BC2: Job Hunting— Personal Evaluation BC2: Job Hunting Personal Evaluation Resume Job Search Cover Letter Interview

BC2: Job Hunting—Personal Evaluation

BC2: Job Hunting

Personal Evaluation

Resume

Job Search

Cover Letter

Interview

BC2: Personal Evaluation

Why is it important?

Organisations look for Behavioral fits as well

as Skills fits.

Do your Behavioral Competencies, or Values,

match those of the organisation?


What are Behavioral Competencies or skills?

Criteria for assessing how you work with

people and deal with related problems


Key components:

1. Self-awareness

2. Understanding your strengths and

weaknesses

3. Critical Thinking

4. How your goals/skills fit with organisational

objectives


Examples of Behavioral Competencies

Team-Building

Customer Service Orientation

Working Strategically

Leading and Developing Others

Cultural Understanding

Self-Awareness


Examples of Knowledge Competencies

Ability to operate different computer

systems.

Knowledge of Financial systems.

Internal ‘know-how’-MAP/SWOT etc.


So………

It is important to identify your goals, strengths and

weaknesses, and clarify how your values and skills

will benefit the target organisation.

In other words,

Know yourself, and know about the

organisation to which you are applying for a

job


Identify interest and personality type.

Assess skills and abilities.

Assess life experience and educational

background.

Clarify values.

Determine lifestyle expectations.


Myers-Briggs Personality Type Inventory (MBTI)

Based on four personality preferences:

Extroverted (E) vs. Introverted (I)

Sensing (S) vs. Intuitive (N)

Thinking (T) vs. Feeling (F)

Judging (J) vs. Perceiving (P)


Extroverted (E)

Process info verbally

Seek interaction Get energy from

people Results, action-

oriented Communicate

verbally “SOCIABLE”

Introverted (I)

Process info internally

Value privacy Get energy from

inner-self Like ideas, inner

thoughts Communicate in

writing “TERRITORIAL”

o MBTI (cont.): Interacting with Others


Sensing (S)

Uses senses Here & now, practical Focus on details Concrete, data-based Sequential “PERSPIRATION”

Intuitive (N)

Use unconscious Possibilities, potential Look for patterns Abstract, conceptual Non-linear “INSPIRATION”

o MBTI (cont.): Gathering Information


Thinking (T)

Logical, analytical Use facts, data,

information Compare pros/cons Impact on measures “OBJECTIVE”

Feeling (F)

Values, feelings Personal beliefs,

values Emotions or “gut” Impact on people “SUBJECTIVE”

o MBTI (cont.): Making Decisions


Judging (J)

Structure, ordered Deadlines, timelines Plan and

organize Decision-oriented Seeks closure “SETTLED”

Perceiving (P)

“Hang Loose” Flexible, spontaneous Do things at the

moment Process-oriented Prefers open-ended “OPEN-ENDED”

o MBTI (cont.): Living in the World


MBTI (cont.): Weakness of Each Type

E easily distracted; may not think things through

I may not seek the opinions of others

S may lose sight of the big picture N may ignore details; impatient

T may be judgmental; not support people F may avoid conflict; hard to deal with

criticism

J decide to quickly; dislike changing plans P may put off decisions; lack follow through


MBTI Population Breakdown:

E (75%) vs. I (25%)

S (75%) vs. N (25%)

T (50%) vs. F (50%)

J (50%) vs. P (50%)


MBTI (cont.):

On-line MBTI Resources:

www.typelogic.com (detailed profile) www.personalitytype.com (brief profile;

careers) www.advisorteam.com www.assessment.com www.keirsey.com

On-line career assessment tests: http://www.quintcareers.com/online_

assessment_review.html

Documents

BC2: Job Hunting— Personal Evaluation BC2: Job Hunting Personal Evaluation Resume Job Search Cover Letter Interview