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The CV journey April 9, 2012

Posted by Kirsti Burton in : The Careers Group Blogs , add a comment

Originally posted at QM Jobs Blog

You have painstakingly prepared your CV or application form and clicked send. You imagine an employer receiving it, perusing what you’ve written and then emailing you back. You wait. You wait. You hear nothing.

Sound familiar? It’s a common experience and a frustrating one. So too is the experience of sending in an application form you have spent hours over, then receiving a rejection almost immediately.

So what’s actually happening to you CV or application form once you click send? We’ve done a survey amongst a small sample of employers to get the inside perspective and combined this with known trends in recruitment to bring you the following insights.

Once you click send…
Your CV or application form lands in a (probably very) busy recruitment team. It will join a large number of others awaiting screening. It’s unlikely that someone will look at it straight away.

If this is the case, why did you get a rejection reply so quickly?
That’s where technology comes in. The employer may be using screening software to sort applications and reject automatically those that do not appear to meet key criteria (e.g., academic results, technical knowledge and employability skills). This software is being used in more and more cases, although not all. None of the employers in our survey were using software for the first stage screening. However, all are using specialist software to store and process applications through the recruitment process.

Aren’t employers missing some great applicants by automating screening?
That may well be happening, but with large numbers of strong applicants and pressure to reduce recruitment costs, that may be a risk worth taking. To avoid being the one who gets missed, make sure your CV contains terms which directly link to the competencies and qualifications needed for the role. These will match the search terms in the software and make your selection more likely.

So it’s just about matching some key words really?
It’s much more than that. The full content and presentation of your CV and application matters a great deal. As one recruiter fed back to us “I believe candidates do not feel that attention is paid to their CVs…This is not true… some do spend the time both at screening and throughout the process to read the CV fully.”

Impact matters.
How long do you imagine a recruiter will take to read your CV fully? A trained eye may view it for 60 seconds (or less!). You need to make an impact in that time. The same goes for application form questions which are often competency based. “We … read through the answers to the competency based questions to look for good examples that the candidate has given and score these”. So it’s not just about having an example, but having a good and clearly set out example (e.g. of team working) to make sure that your evidence can score as highly as possible.

Is it only Human Resources who read my CV?
No. Our survey showed that people from the business line (i.e. those working in teams you may join) are also involved both early in the selection process and, of course, later if you proceed through to interviews. They will be sent copies of your application materials and have read them, so expect to be able to back up what you said!

What happens to my application once it’s all over?
“If the candidate is successful then the CVs, application forms and any other information about the candidate will be passed over to HR to store in their personnel file. If the candidate is unsuccessful, their details are stored separately to the main database as we sometimes find that candidates may come back to us in future to be considered for other positions. All candidates are informed that their details will be kept on file for future vacancies.” This survey response is typical of many employers. A couple of points to note. Firstly, remember that a previous application may be looked at if you apply to the company again. Be consistent. Secondly, when successful for a role, your application information will be kept on file and could be referred to at any point, so think twice about being ‘economical with the truth’ in your content.

Read more in the Wall Street Journal about the journey of a CV from a US perspective

Group Exercises for Assessment Centres April 9, 2012

Posted by Kirsti Burton in : Selection Process, The Careers Group Blogs, employability and skills , add a comment

Originally posted at QM Jobs Blog

Group exercises play an important role in assessment centres because they allow recruiters to see how well you perform and communicate with others as part of a team. The most common type of exercise is a group discussion where you need to tackle a given topic with other candidates, whilst being closely observed by the assessors. Here are some things they will be looking at:

Your Contribution to the Discussion

How You Interact with Others

How You Helped the Group

At the same time, the employers will be looking out for negative behaviour which can impact the group as a whole. Be sure you avoid:

If you want to know more about group exercises and assessment centres, visit our website or drop by our office to pick up some resources. You can also make an appointment to talk about your assessment day with a careers consultant. Just come to room WG3 in the Queen’s Building or give us a call at 020 7882 8533 to book a session.

Raluca – Maria Cherejir

French and Politics student 

CV advice for International Development March 7, 2012

Posted by Jeff Riley in : CVs, Global Careers, Third Sector, career profiles , 1 comment so far

Originally posted at Getting into International Development

Comfort Osilaja was pulling her hair out. It’s a regular experience for recruiters who are looking through CVs for international development internships and jobs.  Comfort has many years experience in the sector and has worked for Anti-Slavery International, Cafod and the Commonwealth Foundation.  One of her current projects is ‘Identity Careers’ which she runs with Kevin Cusack. Identity Careers provides training and coaching for people looking to start in the sector.

