UK Bitesize Careers

The BBC has a series of podcasts on careers, called "Bitesize Careers" targeted at school leavers, which can be listened to on BBC Sounds (here; Thistledon, 2024). BBC Radio 1 presenter Katie Thistleton interviews a range of interesting and inspiring people - including students and career practitioners. As well as on BBC Sounds, the Bitesize Careers podcasts can also be found at a range of locations, including Amazon (here) and Podchaser (here). 

However, this is not simply a series of British career-oriented interviews. The podcasts themselves are beautifully supported by a wide range of career resources (BBC, 2024a) including information about jobs using particular school subjects; careers in a range of sectors; skills and attributes (called 'qualities'); paths from secondary school (University, Apprenticeships and other post-secondary options; BBC, 2024c); and a great section called tips and inspiration (BBC, 2024d). There is a list of careers from "A to Z"; a range of quizzes which students can select from; and toolkits for putting together CVs, application letters, and preparing for interviews.

Yes, some of the material is so context-specific to the UK as to be of little value to school leavers in Aotearoa (such as the section on choosing a University, which bears little resemblance to the New Zealand system; BBC, 2024d) but other sections are fabulous (such as five questions to ask yourself about your future job; BBC, 2024b). Many of the sections are supported by video, and I was very interested to see just how specialised the UK apprenticeship system is, and what professions can be entered in this way (BBC, 2024d; scroll further down the page for the apprenticeship section). More of this type of job entry here would be fabulous for so many of our rangatahi.

All in all, this is a rich site, and well worth a stroll around.

Sam

References:

BBC. (2024a). Careers. https://www.bbc.co.uk/bitesize/careers

BBC. (2024b). Careers: Help! What am I good at?. https://www.bbc.co.uk/bitesize/articles/z4t3qyc#z9xsdnb

BBC. (2024c). Careers: Help! What am I good at?. https://www.bbc.co.uk/bitesize/groups/cm5m6rkdwyvt

BBC. (2024d). Tips and Inspiration. https://www.bbc.co.uk/bitesize/groups/cj13rxxpq0vt

Thistleton, K. (2024). Bitesize Careers [podcast]. BBC/Redbrick Media. https://www.bbc.co.uk/sounds/brand/p0h80c73

read more "UK Bitesize Careers"

AI job applications

It appears that AI is helping people to apply for a LOT of jobs. In the UK, it seems that the job "market is awash in people applying for jobs" (Financial Times, 2024, 4:50). Application numbers have increased, and the supposition is that it is because tailoring a CV and application letter has - with the rise of AI - become significantly easier. However, recruiters are noting a lot of "sameness[, ...where] the same phrases" (5:02) are occurring in candidate applications. Not only are candidates finding roles to apply for via AI on social media, but they are pasting the ad and job descriptions into an AI platform to create the application letter and CV for each job; which can be done very quickly. Candidates then indiscriminately apply for EVERYTHING that crosses their paths and looks remotely promising (effectively putting in hundreds of applications). 

So candidates "aspirations and experiences [are] now being synthesized by machines", where employers too are jumping on the AI bandwagon, "increasingly relying on their own AI-driven tools to sift through the deluge of applications" (Naveen, 2024, p. 1). We appear to be creating a process where "applicants and employers should consider the broader implications of this technological arms race" (p. 2). Recruiters say "they're not actually seeing many good candidates using AI" tools, and that they are now considering standard documentation alternatives, as they feel they "just can't trust" this mass of AI generated applications. "Others are saying, if [candidates] use AI, we will immediately throw it out" and not forward the application to employers (Financial Times, 2024, 5:48).

There is also the issue of the black box nature of AI. AI brings with it "concerns about transparency and" explicability (Atwell, 2024). We cannot open the box and see what is going on: and without being able to do that, both candidates and recruiters are blind to "the rationale behind AI-generated recommendations to make informed choices and avoid overconfidence in automated results" (Atwell, 2024). We end up in that space of low trust in the model (Financial Times, 2024). If there were more "Transparency[, it could...] build trust and allows individuals to identify potential biases in the algorithms" (Atwell, 2024).

There appears to me to be no sense in creating "a macabre dance between applicants wielding AI and employers deploying their own algorithmic filters", with "humans and institutions are entangled in a digital tug-of-war" (p. 1). Perhaps we might start seeing job ads with the warning 'do not use AI in your application', similar to academic submissions, and which also use AI detection systems to reject applications (Financial Times, 2024). Or perhaps we might start relying on job assessment centres where our skills are validated before we can apply. 

