1. Target group & objective

What do you want to achieve – and for whom? Define the target group (e.g. students, trainees, young adults) and formulate clear learning objectives. Use the SMART method for this:

• Specific: What exactly should the participants learn?
• Measurable: How can progress be measured?
• Achievable: Is the goal realistic?
• Relevant: Does it fit the lifeworld of the young people?
• Time-bound: In what time frame should it be achieved?

 

2. Needs analysis

Which branches and careers offer real prospects? Explore local, regional or national development in the labour market and tailor your Reality Check to match. It makes sense to consider the following in particular:

• Careers with a future and regional needs
• Sectors with a shortage of young talent
• Interests of the target group

Tip: Coordinate the analysis with regional employment agencies, chambers or companies.

 

3. Building a regional network

No reality check without a network! Involve local partners, e.g.:

• Companies that offer internships or work experience programmes
• Vocational schools or inter-company training centres
• Chambers, guilds, public employment service
• Youth employment support organisations

Use our handbook for practical tips on networking (www.discoveryourtalent.eu/manual)

 

4. Skills clarification & career counselling

Well accompanied to the “aha” experience. Integrate career counsellors who, for example:

• Conduct orientation talks with young people
• Conduct aptitude tests and identify their strengths and interests
• Assist with finding companies or facilities

This increases the accuracy of fit and the impact of the Reality Check.

 

5. Inspiration from existing practice

Best practice makes the difference. Let yourself be inspired – but create your path. Pay attention to this:

• Addressing target groups: How are young people involved?
• Process structures: Which formats (workshops, internships, etc.) work well?
• Co-operations: Which partners are involved and how is the cooperation organised?
• Learning objectives: Which competences and insights are promoted?

Best practice can help you to develop your ideas further, adopt tried and tested elements or consciously break new ground. Necessary: Every Reality Check should be adapted to the local reality, target group and implementation conditions.

 

6. Realisation & reflection

The core of the Reality Check. Always include it in your planning:

• Orientation phase: interviews, tests, preparation
• Practical experience: company, vocational school, project days, etc.
• Reflection phase: group discussions or feedback rounds

Give participants the chance to talk about their experiences, reflect on what they have learnt and draw professional conclusions.

 

7. Evaluation & feedback

What have we achieved? End each reality check with a brief survey (e.g. online survey or moderated feedback):

• Were the learning objectives achieved?
• How did the young people find the experience?
• What could be improved?

This ensures quality and provides significant impetus for further development.

 

8. Transfer & stabilisation

Use the experience gained from your reality check to make it an integral part of your educational work.

• Document proven processes and formats so colleagues can repeat or adopt them.
• Share your results and findings with your colleagues, in your network or at events.
• Establish a routine, e.g. by carrying it out annually or integrating it into existing programmes.

In this way, a one-off project becomes a sustainable learning impulse – with an impact that goes beyond the moment.