transition...04 personal branding 01 overview 05 skills self-assessment contents as bechtel...

INFRASTRUCTURE

MININg & METAlS

NUClEAR, SECURITY & ENVIRONMENTAl

OIl, gAS & ChEMICAlS

Our Journey together

Transition Services Program

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11 Resume Guide

14 Appplication/Cover Letters

15 TalentWorks

30 The Interview

31 Stages of an Interview 35

40

Sample Behavioural Interview Questions

Interview Prep Sheet34 Navigating

Difficult Interview Scenarios

20 External Job Search Strategies

26 Typical Recruitment Process

28 Interview Guide

1. Overview

04 Personal Branding

01 Overview

05 Skills Self-Assessment

ContentsAs Bechtel employees successfully complete their assignments on the Wheatstone Project, Bechtel’s Transition Services prepares them for their next career opportunity. The Transition Services team provides employees with tools and resources to assist them in an effective job search campaign. The Transition Services program is designed to educate employees on defining, updating, and promoting their skills to make the transition process as smooth as possible.

TRANSITION SERVICES INClUdE: � Dedicated team of Transition Advisors. � Transition Services Handbook. � Personal branding and skills self-assessment. � Resume writing guide and resume critique. � Advice on writing application letters. � Job search strategies. � Description of the typical recruitment process. � Interview guide. � Transition Services Workshops.

TRANSITION AdVISORSTransition Advisors are experienced Human Resources professionals with extensive staffing and recruitment experience who will assist you throughout the process. Every Bechtel nonmanual employee who successfully completes their Wheatstone assignment is offered the services of a Transition Advisor.

TRANSITION SERVICES hANdBOOkThis Transition Services Handbook is a comprehensive resource that provides detailed information on all elements of a job search. From creating a personal brand and preparing your resume, to practical job search strategies and interview techniques, this guide equips employees to transition to their next career opportunity.

PERSONAl BRANdINg ANd SkIllS SElF-ASSESSMENTPersonal branding is about identifying what makes you unique and relevant, differentiating you to your target audience. Understanding your strengths, skills, passions and values allows you to distinguish yourself from the competition and reach your career goals.

1 © 2015 Bechtel Corporation.

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RESUME WRITINgIncluded in the Transition Services materials is the Resume Writing Guide. This guide gives advice on building a resume that is both relevant and attractive to other Bechtel projects and GBUs, as well as prospective employers. Once you have prepared a resume, Transition Advisors meet with you individually to review, critique, and provide constructive feedback on the content and structure of your resume.

APPlICATION lETTERSThis Handbook includes an overview detailing types of application letters and information the letter should contain.

JOB SEARCh STRATEgIESTransition Advisors provide guidance on job search strategies for using Bechtel’s internal TalentWorks program, social media, popular job boards, career fairs, networking, and recruitment agencies.

ExPECTATIONS FOR A TYPICAl RECRUITMENT PROCESSThe Handbook walks you through a typical recruitment process, encompassing applying for jobs, phone screens, interviews, pre-employment checks (references, degree/certification, background, drug, police, psychometric testing, etc.) and offers of employment.

TRANSITION SERVICES WORkShOPThe Transition Services Workshop is a half-day session guiding you through the Transition Services Handbook, available services, resume preparation, and mock interviewing.

In addition, the Workshop provides an overview of Bechtel’s EAP and the services available to employees and their families during what can be a stressful period.

INTERVIEW gUIdEThe Interview Guide, Interview Technique and Skills Module of the Transitions Services Workshop help you prepare for a successful interview. The Workshops also feature optional mock interview sessions.

1. Overview (Cont’d)


Notes:


Strengths – Weaknesses – Opportunities – Threats (SWOT) analysis helps you to identify and evaluate your accomplishments, knowledge, experience, skills, and talents. This information will help you develop your resume, identify potential employment opportunities, and more effectively market yourself.

SWOT ANAlYSIS

3. Skills Self-Assessment

Strengths(Qualifications, Skills, Abilities)

Opportunities(E.g. Mobile, Industry Exp etc)

Weaknesses(Your personal weaknesses)

Threats(E.g. Remote locations, Bad

relationship with current boss etc)

2. Personal BrandingPersonal Branding is about identifying and communicating what makes you unique and relevant; branding differentiates you to your target audience. Communicating your strengths, skills, passions and values allows you to distinguish yourself from the competition and reach your career goals.

