Since January 1, 2015, the Canadian Government implemented the Express Entry Immigration system which allows anyone who has acquired one or more Eligible Occupations to submit an expression of interest profile to the Express Entry Pool. If you do your profile will be one of the candidates ranked under a Comprehensive Ranking System. And if you emerge as one if the highest ranked candidates you will be considered for an invitation to apply for permanent residence. When this happens you must submit a full application within 60-days. Moving to Canada is the most desired goal of most people especially in people. Canada has a good economy and there are lots of job opportunities. At the same time. Canada is a very organised country. Hence, to qualify for entry into Canada you must be admitted to the Express Entry Pool as a Federal Skilled Worker. For this to happen you need to know which skills are required and which conditions you need to meet. Here are the conditions: a. You must possess one-year of continuous full-time paid work experience or the equivalent in part-time continuous employment within the previous 10 years in one of the 347 eligible occupations listed. b. The work experience must be classified within Skill Type 0 (Managerial Occupations), Skill Level A (Professional Occupations), or Skill Level B (Technical Occupations and Skilled Trades) within the meaning of the National Occupational Classification system c. You must score sufficient points under the skilled worker point grid comprising of six selection factors. The current pass mark is 67 points; d. You must undergo language testing from a recognized third party and demonstrate intermediate level language skills in English or French corresponding to the Canadian Language Benchmark of 7) e. You must possess suitable settlement funding; f. You must undergo a successful security background and medical examination. Skills You Need to Qualify for Express Entry 1. Legislators 2. Senior government managers and officials 3. Senior managers – financial, communications and other business services, health, education, social 9 community services and membership organization, trade, broadcasting and other services, construction, transportation, production and utilities 4. Financial managers 5. Human resources managers 6. Purchasing managers 7. Other administrative services managers 8. Insurance, real estate and financial brokerage managers 9. Banking, credit and other investment managers 10. Advertising, marketing and public relations managers 11. Other business services managers 12. Telecommunication carriers managers 13. Postal and courier services managers 14. Engineering managers 15. Architecture and science managers 16. Computer and information systems managers 17. Managers in health care 18. Government managers – health and social policy development and program administration, economic analysis, policy development and program administration, education policy development and program administration, Other managers in public administration 19. Administrators – post-secondary education and vocational training 20. School principals and administrators of elementary and secondary education 21. Managers in social, community and correctional services 22. Commissioned police officers 23. Fire chiefs and senior firefighting officers 24. Commissioned officers of the Canadian Forces 25. Library, archive, museum and art gallery managers 26. Managers – publishing, motion pictures, broadcasting and performing arts 27. Recreation, sports and fitness program and service directors 28. Corporate sales managers 29. Retail and wholesale trade managers 30. Restaurant and food service managers 31. Accommodation service managers 32. Managers in customer and personal services, n.e.c. 33. Construction managers 34. Home building and renovation managers 35. Facility operation and maintenance managers 36. Managers in transportation 37. Managers in natural resources production and fishing 38. Managers in agriculture 39. Managers in horticulture 40. Managers in aquaculture 41. 0911 Manufacturing managers 42. Utilities managers 43. Financial auditors and accountants 44. Financial and investment analysts 45. Securities agents, investment dealers and brokers 46. Other financial officers 47. Human resources professionals 48. Professional occupations in business management consulting 49. Professional occupations in advertising, marketing and public relations 50. Supervisors, general office and administrative support workers, finance and insurance office workers, library, correspondence and related information workers, mail and message distribution occupations, supply chain, tracking and scheduling co-ordination occupations 51. Administrative officers 52. Executive assistants 53. Human resources and recruitment officers 54. Property administrators 55. Purchasing agents and officers 56. Conference and event planners 57. Court officers and justices of the peace 58. Employment insurance, immigration, border services and revenue officers 59. Administrative assistants 60. Legal administrative assistants 61. Medical administrative assistants 62. Court reporters, medical transcriptionists and related occupations 63. Health information management occupations 64. Records management technicians 65. Statistical officers and related research support occupations 66. Accounting technicians and bookkeepers 67. Insurance adjusters and claims examiners 68. Insurance underwriters 69. Assessors, valuators and appraisers 70. Customs, ship and other brokers 71. Physicists and astronomers 72. Chemists 73. Geoscientists and oceanographers 74. Meteorologists and climatologists 75. Other professional occupations in