Archive for the ‘Career Change’ Category

Increased numbers returning to college to improve job prospects

Wednesday, April 14th, 2010
 
The number of mature student applicants is on the rise, as more people look to enhance their employment prospects. study

Some 71,843 people have already submitted CAO applications so far this year, while the number of applications from mature students – those aged 23 and over – has shot up by 26 per cent.

According to the Irish Independent, the Department of Education  expects the number of mature students in third level education continue its rise from its current level of 13 per cent to 19 per cent by 2016.

Speaking to the newspaper, Denis Staunton, director of access at University College Cork, said people are looking to increase their qualifications.


Earlier this year, it was reported that a growing number of people in their 30s are signing up to online Fás training programmes

Mairead Griffin, Career Coach, Career Mentors http://www.careermentors.ie, Phone 01-2160880

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How can sport make you more enticing to employers……………..

Tuesday, March 16th, 2010

Sporting experiences will help you develop skills that are not only important for sporting success, but also forsport success in the workplace.

Transferable Skills are skills that potentially transfer to any career regardless of where they were first learned or developed. An understanding and awareness of these skills will help you to tailor your CV and deliver at interivew, irrespective of what sport you play either competitively or for pleasure.

Common transferable skills from sport include;

- Ability to perform under pressure
- Meeting deadlines / challenges
- Dedication and perseverence
- Self motivation
- Teamwork
- Ability to set and acheive goals
- Problem Solving
- Loyalty
- Interpersonal skills

If you have held the role of captain, the skills you have acquired are critical to a supervisory or leadership role. These include the ability to get people to work as a team, an ability to motivate people  and maximising individual performance as part of a team.. 

Example : What are the skills necessary to be effective in sales????

Target driven – In any sport your objective is to win and you work towards achieving this as your target or goal

Interpersonal Skills – In sport you mix and engage with all sorts of personalities both before, during and after competition

Communication – Critical to work effectively as part of a team

Ability to handle pressure – Have you ever performed in front of large crowds or has a team been heavily reliant on your performance for success

Self motivation / Initiative – Do you consistently commit to your team and go above and beyond expectations through practice and training?

Drive & Determination – As a sportsperson you are driven towards achieving your goal to win

By developing an awareness of these skills you will  understand  how they relate to employer competencies and requirements. This will enable you to sell these skills at application and interview.

Further Links

http://www.peoplemanagement.co.uk/pm/articles/2003/01/8286.htm

http://www.peoplemanagement.co.uk/pm/articles/2005/08/harnesshobbiestoimproveperformance.htm

http://www.olympic.org/Documents/elite_athletes/TRANSFERABLE_SKILLS.pdf

 

Mairead Griffin, Career Coach, http://www.careermentors.ie

CAREER COACH TO PROFESSIONAL ATHLETES AND THE GAELIC PLAYERS ASSOCIATION

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Questions to ask yourself when deciding your career direction

Tuesday, January 26th, 2010

What is……thinking

- Your ideal job specification.
- What type of people would you like to work with?
- What hours and what location would you like to work?
- How do you want to be managed?
- How much responsibility do you want to have?
- What type of career prospects do you need to have?
- Is it possible to get there? Are there financial or dependent restrictions?
- What is realistic? What is achievable? What is essential and what is a “nice to have”?
- How could I overcome any obstacles?
- How important is job security?
- Do I need an important sounding title?
- Would I prefer to work in a large or small business?
- How much am I worth? What is the absolute lowest base salary will I consider?
- Would I relocate for the right role? If not, what is a feasible commute?
- Am I looking for a job with a social life as well?
- What do I not enjoy doing?
- Is further education worth it?
- Will I consider contract?

Mairead Griffin, Career Coach & Outplacement Specialist, http://www.careermentors.ie 01-2160880

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Are you considering setting up your own business?

