Scrutinizing Job Seeker Activities

After discussing future’s plan with Amanda, she discussed her future plans of becoming Human Resources Director in ten years. Career development and planning serves five essential purpose: encourage, develop new skills, alleviate plateauing, satisfy employment, and increase employment. My ultimate goal when developing a model a career planning for Amanda, I would want to use the Waterloo University Model. I would want to model each essential factors of the key points stages. These stages include

Whilst a great body of careers theory literature leans towards “career as an individual phenomenon” (Schneidhofer, Latzke & Mayrhofer, 2015), careers cannot be isolated from other factors. Grandjean (1981, p.1057) places careers at “the intersection of societal history and individual biography”. Changes in context do impact on careers, however, the extent to which they do so in isolation is difficult to measure. Context has an important part to play, offering careers “a set of external structures and events that create opportunities and difficulties” (Inkson, Dries & Arnold, 2015). Changes in context are inexplicably driven by the forward motion of time. It has been argued that individual reaction to such changes facilitates career

When researching a career, we must create an intellectually, creatively, and socially-informed picture of our professional futures based on our developing individual interests and personal goals.

I think the purpose of this assignment is to explore different career planning option. It has many assessments

A brief background overview on a few career development theories will help direct this literature review and give a foundation to current theories in career development. Career development is a complex, lifelong process that is influenced by a variety of factors. Niles and Harris-Bowlsbey (2005) defined career development as “the lifelong psychological and behavioral processes as well as contextual influences shaping one’s career over the life span” (p. 12). Although there are many career development theories, this literature review will focus on just a few. Donald Super’s Life-Span, Life-Space Career Theory highlights the “complex and multifaceted nature of career development” (Niles & Hutchinson, 2009, p. 69). Super’s theory builds upon 14 assumptions and supports three key aspects of career development: life-span, life-space, and self-concept (Niles & Hutchinson, 2009). Life-span focuses on the development over one’s life through growth, exploration, establishment, maintenance, and

In the beginning, career counseling was strictly developed to help with job placement, but it became so much more than that after the career development was further researched by a group of theorist that focused on career process. What is it that drives us to choose a specific career path? According to Zunker (2012), different theorists such as Parsons, Holland, Krumboltz, Bandura, Super, and Gottfredson all developed theories on career development and their perspective on the importance of occupational process. Throughout this paper one will discuss the John Holland’s Typology and the significance of this particular career theory. Some of the points that will be covered in this paper include: history of theory, strengths and weaknesses, assessments used, population best fit for this theory, and diversity and

As already mentioned existing career theories dealing with vocational personality and environment Holland (1976) and Scheine’s anchors (1978) have been well respected and very adequate for many years.Those theories were helping many people to form and succeed in their career paths.

There are two career development theories which is quite coinciding with my career development. The first one is the vocational choice theory of Holland (1997), it teaches me how to choose a career at the very beginning. Holland’s theory is based on the assumptions that the individuals always make vocational choices based on their personalities and interest inventories is essentially the same as personality inventories. Holland supposes the psychological relevant stereotypical view will influence the occupational choices individuals make. What’s more, he believes that individuals can identify vocational goals by clarifying their personality and they can only be successful and content if they choose their jobs congruent with their personalities. Thus Holland classifies six pure personality types and six working environments which are realistic, investigative, artistic, social, enterprising and conventional. Actually Holland’s theory help me a lot in my career development, especially when I was confused about my future. Holland provides an instrument showing occupational titles and activities which are suitable for the six

Career maps are essentially the mapping or layout of what a person wishes to accomplish in order to acquire certain specific, measurable, attainable, relevant and timely goals. In addition, constructing this planning device will let individuals independently create a timeline that will further ensure that they are performing and acting efficiently when considering their future objectives. Although career maps should support the individual in producing a clearer path towards their desire career; this organizational tool can also allow objectives that are not directly related to the technical skills of a specific career.

It is a tough job market out there for both job seekers who have much experience and who just start to look for a job. People buy self-help books, Google career advice, and read articles for their career development. However, when they are trapped in a phase of their careers, they need to turn to a career coach. The author of this article interviewed Donna Sweidan, an experienced career coach, and focused on ten questions. These ten things also can help us to compete against other job seekers.

For many people, finding a career that is both fulfilling and practical is a strenuous task. Fortunately, there is a plethora of different interventions, techniques, assessments, and inventories designed to aid those individuals in making the wisest career choices possible. But are any of those routes inherently better than the others? Or are all the differing options separate but equally effective? Donald Super’s Life Span Theory and John Holland’s Theory of Vocational Choice are just two of the many theories used for career counseling. Both methods are distinct in the way they approach career issues, yet despite their differences, there are some resemblances between the two theories as well. Comparing and contrasting these two theories will make it easier to see if one theory is better than the other for career counseling or if they are both equally effective.

Companies no longer hire people out of high school or college and provide them with career security for the rest of their life. In some ways, career management has become an independent enterprise, something of a sole proprietorship, or as a recent book reflected in its title, “You Incorporated”. This trend is a clear indication that you must take full responsibility for your life-long career success and satisfaction. Thus, as with any successful business, individual career management should follow the same process that successful organizations use in

Career counseling over the lifespan has more than an occupational focus, it deals with the person’s entire being with a vision that includes one’s lifespan. Career counseling takes into consideration character development, character skills, life roles, individual life and work history, goals, and obstacles. A career counselor not only assists a client with a career plan, but also with a life plan. This paper focuses on two categories of career counseling. The first focus is the history of career counseling as a field of study with the emphasis on when and why career counseling began (1800s as a study of how the shape of one’s head relates to vocational choice), who and what influenced it (Sizer, Parsons, and Davis), and how

These employment issues underscore the need for a multifaceted career development program. Career development is a cyclical process that involves self-knowledge about personality, interests, skills, and abilities; understanding of the world of work and the requirements of specific occupations; and the ability to match one's abilities and

At the end of 2012 the National Unemployment Rate was 7.8% (“Labor Force Statistics from the Current Population Survey”) and employers were struck with the daunting task of filling 3.6 million job openings (Smith.) In an article for Forbes on the subject of the daunting prospect of the job search, Jacquelyn Smith shares this startling fact: “The average number of people who apply for any given job: 118.” With the downturn in the economy in recent years, candidates for any given job can include inexperienced job seekers, seasoned competitive candidates, and even those who are looking to start their second or third career. The job market is flooded. Employers are overwhelmed by the sheer number of applicants, sometimes willing to compromise