Career Club

1. Career Club An Innovative, No-Nonsense Approach to Preparing Individuals who are Visually Impaired for Successful Career Search and Employment

2. Introduction In the Texas Department of Assistive and Rehabilitative Services (DARS), Division for Blind Services (DBS), the Vocational Rehabilitation (VR) professionals “use structured discovery methodology to empower individuals to achieve confidence, competence and independence in everyday living and employment settings”. It is through this work and post service delivery follow-up, that Vocational Rehabilitation Teacher (VRT) Elissa Francis noticed a shortfall in Consumers’ confidence and optimism for independently executing successful job searches and employment. Given this knowledge, Elissa Francis collaborated with Employment Assistance Specialist (EAS) Jeanette Lee to organize DBS Dallas Region’s Career Club, a Job Search, Interviewing and Employment skills focused group to train individuals served by the DBS Dallas Region.

3. Trainers Elissa Francis has worked with individuals with disabilities for fourteen years including 7 years in VR Blind Services. Francis is an expert in working one-on-one with individuals and groups using alternative techniques to build confidence and independence as it relates to their daily living skills and employment lifestyle. Jeanette Lee is relatively new to VR, bringing over 20 years’ experience in the private sector as a Consulting and Staffing Services Business Owner, Business Developer and hiring / firing Line Manager. Combined, the two created a unique synergy that paved the way for the creation of the results-oriented Career Club.

4. Goals of Career Club Training • To teach participants how to write their own marketable resume. • To equip participants with effective job search techniques. • To increase participants’ confidence in their own skills and abilities. • To educate participants on private sector work culture. • To expose participants to private sector Recruiters and Hiring Managers who had never worked with individuals who are blind or visually impaired. • To educate participants on how to interview (telephone, face-to-face one-on-one and group) in a highly competitive job market. • To educate participants on proper disclosure of disability, employer and employee ADA rights.

5. Aims of Career Club training: • To inform participants on ways to build their networks. • To expect employment of at least one participant during or after training. • To practice job search and interviewing skills in a safe and comfortable environment. • To increase participants’ motivation to continue their job search independent of Career Club. • To educate participants on ways to process an offer, compensation, benefits and acceptance. • To provide all training over a twelve week period.

6. Method Participants consisted of, on average, 10 unemployed individuals of mixed education and occupation, being served by the blind services adult VR program. Some participants had relevant skills and work history, with some having no work history. Participants had been unemployed for at least one year with several being unemployed for more than 10 years. Participants had to be referred by their VR Counselor, pass the Career Club referral check list which included the completion of DARS DBS Big 6 skills training, as well as proficient in the use of their adaptive technology. Each participant was asked to state their preferred means of communication. They were also required to sign a commitment contract. On the first day of training bold lined paper, 20/20 pens and digital recorders were provided to participants on an as needed basis.

7. Description/Design • The Career Club team used elements of the Career Club International Web Site, job search logs, Work-In-Texas Web Site, a private sector Volunteer Recruiter’s Suggested Resume Guidelines and Interview Format, and DBS VR group skills training assets. • Additional content was included to address specific issues and concerns identified by participants about job search, resume development and job interviews. • When planning, facilitators adapted the group skills training for the various experience levels and length of unemployment, and included a range of information from basics, such as creating a 30 second personal introduction to more complex issues such as creating a marketable resume, disclosure of disability, telephone interviewing, and understanding the dynamics of a group or team interview. • Participants were also asked to describe their career goals and what they hoped to achieve from the training.

8. Description/Design • During the Career Club training, occasionally other individuals who were not full-time Career Club participants were referred to the Career Club team for one-on-one training. • This training consisted of consultation on their resume to increase its marketability and one-on-one interview preparation. • The individuals referred had current/marketable skills, and had a recent employment history. • They were provided help with their resume and intensive one-on-one interview preparations from the Career Club team and private enterprise Recruiter.

