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6 Tips for Getting Back in the Game After Long-Term Unemployment
September 12, 2018

starting work after unemployment

The following article appeared in CareerSidekick.com – an American careers company helping people save time and stress in their job search and get hired for better jobs.

With the low unemployment rate, many people who haven’t been able to find jobs in the past are going back to work.

If you’ve been unemployed for a long stretch of time, you too may be headed back into the workforce. And, if you’ve been out of work for a significant amount of time, you may be feeling a mix of emotions about this next step.

It’s normal to feel a heady mix of relief and anxiety (as well as excitement and fear) when you’re heading back into a job after an extended period of unemployment. To soothe your nerves and allay your fears, we’ve come up with a list of 6 tips for easing your way back into a job.

1. Adopt work-friendly habits in advance

One of the perks of being unemployed is the ability to eat, sleep, and socialize whenever you feel like it. Once you have a job, however, you’ll have to adhere to a schedule, which can be a major shock to the system.

To soften the blow, once you get your job offer, do your best to start getting back into a schedule that lines up with what your work schedule will be.

Start eating regular meals, adjust your workout schedule, and start going to sleep and waking up at times that will line up with your new work schedule.

2. Pare down your outside obligations

If you’ve been unemployed for a really long time, your mind might be slightly blown by how tired you are in the first few weeks of your new job. Your body will be adjusting to a new schedule and your mind will be spinning with all of the new things you are learning.

So, at least for a little while, take it easy on making plans during your workweek. Whenever possible, plan to pare down your weekday social activities to the bare minimum. Don’t underestimate how tiring it can be to get back into a routine. Remember it’s only temporary. Within a few weeks you’ll be on solid ground at work and will have more stamina for socializing.

3. Be humble

Once you begin your new job, remember that it’s okay to be the rookie. Ease into your role in the beginning.

Set realistic goals for yourself and don’t try to do it all or learn it all in your first week. Enthusiasm is a great quality at work but give yourself some time to be an observer of your colleagues and your environment so that you can learn the flow of things.

4. Don’t be a know-it-all

Long periods of unemployment can create insecurity in people and light a fire under them to burst through the door of a new job ready to prove themselves. But taking the place by storm might not be the best approach.

Remember, you were hired because you have the right skill set. So instead of walking through the door, ready to start taking names and kicking butt, take a deep breath and give yourself permission to start slowly. Ask a lot of questions, and admit that you have a lot of learning to do. This will not only take some pressure off of you but being humble about your knowledge will put your coworkers at ease.

5. Get to know your coworkers

Making a friend at work is a great way to begin to settle into a new job. For one, having someone who is available to answer questions large and small will help you feel a little less lost.

From simple things like, “Where is the printer?” to more complicated questions like, “Which health plan did you choose?” a coworker will help you get oriented far faster than trying to muddle through alone.

Also, if you’ve been out of the workforce for a while, you may already feel slightly out of place in your new job. Making friends with your teammates or colleagues will ensure you’ll have someone to have coffee or lunch with, which will alleviate the anxiety of being the new kid in the cafeteria with no one to sit with.

6. Let your boss be the boss

If you have gone back to work in a different field, or have taken a less-senior role in your industry, you’ll have to adjust to your new circumstances. So, while you may have been at the top of the totem pole in your last job, someone else is chief now. It’s okay to share your experience but remember that you aren’t the boss anymore. Let your supervisor do his or her job without having a chip on your shoulder about your current job title.

About this guest author:

Since 2005, LiveCareer has been developing tools that have helped over 10 million users build stronger resumes, write persuasive cover letters, and develop better interview skills. Land the job you want faster using our free resume examples and resume templates, writing guides, and easy-to-use resume builder.

The Best Jobs in Australia for 2018
July 6, 2018

Global jobs site Indeed has analysed its search data for Australia, uncovering the best local jobs.

Indeed examined tens-of-thousands of job posts to identify well-paid roles that have seen remarkable levels of growth and present great opportunities for job seekers or those considering future career options.

Technology, building and construction, health and medical care are the key areas seeing demand increase.

More than half the roles have average salaries of more than $100,000 and all exceed $80,000.

The number one in-demand job is lead teacher, which has seen extraordinary growth over the past three years amid shortages of more senior level teachers with team leadership experience. The average base salary for a lead teacher is $92,723.


Full stack developer leads the way in terms of IT jobs growth, followed by data scientist, technology assistant and information systems manager, which are also among the highest paid positions with technology assistant the highest on the list at $141,738 on average. Read more

From Careers to Experiences
June 29, 2018

The following article was first published in The Wall Street Journal.

