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HOW TO SECURE YOUR
DREAM JOB IN 40 DAYS
OR LESS

WRITTEN AND PRODUCED BY
Aderonke Favour Bamidele
(A.K.A Infopreneur Queen.Consultant/Information Entrepreneur)
e-Mail: favour@infopreneurqueen.com
www.infopreneurqueen.com
www.asimforum.com
www.queenwebhost.com









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ABOUT THE AUTHOR



Aderonke Favour Bamidele is a Graduate Of Geology
University Of Ilorin. She realized her passion for
writing when she decided to quit her formal day job
to start a career online. She has created so many
information products ranging from wealth creation
products to life changing information products.

Infact, one of her e-books Titled ‘‘The Internet
Wealth Secrets’’ is one of the hot selling Information
Product on the Internet right now. The book features
several online job opportunities (i.e Work from home
jobs) that are highly suitable and profitable for an
average Nigerian.

She is fondly referred to as the ‘Infopreneur Queen’
(coined from the term ‘Information Entrepreneur’)
by friends and colleagues.

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She is dedicated to helping individuals and small
business owners to believe in themselves and to know
that, you can actually do what you love and get paid.

All that you need is determination, hard work and a
positive mental attitude. A positive mental attitude is
what will drive you to your success.

To know more about the I nternet Wealth Secrets E-
book. Visit her website on www.infopreneurqueen.com
or call her on this number 08136499063






















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All Rights Reserved

No part of this book should be reproduced, stored in retrieval or
transmitted in any form by any means, electronic, mechanical, photocopy
and recording or otherwise without the prior permission of the
author/publisher.



































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PREAMBLE
How to get a good job is a mindset phenomenon, and it is the utmost
desire of every undergraduate or fresh graduate. Getting a job begins with
a job search plan which will help the person in question to remain guided
throughout the process.
How to get a high paying job is a very important career aspect when it
comes to taking full grasp of the job market. Job-hunting has existed ever
since man required others to help in carrying out numerous tasks. And as
the year goes by, it gets tougher and tedious because of the recession and
crippling economies.
Due to the limited number of jobs available in our country these days,
every employer applies elimination screening method in order to reduce
the influx of job hunters and to get the best candidate who are competent
enough knowing all the necessary recruitment requirement and meeting
up to it.

In this much applauded book titled “How to get your dream job within
40days or less” you will only need to understand the basic strategies
needed for a successful job search and be able to quick decisions on how
to get yourself the job of your dream. This book provides in details all the
needed requirements for every job hunter and to land his/her desired job
in all the sectors.
My desire with this book is to reach out to millions of people with the
daunting task of getting a dream job. If you are an undergraduate,
graduate or a job seeker, congratulations because, this book is for you!

HOW TO BEGIN YOUR JOB
SEARCH
The following steps will guide you on how best to begin your job
search.
Use career planning to secure the job you really want in record time.
Taking time to plan your job search strategy will actually decrease the
amount of time it takes to find the job you really want.
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Identify what you are really looking for in your ideal job and what you
have to offer, it is easier to discover opportunities for a person with your
unique skills. Know yourself, know your market, and combine this
knowledge into a winning job search strategy.
Start by changing the way you think about yourself. Identify what you
have to offer and then find employers that are looking for people with
your skills - employers that are actually hiring. Quickly write down what
you would like to see in your next job description. Then, write a brief list
of your interests, abilities, values, and skills.
Do your interests, abilities, values, and skills match the tasks you have
identified for your ideal job? If not, identify the key differences. You may
discover that you have been spending your time pursuing positions that
do not interest you, or you may identify skills that you need to build on to
get the job you really want.
Don't be discouraged if you don't have the time or money to get the
education or training required to obtain your ideal job today.
Thoughts like ‘ I don’t know anybody in that company, I don’t think my
kind of person can cope with that firm’ My grades are too poor’ bla bla
bla should be completely avoided.
Such thoughts can weigh you down and this can mar your chances of
getting your dream job.
You can look for a position that you know you can secure in the right
industry and plan to make valuable connections that will ultimately help
you achieve your goal.
Every industry hires skilled workers from a wide variety of disciplines, to
understand the scope of opportunities available for people with your
skills, review information and projections from the sectors that interest
you most.
Many great job-hunting resources are available on the Internet. For
example, review the company website and read recent press releases, job
postings and any financial information that you are able to access.
Press releases answer many of the questions you have about a company
or organization. Look for answers to some, or all, of the following
questions: Have they developed, or will they be developing any new
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products in the near future? Is the company planning to grow through
acquisition? Have they merged recently?
Find out as much information as you can about each organization before
you call to arrange an informational interview.
Approach the folks you believe could provide the most relevant
information, but agree to meet with anyone in the organization that will
give you twenty minutes of their time. Remember - current employees are
one of the best sources of referrals, and they may be the eyes and ears for
the hiring manager.








Preparing Your Applications
A quality job application can make a big difference to your chances of
being invited for an interview. It is not enough simply to provide facts
and information; you need to present your application persuasively and
thoughtfully.

The complete application may include any or all of the following -
resumé, cover letter, application form, selection criteria document,
academic transcript and your photograph.

 Applications for a particular job needs to be tailored. Use the
selection criteria to help you decide what to highlight in the various
documents.
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 Become familiar with selection criteria generally. Employers like
application forms because they can ask for the information they
want, rather than take what applicants choose to include in their
resumes.

 Applications don’t always ask for a cover letter, but include one if
there is the opportunity – it is professional to introduce yourself,
and gives you an opportunity to highlight your most relevant
selling points.

 Employers/recruiters read through applications differently – some
read cover letters and place a great deal of emphasis on them;
others skip straight to the resumé or application form. So all
documents need to be equally well prepared.

 Always contact an employer or recruiter if you are unclear about
requirements. In most cases a contact name and number is given
for this purpose. Job advertisements are not always well written, so
don’t be reluctant to take the initiative and ask for clarification!
 Review your experiences and skills. Many parts of an application
require or can be enhanced by giving examples from your
experiences (for example – where you demonstrated a skill or a
type of achievement).

 Research the organisation and role you are applying for.

 Try to lodge your application well ahead of the closing date. Avoid
last minute dashes to the finishing line as systems get overloaded.

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APPLICATION FORMS
Application forms are commonly used for Graduate Employment
Programs and by some large organisations for general recruitment.
Types of questions can include:
 Biographical questions about your education, results and
experience.
 Open-ended questions relating to your interest in the position,
career plans, skills and strengths, knowledge of the organisation or
industry, extra-curricular activities, achievements and
understanding of the values of the organisation.
 Behavioural questions which ask you to give an example of a
time when you demonstrated a particular skill/competency.
Key Points About Applications Forms
Writing Job Applications
Your written application provides a summary of your education,
qualifications, skills and experience relevant to the duty statement of the
position for which you're applying. To successfully gain a new position
you must clearly demonstrate in your written application that you meet all
the selection criteria before you will be shortlisted for an interview.
The written application is important because it is probably the only
information that the selection panel has about you.

The selection panel does not have access to your file (for current
employees) or to details about you from previous applications, and they
will normally contact referees after interviews have been held.

Even if there are some members of the selection panel who know you,
there may be others on the panel who know nothing about you.
A written application also indicates the following things about you:
 how clearly you are able to express yourself
 your ability to be brief and to the point in describing your skills
and experience
 your ability to exclude irrelevant information
 your use of grammar, spelling and punctuation, and appropriate
use of language
 your ability to present information neatly, logically and clearly.
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For these reasons it is important to prepare your written application as well as
possible. Your aim is to persuade the selection panel that you are the best person for
the job and worth interviewing. Suggestions on how to do this are outlined below.

Writing Skills
When the Appointment Committee receives your application, they are not
only looking at your range of skills and experience, but will also assess
your written communication skills. The Committee may examine any of
the following:
 how well you structure written information
 how well and how clearly you express your ideas
 how well you target your communication to your audience
 your grammar and spelling ability
 your understanding of document formatting
 your attention to detail in regards to typos and information.
In order to show that you have high quality written communication skills,
your job application should use of action words (verbs) to indicate the
range tasks you can achieve, and use of a positive tone to demonstrate
your abilities. This will indicate that you are proactive (rather than
passive) in your job, and focuses on what skills you do have rather than
anything you might not have as much experience in.
Action Words
When putting together your written application, you will need to describe
your skills and competencies.
In describing the skills you have and use, it is important that you describe
them accurately. Often we undersell our skills by using 'inactive' words,
such as 'do' (do the mail, do minutes).
Sometimes we go to the other extreme and use terms that come across to
the reader as bureaucratic jargon ('utilise interpersonal communication').
Occasionally we give an inflated indication of our level of responsibility
for a task and use 'manage' and 'control' when we actually 'administer' and
'monitor'.
Positive Tone
How you phrase what you say and the words you use in your written
application can convey either a positive or a negative message to the
selection panel.
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Try not to include what you can't do; avoid phrases such as:
 'I don't have any experience in...'
 'My knowledge of... is limited.'
or adjectives such as:
 unfortunately
 only
 quite.
Use of such words and phrases may convey a negative message to the
selection panel that you either do not have the necessary skills and
experience, or that you lack self-confidence.
Instead, focus on positive statements about what you can do, such as:
 'I have experience in...'
 'My knowledge of... includes...'
and adjectives such as:
 very
 several
 many
 good/excellent.
Such positive words and phrases convey to the selection panel that you
do have the skills and experience, and that you have confidence in your
own abilities.

JOB APPLICATION DOCUMENTS
As you already know these are all the required documents that need to be
well written by any prospective job applicant before he/she can be
considered and invited for a job interview. I’m going to treat them one
after another ensure you flow with me.
This usually includes CV/Resume, Cover Letters, thanks you letters,
follow up letters etc.

A CV is an acronym for the word Curriculum Vitae. It is the outline of
one’s educational and professional history usually prepared for job
applications. It is generally the course of one’s life.
A CV is the most flexible and convenient way to make applications. it
conveys your personal details in the way that presents you in the best
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possible light and can be used to make multiple applications to employers
in a specific career area.

Professionally packaged curriculum vitae makes you stand out from the
crowd. And because of the fact that hiring of applicants from different
discipline can be very competitive, it is important to get noticed for the
right reasons. Work experience and skills developed through
extracurricular activities will give you an extra edge in a pile of CV’s
from similar applicants.


Your CV goes a long way in determining whether your services can be
employed in any given company of your dream. First impressions
definitely counts when it comes to your CV. Recruiters may only glance
at it briefly and they don’t waste time trying to locate hidden details. It
must be logically structured and broken down into clearly marked,
readable sections. Use your CV’s structure to build up a picture of
yourself.

WHAT IS A RESUME?
Though a resume and a CV are synonymously considered as same, there
still exists slight difference between this two application documents. A
CV is basically prepared by individuals with an account history of
previous career experiences or a person who wishes to leave the present
job, to switch to a better paid job having at least two years experience. It
contains the details of the achievements, career history from other
previous jobs.

A resume on its like is an American English word for curriculum vitae. It
does not entail details of job accomplishments, rather it focuses on the
skills and talents possessed, in other words a resume is written by those
fresh graduates with little or no previous job experiences.

Most CV and Resume follow the same format but it does mean that they
nearly all look the same. How you choose to structure your CV is up to
you, as there is no rule of thumb as regards this. But the most important
thing is to decide on a layout and style and then be consistent with your
use of headings and fonts throughout.


TYPES OF CV/RESUME
There are various kinds of CV/Resume such as:
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Traditional
Functional
Multimedia
Chronological
E-mailed & Web
I shall explain them one after another to your appreciation lets starts with
the first one.

THE TRADITIONAL CV/RESUME
This is the out dated type of CV/Resume style but this is still used by a
lot of people to make themselves appear boring by having the kind of
layout and headings that people used 30 years ago when all documents
were prepared by typist with limited possibilities in terms of design. The
style was like a list and began with the unnecessary title curriculum vitae,
usually more prominent than the candidate’s name.

When recruiters receives such documents they had to work hard to
discover who the candidates was, what they could offer and what exactly
they had so far achieved in life. Everything was shrouded in mystery,
conformity, formality and the fear of being different.

CHRONOLOGICAL CV/RESUME
Chronological CV/Resume presents your education and work experience
either in the order in which they happened, or in reverse order, with your
most experience first. Since recent to an employer, this latter method is
now widely used.
The advantages of a chronological CV are that it emphasizes the
companies or organizations you have worked for (the periods of time
involved) and your continuity of employment. The disadvantages is that
if your career has had ups and downs, especially if it includes periods of
employment, these shows up very clearly. The employer who is looking
for a steady and reliable employee will probably favour this approach.
Its other disadvantages includes that it:
- Emphasizes your career growth
- Easy to follow, read and understand
- Extremely common and is therefore typically preferred.

