Do you know WIT? Do you know TWIST? Do you have experience helping job seekers and employers connect? Have you ever worked in the public workforce system? If so, you might be just who we’re looking for.
The Workforce Development Division at Texas Workforce Commission is looking for a few good people with public workforce system/local office experience to help support and improve workforce applications like WorkInTexas.com, The Workforce Information System of Texas (TWIST), Adult Education & Literacy (AEL), Apprenticeship, Career Schools and more…
These positions are generally described as Computer Systems Analysts or Business Analysts but don’t let that scare you. Those titles don’t exactly tell the whole story. We need two or three people who know and have used these systems on a daily basis to provide services to job seekers and employers. People who know how they work, and don’t work, to help make them better. So while computer/analyst experience is great, it can also be taught. Having walked in the shoes of our front line/service-delivering staff cannot.
Learn more about the jobs
How to apply
[Assuming you’re registered with WorkInTexas.com, logged on AND on the Contact Instructions page] Select “I’m Interested” and click SAVE. Your State of Texas application will automatically be submitted to TWC for consideration for the position. If selected, TWC will contact you directly. TWC encourages all applicants to apply via the process above. However, if you wish to submit in person or via postal mail, please direct your application to: Texas Workforce Commission, Human Resources Management Department, 101 East 15th Street, Room 230, Austin, TX 78778-0001, RE: Posting ###### (one of the #’s listed above).
Thanks, and good luck!
I read an article the other day about jobs for creative-minded people that really hit home. Not because the jobs they highlighted weren’t obvious, but it was the different way of thinking about career choices that caught my attention. We, the public workforce system, generally approach career selection and planning from the standpoint of titles and standardized job coding methods. And it makes sense: It’s standardized; It’s repeatable; It’s relatively easy to explain. But with recent changes to public workforce system-enabling legislation that puts great emphasis on career planning, it’s important for us to remember that’s not the only way to think about it.
To say it a different way, we tend to categorize people by job titles rather than job skills. Helping people understand what it takes to become a nurse or an engineer is very much in our wheelhouse. Helping people understand what they can do if they’re creative-minded, not so much. And it’s not because we can’t, we just normally don’t. Skills, particularly soft skills like creativity, are squishy and harder to define. But that effort, at least for some customers, might be a better and more relatable way to help, giving everyone a better result in the end. It’s just a different approach to solving a problem.
Have a read and see what you think.
For this post we’ve opted just to share a few charts and graphs we’ve come across recently. They probably won’t directly solve job search or recruiting problems but they might give insight to determine best solution-path. At the very least we hope they provide some perspective and insight into the job market.
- Job Losses & Gains – A few years ago as the great recession was winding down someone put together a great chart that showed the significant job losses the U.S. experienced from 2007 – 2010. To say a picture was worth a thousand words is to say the Grand Canyon is a just a gash in the ground. Fast forward a few years and our friends at Theory Into Practice (TIP) Strategies have put together an even more comprehensive map. One that shows both job loss AND job gain. Since 1999. And it’s fascinating. Blue is good, that’s jobs gained. Orange is bad, that’s jobs lost. Check it out.
- Job Salaries by State – There are many of these salary exploration tools around but I like this one because it’s easy to use. Want to know what a specific job in a general occupational field in any state pays? Select a state and mouse-around the graph to find out. Each box represents the relative size of the labor pool working in that occupation. And if you just want to see which jobs really pay, slide the dot on the income salary bar around to find out.
- Under-Employment – Unemployment rate is a standard indicator of economic stability. But as that improves (gets lower) the conversation tends to focus on the under-employment rate. Generally you want just enough skilled workers to fill all the skilled jobs. Underemployment means there are more skilled workers than there are jobs for them so they have to work at jobs that require less skill than they possess and thereby earn less than they otherwise could. For example, in this graph you’ll see that Austin has a ton of skilled labor but not enough jobs for all those people, whereas Odessa has a ton of skilled jobs but not enough people to fill them. And why does this matter? Because part of what the public workforce system does is connect skilled labor with skilled demand. Charts like this help us better understand local situations.