WhAT IT dOES � Introduces you verbally, visually, and in writing in

an interesting, memorable, and succinct way. � Captures your core competencies in a single

statement. � Communicates your beliefs, values, and abilities. � Catches the attention of people who don’t

know you.

BRAINSTORM YOUR PERSONAl BRANdIf you don’t brand yourself, you’ll probably remain invisible to others: “just another resume on the pile.”

To develop the necessary insight about yourself that makes it possible to come up with a strong personal brand, consider:

� Individual characteristics of professionals you admire.

� How others may view you. � Who your competition in the job market is. � What your skills, talents and experiences are. � using the “Notes” pages, write down:

Who do you admire? � Who are professionals that you admire? � Why do you admire them? � What are their unique skills?

how do others view you? � Seek feedback � What are your biggest strengths? � What are you passionate about? � What distinguishes you from others?

Who Is your competition? � Who is your competition in the job market? � What are their core competencies? � How do you compare?

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What are your skills, talents and experiences? � What are your transferrable skills? (see table on

Page X). � Identify those things that you do especially well,

for which you have “talent” that’s beyond just skill. � Pick out key work experiences (not necessarily

positions).

CREATE YOUR PERSONAl BRANd STATEMENTA brand statement influences the reader and leaves a lasting positive impression. Use the information you have brainstormed to make yourself stand out. Your statement should leave the reader with no questions regarding what you do, how you do it, and who you’ve done it for.

Tips for a Creating a Personal Brand Statement:1-2 sentences, concise, memorable, punchy and solution-focused

Should consist of: Value + Audience + Unique Selling Point (what have you achieved in your last role?)

Use this each time you communicate your brand.

Examples of brand statements � To come � To come � To come

COMMUNICATE YOUR PERSONAl BRANdOnce you develop your personal brand, there are many avenues to communicate it throughout your internal or external job search. The following avenues and how to use them are discussed later in this Handbook.

� Updating Resume. � Social Media. � Controlling Google. � Networking. � Job Interviews.

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6 7 © 2015 Bechtel Corporation.

SkIllS ANAlYSISIdentify the skills you’ve mastered and enjoy using. This will help you match your abilities to potential job opportunities and also to explain your skills to potential employers. Answering the questions below will give you a basis for developing your resume and help you address a potential employer’s selection criteria. The questions will also help you prepare for interviews.

SkIllS ExERCISE – Answer the following three questions: � What is your experience?

� What skills has this given you?

Your skills develop out of the experiences that you have. Look closely at the jobs you have held in the past and write a list of the skills you think you have developed in previous roles. Identify the skills you think of as great strengths or areas of high proficiency. See the Transferrable Skills table for inspiration.

� What achievements do you have as evidence of these skills?

FOUR MAIN ClUSTERS OF TRANSFERABlE SkIllS

3. Skills Self-Assessment (Cont’d)

TEAMWORk

Cooperation

• Helpinginacrisis• Facilitating• Waitingyourturn• Trustingpeople• Acceptingdifferences• Contributing• Sharingtasks• Collaborating• Sharingknowledgeandskills

Identifying & analysing

• Searchingliterature• Collectingdata• Collatinginformation• Organisinginformation• Prioritising• Classifying• Hypothesising• Speculating• Drawingconclusions

Applying knowledge

• Reworking• Reorganising• Testinginnewconditions• Makingconnections• Applyingformulae

decision making & follow through

• Allocatingtime• Allocatingmoney• Choosingacourse• Choosingsubjects• Beingrealistic• Consideringthelongterm• Makingdecisionsunderpressure• Judginglikelyconsequences

Aware of social & political contexts

• Keepingupwithcurrentissues• Beingsensitivetotheenvironment• Awarenessofcurrentneeds• Seeingissuesinabroadcontext

Research

• LocatingInformation• Organisingmaterial• Sourcinginformation• Usingretrievalsystems• Evaluatingdata• Identifyingfacts• Gatheringdata• Drawinginferences

Appreciation of values & ethics

• Experiencingothercultures• Havinganopenmind• Recognisingprejudices• Keepingpersonalintegrity

MANAgINg & ORgANISINg

Organising ability

• Planningahead• Planningforcontingency• Adaptingtochange• Settingrealistic Timelines• Reviewingprogress• Learningfrom experience• Delegating

Inspiring/ Motivating others

• Explaining• Beingapproachable• Empathising• Praising• Rewarding• Supporting• Mediating• Supervising• Leading

