Your EPICS Journey

Many jobs offer opportunities for on-the-job learning and upward mobility. It’s important to note that while these jobs may not require specific vocational training or a college degree, they still require hard work, reliability, and a willingness to learn and grow on the job. 

Here are some examples:

1.         Sales: It is common for retail stores to hire sales associates and cashiers with a high school diploma. Many sales jobs offer the opportunity for entry-level positions that provide on-the-job training and a clear path to advancement. In many sales roles, you can start as an entry-level sales representative and work your way up to a sales manager or even a sales director. Sales roles typically offer commission or bonus-based compensation, which can motivate you to continue to improve your skills and performance.

2.         Customer service: Customer service representatives often can learn about the company’s products and services while on the job and can work their way up to more advanced positions within the company. Call centers and customer service departments often hire people with good communication skills, even if they don’t have specific experience or training.

3.         Manufacturing and production: many manufacturing and warehouse jobs, such as assembly line workers, and order-pickers, do not require a college degree or skill set. Many manufacturing and production jobs offer entry-level employees training programs and opportunities for advancement into supervisory roles. 

4.         Construction: Construction jobs, such as carpentry, plumbing, and electrical work, often provide on-the-job training and opportunities for advancement as workers gain experience. Construction is an industry where you can learn on the job and advance through the ranks. Starting as a laborer, you can learn the ropes and work your way up to becoming a skilled 

tradesperson or a project manager.

5.         Healthcare: Many healthcare jobs, such as nursing assistants and medical assistants, offer on-the-job training and opportunities for career advancement. In healthcare, you can start as a medical or nursing assistant and work your way up to a registered nurse or physician’s assistant. The healthcare industry values ongoing education and professional development, so there are many opportunities to learn and grow.

6.         Information technology: IT jobs, such as help desk support or network technician, often provide on-the-job training and opportunities for advancement into more specialized roles within the company. The field of information technology is constantly evolving, so there are many opportunities to learn and advance in this industry. You can start as a help desk technician and work your way up to a network administrator, system analyst, or even a chief technology officer.

7.         Hospitality: The hospitality industry offers many opportunities for on-the-job learning and advancement, including roles in hotel management, event planning, and food and beverage service. For example, In the hospitality industry, you can start as a front desk agent or a server and work your way up to a supervisor, manager, or even a director of operations. This industry values people skills and customer service, so if you enjoy working with people and are willing to learn, there is ample opportunity for advancement.

8.         Landscaping and Groundskeeping: Landscaping companies and groundskeepers typically look for physically fit individuals who can work outdoors.

9.         Security Services: Security companies hire people for positions like security guards and event staff, which usually only require a high school diploma.

10.       Cleaning Services: Companies that provide cleaning services for homes and offices always need employees, and often require little to no prior experience.

In general, any job that offers a clear career path and opportunities for advancement can be a good option for someone who wants to learn as they go and move up in their career. It’s important to be open to new opportunities, take the initiative, and seek additional training and education when possible, to maximize your potential for advancement.

Possible challenges associated with applying for jobs today, staying positive and focusing on your goals is important. You can increase your chances of success by highlighting your strengths and qualifications, networking with others in your industry being persistent in your job search.

1. Competition: With many people looking for jobs, competition for open positions can be intense. This means that job seekers need to work harder to stand out from the crowd and demonstrate their value to potential employers. There are typically more applicants for each job than ever before, thanks to the ease of online job applications and the increasing number of people with college degrees and other qualifications.

2. IT skills: Many jobs now require a level of technical proficiency that some people may not have, particularly those who didn’t grow up using computers or smartphones. Technology has also changed the job application process, and many companies now use applicant tracking systems (ATS) to screen resumes. This means that job seekers need to know how to optimize their resumes for ATS and ensure that they include the right keywords to get noticed.

3. Lack of experience: It can be challenging to gain work experience when you’re just starting out in your career. This can be a challenge for those in the 25-35 age range and may be competing against younger, less experienced candidates. Some job postings may require a certain number of years of experience, making it difficult for recent graduates or those transitioning to a new industry. Job seekers need to find ways to highlight their relevant skills and experience, even if they don’t meet all the requirements listed in the job posting.

4. Age bias: Unfortunately, some employers may be biased against hiring candidates perceived as “too old” or “too young.” This can be challenging for those in the 25-35 age range, who may be seen as too inexperienced or not yet established in their careers.

