Hi there!
How has your Manic Monday been? Well you made it through, four days left to the weekend.
Today's post we would be talking about the 'Cover Letter'. We have noticed that a lot of job applicants loose out because they do not understand what a cover letter should look like.
Firstly you need to understand that a Cover Letter is a Letter. It is not a paragraph written in a haste. It is not an attestation or declaration; we have come across numerous cover letters that are one paragraph attestations. For example; 'I hear by apply for the customer relations vacancy in your organisation with great interest, please see attached my CV for your attention'
If you have been sending this kind of Cover Letter, please stop.
What we expect is a letter addressed to a named person if mentioned in the job advert or to a specific titled role also mentioned in the job advert. It should not be longer that one page.
Your cover letter should contain information not contained on your CV. It is a formal letter but also personal. It gives you a chance to demonstrate more to the recruiter why you are the candidate for this role.
You should use your cover letter to flush out your CV; to talk more about previous roles and skills you posses that are key to the job vacancy, mention current trends in the industry which may affect the organisation.
Ensure you have spell checked and gone through your sentence construction. Avoid run on sentences.
Please note that this is a test for us to see your writing ability. So ensure your I's are dotted and T's crossed. Use the right font style and size. Make sure it is succinct and clear.
Always make sure you adapt your cover letter to each and every job you apply to. RR
Monday, 14 April 2014
Wednesday, 9 April 2014
Vacancy! - Business Development (Sales) Officer.
Duties
- Responsible for new client acquisition
- Business Development of HNI customers'.
- Building and managing strong independent relationships with our clients.
- Increase and expand our client base with new wins and conversions (both existing and new clients).
- Manage transactions and ensure their closure in a time bound manner whilst using resources optimally.
- Assist new entrants in the equity market on the fundamentals of the market.
Required Skills
- Intuitive Skills : Candidate must be able to display initiative; spot and seize opportunities as they arise and convert them into business.
- Networking Skills : Candidate must be well networked and market savvy in order to provide information and solutions to our clients.
- Communication Skills : Candidate must possess excellent verbal and written communication skill. Note that this is a prerequisite.
- Interpersonal Skills : Candidate must be able to relate and communicate with different kinds of people from all works of life effectively.
- Presentation Skills : Candidate must possess excellent presentation skills. This is a prerequisite.
- Leadership and Team Working Skills : Candidate should be able to lead a team and work effectively within a team to produce results.
- Ambitious : Candidate should be self driven, aggressive and resilient.
- Innovative : Candidates must bring new and fresh ideas and solutions to challenges.
Work Experience:
A Graduate with a minimum of 3 years and maximum of 5 years experience in Stock Broking with a sound knowledge of the capital market.
Candidates who meet these requirements should please forward their CV's to:
rrecruit@outlook.com.
Good Luck from the RR Team.
Competency Based Questions - STAR TECHNIQUE
Hi there! How is the job hunt going? Do not forget to send any questions you might have to rrecruit@outlook.com.
Today's post is about Competency Based Questions. Recruiters' usually use competency based questions to evaluate candidates' abilities; what you can do. Sometimes a whole interview or application form is designed to evaluate your level of competence.
A common example of a competency based questions would be 'Tell us about a challenge you faced in your previous work experience and how you dealt with it.' Recruiters know that a lot of candidates just want to hand in their CV's and get a call back, sometimes these questions are also added to the application forms to eliminate lazy candidates like this.
Competency based questions are usually based on a situatuion. The recruiter is searching for certain key competencies which may be; ability to work in a team, ability to think critically or ability to deal with difficult clients, it is not enough for you to state that you possess these abilities on your CV. What we want is for you to demonstrate your capabilities with real life situations you have previously handled.
One common technique of answering this type of questions either on your application form or at the interview is the STAR TECHNIQUE.
For instance in answering the question 'Tell us about a challenge you faced in carrying out your duties and how you dealt with it'. You begin with explaining the background to the challenge.
The Situation. What was the challenge and if possible how did you come by it?
Task. Secondly you explain what goal you were trying to achieve, how important was this task and what was the consequence of not fulfilling it?
Action. After considering your alternatives what action did you decide to take? Why did you decide to take this course of action and how did you do it? What skills did you employ in carrying it out?
Result. What was the outcome of your action? Did you solve the challenge, or not? Whichever result it was what did you learn from this challenge? There is a hidden lesson in every challenge we face as humans, therefore mention how have you grown from this experience and how you would deal with such challenges in the future.
This technique give your answers a logical flow, it helps you organise your response. Most times candidates give general answers, they just mention the challenge and what they did. As we stated in our previous post What do you do?- I am a Banker! always go into details. That is what we want to hear or read. Be specific.
