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