30 sw civilian leadership council rÉsumÉ and interview …€¦ · interview and/or selection....

Résumé and Interview Guide

30TH SW Civilian Leadership Council

30 SW

CIVILIAN LEADERSHIP COUNCIL

RÉSUMÉ AND INTERVIEW GUIDE



Contents Purpose .......................................................................................................................................................... 3

Résumé Basics .............................................................................................................................................. 3

Résumé Content ........................................................................................................................................ 3

Knowledge ........................................................................................................................................... 4

Skill ...................................................................................................................................................... 4

Ability .................................................................................................................................................. 4

Tailoring a Résumé for a Job .................................................................................................................... 5

Résumé Samples Reference ...................................................................................................................... 9

Utilizing Executive Core Qualifications for Interview Preparation............................................................... 9

What Are Executive Core Qualifications (ECQs)? ................................................................................... 9

Leading Change (ECQ 1) ................................................................................................................... 10

Leading People (ECQ 2) ..................................................................................................................... 10

Results Driven (ECQ 3) ...................................................................................................................... 11

Business Acumen (ECQ 4) ................................................................................................................. 12

Human Capital Management .............................................................................................................. 12

Technology Management ................................................................................................................... 12

Building Coalitions (ECQ 5) .............................................................................................................. 12

Writing ECQs Utilizing the Challenge-Context-Action-Result (CCAR) Model ..................................... 12

Challenge ............................................................................................................................................ 13

Context ............................................................................................................................................... 13

Action ................................................................................................................................................. 13

Result .................................................................................................................................................. 13

Other Suggestions for Writing ECQs ...................................................................................................... 13

ECQ and Interview Preparation .............................................................................................................. 13

Types of Interview Questions ................................................................................................................. 14

Behavior-Based .................................................................................................................................. 14

Situation-Based .................................................................................................................................. 16

Other Interview Tips ............................................................................................................................... 16

Know Your Résumé ........................................................................................................................... 16

Interpersonal Skills ............................................................................................................................. 16

Oral Communication .......................................................................................................................... 16

Integrity/Honesty ................................................................................................................................ 17

Written Communication ..................................................................................................................... 17

Appendix 1 – Résumé Samples ................................................................................................................... 18

Resume Sample 1 – From OPM ECQ Guide .......................................................................................... 18

Resume Sample 2 – Provided by a GS-15 ............................................................................................... 21

Résumé Sample 3 – Provided by a GS-14 ............................................................................................... 23

Appendix 2 – Sample ECQs ....................................................................................................................... 24



Purpose This guide is intended to assist 30th Space Wing Civilians with writing an effective résumé and

preparing for a job interview. This guide focuses on résumé content more than format because

there are wide variety of résumé formats, which effectively organize employment information.

Additionally, the style is largely dependent on the owner of the résumé. Lastly, this guide

identifies how to use Executive Core Qualifications (ECQs) for preparing interview responses.

Résumé Basics There are several styles and formats for résumés, but there is one constant among well-written

résumés and it is the orderly presentation of relevant work experience. Because there are so

many different styles of résumés this guide does not focus on style. Your work experience is the

focal point for your résumé, and your ability to clearly convey this information in a concise and

professional manner is a crucial task which must be carefully planned out prior to résumé

development.

Résumé Content

Regardless of the position you are applying for, your résumé should include certain basic

information for each job you have held. This information should be standard across your

experience and should include:

Title of positions held

Time of employment

Location/unit

Contact information

A short job description.

Specific information about the type of work you accomplished as well as major accomplishments

while in the position should follow the standard information identified above. The information

in this portion of your résumé should be tailored to the job you are applying for. You can tailor

this information by carefully reviewing the job announcement.

