Back to the Basics: Advice for Job Applicants & Job Developers

Jordan“The minute you get away from fundamentals – whether its proper technique, work ethic or mental preparation – the bottom can fall out of your game, your schoolwork, your job, whatever you’re doing.”                                                               -Michael Jordan

Without knocking innovation, sometimes the best way forward is to go back to the basics. A recent Lifehacker article made this point when they asked a couple dozen hiring managers to weigh in on how applicants can stand out from the crowd.

Here are their top 10 suggestions and how they apply specifically to refugee employment:

 1.  Be Prompt, but don’t arrive too early to your interview.

Many cultures have more flexible standards when it comes to punctuality than we do in the US. It’s a good idea to encourage clients to be early to appointments and interviews. But make sure to also discuss the importance of not being too early, as that can also make a negative impression.

2.  Don’t apply for a job unless you meet the qualifications. 

This can be a tricky one when working with refugees, many of whom may have limited English and all of whom lack US work experience when they first arrive. On the surface, it may seem like your clients do not meet the qualifications for many jobs. Don’t give up too easily though. Politely push employers to tell you exactly what competencies are necessary for the job at hand. If you think your clients are capable of performing the duties described, make the argument, and close the deal!

3. Research the company. 

The more you know about the company, the more you will be prepared to make the argument that your clients are a good fit for their needs. Whenever possible, share information about the company with your clients before taking them to an interview. They will perform better if they know who they’re talking to.

4. Make the right match. 

Don’t try to force opportunities that are clearly not a good fit. That will not result in long term partnerships. Making a good connection with an employer is the first step, but showing them that you understand their needs is what will keep them coming back.

5. Come prepared with questions. 

Make sure you are prepared with good questions for employers and coach your clients on good questions to ask before the interview. Part of this coaching also means helping them know what questions not to ask (e.g. Can you give me a different schedule so I can work with my brother?).

6. List all your (software) skills on your resume. 

This tip may apply to some higher skilled clients that have software skills but may not mention them. The basic point though is just to make sure you are using the resume to list any skills that demonstrate that you are motivated, reliable and dependable. So even if your clients don’t have formal work experience, find a way to highlight their skills.

7. If you lie, you’ll probably get caught. 

Pretty straightforward. Don’t lie. Don’t even exaggerate. Do, however, find a way to present your clients in the best light possible, demonstrating their skills, and highlighting the unique ways that they will add value to employers.

8. Say thank you. 

Sometimes you should be the one to say it. Sometime your client should be the one to say it. It might be a handwritten note. It might be an email. It might even be a text message to your employer connection saying “Thanks for your time today. I really appreciate your partnership.” There are many ways to say thank you. The point is that you should.

9. Don’t be pushy. 

Following up is part of the process. Either you or your clients should follow up after interviews. Just keep in mind that being persistent and being pushy are two different things. If your client is going to be the one to follow up, make sure to coach him/her on how to do this professionally.

10. Put yourself in the Hiring Manager’s shoes. 

Perhaps the most important tip on this list. You should always be asking yourself questions like “What does the employer want?”, “What would make their life easier?”, “What do my clients bring to the table that would really add value to this company?” If you do this consistently, employers will love working with you, and your clients will get jobs.

If you’d like to read the Lifehacker article in its entirety, you may do so here.

Workforce Resource: Career Resources for Youth

Jess Wyatt/Refugee Youth Project, Baltimore, MD

Jess Wyatt/Refugee Youth Project, Baltimore

The Workforce Innovation and Opportunity Act (WIOA) includes youth workforce development programs and resources aimed at both in-school and out-of-school youth, with a strong emphasis on out-of-school youth between the ages of 16-24. Since most refugee resettlement programs do not have youth-specific employment programs, being familiar with the resources available to youth through the mainstream workforce development system can be a game-changer for younger refugees. Here are a few key programs and resources to be aware of:

