PROFESSIONAL DEVELOPMENT PROGRAM · PROFESSIONAL DEVELOPMENT PROGRAM 1. Mute Audio –press space bar to unmute and ask a question 2. Video Feed We may need to turn Video feed off

14 April 2020

PROFESSIONAL DEVELOPMENT PROGRAM

MACQUARIE UNIVERSITY – S1 2020


• Attendance – is compulsory / evidence necessary for any absence (e.g. medical cert for illness)

• ENSURE YOU ATTEND THE WHOLE SESSION PLEASE WITH CAMERA ON – we will be checking attendance at our end through Zoom

• PDP Attendance form – please continue to fill this out, we will be checking attendance through Zoom at all sessions and career workshops.

• For additional online workshops you attend to satisfy the requirements of the program, please email the facilitator for confirmation of your attendance. Alternatively, you can email Careers reception ([email protected]) and they will email you confirmation of your attendance.

• Confidentiality

• Respecting and listening to each other’s opinions / Letting each other talk

• Being focused while present

• Your input forms part of what others take away from these sessions. Ownership. Give as well as receive!

• Mobile phones on silent please

• Participate to the best of your ability – we are here to learn from each other

HOUSEKEEPING

mailto:[email protected]


1. Mute Audio – press space bar to unmute and ask a question

2. Video FeedWe may need to turn Video feed off if we are having technical issues

3. Today’s SessionCombination of Screen Share, Polls, Questions.

4. Questions/CommentsThere will be allocated times for questions

5. Be respectful of all participantsPlease only use the Chat function at the facilitator’s direction such as for questions. Refrain from messaging other participants.

6. Private questions

There will be a short time set aside to answer these at the end

ZOOM PROTOCOL


12:00-12:10 Welcome + Recap

12:10-12:30 Be the Recruiter Exercise

12:30-1:00 Video and phone interviews

1:00-1:30 Interview Skills: Chloe Roberts-Young – Oracle

1:30-2:00 Psychometric testing and gamification

TODAY’S OVERVIEW


5

WHAT TO EXPECT

• The changing

world of work

• What do

employers want

• VIPS and

building your

skills

• Building

experience and

improving your

skills

• Planning your

career

• Recap-Planning

your career

• Informational

Interviews

• Job Search

• Applications:

Resumes &

Cover letters

• Recap

• Be the Recruiter

exercise

• Phone

interviews

• Video interviews

• Interview Skills

• Psychometrics

& gamification

• Recap

• Professional

Branding

• Classroom to

Boardroom

• Workplace

Etiquette

• Compass

Exercise

• Career action

plan

Session 5

• Recap

• Assessment

Centres

• LinkedIn

• Networking

Session 4Session 3Session 2Session 1


RECAP: CONTENTS OF A RESUME

• Personal Details: Name, Email, Mobile number, Address (?), LinkedIn

• Career objective: summary of goals/skills, use buzz words OR

• Personal Profile: Who are you, what are you looking for, why you?

• Key educational qualifications: current first (include awards & scholarships)

• Professional memberships: CPA/CA, AMI, etc.

• Employment experience: paid + casual, dates, company, detailed description

• Core skills: (IT, Languages, soft skills)

• Extracurricular activities: student societies, GLP, sports, volunteering

• Leisure Interests: Only if interesting; point of differentiation

• Referees: professional and/or academic with title, contact details

Not necessarily in this order!

Structure is just as important as content.


RECAP: COVER LETTER

• To introduce you and your resume to an employer,

and to show enthusiasm for the role!

• To address selection requirements and give you the opportunity to

draw your reader’s attention to specific qualifications/skills

• To show understanding of the organisation

• To provide a sample of your written communication skills


THE RECRUITER ACADEMY

BE THE RECRUITER EXERCISE – 10 min

• You will be allocated a group.

• You are the recruiter Panel for “Pro Publishing”

• Read the provided job ad carefully

• Who would you invite for an interview? Select the 2 best candidates for the job and note your results in your workbook. Look at career motivation, skills, experience, education, knowledge of the organisation, etc.

• Most importantly, have they addressed all the selection criteria?

― What did you like about the chosen applicant’s resumes and cover letters?

― Were there any you were undecided about? Why?

― What should be improved on the applicants resumes you did not choose?

• Be prepared to discuss your choices.