We spoke to Comfort about the damage she is inflicting on her hair.  “The problem is we do get lots of applications.  For example a recent internship was up on our site and JobOnline for just a week and I had to look through 42 applications. In some ways basic errors make my job easier. For example I can easily set aside applications from people who don’t include a covering letter when asked to do so.  Or applicants who plaster Curriculum Vitae in big bold letters across their CV and have lots of ‘special effects’ – but then don’t include a name. Believe me it does happen.

How can people make a good impression then? One thing lots of students do is automatically start with their education.

Does developing country experience make a difference? Honestly, its usually more important that people can find their way around an office than around Africa. Certainly for the entry level office work we were advertising recently. It is important that people demonstrate a passion for the sector but that can be done more practically through longer term volunteering in the UK than a six week experience in the summer holiday.

What is Identity Careers? Kevin and I produce one day workshops and 2-hour CV workshops for small groups of people on getting into development – usually no more than 20 at a time.  It’s different from the one day course The Careers Group, University of London offers because participants will get individual advice and the opportunity for follow up coaching to better develop their cvs and put together an action plan to really get them started on their international development careers, which is really important, as we all know how easy it is to get fired up by a workshop and then do nothing afterwards

Assessment Centres January 9, 2012

Posted by Andrew Falconer in : Interviews, Psychometric and Personality testing, employability and skills , add a comment

Assessment Centres are a typical part of the graduate recruitment process. Some students may not be aware of what they are and how they work and so can feel disadvantaged when attending one.

The typical application process for a Graduate Training Scheme would be: Online Application Form, Online Psychometric Tests, telephone interview, assessment centre, final interview followed by the job offer. As you can see it can be a lengthy process with each element being crucial to the overall application. Not all companies run this process and many will not include the telephone interview but rather have the first interview at the assessment centre.

Employers like assessment centres because they believe they can assess the practical skills required to do the job whilst giving candidates the opportunity to show their strengths. Employers believe assessment centres can help to remove bias in the selection process. Another benefit is that they can compare candidates with each other more easily.

The criteria you are assessed on should be the same core competencies that were covered when you applied for the job. Assessors will use a table to score you on each of those competencies. But they are also looking as you, how will you fit into their company, how capable are you of presenting a professional image to clients and external stakeholders?

You should attend the Assessment Centre wearing smart business attire – and that means well polished shoes too! Remember, you want to act professional so the employers can visualise you in their workplace.

So what happens at the Assessment Centre?

This really does depend on the company or organisation you are applying to. Most Assessment Centres take place in corporate offices or hotels and usually last a whole day, some may be over two days (e.g. some investment banks, JWT).  The centre is often the first time that the company sees you so it is essential to make the right impression. You will attend the centre with other candidates and that can be intimidating for some people. You should bear in mind that you may not be competing with the other candidates because they might be applying for slightly different roles or locations. Throughout the day the staff should make you feel at ease and you will have regular refreshments and usually lunch provided. Remember that whilst these breaks aren’t assessed they do present the employers with an idea of how the candidate behaves so remember to be nice and sociable with staff and other candidates!

A good recent account of a candidate attending the Ernst & Young assessment centre can be found on Wikijob.

The centre will run several exercises and the staff will assess each candidate based on their performance. You may also be asked to do further psychometric tests – companies do this to verify your performance in the online tests.  Some employers will only re-run the psychometric tests on a selection of candidates as a sample of overall reliability.

Typical exercises include delivering presentations, business games, in-tray  (or e-tray) and group exercises. Over the next few posts we’ll consider these. There are also lots of resources available to help.

“Testing Testing” – BBC Production Trainee Scheme Presentation March 1, 2011

Posted by Kirsti Burton in : Media , comments closed

Originally posted at QM Jobs Blog

 

I walked to the station with Hettie from last night’s BBC Presentation and we were talking about how they had over 4,000 applicants for the few places on their Production Trainee Scheme last year, and expect even more this year.

Naturally I asked how you can increase your chances in getting a place, and there were two top tips.

Practise your Verbal Reasoning.

One of the things that catches most people out is they haven’t prepared to be tested in such a way. Your careers service will be able to give you a similar test to the one the BBC use – under timed test conditions, or in your time. It is a good idea to practice both ways.

They will also have books and can recommend resources so you can practice a wide range of questions. There are some useful links here too.

Think of your narrative.

