PHINMA Cagayan De Oro College

Max. Suniel Carmen, 900 Cagayan De Oro, Misamis Oriental

Empowering Job Seekers:

Job Fair Opportunity to Unemployed Residence at Brgy. Carmen

A Project Proposal presented to the faculty of College of Arts and Sciences

In Partial Fulfillment of the Requirements for course

GEN 005: The Contemporary World

Presented by:

AGOCOY, KYLLE ARVHEN D. AGUIRRE, ARCHIE B.

APAYOR, DEWEY JOHANN F. ARAULLO, HARLEY ROBIN U.

BADAYOS, LEONAR AXEL BALABA, JHON CARLO M.

BANANOLA, JOHN GABRIEL P. BESIDA, JAMES JOEVAN E.

BONIAO, MARK ANTHONY C. BONOCAN, NETZER JOSH D.

BONTILAO, CHRISTIAN PULPUL, JANREY R.

OLIVEROS, PERCINIPLES

APRIL 2025
 CHAPTER I

Background of the study

The issue of unemployment creates major problems throughout different regional

areas which affect industrialized and less developed countries alike. According to
(Marcy Held et. al. 2021) that career advisors worked directly with job seekers to
connect them with external resources, provide encouragement, strategize long-term
goals, and mitigate feelings of stigma. Business services coordinators worked directly
with employers to prepare job positions and employee support programs. Competitive
employment remains difficult for both fresh graduates along with individuals possessing
fewer workplace talents. Professional workers often encounter difficulty when they look
for work in their expert fields. Base on (Dispenza, 2021) this case study utilizes
participant observation and in-depth interviews at a support organization for
unemployed white-collar workers to explore the concrete dynamics that render the
structural and political dimensions of unemployment beyond discussion. Job search
experience stands out as a key factor revealed through ethnographic study instead of
ideology when exploring why individualistic ideologies appeal to unemployed
individuals.

The outcomes from being jobless for extensive periods generate numerous
serious consequences throughout society. Financial instability emerges as the pressing
initial problem because people find it difficult to buy fundamental necessities including
food, housing, healthcare and education. According to (Mutanen et. al. 2022) a
resource-building group intervention was developed to enhance career management,
mental health, and job retention in work organizations. The in-company training program
provided employees with better preparedness to manage their own careers. Many
unemployed individuals may begin to feel worthless, especially if they have been
searching for work for an extended period without success. Base on (Migliore et. al.
2020) job seekers’ personal traits like self-determination and social skills are often
highlighted as key for achieving employment. However, a growing literature suggests
that external factors should not be overlooked either, including job search strategies and
transportation. Extensive unemployment leads some people to avoid social interaction
because they experience distress from their inability to succeed.

The problem of unemployment creates major negative impacts which extend

across the entire community structure. Elevated joblessness creates financial difficulty
for local companies since unemployed people cannot purchase goods and services.
When businesses face declining survival that leads to occupational vacancies the
economic situation worsens further.

According to (Kathy A Hanisch et.al) that the large-scale unemployment imposes

severe difficulties for government structures. The government requires additional
funding for its support systems which must cover financial aid programs and
unemployment benefits along with other social services directed at struggling citizens.
National and local budgets suffer because of escalating costs thus governments may
need to increase taxes or reduce support for essential services. The lengthy duration of
unemployment decreases national productivity to the extent that it hinders economic
expansion and weakens global business competitiveness for a nation. High
unemployment which stays unchecked creates civil disorder and civic unrest because
dissatisfied communities push their leadership team to deliver better answers.

The unemployment rate in Barangay Carmen, Cagayan de Oro, is not publicly available,
but insights can be drawn from city and regional data. In 2021, Cagayan de Oro City
recorded an unemployment rate of 9.3%, translating to approximately 30,000 jobless
individuals. Meanwhile, Northern Mindanao reported an employment rate of 95.1%, with
some provinces reaching even higher levels. Barangay Carmen, with a population of
77,756 as of the 2020 Census, is one of the largest barangays in the city, contributing
significantly to local employment trends. For more precise and updated unemployment
figures, it is best to consult local government offices or the Philippine Statistics
Authority.
 CHAPTER II

Goals And Objectives

Goal

Help reduce unemployment by creating more job opportunities and training programs in
the community within one year. This will help people gain the skills and experience they
need to find stable jobs.

Objectives

1. Train 100 unemployed people in six months with skills like resume writing, interviews,
and basic job training. Partner with schools and mentors for free courses.

2. Create 50 jobs in eight months by working with businesses to hire locally and offer
internships. Give rewards to companies that create jobs.

