JOB INFORMATION SOURCESTEACHERS (responsible for guiding students who are due to leave school or collegeLOCAL CAREER ADVISERSEMPLOYMENT AGENCIES/BUREAUXNOTICE BOARDS (outside business premises)ADVERTISEMENTS (newspapers, magazines, trade journalsCOMPANY NEWSLETTERSINTERNET AND OTHER ELECTRONIC METHODSPRESENT EMPLOYEES (people who already work for the organization

EMPLOYMENT FACTORSADVERTISEMENT (Study the advertisement for a vacant position carefully to decide if it looks as of it is the kind of job that really interests you)

JOB DESCRIPTION (It is a common practice for employers to send job applicants a copy of the job description to inform them about the job)

JOB SATISFACTION (Refers to how enjoyable you find the work you do. Although wages are important, job satisfaction must also be considered)

EMPLOYMENT FACTORS cont’dPERSONAL TASTE (Your own personal taste and interests should influence the kind of job you will apply for) Ask yourself the following questions: What work do I enjoy doing most? What skills do I have that I enjoy using? Do I prefer working with others or alone? What are my long-term career aspirations?

TRAINING AND QUALIFICATIONS (Many employers give their workers opportunities for additional training, which not only makes them better workers but also increases their prospects for promotion)

EMPLOYMENT FACTORS cont’dPROMOTION OPPORTUNITIES (Try to be clear on where the job you find of interest could eventually lead)

SALARY AND FRINGE BENEFITS (Be sure that the salary paid is what you are worth and that it can also cover living costs and travel expenses) Some jobs offer fringe benefits such as: Subsidized meals Company services or products at discount prices Free private medical care Use of company vehicle Free work clothing

SALARY – The amount paid for the done and the responsibility that comes with the job

FRINGE BENEFITS – Extra rewards that are not part of the normal salary

EMPLOYMENT FACTORS cont’dHOURS OF EMPLOYMENT OR VACATION (The hours you will be expected to work will be important. Organizations use different systems such as band time, core time or flexible time)(Vacation arrangements are also a factor to be considered when choosing employment. It is not only the number of weeks’ vacation that is important, but also when they can be taken. Some firms operate a ‘ROTA’ system while others operate a ‘SHUT DOWN’ system)

ACCESSIBILITY (Where the job is situated is important. If you have to travel too far, the cost and time involved can be restrictive)

IMAGE (Some people are influenced by the public image of the organization. Satisfaction is sometimes obtained from working for a well-known organization)

EMPLOYMENT APPLICATIONSLETTER OF APPLICATION First-Hand (Letter must be handwritten neatly on plain paper) Gives the employer information to show that the applicant is

worthy of being taking to the next stage of the process (interview) Letter should be accurately keyed, and have the correct

punctuation and grammar Should emphasize the skills and abilities that are relevant to the

job

QUESTIONS TO ASK Is the letter laid out in the correct accepted format? Is the handwriting neat or the keying accurate Is the wording clear and spelling , punctuation and grammar correct Does the content of the letter contain the kind of information that will

impress the employer Is it clear what skills and other qualities you have to offer

EMPLOYMENT APPLICATIONS cont’dUNSOLICITED LETTER A letter that has not been invited May be sent to a number of organizations to enquire if

there are any vacancies available Letter must be carefully worded in order to try and sell

the applicant to the prospective employer Similar to the letter of application, except it clearly

states what type of employment the applicant is interested in

EMPLOYMENT APPLICATIONS cont’dAPPLICATION FORM Contain some basic requirements Should be completed by filling in the blank spaces

provided, preferably with a black pen Should be read carefully to understand the information

required Attention must be paid to any special instructions (e.g.

Block Capitals) Qualifications – List these if they are known. If awaiting exam

results, indicate on the form and the name of the subjects Employment – All employment details must be listed. If the

applicant has just graduation high school/college with no employment history, any part-time employment or volunteer work may be listed

EMPLOYMENT APPLICATIONS cont’dREFERENCES The applicant may be required to provide the name of

two or more references REFERENCES – someone who knows you well and will

give a statement to indicate your suitability for employment

A reference needs to be someone of a good position, and who knows of your academic ability or have experience of the applicant in a working situation

The applicant should always tell the reference(s) that he/she is putting their name and address and be sure that it is agreed upon

EMPLOYMENT APPLICATIONS cont’dCURRICULUM VITAE/RESUME An informative recent relevant history of the applicant Gives the applicant the opportunity to demonstrate

that he/she can organize personal information in a structured and logical manner

Allows the applicant to include information that an application form does not allow

