Competency Category:

Competency Series:

22.1 – Work with Employers to Create Job Opportunities

Purpose & Context

Career Development Professionals (CDPs) work with employers and other community stakeholders to create employment opportunities for clients.

Effective Performance

Competent career development professionals must be able to:

P1. Identify local labour market needs, for example:
- Review labour market information
- Attend business and industry events, e.g. conferences, job fairs, employer-related networking opportunities
- Consult professional network, e.g. HR, health professionals, educators, trainers
- Meet community service organizations, e.g. settlement agencies, associations
- Sign up for employment-related news alerts, e.g. construction of new infrastructure, anticipated hiring for newretail warehouse
- Contact prospective employers to inquire about work and experiential learning opportunities
- Meet with employers to identify skill shortages
P2. Identify gaps in community services that prevent access to work, e.g. transportation service, daycare, medical
support
P3. Work with community associations to address gaps in services
P4. Identify list of potential employers best matched to client profiles
P5. Meet with employers to present service offerings, such as:
- Assistance in workforce planning, e.g. help develop recruitment and selection strategies, estimate future skills
  demand, assess current capacity, conduct job analysis, identify job requirements
- Development of new employment opportunities and innovative employment options, in alignment with provincial,
  territorial and federal law, e.g. internships, volunteer work experiences, on-the-job coaching, customized
  training and development, job shadowing
- Information sharing on government-funded services and programs, e.g. wage subsidy, employment training, adaptive
  and assistive technologies, tools and equipment, job crisis intervention services
- Support recruitment and selection efforts, e.g. select clients best fit for work requirements from database
- Ongoing support of referred clients, e.g. job maintenance strategies, support on issues and challenges during
  employment
P6. Develop service agreement
P7. Initiate contact between client and employer, e.g. schedule a pre-interview meeting

Knowledge & Understanding

Competent career development professionals must know and understand:

K1. Workforce planning, e.g. key principles, tools and resources
K2. Labour market requirements and trends
K3. Legislation and regulations relevant to employment, e.g. Human Rights Legislation, Canada Labour Code, Privacy Act,
Workers Compensation Act, Employment Standards, Occupational Health and Safety

Contextual Variables

Competent career development professionals must be able to perform this competency in the following range of contexts:

Depending on their local situation, CDPs may build many relationships with potential employers or work closely with a small number of key employers

Glossary & Key References

Terms

Industry-specific terms contained in the standard defined here, where applicable.

Workforce planning: identification of workforce needs and strategies to meet business objectives.

Information Sources and Resources for Consideration

None

Context Rating Scales

Criticality

Q: What is the consequence of a professional being unable to perform this skill according to the standard?

Moderate risk: CRITICAL

Frequency

Q: How frequent and under what conditions is this skill performed?

Routinely, regular course of procedure

Level of Difficulty

Q: Under routine circumstances, how would you rate the level of difficulty in performing this skill?

Moderate difficulty or complexity

Time Required to Gain Proficiency

Q: What is the average length of time or number of repeated events that are minimally necessary for an individual to become proficient in performing the skill to the standard?

A career development professional requires a minimum experience of working with at least 40 different employers to develop work opportunities for clients.

Autonomy

Practitioners typically perform this competency without supervision, and alone.

Automation

It is unlikely that this competency will automate.

Requisite Work Aids, Tools, Equipment or Materials

None

Our Purpose

Thank you for being a part of the Career Development Professional Centre. To ensure that all members have the best possible experience, we have a few ground rules that we ask everyone to adhere to. This code of conduct applies equally to every person in the community and is intended to foster an online space that is inclusive, safe, and welcoming to all.

Centre Rules

Be welcoming

We strive to be a place that welcomes and supports people of all backgrounds and identities. We aim to be a place that promotes excellence and innovation in career and workforce development. Please extend respect to all members; we all come from different backgrounds and levels of knowledge and there is no such thing as a stupid question.

Be respectful

We won’t all agree all the time, but when we disagree don’t let those disagreements turn into personal attacks. A place where people feel uncomfortable or threatened will not be a productive one. When having discussions in the online community, commenting on a library article, or participating in other Centre activities, strive for productive conversations around the content being presented, not the person behind the content. Any comments determined to be “hate speech” towards any individual or group will be deleted, and the user account may be locked until an investigation regarding the comment has been concluded. The user may be given a written warning or removed from the CPDC platform depending on the findings of the investigation.

Hate Speech could include and is not limited to:

Violent threats or language directed against another person

Discriminatory jokes, language, or materials

Defamatory or abusive language or materials

Profane or illegal materials

Advocating for, or encouraging, any of the above behavior

A good rule of thumb is to never say anything that you wouldn’t be comfortable with the world seeing or that you wouldn’t want anyone knowing came from you. We ask that you keep in mind the focus of this place, which is building excellence and innovation in career and workforce development for all individuals.

Be considerate of the purpose of the Centre

The Centre focuses on building excellence and discussing innovation in the career and workforce development field. The goal of the social learning community is to communicate goals, challenges, constructive feedback, and questions in relation to career and workforce development. The Centre should be a place for continued learning and development as well as a place to discuss the future of our field (solicitation without written consent by the Project or Advisory team, is strictly prohibited). Any post or comment that is determined to be soliciting any individual or group will be deleted, and the user account may be locked until an investigation regarding the post has been concluded. The user may be given a written warning or removed from the CPDC platform depending on the findings of the investigation.

Post your discussions or documents in the most appropriate group or topic

Especially within the social learning community, make reasonable efforts to ensure that posts and materials are allocated to the appropriate group or topic. This will prevent cluttering the feed and make it easier for everyone to find the information that they are seeking. Individuals who do this repeatedly will be contacted by one of the group admins and asked to follow these guidelines.