physical sciences 76. Biologists and related scientists 77. Forestry professionals 78. Agricultural representatives, consultants and specialists 79. Civil engineers 80. Mechanical engineers 81. Electrical and electronics engineers 82. Chemical engineers 83. Industrial and manufacturing engineers 84. Metallurgical and materials engineers 85. Mining engineers 86. Geological engineers 87. Petroleum engineers 88. Aerospace engineers 89. Computer engineers (except software engineers and designers) 90. Other professional engineers, 91. Architects 92. Landscape architects 93. Urban and land use planners 94. Land surveyors 95. Mathematicians, statisticians and actuaries - Information systems analysts and consultant, Database analysts and data administrators, Software engineers and designer, Computer programmers and interactive media developers, Web designers and developers, Chemical technologists and technician, Geological and mineral technologists and technicians, Biological technologists and technicians, Agricultural and fish products inspector, Forestry technologists and technicians, Conservation and fishery officers, Landscape and horticulture technicians and specialists, Civil engineering technologists and technicians, Mechanical engineering technologists and technicians, Industrial engineering and manufacturing technologists and technicians, Construction estimators, Electrical and electronics engineering technologists and technicians, Electronic service technicians (household and business equipment), Industrial instrument technicians and mechanic, Aircraft instrument, electrical and avionics mechanics, technicians and inspectors, Architectural technologists and technicians 96. Industrial designers 97. Drafting technologists and technicians 98. Land survey technologists and technicians 99. Technical occupations in geomatics and meteorology 100. Non-destructive testers and inspection technicians 101. Engineering inspectors and regulatory officers 102. Inspectors in public and environmental health and occupational health and safety 103. Construction inspectors 104. Air pilots, flight engineers and flying instructors 105. Air traffic controllers and related occupations 106. Deck officers, water transport 107. Engineer officers, water transport 108. Railway traffic controllers and marine traffic regulators 109. Computer network technicians 110. User support technicians 111. Information systems testing technicians 112. Nursing co-ordinators and supervisors 113. Registered nurses and registered psychiatric nurses 114. Specialist physicians 115. General practitioners and family physicians 116. Dentists 117. Veterinarians 118. Optometrists 119. Chiropractors 120. Allied primary health practitioners 121. Other professional occupations in health diagnosing and treating 122. Pharmacists 123. Dietitians and nutritionists 124. Audiologists and speech-language pathologists 125. Physiotherapists 126. Occupational therapists 127. Other professional occupations in therapy and assessment 128. Medical laboratory technologists 129. Medical laboratory technicians and pathologists’ assistants 130. Animal health technologists and veterinary technicians 131. Respiratory therapists, clinical perfusionists and cardiopulmonary technologists 132. Medical radiation technologists 133. Medical sonographers 134. Cardiology technologists and electrophysiological diagnostic technologists, n.e.c. 135. Other medical technologists and technicians (except dental health) 136. Denturists 137. Dental hygienists and dental therapists 138. Dental technologists, technicians and laboratory assistants 139. Opticians 140. Practitioners of natural healing 141. Licensed practical nurses 142. Paramedical occupations 143. Massage therapists 144. Other technical occupations in therapy and assessment 145. University professors and lecturers 146. Post-secondary teaching and research assistants 147. College and other vocational instructors 148. Secondary school teachers 149. Elementary school and kindergarten teachers 150. Educational counsellors 151. Judges 152. Lawyers and Quebec notaries 153. Psychologists 154. Social workers 155. Family, marriage and other related counsellors 156. Professional occupations in religion 157. Probation and parole officers and related occupations 158. Employment counsellors 159. Natural and applied science policy researchers, consultants and program officers 160. Economists and economic policy researchers and analysts 161. Business development officers and marketing researchers and consultants 162. Social policy researchers, consultants and program officers 163. Health policy researchers, consultants and program officers 164. Education policy researchers, consultants and program officers 165. Recreation, sports and fitness policy researchers, consultants and program officers 166. Program officers unique to government 167. Other professional occupations in social science, n.e.c. 168. Paralegal and related occupations 169. Social and community service workers 170. Early childhood educators and assistants 171. Instructors of persons with disabilities 172. Other instructors 173. Other religious occupations 174. Police officers (except commissioned) 175. Firefighters 176. Non-commissioned ranks of the Canadian Forces 177. Librarians 178. Conservators and curators 179. Archivists 180. Authors and writers 181. Editors 182. Journalists 183. Translators, terminologists and interpreters 184. Producers, directors, choreographers and related occupations 185. Conductors, composers and arrangers 186. Musicians and singers 187. Dancers 188. Actors and comedians 189. Painters, sculptors and other visual artists 190. Library and public archive