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Practice Makes Perfect At Job Club Interview Day
 
By: Eastern Kentucky Concentrated Employment Program Inc. (EKCEP)
 
 

One of the most important steps in getting a job is doing well in the job interview, yet most people go to job interviews without having any practice or informed preparation. Job Clubs of Eastern Kentucky give their members the advantage of being well rehearsed.

Throughout eastern Kentucky, job clubs give their members a chance to learn and polish their job-interviewing skills by providing a “mock interview day,” like the one held recently in Paintsville.  Setting up practice interviews is one of the many ways job clubs are helping hundreds of eastern Kentucky job seekers improve their odds of getting a job.

At the recent mock interview day, members of the Johnson County Job Club got to practice a telephone interview, a face-to-face interview, and a three-person panel interview, with job club staff playing the role of the employers. The mock interviews were conducted as much like actual job interviews as possible.

After the interviews, each member’s performance was graded by the staff. Then each member got to meet individually with a job club career advisor to talk about the things they did well, the things they did poorly, and ways they can improve.

A job club is a group of job seekers who meet weekly to learn new job search skills, exchange job leads and information, network, and support each other during their job search. The Johnson County Job Club meets every Tuesday at 11 a.m. in the Johnson County Public Library in Paintsville. It is free service sponsored by the Eastern Kentucky Concentrated Employment Program, Inc. (EKCEP), the Kentucky Office of Employment and Training (OET), and the Big Sandy Area Community Action (BSACAP).

The sponsors’ expertise and contacts help provide the club members with information, job search skills, weekly job leads, networking opportunities, and chances to meet with and learn from local employers.

Calvin Lawson of Harold said the recent mock interview day was a big help.

“They gave me some great feedback and constructive criticism,” Calvin said.

Calvin said he learned that he has enough education and experience to be attractive to employers, but he needs to be more confident during a job interview in order to effectively sell himself to an employer.

“Job club has helped me a lot,” Calvin said.

James M. Porter, 66, made a point of getting to the job club for interview day despite the difficulties caused by power outages and severe tornado damage in his hometown of West Liberty.  James had a long career as a teacher and says he would now like to find a job as middle school tutor.

Although he has been on many job interviews before, James said he still was able to learn from the mock interview day. One of the new ideas he picked up was the importance of creating a “personal brand” to sell himself and his abilities to an employer.

“I thought it was very helpful,” James said.

Sandy Grimm, facilitator of the Johnson County Job Club, said the club members appreciate being able to make their mistakes and improve their performance in practice interviews, rather than in a real interview with a real job on the line.

“Each person said they were so glad that this allowed them to hear the feedback so they could learn from mistakes that were made. They told me that when they interview with an employer they normally just hear that they didn't get the job and do not ever know the reason why. So they are grateful for the chance to experience and receive this information on how to improve their interview skills,” Sandy said.

To contact the Johnson County Job Club call 789-2857. To find out more about Job Clubs of Eastern Kentucky or to find the job club nearest you, call 1-877-512-WORK. Find Job Clubs of Eastern Kentucky on Facebook at facebook.com/jobclubseky.

 

This blog has been cross-posted on the EKCEP Blog: http://www.ekcep.org/News/jobclubinterviewday.html

Guest Blog: Resume Writing Tips To Stand Out From The Crowd

by Todd Goldstein

 Customize your resume for the job. As recruiters and HR consultants, we can’t stress enough the importance of tailoring each resume for the job you are applying to.

 For example, If you are applying for an Executive Assistant position and have held marketing positions in the last two years, but before that were an EA – consider making a profile summary that speaks more to your EA experience, to offset your least relevant experience

 If you are applying to be a principal of a school, but your experience has been mostly in teaching, make sure you add “buzzwords” to your resume that speaks to skills, qualities, and knowledge you will need as a principal.

 This way, your resume is tailored effectively while still being truthful.

