18.07.2023
WHAT JOBS ARE YOUNG PEOPLE LOOKING FOR AND WHAT PREVENTS THEM FROM STAYING PERMANENTLY ON THE LABOR MARKET
Is youth unemployment a myth? What jobs are young people looking for and what prevents young people from vulnerable groups from staying permanently in the labor market?
The final event of the project "Employed for the Future" of the Concordia - Bulgaria Foundation will provide answers to some of the questions related to youth employment.
The project is aimed at young people aged 18-35, implemented from March 2022. 55 young people from vulnerable groups were consulted, including engagement in a paid internship program.
Trainings were conducted related to emotional intelligence and social skills, in which young people from risk groups have significant deficits, Grigor Stoyanov, head of the center for temporary accommodation of young people in "Concordia - Bulgaria", explained to BNR.
For young people at risk of falling into social isolation, finding a job turns out to be difficult, because they do not have the culture to organize and search, and very often they simply give up, Stoyanov told BNR. One of the most difficult things, according to him, turned out to be motivating the young people themselves to commit themselves for a long time.
"They have problems typical of the target group - financial obligations due to quick credits and loans, they often have liens, they are looking for the first time to be able to receive their pay as soon as possible - per day, per week, because they are in a situation where the money they need them now. It's hard for them to take advantage of standard job offers. They're looking for short-term employment, seasonal work. For them, the prospect of being employed long-term from the start is atypical and takes them out of the labor market a bit."
A lot of these at-risk youth tend to work a little in the gray sector, then not work for a while, then work again somewhere, which is an unsustainable pattern, he added.
"A manner that does not imply progress that would provide them with a stable life."
Against this background, there are many employers who state the need for unskilled labor, Grigor Stoyanov added, noting the response from the employers and their support and commitment in hiring these people.
"The labor market has changed a lot. While ten years ago qualification, experience, some kind of specialization was required, you had to search yourself, be the active party. Currently, employers tend to hire people who have no experience, qualification, who just want to to work and provide them with everything so that they acquire skills. Which is a radical change, a positive one, because it gives young people who would otherwise not have a stable job the opportunity to get it."
Stoyanov also drew attention to the "extremely unrealistic notion", "that they can always go to an EU country and there a very high-paying job awaits them and everything there is better", which makes them skeptical about their realization here.
18.07.2023
IN WHICH SECTORS ARE COMPANIES LOOKING FOR WORKERS?
Unemployment remains above 10 percent in only 4 regions in our country, according to the data of the Employment Agency for May. These are Vidin, where unemployment is the highest - 14.1 percent, Vratsa - 10.1 percent, Montana - 11.8 percent and Silistra - 10.3 percent.
Unemployment is expected to be the lowest in the city of Sofia - only 1.5 percent, in Stara Zagora, Plovdiv and Gabrovo it is 4%, and in Pernik - 3.9 percent. Unemployment remains high in Blagoevgrad - 9.5%, Kardzhali - 9.4%, Lovech - 9.3%, Razgrad - 9.5%, Smolyan - 9.9% and Shumen - 9.4%.
And in June, the Employment Agency again reported a drop in the number of registered unemployed at the labor offices. They are 142,510, which is 1,392 persons or 1.0% less than in May. With this number, the level of registered unemployment in June was 5.0%. Thus, compared to the previous month, the decrease was by 0.1 points, and compared to June 2022, a decrease of 0.1 points was also observed.
The number of newly registered unemployed in June increased - by 2,402 persons compared to May 2023. According to the reported data, they are 19,575 persons and are 2,485 more than their number in June 2022. Another 755 persons from the groups of employed jobseekers, students and pensioners also registered at the labor offices during the month, which saw an increase compared to the previous month by more than 12% of those seeking the services of the Employment Agency from these groups. The number of inactive persons on the labor market activated in June by the Roma and youth mediators, as well as by the labor mediators in the labor offices, is also increasing - for the month they are a total of 3,488.
The administrative statistics of the Employment Agency reports a slight decrease in the number of people who started work in June - in the month they were 14,176 compared to the reported 14,775 in May. 597 pensioners, students and employed people also found work with the support of the labor offices. The largest share of those who started working in the processing industry sector - 17.6%, followed by those in the hotel and restaurant industry - 14.7%, trade - 12.6%, public administration - 7.5%, construction 5.7%, human health care and social work - 5.0% and other. Nearly 1,300 unemployed started work during the month in EU countries with the mediation of the Employment Agency.