technicians 191. Technical occupations related to museums and art galleries 192. Photographers 193. Film and video camera operators 194. Graphic arts technicians 195. Broadcast technicians 196. Audio and video recording technicians 197. Other technical and co-ordinating occupations in motion pictures, broadcasting and the performing arts 198. Support occupations in motion pictures, broadcasting, photography and the performing arts 199. Announcers and other broadcasters 200. Other performers 201. Graphic designers and illustrators 202. Interior designers and interior decorators 203. Theatre, fashion, exhibit and other creative designers 204. Artisans and crafts persons 205. Patternmakers – textile, leather and fur products 206. Athletes 207. Coaches 208. Sports officials and referees 209. Program leaders and instructors in recreation, sport and fitness 210. Retail sales supervisors 211. Technical sales specialists – wholesale trade 212. Retail and wholesale buyers 213. Insurance agents and brokers 214. Real estate agents and salespersons 215. Financial sales representatives 216. Food service supervisors 217. Executive housekeepers 218. Accommodation, travel, tourism and related services supervisors 219. Customer and information services supervisors 220. Cleaning supervisors 221. Other services supervisors 222. Chefs 223. Cooks 224. Butchers, meat cutters and fishmongers – retail and wholesale 225. Bakers 226. Hairstylists and barbers 227. Tailors, dressmakers, furriers and milliners 228. Shoe repairers and shoemakers 229. Jewellers, jewellery and watch repairers and related occupations 230. Upholsterers 231. Funeral directors and embalmers 232. Contractors and supervisors, machining, metal forming, shaping and erecting trades and related occupations, electrical trades and telecommunications occupations, pipefitting trades, carpentry trades, other construction trades, installers, repairers and servicers 233. Machinists and machining and tooling inspectors 234. Tool and die makers 235. Sheet metal workers 236. Boilermakers 237. Structural metal and platework fabricators and fitters 238. Ironworkers 239. Welders and related machine operators 240. Electricians (except industrial and power system) 241. Industrial electricians 242. Power system electricians 243. Electrical power line and cable workers 244. Telecommunications line and cable workers 245. Telecommunications installation and repair workers 246. Cable television service and maintenance technicians 247. Plumbers 248. Steamfitters, pipefitters and sprinkler system installers 249. Gas fitters 250. Carpenters 251. Cabinetmakers 252. Bricklayers 253. Concrete finishers 254. Tile setters 255. Plasterers, drywall installers and finishers and lathers 256. Roofers and shinglers 257. Glaziers 258. Insulators 259. Painters and decorators (except interior decorators) 260. Floor covering installers 261. Contractors and supervisors, mechanic trades, supervisors, heavy equipment operator crews 262. Supervisors, printing and related occupations, railway transport operations, motor transport and other ground transit operators 263. Construction millwrights and industrial mechanics 264. Heavy-duty equipment mechanics 265. Refrigeration and air conditioning mechanics 266. Railway Carmen/women 267. Aircraft mechanics and aircraft inspectors 268. Machine fitters 269. Elevator constructors and mechanics 270. Automotive service technicians, truck and bus mechanics and mechanical repairers 271. Motor vehicle body repairers 272. Oil and solid fuel heating mechanics 273. Appliance servicers and repairers 274. Electrical mechanics 275. Motorcycle, all-terrain vehicle and other related mechanics 276. Other small engine and small equipment repairers 277. Railway and yard locomotive engineers 278. Railway conductors and brakemen/women 279. Crane operators 280. Drillers and blasters – surface mining, quarrying and construction 281. Water well drillers 282. Printing press operators 283. Other trades and related occupations, n.e.c. 284. Supervisors, logging and forestry, mining and quarrying 285. Contractors and supervisors, oil and gas drilling and services 286. Underground production and development miners 287. Oil and gas well drillers, servicers, testers and related workers 288. Logging machinery operators 289. Agricultural service contractors, farm supervisors and specialized livestock workers, landscaping, grounds maintenance and horticulture services 290. Fishing masters and officers 291. Fishermen/women 292. Supervisors, mineral and metal processing, petroleum, gas and chemical processing and utilities, food, beverage and associated products processing, plastic and rubber products manufacturing, forest products processing, textile, fabric, fur and leather products processing and manufacturing, motor vehicle assembling, electronics manufacturing, electrical products manufacturing, furniture and fixtures manufacturing, other mechanical and metal products manufacturing other products manufacturing and assembly 293. Central control and process operators, mineral and metal processing 294. Petroleum, gas and chemical process operators 295. Pulping, papermaking and coating control operators 296. Power engineers and power systems operators 297. Water and waste treatment plant operators If you are proficient with one or more of the above skill you can apply for Canadian Express Entry. If you are fortunate you will qualify as a Federal Skilled Worker. The Canadian Government recognizes a Federal Skilled Worker as someone with suitable education, work experience, age and language abilities. But while honking your skills in order to gain entry into Canada remember that you must understand one of Canada’s official languages and must have been selected under the Express Entry Immigration system