• Make notes

• Choose a spokesperson


CAREER AND EMPLOYMENT SERVICE

QUESTIONS?


INTERVIEWS & TESTING

Focus

of this

session

Interviews

Assessment Centres

Job advert

Job analysis

Resumes

Cover Letters

Video Interviews

Interviews

Psychometrictesting

Selection criteria

Phone and Video interviews


PHONE INTERVIEW

Phone interviews are often used to do an initial screen of applicants as they

are quick and convenient.

The employer will want to answer the following questions:

• Does the candidate have the right skill set to do the role?

• Has the candidate made an effort to research the company and role?

• Does the candidate have good communication skills?

• Does the candidate sound confident, interested and enthusiastic?


PHONE INTERVIEW – TOP TIPS

• Find a quiet place where you will not be disturbed. Ask if you can they

can call you at another time if you aren’t in a suitable environment.

• Get into the right frame of mind: dress in business wear and sit at a

table.

• Speak clearly and give concise answers.

• You need to sound enthusiastic, positive and confident.

• Smile, as this will be reflected in your tone of voice.

• Have a copy of your CV, job description, notes and a pen in front of

you.

• Have a glass of water nearby but don’t sip all the way through the call.

• Prepare for a telephone interview as you would any interview but

remember: the hiring manager cannot see you, so your enthusiasm and

confidence must come across in your voice.


VIDEO INTERVIEW

Two types of video interviews:

1. Live – similar to a face to face interview but need to consider any

technology requirements, background, noise, etc

2. Pre-recorded – employer sends out a link to an online tool where you will

record your answers to set questions.

What do you need to consider for these types of interviews?

Photo by Chalo Garcia on Unsplash

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https://unsplash.com/s/photos/desk-with-plain-background?utm_source=unsplash&utm_medium=referral&utm_content=creditCopyText


VIDEO INTERVIEW

Checklist:

• Dress professionally

• Find a room free from pets/flatmates/children….

• Neat uncluttered background

• Fully charged computer

• Mobile on silent

• Put a sign on your door to be quiet/no interruptions

• Neat and tidy background – no unmade beds!

• Check lighting

• Look at the camera – eye contact

• Have a copy of your resume available


VIDEO INTERVIEW

Pre-recorded interviews: usually 10-15 min

Questions include:

― Tell us about yourself

― Why have you applied? (Motivation?)

― Why should we hire you? (What are your skills/attributes?)

― 1-2 Behavior based interview question (use STAR)

― Top tips: clean background, be rested, dress up, practice,

look at the camera, smile

― Practice! Go to the Interview Simulator on

MyMQ Career Zone

https://mquniversity.careercentre.me/u/tsn1izg4

PROFESSIONAL DEVELOPMENT PROGRAMCOMM BANK DIGITAL INTERVIEW


TELL ME ABOUT YOURSELF

Who are you?

Why are you qualified?

Why are you here? (Motivation)

OR

Present

Past

Future


TELL ME ABOUT YOURSELF

This is an unstructured but important question, very common at the start of an interview.

Know how you are going to answer it!

• Use narrative – what has brought you to the point of wanting this role?

• Give brief details of your study/work history

• Mention your values/aptitudes here, as they relate to the role

• Hone in on the relevant skills you can bring to the role

• Aim always to SHOW THE LINKAGE

• Culminate these interests and experiences into why you want to work for them



QUESTIONS?

Interview skills

Chloe Roberts-Young

Human Resources Manager

Oracle


• Research the company

• Think about current experience

• Practice using S.T.A.R. answers

• Consider your outfit and presentation

• Consider how to get there before the day

• Think of your questions for the interviewer

INTERVIEW SKILLS – BEFORE THE INTERVIEW


• Arrive early

• Consider your language

• Sell yourself

• Listen to the question

• Answer S.T.A.R.

• When finished answering stop

• Be positive and engaging

• Thank the interviewer for their time

• After the interview do not chase for an outcome too soon

INTERVIEW SKILLS – DURING THE INTERVIEW


Have you been in a situation where you needed to demonstrate

leadership or solve a problem?

INTERVIEW SKILLS – ACTIVITY


INTERVIEW SKILLS

QUESTIONS?


INTERVIEW SKILLS – QUESTIONS FOR THE RECRUITER

Common at the end of an interview:

“Do you have any questions for us?”