Tuesday, January 19th, 2010

What is needed?Entreprenuer
Total dedication
Time
Help and support of your family and friends

What are the benefits?
You are your own boss and you have control over your own decisions
You will gain a broad understanding of business which will stand to you forever
Flexibility

What are the cons?
You need to be working to be earning
Getting time off can be difficult
You will have total responsibility for success or failure

Mairead Griffin, Career Coach, Career Mentors, http://www.careermentors.ie

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Why should you work for a non-profit while job searching

Friday, January 15th, 2010

With the earthquake in Haiti and the pleas for help, it made me realise how much support jobseekers could provide to non-profitCharity organisations locally here in Ireland. Charities revenues are down 30%. No matter what your career to date has been, it is likely that your skills would add value to any non-profit.

Why do voluntary work?

- It’s an opportunity to help a cause that is close to your heart. Most charities welcome volunteers with open arms. There are over 600 charities in Ireland ( check out http://www.thewheel.ie ) most of whom would welcome the contribution of experienced, motivated individuals.

- Volunteering can develop your transferable skills as the work can be very varied ranging from care work to meals on wheels to fundraising to retail work

- Keeps you active and out there interacting with people. When you are between jobs, it’s important that you develop a routine and interests outside of job searching!!

More……………..

Mairead Griffin, Career Coach, Career Mentors http://www.careermentors.ie

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Useful links and advice for solicitors who are jobseeking or changing direction

Monday, December 7th, 2009

Todays market is particularly challenging for solicitors with the recently qualified faced the decision of how to move forward in theirLawyer careers. Many are chosing to return to college, others moving abroad, whilst others are using their transferable skills to find alternative employment. It is worth contacting the law society to get more advice. They have a career specialist who has specifically been employed to work with recently qualifieds.

Enclosed are some uselful links, recommended agencies in both Ireland and the UK and lists of the main law firms in Ireland in the UK

http://www.careermentors.ie , Career Coaching & Outplacement Specialists

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Ireland’s Top 6 Growth Industries

Sunday, September 20th, 2009

 What sector is a good one to target when job searching or upskilling?Enterprise Ireland

  • IT Services/Computer Software/Hardware
  • Accounting and Auditing
  •  Innovation and Intellectual Property Related Enterprises
  • Green Sector Jobs
  • Business Services
  • Medical/Health

Most of the job search engines, career sites and economists agree that the top growth industries include:

1. IT Services/Computer Software/Hardware
ICT is a key growth sector for Ireland and the availability of highly skilled IT professionals here has attracted many high profile companies that continue to reinvest. In addition, the IT outsourcing market could boom as employers increasingly look to third-party providers in order to cut costs.

2. Accounting and Auditing
There is still some demand for qualified and part qualified accountants when all eyes are on the books at the moment. There is steady demand for compliance and risk professionals. Qualified and newly qualified accountants are required within the pharmaceutical, manufacturing and energy industries, as are candidates with insolvency and forensics experience.

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Selecting the right career based on the job market!

Tuesday, August 18th, 2009

Tips for new job seekers:

Reading the job market
Whatever you do for a living, all industries go through cycles of growth and shrinkage. There are flat periods and booms. There are recessions, too, and their usual result is a drastic reduction in job vacancies. That leaves most job seekers with a pretty lame set of options: apply for the two jobs in the sector, or do something else, however vaguely defined.

It depends how you read the job market. Looking for jobs that aren’t there isn’t too productive. The usual problem is breaking the mold, getting out of the single stream of employment. The mistake here is to assume you’re stuck in the same industry. Most people’s skills transfer across to other areas in other industries, some quite unrelated.

The fact is that most people don’t know how to read the job market. They see a demand for accountants, but don’t notice it’s all in finance, not basic accountancy. The accounting analogy holds good for reading the job market. How many different kinds of accountant are there? Hundreds. Does the word “accountant” mean very much if it’s not qualified? It’s almost meaningless, because of the very different skill sets.

It’s not a matter of jobs in demand, it’s a matter of skills in demand.

To read the job market properly, in your own area, you need to focus almost exclusively on skills. Qualifications do matter, but you’re usually in the bandwidth for jobs with the right skills. So your basic accountant will go looking for areas where they can demonstrate skills as the primary asset to getting the job.