A job interview is stressful. The person who hasn’t made a lot of changes isn’t practiced at what is involved (nor should they want to be), and the person who has made a lot of changes doesn’t have any idea as to what’s involved either, or they wouldn’t be making so many changes! Preparing for the interview de-stresses the situation considerably. Yet, 78% of all candidates - regardless of the level for which they are interviewing - wing it! And frequently cause themselves to be weeded out in the process. Like so much of the interview, seemingly innocent questions can trip you up. You think you are answering them in a way that puts you in the best light, but you'd be surprised at how many people completely miss the boat. Merely to hope an interview has a positive result is not enough. That's basically forfeiting your ability to drive up the percentage of a positive outcome. For instance, in response to the question, "Why do you want to work here?" some people will say things such as: "I've worked in this industry for 15 years and been very successful. I feel I can make a difference in your organization. I have a proven track record of leadership. I've read in the paper that your company is having some problems, and with my experience as a Director of XXXXX, I can help straighten those out." That answer may sound good and appear to suffice, but on a scale of 1 - 10, it ranks about a 4! Why? The answer shows no research, no thought, no consideration. It sounds stock and could suffice for any number of companies. Overall, unimpressive. In my experience as a recruiter, I've found that while mid level management tends to UNDERanswer the question, upper level management will often OVERanswer the question. One group doesn't provide enough information because of a limited lack of experience. The other group has been around, worked their way up the ladder in more than one company, and in their attempt to sound thoughtful, intelligent, and wise, end up saying very little at all. Let's look closer. WHY DO YOU WANT TO WORK HERE? Here's where you get to show off your research. Tell the interviewer what you've learned about the company, and why it's appealing to you. SPECIFICS are the key here. Relate those specific examples from your experience to what you've learned about the company, their focus, and their market. Look to your personality and what motivates you and how that relates to any details you learned from the ad, your recruiter, your friend who referred you, or from where you learned of this opportunity. For instance, perhaps their ad stated that they were looking to establish a marketing department from ground up. If you thrive on growth, challenges, making things happen - there's your answer - along with examples of how you have grown, established, or done market research in a parallel situation. And you might ask, "What if it's not a high profile company? What if it's on the small side and local?" Right. Not every company is the size of General Electric or even a regional public powerhouse that you can look up in Dun & Bradstreet. But most librarians are more than willing to help you find any information that might be present in any of their research books. Local newspapers may have done stories on the company, and the library would have those too. And these days, most companies have a website. Share what you can do and why you feel you can make a contribution and benefit the company. This question is about how YOU can benefit the company, not how the company can benefit YOU. TELL ME ABOUT YOURSELF Some interviews are lost right at this point. This is not an invitation to go on ad nauseum about everything that has happened to you since you were five years old or since your first job out of college. Nor is it the time to shrug your shoulders and give an unplanned, one-sentence answer. Some people, especially those who haven't prepared and have a tendency to talk when they get nervous, find themselves rambling. Put together a nice little 2 - 3 minute verbal bio about your career, your qualifications, and why you are interested. Know what you're going to say in advance. A FEW POINTS TO REMEMBER In recruiting we used to say, "'A' candidates for 'A' companies, 'B' candidates for 'B' companies and 'C' candidates for 'C' companies," and a 'B' candidate is not only some one who's talents and track record is only so-so, it's also an 'A' candidate whose poor interviewing skills MAKE him a 'B.' Knowing who you are, what you want, what you have to offer and what you've accomplished - and having it all on the tip of your tongue - can make or break you for a job offer - not just for your perfect job, but sometimes for even finding ANY job. Being able to sell yourself, your skills, how you can benefit a potential company and then being able to close the deal necessitates taking the time to research and learn the company. It means knowing yourself well enough that you can apply aspects of your capabilities to the individual facts and details of that INDIVIDUAL company - and that you can do it smoothly without groping for words or just winging it. And last, but not least, the words of Peter Handal of Dale Carnegie Training, echo the importance of interview preparation, including what strikes most people as silly - role playing. But as he said, "you only have one chance to make a really good impression," and if you don't take it seriously enough to study and thoroughly prepare, someone else will, and that's the person who will get the job! Do your homework before EVERY interview! There's no chance to make a second good impression!
