Wednesday, 3 October 2012

The GROWN model for 21st century jobsearch

I was recently asked to address an audience of professionals from schools, colleges and training providers in West Yorkshire. The topic I was asked to talk about was "21st Century Jobsearch". I shared some ideas about the competencies young people need, if they are to make a confident start to their career. The GROWN model provides a set of core competencies for today’s job seeker, taking into account social and technological change, and how these impact on career development and job hunting. The model can also be used as a framework for evaluating careers education, information advice and guidance resources and approaches. The GROWING model is built around five core competencies Goal Setting We need goals, but this won’t necessarily mean a fully detailed lifelong career development plan for everyone. It is useful to have a strategic approach or rationale, which can be communicated to others – such as parents/carers, admissions tutors and employers. Reputation Management We need to be able to manage and maximise our reputation, recognising the value and relevance of our experiences and achievements to specific opportunities. Most potential employers will check an applicant’s Facebook or social media presence as part of their recruitment processes. Many search online to identify talent, and a third of companies claim to be doing some kind of social media based recruitment. Opportunity Mining We need to be adept at surfacing career, education and employment opportunities. We need to be able to access the hidden job market, be confident and proactive in asking for opportunities, and willing to create our own through enterprise. Web Proficiency We need to be skilful users of a range of website and tools like Facebook, LinkedIn, Twitter, and YouTube. We should be aware of how to use the web safely and responsibly. Online application processes should not be a barrier to the 21st century job seeker. Networking Skills It’s never been more important to be able to build a useful network and leverage the social capital within it. Networking is the key that unlocks the so called hidden job market. Job hunting is more effective as a social activity than a lone activity. Image credit: bterrycompton

Friday, 9 March 2012

Developing social media policies

At the National Career Guidance Show in London yesterday, someone asked me for some thoughts about developing social media policies in educational institutions and organisations.

These are some of my initial thoughts

• be clear about he aims and scope – promoting use of social networking for institution and student benefit, who is covered by it?
• try to be positive, rather than emphasising the restrictions and blocks
• ensure ICT involvement as they may act as gatekeepers and bar access to some sites
• carry out an equality impact assessment – will any groups be disadvantaged by introduction of more social media use?
• Think about how this links to other policies – e.g. do you have one for internet/email use, data protection, equalities etc.
• Identify what happens if people breach the policy – e.g. staff disciplinary procedure may come into force
• State what the policy is – what people may do
• Think about what happens when people leave the institution, and the removal of their profiles
• Outline how the institution will promote safe and responsible use – e.g. briefings, training, support, monitoring
• Detail roles and responsibilities – e.g. what are ICT responsible for, managers, staff etc, who will help set up profiles for people, or advise, train and support them
• Be clear how usage will be monitored, and what expectations of staff in terms of moderation and responding to comments etc
• Do you have any expectations about people’s personal use of social networking – for example you might discourage them from befriending students from their personal profile, and discourage them from befriending family from their professional profile, you may also have rules about how and when they may access their PERSONAL social web accounts
• What are the expectations about what people post – i.e. not bringing institution into disrepute, not associating the institution with groups or discussions which would be considered inappropriate – e.g. racist, sexist, homophobic
• Put forward a suggested confidentiality statement if appropriate

There are also useful resources online, such as this online database of around 200 social media policies from companies and organisations around the world.

Tiffanhy Black's article on writing a social media policy also offers some really useful thoughts to consider.

Monday, 23 January 2012

National ‘ICT in CEG‘ event is back!

The return of this conference to the national scene will offer ideas aplenty on practical innovation in ‘careers’ delivery.

It’s good to see the national ‘ICT in CEG’ Conference and Exhibition sponsored by UCAS Progress returning to the schedule for 2012. This event always proves popular and this year sees keynote speakers David Andrews, OBE, and Paul Chubb of Careers England, line up alongside the promised and usually packed programme of workshops, presentations and exhibitions. The emphasis is always on practical innovation and each of the two days has a specific focus, ‘post-16 and adults’ and ‘key stages 3 & 4’. Key themes include webinars and careers, time management in the virtual world, ‘Facebook’ in Careers, VLE/MLE compliant CEIAG support systems and digital careers information. Exhibitors include Career Mark, Investors in Careers, Matrix and Passportfolio.

Event details: 1st - 2nd March, Monkbar Hotel, York More information