 Keep your resume short. Brevity is important. Not everyone needs to squeeze his or her experience into one page. In fact, doing that can be counterproductive and give the impression of being a more junior candidate than you actually are.

 But, particularly if you are in the marketing or the scientific field, you may feel compelled to have your resume contain everything that you have done. Not only is it not required - but actually, the hiring manager will not look at everything.

 Write your resume with everything that you have done, and then let it sit. Come back to it with a fresh set of eyes. What stands out to you? What do you gloss over without reading? Examine the less compelling points and ask yourself – do these really need to be here?

 Presentation. Your resume must be readable, or no one will read it! Use a format that stands out, but is clean. Do not let the resume get too busy, or it will be put at the bottom of the pile. Use a format that is eye-catching, but not too formulaic. Select an easy to read, professional font, such as Times New Roman, size 12.

 

 Todd Goldstein is Co-Founder of www.Resume2Hire.com. Prior to launching Resume2Hire, Todd started several niche job boards including AccountingJobsToday. Prior to entering the online recruitment world, he ran his own staffing firm in Los Angeles, CA.

 

Are you hiring this summer?

by Labor Secretary Hilda L. Solis

I think we can all remember our first job, and the sense of dignity and pride that came with that first paycheck.

Summer jobs help teach us about what’s possible, both in terms of careers to explore (and those we’d rather avoid) and also in terms of what we are truly capable of. Summer jobs also provide young people with the skills they need to be successful in the workplace, and inspire them to reach for more… I know mine did.

That’s why in January, President Obama announced the Summer Jobs initiative and called on businesses, non-profits and governments to come together to provide 250,000 employment opportunities for low-income and disconnected youth in the summer of 2012.

Across the country, employers big and small -- from Gap Inc., to Southwire, to the Boys & Girls Club of Green Bay -- are working with their communities to provide jobs, internships, mentoring opportunities or other life and work skills development for our young people.

As part of this effort, later this month the Department of Labor will launch the Summer Jobs Bank - a brand new online resource for young people to find jobs, internships, mentorship or training opportunities this summer.

Is your company or organization looking to hire young people? Does your organization have mentorship or training opportunities for youth?  If so, we want YOU to be a part of the Summer Jobs Bank. Adding your opportunities to the Summer Jobs Bank is easy and will help you connect with youth in your area looking for opportunities this summer.

Whether you already post jobs on your company website, use a job board like Internships.com or Aftercollege.Com, or are looking to post summer opportunities online for the first time, there’s an easy way to get involved.

1.)   “Tag” your jobs.
By adding just a few lines of code to existing online postings, or using one of our partners to do it for you, you can get involved… and we hope you will. How you add those few lines of code depends on how and where your opportunities are posted online. If all of that seems too hard, you can always use one of our partners to do the work for you.

  • Post your opportunities via AfterCollege.Com
    • If you have fewer than 30 opportunities available, visit the special AfterCollege.com Summer Jobs Page and click on "Get Started" to add your summer opportunities.
    • If you have 30 or more opportunities contact cs@aftercollege.com with your organization name, number of jobs being committed and contact information for the relevant point of contact in your organization. Please include "SummerJobs " in the subject line. Please Also indicate the career website/URL where AfterCollege can find and scrape your summer jobs and internships
  • Post your opportunities via Internships.com
    • If you have fewer than 30 opportunities available, visit Internships.com  to sign up and post your opportunities. They will automatically be tagged and incorporated.
    • If you have 30 or more opportunities available, email slander@internships.com to get started.

 

  • Post your opportunities via LinkedIn.com
    • If you have fewer than 30 opportunities, you can post them for free to LinkedIn.com by visiting their special student jobs page.  Once you’ve posted your opportunities, they will be automatically tagged and included in the Summer Jobs Bank.

 

2.)   Let us know you're done!

 

This last step is important! Once you've posted your opportunity online and tagged it appropriately, let us know so we can be sure to add your job posting to the Summer Jobs Bank. Email us to let us know when you've posted your opportunities.

