Discussion of change management issues with a “Focus on Me” including analysis of “How I Feel” and “Stress – What I can do about it”. This leads to discussions on boxing worries, self talk and coping with stress and tension. An important part of the focus in the introduction to this workshop is to allow for any venting from the group or from individuals within the group.This leads onto an overview of self assessment, option development, reviewing options, setting goals and developing an action plan.

The self assessment component of the workshop is supported by a Career Drivers Survey, a Personal Skills Matrix and Values Sort. The focus is on individual’s skills/preferences and values. The psychometric assessment to be completed prior to the next workshop is discussed at this time.

Next comes a reality check which looks at how others see participants and how important are other’s views. This part includes talk about image and visibility, impressions given during communications including dress, body posture and gestures. A brief discussion is also had on handling the misconceptions about people over 45.

This is a facilitated session which assists each attendee develop their own “Picture of the Future’ including job, personal life and leisure activities. It ends with a session on “Narrowing down my job options”.

This covers:

• What should a résumé achieve?

• Necessities for a successful résumé

• Résumé sections including Summary profile & Employment history

Candidates receive a variety of completed résumés and discuss presentation, format and style; noting the appropriateness of particular resumes for particular occupations and skill levels. They are also provided with lists of positive/action words to describe their roles and achievements and suitable words to describe personal characteristics.

The main emphasis is to enable the attendees to understand what makes up an achievements / skills orientated résumé which is concise and easy to read for the interviewer whilst also bringing a document the interviewee can speak to.

This commences with discussion of the “filter factors” used in advertisements including the “must haves” and “desirables”. Candidates analyse advertisements to identify these filter factors and are then shown how to identify their fit with the filters.

Sample letters of application are provided and attendees are shown how the filter factors in the advertisements are addressed in the letter.

In conjunction with an explanation of the recruitment process from the recruiter’s point of view an insight into the way recruiters phrase advertisements is also provided.

Attendees are also provided with advice on telephone responses to advertised positions including samples of possible questions recruiters may ask and how to deal with these.

talent+ strong background in recruiting well equips us to provide candidates with an understanding of what does and does not work when responding to advertisements or dealing with recruiters.

This session covers writing a job search sales letter. It includes advice and samples of opening paragraphs, content and closing paragraphs. In addition discussion on how to target such letters is included. Samples of one page resumes which can be attached to such letters are also provided.

Explanation of activities to be completed by next workshop.

Overview of Self Assessment activities and the Psychometric Assessment completed prior to this workshop. Discussion will focus on the purpose of the activities/ tests and how to read results.

One-on-one discussion will occur with candidates throughout the day.

This session studies the importance of both verbal and nonverbal aspects of employment interviews. The use of body language during an interview and how to respond to the interviewer’s body language is discussed along with the body language do’s and dont’s.

Common interview questions and responses are covered, as are hard questions and those questions the interviewee may wish to ask.

The various types of interviews are discussed, with emphasis placed on the competency based interview. Candidates are encouraged to have a thorough understanding of their skills, knowledge and attributes. The “STAR” technique (situation, task, action, result) of answering questions is explained, attendees participate in developing scenarios in which the technique could be used.

Examples of competency based interview questions are given and answers developed within the workshop.

Preference and behavioural based interviews are also discussed.

Individuals will be put through a mock interview. During the feed back they have an opportunity to discuss their performance. Whilst often daunting the constructive feedback provides candidates with a better understanding of how to conduct themselves during an interview. Concurrently self-assessment results are discussed one-on-one with candidates.

Discussion focuses on how Search and Recruitment Agencies operate and the best methods for dealing with them. Contact lists will be distributed.

Considerable emphasis is placed on the importance of networking and self-marketing as an active part of the job search process. This session incorporates who to utilise, the principles of successful networking, why jobs are “hidden”, how the employment decision making process works from the employers point of view, barriers to networking, telephobia and the like are discussed and how to overcome these, also practical advice is given on overcoming objections and how to conduct the face to face meeting which might arise as a result of successful networking.

Discussion focuses on time management during a period of unemployment, it includes diary management, using “To do” lists, maintaining a “work” mind set and keeping records of contacts for follow up purposes. Some targets are set. Samples of follow up sheets are provided.

We cover things to think about when starting a small business. It concludes with reference sources for those wishing to investigate the small business option further.

Incorporates the development of an Operations Plan for each attendee. This includes establishing job preferences and information sources for achieving the preferred job. Lists covering: who should I talk to? who should I write to? where will advertisements appear? what agencies and consultants should I use? are prepared. Attendees are encouraged and assisted to commence their lists and will have obtained the skills to expand and implement the Operations Plan.