CAREERS GUIDE JOB HUNTING
Study job specifi cations and pull out two or three points on your CV that match them
Mike McNally
this as your sales pitch. It should briefl y describe your experience, your ambitions and how you would add value for the employer.’ Try not to leave time gaps on your CV.
‘Make sure any gaps on your CV are explained, otherwise people draw their own conclusions,’ says McNally. Do include a covering letter, which again
should always be bespoke. McKeown says: ‘We expect a cover letter – not just an email saying “Please fi nd my CV attached”. It should show that you know the industry and our company’s culture and values, and why you are the best person for the role. We want people whose aspirations chime with ours.’ Carol White, UK head of resourcing at engineer WSP, adds: ‘Mention the things you can’t put on your CV, like career ambitions and why you love engineering. We look for letters showing real passion and a great work ethic.’
Meeting the employer When you get an interview, preparation is crucial. It might sound obvious, but know your own CV inside out – including which version you sent to the employer. If you are sending different versions to various companies, keep records. Study the job specifi cation too. ‘Make sure
you know how the job spec and your CV link,’ says McNally. You must also research the company you
are interviewing with. Find out what their commercial activities entail, whether they have been involved in any recent mergers and their latest fi nancial results. For stock market-listed companies, check how the share price is faring. McNally recommends a search on LinkedIn of the person interviewing you. ‘If you fi nd out
54 CIBSE Journal January 2013
what they do and what their objectives are, you can respond to that in the interview.’ Interviews in building services may be ‘competency-based’. This is where the employer needs people with certain qualities and asks candidates to prove how they meet these needs by describing an example of a past experience. So prepare to talk about your key study, work and volunteering experiences and what they show about your abilities. A number of employers in the sector, including WSP, recruit graduates via assessment centres. As intimidating as this may sound, White says WSP tries to make the day- long experience non-threatening. ‘We give talks during the fi rst half of the day to give people the chance to ask questions, get to know us and relax.’ In the afternoon the candidates are assessed
while working in groups of between eight and 10 to solve a problem. White says: ‘There are no surprises and candidates should feel that these sessions are similar to exercises they did at university.’ It’s not such a big deal if you can’t solve the problem: ‘We are assessing behaviour more than technical ability. Our work is specialised so people we hire will learn on the job.’ However, you must speak. ‘If we don’t hear
you, we can’t assess you, so we do need you to contribute,’ says White. But don’t overdo it: ‘Don’t overrule everything that everyone else in your group says. Be careful that your contribution is balanced.’ Lastly, remember that during any presentations or breaks, you’re still being assessed. ‘We’ll see if you are on your mobile during a presentation,’ says White.
www.cibsejournal.com
We look for letters showing real passion and a great work ethic
Carol White
SHUTTERSTOCK / PRESSMASTER
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