Making your new career a reality

To successfully switch careers, you need a genuine passion, interest, and enthusiasm for the new field. Additionally, there must be employment opportunities, whether through self-employment or as an employee, and the potential to earn a similar income. Keep in mind that starting anew might mean beginning at the lower end of the pay scale for your new career.

Key questions to consider

As you contemplate transitioning from your current job to a new career, ask yourself the following questions to ensure you make a well-considered decision:

Why are you leaving your current job?

Reflect deeply on the reasons behind your desire to leave your current role. Consider whether the issues are short-term or have been persistent over a long period.

What do you want in your new career?

List what you hope to achieve in your new career in terms of work, learning, and personal growth. Compare these goals with what your current job offers.

Will this new career meet your wants?

Analyse and evaluate if the new career aligns with your wants, needs, likes, and expectations.

Will you need to upskill or retrain?

Be prepared to invest time, energy, and finances in further education, training, and upskilling to make your new career a reality.

Will there be job opportunities?

Ensure that there are available job opportunities or ways to generate income in your new field after you have invested in the necessary qualifications and skills.

What will be the timeline?

Realistically assess the time it will take from making the decision to change careers to generating a new income. This could be months or even years, depending on the career you choose.

What will it mean financially?

Consider the financial implications, including the potential period of not working and the starting pay. Determine if you can afford this transition period or if you can stay in your current job while re-educating yourself on a part-time basis.

Career change is undoubtedly a significant decision. However, if you have a passion for something and are determined to pursue it, go for it. Remember, it’s never too late to change your career. Just do it!

If you’re looking for personalized guidance and support during your career transition, I encourage you to reach out to me, Ger Colleran, at Talent Fusion. My expertise in career coaching can help you navigate the complexities of changing careers and set you on the path to success.

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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 from them all to go forward for an interview? When it came to the interview, different questions would be asked of various candidates, depending on what the HSE Interview Board read or saw in the candidate’s application documents. And then (again), when it came to selecting the best person for the job, it was based on how well the Interviewer(s) liked the person, founded purely on individual and collective personal opinions and as they say ‘on-the-day’! There was no real consistency to the process, which was arduous, challenging and overall difficult on both the Interviewees and the Interviewers.

Today, if you are a HSE employee or someone who wants to work in the HSE, the only way of being considered for an Interview is to complete a Competency-based Application Form. When you are called for an Interview, you will have to prepare for and complete a Competency-based Interview.

HSE Competency-based Application Forms

Depending on the role being applied for these Competency-based Application Forms contain 4-6 competency-based questions, where each candidate must articulate an example against the title and criteria of the competency name & against a word count or in a space allowed, usually the latter for the HSE. They prefer candidates to follow a specific format to make it easy for them to write the example and easier for the HSE Interview Board to read understand and make a decision on whether to call candidates for an interview or not. Completing the form can take a long time.

Consider these as you set about the task ahead of you:

• Understand the competency title
• Use words/statements from the competency explanation
• Follow the format
• Fill the space allowed
• Include three tangible outcomes/results in your examples

HSE Competency-based Interview

As stated earlier, a well written Competency-based Application Form makes for a much easier Competency-based Interview. If you are successful i.e., get passed the application stage, it is time to prepare for the Competency-based Interview. Knowing the contents of the Job Description, knowing the contents of your Competency-based Application Form and knowing all about the HSE are the three key focus areas. 

Consider these as you prepare:

• Know the contents of your examples
• Have 1-2 back-up examples for each competency
• Analyse what probing questions they could ask you about your examples
• Develop mini-examples or the ‘Power of Three’ answers to each bullet point in the ‘Key Skills/Competency’ section in the Job Description
• Develop three questions to the ask them
• Develop a Closing Statement i.e., a Memory Hook (why they should hire you!)

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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 an interview.

In some fields, such as academia, healthcare, and senior roles, it’s not unusual for a CV to extend into multiple pages. These longer CVs often include an Executive Summary on the first page, providing a high-level overview of the candidate’s qualifications. This summary helps the reader, whether it’s a hiring organization or an agency, quickly assess the candidate’s suitability and decide whether to delve deeper into the document. But generally, your CV shouldn’t be longer than two pages.

Here’s how you can fit all your relevant information into your CV:

Study the Job Description

Ask yourselves these questions:

• What parts of the job description are relevant to you?
• Do you have relevant experience?
• Do you have relevant qualifications?
• Do you have relevant training courses completed?
• Do you have any specific skills/talent that the hiring organisation require?

