Proper Preparation & Planning!

So, you want to get a new job and you think you’re prepared to tackle the recruitment process? Well, let’s make sure you have a really good shot at success by exploring the most important things you MUST have covered to ensure you really stand out as the best candidate for a role.

The Right Job For You.

First things first, have a think about the type of career you currently have, is it the right career for you or do you need to steer your path in another direction or embark on a new challenge? Step two, start to pull together a list of your personality traits, qualifications and experience. Thirdly, open your mind, it is so important that when selecting a role that is right for you, you don’t narrow your chances of a happy and successful career by either dismissing roles without looking at their potential or thinking that you can’t achieve the role you desire. Now you have your mind set in check and a little bit of ‘you data’ start to do your research. Research is your ally, well-meaning advice from friends and loved ones is fine to a point, but it is all anecdotal, to get a broad perspective on what’s waiting out there for you take a really good look into: the profession you would like to work in, the types of companies that match up with your personality type and the job roles that best suit your skill set. If there are jobs out there you know you will be passionate about and happy in and they match up well with your personality traits but you are lacking a few or the qualifications, or some desired experience, research how you can get those qualifications, if there are any work experience opportunities, are there any entry level roles that lead to that role in the future. Never say never. And if you are still struggling to pinpoint the right road to go down then you could consider looking up a career counselor service in your area who will be able to give you further guidance and advice.

All set to Apply?

You’ve decided which direction to go in with your job search you’ve picked a few roles you’d like to apply for and you’re all set to attach your CV and get the ball rolling. But hold your horses, when was the last time you actually looked through your CV? First impressions count, so before you start the application process it is so important that you make sure you have a professional looking CV that is tailored to the roll you are applying for. Firstly, check the basics formatting, grammar, punctuation and that it’s not too long. More often than not one opening will have hundreds of applicants, anything over a couple of pages and badly formatted with glaringly poor grammar and spelling is likely to hit the trash can pretty quick. Secondly, any experience that is not relevant to the job role you are applying for should be scrapped, recruiters don’t have the time to go through irrelevant info and it also shows that you have read the job specification rather than unwittingly applied for jobs in bulk, a great cover letter can assist with this too. If you are struggling with this element then there are lots of good professional CV writing services out there who can help you stand out from the crowd. Once your CV is in tip top condition, still hold your horses, there’s something else to bear in mind…

Be prepared to be researched.

It’s not just the candidate who needs to research, good recruiters will want to make sure they are choosing someone suitable for their company, brand and someone who is worth investing their time and training in, so it’s likely they will be doing there research too and this is why there are lots of companies that carry out background checks. So, before you send that CV, make sure you have your personal brand and background ready to be researched. It’s likely that a company will do; a right to work check, a search of your social media profiles and various other pre-employment checks. Right to work checks are a business requirement as a government measure to minimise the mistreatment of illegal migrant workers, poor housing/working conditions and tax evasion. So as a candidate who has done their research and picked a good company to apply to, you can be sure you’ll have one of these. For this check all you need to do is to ensure you have the correct ‘right to work’ documents available for potential new employers. They will provide you with a list of acceptable documents, validate the documents and make copies for them to retain. In terms of your social media profiles, this is something you can do A LOT about, if your profile is mainly of you doing tequila slammers off barmaids on holiday and shows your ‘fun’ side a little more than it evidences your positive employee traits, you can do one of two things, either do a social media cleanse of all your profiles or lock down your personal profiles so only friends and family can find them, and create a new more business like profiles that are open to the public and will help push your personal brand. Try not to forget that you are going to be packaging yourself up and selling yourself to recruiters, so anything online is part of your marketing. There are other pre-employment checks that may be carried out depending on the role for which you are applying, so be prepared for things like references, background checks that may include credit history, criminal record checks, qualification and health checks. Employers want to know who they are employing before they employ them, just as you should want to know who you will be working for before you sign on the dotted line.

