Job Search Tips for the Graduate Candidate

Job Search Tips for the Graduate Candidate Amy McPherson, Associate Director VT Career Services March 21, 2006 Today’s topics  Understanding the job search process  The power of networking  Additional ways of locating opportunities  Resume vs. CV  Interviewing pointers  (focus on behavioral interviewing) Academia vs. Industry  Academia – Produce Theorems and Publish  Industry – Solve Problems - faster, cheaper, more accurately Taken from “How to Prepare to Find a Job in Industry” by Stanley J. Benkoski Comparison  Academic         Industry         Alone Academic Environ. Proofs Interact within discipline Select Problem Research Specialist Self-Paced  Groups Business Environ. Solutions Interact with all kinds Assigned Problem Applications Generalist Deadlines Taken from “How to Prepare to Find a Job in Industry” by Stanley J. Benkoski Understanding the Job Search Process Job seekers and employers have different methods and preference for conducting a job search! Sends Resumes Looks for Help Wanted Ads Uses Employment Agencies Engages Executive Recruiters Meets a Stranger Uses Recommendations from Personal Contacts Utilizes Current or Former Employers Job Hunters’ Favorite Methods of Seeking Employers Employer Reads Resumes Runs Help Wanted Ad Uses Employment Agencies Engages Executive Recruiters Hires Somebody based on Recommendation Meets a Stranger Hires Somebody whose work the Employer already knows Employers’ Favorite Methods of Hunting for Job Candidates Job-Hunters Employers The Problem With Job-Hunting Networking A powerful and proven tool!  Conduct informational interviews  Professional organizations  Departmental contacts  VT CareerLink  Web searches Finding Opportunities  Great list on summary sheet!  Attend professional conferences  Chronicle of Higher Education  www.usajobs.opm.gov  www.career.vt.edu  Look for job listing links by career field  Faculty advisor / department contacts Resume vs. Curriculum Vita  Resume     Curriculum Vita (CV)    Industry positions Concise (1-2 pgs) Focus on skills – What can you do?  Academic positions Detailed Research and teaching interests and experience Both Resume and CV     Professional affiliations / activities Publications / presentations Easy to read Error free Purpose of an Interview  For  the Employer To successfully identify qualified and competitive candidates for position openings.  To select the candidate(s) whose skills, knowledge, and values match the needs of the position and department.  To determine who will be a successful, satisfied, and “lasting” employee. Purpose of an Interview (continued)  For the Candidate To identify an employing organization that offers an opportunity which ... allows pursuit of short and long-range goals  is of interest  will provide challenges  is a good-fit (corporate culture, skills, values)  How Do Employers Make Hiring Decisions ? Review resume/vitae Obtain a “work sample” Administer assessments Conduct interviews Consider references Assignment Think of one type of job you’d like to apply for. Describe the ideal candidate. Identify the Attributes….. Skills (S) Knowledge (K) Attributes (A) Behavioral Interviewing Is where employers predetermine which skills are necessary for a job and then ask very pointed questions to determine if the candidate possesses those skills. Behavioral Interviewing Basic premise behind Behavioral Interviewing is: The most accurate predictor of future performance is past performance in a similar situation. How Behavioral Interviewing Differs Traditional Interviews  How would you behave in a particular situation.  Hypothetical  The interviewer will allow for theories and generalizations. Behavioral Interviews  How did you behave in a particular situation?  Actual  The interviewer will want details. During the Behavioral Interview  Interviewer works from a profile of desired behaviors  Expect the interviewer to question and probe  Focus - what is important to the interviewer  Interviewer might be taking copious notes  More structured How to Prepare for the Behavioral Interview    Recall recent situations -- use favorable behaviors, traits, or actions Prepare short descriptions, but be prepared to go into more detail Each story should have a beginning, middle and end BEGINNING MIDDLE END How to Prepare (continued)  Use examples that have positive results or outcomes Be honest and specific Analyze the job   Formula for Answers: STAR     Situation Tasks Action Results Why Employers Use Behavioral Interviewing  Base hiring decision on performance and ranked responses to questions, rather than “gut reaction”  Provides company a more legally defensible employment process  Enables employer to consider applicant’s skills for a specific position even when applicant has no prior experience in such a job Source: Larry Beck, Ball State University Career Services Why Behavioral Interviewing Works  Follows  Based  Uses a structured interview format on well defined job requirements questions focusing on behavior equally with all candidates related to the job  Applied Source: Larry Beck, Ball State University Career Services  Questions?