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A few tips from Internal Employment Partnering

We recently asked Tim Dive from Internal Employment Partnering (www.internalemployment.com.au) to share a few tips for job searchers. This is what he had to say:

There is just one, single most important (and most difficult) concept to grasp when you’re actively searching the job market for your next role. Understanding it, and applying it to your job search strategy, your résumé writing, your interview approach, and your interview follow up will be the difference between receiving your job offer in just two to four weeks, as opposed to six to twelve months.

That concept is; it’s not all about you.

That is – everything you do, needs to be of value to the employer, recruiter, or manager you’re trying to connect with. A simple demonstration of this is doing something like removing the old “objective” statement from your CV, and replacing it with a list of eight bullets that show what your previous employer’s gained from you being there. Think about it, a recruiter or manager is looking for something they will receive, so make it easy for them. Give it to them in the very first section of your CV. Trust me, your objectives won’t even matter until you’ve at least passed a three or six month probation period, maybe more.

So, take this concept into every little part of your job search. Particularly through the below ‘checklist’, putting yourself in the recruiter or manager’s shoes and really asking yourself, “what would I want to see if I was the employer?”

Check #1 | Get your profiles, CV, and social media in order

Get a decent CV. Best to make an investment and get a pro onto it! Why? Because you can read all the blogs and advice columns you like about how to get around recruitment databases, recruiters, and any other ‘gatekeeper’ standing in your way of the hiring manager. But in reality, you’re about 80% more likely to submit CVs through seek.com.au or some other job board. So, if you’ve got everything riding on this CV being able to cut through the masses, don’t risk it.

Linked In profiles are exactly the same; nine out of ten jobseekers have no idea of the synchronicity between social media and recruitment. Speak to a pro, or get someone who is actually experienced in social media recruitment to set up your profile content.

Check #2 | Customisation

Once your CV has achieved its goal (landed you an interview) make sure your social media profile reflects relevance to that specific vacancy.

This is a hugely important step that not too many of your competitors will think about, assuming the hard work is done now they have an interview.

Make no mistake, your profile on Linked In, Referral Key, Up Work, Google Plus, or even Facebook will be viewed up to and after your interview and may even be the tipping point in the hiring decision. Often, the ultimate recruitment ‘approver’ will never meet you face-to-face. So, make sure your visible online profiles reflect absolute relevance to the positions you’re interviewing for!

Check #3 | Knowledge

Get yourself familiar with ‘modern’ interviewing practices. Because, sadly, the vast majority of people are terrible at job interviews.

The most important mindset correction; forget about preparing yourself to show how technically astute or how advanced your job skills are. This will only get you through about 20% of any modern interview process. Employers truly believe that they can get more done to a better standard, when the personalities and behaviours in their teams are right. Technical ability can always be developed.

Also, don’t waste time on finding pre-prepared interview answers. You’re far better off reviewing your own background and career highlights, and being able to explain them clearly to interviewers. Trust me, they know when you’re just saying what you think they want to hear.

Find some helpful tips, here.

Check #4 – Communicating your worth

When you land a job interview, you’ve pretty much made it! This is a huge compliment and an achievement. But, the job is yours to lose and you’ll lose it through bad preparation, and poor communication.

Practice the Situation or Task, Action, Result (STAR) method of answering questions. Find out how right here!

No matter how good you look on paper, no matter how well you’ve dressed yourself, no matter what you’ve been told prior to walking into that interview room, if you can’t succinctly tell your story on the day, you won’t get the offer.

I’ve personally sat through hundreds of job interviews where the best looking people (on paper), completely bombed out in their interviews. Often, because they focused too much on their technical ability, and had no answers for how they actually go about their day-to-day interactions and challenges.

Good luck!

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Advisor Resourcing - BMA Coal

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Drill & Blast Engineer – Anglo American Metallurgical Coal

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Principal Consultant - Runge

“CS Energy has engaged Alchemy Recruitment on a number of occasions, and in my specific dealings with Nick, I have found him to be most professional and thorough in his research. Nick demonstrates a solid understanding of the mining and resources sector. He is a ‘fountain of knowledge’ in this space and this is most evident in the strong candidates he submits for application. I also note the emphasis he places on quality rather than quantity. Nick is responsive in his approach, he follows up when required (to a satisfactory level) and he has a proven ability to deliver on his promise, in terms of meeting the agreed timeframes and managing our expectations as the client.”

People and Culture Advisor, CS Energy

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HR Supervisor, York Civil

“I wanted to take the time to thank Nick from Alchemy for the high level of professional assistance he has provided me whilst I have been with Downer. I am always grateful to agencies who follow the strict Downer process and work with the internal recruiters for the best candidates and service which we are looking for from a recruitment company.”

Recruitment Advisor, Downer EDI Mining