FUNCTIONAL CV/RESUME:
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A functional CV is organized by skills and qualities. If, for
example, your experience is in book sales, the functions you could
use as headings might be:
Presenting the product range
Customer care
Information technology etc
Under each one you can provide further details of specific
experience. The advantage of this approach is that you can focus
on your strengths without having to spell out relative inexperience
or periods of unemployment. The disadvantage is that it may not
make clear important periods of employment with impressive
employers. The employer who is looking for applicants with
particular skills and capabilities will find the functional CV more
helpful than the chronological.
This format is often used by fresh graduates that just finished from
their NYSC primary assignment.

REASONS FOR USING FUNCTIONAL
CV/RESUME INCLUDES
If you are aiming to sell your skills to target specific competences.
If you do not have a consistent employment history you are/have recently
changed careers. You have employment experience but it is not related to
the position you are interested in.
Take time to weigh up the pros and cons of a functional CV purely
because they are no more common and easy to follow. However, there are
certain circumstances when functional CV/Resume is useful.

E-MAILED AND WEB CV’S/RESUME
The online CV/Resume model allows you to post a CV where it can be
viewed by recruiters looking for candidates. The whole system is
normally database driven and must have specific fields into which you
enter particulars types of information about your self.

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You can, however, choose brilliant words to place into this kind of online
CV, words that summarize your skills effectively and accounts of your
employment that show what a powerful candidate you are. Like every
other writing task to achieve results you must take time and prepare what
you want to say. It is in your best interest to post a CV/Resume that has
enough quality and energy about it to make recruiters pause enough to
find you interesting.

Many employers in this computer era accept application in CV format to
be sent as an attachment to an email.
This is normally in MS WORD (.doc) FORMAT or HTML (Web page
format). Also say you’ll send a printed CV if required. PDF (portable
Document format) also quite widely used and you can download a PDF
converter such as cute PDF www.
Cutepdf.com/products/cutePDF/writer.asp for free:
If you have a laptop or any computer systems install it and then “print”
the document to a folder on your pc. If in doubt your CV in several
formats. Ensure you email back to yourself to check it before sending it
out.

MULTI MEDIA CV/RESUME
This format usually on CD-Rom or published online are a superb idea for
lodging a portfolio if you are an actor, a web designer, a radio announcer,
a journalist, a model, a Tv producer or an interim consultant with
impressive presentations to display (contact our webmaster department if
you are interested in this).
For other professions there are risks that this could make you seemed
grandiose? They would be useful as a portfolio to accompany a good
CV/Resume or letter of approach in the firms that suit them like the ones
I used in the above examples.

GENERAL FORMAT OF A CV/RESUME
WHAT TO I NCLUDE

Personal details
Name, home address or college address, phone number, email address,
date of birth, sex and state of origin.
If you have your own web homepage? Include it (if it’s good)

Career objectives;
A persuasive statement on what you can offer.
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Education:
Give places of education where you have studied most recent education
first. Include your degree grade (GPA) if its excellent e. g. first class,
higher second class upper and distinctions. Include any special project,
thesis, or dissertation work. Earlier courses, taken at say age 15-16, may
not need much detail.

Work experience:
List your most recent experience first. Give the name of your employer,
job title, and very important, what you actually did and achieved in that
job, part-time work should be included.

Interests:
They will be particularly interested in activities where you have
leadership or responsibility, or which involve you in relating to others in
a team. A one-person interest to them, unless it connects with the work
you wish to do. Give only enough detail to explain. (if you were captain
of a sports team. They do many games you played, and how many wins
you had! They will ask at the interview, if they are interested.) if you
have published any articles jointly or yourself, give details.

If you have been involved in any type of volunteer work, don give details.
Include swimming if you are applying in an oil and gas company. Include
games like scrabbles, chess, monopoly, gym etc avoid hobbies like
eating, sleeping, singing, dancing and the likes, they are un-professional.

Skills:
Ability in other languages, computing experience, or possession of a
driving license should be included.

References:
Usually give two names –one from your place of study, and one from any
work situation you have had. Or if this does not apply, then an older
family friend who has known you for sometime. Make sure you inform
your referees before using them and ensure that they willing to give you a
reference. Give their day and evening phone numbers if possible.

TIPS ON CV PRESENTATION
General research by human resources department suggested that 60% of
CVS from job applicants are mailed to the wrong person: usually the
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managing director. Applicants who addressed their application to the
correct named person were 15% more likely to get a letter of
acknowledgement and 5% more likely to get an interview.

Applicants sending CVs and letters without spelling mistakes are 61%
more likely to get a reply and 26% more likely to get an interview. “In the
age of spell checker, there is no excuse for spelling mistakes”.
The most common mistakes to not show up in a spell check were: e.g “
fro instead of for”, “ grate instead of great”, “liased instead of liaised”
and “ stationery instead of stationary”.

Other turnoffs include:
Misspelling the name of the company addresses, not having a reply
address on the CV, trying to be amusing.


CV DO’S AND DON’TS
Here are some simple Do’s and Don’ts that can help you avoid many of
the more common mistakes associated with poor CV.

CV D0’S
- Your CV should be carefully and clearly laid out not too cramped but
not with large empty spaces either. Use bold and italic typefaces for
headings and important information.

- Each page of your CV should be on a separate sheet of paper. It’s a
good idea to put your name in the footer area so that it appears on each
sheet.

- Be concise a CV is an appetizer and should not give the reader
indigestion. Don’t feel that you have to list every exam you have ever
taken, or every activity you have ever been involved in, consider which
are the most relevant and / or impressive.

- Be positive, put yourself over confidently and highlight your strong
points. For example, when listing you’re levels, put your highest grade
first.

- Be honest- although a CV does allow you to omit details (such as exam
resits) which you would prefer the employer not to know about, you
should never give inaccurate or misleading information.

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- If you are posing your CV, don’t fold it- put it in a full size A4 envelope
so that it doesn’t arrive creased.

- Make it interesting.
If you follow a boring format or copy out your job definition it will be
dull as ditchwater or recruiters who have read lots of applications every
day. You need to reach these people where they get interested. The story
of your career needs to tell them the context in which your achievements
have taken place and let them know what value you offer for the value
you offer for the future.

- avoid Yucky claims
The medium is in the message. If they have reached the third paragraph
of your letter and glanced at your CV, you have already shown them that
you can communicate. There is no need you are a Good communicator, a
self starter or a great team player in so many words. It needs to be
implicit in your account of yourself, not stuffed under their nose as a
grandiose claim.

People who do not look naïve; people know how to say things that matter
about the real issues involved. Yucky claims are like unsubstantiated
bullet points-n they have no substance.

- Edit and edit again
Professional writers throw away more stuff than they publish; put it all
down and then reduce it until you fit two pages. If necessary group all
your EARLY CAREER under separate heading and just give each job a
line or two. Place the focus on the last 5-10 years and the highest level of
activity and achievements. Cut the minor roles and competence, which
are already implied by the big stuff you do.

Write brief and powerful introduction last, when you know what you
need summaries your offering, and don’t bother giving it a heading
anyone can see what it is. Think headline and a few strap lines, making
sure they hang together to lead into the story your story.

IN SUMMARY
Try to keep your CV straight forward, check the spelling thoroughly
(using word processing software) balance the content against length i.e.
cut unnecessary information such as relevant back dated job descriptions.

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Adjust the CV to suit the required qualities in a concise manner. And
don’t forget that your CV is basically a selling tool and a way of
persuading a consumer to buy product: i.e. your dream /company/ firm
deciding that your skill accomplishments experiences are worth paying
for.

CV DON’TS
- If you’re considering enclosing a photograph of yourself, don’t! It’s
necessary, and no matter how attractive you may be, it’s possible that you
may bear a striking resemblance to someone the reader doesn’t like, and
that could mean a strike out for you! You should perhaps, include a
passport with a cheerful facial appearance only on demand.
- Avoid odd size paper or loud colors. 81/2 × 11 inch paper in white, buff
or beige, is appropriate. Also, be sure to use a good quality paper.

- Your salary history or reasons for leaving previous jobs should never be
included in a CV. Also, don’t mention sexual harassment issues, lawsuits,
workers’ compensation claims, or say, “They fired me for no good
reason.” In addition, leave out any discussion about musical instrument
you play, sport you enjoy, your marital status (with the number and
gender of kids), age or race. This is a business marketing document, so
limit the information on it to business related issues.

- Don’t include references to areas of your life that are not related,
or have nothing to do with your current career goals. Membership
in outside social organizations, military service, etc. have no place
in a CV, unless they somehow apply to your job objectives.

Last, but certainly not least- don’t have any unreasonable expectations
of what a CV can do. You will be guilty of a grave error in judgment
if you expect someone to hire you because of your CV. It never
happens! Your CV is simply am piece of paper. It comes with no
guarantee of truthfulness, and it certainly can’t close a deal. You may
choose to believe that your record speaks for itself, but the truth is:
only you speak for yourself. See you one day of the interview.

RESUME DO’S AND DON’TS
Most employers scan resumes for less than 30 seconds, so job seekers
need to learn how to make that time count. Grabbing the spotlight with a
page or two of information isn’t easy, but luckily, there are steps you can
take to ensure that your resume is clear, comprehensive and delightfully
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tempting to employers. Learn how you can make yourself stand out with
these Do’s and Don’ts.

RESUME DO’s

Make the resume as reader friendly as possible: be concise and neat.
Bullet point work well. In addition, put together a version of your resume
that will be easy to read when you paste it into online forms and career
sites; a beautiful formatted may be illegible in some such instances.

Include as much contact information as you can: you want to make it
easy as possible for employers to contact you, so be through.
Have a clear aim: you need your reader fast, so let them know what
you’re after. An easy way to do this is with objective statement. The more
specific it is, the better.

Include a summary section: title a section “Qualifications” and outline
your most important qualities and skills at the beginning of your resume,
especially if is longer.

Focus on your employer’s needs: this is an opportunity for you to win
over your potential employer, not to showcase your favorite
accomplishment. Focus on what appeals to your reader most. Study the
advert experience that meet the qualifications required.

List your work experience in reverse chronological order: start with
the most recent job and work backward.

List your information in order of importance to the reader: for your
job experience, this will usually be the position/title, the location of
employment. For education, it is usually the degree name with the
university, the location, the graduation year and then any peripheral
information like your minor or your GPA. Keep in mind, however, that
information such as a GPA or unrelated minor becomes trivial as you
become more experienced.

Use action verbs: you want your resume to have life, so avoid the
passive voice. Also, mix up your verbs. Try collaborated, “established” or
“directed” avoid verbs such as “work” that are vague and generic.

Focus on your accomplishment: these are what attract employers; they
are familiar with jobs description, so highlight what makes you unique.
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Did you increase profits? By what percentage or naira amount? How
much?

Emphasize transferable skills: it’s great to have a lot of skills, but
employers want to know what you can do with that position you’re
applying for, so tell them.

Use numbers: be specific, list the number of people you have supervised.
The same goes for sales increases, clients you represented and so on,
quantitative skills are impressive.

Proofread carefully: typos, misspellings and grammar mistakes may
cost you the job. One of the easiest ways to lose you the job. One of the
easiest ways to lose your reader is by having errors, so show your
employer the same care and work ethic you will demonstrate on the job.

Neatness counts: a poorly structured, badly typed resume tells much
about the applicant. None of it is good; spend the extra money to have
your resume typed or word processed, or even printed. It’s well worth it.

RESUME DON’TS

Lie: this is just a bad idea in general, but especially in resumes, be honest;
trust in your experience and skills.
Use personal pronouns: they detract accomplishment, distract the reader
and add unnecessary words.

Go overboard with your job experience: fifteen years is the rule of
thumb. You don’t want to drawn employers with information.

Emphasize jobs or skills you don’t to do: even if they are part of your
work experience or accomplishments, if you don’t want to do them again,
don’t emphasize them.

Include post primary school information: quality over quantity, you
want to focus on what is most important and high-school / post primary
school accomplishments just don’t make the cut.

Use the title “Resume: although this may seem logical, it looks
amateurish. Stick with just your name and contact information at the top.

Include controversial information: avoid mentioning religion, political
information or any potentially incendiary information.
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Include personal data: you want to keep your resume business related,
so avoid giving your age, height, marital status, photograph or anything
else personal.

You want to keep your resume business related, so avoid possibility of
being discriminated against for these things. In addition, if you provide a
URL for a personal website, ensure that it doesn’t contain personal
information or pictures that might give employers the wrong impression.
Also, remember that employers can easily run a Google search on my
space, facebook or similar sites.
Include hobbies or interests: employers often see this kind of
information as filler for a weak resume. In addition, hobbies such as
reading, analytical thinking for instance, provide little insight.

Include salary histories or reasons for leaving previous jobs: these
topics should be avoided at all cost. Money should never be discussed so
early in the job process, there’s no way to come across positively when
talking why you left a job. In particular don’t bad-mouth an employer,
because it speaks poorly to your professionalism.

List references: list references should be offered only when requested.