1,356 unemployed people from the risk groups found their employment through subsidized jobs - 349 under employment programs and measures and 1,007 - under schemes of the Human Resources Development Program. 326 unemployed and employed people are included in various trainings, and 281 people have completed the training started in previous months, acquiring a new profession or key competence.
During the month, 11,325 vacancies were declared in the labor offices in the primary market, compared to 13,116 in May 2023. In the real economy, the most vacancies were declared in the processing industry (25.5%), hotels and restaurants (15.2%) ), followed by trade (12.3%), government (9.1%), education (7.5%), administrative and auxiliary activities (6.0%) and construction (7.0%).
The most sought-after professions by businesses in June are: personnel employed in the field of personal services; staff caring for people; machine operators of stationary machinery and equipment; workers in the mining and processing industries, construction and transport; sellers; waste collection and related workers; skilled workers in the production of food, clothing, wood products and related; drivers of motor vehicles and mobile equipment; teachers; cleaners and helpers etc.
12.07.2023
BEFORE YOU LEAVE BECAUSE OF A BAD BOSS
In extreme situations - when you work with a boss who is harassing you in one way or another, you may want to confront your boss and/or report the situation to Human Resources. But our advice to most people leaving toxic bosses is to move gracefully to the exit door in the four ways discussed here.
Even if your boss annoys you, don't act impulsively. Take time to decide if you really want to leave. Your boss may make you feel like you're living in a nightmare, but there may be good reasons for not leaving. For example, you may be learning skills and gaining experience that will put you in a good position to get a promotion or a higher-level job elsewhere.
One reader responded, “I once quit a job after only 6 days - due to micromanagement.” While rushing for the exit door is understandable in such situations, this speed approach doesn't give you time to at least try to improve the situation. Give your decision some time, weigh the pros and cons, and make sure you're not giving up on something that might turn out to be better than it seems at first glance.
The danger in leaving hastily is that you allow someone else (your boss) to determine the trajectory of your career.
When you decide to leave, it's always tempting to lash out at the person you're running from. You might want to say, "I can't take your idiocy anymore, I'm leaving!".
You might even want to be more blunt, telling your boss that he has a toxic management style, that he's losing people, including you, because he's not up to his role. If your boss was really toxic, this might be the best course of action. Sometimes it is right to confront the offender directly and say what you have always wanted to say so that outdated patterns of behavior can be left in the past.
But under normal circumstances, this approach would be wrong and your career could suffer, as such an outburst would ensure that this person would never have a good word to say about you. If your next employer asks for a reference, you won't get particularly good reviews from your former boss. I once left a bad boss who regularly called everyone on his team idiots, but I never confronted him when I left. I waited until he was traveling and called him to say I was leaving. I thanked him for everything he taught me. We left on good terms, having lunch today as friends.
When you start looking for your next job, it's best not to share the news (except with close friends). If you get the word out that you're on the job market, the perception of you will change.
Instead, keep your job search a secret, don't share the fact with your boss or even your coworkers. In this way, you will continue to perceive yourself as part of the team and receive new tasks. News travels fast in a work environment, and if you tell someone you're looking for a job, that information is bound to reach your boss's ears. As a result, there may be consequences that you would like to avoid.
If you decide to leave your bad boss, it's best not to attack him during your job interview with a prospective employer. This can be an emotionally charged topic for you, and if you're not careful, you can go into too much negative detail and ruin your chances of landing the next job.
Just think about it - who would want to hire someone who constantly complains about their former boss, or had a bad relationship with them? Even if it was all your boss's fault, you don't want to end up in that scenario. The conclusion your interviewer will draw is that you don't get along well with people. The ability to collaborate is one of the most important qualities employers look for. Don't let your bad feelings about your boss get in the way of landing your dream job.
06.07.2023
SUCCESS TECHNIQUES: THE QUALITY THAT WILL MAKE FINDING A JOB EASIER
Those entering the job market today or seeking promotion within the company they work for must possess one crucial quality - adaptability.
