| Although technology mandates advanced methods for | | | | perception of the barrier. This factor, seeing a situation |
| a job search that may not have been used 15 or 20 | | | | from both sides of the coin so to speak, is part of |
| years ago, there are still some basic principles that | | | | what makes this book such a great resource. |
| remain timeless. Many books and resources agree on | | | | Half of the book includes an Encyclopedia of Barriers, |
| the proper attire, methods of answering questions, and | | | | arranged alphabetically, and how to conquer those |
| other things critical for a successful job interview. | | | | barriers. The authors state, "The only barriers which |
| But one book, while written in the 1990s, still provides | | | | cannot be solved are those which you do not take the |
| exceptional insights into overcoming barriers to | | | | time to address, or those which the candidate is |
| employment. "No One is Unemployable," by Debra L. | | | | unwilling to address." |
| Angel & Elisabeth E. Harney, WorkNet Publications, | | | | Proactive Methods to Conquer Employment Barriers |
| Hacienda Heights, California, (1997), pp. 274, ISBN: | | | | In more than 150 pages of the book, this section |
| 0-957057-0-6. | | | | identifies barriers to employment, the employer's |
| Job Clubs Help | | | | concern as well as the candidate's concern with that |
| Job clubs are a great way of transitioning through the | | | | barrier, suggests proactive methods to address the |
| stages of unemployment. As more job clubs are | | | | barrier, and cross-references other barriers of similar |
| formed across the nation, job seekers have the | | | | topics to learn from. There are also mini case studies |
| opportunity of getting expert help with job search skills | | | | of candidates' experiences in overcoming these |
| and practice their networking techniques on a regular | | | | barriers. |
| basis. If you facilitate a job club, or if you are a job | | | | Through the use of examples, every type of situation |
| seeker looking for help with your next job, this book | | | | from A to Z is discussed - candidates who are |
| would be a good resource to use. | | | | homeless, gang members, convicted felons, |
| This book is written for the benefit of a job coach or | | | | overqualified professionals, displaced homemakers, and |
| career mentor, and how they can help candidates | | | | more. It also addresses physical barriers, such as |
| advance through a job search using suggested | | | | hygiene issues, disability, obesity, etc. The book also |
| scenarios. | | | | covers emotional, behavioral, and knowledge barriers. |
| On the other hand, a job seeker can quickly find | | | | The book also gives hints and tips for overcoming the |
| information pertinent to their unique situation, and how | | | | barriers while developing resumes and other marketing |
| to conquer barriers to employment based on their | | | | documents, filling out application forms, and while |
| individual circumstances. | | | | preparing for a job interview. |
| Two Sides of a Problem | | | | While this book may be dated, according to the |
| The authors outline a ten-step process for overcoming | | | | publication date, the information inside is not dated, and |
| barriers to employment. A key element of this, after | | | | is pertinent to job candidates in just about any situation, |
| identifying the barrier, is understanding the candidate's | | | | even today. |
| perception of the barrier, as well as the employer's | | | | |