As a new Career Counselor, I am in the process of learning “Discovery.” I have had the opportunity of working with job seekers who have a variety of interests regarding their career fields – what they are most interested in working at, what skills and talents they currently have, and what the future might hold for them. According to The Job Developer’s Handbook, “Discovery” provides an ideal foundation for any person-centered planning approach that focuses on employment. This process identifies facets of the job seekers such as: 1) the conditions necessary for successful employment based on the job seeker’s complexities and individual preferences; 2) the job seeker’s employment interests that provide a direction to specific segments of the labor market; and, 3) the potential contributions that the job seeker might offer to employers. The starting point in learning “Discovery” begins with the individual, rather than job openings in the labor market. The strategy of “Discovery” is getting to know the job seeker – what are their interests, their talents, and their skills. Job seekers’ contributions are offered as a proposal to employers rather than have the job seeker accept random job descriptions.
Once we have gotten to know the job seeker’s interests, one of the steps in implementing “Discovery” includes the job seeker visiting an employment site they are interested in. One of the job seekers we have been working with is interested in detailing cars. We found a site in his local community that was willing to allow our job seeker the chance of performing this type of employment. As you can see from the videos, our job seeker was thoroughly delighted in having this opportunity. The job seeker experienced first-hand the requirements of this type of work – the physical demands, what chemicals to use, how much time it takes to complete one vehicle, and working with other employees at the site. A site visit also allows us to address clear needs of the employer and allows us to see the job seeker’s current capacity, potential job tasks, and what is expected to perform at work, with training, supports, and accommodations as necessary.
The use of “Discovery” is an indication that professionals are starting with the job seeker before dealing with the demands of the labor market. “Discovery” provides a powerful, essential picture of the strengths, needs, and interests within the complex life of each job seeker, especially those with significant disabilities. The concept allows the use of recognized qualitative research procedures to be used, one person at a time, while avoiding the traditional evaluation and testing tools that so often exclude persons with significant disabilities. By using this approach, we as human service professionals, are able to get beyond the surface level responses and behaviors that are often relied upon to describe the interaction between job seekers and employment professionals. Because of one employer’s willingness to work with our job seeker, he benefited in the experience of detailing vehicles, while we were blessed with the opportunity to show him that we care about him as an individual – what his interests are, where his skills and talents lie, and what his future may hold for him.
The Job Developer’s Handbook, Practical Tactics for Customized Employment, Cary Griffin, David Hammis, and Tammara Geary, 2007, Paul H. Brookes Publishing Company.