Each job announcement should provide a description of the duties of the position, the purpose of

the position, and required qualifications. As you continue through the application process, a

series of questions will likely be used to determine your level of proficiency of the Knowledge,

Skills, and Abilities (KSAs) of the position. It is important that the experience portion of your

résumé, the “variable” section, address each of these areas. Displaying proficiency in KSAs

specific to the position you’re interested in will increase your chances for being referred for the

position. Understanding which KSAs are critical to a position is an important step in the

application process. Note, you may not have direct experience for all of the information found

in the duties, purpose, qualifications, or KSAs. This should not detract you from applying for

the position.



Knowing where your “gaps” are can help you strengthen your résumé by highlighting the

relevant experience you possess in other areas related to the position.

Knowledge

Being familiar with or understanding information through experience or association (i.e.,

knowledge of bookkeeping procedures).

Skill

A learned ability to do something competently (i.e., skilled in typing).

Ability

Capability to accomplish an objective (i.e., ability to operate firefighting equipment).

Tailoring the accomplishments section of your résumé to highlight your mastery of the KSAs

can assist the personnel community and selecting official with determining your qualifications

for a position. In addition, it will assist the selecting official with stratifying candidates for

interview and/or selection. Figure 1 below provides an example of the accomplishments

section of a résumé.

Figure 1 – Résumé Content.

Standard job info

(e.g. title, location,

duration, etc.)

Job description and

accomplishments

can be tailored to a

specific job

Specific

accomplishments;

here is where you

address the KSAs for

the job of interest –

tailor to specific job

A supervisor quote is

optional



Tailoring a Résumé for a Job

Developing a detailed résumé for a specific position does require some homework. Carefully

reviewing the job announcement to identify critical information, organizing this information and

then developing a résumé to highlight your relevant information can take some effort to

complete. The example below, although a bit out of date and perhaps not capturing what a

current USAJobs announcement looks like, highlights the critical information found in a job

announcement and provides tips for tailoring a résumé for a specific job.

For this example an applicant is considering applying for a GS-09 Budget Analyst position.

*Note: This is an older announcement and doesn’t represent what an announcement may look like on USAJobs

It is important to note the Job

Series and Grade, in this example

the series is 0560 and the grade is

GS-09. Your résumé will need to

show your experience is in line

with at least GS-07 level work.



The announcement will also list

key requirements. It is helpful if

you can address as appropriate in

your résumé, (i.e. providing your

clearance level and dates)

Critical information in this section

will let the applicant know if they

have the appropriate eligibility for

consideration.

The “Duties” section of the announcement will provide the applicant with areas that

should be addressed in their résumé’s experience section. For this example, the

applicant should address:

Day to day control and management of an organization’s budget

Budget formulation, review, and prep of budget estimates and financial plans

Monitors obligations and actual expenses

Provides advice, assistance, guidance, and conducts analysis of budget

Uses budgetary and automated systems for budgeting



Although this may seem elemental, make certain your résumé addresses in general terms

the items listed in “specialized experience” (i.e. policies, regulations, practices, etc.)

Here you will find the KSAs for the position. Again, make certain your experience section

highlights as many of the KSAs as your experience allows.

Some experience outside of your official work may be considered for a job. You would

most likely address this experience if you were looking to cross into another job series.



*Note: This is an older announcement and doesn’t represent what an announcement may look like on USAJobs

Note how your application will be evaluated. The announcement provides a cursory review

of the process. Of note, the last sentence states applicants who disqualify themselves will

not be evaluated further. This is important because you can effectively disqualify yourself

by selecting the wrong eligibility, not identifying your education, etc… As you proceed to

the KSA evaluation questions, or the assessment questions, it is very important you

understand the question and provide your best/honest answer.

This is a “Skill”

This is an “Ability”

The assessment questions will ask

concise questions about the KSAs

and duties for the position. Again,

this information is important to

capture in the experience section of

your résumé.



