For those of you unfamiliar with the terms job and
person specification, also sometimes known as job
description and role profile. One is the list of skills
and experience required to do the job and the latter
is the skills and behaviours required from the person
doing the job. It is generally provided when you
contact an organisation for an application pack.
Bingo just what you need - this is the list of criteria
they will be looking at from YOU the candidate!
Take the list and work your way through it looking at
your strengths and weaknesses. If they say IT skills
are important then try to think of an example where
you have used your IT skills. By drawing on an
example you are painting more of a picture to the
interviewer in convincing them of your skills and
experience. Where possible always try to think of
your results in a given situation. So you were asked
to put a Powerpoint presentation together. From the
evaluation forms you received positive feedback.
We will look more at how to answer questions in
coming weeks.
Work your way through the specification and look for
at least 1 example to evidence each requirement.
Again the job advert will have stipulated certain
criteria try to anticipate potential questions and
again look at your examples to back up why you are
suitable for the job.
If you have an interview coming up that you want to
be successful - click here
Last time I discussed breaking your goals down into
more manageable actions to discuss with your
manager/mentor. At your next 1 to 1 meeting with
your manager, book one in if you are not due to see
for a while, share with your manager your goals for
the coming year. Tell them your thoughts and any
areas you are struggling with.
At this point it is important to ask for feedback, how
realistic do they think you are. It may be that they
feel you are trying to run before you can walk. It
may be that there simply aren't the opportunities for
you at present or they may feel quite happy with the
goals you have.
The important thing here is to listen, do not get
defensive. If barriers are put up are they
reasonable? Are you able to compromise? E.g. by
adjusting your timescales i.e. you may have wanted
training in a particular area over the next 2-3 months
and this might not be able to be accommodated due
to business needs until 5-6 months time.
Can you consider alterative action steps that are
more in line with your companies/department needs
that also help you move in the right direction.
Be prepared to have to earn the respect and trust of
your boss before they are willing to invest time,
effort and money on you.
Ensure any agreed goals are SMART, you may or may
not have heard this term before, it is an acronym
that stands for
Specific Measurable Achievable Relevant
Timely
We will look at this in more detail next week, your
manager should have a good understanding of these
principals in order to set and review your objectives
and development plan.
If you are keen to progress in your career - click here for more
information on my services.