Ability to work independently

• Beingself-motivated• Beingself-disciplined• Knowingownlimitations• Trustingownjudgement• Takingresponsibility• Copingwithstress• Managingtimeeffectively• Concentratingontask at hand

PROBlEM SOlVINg (Creatively)

COMMUNICATION

Effective writing

• Writingreports• Writingessays• Reviewing• Editing• Critiquing• Preparingtalks• Researching• Documenting• Referencing• Writingarticles

Effective speaking

• Speakinginpublic• Leadingtutorials• Instructing• Debating• Leadingagroup• Interviewing• Advising• Counselling• Persuading• Presentingacase

listening

• Listeningactively• Checkingfor understanding• Reflecting• Summarising• Clarifying• Encouraging

languages other than English

• Conversing• Beingunderstood• Writing• Reading• Understanding• Thinking• Translating• Pickingup cultural clues

Computing facility

• Enteringdata/text• Publishingwith desktop tools• Analysing• Calculating• Developingsoftware• Designing• Conducting simulations


OPTION 1: Same Position – Same Business AreaChoosing this option means you will seek a new position similar to the one you previously held. If you’re a field engineer on Wheatsone, you could interview for field engineer roles on other major resource developments. The Same Position – Same Business option is the easiest move to make because you have proven experience in the same or a very similar role.

STRATEgIES FOR SUCCESS: � Stress the similarities between your previous

responsibilties and the new position. � Specify your length of service, additional training,

and certifications obtained. � Use your industry contacts as references. � State your accomplishments relative to the

position.

CAREER OPTIONSWhen looking at your next career move, you’ll need to decide the direction you want to go. Do you want to find a position similar to what you’re doing now, and for which you are obviously qualified? Do you want to look further afield and consider moving into a new business area (or a slightly new area) either for personal growth or because of changes in the job market? The graphic below illustrates the four target areas you should consider.

Same Business Area

Same Position

Same Business

Area

New Position

Same Business

Area

New Business Area

Same Position

New Business

Area

New Position

New Business

Area

Sam

e Jo

bN

ew Jo

b

Easi

est j

ob to

obt

ain

Most difficult job to obtain

OPTION 2: New Position – Same Business AreaChanging to a different type of position in the same business requires marketing your transferable skills. Your understanding of the industry will help. Your goal is to market your existing competencies so they match the new job’s requirements.

STRATEgIES FOR SUCCESS: � Play up your knowledge of the business area. � Use your accomplishments to show that you can

handle the job, especially those that present your ability and overall competence.

� Take additional coursework. � Emphasise ways in which you may have.

performed aspects of this job previously. � Have your industry contacts open the doors

for you.

OPTION 3: Same Position – New Business AreaPerforming the same function in a new business area is another option. You’ll need to educate yourself about the new business area, and identify similarities to the requirements of your current job.

STRATEgIES FOR SUCCESS: � Research the new industry. � Stress length of service performing current job. � Note your adaptability, especially if having

previously changed industrie.s � Have your contacts vouch for your superior

performance.

OPTION 4: New Position – New Business AreaFollowing a totally different career path can be exciting and challenging. You will need to evaluate your existing competencies and how you can present them to the new employer.

STRATEgIES FOR SUCCESS: � Rely on transferable skills and abilities. � Retrain, if necessary. � Develop industry contacts to gather information. � Volunteer to see if you like the work as much as

you think you will.

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Note: this pic is low res, high res required so the same treatment will need to be re- applied.

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4. Resume GuideEMPlOYMENT hISTORYStart with your most recent job and go backwards.

Provide the company, position title, dates you worked there, and significant contributions you made to the organisation.

EdUCATIONAl qUAlIFICATIONSInclude the degree or qualification earned, institution, and year completed.

In general, educational information follows the job experience section in a resume. However, if your education is a stronger asset than your job experience or your education is highly relevant to your new position, consider listing it first.

REFERENCES

Before listing any referee on your resume, get their permission first.

Options for citing referees include:

� Inserting full referee details, including contact information.

� Inserting the statement “References available upon request.”

� Controlling your referee list by only providing the referee’s name, position title, and company. Insert a statement such as “Full referee contact details will be available by request.”


Notes:

A resume is a personal advertisement that demonstrates that you have the skills and experience to meet job and employer requirements.

WhAT TO INClUdE Include the information described below when compiling your resume. See Resume Examples at the end of this section.

CONTACT INFORMATION Include your name, email address, and a contact phone number on your resume.

Tip – Your email address should be professional, in line with your personal branding.