Based on the example above an applicant would tailor their résumé’s experience section to

highlight how their experience addresses each of the KSAs, duties, and other critical information

found in the job announcement. The applicant’s experience section could look like:

Sample Experience Section:

12th Mission Support Group Resource Advisor: Randolph Air Force Base, TX

12 June 2006 – 31 May 2009. Salary: GS-09, Step 4. Hourly Rate: $XX.XX

Supervisor: Col Bagodonuts, Mission Support Group Commander

Phone (XXX) XXX-XXXX. Email: [email protected]

Duties and Accomplishments:

Serves as the Resource Advisor for the 12th Mission Support Group responsible for the daily

management and execution of the Group’s $130M annual operating budget. Responsible for

developing and maintaining the Group’s Financial Plan, budgetary estimates, including

calculating spend rates. Advises the Commander, Comptroller, and subordinate units on the

status of funds and obligation rates utilizing CRIS and other financial databases.

Successfully developed and implemented 12th MSG FY 06-09 Financial Plans covering a

$130M annual operating budget encompassing six squadrons and eighteen funding streams

Utilizes CRIS, ACES, and DAACS to track and seek reimbursement for 420M in

reimbursable fees from six agencies across RAFB

Prepared 12 MSG inputs for 12 FTW Financial Management Board (FMB); advised

MSG/CC on key aspects and strategies for mid-year Budget Execution Requirements (BER)

Résumé Samples

There are three sample résumés located at Appendix 1. As stated previously, there are several

résumé formats to consider; the final format will depend on the user’s personal preference.

Utilizing Executive Core Qualifications for Interview Preparation Executive Core Qualifications (ECQs) are useful for preparing for a job interview. This section

describes in detail what ECQs are, how to write your ECQs, and how to apply your ECQs to

improve your interview skills.

What Are Executive Core Qualifications (ECQs)?

Executive Core Qualifications (ECQs) define the competencies needed to build a federal

corporate culture that drives for results, serves customers, and builds successful teams and

coalitions within and outside the organization. The ECQs are required for entry to the Senior

Executive Service (SES) and are used by many departments and agencies in selection,

performance management, and leadership development for management and executive positions.

You will find a majority of interview questions will fall into one of the five Executive ECQ

areas:

ECQ 1 Leading Change

ECQ 2 Leading People

ECQ 3 Results Driven

ECQ 4 Business Acumen

ECQ 5 Building Coalitions

mailto:[email protected]



Leading Change (ECQ 1)

Definition: This core qualification involves the ability to bring about strategic change, both

within and outside the organization, to meet organizational goals. Inherent to this ECQ is the

ability to establish an organizational vision and to implement it in a continuously changing

environment.

Creativity and Innovation

Develops new insights into situations; questions conventional approaches; encourages new ideas

and innovations; designs and implements new or cutting edge programs/processes.

External Awareness

Understands and keeps up-to-date on local, national, and international policies and trends that

affect the organization and shape stakeholders' views; is aware of the organization's impact on

the external environment.

Flexibility

Is open to change and new information; rapidly adapts to new information, changing conditions,

or unexpected obstacles.

Resilience

Deals effectively with pressure; remains optimistic and persistent, even under adversity.

Recovers quickly from setbacks.

Strategic Thinking

Formulates objectives and priorities, and implements plans consistent with the long-term

interests of the organization in a global environment. Capitalizes on opportunities and manages

risks.

Vision

Takes a long-term view and builds a shared vision with others; acts as a catalyst for

organizational change. Influences others to translate vision into action.

Leading People (ECQ 2)

Definition: This core qualification involves the ability to lead people toward meeting the

organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an

inclusive workplace that fosters the development of others, facilitates cooperation and teamwork,

and supports constructive resolution of conflicts.

Conflict Management

Encourages creative tension and differences of opinions. Anticipates and takes steps to prevent

counter-productive confrontations. Manages and resolves conflicts and disagreements in a

constructive manner.



Leveraging Diversity

Fosters an inclusive workplace where diversity and individual differences are valued and

leveraged to achieve the vision and mission of the organization.