How to cover gaps in your CV
By gaps we mean a time of relative inactivity or a time when you do not
have any job/ career. The fact remains that CV is like a replica of
ourselves without our being and we should try as much as possible to
portray our selves in the best true color.

Out-of-work gaps are not a big deal by itself. People are not comfortable
with it because it looks like they were not productive for sometime, and
that implies some sort of failure. The essence of this write up is to
highlight how best one can cover up gaps in the CV/Resume where
applicable.
Let’s proceed:

Suppose you have a minor gap of a few months (less than a year). In that
case nobody needs to know about it really. All you have to do is write
your CV with yearly gaps instead of giving the month and year. In this
way, when you mention only the years, it will not be visible that there is a
gap of a few months in between. If the gap indicates the time period you
took for having a child, then it is good to tell them without much trouble.
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Suppose you have a two years gap in your CV between two jobs when
you did not have any job. ‘What happened in the gap period?’ the
employer will ask. In most cases, people leave their jobs to pursue higher
studies – if that is the case with you, let your employer know. In this
context the gap will be seen as a benefit.

If this is not the case, and you have just been in between jobs for a gap of
more than one year – You may like to say that you have been self-
employed for some time, you might say that you have helped your father,
uncle, bother, friend, etc to set up their business (be sure you have the
details ready as you will be asked for them) Be careful to have a plausible
explanation as to why you are seeking employment again.

A good reply here would be that the business is now successfully handled
by the friend, partner, father (or someone who could take over) and you
are looking forward to pursuing your main career goals; you may also say
that you have volunteered to work for some philanthropic cause that your
family, community, or friends created (again be ready to give details);
you can say you wanted to be with your family for sometime before you
started working again (be sure you have plausible reasons – like
grandmother sick or wife/husband having a too demanding career which
neglected the children who were young at the time.
As a last resort – and not one that I would personally advise anyone to do
– you could just fib saying that ‘from the year so-and-so to present I was
working in the following capacities’ and enumerate your jobs without
giving the years. It is possible that the employer assumes that your work
is uninterrupted. However, such deceptions (however mild it may seem)
can create a deep sense of mistrust when found out – hence it is advisable
to always use the truth in your answers.

However, it is best to explain the gap in as simple and realistic situation
as possible, which in all probability, will not recur in the future. Look for
normal, legitimate ways to bridge the gap. However, you should not
worry too much if you cannot really carry it off- in that it is better to tell
the truth directly (such as you could not get the right job) and highlight
the fact the you would be a valuable asset to the company.

SUBMITTING YOUR JOB APPLICATION DOCUMENTS

When a prospective employee submits a job application in writing, the
job application documents usually include a covering letter, a curriculum
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vitae, a photograph and copies of references. The job advertisement itself
often states what documents are required. The employer is under an
obligation to ensure their safekeeping and to treat them as confidential.

Employers ask for information about job candidates in a variety of ways.
When reading a job ad, pay special attention to any instructions about
how to apply, and make sure to include any documents the employer
requests.
Below are some of the documents an employer may ask for, along with
some tips for preparing each type successfully.
Some employers will only accept information electronically. Others will
only accept completed job applications. Some will not accept phone calls
about openings. Other employers will want additional material, like work
samples or references. Don't be disqualified for an opening because you
didn't follow the instructions.
Common methods of applying for jobs include:
 Job applications. Many employers have a standardized form
which they require all job applicants to complete. They use this
method to make sure that they have the same information about
each applicant. If you're asked to complete an application, make
sure you follow directions, provide all requested information, and
write neatly.
 Printed cover letters and resumes. Many job ads ask applicants
to mail these documents. Find out how to make your resumes and
cover letters stand out in a crowd.
 Electronic cover letters and resumes. Some employers will only
accept these documents electronically. They use software that
electronically scans resumes and cover letters for key skills and
experience. Understanding how to include vital keywords in your
document is becoming more and more critical. You may also be
asked to e-mail copies of your resume and related documents.

 Letters of reference. These are written evaluations of your work
performance and work habits. Your present or previous supervisor,
manager, fellow team member, or teacher can write one at your
request. However, some employers will not give written letters due
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to liability issues. It never hurts to ask for one, though, especially if
you feel you've demonstrated good work or study habits.

 Portfolio. A portfolio is a personalized collection of items that
illustrates your skills and experience. It might include work
samples, letters of recommendation, a resume, school transcripts,
or awards and honors.
Above all, your goal is to communicate your education, skills, and past
accomplishments to the employer in a clear, straightforward manner. It's
up to you to show why you'd be a good fit for the job.





THE SAMPLES OF A WELL PACKAGED
CURRICULUM VITAE/CV

Example one
OYADIJI OBINNA
28B Udoma Street, Enugu
Enugu State
07072067273
obinna@yahoo.com

OBJECTIVES
To contribute to the strong background in solution implementation and
customer services, along with unique drive for excellence and success to
your firm in a project manager capacity.

PERSONAL
Date of birth: 16
th
Nov, 1978
Sex: Male
Marital status: Single
Local Government area: Njikoka
State: Anambra
Nationality: Nigerian

EDUCATION
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1999-2003 Bachelor of Arts in business
Admin/marketing
University of Mexico
Albuquerque, NM.
1994-1998 B.sc in Computer Science/
Networking, Nnamdi
Azikwe University Awka
Anambra State

PROFESSIONAL EXPERIENCE:
Solution Architect New Mexico Software Albuquerque, NM 2003-2004
 Promoted from implementation consultants and collaborated with
clients team to define corporate strategy based on business goals
strategic initiatives; developed creative and profitable solutions for
internal/ external clients.
 Over saw software platform design and custom software delivery
for multimillion dollar accounts
 Defined and directed project goals, objective, critical success
factors, milestones and risks.

Implementation consultant; New Mexico power software,
Albuquerque, NM 2000-2003
 Promoted from technology manager and was selected to handle
highest level accounts based on ability to build trust with
customers.
 Teamed with engineering to design and manage consistent and
reliable learning systems.
 Managed technical platform implementations and integrations
with third party software.
 Earned highest customer satisfaction rating of all
implementations consultants.
Technology manager, 1
st
kings power software company Ltd Nigeria
1999-2000
 Promoted from senior support
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 Managed 70 accounts throughout Kaduna, Lagos, Abuja and Port
Harcourt, supervised software installation, system configuration
and testing for fortune 1000 customers.
 Collaborated with products development team to implement
product improvement.
 Designed and conducted client workshop for technical software
enhancements, provided customers with marketing ideas and in-
house training to promote their success company wide.
OTHER SKILLS AND AREAS OF EXPERTISE
- Highly experienced and proficient in blue print design
- Facilitation
- Business needs assessment
- Project management and consulting
- Technical pre-sales and presentations
- Requirement management
- Product implementation
- Articulate communicator who can fluently speak English, Igbo,
Yoruba and Mexican languages.
- Blending technical expertise with exceptional interpersonal skills
while interacting with customers, sales staff and technical/
engineering teams
- Willing to travel extensively

INTERESTS AND ACTIVITIES
Playing monopoly and scrabbles, Gym
REFERENCES
Dr. Roland Steiner General Manager and Area General ; New
Mexico software’s, Albuquerque, NM
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0086-1391179-7904
Roland.steiner@chotelsgroup.com

Prof. Emeka Uwankwo
Md 1
st
kings power software company Ltd FCT
Abuja, Nigeria
08037855803
Prof.emy@yahoo.com

Example Two
ANTHONY, CHIKELUE UDEZE
13 UDOKA CRESCENT, AWADA
ONISHA, ANAMBRA STATE
Anthc4biz@hotmail.com
OBJECTIVE
A versatile analytical and hardworking Environment protection
officer with practical hands on approach, who always perseveres to
achieve the best results, Able to collect and analyze information,
digest facts/ figures and quickly grasp complex technical issues.
Excellent negotiation and problem solving skills and swiftly
identifies the root of any problem and develops an effective
solution. Proven ability to manage and complete projects to the
highest standard, with a meticulous attention to detail and within
agreed deadlines.
PERSONAL INFORMATION
Date of birth: 16
th
Nov, 1978
Sex: Male
Marital status: Single
Local Government area: Njikoka
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State: Anambra
Nationality: Nigerian

EDUCATIONAL PROFILE
1999-2003 Bachelor of Arts in business
Admin/marketing
University of Mexico
Albuquerque, NM.
1994-1998 B.sc in Computer Science/
Networking, Nnamdi
Azikwe University Awka
Anambra State
MAJOR ACHIEVEMENT
 Successfully achieved environmental regulation targets and
objectives for land. Water and air, set by the Nigeria
Environmental Protection Agency (NEPA); substantially raised the
profile of NEPA in south west Nigeria and significantly improved
the performance of landfill sites, quarries, factories industrial/
sewage plants and farms.
 Managed major environmental incidents for NEPA including
industrial, agricultural and road traffic accident spillages, and
illegal waste disposal, coordinated the clean up, handled media
relations and was personally interviewed on both radio and TV.
 Reduced landfill and saved a major local producer 1.4 million
naira (securing 10 jobs) by innovatively devising a process to reuse
industrial waste rather than pay for landfill; this also saved the
forestry commission from using non-renewable recourses.
 Developed and built good relationships with stakeholders at all
levels, which led to improved co-operation and reduced the need
for enforcement notices or legal action; stakeholders included
managers/ operatives, council chief executives, members of the
parliament (MAPS) and members of public.

CAREER HISTORY
Environment protection officer, Nigerian environment
protection agency, 1996-Date
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 Applied environmental regulations relating to land, water and air,
in line with NEPA’s objectives, procedure and targets.
 Monitored the performance of landfill sites, quarries, factories,
industrial/sewage plants and farms ensuring they complied with
environmental regulation.
 Carried out site inspections, acted in an advisory capacity and
determined whether any enforcement action was required
(collected evidence and prepared reports).
 Maintained regular contact with both the public and stakeholders
to deal with their enquiries, requests, complaints or possible legal
action.
 Ensured all deadlines were met (these were often set by legal
requirements or NEPA policy) this required excellent database
managements skills.
 Assessed planning proposals and carried out environmental
impact assessments, reviewed authorizations/licenses and new
applications for authorizations/licenses.
Assistant area Inspector, Jiga River purification
Board, 1994-1996
 Transferred to NEPA following the formation of NEPA on 1
April 1996
 Assisted two area inspectors with the prevention of water
pollution (implementing the control of pollution Act 1974) this
included surface / ground water. Rivers lakes and coastal areas.
 Assessed application to discharge, carried out site inspections,
handled pollution reports and provided advice to the public and the
industry.
POLLUTION PREVENTION ASSISTANT, FORTH RIVER
PURIFICATION BOARD 1992-1994
 Supported two pollution prevention officers and maintained the
sampling and inspection plan for authorized discharges.
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 Sampled a wide range of discharge points and determined
environmental monitoring locations which include sewage works,
factories, and power stations, inland waterways (Forth & Clyde and
Union Canals). River and coastal locations.
Metal Works, Trivet Sheet Metal 1988-1990
 Fabricated industrial components, which included forging
moulds, producing ducting (carried out installations on site). Lift
car refurbishment and hydraulic oil tanks.
 Gained extensive experience in a wide range of welding
techniques including gas, MIG and TIG on a range of metals
including ferrous steel, aluminum, stainless and nicks; was also
responsible for spray painting many of the finished components.
Tractor Driver/Machine Operator, Mattson Farms. Montana USA,
1998
 Worked overseas on an industrial exchange programme on a
large scale grain farm in the USA, operated large filed tractors and
loading shovel, and drove grain trucks and a large dump truck,
handled all aspects of equipment maintenance.
Farm Worker (Part Time and Full Time), 1982-1988
 Worked on numerous farms across Scotland and north Yorkshire,
gaining a wide range of farming experience, which included tractor
driving during grain and vegetable harvesting, grain dryer
operation and livestock work (e.g. Lambing)

HOBBIES OUT OF WORK
Basket balling, playing chess, reading and travelling.

PERSONAL REFEREE:
Dr. chucks Okeke
Head of department Agriculture
Collage of Agriculture,Umudike
080…………..
De-only-Doc@yahoo.com
Very Rev Victor Nwosu
Archdeacon Onitsha central Anglican
Archdeaconry
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0808…………..
victorchrist@yahoo.com

Example Three
CHIKEZIEM, ADAOBI ONU
25 Johnson Street, Victoria Island, Lagos
08033426754……..
Adanneya@gmail.com

CAREER OBJECTIVE
Looking for a challenging career, where there is scope for
demonstrations, always on look out for a positive and bigger outlook,
thrive on imagination and passion, Rigorous thinking and boundless
curiosity sets levels and standards that exceed expectations. A learner for
life.

EDUCATION
B.Sc Applied Biochemistry (2
nd
class upper division (4.21), Amadu Bello
University Zaria. 2003-2007 central urban secondary school Ilorin,
Kwara State (WASSCE) 1997-2003.