In the 21st century, careers may no longer be narrowly defined by highly structured jobs and skills, but by experiences and learning agility.

As technology becomes increasingly central to organizations’ business models and ability to compete, many successful CIOs have prioritized building and maintaining the pools of talent required to meet new challenges. Such efforts include recruiting and hiring top talent and then finding ways to keep these employees engaged, challenged, and advancing within their organizations.

What does the modern career path look like? It’s evolving into a series of developmental experiences, each offering a person the opportunity to acquire new skills, perspectives, and judgment. Among 10 trends highlighted in Deloitte’s 2018 Global Human Capital Trends report, 84 percent of survey respondents cite “from careers to experiences” as very important or important, making it the third most singled-out trend this year, yet only 37 percent think they are very ready or ready to address this transition (Figure 1).

Read more

Why is There a Skills Shortage in Hospitality in Australia?
June 29, 2018

The way food is celebrated in Victoria, you wouldn’t think there would be any issue with hospitality staff. The industry is booming, with new restaurants, bars and cafes opening every week, covered relentlessly by a myriad of media (think Broadsheet, The Urban List, Zomato, Time Out etc).

While Melbourne seems to be coping well, there is a skills shortage in hospitality throughout regional Victoria, which is a concern for the vast array of rural offerings in the sector. The success of Brae (number 44 on the Best 50 Restaurants in the World list) in Birregurra, Igni (Geelong) and Lake House (Daylesford) is dependent not just on the quality of their food but the overall experience, which includes service from accomplished industry professionals.

The situation wasn’t helped by the announcement of the 2018-2019 Federal Budget, which didn’t exactly do the vocational sector many favours. In fact, government funding for VET has been on the sharp decline since 2011, while school and higher education has tracked in the opposite direction. At last count, there was just $5.7 billion invested in VET, as opposed to higher
education ($25.9 billion).

This isn’t a great incentive for young people to throw themselves into the vocational education sector, where most of the formal training for roles in hospitality takes place. A reluctance to pour more resources into VET could see Melbourne miss out on the next wave of chefs, bartenders and sommeliers. For context, celebrity chef George Calombaris studied at the Box Hill Institute of TAFE before building his Greek restaurant empire.

However, chefs in the mould of Gordon Ramsay may be influencing prospective workers in a negative way. After all, who would want to turn up to work and be screamed at the way that employees on Ramsay’s Kitchen Nightmares are? While much of this is clearly manufactured drama, there is little doubt it would play on the minds of those considering a career in hospitality.

Read more

Podcasts: Innovating Employment
May 29, 2018

In this range of podcasts, the OCWI team, interview experts from across the workforce development sector to explore a broad range of topics and issues impacting the day to day work of employment & training professionals across Ontario. Issues which are not dissimilar to those faced by the sector in the UK.

Episode 1: Skills-based hiring – improving employment options for vulnerable populations

Susanna Williams, Founder and Lead Consultant at BridgeEd Strategies, joins the program to discuss skills-based hiring, Innovate+Educate’s Close It Summit happening this October in Brooklyn NY, and how to look beyond traditional pathways and education to better connect workers to jobs, and employers to workers with the right skills.

Read more

Occupational Change: On the Horns of A Dilemma
April 23, 2018

The following research article By Duygu Biricik Gulseren was first published in ContactPoint, Canada’s version of IAGOnline.

Occupation, as used by careers researchers and practitioners, refers to a set of duties that require similar skills (International Labor Office, 1990). When people change occupations, they change the skill sets they use to make a living. Most of the time, they need to gain new skills to be eligible for their new occupations. This is a highly costly process for people because they not only invest in training for the new occupation but also usually face with loss of pay and human capital after the change (Dlouhy & Biemann, 2018). Despite this, there is an increasing trend of holding multiple occupations in one`s career across the world (Ibarra, 2002).

I have conducted a research project on the key factors that shape voluntary occupational change process. As a result of thematic analysis of the 25 interviews conducted with occupational-changers, I suggest the following observations on why and how individuals leave their occupations to pursue new ones (for a detailed discussion, please see Biricik Gulseren, upcoming).

1-    Occupational change is an individualistic process.

There are three phases of occupational change: (1) Moving away from the initial occupation, (2) exploring an alternative occupation, and (3) entering into a new occupation. Although all of the occupational-changers go through these three stages, everybody does this differently. Some occupational changers decide on leaving their occupations first without considering the other steps whereas some others figure out their next occupations and then come up with a game plan to leave their one. It is also possible to experience two or more of these stages simultaneously. For some informants, occupational change can take years whereas it can relatively be a faster process for some others.

