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Career Services for Notre Dame Staff
Career Resources Guide
The Office of Human Resources
Career Services for Notre Dame Staff
(574) 631-5900
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Career Resources Guide
WELCOMEHow This Guide Can Help You
This Career Resource Guide is your playbook for a successful career. If you follow the process outlined in this guide, you’ll gain valuable insights that could help you be more successful in your current role or accomplish new career goals.
Provided to you by Career Services for Notre Dame Staff, this guide will help you learn what career areas are the best fit for you, identify appropriate learning activities and programs, and suggest actions to move you in the right direction.
Remember – you are responsible for your own career and professional development. This self-directed process requires initiative and proactivity, so it’s important to take ownership of the process and participate fully to get the most out of it.
Career Resources Guide
Table of Contents
Welcome . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 2
The Career Management Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 Discover, Decide, and Do . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8 Ex . 0 .1 The Career Wellness Checklist . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Stage 1: Discover . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13 Step One: Assess Yourself . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Ex . 1 .1 Self-Assessment: Holland Occupational Themes . . . . . . . . . . . . . . 16 Other Available Assessments . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 Ex . 1 .2 Career Values . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18 Ex . 1 .3 Identifying and Addressing Internal Barriers . . . . . . . . . . . . . . . . . . 19 Step Two: Research Careers . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20 Research Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Stage 2: Decide . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25 Step One: Choose a Career Focus and Commit . . . . . . . . . . . . . . . . . . . . . . . . . . . 26 Ex . 2 .1 Identifying My Career Interests . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 28 Step Two: Set Goals . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 29 Ex . 2 .2 Career Action Plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 30
Stage 3: Do . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .35 Create Your Written Marketing Tools . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Resume Checklist . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 38 Cover Letter Checklist . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 40 Verbal Marketing Tools . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 37 Candidate Rating Form . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 43 Example Interview Questions . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 44
Conclusion . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 46
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Career Resources Guide
About Career Services for Notre Dame Staff
Career Services for Notre Dame Staff is a service of the Office of Human Resources. This program supports the University’s commitment to providing opportunities for employees to further develop their skills in both their current and future roles.
To foster a University environment of high performance and lifelong learning, our program offers tools and resources to help you:
• identify your strengths and transferable abilities
• develop your professional skills
• explore your career strategy
• search for the right fit as you progress at the University
Your career development is a lifelong process. Our mission is to empower you with the knowledge and skills you need to create your own path to success.
Our Services
Career Services for Notre Dame Staff can help you achieve your career goals through a comprehensive offering of services, including:
• workshops and group programs
• online resources and practice clinics
• interest and assessment instruments
• training and developmental workshops
• learning series and educational opportunities
• guidance in the practical aspects of a job search
For more information and descriptions of these resources, we encourage you to visit the Office of Human Resources’ Learning and Professional Development website at hr.nd.edu/career-development. Review the various opportunities located under Maximizing Your Potential.
Samples of our services
Resources:
• Career assessments and checklists
• Resume and cover letter reviews
• Interview tips and mock interviews
Workshops:
• Managing My Career
• Launching Me, Inc .
• Customized presentations for departments
This guide should be used as a supplemental resource . It is important to also attend workshops, work with your manager, and engage in continuous self-study in addition to using this guide .
For more information about Career Services for Notre Dame Staff:
• Visit our website at hr .nd .edu/careerservices
• Contact the askHR Customer Service Center at 574-631-5900 or askHR@nd .edu . Or, stop by 200 Grace Hall .
Note: Career Services office hours are by appointment only .
How can Career Services for Notre Dame Staff help you?
Please note: While Career Services for Notre Dame Staff provides tools and other resources to guide you in your career management, we are not responsible for placing employees in employment positions.
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Career Resources Guide
Supporting Roles
To be meaningful and successful, career development must be a shared responsibility between you (the employee), your manager, and Human Resources.
Your Role
It is up to you to take ownership of your career development. Throughout this process, you should:
• pursue developmental feedback
• have open dialogue with your manager
• utilize available resources to develop your skills
• look for opportunities to learn while supporting the goals of the organization
• know yourself
Your Manager's Role
While your career development is primarily your own responsibility, your manager may offer support and advice, help you identify skills gaps, and provide regular feedback. Consider asking your manager to:
• create appropriate developmental activities that will assist in generating success in the current role
• provide opportunities and resources that will assist in future advancement opportunities
• suggest alternatives
• monitor your progress
HR's Role
The Office of Human Resources also offers support and resources to employees and managers. HR can:
• facilitate developmental workshops and trainings
• update and maintain developmental resources
• identify and promote learning opportunities in line with organizational goals
Need more? Just askHR
The askHR Customer Service Center is ready to greet you personally at 200 Grace Hall, by telephone at 631-5900 or by email at [email protected].
DISCOVER
DECIDE
DO
The Career Management Process:
DISCOVER > DECIDE > DOReaching your career goals ultimately leads to a more satisfying work life.
The three-stage Career Management Process outlined in this guide will direct you down this path to success.
The Career Management Process
8
The Career Management Process
In this first stage, you will assess yourself. What are your skills, your values, and your vision? Knowing more about yourself will help you identify the career areas that suit you best. You’ll also research careers to discover what opportunities would be a good fit.
During Stage 1, consider attending the Managing My Career: Assessment & Research workshop.
Stage 1
In the second stage, you’ll choose a career focus and commit to it by setting goals.
When you reach Stage 2, consider attending the Managing My Career: Deciding & Setting Career Goals workshop.
Stage 2
Once you’ve discovered your preferred career paths and set goals to get there, it’s time to take action.
As you approach this third stage, consider attending the Managing My Career: Taking Action workshop.
Stage 3
1
2
3
DECIDEChoose a FocusSet Goals
DOTake Action
DISCOVERAssess YourselfResearch Careers
Discover, Decide, and Do
This guide will lead you through three distinct yet complementary stages of the Career Management Process.
The Career Management Process
9
Putting the Stages Together
Note that managing your career isn’t just a linear, three-step process. As the arrows in the diagram indicate, you can move back and forth between stages, or even repeat parts of the process at various points in your career.
Assess YourselfIdentify, understand and articulate your:
• Skills
• Accomplishments
• Experiences
• Personality in the workplace
• Career values
• Interests
• Dreams
Research CareersIdentify, understand and articulate your:
• Career fields of interest
• Employers in those career fields
• Jobs of interest
• Trends within those fields
Choose a Focus• Choose a career or area to
focus on
Set Goals• Commit to short-term and
long-term goals
• Make your goals S.M.A.R.T.