Use these CV headings

After detailing your personal details under the CV heading, use the following CV section headings:

Profile

Tailor this section against the contents and main criteria of the job description.

Career summary

Tailor this section against the contents and main criteria of the job description.

Career history

• Tailor this section against the contents and main criteria of the job description
• Start with the most recent role moving down to the first most relevant role that you worked in
• What have you done/are currently doing that the role needs experience in?

Employment history

Detail here employments that you may have worked in that are not relevant to the role that you are applying for.

Education

Detail all your education starting with the most recent down to secondary school education.

CPD

• What courses have you completed or intend to complete that would impress the hiring organisation?
• List them down in order of most recent with month and year included

Interests

• It is good that people see the ‘holistic’ you i.e., what you are into outside of your working day i.e., interests, voluntary work, charity work, hobbies.
• Do not include high-danger, extreme sports where injury or accident are high possibilities.
• Sharp-eyed ‘Person CV Screeners’ would see this and may have concerns i.e., they hire you, train you and then you call in with an, “I’m not able to go to work today!

So how long should your CV be? A two-page CV for most jobs is possible and needs to include enough information to land that interview, where you can expand upon the information on your CV.

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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 sizes, making it difficult to extract relevant information.
• They make it difficult to ask the same questions from every candidate during the interview
• The introduction of Competency-based Forms allows for a structured evaluation process.

What are Competency-Based Application Forms?

So, what are Competency-based Applications Forms? Well, they look for the usual information from a CV i.e. Education, Qualifications, Training and Work Experience AND they ask for specific examples of required competencies needed to deliver on the job’s duties and responsibilities such as Planning & Organising, Communication, Making Decisions, Providing a Quality Service, Teamwork, Leadership, People Management, Drive & Commitment for example.

I covered this in my blog, What are Competency-Based Application Forms? So, if you’re looking for more information on the topic you can find it there.

Guidelines for Completing a Competency-Based Application Form for the Public Sector

Below, you’ll find instructions on how the public sector requires candidates to complete a Competency-Based Application Form, sourced from PublicJobs.ie.

A Competency-Based Application Form requires you, the candidate, to describe some of your personal achievements to date that demonstrate certain competencies (necessary skills and qualities) required for the position you are applying for (e.g. Leader of Education and Learning, Leader of Centre Development, Communication Skills etc.).

A definition of a skill or quality is given for each competency. You are then asked to describe a situation, from your own experience, which you think is the best example of what YOU have done which demonstrates this skill or quality. You must describe how you demonstrated the skill or quality in question.

You are advised to structure what you write so that you give specific information about what you have done – for example, do not simply say that “X was successful”, describe exactly what you did and how you demonstrated the skill or quality in question.

For each example please include the following:

• The nature of the task, problem or objective;
• What you actually did and how you demonstrated the skill or quality (and, where      appropriate, the date you demonstrated it)
• The outcome or result of the situation and your estimate of the proportion of credit you can claim for the outcome.

Please do not use the same example to illustrate your answer to more than two skill areas.

Please note that, should you be called to interview, the board may look for additional examples of where you demonstrated the skills required for this post so you should think of several examples of where you demonstrated each of the skills.

Competency-based Application Forms for Public Sector

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In the world of career moves and job hunts, your CV is your golden ticket. In this blog, we will provide you with five simple tricks to updating your CV. Whether you’re plotting a leap up the ladder or eyeing a whole new adventure, we’ve got you covered with easy tips to give your CV a nice touch-up.

Get inspired by your LinkedIn

When you’re not actively looking for a job, you’re unlikely to open your CV and update it each time you have success in work. However, you’re a lot more likely to add updates to your LinkedIn profile in real time.

When the time does come when you’re searching for a job review your LinkedIn and see if there’s any good information there that could be added to your CV. You might be surprised at how reading through your professional history can jog your memory.

Update your CV structure

How you present a CV can have a big impact. You want your Resumé to be as readable as possible, and easy to digest at a glance. To do this use:

• A regular font – Calibri (Body), Arial or Veranda are all good options
• Bullet points instead of paragraphs and numerals instead of written numbers
• Headings and bold text to make important information stand out
• List information in chronological order
• Save your CV as a Word doc, but send it to prospective employers/recruitment agencies in a PDF

Invest some effort into streamlining the format and design, and you’ll craft a CV that’s easily digestible for recruiters and potential employers. Opting for a straightforward CV layout is often favoured by hiring managers, allowing you to prioritise content over intricate design, ultimately saving you time.