In TopResume's new report, What Turns Employers On—and Off—About Job Candidates, adaptability tops the list of 21 traits that hiring managers look for in job candidates.
This quality has not always been in such demand, as before the pandemic, adaptability was not even on the list. Today, however, it is key to the success of any job seeker. The reason for this change is that adaptability demonstrates that you will be able to thrive in today's chaotic business environment.
How can you demonstrate this desirable quality in your job search? Amanda Augustine, TopResume's career expert, shares a few ways:
Show that you can find creative solutions
The first thing you need to do when you appear for a job interview is to show that you can find creative solutions to problems. Don't say, "I'm adaptable," but demonstrate it by "showing how you've implemented creative solutions," advises Augustine. Give specific examples of ways you have successfully dealt with challenges.
Present a story about how you faced a problem, such as a budget constraint or a software problem, and how you overcame it by applying a new approach.
Be specific. Show how and when you came to your conclusions, how you applied them, and what quantifiable results you got from your creative decision.
Be open to new ideas
Show that you are not fixed in your thinking, but open to new ideas.
"This flexibility can mean working really well in a team and recognizing that someone else's idea is better than yours, and then giving it up in favor of the bigger goals," Augustine explains.
Job seekers should prepare at least one story that shows how they went from believing they had the best idea to listening and discovering there was a better approach they were willing to take.
Show flexibility with customers
Assuming you're applying for a job that involves face-to-face contact with clients, take the interview as an opportunity to share instances where you've demonstrated flexibility in dealing with clients.
"Show that when you presented an idea to a client and they rejected it, you were able to maintain balance and offer an alternative solution," Augustine says.
"Demonstrate how you still met the client's needs and engaged them, even if your first idea wasn't successful," she adds.
This story will impress any manager looking for a candidate who can handle the whims and ever-changing expectations of customers.
Be resourceful in achieving goals
Regardless of the position you hold, you can talk about your ability to achieve goals even when the financial or human resources you have been given are reduced.
Augustine gives the following example: “Suppose you are a manager. Your team has shrunk after your company laid off some of your subordinates, but you're still expected to reach your goal. The plan you had is no longer working. Show what resourceful decisions you have made to achieve your primary goals, even when circumstances have changed.”
“This may mean showing that you have transferred resources from one project to another. It may mean that you have engaged people from different departments to help you. You want to show that you are very resourceful in your approach,” she adds.
Take on new responsibilities
Show your adaptability by giving examples of when you have taken on additional tasks to help with important tasks.
"Taking on different roles or trying out skills in an area outside of your job description will allow you to show adaptability," Augustine explains.
However, she adds, that doesn't mean letting people take advantage of you. “It gives you an opportunity to show your worth. This can lead to promotion as you take on new responsibilities,” Augustine said.
Stay up to date, learn new skills
When speaking with a hiring manager, be sure to mention that your skills and knowledge are up-to-date, especially in fast-moving fields like technology.
"Once a month, even if you're not looking for a job, check the types of jobs that would interest you and see what skills are in demand. If you find you have a gap, take a course to prepare you for the new market,” advises Augustine.
“You can start to fill that gap proactively. And you might even use this new knowledge to offer something to your current company. Demonstrate how you adapt to industry trends - this way you'll help both your current employer and yourself as you prepare for the next big position."
05.07.2023
6 CAUSES OF WORKPLACE BURNOUT AND HOW TO CORRECT THEM
According to a number of studies, 49% of rank-and-file employees and almost 60% of managers in different countries of the world have noticed signs of burnout. And it often leads to emotional exhaustion, significantly reduces work efficiency, and also increases the likelihood from health problems, frequent sick leave and voluntary dismissal. People with a high degree of neuroticism, perfectionists and introverts are in a special risk group.
Despite the fact that many people understand the problem, not everyone knows how to solve it. The efforts of not only the employees themselves, but also the company's managers are important here. But first of all, it is necessary to determine what exactly leads to burnout.
Too many tasks or constant overload is one of the main causes of burnout. This can lead to problems not only with mental, but also with physical health. Research has confirmed that excessive work impairs sleep and increases levels of the stress hormone cortisol.
What to do if you're the boss
Select tasks for employees based on their strengths. Help them separate the priority and important tasks from those that can be put off for later. This will allow employees not to be overwhelmed with small and non-urgent tasks.