It will be an interesting space to watch.

Sam

References:

Atwell, G. (2024). AI and career counseling, advice, information and guidance and Generative AI. AI Pioneers. https://aipioneers.org/ai-and-career-counseling-advice-and-guidance/

Financial Times. (2024, October 7). Recruitment is broken, what are businesses doing to fix it? | FT Working It [video]. YouTube. https://youtu.be/FrQFFH2V8g0

Naveen, P. (2024). The Rise of AI in Job Applications: A generative adversarial tug-of-war. AI & Society. Advance online publication, 1-2. https://doi.org/10.1007/s00146-024-02054-3

read more "AI job applications"

Durrell's SWEAT framework

While performance management tends to lead to 'corrosive' stress, if well-designed, it can promote ‘good' stress, or eustress. Eustress is a light level of pressure which helps us to stretch our performance a little beyond what we think we can do; whereas distress - corrosive stress - relates more to high pressure which triggers emotions such as anger, aggression, frustration, depression or disengagement (Bolles, 2017). This type of negative emotion generated by distress - whether outwardly or inwardly directed - risks impacting both our personal development and organisational productivity.

Distress can be mitigated by ensuring there is adequate performance support provided (Bolles, 2017); such as training and development for all staff - employees and managers - through regular up-skilling, mindfulness and stress-management training, awareness and sensitivity training, job sizing, mental health days, ensuring holidays are taken, mentoring, and buddy systems.

We can also ‘self inventory’; we can explore and develop our own insights for personal growth via a regular SWOT analysis; reflecting on our personal strengths and weaknesses, opportunities and threats to our progress (Bolles, 2017). But more than this, we could apply the SWEAT model (Durrell, 2024), exploring five instead of four sections for our personal strengths, weaknesses, experiences, accomplishments, and targets inventories, as follows:

• Strengths: "Identifies and acknowledges the soft and hard skills" (Durrell, 2024)
• Weaknesses: "Identifies the skills that need improvement. It can involve acquiring new skills, education, and training that are needed to reach the target" (Durrell, 2024)
• Experiences: A" record of work history and practical skills" (Durrell, 2024)
• Accomplishments: "Showcases achievements obtained in experiences. It can involve accolades obtained during community service, education awards, and extracurricular activities" (Durrell, 2024)
• Target: "Lists the career goal, aspiration, or objective" (Durrell, 2024)

It should be noted that, in working through each of these elements, we need to follow a process - which will take some time, if we do it properly - as outlined by Weihrich (1982):

• Brainstorm a range of experience, projects, strategies, macro- and micro-environmental factors as a lens to view:
• Experience: log it, tell mini stories, ensure there is data recorded, build accomplishments into each
• Strengths: what is internally going well for us;
• Weaknesses: what is internally not going well;
• Opportunities: what is – or what may become - a potential external  avenue and/or things that we want to target;
• Threats: and what is – or may become - an external challenge or work we want to avoid.
• Out of these ideas, identify the key elements or issues. Consider these in relation to our capacity, desired income, security, IP, longevity, investment, branding, reputation, strategic direction, development, ideas, resources, etc.
• Formulate strategies to meet the identified issues
• Then – because the list will be FAR too long – prioritise the issues and strategies.
• Implement the strategies which we can afford to implement now. Bank the second tier for implementation when the first tier are underway
• Monitor strategies regularly to see what works. Review the SWOT regularly and build into the our planning cycle.

And then we should be good. 

Sam

References:

Bolles, G. (2017). The Future of Performance Management: Dark Side to Performance Management [video]. LinkedIn Lynda Course. https://www.linkedin.com/learning/the-future-of-performance-management/team-performance-design?autoSkip=true&autoplay=true&resume=false&u=76059146

Durrell, J. L. (2024, January 5). S.W.E.A.T It Out: A Guide For Job Application Documents. National Career Development Association [NCDA]. https://associationdatabase.com/aws/NCDA/pt/sd/news_article/562211/_PARENT/CC_layout_details/true?tcs-token=c5d672670ffda7c9af250c94151f65ab7cc8f66578ef1b7f03a4fc33f7a58f82

Weihrich, H. (1982). The Tows Matrix – a Tool for Situational Analysis. Long Range Planning, 15(2), 54-66. https://doi.org/10.1016/0024-6301(82)90120-0

read more "Durrell's SWEAT framework"

