Still only in its infancy, the GameChange initiative has shown time and time again the power of connection and collaboration in trying to address the employment system. The initiative; through its Priority Action Groups (PAGs) and Community Roundtables, provides an opportunity for those with lived-experience, jobseekers, employers, and community organisations to get to know what’s possible when seeing someone - not just on paper, but as a real person with insights, experience and wisdom. At one of the recent roundtable meetings, stakeholders from each sector of the jobs and skills system brainstormed ideas on how to make a positive difference. The insights from jobseekers in particular, highlighted how existing recruitment and job application processes can make it hard for employers, recruitment agencies and service providers to see the person standing in front of them.
Jobseeker Natalia Starakis attended one of our roundtable forums in June. With an equal seat at the table, Natalia took the opportunity to reach out and advocate for herself and other jobseekers who were being overlooked for reasons other than their capabilities and skills. She said jobseekers were
‘drowning in a recruitment system that fails to see applicants at face value or uncover their abilities and what they have to offer’.
Natalia had been out of work while; like many women, focusing on raising a family, and was looking to re-enter the workforce after 17 years. She gained employment with one company but was made redundant after a short time, which led her to reskilling as an Education Support Aide. The course helped her to recognise that she had an interest in supporting people she switched to a counselling diploma and then progressed to eventually graduating with a bachelor’s degree. However, after completing her qualifications, professional placements (at her own cost and time) failed to connect her to roles within her field of interest. Myriad reasons were given by employers for not hiring her but unfortunately, no feedback was given that would have enabled her to adjust, re-focus and build skills to meet whatever gaps she had.
It became increasingly disappointing and frustrating - Natalia was:
- moved from one employment agency to another
- had to repeat her story and provide her details over and over
- retell what she was wanting and needing to help her support her family
Some of the issues she encountered were ageism, lack of understanding from the agencies she had worked with and being overlooked because of no specific or adequate experience.
As Natalia spoke at the roundtable meeting, local Jobs Facilitator, Darrell Hewton noticed her strengths and a connection was made. They listened to each other, and Natalia was connected with a local employment provider - WISE Employment, who snapped Natalia up to work in a consultant role – Natalia would be helping people into employment.
Three months later, Natalia is enjoying her role and is valued by her employer. Her vast training in counselling has been the cornerstone of her success and she sees every day, the strengths and skills she brings to other people. Natalia is now making a real difference in the lives of the unemployed that she meets through her work at WISE employment and is supporting the local youth, women, CALD, and older unemployed people to see their own value and linking them with local employers who can support and appreciate the capabilities they have to offer.
Natalia believes her success and satisfaction in the role is recognising that her counselling skills are so needed – it’s not just about ticking boxes, it’s about making a good match and seeing the future through the eyes and the aspirations of her clients. Her skills are something that could be very beneficial if embedded into all areas of the employment sector - recognising that finding the right job is about having both employer and jobseeker actively involved and agreeable to a future. Natalia has a keen vision to see employment providers and subsequent federal or state contracts recognise that consultants in these roles need more time to connect with jobseekers. They need skills to listen, nurture, support and to develop those skills where they already exist. It’s also important to refer to local support services as well as having good links with local employers who are making time to consider new ways of working with their staff and potential staff to better support their staff and be supported as employers to offer sustainable opportunities and working conditions.