5. Flexibility: Many jobs now require employees to be flexible regarding their hours and work locations. This can be a challenge for those with families or other obligations, particularly if they are applying for jobs that require long hours or frequent travel.

6. Skills gap: With the rapid pace of technological change, some industries may require skills that were not taught in school or previous work experience. This means that job seekers may need additional education or training to fill these skill gaps.

7. Remote work: Many companies have shifted to remote work with the pandemic. While this offers more flexibility, it also requires different skills and work habits. Job seekers need to know how to work effectively from home and demonstrate that they have the skills needed to succeed in a remote environment.

8. Soft skills: Employers are looking for candidates with strong soft skills, like communication, teamwork, and problem-solving. These skills can be difficult to acquire and can be challenging to demonstrate in a job application.

9. Work-life balance: Many younger job seekers prioritize work-life balance and may seek jobs with flexible schedules or remote work options. However, not all employers can accommodate these preferences, making finding a job that meets their needs difficult.

Why is employee engagement so important?

Raising engagement can improve your company in areas such as productivity, health and safety, customer satisfaction and employee wellbeing, and turnover rate.

Here are three ways to be involved with your employees. 

1. Recognize a Job Well Done- This isn’t “everyone gets a trophy,” but recognizing a job well done and letting the employee or team know it goes a long way.  When we feel valued, we feel good about ourselves, we are more productive, and we tend to become more attentive to our work and the people we contact.

2. Make sure Employees are Challenged- Boredom is one of the main reasons a person will quit their job. Offering courses that teach a new skill or would like to advance in the company?

3. Be Intentional and Aware – Be genuine when interacting with your employees or colleagues. Take time to inquire about one’s family or a personal event. Noticing when there is a change in behavior can indicate a greater problem. A sincere inquiry makes your employees feel a part of a work family rather than apart or a number. Offering wellness programs, such as healthier habits, safer work practices, and learning opportunities, can aid in work performance and personal well-being. 

Whether you’re exploring potential first jobs, preparing for a career change, or making some lifestyle changes, the EPICS assessment can provide meaningful guidance. We use intuition, brain science, and innovative strategies crafted by your responses and unique Holland code. EPICS offers practical insights intended to steer you toward professional success and personal fulfillment!

“The great resignation, also now being called the great transition (fast company.com) has some great insight into what employees are looking for and employers need to do.”

res·ig·na·tion| ˌrezəɡˈnāSH(ə)n | noun 1 an act of retiring or giving up a position: he announced his resignation.  2 the acceptance of something undesirable but inevitable: a shrug of resignation. 

tran·si·tion| tranˈziSH(ə)n, tranˈsiSH(ə)n | noun the process or a period of changing from one state or condition to another: students in transition from one program to another | a transition to multiparty democracy

al·ter·a·tion| ˌôltəˈrāSH(ə)n | noun the action or process of altering or being altered: alterations had to be made

al·ter| ˈôltər | verb change or cause to change in character or composition, typically in a comparatively small but significant way: 

I’m renaming this movement “the great alteration.” When I alter a skirt, it is because I have outgrown it somehow. It needs to be adjusted, remodeled, rearranged, restyled and tweaked to fit me. I could go on and on and on. Companies began their great alteration years ago by trimming down excess expenses, altering job descriptions, eliminating positions, and adding more responsibility to those remaining positions. It is about time the workforce begins to alter the workplace parameters to meet 21st-century needs. The workforce isn’t transitioning; it is altering the way we work.

There is no great resignation or transition for the newest generation of workers. Ten years ago, companies started changing the way they treated their employees. The new workforce never experienced what was traditional or transitional. For example, when I started work over 30 years ago, I was told I’d have a pension, pay raises, vacation, and sick time benefits.

Over ten years ago, my company froze the pension, started making us pay for healthcare, reduced our vacation time and sick time accrual, added to our workload, and reduced staffing… and it goes on and on with each new contract. Once upon a time, a company took care of its employees in the United States. I believe it was part of the American Dream. Now it is a transaction.  Today our new talent is signing up for a job expecting to spend only 2 to 3 years with a company before moving on. They know there is no pension or golden handshake at the end of their career. Instead, they make adjustments or move on to other more fulfilling, challenging, and probably more financially lucrative opportunities.

