Changing jobs is a common occurrence, but switching careers is less frequent and involves more significant challenges. Job changes typically mean finding a similar role in a different organisation, updating your CV or competency-based application form, and undergoing an interview process. Career change, however, is a whole other animal. It involves transitioning from your current […]
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There was a time, when the HSE requested candidates, whether they be internal or external, to submit a Letter of Application & CV as part of their Recruitment & Selection Process. Can you imagine all the different styles of letters and CV’s that they would receive and then read, screen and select the best ones
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How long should your CV be; one page, two pages, three pages, or more? Typically, your CV should be no longer than two pages. Although this might be challenging, it’s essential to condense all relevant information for the role you’re applying for within this limit. Remember, the main goal of your CV is to secure
Competency-based Application Forms for Public Sector In the last 10-15 years now, public sector job openings have no longer required or requested a Resumé/Curriculum Vitae (CV) from interested candidates to apply for them. Instead they have adopted competency-based application forms for various reasons. Reasons for the Change to Competency-Based CV’s come in all shapes and
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During periods of available time, there’s hardly a more productive activity than to update your CV – Curriculum Vitae (Resumé), refining it, and ensuring it’s primed for internal advancements, external job prospects, or transitions within your career path. In the world of career moves and job hunts, your CV is your golden ticket. In this
General Interview vs Competency-based Interview Those who’ve applied for public sector roles, whether internally or externally, are likely familiar with Competency-based Interviews. In contrast, individuals in the private sector may have less exposure to this format, although interviewers in the private sector often receive training in preparing for and conducting Competency-based Interviews. So, what is
General Interview vs Competency-based Interview, What’s the Difference? Read More »
In the realm of job applications and interviews, understanding the disparity between skills and competencies is crucial. While often used interchangeably, they possess distinct meanings and implications within the recruitment process. Let’s delve into their disparities to equip you with the knowledge needed to navigate competency-based applications and interviews effectively. Understanding Skills in Job Recruitment
Competency based Application Forms Competency based Application Forms are now beginning to become common as a means of applying for live, open job opportunities. They are more prevalent in the public sector, though some private organisations are beginning to design their own, tailored versions for certain high-level positions. Application forms as we know them are
In public sector interviews, over the past two decades, the landscape has undergone a notable transformation, particularly in its approach to recruitment. What once involved the submission of cover letters and resumes has evolved into a more structured process oriented around competency based application forms. Let’s delve into the nuances of this shift and explore