Chapters 11 and 16

I found Brown’s (2012) chapter on employability skills and placement services to be very interesting and enlightening. Now more than ever, it seems that the job market is ever increasingly competitive. Securing employment is important for both our financial stability as well as our emotional stability (Brown, 2012). As a Clinical Psychology student, I find the relationship between securing a job and depression to be interesting and relevant. If a client came into my office and disclosed that the major source of their depression was their lack of employment, I would want to explore their social support network (in addition to referring them to a career counselor or employment agencies in the area). Brown (2012) highlighted the importance of social support because it is an important variable in resiliency after rejections from potential employers, as well as the general lack of open and available positions. In addition, social support may influence self-efficacy beliefs about one’s skills and ability to secure a job. Furthermore, having a strong and large social support system opens the door for networking opportunities that may lead to a job. Like the saying goes, “It’s not necessarily what you know, but WHO you know.”

In a tough job market, it’s important for individuals to be properly prepared to tackle job search head on. Brown (2012) stressed three important steps: 1) establishing career goals and taking inventory of one’s skills; 2) investigating the job market; and 3) developing employability skills. As one takes inventory of their skills and what they have to offer employers, they are essentially preparing for how to “sell themselves” through a resume and during a job interview. Job seekers need to know themselves to a certain extent, and then they also must be able to sell themselves successfully. As they consider the geographic region they would potentially work in, the job seeker needs to be mindful of what sets them apart in that region. What skills, experiences, education, and personal characteristics do they have that are desired by employers in that area?  Brown (2012) provided sample resumes of the two main types: chronological and functional. He also did a great job of providing tips for how to sell oneself during the interview. I found Table 11.2 to be a little bit shocking. I understand why Overall oral communication skills would be ranked as #1 on the list, but was surprised to see that enthusiasm was ranked second over credentials and education. I understand that someone can have all the knowledge in the world, but then lack the interpersonal skills to pass that knowledge to others, but I think enthusiasm was given too much weight. There are lots of enthusiastic (or overly enthusiastic) people who have lots of passion and charisma, but lack the general knowledge and skills. In the end, both are important to have, but I don’t necessarily agree in with the College Recruiters’ rankings of importance.

Concerning Chapter 16 (Brown, 2012), I find it necessary in our business-driven and profit-driven society to evaluate the efficacy of the programs and services we are providing. It is necessary to consider how many people utilize career resource centers and how many students secured an occupation after services. In order for programs to continue being funded, administrators are demanding that the highest results be reported with the least amount of money going into the program. I think it’s sad, but it’s also reality. 

References

Brown, D. (2012). Facilitating the global job search: Employability skills and placement services. In Career Information, Career Counseling, and Career Development (10th ed., pp.234-254). New York: Pearson Education, Inc.

Brown, D. (2012). Program evaluation and evidence-based practice. In Career Information, Career Counseling, and Career Development (10th ed., pp. 349-359). New York: Pearson Education, Inc.