The first step to finding a job is to write a Resume. Some people prefer to call it a CV (Curriculum Vitae). This document is important because it works as a first impression. In its simplest form, it shows who you are, what you have learnt and what work you have done. Recruiters receive many applications, and a resume that is well written and concise is more likely to impress them than one that has eye-catching fonts and graphics.
I have achieved much success with my CV. Its format is very simple. The first two pages provide enough information about my qualifications and experience to make a decision whether to progress my application further. When writing a document, it is easy to make spelling and grammatical mistakes. Spell checkers do not always pick up mistakes, and are often set to correct spelling to American English, rather than Australian. Consistency is also important, and writing in the same tense and style makes the document easier to read.
If you already have a resume, I can work through it and provide constructive feedback. It is more important to me that you are comfortable with the way you present your information and my approach is working together to make it the best it can be. If you don't already have one, I can create one from questions I will ask you, and then send it to you for approval. It is your resume, not mine.
Different types of jobs require different strategies. Some shops, cafes and restaurants display signs in their front window if they are looking to hire new employees. This can also be the case in industrial areas where some factories and warehouses will place a sign outside their premises that lists available positions. In these cases, an enquiry is likely to lead to completing an application form, and providing your current resume.
Most positions, including those with major supermarkets, are posted online. It is therefore important to create a profile that summarises your resume. You can usually attach your resume, which is sent directly to the recruiter when you apply for a job. If you have used the method in the past, it may be possible that the resume you uploaded is no longer current. You may even have several versions, so it's time to look at this and delete every resume on the system and upload a new one.
There are several job sites available, and sometimes the same job can be listed on several of them. This is an important details because applying for the same job through different sites will reduce your chances of success. While most sites are focused on advertising jobs, LinkedIn presents an opportunity to connect and network with people you previously, or currently, work with. There are different privacy options that enabled you to control the amount of information you share online. Jobs are also posted online, and the structure of the site enables the users to find information about the employer that may be discussed during an interview.
In addition to the general job search sites, large employers have their own sites where job seekers can create a profile. These include Commonwealth, State/Territory and Local Governments and Councils, major supermarkets, banks and many others.
My role is to provide information about recruitment and networking sites and assist you with creating a profile. Depending on the type of work you're looking for, I can help you create of short list of suitable employers that you can research. Their websites will generally provide insights into their policies for recruiting employees with disabilities. IF this information is missing, or you are unsure, you can ask me for assistance.
After setting up a profile, you can start searching for jobs. You can refine your search, so that you only see jobs that are suitable for you. Applying filters will usually improve the experience, but this isn't a perfect method, particularly on sites where employers pay extra to list their jobs. This often results in irrelevant jobs appearing at the top of job searches.
Once you are satisfied with the filters you have applied to your search, it is usually possible to create an email advice. There is a choice of how often you receive emails, and the filters can be adjusted if you find that you are receiving details of positions that don't match what you are looking for.
My role is to work with you to understand the search functions and include the appropriate filters for your email.
Consider who to ask for a reference. Some employers and recruiters will ask for this information to be included when applying for positions, so it is worthwhile gathering this information while preparing to search for jobs.
The majority of recruiters will insist on at least two referees, and prefer them to be someone you have reported directly. Finding the right referees can sometimes be challenging, particularly if you have only had one job or experienced difficulty in current or past employment. Recruiters will usually accept a personal reference, from someone who knows you, if you have only had one job. One thing to remember is that written references are not usually accepted without being verified. More often than not, a recruiter will want to call a business landline or send an email to the referee's business address, with questions. Asking a friend or relative to provide a reference should never be considered, unless you provide information, regarding your relationship to the person, to the recruiter.
A cover letter should form part of your application. It is different from a resume because it needs to be written specifically about the advertised position. It should be no longer than one page, and clearly show your relevant experience and reasons for applying.
I have created a cover letter that has brought me much success when applying for jobs. I can provide an example for you to consider when writing your own. If you need additional help, I can create a version for you, which you can edit to your own requirements. We all have different writing styles and it is best for you to write a letter in your own words.
Key selection criteria are sometimes required to be completed, although this method is less common than it used to be. Where it is still used is usually in government positions. The recruiter will write several statements that relate to the position and the organisation's values or policies. The applicants then have to address each of these statements to explain how their experience or attitude aligns with it. There is usually a word limit for each response. The recruiter will assess each response as part of the short listing process.
This can be daunting if you haven't done it before. The wording of the criteria can be confusing, and it is important to understand what they mean. If there is a contact person, it is worth calling or emailing if you have questions or need clarification.
I have written many applications that require selection critera to be addressed. I know it can be time consuming and frustrating to find the right words, especially where similar statements have been written and you want to avoid saying the same thing.