If you ever plan on getting a job or starting a career of some kind, you will have to have a resume. Not just a piece of paper that gives the employer some information about yourself, but rather something that will set you apart from the others applying for the same position. One would like to think that there is one way to write a resume, and that if you follow that exact formula, you're set. But this is not the case. Each employer is different, so some might like one style over another. We can however give you some tips that will turn you in the right direction. One thing that we see over and over again in resumes is an overload of information. I guess there are many resume writers that think quantity will impress people over quality. They are dead wrong. Employers are busy people, and don't have all day to dig through a mountain of information. So keep it informative, but to the point. Don't add things in there that aren't relevant to the job. In other words, don't list that you like pets when you're applying for a job as a web designer. In keeping with the "to the point" rule, keep your resume to one page. They shouldn't have to flip a page over to see what they are looking for. This is a waste of their time. So what should you include on your resume? A) Your name and other information on how to reach you. It’s kind of pointless handing in a resume if they can't get back to you. :) B) Your Objective. There are quite often other positions to fill, so make sure to specify what you are applying for. C) Training and Education. List your training and education with the most recent being on top. List only what is related to the job. Make sure to list any side classes you took that could be related to the job. D) Experience. Make sure once again that you are showing quality, and not quantity. If you are really weak in the experience area, still be careful as to not make it seem like you are just trying to fill in some space. Although you want to keep a resume to one page, you must not do so by using a font that is difficult to read because it is too small. I find that a font size of 12 or so does the trick. Anything smaller than a point size of 11 is pushing it, and might make it hard to read. This is especially the case if the employer is older. One test to see if the font is too small is to ask a parent to read it. If they have to squint or move the resume back and forth until they find a good reading distance, you might have something that is challenging to read. Fonts that you might want to use are Times New Roman, Arial, Garamond, Bookman, or Helvetica. These are easier to read, and can be found pretty much on any computer. Don’t bother with crazy script fonts or other fun looking fonts. You want to make sure your resume reflects professionalism and structure, not a casual direction or feel. Make sure that your resume has room to breathe. Don’t clutter and squeeze things in just to fit them in. Adding some space creates a nice visual organization that breaks down the page into more manageable pockets of information, and makes it easier for an employer to find what they are looking for. It’s very hard scanning through information when it’s all squished together. So keep it nicely spaced. When you are ready to finally print this resume, make sure not to get cheap on the paper it’s printed on, or the way it is printed. Use a laser printer when printing your resume up, and make sure it’s on crisp thicker stock paper that doesn’t have any blemishes or folds. Make sure to have at least 20lb stock. Outputting to a laser printer will ensure the darkest text, and that it won’t bleed or smear. Inkjets just don’t cut it for this task. In the end, make sure you keep it simple and to the point. Don’t add what you don’t need to for the sake of making you look busy or important. Just add what is necessary to reflect the important aspects that will make yourself a good fit for that company. Give the resume room to breathe, and don’t skimp out on the printing process. Follow these simple guidelines, and you’ll be well on your way creating to a rock solid resume, and a strong impression on employers as well.
This post is an excellent checklist as you prepare for your interview. Several Days - One Week Before the Interview 1. Spend some time to research the organization and the position at hand. To find company-specific information, visit your local library, run a search on the internet, or talk to current or former employees about their experiences and impressions of the company. Study up on the company's products and services, industry, target market, annual sales, geographic location(s), structure, history, officers, and any other key information. Are there any new trends in the industry? 2. Identify the organization’s major competitors and do some basic research on how they differ (either positively or negatively) from the company at which you are interviewing. 3. Prepare specific examples of how your skills and experience make you a strong fit for the organization’s needs. Practice answering directed questions about your experience, education, and skills and how they relate to the position at hand. Being prepared to draw colorations between your experience and the needs of the organization is one of the most important interviewing skills you will need. 4. Identify your strengths and weaknesses. Be prepared to talk about your weaknesses, but find a way to frame them positively. For example, “My biggest weakness is that I am a perfectionist. It may take me a little extra time to get a project done to my satisfaction, but you can be guaranteed that the work will pass even the most stringent review, be 100% accurate, and that no detail will be overlooked.” 5. Prepare several intelligent questions about the company and position that will demonstrate your knowledge of the company and your sincere interest in the position. 6. Try on your suit and make sure that it is still well-fitting and in good repair. If necessary, make arrangements to have it altered or find alternate dress. The Day before the Interview 1. Contact the company to confirm the date and time of your interview. Also confirm the name and title of the individual(s) you will be meeting. 2. Get directions to the interview site. Be sure to double check the directions using a map. This will ensure that you know the way and also give you an approximate travel time – don’t forget to allow for extra time for rush hour! 3. Lay out your entire interview outfit. Check it for any spot, wrinkles, or snags. 4. Print off a few extra copies of your resume and cover letter on nice paper. Even if the interviewer has a copy of their own, it’s always a good idea to have a backup copy. This is also helpful if you end up interviewing with multiple individuals, since the head interviewer may be the only person with a copy of your resume. Get a good night’s sleep! 1. Your brain needs fuel to run at peak performance and if there is ever a day you needed 110% from your brain, it’s today. So don’t skimp on meals. Be cautious about eating large amounts of carbohydrates right before your interview though, since carbs are know to cause sluggishness and may lead to a “post-lunch” naptime. 2. Get dressed early so you do not feel pressured to dash out the door. Pay attention to the details (brush off any lint, comb your hair, brush your teeth, use deodorant, etc.) and remember that a first impression can reveal a lot about you and your character. 3. Don’t forget to take copies of your resume, your cover letter, and your portfolio if you have one. 4. Leave yourself plenty of time to get to your interview. If you arrive more than 15 minutes early, it’s best to wait in the car or outside the building. Arriving too early gives off the impression that you have a lot riding on the interview (and have nothing better to do with your time), and also pressures the interviewer(s) into feeling that they have to adjust their schedule to accommodate you. 5.Smile and shake everyone’s hand when you are meeting for the first time - you should also smile and shake hands when the interview concludes. 6. Relax! If you have done your homework you are well-prepared for the interview. Take a deep breath and spend a moment collecting your thoughts if you need to when being asked a question. Ask confused about a particular question you are asked, don’t hesitate to ask for clarification. After the Interview Write a quick “Thank You” message to the individual(s) who interviewed you.