     3.) Questions?

If you have any questions about adding your opportunities to the Summer Jobs Bank, don't hesitate to ask.  Shoot an email to summerjobs@dol.gov.  

Still not sure what to do?  Check out this video for step by step instructions on how to add your job, internship or other opportunities to the Summer Jobs Bank.

 

This blog has been cross-posted on the White House blog:  http://www.whitehouse.gov/blog/2012/03/13/are-you-hiring-summer

 

Guest Blog: Old Is Not Out
by Peter Weddle

CoP Manager’s Note: Peter Weddle recently joined a Partnerships CoP Bi-weekly Conference Call and shared the below information. Click here to view Peter’s Powerpoint. And check the calendar link for information about future calls.

 

With all of the chatter about the importance of social media sites of late, it’s important to check in with both job seekers and recruiters to see which techniques are actually being used and which are working best in the job market.

 

My company has been conducting a Source of Employment Survey among both jobseekers and employers for over a dozen years.  The 2012 survey reports responses received from over 2,500 unique respondents between January and December, 2011.

 

While the online survey instrument may skew the data a bit, the population of job seekers was similar to that of other more traditional polls.  Among the respondents, 43.1 percent were unemployed and actively looking for work, while 45.6 percent were employed and either actively seeking a move to another organization or considering one in the next six months.  The rest described themselves in a range of different circumstances.

 

When job seekers were asked how they found their most recent job, 31.4 percent said they went through a job board, 20.5 percent said through networking -- they received a tip from a friend or were referred by an employee of the firm, 7.0 percent responded to a newspaper ad, and 6.5 percent sent their resume into the employer by postal mail.

 

When job seekers were asked how they expect to find their next job, the top five responses were as follows: 53.7 percent said either by responding to an ad or posting their resume on a job board; 8.9 percent said sending their resume to a company the old fashioned way (through the mail); 5.9 percent said by getting a call from a headhunter; 4.4 percent said by getting a referral from an employee of the company; and 3.7 percent said by networking at a business event or replying to an ad posted on the employer’s Web-site (tie).

 

Over half of the job seekers (55.2 percent) did report using one or more social media sites in their job search.  When asked to describe how useful they were, more than a third (35.3 percent) said “No more helpful than other job search techniques;” almost a third (31.9 percent) said “Somewhat helpful;” 17.2 percent said they were “Not at all helpful;” and 15.6 percent said they were “Very helpful.”

 

When we asked recruiters to identify the sourcing strategy that yields the best quality applicants, the top five responses were as follows: 43.0 percent said posting jobs on a commercial job board; 17.4 percent said posting jobs on their own Web-site; 8.1 percent pointed to their employee referral program; and 5.2 percent said networking at a business/professional event or networking on a social media site (tie).

 

The recruiter respondents also reported that they were filling a substantial number of their open positions online.  In fact, the median range of vacancies filled online was 51-75 percent, with almost a quarter reporting that they fill 76-90 percent of all their openings on the Web.  When we asked them to describe the quality of those new hires, 59.0 percent described them as either “Above average” or “Among our best employees.”  Only 1.1 percent said the online candidates were “A hiring mistake.”

 

What does it all mean?  Social media is clearly a powerful new tool for both job seekers and recruiters, but the rate of adoption is not nearly as fast as the news coverage would suggest.  For job club administrators and program directors, therefore, it’s still very important to educate job seekers on such “old fashioned” best practices as applying for a job on a job board and face-to-face networking at a business event.

 

For more information on the WEDDLE’s Source of Employment Survey, visit the Polling Station at www.weddles.com. 

 

Peter Weddle is a former columnist for The Wall Street Journal and the author or editor of over two dozen books.  His latest, A Multitude of Hope: A Novel About Rediscovering the American Dream, is just arriving at Amazon.com and bookstores nationwide.