The Zeil app for New Zealand jobs

Have you heard of Zeil.ai, the 'new' job app, created by Zuru sibling, Anna Mowbray? Released in 2023 (Scoop, 2023), Zeil is/was designed to gamify job search and auto-create CVs from a few user entries, appealing to school leavers and young people. We 'swipe right' on jobs we want to apply for... just like Tinder. I am not sure that Zeil has thought through the level of professionalism here: an employer doesn't necessarily want someone to treat an application like swiping right on Tinder, as they may not see their position as a date-equivalent... they are seeking to meet an HR need. Usually for at least a year, so the hiring risk is outweighed by the economic benefit to the company. I did find this Tiktok clip to be thoroughly entertaining (uce_gang6, 2023), and illustrative of how users may approach the app.

@uce_gang6 Trying to find me a job on the Zeil app didn’t go the way I expected 😂 #ad @ZEIL ♬ original sound - uce_gang

I don't know whether Zeil it is gaining much traction in the New Zealand market as yet, but it is battling two well-embedded Australian incumbents: TradeMe and Seek. While the Tinder analogy certainly doesn't appeal to me, I am not the target demographic. But I would be interested in whether there is much uptake amongst young people... and whether they get jobs from it. I would also be interested to know how well it works.

Maybe I will have to do a trial with a dummy profile and see what happens.

Sam

References:

Mowbray, A. (2024, February 24). 10 highest paying soft skills. Zeil. https://zeil.com/blog/articles/10-high-paying-soft-skills

Scoop. (2023, August 22). ‘Tinder For Jobs’ Anna Mowbray Swipes Right On New Recruitment App – Zeil. https://www.scoop.co.nz/stories/BU2308/S00298/tinder-for-jobs-anna-mowbray-swipes-right-on-new-recruitment-app-zeil.htm

uce_gang6. (2023, August 31). Trying to find me a job on the Zeil app didn’t go the way I expected. TikTok. https://www.tiktok.com/@uce_gang6/video/7273343704289660162

read more "The Zeil app for New Zealand jobs"

Boundary crossing

Earlier this year I read an article on FastCompany about social media gaffes which cost people the job they were currently applying for. The excuses to not hire were: overly argumentative on political views on private Facebook (FB) page; a death as a missed appointment excuse busted on FB; a distasteful symbol worn in a FB profile photo; a person's Twitter account linked to the potential employee with distasteful material; a sports fanatic swearing on FB; holding views on FB contrary to company views; potentially misogynist doodles posted on Tumblr; and posting FB plans of a summer celebration after accepting an internship (Ziv, 13 February 2019).

While I can understand the employer's point of view in wanting to mitigate hiring risk in each of the eight situations listed in the article, what the article was silent on was the employees' right to privacy. Any or all of the issues mentioned above may have been simply showing off, a costume party, a one-off, immaturity, or simply prejudice on the part of the employer.

This online investigation done by the recruiters or employers during recruitment is known as 'cybervetting'. Cybervetting happens “when information seekers (employers) gather information about targets (workers) from informal, non-institutional, online sources to inform personnel selection decisions” (Berkelaar, 2014, p. 480).

Ziv's article was really about cybervetting. What Ziv's article didn't talk about was that this is potentially an illegal invasion of privacy. Permission for the searches described in Ziv’s article are unlikely to have been given by the candidate (13 February 2019). In research that a colleague and I did a couple of years ago (Fijn & Young, 2016), we found employer justification for cybervetting range from mitigating hiring risk, to that the information is freely - publicly - available.

In New Zealand the Privacy Act does not allow anyone to collect information on you for any purposes other than those you have signed up to. The Privacy Act was established in order to protect citizen's rights to keep their private life private. However, the act is silent on what this means in the internet age. While Kiwis can refuse Ministry of Justice vetting, for example, it probably won't prevent a recruiter looking up news articles to find out whether we have been in court or not.

In our research, we found that 14% of employers would ask 'friends' of a candidate to show them the candidate's professional or social media pages. We found two things staggering: firstly that companies did it, and secondly that 14% of companies actually admitted that they did it. What was also interesting was that recruiters said they did not do this, and that it was unethical. Our findings were that cybervetting is not really considered to be ethical behaviour by either employees or employers: there is an element of the underhand about it. While both employees and employers accepted that it happened, neither seemed very easy about the fact that it was done (Fijn & Young, 2016, 2018).