Reference checks can be carried out by the hirer at any time during the recruitment process, so let your referee know you have applied for a position. This will prepare them for a call from someone they don't know or an email unfamiliar address.
The one main rule about interviews is to be prepared. It is perfectly natural to be nervous, especially if the interview is for a position you really want. How well the interview goes, can often be reliant on how comfortable you are with the person, or panel of people, conducting the interview. This is also the first point in the application process that you may need to mention any adjustments you need, in order to attend the interview.
Some interviews are very structured, with the each candidate asked the same questions. Some employers even provide a list of questions to the interviewee, so they can prepare their answers. In other cases, there may be a single interviewer, who will work through your resume, asking questions about your experience. Once they have finished asking questions, the candidate will be given the opportunity to ask questions of their own.
I have achieved success in interviews by being prepared, researching the organisation, preparing questions to ask and anticipating difficult or "loaded" questions. For example, never ask about perks, but do ask about training opportunities. I can provide guidance in how to answer questions in a structured manner. It is important to be yourself and not develop any kind of sales pitch. There is a distinct line between confidence and arrogance, and it is okay to speak up if you don't understand the question, or know the answer. There are specific techniques for online video interviews and I can provide you with advice on how to present yourself in a professional manner.
The interview venue should be accessible to all candidates. In order to prevent discrimination many hirers will ask whether supports are needed when providing infromation for attending the interview. These can range from ensuring that the building and interview room is accessible and whether assistive technologies or an interpretor is required. This can also include a specific time of day or for the interview to take place via video technology.
If these are required but not offered, the candidate should ask for them.
Securing adjustments for an interview may be an indication that the candidate has a disability, but it depends on what adjustments are required. Those that relate to time and location could be required by someone with caring duties or other personal obligations.
This is probably the most personal aspect of the employment process. There are rules, written into law, about what a recruiter/employer can ask and what they cannot. It would be unreasonable for applicants to be required to read and understand the contents of the Fair Work Act and anti disability legislation that applied to Commonwealth and State/Territory employment. It is the responsibility of the employer to act within the law.
Disability is more than being about the law. It is a very personal part of ourself and it is our choice whether or not to share any information. We are often faced with the choice of sharing information and facing discrimination, or not sharing and being unable to perform tasks to the standard needed to maintain employment. It is difficult to judge whether an employer will be supportive, based on their policies around employee disability. In many cases the environment is created by the person's direct manager and that can be positive or negative, or both.
Facing the decision to share, even if you have a very visible disability, is entirely yours to make. I have a non-visible disability and have sometimes chosen to share, and sometimes not. For the purpose of providing NDIS supports, I can share my personal experiences and what worked and what didn't. Sometimes conducting research on a company website can provide answers. Working with Participants to create an approach to sharing that they are most comfortable with, is the the best method for achieving the right working conditions for them.
If no adjustments were required for the interview, the employer may not know about your disability.
"Workplace adjustments" is the preferred term for the often used "reasonable adjustments". The word "reasonable" implies judgement and actually disempowers the person with disability, by implying that the provider of the adjustments gets to determine whether or not they are reasonable. However, any workplace adjustments have to be appropriate and possible. For example, installing a ramp or widening doors to accommodate a wheelchair in a heritage listed building may not be possible. Any adjustment that causes financial hardship to the employer or a negative impact on other workers' working environment or workload would also been considered unreasonable.
Requesting workplace adjustments goes hand in hand with sharing information about disability. It is important to understand that an adjustment is not necessarily about special equipment or accessible software. An adjustment can be flexible working, a quiet environment and any other factor that enables the person with a disability to do their work to the same standard as any person in the same job.
A workplace adjustment agreement is between the employee and the organisation, not just their manager or supervisor. It is valid for the duration of their employment and is reviewed on a regular basis to ensure that the adjustments definied within it are suitable and effective.
The decision to share may change especially if your condition deteriorates or there are changes to your team or manager.
Adjustment requirements will often change. Ensure that your agreement is reviewed and updated on an agreed basis. See the above section "Accessing Workplace Adjustments" for more information about workplace adjustment agreements.
Supports do not stop as soon as the person has started a new job. I will follow up with the Participant at an agreed time. I will also be available to them if they need support. The employer has responsibilty to provide a safe working environment under workplace health and safety and antidiscrimination laws. They should be the first contact for anything relating to your working experience. If the response is unsatisfactory, I can listen to your concerns, but cannot provide legal advice.
Rejection is a part of job seeking and it is important to have a strategy in place to deal with it. The reasons for not being successful in a job application are not always clear and it can be easy to become discouraged. I can work with you, and support you to cope with rejection, learn from it and continue your search.
I am unable to provide legal advice, but can advise and direct you to services that specialist in employment law that is appropriate to your state or territory.
If you require assisance in you job search, application and starting a job, that hasn't been covered here, contact me for a chat to see if I can assist you.