Friday Feature: The Refugee Experience in YA and Children’s Literature

Chachaji's Cup Refugee Children's LiteratureThere has been an explosion of young adult (YA) fiction in recent years, much of it also popular with adult readers.  A friend of mine who is a children’s librarian has given me some great childrens and YA books over the years.  When I asked her for ideas for a Friday Feature, Lucinda the librarian shot back a quick email response with this great list of picture and chapter books about the refugee experience through the eyes of young refugees published by The University of Arizona College of Education.

I like that many of the selections talk about refugees who resettled in other countries, as well as the US.  The one in the picture, Chachaji’s Cup,  features refugees from the partition of India and Pakistan in 1947.  Some of them focus on life in refugee camps or on the run.  Others show life for refugees in Australia and the UK.  They definitely include all  of the diverse experiences and cultures we work with on a daily basis.

Employment professionals don’t often have much direct interaction with children since they aren’t entering the workforce.  But these books address all kinds of issues we do encounter every day – generation gaps, memories of home, overcoming trauma, feeling isolated.  We all see how refugee children become the bridge for their families to begin to engage in school and other community resources.  Maybe citizen children can also become the conduits for deepening community awareness among the adults in their lives?  Employers, co-workers or other community allies for our employment work are also parents.

 

(Every Friday we highlight one entertainment option related to our clients or some aspect of our work to help you celebrate the weekend and possibly recommend to employers and other community supporters in the following week.)

5 Places to Find Job Leads

OLYMPUS DIGITAL CAMERASometimes you just run out of ideas or feel like all of your new employer prospects are dead.  Here are five accessible places to find fresh leads

1.  Mine monthly reports for employers who have already hired a refugee.  These will be soft targets likely already somewhat familiar with our client population and perhaps curious about their country of origin and journey to the US.  If the employee still works there and is doing well, it could be an even stronger lead.  You can provide more information, outline your employment services and explore ways to leverage that first success into additional opportunities.

2.  Ask existing Employers to recommend and refer. Think about similar businesses or others in their supply chain.  For example, a hotel will have contacts with other properties or with a linen service.  A construction firm might work with a single stream recycler or industrial cleaning contractor.  A grocery store might refer you to wholesalers or small local food production operations.

3.  Don’t forget about the power of your own dollars and contacts.  My friends make fun of me when I ask about jobs on my own time – even doing personal errands or on evenings out with friends.  But it works.  My dry cleaner hired a client in their processing facility and I found a great lead from the emergency repair man called when a broken water main flooded a friend’s backyard cookout.

4.  Think about Craigslist and other job boards for more than current openings.  When you see openings that might be a good fit for your clients, respond with a quick marketing pitch and attach an electronic copy of your employment services brochure.  It’s quick and easy and you never know who might respond.  If you can identify the company by name, don’t be afraid to call them up to offer a qualified, pre-screened candidate if you have one – or request a meeting to introduce yourself.  They’ll be more motivated to hear how you can help when they’re swamped with hundreds of unqualified job board applicants.

5.  Follow business news and industry publications for leads and trends.  Many cities have a Business Journal that publishes an annual Book of Lists including top employers in a number of different categories.  Your agency’s development office probably has a copy they’ll share.  News about promotions and industry leaders can give you the name of a hiring authority or let you know that someone who already knows about you has moved to a different company that should also hire your clients.  Announcements of new construction can tip you off to a major new employer in advance so you have time to develop the right connections and help them get started.

 

How and Why to Develop an Elevator Pitch

Coelevator up buttonmmunicating with employers is critical to what we do and it’s not easy to get it right.  We all believe in what we do and want to convey that passion as a way to “sell” our clients.  There’s nothing better than a successful placement to ramp up an employer relationship.

But, establishing initial interest from a new employer requires that you speak THEIR language.  Tell them what’s in it for their bottom line.  You can tug their heartstrings later and engage them in your mission AFTER they agree to consider hiring a refugee.

One of Higher’s first E-learning trainings will focus on communicating with employers.  Meanwhile, everyone should develop an elevator pitch – a concise, carefully planned, and well-practiced description of your service to employers that your mother should be able to understand in the time it would take to ride up an elevator. This isn’t a full-on sales pitch, but rather an initial hook to start the conversation.

Here are the six steps outlined in a great article about how to develop your own elevator pitch that should last less than 60 seconds.

  1. Identify your goal
  2. Explain what you do
  3. Communicate your unique value
  4. Engage with a question
  5. Put it all together
  6. Practice

Here’s the pitch I used as Job Developer at Caritas of Austin:

Caritas is the largest non-profit social service agency in Travis County.  We help pre-screened, work-authorized candidates find jobs at no cost to employers. (Then, I’d follow with whatever question got me where I wanted to go next.)  I saw you have a job opening.  May I send you qualified candidates? Or, Could I find out more about your hiring process and how we can help you?

When you have your elevator pitch ready, please share.  I’ll be working on mine to describe Higher’s work.  Stay tuned.