In theory, good pre-employment screening should ensure that the candidate has the skills for the job. If pre-employment screening doesn't supply that information, then the employment process itself needs work.

To build trust in the employment relationship, both sides need to be 'honest' while marketing themselves (and right there is the elephant in the room!). During that discovery process of finding out whether a candidate can do the job or not, what business is it of the employer whether they want to be a Morris dancer in their spare time, or grow silk worms? To me this smacks of the employer requiring everyone to be the 'same', squeaky-clean, and to 'own' employee performance effectively 24/7. It appears to illustrate a growing inequality in the employee/employer relationship, showing more power on the side of the employer.

Cybervetting appears to blur the boundaries between what is public and what is private. But it is internet access to our publicly-lived private lives which is facilitating the ability to cybervet.

We need to talk about the issue of cybervetting, privacy and trust openly and come to a place where everyone is protected: where there is a balance between power, risk and reward.


Sam

References:

• Berkelaar, B. L. (2014). Cybervetting, Online Information, and Personnel Selection: New Transparency Expectations and the Emergence of a Digital Social Contract. Management Communication Quarterly, 28(4), 479-506. https://doi.org/10.1177/0893318914541966
• Fijn, E. & Young, S. (2016). Employer and Recruiter use of Cyber-vetting. Our Value, Our Voice: CDANZ (Career Development Association of New Zealand) National Symposium, Ara, Christchurch, 3-4 October 2016. Retrieved from http://www.cdanz.org.nz/professional-learning/past-event/2016-cdanz-national-symposium/
• Fijn, E. & Young, S. (2018). Students views on employers and cybervetting. Social Justice: CDANZ (Career Development Association of New Zealand) National Symposium, Victoria University Wellington, Wellington, 23-24 October 2018. Retrieved from http://www.cdanz.org.nz/uploads/Young%20-%20Student%20Views%20on%20Cybervetting,%20CDANZ%20NN,%20Oct%202018.pdf
• Ziv, S. (13 February 2019). 8 cringeworthy social media mistakes that cost candidates the job. Retrieved from
  https://www.fastcompany.com/90306133/8-cringeworthy-social-media-mistakes-that-cost-candidates-the-job

read more "Boundary crossing"

Two Free Online Resume Tools

I posted a question on the CDANZ LinkedIn group in July of last year, asking: "Anyone tried JobTabs Free Resume Builder?". I was wondering if anyone had had a crack at downloading and using this freeware to put a CV together (as opposed to a resume, which is what it was designed to construct).

However, no one had used the software, and although the ads said it was free, it appears to require an account, and payment for anything past the most rudimentary of layouts <sigh>. If anyone is interested in giving it a try, JobTabs is downloadable here.

So I went looking for some REALLY free software. I came across many, many sites, but most were only offering a free trial (some as short as 14 days), or a VERY pedestrian layout for a single free version, or you couldn't export to a pdf (or only to a watermarked pdf), or that any add-on layouts and options were hidden behind a paywall.

However, I did find two options which appear to be genuinely free.

They are both free CV builders: A1 Free Resume Builder and Slash CV. Slash CV has a much nicer user interface than AI Free Resume Builder. Both are in beta, so expect them to be a little buggy from time to time.

But it is nice to think that there is some freeware out there which can provide our career development clients some structure to start their CV construction.


Sam

References:

• Hu, J. (23 March 2017). Top 10 Free Resume Builder Reviews. Retrieved 3 June 2017 from https://www.jobscan.co/blog/top-10-free-resume-builder-tool-reviews/
• Posey, B. (6 July 2016). Five good resume apps for job seekers. Retrieved 7 July 2016 from http://www.techrepublic.com/blog/five-apps/five-good-resume-apps-for-job-seekers/?ftag=TRE4e2523d&bhid=40778246
• ResumeRobin.com (n.d.).100% Free Resume Builder. Retrieved 3 June 2017 from http://www.a1freeresumebuilder.com/resumebuilder/
• SlashCV (n.d.). Slash CV Beta. Retrieved 3 June 2017 from http://www.slashcv.com/

read more "Two Free Online Resume Tools"

How You Write Becomes You

The quote in the image alongside is my personal perspective on - and my own words for - how we get better at writing. If we read, by osmosis, we learn how to punctuate, to tell a story, what grammar is, and how to format. We may not know why something sounds 'right', but we know what does sound 'right'. We can deliberately learn the mechanics later, but constant exposure to the written word hones our skill kinaesthetically, via monkey-see, monkey-do.