Provide your subordinates with simple and clear channels of communication, for example through the HR department. Employees need a convenient way to give feedback in case they are overwhelmed with extra work or something goes wrong.
What to do if you are a subordinate
Try splitting your workload. Use the MoSCoW method, "fugitive list" planning, or any other technique that makes a proper distribution of forces possible. And don't forget to take breaks as needed - it will be much easier to maintain your focus and stay productive.
Research shows that autonomy at work improves our well-being and has a positive effect on mental well-being. Micromanagement or constant control over all our actions, on the contrary, kills motivation.
What to do if you're the boss
Try not to follow every step of your subordinates, but to become a kind of mentor or coach for them. Of course, it is better to immediately hire people with the necessary skills. But it's also up to you to create a comfortable work environment so employees know they can ask any questions and be honest about their needs.
Also, try letting subordinates make their own schedules.
What to do if you are a subordinate
Speak carefully and politely to your boss. Explain that you understand the purpose of your work and know what steps to take. Try not only in words, but also in deeds to convince the management that you are trustworthy.
For example, if you want to work remotely a few days a week, get your boss to set up a trial period on your terms. When your boss is convinced that you are as productive at home as you are at the office, he will start to trust you and give you the freedom you want.
We may need both financial and moral encouragement to feel important. When we don't feel appreciated, our performance drops significantly and we want to do much less for the company.
What to do if you're the boss
Encouragement must be sincere - we all experience hypocrisy and fakeness. Do not forget to praise your subordinates and notice not only the results achieved, but also the efforts made.
Do not set employees as examples to each other. This will only develop unnecessary rivalry and spoil the general mood of the team. It is better, on the contrary, to promote warm relations between employees and motivate them to praise more often.
What to do if you are a subordinate
If it's not common in your team to enjoy the success of others, start doing it yourself. Compliment a colleague on a project well done. If you're working on a task together, notice how the other person's quality work helped you complete yours. Gradually, you will begin to receive the same feedback and the atmosphere will change for the better.
Constant quarrels, skirmishes and misunderstandings do not help in solving problems. We will hardly go to work with pleasure, where unpleasant people and new conflicts await us.
Back in 1999, Gallup conducted a study that revealed that employees who have good relationships with colleagues cope much better with stress. More recent research does not give completely definitive results on the matter, but it can also be confidently argued that friendly relations between colleagues help at work.
What to do if you're the boss
Organize regular corporate events, encourage employees to go out to lunch or events outside of work hours. Allocate a room in the office where subordinates can relax and talk. The more cohesive the team, the better the work will continue.
What to do if you are a subordinate
Look at your colleagues. Perhaps among them there is a person with whom you can really make friends. Participate more often in the social life of the team - this will help you feel like a part of the team.
Bias, favoritism, mistreatment by co-workers or a boss, unfair pay distribution, or strange company rules can lead to burnout.
Different attitudes can be related to gender, nationality, financial status - in any case, a job where we constantly deal with such problems is not very inspiring. A study shows that employees who face injustice are more likely to take sick days and burn out.
What to do if you're the boss
Make sure that all your subordinates have equal rights and opportunities and stop any even the beginnings of inequality. Create a system that allows employees to speak up about injustices when they experience them, preferably through HR departments. Do not forget to discuss and find a way out of such situations in a timely manner.
What to do if you are a subordinate
If you regularly experience discrimination and humiliation in the workplace, please consult with management. If the negativity comes from management itself, contact the HR manager. When the problem is not solved for weeks, months or even years, and the authorities do nothing, it makes sense to look for a new job.
When a person enters a company whose values conflict with their own, they can quickly begin to experience stress and burnout.
What to do if you're the boss
Be responsible when hiring. Do not forget to listen not only to their experience and achievements, but also to say about yourself: what is your mission, what are you striving for, what is your corporate culture. This will help weed out unsuitable candidates from the start.
What to do if you are a subordinate
Often the company's values that we are told at the interview remain lip service. If this is seriously bothering you and harming your mental health, you should contact management or look for another job.
What is the conclusion?
If you want to feel comfortable, listen to yourself. Determine what causes workplace burnout for you and try to eliminate that factor or reduce its impact. Choose what you love to do and avoid what drains your energy. For example, skip a Zoom meeting if you're uncomfortable with a video call and just call a colleague instead.