• Create tasks and timelines to reach your goals
Take Action• Continuously learn more
about your focus areas
• Network and increase contacts in your focus areas
• Tailor your marketing materials for your focus areas
• Apply and interview for jobs
• Assess your progress
• Regroup and revise as needed
1DISCOVER 2 3DECIDE DO
The Career Management Process
10
About the exercises in this resource guide.
You will see exercises like the one below throughout this guide. These tasks, always indicated with this symbol, will help you identify important traits or characteristics about yourself that you can use to make more informed career decisions.
Be sure to complete each exercise as you progress through the guide.
Ex. 0.1 The 'Career Wellness' Check List:
There are seven categories of well-being . Did you know occupational wellness is one of them? This short checklist will help you see how ‘career fit’ you are . For each item, check ‘yes’ or ‘no’ .
Review your responses . How did you do? If you spot areas to be improved, you can look forward to working on them as you progress through the three stages of the career management process in this resource guide . Or, consider taking advantage of a learning program or other developmental activity provided by the Office of Human Resources .
YES NO
Are you aware of your internal barriers or weaknesses, and have you taken steps to address them?
Stage 1: DiscoverPage 13
Do you know your overall transferable strengths and how to strategically use them in the workplace?
Have you taken a career assessment to help identify a variety of career areas that fit you professionally?
Do you actively seek feedback or initiate developmental discussions with your manager or supervisor?
Do you understand the importance and necessity of change within your organization and have you adapted skills to adjust to it well?
Have you attended a networking event in the past year to help increase your professional contacts or professional knowledge base?
Stage 2: DecidePage 25
Have you conducted an informational interview, or expanded your professional network, this year?
Do you set specific and realistic career action steps to achieve in the next six to twelve months?
Is your resume and cover letter updated and strategically targeted to your career areas of interest? Stage 3: Do
Page 35
Are you comfortable marketing and selling yourself and your abilities during an interview?
The Career Management Process
11
What’s next?
It’s time to dive into your career development!
The rest of this resource guide describes each stage of the Career Management Process, and provides activities and materials to support you as you go.
If you take the time to walk through each stage, you will discover what career areas are the right fit for you, identify the skills and competencies you need to reach your career goals and develop an action plan to get there.
If you need help along the way, Career Services for Notre Dame Staff is here for you. Please visit the Career Resources website at hr.nd.edu/career-development.
Notre Dame staff participate in a professional development workshop.
DISCOVER
We must not cease from exploration. And the end of all our exploring will be to arrive where we began, and to know the place for the first time.-T.S. Elliot
Know Thyself. -Socrates
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Stage 1: DISCOVER
Which career areas are best suited for your skills? Your personality? Your values and passions? If you’re like most people, the answers to these questions aren’t as clear as they could be.
Discover which careers are the best match for you during this first stage of the Career Management Process.
Stage 1: DISCOVER
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Stage 1: DISCOVERObjectives:
In the first stage of the career management process, you’ll do two things:
1. Assess yourself. In the first step of the discovery stage, you will find out what skills, personality traits, and values shape your own career interests.
2. Research careers. Then, you’ll research careers to identify which opportunities are the best matches for your interests.
Step One: Assess Yourself
To fully understand any type of system, one must study it to discover the details. We are no different. We often must take an objective look at ourselves to fully define our strengths and weaknesses.
An objective analysis of your skills and interests can help you achieve and maintain productivity in your current position as well as prepare you for future opportunities.
There are a variety of assessments to help you explore your motivations, your needs and your desires. These assessments can help you gain a greater understanding of your skills, preferences and values, as well as your vision of life and work.
From this self-study you are better able to identify what you need and want in a position, and what you may want to avoid – leading to a more fulfilling career.
Try One Now: John Holland’s Theory of Career Choice & Work Personality
One example of a self-directed assessment is the Holland Occupational Themes assessment on the next page. Try this abbreviated version to reveal your Holland Code – a three-letter code that identifies your top three work themes or work environments that fit your personality. You can use your code to help you confirm career areas of fit, and provide more options for your consideration. See next page ►
What Matters to You?Key considerations for your career path
Excellence
In Stage 1, the "Discover" stage, you'll learn more about yourself . Which of these considerations is most valuable to you? Are there others not represented here?
Stage 1: DISCOVER
15
The Holland assessment helps you identify your top three career themes that are suited to your interests, abilities, and personality . Please review the abbreviated information below to assist you with identifying your career themes . This may provide you with more information on areas to research .
This exercise is an abbreviated version of the assessment completed during the Managing My Career series of learning programs .
R ealistic people are generally interested in mechanical, construction, and repair activities; nature and the outdoors; providing public safety; and adventurous, physical activities .
Are You: Can You: Do you like to: Mechanically inclined? Solve mechanical problems? Work outdoors? Practical? Play a sport? Be physically active? Athletic? Fix electrical things? Build things?
I nvestigative people are generally interested in activities related to science and math . They like gathering information, uncovering new facts or theories, and analyzing and interpreting data . They are scientific and inquiring, and enjoy ambiguous, abstract problems .
Are You: Can You: Do you like to: Analytical? Solve math problems? Perform lab experiments? Scientific? Think abstractly? Explore ideas? Precise? Analyze data? Work independently?
Artistic people are generally interested in visual art, performing arts, culinary arts, and writing . They like observing the arts and participating in them . They are interested in aesthetics and self-expression .
Are You: Can You: Do you like to: Creative? Sketch, draw, paint? Work on crafts? Imaginative? Write stories, sing, or act? Express yourself creatively? Intuitive? Design things? Take photographs?
Social people are generally interested in being with other people . They enjoy working in groups, sharing responsibilities, and communicating with others . They like to solve problems by discussing and interacting .
Are You: Can You: Do you like to: Helpful? Teach/train others? Work in groups? Outgoing? Lead group discussions? Participate in meetings? Understanding? Cooperate with others? Help people with problems?
Enterprising people are generally interested in persuading and leading . They seek positions of leadership, power, and status . They enjoy working with people and leading them toward goals and economic success .
Are You: Can You: Do you like to: Self-confident? Initiate projects? Make decisions? Assertive? Sell or promote ideas? Meet important people? Persuasive? Give talks and speeches? Start a campaign?
Conventional people are generally interested in activities requiring attention to organization, data systems, detail, and accuracy . They like to use information to solve problems efficiently .
Are You: Can You: Do you like to: Well-groomed? Work well with a system? Follow defined procedures? Efficient? Keep accurate records? Be responsible for details? Accurate? Write effective business letters? Type or take shorthand?
continued on next page . . .
