CDI'S CAREER WORLD WIKIPEDIA - Recently Updated Pages

Workforce Development

Sharyn0265 — Sat, 07 Jun 2008 10:30:27 CDT

Welcome! In the table below I will be listing
Terms,Definitions and Links:

Workforce Development	The Workforce Development system helps individuals discover, upgrade or refine their career goals. This includes training opportunities which are in demand to help these individuals become self sufficient and or improve upon their lives via discovering their career opportunities. The Workforce Development system is also extremely important to the employer community. It will assist the employer in accessing and retention of a workforce that will allow them to improve or maintain their ecomomic competetiveness. Some of the areas included are Business and Employer Services, Job Seeker Services, Management Services, and Youth Services.
Workforce Development Professional	The first priority of a Workforce Development Professional is to assist individuals (adults or youth) identify prepare obtain maintain employment in order to maintain self sufficiency. They assist employers and their communities access and retain a workforce so that the employer and the community can continue to stay economically competetive. Workforce Development Professionals provide services to their individual (adult, youth, employer) customers or evaluate, plan and manage organizations that do. Workforce Development professionals abide by a professional code of professional ethics, and practice.
NAWDP	National Association of Workforce Development Professionals
ONE STOP	America's Service Locator
LEARN	Dynamic Institute
Coach	Workforce Development Coach
A BIG KUDOS TO: Bronwyn Mauldin (the creator of this Venn diagram.) Please visit her web site! Workforce Developments

Job Searching

HR4Change — Fri, 14 Sep 2007 11:48:43 CDT

Job searching is the process by which job seekers identify job opportunities. The process involves selecting positions to apply to as well as building network resources for job referrals.

Career Assessment

HR4Change — Fri, 14 Sep 2007 11:37:14 CDT

About Career Assessment

Career assessments are a big industry in this country, with billions of dollars being spent annually on career change and career transition, staffing selection, talent development, team building, outplacement, leadership development, and succession planning, just to name a few. Consumers, corporations, government and non-profits alike are using assessments to make serious job and career change, hiring, promotion, and leadership decisions.

With millions of people relying on career assessments to produce meaningful results for decision-making, it is important to address common myths about career assessments. These myths perpetuate a system of assessments use that may be potentially quite harmful.

Myth 1: Career assessments are created equal; no one assessment is better than another. Assessments on the Internet that have a fast turnaround, are available 24/7, and are relatively low-cost really make the most sense to use.

Googling the terms “career assessment” or "career tests" yields millions and millions of hits. The majority of these are free or low-cost career tests that anyone can take online. These self-scoring assessments, quizzes, and tests can be fun, but may lack the research-based underpinnings to support their results.

Trustworthy career assessments, like the Myers-Briggs Type Indicator, have researched test norms and construction, validation, and reliability studies to lend credibility to their results. Validity answers the question, “Does this test measure what it sets out to measure? Is it effective in predicting future performance?” Any career test that appears to be assessing what it purports to assess, possesses a certain degree of “face validity”. That means, on the “face” of things, given the content of the questions, it may be valid.

The degree of validity is expressed as a validity coefficient, a number from 0 (no validity) to 1.00 (100% validity). A validity coefficient above 0.30 is considered very useful and can be found in the manual of a reputable, research-based assessment.

For a minority or a person with learning disorders or disabilities, what resonates with their culture or experiences may not be relevant to the questions asked in an assessment. That would have an impact on both validity and reliability, which measures the consistency of test results over a period of time. If the context of a questions or the assessment instructions was misread, for example, taking the assessment a second time would alter the results obtained.

Myth 2: There is a central core of reality about a person that a career assessment can tap into without fail. Like a Rosetta Stone, an assessment’s results hold the key to what career to pursue and need only to be “deciphered”.

Many career tests claim to be the only one needed to make a sound career decision. These often are the same career tests without any research, validity or reliability data. There are many online that have no mechanism for support or feedback from a careers industry professional, like a professional career counselor.

Career assessments come in many “flavors” – skills, abilities, aptitudes, interests, personal or behavioral style, personality type, values, passions, career attitudes and beliefs, career obstacles, and many more. This diversity of assessments reflects the multi-dimensional aspect of human beings – the richness and depth of our “beingness”.

To relegate career choice to one assessment and its results, would mean basing that crucial career decision on just one aspect of ourselves. Human beings are far too complex for such simplistic answers. A well-trained professional career counselor, career coach, or HR consultant typically gets to know their client first, establishes a trusting relationship, and then determines which combination of assessments would be most likely to jumpstart the career exploration process.

Myth 3: Assessments deliver results based on reality; therefore, the results are unambiguous and can be counted on to be clear. If we do not understand the results, it’s likely there’s something wrong with our thinking.

Assessment results may prove daunting for interpretation, even by a professional. Many career changers may want to move right into making a career choice based on the first assessment result they get. But that may not be the whole picture.

Assessment results may be wrong for any number of reasons. Re-validate each piece of assessment data subjectively by asking questions like, “Does this sound like me? What examples from past experience support this assessment result?”

Myth 4: Assessment reports, written in plain English and detailing assessment results, can be read by anyone. There is really no need for any “expert” consultation.

Trustworthy career assessments are typically administered and interpreted by pre-qualified and trained career counselors, coaches, HR professionals, and career consultants. These professionals' goals are to facilitate understanding and apply the assessment results with objectivity and sensitivity to background, culture, challenges, perceptions, and beliefs.

The authors of the Kuder Career Search assessment, a highly reliable and valid for the student/entry-level population, put it best: “Users of interest inventories over-interpret their results”, and may come to simplistic conclusions. They acknowledge “the best possible circumstance for understanding the results of one’s Kuder Career Search is with the assistance of a knowledgeable counselor. The counselor can elaborate on new concepts, correct misinterpretations, urge further exploration, and in many ways assist survey-takers in realizing the greatest benefit from their results.”

Assessments suggest, not tell. When used as a tool to open the door of possibilities, understanding that many more career possibilities lie beyond, they may spark exciting insights, discussion, and sound career decision-making.

The sheer volume of career tests may contribute to confusion and indecision. De-bunking assessment myths helps to clarify what career assessments can and cannot do, and how they can properly be used for career choice and career transition.

Gifting

HR4Change — Wed, 01 Aug 2007 17:38:27 CDT

Gifting is the process by which businesses or individuals exchange goods or services either as a courtesy for partnership, working together, or sometimes as incentive for business or personal opportunities. Within the context of work, several guidelines can be applied to the proper use of gifting. For clients and other businesses:
Consider giving a charitable donation in the recipient’s name. This allows you to show appreciation to the recipient, contribute to society, and garner some business goodwill.

For co-workers:
The most important thing to keep in mind here is not to hurt anyone’s feelings. When publicly giving gifts to colleagues, the best bet is to include everyone. When giving only to select individuals, do so with discretion and, preferably, outside the office.