If you run a company, be considerate of your employees. Yes, each of us is responsible for our own happiness and mental well-being. But remember that happy subordinates are effective subordinates. As soon as you organize comfortable conditions for them, you will notice how quickly your team will start moving the company forward.
29.06.2023
SUCCESS TECHNIQUES: TIPS FOR AN EFFECTIVE JOB SEARCH
The job search in any field is always intense and the competition becomes fiercer also because of the new challenges you have to face to get the job you want. If you are one of those who have already sent out hundreds of resumes without getting a positive response, don't worry, there are important tips for effective job hunting to get you hired quickly.
Personalize your resume
Regardless of whether you are looking for a job in Sofia, Plovdiv, Varna or another city in the country, check that you have all the updated information in your resume, with the start and end dates of each of the positions you held, and that your experience is relevant to the offer for job you want to apply for. Remember that each CV should be different depending on the position you are applying for. You can organize the content according to what is most relevant to the job posting.
Resume design can help grab the attention of the person reviewing your CV. There are sites where you can find help in choosing a suitable resume template, in addition to this you can also find guides to a good cover letter.
Create contacts
Knowing more people can help you get a job, because if they know you and your skills, if they know of a position that fits your profile, they could recommend you or even write letters of recommendation for future work.
Use social networks
A social networking profile to find a job is also essential to advance your professional career, as many HR and recruiting companies use this way to find professionals that meet their needs.
Subscribe to job posting sites
There are hundreds of job portals that offer offers in every field of work. Subscribe to one of them, make sure you've selected the portal preferences well so that it shows you the job offers that best match what you're looking for, and don't forget to set notifications to see the most new offers and be the first to sign up.
Prepare for an interview
This is the last chance to convince the employer that you are the right person for the job. To be more successful in this task, research the company you want to work for, understand the mission, vision, and core business, and try to frame your answers according to the company's philosophy.
Research the frequently asked questions they usually ask in interviews and practice them in front of the mirror or in front of a friend or family and prepare questions to ask at the interview. Although everything about the position has been explained to you, it is important to ask at least one question to show interest in the company.
Send a thank you message
One thing most people don't do is follow up with the interviewer after the interview is over. For this reason, it is important to send a thank-you message after the interview and emphasize your interest in being part of the company's team, as this will help you to be better present in the employer's mind and stand out from other applicants.
29.06.2023
THE INSTITUTE FOR MARKET ECONOMICS PRESENTS THE STUDY "EDUCATION AND EMPLOYMENT: VOCATIONAL EDUCATION CORRESPONDENCE INDEX WITH THE PROFILE OF THE ECONOMY - 2023"
EDUCATION AND EMPLOYMENT: Index of the match between vocational education and the profile of the economy 2023
The full text of the study is available HERE
The main role and advantage of vocational education is to provide a direct link between learners and the labor market.
The correlation index measures the relationship between vocational education and the profile of the economy.
The index shows vocational training by sector and compares it with the distribution of the labor force in different economic activities. This makes it possible to see both the structural coincidences and the deviations in the education provided in relation to the needs of the labor market. The calculations also allow to trace the relationship between education and the labor market at the regional level.
Almost half of students will not apply what they studied for
The index of correspondence of vocational education with the profile of the economy for the country in 2023 is 53.6 points (out of a maximum of 100 points).
The study covers a graduating class of over 21,000 students who will study in the next five years in specialties from six selected sectors: agriculture, processing industry, construction, transport, hospitality and catering, and ICT. The results of the index show that probably 10 thousand of them will not do what they studied for.
Compared to last year's edition of the index, there was a decrease of 1.2 points. The reason for this lies mainly in the shrinking of admissions in majors related to the manufacturing industry, at the expense of expanded admissions in majors aimed at occupations in the field of information and communication technologies. Although this deepens the disparity, this transformation is not necessarily entirely negative.
Training continues in specialties that are not in demand on the labor market
The data show the high burden of specialties and professions that are practically not in demand, but fill places - on the one hand in already outdated and unnecessarily broad specialties (for example, in agricultural disciplines), and on the other, in those with relatively low training costs (for example, in the hotel and restaurant industry).