3. Reduce unemployment by 10% in one year with job fairs, training, and business
programs. Help people start small businesses and find long-term jobs.
 CHAPTER III

INTERVENTIONS AND STRATEGIES

Time line

The “Empowering Job Seekers: Job Fair Opportunity to Unemployed Residence

at Brgy.. Carmen” symposium will take place from April 8, 2025, to April 21, 2025 2nd
semester. This timeline encompasses all planning, promotion, and execution activities
related to the symposium
Phase Activity Date
Planning Phase Form the organizing team April 1, 2025 – April 15,
and assign roles 2025
Identify and partner with April 16, 2025 – April 30,
schools, mentors, and 2025
business
Develop training modules May 1, 2025 – May 15,
for resume writing, 2025
interviews, and job skills
Secure funding and May 16, 2025 – May 31,
resources for training and 2025
job placement programs
Preparation Phase Launch the 6 months June 1, 2025 – June 18
training program for 100 , 2025
unemployed individuals
Conduct workshops on June 18, 2025 – June 28,
resume writing, interview 2025
skills, and workplace skills
Provide mentorship and June 28, 2025 – July 7,
career counseling 2025
Track participants progress July 7, 2025 – July 16,
and provide feedback 2025
Implementation Phase Partner with businesses to July 16, 2025-July 25,2025
create 50 jobs
opportunities
Offer incentives to July 25,2025-August 4,
companies hiring locally 2025
Organize job fairs and August 4, 2025-August
networking events 14,2025
Post-Event Evaluation Assess training August 15, 2025-August
Phase effectiveness and 24, 2025
employment rates
Conduct surveys and August 25, 2025-
interviews with participants September 7,2025
 and employers
Analyze data to measure September 8,2025-
unemployment reduction September 19,2025
impact
Submit final report with September20, 2025-
recommendations for September 30,2025
future initiatives

Planning Phase Activities

Form the organizing team and assign roles (April 1, 2025 - April 15, 2025)
During this period, a dedicated team will be assembled to oversee the program's
implementation. Each member will be assigned specific roles and responsibilities to
ensure smooth coordination and execution of tasks. Identify and partner with schools,
mentors, and businesses (April 16, 2025 - April 30, 2025) The team will establish
partnerships with educational institutions, experienced mentors, and businesses to
provide participants with guidance, training, and potential job opportunities. Formal
agreements and collaborations will be arranged to enhance the program’s success.
Develop training modules for resume writing, interviews, and job skills (May 1, 2025 -
May 15, 2025) Training materials will be created to equip participants with essential job-
seeking skills, including crafting professional resumes, mastering interview techniques,
and improving workplace competencies. These modules will be tailored to address
industry-specific requirements. Secure funding and resources for training and job
placement programs (May 16, 2025 - May 31, 2025) The team will work on acquiring
financial support and essential resources needed for the program. This may involve
reaching out to sponsors, applying for grants, and organizing fundraising activities to
ensure the sustainability of the initiative. Launch the six-month training and job
placement program (June 1, 2025) The program will officially commence, marking the
beginning of six months of structured training, mentorship, and job placement
assistance aimed at equipping participants with the necessary skills to enter the
workforce successfully.

Preparation Phase Activities

 Launch the six-month training program for 100 unemployed individuals (June 1,
2025 - June 18, 2025) The six-month training program will officially begin, enrolling 100
unemployed individuals to provide them with the necessary skills and resources for
career development. The opening phase will include an orientation session, where
participants will be introduced to the program structure, expectations, and available
support. Conduct workshops on resume writing, interview skills, and workplace skills
(June 18, 2025 - June 28, 2025) A series of interactive workshops will be conducted to
equip participants with essential job-seeking skills. These sessions will focus on crafting
effective resumes, preparing for job interviews, and understanding workplace etiquette
and professionalism to enhance their employability. Provide mentorship and career
counseling (June 28, 2025 - July 7, 2025) Participants will be paired with experienced
mentors who will offer guidance and career advice tailored to their individual goals.
One-on-one career counseling sessions will also be provided to help participants
identify their strengths, set career objectives, and develop personalized job search
strategies. Track participants' progress and provide feedback (July 7, 2025 - July 16,
2025) Regular progress assessments will be conducted to monitor participants’ skill
development and engagement in the program. Feedback will be given through
personalized evaluations, helping participants identify areas for improvement and refine
their job readiness strategies. Partner with businesses for job placement opportunities
(Ongoing throughout the program) Collaboration with businesses will be strengthened to
facilitate job placements for participants. Companies will be invited to provide
internships, apprenticeships, and employment opportunities, ensuring a seamless
transition from training to the workforce.