PERSONAL SKILLS
- A good team administrator/ leader
- Verbal and written fluent in English, Igbo, Yoruba and French
- Highly enthusiastic and optimistic
- Excellent knowledge on computer micro soft word, excel,
database computation and internet.
- Effective in meeting up to deadlines and in the use of initiatives.
WORK EXPERIENCE
Laboratory Technologist, Hyjanimon Biomedical laboratories and blood
banking Ltd, Onitsha, Anambra State.
August 2007/2008
Chief Lab. Scientist, Biochemistry department general hospital cross river
state
2008 date

HOBBIES
computing, web designing, analytical thinking and reading
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REFERENCES
Can be provided on request.
Ready to send in any more information and to come with my certificates
for the interview.

REMARKS
In this 3 sample CV/Resume, you will observe that the applicants
structured there selling tool in such a way that every recruiter will not
waste much time in considering calling them for the interview. The styles
are not the same as there are no rules governing writing of a CV, choose
your own styles but ensure you market yourself with it, the last example
is more or less a typical Resume sample from an ex-corp member who
had little experience on his career history.

They are authentic samples
A mastery of these three examples will assist you in a constructing a well
packaged and attractive CV/Resume that can grant you a job interview
offer, don’t procrastinate, start now to practice.

COVER LETTER
A cover letter is an important document in an application. It serves as a
professional greeting and provides a snapshot of who you are and what
you have to offer. You should never send out your CV without a cover
letter. Even if you are applying for a job based on an advert that did not
request one, your prospective employer will expect one. It is valuable
opportunity to create a personal brand that aligns with the position and
organisation.
Key points about cover letters
 The cover letter should tell the employer both why you want the
position/program and why they should want you.
 It should communicate strongly why you want the position –
employers are very interested in your motivation because they
know that motivated employees perform well.
 Your cover letter should highlight your most relevant skills and
experiences. Be selective here and focus on two or three which are
particularly relevant. It is not the place to list ALL your relevant
skills and experiences as this can dilute your message.
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 Cover Letters need to be professional yet personable. Avoid overly
formal or academic language and long complicated sentences.
 Remember that employers will use your cover letter to assess your
written communication skills.
Preparing your cover letter
 A straightforward approach is to use the template below. The
template indicates what is appropriate to cover in each paragraph.
While this is a sound professional format, it is not set in stone –
you may have good reasons for approaching your letter in a
different way.
 This template also sets out the business letter format required in
cover letters.
 Always try to get the name and position of the person who will
receive your application.
 Application Express has some useful sections:

Cover Letter Format
Your contact details

Date

Ms M. Employer (always try to get a name and position)
Recruitment Officer
Name of organisation
Address

Dear Ms Employer (always try to get a name)
(Position Title and Reference No. if applicable)
1. Nominate the job for which you are applying. Indicate the source
and the date of the published job information. Provide details of
any contact you have had with the organisation, mentioning a name
if appropriate.
2. Introduce yourself in some way eg ‘I am a final year student
at………’ You need to convey strong motivation for the particular
role and the organisation. Try to refer to something topical
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regarding the organisation or industry or a personal
experience/sentiment that connects you to the position.
3. Over the next one or two paragraphs, indicate why you are a strong
candidate for the job – that is, how you meet the selection criteria.
Don’t try and cover every element. Focus on some key skill
requirements and use qualifications, experiences and achievements
to support your claims.
4. Try to include something which makes you stand out e.g a
defining skill or attribute, or some aspect of your work, life or
extra-curricular experience which is unique in some way and
relevant to the position.
5. Express your appreciation for consideration of your application
and your availability for work.
Yours sincerely (if you have the name of the recipient)
Yours faithfully (if you don’t have a name)

Signed A. N. Applicant
A. N. Applicant


Resumés
A resume is a document which demonstrates to a potential employer that
you can do the job you are applying for by presenting information about
your qualifications, skills and experience. A resume is more than a simple
record of what you have done; it is in fact a marketing document - which
means that it needs to be persuasive.
To be persuasive, a resume should be:
• Targeted
• Concise
• Professionally presented
It is no longer the case that one resume can be used for all job
applications. You can be selective about what to include and what to
emphasise in your resume. Being selective is referred to as ‘targeting’
your resume.

The key is to think about what is most relevant to a particular application.
Note that if you are applying for very similar types of positions, you may
not need to change your resume substantially for every application.
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Resumes need to be targeted to suit the type of application (eg internship,
part-time job, graduate position) and the type of work you are applying
for.

At the same time, you might like to create a ‘master’ resume which
contains everything – and which you update regularly. This can be a
starting point for a resume being prepared for a particular application.
Targeting a resume also helps you to be concise – another key feature of
an effective resume.
Presentation is also critical – it ensures that your resume is attractive on
first viewing and easy to read, but also sends a signal about your overall
professionalism and thoroughness.

CONTENT
The format presented here is a good starting point for any resume. The
sections listed are typically used in resumes; some sections are ‘core’
which means they should be included, while others are ‘optional’.
The format includes explanations and suggestions about options and
variations.
As discussed, resumes need to be targeted to the type of application and
the position itself. Below are some guidelines about targeting.
Targeting for types of applications
Part-time and casual work (not course or career-related):
Even though the role may be simple, preparing a resume for part-time
work can be surprisingly tricky – as there may be no obvious connection
with your course, career or experience.
• Include an Objective which clearly states that you are looking for
part-time work. Try to find some point of connection to your study
and/or career interests; for example, in applying for a retail job, you
might say that you are keen to use your interpersonal skills and gain
experience in the business sector. Even for ‘basic’ jobs, employers
want to see that your application has purpose.
• Unless you have substantial relevant experience, include a Key
Skills section – even if you don’t have experience in the specific
field, you probably have acquired many of the skills through other
experiences.
• Don’t include much detail about your Education; it is important to
indicate that you are studying but basic information is enough.
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• A resume for general part-time or casual work should be brief –
perhaps 1 page, not more than 2 pages

Internships:
• Include an Objective so you can clearly state what you are looking
for in an internship and make the connection between the internship
application and your career plans

• Include detail about your Education – including any relevant
project or major assignment work – as these will often be relevant to
internship activities

• Include a Key Skills section – an employer will be interested in
what you can do; remember to draw upon all your experiences (not
just paid work) in identifying your skills, and don’t neglect the skills
you have acquired through your studies

• Consider including a Profile – most new grads will have had a
range of experiences and developed a range of skills; a profile is a
good way to pull together what you have to offer and create a sense
of who you are.

Most professionals include a Profile on their resume, so it’s a good
time to add this into to yours.

Targeting For Positions/Industries
Think about what is relevant to the position you are applying for and/or
the industry. This will help you to decide:
• what to include in your Profile and/or what to leave out
• how to frame your Objective
• the order in which to put sections (most relevant first e.g if your
Voluntary Work is more relevant than your paid work, then consider
putting it first)
• how much detail to put about certain activities (e.g in
Employment, you might include more detail for certain roles or
tasks which are more relevant)
• which skills you include in a Key Skills section

PRESENTATION
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A ‘professional’ looking resume is one which:
• is well signposted and ‘chunked’ for easy reading
• adheres to certain conventions e.g uses standard margins
• is simple rather than complicated
• shows consistency in formatting e.g fonts, spacings
• concise – generally 2 pages for undergrads and new grads without
extensive experience

The format illustrates some key elements of a professional looking
resume – using a letterhead to present personal details, clear unfussy
headings, fewer sections rather than many smaller ones, use of dot points,
more space between sections than between entries within sections.

Note – the particular fonts, heading styles and so forth used in the format
are not the only way to present your resume. There is scope to create your
own ‘look’. Just keep in mind the principles above.


The Cover Letter
Cover letters also demonstrate your analytical abilities. Employers will be
assessing how well you have researched the organisation and the position
and how you have analysed and addressed the company's needs in the
letter.
Include a cover letter with every application you make but don't use the
same cover letter for different positions. Each letter should be specific to
the position and the organisation. Employers recognise standard letters
and will know you have not put in the effort they expect.
What should your Cover Letter include?
It is suggested that you include the following information in your
covering letter:
 your address
 the date
 the name, title and address of the receiver (ie: Director, Human
Resources)
 the title and reference number of the position for which you're
applying
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 a paragraph saying what information you're including in your
application, ie: résumé, statement addressing the selection criteria etc.
 a brief explanation of what particularly interests you about the
job, the department or section etc.
 a paragraph or two briefly highlighting the main skills or abilities
you can bring to the job and any relevant personal qualities or
attributes
 details of how and when you can be contacted if required to
attend an interview.
Cover Letter Examples
If possible, keep your covering letter to a single page. Too much
information, especially if it is not relevant to the job, may detract from
the letter. Your statement addressing the selection criteria is the place to
give more detailed information about yourself and your ability to do the
job.

Example 1
Proforma letter
This example shows the key elements of a good covering letter. The
information does not have to be in the same order as the example, but
make sure it is logical. How you lay the letter out and what information
you put in each paragraph is up to you.

Example 2
Professional Staff cover letter
Purpose Of a cover Letter
The covering letter is a brief introduction to the rest of your written
application. It is the first document the selection panel will read. Your
aim is to introduce yourself to the panel and encourage them to read on
and find out more about you.
For this reason it is important that the covering letter looks professional,
sounds positive and enthusiastic, and attracts the reader's attention. It is
also one way of demonstrating your written communication skills.

A cover letter is a summary of the reasons why you are the best candidate
for the position. Its purpose is to make the reader want to read more about
you in your resume and to get you an interview. It can help to answer
three questions that are often on the mind of the employer:
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 Can you do the job?
Have you demonstrated that you have the right abilities, skills,
knowledge and experience?
 Will you do the job?
Do you seem very interested in the work itself? Do you have the other
attitudes necessary for success in the role and in the company
 Will you fit in?
Have you shown how your values and goals match the company's
values and goals? Your language and stories can also indicate how you
might fit in with clients and co-workers.
 Application forms are becoming increasingly central in Graduate
Employment Program recruitment in particular. Don’t fall into the
trap of spending most of your time on your resumé, then doing a
rushed job on the application form questions.

 Most (but not all) online systems allow you to start the document
and save it later for completion. If the document has to be done in
one sitting, make sure you are well prepared – do you understand
the scope of the task (will it take 20 minutes or 2 hours)?; have you
done your company research?; do you have all your information
ready?

 Employers can receive large numbers of applications – an easy
way to cut down numbers is to discard those with spelling mistakes
or poor grammar so take the time to check for accuracy.
 Where word counts apply, give a response of appropriate length
and depth – for example, a 50 word response is not suitable for a
250 word question

 Use examples where appropriate e.g if you’re asked about your
strengths, give an example of an activity where you
demonstrated that strength (these examples would be briefer
than in a behavioural question).

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 It can also be good to give examples in questions about the
organisation’s values – for example, if asked to indicate how
your values align with the organisation’s values, include an
example of when you demonstrated those values.
o In the question about why you are applying, there are no
right and wrong answers, but some of factors you might
refer to include: career plans, characteristics of the
organisation itself (reputation, size, clients), the role or
program itself, opportunities in the organisation, opportunity
to use your skills.

Don’t spend too much time on what ‘selling yourself’ in this
question (there will be other questions about this); the employer
wants to know that the position will work for you as well.
o With questions about strengths (or what you would bring to
the position/program), focus on the most relevant strengths –
but choose from strengths which you genuinely possess.

o Try to demonstrate your knowledge of the organisation –
there is a good opportunity to do this in a question about
why you are applying.
o In questions about your career plans you are not expected to
lay out a highly defined career plan, but your response
should give some specifics e.g the industry you want to work
in and/or the type of role you are interested in. Your
comments should refer to the relevance of the position or
program to your career plans.

It can be appropriate to say that you still exploring your options
but you should at least refer to some ideas to show that you’re
thinking about this issue.
In questions about their organisation or industry, employers
expect a good level of knowledge and understanding; employers
regularly give feedback that applicants do not do this. To set
your application apart, do some research.
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COMMON MISTAKES YOU SHOULD AVOID

It is a fact that these days virtually every king of job vacancies and
careers are advertised online; requesting applications from suitable
candidates to apply. This article is designed to help us understand and
avoid at all cost, some common mistakes we make while applying for
online job vacancies.