For the boss:
Strictly speaking, it is not proper etiquette to give a gift to your supervisor if the gift is only from you. Such gifts may be misinterpreted as sycophantic. Instead, organize a group gift and include any interested co-workers. Of course, if gift-giving to supervisors is the standard at your office, you don’t want to be the lone Scrooge so it’s imperative to learn the traditions of your office.

Workplace Etiquette

HR4Change — Wed, 01 Aug 2007 17:31:54 CDT

There is no abstract available for this page revision.

Career Coaching

HR4Change — Wed, 01 Aug 2007 17:28:01 CDT

Career coaching is the practice of assisting clients in the pursuit of achieving or improving career goals. A coach will use a variety of methods, tailored to the client to move the individual through the process of setting and reaching goals. These methods can include resume review, personal assessments, career research, networking, as well providing reference guides or materials that can move a client towards a particular outcome such as changing jobs, promotion, or discovering strengths and talents. As in other coaching practices, career coaching is not the same as therapy where a specific mental illness or pathology requires treatment.

Social Networks (Web / Internet)

HR4Change — Fri, 27 Jul 2007 11:39:06 CDT

WEB 2.0 FOR JOB SEEKERS

Not since the late 1990’s have we heard as much about the growing internet community as we do today. Previously, only message boards served as the main interface between people with little more than simple postings as “chat” or underground methods of exchanging music files. With the advent of Google and similar search technologies, the way we seek out and exchange information has required a shift in the way we think about sharing information with others—and ourselves.

Web 2.0 is the latest development of internet information aggregation and is fast becoming the new skill set in the job seeker briefcase. The following sections describe key aspects of Web 2.0 technology.

Blogs
One of the most popular Web 2.0 elements is blogging. Blogging or “web logs” is a form of electronic journal where people can write (as well as post photos, videos, or other files) on virtually any subject and share it with the world. Job seekers can use a blog to showcase technical or professional expertise. Employers can review the blog as an initial method to research potential candidates and invite them to interview for opportunities—many that are never posted on job boards or company websites. Blog creation sites like WordPress or Blogger allow anyone to start blogging easily and at no cost.

Social networking
Blogging is a piece of the larger umbrella known as social networking. Social networking sites like Myspace, Facebook, and LinkedIn, allow users to go beyond static webpages and create dynamic content that can reveal anything from your favorite ice cream flavor to job interests. This unique ability for individuals to add content, links, and information with friends (and the world) opens up possibilities to share knowledge like never before. In fact, most of the hyperlinks used in this article were created thanks to Wikipedia which is a form of social networking technology called wiki.

Social bookmarking
Companies today use the power of Web 2.0 to gain access to data “tagged” by the community. Social bookmarking sites like del.icio.us, reddit, Digg allow users to provide a virtual bookmark for others to find targeted and specific information of interest. Recruiters can search through these sites for information on companies as well as passive job seekers. Its free, it’s easy, and the information generated is much more targeted than traditional searches. As search engines become fine tuned to community driven tagging, job seekers need to participate in tagging to build a social community of expertise for help with immediate career questions or job leads.

RSS
Real simple syndication or RSS allows users to create a “feed” of information from popular blogs, news services, or other websites. With a simple click of the RSS icon, you can receive email updates to any change in content you desire. This is a useful feature when following specific companies, trends, or job openings.

Job search and Web 2.0
Job boards are also joining the sourcing/aggregate features of Web 2.0. Job search engine provider Recruit.net gathers information about open jobs (rather than hosting open jobs for others like Monster.com) from various sources throughout the web. Recruit.net goes a step further by allowing users to make site improvements and provide feedback on job trends. Other sites following similar job search modeling include: Indeed.com (US), SimplyHired.com (US), Bixee.com (India), WowJobs.ca (Canada) and Eluta.ca (Canada).

Web 2.0/Social Networking References and links:
Graham, P., Web 2.0, 11/30/2005, http://paulgraham.com/web20.html.
O'Reilly, T., What Is Web 2.0 - Design Patterns and Business Models for the Next Generation of Software, 09/30/2005, http://www.oreillynet.com/lpt/a/6228.
Web 2.0 workgroup, http://www.web20workgroup.com
Web 2.0 terms, http://www.lingospace.com/web20/searchc.asp

Initial contribution by:
©2007. Tony Deblauwe, M.C.D., C.C.R.E., is a career coach and founder of HR4Change and author of the upcoming book on management, Tangling with Tyrants®, Managing the Balance of Power at Work.

Federal Resumes

BarbaraAdams — Fri, 15 Jun 2007 11:42:19 CDT

How to Navigate the Federal Hiring Process

By, Barbara Adams, CPRW, CEIP, CFRWC, CMRW
www.careerproplus.com www.militaryresumewriters.com

The federal government’s hiring processes are frequently viewed as nearly impossible to negotiate and job seekers may find themselves getting lost and frustrated among the many different agencies, procedures and requirements that eventually lead to an actual interview. While navigating the federal system is unwieldy, it is possible to make your way through it, to a job with pay and benefits well worth the struggle, particularly if you follow these guidelines:

1. Decide what type of position or which agency you want to work for

The type of position and/or the agency you want to work for are dictated, in part, by your skills and qualifications. For example, administrative and clerical skills are in demand by nearly every agency and at every level while specialties like agricultural research or background in social services are most likely required by the Department of Agriculture and the Department of Health and Human Services, respectively. However, that is not always the case so if you are not specifically tied to the idea of working for one agency or another, be sure to search by job title to view a wider range of potential job openings. The positions and agencies of interest may also be limited by the geographic region in which you live, unless you are willing to move. In the western states, for example, openings within the FBI or State Department may be very limited, while similar openings abound within and around Washington, D.C. Assess what you can do and where you want to live before you start the application process.

2. Search for jobs on the Internet

The beauty of conducting a federal job search lies in the fact that all of the publicly available openings are listed on the Internet – most of them in one centralized location. Simply go to www.usajobs.opm.gov, to enter the world of federal employment. At present, there are over 20,000 jobs of various skill levels and specialty areas listed on the site. You can search by job title, agency, general job category and other criteria, and you can filter the search by geographic area, salary range, pay grade, etc. Try the system out by entering the job title “administrative assistant” into the “search jobs” box at the top of the page, and then enter. A long list of jobs, sorted by closing date, will come up on the next screen. Each listing specifies job title, agency, location, and salary. Clicking on the job title takes the searcher to the specific job announcement where all pertinent details, including the application method, are available. The USA Jobs site is undoubtedly the most valuable tool available for seeking federal employment.