  • Job Corps is a nationwide program that offers free career training in variety of industries. This program is aimed at giving young people the skills they need in order to obtain employment and become self-sufficient. Job Corps is located in all 50 states, but some states have several sites whereas states like Wyoming, Colorado, Idaho, North and South Dakota, Nebraska, and Alaska only have one Job Corps center.
  • Youthbuild is an organization that is found in 46 states and aims to give construction skills to low income out-of-school youth. The program aims to put the participants on a path to responsible adulthood and teaches them to give back to the local community. The 10-month program pairs classroom learning with construction skills so that teens leave the program with a GED and professional skills. Participants spend about 50% of their time in academic classrooms and the rest of the time is spent on hands-on job training building affordable housing or other community assets. The program serves around 10,000 low-income young people each year and includes mentoring, follow-up education, employment, and personal counseling services.
  • AmeriCorps is a civil service program supported by the U.S. federal government, foundations, and corporations with the goal of serving local communities. Participants commit to full-time or part-time positions offered by a network of nonprofit community organizations and public agencies, to fulfill assignments in the fields of education, public safety, health care, and environmental protection.  AmeriCorps is a wonderful opportunity to expose youth to the needs of their own community while also giving them valuable professional skills as well has professional references. Additionally, anyone who completes AmeriCorps is given an educational award with which to use towards an associates, bachelor or master’s degree.
  • Refugee AmeriCorps is a type of AmeriCorps program, that places members at refugee resettlement agencies. Volunteering with AmeriCorps, full or part time, can be a great way to get work experience and give back to the community.  To learn about AmeriCorps volunteer opportunities, visit the AmeriCorps website, or reach out to your local resettlement agencies to learn if they have an Refugee AmeriCorps position available.

In order to gain access to these programs, your agency will need to take the initiative to reach out to these organizations to introduce your population. Like any partnership you will need to consider the cost and benefits of pursuing collaboration with these mainstream programs. For example how much staff time does it take to establish and maintain partnership versus simply doing job development for clients? It may be better to gather other resettlement agencies in your area to act as a larger network when planning partnership with these mainstream programs.

In addition to youth programs, there are also online resources geared towards youth:

youthrulesYouth Rules! – This is a great online resource for tech savvy youth who have a higher level of English skills. The site covers the child labor laws and minimum age for employment in each state. There is a great Youth Worker Toolkit that is basically a 101 on working in the US for youth similar to job readiness training that refugee agencies provide.

All of the presentations are colorful and interactive and there are even helpful free apps for listening to webinars or keeping track of work hours and pay dates.

This resource is a great place to explore different options for part-time work or training. There are forums and blogs and even instructions on how to report violation of workers’ rights.

GetMyFuture is a resource available on careeronestop.org that provides a “dashboard” or “portal” for youth who need information on a range of education and career related topics. For example, youth can get information about writing a resume, applying for college, starting a business, or access assessment tools that will help identify suitable careers based on interest and skills.

All of these programs and websites offer an array of resources related to educational and career resources for youth as well as ideas for topics to cover in job readiness instruction. These resources are easy to navigate but many of them are text heavy and would be difficult for clients without English proficiency to use independently. You may want to consider translating some of the resources into a curriculum for refugee youth or using them during one-on-one sessions between a refugee and volunteer.

For easy links to these and other youth-related resources, check out the clickable Mainstream Youth Employment Resources tool we created this past Spring.

Ask us your questions and share your success stories about working with refugee youth by emailing us at information@higheradvantage.org.

Reminder: Register for Tomorrow’s Webinar – Financial Literacy: How to Teach the Basics

money backgroundFinancial Literacy: How to Teach the Basics

Wednesday, December 7, 2016

2:00 – 3:15pm EST

This webinar will explore basic financial literacy topics to cover with clients to build a strong foundation for economic self-sufficiency. Presenters will highlight a variety of free financial literacy resources and will provide examples of community partnerships that can be replicated. Financial literacy curricula, job readiness activities and training tips will be shared throughout the training. 

Register here

Reminder: Register for the Financial Literacy: How to Teach the Basics Webinar

 Financial Literacy: How to Teach the Basicsmoney background

Wednesday, December 7, 2016

2:00 – 3:15pm EST

This webinar will explore basic financial literacy topics to cover with clients to build a strong foundation for economic self-sufficiency. Presenters will highlight a variety of free financial literacy resources and will provide examples of community partnerships that can be replicated. Financial literacy curricula, job readiness activities and training tips will be shared throughout the training. 

Register here

Job Readiness Activities for Adult Learners

Last week in Denver, attendees in the job readiness session participated in an activity to list the tools, resources and activities they currently use with clients.  Here’s the combined list.  If possible, a link to a version of the activity is included.  If you have a different version of any activity, or you have any resources to add, please contact us so we can update the list!

Interview Practice

Mock Interviews

Record Clients & Play Back for Client

Practice Interview Questions

Interactive Activities

Job Readiness Bingo

Body Language Activities

Flash Card Bowling

Welcome Circle: Begin Class by Asking Everyone Name, Origin, Languages and their First Job

First Day: Classroom Expectations – Importance of Classroom Success

Incorporating Certificates after Job Day Trainings

Resume Jeopardy

Skills

Identifying Skills that Refugees Have – Physical vs. Personal Skills

Explain How to Transfer Skills

Look at Job Listing Examples and ask, “Do you have the skills?”