Emphasise achievements

Avoid including unnecessary and lengthy details, instead emphasise results and achievements rather than daily tasks. A Resumé should highlight skills that make you attractive to interview.

This could be successful projects you worked on, awards you have won or any impactful problems that you solved. Again, use specific examples that showcase your technical knowledge, and statistics and figures that clearly back your achievements up.

Update your education section

Continuous learning is becoming more and more important, so don’t forget to update your education section with any relevant courses you’ve completed during your career. For example:

• Online courses
• Night classes
• Internal training programmes
• Certifications

By keeping your education up to date, you are showing your commitment to continuous learning and a passion for the industry you work in and the work you do.

It might seem old-fashioned or unnecessary, but a good bio can make all the difference. Distinguish yourself from other candidates by telling your prospective employer who you are, what you do and what your objectives are for your next role. If you don’t know where to start here are some things to consider mentioning:

• Why do you do what you do?
• What’s your current role?
• Any notable accomplishments that are relevant to the job you’re applying for
• Depending on the company/job – something a little more personal that shows you’re a good cultural fit

When writing your bio keep it concise and always edit with the position you’re applying for in mind.

Taking the time to update your CV properly could mean the difference between landing a job interview or not. Spend time on it.

Another old but good CV tip is to list your achievements, big and small on a piece of paper. This will help you to recognise the value in things you’ve done that you might have forgotten about. Things like managing staff, training new staff, organising schedules, handling cash for example.

You can then use this brainstorm as a base for updating your CV with any relevant points and accomplishments. Finally, remove any outdated skills or information you no longer want to highlight and proofread then proofread again.

The post Update Your CV for Career Success appeared first on Talent Fusion.

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 the difference between a General Interview and a Competency-based interview?

General Interviews

There is a focus on the present and the future, whereas in a Competency-based Interview, there is a focus on the past and the present.

In a General Interview, Interviewers:

• Ask about your career, employment, academic and training history
• Ask closed questions
• Focus on personal-related questions
• Want to hear your thoughts and opinions
• Are interested to know how much you know about the organization, their products and services
• Are curious to know why you applied for the job
• Ask, ‘Why should we hire you?’
• Ask, ‘What can you bring to the role?’
• Are keen to understand your personality
• Want to know if you will fit in
• Want to gauge will they like you

Competency-based Interview

In a Competency-based Interview, Interviewers:

• Have a list of skills i.e., competencies that are key to the role being carried out successfully by the successful candidate
• Want the Interviewees to provide examples of where they have demonstrated these skills/competencies in past or present employment
• Expect to see and hear a structure to these examples, which in effect are stories i.e., every great story has a start (background) / middle (what did you do and how did you do it) / end (results and outcomes)
• Will probe you on the content of your examples and delve deep into what you are saying by asking the 5 W’s and 1 H Q’s
• Want to understand that you understand the criteria of the job; and you need to help them do this by developing, narrating and practising great and relevant examples tailored to the competency explanation and the job description

When you are been invited for an Interview, expect the Competency-based Interview approach, with a bit of General thrown in too…!

The post General Interview vs Competency-based Interview, What’s the Difference? appeared first on Talent Fusion.

Understanding Skills in Job Recruitment

A skill can be defined as a learned ability or expertise acquired through training or experience. It encompasses specific proficiencies such as programming languages, graphic design, or project management. Skills are tangible and measurable, directly applicable to tasks within a job role.

Understanding Competencies

On the other hand, a competency encompasses a broader spectrum of attributes beyond mere technical proficiency. It refers to the combination of knowledge, skills, abilities, and personal characteristics that enable an individual to perform effectively in a job. Competencies are more encompassing, influencing how individuals approach tasks, interact with others, and contribute to organisational goals.

Application in the Recruitment Process

When it comes to the application process, particularly in public sector bodies and many private sector organisations, the distinction between skills and competencies becomes paramount. Job descriptions often delineate both required skills and competencies, highlighting the multifaceted nature of the role.

Distinctions Between Skills and Competencies

While skills are typically listed explicitly, competencies may be implied or stated indirectly within the job description. Candidates must discern these competencies and demonstrate their alignment through competency-based application forms and interviews.