Kelly Mitchell, author, blogger, career practitioner and all round great guy, wrote a great post recently on the art of writing. He has kindly allowed me to share this with you all. He says:

Many of the people I deal with on a daily basis are decidedly against the practice of including a cover letter with their employment applications. While they may give various reasons at the outset for their reluctance or outright refusal to use them, what it really comes down to eventually is their inability to communicate in words what they wish to express.

This inability to effectively communicate in writing is often because of weak grammatical skills, a minimal vocabulary and a low education. Despite their lack of grade 12 education, many have a strong history of employment where the work they have performed has been largely devoid of communicating using the written word. Some have even been extremely successful, coping and hiding their poor literacy skills. Their specific jobs are where their expertise exists, and different skill sets are required.

So it is not a surprise then that when the time comes to apply for work, some are uncomfortable if and when it is suggested to them that their chances of gaining an interview would be enhanced with the inclusion of a cover letter. I’ve personally witnessed some of these people sitting before a keyboard. Their heads are bowed down not looking at the monitor as they make error upon error, looking up only to find their mistakes. They tap or pound the keys with one finger – sometimes one from each hand. What they communicate often has punctuation and grammar issues, spelling mistakes and doesn’t express well what they intended.

Left on their own, they might actually be better off sending out their resumes without a cover letter at all so that they are not revealed as a weak communicator. It might be useful for those who struggle with written communication skills to take courses in basic literacy and an introduction to the computers. However, while such courses would benefit them, they are often happy to have the cover letter made for them in the belief that when they get their next job, they won’t be needing those skills again for a long time if indeed at all.

On the other hand, some people can communicate most effectively in their writing. Their words engage the reader, prompt an emotional response, readers can’t get enough, look for other publications by the same author because they like the style etc. Such people are gifted to be sure, but that gift didn’t come by birth. They’ve worked extensively in their writing, practice it daily or on a regular basis, maybe write blogs or daily journals.

What is important no matter what your skill level when it comes to the written word, is that you fully understand what’s happening in the mind of the reader as they go over your work. A representative of a company for example who has received your resume, cover letter, manual or on-line application, and perhaps an email can’t help but form an impression about you as a person based on what they’d received.

The general thinking is that when you have responded to a job posting, or are sending an unsolicited request for a meeting etc.,this sample they’ve received is likely you at your very best. If the document they are looking at is mistake-free and gets to the point the overall impression is positive, and by association, they feel positively towards you. On the other hand if they notice spelling and grammar mistakes and the overall quality is poor, then by association so is their impression of you.

Communicating effectively is a transferable skill; it moves with you from job to job, can be useful in a volunteer position, your personal life, even when filling out your yearly performance evaluation at work. Because it’s a transferable skill that can help you both personally and professionally, investing in yourself by taking a writing class in the evenings might be an excellent use of both your time and your money.

One of the most often cited frustrations for many of those out of work is when they know they have the skills to perform the work they are applying for, but their hand writing and spelling is so weak they can’t even fill out an application form. These are the kind of people who long for the old days when they could just ask to demonstrate their skills on the job site and get hired on the spot. Those days are largely gone.

Being able to confidently communicate both verbally and in writing are prerequisites which will make other skills easier to master such as using technology. Whether it’s using MS Word instead of a pad of paper to write a letter, or delivering a message to a group of co-workers, communication skills can limit or accelerate your career and open or close off future promotion considerations.

This idea of communicating effectively, mastering spelling and expanding your vocabulary should also be of major interest to people who now regularly communicate in abbreviations, brief text messages and acronyms. While it may be perfectly acceptable in some communications, it has yet to become mainstream in the professional world of employment.

You are who your writing skills reveals you to be. Good advice is to take some time, make the effort to improve, proofread and communicate clearly what you intend.