Submitting your resume isn’t about sweating out an all-purpose document in job speak. Nor is it about submitting it to every place you can find – especially on a "what the heck" basis. Your resume is your personal marketing piece. It’s what gets you in the door. If you want the interview, make sure your resume isn’t representative of any of these 13 errors. 1. A BLAND OR GENERIC OBJECTIVE: If your objective could be applied to a marketing resume as easily as a resume for an accounting position, then your objective says nothing and will get you nowhere. An objective is NOT some required paragraph at the top of the page that is an exercise in 5 lines of job speak. It's an actual and real description of your skills as they're related to who you are and what you want. It should vary with the type of job for which you are applying. 2. BLAND JOB DETAILS: "Responsibilities included overseeing construction of 4 Hilton Hotels in Tri-City Metro Area, each 50 floors in height." Yeah? So what? That doesn't say if they went up on schedule or if you brought the projects in under budget. It doesn't say if you took all four from site work up or if the guy handling two of the four hotels was fired and you were promoted to overseeing all four. Differentiate yourself from the others coming in to interview. If you don't tell the hiring company how you will be an asset to them, how will they know? 3. WHO'S THE MYSTERY COMPANY?: Don't assume the name and purpose of your company is common knowledge. If it's a competitor, it might be, and if it's in the same industry and located nearby, it might be. To be on the safe side, provide a sentence or two about the focus of your company's products or services. 4. ANOTHER JOB, ANOTHER PARAGRAPH: Don't keep adding on to your resume job after job, year after year. By the time you're in your 40s, you need to have weeded out some of the earlier stuff. You don't need all the college activities, just your degree. You don't need ALL 5 bullets for each of your first two jobs. 5. REFERENCES: Shouldn't be listed on your resume. "References available on request" is the proper phrase. You present them separately when they're requested. This isn't about protocol. This is about protecting your references so they aren't called until you and the company are serious about each other. 6. IT'S NOT A STORY!: Don't - whatever you do, DON'T - write your resume in the third person! 7. SKIP THE PERSONAL INFO: You might think your weekend baseball coaching or your church choir participation shows you're an interesting and well-rounded person, but they're irrelevant. If the interviewer wants to know who you are as a person, aside from the job interview and your qualifications, he'll ask. 8. DEGREE DATE: No matter how old you are, don't leave the date of when you were graduated off your resume. It looks like you're hiding something (well, you are, aren't you?), and then everyone counts the years backwards and tries to figure out how old you are. Sometimes you can be ruled out - just for leaving the date off. If you're trying to hide your age by not stating the date, what else might you not be forthcoming about? 9. SPELL CHECK, SPELL CHECK, SPELL CHECK: Spell checking visually by you AND someone else, any fewer than three times, isn't enough. And don't forget to check your punctuation. 10. GETTING YOUR RESUME OUT THERE - part one: Don't use one of those resume blaster things. Half of those sites they blast it to aren't even valid. You don't know how it will come out on the other end. You don't even know where it's going or if the landing targets are employment related. It's bad form and just....NOT the way to find your perfect job. Finding your perfect job takes focus, attention, detail, individuality, tailoring, specifics. Resume blasting is about as far from that as you can get. 11. GETTING YOUR RESUME OUT THERE - part two: If it's an ad, you probably have instructions as to how to send it. If it says email, cut and paste it in the form, AND attach it. You never know what it can look like on the other end because of the variety of settings available to each user. Quite frankly, you're better off not emailing it at all, because it usually just goes into cyber space, and then it's all about the hiring company - but unfortunately, besides not sending it at all, sometimes that's your only choice. Emailing your resume takes any option for further participation right out of your hands, because often there's not even a name given for a follow up contact. You've no other option than to wait and wonder. (And half the time it's going to HR or an admin department to be scanned into an electronic database.) 12. GETTING YOUR RESUME OUT THERE - part three: If you know the company, call and ask if they prefer email, fax, or snail mail. I know a recruiter who never even opened his email. Because he was listed in The Kennedy Guide to Executive Recruiters, he received so many resumes emailed to him cold (so NOT pro-active) that he just did a mass delete every morning. Candidates contacted for a specific search were requested to snail mail their resume to him. How about that? I'll bet less than 10% of those who emailed their resumes even bothered to follow up to see if it was received (this isn't a numbers game). 