 

 

 

Guest Blog: Give Labor Day

By David Smooke of SmartRecruiters

 

SmartRecruiters, the free recruiting software, is proud to give back on Labor Day. We are working with the Centers for Faith-based and Neighborhood Partnerships at the United States Department of Labor and the Corporation for National and Community Service to encourage you to add the word, "Give," to Labor Day. Before enjoying a well-earned day off this September 3, give a minute to helping an unemployed or underemployed person find satisfying employment.

 

Labor Day has always been a time to remember and celebrate achievements. The United States Department of Labor describes Labor Day’s founding as “a yearly national tribute to the contributions workers have made to the strength, prosperity, and well-being of our country.” However for millions of us, there isn’t labor to celebrate.

 

SmartRecruiters believes that the elimination of friction in the hiring process can create full employment. Full employment is a lofty goal. Nevertheless, we know that in helping the unemployed and underemployed by: (1) improving their social profiles, (2) facilitating introductions, and (3) providing resume, cover letter, and interview counseling, Give Labor Day will be a day to better America's labor market.

 

This is the second annual Give Labor Day. Last year, SmartRecruiters, which was then a team of seven people, led dozens of companies to volunteer on Labor Day, and now we are proud to be working with public organizations as well. Give Labor Day will continue each year, and we hope that job assistance becomes a social responsibility of Labor Day, as community service is a social responsibility of Martin Luther King Day.

 

Volunteer. Give family or friends a call to offer your help, or simply post a social network status update of, “If you’re looking for a job, I will help. Contact me on Give Labor Day!” And then, help who responds. To all who want to help – keep in mind – Give Labor Day will connect you and your organization to those who are seeking assistance in finding satisfying employment.

 

Give Labor Day urges everyone to take tangible, specific actions to help the unemployed and underemployed. Pledge your support. To any organization that wants to give back to the labor market, this is an open invitation. We provide best practice material to: (1) improve a candidate’s social profiles, (2) facilitate introductions, and (3) give resume, cover letter, and interview counseling. Learn more by posting or messaging to the brand new Give Labor Day Facebook page.

 

Give Labor Day supporters include volunteer organizations, recruiting technology companies, and local small businesses, such as laundromats and printing companies, who are committed to helping the unemployed and underemployed overcome the barriers to employment. 

 

Make this Labor Day, Give Labor Day.

 

David Smooke is the Director of Social Media for SmartRecruiters, the free hiring software.

Join the (Job) Clubs!
Posted on February 29, 2012 by Ashley Gerwitz
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Join the (Job) Clubs!

By: Ben Seigel

During the past month, the Partnerships Center at the Department of Labor has taken their Job Clubs Initiative on the road, hosting regional events in Kansas City, Minneapolis, Phoenix, and Grand Rapids. The events promote the efforts of local faith and community-based employment support groups in getting Americans back to work. They also facilitate partnerships between these job clubs and public and private partners, such as the workforce investment system, community foundations, and employers.

In Kansas City, MO the DOL Center held the event at St. James United Methodist Church, the congregation of Representative Emanuel Cleaver II, where his son, Emanuel Cleaver III serves as senior pastor. The event brought together job club coordinators, faith leaders, nonprofits, government agencies, and employers from across the Kansas City, KC and MO metro region. The local Fox news station covered the event, which you can view here.

In Minneapolis, MN Deputy Secretary of Labor, Seth D. Harris, joined the DOL Partnerships Center at Temple Israel synagogue for an event that featured the work of seven congregation and nonprofit based job clubs in the Twin Cities metro area. Rev. Rodney Anderson, Senior Chaplain at Gustavus Adolphus College and long-time job club leader shared a tip that one of his job clubs has used: a “Book of Jobs” that catalogs all the employers and open job positions associated with members of the congregation. Deputy Secretary Harris, who was introduced by Representative Keith Ellison, delivered remarks to the assembled audience of more than 150 people about President Obama's new proposals for job training. You can view a slideshow of photos from the event visit here.

