| I am still at a loss at the number of job seekers who, | | | | Ascertaining the full duties of the position is important |
| when applying for a number of similar positions, send | | | | on two levels. Firstly it helps in giving you a full |
| off the same resume. They are obviously unaware | | | | understanding of the employer requirements of the |
| that experienced human resources and recruitment | | | | position and, because most ads do not list duties, it |
| staff can smell a resume which has not been tailored | | | | presents you with your first opportunity to market |
| specifically to the position being applied for. | | | | yourself over the telephone when ascertaining a duty |
| Not only are these job seekers doing a disservice to | | | | description. |
| themselves but in a way they are insulting the | | | | In meeting the employer requirements you can then |
| employer by not having the courtesy to spend even a | | | | insert, primarily in Work History, the duties described in |
| small amount of time assessing what makes this | | | | the duty statement. Obviously it would not pay to |
| particular job unique. | | | | insert word for word the same duties but rather to |
| Information is power and smart marketers leave no | | | | insert the key words. |
| stone unturned in getting it and you should be the | | | | When telephoning to ascertain information regarding |
| same. Here are some simple tips to ensure your | | | | the duties make sure you; |
| resume covers what is required in order to get that all | | | | - fully identify yourself at the beginning while you will be |
| important interview: | | | | reinforcing it at the end when you give your name |
| 1. Thoroughly assess the selection criteria | | | | either via home address or email for the information to |
| Every position has selection criteria. Most of the times | | | | be forwarded on |
| the selection criteria will be written out but there are | | | | - have a small list of smart questions which also |
| times when the criteria is not openly stated - it is | | | | demonstrate the research you have done |
| embedded through the advertisement and it is up to | | | | - are really enthusiastic about the position and working |
| you to sift through the information to identify this | | | | for the organisation |
| criteria which will always include; specific experience, | | | | 3. Information on the Organisation/Company |
| required knowledge and qualifications. The one area | | | | Where the name of the organisation with the vacancy |
| that job seekers can often overlook is personal | | | | is known it is beneficial to find information out about the |
| particular attributes an employer is looking for. This will | | | | company. Aside from cover letters, where this |
| involve you looking for key words. An example would | | | | information can often be vital in standing out, I always |
| be words/terminology like 'out going', 'results orientated', | | | | encourage job seekers to do this as the final part of |
| 'analytical', 'and customer loyalty'. It pays not to | | | | their resume preparation, after they have followed |
| underestimate the importance of wording inserted by | | | | through with inserting information on their resume with |
| employers. | | | | regard to the selection criteria and duties. |
| The following example of an ad gives you clues about | | | | It is not about spending a lot of time doing research. It |
| the selection criteria; "The person we are looking for | | | | is simply about smart marketing - adding some cream |
| should ideally have a proven track record in computer | | | | on top of the cake. The most important information |
| sales, be extremely well versed with new technologies | | | | you would be looking for here is: |
| and be able to work as part of young minded, dynamic | | | | Ethos of the company - checking the mission |
| team". | | | | statement and general information on a website to |
| This selection criterion is pretty straight forward. It | | | | gain an understanding of the mindset of the company |
| would read, not necessarily in order of importance: | | | | and the terminology they use. |
| - Demonstrated computer sales experience | | | | Understanding where the company is heading - is the |
| - Intimate knowledge of new technologies | | | | company heading into a new technological direction, |
| - Ability to work with a young team of salespeople | | | | where it might be expanding or going into partnerships? |
| - Be dynamic in your approach | | | | From the information ascertained here the particular |
| Once you have fully analysed and written out the | | | | areas of your resume that can benefit are your |
| criteria then cross reference it to your resume running | | | | Career Objective, where, for example, you can better |
| through; Career Objective, Demonstrated Work Skills, | | | | match your future direction with that noted by the |
| Qualifications, Attributes, Work History and Interests. | | | | company and Attributes, where you can match the |
| This will help you in ensuring that the selection criteria | | | | words and terminology used in the company mission |
| are consistently addressed throughout your resume. | | | | statement. |
| For public service positions a full selection criteria is | | | | In summary it is about going the extra distance and |
| always available. In this situation however you have to | | | | spending the time to fully understand what the needs |
| address the selection criteria as a separate exercise | | | | and requirements of the employer are so your resume |
| and, as a result of this, addressing selection criteria in | | | | can be not just a good match but demonstrate the |
| your resume is not as important. | | | | additional benefits you offer an employer and thus get |
| 2. Duties | | | | you that all important interview. |