 

The BBC aren’t expecting you to have loads of experience of directing, producing etc. Instead they are looking for you to demonstrate that you have comparable skill sets that they can enhance through the 18 month programme.

Think about your experiences both as part of your degree and extra curricular.  Have you organised a concert? Been involved in the student media? Have you organised a sports tour, and got it sponsored? Have you raised money for charity?

Look at everything you have done and start to look at how you emphasise the positives of your experience. Even if something you’ve been involved in hasn’t worked out, perhaps you can look at the learning experiences from that.

Full details of the BBC Production Trainee Scheme can be found at http://www.bbc.co.uk/jobs/pts and applications begin from 1st March 2011 and close 14th March 2011.


James Weaver

Employer Liaison & Events Officer

Student Stories: How to make the most of your part time work February 11, 2011

Posted by Kirsti Burton in : Uncategorized , 1 comment so far

Originally posted at QM Jobs Blog

Hi there, my name is Amelia, and I work for the Student’s Union part-time serving coffee. Like many students I could not afford to study unless I had a job. I’m in my third year, and the chilling realisation of ‘the real world’ is looming. I’ve emerged blinking into the blinding lights of numerous graduate schemes and initiatives and feel woefully underprepared. I blame this partly on naivety, but mostly on my absence of free time. I want to get a first – thus every moment I’m not ‘on the clock’ I’m putting in the hours at the library.

So now I’m in this position how do I demonstrate relevant work experience to an employer?

There will be many of you, like me, who look at the vast, gaping hole in the ‘relevant experience’ part on your graduate applications and feel like crying. In my darker moments, I wonder why any employer would pick the girl from the coffee shop over the girl who has done one million internships. Well, I’m about to tell you.

Take the time to look at your part-time job. The fact you have managed to keep popping into work and focussed on your degree is an achievement in itself. Pat yourself on the back – you’ve earned it. So look right there is a little thing called ‘time-management’ (essential in any field of work) on the job description. Think up a great example of when this has been crucial and tick that off the list!

Now remember what you are actually doing at work. Most student part-time work is customer-service based. Congratulations, you little social-networker – what you are practicing every shift shows you have excellent ‘communication skills’. In the real world of work, these will be essential all the time. You will be able to build relationships with clients and workers effectively and easily.

Take a look at the person next to you – your co-worker. Are they your friend? Your enemy?  Your lover? (naughty!) Whatever relationship you have, the fact that you work together effectively reveals your ability to ‘teamwork’. Being able to ignore their screechy laugh and humour them when they show you the umpteenth picture of their cat means you will be able to work toward a team goal without irritating each other. Well done you tolerant lot.

Is your work fast paced? Well that shows that you are driven. Work in sales? Then you are target orientated and used to working under pressure.  More creative? Then you are ideas led. You get the idea, people.

Essentially what I am saying is that you must make the most of your part-time work. There are plenty of graduates who have the luxury of time and money to complete ‘relevant’ unpaid placements, and they are your competition. However, does this actually make them any better? You have to convince your potential employer how and why your seemingly irrelevant job actually reveals your inner strengths in the same way a placement would.

Well I hope that this piece puts the fire in your belly to succeed. Take your part-time job and make it work for you, fellow students – you’ve earned it.

Is your CV heading for the shredder? August 17, 2010

Posted by Helen Curry in : CVs , add a comment

Photo by Matthijs Rouw

Recruiters are having their say about common CV mistakes to avoid in The Association of Graduate Recruiters (AGR) LinkedIn discussion group – some useful tips here that I had to share.

Mistakes to avoid:

Stating they have four A-levels ranging from A* to C is of no help… I’ll cynically assume there were more Cs than A*s!

It is so easy to pick up the phone to find out the name of the lead recruiter – a personal approach is so much more powerful.

Power words to bring life to your applications July 1, 2009

Posted by Helen Curry in : Uncategorized , 1 comment so far

When writing a CV or application form, it is easy to hit a writer’s block on finding new ways to say “I did this… then I did this… my duties were…”, and of course you are not selling yourself by using flat lists. What you need are dynamic, positive words that prompt you to describe your achievements in a job and celebrate your initiative. Easier said than done? Try this cheat-sheet to find inspiration…

Leadership/management

Initiative

Success

Communication

Attitude

Notice a relation to key skills? The words lead you to analyse your work history and experiences for evidence of your abilities – that is what employers are looking for from your job application. I find it useful having a list like this in front of me when writing to get me thinking along these lines (and because there is something energising just reading these possibilities).

For more information on job applications, see The Careers Group helpsheet on Job applications


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