• Always have a few questions prepared.

• Choose questions that reinforce your interest in the role.

Sample questions:How will I get feedback as to how I am performing?

Will I be working for one supervisor?

How do you measure success in the role?

What do you see as the main challenges for the organisation/my work area in

the next 12 months?


OFFICE | FACULTY | DEPARTMENT 27

FOUR MAIN TYPES OF QUESTIONS

Open

questions

Get you talking

Behavioural

questions

Past experience

examples

Situational

questions

Hypothetical – if

in role

Closing

questions

Other things

they want to

know

Tell me about yourself?

What do you

understand about the

role?

Why are you the best

candidate?

Tell me about a time

when…

Describe a situation

when..

What would you

do if …

Where do you see

yourself in 5 years?

What are your

weaknesses?

What’s your view of….?


INTERVIEW SKILLS - HOMEWORK


➢ Do research on yourself – your story, your study, your relevant skills, your goals…

➢ Research the organisation, the role, the interviewer.

➢ Prepare answers to common questions.

➢ Prepare STAR examples for behavioural questions.

➢ 2 minute answers per question.

➢ Practice practice practice!

➢ Aim to be genuine and authentic – avoid giving overly rehearsed answers.

➢ Being prepared enables you to be yourself.

➢ Engage with the interviewer(s).

➢ Show the connection!

➢ If unsuccessful, ask for feedback.

29

INTERVIEW SKILLS- KEY POINTS TO REMEMBER

Psychometric Testing and

Gamification

Psychometric assessments occur a few steps into the recruitment process.

They’re expensive for the recruiter and more necessary further into the

process for short-listing candidates.

Two main types:

1. Ability – is the role a good match for your skills?

2. Personality – will you enjoy the role?

It’s best to answer questions honestly and genuinely so that both you and

the organisation are able to decide whether you’re a good fit.

How to be successful?

Practice!!!

PROFESSIONAL DEVELOPMENT PROGRAMPSYCHOMETRIC ASSESSMENTS

Go to MyMQ Career Zone to practice Aptitude tests and Career Assessments

Practice test websites:

• www.shldirect.com/en/practice-tests/

• www.psychometric-success.com/

• www.psychometricinstitute.com.au/

• https://www.revelian.com/jobseeker/

• https://www.practiceaptitudetests.com

PROFESSIONAL DEVELOPMENT PROGRAMPSYCHOMETRIC ASSESSMENTS

https://mquniversity.careercentre.me/u/g9hsgqsr

https://mquniversity.careercentre.me/u/43n786ie

http://www.shldirect.com/en/practice-tests/

http://www.psychometric-success.com/

http://www.psychometricinstitute.com.au/

https://www.revelian.com/jobseeker/

https://www.practiceaptitudetests.com/


Why are recruiters using them?

• To get a better, more tangible idea of a candidate’s skills than the traditional route of CVs and interviews

may be able to provide. Especially in the case of graduates, who generally have much less work

experience to assess them on, games can help to get that crucial insight into the types of skills they

have.

• To understand the candidate’s ability to solve problems in a dynamic way.

• Games can help make the recruitment process fairer as there is

considerably less space for unconscious bias.

• Games can make the recruitment process more fun and engaging,

giving candidates a real feel for the company culture.

• Games can be designed to assess applicants’ social, cognitive

and behavioural features including memory, attention and altruism.

Candidates’ attributes are then measured against those of successful

existing employees to identify the ones with the most potential.

GAMIFICATION


How to prepare?

Gamified assessments are difficult to practice for as they are all different and they constantly change.

Remember that they are testing for a range of attributes, refer to the initial job advertisement to understand

more about what the recruiter will be looking for.

Here are some links with information on how to be successful:

https://targetjobs.co.uk/careers-advice/psychometric-tests/453607-the-graduate-job-hunters-guide-to-

gamification


https://www.pymetrics.ai/

GAMIFICATION

https://targetjobs.co.uk/careers-advice/psychometric-tests/453607-the-graduate-job-hunters-guide-to-gamification


https://www.pymetrics.ai/



QUESTIONS?

Documents

PROFESSIONAL DEVELOPMENT PROGRAM · PROFESSIONAL DEVELOPMENT PROGRAM 1. Mute Audio –press space bar to unmute and ask a question 2. Video Feed We may need to turn Video feed off