3. The Federal Resume - One resume does not fit all jobs

In addition to the ability to search federal job on-line, today’s job seeker is also afforded the convenience of the on-line job application. Gone are the days of the Standard Form 171 as the single federal application mechanism, but here are the days of multiple resume formats, supplemental essay questions, and each agency demanding specific information presented in a specific format. The job seeker who sends in the standard two-page professional resume geared for a wide variety of job applications will find, to his or her dismay, that interviews will not follow. The resume submitted either in hard copy or electronic form, must follow formatting specifications to the letter, must be keyword rich to pass electronic screening, and must contain all elements requested in the job announcement. It’s at this step in the process where the federal job search becomes complicated and it’s also the place where professional federal resume writing services like those offered by Career Pro Plus become absolutely invaluable.

4. Identify the proper format in which to develop your resume

In most cases, when applying for a federal job, format counts. You can identify the required format by visiting the actual job announcement posted on USA Jobs and then clicking on the “how to apply” button, which may be located either at the top or the bottom of the announcement’s front page. The “how to apply” sections are clear, detailed, all inclusive and must be strictly followed. They also vary substantially from job to job and agency to agency. For example, an administrative assistant position with the Department of Transportation requires an on-line resume, completed on the USA Jobs website including supplemental questions (KSAs) that have to be answered. On the other hand, a National Park Service administrative assistant position may specify no particular format (either a resume or a form OF612 may be used) as long as the requisite information is all present. This is another complicating factor for the average job seeker who may not feel that he/she has all of the time and energy required to repeatedly jump through a long line of hoops in order to gain federal employment.

5. Keywords and Accomplishments are Important

Federal screening systems are designed to focus on a couple of primary aspects – key words and individual accomplishments. Key words that pertain to each job can be gleaned from the “duties” and “qualifications” sections of the federal job announcement and should be reflected in the wording of the resume. Failure to mimic the key words contained in the announcement will result in failure to trigger scanning devices used to prescreen federal resumes, which means that the resume will not be passed on to the next level. It is also important to include any work related accomplishments in a federal resume. Otherwise, job descriptions being much alike, there is nothing by which a screener can differentiate potential candidates when the resume reaches the next level. As much as possible, remember to quantify accomplishments in terms of actual achievement, i.e. “achieved 110% of projected sales goals for FY 2002.”

6. Veteran’s Preference

Veterans of the military services may receive hiring preference in the federal application system. The way it works is that each element of the resume receives a numerical rating based on how closely it fits the job description’s qualifications. Veterans receive extra points, based on the extent and timing of their military service, any disabilities incurred while serving their government, etc. Under new federal guidelines established in 2006, only disabled veterans or those who served in active duty in a Congressionally declared war, such as World War II, are eligible to receive 10 preference points. Five preference points are granted to those who served on active duty in “a campaign or expedition for which a campaign medal has been authorized.” The preference points are applied to an already passing examination score, but cannot be used to boost the applicant from a non-passing score to a passing score. Before declaring veteran’s preference, applicants should visit http://www.opm.gov/veterans/html/vetguide.asp, where all of the various requirements are outlined in detail.

7. Verify Information or ask Questions about a Vacancy Announcement

The federal government listings on USA Jobs provide a mechanism for clarifying or verifying information about a particular job announcement and application requirements. At the very bottom of the job listing, there is a “Questions” button. Clicking on it reveals, at minimum, a telephone number to call for questions. In most cases, the information includes a phone number, email address, fax number and, in many cases, even the name of a specific contact person designated for that job.

8. What if you receive a rating of “qualified”, but not “best qualified?” Once your resume has been processed through the federal system, you will receive a total numerical score based on how well your qualifications matched the job announcement requirements and how well you answered all of the relevant questions. The number of points you receive dictates whether or not you will be deemed qualified or not. However, a rating of “qualified” is not enough to have your resume forwarded to a review committee for the final cut. Only those who receive a “best qualified” rating will have their resumes forwarded for review. The difference between a “qualified” and a “best qualified” rating is often not a matter of qualifications at all, but is dependent on the wording you have used to express your qualifications. If you are able to determine key words and phrases from the job announcement and rework your resume to contain those key words and phrases, you are more likely to end up in the “best qualified” category.

9. Seek Professional Federal Resume Help

If you have been deemed “qualified,” but not “best qualified,” it is time to upgrade and perfect your resume for better scoring within the federal system. It may be time to seek professional resume help. There are professional federal resume services available that have a long history of converting average federal resume ratings into superior ones. Professional writers compare your job history, skills and qualifications with the jobs you are seeking, search out the key words and phrases that can make the difference between success and failure on your federal job application, and make certain that your resume represents you in ways that pass the electronic scanning equipment and best position you for superior ratings.

10. Persistence

For most people, obtaining a federal job is not easy and it is not quick. It requires persistence and the willingness to keep refining the resume and keep submitting it until the results are positive. Professional resume writers increase your chances exponentially and, if you succeed in gaining federal employment, the job security, pay and benefits are well worth the effort expended in the process.

Why Hire a Certified Military Resume Writer?

BarbaraAdams — Fri, 15 Jun 2007 11:18:28 CDT

By, Barbara Adams, CPRW, CEIP, CFRWC, CMRW
www.careerproplus.com www.militaryresumewriters.com

Military personnel can offer a great deal of experience and dedication to the private sector employers. You undoubtedly realize as a highly-respected person serving in the military, "you have worn many hats," and yet the summation of your capabilities and talents is often inadequately regarded if it is described using military jargon. Most civilian employers do not understand military protocol, and quite frankly, they are not required to because they are not interviewing you for a position in the ranks of uniformed service. Professional resume writers are experienced in organizing, assimilating and interpreting your military career and marketing you effectively. Accomplished and experienced military to civilian resume writers can strategize your qualifications and experience and demilitarize your career, projecting your experiences into a highly effective resume presentation.

Even well-qualified, dedicated, and capable candidates such as yourself has to plan strategies and care enough about the first impression you make with a potential civilian employer to show the hiring authorities your "best side." It's a known fact if your resume is going to get the attention it deserves, "make your first impression your best impression."

Sometimes hiring managers may not completely understand military acronyms or even the basic hierarchy of the military. Recognized as "Home of the Military Resume," and the first "Certified Military Resume Writers," our highly trained and skilled team at www.militaryresumewriters.com and www.careerproplus.com has been writing military to civilian transition resumes since 1986, from Desert Shield/Storm to Operation Iraqi Freedom, and all the brave missions in between and moving forward. We have a deep sense of pride and honor to be able to offer you, who have served our country so selflessly, the very best in writing talent, available to encapsulate your military years for civilian review.

