Unit 1: JOB SEEKING

When choosing a career the first thing you need is self-awareness. This means looking at your skills, values, interests and personality, and analysing your strengths and weaknesses. You need to consider what you want from your career. To help others? Prestige? Responsibility or no responsibility? The second stage is to gather information on the opportunities open to you. Some careers, such as physiotherapy, are quite specific but may offer a large number of opportunities. Others are more open-ended, for example business management, though there may be either less demand or too many people looking for the same kind of work. Then comes the moment of truth – Making a Decision. At this point it is important to talk to friends, family and tutors. Many schools and colleges have a Careers Adviser who can help to inject reality into your ideas. If you have the chance, spend time with a person already working in your chosen career area. This can be far better than reading about it. Finally, when you have finished any special training or studies, you need to Take Action. Job Seeking involves finding out about employers and vacancies, writing your CV, applying for jobs, perhaps taking psychometric tests, and attending interviews.

Whether you are at school, college or university, or looking for a job, sooner or later you will be tested. Tested on what? Psychologists, companies and staff selection agencies use a vast battery of tests of all kinds. There is of course the classical IQ test, but in recent years many other types of test have been developed – for Communication Skills, Creative Problem-Solving, Emotional IQ, Ambition, Mental Toughness, Honesty, Hostility, Leadership, Management Skills, Organization Skills, Risk-Taking, Self Esteem, Sensitivity to Criticism, Social Skills, Team vs. Individual Orientation. And this is just a small selection. Since the first intelligence tests appeared in the early 1900s there has been a great deal of debate and criticism of them on the grounds that they are not objective, and that nobody agrees on what ‘intelligence’ is anyway, so you cannot test it, although one psychologist simply said: ‘Intelligence is what is measured by intelligence tests’. However that may be, the truth is that IQ tests, personality tests and aptitude tests are used all over the world and are not going to go away, so it is best to find out how different tests work and to practise. One good thing is that the more tests you do, the better you get at doing them!

Notice the expression “in the early 1900s” used in the text. It means “in the first years of the twentieth century”. 1900s is pronounced “nineteen hundreds”. For years in the middle of the twentieth century you can say “in the mid-1900s”, and for years at the end of the century you could say “in the late 1900s” or “in the late twentieth century”. The prefix “mid-“ is used in other cases like “in mid-July” or “in mid-Atlantic”. You can also use “early”, “mid-“ and “late” to talk about somebody’s age. For example “She’s in her mid-20s” means she is about 24, 25 or 26.

The visually impaired create special challenges for psychometric test administrators. Most available tests are heavily dependent on the sight of the test taker, to read questions, analyse diagrams and locate spaces on answer sheets. When using psychometric tests for recruitment, employers must revise the tests for visually impaired people, unless the nature and form of the test are necessary to assess a matter relevant to the job. The best way for an employer to decide how to administer a test to visually impaired candidates is to talk to them about their needs. The candidate may have previous experience of similar tests and a strategy that works, but will in any case know how he prefers to access printed materials, and may have specialist equipment. Braille can be one way of administering a test, although time limits need to be at least doubled, but employers should bear in mind that the need for increased time limits in testing does not necessarily mean that a blind or partially sighted person will be slower at the job. Some tests are available in large print editions, while other candidates may prefer equipment such as magnifiers, CCTV, or tapes. If someone is employed to read the test aloud, or write down dictated answers, the assistant should not be someone the candidate knows, but should be introduced beforehand to discuss the candidate's needs. For computer based tests, font sizes, screen resolutions, brightness and contrast can be changed, making it easier for partially sighted people to access the materials.

The most commonly used type of CV is chronological. Put your education, training and work experience in reverse order, with dates, placing the most recent first, and give an explanation for any gaps. When writing about previous experience, don’t just give the title of the post, but describe your responsibilities, tasks and achievements. Another type is the functional CV, which puts the emphasis on transferable skills and experience. People who have quite a lot of work experience, perhaps in a range of unconnected jobs, often use this type. In either case, bear in mind that the aim of a CV is to present yourself in the best possible light and to get you an interview. Your CV is probably the first impression a possible employer has of you, so it must be effective. Employers often receive hundreds of CVs, so yours has to stand out if you want to obtain interviews. Mention things you are good at, but don’t go over the top. Employers do not have time to read masses of information, so keep it clear, concise and specific, and be careful not to lie or exaggerate or you may get caught out in the interview.