In Phoenix, job clubs from across the Valley of the Sun have been working especially hard to help the long-term unemployed grow their professional networks and get back into the workforce. The event held at North Phoenix Baptist Church featured the work of Career Connectors, a local nonprofit that holds job club events across the region, and Maricopa Workforce Connections, the local workforce agency that has developed model partnerships with job clubs and other faith-based and community institutions. View the slideshow here. Read a blog post from one of the Career Connectors job club members. 

For more information on the DOL Partnerships Center Job Clubs Initiative visit www.dol.gov/jobclubs.

This blog has been cross-posted on the White House blog: http://www.whitehouse.gov/blog/2012/02/28/join-job-clubs

Ben Seigel serves as the Deputy Director of the Center for Faith-based and Neighborhood Partnerships at the Department of Labor.

 

It was one year ago today – May 24, 2011 – when our office, the Center for Faith-based and Neighborhood Partnerships at the U.S. Department of Labor launched the Job Clubs Initiative. We held a national webcast with Labor Secretary Hilda Solis and Assistant Secretary for Employment and Training Jane Oates. A small group of job club leaders from across the country joined us here in Washington, DC to share information about the valuable work they are performing in their communities to get Americans back to work. Following the webcast, we issued a Training and Employment Notice to the workforce investment system encouraging partnerships with local job clubs and career ministries. Finally, we launched this Community of Practice as a resource for practitioners, volunteers, and individuals involved in and interested in job clubs.

Over the past year, there have been many highlights as our Job Clubs Initiative has grown and evolved:

-    We connected with more than 1,500 job clubs, career ministries, and networking groups. Check out the State Directory on the CoP to find a job club near you.

 

-    We held a number of regional symposia and training events across the country, where we developed new partnerships between job clubs and the workforce investment system. Check out the Job Club Events page on the CoP.

 

-    Secretary Solis visited several job clubs and met with their leaders and job seeker members. She mentioned the Job Clubs Initiative in her recent testimony to the U.S. House of Representatives Committee on Education and the Workforce. See the bottom of page 5 of the written testimony.

 

-    President Obama acknowledged the job clubs initiative at a recent event with clergy members and encouraged even more congregations to partner with our office to establish ministries.

Most of all, it has been an honor for our office to work with so many tireless and committed community leaders, many of whom are running their job clubs as volunteers, in their spare time, and on their own dime. We have witnessed first-hand the difference these groups are making in helping people in transition expand their networks, learn how to use LinkedIn and other networking and job search technologies, and overcome the emotional stresses associated with unemployment. And it has been truly inspiring to visit job club meetings and listen to the “victory laps” and success stories of members who have landed new jobs.

As we enter the second year of the initiative, we look forward to connecting with more job clubs and ministries, exploring new partnerships with programs such as AmeriCorps, and continuing to support job clubs in the important role they are playing in getting people back to work, one neighbor at a time.

So, here’s a hearty thank you from our office to all of our partners over the past year and an invitation to everyone to collaborate with us in the coming year.

Guest Blog: Job Fair Offers Hope for Job Seekers

 

By: Paula Cracium from Shepherd of the Hills Church in Porter Ranch, CA

 

CoP Manager’s Note: Paula recently presented on the plans for the job fair on our May 18, 2012 webinar about job club job fairs. To listen to this webinar click here.  
 

 

When we started out to host a job fair we had no idea what to expect.  We were confident there was a need for a job fair in our community, but beyond that we were a bit lost.  We started by defining what “success” would look like for our job fair.  We anticipated that a large group of people would attend, but we also knew that there was NO way we would be able to find jobs for all of them, so defining success was a crucial part or our planning.

 

We contacted our city and state officials early on – about six months prior to our job fair date -- to 1) share our vision and goals, 2) receive their feedback on whether we were going in the right direction, and 3) make contacts with the local organizations they were aware of that had help people who are out of work.  Through these initial contacts we were directed to organizations like WorkSource, the Valley Economic Alliance, Clothes the Deal and many more.