However, recent years have generally seen an expansion of vocational education enrollments in ICT fields at the expense of the previously highly prevalent training in the agriculture and hospitality sectors. There is also the emergence and increase in popularity of some new specialties responding to the transformation of the structure of the economy and the development of technology such as "Electric Vehicle Technicians" and "E-Commerce Organizers".
The regions are presented differently - in the capital, the compliance is the highest
Data at the district level provide an even clearer picture of the match between vocational education and the profile of the economy.
The capital has the highest score - 67.3 points, and the Lovech region - 36.4 points - the lowest. The first place of Sofia (the capital) is determined by the high share of both those studying for the PPK and those employed in the ICT sector, and together with that - the low share of those studying and employed in agriculture. The capital retains its first place from the previous edition of the index. The last place of the Lovech district is due to the fact that it is the district with the highest share of students in specialties aimed at the hotel and restaurant sector (almost double the average share in the country) with a relatively low share of those employed in this economic activity in the field.
Flexible education, dual training and professional guidance are needed
The negative effects of mismatches between what is taught and the profile of the economy can be reduced by more general education in a school environment at the expense of specific training in specialties for the full course of education. Thus, for example, highly specialized subjects from the initial courses of vocational education could be replaced to some extent by language and technological training, as well as by the acquisition of soft skills that increase the chances of employment.
An important aspect in vocational education and training is the continued expansion of the scope of dual training. Work-based learning while still in school will also increase the employability and attractiveness of vocational education because of stronger practical skills (relatively less need for training at the start of the working career at the first employer after secondary education) and the possibility to remain in work at the place of study. At the same time, the widespread application of dual education will naturally increase the correspondence between the specialties offered and the profile of the local economy. This approach should be complemented by the possibility of transfer between professions, as well as by mandatory professional orientation of students.
28.06.2023
HOW TO WORK WITH RECRUITMENT AGENCIES
When looking for work, the approaches are to do it on your own or through an intermediary.
Companies offering recruitment services can only operate with a valid license issued by the Employment Agency.
Recruitment agencies work for the benefit of their clients and they are the only ones who can receive remuneration for their services.
In other words, headhunters and agents are not career counselors and will not simply find you a job - they are motivated by the commission they will receive on placement, which the employer will pay them. In order to be profitable, recruitment agencies usually work on a large number of positions and the volume of applicant flow that passes through them is not small.
Unfortunately or happily, in Bulgaria it is illegal to make money from candidates for finding them a job. Of course, there are agencies that circumvent this through various techniques - fees for registration, for document processing, for a photo, for logistical support, for obtaining a visa. They, of course, do not guarantee finding a job and their goal is to accumulate as many candidates as possible in their registers.
Recruitment agents should not be confused with the profession of "career consultant", who are professionals who assist their clients - job seekers - in choosing a profession, making decisions and career development. A career consultant does not actually have the right to recommend a candidate for a job and ask him for money for it. However, he can advise him where to apply himself and how to present himself in general and precisely in this case. Help him to assess his strengths and weaknesses, analysis of the labor market, comment on specific companies, draw him an action plan, connect him with agencies, etc.
Consultant agents - selection specialists and headhunters
These professionals are also called "recruiters" from the English word recruitment, which literally translates to "recruit".
All of them work for the employer's account and for the benefit of the employer, but at the same time they provide career counseling and candidates as part of the process and good practice in their work.
Some agencies specialize in certain areas: industries or type of positions. For example in information technology or marketing and sales.
The other choice to make is the level at which given agencies operate: low, expert, middle, or top management. Don't waste your time looking for a job as an administrative assistant at an agency looking for managers. You may be interested in global players who, through their local office, can provide you with opportunities beyond the country and elsewhere in the world. In order to work in this context, it is good to understand the differences between different agencies and approach accordingly.
The best source for this is the agency's company website, where you can see what positions they are currently working for and cross-check them with their profile.
Here are some concrete practical tips for selecting and working with a recruitment agency:
It is quite likely that you will also come across an incompetent or biased agent who does not want to represent you for subjective reasons about a given position. Keep in mind that there may be things you don't know about and he has no way of telling you.
Usually, the decision to call you is based on a 10-second glance at your resume. This is not necessarily due to carelessness. Some recruiters develop skills to extract the information they need in seconds. But just in case, provide yourself with a short essence of what is most important to you at the very beginning, which catches the eye immediately.