CURRICULUM VITAE

Personal Details

Education and Qualifications

2000 (summer):

RSA Certificate in Teaching English as a Foreign Language.

1996 - 1999:

Liverpool University, BA (Hons) 2:1 in Modern Languages

1990 - 1996:

Longsight Comprehensive School, Manchester
4 'A' Levels: English, French, German, Philosophy
10 'O' Levels

Employment

2002 - present:

Teacher of French and German, Holy Mount School, Aberdeen.
Prepare & present pupils for Advanced Higher French & Higher German exams. Report to parents, write pupil reports, liaise with colleagues with regard to pupil progress and resources. Organise extra-curricular activities.

2000 - 2002:

English Language Teacher, Ace School, Malta.
Taught English at a variety of levels and ages. Responsible for course planning and exam preparation. Coordinated social events.

1999 - 2000:

English Language Assistant, Lycée Champollion, Grenoble, France.
Taught conversation classes to all age groups (11-18). Developed own materials for use with classes.

Computer Skills

Office Applications:

Microsoft Word, Microsoft Excel, Microsoft Power Point, Quattro Pro.

Internet Applications:

Microsoft Internet Explorer, Netscape, Internet email, FTP.

Desktop Publishing:

Adobe Page Maker, Adobe Photoshop, Freehand, Netscape Composer.

Language Skills

Fluent in French and German. Basic Spanish.

Activities and Interests

Travelling, learning about different cultures in the EU, foreign languages, writing, music, computers, sports.

References: available on request.

CURRICULUM VITAE

Hoozit Menterbi
22, East Street
Glasgow
G14 5AB
hoozit@bignet.co.uk

My time in South America has caused me to consider new career goals. I am keen to work in the charity sector, particularly for an organisation that promotes the welfare of children. My aim is to use design and communication skills to raise awareness of issues in the developing world.

Key Skills

Ability to plan, organise and keep going when things get difficult. Increased awareness of other cultures and the effect of poverty on children. Experience of producing publicity material for a range of media. Competence with internet and web design software. Experience of marketing, advertising and conference organisation.

Career History

October 2003 - July 2004:

Travelling and working in South America. Work undertaken was mainly teaching English and other service related activities in Colombia.

2000 - 2001:

Multimedia designer, Scarlet Graphics Manchester.

Key features

Contributing to design of CDs, web sites, brochures and advertising material. Member of creative team of five designers and writers. Understanding of PR and marketing strategy. Tact, diplomacy and ability to deal with people at all levels. Working to tight deadlines.

Qualifications

1998:

Higher National Diploma, Media Technology. Brighton Metropolitan University.

Key features

Development of multimedia authoring skills. Development of visual and written communication skills. Project on evaluating the impact of promotional material.

Interests

Travel, painting, languages, playing the accordion.

When you send your CV, you must always send a cover letter, even if you send it by email. Make sure you have done your research on the company and that you address your covering letter to the right person. Use good quality plain paper and an easy-to-read font. Concentrate on the specifications of the advertisement and draw attention to any important and relevant details in your CV, but do not reiterate your CV. The tone of the letter should respond to the tone of the advertisement and job description, and it usually comprises about three paragraphs. In the first paragraph, say what vacancy you're applying for, and where and when it was advertised. In the second paragraph, show how your experience and abilities link to the needs of the company and why you want to work for them. In the third paragraph, say when you can start work or attend an interview, and conclude with a confident: 'I look forward to hearing from you'. Before sending it off, check for errors, make sure the appearance and tone feel right throughout, and don’t forget to sign it!

PERSONAL ASSISTANT REQUIRED for Manager of a new company involved in the media industry.

