1. Queensland University of Technology
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Career Aspiration Project:
Child Safety / IFYS
Career Resources for Staff
https://www.slideshare.net/clivemaycbmcareer
Clive May, Career Counsellor
CBM Career Development/
Queensland University of Technology
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Career Themes
• Future skills
• Self assessment
• Career pathways
• Job seeking
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Desirable Work Skills
• Leadership
• Collaboration
• Creativity
• Problem solving
• Social and Digital
• Resilience
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Jobs of the Future?Jobs of the Future?
•Data AnalystsData Analysts
•Computer/Math JobsComputer/Math Jobs
•DesignersDesigners
•Digital CuratorDigital Curator
•Specialised SalesSpecialised Sales
•Digital Detox TherapistDigital Detox Therapist
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Career Planning Model
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The Scaffolded Career Journey for
Students/Young People
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Career Planning
• How clear are you about your future career?
No idea.......................................Very clear idea
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What do I
want?
What do I
want?
Who am
I?
How
do I
get it?
Career Planning
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Your Personal Career Type
1. Adventurers
2. Investigators
3. Artists
4. Carers
5. Persuaders
6. Administrators
[Source: Life Business Consultancy (2013). Training manual: Coaching young people for success. Melbourne, Australia: Author.]
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NASA Group Activity
I am from NASA
We are selecting people for a community on Mars
1.Each group make a case for their type
2.Each group is to present their case one at a time
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What JOBS would your Life Type be a
natural at?
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Self Assessment
My Interests Career Types
TAFE Myprofiler
Job Outlook Career Quiz
USC Character Assessment
HumanMetrics Career Assessment
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Target School Subjects
https://myfuture.edu.au/bullseyes
English
Maths
Business
Home Economics
Agriculture
Computers
Geography
Metal Tech
Music
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QUESTIONS?
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Busy Office?
An eye for detail?
Outdoor work?
Environmentally-friendly?Risk taking?
A good nose?Problem-solving?
Work
Preferences
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Skills – Working with PEOPLE
• Helping/Advising:
– helping, informing, teaching, treating, listening,
giving advice, instruction, information, concerned
about their social welfare.
• Persuading/Service:
– Selling, influencing, negotiating,
motivating, serving, promoting,
bargaining
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World of Work Websites
• Occupations and the qualifications needed
Career Search
• Skills/abilities required and job prospects
http://joboutlook.gov.au/pages/alpha.aspx
• Different industries
https://myfuture.edu.au/industries
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Career Choices After School
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Destinations of QLD Year 12
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Uni - you don’t need an
OP!
• Certificate III = Rank 68 (Op 15)
• Certificate IV = Rank 74 (OP 12/13)
• Diploma = Rank 82 - 87 (OP 7)
• Advanced Diploma = Rank 93 (OP 4/5)
• 1 year + of a degree = Rank 93 (OP 4/5)
• Tertiary Preparation Program
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Source: Data obtained from Australian Bureau of Statistics (2010). 6278.0 – Education and Training Experiences, Australia.
http://www.abs.gov.au/AUSSTATS/abs@.nsf/DetailsPage/6278.02009?OpenDocument
Higher qualifications:
earning potential
job opportunities
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W
eekly spend by life stage
Single <35
(no kids)
$869
Couple <35
(no kids)
$1,429
Couple
(oldest child
<5) $1,484
Couple
(oldest
child 5-14)
$1,670
Couple
(oldest
child15-24)
$1,900
Centrelink
$203
Apprentice
Certificate
Diploma
$350-$884
Uni
Graduate
$846-
$1,250
Senior
Tradesperson
$1,250-$1,600
Senior
Professional
$1,600-$3800
Weekly Income
Source: Australian Securities and Investments Commission
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QUESTIONS?
49. Queensland University of Technology
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Career Planning and Job Search Skills
Getting Your first Job
•Self Assessment & Career Planning
•Writing resumes
•Interview skills
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What Do Employers Want?
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Your Aim
To prepare a Resume - to be used as a
self-promoting document, presented to
potential employers
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The good, the bad and the ugly…
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The good…
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The bad…
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Your all-purpose
Resume
• Contact Details Only (check your email!)