Presentations

Picture Heavy PowerPoint

Visual Resources

Pictures

Describe Career Dreams Using Pictures

Videos

Videos to show the Work Done at Different Jobs

Quality Control Video – Quality, Quantity

Cards

Realia – Safety Gear

Higher Resources

Higher Advantage Modules

U.S. Job Cycle Visual (page 2)

Guided Practice

Mock Hotel Environment – Practice

Dishwasher Training at Location

Time Clock Practice

Time Clock for Attendance

Production Line Simulation

6-Day Training Spurts (short-term)

Applications & Resumes

Resume Preparation

Filling out Applications

Applications Planted at Businesses

In Class Resume Building (Skeleton Version)

Practice Application

Job Search

How to Find Jobs

Digital Literacy

Computer Lab

Mobile Computer Labs

Group Discussions

Small Group Discussion about Hygiene & Dress

Small Groups – Have clients create their own business & say what skills are needed for job

Specific Training Topics

Safety Classes: Use signs with Pictures, explain what signs mean. Explain the importance of reporting issues

Lessons on Trauma and the Impact of Trauma

Workplace Culture (i.e. handshakes & other non-verbal communication)

Job Security/Responsibility to Communicate with Supervisors (2 weeks notice)

Coworker relationships, manners, mannerisms

Hygiene, Grooming

Transportation – Teaching bus lines

English Instruction

Translated Materials

Mandatory ESL

Teach Job-Appropriate Vocabulary

Community Partnerships

Clothing Donations as Incentives

Local Library Partnerships

Adding Social Enterprises into your Curriculum

Financial Literacy

I-9 & W-2 (Tax & Pay)

Explain Payroll, Direct Deposit and Tax Forms

Assist with Opening Bank Account

Translators/Interpreters

Record Videos of Interpreters

Assessments

Go Over Pre-Employment Assessment (Reading Comprehension)

Mock Interview/Application Process as Assessment

Other

Self-Reflection

Tour at Companies

CORE

Childcare (Paid Employees)

One-on-One Pre-Employment Counseling

Wish List

More Tactile Activities

Child Care Resources – Toys for Kids

Notes

Factoring in Trauma when making Job Placements

Meat Packing isn’t good for People with Trauma

Higher’s December Webinars

Financial Literacy: How to Teach the Basics

Wednesday, December 7, 2016

2:00 – 3:15pm EST

Financial literacy is an essential component of economic self sufficiency. This webinar will explore what topics are most important and will feature resources designed to be used as job readiness activities. Panelists will share financial literacy initiatives and examples of community partnerships that can be replicated. Financial literacy curriculums will be highlighted throughout the training.  

Register here


Collaborating with Mainstream Workforce Development and Taking Advantage of WIOA-funded Training Opportunities

Thursday, December 15, 2016

2:00 – 3:30pm EST

Higher has made a concerted effort over the past couple years to educate our network about the Workforce Innovation and Opportunities Act (WIOA) and has highlighted mainstream workforce development resources and collaboration case studies on our blog. In this webinar, Higher will continue building our network’s awareness of WIOA-related opportunities by highlighting specific career pathways opportunities within the mainstream workforce system that have potential to help refugees move beyond “survival jobs.” Speakers are still being confirmed, but Higher is hoping that this webinar will feature both government WIOA experts, as well as refugee field staff that have successfully collaborated with the mainstream system.

Register here

How to Gain the Attention of Learners – Video & Infographic

One of today’s sessions in Denver is titled “Job Readiness Activities for Adult Learners“. The session is designed around the LIRS eLearning module, Adult Learning Principles, and focuses on seven steps to ensure learning, beginning with gaining the attention of learners. 

The session will begin with “The Balloon Game”, a fun activity that is easy to connect to the competitive nature of the U.S. job market. The short video below (an excerpt from Adult Learning Principles) explains how to conduct the activity.

 

Next week, we’ll share a list of tools, activities and resources that are effective in job readiness classrooms across the country. In the meantime, the below infographic has tips for gaining the attention of your audience so they are motivated and ready to learn, whatever comes next.

Please contact us for access to Adult Learning Principles in Higher’s Online Learning Institute

gagne1

Alternative Pathways for Highly Skilled Refugees

Source: https://www.uaf.nl/english

Source: https://www.uaf.nl/english

While many professional fields in the U.S. require licensure, refugees from professional backgrounds who are not immediately able to pursue these credentials don’t necessarily need to be stuck in low-level jobs.

