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When you are engaging someone to assist you with the writing of selection criteria, you need to decide if you require a basic or more expert level of support.

The basic level of support includes providing information to a writer, who will then take this information and ensure it is well presented, and in the appropriate format.

If you need more expert assistance, including understanding recruitment processes and selection criteria, you may need to engage the services of a ‘job coach/writer’ with recruitment and human resource experience.  A good job coach will brainstorm with you to find your most complex and relevant examples for the advertised role.

For example, when addressing the criteria/capability ‘personal drive and integrity’, I will ask my clients questions like:

  • When have you enthusiastically attended or organised training in relation to Values, Code of Conduct, Ethics, Respectful (harassment-free and non-discriminatory) Workplaces, Fraud or Conflict of Interest?
  • When have you taken on roles to show your commitment to quality workplaces (e.g. harassment contact officer)?
  • Can you think of a time when you have identified something that needed to be improved in your team, then went and did something about it?
  • Tell me about some times when you have been given a difficult job (lack of staff, tight deadlines, technology problems…..), but stuck at it and achieved a good result?

If the vacancy is a team leadership role, I will be looking for higher-level examples, through questions such as:

  • What have you done to ensure everyone in your team has had the appropriate corporate training? Have you ever introduced a ‘Values’ training session to show your Agency’s commitment to these Values?
  • What do you do in your team meetings to show that you are committed to non-discriminatory workplaces?
  • Have you identified, investigated or worked with corporate service teams to resolve harassment of fraud or code of conduct matters?
  • When have you been selected to undertake a challenging project?

For senior leadership roles, examples that are more significant will be sought through discussing:

  • What have you done to ensure your division/Department has shown leadership in engaging and retaining employees?
  • Where have you identified something that would enhance a new policy initiative and worked across divisions or with other government departments to make this happen?
  • What have you done to build a culture that reinforces appropriate risk-taking, initiative and personal resilience?

Following this brainstorming, it is important to select examples that are most relevant to the advertised role, and to present these concisely within the word limit.

For more tips on addressing selection criteria – please subscribe to this blog (top left corner).

For expert assistance with writing your claims against selection criteria, you can contact me at brisbanejobcoach@gmail.com

PLEASE NOTE – I AM UNABLE TO TAKE ON ANY NEW CLIENTS AT PRESENT. CLICK HERE TO SEE OTHER PROVIDERS WHO MAY BE ABLE TO ASSIST YOU.

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What do you think – True or False?

1. Spending a lot of time preparing for a job interview will make me seem desperate.

2. While preparing for a job interview, put yourself in the interviewer’s shoes to see things from their perspective.

3. Role playing to prepare for typical interview questions is really important.

4. If you have reservations about your abilities or skills for the position you should tell the whole truth.

5. A job interview is a one-direction conversation, like on a talk show.

6. Interviewers are like dogs; they can smell my fear.

7. The “real me” will shine through whether I’m dressed in pajamas or a suit.

8. Sending a thank you note is an important way of standing out.

9. Making demands for your ideal salary and vacation in the initial interview is a risky proposition.

10. It doesn’t matter if I’m 5 minutes late. Everyone runs late to interviews.

 C.J. Liu (professional coach) has provided some comments on these statements in a Payscale blog post. While this is an American blog – from my experience the observations made in this blog post are also relevant for the Australian job-seeking environment.   It is worth noting that where an organisation recruits on merit (eg public sector roles), sending a thank you note is unlikely to have an effect on your chances of winning a role. 

If you work for an organisation that recruits on ‘merit’ (most publically funded organisations), you will generally be required to go through a competitive selection process to win a promotion. For some people this means applying for a job that they have been doing or ‘acting-in’ for months. Here are some tips to help you secure a promotion.

·         continually acquire new skills and knowledge, and demonstrate the behaviours required for positions at a higher level – don’t wait until the position is advertised

·         keep abreast of where your company/Department is heading, and let senior people see what a good job you are doing

·         if you are ‘acting’ in the role, make sure you understand what is expected – it is possible you may not be doing the full duties, and no-one has told you

·         before applying for a promotion, do the same research about your company that your job competitors will be doing (e.g. Company goals, Strategic Plans, Annual reports, and other key documents)

·         if you are moving from a technical role to a staff management or leadership role, you will need to show leadership capabilities, not just technical competence

·         don’t assume that the way the job has been done in the past is the way that your Company still wants it to be done.  Ask the same questions that your competitors will be asking of the job selection contact person (e.g. Do you anticipate any major changes in the short and medium term? What are the key challenges that this position will need to address over the next 2 years?).

·         do not rest on your laurels. You will be competing with talented people who have put a lot of effort into researching and preparing for the selection process.

·         being interviewed by people you know can be disconcerting. Do not assume that because you are known by the selection panel that they will fill in any gaps. You have to demonstrate and describe fully your experiences and actions, just like your competitors.

·         do not use the ‘I’m too busy to write a good application’ or ‘I’m not good at interviews’ as an excuse. Find the time for things that are important, and get some assistance with interview practice.

If you have been doing a great job, and you are well prepared, you can go into a selection process with confidence.

 

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 Looking for an expert to coach you to write your job application or prepare for the job  interview – contact me at brisbanejobcoach@gmail.com or 0403766812

 

Cheryl

 

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Employers- Please contact me about doing job application training for groups at your workplace. ph 0403766812 or brisbanejobcoach@gmail.com

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