For example:
40 years, MBA, 15 years Operations director in the production of fast moving goods, excellent English. In general, avoid words like "dynamic," "people-oriented," "team player," etc. No one reads them. Stick to facts, not adjectives.
"You are not performing well."
Based on your clothing, mannerisms, the way you speak and present yourself, an agent may decide not to introduce you to their client. He is careful not to introduce people the client might not like on a personal level, judging by his judgment of the employer's preferences and even hunches. Although only one candidate will be hired in the end, it's a good idea to only present those that he would get good feedback on. In this way, the client will be more satisfied with the options and the fact that his time is not wasted, and with a successful appointment, he will give more work to the agent. Recruiting is part science, part art.
If you're invited for an interview, then the agent has judged that you can "technically" do the job - that's the "science part". Your motivation, attitude, and presentation are the “art.” Once you've landed an interview, focus on these three art forms to impress the agent and make him want to work with you.
"You are not competitive in the context of the current job market."
The fact is, there is no substitute for a good solid education if you want to pursue a career in the knowledge economy. The good news is that there are already cheaper alternatives to Harvard and Cambridge that are of excellent quality.
Online courses and distance learning programs are now well received, and those making the decision to hire you care less and less where your degree came from. In addition to this, there are quite a few intensive and short (e.g. 14 days) management education programs (also called mini MBAs) organized by the Ivy League universities, which can increase the authority of your profile. In Bulgaria, there are also quite a few opportunities, such as online and distance courses.
The term "lifelong learning" is gaining more and more popularity and content in career management.
If you want to be competitive in the coming decades no matter how old you are, roll up your sleeves and sharpen your pencils.
"I probably won't be able to get you a job."
You will be invited to an interview only if there is something specific - an open position with a specific client. Agents avoid meeting just like that because if they do, they won't be able to do their other work. There must be an occasion. To fill a position, a consultant looks at sometimes hundreds of CVs, talks on the phone with about twenty candidates and meets with no more than 10. Finally, he presents the client with a short list of 3-4. Of these, only one will be hired, so if you are invited to a meeting, your chance is roughly 1 in 10. If you are introduced to the client: 1 in 3 or 4. Some agents, mostly headhunters, might invite you to interview and without having anything concrete, try to "sell" you to some client proactively. There the chance is even smaller. In short, although quite a few positions go through the agents, the statistics show that the odds are against you.
"I'm not going to tell you why you were rejected."
It is possible for an agent to introduce a candidate more than once to different clients, but they are unlikely to want to introduce a candidate a third time if they have been rejected twice. Unfortunately, it's quite possible that you'll never be able to learn from your mistake because you won't be told exactly what the cause was. The customer may have told the agent that you are a "horse with lids", "stuffy", "in a bad suit" or... "with bad breath", but this will not be conveyed directly to you. You may hear veiled and general variations, but some things cannot be shared openly. This is partly because it is very difficult to tell the truth to someone's face when they are.
In order to still have real feedback to draw on in the future, if you've been turned down multiple times and get vague general explanations, put down the shield of pride and insist on an open conversation. Ask former coworkers, bosses, or other agents you've worked with. And take their comments as a man and don't be offended.
"You are the missing 'filler' on the shortlist."
Most clients require a minimum of three candidates to be presented to them. If the agent has only two, it looks for one more to meet the expectation. No wonder you are that "outsider" or "let's see if this one doesn't somehow pass" candidate.
Be realistic and beware of positions that sound too good to be true. Research is your responsibility.
No one cares about your career more than yourself.
28.06.2023
THERE ARE FOUR PRIORITY AREAS IN THE SKILLS STRATEGY IN BULGARIA, ACCORDING TO AN OECD REPORT
There are four priority areas in the skills strategy in Bulgaria, says a report on the subject of the Organization for Economic Cooperation and Development. The document was presented at the House of Europe in the presence of the Minister of Education and Science Prof. Galin Tsokov and the Minister of Innovation and Growth Milena Stoycheva.
The priority areas relate to improving the skills of young people, improving the skills of adults, making effective use of skills in the labor market and the workplace and improving the management of the skills system.