If you have noticed competency based questions usually deal with a situation; 'Tell us about how you have dealt with a difficult co-worker'. The situation here is a difficult co-worker and the recruiter might be trying to evaluate your ability to work with different kinds of people. Perhaps this a key competency they are searching for.
If you encounter such questions on an application form be prepared to answer such questions at the interview. However have more than one example to give. Always make a note of what you have said or filled in.
So remember to always tackle these questions the STAR way.. or rather like a STAR. Keep practising.
RR
Today's post is about Competency Based Questions. Recruiters' usually use competency based questions to evaluate candidates' abilities; what you can do. Sometimes a whole interview or application form is designed to evaluate your level of competence.
A common example of a competency based questions would be 'Tell us about a challenge you faced in your previous work experience and how you dealt with it.' Recruiters know that a lot of candidates just want to hand in their CV's and get a call back, sometimes these questions are also added to the application forms to eliminate lazy candidates like this.
Competency based questions are usually based on a situatuion. The recruiter is searching for certain key competencies which may be; ability to work in a team, ability to think critically or ability to deal with difficult clients, it is not enough for you to state that you possess these abilities on your CV. What we want is for you to demonstrate your capabilities with real life situations you have previously handled.
One common technique of answering this type of questions either on your application form or at the interview is the STAR TECHNIQUE.
For instance in answering the question 'Tell us about a challenge you faced in carrying out your duties and how you dealt with it'. You begin with explaining the background to the challenge.
The Situation. What was the challenge and if possible how did you come by it?
Task. Secondly you explain what goal you were trying to achieve, how important was this task and what was the consequence of not fulfilling it?
Action. After considering your alternatives what action did you decide to take? Why did you decide to take this course of action and how did you do it? What skills did you employ in carrying it out?
Result. What was the outcome of your action? Did you solve the challenge, or not? Whichever result it was what did you learn from this challenge? There is a hidden lesson in every challenge we face as humans, therefore mention how have you grown from this experience and how you would deal with such challenges in the future.
This technique give your answers a logical flow, it helps you organise your response. Most times candidates give general answers, they just mention the challenge and what they did. As we stated in our previous post What do you do?- I am a Banker! always go into details. That is what we want to hear or read. Be specific.
If you have noticed competency based questions usually deal with a situation; 'Tell us about how you have dealt with a difficult co-worker'. The situation here is a difficult co-worker and the recruiter might be trying to evaluate your ability to work with different kinds of people. Perhaps this a key competency they are searching for.
If you encounter such questions on an application form be prepared to answer such questions at the interview. However have more than one example to give. Always make a note of what you have said or filled in.
So remember to always tackle these questions the STAR way.. or rather like a STAR. Keep practising.
RR
Tuesday, 8 April 2014
Tuesdays's Tip - Be Informed.
Hello Job seeker!
The tip for today is for you to be well informed before going in for an interview. We all know the competition out there for a job is very high. There is an over supply of labour in the market and not enough jobs are being created, thus job seekers tend to apply for 10 to 20 jobs a day.
If you fall into this category you must be on top of each of your applications and be well informed before attending every interview. Do not just read the job description or about the company and then go in for an interview. The lucky ones might meet the recruiter on an easy day, however not everyone is lucky.
Make sure you that in addition you read about the company's micro environment. Certain environmental factors affect the activities of every organisation, it is important that you demonstrate to the recruiter that you are up to date with the recent developments in the industry the organisation is located.
Even if the recruiter does not ask you any questions relating to this, when it is your turn to ask questions, do ask about how recent developments in the industry; may be recent news about their competitors, or about government regulations would affect their activities.
This gives the recruiter the impression that you are not just desperate for any job but have genuine interest in their line of work.
So remember, in addition to being prepared for your interview. Be well informed about current affairs generally and specifically within the industry. RR
The tip for today is for you to be well informed before going in for an interview. We all know the competition out there for a job is very high. There is an over supply of labour in the market and not enough jobs are being created, thus job seekers tend to apply for 10 to 20 jobs a day.
If you fall into this category you must be on top of each of your applications and be well informed before attending every interview. Do not just read the job description or about the company and then go in for an interview. The lucky ones might meet the recruiter on an easy day, however not everyone is lucky.
Make sure you that in addition you read about the company's micro environment. Certain environmental factors affect the activities of every organisation, it is important that you demonstrate to the recruiter that you are up to date with the recent developments in the industry the organisation is located.
Even if the recruiter does not ask you any questions relating to this, when it is your turn to ask questions, do ask about how recent developments in the industry; may be recent news about their competitors, or about government regulations would affect their activities.
This gives the recruiter the impression that you are not just desperate for any job but have genuine interest in their line of work.
So remember, in addition to being prepared for your interview. Be well informed about current affairs generally and specifically within the industry. RR
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