Career guidance, employers and unemployed workers David Devins (PRI, Leeds Met) Tristram Hooley (iCeGS, Derby)

Career guidance, Career guidance, employers and unemployed employers and unemployed

workersworkers

David Devins (PRI, Leeds Met)David Devins (PRI, Leeds Met)

Tristram Hooley (iCeGS, Derby)Tristram Hooley (iCeGS, Derby)

UnemploymentUnemployment

Unemployment has returned to the Unemployment has returned to the political agenda. political agenda.

What is government’s role?What is government’s role?

Active labour market interventions*Active labour market interventions*

Incentive reinforcement

Seeks to strengthen both positive and negative incentives to work

Tax creditsTime limits on benefitsReductions in benefitsConditionality of benefitsSanctions

Employment assistance

Facilitating and removing obstacles to labour market re-entry

Career guidanceJob subsidies

Occupation Finding something for people to do Limiting the depletion of human capital

Job-creation schemesVolunteer programmesNon-employment-related training

Human capital investment

Upskilling workers to increase their employability

Basic educationVocational training

* Typology derived from Bonoli (2010)

Policy choicesPolicy choices

Work first?Work first?

Education first?Education first?

Work and learning?Work and learning?

Supply and demandSupply and demand

Labour market supply

Labour market demand

Upskilling individuals

Stimulating employer demand

Career guidance seeks to act on both of these

What is career guidance?What is career guidance?

“Career guidance refers to services and activities intended to assist individuals, of any age and at any point throughout their lives, to make educational, training and occupational choices and to manage their careers.”*

* OECD (2004)

May be face-to-face or at a distance. Includes career information provision, assessment and self-assessment tools, counselling interviews, career education programmes, work taster programmes, work search programmes, and transition services.

Employers

Workers/Unemployed

workers

Career guidance

Action spaces

Influencing the labour market

Recruitment

Workforce development

Redundancy

Community engagement

Organisational development

Career development

employer human

resource management

career guidance

Action space for career

guidance in employment


Recruitment


Redundancy


Influencing the labour marketInfluencing the labour market

Providing labour market intelligenceProviding labour market intelligence

Informing the development of local Informing the development of local education and training provisioneducation and training provision

Promoting your workplace/raising the Promoting your workplace/raising the profile of your sectorprofile of your sector

Influencing the labour marketInfluencing the labour market

Source: Call for Evidence (Employers n=86 Intermediaries n=64)

Making it workMaking it work

“‘“‘Working with schools and universities to Working with schools and universities to encourage young people to consider careers encourage young people to consider careers in engineering. Providing information about in engineering. Providing information about career choices, qualifications required etc. career choices, qualifications required etc. This has helped to break down perceptions This has helped to break down perceptions of engineering as a "blue collar" career, and of engineering as a "blue collar" career, and raise awareness of professional raise awareness of professional opportunities within the industry’. (Employer opportunities within the industry’. (Employer 79)”79)”


Recruitment


Redundancy


RecruitmentRecruitment

Working with agencies that support the Working with agencies that support the unemployedunemployed

Involvement in local programmes for job seekersInvolvement in local programmes for job seekers

Working with Next Step/Skills Development Working with Next Step/Skills Development Scotland/Careers WalesScotland/Careers Wales

Providing information about job opportunities Providing information about job opportunities through advertising/recruitment fairsthrough advertising/recruitment fairs

Providing work placements, volunteering Providing work placements, volunteering opportunities or internshipsopportunities or internships

Recruitment Recruitment


For employersFor employers ‘‘Relationships have been built up with school leavers (through Relationships have been built up with school leavers (through

work placements) who have then returned during holiday time work placements) who have then returned during holiday time and eventually into more formal work placements and the full and eventually into more formal work placements and the full time employment following further education courses’. (74)time employment following further education courses’. (74)

For employees and job seekersFor employees and job seekers ‘‘Properly structured work placements which give the student Properly structured work placements which give the student

experience and a real taste of a potential career. It is important experience and a real taste of a potential career. It is important to provide as much variety of task and function to allow the to provide as much variety of task and function to allow the student to identify with a particular part of the work that appeal to student to identify with a particular part of the work that appeal to them if they are to consider a career in your industry/with your them if they are to consider a career in your industry/with your company’. (Employer 38)company’. (Employer 38)


Recruitment


Redundancy


Workforce developmentWorkforce development

Providing induction programmes for new Providing induction programmes for new employeesemployeesImplementing an employee Implementing an employee appraisal/development processappraisal/development processWorking with unionlearn Working with unionlearn Providing career development programmesProviding career development programmesPartnership working with external career Partnership working with external career guidance providersguidance providersProviding mentoring programmesProviding mentoring programmesProviding performance coaching Providing performance coaching