Should be precise and to the point Should include the following: Name, Address, Phone

number, Date of Birth, Education and Training, Career History and Achievements, Qualifications and Extra-curricular Activities

EMPLOYMENT APPLICATIONS cont’dAPPLICATIONS FOLLOW-UP If the applicant does not receive a response to their

application two to four weeks after sending it, he/she may telephone or write again to ensure that the application was received

The applicant’s enquiry should be polite but confident

If the applicant is not successful in a job application, he/she may write a carefully worded unsolicited letter at least six months after the first letter to show further interest in joining the organization

INTERVIEWSTIPS (BEFORE THE INTERVIEW)

Do a little homework about the job you applied for (Basic information about organization, products or services)

Know exactly where the interview will take place. Plan the journey so that arrival is in a good time

Use your common sense about the clothing you will wear

Memorize the name of the person that is to be seen

The applicant should take the letter of invitation to the interview

INTERVIEWTIPS (DURING THE INTERVIEW)

The applicant should offer to shake hands or take the offer from the interviewers. Firm handshake should be utilized

Only sit down when invited to do so

Do not smoke, even if invited to do so

Try to be relaxed and confident, but not over-familiarConcentrate fully on what the interviewer is sayingBe prepared to answer questions. If a question is not understood, do not hesitate to ask for clarificationAsk some sensible questions when invited to do so

INTERVIEW cont’dSAMPLE QUESTIONS (INTERVIEWER)

Why are you interested in this job?

Why do you think you are suitable for this job?

Do you prefer to work with others or alone?

What are your long-term goals?

What hobbies or interests do you have?

What kind of books do you read?

INTERVIEW cont’dSAMPLE QUESTIONS (INTERVIEWEE)

What does the job involve?What are the hours of work?When would I be expected to start work?What are the vacation arrangements?How much salary will be paid?How frequently are wage payments made?Will training be given?What are the opportunities for promotion?Are there any fringe benefits connected with the job?When will it be known if I have gotten the job?

APTITUDE TESTA test that is specifically designed to access how suitable the applicant is for a job

Does not necessarily have right and wrong answers

May show that the applicant is not suitable for the job applied for, but is better suited for another aspect of employment

Can result in the applicant being offered a job other than the one that was applied for

APPOINTMENTSIf the applicant is successful and selected for the job following the interview, he/she will be sent a letter offering the job

A Letter of Acceptance is required to be sent confirming that the successful applicant intends to take up the appointment

If the successful applicant does not wish to accept the job, he/she should phone and send a Letter of Non-Acceptance

Once the job is accepted, the applicant will receive a Contract of Employment which tells he/she the terms under which he/she is employed.

INDUCTIONWhen a successful applicant begins the new job, they will be provided with a STAFF HANDBOOK that will give guidance

An Induction Programme may also be done, which aims at helping the successful applicant become familiar with the new job and colleagues

The successful applicant may also be attached to an experienced worker who will teach him/her about the work required to be done.

The successful applicant may also be given a period of time to work in a number of different departments of the organization so that he/she can learn the work of others before starting his/her job

TRAININGSometimes TRAINING is paid for by the employer and carried out in the employee’s own time

Training may also be done via On-The-Job Training which involves learning new skills and gaining experience in the working environment

Training may also be on via Off-The-Job Training which provide skills through attending courses outside the organization

RESIGNATIONWhen an employee wishes to resign from a job, he/she must warn the employer in writing in advance to allow the employer time to find a replacement. The period of time allowing the employer to find a replacement is called a NOTICE.

The length of Notice that the employer and employee must normally give is contained within the Contract of Employment

DISMISSALIf an employer wishes to dismiss an employee, he/she must give the employee a notice in order for he/she to find another job

If the employee have been found guilty of a serious misdemeanor, he/she can be instantly dismissed

DISMISSAL is a situation where an employee is “sacked” or “sent home” where there is good reason to do so.

REDUNDANCY

Occurs when the job an employee has been doing is no longer required by the organization

The employee who has been made redundant may receive compensation, although this will depend on how long he/she has been employed by the organization

GREVIANCE PROCEDURES

If an employee is unfairly dismissed from his/her job, the following actions can be taken:Ask your professional organization (union) to guide you in what action you should takeMake an appeal to an industrial tribunal who will decide if the employee has been unfairly dismissed. If so the tribunal may: Tell your employer to reemploy you Order the employer to pay you compensation