Recently, we’ve seen the introduction of a new type of workforce – the “gig workers” (e.g., Uber, Fiverr, and contract workers). In this environment, gig workers may take two or three different part-time jobs to create a schedule that works for them. Why do it? Flexibility and hours, the time(s) and day(s) they can work, and whether they can work from home or remotely because of personal responsibilities or a lifestyle. It’s convenient for both workers and employers. It gives workers the ability and freedom to make their own schedules and work as much or as little as they want and relieves the “buyer” of paying for workers’ compensation.

Today, our new workforce puts emphasis on things like flexibility, remote working, a company’s values, and benefits. By the way – benefits are not just health insurance and sick time anymore. It’s personal days, maternal/paternal/family leaves, and not being punished for taking a day off because your child is celebrating an important event. It also recognizes a need to address mental health as a legitimate reason to take time off and value the inclusivity of others’ needs.

This is not to say that all companies and work fields will be remote or have a rapid turnover in help. There will always be a need to keep top-caliber workers in a company. For these positions, salaries, “traditional” benefits, and perks will be negotiated to include cost-of-living raises and workplace quality. But with the growing gig economy and accessibility to information everywhere, workplaces will have to begin to offer amenities that entice a worker to come into the office. They will need to recognize the time it takes to commute to work, especially now that travel time has increased with population growth. Traditional workspaces are transforming to provide greater ease of work/life balance for employees. Kitchen areas with snacks and beverage bars, dry cleaning services, daycare, quiet rooms, and scheduling hybrid work locations are becoming more prevalent.

Who knows exactly what our new altered workplace and positions will look like 5 or 10 years from now? As a career coach, I advise my clients to find a career pathway and/or job that first aligns with their personality and strengths. Second, I ask them to identify an environment where they can be productive, feel comfortable and safe in the space, accommodate the commute time, and enjoy company culture. Then a work/life balance needs to be addressed. These activities address personal and professional needs, family, and skills. Work is the second largest activity in our lifetime – doesn’t it make sense to be at the right job and be appreciated for it?

Professional success can be defined in many ways and can vary from person to person based on individual goals and values. In short, professional success can be described as achieving one career objectives and attaining a level of satisfaction and fulfillment in their work.

1. Identify your passions and interests: Take the time to explore them and consider how to integrate them into your work and personal life.

2. Set meaningful goals: Set realistic goals for your personal and professional life. These goals can help provide direction and purpose and keep you motivated.

3. Develop a positive mindset: Cultivate a positive mindset by focusing on what you are grateful for, practicing self-care, and surrounding yourself with supportive and positive people.

4. Build positive relationships: Build positive relationships with colleagues, friends, and family. These relationships can help provide emotional support and a sense of community.

5. Learn and grow: Continuously learn and grow professionally and personally. Take courses, read books, attend workshops or seminars, and seek out personal and professional development opportunities.

6. Practice mindfulness: Practice mindfulness by being present and fully engaged in the moment, and cultivating awareness of your thoughts, feelings, and actions.

7. Find purpose and meaning: Find purpose and meaning in your work and personal life. This can involve identifying your values, contributing to the greater good, or positively impacting others.

8. Pursue work-life balance: Strive for work-life balance by setting boundaries, managing your time effectively, and prioritizing self-care and personal relationships.

9. Give back: Find ways to give back to your community, whether through volunteering, donating to charity, or supporting causes that are important to you.

10. Celebrate your successes: Take the time to celebrate your successes, no matter how small. Acknowledge your accomplishments and credit yourself for the hard work and effort you put in.

for recent graduates may vary depending on the individual’s interests, skills, and education.

Here are some typical entry-level jobs that recent graduates can consider:

1. Administrative Assistant
2. Customer Service Representative
3. Sales Representative
4. Data Entry Clerk
5. Social Media Specialist
6. Marketing Coordinator
7. Human Resources Assistant
8. Graphic Designer
9. Web Developer
10. IT Support Specialist
11. Content Writer
12. Research Assistant
13. Accounting Assistant
14. Financial Analyst
15. Project Coordinator
16. Event Coordinator
17. Public Relations Assistant
18. Legal Assistant
19. Teaching Assistant
20. Personal Assistant

It’s important to note that these are just some examples, and there may be other entry-level jobs that are better suited to a particular individual’s skills and interests. Recent graduates must consider their strengths and passions when searching for their first job.