OPENINg STATEMENTStart with one sentence about who you are and what you bring to the job, then describe the skills and attributes you have that suit you to the job. Refer to your personal branding statement as a starting point.

SkIllS & STRENgThSInclude a list of between 10-15 skills that link your experience to the position you are applying for. Your list of skills and strengths should correspond to items that the job advertisement or description identifies as essential and desirable to the position.

TEChNICAl/SOFTWARE SkIllSList technology and software you know how to use. Examples include “Proficient in MS Office suite” or “Expert knowledge and application of SAP.”


USINg ACTIVE lANgUAgEFor a resume to be effective, it needs to engage readers, quickly give them a vivid picture of who you are and what you can do, and convince them that what you bring to the position will be of value to the company. It should make you stand out from other applicants, who are in direct competition for an interview. A flat, dull, hard-to read resume probably won’t be. Instead it’ll go into the discard pile and never be looked at again.

Active language will give your resume punch. This means avoiding passive, uninteresting statements like “responsible for quarterly reporting” in favour of statements like “solicited input from all stakeholders to create regular reports to management to aid decisionmaking” or “developed and implemented a roll-out plan that generated a 15% increase in adoption of the new system, exceeding the target rate.” Both of these examples are value add statements, meaning that the reader is impressed by the fact that you know that results matter, and are sophisticated enough to both understand and deliver those results. Refer to the attachment “Active Language” for more examples.

COMMON MISTAkESThere are many reasons why a resume may fail to impress an employer. As a job seeker, it is your responsibility to take full ownership of your resume. Create a compelling document and be open to ideas and change, particularly when preparing for multiple, different opportunities.

Following is a list of common resume mistakes.

lACk OF FOCUSFocus your resume specifically on the position you are applying for. Generic resumes are more likely to be ignored. Edit your resume, as appropriate, for each submittal.

POOR lAYOUT Resumes that appear hastily assembled and amateurish are offputting. Resumes must be easy to navigate and include headers, and clearly marked titles and key words. Furthermore, fonts should be consistent throughout.

Tip – use black Arial/Helvetica or Times Roman and only bold to highlight key titles.

TOO MUCh CONTENT Resumes with lengthy paragraphs and complex sentences probably won’t be read. Use bullet points and brief descriptions. Try to keep the resume to 1-2 pages.

INCORRECT SPEllINg ANd gRAMMAR Make sure spelling and grammar are 100% correct.Ask a third party to proofread your document. Resumes with mistakes make you look sloppy and unprofessional.

RESUME lACkS kEY WORdS Employers and recruiters often use key word search tools, similar to those that you might use to conduct online job searches. Recruiters also seek similarity in content when comparing a job description to a resume. Use key words to aid the search and comparison process.

USINg ThIRd PERSON INSTEAd OF FIRSTAs a general rule, write in the first person, but don’t use “I” or “My” — the resume has your name at the top, so the reader knows who’s speaking.

USINg ThE WRONg WORd PROCESSINg SOFTWAREMicrosoft Word is the business standard for resumes, but don’t submit your resume in native Word format unless specifically requested. Instead convert your Word resume to a PDF — which can be read by just about any computer.

SUBMITTINg lINkSIf possible, attach your resume to your job application rather than just providing a link. If you have an online portfolio or other materials you want a recruiter to see, you can include the links in the PDF — but only do so with material that is optional, since you can’t be sure that the recruiter will take the effort. If submittal of a portfolio is required, follow the instructions for formatting and submitting such materials to the letter — you don’t want to give the recruiter (who is probably dealing with a flood of applications) any reason to not bother looking at yours.

Tip – See Attachment X, for resume examples based on these guidelines.

4. Resume Guide (Cont’d)

Standalone examples


Notes:

Whether you are writing a letter of application in answer to a job advertisement or just searching for work that has not been advertised, the aim is the same – you want to get an interview. The following describes what should be included in your cover letter.

TYPES OF APPlICATION lETTERS � Response to an advertisement. � Seeking consideration for possible vacancies.

TIPS � Keepitconciseandtothepoint(nomorethan

half a page). � It should act as a link between your resume and

the potential employer. � Write a unique letter for each application, based

on your generic ‘template’. � Never put critical information in the cover letter

without also putting it in your resume. The body of the information can be in bullet point or sentence format.

STANdARd lETTER CONTENT � Your address – provide your current postal

address. � date – Include the current date. For example,

07 May 2015. � The name and address of the person to whom

you are writing – Include the person’s name and title if you know it. For example, Ms. Smith, Manager. If you do not know the name and title, address it to the Human Resources Manager.

