A Guide to Occupational Attachment: Itineraries for Employment Success

Posted on Sep 8, 2024 in Psychology and Sociology

Insertor Work

An insertor is in charge of establishing contact between people at risk of social exclusion, job seekers, and companies willing to hire. The insertor evaluates individuals to determine their skills, prepares an itinerary, and assigns a professional to oversee the process.

The insertor develops customized itineraries to facilitate better integration into the company. They are also in contact with businesses and are responsible for seeking the right candidate profiles. During the first few months of employment, the insertor provides support to help users adapt more easily to their new jobs.

Personal Itineraries

Objective: To provide effective solutions to the problems affecting unemployed individuals, especially those facing significant challenges. The goal is to provide strategies, resources, and tools that facilitate the search for and attainment of employment.

Philosophy of Action for Occupational Attachment

Two pillars for creating itineraries:

  1. Focus on the applicant’s needs in a comprehensive and personalized manner.
  2. Focus on the sociocultural and socio-professional level, coordinating all services and local resources.

Definition

Courses: A path or way forward for a certain period with a specific purpose. It takes into account the entire series of events or situations that may occur: crossroads, required decision-making, conflicts, setbacks, failures, achievements, etc.

Practice: A set of actions that aim to guide the user toward the most appropriate steps to accompany them on their job search process. It provides the necessary tools to promote their autonomy, increasing their likelihood of success.

Concepts of Practice:

  • Intervention process over time, which can be revisited at different points in the applicant’s professional life.
  • Actions tailored to the personal and professional situation of the applicant.
  • Designs based on a thorough analysis of all personal, psychosocial, and attitudinal variables that may affect them.
  • Essential applicant participation.
  • Customized treatment through a series of interviews.
  • Gradual transfer of decision-making and responsibility for the intervention to the applicant.
  • Adaptation to the local labor market.

Methodology: The instrument used for this purpose is the personal file.

Occupational Interview

The occupational interview is the ultimate technique, consisting of a series of meetings throughout the entire intervention period. It is essential to maintain direct contact with the applicant, using methods that avoid distant and unnecessary technicalities. The target groups may often need warmth and compassion. Avoid false expectations of paternalism, but maintain a high level of respect for their current situation.

A) General Characteristics of the Occupational Interview:

  • Individually customized.
  • Space for privacy of conversation.
  • Limited duration.
  • Pre-planned.
  • Interviewer acts solely as a communicator.
  • Perceptual errors that can occur in the interview:
    • First impressions matter.
    • Halo effect (evaluating a person based on a single trait, perceived as favorable or unfavorable).
    • Stereotypes and generalizations.
    • Projection effect (overestimating the potential of applicants or aspects that coincide with the interviewer’s way of being or thinking).
    • Making inferences.

B) Objectives of the Occupational Interview:

  • Socio-professional profiling based on their work history and potential for entry.
  • Motivation for employment, building self-esteem and self-knowledge.

It is important to identify and maximize all the skills, education, or work experience that the applicant possesses. Focus on and investigate these strengths in addition to addressing any lacking skills.

Personal File

1. Initial Interview

Considered one of the most significant steps. It establishes an initial interaction between the applicant and the technician, who will gather enough information about factors that may affect the applicant’s employability.

  • Personally Identifiable Information
  • Identification Data for Training
  • Path Identification Data and Personal Experience
  • Identification Data – Unemployment Situation
  • Identification Data – Availability
  • Information Identifying Interests, Values, and Occupational Attitudes
  • Identification Data – Actual Work
  • Details Identifying Skills and Core Competencies

2. Detection, Evaluation, and Diagnosis of Employability

The user’s needs are identified (need X, need Y, necessary Z), and an analysis of their employability is conducted. This includes identifying capabilities and limitations that affect employability and assessing the individual applicant’s employability level.

Assessment of the Identification Data:

personal.

training

d and the professional background and experience.

the situation of unemployment.

availability

interests, values and occupational attitudes.

working reality

skills and core competencies.

consistency detected.

3rdPlan of action:

  • Determine in conjunction with the applicant a personal career plan which define career goals, short, medium and long term.
  • Develop a personalized action plan for achieving those objectives.
  • Negotiate and accept the commitments relevant to reach the goals.

Objectives of the intervention (general and specific)

Define the job objective of the user (preferences, strengths and weaknesses)

1 .- Actions for social inclusion

2 .- Actions for personal development aspects of occupation.

3 .- Training activities and practices.

4 .- Action to actively seek employment.

5 .- Actions to encourage self-employment.