In today's military, you have traveled across many miles and continents, handled personnel issues, logistics, training; managed materiel, equipment and inventory just to name a few, and many have fought bravely in life-threatening war. How do you explain this to a civilian? How could they ever imagine some of the assignments you have participated in and successfully accomplished? They cannot. But experienced and trustworthy professional military resume writers have the ability to interpret and integrate your military background into a comprehensive, easily understood resume. We can transcribe your experiences, accomplishments, challenges, actions and results into the smoothly-reading qualifications and skills employers can relate to - and are looking for.

The first step for the transitioning applicant is to understand his or her talents, skills, and abilities and how those attributes relate to business and industry. Military personnel develop traits beneficial to private enterprises because they are held to the highest standards of performance and operations. Recruiting professionals statistically have agreed military personnel make excellent leaders, once given a specific task: they are decisive, resourceful, disciplined and devoted team players; performing exceptionally well under pressure.

Why do recruiters or hiring managers ever overlook well-qualified military applicants? First, they may not be able to establish (or understand) matched skills from the military resume, perhaps because the language and "buzz words" do not equate to their customary civilian terminology. If the recruiter is forced to decipher too much technical information or military jargon, he or she may be unable to see the value of the candidate.

As a former member of the military, no matter the length of time served, you have much to offer and are the most loyal, well-trained, disciplined, and goal-oriented individuals any employer could hope to recruit. One of the most important decisions you can make to aid in your transition from the military is to hire an expert who can market and emphasize your value expertly in this competitive employment economy we face today.

Susan Guarneri

susan_guarneri — Thu, 14 Jun 2007 19:29:37 CDT

Susan Guarneri, the "Career Assessment Goddess" and "Resume-Magic Expert", holds multiple careers credentials in career counseling, career coaching, personal branding, resume writing, and interview and salary negotiations coaching. WIth a Lifetime Achievement Award as a Master Resume Writer, Susan has assisted thousands of professionals and executives with winning career and job transitions. She holds a Master's Degree in Counseling from The Johns Hopkins University.

Published in more than 40 books, such as Expert Resumes for Baby Boomers and 2500 Keywords to Get You Hired, Susan's articles and interviews have also been featured in careerjournal.com, careerbuilder.com, monster.com, The Princeton Business Journal, The Career Planning and Adult Development Journal, and New Jersey News. She has appeared as a guest speaker - twice - on Richard Bolles' RadioShow JobTalk.

Susan writes about careers, personal branding, and job-search issues and trends in her Career Goddess Blog, as well as guest blog postings for CareerHub.com, CollegeRecruiter.com, Experience.com, and more.

In addition, she authored the acclaimed New Jersey SUCCESS Program for women re-entering the workforce, as well as the New York City Summer Youth Employment Training Program. Her "Master the Maze of Career Assessments" program is an intensive assessments training "boot camp". Leadership roles include: 360Reach Certification Leadership Team, Career Assessment Expert for Career Directors International (CDI) and the Career Masters Institute (CMI), and Director of the Innovation Advisory Committee for CDI.

Gillian (Jill) Kelly

JillKelly — Wed, 18 Apr 2007 21:47:36 CDT

Jill Kelly, is the Principal Career Consultant for Career Edge and an international award winning resume writer. With tertiary qualifications and industry accreditations in resume writing, marketing, and vocational education, she affords extensive expertise in career marketing and support, and over 15 years working and consulting for government and the private sector in career development and business writing.

Jill is an accredited advanced resume writer and has been recognised as an international award winning writer within the Career Directors International's "Toast of the Resume Industry" Award. She also holds multiple business awards including designation in the RCC Hall of Fame.

The ABC's of applying for an Australian Federal Job

JillKelly — Wed, 18 Apr 2007 21:17:18 CDT

Just like other parts of the world, Australian public service positions have unique application processes that commonly require applicants to develop responses to specified selection criterion. These government application processes are often very daunting to people who are unfamiliar with them. But relax, for most people with a little structure and direction, suddenly this overwhelming process can become just a matter of following some simple steps.

Selection criteria have been used for many years now by the Australian government. With increasing litigation and toughening employment laws, government and employers were looking for a selection tool that would allow them to demonstrate transparency in their employment processes, and selection criteria became the “best practice” selection tool.

WHAT ARE SELECTION CRITERIA?

Selection criteria are based on the principle that “past behaviour is the biggest predictor of future behaviour”. Applicants are asked to evidence their skills and experience for potential positions and are scored accordingly.

In selection criteria, each position is broken down into dimensions across the skills, abilities, knowledge and qualities that the HR department has identified the person will need to perform the role effectively. The selection team will score or rate applicants against these criteria in order to identify the applicants with the closlest experience, skills and knowledge matched to the specifications of the role and then interview a pre-selected number of the best matched applicants.

Some selection criteria separate these criteria into essential (or mandatory) and desirable criteria. If there are mandatory or essential criteria you must meet all of these to be seriously considered for the role. Although departments vary in their length specifications for criteria, a general rule of thumb for applications that don’t specify a word length is between 3/4 and 1 page for lower level positions and 1 to 2 pages for higher positions, but make sure to read carefully the application guidelines as some departments will have character or word limits that must be abided by!

HOW TO TACKLE THE CRITERIA STEP BY STEP

Preparation: Know the Position. Take the time to read the position description and application pack thoroughly first. Review their website so that you have an understanding of the organisation’s purpose, values and the issues affecting their operations. Breakdown the Question - make sure you understand each criteria. Review the level of skill they are asking for and if there are sub-points, underline or highlight each key part so that you don’t miss anything.

Step 1: Respond To the Selection Criteria. Start your application as if each criteria was a question and respond accordingly with 2-3 lines that show categorically that you have the skills/knowledge they are looking for and where you gained this. Use positive language and remember to ensure in your statements that you indicate that you have met or exceeded the level of skill or knowledge that is required.

Step 2: Use a STAR To Prove Your Past Successes. The biggest downfall of most applicants in selection criteria is that they fail to prove their past successes. Using a properly structured STAR example will ensure you are evidencing your skills. A STAR example is a format used when giving examples that is broken down into the following areas:

Situation/Task: Describe a recent or relevant situation or setting in which you were required to use the skill/knowledge etc. Within this situation show what you were tasked to do, outlining clearly the challenges of the situation.

Approach or Action: Now show the readers of your application how you went about doing this. Outline the actions you took to ensure the business outcomes were positive. This allows you to demonstrate your knowledge and understanding of the processes that are relevant and how you use your skills and knowledge to be effective.

Result : Describe the outcomes or your success. What did your efforts mean to the company? Cost savings? Productivity improvements? Management of busy deadlines? Better client relationships? If you can’t prove (quantify) your results with numbers use feedback from managers, performance appraisals or referees to confirm your successes.

STEP 3: Summarise and relate your past success to the new role. Finish each application by showing the potential benefit your past successes offer the future role.

LAYOUT CONSIDERATIONS.