Ex. 1.1. Self-Assessment: Holland Occupational Themes
Stage 1: DISCOVER
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Other Available Assessments
Several additional assessments are available through the University. These assessments, which can help you identify your career and professional interests, include:
• Personality style assessment (MBTI)
• Behavioral assessment (DISC)
• Career suitability assessment (Harrison)
Personality Style Assessment
The Myers-Briggs Type Indicator (MBTI) is an online personality assessment that helps you better understand yourself, your motivations, your natural strengths and your potential areas for growth. Often used as a team-building tool, the MBTI can help individuals appreciate the differences and unique contributions of others.
Behavioral Assessment
DISC is an assessment that reports a person’s behavioral and communication style based on patterns of behavior that can be grouped into four major styles.
All individuals demonstrate characteristics common to all of the styles but typically demonstrate a preference for one style. This instrument can help you see yourself as others see you and provide an understanding of how you might adjust your behavioral approach to interact more effectively with those who are different than you.
Now, add up your check marks…• In which theme did you score highest? Circle one: R I A S E C • Which theme was second? R I A S E C• Which theme was third? R I A S E C
Lastly, use your three-letter code to think through career areas that might be a good fit for you. • Realistic Career Areas: Mechanics & Construction, Computer Hardware & Electronics, Military, Protective Services, Nature & Agriculture,
and Athletics . • Investigative Career Areas: Science, Research, Medical Science, Mathematics . • Artistic Career Areas: Visual Arts & Design, Performing Arts, Writing & Mass Communication, Culinary Arts .• Social Career Areas: Counseling & Helping, Teaching & Education, Human Resources & Training, Social
Sciences, Religion & Spirituality, Health Care Services . • Enterprising Career Areas: Marketing & Advertising, Sales, Management, Entrepreneurship, Politics & Public Speaking, Law . • Conventional Career Areas: Office Management, Taxes & Accounting, Programming & Information Systems, Finance & Investing .
. . .continued from previous page
Interested in the MBTI assessment? Inquire with your supervisor, or contact askHR at 574-631-5900 or [email protected] for more information.
Interested in the DISC assessment? Inquire with your supervisor, or contact askHR at 574-631-5900 or [email protected] for more information.
Stage 1: DISCOVER
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Career Suitability Assessment
The Harrison Assessment is a talent solution tool that uses a work preference questionnaire to assess an individual’s suitability for a job type or career area.
It can be used to assess the likely success and satisfaction a person will achieve, provide developmental exercises to enhance potential success, and provide lists of potentially suitable career areas based on assessment of specific traits.
Online Self-AssessmentsIn addition to the assessments available through
Career Services for Notre Dame Staff, a variety of self-assessments are available online, including:
MAPP Career Assessment
www .assessment .com
Provides information for students, graduates, and working adults interested in finding career and educational areas that match their MAPP assessment profile .
O*NET Interest Profiler
www .mynextmove .org/explore/ip
Assists with identifying interests and connecting them to the world of work as you research and set realistic career goals .
Keirsey Temperament Sorter
www .keirsey .com
Provides insights to individuals, teams, and entire organizations through a wide spectrum of analysis reports .
Please note: Career Services for Notre Dame Staff is not affiliated with these programs; please use your discretion when interpreting the results . Use caution when considering the purchase of any online career assessment .
Interested in the Harrison assessment? This assessment is completed during the Managing My Career workshop, or available by request for special circumstances. Contact askHR at 574-631-5900 or [email protected] for more information.
Stage 1: DISCOVER
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Beyond the Job Duties
A career is more than just a job. What drives you? In the Discover stage, it is important to assess yourself on as many factors as possible. These two exercises will help you identify the career values that engage you and make you more productive, and any internal barriers you might need to overcome.
Discovering what you want to do is only one consideration to securing a fulfilling career . There are a variety of other factors that contribute to career wellness . It is important to identify additional factors beyond actual job duties, like the values that are important to you that will increase the likelihood you will be happy and productive in your chosen career areas . Listed below are examples of these career values . We encourage you to choose and rank your top five values for each area below: Always Valued, Often Valued, Sometimes Valued, Seldom Valued, and Never Valued .
Important consideration: does your current position, or future interests, give you what you always value?
Note: This exercise is an abridged version of an activity provided in the Managing My Career series .
Ex. 1.2 Career Values
LocationIndependenceCreativityKnowledgeRecognitionHigh EarningsExcitementMake DecisionsFriendshipsArtistic CreativityTraditionCommunityInfluence People
SupervisionFun & HumorFamilyMoral FulfillmentHonesty & IntegritySecurityWork/Life BalanceHelp OthersWork with OthersPublic ContactHelp SocietyPersonal SafetySpirituality
PracticalityJob TranquilityStabilityTime FreedomWork AloneEnvironmentAffiliationStatusStructureAdvancementChange/VarietyGroup & TeamCompetition
Challenging ProblemsInnovationSteep learning curveProfit/GainAestheticsPhysical ChallengeDiversityPrecision workCreative ExpressionIntellectual StatusAdventureFast PacePower and Authority
Always Valued:1 . 2 . 3 . 4 . 5 .
Often Valued:1 . 2 . 3 . 4 . 5 .
Sometimes Valued:1 . 2 . 3 . 4 . 5 .
Seldom Valued:1 . 2 . 3 . 4 . 5 .
Never Valued:1 . 2 . 3 . 4 . 5 .
Stage 1: DISCOVER
19
Any exploration of who you are should include an inventory of internal barriers - those blocks or stops that you use to keep yourself from being who you want to be, doing what you want to do, and having what you want to have . Listed below are examples of some possible internal barriers . Review the list and check off any barriers that may currently be affecting your career wellness . Then, rank your top five barriers below .
Ex. 1.3 Identifying and Addressing Internal Barriers
AbrasiveAbsent-MindedAloofArgumentativeBoastfulBurnt OutCarelessComplainerCynicalDepressed OftenEasily irritatedFear of changeLack of tactFinancial stress
ImpatientInconsistentNo follow throughLack of goalsLow self-esteemManipulativeMoodyNarcissisticNervousNosyObnoxiousOverly aggressiveOverly emotionalSelfish
Self-pityingShallowShort temperedSkepticalSmugOverly talkativeParanoidPoor listening skillsPrejudicedProcrastinationQuick to angerRebelliousSarcasticSelf-indulgent
UnmotivatedUnreasonableValues conflictVindictiveStubborn StingySubmissiveDelayed actionTenseThin skinnedTimidAvoids conflictUndependable
Top five potential barriers:
1 .
2 .
3 .
4 .
5 .
Note: This exercise is an abridged version of a career checklist provided in the Managing My Career series .
Stage 1: DISCOVER
20
Step Two: Research Careers
In the first step of Stage 1: Discover, you assessed yoursef to find out what skills, personality traits, and values shape your career interests. Now that you know more about yourself, it's time to ask: which types of careers suit you best?
