Success Tips for Candidates Taking Personality Tests Tuesday, Jun 12 2012

Personality tests used in an employment context provide recruiters and prospective employers with information on the person-to-job fit; how the candidate may fit within a work environment, how they will work with others and their performance potential against job requirements.

The first thing to remember is that you can’t pass or fail a personality test. There is no such thing as a right or wrong answer. You are who you are.
In an effective selection process, it’s only one piece of information, not the complete picture. The combined results of the selection process are used for the final decision.
Familiarise yourself with the instructions on how to complete the tests and note that you’re usually allowed to do some practise questions beforehand.
Most personality questionnaires will ask you to consider how you typically behave in a work/public setting so don’t consider home or private situations.

The Sting of Rejection Thursday, Jun 7 2012

Being out of work is beyond disheartening.  I’ve been out of work for a prolonged amount of time twice in my career, and it was awful; it made me incredibly thankful for my wife, and made me question practically everything else.  Now, though, I’m employed, and I’m hiring!

Here’s the problem, though: I can’t hire everyone.  My recruiting team and I have fifteen jobs open as I write this.  In the last thirty days, we’ve gotten just over 500 resumes for these jobs.  These aren’t evenly distributed, either.  Yes, I’m averaging thirty applicants per job, but for a few of these, I’m *still* looking for candidates!

12 Ways to Optimize Your Resume for Applicant Tracking Systems Wednesday, May 30 2012

You filled out the job application, updated your resume and clicked “Submit.” But as the days or weeks pass, you never receive a phone call or email from the employer. What happened?

Unbeknownst to many job seekers, a whopping 72% of resumes are never seen by human eyes. Why? Well, employers large and small now use applicant tracking software to parse the information from your resume and map it into a database called an ATS (applicant tracking system). From this information, the system will assign you a score based on how well you match the job the employer is trying to fill, and then rank and sort all candidates. Naturally, the potential employees with the highest scores move on, while others are left in the dust.

Wondering how you can optimize your resume and rank highly in the employer’s ATS? Here are several tricks to improving your resume’s score.

1. Use Language from the Job Description: Look through the job listing to determine the skills required. Identify industry terms, buzzwords and jargon the hiring manager uses most frequently in the description and incorporate these words into your resume when possible and applicable — the ATS is looking for these keywords.

Psychometric tests – Do not cheat, you’ll just get caught out Tuesday, May 22 2012

If you’ve recently applied for a graduate job you have probably had to sit a psychometric test as part of the recruitment process. If you’ve never taken a psychometric test before, you may be keen to understand a little more about them.

Unfortunately, psychometric tests can cause some of the most anxious moments for graduates. They’re really not that scary to be honest. Essentially psychometric assessments are scientifically constructed to predict how likely it is that a candidate will be successful in a role. It allows employers to remove error from their decision making process and select only the best candidates for their vacancies. Importantly, this is also in your best interest as it helps ensure that you’ll find a job you’ll enjoy and perform well in.

Some applicants will do just about anything to put their best food forward during a recruitment process and may consider cheating in psychometric tests. Recent Australian research suggests that around 10% of applicants attempt to engage in some type of ‘cheating’ behaviour. Candidates who cheat during the testing phase typically use the assistance of calculators, completion guides, paid “experts”, as well as friends and family.


How to guarantee success at an assessment centre Tuesday, May 15 2012

An assessment centre is essentially a group interview that you will attend alongside other candidates who are applying for the same role. In most cases, the potential employer will invite you to attend a centre held on their premises or in hired venues nearby. There may be anywhere from 6-40 other candidates attending and you could be there for anywhere between 3-7 hours.

During the assessment centre you will participate in a range of activities that are designed to assess your competency, or level of ability, against the organisation’s own competency framework.

The reason for having a range of activities is to give all candidates, regardless of personality style or work preference, an equal opportunity to demonstrate their level of competence in different situations such as in a team, in pairs or as an individual.

So how do you successfully approach an assessment centre? Here’s five tips that have proven to work for many graduates:

Don’t just do it – show the assessors you’re doing it

Remember when you passed your driving test. You didn’t just need to look in your mirror before you took a turn, you had to move your head to show the examiner you were looking. It’s the same in an assessment centre. You not only have to listen to what people are saying, you have to show the assessors you are listening through body language and feedback.


HR overlooks applicants with non-western names Thursday, May 10 2012

The Australian Human Rights Commission has said there is a growing trend of immigrants adopting Western names in the hope it will get them hired.

“There are still elements of race discrimination in employment. It is certainly present and problematic,” Disability discrimination commissioner Graeme Innes toldHC.

His comments come in light of research released by the Australian National University which confirmed significant differences in call back rates. The research suggested that “ethnic minority candidates would need to apply for more jobs in order to receive the same number of interviews”.


What You Really Need to Apply for a Job—and What You Don’t Wednesday, May 9 2012

“An ideal candidate should have a strong marketing background, five years of experience in the consumer goods industry, a track record of designing and running complex marketing campaigns for new consumer products, proficiency with Adobe Creative Suite, and a graduate-level degree with a focus on marketing or public relations.”

How many times have you found your perfect job—and then taken a look at that list of requirements and decided there was just no way you could apply because you didn’t meet every one of the criteria they’d set out?   

Well, here’s a secret: You don’t really have to. Think of job descriptions as a hiring manager’s wish list for the ideal candidate, not as a list of non-negotiable requirements. This guide will help you understand what you can (and can’t) get away with when it comes to that intimidating list of qualifications.


22 Secrets HR Won’t Tell You About Getting a Job Friday, May 4 2012

What You Should Know About Résumés


1. “Once you’re unemployed more than six months, you’re considered pretty much unemployable. We assume that other people have already passed you over, so we don’t want anything to do with you.” –Cynthia Shapiro, former human resources executive and author of Corporate Confidential: 50 Secrets Your Company Doesn’t Want You to Know


2. “When it comes to getting a job, who you know really does matter. No matter how nice your résumé is or how great your experience may be, it’s all about connections.” –HR director at a health-care facility

Ask HR Bartender: The Right Address For Your Resume Friday, May 4 2012

A reader sent me this question related to a very common issue:

I just read the article 22 Secrets HR Won’t Tell You About Getting a Job on Yahoo! and I’d like to know your thoughts about finding a job in another state. I currently live in Chicago and am looking for work in South Florida.

When sending my cover letter / resume, I go back and forth between including my current address or my future address.  Sometimes, I’m reluctant to put down my current address because HR managers might be hesitant to hire or even interviewing out of state candidates.  But I don’t want to be perceived as misleading by putting my future address while I’m still currently employed in another city.

How to Leverage Applicant Tracking Systems To Land a Job Friday, May 4 2012

Since paper applications are going the way of the dinosaur in favor of digital job postings, it only seems logical to have more automated recruitment processes. Along with increased technology in the hiring process, there can also be some challenges for the average jobseeker.

One frustration is the electronic application submission process, commonly known as Applicant Tracking Systems (ATS). Applicants regularly complain about the proverbial “black hole” their resumes are sent off to when they hit the submit button, never to be seen by anyone again.

It’s doubtful that we will return to old school recruitment, so it’s time to demystify Applicant Tracking Systems. Let’s take a look behind the curtain to find out how to make an ATS work for you.

Next Page »