Write each selection criteria on a separate page with the selection criterion written in full at the top of each page as a heading
Use a header and footer showing the position, vacancy reference number, your name and page number
Always proof read your application. Grammar and spelling are the most obvious reasons for disregarding a candidate!

GOOD LUCK!

Avoiding becoming a premium product in home-brand packaging - Using Resume Templates

JillKelly — Wed, 18 Apr 2007 19:29:08 CDT

No marketer would ever use home-brand packaging to sell a premium product. The cost of the potential losses in sales revenue alone would be obvious, and yet daily highly qualified professionals sacrifice potential income through poor resume packaging.

It's not the design or resume template that is at fault, but peoples tendency when using templates to lose sight of the fact that the resume is actually a marketing document. To sell a product, marketers realise they must know their customer. They invest time and effort in developing branding and copy content that will appeal and inspire action by the customer to buy. This is just as true for applicants. Just as every product has its unique selling points, so do individuals, and time must be invested in designing a resume that will truly reflect your relevant selling points and will operate as a catalyst to mobilize employers to make contact.

Fancy templates on their own won't do this. Pretty may catch the employers eye but what then? A good resume will do that and a lot more. It will capture their interest, immediately showcasing the amazing skills and benefits you can offer their company. It will funnel them down through your resume on a journey packed with achievement and genuine contributions to your past employers. It will paint the picture of a consummate professional, who has faced commercial challenges and soared..and yes they will be caught, hook, line and sinker.. motivated and intrigued to talk with you to see if you would be able to offer the same contributions to their company.

So before you pick a template and just start to type. Stop. Pause. Take time to really consider:

Who will be reading your resume. Put yourself in their shoes. What do they want? What skills and experience do you offer? Why would they want to ring you?

Evaluate the template design. Does it reflect the image you want to put forward? Will you stand out from the pile of resumes, professional and distinctive or just blend in?

Assess your writing and personal marketing skills. Do you have the skills to really showcase your achievements? Would you be better investing in your future through the skills of a professional resume writer?

When you know this, then you can start the resume process because I guarantee you if your resume is plonked into a template with no though given to the content - it will be just you reading it! On the other hand, take the time to consider the employer in your resume, your branding and resume image and you are one step closer to that ringing phone and job offer!

Resume Little White Lies - The Cost of Lying on Your Resume!

JillKelly — Wed, 18 Apr 2007 18:05:46 CDT

Almost everyone admits to it - adding that little white lie to your resume to make your case for that job just that little bit stronger. Maybe you changed your title to be called Administration Manager even though you had no staff to supervise. Perhaps you omitted to tell them that you didn’t finish that degree. Or it could be that you took claim for a workplace project that really wasn’t entirely yours. We tell ourselves it’s not lying – just embellishing. No-one will ever know. Think again!

In today’s market, technology affords employers greater access to your career information than ever before, and the threat and costs associated with bad hiring decisions are pushing employers to scrutinize candidates more closely than ever.

Employers Can Access Your Information

As a Resume Writer, I work to coach my clients that resume honesty is critical. Whilst a good resume will portray you in your best light, it’s never a good idea under any circumstances to lie. Not ever.

A lie on a resume may get you to interview. But at what price? Today’s interviews are based on sophisticated behavioural interviewing techniques that demand a depth of detail not easily fudged. Nothing is more telling of a resume lie than a blank look as someone stumbles to put together feasible responses to what they wrote.

Even if you manage to get through the interview – what then? Many employers now use professional pre-screening companies that are experts in hounding out resume lies and inaccuracies. As the Internet has grown with sites offering access to a wealth of opportunities to buy mock degrees and fraudulent documentation, now we are seeing the backlash to this, as legal history is being made with individuals seeing the consequences both legally and financially for these actions.

After the Interview

And of course, what if you do get the job? You’ve painted yourself as an expert in your field and now you are expected to deliver. Of course you’ll most likely fail and instead of having a great role, you have a failure leaving you with poor morale and a terrible hole in your resume that you now need to lie again about to cover what happened. It’s a vicious circle and a place you don’t want to be.

Instead consider the alternatives:

Build yourself a resume that really sells you on your merits. A good resume writer will be able to structure your background to show achievements on any level. Typically when I write my client’s resume their response is twofold. One they are astounded to see on paper how much they actually achieved and how much they had previously overlooked in their resumes because “its just what I do on a daily basis”. Secondly their confidence soars as they see quantifiably how much they offer employers.

Use your cover letter to address any gaps in experience you may have for the job through highlighting your transferable skills, and your capacity to adapt these skills to differing environments. Build passion into your resume for why you want the role, as employers will often be swayed by individual’s energy and determination. More often than not, employers recognise that its harder to find a person with the right qualities, than it is to teach job skills.

Finally build a career based on integrity. Let your achievements speak for themselves and have confidence in yourself.

Cover Letters: It's all about good manners!

topmargin — Thu, 12 Apr 2007 23:58:09 CDT

Not receiving an interview despite a killer resume and a unique and powerful career background is always a cause for concern, prompting a need to reassess every aspect of a job search campaign. I participated in just such a process today, partnering with "John" in brainstorming reasons why he was simply receiving a perfunctory thank-you email after distributing dozens of applications for executive positions.

Half way through our checklist "John" confessed; he'd breached job-search etiquette (although without understanding the impact of such an oversight) by failing to include a cover letter with his resume. Whether it was a lack of courtesy, or whether he simply didn't have the experience these jobs needed, I guess neither of us will ever really know, but one thing is for sure--not sending a cover letter is akin to shooting yourself in the foot in job seeking terms.

What does a cover letter do?

a cover letter begins a relationship; a hand-shake leading to a fruitful encounter
a cover letter reinforces your interest in a particular position and notes the position reference number so that all information for that job is kept together.
a cover letter refers to the key elements that the employer is requesting and then aligns that wish list with a real world set of skills that shows the employer you are the right person for the job.
a cover letter summarises a few key points in the resume that reinforces something the reader may miss when scanning.

and finally

a cover letter asks for a call to action. I want an interview, I will call you, you can contact me here. A critical point:you have the potential to do something for them, but they must do something for you first.

By neglecting to send a cover letter, you are ignoring a critical aspect of the job hunt. You are failing to personalise your application; failing to start a relationship with the recruiter or HR person in charge of the search. You are forwarding an email or clicking on a submit button and not even acknowledging that a human exists behind it negating their value in the process.

Who would want to be treated as a conduit of information and nothing more? I know I wouldn't!As Aretha Franklin said it's all about R.E.S.P.E.C.T.:

Thank you for reviewing my experience.

Thank you for taking the time to get to know me better, and most of all, thank youfor considering me as a viable candidate to interview.

Have you been guilty of this breach of job-search etiquette? Think again. While the speed of distribution and transmission may be quicker these days, basic rules apply.