How to Use Video for Interview Practice

Fancy Camera graphic for video mock interviewDon’t let fancy, expensive technology  scare you off.  You can use your smart  phone or desk top camera or your daughter’s pink princess flip cam to record  questions for a simple mock interview.  The How-to is outlined in this great piece from The Guardian Online.

Pre-recording interview questions simulates the feeling of responding in real time, which can help client practice feel more real.  We repeat interview questions multiple times for every client.  Using this approach can save time and help you be more than one place at once.  I can think of several ways to use this approach to help refugee clients:

  • I’m often surprised at how soon many clients are able to get a smart phone. You could record a few questions onto their phone and show them how to play them back for practice at home. They might even be able to record their final responses and bring them back in to your next appointment so you could provide feedback.

 

  • Volunteers could use prerecorded questions from you (loaded on to a USB memory stick) to help client practice exactly the questions you want them to work on together.

 

  • You could use this approach in Job Readiness classes using someone other than the instructor as the “interviewer”. This could also help clients practice comprehension with multiple speakers of English.

How to Use FREE Online Training and Education Resources

ToMortar Boardday, I found a great list of 20 free on-line educational resources through Higher’s FlipBoard magazine that includes some I’ve heard of and others that are new to me.   I wish I had time to investigate each one to evaluate the quality – which varies widely in on-line education and training offerings.  I can still think of several ways we could use these in our work with clients.

Addressing Language Skills:  If a client has already studies a subject in their native language, a basic course could help them learn vocabulary and terminology in English or help them understand what emphasis or application might be different in the US context.  At least one of the sites (Alison.com) offers courses in Arabic language.  The MIT site offers courses translated into Spanish, Persian and several other languages.  There are likely other non-English language resources available from among the list.

Helping Clients Learn Basic (and more Advanced) Workplace Skills:  A couple of the sites offer courses on basic workplace skills and topics like project management, how to find a mentor, health and safety requirements and an overview of the manufacturing process.  These are likely not covered in job readiness class, but many clients could benefit from learning more about them.

Access basic US-style academic courses:  It can be frustrating for clients who yearn to attend college or University, but aren’t quite ready.  Many times, clients sign-up for on-line degrees and don’t understand the financial and time commitment or what it takes to succeed in on-line learning.  Helping clients identify relevant courses could satisfy their desire to learn while working full-time and help them understand the skills they need to succeed in any academic environment.  Some of the sites include standardized test preparation materials, as well.

Figuring out Technical Career Paths:  So many clients say they “know about computers”, but don’t know how those skills are segmented and applied in the job market.  Often, I struggled to figure out career paths and industry leads for technical skills that were completely unfamiliar to me.  With a little research, it seems like you could improve your understanding of these sectors and identify resources for clients to do so.

It would be great to hear from you about which sites you found useful and how you used them.  We’re all busy, but maybe if you can provide the list to clients, they can tell you what was useful for them.

And, stay tuned to begin using Higher’s new on-line training courses in the next month or so.  Our initial topics include  How to Communicate with Employers (for employment professionals) and Workplace Culture (for clients).  If you want to get involved in field testing to be among the first to use this great new resource designed just for us, get in touch at info@higheradvantage.org.

 

Make your Business Card Work Harder for You

Ever throw away a business card you obviously saved for some reason but couldn’t remember why?Business Card Blurb

As a Job Developer, I left a card everywhere I went, but was afraid  people wouldn’t remember us when they had a job opening.  Here’s an easy, quick and cost-effective solution.

Add a brief pitch to the back of your business cards.  You can do it the next time you reprint – or add on now with a sticker you can make yourself.  You won’t have to spend any extra money to get extra results from your job development efforts.

A few prospects I met with actually got in touch later on because of the blurb on my card, which you can see in the picture.  You’re welcome to copy it.  Or, write your own.  Use business language.  Focus on what’s in it for them.  Leave plenty of white space.

 

 

Friday Feature: Outcasts United by Warren St. John

“Noone coutcasts-united_170_242_san do everything.  But everyone can do something.”

For me, this quote from Outcasts United, by Warren St. John captures the spirit of the story of a refugee soccer team, a remarkable woman coach and a small southern town turned upside down by the process of refugee resettlement.”

It goes way beyond soccer to capture everything refugees experience, including long commutes to work, being too tired to help with homework and struggling to pay the bills with a minimum wage job.  It’s also inspiring.

Since it was published in 2010, national media coverage about it has helped raise public awareness about refugees. The City of San Diego featured it in a city-wide book club and IRC organized several related events, including a visit by Coach Luma Mufleh.  More than 40 colleges and universities have included it in their required reading lists.  I had the chance to hear Coach Luma Mufleh speak this summer.  After the event, everyone was talking about how they could get involved with refugees in their community.

Reading it is guaranteed to strengthen enthusiasm and support for your work.

 

 

Ethics and Client Job History

When is it ethical to falsify client job experience?  The short answer is never.  But, think about what you would do – or have done – in these situations:

?:  What iquestion markf your hotel HR contact tips you off that their system kicks out any client who doesn’t claim 6 months of previous work experience and promises to interview all of your clients if she can see their application in the system?

?:  What if you know they can do the job and they did the same thing as a stay-at-home-mom anyway?