- WorkInTexas.com Job Seeker Supply – We often get questions (usually from employers) about what job seeker skill sets are available in what parts of the state. This information is very helpful to companies looking to open new or expand existing operations. This is another topic for which there are many tools, but years ago we developed some very simple pie charts to help graphically show the labor pool the Texas workforce system has available to it through WorkInTexas.com. Have a look.
Have You Ever… The Re-Entry Landscape
Getting back on your employment-feet after a criminal conviction isn’t easy. And trying to help someone who is can be just as difficult if you’ve never walked in those shoes.
The question of how the public workforce system can help came up in a meeting a few weeks ago, so to get some insight I reached out to a colleague who’s been helping folks in these situations for years. As expected, he had some good perspective.
- Successful reconnection to the public world generally hinges on four factors: 1) stable housing; 2) sobriety; 3) social support (family, friends, etc.); and 4) a job. And like a four-legged chair, remove any one leg and it tips right over.
- For the first three, there’s not much the public workforce system can do beyond guiding individuals to groups that do provide those services. But for a job, there is MUCH we can do. We can address education needs, get you into occupational training programs that develop in-demand skills for growing career fields, help complete applications and build a resume, provide good job leads via WorkInTexas.com, and even provide assistance with bonding, tax credits, and licensing and certification questions that might help you overcome some employment hurdles.
- And maybe most important, we can help answer, on applications and in interviews, the tough questions when asked to disclose or explain any difficult past situations. There is no silver-bullet answer but there are certainly things you should know and do to improve your chances for an interview, and a job.
- Having a criminal background doesn’t make it impossible to get a job; it just requires more effort on your part to find one. It’s easy and understandable to get discouraged, but looking for work is a function of numbers. Keep at it and it your effort will pay off.
- All employers look for certain core attributes in those they hire. Show you have those and that can go a long way to help an employer see past other maybe not-so-good things. These include motivation, ability to take direction and learn work processes, get along well with co-workers and customers, and a willingness to learn and do.
- Remember, many available jobs are never posted anywhere. These “hidden jobs” are filled by family, friends, or acquaintances of employees at the job site. Talking to everyone about who and what they know is one of the best ways to find a good job.
- Looking for an “offender friendly” list of employers? Don’t. Most employers today take a situational approach to hiring individuals with criminal backgrounds. Categorizing that into a list of who will and who won’t just can’t be done.
Find a workforce office near you.
“Keywords” are one area of WorkInTexas.com for which we get a lot of questions, from all types of users. And while some seek to understand how and why they’re used, more often questions are about what types of things that make sense to be listed as keywords. And this is especially important if you want to ensure you get the best possible job matches.
“Keywords” in WorkInTexas.com allow you to provide additional detail about individual and specific criteria and skills that you as an employer want or you as a job seeker have. These keywords are not automatically pulled from the job description. Instead, these are intentionally entered by employers and job seekers to help narrow job matches to more accurately meet the other’s expectations.
Computer programmer, mechanic, project manager, nurse, and others all have small but significant differences in skills sets and requirements that quickly make them good or bad matches. The specific skills for these types of jobs (.net, java; diesel engines, ASE certified; PMP, agile; RN, LVN) can make all the difference if added to your WorkInTexas.com posting or profile.
Keywords don’t always fit. Customer Service and Good Communication are certainly skills, but are subject to interpretation as opposed to hard skills and recognized licenses, certifications, and the like.
Also, listing specific types of desired knowledge creates a hard match, particularly for job seekers. As an employer, you might value someone who has knowledge of the “Workforce Investment Act” and perceive it as a skill. However, would a job seeker know what that is, and would they think of it as a skill, or would they be more likely to think of it as a program for which their skill of Policy Analysis applies?
In a nutshell, the best results are achieved when listing specific terms that represent tangible things.
- Format matters – “C+” is not the same as “C +.” And “payroll” is not the same as “pay roll.” Enter keywords in the industry-standard format, to the extent there is one. If there’s not and it’s important to you, enter it twice (both ways).
- Employers can include up to 10 keywords on a job posting AND have the option to require job seekers match one or all of them.
- Keywords can be a max of 20 characters long so think concise. “Early Childhood Prog” probably won’t get you what you want.
- Use the “View Examples and Top 10 Keywords” link. This will help you understand what others have entered and what you might expect based on what you’re entering.
Feel free to comment on this post if you have questions.
