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11 Ways to Boost Your Chances of Your CV Getting You Invited to an Interview

November 10th, 2009 by admin

The purpose of your CV is to get you to interview. Nothing more, nothing less. Many job seekers start their job search by writing their CV first – before they even know what role they want to target. It always amazes me how easy it is to stand out from the rest of the job seekers by spending time on a well-thought out and written CV. Here are 11 ways for you to get your CV to stand out from the crowd and maximize your chances of getting invited to interview.

1. Find out who the hiring manager is

The best way to not get your CV read is to send it to the wrong person. Before you send your CV ring up the agent or company and find out who the hiring manager is, and let them know your CV is on the way to them.

2. Write a covering letter matching your skills & achievements to requirements of the role

The purpose of a covering letter is to get your CV read… The best way to do this is set up a table and in the first column list one-by-one the key skills, experiences required by the role – then in the next column show how you meet these criteria.

You are looking for… degree essential & professional marketing qualifications

How I meet these criteria… Graduated from xxx university with a 2:1, and achieved my CIM in 2007

3. Ring up hiring manager or agent and find out more about role

A job advert will only tell you so much about a role. Ring up the hiring manager – or agent, and find out more about the role. E.g. what are the key skills and experiences wanted by the hiring company? Only when you have a role description for the role, can you truly match your capabilities to the demands of the role

4. Be succinct and to the point

Recruiters do not have time to read a long CV. Anything over 2 pages is too long, and will provide too much unnecessary information that will not get read.

5. Tailor CV to role applying for

Find out what the company’s top 5 ‘hiring’ criteria for the role are. Make sure your CV demonstrates succinctly that you have the skills and capability to meet these hiring criteria

6. Highlight your quantified and relevant achievements

Companies want to hire successful people. So make sure you showcase your achievements on your CV.

7. Consider using a functional CV

If you have changed companies frequently, or considering a career change, large gaps when you have been unemployed or been with your current employers for a long period of time – use a functional CV. A functional CV is where you showcase your key skills rather than employment history.

8. Think about keywords

Many recruiters electronically filter CVs by keyword. Use a ‘profile section’ and ‘core skills’ on the front page to increase your keyword count on the 1st page of your CV. If you are posting your CV on an internet board, your keyword count will be vital to your CV being ‘found’ by a recruiter.

9. Consider sending a CV through the post

Many recruiters use an electronic recruitment process for a reason – and so you need to comply with their process. However, many job adverts don’t stipulate how you should apply. As many hiring managers are used to receiving CVs via e-mail, a good quality paper copy sent through the post may get more attention than an e-mailed CV.

10. Re-post your CV weekly

Many recruiters only look at CVs which have been posted on an internet board in the last 14-21 days. Each week re-post your CV on the internet boards… simple!

11. What messages does your CV say about you?

Ask someone you trust to take a look at your CV, and tell you what key messages hits them when they look at your CV. If your CV just comes across as a mass of text, then you need a re-write!

The Efficiency Coach specializes in working with professional services firms – helping both the firm and the individuals achieve more for their time, effort and money. Why not have take a look at our website – http://www.theefficiencycoach.co.uk, or read our blog for more ideas and inspiration on how to achieve more – http://www.theefficiencycoach.co.uk/blog.

Article Source: http://EzineArticles.com/?expert=Heather_Townsend

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Categories : Curriculum vitae

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Sample Selection Criteria

November 10th, 2009 by admin

Tips for Finding and Using Sample Selection Criteria

Selection criteria, for most candidates, are those dreaded list of qualifications, experience and personal qualities that are presented in a government job application description. They are essentially measures used to gauge a candidate’s suitability for a position and to choose the best applicant from a pool. On a positive note, however, the written application process can work in your favour and doesn’t have to be the object of anxiety and discomfort. With a little bit of knowledge and the right tools (such as selection criteria samples), you will have the written responses aced and be well on your way to landing that perfect job.

