Building an in-depth profile with the jobseeker

Overview

Building an in-depth profile, also called a vocational profile, is a process of gathering detailed information about a person in order to help them find employment. It’s about discovering their interests, goals, strengths and preferences.² It can also help identify a person’s ‘conditions for success’ – things that are ‘non-negotiables’ when it comes to ideal work settings.³ 

The profile is best developed through a partnership approach. A good practice approach is for the person to work with an employment specialist to gather the right information in a strengths-based way, focusing on what the person enjoys and what they can do. The aim is to build a clear picture of the jobseeker’s interests, strengths, needs and the conditions they need to succeed at work. This is not just a paper exercise – information can come from conversations, observations, activities and input from the person’s support network. ⁴

When vocational profiling is undertaken with people who may have higher employment support needs, such as people with intellectual disability, it usually happens over several sessions and by seeing the person in different settings where possible. For example, it can be very informative to accompany the person out of the office to get a coffee, to observe how they interact with people and navigate the world.⁵  For most other jobseekers however, this form of observation may not be possible and may also breach privacy laws. A good rule of thumb therefore is to focus on building trust and rapport so that the person feels comfortable talking about what work they are able to do and what their preferences are.

A vocational profile can also be updated as more is learned about the person, for example, through job tasters or work experience.⁶

There are three types of information gathered in any vocational assessment:

1. Interests and goals
   What kind of work does the person enjoy? What motivates them? What tasks and activities excite them the most?
2. Skills and strengths
   What abilities and talents does the person bring to the workplace? What social, learning or work skills can help them succeed? Are there any challenges that require specific attention to make success easier?
3. Support and environment
   What support does the person already have, and what extra help might allow them to reach their potential? What is their preferred learning style? Communication preferences?  What type of work setting would allow them to succeed and grow? What are their transport options? Do they have personal connections that might lead to work opportunities? ⁷

Once the vocational assessment is completed, an ‘employment action plan’ [link to resource] (or similar) then captures the actions required to secure a job, including which employers and jobs to target. Vocational assessment results can also be used to update goals in an Inclusive Employment Australia or Workforce Australia job plan if the person has one.

Key strategies for success

Key strategies when developing a vocational profile include:

• Understanding that a person’s skills and experience will shape their job support needs and will also shape the best assessment approach. For people who will need substantial support to gain work, their vocational profile is likely to be very detailed. For example:
  • a young person with intellectual disability and little or no work experience may need more time, hands-on activities and observation in familiar places like home or their local community.
  • a person with an acquired disability who has worked before may need support to identify their transferable skills and new workplace needs.
• Employment service providers can use a range of tools and methods to gather this information and may keep a few in their employment support ‘toolkit’. Whatever the approach, the goal is always the same: a deep, person-centred understanding that supports the delivery of personalised assistance and a strong job match.