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#Employability Matrix: which group do you belong 2?

· Career

As previously mentioned in the article [#Employability@Risk], one can reduce the employability risks by learning to use TechBoost products and championing these applications at work. Yet, not everyone belongs to this group of people known as the career enlighten ones.

Here I shall refer to the reference picture in the banner to explain the employability matrix.

4 Types of people

Career Lost Ones

The first segment is those that don’t know and don’t want to help themselves. They are known as the career lost ones. We can help them by motivating them to get back on their feet and keep seeking for the next job.

Once they managed to step up and keep moving towards hunting for the job, they would need to know how to find the zones of opportunities and how to sell their capabilities to the potential employers for their desired jobs. By then, they would become the second segment of people, the career handicaps.

Career Handicaps

The second segment is those that don’t know and want to help themselves. We can equip them with the skills and the latest knowledge about how and where to get started.

In the past, we lived in a world where opportunities are limited by access of location, of information and of connections. People needs to know where to travel, how to travel, who to talk to and how to cooperate. Without knowledge of these information, people have no clue to get jobs. Now, we lived in a world where opportunities are still limited by the same factors. So what is the difference? In the past, there is limited information and the individual has to search for that limited information. Now, there is too much information that the individual has to filter to get the right information.

Once we equip the individual to search for the opportunity and to sell one's capabilities, we can expect that the individual to experience a journey of ups and downs. This is because there is a bargaining process between the employers and the employees.

The process of getting that job is also about finding that match and the matching process is similar to being in a courtship. An equivalent analogy of finding a great job is to finding a great life partner. Dr Hannah Fry offers an optimal stopping solution to this problem in her TED talk [see the clip between 7.22 to 10.52].

There is an inherent risk of not finding the optimal job. As such, we can expect a group of people to try and to end up failing in their attempts to get the optimal job. The tolerance for failing and the determination for trying again vary from individual to individual. This group of people is known as the career impaired.

Career Impairment

The career impaired group belongs to those that know and don’t want to help themselves. The individual in this group is like an elephant who is chained. The elephant has the ability to break the chain. Because the trainer who whipped the elephant every time it tries to break the chain, the elephant grows up thinking it can never break the chains. We can help this group by enabling a mindset change.

Once this group of people manage to psychologically break away from the fear of failure and mentally strengthen their will to keep trying, this group of people transform themselves into the career enlighten ones.

Career Enlighten ones

 

The career enlighten ones are those who know and want to help themselves. We can help to optimize their career possibilities and to increase their chances of employability.

Once you are in this group, you think that you have reached the goal of finding that perfect job. However, technology disruption and customer dynamic demands drive the creation of new jobs as well as drive the obsolesce of old jobs. As such, your position can change from one group to another group as you learn to keep seeking and learning.

 

As the famous quote from Nelson Mandela:

 

Now the question is which group do you belong to right now and what can you do?

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