There is generally a less formal language and approach over the internet
and it is unfortunate that this attitude has crept into the manner of our
responses to job postings.
Below are three bad habits to avoid:
1. Failure to recognize competition. The internet has levelled the
playing field by allowing more job seekers to gain access to more
job postings. Jobs posted online are accessible to anybody who has
an internet connection.
With this increased exposure comes increased competition. Yet,
many job seekers fail to fully acknowledge this reality. When
posting an opening online, an employer can be bombarded with as
many as thousands of applications. Knowing that, you should ask
yourself what you have done to stand out.
2. Applying to positions we are not qualified for. The Web has
streamlined how we communicate with each other. We often see
postings on the Web we “may” be interested in and quickly apply
to them without giving it more thought. That is the path to failure
as the whole process is built on wishful thinking.
Most people who have this habit will then have a tendency to send
a short email, along with a generic resume (or no resume at all!).
Recruiters can easily identify these types of applicants and will not
waste their time reviewing these applications. For these applicants
the issue really is: If you are not interested in the position, why
bother applying and, if you are indeed interested in the position,
why don’t you put more effort into it?
3. Lack of professionalism when applying online. It is certainly true
that the Web has broken a lot of frontiers, including that between
people. We are much more informal on the Web. Some people
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push this attitude too far however to the point of using the wrong
“tone” when applying for a job. Keep in mind that a certain degree
of formalism should remain.
It’s preferable to lean on the safe side. You probably have heard
that when attending a job interview, better dress conservatively
(except if you are an artist, or working in the creative field) than
push your luck. At the end of the day, you will be hired for your
competence.
You don’t want your outfit to be a distraction. Same thing for your
job application. You don’t want anything to distract the employer
when reviewing your job application. Being too informal could
have a nagging effect on some recruiters and might jeopardize your
candidacy.
In conclusion, Choose which jobs are worth applying to carefully and
spend as much time as needed to put all the odds on your side. You only
need one job, so focus on tailoring each of your applications. It’s not an
odds game.



MEANS OF JOB SEARCH

The first thing you need to consider when you want to begin your job
search is the best means to go about it. There are some common mistakes
you should avoid when searching for your dream job. Questions that are
frequently asked by applicants are “where are the jobs”?

And due to the state of our country these days, jobs are not found easily
while the few available ones requires consistency and constant search to
enable the job seeker know when the opportunity has made itself
available and to catch it at once without any further delay.

When you think of searching for a job, so many thoughts could pop in
your and you will begin to say stuffs like, I do not have a good grade or
qualification

I don’t have a job experience

My kind of person cannot cope with that establishment

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Infact, I don’t even know anybody in that company.
My qualifications / result grades are too poor to be employed in that
company.
Get those negative thoughts off your mind right now, get up, be positive,
dress corporate and begin your job search..
Develop a self confidence always, not forgetting that God created you for
a purpose, and that you are destined for greatness, don’t under estimate
your potentials as a result of inferiority complex.

All these factors and many more make a lot of job hunters laze at home
waiting for their destined job to come and kiss them and as such losing all
the opportunity they can utilize in tracking a well paying employment.
Ensure you don’t fall a prey to inferiority and low self esteem sub
consciousness, stand up, dress corporate and go out in search of job.

Below are the various job search machineries that every job hunter
can use to track his/ her job successfully.

NATIONAL DAILIES
Our National and local newspapers, specialist business and trade
publications, magazines of professional association etc. has been one of
the greatest avenue through which job opportunities are showcased.
Corporations and multinational companies in the country use the national
dailies as a means to advertise their vacancy. Examples of such
newspapers are Tuesdays, Thursdays, vanguard, Guardians, Sun,
Business day and other related publications. It is the sole duty of every
job seeker to develop the habit of visiting the vendor stand everyday in
search for the vacancies that may relate to the areas his/her own
specialization, there is a serious need to make reading habit a part of your
system to effectively utilize this searching machinery.

INTERNET ADVERTS
70% of job vacancies in this computer era are no longer advertised via the
national dailies, one of the ways to tap into these hidden jobs is through
the international network, online. The internet has gone long way in
assisting enormous job searchers in locating lucrative and white collar
employment opportunities.
In this 21
st
century, a lot of job vacancies from various sectors are made
available via online advert. Most multinational companies these days in
the national dailies rather they find it more flexible to place their adverts
in the company’s websites. Perhaps, to enable them employ the services
of those smart applicants that browse through the profile of their
establishments.
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Therefore, there is need for you to be conversant with the websites of all
the companies you may wish your services to be employed in. I was very
much ashamed and embarrassed the day I over head some ex-corp
members to not achieving out what they needed in a job. Learn how to
browse online today it is very easy, our material on internet wealth splash
will be of assistance to you, try and grab a copy of it.

The websites to use in job search
The under listed websites may link you to that vacancy you have been
searching for start browsing and posting of your resume and CV online
today delay is dangerous.
www.nairaland.com
www.realnigerianjobs.com
www.gblcareers.com
www.careerbuilder.com
www.alljobsnigeria.com
www.monster.com
www.careerguider.com
www.vacancies-nigeria.com
www.dragnet.com
www.mactalent.com
www.hotjobs.com
www.abujajobs.com
www.itcareers.com
www.nigeriajobsonline.com
www.nowhiring.com
www.career.com
www.technies.com
www.oilcareers.com

And a whole lot of other sites, as you browse theses ones above you may
still come across other web links.

ELECTRONIC MEDIA
(Radio and Television Broadcasting Houses)
The media (Radio & TV) is another good medium through which most of
the Nigeria based reputable firms air their vacancy, as this is one of the
fastest means to reach out to the masses.
Most of our home based job seekers and graduates today don’t fancy
watching the commercials during network and local news, or even
listening to other news bulletin on radio. Rather they prefer watching
foreign and local movies at all times. Ensure you don’t join such clubs.
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Start today to listen to Radio News commercial for it will go a long way
in fascinating your job search.

NOTICE BOARDS
Various firms and parastatals do showcase their vacancy on their notice
boards even before making it known to the general public through other
means.
Every job hunter is hence advised to always read such notice boards,
don’t often be in a haste to over look such notice boards, your
opportunity may be laying there.

RECRUITING AND CONSULTING CORPORATIONS
Most mega and multinational companies don’t embark on carrying out
the recruitment of their new employees themselves; rather they employ
the services of some trusted recruiting firms who are experts in recruiting
new employees. It is now your duty as a fresh graduate to locate such
firms around your locality and submit your resume to the recruitment
officer, collect their websites and phone numbers and ensure you visit
those websites often, call at intervals for inquiries.

Examples of some reputable recruitment firms are:
The National Directorate of Employment (NDE)
www.careerguide.beyond.com
www.careernigeria.com
www.jobsearch.com
www.oilcareer.com
www.topsolutionsresources.com

CO-JOB SEEKERS
As a job seeker, ensure you liase with other job hunters that are in the
same shoes with you, share your career development plans with them and
the kinds of job you want. Always gather knowledge from their own
experiences, listen to their own ideas and strategies and also contribute
your own quota in deriving solutions. Various job hunters forums abound,
you can join in and share information together. This job search machinery
has assisted thousands of fresh graduates in landing their dream jobs.

PERSONAL NETWORKS
Make your plans for a good job known to your loved ones, friends, family
members, and family friends, reputable and influential men in the society.
Create time to visit firms, parastatals and companies you dream to work
with. Establish a close rapport with the key staff in the firm and make
your intentions to work in the company known to them, inform the
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recruitment manager about your qualifications and pedigree, be a good
speculator by laying your ears on the ground for any opportunity in the
company. If possible collect the number of the human resources manager
and other staff, leave your own number also so that you can easily be
contacted and updated with information relating to their recruitments.









CHAPTER THREE
TIPS FOR UNDER GRADUATES ON HOW TO SEARCH FOR A
JOB

“I think that if I keep working at this and want it badly I can have it
achieved” I have been discussing the general means through which job
offers can be tracked down easily.

But even as a college student or a university undergraduate you can still
start your job search now and can be sure in landing good one; if you will
comprehensively adhere to this tips below.

START EARLY: companies aren’t usually interested in interviewing
freshmen or sophomores for positions they can’t fill for two years, but it
is never too early to make that first contact. If you know what is out there
by your junior year, you can spend senior year honing your search.

DON’T LOOK FOR A JOB UNTIL YOU FIND A CAREER: before
looking for specific companies, decide on a line of work. Job fairs and
written assessments are many ways of finding a match for your skills.

BEFORE COMPANIES INTERVIEW YOU, INTERVIEW THEM:
information interviewing can be an effective early step in the career
search. Call a company in a field that interest you and request an informal
interview. Talk to as many representatives at the company as possible,
expanding your web of contacts. This exercise will better inform you
about the companies, and perhaps lay the ground work for them to
interview you better.
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WHO YOU KNOW IS AS IMPORTANT AS WHAT YOU KNOW:
the methods may have changed, but old fashioned networking is key to
landing a dream job. Networking shouldn’t be limited to the people you
know well or those in your field of interest. Tell virtually everyone you
meet about the skills you have and the type of job you are seeking. Ask if
they know anybody who would be a good contact, and take copious notes
in a small notebook you carry with you. People want to help, but only if
they are asked.

AS INTERNSHIP IS LIKE A JOB INTERVIEW THAT LASTS
THREE MONTHS: nothing looks better on a resume than “been there,
done that.” Firms often design internship as a recruiting method, while
also helping students develop marketable skills. Freshmen and
sophomores should pursue internship possibilities with the same
aggressiveness as seniors pursue employment. Apply just as you would
for a job, with a resume and cover letter tailored to the company’s needs.

KEEP APPLYING UNTIL YOU RUN OUT OF TIME OR MONEY:
students often spend too much time thinking about the strategy of a job
search when they could be searching. There are differing schools of
thought on whether a few specifically targeted letters with follow up
phone calls are more effective than a bulk mailing of hundreds of generic
resumes. If you have the money and time, try both approaches, but make
sure your dream job company doesn’t get a specific letter and the version
mailed in bulk. Keep a list of the actions you take with specific
companies, and don’t make promises to call or send more information
when you can’t follow through. Until you land that dream job, keep those
applications rolling.

IF YOU DON’T LAND YOUR DREAM JOB, AIM FOR
SOMETHING CLOSE: even in times of economic prosperity, not every
college student can land the job they want. In tough times, even fewer
will. However, a degree in a specific field can put you in the running for
something close. Rather than take a fallback job to pay the bills, for a
little less money you could accept a position closer to your goal. Don’t
lose sight of why you chose the course of study you did and what you
want to do in your career.

RECRUITERS BASIC REQUIREMENTS
As obvious as it may seem, there are essential requirements that any job
recruiter looks forwards to see in any employee in order to get fully
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convinced and hence consider hiring his/her services in a given sector.
Below are some of those key prerequisites.
Sound degree/qualification (at least University 2
nd
class upper honors and
college or polytechnic distinction and upper credits respectively).
Well packed CV/Resume
Interesting covering letters
Other professional certifications
Related talent and basic skills, like swimming, ability (For oil and gas
firms,) Eloquence, good facial appearance, etc


Below are the various job search machineries that every job hunter can
use to track his/her job successfully.



OFFLINE MEANS OF JOB SEARCH
This has been one of the greatest avenue through which job opportunities
are showcased. Corporate and multinational companies in the country use
the national dailies as a means to advertise their vacancy. Examples of
such includes, Vanguard, Tuesdays and Thursdays, Guardians, Sun,
Business day, Punch, job express and other


Interview preparation
A job interview aims to further assess your skills and experience in
relation to the position. Interviewers are also considering whether your
values and style will be a good fit for the team or organisational culture.
 Study the company website and other media so you know what’s
going on in the organisation and/or industry. You may be asked
directly about what you know, or you may refer to the organisation
or industry in answering other questions. Employers consistently
comment on how little applicants often know about their
organisation and what a big difference this makes to their
assessment.

 Re-read your application. Prepare to address questions about
anything you have included. Take the employers point of view -
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are any gaps or obvious issues which an employer might want to
follow up in an interview?

 Review the most common interview questions (see below) and
think about the key points you would make in responding to these
or similar questions. Don’t prepare answers, just key points.

 Be prepared to talk about your key strengths and assets in
relation to the position. This is the key issue – what would you
bring to the job? Why you and not others?

 Review the selection criteria and ensure you can provide
interesting examples to demonstrate the skills that are listed – to
use with behavioural questions in particular.

 Prepare a couple of questions to ask at the end of the interview –
interviewers typically invite you to ask questions at the end of the
interview. The best question is one that flows naturally out of the
interview; however, just in case it’s hard to think on the spot, have
a couple in mind eg perhaps asking about opportunities for training
and development.

 Attend a Careers & Employment interview workshop – check
On the Day Of The Interview
 Know were you are going and how you will get there. Allow time
for traffic and public transport delays. If you get there very early,
take a walk – it can be bad for the nerves to sit for too long in the
waiting area

 Be well groomed and wear appropriate clothes for the context and
profession – generally business clothes are appropriate.
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 Take a copy of any documents you have been requested to bring.
Here are some tips to help you prepare:
Types of interviews
Interviews are generally face to face with either one interviewer or
several on a panel.
Sometimes interviews are referred to as ‘Behavioural Interviews’. This
means that most of the questions will be behavioural questions (see
below). This is most likely with Graduate Employment Program selection
or with large organisations generally.

Phone interviews are sometimes conducted. There are two types:
screening interviews – where the interview is being used to select
applicants to go through to the next activity, or full interviews – typically
where a face to face interview can’t easily be arranged.

