Published on May 16, 2014
Barry J Horne T: (08) 9448 6753 E: firstname.lastname@example.org 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 Career development is an ongoing process of career and life exploration, decision making, planning, action and review. It involves self and process management. and enterprise Employability Goal setting Judy Denham, July 2004 exploration/ alignment Opportunity Action planning Self marketing (Do) (Discover) (Decide) (Review) Performance and satisfaction review skill development Selfa nd relationship m a nagement Careerp ractitioners facilitate ongoing career deve lopment Self and s ocial awarenes s Contextual & Career development is an ongoing process of career and life exploration, decision making, planning, action and review. It involves self and process management. and enterprise Employability Goal setting Judy Denham, July 2004 exploration/ alignment Opportunity Action planning Self marketing (Do) (Discover) (Decide) (Review) Performance and satisfaction review skill development Selfa nd relationship m a nagement Careerp ractitioners facilitate ongoing career deve lopment Self and s ocial awarenes s Contextual &
Career development is an ongoing process of career and life exploration, decision making, planning, action and review. It involves self and process management. and enterprise Employability Goal setting Judy Denham, July 2004 exploration/ alignment Opportunity Action planning Self marketing (Do) (Discover) (Decide) (Review) Performance and satisfaction review skill development Selfa nd relationship m a nagement Careerp ractitioners facilitate ongoing career deve lopment Self and s ocial awarenes s Contextual & Career Development Model Denham (2014)
Apply for Advertised Positions Approach (e.g. Graduate) Recruitment Consultants Network to Identify Emerging Opportunities and Decision- Makers Directly Approach Qualified Target Companies and People Horne (2014)
• Spotted, Assessed, Inquired • Potential Elements – Resume, Cover Letter, Responses to Selection Criteria Role Advertised • Application Acknowledged • Majority Screened Out • Short List of Candidates Developed Application Submitted • Exclusion of Some Interviewed Candidates • Psychometric Assessment of Remaining Candidates • Reference Checking of Remaining Candidates First Round Interview • Further Exclusion of More Interviewed Candidates • Medical Checks for Remaining Candidates Second Round Interview • Offer Made to Preferred CandidateNegotiation with Preferred Candidate/Offer Horne (2014)
All [4Cs] : Concise, Clear, Correct, Courteous Resumes [3Rs] • Relevance • Recency • Results Letters [SWUC] • Show Interest • Why Me • Unique Sales Proposition (USP) • Contact Me Responses to Selection Criteria (STAR) • Situation • Task/Tactic • Actions • Results Career Solutions (2012)
Isolate Key Achievements Reflect on 5Cs (Complexity, Challenge, Change, Chaos, Crisis) Develop Detailed STAR Narratives (Selection Criteria Responses/Int erview Preparation) Create Brief Bullet Pointed Achievement Statements (Resume) Horne (2014)
Situation When? Where? What? Who (Role)? Task/Tactic How ? Overarching Approach /Initiative Taken Actions How? Logical Stages and Phases Results Why (So What)? Relate to Business Goals 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? 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 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 Horne (2014)
Capturing Reader's Attention Demonstrating Qualifications for Target Role Indicating Potential to Meet Challenges / Needs of Organisation Standing Out from Other Applicants! Horne (2014)
• Career Objective / Profile Statement • Key Strengths • Qualifications / Training Unique Sales Proposition • Employer Profiles • Key Responsibilities (Stakeholders, People, Operations, Financial) • Role Accomplishments Employment History and Contexts • Professional Memberships • Community Engagement • Personal Information • Referees (if Requested) Background (Supportive) Information 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/Geographic Markets, Size) Role (Purpose, Key Responsibilities, Skills Applied, Achievements) Horne (2014)
Student Professional Memberships Implies Industry Knowledge, Network of Peers Community Engagement (Development and Application of Skills) Volunteer Roles University Life / Leadership Upper High School Community Contributions Recreational Interests Balanced Person (Active / Passive; Team / Individual) 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 Horne (2014)
1:1 1:Many Many:1 Horne (2014) When Invited to Interview, Ask for Names and Positions of Interviewers, then Research Their Backgrounds!
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) GCA (2014)
Hudson Highland (2005)
Hudson Highland (2005)
Horne (2014) COMPETENCE Supervise Others? Communicate Effectively? Technical Skills? Disciplinary Knowledge? FIT Experienced in Industry? Similar Workplaces Cultures? Work with Existing Team? POTENTIAL Sense of Professional Direction? Level of Drive and Initiative?
Type 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? 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 KeepSelf-Marketing Collateral Up-to-Date ⑥ Network Ceaselessly 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/Ty pesofInterviews/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/
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