Requirements include:

• Ability and initiative to work on you own and develop the position to its full potential.
• Good administrative and secretarial skills.
• Experience in media would be useful but is not essential.

Good salary, negotiable according to age and experience.

Please send CV to: ABC Recruitment, 44 Soho Square, London EC1 4BE.

Reference Number: PA/69

123, High Street
London A12 4BC
Tel: 01234567890

ABC Recruitment
44 Soho Square
London EC1 4BE

1st December 2005

Re: Personal Assistant PA/69

Dear Sir or Madam

I am writing to apply for the post of Personal Assistant advertised in today's Times.

As you can see from my CV, I have had six years' experience as a personal secretary. Five of these have been in films and television. I believe that both my skills and personal attributes match the requirements you seek for this role and that I would be able to contribute effectively to the team and the organisation.

I will be available for interview at any time and am able to take up a new appointment immediately. I look forward to hearing from you.

Yours faithfully

Pamela Roberts

The busy 4-star Baycourt Hotel is seeking to employ an experienced Hotel Receptionist. You must have a minimum of 6 months recent Hotel Reception experience, excellent interpersonal skills and immaculate presentation. You must be conscientious with an outgoing personality and able to provide an excellent service to clients, whilst maintaining the high standards of this hotel. This is a fabulous position working in a modern hotel dealing with guest relations, preparing bills and dealing with reservations accurately and efficiently. If you meet the above criteria and feel that you are the right person for this position, send your CV immediately to: Veronica Jones, Biskit Recruitment, 77 High Street, London EC2 3AB.

Getting ready for the Interview – Part 1

You saw the advertisement, sent off your CV and that cover letter you prepared so carefully, and you kept your fingers crossed. Wow! You have been invited to an interview! Part of any effective job search includes preparing for the interview, so now you need to make sure you don't blow your chances. If you have not already done so, make sure you do your homework and find out about the employer and the job. What do they do, make, or sell? Who are their customers and competitors? What exactly will the job involve? What sort of person do you think they want? How can you best match your skills to the job? Then think about the interview itself. Will it be a one-to-one interview? Who will be interviewing? Will it be an agency, a technical person in the company, or the Human Resources department? Will you have to take an IQ test or some other kind of test? Find out beforehand what you will be asked to do. If you are disabled, contact the agency or employer prior to the interview if you require any particular arrangements.

Getting ready for the Interview – Part 2

If you have been invited for an interview, it is presumably because you have the technical qualifications or skills to do the job. To answer a question like "Why are you the ideal candidate for this position?" it is not enough to refer to your qualifications and experience. What really determines whether you will be offered the post is showing you have the attitudes, skills and personality that would enable you to fit well into the company. How do you do this? Before an interview, prepare examples that back up the skills and aspects of your personality that you want to showcase. Anybody can say: “I am a responsible hardworking person”. It is more convincing, however, if you explain how in your last job your boss was away for a month, left you in charge of the project, you had to work very long hours, but achieved results that the company was delighted with. You work well under pressure? Doesn’t being regional billiards champion four years running show this? You are a good team player? What about the fact that you were captain of the college handball team, or part of a market research team in your last job? Remember, though, that any information you give the interviewer is subject to verification.

Getting ready for the Interview – Part 3

The interviewer may want to clear up or go over certain specific points in your CV, such as what equipment you used in your last job, but will usually ask other questions aimed at finding out what kind of person you are. For example ‘How would you describe yourself?’ or ‘What are your major strengths?’ You need to be prepared for these questions, but an interviewer judges your personality by listening not only to what is said, but also to the way it is said. Above all, DO NOT try to memorize answers. This can be fatal! You may come across as a robot in the interview. Your actual response will depend upon the way the question comes up in the interview. Remember to pause briefly to consider your answer. Responding too quickly may give the impression it is a memorized answer. Remember that your body language while listening and speaking also says a lot about you. Don’t sit there like a statue, but don’t wave your arms around like a madman. To prepare for the interview, you could run through some typical questions with a friend or record yourself on video. Some people even pay professional consultants for interview practice and advice.