References: 

• Mitchell, Kelly (March 2015).  How You Write Becomes You. Retrieved 20 March 2015 from https://myjobadvice.wordpress.com/2015/03/19/how-you-write-becomes-you/
• Young, Sam (March 2015). Read. By reading we learn how to write. Retrieved 21 March 2015 from https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh3OpFOPvRj0Z0VDFoY96_7rGJgee0RZLpLzBo2HWbJzObe3phtxp9GZ0bNF0NFzm8dK99-yhzycbuq6Y7VzzdgnGAfJhuxoWQGtQ2LH93EDJv8PQWfhYLZ9DuJxWu2KmfgU3LRCMyiJ-A/s1600/Young+-+Read+By+reading+we+learn+how+to+write+typewriter.jpg

read more "How You Write Becomes You"

What Applicant Tracking Software (ATS) is

OK. So what is this "ATS" thing that is rapidly becoming a buzzword in the US, and a puzzle in some less teched-up markets?

ATS is an abbreviation for Application Tracking Software (ATS), sometimes known as a talent management system (TMS). OK, so that part's clear. An ATS is essentially a specialist CRM which handles applications. It is the organisation's central recruitment database; it partner with job boards to get the hiring ads out there, and stores the applications that come back. 

The database has some built-in specialist tools. Specifically artificial intelligence (AI) and natural language processing (NLP) for intelligent guided 'semantic search'. One of the clever things the software does is look for key words in the documents that applicants upload, that match the job description specs of the jobs being applied for so that staff don't have to read CVs.

So what happens is that applicants upload their CVs, forms and application letters. The documents are automatically screened by the ATS according to the preloaded role criteria, using AI & NLP.  The ATS spits out a list of matches who get to the next stage (whatever that stage is - interview, secondary screen on different criterla or whatever). Insufficient keyword matches, and the applicant doesn't make the cut.

The development of ATS has largely been driven by two factors. The economic downturn - there are so many people out of work, there needed to be a better way to manage so many applications for companies flooded with desperate applicants - and the AI algorithms have reached a level of sophistication that enables this to work. As The Resumator says, "the right ATS can give recruiters their time back, once stolen by the overwhelming demands of finding, handling and evaluating piles of resumes" (29 May 2013).

The proprietary software is currently pretty pricey, but it is saving large organisations loads of money in recruiting fees. However, the software is going to follow Moore's Law and get cheaper - fast. There are some open source alternatives already at http://www.linuxlinks.com/article/20091006153557925/HumanResourceManagement.html. Expect to see ATS at SME applications near you. Soon.

From the applicant end, there are some tricks to making an ATS appllcation work for your clients, else they won't make the cut. I will explore this a later blog post.

References:

• LinuxLinks (30 June 2013). 5 of the Best Free Human Resource Management Software. Retrieved 20 January 2014 from
  http://www.linuxlinks.com/article/20091006153557925/HumanResourceManagement.html.
• SearchCIO (November 2010). applicant tracking system (ATS). Retrieved 20 January 2014 from http://searchcio.techtarget.com/definition/applicant-tracking-system
• The Resumator (29 May 2013). What Is an Applicant Tracking System? Retrieved 20 January 2014 from http://www.theresumator.com/blog/what-is-an-applicant-tracking-system/

Sam

read more "What Applicant Tracking Software (ATS) is "

CV - paper vs efile vs profile

Here in New Zealand we very rarely print CVs out.

However, they still look like their paper cousins. They are prepared in Word, and either emailed in Word (or pdf) or posted online. There may or may not be an application form to be filled out in the application process. If there isn't, then an application letter is necessary.

For some industries, like advertising, web etc, a portfolio is required as well illustrating work samples, video, show and tells which may be on DVD, in hard copy or accessed online (or all three depending on the role).
I think, probably because we are a small market here in New Zealand, that things have remained the same for a while, and will be slower to change than the larger markets.

In saying that, LinkedIn is becoming the place of choice in NZ to screen potential candidates, to see how people really behave long term before you decide to get them into your workplace.

However, if you are a designer or someone who works in the webspace, Pinterest might be more useful for you, as you can set up boards which could show your experience in a range of areas (my Pinterest page is here). To get your LinkedIn profile up to scratch, check out
this LI guide to prepping your profile at http://responsys.hs.llnwd.net/i5/responsysimages/content/linkedin/LIJobSearchTipsChecklist4-3-13.pdf#!

I think that we will need to do both a profile online (LinkedIn) and an eCV for a while yet. However, at some point in the future though, my money is on LI superceding the CV, even here in Kiwiland... until LI is superceded by something else!

• Reference:  LinkedIn (2013). Job Search Checklist. Retrieved 5 October 2013 from http://responsys.hs.llnwd.net/i5/responsysimages/content/linkedin/LIJobSearchTipsChecklist4-3-13.pdf#!