9. Procedures and Measures • On the first day of the training session, Participants were asked to describe their level of confidence in their independent job search activities, which the Career Club team documented. • Each Participant was asked to sign a Career Club Commitment Contract. The Contract confirmed their commitment to full and complete participation in the training and job search activities.

10. Procedures and Measures • Participants were given a Job Search Log template and, as a condition of remaining in the training, were required to complete the job log documenting a minimum of ten job applications submitted, including where the application was sent, the name of the employer contact and whether or not an interview took place. During each training session each participant reported on their accomplishments and challenges experienced during the previous week. • Participants were provided an evaluation form on the last day of training. This evaluation form covered confidence in continuing their job search. The form also included how supportive participants felt the group leaders were and how informative they found the course content. • Participants also had an opportunity to include additional comments.

11. Procedures and Measures The data from the questionnaires was analyzed, the findings are summarized below. 23 out of 23 Participants had a positive perception of course content. Each Participant answered YES/AGREE to the following: • 1. Did the training meet your needs? • 2. The training activities and classes helped me to learn. • 3. Were you provided with appropriate accommodations in order to participate in this training?

12. Procedures and Measures 23 out of 23 Participants had a positive perception of the Group Facilitators. Each Participant answered YES/AGREE to the following: • 1. The trainers seemed knowledgeable about the topics. • 2. The trainers encouraged participation, provided clear feedback and summarized main points. 23 out of 23 Participants reported increase in confidence levels from Pre to Post Group Skills training. Each Participant answered YES/AGREE to the following: • 1. My attitude about myself as a blind person and what blind people can do has positively changed. • 2. I have increased my confidence to pursue my vocational goals. I have increased my confidence to independently seek employment.

13. Discussion • Overall, participants rated the course content over the twelve week period as very informative. This perception appears supported by participants’ reference to specific activities as being very useful and group leaders were rated as being very supportive and very knowledgeable in their areas of expertise. • Motivation and confidence levels increased over the twelve week period. In general, confidence levels increased progressively over the twelve week period. None of the participants’ confidence lowered throughout or over the training days. Participants indicated that their confidence grew as they were able to get responses from submitting their job applications and resumes. • Responses ranged from email feed back to the job candidate to face-to-face interviews with prospective employers. Participants also expressed that seeing their fellow participants obtain employment increased their optimism for and motivation to becoming employed.

14. Discussion • In the majority of the cases, hire-ready individuals who were referred by their VR Counselor to the Career Club team for customized one-on-one services, received and accepted employment offers. • The development of a marketable resume was determined by the participants as the most challenging, as well as one of the more rewarding elements of the training. Most participants indicated that they had never had any training in developing a resume. Participants unanimously agreed that they had never thought of their resume as a marketing tool designed to market their skills, accomplishments and impact to prospective employers. Most participants thought the purpose of a resume was to describe their responsibilities of their previous employment.

15. Discussion • Participants agreed that developing effective interviewing skills was also one of the more significant and rewarding elements of the training. • Participants indicated that the intensive interviewing skills coaching increased their confidence. • All participants stated that the Career Club team’s use of a private sector Recruiter helped to make them feel that they would get a job interview. • Participants indicated that they felt prepared to handle a job interview with an employer that had no prior experience working with individuals who are blind or visually impaired.

16. Discussion • Participants considered the group’s visit to a local Workforce Center as another key highlight of the training. During the visit, male participants in the training group were able to acquire new suits, dress shirts and neckties that had been donated to the Workforce Center by a local men’s clothing store. Male participants indicated that the acquisition of the professional attire increased their level of confidence that they would have a professional appearance during an interview. • Other participants commented on the employment resources that were available through the Workforce Center and also learned that accessible computers and adaptive technology were available for their use. Participant’s also learned about the Disability Navigator services that could be requested when visiting a local workforce center. • The Career Club team purposely schedules workforce center visits on the dates that the Workforce Center has designated as Mini Job Fair Day. This component of Career Club exposes Participants to alternative job search resources. During most Work Center visits at least one Participant is offered an interview by one or more of the job fair employers.

