Occupational Guidance and Personalized Itineraries for Employment

Posted on Sep 8, 2024 in Psychology and Sociology

Occupational Insertion

Inserter Work

The Inserter is in charge of establishing contact between individuals at risk of social exclusion and job seekers with companies willing to hire. The Inserter evaluates the individual’s skills, prepares an itinerary, and assigns a professional to oversee the process. Customized insertion itineraries are developed to facilitate better integration into the company. The Inserter also maintains contact with businesses and is responsible for seeking the right candidate profile. During the initial months, support and guidance are provided to help users adapt more easily to their new job.

Personalized Itineraries

Objective: To provide effective and relevant solutions to the problems affecting unemployed individuals, especially those facing difficulties. The itineraries should provide strategies, resources, and tools that facilitate the job search and attainment process.

Philosophy of Action for Occupational Attachment

Two pillars for creating itineraries:

  • Focuses on the applicant’s needs comprehensively and in a personalized manner.
  • Focuses on the sociocultural and socio-professional level, coordinating all services and local resources.

Definition

Itineraries: “A path or way forward for a certain period with a purpose.” It considers 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 towards the most appropriate actions to accompany them in their job search process, providing the necessary tools to promote their autonomy with a greater likelihood of success.”

Concepts of Practice:

  • Intervention process that can be revisited at different times in the applicant’s professional life.
  • Actions tailored to the applicant’s personal and professional situation.
  • Designed based on a thorough analysis of all personal, psychosocial, and attitudinal variables that may affect them.
  • Applicant’s participation is essential.
  • Personalized treatment through a series of interviews.
  • Intervention decisions and responsibility should gradually be transferred to and accepted by the applicant.
  • Adapted to the local labor market.

Methodology: The instrument used is the personal file.

Occupational Interview

The occupational interview is a crucial technique consisting of a series of meetings throughout the intervention period. It is essential to maintain direct contact with the applicant and avoid distant and unnecessary technicalities. The target groups may often require warmth and genuine care. Avoid false expectations of paternalism, but maintain high respect for their current situation.

A) General Characteristics of the Occupational Interview

  • Individually customized.
  • Privacy is ensured during the conversation.
  • Duration should be limited.
  • Must be pre-planned.
  • The interviewer acts solely as a communicator.
  • Perceptual Errors in the Interview:
    • The first impression is crucial.
    • The 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 based on 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 possibilities for entry.
  • Motivating for employment, building self-esteem and self-knowledge.

It is important to identify and maximize all the applicant’s capacities, learning, or work experience. Focus on these strengths and investigate any lacking skills.

Personal File

1st Initial Interview

Considered one of the most significant stages. It establishes initial interaction between the applicant and the technician, gathering 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 attitudes occupational
  • Identification data actually work
  • Details identifying the skills and core competencies.

2nd Detection, Evaluation, and Diagnosis of Employability

The user’s needs are identified (need X, Y, Z). An analysis of the individual’s employability is conducted, including the detection of capabilities and limitations that affect employability. Assessment of the identification data:

  • Personal
  • Training
  • Professional background and experience
  • Unemployment situation
  • Availability
  • Interests, values, and occupational attitudes
  • Working reality
  • Skills and core competencies
  • Consistency detected

3rd Plan of Action

  • Determine, in conjunction with the applicant, a personal career plan that defines short, medium, and long-term career goals.
  • Develop a personalized action plan for achieving those objectives.
  • Negotiate and accept the commitments necessary to reach the goals.
  • Objectives of the intervention (general and specific)
  • Define the user’s job objective (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