Employers approach screening interviews in different ways – some will
focus on technical questions; others will use ask more general questions
to assess your general communication style.
Some tips for phone interviews:
 Phone interviews are generally arranged so that you are expecting
the call. Set up for the interview by organising a quiet space,
advising others in your household, turning off mobile phones and
other distractions. Dress as you would for a face to face interview –
it helps to feel professional.

 Sometimes for screening interviews, you may be contacted without
warning. If you are unable to converse professionally eg you’re on
a noisy tram, it is best to explain and arrange another time.

 While it may be useful to have some information in front of you eg
your resume or perhaps some prompt cards, don’t overdo it – you
can be tempted to rely on this too much (some applicants have
been known to read prepared responses) which distracts from the
immediacy of your responses.
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 Remember that the key difference is that there is no non-verbal
communication. In face to face communication, non-verbals
contribute significantly to the message.

 You need to compensate for this – for example by speaking slightly
more clearly and slowly, and using more intonation (variations of
tone, volume and pace).

 This doesn’t mean you should ignore your non-verbals – use the
same positive non-verbal behaviours as you would face to face as
this helps to generate positive tone and intonation in your voice.
Particularly remember to smile!
 Sometimes interviewers themselves may not communicate clearly
by phone – it is perfectly to ask for clarification if you don’t know
what is being asked.


TYPES OF INTERVIEWS

Successful Job Interviews
The interview is a two way conversation in which you have the
opportunity to sell yourself. It is also an opportunity for the interviewer or
the interview panel to learn about you and for you to learn about the job.

Interviews vary enormously from a 20 minute informal chat to an in
depth interview of 45 minutes or more. There may be screening interview
followed by a second interview. The interview may or may not be trained
and experience in the art of interviewing.
Types of Interviews
Informal Interviews
Usually unstructured however, the interviewer often prepares points of
discussion based on your background and asks questions designed to
reveal more about you. The interview will proceed according to the leads
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that you provide in your responses. It is important for you to be proactive
in this process.
One-on-one Interviews
In this type of formal interview you are interviewed by one person (eg:
manager, human resource manager, senior executive. These may be
structured where the interviewer will have a fixed set of questions that
they will ask each candidate.

Panel Interviews
In this type of interview you are questioned by a number of people (2-5).
The Panel will have an agreed set of questions and will generally have
planned who will ask each question and in what order.

Group Interviews
This is where an employer interviews a number of candidates at the same
time and determines how candidates interact with others. Remember that
you do not need to dominate the groups - in fact this can often be a
disadvantage for you.

Behaviour-based Interviews
These use past behaviour as a predictor of future performance. This
approach is also referred to as 'targeted selection'. The questions aim to
elicit specific examples of how you have handled things in the past. The
interview may be entirely composed of behavioural questions or they may
be used in conjunction with other types of questions.
Examples:
 Can you tell us about a time when you had to gain the
cooperation of a group over which you had little or no
authority?

 What did you do and how effective were you?

 We all miss deadlines from time to time. Can you give us
an example of when you missed a deadline? What were
the causes and how did you deal with the situation?

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Case Interviews
Case interviews are most commonly used for consulting, finance and
executive positions. Case interviews test your ability to analyse and solve
problems often of a business nature. A typical scenario is presented and
the candidate is asked to solve the problem.
Example:
A global telecommunications firm is considering entering a
new market. You are to assess whether or not it makes sense.
How would you approach this problem?
Telephone Interviews
Smaller organisations, or organisations recruiting staff from a wide
geographical base, may use an initial telephone interview as a screening
device to cut down on the number of applicants for a position.

Such an interview can be quite challenging because there are no visual
cues to guide your responses. Clarity of speech, variation of tone in the
voice, and good listening skills are therefore very important. Have a
"sales pitch"-a quick summary about yourself ready to deliver over the
phone if necessary. Good preparation is essential before you dial!

Interviews via Video Conferencing

Interviews via video links deprive you (and the interviewer) of the
opportunity to fully read body language. Therefore you need to stay on
the point but be concise, as you may not be able to tell if the interviewer
is getting bored. A useful technique to overcome this problem is to ask
the interviewer if they would like more detail.

Dress in plain, bright colours-checks and stripes can blur. Do not watch
yourself in the screen and look directly at the camera so the interviewer
feels you are looking directly at him or her. Avoid sudden movements,
which could cause blurring on the received picture.

Work to establish rapport right from the beginning of the interview.
Smile! Be certain to know and use the name of the interviewer. Use a
normal volume of voice, directing your speech to the microphone. Stay
seated to say goodbye at the conclusion of the interview.
Preparation for the Interview
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There are a number of things you can do to prepare yourself for the
interview. The nine steps to interview preparation are outlined below:

1. Review the job and person specification
 Look at the Duty Statement and Selection Criteria and
think about what knowledge, skills and experience you have that
you could talk about at the interview.
 Think of specific things you've done and specific situations
you've experienced that you could discuss (refer back to your
answers to the Job Priority exercises).
2. Decide if you are qualified to apply for the role
 Know yourself: your strengths, weaknesses, skills, goals,
preferences, personal qualities, etc. and be prepared to talk about
them. The more you know about yourself, the more confident
you are likely to appear at the interview.
3. Obtain some information about the role
 Do some further research on the University and the job you
are applying for. Find out as much as you can about them either
by talking with someone in the area or with those who have
close contact with them, or with someone working in a similar
position in another department. The more you know about the
job, the more positively you'll be able to answer questions and
show that you have an understanding of the needs of the position
and the particular workplace.
 Find out details about the University such as its size, main
areas of responsibility, directions, policies, who we deal with.
Some of this information can be researched on the University
website.
4. Visit your prospective workplace
If possible, try to arrange a visit beforehand to find out more about
the position. See where you would be working if you got the job
and try to meet some of the people with whom you'd be working.

5. Think about the interview questions
Consider the kinds of questions you might be asked and think
about how you might answer them. Common questions include the
following:
 What prompted you to apply for this position?
 What do you know about the organisation?
 What do you think are your major achievements to date?
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 How does your current work experience relate to this job?
 What are your major strengths?
 In your last job, what accomplishments gave you the most
satisfaction?
 What are your career plans?
 Why should we give you this job?
6. Practise answering some of the questions, especially the ones
you find difficult. You could try talking to yourself or taping
yourself. Better still, practise with someone you know, eg: a friend,
colleague or partner, and get them to ask you both prepared
questions that you particularly want to practise, and 'surprise'
questions.
7. Think about any questions you might want to ask the
interviewer/s. Write down a few ideas if you think this will help
you to remember. Common questions to ask include:
 What expectations does your company have of employees
in first their first year? How will I be evaluated?
 What opportunities for training /career advancement are
there within your organisation?
 If I am successful, when would you like me to start?
 Why is the position available?
 Do you see the company expanding in the foreseeable
future?
 Can I contact you for feedback once the decision has been
made?
8. Use the STAR method for example based questions.
 Situation - a brief outline of the situation
 Task - what tasks needed to be achieved
 Action - the steps you took to complete the task
 Results - what outcomes were achieved?
9. If you're feeling particularly nervous or under-confident about
the interview, consider the following techniques:

 Try to imagine that you are at the interview, that you're
feeling relaxed and confident, and that everything's going well
(positive visualisation).
 Talk to yourself positively about the interview. Say things
like 'The interview will go well', 'I know I can do this job', etc
(affirmation). The more positive you are about the interview, the
better you will come across.
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Presentation for the Interview
 While dress codes vary in different industries, professions and
workplaces, it is generally wise when attending an interview to note
the following advice. Women should wear a smart skirt or trousers and
blouse, or a business suit. For men, smart trousers and a shirt with a
collar and tie are appropriate.
 Dressing on the conservative side is generally advised unless you
think that a more individual style of dress would be appreciated.
 Personal grooming is very important: neat, freshly combed hair,
clean fingers and nails, and clean shoes are recommended.
 Physical appearance is a factor too - get a good rest the night
before your interview so that you look and sound your best.
 Wear something you feel comfortable in that is also professional.
 Avoid strong perfume or aftershave and too much jewellery.
What you should take to the Interview
There are several items you might like to take with you to the interview.
Some of these will be useful for you to refer to; others are for the
Appointment Committee to look at.
 A copy of your written application, in case the Committee ask
you for clarification on things you've stated in the application.
 A copy of the Duty Statement and Selection Criteria for the
position.
 Any notes of questions you want to ask your prospective
employers.
 Originals of any qualifications/certificates.
 One of two examples of things you've done which are relevant to
the position, e.g: a conference paper you've delivered, a report you've
written, a brochure or pamphlet you've produced, a sample of a
spreadsheet you've set up etc. The Appointment Committee may not
have time or may not wish to look at such documents, but bringing
them along shows that you are well prepared.
At the Interview
Even though the interviewer assess you against each of the Selection
Criteria, your behaviour during the interview will influence judgement.
Make a Good Impression
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First impressions are very important. How you present in the first few
minutes of the interview can have a big impact on the Appointment
Committee's final decision.
 Arrive at the interview a few minutes early. This gives you a
chance to get your thoughts together before the interview starts, and
also to get a feel for the place where you may be working.
Arriving late is not only bad manners, but may give the impression that
you are unable to organise yourself well. If for some unavoidable
reason you are going to be late, contact the interviewer/s to let them
know.
 When called in for the interview, greet each person in turn, using
their names if possible. Smile. If you are comfortable doing so, shake
hands with each interviewer - this helps to establish contact and build
rapport.
 Wait until being offered a chair before sitting.
 Be yourself/behave naturally. 'Put your best foot forward', without
pretending to be something or someone you're not.
Challenges
Some things to be aware of that you may find distracting or disruptive
during the interview include:
 telephone calls or other people coming into the office
 a nervous interviewer not used to interviewing
 unclear questions - don't hesitate to seek clarification
 being placed in a seat where you are subject to sun glare.
General Protocols
There are also some general rules for behaviour at job interviews:
 Silence is okay as long as not too long.
 Turn off your mobile phone so it doesn't ring during the
interview.
 Speak clearly and remember the four minute rule - do not speak
for any longer than four consecutive minutes or else you will lose the
attention of the listener.
 Never fabricate your achievements or skills - getting a job where
you are called onto use skills you don't have will prove embarrassing.
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Employers value honesty in their employees, so you won’t get the job
if the Appointment Committee discover you have lied.
 Never criticise your present or former employers - it looks
unprofessional.
 Don't ask about pay and conditions unless an Interviewer raises
it - it may seem like you are more interested in your salary than the job
itself.
INTERVIEW QUESTIONS
Behavioural interview questions
What are they?
Behavioural interviews are a common style of interview - particularly for
graduate roles. A behavioural interview consists of questions that require
you to reflect on your past experiences and present specific real-life
examples to demonstrate your skills.
Why do employers use them?
Research suggests that past behaviour is the best predictor of future
behaviour and performance. Therefore employers prefer to hear evidence
of how you used your skills in the past so that they can make an informed
prediction as to how you will perform in the role for which you are
applying.
What do behavioural questions sound like?
Behavioural questions will generally begin with the following phrases:
 Tell me about a time when...
 Give me an example of...
 Describe a situation when you...
You can see that all of the above phrases prompt you to tell a story about
a time when you have used a particular skill.
The most common mistakes people make are:
 Failing to be specific and telling the interviewer what you would
do, rather than what you have done.
 Not talking about their particular role/action/tasks - but speaking
generally about the group/team/organisation.
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 Not taking the time to prepare interesting examples. Imagine how
many times a graduate recruiter has heard a teamwork example
about a group assignment
 Not giving enough detail and making assumptions that the
interviewer is following your example
How do I prepare for behavioural interviews questions and avoid
these mistakes?
The good news is that you can easily prepare for behavioural interviews
by following these steps.
1. Review the key selection criteria. (That's the skills they have listed as
essential or desirable for the job.)
 You can use a position description if you have one, the job ad or
sometimes the organisation's website.
 Common skills or competencies that are tested include: Teamwork
; Communication/Interpersonal; Leadership; Client service;
Problem solving; Time / task management; Goal setting.
2. Prepare examples.
 Using the skills as your guide, think of examples from your past
experience that demonstrate each skill.
 Try to think of a different example for each skill so that you have a
variety of responses prepared for the interview.
 Most of your examples will come from Uni or work, but don't be
afraid to draw on volunteer work, participation in sporting teams or
community activities if they provide a good demonstration of your
skills.
 Keep the examples recent and relevant
 Use the STAR model (see below) to prepare you responses.
3. Practice responding to questions.
 This will help you become confident in using your examples.
 A large part of your success is in the delivery of your response.
 Use the examples below and visit the Careers Resource Centre
Examples of Behavioural questions:
Time / task management
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 Tell me about a time when you had too many things to do and you
were required to prioritise your tasks.
 Tell me about a time when you delegated a project effectively.
Communication
 Tell me about a time when you had to use your communication
skills to influence someone's opinion.
 Give me an example of a time when you had to deliver a difficult
message to an individual or team.
Teamwork
 Give me an example of a time when you have been part of a
successful team.
 Tell me about a time when you have had to work with a difficult
team member.
Problem Solving
 Describe a situation in which you recognised a potential problem
as an opportunity.
 Tell me about a time when you anticipated potential problems and
developed preventive measures.
STAR model
Careers and Employment recommend preparing your examples using the
STAR structure - Situation, Task, Action, Result . This structure allows
you to provide a concise, well structured response and helps you avoid
drifting off-track if nerves get the better of you!
The STAR method involves these four steps:
Example Question: Can you tell me about a time when you have
solved a complex problem? What steps did you take?
Situation Outline what problem or
instance you were faced
with.
During my final year I was doing
some volunteer work with a local
charity, helping them build a
database to keep a record of their
volunteers.
Task Explain what your task
was within the situation.
The night before we were to launch
the database and train the staff on
its use, it stopped functioning.
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Action Explain in sequential steps
what your response was to
the situation. What did
you do?