17. Discussion • The Career Club team provided feedback and one-on-one coaching to participants based on the participant’s particular strengths and weakness revealed during their job search progress, which received positive feedback from the participants. • The Career Club team also offered participants the opportunity to work one-on-one with the private enterprise Recruiter. However, any participant who wanted to receive personal coaching from the private enterprise Recruiter had to initiate contact with the Recruiter. The Recruiter’s one-on-one coaching services included making suggestions on improvement of participant’s resume, explanation on why particular suggestions were made, explanation of what a recruiter and prospective employer is looking for in a resume. • Participants were required to write, update and edit their own resume under direction and guidance. The Recruiter also offered one-on-one interview coaching to those participants who requested this service. Marketable resume development and Interviewing coaching were also provided by the Career Club team.

18. Discussion • Participants commented on the high quality of the guest speakers that provided presentations during some training sessions. Guest speakers included Hiring Managers, Recruiters, and the Facilitator/Creator of a local career club, CareerDFW (Morris, 2008), a free job search resource located in Dallas. Participants were invited by the CareerDFW facilitator, to join the local career club, after they completed their training. This invitation was extended to any participant who wanted to continue to experience the dynamics of working in a group as they continued their job search. • The Career Club team encouraged participants to join CareerDFW or other groups to expand their network while increasing their exposure to and education of professionals who are unfamiliar with individuals who are blind or visually impaired. CareerDFW provided each participant with their own business card holder and encouraged participants use their business cards when networking. The Facilitator also suggested participants make their own business cards if they did not want to purchase business cards, andalso indicated that the CareerDFW web site contained step-by-step instructions for making one’s own business cards.

19. Discussion • Each training session was considered a work session and lasted for 2 hours. Participants were invited to network with each other, however the Career Club team stressed that the training sessions were not hours to socialize. The focus during each training session was for each participant to move closer to their goal of becoming employed in the career of their choice. • Most individuals receiving customized one-on-one training provided by the Career Club team received and accepted employment offers.

20. Discussion In terms of measuring its statistical success, Career Club has met its goal of expecting the employment of at least one participant during or after training. Career Club successes include: • Participants have seen an increase in their number of interview opportunities. • Since its inception there have been four 12-week training sessions averaging 45% of the Career Club graduates receiving employment, with one class producing the high mark of 7 employed.

21. Discussion The percentages below reflects actual graduates of Career Club. Class participants numbers varied. • 33% of graduates in the 1st training class found employment; • 25% of graduates in the 2nd training class found employment; • 57% of graduates in the 3rd training class found employment; • 63% of graduates in the 4th training class found employment;

22. Implications for future Career Club training • Based on the results of the four Career Club trainings held in Dallas, it can be concluded that this type of employment-focused group skills training can result in the employment of individuals who are blind or visually impaired. • For Career Club training to be effective, the Career Club team must view employment focused group-skills training as a process for developing and enhancing the participants’ ability to become employed. • The Career Club team’s role is to serve as facilitator, rather than as a vehicle, for simply transmitting information. This involves creating and managing training that provide meaningful learning experiences for the participants. It also involves stimulating participants’ thinking on how they will positively impact the workforce.

23. Implications for future Career Club trainings • The Career Club team should have a clear understanding of private sector work cultures and trends that influence the future of work that includes a mix of blind, visually impaired and sighted private enterprise guest contributors. • Career Club training should span at least a twelve-week period to allow adequate time for training, guest contributors, workforce center visits and quality job search. • The success of Career Club training is based largely on the quality of the referral from the VR counselors, the successful integration of VR service delivery and private sector work cultures. • Criteria for Career Club referrals, once established, should be strictly enforced by the Career Club team.