Search Results for: mentor

Free Employment Mentoring How To Guide

Shafiq 2If you are a regular reader of Higher’s blog, you may recall some stories from Lancaster, PA about an employment mentoring pilot project begun in 2013. As a program of LIRS, Higher has been involved in the pilot project that now includes two additional pilot sites in Atlanta, GA and Omaha, NE.

Throughout the initial pilot phase, I have watched each site adapt the model for their local environment and incorporate mentoring as a career advancement tool for refugees without a big burden on staff time or resources. The results have been meaningful for both mentees and mentors. Click here to read what Shafiqullah Jahish and Dan McCaster (pictured at right) learned and achieved from their mentoring experience in Omaha, NE.  

Together with all three implementing sites, LIRS has developed a how to guide for adopting a similar “Careers and Cnnections Employment Mentoring Project”.  Download a free copy of the guide from LIRS website.

Rebecca Armstrong Head ShotRebecca Armstrong has been a part of refugee employment technical assistance for more than 11 years, most recently as Director of Higher. Many of you have worked with Becca and will join Higher in wishing her well as she leaves Higher and LIRS to become the Executive Director of a civil rights and arts empowerment organization based in Selma, Alabama. Higher/LIRS employment mentoring project is the most recent practical refugee employment resource we will all continue to use going forward. Thanks, Becca, we’ll miss you. 

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Skill Training, Mentors and Community College Partnership

Photo Credit:  TaRhonda Thomas
Photo Credit: TaRhonda Thomas
a success story from the African Community Center’s Commercial Food and Safety Service Training Program.

Higher featured this innovative Denver, CO program in a 2013 postClick here for an update and get some great ideas you can consider in your own programs, including:

  • how mentors can help clients learn more, explore career paths and deepen community connections, and
  • the value in forging relationships with community colleges.

Think food service means dead end dishwasher jobs?  Reconsider with this story, and a previous Higher blog post with suprising industry stats about upward mobility in the restaurant field.

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Mentoring Resources

Mentoring Resources – A collection of resources devoted to mentoring programs. If you have resources or information that you would like to share, please contact us at information@higheradvantage.org.

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Study Confirms Mentoring Works

Mentoring Study HighlightAcross the country, mentoring programs are an increasingly common strategy to boost employment outcome and client success.  Some programs target new arrivals.  Others focus on clients ready for job upgrades or professional recertification.

A 2013 Canadian study of a mentoring initiative targeting newly arrived immigrant professionals offers evidence to support what we already believe.  Mentoring really works.  In the 12 months of the study, participants working in their professional fields went from 17% to 71%.  Incomes, employment and full-time employment also rose significantly.   Download the full report on our website.

ALLIES (Assisting Local Leaders with Immigrant Employment Strategies) is a project jointly funded by Maytree and The J.W. McConnell Family Foundation. ALLIES supports local efforts in Canadian cities to successfully adapt and implement programs that further the suitable employment of skilled immigrants

Higher will continue to follow the progress of a very successful employment mentoring pilot project at Lutheran Refugee Services of Lancaster, PA, which will be replicated in a few more sites over the next year.  The current issue of Higher’s newsletter, just released yesterday, highlights another great example from USCCB Affiliate Catholic Charities Maine in Portland.  If you missed it, click here for a link to the article.

 

 

 

 

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Update: Lancaster, PA’s Employment Mentoring Pilot Project

A lot has been happening in the Lancaster, PA employment mentoring pilot program we’ve highlighted in previous posts.  Eight months into an initial one year pilot, the third group of 12 more refugee-mentor pairs is being finalized to reach a total of 30 teams.  Here are a few stories and valuable lessons learned through our ongoing partnership with Lutheran Refugee Services (LRS) of Lancaster, PA and LIRS.  The project seeks to deepen refugee social integration through employment-focused mentoring.Mentoring snip one

Job shadowing, community college orientations and informational interviews are just a few of the opportunities being generated through the program.

One mentee has been preapproved for a home loan and is going through the learning experience of buying a home with the help of his mentor.

All of the refugees participMentoring Khem and Alating in the program are gaining community ties, opportunities to practice English and confidence in their ability to engage and interact with their new communities.

For example, Khem and Pramila Subedi and Khem’s mentor Al Duncan, CEO of Thomas E. Strauss, Inc. attended a recent LIRS Board Meeting to talk about their mentoring experience.  (See their photo at left.)  Khem says that through his participation in the mentor program, “I am getting wider every day.”  Al feels that mentoring is a common and valuable experience in our country and it’s not so different to involve refugees.

It’s hard to capture in writing the energy and motivation present in the room whenever the teams get together, as they did this past Saturday to discuss an important lesson learmentor snip twoned so far.