 

Background Checks in More Detail

In the article on Proper Preparation & Planning! (PP&P) I touched on a few of the background checks potential employers could carry out as part of the recruitment process. I know that the thought of some of these checks can be a little daunting for job hunters so I thought it was important to also take a peek at some of them in a little bit more depth, expand our knowledge of them so they don’t take us by surprise and see if there is anything we can do to see ourselves through the eyes of the recruiter. If we can see ourselves in their eyes before we begin the recruitment process then we give ourselves the opportunity to make any possible tweaks and adjustments so that we can boost our personal brand rather than taint it through the checking process.

I’m not going to discuss the Right To Work check as I know we covered pretty much everything in the PP&P article, but just a reminder that it’s handy to make sure you have access to 2 or 3 of the documents on the accepted evidence list in advance as it is just one less thing for you to think about before interviews and meeting new employers. But let’s take a look into; references, background checks inc credit history reports, criminal record, qualification and health checks. Why, when, how might a recruiter carry these out and is there anything you can do to enhance the results before the recruiter gets them?

References:

Potential new employers will ask for references in order to back up the information you provide in your CV and in order to gain an overall image of the type of employee you might be. They are likely to your referees quite basic information, i.e start and end date, amount of days of sick leave.  In fact, some companies limit the amount of information they will give as a referee solely to the stats and refuse to embellish further as part of their policies. However character references can also be highly valued and some recruiters may specify that they would like both an employee and a character reference. You can ensure that your references come back squeaky clean by ensuring that you get the facts correct on your CV, don’t embellish and don’t get key dates wrong. You can also select your referees wisely. A recruiter will expect referees to be a; former employer (ideally line manager/mentor) or a character reference to be someone who has a professional title and has known you over two years but is not a close friend or relative. So once you have whittled the list down using that criteria, consider people who; you have recently worked closely with, who have gone out of their way to give positive feedback in the past and that know enough about you to demonstrate that you have the suitable positive traits to get on in your new potential role. It doesn’t harm to ask your selected referees beforehand if they would be happy to do this as it may stop you making a mistake in your selection and it will also give them time to prep a positive and sympathetic reference rather than being on the spot.

Background Checks:

It’s unlikely these will be requested until you’re at the final stages of the recruitment process, it’s a good sign, it means they think you are worth the time and close to landing that new role! And, due to data protection regulations you’ll always be made aware/asked that the checks are to be carried out. To make sure the results of these checks don’t make the employer think twice, it is a good idea to make sure you try to get everything in as much order as possible right at the beginning of your job search.

Credit report checks are sometimes carried out as part of the character checks, however it is more likely that this kind of check will be carried out if you are looking for work within the financial sector. You can sign up to companies like My Credit Monitor to get a look at your report. If you do this at the beginning of your job search it might buy you enough time to add explanations to any blemishes or even have some of them removed if there are any inaccuracies.

Criminal record checks won’t be carried out by all employers. Although some employers may choose to do a criminal record check as part of the character assessment, it is not usual practice. However, an application to the Disclosure Barring Service (DBS) will be a certainty in any profession where you will be working with children, vulnerable adults or usually in health services. It is best to be open and honest during the recruitment process as if there is something on your criminal record, especially something considered a ‘minor offense’ (such as a speeding penalty perhaps) it is more likely a recruiter will try to work around it if it does not come to a surprise to them at the end of the process.

Other Checks:

It’s quite possible that recruiters will check your qualifications to ensure that you have not embellished your CV so in short, don’t. But if you are applying for a roll that requires specific qualifications for health and safety reasons you can be absolutely sure the recruitment process will include validating these. In fact, if a company recruits a person for a roll and neglects to do such checks, and that person causes a fatal accident (for example a bus driver who’s license has not been validated) the company could actually be accused of corporate manslaughter. Best practice for a candidate is to ensure they have any such qualifications available and ready to be produced for validation during the process.

Health checks may be carried out to ensure suitability for a role, this is usually only likely to happen if health conditions cause health and safety issues and it is made absolutely clear to employers that health checks cannot be used as a means of discrimination, i.e targeting them at only a specific age group. If you are going for a role operating heavy machinery, driving etc then it wouldn’t hurt to ensure your eye sight and other health is checked if you are in any doubt about them.