Employing people is a human business, relying on relationship-building, trust, and respect. Don't neglect this crucial part of human interaction in moving your career forward.

Use an Employer Mindset

topmargin — Thu, 12 Apr 2007 23:51:40 CDT

Use an "employer first" mindset when writing your resume

During my 17 years in the resume writing trade, I've noticed a persistent theme in my client's do-it-yourself resumes--and that is, they fail to put themselves in the shoes of the person reading the resume.

Remember, if you're writing a resume don't say: "What do I want to tell this employer?" ask yourself "If I was the employer, what would I like to see?"

There's an enormous gap between the two.

For instance you may want the employer to be vitally interested in clubs you are associated with, hobbies you may have, and you may draw some link between these and your employment. Eg, I'm keen on climbing mountains and this "says" something about me.

Well think again.

All you're really doing is using up value paper "real estate" by providing people with things they don't need to know. An employer or recruiter will be a lot more interested in the results you have achieved, the challenges you've conquered and the difference you made to your workplace, than any hobby you may have!

Stamp your mark on the workplace and indicate that in your resume. Show what sort of a problem solver you are. Give examples of how your "outside the square" thinking has made things work better, smarter, faster, harder, or more productively.

This will speak volumes -- much more than hiking, boating, and walking along the beach references ever will -- and these are things an employer really wants to know!

"Responsible for" The Phrase that HAS to go!

topmargin — Thu, 12 Apr 2007 23:47:48 CDT

"Responsible for" that phrase has to go!

If you can do anything to improve your resume today, then this is it.

Remove, eliminate, wipe out, replace (get my drift?) the horrendous cliche "responsible for".

This little phrase is the most over-used phase in resume writing and despite its popularity, means absolutely nothing.

What does "responsible for" mean exactly? That you managed people? That you were required to get a report out on time? Something else? Nebulous and cloudy phrases do not belong on a resume and do not sell your skills!

For example:

"Responsible for the restaurant". Does that mean the person manages the restaurant? Does it means they are accountable for the profitability of the restaurant, or does it mean they manage the shift? Does that mean that they recruit and train staff? Perhaps it means they oversee the leases and deal with the building owner. Who knows?

By using the phrase "responsible for" jobseekers sabotage their presentations by making the information ambiguous.

Think about what the employer is looking for in relation to what it is you do. Don't take the lazy way out by resorting to cliches everyone uses! Tell the reader what you do!

Instead of "responsible for the restaurant" consider:

* Delivered profits exceeding targets via an integrated strategy with marketing and the head chef that matched a cultural theme with the daily menu specials.

* Reversed declining staff morale--transforming staff into a dynamic, customer-focused team through one-on-one training and skills reinforcement.

* Drove renewed effort to improve restaurant operations to reflect new management.

* Devised new processes, created policies for OH&S and eliminated duplicated tasks.

Doesn't that tell your next employer just a little more than "responsible for"?

Be cliche free. You can do it!

It's not all about you!

topmargin — Thu, 12 Apr 2007 23:13:25 CDT

It's not ALL about "YOU!"

Redefining your career focus for greater success

"I'd like an office with a view.I'd like a bonus scheme; maybe some company shares, and of course, medical insurance would be a must

Did I mention I wouldn't even get out of my chair unless they offered me an increase of at least $10K?"

If you think this checklist of job searching has a familiar ring to it, then you're right. No doubt you have either said it yourself or heard a friend espouse much the same. Getting your personal preferences straight in your mind, and planning your short-, medium-, and long-term career needs are perfectly valid exercises; just as legitimate as determining the type of role that suits your brand of talents, where in the hierarchy you want to sit, and where geographically you would be most comfortable working.

Introspective planning and career strategizing are important, but remember the criticality of balancing this with a wider view. Maturity, flexibility and above all a willingness to make the partnership between you and your employer a winning one, will all come into play.

Once your big picture needs are settled internally, you will need to give some serious thought to the following:

1. What are you going to give in return for the office with a view, bonus scheme, medical insurance and extra money? Are you worth it?

2. What are you going to do to prove it?

Only when you have analyzed those crucial questions carefully, will you be ready to begin your job search in earnest. By determining your value before you start searching, you will be infinitely more persuasive in communicating it in your résumé, and at interview. Your realistic acknowledgement of your true professional and personal worth will instill in the prospective employer the confidence that you can, and will deliver a solid return on their investment in your services.

So the focus will switch from "what I want" to "what I can offer" and in doing so, will provide greater clarity for you and for your next employer.

We have all heard those disastrous interview stories where the candidate, when asked if he or she has any questions, responds with "How many days sick leave do I get?" While most of us would prefer to see these faux pas as isolated cases, the reality is that most people tend to say something similarly inappropriate. And why?

Because they are unprepared. Unprepared to articulate their talents; unprepared in terms of their research into the company they are talking with and in terms of job search growth; unprepared to attend that interview as they have not progressed past their own career strategizing phase, nor investigated in detail what value they offer.

Redefining your sense of self and redirecting it towards your next employer's expectations can bring significant rewards and can be applied using the job seeking strategy of S.E.A.R.C.H.

Seek information from your centre of influence; your trusted network of friends, and current supervisors. Revisit recent performance evaluations and job descriptions and look at your role critically.

Evaluate your talents in detail. Where do you excel, and what can you take from your experiences that will help your next employer achieve their goals? Know yourself backwards, learn to articulate your strengths in terms of the employer's philosophy.

Ask not what your company can do for you, but what you can do for the company. (Borrowed and slightly massaged text, but just as valid for the job-seeker!)

Research. Research companies. How will your talents fit with the company philosophy, and long-term goals? Articulating and matching your talents in your résumé, networking communications, or during interview will indicate your level of maturity, and your willingness to contribute to that team philosophy.

Confidence. Not everyone is a salesman and you don't have to be brash and aggressive. Confidence means you believe in yourself, believe in your talents, and have the ability to speak honestly of them without boasting.

Honesty. Honesty with yourself and with the people who are willing to invest their time, money and considerable emotional and professional resources in your services. To be dishonest about your strengths and abilities, your background, experience or education speaks volumes about your integrity, and threatens exposure - one day, if not immediately.

S.E.A.R.C.H. provides the strategy; now it is up to you to confront the value of your professional strengths, and communicate them to match your next employer's needs. Are you worth that increase? That end-of-year bonus?

You know you are! And YOU can prove it!

Writing a Resume Aussie Style

topmargin — Thu, 12 Apr 2007 23:01:52 CDT

Résumés in Australia have been transformed over the past few years. Not too long ago, dates of birth, marital status and interests took “pride of place” on page one, followed closely by education and the ubiquitous set of generic skills that the masses all claimed to possess. Was there a person in Australia who didn’t declare they had “excellent communication and interpersonal skills” and that they were “team players” with “strong organizational skills”? If a smattering of these people existed, they were certainly in the minority of Australian workers!