 

Our vision from the onset was to offer hope for our attendees and ensure that they were more prepared and equipped for employment because they came.  To help accomplish this, we decided to have a “Prepare Fair” the day before the actual job fair.

 

For the “Prepare Fair” we brought in symposium speakers on a number of topics, such as “How to Write a Resume” and “How to Sell Yourself in an Interview.”  We recruited professional hair stylists and make-up artists who volunteered to provide free mini-makeovers that included haircuts, styling, make-up advice and product.  We gathered donations of clothing weeks in advance, organized them, and then gave them out at the Prepare Fair so attendees could look their best to meet their prospective employers the next day.  All of these services were donated to the fair and were free to attendees – from the stylists to the speakers.

 

The day after the Prepare Fair we had about 100 employers and opportunities at our job fair -- as well as a series of free symposiums offered throughout the day.  We did our best to be organized and provide encouragement for the all attendees, which included providing “line coaches” who greeted our guests, helped motivate them and get them excited about meeting the awaiting employers.  Our line coaches also helped prep our job seekers by doing “pop up interviews” in the lines, asking questions and helping them focus on what they wanted to get out of the encounters with the employers.

 

We had about 400 volunteers assist us on both days and saw about 3,500-4,000 people throughout the two day event.

 

I do feel that we were able to offer hope to the attendees and helped find jobs for many.  We saw single moms getting their hair and make-up done for the first time in years and walk away with a newer outfit, feeling so encouraged.  We even met a 30 year old man get the first suit of his life.

 

One young man in particular comes to mind.  He came to our Prepare Fair in baggy clothes, met with our volunteer clothing team, and walked out in a new dress shirt, tie, shoes and slacks, walking tall as he went into the symposiums.  We all applauded him as he walked across our patio – not embarrassed at all, but smiling and strutting all the more.  The next day when he came back for the job fair, he got a job!!  We were all so excited for him.

 

Our volunteers were overwhelmed with the opportunity to serve our community and be a part of a day that literally changed lives.  Many said it was one of the greatest days of their lives.  I think that many people want to feel like they are helping --making a difference with so many hurting and out of work people.  Many just do not know where to start; this job fair gave them that opportunity.

 

In hindsight, we now look back on our first job fair and are pleased that it was a success.  In fact, though we intended it to be a onetime event, we plan to do it again next year!  We’ll be a little wiser the next time around, but the goal will remain the same: to serve our community by doing what we can to give them hope and help them find jobs.

Guest Blog: Networking Nights and Mixers Make a Difference

By: Dan Lott of Bayside Church Career Coaching Ministry

Networking, meeting and building connections with new people is a very important activity for the job seeker. It connects them to job opportunities and particularly the 80% of open jobs that are “hidden,” or not published publicly. Yet, many struggle with motivation and confidence.As a ministry we sought some way to help.

 A job fair was not a good answer as there are many job fairs in the region. Furthermore, “hidden jobs” are not typically found at a job fair.

The answer was our “Networking Night,” which is a mixer not a job fair.

Networking Nights give each job seeker a chance to practice their job seeking skills while receiving feedback and/or advice on networking skills, resumes and job pursuits from individuals we call “Networkers. Networkers give contact names for information interviews or job openings when they see potential.

We have conducted 12 Networking Nights over the past 4 years with 700 job seekers and 300 Networkers participating. The job seekers have received well over 1,300 connections More than 25 people have normal found jobs as a result.

Networkers are attendees who work in organizations in the Sacramento region. These Networkers are individual contributors, supervisors, managers and executives. We do not ask the Networkers to bring jobs. We invite them to just come to mingle, encourage, give feedback, and connect with our job seekers. We prepare the Networkers with three briefing e-mails and a 30-minute briefing that night. We make a point of emphasizing the minimal commitment and time requirement.

