The Employment Service section of the Department of Social Protection (DSP) provides a range of services and supports to all Jobseekers. Clients can register at an Employment Service office, for on-site career guidance and job placement services.
The following is a brief outline of the range of services/supports available:
Guidance interview(s) with an Employment Services Officer to discuss employment opportunities, training courses, financial supports and other options which may lead to employment (an overview of the process is detailed at the at end of document).
Help with identifying transferable skills which may be used in various occupational settings.
A Jobseeker Pack which provides information on using the job search facility on the Jobs Ireland web site, information on how to: fill out an application form, prepare a CV and covering letter, prepare for a job interviews and a list of useful website addresses.
Online CV — Jobseekers can also input their CVs directly on the Jobs Ireland database. Employers can access these CVs through this database and contact the Jobseeker directly to arrange a meeting.
Employment Services has a number of Social inclusion programmes targeted for specific client groups who are facing difficulties in obtaining / maintaining employment, such as the wage subsidy scheme (WSS).
The National (Free-phone) Call Centre (1800 611116) is available for clients registered with the Employment Service, which provides readily accessible details on job vacancies.
Job Clubs are funded in locations around the country which provide supports to clients, with a view to assisting them to enter or return to employment in the shortest possible time.
The Employment Service web page links to the European Employment Services Network (EURES) job mobility network / database which provides access to job vacancies in 31 countries, as well as practical information such as necessary documentation for those seeking employment within Europe.
Regional job fairs and open days.
A key task of the Employment Service is to provide access to up-to-date and relevant information to jobseekers and employers in a customer friendly and professional manner. This includes the provision of, or access to, accurate information and advice on:—
International Employment Services (Eures).
Training and education services.
Other labour market services.
Other appropriate services for Jobseekers, such as the Local Employment Service (LES).
Local networks of information within community organisations and State organisations and the development and maintenance of such networks etc.
Work permit guidelines.
Employment Services offices are equipped to cater for these information needs and operate as a resource centre providing access to all labour market opportunities. This Service includes the following publicly accessible resources:—
Touch screen kiosk facilities.
Self help guidance facilities including Career Directions (Database of Careers Information and Interest Inventory tool) and Qualifax.
Promotional literature on services.
Free-phone telephone service for FÁS registered clients on 1800 611 116 (Jobs Ireland).
Promotional literature on other relevant labour market services.
All of the above are carried out in an environment which features ease-of-access, customer friendliness and access to job displays, customer service desk, newspapers, free telephone, internet access, photocopying, PC use, printers and fax machines as appropriate.
(Note: In addition to the above the provision of the Local Employment Service Network (LESN), which operates in 24 designated areas of disadvantage, is supported by the Department under a contract arrangement with Local Development Companies. The LES provide a vocational / career guidance service to a number of client groups including those referred through the NEAP process by the Department) Overview of the Registration and Guidance Interview Process.
The model below provides a guide for the Employment Services Officer to structure the registration interview and manage the guidance process. Individual jobseekers' needs and circumstances, along with the time available for the guidance interview, dictate the pace of each interview. Depending on the needs of the jobseeker the amount of time spent on the different stages of the process will vary.
BASIC GUIDANCE INTERVIEW MODEL (Reference L. ALI & B. GRAHAM)
Introduction and Setting the Scene
It is important at the outset to introduce the jobseeker to the service and clarify the purpose of the registration and guidance interview. This includes establishing the role and commitment of both the Employment Services Officer and the jobseeker, and the time available to devote to the interview.
Building a Verbal Contract
The advantage of having a verbal contract in place is that both the jobseeker and the Employment Services Officer are clear about their expectations of each other. The time involved to get to this stage of the interview may vary from one jobseeker to another (if a jobseeker tends to raise other non-vocational issues, the Employment Services Officer has a structure to bring the jobseeker back to the key issue).
Information Gathering, Establishing/Identifying Needs
These phases are an essential part of the registration and guidance interview process and acts as a road map to help assess the jobseekers needs in order to develop an action plan. Using the jobseeker Registration Form, or the computerised printout, the jobseekers' educational, training and employment background is reviewed and clarified.
The jobseeker is encouraged to talk about his/her concerns regarding employment and to identify issues that are important. The Employment Services Officer helps the jobseeker focus on the important issues and how they might be handled, for example, lack of confidence, duration unemployed, barriers to employment, and outdated skills.
The Employment Services Officer summarises what the jobseeker is saying and prioritises the key issues to be worked on. These priorities may need to be changed from time to time.
Making an Initial Assessment
The Employment Services Officer paraphrases the jobseeker's story and determines:—
the extent of the jobseeker's decision making skills (consistency towards employment aim);
transferability of jobseeker's existing skills;
jobseeker's strengths and weaknesses;
jobseeker's career preferences.
(Assessment of current skills/interests may be done at this point, or by appointment — e.g. use of the Career Directions database/system).
Encouraging the Jobseeker to explore other options
The Employment Services Officer provides feedback on assessments/tests that may have taken place earlier in the process. This feedback broadens the range of options to be explored by the jobseeker.
Action Planning (Helping the Jobseeker to identify what needs to be done)
In order for the jobseeker to progress, the jobseeker needs to understand what the next step should be. To achieve this, Employment Services Officers assists jobseekers in constructing a programme of practical steps.
The Employment Services Officer also assists the jobseeker in breaking down major tasks into more achievable action points and helps him/her to explore suitable approaches i.e. training/educational programmes, work experience/work shadowing. It is important however that the jobseeker takes ownership of the action plan.
Depending on the outcome of earlier phases of the process, the jobseeker may not need further training/education and may be in a position to start searching for work. At this stage the Employment Services Officer assigns a coding (using a system of occupational classifications for coding jobseekers and vacancies — and experience level indicators) to the jobseeker's record indicating them as "Job Ready".
A Curriculum Vitae may be prepared based on information gathered at earlier interviews. Referral to a Job Club may also be appropriate.
Ending the interview process
Prior to ending the process, the Employment Services Officer will:
review with the jobseeker what has happened summarising the key points discussed and the decisions made about actions to be taken;
encourage the jobseeker to summarise what has been agreed;
This helps the jobseeker take ownership of what has happened and empower him/her to work independently towards finding employment. The jobseeker should show they have the following basic understandings:—
what actions are required to get a job;
what employers expect from employees.