As always, good luck.
We’ve all heard about the non-traditional workplace provided to employees of Google, Rackspace, and others. The question is, will all employers look like that in the future?
Recently Kieron Monks gave journalist and trend forecaster James Wallman a shot at answering this very question. His insights and perspective are nothing short of fascinating. That conversation is summarized below.
Wallman sees the future holding a place for three different work-environment models.
- The “Hotel California” model: “A workplace so good you’ll never leave.” The lights are on 24/7 because there is so much there that it’s as much fun as life outside of work, and with better food. Here, coworkers are friends, where work and play have become the same and work is something they want to do. A strong sense of mission is key for companies operating this model, in order to capture the hearts and minds of employees: Appealing to shared values in order to recruit, keep and motivate a sophisticated workforce. And more and more social benefits now come in to play, where management must sell intrinsic value rather than just a living to a generation of employees that have come to expect more.
- The “Martini” model: defined by extreme flexibility, inspired by the classic TV ads which promised “anytime, anywhere.” Wallman notes personal relationships with someone who trades stocks from the island of Mauritius, and another who runs a restaurant, located in South London, from Bali. The attraction of course being that they can operate their business at their convenience, from wherever they want, without having to work around fixed hours.
- The “Third Space” model: for people who enjoy the freedom of the Martini model but also appreciate regular human contact. Wallman points to the rise of relaxed co-working spaces for freelancers of all disciplines that combine games rooms with stable facilities, such as the Fueled Collective site in New York City.
Looking even further ahead, Wallman notes the possibilities available via automation to give workers even more freedom, including permanent disruption of the five-day week. However, as with all social trends, the shift must work its way through the early adopters.
But Wallman believes these trends will rapidly become a universal touchstone, offering value for businesses and fulfillment for employees. “It may seem like fantasy” he says, “but the standard of living changed incredibly in the 20th century.” And Wallman predicts that will continue in the 21st century. “When we go to work, it will be to enjoy ourselves.”
Definitely something to think about.
I recently read a story about Jerry Seinfeld and what the author titled “The Seinfeld Strategy,” essentially a personal formula for success.
The story was about a young comic who had a chance meeting with Seinfeld in a club. The young comic, acknowledging how Seinfeld had managed to remain relevant and successful for so many years, asked for any tips. Seinfeld replied “The way to be a better comic is to create better jokes. And the way to create better jokes is to write jokes every day.”
“Get a big wall calendar that has a whole year on one page and hang it on a prominent wall. Next, get a big red magic marker. Then for each day you complete your task of writing, put a big red X over that day. After a few days you’ll have a chain. Keep at it and the chain will grow longer every day. You’ll like seeing that chain, especially when you get a few weeks under your belt. And then your only job is to not break the chain.”
Probably the most important thing in all that is what’s not said: nothing about results, just don’t break the chain. And by not breaking it, you’re creating good habits that should serve you well, even with something like searching for a job.
It’s but one of a hundred different personal success strategies, and not all work for all people. The point is that structure can be a positive thing. And everyone can benefit from some positive structure when searching for a job.
The Seinfeld Strategy is a three-legged structure-stool:
- Stop procrastinating. Searching for a job is hard, but you can’t put it off just because you don’t want to do it. Part of searching for a job is simply being at the right place or on the right website at the right time. And creating a consistent task-pattern to follow day after day will help you not put things off, but also help you get back up the day after one that maybe didn’t go so well.
- Mastery follows consistency. Task-patterns are practice sessions. The more you practice, the better you get. And as you get better but keep practicing, you being to develop a mastery of that skill. Again, telling jokes or looking for a job, it doesn’t matter. You simply want to be the best, most-prepared, most informed you can be and the rest will fall into place.
- Pick tasks that are meaningful but also realistic. Making 5 solid contacts a day is probably doable. Getting 10 interviews a day probably isn’t. Whatever you’re doing, be honest with yourself about what you can and will do and then create your tasks (and set your expectations) accordingly.
Best of luck.
If only my high school counselor had told me I could be weighing multiple $150K/yr job offers in 20 years, oh what I might have done differently.