5. Application/Cover Letters � Salutation – If you cannot find the addressee’s

name, as a last resort use Dear Sir/Madam. � Who you are and your qualifications – Include

your current formal qualifications and mention any courses you are studying or have studied relevant to the position.

� Why you are writing – Specify if your letter is in response to an advertisement or posting, and give a reference (date, position ID, etc.) that makes it easy for the recruiter to locate the subject job description (if any). If seeking an informational interview for a position or opportunity that hasn’t been published, say so.

� Why you are the right candidate – Market yourself. Outline any experience or skills that are relevant to the position you are applying for. Include reasons for wanting this particular job and outline any benefits you bring to the job or company. Use your personal branding statement as the basis for this.

� Your contact information – How, when and where you can be contacted and include home or holiday contact and hours.

� Closure – Use a professional closure like “Regards” and sign the letter above your typed name.

If it is specified in the job advertisement, make sure you provide your resume and any other requested information.

See Attachment X for cover letter examples.


TalentWorks is Bechtel’s internal talent management tool that helps employees take ownership of their performance, development, and internal career opportunities.

TalentWorks’ Employee Profile and Job Search functions are key to your securing a new Bechtel position following Wheatstone.

EMPlOYEE PROFIlEThe Employee Profile is a comprehensive online resume that can be seen by Bechtel supervisors, managers, and functional managers. A strong profile makes it possible for colleagues all over Bechtel to access your skills, talents, and experiences when they are staffing their jobs.

The profile includes your work history details, special projects you may have participated in, geographic experience, industry experience, and language skills. Bechtel’s enterprise database SAP and employee-accessible application myINFO automatically input your formal education and professional registrations into the Employee Profile.

Step-by-step instructions for completing your Employee Profile can be found XXX

6. TalentWorksCANdIdATE PROFIlEThe Candidate Profile can be seen by all authorised Bechtel recruiters. Hiring managers can also view the profile if you apply for a role for which they are interviewing. You access the Candidate Profile from the Careers dropdown on TalentWorks’ home page. Completing a Candidate Profile requires input of your Bechtel resume. Please refer to Attachment X for a Bechtel resume template. The Candidate Profile also includes a cover letter upload function, which is where you can sell yourself to the hiring manager by tailoring the cover letter to the requirements of the posted job.

JOB SEARChESSelect Careers in TalentWorks to go to the Careers home page. You’ll see the three most-used options there: Job Search, Job Applications, and Saved Searches/Alerts. Job Search brings up the Career Opportunities screen, which allows you to search all posted Bechtel positions based on keywords, location, function, grade, country, etc. See the screen shot below.Cover letter to be supplied

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JOB APPlICATIONSProvides a list and status of jobs you have applied for.

EMPlOYEE PROFIlE USER gUIdESelect Careers > My Employee Profile in Talentworks to be taken to your Public Profile. Click the down arrow next to Public Profile and select Profile to view/edit your profile.

Note – The detailed information located in your Profile, Profile History, or Career Workspace is not visible to your peers. Profile History comes from SAP.

SAVEd SEARChES/AlERTSKeepuptodatewithcurrentjobpostingsbycreatingJobAlerts.ClickSavedSearches/AlertsandthenclickCreate New Job Alert. A Job Alert works almost identically to a Job Search. Once a Job Alert is saved, you will be notified by email (to your Bechtel account) of any new job listings that meet your selections as soon as they are posted.

6. TalentWorks (Cont’d)

See the following pages for screen shots of the editable sections of the Public Profile. These sections are a combination of free-text fields and drop-downs, which you access by clicking the ‘Edit’ button in the upper right-hand corner of each section’s frame. Be sure to save after you complete each section.



WORk hISTORY SUMMARYThis section is where you briefly describe your past work history. There is a 350-character limit in this section, so be as brief as possible — this is where your personal brand statement would go.

6. TalentWorks (Cont’d)

WORk hISTORY dETAIlSIn this section you describe your work history in more detail. It is similar to the Employment History part of your resume. List all the positions you have ever held, whether they are within Bechtel or outside of Bechtel.

Note – You can copy and paste from your Bechtel resume here.

SPECIAl AChIEVEMENTS ANd CONTRIBUTIONSList notable, first-of-a-kind, or major contributions here. Make sure they’re relevant to the current field of work, and help distinguish you from the competition.