Developing Others

Develops the ability of others to perform and contribute to the organization by providing ongoing

feedback and by providing opportunities to learn through formal and informal methods.

Team Building

Inspires and fosters team commitment, spirit, pride, and trust. Facilitates cooperation and

motivates team members to accomplish group goals.

Results Driven (ECQ 3) Definition: This core qualification involves the ability to meet organizational goals and customer

expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality

results by applying technical knowledge, analyzing problems, and calculating risks.

Accountability

Holds self and others accountable for measurable high-quality, timely, and cost-effective results.

Determines objectives, sets priorities, and delegates work. Accepts responsibility for mistakes.

Complies with established control systems and rules.

Customer Service

Anticipates and meets the needs of both internal and external customers. Delivers high-quality

products and services; is committed to continuous improvement.

Decisiveness

Makes well-informed, effective, and timely decisions, even when data are limited or solutions

produce unpleasant consequences; perceives the impact and implications of decisions.

Entrepreneurship

Positions the organization for future success by identifying new opportunities; builds the

organization by developing or improving products or services. Takes calculated risks to

accomplish organizational objectives.

Problem Solving

Identifies and analyzes problems; weighs relevance and accuracy of information; generates and

evaluates alternative solutions; makes recommendations.

Technical Credibility

Understands and appropriately applies principles, procedures, requirements, regulations, and

policies related to specialized expertise.



Business Acumen (ECQ 4)

Definition: This core qualification involves the ability to manage human, financial, and

information resources strategically.

Financial Management

Understands the organization's financial processes. Prepares, justifies, and administers the

program budget. Oversees procurement and contracting to achieve desired results. Monitors

expenditures and uses cost-benefit thinking to set priorities.

Human Capital Management

Builds and manages workforce based on organizational goals, budget considerations, and

staffing needs. Ensures that employees are appropriately recruited, selected, appraised, and

rewarded; takes action to address performance problems. Manages a multi-sector workforce and

a variety of work situations.

Technology Management

Keeps up-to-date on technological developments. Makes effective use of technology to achieve

results. Ensures access to and security of technology systems.

Building Coalitions (ECQ 5)

Definition: This core qualification involves the ability to build coalitions internally and with

other Federal agencies, State and local governments, nonprofit and private sector organizations,

foreign governments, or international organizations to achieve common goals.

Partnering

Develops networks and builds alliances; collaborates across boundaries to build strategic

relationships and achieve common goals.

Political Savvy

Identifies the internal and external politics that impact the work of the organization. Perceives

organizational and political reality and acts accordingly.

Influencing/Negotiating

Persuades others; builds consensus through give and take; gains cooperation from others to

obtain information and accomplish goals.

Writing ECQs Utilizing the Challenge-Context-Action-Result (CCAR) Model It is recommended you write ECQs and keep a copy of your ECQs handy when applying for a

job. ECQs differ from a résumé in they provide the reader information about “how” you

achieved success in accomplishing a task or challenge. A résumé is a consolidation of your

employment history and significant accomplishments, but it does not provide insight into critical thinking and management philosophies or techniques used to accomplish significant tasks. This

is the single largest difference between a résumé and ECQs.



When writing your ECQs you want to focus on your most significant challenges and

accomplishments. It is recommended to focus on one challenge or accomplishment per ECQ.

When writing your ECQs you should use the Challenge Context Action Result (CCAR) model to

organize the information conveyed in your ECQ. Be sure to use specific examples of experience

and to focus on the results of your actions. Appendix 2 provides an example of ECQs.

Challenge

Describe a specific problem or goal.

Context

Talk about the individuals and groups you worked with, and/or the environment in which you

worked, to tackle a particular challenge (e.g., clients, co-workers, members of Congress,

shrinking budget, low morale).

Action

Discuss the specific actions you took to address a challenge.