"Most people think of 'skills' as technical and vocational skills related to a particular career activity, but in fact it's all the skills an individual in a country needs to develop their economic and social ambitions," commented Andrew Bell, Team Leader of the Organization for Economic Co-operation and Development's Skills Strategy Project. He said that the report describes a total of 40 recommendations related to the development of skills in the country.
"Today we live in a post-pandemic world. A world of nascent industry 5.0, which places its emphasis not only on the economic result, but above all on the human factor, on the possibility of development and well-being of people in society", said during the presentation of the report the Minister of Education and Science prof. Galin Tsokov. According to him, in this post-pandemic world, there is a rapid development of the labor market, which is again related to Industry 5.0.
Prof. Tsokov cites research carried out four years ago in Great Britain, according to which about 60 percent of children who were then in first grade will pursue professions that do not yet exist. The minister pointed out that according to futurologists, in the future, people will perform an average of five to six professions in their daily work.
"This is a huge challenge for modern education systems, and it is not for nothing that in recent months there has been more and more talk about education 5.0. An education that connects the successes and constant development of modern technologies, including artificial intelligence, the Internet of Things, augmented and virtual reality, with the personal development and well-being of students and teachers,” he said. According to him, this is a new concept of educational practices that brings to the fore personalized learning, the personal development of children and their strengths, and the building of skills on the basis of which they will be ready for life in a dynamically changing society.
In this sense, the report presented by colleagues from the Organization for Economic Cooperation and Development is a very important strategic and visionary document, commented the Minister of Education. He added that the report reveals important messages and opportunities for transforming the education system.
We live in a time that we could easily call a "knowledge economy" time, commented the Minister of Innovation and Growth Milena Stoycheva during the presentation of the report.
According to her, the key skills of today are the skills related to the rapid development of technology, along with those to acquire knowledge of critical and analytical thinking. "These are skills that should be developed in every adolescent," she said.
The Ministry of Innovation and Growth believes that the work done so far and the prepared report on the skills strategy within the first phase of the project is a step in the right direction, Stoycheva pointed out. According to her, the priority for the department she leads is the improvement of the overall environment for the development of skills and high-tech human resources in all thematic areas for intelligent specialization.
Skills are at the heart of labor market policies more than ever. Skills are at the heart of the development of new policies in the Ministry of Labor and Social Policy. This was commented by Nataliya Efremova from MLSP and national coordinator of the European Year of Skills. According to her, students are armed with digital skills, but when it comes to adults, the statistics for Bulgaria are still alarming. Efremova added that only 30 percent of the working-age population, between 16 and 70, has developed basic digital skills.
In the year of skills and in the times of so many crises that have passed both in Bulgaria and in Europe, the luxury of being able to talk about skills and the future is great because it gives us some horizon ahead, said the chairman of the Economic and Social Council of Republic of Bulgaria Zornitsa Rusinova. I think this topic should increasingly be part of the general conversation of our society, she added.
27.06.2023
WHAT SCHOLARSHIP IS GIVEN TO THE UNEMPLOYED WHILE STUDYING
Unemployed persons enrolled in training for adults, organized by the Employment Agency, are paid scholarships. The amount of the scholarships is determined every year in the National Employment Action Plan, the agency specifies.
Until the adoption of the National Employment Action Plan for 2023, this amount is BGN 10 for each day of attendance. Funds for scholarships are paid by the territorial division of the Employment Agency ("Labour Office" Directorate), where the unemployed person is registered, based on a document issued by the training institution certifying the days of attendance at classes.
Completed professional training with the acquisition of a degree of professional qualification is certified by a Certificate of professional qualification. For completed training in professions, the exercise of which requires legal capacity, including for the exercise of regulated professions, a Certificate of Legal Capacity is issued.
A Vocational Training Certificate is issued for completed vocational training to acquire a qualification in a part of the profession.
Information on all training courses conducted by the State Enterprise "Bulgarian-German Vocational Training Center" can be obtained from the labor brokers in the "Labor Office" Directorates throughout the country, as well as on the official website of the State Enterprise " Bulgarian-German Vocational Training Center", at https://www.bgcpo.bg.
The labor offices display on their information boards a set of materials for the planned trainings of the unemployed and the specialization of the training branches, including an up-to-date schedule for their implementation.