• Career Objective (optional)
• Key Skills or Strengths (for the job)
• Work Experience
• Education
• Training/Courses
• Interests & Hobbies/Achievements
• Referees!
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Make the resume easy to read
• No fancy fonts
• No coloured or textured paper
• No folder or binder
• Send by email
• Be very careful with spelling and grammar
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Cover Letter Structure
• Use The Person’s Name
• Tell Them Why You’re Writing
• Tell Them Why You’re Interested
• Tell Them Why You’re Suited – skills
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Covering Letters
• First contact – make it relevant
• Research the job and organisation
• Tailor each letter – no generic letters
• One A4 page in length (usually)
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Templates & Guides
• Microsoft Office
• Youth Central (VIC)
• Resume Guide – Myfuture
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Sample interview questions
• Tell us about yourself….
• Why do you want to work for our company?
• What do you know about our organisation?
• What abilities or skills do you have for this job?
• What is your biggest weakness?
• How have you shown effective teamwork in
your life? Provide a specific example…
• How have you dealt with a difficult person or
situation? Provide a specific example…
• Where do you see yourself in 5 years time?
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Questions for you to ask
• What type of training do you offer?
• What makes a successful employee?
• How will I be managed and supported?
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Your interview preparation
• Write down your skills and interest
• Rehearse interview answers out loud
• Take resume to interview
• Consider your appearance
• Check Timing - how long to get there?
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“OK – CLIVE, STOP TALKING !”
Questions?
Clive May
Career Counsellor
CBM Career Development
Tel: 0434408698
Email: clivemay1@bigpond.com
www.cbmcareerdevelopment.webs.com
Editor's Notes
In January 2016 there were 11.9 million Australians employed, the largest number on record. There were 8.2 million in full time employment, 3.7 million in part time employment
Things are shifting
In percentage terms, 68.94% of workers are employed full time, the lowest level on record. Part time employment hit 31.06%, the highest level on record
Technology has and is changing the world of work
Wifi 1991
Fb 2004
Iphone 2007
Insta 2010
In France, a 2011 McKinsey study showed that over the previous 15 years, the internet had created 2.4 jobs for every job destroyed.
Work is changing radically and we must change with it
bank teller&apos;s job redefined by the ATM.
clerical or repetitive factory tasks refined by technology
Lawyers using text-mining techniques
changing very rapidly, is the nature of the employment available.
One-third of new jobs created in the US in the past 25 years barely existed at the beginning of that period. They include computer programmers, computer system analysts, fitness instructors and medical technicians.
pilots actively steer aircraft for just three to seven minutes of any flight,
up to 45 per cent of work activities could be automated
two forks of new world of work / labour market
menial low-wage jobs
high-skill, high-wage careers
many of the future jobs will likely be in idea-intensive businesses such as media, pharmaceuticals, IT and finance, Manufacturing, e.g. 3D printing
Exhibit 2: There are 7 job clusters in the Australian economy, based on skills
demanded by employers
These job clusters each currently comprise a variety of occupations, ranging from 10 up to 140 occupations depending on
the particular cluster.12
Comprises jobs that... Occupations currently in this job cluster
...require a high level of
interpersonal interaction
in retail, sales, hospitality
and entertainment.
...require skill in
manual tasks related to
construction, production,
maintenance or technical
customer service.
...seek to improve the
mental or physical health
or well-being of others,
including medical, care
and personal support
services.
...involve repetitive
administrative and
behind-the-scenes
process or service tasks
...involve deploying skills
and knowledge of science,
mathematics and design
to construct or engineer
products or buildings.
...involve professionals
providing information,
education or business
services
...require skilled
understanding and
manipulation of digital
technology.
Total: 65
Includes: sales representatives, retail supervisors, cafe managers, hotel
managers, bank managers, entertainers, interpreters and airline ground crew.
Industries closely linked with this job cluster include: Tourism, Retail
& Wholesale Trade, Accommodation & Food Services, and Arts & Recreation
Services.
Total: 118
Includes: machinery operators, landscape gardeners, electricians, crop &
livestock farm workers, plumbers, and carpenters.
Industries closely linked with this job cluster include: Construction,
Agriculture, Mining, Manufacturing, Utilities and Logistics.