Career paths are also built on skills and achievements, not job titles. To read the job market in career terms, you need to go looking for meaningful skill sets in your career path. If you want to develop your career, you have a general idea what’s required, but you have to match that to the skills required in a position. Some jobs don’t deliver that. If you want to become a research scientist, a series of steps in that career are required. You don’t just look for “research,” you look for opportunities to do the work that gets the results.

How to read the job market:

Check skills as your primary reference to the suitability of any job. This covers most of the real issues about whether it’s worth applying for.

Stay objective about what you want out of a job. Use this as the basic yes/ no criteria for job applications.

Ask yourself: Does this job go anywhere? If so, where and when? Be realistic about what a job can deliver.

How does the job compare to what you want? Sometimes you have to settle for what you can get, but there’s a cutoff point. Stay in the general zone of what you want, as much as possible.

One thing about this type of reading: It never gets dull. Just stay focused.

www.cvtips.com

Identify your personality and career choices

Monday, July 20th, 2009

According to Myers-Briggs peoples personalities are classified into 4 key categories

- Extroversion / Introversion
- Sensing / Intuition
- Thinking / Feeling,
- Judging / Perceiving

Different combinations of the criteria determine a type.

Upon completing this Test you will obtain your type, your strengths of the preferences and a descriptions of your type.

It may help you to identify your life style in general you can also obtain a list of the most suitable career choices based on your personality.

http://www.humanmetrics.com/cgi-win/JTypes2.asp

 

Career Mentors:
Career Advice Specialists providing career coaching jen-small-logoin the areas of Career Direction, Career Change, Interviewing Skills, CV Preparation, Online Job Searching, Redundancy Support & Outplacement

Outplacement Statistics

Tuesday, June 16th, 2009

Outplacement Services Industry. Over the past five to 10 years, the outplacement industry has experienced the effects of “belt-tightening” by many companies. Shifting financial priorities for such companies coupled with commoditization within the outplacement industry seemingly have brought forth this period of economization.
Are tides changing? Consider the statistics from the recent research study The Value of Outplacement:

The number of individuals receiving outplacement support has increased by 50% over the past two years
More than 50% of employers surveyed, reported that outplacement support had been offered for at least 85% of those separated from the organization
Approximately 50% of employers surveyed utilize exclusively external outplacement providers

81% of employers surveyed utilize some help from external outplacement providers
Why are companies providing outplacement support?

Beyond minimizing potential litigation from displaced employees, more and more companies are crediting outplacement with a wide array of other benefits. The Value of Outplacement study reported:
65% of employers believe that providing outplacement improves staff morale, motivation and productivity
78% of employers felt the provision of outplacement could improve the organisation’s reputation
55% of employers believed outplacement could help it to be seen as an employer of choice
Another 2003 study of over 1,200 HR executives in North America found:
78% believe that outplacement consulting and career transition services improve the organizations’ image, both internally and externally
72% said outplacement and career transition services help reduce litigation

Is outplacement linked to retention?

Beyond improving staff morale, motivation and productivity, many employers further credit outplacement with increased employee retention. At first glance, this statement seems contradictory . . . how can services for terminated employees actually affect the “survivors?” Consider the following from The Value of Outplacement study:
55% of employers agreed that providing employment support for staff no longer needed, helped the organization retain those staff deemed necessary
More than 70% of employers believe that offering outplacement helps line managers to shed staff with a clearer conscience, making their jobs easier
87% of those managers interviewed felt that it eased the pressure on them, making their jobs easier.
The 2003 study of over 1,200 HR executives in North America found:
66% said outplacement reduces stress on managers implementing organizational changes, again, making their jobs easier

What are the most valuable components of outplacement?

According to research from the The Value of Outplacement study, the 3 most highly rated components of outplacement support by employers are:

Quality of one-to-one consultancy
Interviews and assessment training

CV/Resume development
And what does the future hold?

The Reed Consulting study reported:

78% of employers surveyed felt the need for outplacement would increase or stay at the current levels for the coming year
22% of employers surveyed felt the need for outplacement would fall in the coming year