Implementation Phase Activities

 Partner with businesses to create 50 job opportunities (July 16, 2025 - July 25,
2025) During this period, the program will collaborate with various businesses and
industries to secure at least 50 job opportunities for participants. Meetings and
negotiations will be conducted with employers to match candidates with suitable job
positions. This partnership will help ensure a smooth transition from training to
employment. Offer incentives to companies hiring locally (July 25, 2025 - August 4,
2025) To encourage businesses to hire locally, the program will introduce incentive
packages such as tax benefits, training subsidies, or public recognition for companies
that employ program participants. This initiative aims to increase job placements and
promote economic growth within the community. Organize job fairs and networking
events (August 4, 2025 - August 14, 2025) Job fairs and networking events will be held
to connect job seekers with potential employers. These events will provide participants
with opportunities to engage with recruiters, submit resumes, and participate in on-the-
spot interviews. Additionally, networking sessions will allow job seekers to build
professional relationships and gain insights into various career paths.

Post-Event Evaluation Phase Activities

 Assess training effectiveness and employment rates (August 15, 2025 - August
24, 2025) A thorough evaluation of the six-month training program will be conducted to
determine its overall effectiveness. This will include measuring participants' skill
development, job readiness, and the number of individuals who successfully secured
employment. Key performance indicators (KPIs) such as job placement rates,
participant satisfaction, and employer feedback will be used to assess the program's
impact. Conduct surveys and interviews with participants and employers (August 25,
2025 - September 7, 2025) Surveys and structured interviews will be carried out to
gather insights from both participants and employers. Participants will be asked about
their learning experience, challenges faced, and the usefulness of the training.
Employers will provide feedback on the preparedness and performance of hired
candidates, helping to identify strengths and areas for improvement in future programs.
Analyze data to measure the impact on unemployment reduction (September 8, 2025 -
September 19, 2025).The collected data from surveys, interviews, and employment
records will be analyzed to determine the program’s impact on reducing unemployment.
Trends and patterns will be examined to assess the effectiveness of job placements and
training initiatives. The findings will help in understanding how well the program
addressed the employment needs of the participants. Submit final report with
recommendations for future initiatives (September 20, 2025 - September 30, 2025). A
comprehensive final report will be prepared, summarizing the program’s achievements,
challenges, and overall effectiveness. The report will include recommendations for
improving future training and employment programs, ensuring continuous support for
job seekers. This document will be shared with stakeholders, including government
agencies, businesses, and educational institutions, to encourage further collaboration
and program sustainability.
 CHAPTER IV

Support And Resources

To successfully effectuate the empowerment of job seekers, numerous resources and

support systems are essential. These encompass mock interview materials, skills
development, and job fairs, along with a properly laid out budget to fund essential
expenditures.

Materials

Material Quantity

Pen 5

Plastic table 4

Monoblock Chair 4

Printer (Epson Industrial) 1

Table 1: Materials for Mock Interviews

Additional materials will be provided as needed to create an effective interview setting.

Materials for Skills Training

Training manuals and handouts
Computers for digital skills workshops
Presentation materials (laptop)

Materials for Jobs Fair

 Registration forms and name tags
Company brochures and job listings
Information desks and signage

Budget

The budget in Table 2: Costing & Expenses ensures that all the required materials for
the job seekers’ empowerment programs are accounted for. The funds allocated provide
for basic supplies required for mock interviews, skills training, and the job fair, which are
important in exposing participants to a realistic and practical learning environment. A
breakdown of the budget and its importance in the program is given below.

Material Quantity Cost Total

Pen 5 15 75
Bond Paper 1 rim (500 sheets) 300 300
Plastic Table 4 1,500 6,000
Monoblock Chair 4 500 2,000
Printer 1 5,000 5,000
13,375

Table 2: Costing & Expenses

The allocated budget will ensure the availability of essential materials for all activities.
Additional funding will be sourced through partnerships and sponsorships.By securing
these resources, the program will provide job seekers with the necessary tools to
enhance their skills, increase employability, and successfully transition into the
workforce.
 REFERENCES

Dillahunt, Tawanna R., et al. "Implications for supporting marginalized job seekers:
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Dispenza, Franco. "Chronic illness and disability among sexual minority persons:
Exploring the roles of proximal minority stress, adaptation, and quality of life."
Psychology of Sexual Orientation and Gender Diversity (2023).

Vuori, Jukka, Salla Toppinen-Tanner, and Pertti Mutanen. "Effects of resource-building

group intervention on career management and mental health in work organizations:
randomized controlled field trial." Journal of Applied Psychology 97.2 (2012): 273.

Zalewska, Agnieszka, Alberto Migliore, and John Butterworth. "Self-determination, social

skills, job search, and transportation: Is there a relationship with employment of young
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