All you really need to know pt. 1

James J. Heckman is a Nobel Prizewinning economist at the University of Chicago.

From his bio: "His recent research deals with such issues as evaluation of social programs, econometric models of discrete choice and longitudinal data, the economics of the labor market, and alternative models of the distribution of income."

Heckman is featured in a This American Life episode, "Going Big", in reference to a social program in New York City that is trying to solve urban poverty through early childhood intervention.

Heckman's work is cited in "Going Big" for his finding that traditional approaches to poverty such as job training are ineffective. Correspondent Paul Tough states:

"The premise behind job training is that young people who can't find a good job are just missing one particular skill or body of knowledge; teach them that and they'll be fine. What Heckman found is that the people in these programs had a much bigger problem. There were some very basic skills and abilities that they had never learned. And it was hard for them to absorb anything new without those skills."

Heckman reports that the missing skills included "the ability to communicate, to solve simple mathematical puzzles, to understand how to even read the newspaper, as well as the non-cognitive: self control, motivation, the ability to get out of bed, to show up at work on time, to engage and be open to ideas. These traits were in very serious short supply for individuals that I was looking at."

Employment Specialist is considering twitter

I posted a few days ago about the use of Twitter in job searches. While writing then, I thought, "I'll never be on Twitter." A day later on Facebook, a friend's status encouraged everyone to use Twitter and I thought, "I'll never be on Twitter."

Today, I found that my local Workforce Investment Board recently started twittering. They also have a new blog.

Interestingly, this blog and the Worksystems twitter shared a subject (Richard Florida's article in the Atlantic) on 2/17/2009. Obviously, we have similar interests.

So Employment Specialist will follow twitter postings (twits?), but not post. For now.

A crowded field

One thing I hear from many job seekers, even from some in their early twenties, is that it used to be easy to walk into places, apply for jobs, and get hired at one of the first places they tried.

A common complaint is that they try to be proactive and visit employers but find they aren't able to talk to any managers and are directed to apply online. While hitting the streets to submit applications a few weeks ago, a job seeker and I were even stopped at the gates of one employer and given the "apply online" statement.

While employers have benefited from the online application process by saving time they used to spend answering inquiries at the store, office, or factory, and by being able to quickly scan for keywords and minimum qualifications, the ease by which job seekers can send a resume is beginning to overload human resources staff.

With affordable internet access at home, and near universal access at libraries, schools, and onestops, most job seekers are submitting online applications. It doesn't take much motivation to copy and paste, or attach, a resume multiple times. Someone who wouldn't make the effort to drive across town or buy a stamp to apply for a position will be willing to spend a few minutes on an email. The more lines in the water, the more fish I'll catch, they might think.

The problem is that there are fewer fish to catch today, and the person in the next boat is throwing out their lines as well. Even worse, anglers who used to chase salmon or tuna are now content to catch mullet.

CNN Money's Jessica Dickler writes about the rise in applications for entry-level and "less desirable" jobs. The flood of applications muddies the water for qualified job seekers and frustrates HR departments.

As an Employment Specialist, think about:
1. How will my customers stand out?
2. Where are my customers applying?
3. How can I get through to a real person for job development?
4. How can my customers get through to a real person?

Battle for the ages

Outside of a recession, older job seekers find that they are competing against others with experience, and against the stigma that some employers hold against them. Today, younger workers are being added to the mix of competition, as all workers find themselves in a shrinking job market.

The Wall Street Journal posted a Career Strategies article last year on Finding a new position as a mature job hunter. It shares good advice to increase competitiveness, address employer fears, and ease job finding stress.

Along with this information, it is good to know who is hiring and firing. According to Oregon Employment Department Workforce Analyst Christian Kaylor, the 25-50 year old* demographic loses jobs at a higher rate than do workers in other age groups. For various reason, older workers still hold some job security.

The Oregon Employment Department also has a recent article on hiring trends for workers over age 65: Will you still hire me, when I'm 65? Curiously, the Natural Resources and Mining industry has the largest percentage of new hires who are over 65. 9.0% of new hires in that field are over 65. Professional and business services had the largest overall new hires over 65, but only 2.2% of new hires in that field were in that age group.

Look forward to a post that compiles labor statistics websites from across the United States.

*Based on memory (without notes) from a presentation by Mr. Kaylor. The exact age range may vary.

Employment Specialist is blogging.

Marketwatch has an article on a trend of broadcasting job searches through Twitter. Refreshingly, they come out in favor of it, with some guidelines.

It is always a good idea for job seekers to tastefully let people know you're looking for a job. Everyone they talk to is a potential agent to carry that message to a wider audience. Of course, don't let employers see those 21st birthday party pictures on Facebook.

Marketwatch's Twitter tips:
1. Don't post something you wouldn't want your mom to see.
2. Don't post something you wouldn't want your current boss to see.
3. Don't get too personal; post job oriented updates during your search.

Employment Specialist's tips:
1. Early adopters will have more success in computer, PR, politics, or entertainment fields.
2. Don't count on it if peers in your industry, social sphere, age group, or region don't Twitter.
3. Keep Twitter in the arsenal even if it's not working at first. It may be too early to see positive results.
4. If a job seeker is not already on Twitter, they should think twice before joining if the only intention is to further a job search. The motives will be transparent and as ineffective as calling people only when they might have a job to give.

If you're wondering, Employment Specialist is not on Twitter.

Help Wanted: Sandwich Board Sign Maker

When does the wacky become the norm? Recent years have seen occasional job seekers heading out to city street corners with sandwich boards (or picket sign) advertising their qualifications, but I wonder if there's a point where it will be looked down on as cliche.

The latest story I've seen is from my current hometown of Portland, OR.

The most famous case is probably this man who made it into countless national and worldwide newspapers and magazines in the summer of 2008.

The thing that's most interesting is how news coverage of these individuals can enhance the job seeker's marketability. Do more people stop and talk to the person if there are news cameras rolling? Is it good advertising for a company to hire the person and become part of the story?

I would recommend the approach for adventurous public relations, advertising, journalism, and other communications professionals. From now on, though, it may take an additional twist to make a big splash.

What about a job search reality tv show? There are at least two premises:
1. Shadow job seekers through their search.
2. Contestants compete for a job (a down-to-earth Apprentice)

What employers want

One of the most valuable ways to convince a job seeker of the importance of a great resume, cover letter, or specific skills is to demonstrate that employers are looking for candidates who bring these qualities to the table.

G.I. Jobs has a section dedicated to interviews with corporate recruiters about what they look for and expect from candidates.

The interviews also feature summaries of the employers' job openings, career paths, and starting wages and benefits.