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It is unlikely that taking on this voluntary role will by itself create a pathway to career advancement. However, there are elements of this role that you can use to substantiate claims against many selection criteria in a job application. For example:

  • Undertaking this voluntary role has demonstrated your drive and commitment to support the values and code of conduct of the organisation
  • Being selected for this role supports that the organisation has confidence in your well-developed communication and interpersonal skills, and capacity to act with integrity
  • Attending training (and annual refresher training), and providing advice to employees,   has increased your understanding of human resource policies and procedures (including privacy and right to information)

As well as job coaching services, I also provide training for Harassment Contact Officers. For more information on this, please visit my web site here.

………  but I still want out ! How can I apply for a job now?

When people first complain about workplace harassment and bullying, they generally just want it to stop. However when trust in the organisation to resolve this situation disappears, it is not unusual for the employee to think about moving to another job. Even when an investigation or other resolution strategy does sustain a complaint, the employee can be left feeling disillusioned and uncomfortable.

If you are in this situation, the employer will often asks ‘What outcome are you looking for?’  If you feel that the best option for you is to move on – why not consider asking for financial support to engage the services of a job coach.  A good job coach will:

  • help you to come to terms with the ‘grief’ of losing your old job
  • explore with you career options suited to your skills and aspirations
  • coach you to write a great Cover Letter and CV  (and address selection criteria if necessary), and prepare for common interview questions
  • help you to answer challenging interview questions like ‘Why do you want to leave your current job?’ or ‘Give us an example of when you have experienced conflict in a team and how have you managed this?’
  • give guidance on how to provide a referee report when your supervisor (if they are the person causing you distress) is not the best option

Employers can be very receptive to this option – especially when the alternative is paying for ongoing mediation, workers compensation claims, or the costs of a more protracted dispute.

As well as individual job coaching,  I also conduct workplace investigations for employers. For more about these services please click here.

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

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