Sam

read more "CV - paper vs efile vs profile"

Newsletter Issue 56, January 2003

Sam Young Newsletter

Issue 56, January 2003

Hi guys,

So, do you feel like a change after the holiday break? Then perhaps you need to check out The Successful CV Preparation below.

Have you done a defrag lately? Then maybe it's time. Check out Defrag in Safe Mode. 

Paragraphs & Headings in Word   TLAs for SMEs        Short & Hot Keys        Hot Linx

Don't forget, if you want to be taken off my mailing list, click here to send me a reply e-mail and I will remove your name.

Successful CV Preparation

There's one problem with following standard CV formats: you run the risk of looking like you're following standard formats! Sounding trite and same-old, same-old is not going to catch you that elusive interview.

Good placement companies can see through a formulaic CV in less time than it takes clients to find a bug in the latest release of Microsoft software. So if you want some tips on what to say and why, read on;

1. Have a local mailing address and phone number. If you haven't moved to the city yet where you are seeking work, get a cell phone number and get yourself a Post Office box with forwarding service to your current address. Then you will get more responses - and therefore have a higher interview hit rate
2. Building strengths like sound legal arguments. What you have done, why you have done it, and what that means for a prospective employer. Putting adjectives like trustworthy, hardworking and reliable with examples in your function statements like “Trusted with security access, safe codes and employee password management, ensuring company assets are protected". This then leads to step 3...
3. Analyse your functional skill clusters. Decide what main areas of skills you have;  eg Marketing, Administration, Software Engineering, Interpersonal etc. Be balanced though and don't focus too much on technical things. Remember to demonstrate "soft" skills like teamwork and customer service to help you with step 4...
4. Write a master CV based on your functional skill clusters. Develop a master CV document with all of your individual strengths grouped under each transferable skill cluster heading. Some skills will belong under two or more headings. Double them up. You will prune this document for each job you apply for
5. Let your character come through in your writing. Use your language in a letter and CV so that what the interviewee selector reads in your documentation is what they will expect to meet in the flesh.
6. Work through the Job Description. Get the job description for each job you apply for and go through it line by line. Ensure that a strength is present for each one. Make sure that your main transferable skill sections match the main ones asked for in the Job Desc 
7. Researching the Company. Use your favourite web crawler to look for company information and articles. If you can’t find anything, check the local paper or call company reception and ask for a Press pack. Try to get some information on the industry, who the major players are and what it takes to be successful . Then you will be able to complete item 7...
8. Show your passion for the company. Demonstrating in your cover letter that you have a great reason for wanting to work for, and what you can do for, the company. “As the fastest growing electrical company in NZ, my expertise in Asian markets can assist the company into new market and therefore growth opportunities.” 
9. Don't mention your benefits. Don't talk about the rewards, benefits or salary in your letter or CV. That comes at the first - or sometimes second - interview. Wait until they have decided that they can't do without you; then you are in the strongest bargaining position.

To trap the job of your dreams, you have to ensure that you set yourself up to win, not to fail. While there is no magic formula that will guarantee you an interview, avoiding some of these errors will certainly mean that you have a better chance than many. Good luck! 

Defrag in Safe Mode

Defrag - or disc defragmenter - is used to speed up your hard disc. Basically it reorganises the files on your hard drive, enabling faster access of commonly-used files.

Those of you who do computer maintenance will be aware of the problems that you can have when running the Windows defragmentation programme in "Normal" mode. Defrag starts and restarts and really has to grunt away for hours before it completes. Sometimes it gets started and stopped so many times it refuses to complete.

This is because there are other programmes running in the background, halting the reorganisation process. And programmes causing the stoppages aren't just open Office programmes (although that too will cause problems). They include screen savers, anti-virus software, internet connections and messaging programmes.