Total: 131
Includes: GPs, social workers, childcare workers, fitness instructors, surgeons,
counsellors and beauty therapists.
Industries closely linked with this job cluster include: Health Care &
Social Assistance
Total: 59
Includes: bookkeepers, printers, fast food cooks, bus drivers, furniture
removalists, law clerks, receptionists and car park attendants.
Industries closely linked with this job cluster include: Administrative
Services and Logistics.
Total: 70
Includes: architects, electrical engineers, clothing patternmakers, food
technologists, building inspectors, product testers, industrial engineers,
geologists and draftspersons.
Industries closely linked with this job cluster include: Architectural,
Engineering & Technical Services.
Total: 142
Includes: primary and secondary school teachers, economists, intelligence
officers, accountants, policy analysts, solicitors, organisational psychologists,
museum curators, and HR advisers.
Industries closely linked with this job cluster include: Professional,
Scientific & Technical services and Education & Training.
Total: 10
Includes: programmers, software engineers, database administrators, web
designers and ICT business analysts.
Industries closely linked with this job cluster include: Computer System
Design & Related Services and Information Media & Telecommunication
Services.
The following 10 skills are most vital to young people entering the workforce:
AmbitionAmbition changes the opportunity outlooks for a young person dramatically. Employers are increasingly looking to hire for attitude and train for skill, so cultivating ambition and an eagerness to learn and do well are really Step 1 toward a solid future. Young people who are hungry, interested and engaged are infinitely more employable, and when they have a passion for achievement, there are no limits to what they can do. Rather than just hire warm bodies, companies would much rather choose people who show promise and a solid foundation.
ValueUnderstanding what it means to add value to a company or organization is a fundamental question that should be answered by anyone looking for work, along with appreciating why that’s an important question in the first place. Employment is an earned privilege, not a right - even with a fancy diploma in hand, there are no promises or guarantees. People are typically the biggest expense in any organization, and those who add most value have the best job security. Those who don’t usually don’t stay employed for very long. In a corporate world that is looking more than ever before at operating lean, it’s no longer possible to hide and not contribute to a company’s financial well-being.
ArticulationThe vast majority of young people struggle with explaining what they want to do, what work-related activities interest them, what transferable skills they have, and which industries or positions might best suit them. As a result, when they set out to market themselves, or interview with potential employers, they offer little useful information, and instead rely on those doing the hiring to find the right fit and figure it out. Recruiters are not career counselors - selling oneself in the job market is the responsibility of the seeker! Relying on our institutions or parents to “place” young people in jobs is a practice fraught with problems, and enabling entitlement or minimizing the importance of self-sufficiency - or the fortitude to secure meaningful work - are only a few of the drawbacks. Teaching people to pitch themselves effectively early in their working lives enables them to find employment on their own over a lifetime.
SkillsThe basis of any solid employment marketing campaign (job search) is the actual skill base a worker presents to potential employers. At the most fundamental level, soft skills like interpersonal communication, the ability to speak and write correctly and present ideas clearly, are the areas most often cited when employers discuss the downside of hiring young people. Dressing appropriately (highly subjective these days) is also considered a critical part of communication. So despite the constant “communication” through technology that has dominated young lives, they are at a massive disadvantage because in person those soft skills are not present.
ExpertiseBesides being a good person to work with and around, bringing some substantive expertise to the table cannot be urged enough. It doesn’t matter what the topic, as long as it’s valuable in the marketplace (remember the “Adding Value” piece above?). Ideally, expertise is transferable to other applications and industries too - and it’s important to note that attending specialty schools and formal training programs are not the only ways to acquire expertise. It can and should be cultivated constantly, with young people maximizing every opportunity to read, learn, volunteer, train, practice or work.
Terminology Every industry relies on its own lexicon of terminology to operate and communicate. Often these are technical concepts, processes or acronyms that sound foreign to people new to a field. Teaching young people to learn the language of a given workplace, industry or role is directly related to how smart they will sound and how well they will function in an environment, and dramatically improve their chance of securing jobs because companies will first choose someone who needs less time to be brought up to speed.
