Counselling and goal setting are key to job-finding success, and the EC must consider the skills and abilities of the client and refer them appropriately. There are six steps in the Toby model (Nichol, 2004): (a) self-assessment and advising, (b) assessment of essential and technical skills, (c) counselling and goal setting, (d) referral, (e) essential or technical skills training, or both, and (f) recognition (see Figure 1).
Finding a job begins with providing information and self-assessment tools. Potential workers need up-to-date labour market information that addresses the skills, knowledge, and abilities employers are asking for. The potential worker needs a chance to compare themselves to opportunities, beginning with a personal self-assessment comparative to current marketable skills.
Once individuals have decided on a career path, they need to be provided with assessments of those essential and employability skills that relate to their occupational goals. Essential skills in this model (see Figure 1) relate to the nine essential skills as defined by HRSDC (2006a) and employability skills refers to the those listed by the Conference Board of Canada (McLaughlin, 1995) and includes the key employer-requested skills such as personal management, i.e., the ability to show up on time consistently.
Once assessed, individuals need to be given their assessment results, and only then are they really ready for job counselling. Based on this information, they can be guided in making informed decisions about their learning needs. Through counselling and goal setting, they should be provided with: (a) advising services to assist in developing learning plans related to gaps in skills, knowledge, and abilities; and (b) opportunities to review their occupational goals, considering actual skill levels and the amount of personal training or education that may be required to achieve their job goal.