140424 ecu competing for advertised roles
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Competing for Advertised Roles
Barry J Horne
T: (08) 9448 6753E: [email protected] ECU BES2500 L: http://au.linkedin.com/in/barryhorne April 2014
Career Development Model
Search Strategy
Advertised Recruitment and Selection
Application Principles
Achievement Stories
Resumes
Interviews
Social Media
Career Management
OverviewCareer developm ent
is an ongoing process ofcareer and life exploration,decision m aking, planning,
action and review.
It involves self andprocess m anagem ent.
and enterpriseEm ployability
G oal setting
Judy Denham , Ju ly 2004
exploration/alignm ent
O pportunity
Action planning
Self m arketing
(Do) (D iscover)
(Decide)
(Review )
Perform anceand satisfaction review
skill developm ent
e o
Contextual
&
Career developm entis an ongoing process of
career and life exploration,decision m aking, planning,
action and review.
It involves self andprocess m anagem ent.
and enterpriseEm ployability
G oal setting
Judy Denham , Ju ly 2004
exploration/alignm ent
O pportunity
Action planning
Self m arketing
(Do) (D iscover)
(Decide)
(Review )
Perform anceand satisfaction review
skill developm ent
e o
Contextual
&
Career developm entis an ongoing process of
career and life exploration,decision m aking, planning,
action and review.
It involves self andprocess m anagem ent.
and enterpriseEm ployability
G oal setting
Judy Denham, July 2004
exploration/alignm ent
O pportunity
Action planning
Self m arketing
(Do) (D iscover)
(Decide)
(Review )
Perform anceand satisfaction review
skill developm ent
e
Contextual
&
Career Development Model
Denham (2014)
Search Strategy
Horne (2014)
Advertised Recruitment and Selection
Horne (2014)
Developing Applications: Principles
Career Solutions (2012)
Developing Achievement Stories
Horne (2014)
Developing Achievement Stories
Horne (2014)
An Achievement Story with no Results is Like a Joke Without a Punch Line!
What is the Primary Purpose of a Resume?
In Preparation, What Should You Focus On?
What are Your Goals?
What Content Should be Included?
What Content Should be Excluded?
Designing Resumes
Horne (2014)
Primary Purpose is to Secure an Interview!
A Resume Markets You - Does Your Resume Do YOU Justice?
TAILOR to Target Role
NO Magic Format/Style
(Robot or Human) Recipient’s Goal is to Quickly◦ SCREEN OUT Majority of Applications◦ DEVELOP INTERVIEW Short-list
Designing Resumes : Overview
Horne (2014)
Meeting Challenges/ Needs of Organisation
Research ◦ Industry, Organisation, Role
Information Sources◦ Job Specifications/Criteria◦Nominated Contact◦ Public Documents (e.g. Annual Report, Press Releases)◦ Internet (Target Organisation Web Site)◦ Target Organisation and Industry Employees◦ Professional/Industry Associations
Designing Resumes : Preparation
Horne (2014)
Capturing Reader's Attention
Demonstrating Qualifications for Target Role
Indicating Potential to Meet Challenges / Needs of Organisation
Standing Out from Other Applicants!
Designing Resumes : Goals
Horne (2014)
Pyramid Resume Model
Horne (2014)
Career Objective / Profile Statement
Snapshot Impression to Stimulate Interest
Qualifications / Training
Relevant to Target Role
Employment History and Contexts
Employer Profiles (Products, Services, Client/GeographicMarkets, Size)
Role (Purpose, Key Responsibilities, Skills Applied, Achievements)
Designing Resumes: Inclusions
Horne (2014)
Student Professional Memberships
Implies Industry Knowledge, Network of Peers
Community Engagement (Development and Application of Skills)
Volunteer Roles University Life / LeadershipUpper High School Community Contributions
Recreational Interests
Balanced Person (Active / Passive; Team / Individual)
Designing Resumes: Inclusions
Horne (2014)
Information Likely to Result in Screening Out. In general:
Age Marital Status Place of Birth Salary Expectations Religion Political Affiliations Health Status Photographs Referees (Unless Requested at Time of Application) Reasons for Leaving Past Roles
Designing Resumes: Exclusions
Horne (2014)
Performing at Interview: A Numbers Game
1:1
1:Many Many:1
Horne (2014)
When Invited to Interview, Ask for Names and Positions of Interviewers, then Research Their Backgrounds!
Performing at Interview : Format
Office-Based
Video Conference
Telephone (Sometimes,
Without Notice)
Coffee Chat
Horne (2014)
Know Resume Key Points (and Achievement Stories) Review Job Description Dress Professionally and Appropriately Know Where / When to Go Be Comfortably on Time Ask for Interviewer by Name Have Copies of Resume and Referee List Have Pen and Notepad Prepare Your List of Questions Expect to Complete Registration Information (especially at
Recruitment Agencies)
Performing at Interview : Preparation
GCA (2014)
Performing at Interview: Employer Perspectives
Hudson Highland (2005)
Performing at Interview: Employer Perspectives
Hudson Highland (2005)
Performance at Interview : Implications
Horne (2014)
Performing at Interview : Their QuestionsType Why Example
Ice-Breakers F Tell Me About Yourself…
Organisation Knowledge F, P Attracted to Our Company?
Academic Study F, P Decide to Study HR?
Resume Elaboration C Tell Us More About…
Technical Skills C Professional Challenges Expected in Role?
Behavioural C Situation/Time When You?
Scenarios C Deal With an Angry Client / Colleague (F)?
Self-Awareness F What Are Your Strengths / Weaknesses?
Major Achievements C Proudest Achievement, Skills Learned?
Career Motivation P Like to Be Doing in 5 Years’ Time?
Monash University (2014)
Type Why Example
Role F Why Has Position Become Available? Main Goals for Role?How Will Success be Measured?Obstacles Commonly Encountered?
Team F Size?Other Functions of Team?Overall Team Objectives
Organisation F Leadership / Management Style?Describe Culture?
Development P Induction Program?Graduate (Rotation) Opportunities?Training and Development Support?
Performing at Interview : Your Questions
Monster (UK, 2014)
① Scan Environment Constantly (Economic, Industry, Company, People)
② Reflect on Changing Personal Circumstances
③ Succeed in a 5C World - Be a Problem Solver
④ Document Your Successes /Contributions
⑤ Keep Self-Marketing Collateral Up-to-Date
⑥ Network Ceaselessly
Ongoing Career Management Tips
Horne (2014)
Career Solutions (2012). CareerWorks Self-Marketing Tips. Perth. Denham, J. (2004). Brief Introduction to the Course [Denham Career Development Model].
Employability and Enterprise Skills Course. Edith Cowan University Graduate Careers Australia (GCA, 2014). Types of Interview. Retrieved from:
http://www.graduatecareers.com.au/CareerPlanningandResources/InterviewsandBeyond/TypesofInterviews/index.htm
Hudson Highland Group Inc (2005). The Hudson Report. Employment Trends. HR Insights. Part Two, Getting Smart About Talent Management. October – December. Australia
Monash University (2014). Sample Interview Questions. Employment and Career Development Portal. Retrieved from: http://www.monash.edu.au/careers/students-grads/apply-for-a-job/interviews-sample-questions.html
Monster (UK, 2014). What Questions Might I Ask My Interviewer? Retrieved from: http://career-advice.monster.co.uk/job-interview/job-interview-questions/what-questions-should-i-ask-my-interviewer/article.aspx
Reppler (2011). Job Screening with Social Networks: How Are Employers Screening Job Applicants? Retrieved from: http://blog.reppler.com/2011/09/27/managing-your-online-image-across-social-networks/
References