 We prepare jobseekers by requiring them to bring business cards, a resume, and a personal summary as their “ticket” into the Networking Night. We help them in the preceding three weeks get ready and be confident.

The personal summary consists of three parts:

-The first part is their response to the question “What are you looking for?"

-The second part is a success story: a situation where the job seeker experienced success, the action taken, and the

-The third part is two good networking questions to be used in their conversations.

A typical Networking Night will have about 60-70 Networkers (Bayside Church attendees) and 70-80 job seekers in attendance. For two hours they meet and talk about the job seekers’ experience and background as well as the Networkers’ organization. The job seeker is encouraged to be interested in the Networkers’ organization and role as well as their own job pursuit. A job seeker will have 5-10 conversations during the Networking Night.

The job seekers walk away with over 100 new connections for informational interviews and potential jobs. As a result of the Networking Night many are invited to interviews and some job seekers receive job offers. Importantly, all job seekers leave with higher confidence, higher motivation and hope.

One Networker from a recent event named Mike said, “Thank you for your efforts to serve well! I had the benefit of having good, solid conversations with eager and articulate, quality people I may be able to help a couple of them find what they are looking for. Jon, a job seeker shared this report, “It was awesome. I have contacted the four solid contacts and set-up lunch or coffee beginning Thursday. I have also sent thank you notes to all the others I met with. Thanks for all you do for us. The room was full of people with servant hearts Praise God!"

 Dan Lot is the Director of Career Coaching Ministry at Bayside Church in Granite Bay, CA

Guest Blog: STARTING a JOB CLUB

 

By Paula Brand

STARTING a JOB CLUB

 

Job clubs offer support, information, access to resources and networking opportunities.  If you are looking to create a job club, below is some advice based on the success of other local job clubs:

 

1) Visit existing job clubs to get an idea of how others operate and to get ideas to emulate.

 

2) Secure a location.  Try to find a place that is accessible to your target audience.  Being near a bus stop is useful and having adequate (ideally free) parking is critical.

 

3) Set a regular time and place to create continuity.  If this is not possible or desired, there has been some success with changing locations, as long as it is well advertised.   Once a week is great, if the facilitator can devote that much time.  Every other week can be often enough.   Some groups meet once a month.  Longer than 30 days between meetings is probably too infrequent to make significant strides.

 

4) Gather resources to share.  A local One Stop Career Center is a great place to find these resources. Find your nearest One Stop here: www.servicelocator.org.  Also, call upon your own network to seek people who can help others in job search (human resource department employees, resume writers, community members, etc.).

 

5) Let people know about it.  Publicize the event far and wide.  Announce the meeting in any publications within the organization (such as a Church bulletin) or community agencies related to employment.

 

6) Decide on a format.  Most groups have a mixture of formats (guest speakers, hands on activities like a resume critique or a support group style).   Once you have some participants, ask for their input on what will be most beneficial to them.   I would suggest building up a “critical mass” before asking outside speakers to attend.  For the first meeting, you can try to start with a big kick off event or just start slowly and watch it develop.  

 

7) Have a sign in sheet so you can contact past attendees if needed or to send reminders to people about future meetings.

 

BEST PRACTICES FOR JOB CLUBS

 

1) Share success stories to keep others inspired and motivated.  Having a past job club member attend a meeting after they have been hired is a great way to do this.  At the very least, announce when someone gets a job (after getting the person’s permission).

 

2) At the end of each meeting, share the list of attendees with other attendees to encourage networking beyond the job club meeting (with permission from the group).

 

3) Create an e-mail Distribution List of past job club attendees and use it to share job leads and resources. 

 

 4) Recruit Job Club Leaders.  Ask for interest and seek out those who could help run the club.  Job Club Leaders can learn valuable skills while assisting the job club.   Plus it’s always good to have a back up person to help run the meeting.  

 

 

Paula Brand serves as a Career Advisor for Anne Arundel Workforce Development Corporation at the Career Center at Arnold Station.

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