I find the whole arena of career learning frameworks rather complicated. My first challenge is that there are quite a few of them, and they are not, as far as I can see, collected together in one neat little document that I can look through.
Then comparisons between them are tricky. They often overlap - sometimes using the same terminology, and sometimes using similar terms which might be synonymous, but might not. Other frameworks differ from each other so dramatically that it's hard to compare. Then then are some which have been devised for particular age groups, and it's hard to know to what extent they can be generalised.
But my biggest challenge is that there doesn't seem to be any (can this be right?) evidence that one framework is more effective than an other. So what criteria can we use to make a decision about which to choose? Not only is there this absence of an empirical base to distinguish one framework from another, there is also a lack of evidence to support the use of the particular elements of the frameworks. Take self awareness, for example. This is one of the most widely used elements contained within career learning frameworks, and is very well established as a key tenet of career education. But there is no evidence that a high degree of self awareness actually links to individuals getting a job, or getting a good job.
There is plenty of published evidence of the factors that do link to positive outcomes from career interventions, and I was wondering, what would an evidence based career education framework look like?
Liu et al. (2014) have conducted a meta-analysis incorporating the findings from 47 studies looking at nearly 10,000 job seekers and this gives us a great starting point. Based on this (and some other studies) I have devised Yates's 5 Step 5 S Evidence Based Career Learning Framework, guaranteed (not really) to get participants into jobs.
Running throughout the framework are motivational elements (motivational interviewing and future time perspective) and active learning - getting participants to actually do stuff, not just sit and listen.
Step 1: Strategy
To be effective and job search needs to be strategic, with a good emphasis on planning. Participants need to start off identifying what job they want, which we might do through a Possible Selves intervention, which helps participants identify what kind of future they want and how to get there.
Step 2: Self efficacy
No job search is going to be very successful if the individual doesn't believe in themselves, so the sessions will include a number of exercises aimed at boosting job search self efficacy. Participants will be asked to share stories of success (their's or others'), will be encouraged to set themselves a lot of small goals that they can achieve, we might do a few cognitive behavioural exercises to help get rid of negative thoughts and the sessions will have a positive and encouraging tone to them.
Step 3: Social support
Job searches are most successful when people feel supported, so I will get participants to identify people who might be able to give them support and ask them to think about how they might harness this more effectively. I will also set up the career sessions in such a way as to encourage the participants to be a support for each other.
Step 4: Skills for job search
Participants need to learn the nuts and bolts of job hunting, so will be give the opportunity to find out where vacancies are posted (and encouraged to use a range of sources) and to think about what information they need and where they could find it. Participants will be encouraged to think about the the factors that lead to job satisfaction (being good at a job, having colleagues you like and having lots of variety).
Step 5: Self presentation
Participants will think about the way they want to come across on paper and in person and develop their best CV and practice interview skills.
So, what do you think? It's a bit tongue in cheek - I'm not really proposing that this 'back of an envelope' career learning framework should take the place over far more thoughtful and considered frameworks. But I'm quite intrigued by this. I wonder if it would work?
Liu et al. (2014) have conducted a meta-analysis incorporating the findings from 47 studies looking at nearly 10,000 job seekers and this gives us a great starting point. Based on this (and some other studies) I have devised Yates's 5 Step 5 S Evidence Based Career Learning Framework, guaranteed (not really) to get participants into jobs.
Running throughout the framework are motivational elements (motivational interviewing and future time perspective) and active learning - getting participants to actually do stuff, not just sit and listen.
Step 1: Strategy
To be effective and job search needs to be strategic, with a good emphasis on planning. Participants need to start off identifying what job they want, which we might do through a Possible Selves intervention, which helps participants identify what kind of future they want and how to get there.
Step 2: Self efficacy
No job search is going to be very successful if the individual doesn't believe in themselves, so the sessions will include a number of exercises aimed at boosting job search self efficacy. Participants will be asked to share stories of success (their's or others'), will be encouraged to set themselves a lot of small goals that they can achieve, we might do a few cognitive behavioural exercises to help get rid of negative thoughts and the sessions will have a positive and encouraging tone to them.
Step 3: Social support
Job searches are most successful when people feel supported, so I will get participants to identify people who might be able to give them support and ask them to think about how they might harness this more effectively. I will also set up the career sessions in such a way as to encourage the participants to be a support for each other.
Step 4: Skills for job search
Participants need to learn the nuts and bolts of job hunting, so will be give the opportunity to find out where vacancies are posted (and encouraged to use a range of sources) and to think about what information they need and where they could find it. Participants will be encouraged to think about the the factors that lead to job satisfaction (being good at a job, having colleagues you like and having lots of variety).
Step 5: Self presentation
Participants will think about the way they want to come across on paper and in person and develop their best CV and practice interview skills.
So, what do you think? It's a bit tongue in cheek - I'm not really proposing that this 'back of an envelope' career learning framework should take the place over far more thoughtful and considered frameworks. But I'm quite intrigued by this. I wonder if it would work?
Liu, S., Huang, J.
L., & Wang, M. (2014). Effectiveness of job search interventions: A
meta-analytic review. Psychological
Bulletin, 140(4), 1009-1041
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