In the fast moving pace of today’s global workforce, résumés have had to keep pace with changes in legislation, changes in perception, and to what is considered “politically correct.” Whether the reason lies behind the vast resources of the Internet and greater exposure to the international community or not, résumés in Australia have come of age, being recognized as a critical selling tool, and the first step in gaining an edge on a

highly competitive workforce.

CV or Résumé?

A résumé in Australia is more often than not referred to as a CV (Curriculum Vitae). While strictly speaking a résumé and a CV are two distinct documents—the curriculum vitae being traditionally a tool used by the medical, scientific, and academic communities, the term CV has been embraced as an industry standard regardless of the type of document it is.
While résumés vary appreciably in terms of style, format, and approach depending on the job seeker’s talents and the market they hope to penetrate, there are a few absolutes when composing an employment document for the Australian job market.

Australian Spelling

Spelling is a particular issue. Words often considered “misspelled” are frequently those deemed as “American/English.” Words such as Centre=Center, Organise=Organize, Cheque=Check, Realise=Realize, Colour=Color, Specialise=Specialize, Recognise= Recognize, Licence = License, Defence = Defense, are many of the main offenders that will be considered glaring spelling errors should they find themselves in an Australian résumé, and only serve to reinforce the candidate’s lack of familiarity with the norms of the country. The suggestion is to set the word processing software to Australian English, or English UK, and take prompts from there. If unsure, an outstanding internet reference for clarifying these spelling anomalies can be found at the Australian Macquarie Dictionary site.

Technical Details

Paper size in Australia conforms to European standards. It is expected that a résumé will be composed using A4 size paper (217mm x 297) and not US Letter size (8”x11”).
Desirable SizeAustralian employers and recruiters tend to reach agreement about the length of Australian résumés across all industries and occupations.

One-page résumés tend to be particularly out of vogue, with a format of this nature widely considered as lacking in detail. As a country with only a population of 20 million and a land mass of almost the size of the United States, it is clear Australians are used to “spreading out” and this also translates to résumés! White space is considered desirable for easy reading, with 1” (2.54cm) margins acknowledged as the industry norm, and information spreading from 2-4 pages considered an appropriate length. Résumés extending to 5 or more pages are for the most part, considered unnecessary.

Intention of Direction

So, what are the key components of an Australian résumé? Well certainly, a “theme” is important. Just as a person seeking a particular genre of novel at a bookstore, it is desirable for the reader to be presented with information that supports the book’s theme. Consequently if a job candidate wants to pursue a career in the Information Technology industry for example, then providing lengthy non-IT descriptions of unrelated work that detracts the reader from the overall “theme” of the résumé is considered unwise. Similarly for an individual who may have two streams of career possibilities; it is advantageous for the candidate to showcase his/her talents in two separate résumés, than placing a confusing assortment of non-matching skills for the employer to “take their pick” of which ones they would prefer!

Consider the case of a classroom teacher, who may be interested in theatre acting and media arts. Could the following “skills” be considered anything but confusing by the reader?

Employment Skills:
* Classroom Teaching & Discipline

* Curriculum Development

* 5’6” tall, blue eyes, blonde, 36 24, 26

* Experience in theatre production of HairUnderstudy for part of “Hooker” in the “Best Little Whorehouse in Texas”

* Children with Special Needs

While the above example is played for laughs, comparable poor decisions are not uncommon and Australian decision-makers are likely to quickly discard a résumé that presents the individual as a “Jack-of-all-Trades.” In other words, a job seeker must quickly establish where they are heading, what they are applying for, and must support their case through a résumé that showcases and supports their achievements.

Duties, Responsibilities or Achievements?

In recent times, Australian résumés have transitioned from primarily “duties-based” to “achievement-based” mirroring the rapid increases in employee working hours, the intense job-market competition, and the perception of employers that employees at all levels should be increasingly productive. Solid thought should be give to initiatives, special ideas, or inroads the candidate made during their employment, that distinguished them from their peers.

Let it all hang out? Not anymore!

A hallmark of the Australian résumé in mid eighties-early nineties was to “let it all hang out.” Routinely at the conclusion of each employment, text would invariably explore why the employee chose (or was chosen to) leave that company. “Reasons for Leaving” typically ran from the obvious “to seek new challenges” to the completely inappropriate “ideas differed from management, prompting my decision to leave.” Despite some individuals still believing that the résumé should fully disclose minute detail, this way to “shoot yourself in the foot” has all but disappeared from the Australian résumé in the new millennium.

First Person/Third Person

Australians are an outgoing race of people, not shy to voice their achievements; yet similarly bragging is considered immodest. To circumvent the constant references to “I, me, my, our” Australian résumés omit the first-person references. In place of “I spearheaded a new procedure that increased productivity by 45%” the preferred way is to say “Spearheaded a new procedure….” The trend in the early ‘90s to refer to the job candidate in the third-person, i.e. “John spearheaded a procedure…” has virtually disappeared from the Australian résumé, although it is still routinely used in company biographies.

Education

Education is highly prized in Australia and impresses many employers; studies should be disclosed along with any training that supports the candidate’s employment goals.

Personal Details

Personal details once considered a prominent fixture on an Australian résumé have all but disappeared in today’s “career marketing” documents. Certainly legislation prohibits employers quizzing job candidates on their marital status, dates of birth, and religion, and although many in Australia still volunteer this information, together with hobbies and interests, there is a growing trend away from revealing what most consider being irrelevant to the candidate’s capacity to perform their job well.

References

Unlike most of their American counterparts, references are still routinely disclosed on the Australian résumé, although this, like many other components of the traditional Australian résumé is a declining trend. Privacy seems to be a particular case in point, where many job candidates have found that their references (or referees as frequently called by many Australians) have been contacted for purposes other than to provide a reference! In today’s large databanks of names and contact information, many job candidates are wisely recognizing the need to shield these cherished “assets” until a firm job offer is presented, and simply placing “Available upon request” under the Reference heading.

Government applications are a clear exception to the rule where job candidates are customarily required to disclose full reference details, and on occasion, obtain a written report on the job candidate by responding to a series of job-specific and performance-based questions.

Summary

If there’s one absolute to composing a résumé for the Australian job-market it is “nothing stays the same.” In a rapidly changing employment market, employers are continually seeking new ways to uncover the talents of the people they hire, and new ways to reveal their strengths; as their tactics evolve, so should those of the savvy Australian job hunter, who will know the current trends sufficiently to stay ahead of the game.

The Many Hats of the Australian JobSeeker

topmargin — Thu, 12 Apr 2007 22:50:57 CDT

THE MANY HATS OF THE AUSTRALIAN JOB SEEKER

The career-savvy job seeker in Australia today needs to fulfill not one role—as he or she would in employment, but multiple roles.