The initial thinking was that each pair would follow a very unique path based on the opportunities available to work towards achieving specific career goals.  Computer skills, advanced ESL and the ability to access additional education and training suggest the need for some common resources and steps to achieving any individual career goals.

At Saturday’s meeting, mentor outreach consultant Ellen Willenbecher provided all of the mentors with a packet listing resources already available in the community.  That helps create space to leverage more

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of the unique skills mentors can offer.  For example, mentor Angela Harnish, an ESL instructor at the University of Delaware, offered a workshop on easy strategies for working on accent reduction.  The room was packed with refugee mentees and their friends and families (See photo at left.)

 

 

 

 

 

 

 

 

 

 

 

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Second Group of Mentors and Refugees Starts to Work in Lancaster, PA

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Higher is partnering with Lutheran Refugee Service in Lancaster, PA in an exciting pilot project that will  help a growing number of refugees pursue their career goals, find a job upgrade and expand their community networks.  These pictures are from last week’s second cohort kick-off and orientation that started an additional seven partnerships off to a great start.  Read more about this innovative partnership in a recent Lancaster Online article, which motivated all seven of the mentors in the second group to get involved.

Khem Subedi, a Bhutanese refugee who was featured in the article, is now joined by his wife Pramila (in the beautiful green sari in the collage).  Follow the progress of Khem, Pramila, their mentors and the rest of the group by subscribing to Higher’s blog.   We’ll also be sharing what we learn so that others can help refugees deepen their community connections and professional success through mentoring.

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Building Professional Online Networking for Refugee Clients

Higher presents a guest post from Jessica Ploen, Career Advancement Specialist at Lutheran Family Services of Nebraska (LFSN), on their partnership with LinkedIn to provide training for highly skilled refugees.

In today’s professional landscape networking is one of the best ways to secure a job and a professional online profile amplifies your reach. Limited personal connections in the US and narrow exposure to online professional systems present a barrier for newly arrived refugees. Developing a high-quality LinkedIn profile helps clients overcome this barrier and increase confidence by showcasing their skills, education, and experience.

In February 2018, LFSN partnered with LinkedIn to provide refugee clients with a training on creating and updating their LinkedIn profiles, including profile pictures. Guidance on how to utilize LinkedIn profiles in the job search process was also provided.

This partnership was inspired by a Higher blog post describing a jointly produced job fair for immigrants and refugees where participants received guidance from LinkedIn staff. LFSN proposed a similar idea to LinkedIn and was connected with “LinkedIn for Good,” a program promoting access to economic opportunity for underserved communities including youth, veterans, and refugees. LinkedIn for Good helps participants build networks and acquire needed skills for advancement in their fields of interest.

A total of 14 LFSN clients and 2 mentors attended the event on February 17th, 2018. After presenting on how to build a great LinkedIn profile, a LinkedIn Product Education Consultant and three volunteer LinkedIn staff created professional profile photographs for attendees.

Participants had the opportunity to interact with other refugees facing similar challenges in building online and professional networks. With their new profiles, participants report feeling empowered to expand their network and more hopeful of advancing in former or new career pathways. LFSN staff members also gained skills in assisting other clients with creating LinkedIn profiles.

Encouraging and supporting refugees to pursue their career goals is critical to promoting long-term professional development, economic self-sufficiency, and community integration.

For more information on the partnership and event, email Jessica at jploen@lfsneb.org.

How do you incorporate partners to help your clients along their career pathway? Email us at information@higheradvantage.org.

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Resources for Highly Skilled Refugees

Highly skilled refugees are unique from other refugees as they often arrive to the U.S. with higher levels of education, advanced English language ability, or extensive training and experience in a particular occupation. Resettlement sites that see smaller numbers of highly skilled refugees tend to find themselves in unfamiliar territory, without the availability of job upgrade programs or experience in long-term goal setting. Higher is sharing resources that can help sites with limited numbers assist highly skilled refugees in obtaining employment that matches their skill level or, ideally, in their previous field.

Foreign Degree Certification

Job Readiness & Education

  • Higher’s Online Learning Institute is our free online system with courses designed for refugee employment staff and job readiness instructors, many of which refugees could take on their own to reiterate coursework and practice skills needed for the American workplace.
  • Upwardly Global provides career development programming for SIVs, immigrants, and refugees who were professionals in their home countries.
  • WES Global Talent Bridge assists community organizations and public agencies that support skilled immigrants with tools, training and other resources.
  • Utilize volunteers in your community to support job readiness classes, career mentors, in-home tutoring for spouses, access to childcare, transportation orientations, and more.

Job Development

What are some unique approaches you use with highly skilled refugees? Share with us at information@higheradvantage.org.