In this step, you will conduct research to find the career areas that are most compatible with your personality, interests, and goals.
Why Research Careers? Researching different careers helps you understand the unique requirements and demands of each. The more research you do, the more likely a career direction will become evident. You might discover an entirely new career, or find opportunities in your current career.
In later stages of the career management process, this research will help you make more informed decisions and set the right goals.
Online Career Research ToolsA variety of career research tools are available online, including:
What do you want to do for a living?
www .mynextmove .org
MyFuture.com
www .myfuture .com/careers
Dictionary of Occupational Titles
www .occupationalinfo .org
O*NET OnLine
www .onetonline .org/find
Career Launch
www .careerlaunch .net
CareerShip
www .mappingyourfuture .org/planyourcareer/careership
Glass Door
www .glassdoor .com/index .htm
Salary.com
www .salary .com
CareerOneStop
www .careeronestop .org
Job Hunt
www .job-hunt .org
The Vault
www .vault .com
Bureau of Labor Statistic’s Occupational Outlook Handbook
www .bls .gov/ooh/a-z-index .htm#A
Find links to these articles and more on the Career Services website at hr .nd .edu/careerservices . Please note: The Career Services office is not affiliated with these programs; please use your discretion when interpreting the results .
Research Resources
There are a variety of research resources available to you. This guide will introduce you to three:
• online career research tools,
• informational interviews, and
• the Office of Human Resources compensation website.
The research process is self-directed, meaning there’s no right or wrong way to do it – let your interests be your guide. While the resources described here can certainly get you started, there are many other resources that you will likely discover on your own. Connect with Career Services for Notre Dame Staff if you need additional assistance.
Online Career Research Tools
There are a variety of websites and other online tools that will help you research career areas of interest. Utilize as many of
Stage 1: DISCOVER
21
these resources as you can to gain insight into individual career areas as well as advice on managing your career transition.
Some examples:
• My Next Move (www.mynextmove.org) allows you to research a variety of career areas.
• Salary.com (www.salary.com) allows you to research salary, job, and education information.
For a list of additional online tools, see the sidebar on the previous page.
Informational Interviews
What is an informational interview? An informational interview is an interview with someone who works in a position or field you would like to learn more about. It is not a job interview; rather, it simply allows you to gather information about a career from people who are already working in it.
Informational interviewing is one of the easiest and most informative methods of doing career research. An informational interview can be completed over the phone, in person, via email, or over Skype or Google Chat.
Notre Dame hosts a wide variety of career fields, making the University a great place to explore career areas through informational interviews. We encourage you to connect with your fellow colleagues across campus.
Preparing for an informational interview. The following web articles provide useful tips before, during, and after an informational interview.
• Perform informational interviews to learn about a career or company (http://www.careeronestop.org/jobsearch/network/informational-interviews.aspx)
• Mastering the Informational Interview (http://shiftingcareers.blogs.nytimes.com/2008/01/29/mastering-the-informational-interview/)
• What is an Informational Interview and How it Can Help Your Career (http://jobsearch.about.com/cs/infointerviews/a/infointerview.htm)
• Informational interviewing: Get the inside scoop on careers (http://www.bls.gov/careeroutlook/2002/summer/art03.pdf )
5 Tips for Discovering Your Career Interests
1. Register for Managing My Career: Assessment & Research.
This two-part workshop provides access to helpful checklists, assessments and other tools to help you manage your career and professional development at Notre Dame .
2. Complete a variety of assessments.
Whether you use the assessments and checklists found in this guide, in the Managing My Career series, or other resources, completing several assessments will help you identify career areas that fit your interests more effectively than any one assessment by itself . You can complete assessments during workshops, team trainings, and career coaching sessions with your manager .
3. Review the assessment results.
Take note of the career areas you would like to research further .
4. Research career areas.
Research each area of interest by utilizing the research resources described in this guide, especially the Online Career Research Tools described on page 20 .
5. Schedule informational interviews.
Once you have identified potential career areas, schedule a few informational interviews for each interest area to help you make the final decision on the areas you should pursue .
Find the links to these articles and more on the Career Services website at hr.nd.edu/careerservices.
Stage 1: DISCOVER
22
Office of Human Resources Compensation Website
To round out your career research, visit the HR compensation website (hr.nd.edu/compensation/overview). It provides a wealth of information about the kind of jobs that exist at Notre Dame, the salary ranges for each type of position and the basic requirements for each. You can assess how your qualifications and interests compare to the requirements.
Here’s a quick “how to” guide on using the compensation website:
1. Select one of the 15 Job Families you’d like to explore.
2. Select a Sub-Family from within the Family you’ve chosen.
3. Review the General description of the Sub-Family, the three Career Streams (NIC, EIC or M), and the salary ranges for the levels where positions exist.
4. Review the Career Guides at the bottom of each Career Stream column (NIC, EIC or M).
In the Career Guides, you’ll see the six skill categories that assist in determining the level of a position. These categories are: Level of Knowledge, Problem Complexity, Autonomy & Responsibility, Organizational Scope and Impact, Influencing & People Leadership and Educational Preparation.
Use these Career Guides to evaluate what level of position you might be qualified for. For example, do you have the required problem solving skills to hold an M or EIC position, or are you best suited for an NIC-level position? As you compare your self-assessed skills with the career paths that interest you, these Career Guides will also help you identify the level at which you will likely enter a new career.
Career StreamsWhat motivates you?
Non-exempt Individual Contributor (NIC):
Typically provides a support function to others .
Exempt Individual Contributor (EIC):
Typically contributes autonomously on projects or tasks .
Management (M):
Typically leads a team, work unit, department or division of three or more .
For more information about each career stream, see the Career Guides on the HR Compensation website .
The HR compensation website (hr.nd.edu/compensation/overview) offers Career Guides to help you evaluate what level of position you might be qualified for.
Stage 1: DISCOVER
23
Summary
In the Discover stage it is important to assess yourself, your interests, and your motivations as they all relate to the world of work. We encourage you to take your time, study your assessment results and note the things that stand out.
Researching careers is also an important part of this stage. Thorough research will provide you with the information you need to move forward to Stage 2: Decide, when you will choose career areas to focus on and set S.M.A.R.T. career goals.
To-Do Checklist
Complete Ex. 1.1, the Holland Occupational Themes Assessment (page 15).
To take the MBTI or DISC assessments, contact askHR at 631-5900 or [email protected].
Complete Ex. 1.2, the Career Values checklist (page 18).
Complete Ex. 1.3, the Identifying and Addressing Internal Barriers checklist (page 19).
Research various career information online using HR’s compensation website or other online tools (page 20).
Schedule and conduct informational interviews to learn more about your career paths of choice (page 21).