Competency-based application forms necessitate candidates to furnish examples showcasing their competency in various areas. Utilising frameworks such as STARLIS, STAR, or ABC (Situation, Task, Action, Result) facilitates clear and structured responses. These examples should be drawn preferably from the past 5-7 years of the candidate’s life, particularly from current or previous employments, to ensure relevance and authenticity.

During competency-based interviews, experienced interviewers delve deep into candidates’ examples, employing open-ended questions to explore the What, Why, Who, Where, When, and How aspects. Candidates must prepare thoroughly, allocating sufficient time over several weeks to craft compelling examples that elucidate their competencies effectively.

The post Competencies vs Skills, What’s the Difference? appeared first on Talent Fusion.

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 an application form, where you answer each question that is put to you concerning your personal details, education history, training courses completed, career/employment history, references and interests.

Today, the newly designed application form contains the above, however towards the latter part, there are 5-8 competencies listed and explained, and the applicant is requested and expected to give an example or outline an achievement where they felt they best demonstrated this competency in their current employment, a previous employment, in academia or through a voluntary initiative. Most times (though not all the time), they give the applicant a word count to adhere to when writing the competency.

The reason that competencies are being used now in application forms are many. The potential employer wants to know where, when and how you demonstrated this competency in your past because past behaviour is a great predictor of future success. The competencies chosen by the employer and that are detailed in the application form, have been carefully chosen and are deemed to be what is required and necessary in the successful candidate so as for them to carry out the job tasks immediately upon recruitment.

So, what are the reasons for Competency-based Application Forms?

Some reasons include:

• They ensure that each application is consistent with respect to layout, information and length, unlike a CV
• They allow each applicant (candidate) an opportunity to outline and share how they are competent in each competency through relevant examples / achievements
• They are used as the basis for the actual interview i.e. a competency-based interview
• They give the interview board relevant, tangible information i.e. has the candidate done this type of job before while demonstrating the required competencies therein
• They help the interview board hire the right, most suitable candidate

Examples of competencies:

• Planning and organising
• Building and maintaining relationships
• Teamwork
• Specific knowledge and experience
• Strategic thinking
• Leadership
• Management
• Communication skills
• Presentation skills
• & more

To explore competency-based job opportunities in the public sector, visit publicjobs.ie.

Get the help you need to ace your application form. Book a FREE call with me today!

The post What are Competency based Application Forms? appeared first on Talent Fusion.

Understanding the public sector landscape

Over the past 20+ years or so, the public sector has veered away from accepting cover letters and CVs for live, open job applications to now only accepting application forms, a trend particularly evident in public sector interviews. Public Jobs, launched in 2004, has been the top choice and the sole destination for finding vacancies in every public sector job in Ireland. It’s the go-to place for all open positions, making job searching easier and more accessible. Every government department and associated departments, sectors and functions upload job descriptions, candidate information booklets and application forms when they have a job to fill on Public Jobs.

Completing a competency based application form for public sector jobs

Public sector application forms are no longer the simple form they once were, where you input your name, address, education, training, work experience and references. The new application form includes these and the competencies. These application forms are now officially called Competency based Application Forms and include key competencies that are important skills to carry out the job effectively and efficiently; where each applying candidate must demonstrate how they meet the criteria of each competency through examples i.e., past behaviour/experience from work and life (the former being more preferable). If you want to learn more about competency based application forms you can read our blog What are Competency Based Application Forms?

What are these competencies?

What are these competencies that the public sector wants you to write about and how? Well, they vary from job to job and of course the level/grade of the job i.e., Grade 1 to Grade 8. Competency titles could include:

• Planning & organising
• Providing a quality service
• Building and maintaining relationships
• Teamwork, leadership
• Analysis & judgement
• Decision- making
• Problem-solving
• Communication skills
• Presentation skills
• Managing conflict
• Managing performance

Writing examples to competencies

Writing examples that meet the criteria of the job description and more importantly, the criteria of the competency i.e., competency explanation, is key and paramount and must be written in a structured way. Adhering to the allowed word count or space is critical as the hiring organisation can disqualify if candidates cannot follow their guidelines. Use the requested format/formula to narrate your examples i.e. STARLIS, STAR or ABC (the latter being the most popular).