Result

Give specific examples of the results of your actions. These accomplishments demonstrate the

quality and effectiveness of your leadership skills.

Other Suggestions for Writing ECQs

Ensure your example experience matches the competency for which you are writing. ECQs are

interlinked and feed off each other, but it is important to know and distinguish between their

primary competencies. Avoid the error of choosing meritorious accomplishments that do not

clearly reflect the intended competency. Accomplishments that are not closely representative of

the appropriate competency tend to receive less credit than accomplishments that better represent

the competency of interest. Include awards that relate specifically to a competency and quantify

your accomplishments.

ECQ and Interview Preparation

By now you may be asking yourself, “Why do I need to write a three-page paper (recommended

length) to prepare for an interview?” It is true ECQs are not a prerequisite for a good interview;

however, a careful observer will note nearly all interview questions can be captured by one of the

five ECQs, therefore having written ECQs handy to prepare for an interview is similar to having a

script handy to prepare for a play.

Nearly all interview questions can be addressed by one or more of the five ECQs. You can

utilize the ECQs to prepare for the variety of questions likely to be posed during the interview.

Having ECQs also allows you to prepare and rehearse your responses to questions before they

are asked. A keen interviewee will know how to craft their response in such a way to utilize

information from their ECQs to deliver either a well-rehearsed response or an ad hoc response to

an interview question. By studying your ECQs you will know how and when to apply their use.

In addition, by utilizing ECQs you will also have the benefit of knowing which examples you

are going to use instead of trying to recall and example while being interviewed



Types of Interview Questions

There are several different types of questions you may asked (Behavioral, Situational, based on

your Resume, Getting-To-Know-You, and Tell-Me-About-Yourself). For this guide the focus is on

Behavioral and Situational (hypothetical) questions. Behavioral draws from your actual behavior

during past experiences: “Tell me about a time when you…” Situational (hypothetical) questions

are an indicator of how you will behave in a similar situation: “If you were in the following

situation…what would you do?”

As with all questions, you should be prepared to provide a substantial response to these two types

of questions. This is a great opportunity for you to highlight your experiences and how you

responded or would respond. This could set you apart from other candidates, or if not appropriately

prepared, could negatively impact you in comparison to other candidates.

Responding to Behavior-Based Questions

Use the STAR Model to provide three important pieces of information:

Here is an example of a Behavior-Based Question using the Customer Service Competency

(Customer Service – Works with clients and customers to assess their needs, provide information or

assistance, resolve their problems. Or satisfy their expectations; knows about available products

and services; is committed to providing quality products and services):

“Tell me about a challenging customer service experience”; (ST) describe situation and who was

involved, (A) what specific actions did you take and (R) what was the result.



Here is another example of a Behavior-Based Question using the Teamwork Competency

(Teamwork -Encourages and facilitates cooperation, pride, trust, and group identity; fosters

commitment and team spirit; works with others to achieve goals):

“Describe a situation/task where you worked collaboratively with others to accomplish a goal.

Describe the goal, your role on the team, and the result”; (ST) describe situation and who was

involved, (A) what specific actions did you take and (R) what was the result.

For Behavior-Based questions, avoid these type of responses: Opinions, Theoretical, Vague.

Present examples from your experience that demonstrate competencies, knowledge, skills, and

abilities for the job. And, quantify your achievements; if you saved money, state how much, if you

improved a process describe what was improved and the impact). Remember, this is your chance

to describe from your career a Situation or Task, what Actions you took and what the Result was.



Responding to Situation-Based Questions

Situation-based questions present realistic job-related scenarios, situations, or dilemmas requiring

candidates to explain how they would likely respond. The underlying premise is that people’s

intentions are closely tied to their actual behavior in similar circumstances.

Here is an example of a Situation-Based Question using the Leadership Competency (Leadership -

Influences, motivates, and challenges others; adapts leadership styles to a variety of situations):

“You are managing a team project. Successful completion of the project requires the team to work

together, but some of your team members have insisted on working independently. This has

resulted in duplication of efforts”; What specific actions would you take? What challenges would

you anticipate?