Need more help? Sign up for the Managing My Career: Assessment & Research workshop to take the Harrison Assessment.
Recent graduates of Ivy Tech's Associates Degree in Business program, part of the Learning at Work Academy for Notre Dame staff.
DECIDE
Arriving at one goal is the starting point to another. -John Dewey
If you don't know where you are going, you'll end up somewhere else. -Yogi Berra
2
Stage 2: DECIDE
Which career areas do you want to pursue? What do you need to do to get there?
Decide on your top career areas and commit to them by setting goals in this second stage of the Career Management Process.
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26
Stage 2: DECIDE
Objectives:
In this second stage of the career management process, you’ll do two things:
1. Choose a career focus. First, now that you’ve discovered during Stage 1 which career areas are the best matches for you, you’re ready to decide which areas you want to follow.
2. Set goals. Next, you’ll commit to your chosen career areas by deciding what you need to accomplish and when.
Step One: Choose a Career Focus and Commit
The activities and steps you have completed during Stage 1: Discover have hopefully provided insight into your personality, preferences and values, as well as general information about career options that might be a good fit.
Now, this portion of the resource guide will help you decide on a career focus, and set goals for getting there. Do you want to:
• Increase productivity within your current position?
• Advance to a new position within your current department or career?
• Plan for a career change?
Whether you decide to focus on your current position or on a career change, you will also set goals to help you progress in your chosen career areas.
Identify Your Career Interests
Selecting a career focus and committing to this decision is a critical stage in your career management process. Identifying appropriate career areas that fit you will allow you to be the most successful in setting and achieving goals, in addition to increasing your professional and personal satisfaction with your career decisions.
This is the time to review all of your career assessment results and research findings to determine 1) what job functions you really want to do, and 2) in what career areas or industries you really want to do them. Don’t rush through this step!
Remember: Completing the activities in Stage 1: Discover is an important first step toward helping you make informed decisions during this stage. If you haven’t completed the self-assessment and career research activities discussed on pages 14-22, do that first.
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Career Focus ConsiderationsTransferable, Adaptive, and Job-Related Skills
Transferable skills relate to those skills you would be able to transfer to a variety of positions or career areas . They can be transferred from one area to another .
Examples of transferable skills:
• Developing & Motivating Others
• Building or Making Things
• Strategic Planning
• Writing & Editing
• Researching & Analyzing
• Creating New Processes
• Making Decisions
• Maintaining & Developing Relationships
• Database Oversight
Adaptive skills relate to those skills you use regularly to self-manage and adjust to a variety of situations . These could be considered a regular part of your personality .
Examples of adaptive skills:
• Collaboration & Working with Others
• Assertive & Tactful Communications
• Productive Use of Time
• Mature & Emotionally Intelligent
• Honest & Trustworthy
• Friendly & Enthusiastic
• Eager & Ambitious
• Sincerity & Sense of Humor
• Effective & Efficient
Job-related skills are those skills you would learn and do for a particular job or type of job . These skills are what people commonly mean when they ask you about your skill set .
Examples of job-related skills:
• Career Counseling & Advising
• Carpentry & Architecture
• Landscaping & Lawn Care
• Maintenance & Building Repair
• Marketing & Communications
• Administrative Assistance
• Factory & Warehouse
• Public Relations & Sales
• Customer Service & Support
As you identify your career areas of interest, look for common denominators that connect them . Capitalize on your transferable, adaptive, and job related skills .
Complete the Identifying My Career Interests activity on the next page. It will provide you with a framework of what you should be focusing on when you enter Stage 3: Taking Action.
Once you have identified your career interests and narrowed down your options, you can commit to a specific area, or areas, of focus.
The next step, Setting Goals, will help you stay focused on your chosen career interests and be efficient and effective in your current and future pursuits.
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Work through each step in this activity at your own pace . While you do, consider the information you learned about yourself in the Stage 1: Discover portion of the Career Management Process (see pages 14-22) .
1 . Review any assessments you have taken, and use the results to help you complete the sections below .
2 . Write a brief paragraph about the things you like doing – activities, not job descriptions . Consider the activities you become involved with, where you place your energy, and what things you enjoy doing .For example: I like writing feature articles about people, places or things . I’m good at working with details that include: proof-reading, organizing, and editing materials . I am good at disseminating information and relaying it so it is more comprehensive for the people who need the information .
3 . Considering what you wrote above, identify your top 5-10 skills, strengths, or job functions you would enjoy doing day to day . For example: Writing, Editing, Problem-Solving, Analytical Skills, Research, Presentations, Working in Teams, Leading Teams, Decision-Making, Data Entry, Creating Documents or Materials .
1 . 6 .
2 . 7 .
3 . 8 .
4 . 9 .
5 . 10 .
4 . Identify your top 5-10 industries or career areas that involve the things you like to do and your skills, strengths, or job functions you would enjoy . Note: you may need to conduct research on different industries in order to complete this section .For Example: Consulting, Public Relations, Communications, Marketing, Financial Services, Accounting, Education, Social Services, Energy, Counseling, Engineering, Biomedical Sciences, Public Health, Technology .
1 . 6 .
2 . 7 .
3 . 8 .
4 . 9 .
5 . 10 .
5 . Use this document once you begin tailoring your professional marketing materials in Stage 3: Do .
Ex. 2.1: Identifying My Career Interests
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Step Two: Set Goals
Now that you have determined your career areas of focus, you can begin the process of setting and reaching goals and expectations. The key to achievable career goals is using the S.M.A.R.T. method and a Career Action Plan that will help set realistic and attainable targets to keep you motivated. With the right strategy in place, your career focus can be well-defined and within your reach!
S.M.A.R.T. Goals
When you set goals, we encourage you to make them “S.M.A.R.T.” You may be familiar with “S.M.A.R.T.” goals from participating in Notre Dame’s performance management process. For a goal to be “S.M.A.R.T.”, it should be:
• S = Specific: Descriptive verb and specific result
• M = Measurable: Quantity, quality, yes/no
• A = Actionable: Actions within scope of job
• R = Realistic: Reasonably challenging and achievable
• T = Time-Bound: Deadline, milestones or frequency
When establishing your career goals, try to meet as many of these criteria as possible.
Examples of Goals
A few examples of career development goals are listed below; use these examples to help you identify your own S.M.A.R.T goals:
• Complete an informational interview with an administrative professional by September 17.
• Attend the Launching Me, Inc.: Establishing My Personal Brand workshop on October 15; update my personal marketing tools (resume and cover letter) by October 31; schedule a review session with a career consultant by November 15.
• Review jobs.nd.edu weekly to identify opportunities that fit my interests and abilities.
• Complete the Managing My Career series by December 1.
• Schedule a feedback session with my manager by October 15.