?:  What if they just can’t remember dates of their experience or have large gaps in employment that you just want to make easier to explain?

?:  What if the client tells you they have the experience because they want to apply for a specific job and have never mentioned that before so you believe strongly that they’re lying?

Now, it’s not so simple, right?  I’ll admit that a couple of those examples hit pretty close to home.

Putting untrue or misleading information on a resume will have serious negative consequences.  We’re all heard about people losing their jobs when lies about their credentials were discovered.  Maybe no one will know if a job in rural South Sudan is real or not.  But, modeling this behavior to clients now can trip them up down the road.

Sure, the client can quickly learn how to do the job they claim to have experience doing already.  But, can they talk about what that job entails in a job interview?  Will your valued employment partner see a pattern and be able to spot falsified claims of past experience in your clients over time?  That could do major damage to that relationship, your reputation and that of your entire agency.

It’s easy to tell yourself that those stupid on-line screening systems are wrong anyway, so it’s ok to get around them.  I can’t bring myself to state emphatically that doing so is absolutely wrong, even though I know it is.

If clients just can’t remember date ranges for their job experience, are they supposed to just leave it off their resumes?  In this case, I want to say that helping them recreate dates is ok.  But, it’s easy to take it too far by stretching the dates quite a bit to camouflage gaps in employment.  It’s a slippery slope.

Ethical behavior is important for all kinds of reasons and the age old argument about whether the means justifies the end is beyond the scope of this post.  So, I’ll leave it open ended.  Comments?

Technique to Help Clients Answer “Give Me an Example” Interview Questions

Supernova star burstHelping our clients master job interview skills is a basic of what we do.  “Give me an example from your experience” questions are an employment professional’s nightmare and they are becoming much more common in interviews for all kinds of jobs.

It’s a struggle to help refugees understand what work place skills are valued in the US and feel confident in which ones they can offer.  Delivering a concise, relevant example when you’re nervous already is not easy for anyone.  Then, add language barriers and your scheduling limitations to the mix.  Ugh.

The S T A R Technique – Situation, Task, Activity and Result – is a great tool to help clients structure responses to “give me example” questions.  Read more about it in an article from The Guardian, that also gives a great explanation of competency based job interviews.

This real life example from my 6.5 years working in employment at Caritas of Austin, TX applies this great approach to our clients.

A major hospital partner provided exact interview questions, each linked to a corporate value (like integrity or service to the poor).  Several of the questions required real life examples of that quality.  Building the skill to answer those questions took many steps:   Explain the concept of corporate values.  Define many of the words.  Provide illustrative examples.  Help the client think of their own examples.  Then, finally, practice each response.  We conducted small group interview preparation to screen candidates for very competitive positions at an exacting employer.

We learned that the example doesn’t have to be from a similar job or even from a work context.  The important thing is to use a real story and don’t refuse to answer.  I helped more than 50 clients apply for this job and prepare for the interview.  No client who didn’t at least try was ever offered a position.  Several who got job offers struggled with this type of question.  Their answers were real and thoughtful, but not always perfect.

Value:  Respect

Question:  Think of a time when you disagreed with your supervisor.  How did you handle the situation?

Possible Response Using the S T A R Technique:  (from a Burmese client who had worked in Malaysia)

  • Situation: When I worked in a warehouse, an important customer walked in and asked to buy 10 cases of our canned fish.  That’s a big order for us.
  • Task:  The manager was new and didn’t know he was a good customer.  He told me to tell him no because he didn’t have an appointment.  I didn’t think this was the right decision.
  • Activity:  I told the manager who the customer was and also told him I had time to work on loading the order now and still do all my other work.
  • Result:  The manager was glad that he did not make a mistake and embarrass a good customer. He introduced himself, apologized for the wait and sent someone else out to get tea while I hurried to load the order.  The customer and the manager were both happy.

Gear Up Now For the Busiest Hiring Season

calendar graphic Welcome Back from Vacation.  Enjoy Indian Summer.  Make the Most of Fall.  Get Ready for the Holidays.  The end of the year will be here before we know it.

Now is the time to find job openings and reach out to new employers.  It it also often a time of heavy arrivals, so there will be plenty of clients who need to work.   Here are some scheduling tips and ideas to help you make the most of Fall opportunities.

School is back in session.  Businesses catering to students will be hiring.  There will be competition from students for part-time jobs.  But there will be turnover and opportunities.   Also, watch for late registration for ESL and community college classes now and watch for dates for orientation and registration for next semester and plan to help clients prepare and reserve time to attend.

Summer’s over.  As the heat breaks, businesses will gear up for fall.  More business travel, festivals and special events mean jobs in restaurants and hotels.   Manufacturers gear up early to meet holiday product orders and will begin hiring now.  Hiring managers are focused, but not as busy as they will be in a couple of months.

Christmas is Coming.  It’s not too late to start helping clients polish their resumes and interview skills, learn how to navigate retail on-line application questionnaires and focusing job development efforts of seasonal jobs.  Don’t forget about Salvation Army Bell Ringer jobs.  See last year’s blog post that talks about details you can use.