Tools & Tips

This category contains 611 posts

A Job Description Guide from Harvard Business School

QUESTIONS TO CONSIDER: • What characteristics differentiate your organization from your competitors? • What is the culture of your organization or team? • What makes this job unique? • Is this role part of a structured program (i.e., formal summer internship program, leadership development or rotational program)? • What responsibilities will this role hold? • … Continue reading

Internship Programs – A Guide

How can organizations meet the needs of today and prepare the workforce of the future? One solution is to develop a high quality internship program. This booklet will assist you in doing just that. What Is An Internship? “An academic internship is a form of experiential education that integrates knowledge and theory learned in the … Continue reading

Immigration Data in the United States and Internationally – An online Guide

This useful online guide links users directly to the most credible, high-quality data on immigrants and immigration in the United States and internationally. The easy-to-use publication includes more than 220 data resources compiled by governmental and authoritative nongovernmental sources. The guide covers a wide range of topics, among them foreign-born population stocks and flows, humanitarian … Continue reading

Firms Benefits and Costs of Apprenticeship – Seven questions to determine how to align it with their goals

This paper presents an initial study of the benefits and costs faced by firms with apprenticeship programs. Recent policy focus on skill development and worker training has not been matched by a detailed understanding of the business case for apprenticeship. Based on conversations, site visits, and data collection with 13 organizations, we created a detailed … Continue reading

Me in a minute – A simple strategy for developing and showcasing personal employability

Graduates require evidence of employability beyond marks and grades to differentiate themselves in the highly competitive labour market. Universities cannot guarantee employment, but they can engage students in learning and recognise achievement that is relevant to employment. Here, we share preliminary insights from interviews investigating student perceptions of an extra-curricular video strategy designed to develop … Continue reading

Individuals have to take more responsibility themselves looking after their skills

“One of the important things to bear in mind looking to the future is that individuals have to take more responsibility themselves looking after their skills and upgrading them.”  John P. Martin Former OECD Director for Employment and renowned labour market expert John P. Martin has studied and compared labour market strategies worldwide. He told Cedefop’s policy … Continue reading

Gender Diversity – Technology can promote it

BCG analyzed technology’s potential in aiding companies’ gender diversity efforts and concluded that technology can help in both short-term and long-term ways. In the short term, companies can use technology to support specific types of diversity interventions. Longer term, women who develop expertise in digital will be positioning themselves for leadership roles in the many … Continue reading

Methods to Anticipate Skills Demand – Different methodological approaches

Skills imbalances are largely the result of failures that characterize the education and labor markets. First, individuals and training providers frequently make decisions based on incomplete information on the returns from each investment. Second, there is a lag between the time when individuals make training decisions and when they enter the workforce. In addition, as … Continue reading

Lifelong Learning – The future of learning is not in the classroom, with increased importance of “soft” attributes as collaboration, empathy, and meaning making

The future of learning is not in the classroom. It’s in the field—finding ways to do better while doing the work. This won’t happen by chance. You need to model learning behaviors and invest in the development of learning processes and tools. You need to take an appropriately humble stand about the challenges ahead—for you … Continue reading

Training, Apprenticeship and Internship – 5 Models of work-based and work-related learning

In Germany work-based learning – which goes by the long-established title: “Learning in the Process of Work”, has been gaining in importance since the 1970s. The term learning here is considered the ideal for the comprehensive development that delivers professional competence. The digitalization of work actually reinforces a renaissance of learning in and through work. … Continue reading

NEETs in EU – A toolkit for a sustainable activation

This toolkit is intended to assist you in designing and implementing your approach to activate people not in employment, education and training (NEETs). The toolkit provides concrete guidance and tools for PES to assess the NEET challenge and set priorities; draft and implement an Action Plan; and develop new tools, measures and competences from scratch. … Continue reading

National Qualifications Frameworks (NQFs) – A toolkit

Most of the ETF’s 29 partner countries have national qualifications frameworks (NQFs) but these mainly exist only on paper or are only partially implemented. This toolkit examines why countries are blocked and proposes solutions to speed up implementation. We go wider than the NQFs themselves. It is not about NQFs per se, but about qualification … Continue reading

Three strategic steps you can take to reduce bias during candidate screening

Overcoming bias in the screening stage requires not just the right technology but an overall strategy as well. Here are three strategic steps you can take to reduce bias during candidate screening. 1) Identify If a Bias Exists During the Screening Stage Identify if a bias exists in your candidate screening by comparing the demographics of the … Continue reading

Workforce Skills Assessment – A Guide on instruments

The education that people acquire before entering the labor market, as well as the training they receive on the job, are determinants of human capital accumulation. However, direct measurements of investments in education and training are not necessarily a good proxy for workforce skills. Variables such as years of schooling or hours of training received … Continue reading

Skills Forecasting – One way to identify future imbalances between labour supply and demand

In a context of dynamic and complex labour markets, matching the right workers and skills with the right jobs becomes increasingly dif cult. Skills forecasting is one way to identify future imbalances between labour supply and demand. Sometimes called ‘labour market forecasting’ or ‘employment forecasts’, this methodology aims to make predictions about future imbalances in … Continue reading

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