The jobseeker needs to be an “Employment Technologist” savvy to the ways of the Internet, email, e-résumés and bulletin boards, and they need to understand the importance of key words in their career marketing materials to maintain top rankings in databank searches.

As well as needing to be an “Employment Technologist” the Australian jobseeker needs to be a “Communications Expert” able to persuade and influence and build a strong, articulate case that stresses their talents, and matches them to a prospective employer’s needs. Adopting these dual roles though is still not enough; the jobseeker also needs to be a Manager of Awareness, and Master of their Destiny.

In today’s competitive environment in Australia where unemployment hovers nationally at 6.3 percent, and hours of Australian workers are some of the longest worked worldwide, ignorance of process cannot be an option for the jobseeker. As the Manager of Awareness, the individual must research, investigate, probe and source information.

Slavishly following a process that may be 30 years out of date and wondering why an application was rejected, cannot be a component of the modern jobseeker’s professional repertoire!Today’s Australian employee needs to be aware of so many things. They need to know when the most jobs are advertised in newspapers (Saturday). They need to know where specific industries are located—for instance an individual seeking a position in the mining industry would be better suited to living in Western Australia than inner city Melbourne; they need to know that public service positions are based on merit (Public Service Act 1999); that cover letters should indicate their capacity to solve the employer’s problems, and not just stress their personal career aspirations. Most of all job applicants in Australia need to keep their eyes and ears open for change in a constantly changing environment.

Government Applications

Hordes of jobseekers, through lack of awareness and research, find themselves the unfortunate recipient of a rejection letter, simply because they failed to read the job advertisement carefully, and failed to act on the not-so-subtle advice provided in each and every Government application.Government applications can be defined as any job vacancy advertised for teachers, TAFE (Technical and Further Education) Colleges, public service employees, and any local, state or federally advertised position from receptionist to national management. Job advertisements typically disclose the position responsibilities, pay scale range, and position vacancy number.

These advertisements will provide the most important part of the application to the job seeker; information that those unaware of the process will likely ignore—an invitation to contact an individual to receive a position description. This is an invitation where an RSVP is vital, as the position description will detail not only the job responsibilities, organizational hierarchy and expectations of the role, but the hidden “third component” of a Government job application (following the cover letter, and résumé); the Key Selection Criteria.The Key Selection Criteria are a list of questions that test jobseekers on attitude, skills and specific knowledge. While many would perhaps correctly believe that the question content borders upon interview type questions and ponder what the panel could possibly have left to ask at interview, the process must be followed carefully.

Questions can range anywhere between 6-8 standard bullet points quizzing applicants on the breadth of their experience related to the job in terms of communication, technical knowledge, leadership, and attitude, up to several split components of each question for senior managers and teaching professionals designed to explore their particular brands of experience and match it to the position offered.Job seekers in receipt of this position description detailing the Key Selection Criteria, now commence what will most likely be a grueling period of reflection and multiple document drafts as they list each question, and attempt to provide concrete examples of how their experience matches the needs of the prospective employer.

Strong information that cites specific knowledge or experience needs to be explored and results of actions provided. Simply responding to a question on communication with warm and fuzzy phrasing on how it is one of your “greatest strengths” will simply fail to excite the application assessors. Depending upon the question asked, responses to questions can extend from a third of a page, to a full page, with the entire third component frequently reaching 4 pages or more.

Be aware of the government application process

So just how does the process of applying for Government applications in Australia work? Let’s follow the process.

* The selection documentation is prepared, and the position description is created—complete with position responsibilities, key selection criteria, pay scale and contact details.
* A selection panel is formed to evaluate applications, and shortlist candidates for interviews.
* A vacancy appears in newspapers and government gazettes, detailing an overview of the position, a contact number to call for a position description, and details of where to send the completed application. Some individuals fail to see the prompt to call for a position description, and in order to get their applications in quickly, send a résumé and a cover letter immediately only to find they have eliminated themselves from the race through their lack of compliance to the procedures stated!
* The process of handling government applications continues as the final date approaches, and the applications officially close.
* Next comes the short listing of candidates. Each panel member will separately assess the application paying particular attention to the key selection criteria as listed on the position description. This is where many applicants are eliminated. Failing to call the contact person for the all-important position description, many applicants are unaware of the need to address the “Key Selection Criteria” for the role, and ignore the specific requirements for submitting their application. These individuals have now missed the opportunity for consideration, and each panel member during this process will assess responses to each criteria question based upon the concrete evidence provided by the candidate of how their skills and experience match the role they seek. Once evaluation is complete, the panel will unite and compare their assessments. Those candidates scoring the highest will progress to the next phase.
* Interviews are held and the candidate is further quizzed via a series of behavioral questions.
* Candidates designated to progress to the next stage, will undergo a reference check with references frequently requested to submit reports similar to the key selection criteria that questions them on the candidates skills, attitude and knowledge.
* The panel prepares and submits a selection report.
*The hiring decision is made.
* Notifications to all job candidates are distributed.
* An appeals process will commence should any candidate decide to appeal the decision.
* A feedback session is organized.

Education & Training Awareness

Education in Australia has rapidly become a “must have” for the jobseeker. Of course, there are exceptions to every rule and most Australians can cite an individual who has risen to the top despite lack of a completed high school education. Successive governments since the mid ‘70s have placed increasingly greater emphasis on the value of education; seen by most as the way to “cure” unemployment by instilling the concept of a multi-skilled workforce with the versatility to quickly adapt to a new industry or work discipline.While this is of course good in theory, in practice the push for training has not been entirely successful with many unemployed individuals disheartened and resistant to being trained in an area in which they have no interest or aptitude.

Whether today’s jobseeker holds a degree or not, it is important that the résumé cite several examples of recent training courses and indicate an interest in continuous learning.Students leaving high school, having completed the two final and most arduous years of their education, can see their hopes dashed and their future career plans disappear in the blink of an eye when receiving their T.E.R. score at the conclusion of their year-end examinations.

The VCE (Victorian Certificate of Education), or HSC (Higher School Certificate) for other states, are awarded with a T.E.R.The T.E.R. or tertiary entrance ranking, is the sum total of a student’s tasks and examinations over the previous two years and the score on which their University acceptance is assessed. Out of a possible 100, scores greater than 99% will have choice of the best universities and popular law and medical courses, while those with lesser scores will have to realign their hopes to the realities of their situation. Those with scores of 80 or less frequently need to adjust their hopes for University, and attend the excellent TAFE (Technical and Further Education) facilities, many of which can act as transitional phase to University at a later stage.D.E.T.Y.A. or the Department of Education, Training and Youth Affairs at http://www.detya.gov.au/ can provide extensive assistance to young Australians, with publications and information on training and education and career options available.