Good quality written examples can demonstrate how you should write a statement, however some may be of poor quality. You can take the guess work out by sourcing good quality written samples and learn by viewing appropriate formatting and styles that are well structured and easy to read. You won’t need to start from scratch when you use good quality samples to guide you.

Writing Effective Responses and Using Selection Criteria Samples

There are, however, many considerations when using selection criteria samples, such as:

• Before you begin the application, make sure you have suitable qualifications, experience and personal qualities for the position. If you don’t, it doesn’t matter how well you write your statement and how much help you have from written samples, you will not proceed any further

• Research the actual position and the organization you will be working for. This can often help you to tailor your criteria even further. Selection criteria samples can show you how to master this skill

• Before you actually start writing, pull apart all the selection criteria and roughly jot down as much as you can about it, such as where you performed the actual criterion and what it involved. Good quality samples can demonstrate this technique

• Once you start to write, present the selection criteria in a coherent structure, preferably the way that it is presented in the job application pack

• Be aware that sourcing written samples of someone else’s work requires editing to accurately reflect your own skills and strengths

Tips For Using Sample Selection Criteria

Tip 1 – Make sure the sample contains good use of language including positive and active keywords

Tip 2 – Compare the sample to the position you are applying for and replace keywords from the position description into the sample

Tip 3 – Be careful to edit the sample to accurately reflect your skills, strengths and experience

Tip 4 – Ensure that you add a bold bullet point summary at the end of the sample to make sure that panel members gain a clear picture of your key strengths and skills

Tip 5 – It is absolutely critical that actual practical examples be added to the sample that relate as closely as possible to each selection criteria statement. Make sure your choice of examples is relevant and provides clear evidence of your skills, experience and the positive outcomes you personally achieved

About The Author

Glenn Ayrton is an Australian nationally accredited workplace trainer and assessor with over 20 years experience in local and state government. He has performed a range of roles including project management, government recruitment and training including interview technique and job application writing.
He is also the designer and creator of Australia’s first software package that assists in writing government job applications called ‘Selection Criteria Writer’. For more information please visit http://www.selectioncriteriawriter.com

Article Source: http://EzineArticles.com/?expert=Glenn_Ayrton

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Key Selection Criteria

November 10th, 2009 by admin

Writing selection criteria

How to Write Effective Written Responses

Key selection criteria (commonly referred to as KSC) are essentially road signs to guide both job applicant and the selection panel. They are core characteristics and qualities considered essential for carrying out the position competently.

These requirements also allow the selection panel to objectively choose the right candidate for the job. That is, the candidate that fulfils the position requirements the best is selected.

Types of Key Selection Criteria

There are a number of different types of KSCs that a candidate will come across in a job application summary. Those key selection criteria that relate to experience refer to the actual performance of a task.

You will need to provide specific details and relevant evidence demonstrating the level of experience you possess. It is important to also provide panel members with clear details regarding strengths, skills in a way that is familiar to them.

To achieve this level of impact it is essential that the keywords and phrases from the position description feature in written responses.

Knowledge and understanding are also common position requirements. In support of this claim, a candidate should provide concrete examples of when these skills were demonstrated. Skills and abilities should also be supported via the use of examples.

It is not enough to write that you possess these talents; you also need to show when and how they have been demonstrated. Once again, you can’t simply state you are honest or fair, you need to prop up your claims with compelling practical examples.

A Common Misconception: The Importance of Desirable Key Selection Criteria

Key selection criteria also come in two different types – essential and desirable. There is a common misconception that desirable key selection criteria are not all that important to the overall success of the application.

As such, candidates don’t often spend as much time writing and thinking about these requirements. This, actually could be the reason why a candidate misses out on their dream job.

Well written desirable key selection criteria are vital to the success of the statement and being awarded the job.

Although a candidate could still be considered if they lack desirable key selection criteria, it is misleading to believe that the strength of your essential key selection criteria will get you past that winning post.

That is, if the interview panel is having difficulties choosing between two candidates, it could very well be the desirable key selection criteria that makes all the difference.