13. RESUME VISUALS: Ivory paper. Black ink. Individual pages. No plastic, 7th grade, science report cover with the plastic slider or metal push down tabs. Your name centered at the top, not on a cover page that says "Introducing Clifton Lewis Montgomery III". No exceptions. Your resume is a professional document, not a school book report or an art project. Until every resume is done this way, yours will still stand out in the crowd. You are the product, and your resume is the marketing piece. To find your perfect job you must differentiate yourself from the other people who will be interviewed. Your resume must be specific, individualized, easy to skim so it invites a closer reading, and focused on the differences you've made with your previous companies, as well as the accomplishments you've achieved with - and for - them. This tells the hiring company what you can do for them - and it IS about the hiring company, not you. Of course this assumes you meet the requirements for the job - otherwise it doesn't matter how good your resume is! The resume is what gets you in the door. If your resume is poorly written, looks sloppy, is difficult to read, is cryptic in any way, or necessitates being slogged through to learn your information (they won't bother), you won't even get in the door. And how can you decide whether you like the company, if they've already decided they don't like you? copyright: Judi Perkins, VisionQuest
Cover letter writing is almost as important a skill for a job seeker to learn as resume writing. The cover letter accompanies the resume at all times as the primary support document. Whether you use traditional mail, email, faxing, or another type of electronic submission, this should always be sent with the resume. There are, of course, other tools you’ll use when job seeking. Your cover letter and resume come first of course, followed by follow-up letters, thank-you letters for after the interview, reference sheets, salary histories, and job acceptance letters. If you have good cover letter writing skills, and good resume writing skills, the other written tools should be a snap to compose.
How To Write a Really Good Cover LetterYour goal in this is to get the attention of the hiring manager, just as it is with resume writing. The method and format are a little different however. Your resume will cover all, or most of your professional career, and will be from one to two pages. Your cover letter will be a very brief page serving as an introduction to the resume. Cover letter writing style must be direct, to the point, and able to grab the attention of the reader quickly, with a goal of making the reader want to read the attached resume. Many people, when engaged in this type of writing, have a tendency to say too much. Good cover letter writing is short and punchy, and will take two or three key points from the resume and emphasize them. The old adage “tell them what you are going to tell them, tell them, and then tell them what you told them” holds true in both resume writing and cover letter writing. As an example, let’s assume that you are a materials handling manager for a defense contractor, seeking another position. In your line of work the buzz words are MRP, lean manufacturing, ISO 9000, and cost savings. Your writing efforts should reflect these buzz words to show your value to your current employer and any future employers. Your resume will go into more detail about how you accomplished these goals. The cover letter will simply point out to the hiring manager that you accomplished them. An example of this would be two bulleted paragraphs in the body of the letter that say…. • Experienced in quality assurance and quality control, MRP, ISO 9000, QS 9000, and Lean Manufacturing. • Demonstrated results in saving significant money for employers through cost savings, inventory level reductions, and on-time supplier delivery. The hiring manager, according to many surveys, devotes only about fifteen seconds to each resume and cover letter he or she reviews. With that in mind your writing skills need to be top notch to get this person to look at your resume. Your resume writing skills need to be just as good to get the reader to want to grant you an interview. In turn, your interviewing skills need to be excellent to get the hiring manager to offer you the position. This long, and hopefully positive chain of events begins with good cover letter writing skills and ends with job satisfaction and a nice paycheck.
Job interviews are all about finding the right fit between the employer and potential employee. Job hunters going on interviews can expect one of two primary styles of interviewing. The following interview styles were techniques used by Hiring Managers, hiring for Houston Jobs:
Screening InterviewScreening Interview: A member of the human resources department usually conducts the screening interview, which is meant to weed out unqualified candidates. Providing facts about your skills is more important than establishing rapport. Interviewers will work from an outline of points they want to cover, looking for inconsistencies in your resume and challenging your qualifications. Provide answers to their questions, and never volunteer any additional information. That information could work against you.