So in order to run Defrag effectively on Windows 98, the easiest thing to do it to run it in safe mode, which is a diagnostic form of Windows loaded with minimal drivers. "But how?" I am sure that I can hear some of you say. Like this;

1. Right click on the desktop, select Properties and go to the " Screen Saver" tab. Select "None" in the Screen Saver box. Click Apply, then OK. 
2. Shut down & restart your PC
3. As it boots up again, keep hitting "F8" on the keyboard
4. You will get a message on the screen "Microsoft Windows 98 Startup Menu". Select 3 (Safe Mode)
5. On startup a message box will appear tell you that you in safe mode. Click OK 
6. The PC will run VERY slowly. Be patient. Your desktop screen will be much larger, and if you have dragged your icons to special locations, they will now all show as left aligned in columns (and, unfortunately, will be like this when you restart in Normal mode, so you will have to reposition them)
7. Go to the Start menu. Select Programs | Accessories | System Tools | Disc Defragmenter
8. A message box will appear asking which drive you wish to defragment. Select your PC hard drive from the drop down list
9. Click the "Settings" button and ensure "rearrange program files so that my programs run faster" and "check the drive for errors" are ticked
10. Click OK and defrag will run. Go away and have a coffee. Come back and check in an hour in case there is a message stating "This process has stopped and restarted 10 times. Do you want to continue to receive these messages". Click "No" if you get one of these and then leave the PC for a couple of hours to run
11. Shut down and restart. If - in the unlikely event that the PC boots up into Safe Mode again, simply shut down and restart again, F8-ing until you get the "Microsoft Windows 98 Startup Menu". Select 1 (Normal) 

I had an interesting problem with a client the other day. Their mouse was disabled in Safe Mode. So for them to run Defrag, they needed to use the following keyboard commands;

• Ctrl & Esc to bring up the Start Menu
• Arrow keys to navigate to Programs | Accessories | System Tools | Disc Defragmenter
• Tab to go to the drop down list. F4 to drop the list down. Enter to select the drive.
• Tab to get to the "Settings" button. Enter to select. Tab the "+" to tick the "rearrange program files so that my programs run faster" and "check the drive for errors" 
• Tab & enter to click OK and defrag will run
• Once run, Ctrl & Esc to bring up the Start Menu
• Arrow keys to navigate to "Shut down and restart"

Good luck with it all!

Paragraphs & Headings in Word

Fast Paragraph Move

There is a very fast way of moving paragraphs in Word, and all you have to do is;

• Click once anywhere inside a paragraph
• Hold down Alt+Shift and press the up or down arrow
• The entire paragraph moves up or down

If you select more than one paragraph, Alt+Shift+ up or down arrow will move all of the selected paragraphs up or down, adjusting numbering (for numbered paragraphs or styles) as you go. 

Creating Headings

If you hold down Alt+Shift and push the right arrow key, Word turns the paragraph to Heading 2 style. Push the right arrow again, and the paragraph becomes Heading 3, then Heading 4, and on to Heading 2

Push Alt+Shift and the left arrow key and the paragraph turns into Heading 9, then Heading 8, and so on, down to Heading 1. 

NB: beware - no pushing of the left or right keys will return the paragraph to its original style.

TLAs for SMEs

Here are this newsletter's TLAs for you;

• FPU, Floating Point Unit. A microprocessor or special circuitry in a more general microprocessor that manipulates numbers more quickly than basic PC microprocessors (aka numeric co-processor). Has a special set of instructions focusing entirely on large mathematical operations.

Please feel free to email me with any TLAs that you want to get the bottom (meaning!) of.

Short+Hot Keys... and now tips

All the Function keys for you again, but this time we are shifting as well - all you can do with Alt, Shift, Ctrl & F7;

• PowerPoint, Word "Next misspelling" ALT & F7 
• Excel "Carry out the Move command (workbook icon menu, menu bar), or use the arrow keys to move the window" CTRL & F7 
• PowerPoint "Carry out Move command (presentation Control menu)" CTRL & F7 
• Word "Doc Move" CTRL & F7 
• Word "Update Source" CTRL & SHIFT & F7
• Word "Dictionary" ALT & SHIFT & F7
• FrontPage, Word "Open Thesaurus " SHIFT & F7 

Hot Linx

Having trouble with spam? Not using Outlook to organise your email? Then perhaps Mailwasher is just the freeware to help you get rid of those unwanted emails. Download it from http://www.mailwasher.net/download.php

If you are using Outlook 2000, then your holiday list has ended. You can get a new list, covering holidays in years 2003 to 2007, at http://office.microsoft.com/downloads/2000/OutlHol.aspx 

Those of you who are in the process of changing jobs could try checking out work online in New Zealand through http://www.monster.co.nz/ for placements, and Dick Bolles website (author of "What Colour is My Parachute") at http://www.jobhuntersbible.com/ 

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                                Catch you again soon!! E-mail your suggestions to me here

read more "Newsletter Issue 56, January 2003"