Reflective Essay On Employability

Unit 02 M2. Assess the importance of employability, and personal skills in the recruitment and retention of staff in a selected organization. The importance of employability skills and personal skills in the recruitment and retention of staff in Thorpe Park…

Different skills are relevant to the different industries because most of them are transferrable. If you lack the direct experience you need, you can still get the job

Growing up, I have always had an interest in learning how things functioned especially when it comes to human anatomy. In 2015, near the end of my junior year, my parents found an article in the newspaper advertising a program for people interested in the medical field. The program was the 2015 International Human Cadaver Prosection Program at Indiana University Northwest. At first, I was afraid I might be too young to get into this college level program and study with people who were much older and had many years of professional, medical and college experience. One interview, one long application process, one acceptance letter, three months, and countless hours of lectures and activities later, I would find out that applying to this program

I was an assistant human resource director for two months before I got a promotion to office manager and human resource manager. They gave me the choice to take the promotion or not take it. When I first started my new job everything was fine. Then I got in over my head for I felt like a lot of my talents were being overrun by the things I did not know.

The evolution of the labor market has created a number of barriers for graduates in the beginning stages of their career lifecycle. As a result graduates are required to employ a range of key success factors in order to improve their professional standing and career progression.

With the demands of a constantly evolving market and career field, companies and employers have began to seek more and more college degreed employees. Which has lead to universities being the foundation in creating these degreed specialties, but what critical role do universities play in developing robust employees? Universities are the building blocks in creating knowledgeable employees in which can develop, adapt, and evolve to varies situation. The perfect balance of vocation and liberal art skills has grown vital for universities in developing undergraduates into valued employees. By educating undergraduates on a variety of skills like; communication, problem solving, and collaboration skills, provides them the necessary resources to a

Change in the workplace continues at a rapid pace, affecting careers and career development. Mergers, acquisitions, reengineering, and downsizing are influencing employment patterns and altering the career directions of many. No longer are individuals advised to think in terms of spending their entire careers in one organization. Rather, they are being led to recognize the temporary nature of all jobs and the need to prepare themselves for redefined career paths that require resilience and an ability to be self-reliant. This Digest defines the concept of career resilience, including the characteristics of individuals who are career resilient and the characteristics of organizations that support career resilience.

The Skills for Business Network (2003, cited in Gravells, A., 2010) defines Employability as the knowledge, skills and attributes that are needed in order to look for, obtain and maintain employment at any level. However, Tamkin and Hillage (1999) suggest these skills alone are not enough: they need to be combined with the knowledge of how to market and sell oneself and the skills they possess.

Accordingly, work experience though it possesses some pros and cons, is something many recruiters look out for in candidates than other aspects. Ones who don’t have the right work experience have the possibility to be turned down from many opportunities. People who possess more experience are the ones who are usually called in for interview. But aside from this, having substantial qualifications can boost a candidate’s job prospects. Along with skills and knowledge, a job seeker that has successfully completed a university degree or tertiary qualification shows ambition, direction and a desire to better themselves – traits that can pave the way for a solid career. A tendency towards academic achievement can also hold powerful clues into how a new hire will perform in the workplace – the desire to excel in a learning environment often extends seamlessly to the workforce.

As look to the future, I become excited about the possibilities that lay ahead. I was captured by Collins with these words, “We cannot predict the future. But we can create it” (p.1). Great by Choice, then became something of an obsession. I began to dissect and examine myself and my gifts and talents to determine where my strengths lay, and weaknesses could be improved. I examined how I could become of better service, exercise humility and leadership more effectively and how I could share my passions with others. I suggest that if I could accomplish these goals, I would indeed feel as fulfilled. As I continued my inward journey, I devoured the subsequent chapters where I felt continued to be reassured.

This job requires reporting directly to Prepared Foods Team Leader. A Prepared Food Assistant will be responsible for hiring, development and termination as well as communicating and maintaining Team Member safety and security standards and follow and comply with all applicable health and sanitation procedures. Another responsibility includes inventory management.

According to Tomlinson (2007), the writer stated: “increasingly, individuals can no longer expect a ‘job for life’” this shows that it is becoming difficult and unusual for people to work on the same job for a long period of time (Tomlinson et al.: 2007). Furthermore to Tomlinson (2007) research, “employees instead have to take a more flexible and proactive approach to their working lives involving the management of their own employability” meaning that the individual has to be independent and manage their own employability to be able to reach their career goals. For example, the more skills and knowledge a worker has from their previous job or education, the more likely they are to get a professional job role and stay on it for a long time because in the labour market and the economy, the skills and knowledge is crucial and this is what makes the individual stand out (Tomlinson et al.: 2007).

This paper will address the issue with which a lot of people have been plagued: “Do I need a degree or experience for employment?” This is a question that is kind of hard to answer. Some job positions require one or both. There are even jobs that you do not really need one or the other, just plain common sense. But employers are supposed to have a process or procedure that they follow in order to hire the best candidate for the job. That process may include: a job opening, a completed application, an interview, reference check, and then an offer for employment. The prospects should be narrowed down according to the person (or people) that meet the requirements, whether it be education or experience (Hughes, 2005).

Labour market condition over the decades. It seems the expansion of higher education and growing percentage of labour market entrants are gaining degrees. Therefor, employment rate has fallen to 5.5% according to (Amankwah, et al., 2015) research. The graduate labour market has been exceedingly competitive due to nearly 18,000 final year students graduating every year. Further research (Mason, Williams and Cranmer, 2009) showed that ‘’By graduates having a structured work experience and employer involvement, it can lead to a positive effect on the ability to secure employment in ‘graduate level’ jobs’’. As to impact of extra curriculum can result in strong employment growth, good opportunities for

area of performance may also be referred as aptitude. An aptitude is an innate inborn