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| How to Search for the Perfect Job - While in Recovery |
| Feature Articles - Cultural | |
| Monday, 30 September 2002 | |
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“Intel misses estimates, plans 4,000 job cuts. … The markets remain volatile, ignoring Greenspan’s upbeat outlook on economy. … Bush resists taking new economic steps. … Is uncertainty the only thing that is certain?” All of these news headlines reflect the economic downturn the country continues to be immersed in month after month. For the average person who is not in recovery or experiencing an addiction problem, the present state of the economy may be described as “tough” at best. However, for the individual battling addiction in recovery, it can be devastating. The importance of re-integrating recovering individuals back into the workplace cannot be overemphasized. For example, in a recent study, Florida reported a 76 percent increase in employment after treatment, and California reported a 60 percent increase. A Kansas State University study revealed that after treatment, average monthly incomes increased 33 times and the number of days worked were 50 percent greater than in the month before treatment (U.S. Department of Labor, 2002). When the individual in recovery benefits, so does the family and society as a whole. There is a definite a link between positive physical and mental health, and employment (Ross & Mirowsky, 1995). Current research suggests that appropriate employment can promote and maintain good health. William Steiniger, PhD, an addiction specialist with 29 years of experience who is presently the managing director of the Desert Canyon Treatment Center in Sedona, Arizona, comments that during the past two years alone, 25 percent of chemically dependent individuals he sees have career-related issues that have contributed to their addiction - and the trend is increasing (Steiniger, 2001). When are they ready? One of the biggest problems facing the addiction treatment professional is the fact the client population is not a homogenous population, therefore the barriers to employment will vary. As Dr. Steiniger states, “Clients must be free from the effects of detox and acclimated to their new setting before they have the necessary clarity to tackle a career assessment. The second week of addiction treatment, usually after detoxification, or other physical problems have been addressed, is an ideal time to begin” (Steiniger, 2001). Individuals need to be carefully assessed to determine the type and level of support required (Brown, 2001). Evaluation must determine whether the client is ready for: •education •supported employment •voluntary work •open market employment •a combination of these options. Most individuals will fall into three broad categories (Brown, 2001): •clients who are (or are almost) job ready. •clients who are not job ready at the moment, but have the potential to be with some support. •clients with multiple problems, including co-occurring disorders (employment is not s short- or medium-term possibility). Potential vulnerabilities – especially when addressing problems of low self-esteem and the possibility of relapse – made most addiction treatment professionals anxious about exposing their clients to failure. Indeed, there may be dangers in moving too quickly during a fragile process. Information on best practice in helping the most disadvantaged access employment suggests (Brown, 2001): 1. Set high expectations for success: The most successful programs are those in which staff believes that the participants can succeed and convey that expectation from the onset of program participation. 2. Focus on strengths, skills, and interests, rather than on barriers. Staff/counselor should help participants identify their assets and interests. They should consider not whether individuals can succeed, but what employment goals they can realistically pursue and what support they need to achieve them. Dr. Steiniger suggests, “Testing starts by assessing the two key predictors for career success, namely, motivational patterns (interests) and personality dynamics (traits). Careful explanation and review of these dynamics with the client should require approximately 1.5 to 2 hours. After this process, clients can begin to assess their skills and abilities through a work autobiography and use of tools (see references at end of article), such as a workbook by Richard Bolles” (Steiniger, 2001). Breaking the barriers Clients with substance abuse problems may face a wide range of barriers to employment. These include (Brown, 2001; Fletcher et al., 1998; Randall & Brown, 1999): •lack of skills •low self-esteem •few work-related qualifications •poor previous experiences of employment and training •a range of social problems •mental and physical health problems •criminal records While these are all viable concerns, certain groups may have additional barriers to employment. For instance, women may find they have problems finding or affording childcare or may be reluctant to admit to drug use for fear of losing custody of their children. They may also have problems with prostitution and the health problems associated with such activity (AIDS, Hepatitis C, etc.). Many IV drug users, both male and female, may suffer health problems that hinder employment, such as low body weight, abscesses, and poor general health. Disclosure issues may present themselves at the recruitment stage particularly concerning a criminal record rather than history of drug use. These are all serious issues which cannot be properly addressed in the body of this article, but rather they must be solved as individual problems on a case-by-case basis. Career counseling can only hope to give a person in recovery an introspective look into themselves, and thereby help them discover a meaningful purpose for being. Twenty-five years ago, Dr. Steiniger