The Guide for Starting Your Own Job Search Support Group

The other day, the founder of Neighbors helping Neighbors John Fugazzie published a post about the importance of teaming up for success in the job search process. In his article, he referenced a guide that Janice Lee Juvrud and I wrote back in 2009 to assist those interested in starting their own job search support groups.

Here then is our guide, edited from its original version. (If you would like the full version, just send me a request.) Share it with your fellow team members.

For anyone thinking about starting a local job search support group, here is your fast start guide.

The Guide for Starting a Job Search Support Group

By Janice Lee Juvrud and Terrence H. Seamon

Due to the Great Recession, an urgent goal of networking has become finding a job and helping others find a job. This has created a surge in micro-groups: small, local, neighborhood-based groups, started in many cases by people who are themselves looking for work, staffed by committed volunteers, operating on tiny or zero budgets, but with hearts overflowing with concern for others.

Knowing that many such groups are popping up like mushrooms, we gathered together the following wisdom. Think of this as a set of guidelines we know will be helpful to you when you decide to start a local job search support group.

Design Team

When thinking of starting a group, chances are you are collaborating with one or more friends or colleagues. Collectively, we would call you the Design Team! Whether you realize it or not, you are designing the blueprint for becoming a successful support group that will help many people.

Mission

One of the first things to work out is your Mission. The mission captures your purpose (What do you want your group to do?) and your audience (Who will you reach out to help?)

First things first. Why form yet another job search support group? Don’t get us wrong: we are NOT trying to talk you out of it. Rather, we want you to think first, then decide.

What type of group will you establish? Surveying the many groups that are out there, we have identified several “types,” and offer the following as a way to think about your purpose.

• Networking Groups: The primary focus of such groups is networking, i.e., providing gatherings designed for connecting with other people for the purpose of expanding your network.

• Job Leads Groups: The primary focus of such groups is sharing job leads, typically around a specific occupation or industry sector.

• Accountability Groups: The primary focus of such groups is mutual support of the members through weekly reporting on progress.

• Job Search Skills Groups: The primary focus of such groups is training and reinforcement on the essential skills for conducting an effective job hunt, including writing a resume, writing cover letters, preparing for interviews, building a network, etc.

Bringing people together for a support group during a job search can reduce the stress and feelings of isolation that come with being “in transition.” In some cases, being part of a group actually helps to make job search a positive experience. In the best of circumstances, new friendships are forged.

Related to Mission, another important early decision is about the boundaries around your group and its activities: What will you do and What will you NOT do.

Another common concern is about the boundary between sharing the personal strains of being in transition vs. keeping to the task of finding a job.

Note about Mission and Scope: While these are among the earliest decisions you’ll make, once made, they are not final. Both will continually evolve as members and experiences change.

Values

There are many groups like yours already operating in your area. What will distinguish yours? Some focus on networking. Some dedicate themselves to the skills of the job search. Some that are church-based make an explicit link to their sponsor; for example, the St Matthias Employment Ministry in Somerset NJ says “You may be the answer to someone’s prayers."

Think about your group's values, i.e., what you will stand for as a group.

Name Your Group

Agree on a name for the group that conveys the purpose of your group. This will support your outreach efforts, and will help to attract people with similar goals to your group.

Location

Another decision to tackle early on is: Where will your group be located? Will you have a home base? Will you float?

OnLine Component

In today’s wired world, many groups also have an online component or meet exclusively online such as a Yahoo group where job leads are posted, as well as notices about events like job fairs, workshops, webinars, conferences, etc.

Schedule

When will you meet? Will yours be a regular recurring meeting, e.g. every second Saturday morning?

Budget

Chances are if your group is like most others, you are operating in a zero budget situation. Still, ask yourselves, what kinds of things would you like to offer your future members? Might you want to offer coffee? Water? Bagels? In the future, would you want to invite a guest speaker? If you do, you might want to give them an honorarium of some modest amount?

Creating the Right Mix of Members

Do you have enough people to launch this group? If you need additional people, think about the sorts of skills, personalities and work experience of folks you want to work with. Later, once you are up-and-running, you may want to invite subject matter experts to be guest speakers from time to time.

People Will Come and Go

Be ready for turnover. It’s natural. Things change in the lives of your members. Some will drop out. You’ll be sorry to see them go, but bid them farewell. And leave the door open for their return.

On the flip side, once your group gets going, others will want to join you. While it’s exciting when a prospective member is interested in your group, be thoughtful about who to include. Suggest they come to one of your meetings to meet everyone and see how you operate. This will give the group and prospective member the opportunity to determine fit.

Getting Started

Sooner or later, with all the planning you’ve been engaged in, you’ll need to launch. It’s exciting. It’s also scary. Who will show up? How needy will they be? Will you be able to help them?

Remember to capture data from your attendees. Be sure to record their names and contact information so that you can keep them informed about upcoming plans.

Consider also asking them a few questions. Questions such as "How did you hear about our group?" "What made you decide to attend today's meeting?" "What is your job search objective?"

Learning Fast

Because many other groups have arrived on the scene before yours, you do not have to reinvent the wheel. In fact, a good way to learn fast is to find an ongoing group or two and meet with them. Ask questions. Pick their brains. Find out what pitfalls they encountered. Ask them,What works?

Getting Feedback

After your debut event, and then periodically, it’s important to check in with group members for feedback. Is the group helping them? Do they feel they can contribute? What do they like? Dislike? What resources or programming would they like to see?

Renewing

As your first year of operation comes to a close, it’s important to take stock of what you have experienced, what went well, what did not go so well, what you learned, and what you’ll do differently next year.

Take time to celebrate. Plan a retreat just for the team.

Janice Lee Juvrud is an Organization Development Consultant and Executive Coach based in West Milford, NJ.

Terrence Seamon is a Training & Organization Development professional based in New Brunswick, NJ.

As veterans of corporate downsizings, Janice and Terry have joined many job search support groups, including PSG, the CIT Group, and the Princeton HR Group (aka the “Dick Stone Group”).

Please let us know how we can be of assistance to you.

Terrence Seamon has over thirty years of business experience in leadership development, management training, team building, and organizational change, in both internal as well as external consulting roles. Terry has a Master’s degree in Education from Rutgers Graduate School of Education, as well as a Bachelor's degree in Human Communication from Rutgers. His main interest areas these days are change and transition, job search coaching, stress and wellness, employee engagement, and leadership development. You can find him on twitter at tseamon and on facebook at Facilitation Solutions.