One-On-One InterviewIn a one-on-one interview, it has been established that you have the skills and education necessary for the position. The interviewer wants to see if you will fit in with the company, and how your skills will complement the rest of the department. Your goal in a one-on-one interview is to establish rapport with the interviewer and show him or her that your qualifications will benefit the company.
Stress InterviewStress interviews usually are a deliberate attempt to see how you handle yourself. The interviewer may be sarcastic or argumentative, or may keep you waiting. Expect this to happen and, when it does, don't take it personally. Calmly answer each question as it comes. Ask for clarification if you need it and never rush into an answer. The interviewer also may lapse into silence at some point during the questioning. Recognize this as an attempt to unnerve you. Sit silently until the interviewer resumes the questions. If a minute goes by, ask if he or she needs clarification of your last comments.
Lunch InterviewThe same rules apply in lunch interviews as in those held at the office. The setting may be more casual, but remember it is a business lunch and you are being watched carefully. Use the lunch interview to develop common ground with your interviewer. Follow his or her lead in both selection of food and in etiquette.
Committee InterviewCommittee interviews are a common practice. You will face several members of the company who have a say in whether you are hired. When answering questions from several people, speak directly to the person asking the question when responding. It is not necessary to answer to the group. In some committee interviews, you may be asked to demonstrate your problem-solving skills. The committee will outline a situation and ask you to formulate a plan that deals with the problem. You don't have to come up with the ultimate solution. The interviewers are looking for how you apply your knowledge and skills to a real-life situation.
Group InterviewA group interview is usually designed to uncover the leadership potential of prospective managers and employees who will be dealing with the public. The front-runner candidates are gathered together in an informal, discussion-type interview. A subject is introduced and the interviewer will start off the discussion. The goal of the group interview is to see how you interact with others and how you use your knowledge and reasoning powers to win others over. If you do well in the group interview, you can expect to be asked back for a more extensive interview.
Today's interview questions are becoming increasingly more difficult. I have compiled a list of questions that interviwers regard as the toughest to answer. There are no right or wrong answers to the questions, but be prepared to for them to be asked.
- Talk about yourself? (Prepare for 2 minutes)
- If you were a Leader of a country, which problem would you tackle first and why?
- If you made a film about yourself, who would play your character?
- Is a Tomato a Fruit or Vegetable?
- Describe a Tennis Ball?
You love your job, but not necessarily your boss? If you have a difficult boss, your first impulse may be to quit your job. Of course, the decision to quit your job because of your boss is your decision to make, but you shouldn’t put your future or your finances in jeopardy because of someone else. For tips on how to handle difficult bosses, you may want to continue reading on.
- Keep an open line of communication
- keep your opinions to yourself
- Extend an olive branch
- Go over your supervisor’s head
- If Nothing Works, You May Quit your job
A list of the Forty Most Common Interview Questions is below, but keep in mind that many other interview questions will be derived from these forty. When thinking about how you should answer each question, always consider how you can segue into one of your Key Selling Points. Consider, too, arriving at each interview with a mental list of creative ideas about what you would do in the position if you were hired, which one human resources manager says, "is a great way to impress just about any employer."
- What are your career goals?
- How have your career goals changed over time?
- If offered this position, how long would you plan on staying with our company?
- What's your understanding of the job?
- What could you bring to this position and to this company?
- Why do you think you are more qualified than other candidates for this position?
- Why do you want to work at this company?
- What salary are you expecting?
- What would you do differently if you were in charge of this company?
- Name one of your weaknesses.
- Name one your strengths.
- Which areas of your work are most often praised?
- Which areas of your work are most often criticized?
- How do you think your last boss would describe you?
- How do you think a colleague would describe you?
- How do you think a subordinate would describe you?
- Walk me through the important points on your resume.
- Explain to me how your work experience is relevant to this position.
- Why did you leave your last job?
- What other companies are you considering?
- Tell me about your work style.
- Tell me what your ideal job would be like.
- What criteria do you use for evaluating success?
- Do you consider yourself a leader? What qualities make a good leader?
- Tell me about a problem you've encountered on the job and how you dealt with it.
- Tell me about a situation in which you failed to resolve a conflict.
- Tell me about an occasion when you acted on someone's suggestion.
- Are you willing to travel for this job?
- Are you willing to relocate for this job?
- Describe a project that you're especially proud of. What was your role in this project?
- Why did you choose your college major?
- How do you spend your spare time?
- How do you stay current or up-to-date in this industry?
- Tell me about a time when you used your creativity to overcome a problem.
- Which of your skills-technical or otherwise-has most helped you on the job?
- What new skills have you learned or developed recently?
- Have you made an oral or written presentation recently? Please describe it.
- What else should I know about you?
- What questions do you have for me?
- Why should we hire you?