developed “The Career and Life System,” a list of strategies for attaining satisfaction in one’s career and an understanding of what might be their true purpose. The addiction treatment professional hoping to help clients assimilate back into the workplace might find them useful. Dr. Steiniger believes “When key components of this system are used within a behavioral health counseling program or chemical dependency treatment center, these strategies help build both focus and commitment” (Steiniger, 2001). His key career and life-changing strategies are: Use Successful Models. Prove that success is no accident! Role models can teach clients how to understand, discover, and apply key principles to life and to learn how others have attained success in their lives and careers. This will save the client’s time, money, and effort by modeling success in reaching career goals. The Path of Least Resistance by Robert Fritz, Unlimited Power and Awaken the Giant Within by Tony Robbins, and Guerrilla Tactics in the Job Market by Tom Jackson contain positive models. Tony Robbins has said, “Success is the on-going process of striving to become more.” Build Awareness. Help clients become more aware of themselves and the issues that may affect their potential. There are more than 160 current therapies that assist individuals in better understanding of how conflicts, stress, and personal concerns can be addressed effectively. Neuro-linguistic programming, based on the realization that we create much of our experience by the specific ways that we see, hear and feel things in our minds and body, is one of these systems. A good book as an introduction to NLP is Heart of the Mind by Connirae and Steve Andreas (visit on the Web www.nlpcomprehensive.com/products/nlp/nlp-028.html). Define Your Personal Model. What is the personal career model that clients are using? Help them identify their skills, abilities, aptitudes, traits, and other key elements. The ability to market themselves effectively is directly related to their marketable skills, abilities, and experience. Having an accurate assessment of their potential creates action and momentum. Explore Options. Explore thousands of career possibilities and assist clients in making the best decision about careers. Maybe they should move from purchasing to the new opening in marketing. Help them discover what is available in any area that has particular suitability and attraction for them. Do Market Research. Teach clients how to research the job market, develop a network and build a bridge toward a new career. The library and the Internet can play integral parts in identifying organizations and people who should be targeted. Also, remember that a person who is knowledgeable about a field can make the difference in getting the most up-to-date information quickly. Find the Right Position. Teach clients the proven strategies for job hunting and steps to make them work. Although artists, actors, and singers have agents, most workers have only themselves to depend on for marketing and selling their skills. There is a definite methodology in making contact and networking for a new position. Also know that 80-85 percent of the better paying jobs are not advertised, and research by Bolles indicates that it takes 1,470 resumes mailed out to secure the offer of a job (which is much easier these days with e-mail)! Create a Successful Career Image. Make sure the client understands how to make the best impression by using the three key elements of dress, body language, and speech. The number-one reason for rejection in an interview is appearance or presentation. The Career Development Journal states that 60 percent of all résumés are primarily judged by how they look instead of their actual content! In face-to-face situations, experts such as Robbins have determined that 90 percent of all communication is non-verbal. Furthermore, according to John Malloy, author of Dress for Success and Live for Success, recruiters can usually make up their minds about a candidate within the first minute of an interview. Build Rapport and Communication. All clients must develop the rapport and communication skills necessary to work with prospective employers. Research by Melvin Thompson, author of “Why Should I Hire You?” indicates that employers want prospective employees to have some basic qualifications, but they must also like them personally. The more the applicant can adapt his or her experience, skills and abilities to the interviewer’s mental image of the job, the better chance there exists of being hired. Ask For and Get Support. Strong support systems help everyone create the wanted results. Help your client seek out others who are engaged in the same activity and develop a network of contacts in the field who will provide the opportunity to ultimately support the client’s vision and potential (Steiniger, 2001). References Brown, Amy. (2001). Beyond Work First – a How to Guide. MDRC 2001. Retrieved 7/19/02 from www.mdrc.org/Reports2001/HardtoServe/MDRCHow-ToHardtoEmploy.pdf Fletcher, D.R., Woodhill, D., Heerington, A. (1998). Building bridges into employment and training for ex-offenders. Retrieved 7/19/02 from www.jrf.org.uk/knowledge/findings/socialpolicy/spr628.aspRandall, G. & Brown, S. (1999). Ending exclusion: employment and training schemes for homeless young people. Retrieved 7/19/02 from www.jrf.org.uk/knowledge/findings/housing/6139.aspRoss, C. & Mirowsky, J. (1995). Does employment affect health? Journal of Health and Social Behaviour, 36: 230-43.Steiniger, William. (2001). Setting Career Goals Helps Addiction Treatment. Retrieved 7/20/02 from www.addictionrecov.org/paradigm/P_PR_W01/dept_perspective.htmU.S. Department of Labor. (2002) Working Partners: Welfare and Workforce Development. Retrieved 7/19/02 from www.dol.gov/asp/programs/drugs/workingpartners/wtw/sab-success.htm              |
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