Tips When Preparing Written Responses

Tip 1 Don’t have different fonts and layouts for each criterion. It will only make it look unprofessional

Tip 2 Key selection criteria statement should incorporate a heading that includes: the job name; position reference number and your name featured in the footer

Tip 3 Preferred font styles are Arial, Times New Roman, Tahoma and Verdana. The most common font size is 11 points. Written responses should feature minimum font size of 9.5 points

Tip 4 Carefully select the top 3 or four keyword phrases in the key selection criteria statement and ensure you use these phrases at least once in your written response

Is There An Easier Way?

There in no questioning that writing compelling written responses is tricky. There is a lot to remember; the actual writing process is time consuming; and, it can take frequent writing attempts to develop the required skills to write that job-winning statement.

Many government job seekers have discovered a much more effective and efficient way using software that guides job applicants with easy to use templates that make the job much easier.

About The Author

Glenn Ayrton is an Australian nationally accredited workplace trainer and assessor with over 20 years experience in local and state government. He has performed a range of roles including project management, government recruitment and training including interview technique and job application writing. He is also the designer and creator of Australia’s first software package that assists in writing government job applications called ‘Selection Criteria Writer‘.

For more information click Here

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Addressing Selection Criteria

November 10th, 2009 by admin

Undeniably, addressing selection criteria effectively is a skill. Much like any other ability, in order to write a job-winning written application, it takes time, patience, hard work and practice to develop.

With this in mind, however, it has to be said that there are ways candidates can shortcut the process of writing and learning the skill of writing job winning and compelling written applications. Applicants can arrive at the results quickly and successfully.

At the outset, addressing selection criteria should be approached from a holistic perspective. Rather than just seeing the writing of government job applications as a frustrating and time-consuming process, recognise that selection criteria are in place for very good reasons.

If you consider the selection panel when creating written responses, you will be able to tailor your writing and have a significant advantage to being shortlisted.

Points to Remember When Addressing Selection Criteria

Selection criteria:

• are used to measure candidates for job suitability and guide the selection
• provide a standardized tool for objectively selecting the right candidate. It is important to realize when addressing criteria that you are competing against other candidates with the same sets of abilities
• benefit both candidate and the selection panel. Your written application is the perfect opportunity to effectively market your skills and abilities
• provide evidence to the selection panel that a candidate can perform the position. You must provide real examples that are compelling
• can be weighted by percentage for importance. The candidate should be aware that weighting demonstrates the relative importance of what is required to successfully perform a role and what will be focused upon when selecting an appropriate candidate

Once you have entered that mind set where you see the process as a marketing tool and guide, there are a number of basics that must be considered when developing written responses. Ignoring some of these basics will potentially discourage panel members from shortlisting you for an interview.

Addressing Selection Criteria: Common Oversights

Some oversights to avoid when developing your written responses during the job application process are:

• Spelling, grammar and punctuation mistakes. If the candidate doesn’t get it right when addressing selection criteria, why would they get it right on the job?
• Convoluted written responses. Does this drawn-out waffle reflect the candidate’s job performance?
• A lack of convincing real examples. If the candidate can’t provide examples of claims, does this mean the claims aren’t true?
• Not responding to the actual criterion which surprisingly is very common. Is this an avoidance strategy because the candidate does not possess the criterion?

Listed below are five tips to successfully addressing selection criteria:

Tip 1 Carefully select the top three keyword phrases in each selection criteria statement and use these keywords in your responses

Tip 2 Call the interview panel Chairperson before you begin writing your responses and find out more information regarding the position. Ask a question like: ‘What is the focus of this position over the next twelve months?”

Tip 3 Effectively showcase your personal strengths and professional skills by matching these carefully to each job description statement

Tip 4 Avoid broad non specific language such as ‘I believe’ and ‘I think’. Ensure that your language is specific, clear and confident

Tip 5 Provide panel members measurable facts regarding your skills and experience. When describing timeframes and outcomes, make sure you provide this information in a measurable way so that panel members can gain a clearer picture of the depth of your experience

Addressing Selection Criteria – Is there a better way?