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Writing a Cover Letter that Stands Out

Cover letters are often a client’s first introduction to an employer, and should always be included with a job application. Like the resume, tailor the cover letter to the position announcement. The goal of a cover letter is to entice an employer to review the client’s resume and to secure an interview.

Here are five tips on how to structure and write a cover letter that will lead to an interview:

  1. Start off on the right step

The header on the cover letter should be a replica of that on the resume. A matching header gives the two documents an added professional look. These two documents should be submitted together. Be sure to include the date, candidate’s name and contact information.

  1. The greeting

Avoid nameless salutations such as, dear sir. It might take a little research but finding the actual name of the position’s hiring manager will score major brownie points. Never start a cover letter with, ‘to whom it may concern,’

  1. The structure and body of the letter

Limit the letter to one page. Try to keep the cover letter to a maximum of three paragraphs. Keep it simple and clean, not cluttered. Structure your letter so that each part achieves a particular goal. Try not to use the same wording that is on the resume.

  • Paragraph 1: Have a strong opening statement that make it clear why the applicant wants the job and why he is right for it. Include the job title and how the candidate learned about the opening (e.g., company’s website, an employee referral, job search site).
  • Paragraph 2: Describe the candidate’s qualifications. A cover letter should show what she could bring to the company and the position. Give the job listing a careful read and see where the candidate’s experience best matches up. Then, reveal why the applicant is a perfect and unique match for the position. Explain why she has chosen the employer or job. Briefly summarize the applicant’s talents, experience, and achievements. Use specifics. For example:
    • Office manager cover letter: I currently serve as office manager for a busy financial services firm, (XYZ Company), where I supervise a team of 12 employees and coordinate all office functions. My strengths in improving office systems and building a top-performing clerical team have earned repeat commendations and formal recognition from the company CEO.
    • Chef: Classically trained at the renowned XYZ Institute, I earned an AOS in culinary arts and mentored under celebrity chef Bill Jones as a sous chef for 3 years. Following this experience, I held executive chef positions within 4-star restaurants for a leading hospitality group and spent the past two years as a chef on luxury yachts.
    • IT: Key strengths include: High-volume ticket management. In my current position as helpdesk support specialist for XYZ Co, I handle 1,725+ tickets per month, fully resolving and documenting issues for future reference.
  • Paragraph 3: Follow up information. Mention that the resume is enclosed and indicate a desire to meet with the employer. Thank the employer for their consideration.
  1. Want an error-free and perfectly written cover letter? Then you must edit!

Make sure the letter has no spelling, typing, or grammatical errors. Job applicants are frequently passed over because of such mistakes. Take some time away from the document and return with fresh eyes, ready to edit. It’s always better to have a second person proofread the text as well.

Bonus Tip: Save both the resume and cover letter in the following format [last name, first name document title] for example [Redford, Nicole Resume]. Hiring managers like to be able to quickly find and access documents as they often receive dozens to hundreds of resume for any open position.

Need a template for a cover letter? Start with this one from CareerOneStop!

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WIOA Youth Program Updates and Resources

The implementation of the Workforce Innovation and Opportunity Act (WIOA) creates several ways for refugee clients to access the mainstream workforce system and offers young adults in particular some valuable resources. (If you are new to the WIOA program, check out this previous Higher blog for 5 easy first steps to connect with WIOA opportunities.)

The Youth Services Team within the Department of Labor’s Employment and Training Administration recently launched “Our Journey Together: The WIOA Youth Program Technical Assistance (TA) Series” with four webinars in October. Whether you are new to the world of WIOA or consistently refer clients for WIOA services, here are some updates and resources shared in the webinar series worth knowing.

Resources

  • The WIOA Youth Program Fact Sheet gives an overview of available services and outlines eligibility requirements, which you may find helpful in making appropriate referrals to your local American Job Center.
  • The WIOA Youth Program Element Resources web-page covers 14 key topics related to youth education and employment, such as Paid and Unpaid Work Experience, Occupational Skills Training, and Leadership Development Opportunities. You can access a wide range of topic-specific resources from here, such as links to workforce training materials, toolkits, and webinars.

Focus on Out-of-School Youth

There has been a shift toward primarily serving out-of-school youth (OSY) with the passage of WIOA. To review out-of-school eligibility requirements, you can watch this brief 5-minute video presentation.

What’s Ahead

Stay tuned for upcoming WIOA Youth Program TA resources relevant to your work with refugee youth employment, including topics such as: Job Corps, Mentoring, Financial Literacy, Trauma-Informed Care, Summer Employment, Career Pathways, Entrepreneurship, and Apprenticeship. Enroll in the Workforce GPS system here to receive notifications about future webinars and resources.

Written by Carrie Thiele.

 

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