Career Action Plan
Completing a Career Action Plan may help you identify your career goals more efficiently. Exercise 2.2 on the next page is an abbreviated Career Action Plan exercise from Notre Dame’s Managing My Career: Deciding and Setting Career Goals workshop.
Need help completing the Career Action Plan? Sign up for the Managing My Career: Deciding and Setting Career Goals workshop.
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A Career Action Plan can help you identify your career goals and expectations more efficiently and effectively . You will need to review your completed activities previously listed in this guide to work through this action plan . If you need any assistance with this activity, please contact the Career Services office . You may want to complete this Action Plan several different times as you progress through your Career Management Process .
I. My Career Management Process Stage What stage (1 . Discover, 2 . Decide, or 3 . Do) of the process am I currently in? Why?
II. Notre Dame’s Development PhilosophyNotre Dame is committed to developing its staff . To create a developmental environment, there should be an open dialogue about goals and aspirations between employees and managers . • Employees are expected to actively participate in their own development and career advancement . • Managers are expected to support development and prepare employees for their next assignment, whether in their area or
another area . How can I engage myself in the process? How can I engage my manager in the process?
III. Looking Inward at MyselfMy top 3 career themes to research further (from Holland Career Themes on page 15-16):
1 .
2 .
3 . My top 3-5 job functions to research further (from page 28):
1 .
2 .
3 .
4 .
5 .
Ex. 2.2: Career Action Plan
continued on next page . . .
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My top 3-5 career areas/industries of interest to research further (from page 28):
1 .
2 .
3 .
4 .
5 .
IV. Looking Forward at your Goals & Next Steps:(A) Review and understand Notre Dame’s Vision, Mission and Core Values How do my goals fit in with the vision, mission, and core values of my current department, future interests, and my organization?
(B) Identifying My Vision, Mission and Core ValuesMy Vision
My Mission
My Core Values
. . .continued from previous page
Identifying a vision, mission, and core values can be difficult. Need help?
Recommended Workshop: Launching Me, Inc.: Establishing My Personal Brand
Develop your own personal mission, vision, and set of core values in the branding of your most valuable asset - you! Identify the characteristics of strong personal brands and learn the key steps, values, and standards in building your own personal brand. Participants will begin or complete a vision board.
continued on next page . . .
Stage 2: DECIDE
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V. S.M.A.R.T. Goals & Development Plan My S .M .A .R .T . Career Goals
Short term goal:
Intermediate goal:
Long term goal:
My S .M .A .R .T . Career Development Plan
Short term goal:
Intermediate goal:
Long term goal:
. . .continued from previous page
Stage 2: DECIDE
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Summary
In Stage 2: Decide you are choosing and committing to the career areas you want to focus on, and setting the S.M.A.R.T. goals you should have before you move on to the next stage.
What’s Next? In Stage 3: Do, you will take action by designing strategic personal marketing materials such as resumes or cover letters, and participating in a variety of activities that will help you prepare for interviews and networking.
To-Do Checklist
Consider your transferable, adaptive, and job-related skills (page 27).
Complete Ex. 2.1, Identifying My Career Interests (page 28).
Choose your career areas of focus (page 28).
Draft S.M.A.R.T. career goals and commit them to writing (page 29).
Complete Ex. 2.2, Career Action Plan (page 30).Need more in depth assistance? Sign up for the Managing My Career: Deciding & Setting Career Goals workshop.
Notre Dame staff work on a group exercise during a professional development workshop.
DO3
Don't wait until you are ready to take action. Instead, take action to be ready.- Jensen Siaw
The way to get started is to quit talking and begin doing.-Walt Disney
Stage 3: DO
This final stage in the Career Management Process involves taking action.
From updating your personal marketing tools and fine-tuning career management activities to making the leap to your next opportunity, here are some things you can do to move you to-ward your career goals.
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Stage 3: DOObjectives:
In this third stage of the Career Management Process, you will:
1. Create your written written marketing tools. Write, edit and proofread your resume and cover letter.
2. Develop your verbal marketing skills. Prepare for networking and interviewing opportunities.
Time to Take Action
The final step in the Career Management Process involves taking action. From updating your personal marketing tools and fine-tuning your career management activities, to identifying whether you want to progress in your current position or make the leap to your next opportunity, this is a chance to reflect on the work you’ve put into preparing, focusing and managing your career, and finally take the actions that will move you along your career path.
Your personal marketing tools – including your resumes, cover letters and interview mastery – need to be updated to reflect your identified interests. This section of the guide will provide you with tips and suggestions on how to polish these tools. Often, more direct assistance is needed in mastering this stage of the process. The Career Services office offers a variety of workshops to help staff develop more effective resumes and cover letters and improve interview techniques. For example, the Managing My Career series provides more in-depth assistance and an opportunity to receive one-on-one coaching after workshop completion.
Notre Dame staff work on a group exercise during a professional development workshop.
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Create Your Written Marketing Tools
Your resume, cover letter and any other application materials may be considered written representations of who you are and the type of work you may accomplish.
It takes a considerable amount of time and effort to create documents that will stand out. Many job opportunities are competitive and can receive an overwhelming number of resumes and cover letters. Your marketing tools should be strategic, effective and efficient so they have the greatest chance of landing you an interview.
Everything you submit – whether online or on paper – should be thoroughly checked for proper grammar and spelling. Each of these materials should be clear and concise and convey your strongest selling points.
On the following pages, you'll see some examples of written marketing tools, as well as checklists of do's and don'ts. Review these for assistance in developing or updating your personal written marketing tools.
Remember – the samples on the following pages only provide initial guidance. You should creatively build your own tools because each one is a direct reflection of your capabilities. We encourage you to do additional research, and attend workshops in the areas you need assistance with.
Resume & Cover Letter Tips
• Conciseness and clarity are key . Avoid lengthy sentences on the resume, or extensive paragraphs on the cover letter .
• Strategically tailor your documents to what you are submitting them for .
• Research various resume and cover letter styles to see which one fits your needs the best .
Need help polishing your written marketing materials? Consider the Building Strategic Resumes & Cover Letters workshop offered by Career Services. The workshop helps participants identify personal marketing strategies to increase the effectiveness of their written marketing materials.
This workshop is a requirement for individual assistance with resume and cover letter coaching.
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Resume Checklist
Resume Do’s:
• Do use short phrases, not long and complex sentences.
• Do use strong action verbs and words.
• Do use bullets, underlining, bold face, and capitalization to create interest.
• Do be consistent in style, punctuation, and grammar.
• Do use transferable language.
• Do edit and proofread; edit and proofread; edit and proofread! Do it yourself first, then ask others to help.
• Do show verifiable accomplishments in terms of numbers, percentages, or dollars. Use facts and figures.