Need assistance with competency application forms? Consider seeking guidance from Ger Colleran for expert advice tailored to your needs, helping you navigate the process smoothly. Book your call today here!

Preparing for a public sector interview

The quality of your tailored competency based application form i.e. education, qualifications, employment experience and of course your competency based examples will hopefully secure you an interview that will be competency-based. Know your application form and the content of your examples. Have backup examples prepared, rehearsed and ready to go. Study the criteria of each competency in the job description and pre-empt what questions they could ask you from these. At the end, ask three questions about them and finish with an appropriate closing statement i.e., a memory hook.

“It was actually a nice interview, what we covered came up, so that was great, though one or two questions caught me that we had not covered i.e., ‘Tell us about a project/task that didn’t go to plan for you?’ I think I answered it ok. Thanks Ger, you gave me great confidence.” – Emily, Boston Scientific Corporation (Graduate Engineer – January 2024)

Dress code

Whether the interview is in-person or online, you need to dress appropriately for the job that you are applying for, always defaulting to business wear, if in doubt. Many experienced Interviewers make their decision to hire you or take you to the next stage of the interview process in the first five minutes of meeting you; inexperienced Interviewers give you a bit more time to impress them. Speak professionally, yet authentically, leaving everything in the room.

Navigating the labyrinth of public sector recruitment demands mastery of competency-based application forms. These pivotal documents serve as the linchpin of success in public sector interviews. Through diligent preparation and strategic examples, candidates can carve out a distinguished path. Confidence at each stage of the process is essential, fueled by a comprehensive grasp of sought-after competencies. This holistic approach ensures candidates stand out in the rigorous landscape of public sector interviews.

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As a seasoned manager, you’ve successfully navigated the intricate dance of day-to-day operations, overseeing teams and ensuring projects are executed flawlessly. Now, the corner office beckons, and the title of CEO is on the horizon. The transition from manager to CEO is a pivotal moment in your career, demanding a unique set of skills to steer the ship through uncharted waters.

Embracing a Strategic Mindset

At the managerial level, success often hinges on tactical decision-making. However, as you ascend to the CEO throne, it’s imperative to broaden your perspective and adopt a strategic mindset. CEOs must be adept at anticipating industry trends, analysing market dynamics, and devising long-term strategies to ensure organisational success.

“Think five moves ahead, not just the next one.”

Communication Mastery

Effective communication is the linchpin of successful leadership, but the shift from manager to CEO demands a refined approach. As a CEO, your words carry more weight, influencing organisational culture and stakeholder perceptions. Hone your communication skills to inspire and guide your team, while also mastering the delicate art of conveying complex messages with clarity and confidence.

“A CEO’s words are not just spoken; they resonate as the organisation’s anthem.”

Cultivating an Innovation Ecosystem

As a CEO, your role extends beyond maintaining the status quo; you must champion a culture of creativity and forward-thinking. Encourage your team to embrace calculated risks, explore unconventional solutions, and learn from failure. The ability to foster innovation will set you apart in a rapidly evolving business landscape.

“Innovation is the heartbeat of progress; as a CEO, ensure your organisation’s pulse remains strong.”

Building a Leadership Legacy

Transitioning to the role of CEO isn’t just a career move; it’s an opportunity to leave a lasting impact on your organisation. Focus on mentorship, talent development, and creating a positive workplace culture. Your legacy will be defined not only by financial successes but also by the leaders you inspire and the positive imprint you leave behind.

“A great CEO builds a legacy that outlasts the balance sheet.”

What you didn’t know about leadership skills

Continuous Learning as the Cornerstone

In the ever-evolving business landscape, a commitment to continuous learning is non-negotiable. As you transition to the role of CEO, invest in your professional development, seeking knowledge that will equip you to lead with confidence and competence.

“In the pursuit of knowledge, a CEO fortifies the foundation of leadership excellence.”

In conclusion, the journey from manager to CEO is a transformative one, demanding a strategic mindset, effective communication skills, a commitment to innovation, a focus on building a leadership legacy, and an unwavering dedication to continuous learning. By embracing these key skills, you can navigate this transition seamlessly, ensuring not only your success but the sustained prosperity of the organisation you lead. The road ahead is challenging but armed with the right skills, you’re poised to make the leap from manager to CEO with grace and effectiveness.

The post From Manager to CEO: Mastering the Art of Leadership Transition appeared first on Talent Fusion.