2-    Parents are positively influential the initial career decisions, but not in the second one.

The parent-child relationship is a critical factor in the occupational change process. Although not probed, some informants reported how much they were influenced by their fathers or mothers when they made their initial occupational choices. Some of them wanted to please their mothers. Some of them wanted to be like their fathers. However, this influence can become a barrier when they decide to change their occupations. Some occupational changers can feel guilty (or even refrain or delay occupational change) because of the perceived disappointment of their parents.

3-    Guilt, regret, and satisfaction can be experienced simultaneously. Read more

Apprenticeship Training in England – A Cost-Effective Model for Firms?
April 16, 2018

A new report by internationally renowned economist, Professor Dr Stefan Wolter (University of Bern), produced in partnership with the Education Policy Institute (EPI) and Bertelsmann Stiftung with support from the JPMorgan Chase Foundation, examines the potential benefits of alternative apprenticeship models in England.

Apprenticeships form an integral part of the government’s plans to improve technical skills among young people, and ensure that the UK is sufficiently equipped to meet the needs of the labour market post-Brexit. Despite this, firms in England have expressed varying degrees of confidence with current apprenticeships policy – with some conveying uncertainty over the purported benefits.

Published on the first anniversary of the Apprenticeship Levy, Apprenticeship training in England – a cost-effective model for firms? examines the benefits of a Swiss-style apprenticeship model for English firms.

The Swiss model for training apprentices includes longer training programmes, more ‘off-the-job’ training, and is recognised forcreating an effective transition from school to the labour market. Switzerland outperforms many European countries in the area of skills.

Different variations of the Swiss model were examined, with the cost-benefit analysis assessing ten occupations over a range of sectors in England.

Read more

ViewPoint: Basic Skills – The Missing Ingredient in England’s Apprenticeships
April 13, 2018

The following blog was posted By Malgorzata Kuczera, Analyst, Directorate for Education and Skills Today 

Apprenticeships can be of great value. They allow apprentices to develop a wide range of skills, they offer a fast track to employment and they can boost social mobility. But not all apprenticeships are created equal: some provide limited learning opportunities and don’t adequately prepare learners for skilled employment.

So what is the recipe for a good apprenticeship? It includes two essential ingredients: education and training, provided both on and off the job. As with any recipe, results depend on the quality of the ingredients and the way in which they are mixed together. And as any great chef will tell you, the recipe only improves with repetition and continuous refinement. 

England is investing more in the development of its apprenticeship system than nearly any other country. Current reforms have created a new structure for apprenticeship programmes developed by employer groups and funded by a new levy on all large employers. Much has been achieved so far, as described in Apprenticeship in England, a new OECD study that compares England’s recent reforms with practices in other countries. Here, though, we’ll focus on a key ingredient in the English recipe that demands closer attention: basic skills.

English apprentices have distinctive characteristics. In some countries, like Switzerland, nearly all apprentices are teenagers. In Canada and other countries, nearly all apprentices are young adults, with an average age of around 30. In England, apprentices are a mixed group, with a fairly even split between learners above and below the age of 24.

Share of 25-year-olds and older among current apprentices (2012)

Read more

The Power of Networking
April 13, 2018

The following article has been written by Cathy Milton a Canadian Career Professional.

You don’t have to look too long or hard to find several articles on the internet supporting the fact that up to 85% of job seekers landed their current job via networking. Even when presented with that impressive statistic, some clients may be sceptical.

I recently sat down with a friend and neighbour, a brilliant young man who just started a new job obtained via the strength of his well-maintained network. His success story may help to motivate your job-hunting clients who hesitate to engage their own networks in their search.

As background, what was your former job title and how long were you with that company?

I was Vice President of Product Management, and I was with that firm just shy of 10 years. I started out in an entry-level position as a software developer, and I worked my way up as the company went through rapid growth phases. Read more

Most Millennials Willing to Work Abroad for Career Growth
August 30, 2017

The United States remain the top destination of choice for millennials who are willing to work outside of their country of residence, according to a World Economic Forum survey.

Released on Monday, August 28, the Global Shapers Annual Survey 2017 results showed that 81% of respondents from over 180 countries are willing to
work abroad.

For the 3rd year in a row, the United States is still the top destination of choice for those who are willing to advance their career abroad at 18.2%, followed by Canada at 12.4%, and the United Kingdom at 9.6%.
The Global Shapers Annual Survey 2017 received over 31,000 responses from people aged between 18 and 35. The survey was open from March 31 to June 30, 2017.

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