Resume Don’ts
• Don’t include personal information such as: height, weight, eyes, hair color, health, etc.
• Don’t include discriminatory information such as: race, religion, married, children, etc.
• Don’t include any misrepresentations or any statements that cannot be proven.
• Don’t mention salary information (unless requested).
• Don’t use abbreviations, acronyms, or buzz-words where misunderstanding may result.
Suggestions
• Develop a strong Summary of Qualifications section as near the top of the resume as possible.
• Put the most relevant information near the top.
• Conciseness and clarity are key. Your documents will only be viewed for a few seconds, so they should be easy to review.
• Use a visually appealing format. White space is important. Avoid a cluttered or crowded appearance.
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John Domer▪1111 Go Irish Blvd. ▪Notre Dame, IN 46556 ▪Phone: (222) 333-4444 ▪Email: [email protected]
SUMMARY OF ▪Office Management: Effective and efficient in office & project management.QUALIFICATIONS ▪Customer Service Professional: 13+ years of call center operations experience.
▪Mission & Goal Driven: Adept at strategic planning and forecasting.
EXPERIENCE Office Call Center Management, Sanders Advocacy Group Management ▪Lead and oversee the daily activities of 7 client service representatives.
Account Management, Sanders Advocacy Group ▪Managed 350 client accounts; compile monthly, quarterly, and annual reports.
Customer Client Advocacy, Sanders Advocacy Group Service ▪Acted in interest of clients and customers; provided suggestions andProfessional recommendations to management for continuous process improvement.
Relationship Building, Americorp ▪Provided ongoing service to existing clients; assisted management withsourcing and attraction of potential clients.
Mission & Employee Recognition Committee, Sanders Advocacy Group Goal Driven ▪Served for seven years on a committee that strategically planned employee
recognition, retention, and engagement activities.
Staff Advisory Council, McKinnelyland’s Consulting ▪Co-Chair: recruited new members, conducted surveys, provided suggestionsand recommendations to company leadership.
PROFESSIONAL ▪Project Management CertificationDEVELOPMENT ▪McKinnelyland’s Leadership Rotation Program
▪Global Career & Professional Development Certification
EMPLOYMENT Sanders Advocacy Group, Customer Service Department 2003 - current Senior Client Service Representative 2009 – current Client Service Representative 2003-2009
McKinnelyland’s Consulting 2000 - 2003 Consultant, Employee Relations & Development
Americorp, Indiana University 1998 - 2000 Community Service Coordinator
EDUCATION University of Ioniopia May 1998 Bachelor of Arts, Philosophy
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Cover Letter Checklist
Cover Letter Tips & Tactics:
• The purpose of a cover letter is to direct the employer to the key features of your resume. It is also an opportunity to add points not evident in your resume.
• Use ‘businesslike’ communication – clear and concise.
• Customize your cover letter to each position.
• Your cover letter should not be more than 1 page.
• Make it supplemental to the resume. Information should not be redundant.
• Use short sentences that can be read quickly.
• Omit any information that isn’t critical to the job.
• Highlight your relevant skills and background.
• Be positive and concentrate on the qualifications that you do have (not on those you don’t).
• Proofread your letter before sending. And then proofread again!
Strategic Cover Letter Formats:
Which one will work best for you?
• The paragraph-style cover letter is the most recognizable since it follows a traditional format of three paragraphs answering what job you are applying for, why and how you can follow-up. It communicates a story to the employer.
• The two-column or comparison list cover letter sells your strengths and abilities in a clear and concise manner by highlighting skills and abilities in comparison to the job. It is easy to write and is an appropriate option when you meet most, if not all, of the job requirements.
• The bullet point cover letter is a combination of the paragraph-style and two-column/comparison list styles. This style allows you to open and close with paragraphs, but highlight your skills with bullets. It is easy to edit when applying for different positions.
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John Domer▪1111 Go Irish Blvd. ▪Notre Dame, IN 46556 ▪Phone: (222) 333-4444 ▪Email: [email protected]
September 17, 2015
University of Notre Dame Office of Human Resources 200 Grace Hall Notre Dame, IN 46556
Dear Hiring Manager,
My main career goal is to build a strategic career in customer and client relations. I was excited to learn about the Call Center Manager opportunity with the University of Notre Dame since my driving force is providing a service to others.
A brief description of my top qualifications are listed below:
● Office ManagementCurrently, I lead and oversee the daily activities of seven call center representatives. My responsibilities entail opening up the office, assigning daily tasks, and supervising projects. Additionally, I maintain a personal case load of 350 client accounts that require monthly, quarterly, and annual reports.
● Customer Service ProfessionalAs my opening paragraph attests, my driving force is providing a service to others. The majority of my personal and professional interests focus on assisting others with a particular need – whether it is locating and providing them with requested information, or proactively maintaining relationships for future interaction.
● Mission & Goal DrivenThe end, or anticipated, result of any activity should be the driving force in the daily, monthly, and yearly goals an individual or organization sets for itself. I am an avid user of the continuous process improvement techniques I incorporated from my program management certification.
I am excited about the opportunity to speak with you to discuss my qualifications and fit for the position. Please don’t hesitate to contact me at (222) 333-4444 or [email protected].
Sincerely, John Domer
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Verbal Marketing Tools
Your networking and interview skills may be considered verbal representations of who you are and the type of work you may accomplish. Every time you communicate (in a meeting, with your coworkers or supervisor, in an actual interview, etc.) is an opportunity for you to display or discuss your interests, abilities and knowledge base.
Networking
Developing and maintaining good solid work relationships is the key to any well-run organization, and Notre Dame is no exception. A few of the positive results of networking include an increase in the efficiency of resources, knowledge and services. Another notable benefit of networking is career development.
According to the U.S. Bureau of Labor Statistics, approximately 70% of jobs are obtained through networking. Several workshops are offered throughout the year to assist employees with developing their skills in this area. We encourage you to participate in events that allow you to network with a variety of individuals across campus.
Also, be sure to check out LinkedIn (www.linkedin.com), a professional social networking site. It currently reports usage for over 450 million business professionals and can be a valuable resource for connecting with colleagues, gathering insight and expert articles and offering an interactive networking experience.
See the box at right for other examples of networking opportunities at Notre Dame.
Interviews
Preparation is key for a successful interview. Most people are a little nervous as they prepare or engage in the process, but it is important to understand that an interview is merely a professional conversation to sell yourself as a top candidate. We encourage you to attend the Interview Prep 101 Workshop. Completion of this workshop is the prerequisite to individual interview coaching. See page __ for more information on this workshop.