Engineering wasn’t anywhere on my radar at 17, but there are a lot of people and a lot of efforts happening to try to make sure that isn’t the case for the workforce of tomorrow. I’d have had to work much harder in math and science, sure. But with a 6-figure payoff, cool job opportunities and exotic locations in which to do them, I might have listened: Who knows. The point is, for high school kids today, lack of access to information about career options and opportunities shouldn’t be an issue at all.
Ken Cohen, the VP of public & government affairs for Exxon Mobile, recently posted a good article about what it means to be an engineer. It’s an easy read and he nails the point in just a few words. It’s a great share for kids thinking about what they want to do when they grow up, but also for adults thinking about their own career options.
Engineers build snowboards and water-parks and roller coasters, design and launch rockets, and are testing ideas most of us haven’t even considered. But all occupations offer similar cool-factor opportunities depending on your interests. And in today’s world where data on everything is just a few clicks away, no one should ever have to look back and say “man, if I’d only known.”
Of course engineering is not for everyone, but for most who are willing to put their minds to it, doing what you want/something that rewards you in the ways you wish to be rewarded is not beyond the realm of possibility. The catch is having the information to understand and make informed decisions, at any age and at any level. A few different tools to help you do just that are provided below.
Career Exploration Tools
Also, for those looking for engineer jobs or to hire engineers, here are a few helpful links.
Last week TWC, in partnership with TVC and Texas.gov, launched a new website for veterans called Texas Wide Open For Veterans. And while there are a million websites for various veteran causes already out there, what makes this one unique is its purpose – selling Texas.
In addition to promoting employment connections between jobs and job seekers via WorkInTexas.com, the site aims to reveal the many advantages and opportunities Texas offers to veterans who are considering making (or keeping) the Lone Star State their permanent residence. Texas Wide Open For Veterans markets Texas to veterans, as a place to live, earn a living, raise a family and enjoy all the state has to offer.
Texas Wide Open For Veterans is also a sister-site to the Texas Veterans Portal which provides information and connections on veteran benefits, education, health, communities and employment. Texas Workforce Commissioner Representing Employers Hope Andrade said at the launch, Texas “has so much to offer. With the highest job growth in the country, there are many opportunities for these veterans to find work in a variety of industries in Texas. And we want to make sure our men and women in uniform know that we’d love for them to make Texas their home.”
In addition to information about why Texas is THE place to be, the site features interactive maps that show Workforce Solutions Offices, international airports, VA hospitals, state parks, and more. It also includes a contact option to directly connect veterans and employers to workforce professionals across the state who can assist with or direct them on just about anything.
If you are, know, or work with veterans, give it a look. We think it’s pretty good, but anything can be improved and we’d love to hear your thoughts or suggestions.
It’s finally happening! WorkInTexas.com (WIT) and The Workforce Information System of Texas (TWIST-the state’s case management system) are being combined in a single application via a project currently known as Common Components.
For job seekers and employers, you won’t notice much change in terms of applications. The biggest difference will be our quality of service. Workforce solutions staff will be able to take a more holistic approach in providing services using logical and integrated work-flows. And they’ll be better equipped to understand and address unique individual needs, whether they’re related to training or jobs or something else.
For staff, you will see a big difference, and that difference starts with a web-based system. This new application will be more intuitive and “smarter,” to provide you a better view of each customer, thereby helping you better serve all customers. Common Components will merge staff functions found in both systems (registration/intake, eligibility, services, etc.), and while it will not yet completely replace both systems, it does put us on the road to that eventual end.
This project will take about 18 months to complete and will provide a seemingly single application that (to the greatest extent possible) easily and seamlessly interacts with what’s left of WIT (self-service and job matching functions) and TWIST (case management-specific functions).
The overall goal of the project is simply to modernize applications and improve local service delivery. This will be accomplished by consolidating common business processes with consistent business rules, ensuring data security and integrity, reducing infrastructure support requirements and stability risks, and eliminating repetitive data entry and data reconciliation. It will also improve customer information collection via a common interface for common functions, and it will save future development time and costs when new functionality and program changes are necessary.
For staff, one more thing you might want to know is that we’re looking for some help in naming this new application. Your first chance to contribute a suggestion will be at the 2014 TWC Annual Conference. There will be other opportunities too, but if you’re in Grapevine this week for the conference, please stop by the Workforce Systems booth in the exhibit hall and give us your best shot.