Action: I would talk to each individual to ascertain contributions towards the project and goal.

Then, I would conduct weekly meetings to share information about the status of the project and

highlight everyone’s contribution to achieving the goal. This would ensure all team members

actively participate.

Anticipated Challenges: I expect to learn that some parts of the project are not being worked on at

all and to have some resistance when I reassign some people to different duties. I would have a

team meeting to figure out where we can redirect some individuals’ efforts based on their talents

and interests, to ensure the goals of the project are being met and that there is buy-in on the newly

assigned tasks.

Other Interview Tips

Regardless if you chose to use ECQs in preparation for your interview there are some other basic

tips, which are highly recommended for improving your interview performance.

Know Your Résumé

You should know your interviewer will likely have your résumé before them during your

interview. They will carefully check to ensure your answers are in-sync with the experience

outlined in your résumé.

Interpersonal Skills

You should always treat others with courtesy, sensitivity, and respect. You should consider and

respond appropriately to the needs and feelings of different people in different situations. It may

come as a surprise to know some interviewers are just as nervous as those who are being

interviewed. It is important to be flexible during your interview. Work to come across as

confident but not overbearing and be ready to adjust your presentation style based on the non-

verbal feedback of your interviewer.

Oral Communication

Your résumé is your mechanism for relaying your proficiency at written communication. The

interview is your opportunity to demonstrate your proficiency at oral communication. Make

clear and convincing oral presentations. When asked a question, clearly respond to the question

by providing a focused, relevant answer. At times, the interviewer may ask you to provide

additional information or details. This could be a clue that you need to provide more depth in

your response. If you are caught off guard by a question and need a minute to collect your



thoughts, consider repeating the question aloud and use the time to organize your thoughts.

Integrity/Honesty

You should always behave in an honest, fair, and ethical manner. Do not embellish your

accomplishments or your roles when drafting your résumé. Honesty and accuracy are important

and Integrity is the first Air Force Core Value.

Additional Information/Questions/Follow Up Listen carefully to each question, provide responses showing how you would contribute to the organization’s mission/goals and avoid negative comments about previous employers or coworkers

Learn more about the hiring organization. Search their website and become familiar with their mission, vision and other particulars. This will help you in providing answers and will also help you ask questions of the interviewer(s) (see below paragraph). Ulimately, the more familiar you are with the hiring organization, the more it shows the interviewer(s) that you have done your research, prepared and may be the one thing that sets you apart from other interviewees.

Find out as much about the job as possible. As discussed in the Tailoring a Resume for a job section on page 5, pay attention to the job announcement. Glean what you can from it, like the job requirements, knowledge, skills and abilities, major duties, and responsbilities to name a few. This will also help prepare you for the interview.

If you are given the opportunity to provide any other information, take the opportunity to highlight something that was not covered in the interview but may be helpful to the interviewer(s) in making a selection. Additionally, if you are given the opportunity to ask questions of the interviewer(s), do it. Do not ask a yes/no question, but one that is open ended and may start a discussion. If you can eventually tie the response into something that you have done/accomplished, even better. Lastly, after the interview is over, make sure to send a follow up email thanking the interviewer(s). Also stating something like this example; “Thank you for the opportunity to interview for the position of XXX, I feel my experience matches up well with the position and believe I could be an asset to the organization, and to the other organizations and people of the base community” may be something to include.



Appendix 1 – Résumé Samples (From OPM ECQ Guide)

*Note: Resumes have been edited to avoid using personal information



Resume Sample 2 – Provided by a GS15



Résumé Sample 3 – Provided by a GS-14



Appendix 2 – Sample ECQs

30 sw civilian leadership council rÉsumÉ and interview …€¦ · interview and/or selection....

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