CuriosityWhen young people are supported in pursuing fields that are of true interest, they are more likely to want to learn more and become well-versed in those areas. Intellectual curiosity leads to better educated and more informed workers, who can quickly cultivate themselves into real talent with a little help. The more inspired and motivated they are, and the more space they are given to explore, create and innovate, the more their potential becomes unlimited. This is an important consideration given that school curriculum often focus on a core set of skills, and other programs such as art, music or other non-academics are eliminated.
ContextThe concept of context is a vital one to address with young people, from 4 key perspectives:
1) The working world operates by a different set of rules than most homes and schools. Training young people to acclimate to the adult world of work requires a dramatic shift in routines and expectations from a lifetime of studying and attending classes.
2) Different workplaces have different expectations about dress, attendance, communication, metrics for success and even use of personal technologies. Expectations that aren’t clearly understood are difficult to meet and that sets everyone up for failure.3) It is a big problem that most young graduates don’t understand how business fundamentally works and is organized. For example, what is the difference between marketing and sales, or operations? What signs would signal that a company or industry is hiring, or worth studying or pursuing jobs in? How does one company fare in a market of other competitors (who happen to be other potential employers too)? What do industries look like? 4) How do we all fit into the bigger context of the world economy as global citizens? With a billion young people entering the workforce, there’s a lot of competition, but also plenty of untapped opportunity.
All of these conversations, if nothing else, break young people from the idea that they’re the center of the universe. Or, conversely, that their world is small, restricted and their options are limited.
traditionally technology has been locked down in workspaces because the technology has been screwed to the desk. We&apos;re now facing a world where technology is on your phone, it&apos;s on your laptop, it&apos;s on your tablet, whatever it is, which suddenly means that the physical locality no longer matters. You can work anywhere. You can work on the beach if you need to. So how it works here is that you are given that mobility, you&apos;re given your mobile phone, you&apos;re given a mobile laptop, and you then get to choose 10 floors, which are all designed differently, in terms of where you want to work. How do you feel? What space do you want to work in? Do you want to work in a garden? Do you want to work in a funky design space? Do you want to work with others? Do you want to work on your own? So it&apos;s all about choice.
The program is in-line with the identity development of individuals as well as being aligned with career development competencies and curriculum.
The key focus of Explore Uni is to connect subjects the students are doing at school with study areas at Uni and the jobs they lead too.
In Year 6 and 7 students learn about the world of work and start to consider how their personal interests connect to future jobs.
In Years 8 and 9 students are starting to select study areas based on interests and future goals
In Year 10 students are undertaking more focussed career planning through SET plans and work experience
In Year 11 and 12 students are having to make concrete choices and consider their post-school options.
QUT’s contribution to this is providing days which enhance what they do at school and re-affirm their interests and goals, opening up their opportunities through demystification, role model interaction, and hands on activities.
Creating opportunities for LSES people requires:
Awareness – an understanding of the available opportunities and how to access them
Aspiration – the desire to attend university
Affordability – sufficient money to support student life
Achievement – the educational attainment level to gain entry to university
Access – admissions policies that open the door to low SES students, and absence of distance and time restriction
How to think about your career:
Know yourself and the key influences on your career choices and decisions
Research & evaluate your options
Choose a direction, set goals, create and action plan
Identify potential barriers and build in contingency plans
Regularly monitor, review, and adjust if required
Maintain flexibility and openness
Point out the differences and strengths of each type
Explain all Types together make a whole community. Every Type is important and makes a contribution to the world, so all will be represented on the new planet
Any questions?
in 10 years will your teenagers be thriving in careers that match their passions and abilities? Or will they still be relying on you for support while they struggle to define what they want to do with their lives?
Teacher
Child care worker
Physiotherapist
Fitness instructor
Paramedic
Nurse
Counsellor/Psychologist
Coach
Parole officer
Doctor
Youth worker
ABS Data 2010-2011 Employment rates by qualification:
Without Quals: 34.6% employed
With Quals: 65.4%
Cert I/II: 4.8%
Cert III/IV: 20%
Did/Adv Dip: 11.6%
Bachelor Degree: 18.4%
GradCert/Dip: 3.9%
PG degree: 5.5%
Housing
Fuel & power
Food & drink
Clothing & footwear
Medical & health expenses
Alcohol
Transport
Recreation