Also, Notre Dame’s Hiring Manager Toolkit (hr.nd.edu/nd-faculty-staff/toolkits/hiring-manager-toolkit) is an informative resource to assist with interview preparation. The Preparing for Candidate Interviews section will provide insight on what managers look for when conducting interviews and considering candidates.
The following two pages contain Notre Dame’s suggested candidate rating form and examples of interview questions taken from the Hiring Manager Toolkit.
Networking at Notre Dame
Take advantage of networking opportunities in a variety of events and environments around Notre Dame . Some examples include:
• Career Development Day
• Informational Interviews
• LinkedIn (Professional Social Media)
• Professional development associations in your career fields of interest
• Annual holiday celebration at the Main Building
• Annual Opening Mass & Picnic
• Staff Appreciation Luncheon
• Breaks during workshops & trainings
• Informal meetings with colleagues and coworkers
• Town Hall Meetings
Candidate Rating Form
Hiring managers and interviewers are encouraged to use some type of candidate rating form during the interview process to allow candidates to be compared objectively.
An example of one such form is at right.
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Name Interviewer
Current Employer Position
Applicant Rating Priority Rating
5 = Exceptional Knowledge or Experience 5 = Critical4 = Above Average Knowledge or Experience3 = Average Knowledge or Experience 3 = Normal2 = Below Average/Limited Knowledge or Experience1 = Unacceptable/No Demonstration of Knowledge or Experience 1 = Low
Rating x Priority = Total
Relevant Work Experience/Qualifications 0Is candidate familiar with the University environment, mission, vision?How many years of relevant experience?Does the candidate meet qualifications specified in position description? (Public speaking skills, community outreach efforts, board participation)
Management Style 0Does candidate's management style match with Department's philosophy?Overall management effectiveness
Communication Skills 0Does candidate exhibit excellent interpersonal skills?Ability to interact with diverse groups of individuals?Evidence of public speaking abilities?
Motivation 0Why is candidate interested in this position/University of Notre Dame?Evidence of career goals.Major accomplishments during career that demonstrates strengths.
Teamwork 0Relevance of previous team projects?How did they contribute to the success of these projects?
TOTAL SCORE 0
For each each category listed below, identify both an applicant and priority rating. The priority rating will allow the hiring manager to assign a level of importance (weight) based on the relevance of the category. The total for each category is calculated by multiplying the Applicant Rating by the Priority Rating. A total Applicant Score is derived by adding the total number of points scored. Additional categories may be added as needed.
Candidate Rating Form
Rating Instructions
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As you prepare for your interview, consider what questions you are likely to be asked . Some common interview questions are listed below .
Examples of Interview Questions
Decision Making / Problem Solving
• Give me an example of a time when you had to keep from speaking or making a decision because you did not have enough information .
• What steps do you follow to study a problem before making a decision?
Leadership
• What are three effective leadership qualities you think are important? How have you demonstrated these qualities in your past/current position?
• Have you ever had difficulty getting others to accept your ideas? What was your approach? Did it work?
• Give an example of your ability to build motivation in your co-workers, classmates, and even if on a volunteer committee .
Career Motivation
• Give me an example of a time when you went above and beyond the call of duty .
• Give me an example of an important goal which you had set in the past and tell me about your success in reaching it .
Teamwork
• Describe the types of teams you’ve been involved with . What were your roles?
• Have you ever been a member of a group where two of the members did not work well together? What did you do to get them to do so?
Initiative
• Give me examples of projects/tasks you started on your own .
• Tell me about a time when you took it upon yourself to accomplish a task on the job, without being asked .
Communication
• Tell me about a situation when you had to speak up in order to get a point across that was important to you .
• Have you ever had to “sell” an idea to your co-workers or group? How did you do it? Did they “buy” it?
Process Improvement / Change Catalyst
• Give me an example when you initiated a change in process or operations .
• Describe something you have implemented at work . What were the steps you used to implement this?
Interpersonal Skills
• Tell me about the most difficult challenge you faced in trying to work cooperatively with someone who did not share the same ideas . What was your role in achieving the work objective? What was the long-term impact on your ability to get things done while working with this person?
• Give me an example of a time when you had to address an angry customer . What was the problem and what was the eventual outcome? What was your role in defusing the situation?
Adaptability To Change / Flexibility
• Tell me about a time when old solutions didn’t work . What happened and how were you involved?
• Describe a time where you were faced with problems or stresses that tested your coping skills .
• By providing examples, demonstrate that you can adapt to a wide variety of people, situations and/or environments .
Time Management
• Tell me about a time when you failed to meet a deadline . What things did you fail to do? What were the repercussions? What did you learn?
• Tell me about a time when you were particularly effective on prioritizing tasks and completing a project on schedule .
Developing Self And Others
• Tell me about a time when you were responsible for helping another person with their professional development . How did you begin?
• What is the most critical feedback you have ever received?
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Readjust and/or Make a Transition
It can be daunting if you have actively participated in all of the suggested steps and are still unsure of your career interests or have not landed your next opportunity. This is not the time to give up – it is time to reassess, regroup and begin anew! If you hit a roadblock, proactively seek resources that may help you with this stage of the process. Consider completing some of the following steps:
• Review your assessment results to determine if all of your career options are being pursued.
• Review your marketing materials to determine if they need updating or altering.
• Register for Managing My Career, Establishing My Personal Brand or any other relevant workshop depending on your need (see page 5 for more information on workshops).
• Request feedback from past applications, interviews, mentors, peers, your manager or supervisor, or other professionals in your field of interest.
As you work to fine-tune your approach it may be helpful to identify any roadblocks you have control over and focus on those to increase your chances:
Have you identified your overall transferable skills, adaptive skills, and job related skills (see example of checklists on page 27) that makes you a marketable candidate for your self-identified areas of fit?
Summary
In Stage 3: Do, you are taking the actions that help you reach the goals you set in Stage 2: Decide. You should have a well-written resume and cover letter, and you should also have polished networking and interviewing skills. Be prepared to assess your progress, and be willing to regroup if needed.
To-Do Checklist
Draft, revise, and proofread your resume (page 38).
Draft, revise, and proofread your cover letter (page 40).
Select networking opportunities and take advantage of them (page 42).
Review the Candidate Rating Form (page 43).
Review interview questions and think through your responses (page 44).
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CONGRATULATIONS!If you have followed the guidance provided in this guide, you should have a solid plan for your career development and be well on your way to making it happen.
Remember: your career is what you make of it. Dream big – but don't get discouraged if you need to regroup and try again. The process takes time, a willingness to learn about your own strengths and weaknesses, and the ability to apply what you learn. But if you stick with it, apply the steps presented in this guide, and get help along the way, you'll get there!
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Notes: DISCOVER
Notes: DECIDE
Notes: DO
1DISCOVER 2 3DECIDE DO
