Class Discussion/ Brown Chapters 11 &16

After reading chapter eleven and sixteen of Brown’s (2012) text, I was able to make connections between the content of the reading and the group presentations on November 20^th. In chapter eleven, Brown (2012) addressed one aspect of career-seeking action and facilitation: the strengthening of employability skills and the utilization of placement services. Fostering a vast collection of employability skills can help to ease the job seeker’s mind throughout the process, finding comfort in knowing that he/she could be an asset to any company. In addition to developing these employability skills, it is vital for career counselors to address economic, psychological, and emotional needs while facilitating job searches, as the process can evoke much stress, anxiety, and wavering of self-worth. To make the job search more manageable, Brown (2012) divided the process into three steps, including creating career goals based on knowledge, skills, and capabilities; exploring and understanding the job market; and fostering employability skills. I believe Brown may have glossed over another important step: making connections to the world of work and adjusting goals and job seeking processes as necessary. These modifications could include preparation for relocation, commuting to/ from work, holding multiple jobs, decreasing or increasing standards for sought occupation, etc.

In chapter sixteen, Brown (2012) addressed program evaluation and evidence-based practices. Program evaluations help to assess the career programs offered; goals, objectives, and interventions proposed; and the effectiveness of the implementation (Brown, 2012). Reflecting back to the content from chapter eleven, Brown (2012) noted that one of the oldest and largest online job placement services today is Monster. I do not question that Monster would pass a quantitative program evaluation, having assessed the many jobs marketed to the job seeker. However, I would be curious to view the results of a qualitative evaluation, having assessed the face-less vehicle by which employers seek employees and the lack of relevance of the positions offered to potential employees. In my experience, Monster offered me many potential positions for employment. However, the positions offered seemed to be only abstractly related to my knowledge, skills, and capabilities (i.e. UPS Delivery Driver, Insurance Sales, CDL Driver, etc).

In class on November 20^th, both the elementary school and higher education career development workshop groups did an excellent job promoting awareness, exposure, preparation, marketability, networking, and employability skills at an age-appropriate level for their client population. Each group supported and enforced the importance of the P-E concept, making connections to the life-long career development process within the world of work. The higher education group helped their student population to strengthen their resumes, prepare for the interview process, and foster employability skills in college to prepare for the work force, just around the corner. 

Brown, D. (2012).  Career information, career counseling, and career development (10^th ed.). New York: Pearson Education, Inc.