You should include as
much information within
this section as possible;
while still being concise.

Don't forget to use "I" not
"we".
I called a meeting to brainstorm,
talk through our options and
allocate tasks. As the person with
the highest level of IT knowledge, I
spent most of the night working
through the program, trying
different options (provide a few
examples...) and testing and re-
testing the system, I kept a list of
what I had tried as I went through
it and kept regular updates flowing
through to the others who were
completing other tasks.

I finally found a small
programming error that I fixed. I
then retested the whole system one
final time to ensure it wouldn't
happen again and reported back to
my team as to the result.
Result Explain the outcome or
the learning.
Everything worked as it should the
next day at our roll-out and
training. The organisation could
start data entry of the volunteer
information on time and I received
great feedback about my
contribution.
Inappropriate interview questions
According to the Victorian Equal Opportunity Act 1984, job applicants
cannot be discriminated against with regard to their race, physical,
intellectual or psychological impairment, sex, marital status, parental
status, or religious or political beliefs.
People conducting interviews should ask questions that are only relevant
to the skills, abilities, experience and knowledge required for the position.
Don't assume employers are experts at interviewing - most aren't.
Questions which should NOT be asked in an interview include:
 How old are you?
 What is your date of birth?
 Do you speak English at home?
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 How many sick days did you take last year?
 Are you married?
 Who cares for the children while you are working?
 Are you gay?
 Where were you born?
These questions are inappropriate because the answers could be used to
discriminate against the candidate. The employer could be unaware that
the question is inappropriate or perhaps he/she is just being friendly and
attempting to help you relax.
If the question is related to the job - for example they are looking for
someone who speaks two languages - it would then be appropriate to ask
about your language skills, the context in which you use them and so on.
Responding to inappropriate questions
If you are asked an inappropriate question you have a few options:
 You can answer the question. But be aware that if you provide the
information, it could be held against you. While there are legal
options to challenge this scenario, it is clearly not the preferred
outcome for most people.
 You can refuse to answer the question, or ask them to clairfy how
it is relevant to the job. However, you need to be as pleasant and
professional as possible in the way that you do this.
You can interpret the question in the way that it was probably intended
and respond appropriately. For example:
Q: "Who will look after your children?
A: "I am able to meet the travel requirements and hours of work that
have been outlined for this job"
Q: "What country were you born in?"
A: "I am a permanent resident of Australia therefore there are no
restrictions on my ability to work for your organisation."

Common Interview Questions

Interviews are specifically designed to help the interviewer identify the
candidates ability and weaknesses in carrying out a particular Job
position, it is aimed at determining that the the individual will be able to
handle the particular Job (ie the individual has the right education, skills
and experience) and fit with the corporate culture and the particular
group’s dynamics.
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It is also an opportunity to evaluate whether the candidate has red flags
that suggest he or she wouldn’t work out well (lack of eye contact, poor
hygiene, and other “in person” traits).

“Tell us about yourself.”
This ice-breaker question is a favourite.
Often asked at the beginning, this is your invitation to begin your sales
pitch by describing education and professional achievements that are
relevant to the job.

Add relevant personality traits (an accountant who is calm and loves
working alone; a social worker who has been recognized for empathy and
resourcefulness) and select background information to round out your
answer.

If you have trouble coming up with a succinct answer, apply the acronym
WEP-standing for Work, Education and Personal. Stick to 80 per cent
work and education, and only 20 per cent personal when replying with
this formula. The personal is especially effective if you’ve discovered
that you share an interest in cycling or skiing with one of the
interviewers!

After all, connecting with the interviewer is a great way to confirm that
you will fit in fine. And relationship building is a key attribute that
employers are actively seeking in building staff.
Another option is to counter with your own question: “Where would you
like me to begin?” The answer would point you to what the interviewer
found most interesting on your resume, and you could elaborate on that.
Of course, to ask this question you have to feel confident in your ability
to think quickly.

Your answer should ring with confidence and positivity: it can set the
interview’s tone. Consider ending it by sharing why you applied for the
position, how the job’s duties are exciting to you, what you love about the
field; show your enthusiasm and make yourself memorable.

“Why should we hire you?”
You can also rephrase this question as “what can you do for us that other
candidates cannot?” (Of course, you must never compare yourself to
another applicant, if you are aware of who else has applied.)

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Provide a quick synopsis of pertinent education, experience, skills and
knowledge. But here’s the key: be ready to bring life and impact to your
reply with stories that illustrate how you’ve applied your skills in solving
previous and related problems, ones that are similar to those of the
potential employer.

Build in examples of leadership and innovation. Leadership is not
necessarily related to holding a management position; leadership is about
taking initiative, responsibility, showing integrity, and working ethically.
Innovation is increasingly necessary to drive business forward and ensure
success. It can be expressed with examples of addressing customer
service, finding quicker methods to accomplish a daily task, sourcing
cheaper goods or negotiating better price points.

These questions give you free reign to pitch your sales message. It’s up to
you to explain why you are the best applicant

What to wear for interviews
You’ll see various research and general advice concerning what best to
wear for job interview. The sort of clothes, styles, colours, shoes, make-
up, accessories, etc., are likely to have the best effect.
Standard rules for dress code at interviews are mostly common sense: be
smart, coordinated, clean, tidy, relatively under-stated – however you can
go further than merely adopting the standard recommendations to wear
blue or grey suits, black shoes, white, cream, pale yellow and pastel
colours for shirts and blouses; and to avoid black (too funereal – unless
your interview is with an undertakers), bow-ties, Elton John specs and
deer-stalker hats.
You can take a more sophisticated approach to your choice of dress and
style at job interviews.
Your best choice of dress, clothes, colours and style at interview should
actually depend on the role and what surrounds it.
For example, blue is thought by many people to represent formal business
professionalism, which is fine for ‘professional’ job opportunities, but a
smartly pressed blue business suit and crisp white shirt and tie won’t help
you much in an interview for a role requiring care and compassion,
working outdoors in all weathers, managing down-to-earth labourers,
being bubbly and creative, or teaching disaffected kids.
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What we wear should be an extension of our personality of course, but
also importantly, indicates to the interviewer our ability to recognise
what the employment situation and job requires.
No-one ever got a job because of the way they dressed whereas lots of
people fail to get jobs because ‘something’ about their appearance put the
interviewer off – maybe just a bit – but enough not to get the job.
Dress in a way that projects you personality, sure, but not to the extent
that your appearance is inappropriate to the situation. For adventurous
dressers, especially going for jobs that might call for a spark of
individuality, it can be a fine judgement.
A lot depends on the interviewer too – innovative interviewers in
industries that are amenable to flair will respond more positively to
people who look different. But process-orientated decision-makers in
structured environments will prefer people who look safer. If in doubt err
on the safe side.
Employers want people who can do the job – that’s a given – but they
also badly need people who will ‘align’ and fit in – people who can ‘get
the beat’ of the organisation and department.
Empathy, trust, rapport, are all built on this initial platform, and what you
wear and how you style yourself provide a great opportunity to start
putting these foundations in place with the interviewer.
Your interview dress code and visible styling help you show the
interviewer (it’s a conscious and unconscious effect) that you understand
the organisation’s style and how to fit in with it; that you can adapt
appropriately to your environment – it’s a valuable ability and there’s
nothing to be achieved by creating doubts in this area.
So when you next prepare for a job interview, try to orientate your choice
of clothes and style to that of the employer, and also to the way the
interviewer perceives the role. Consider also the type of job and the
service sector, and particularly the personality, skills and behaviour that is
required in the role: For example is the role mainly extravert or introvert,
detailed or conceptual, creative or processing, conforming or innovative,
etc., and how does this affect the way you should be styling yourself and
dressing for the interview?
If it helps you decide what to wear, think about how the existing
employees dress. Does the employer have a conservative attitude and
culture regarding dress code, or is the culture more modern and relaxed.
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It is as unhelpful for you to be dressed too conservatively and
professionally as it is to be dressed not professionally enough. Try to get
an idea of what people wear in the organisation so that you can reflect,
within reason, the tone and style that fits in with the employer and the
interviewer’s expectations.
Do the men wear ties or not? Do the women wear suits? Do they ‘dress
down’ on Fridays? (This is particularly relevant if you happen to go for
an interview at their offices on a dress-down Friday, when prior
knowledge will help you to tone down a little and avoid sticking out like
someone who doesn’t fit in because they’ve not had the sense to find out
before-hand.) Go see or ask if this will help you to feel more confident.
On the point of going and seeing, especially if you know very little about
the organisation, it’s often helpful to get a feel of the place and the people
before deciding that the organisation is actually worthy of your talents
and commitment.
If you live close enough to the organisation’s offices or site it makes
good sense to visit their reception or sales office as part of your pre-
interview research, when you can pick up a few brochures, feel the
atmosphere, and form a view of staff attitudes and style, etc.
This will also give you a good indication of their dress code, especially if
you visit when people are arriving or leaving work. Lunch-time visits are
interesting too – at the start of breaks and when people return to work.
It’s amazing what you can hear and learn sometimes, simply sitting in a
busy reception for a few minutes or approaching a reception desk and
asking for a brochure.
As regards your own appearance for interviews, consider any jewellery
and other bodily adornments too. No-one ever got a job because they
wore an outrageously big fat diamond ring, or a nineteen-ounce gold
chain over their shirt, but I bet there’ll have been plenty of people who’ve
not got jobs because they’ve erred on the wrong side of this particular
judgement.
For the same reason, the number of body piercings displayed at interview
is generally inversely proportional to the chances of successfully
attracting a job offer, unless the job happens to be in a body piercing
studio.
Tattoos are another interesting area. Attitudes to tattoos are certainly
more tolerant than twenty years ago: even main board directors these
days commonly will be hiding a little dragon or butterfly somewhere
intimate on their person, however, given two equally-matched candidates
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at a job interview or group selection, the one with the short sleeves and
naked ladies up each forearm is unlikely to get the nod. Safest bet –
especially for customer-facing jobs (literally face-to-face) – is not to
show too much tattooed skin at interviews unless you are very confident
of yourself indeed.
The reality unfortunately is that most people, including interviewers, will
tend to judge you with their eyes, not least because interviewers know
that their customers and staff will do too. And, like all business decisions,
recruitment decisions reflect on the people making them.
Therefore when you are being interviewed the interviewer is not only
deciding whether you can do the job, they are also deciding whether
choosing you will reflect well or not on their own reputation. The less
you challenge this area the more likely they’ll feel comfortable deciding
in your favour. Use your common sense.
So, if the role and the organisation calls for someone to conform and
behave according to strong corporate style and expectations then dress
accordingly. If the role and the organisation calls for individuality and
fresh ideas then you have more licence to dress more individually, but
still beware.
It remains that most employers and interviewers, whatever they might say
about welcoming fresh blood and challenging new ideas, will always tend
to err on the side of caution. Interviewers generally don’t knowingly take
risks – they prefer safe options – safe non-threatening people, who appear
and dress in a safe and non-threatening way.
I’m not saying you’ve got to become a de-humanised clone for the
interview, or that there’s no place for individuality, on the contrary
actually – you’ve got to look good (and extremely smart too if it’s called
for) – and aside from this there certainly is a huge need for individual
thought and behaviour and innovation in all organisations – but
that’s after you’ve got the job and settled in.
You’ve got to get the job first, and you’ll do that most easily by
appearing immediately like someone who’ll fit in rather well, not by
looking like someone who marches to a different tune or has no idea how
to adapt to their environment.
Clothes, style, colours, jewellery, hair, like anything else that represents
you as the applicant (just as the quality and presentation of your CV for
example), should project the ‘fit’ and congruence between yourself and
the employer and the interviewer’s requirements for the job, and also
show that you can understand different situations and behave accordingly.
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Individuality is great, but the job interview is not really the best place to
start displaying a highly individual dress style, unless the role specifically
calls for it, which in truth is very rarely indeed.
Look good, but under-stated. Project yourself and your personality in
what you wear, but above all show that you are aware of what’s going on
around you, and that you can adapt to the situation and present yourself
appropriately.