Instead of spending late nights and possibly entire weekends writing job application responses, many applicants have used a fully integrated software system that enables government job applicants to easily create high quality written responses in much less time.

About The Author

He is also the designer and creator of Australia’s first software package that assists in writing government job applications called ‘Selection Criteria Writer’. For more information please visit http://www.selectioncriteriawriter.com

Article Source: http://EzineArticles.com/?expert=Glenn_Ayrton

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Categories : Addressing Selection Criteria

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Selection Criteria Examples: Importance of Getting your Examples right

November 10th, 2009 by admin

The Importance of Getting Selection Criteria Examples Right

Landing that dream government job can sometimes feel like it is out of reach. Continual job applications and persistent knock-backs can be disheartening.

Instead of finding the real source of the problem, we often look to ourselves and wonder what is wrong with our abilities. Forget this.

Have you ever considered that you are looking in the wrong place? Perhaps you have all the prerequisites for the role, but the problem likely lies in the writing of your selection criteria examples.

Are your examples letting you down?

Although there can be a number of valid reasons why that ideal job is eluding you, the fact is that often the writing of selection criteria examples may possibly be ruining your chances.

The most common reasons for this are:

1. Poorly worded examples
2. Insufficient written evidence
3. Wording that is unfamiliar with the panel members

As long as you have the skills, qualifications, experience and personal qualities, there is no reason why you aren’t, at least, being shortlisted.

The common reason applicants are not making it to the interview stage is because they’re not writing compelling examples and evidence that directly relates to the position description.

Providing those all-important selection criteria examples are one area that often lets candidates down. Well written examples must achieve the following:

1. Written using language that is familiar to the panel members
2. Provide rich examples that address principles, strategies and benefits
3. Clear description of the step by step strategy that is crystal clear

Well written examples demonstrate to panel members that you are competent and possess the skills and abilities required for the position. In short, the response you want to achieve with all readers of your examples is that ‘this person can do the job’.

Employers want to know candidates have either performed the necessary skills in a prior role; that they’ve the knowledge to do so; or, that they can easily pick up the new skill. This is shown by selection criteria examples.

The Importance of Writing Good Selection Criteria Examples

• Selection criteria examples form a significant part of the STAR (Situation, Task, Actions, Results) method of writing a selection criteria statement. Your selection criteria example should include in which role or situation you performed the skill; what you actually did; how you performed it; and, what the outcome of you performing this skill was.

• The examples you write must support your claims that you meet a certain selection criterion. As such, you need to provide actual examples that you can elaborate upon in the interview.

• Examples can be sourced from almost any aspect of your life – even if not from a similar role as the one you are applying for. Draw selection criteria examples from anywhere you’ve shown these abilities or personal attributes. The key is to use language that panel members are familiar with and talk their language.

• Written examples must clearly describe the positive outcomes and benefits achieved. What was the result of you performing this action?

Here’s a list of top tips to help you write high quality selection criteria examples:

Tip 1 Use their words in your examples

Tip 2 Make sure your language is specific and active

Tip 3 Clearly articulate the benefits achieved at the end of each example

Tip 4 Choose examples that are as closely aligned as possible to the role you are applying for

Tip 5 Research carefully both the department’s webpage and the position description in order to carefully select the most relevant keyword phrases to use in your written examples

Many government job applicants have been relieved to discover that there is a much better solution to spending entire weekends writing selection criteria applications by using software templates that can reduce and simplify the task significantly.

About The Author

Glenn Ayrton is an Australian nationally accredited workplace trainer and assessor with over 20 years experience in local and state government. He has performed a range of roles including project management, government recruitment and training including interview technique and job application writing. He is also the designer and creator of Australia’s first software package that assists in writing government job applications called ‘Selection Criteria Writer’. For more information please visit http://www.selectioncriteriawriter.com

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Sample Selection Criteria

Key Selection Criteria

Addressing Selection Criteria

Selection Criteria Examples: Importance of Getting your Examples right

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