Workforce Development Workforce Development

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Employers Intermediaries

Making it workMaking it workFor employersFor employers

‘‘We have a comprehensive Learning and Development programme We have a comprehensive Learning and Development programme which includes specific line management training... All staff have which includes specific line management training... All staff have monthly one to one support from their line manager and a monthly one to one support from their line manager and a performance review process with a six monthly review. We have performance review process with a six monthly review. We have Action Learning Sets established for our managers to support them Action Learning Sets established for our managers to support them with operational/day to day issues. We don't offer our staff careers with operational/day to day issues. We don't offer our staff careers guidance as such but we are always looking at the skill sets of our guidance as such but we are always looking at the skill sets of our employees to ensure that they are developing and take into employees to ensure that they are developing and take into consideration their careers aspirations’ (Employer No 7)consideration their careers aspirations’ (Employer No 7)

For individuals For individuals ‘‘Person centred career guidance can have a significant impact on the Person centred career guidance can have a significant impact on the

young person and can really help with self-awareness, decision young person and can really help with self-awareness, decision making and transition (Employer 8)making and transition (Employer 8)


Recruitment


Redundancy


RedundancyRedundancy

Provision of outplacement servicesProvision of outplacement services

Providing training and redeployment Providing training and redeployment advice advice

RedundancyRedundancy


‘‘Where and how employers can access career Where and how employers can access career guidance is an issue as many career services no longer guidance is an issue as many career services no longer prioritise employers given the constraints on budgets - prioritise employers given the constraints on budgets - support for employers is closest to gathering LMI and support for employers is closest to gathering LMI and preparing for a future workforce or helping with preparing for a future workforce or helping with redundancy - not really working with those IN the redundancy - not really working with those IN the workforce (Intermediary 25)workforce (Intermediary 25)


Recruitment


Redundancy


Community engagementCommunity engagement

Facilitating/brokering engagement Facilitating/brokering engagement between employers and Community between employers and Community Groups that support unemployed people Groups that support unemployed people

Working with employers on community Working with employers on community based employability programmesbased employability programmes

Community EngagementCommunity Engagement

Making it workMaking it workFor employersFor employers

‘‘By engaging with communities, colleges and job centre plus clients, By engaging with communities, colleges and job centre plus clients, the organisation are supporting communities..... It shows that the the organisation are supporting communities..... It shows that the service is quality and the reputation of the employer is solid, that we service is quality and the reputation of the employer is solid, that we continually receive high numbers of applications for vacancies continually receive high numbers of applications for vacancies within the sector. By supporting jobseekers into the roles of the within the sector. By supporting jobseekers into the roles of the sector we are providing knowledgeable staff. (Employer 24)sector we are providing knowledgeable staff. (Employer 24)

For individuals For individuals ‘‘‘‘Employers can provide insights into specific sectors, roles or work Employers can provide insights into specific sectors, roles or work

experience/job opportunities as they work within the field. They experience/job opportunities as they work within the field. They can provide good insights into the selection process and possibly can provide good insights into the selection process and possibly application strategies for their particular organisation or possibly application strategies for their particular organisation or possibly sector’ (Intermediary 44). sector’ (Intermediary 44).

Towards 2012 and beyondTowards 2012 and beyond

Develop the evidence base associated with the Develop the evidence base associated with the relationship between employers, career guidance and relationship between employers, career guidance and job seekersjob seekers

Find new ways of engaging intermediaries, employers Find new ways of engaging intermediaries, employers and individuals in career developmentand individuals in career development

Demonstrate the value through evidence and processDemonstrate the value through evidence and process Form partnerships where complementarity and synergies can be Form partnerships where complementarity and synergies can be

realised realised Develop frameworks to combine employment and learning Develop frameworks to combine employment and learning

Raise employer/individual ambition, realise potential and Raise employer/individual ambition, realise potential and reconcile interests for the benefit of both (and society reconcile interests for the benefit of both (and society more generally) more generally)

ReferencesReferences

Bonoli, G. (2010). Bonoli, G. (2010). The Political Economy of Active The Political Economy of Active Labour Market PolicyLabour Market Policy. Edinburgh: Dissemination and . Edinburgh: Dissemination and Dialogue Centre. Dialogue Centre. http://www.socialpolicy.ed.ac.uk/__data/assets/pdf_file/0010/39268/REC-WP_0110_Bonoli.pdfOECD (2004). OECD (2004). Career Guidance: A Handbook for Policy Career Guidance: A Handbook for Policy MakersMakers. Paris: OECD.. Paris: OECD.

Career guidance, employers and unemployed workers David Devins (PRI, Leeds Met) Tristram Hooley (iCeGS, Derby)

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