Preparing for a job interview?
An online search
The company’s website is the best place to start. It shows the company as
it would like to be seen and the products and services they offer. You’ll
get a feel for the corporate style, culture and tone of voice. Check out the
annual report and look for a press or company news page.
As you filter all this information, consider how the role you’re applying
for relates to the company’s mission. You may also be able to use the
site’s search facility to discover more about the person or people who will
be interviewing you.
You should spend some time looking online for any other information
you can find about the company. Put their name into Google News to see
if they’ve had any recent interesting stories written about them. You
could also discover some information written by their current employees
on what it’s like to work there.

It’s also worth searching for your own name to see what crops up – your
potential employer may be doing the same thing.
Industry sources
It’s not just information about the company you need – you should also
have a good background knowledge of the industry so you can impress at
the interview. Browse through business publications and websites to see
what they are writing about your potential employer and their industry.
Have a look on the newsstands at the big magazine retailers – there’s an
amazing list of publications out there.

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You may find back issues of trade publications at university or public
libraries, or you might be able to access them online. Some journals are
even available for free or by subscription through their own websites.

If you’re already in the same industry as your potential employer, it may
be possible to discreetly ask colleagues or your suppliers if they know
anything about the company you’re interested in.

Preparing yourself
This is the part most people forget to give enough time to, so don’t get
caught out. Just like when you’re going into an exam, feel confident that
you can field any question they throw at you, and try to feel as good
about yourself as you can. It shines through.

Here are a few top tips:
• Have a mock interview with a friend based on the common interview
questions you’re likely to face.
• Be sure you know the time, date and location of the interview and the
name of interviewers.
• Decide how you will get there and when you need to set off to arrive in
good time, anticipating any delays. Do a dummy run if necessary.
• If you look good, you tend to feel good too. Avoid any last minute panic
by preparing what you’re going to wear the night before.
• Don’t go into the interview with lots of baggage – psychological or
physical. Take the bare minimum with you so you can concentrate on the
interview, and nothing else.
• If you are asked to bring certificates, references, etc, get them ready
well in advance to avoid having to chase around on the morning of the
big day.
• It may sound patronising, but make sure you use the toilet before you go
in – you don’t want to be bursting to go when you’re mid-interview.
Be Methodical
Sit down with your CV and make notes, just as if you were preparing for
an exam. Study your work record and what you have achieved. How do
you see yourself? What have you done? What ambitions do you have?
Make notes and prepare and rehearse sound bites about yourself. Do this
out loud, even if it makes you feel weird.
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Try to relate specific areas of your CV back to the job description. It will
make it clear to the interviewer why they should hire you.
Remember, one of the most common interview questions is “Tell me
about yourself.” Prepare a balanced and succinct answer to this question,
not a life history. Keep it businesslike and don’t stray into personal
feelings or family relationships.
Avoid anything to do with politics or religion like the plague.
Interviewers use this question to learn about your personal qualities, not
your achievements – they should already have those from your CV.

Responding to job interview questions
There is no set format that every job interview will follow, there are some
questions that you can almost guarantee will crop up.

Here’s a list of the most common questions and a guide
to the kind of answers your interviewer wants to hear.

• Tell me about yourself…
This is usually the opening question and, as first impressions are key, one
of the most important. Keep your answer to under five minutes,
beginning with an overview of your highest qualification then running
through the jobs you’ve held so far in your career. You can follow the
same structure of your CV, giving examples of achievements and the
skills you’ve picked up along the way. Don’t go into too much detail –
your interviewer will probably take notes and ask for you to expand on
any areas where they’d like more information.

If you’re interviewing for your first job since leaving education, focus on
the areas of your studies you most enjoyed and how that has led to you
wanting this particular role.

• What are your strengths?
Pick the three biggest attributes that you think will get you the job and
give examples of how you have used these strengths in a work situation.

They could be tangible skills, such as proficiency in a particular computer
language, or intangible skills such as good man-management. If you’re
not sure where to start, take a look at the job description.

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There is usually a section listing candidate requirements, which should
give you an idea of what they are looking for.

• What are your weaknesses?
The dreaded question, which is best handled by picking something that
you have made positive steps to redress. For example, if your IT ability is
not at the level it could be, state it as a weakness but tell the interviewer
about training courses or time spent outside work hours you have used to
improve your skills. Your initiative could actually be perceived as a
strength. On no accounts say “I don’t have any weaknesses”, your
interviewer won’t believe you, or “I have a tendency to work too hard”,
which is seen as avoiding the question.

• Why should we hire you? or What can you do for us that other
candidates can’t?
What makes you special and where do your major strengths lie? You
should be able to find out what they are looking for from the job
description. “I have a unique combination of strong technical skills and
the ability to build long-term customer relationships” is a good opening
sentence, which can then lead onto a more specific example of something
you have done so far in your career.

State your biggest achievement and the benefit it made to the business,
then finish with “Given the opportunity, I could bring this success to your
company.”

• What are your goals? or Where do you see yourself in five years
time?
It’s best to talk about both short-term and long-term goals. Talk about the
kind of job you’d eventually like to do and the various steps you will
need to get there, relating this in some way back to the position you’re
interviewing for. Show the employer you have ambition, and that you
have the determination to make the most of every job you have to get
where you want to be.
• Why do you want to work here?
The interviewer is listening for an answer that indicates you’ve given this
some thought. If you’ve prepared for the interview properly, you should
have a good inside knowledge of the company’s values, mission
statement, development plans and products.

Use this information to describe how your goals and ambition matches
their company ethos and how you would relish the opportunity to work
for them. Never utter the phrase “I just need a job.”
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• What are three positive things your last boss would say about you?
This is a great time to brag about yourself through someone else’s words.
Try to include one thing that shows your ability to do the job, one thing
that shows your commitment to the work, and one thing that shows you
are a good person to have in a team.

For example, “My boss has told me that I am the best designer he has
ever had. He knows he can always rely on me, and he likes my sense of
humour.”

• What salary are you seeking?
You can prepare for this by knowing the value of someone with your
skills. Try not to give any specific numbers in the heat of the moment – it
could put you in a poor position when negotiating later on. Your
interviewer will understand if you don’t want to discuss this until you are
offered the job. If they have provided a guideline salary with the job
description, you could mention this and say it’s around the same area
you’re looking for.

• If you were an animal, which one would you want to be?
Interviewers use this type of psychological question to see if you can
think quickly. If you answer ‘a bunny’, you will make a soft, passive
impression. If you answer ‘a lion’, you will be seen as aggressive. What
type of personality will it take to get the job done?

You should always have some questions for your interviewer to
demonstrate your interest in the position. Prepare a minimum of five
questions, some which will give you more information about the job, and
some which delve deeper into the culture and goals of the company.



APTITUDE TESTS
What are aptitude tests?
Aptitude tests are similar to skill and intelligence tests, and are used to
determine an individual's capability in performing particular tasks.
Aptitude tests frequently consist of items that are intended to evaluate the
taker's special abilities inside a designated area.


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How to Pass Aptitude Tests

Potential employers, educators and other organizations provide aptitude
tests for potential candidates. These tests gauge the intelligence and skills
of the taker during a specific amount of time.
Most aptitude tests are not completed in the allotted amount of time, but
participants are expected to complete as much of them as possible. The
tests are on general or employment-related topics and include multiple-
choice answers. Participants take these tests on a computer most of the
time, but some take it on paper using a pencil.

INSTRUCTIONS
Discover what will be included on the aptitude test you will be
taking. You can do so by simply asking the administrator what is
on the aptitude test.
Do research to determine sample questions for the type of industry
you are taking the test for. You can also find sample aptitude tests
that you can take to determine your strong and weak points. Do this
daily until it is time to take the aptitude test.
Study sentence structure and basic English writing formatting for
paragraphs, essays and speaking. Pay attention to how each
sentence flows and the correct way of speaking without using slang
or uncommon words.
Verbal ability questions determine the participant's grammar,
understanding of analogies and ability to follow instructions.
These tests help employers determine how proficient you are in
communication. Data checking tests require participants to search
for errors specifically for clerical-type jobs, and this study method
is common for this section
Practice basic and advanced math that includes charts for the
numeric ability tests. These tests are generally basic, but they may
include some advanced math and charts. Brush up on things you
learned in high school and take time to learn new things that may
have been confusing to you in the past.
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Read instruction manuals for basic appliances around your home
and search online for manuals for products you do not own.
Following recipe instructions can also be beneficial to studying for
this test.
Abstract reasoning portions of the test have questions to determine
your logic and solutions to questions. These questions determine
your intelligence and ability to learn new things.
Reassess your personal knowledge concerning physics for the
mechanical reasoning test. These tests assess your mechanical
knowledge concerning topics including inertia, force, energy and
friction.
Study books about the movement of the human body and books
about how magnets work. Utilize the time until your test to study
and understand physics terms and how they apply to everyday life.
Study electronic diagrams concerning your chosen field of work if
you plan to become an electrician or enter a mechanical field. Fault
diagnosis questions determine how participants find issues and fix
problems concerning electronics or mechanics.
Research the field you plan to enter and the company you wish to
work for. Break the job title down and determine your expected
duties. Work sample tests include scenarios of work situations and
conflicts and how well the user can handle it.
Knowing and understanding your potential job responsibilities will
prepare you for this portion of the test.
Types of Aptitude Tests


THE PURPOSE OF APTITUDE TESTS
Significance
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Aptitude tests are used for a variety of purposes and are
administered by assorted sources; teachers use these tests to
measure their students' performances, schools may use them to
determine an individual's knowledge within certain fields, and
employers often use them to identify the candidate that's most
capable or best suited for a job. In addition, aptitude based tests are
regarded as one of the most useful varieties of career tests.
Educational Purposes
Aptitude tests that are intended for educational use include the
Scholastic Assessment Test (SAT), the American College Testing
Exam (ACT) and the Differential Aptitude Test (DAT), which
assesses one's particular skills and overall academic competency.
The Differential Aptitude Test is also one of the most commonly
used tests for personnel and career assessments.
Occupational Purposes
Many aptitude tests are created to check an individual's specific
skills that are relevant to the job at hand. For staffing and
assessment purposes, employers utilize tests like the Personality
and Preference Inventory
How to Pass Aptitude Tests

Potential employers, educators and other organizations provide aptitude
tests for potential candidates. These tests gauge the intelligence and skills
of the taker during a specific amount of time.
Most aptitude tests are not completed in the allotted amount of time, but
participants are expected to complete as much of them as possible.
The tests are on general or employment-related topics and include
multiple-choice answers. Participants take these tests on a computer most
of the time, but some take it on paper using a pencil.

INSTRUCTIONS
Discover what will be included on the aptitude test you will be
taking. You can do so by simply asking the administrator what is
on the aptitude test.
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Do research to determine sample questions for the type of industry
you are taking the test for. You can also find sample aptitude tests
that you can take to determine your strong and weak points. Do this
daily until it is time to take the aptitude test.
Study sentence structure and basic English writing formatting for
paragraphs, essays and speaking. Pay attention to how each
sentence flows and the correct way of speaking without using slang
or uncommon words.
Verbal ability questions determine the participant's grammar,
understanding of analogies and ability to follow instructions. These
tests help employers determine how proficient you are in
communication.
Data checking tests require participants to search for errors
specifically for clerical-type jobs, and this study method is
common for this section
Practice basic and advanced math that includes charts for the
numeric ability tests. These tests are generally basic, but they may
include some advanced math and charts. Brush up on things you
learned in high school and take time to learn new things that may
have been confusing to you in the past.
Read instruction manuals for basic appliances around your home
and search online for manuals for products you do not own.
Following recipe instructions can also be beneficial to studying for
this test.
Abstract reasoning portions of the test have questions to determine
your logic and solutions to questions. These questions determine
your intelligence and ability to learn new things.
Reassess your personal knowledge concerning physics for the
mechanical reasoning test. These tests assess your mechanical
knowledge concerning topics including inertia, force, energy and
friction.
Study books about the movement of the human body and books
about how magnets work. Utilize the time until your test to study
and understand physics terms and how they apply to everyday life.
78
www.infopreneurqueen.com
Study electronic diagrams concerning your chosen field of work if
you plan to become an electrician or enter a mechanical field. Fault
diagnosis questions determine how participants find issues and fix
problems concerning electronics or mechanics.
Research the field you plan to enter and the company you wish to
work for. Break the job title down and determine your expected
duties. Work sample tests include scenarios of work situations and
conflicts and how well the user can handle it.
Knowing and understanding your potential job responsibilities will
prepare you for this portion of the test.
In conclusion, now that you have read and digested all the essential
things that you need in securing your dream job, what is required
of your now is to begin your job search with a positive mental
attitude ( PMA) . Do not limit yourself. Be positive. If you believe
you can achieve it. I wish you the best in securing your dream job,
do not forget call me to share your success story with me when you
finally secure that dream job of yours.
Yours sincerely
Infopreneur Queen