A recent post by our friends at WES Global Talent Bridge shares some fantastic alternative career pathways that highly skilled refugees (and those who work with them) may want to explore, whether they are working towards licensure or just looking for work that is related to their skills.

Here’s a few options they recommend:

  • Accountants can analyze budgets and costs for institutions without a certified public accountant (CPA) license.
  • Engineers or architects who are not lisenced can still work in technical, advisory, and management positions related to engineering projects.
  • Healthcare Professionals have many options including administration, community health, and research. In addition short-term training programs such as CNA (Certified Nursing Assistant) or Phlebotomist certification can be a good entry point.
  • Lawyers can work as paralegals, and may be able to advise on foreign law as a foreign legal consultant (FLC)
  • Social workers and psychologists can find work as community workers in non-profits and schools.
  • Teachers can sometimes work as substitutes, or even full-time teachers at private and charter schools. Many states also offer alternate routes to certification or licensure (e.g. New York City Teaching Fellows, Teach for America, etc.)

While newly arrived refugees will likely need assistance identifying and accessing the alternative pathways, the opportunities are there. Some refugee employment programs around the country are hiring dedicated staff or mobilizing volunteers that specialize in identifying opportunities and facilitating networking and career mentorship for highly skilled refugees. This is emerging as a best practice in serving this unique subset of newly arrived refugees.

To read the WES Global Talent Bridge article in its entirety, click here!

How to Get Refugees to Living-Wage Work

Guest post from Alicia Wrenn, Assistant Director for Integration at LIRS 

I had the opportunity to attend a Forced Migration Upward Mobility Project (FMUMP) workshop on October 16th in New York City where Dr. Faith Nibbs presented her report Moving into the Fastlane: Understanding Refugee Mobility in the Context of Resettlement. It is great reading and gives us much to think about to improve employment outcomes for clients. One of the main goals of FMUMP is to assist refugees (and employment practitioners), to find jobs that pay a living-wage as defined generally as $5 over the minimum, but it will vary based on the market.

Her team did research in the Dallas and Ft. Worth communities over a period of 2.5 years. They interviewed refugees, employment staff, and scholars – 350 in total.  And they observed 300 hours of service provision and reviewed all available data and literature on the topic.

moving-into-the-fastlane With targeted skills training it took just over one year to break the living wage threshold. The study found this to be the single greatest impact on wages. This was true for all the sub-populations – including highly skilled, low skilled, for men, and for women. Dr Nibbs went through a Return on Investment calculation that showed the net effect when making these wage gains – the savings on government assistance (Food Stamps etc.), plus the increased taxes paid by the refugee at the new wage, and that weighed against the cost of job skills training of approximately $3,000 per person. The ROI to the government is about 600%. So the investment by the government in skills training makes good sense.  

This teaches us a couple of things. Employment teams should be looking for job skills training for clients from all possible sources – government, community college, and company-led – now knowing this is the single biggest influencer. The study found it to be more important than the general English language training that is available. They discovered that the typical ESL that occurs for a few hours per week and teaches general conversation has less of an impact. See the report for interesting ways to improve this instruction such as an on-line platform for more cumulative hours, and the very positive effect of tailoring the vocabulary instruction to the work place. 

Dr. Nibbs had thoughts about other issues undermining living wage attainment. It was discovered that refugee clients are not given an understanding that while yes they need to take the first job, there are certain industries that are much more financially rewarding and will pay a living wage. This research has shown that clients by and large had no idea that they would never make ends meet nor advance up the pay scale in certain sectors. It was thought that Case Managers themselves might not be aware of this hierarchy of earning potential by industry sector.

There are a few interesting pilots occurring to address these gaps. The Office of Refugee Resettlement has funded a Career Navigator position in the State of Washington to determine if this can create a bridge for better placements and better information conveyed to refugees. IRC has five Career Development sites that provide to refugees targeted career training one year after arrival for those unemployed. There should be some interesting learnings down the road.

The report is here –  http://www.fmump.org/ – on the home page there is an option to download. 

You may also be interested in checking out Dr. Nibbs’ presentation at Higher’s Second Annual Refugee Employment Conference, which took place in Omaha, NE in November, 2015: http://www.higheradvantage.org/second-annual-refugee-employment-workshop-resources/ .

Guiding and Facilitating Learning – Infographic

All of us are responsible for guiding and facilitating learning in some way.  You might be teaching soft skills to clients in the job readiness classroom or showing the new intern how to book a conference room.  Although this infographic contains tips and suggestions for use in the classroom setting, the first few lines can apply to the informal learning that happens between coworkers every day.

event5

Source: https://anethicalisland.wordpress.com/2013/05/11/events-in-instruction-event-5/