets through O*NEThttp://online.onetcenter.org/skills/Assess your ―motivated‖ or ―key‖ skills here:http://www.stewartcoopercoon.com/jobsearch /freejobsearchtests.phtml
    17. 17.  Transferring your skills effectively can result in higher salary placement Failure to effectively transfer and leverage your skills could result in loss of job hire as employers consider you less qualified Take great care to accurately evaluate how each of your skills transfers to your ―target job‖ then leverage, leverage, leverage!
    18. 18.  Are those considered particular to a specific job or occupation Job specific skills will transfer effectively to other jobs requiring those same skills  For example: A Volkswagen mechanic can generally work in any Volkswagen service garage. However, before competing effectively at a BMW service garage, specific skills and knowledge relevant to BMW‘s would be required. But, if they like you, they‘ll train you!
    19. 19.  Are those typically considered personality traits  We use them in every area of our daily lives. Are often used by those who know us best to describe us to others Include elements not necessarily tied to specific jobs or occupations. For example:  Honest  Friendly  Warm  ConsiderateInclude work ethics, values, and personaltraits and can be referred to as Personal Assets
    20. 20. A great attitude, an even temper, and a positiveoutlook while faced with adversity or difficultchallenges are examples of self-management skills  Other examples of self-management skills include:  Initiative  Punctuality  Reliability  Organization  Accuracy  Efficiency These are also considered Personal Assets
    21. 21.  A job function is a defined area of responsibility, a duty or activity that requires a set of tasks.  The function of Office Reception includes tasks or duties such as greeting customers, answering phones, directing calls, providing information, performing data entry, etc. Skills are used to perform Tasks Tasks, in turn, perform a Function. Functions define a Job A job can be labeled or identified by a Job Title
    22. 22.  Decide on a target job. If unsure what jobs are suitable for you, take career interest and work importance assessments at: www.cacareerzone.org Examine skills used in previous jobs and compare them to skills required for target job. To find complete descriptions of jobs, duties and skills, a very helpful website is: www.online.onetcenter.org
    23. 23. Employers want their needs met Find employers that will hire your skills Use the employer locator feature on www.acinet.org Go through job announcements for matches Network through family and friends, etc. Develop a structured job search action planYour best bet: Find jobs that match You!
    24. 24. Each job has two basic elements:1. Job Title: This is a descriptive name given to a set of specific tasks, duties, or essential functions2. Field: This is a realm of specialized work or knowledge within a specific industryWhen changing jobs, consider changing JobTitle or Field but not both at once tomaximize the effective leveraging of jobspecific and transferable skills
    25. 25. Clerk Original Job Job Title _____________ Retail Field Target Job Job Title ________ Assembler Field ManufacturingChanging both job title and field can result inentry level pay at the target job. Try to avoid this.
    26. 26. Job TitleOriginal Job Clerk ____________ Field Retail Target Job Job Title Clerk _______ _ Medical FieldKeeping job title can result in transferring mostskills and higher pay at the target job
    27. 27. Clerk Job Title Original Job __________ Retail Field Job Marketing Target Job Title __________ Retail FieldTransferring industry experience and knowledgehelps job transition & leverages for higher pay(Source-Richard Nelson Bolles -What Color is Your Parachute?)
    28. 28.  List your previous Job Titles in reverse order  List all activities, tasks, duties & skills involved Previous job descriptions, O*NET Online or personal recollection are all very helpful List the skills you most enjoyed using and your level of expertise as well as those not enjoyed Next, list jobs you would enjoy doing and compare the required skills using their job announcements with your preferred skills Repeat the process for each job in which you are interested, then research the labor market for viability, outlook, pay, etc.
    29. 29.  More complex, job-specific skills usually place you in a higher step of the salary scale rather than entry-level pay Complex skills require more initiative, creativity and problem solving abilities Higher skills complexity usually means less competition and higher payit is imperative that you carefully evaluate howyour best skills relate to your ―target job‖opportunities and that you effectivelycommunicate this to prospective employers!
    30. 30.  Accomplishments are powerful statements that speak louder than skills or words alone Consider accomplishments you achieved in each job or in each job duty, if possible  Tell Employers:  How, when, and where you used skills relevant to the position at hand  How you excelled and saved the company time, resources, or money, or improved on services or operations, or increased revenues  How those skills and your initiative are valuable to his or her success
    31. 31.  The most relevant accomplishments are those from past employment activities directly related to the target job title Job-related accomplishments that show what you can do are also effective Use achievements in your personal life experience that show you are an ―achiever‖ Include accomplishments resulting from your own personal efforts as well as those achieved as part of a team. These can also showcase your teamwork abilities
    32. 32. When stating an accomplishment, showingmeasureable outcomes adds power.For example:  Increased efficiency in operations by 10% saving thousands of dollars in production costs  Exceeded sales goal at an average of 25% per quarter and named salesman of the year in 2009  Named as ―most friendly‖ Customer Service Representative based on independent customer satisfaction survey during last two quarters 2009 Using the STAR method can be highly effective
    33. 33. Customize each résumé and personalcommercialQUALIFICATIONS – ―I have…‖ Experience / Job Knowledge Education / Training Credentials /AccomplishmentsSKILLS – ―I can…‖ Job Specific Skills / Transferable SkillsPERSONAL ASSETS – ―I am…‖ Innate Skills / Self-Management Skills Work Ethic / Values Characteristics / Qualities
    34. 34.  Confidence comes from knowing what employers want and how you are uniquely qualified for the job Take note of any new skills acquired and how to leveraged them with new job opportunities Update and customize your résumés and personal commercials for each job to include new skills or accomplishments acquired The right attitude can compel an employer deciding to hire and train you!
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