FUNCTIONAl ExPERIENCEEnter details of the functions you have been involved with during your time at Bechtel and outside of Bechtel, and your years of experience.

INdUSTRY ExPERIENCEEnter the industries you have worked in throughout your professional career.

FORMAl EdUCATION This section is prefilled based on information maintained by Bechtel Business Services. These sections are not editable via TalentWorks. If updates need to be made, please contact your HR representative.

PROFESSIONAl REgISTRATIONS/lICENSES/CREdENTIAlS, PROFESSIONAl MEMBERShIPS These sections are prefilled based on the information in myINFO, and can be edited through myINFO. They are not editable via TalentWorks.

lANgUAgE SkIllSEnter your language skills and rate them based on speaking, reading, and writing proficiency levels.

gEOgRAPhIC ExPERIENCE In this section, list the regions and locations you have worked during your entire professional career, including the number of years you spent there.

HR to provide new screen shots

Need new screen shot


The following resources can aid your job search outside Bechtel.

JOB BOARdSJob boards can be one of the most effective tools for finding your next external opportunity. They are generally simple to use and easily connect you to thousands of companies. Most job boards let you store multiple versions of your resume — each one tailored to the specific job you’re seeking — and apply for jobs online with only a few clicks.

However, employers get hundreds of resumes via job boards, so make sure yours stands out.

TIPS � Create a full profile on each site. � Upload your resume. � In the job searching tab – search keywords and job titles. � Narrow your location searches. � Don’t search solely on salary: most companies don’t put such information online. � Set up job alerts on each job board if available. � Select a certain number of jobs that you will be applying for each day and stick to a routine. � Check local newspapers: they may also have online jobs pages.

SUggESTEd JOB BOARdS (AUSTRAlIA)

JOB BOARd WEBSITE COMMENTS

www.seek.com.au •Severalsearchfilters •“AdviceandTips”section •Shortlistjobsandtrack“MyActivity”

www.careerone.com.au •Severalsearchfilters,includesbyindustry •Jobsearchtips

www.applydirect.com.au •Jobalerts •“FeaturedJobs”postedinlast24hours

SOCIAl MEdIA: lINkEdINLinkedIn connects professionals via the Internet. It’s the world’s largest professional-oriented social media platform, and it provides you an online platform to create, share, or exchange information, ideas, and visual elements in virtual communities and networks.

SOCIAl MEdIA WEBSITE TIPS

www.linkedin.com •EnsureProfilePictureisappropriate,Professional Headshot is recommended. •Makesureyourprofileinformationreflectsyour resume •Obtainrecommendationsfromprevious supervisors/co-workers •CheckPrivacySettings– Go to: Accounts & Settings, Privacy & Settings

7. External Job Search Strategies

OThER SOCIAl MEdIA There are many other professional communities online. Even the “non-professional” sites can be used if you approach the task carefully. (See entry on Facebook, below.) Professional social media sites all work a bit differently, but tips for using them are similar:

� Picture – Make sure any profile picture looks professional, and that you are smiling.

� Title/Professional headline – this typically appears directly under your name and is a one-sentence explanation of your profession.

� Summary – these allow you to create free-form descriptions of your experience, expertise, and objectives.

� Experience – this section may be lengthy; it effectively becomes your online resume.

� groups – if the site offers it, you can find industry groups to join. These groups are inherently valuable in keeping you abreast of developments in your field, and can help demonstrate to recruiters that you are up-to-date on professional trends.

� Connections – this functionality allows you to add colleagues and people you know. It keeps your connections in a single place (although you can replicate connections across multiple sites if you so choose) and allows you to message them at will. These connections can become very important components in your professional network.

� Job Search – most such communities include job search functionality, available via key word searches or similar methods.

FACEBOOkFacebook …

explanation TBC – HR to provide


SUggESTEd JOB BOARdS (UNITEd STATES)

JOB BOARd WEBSITE COMMENTS

www.monster.com •Generalandadvancedsearchoptions •CareerResources,interviewtips, sample resumes, “Popular Jobs”

www.careerbuilder.com •JobRecommendationstechnology matches your resume with current jobs •Jobalerts •AdviceandResourcesincludingsalary calculator

www.jobs.com •Browsejobsbystateand/orindustry •PoweredbyMonster

www.rigzone.com •Oil&Gasindustryspecific •WeeklyJobRegister •Searchfilters •Worldwidejobopenings

ThE POWER OF NETWORkINgNetworking always has been and continues to be the number one job search strategy. In its most basic form, networking means remaining connected with people you’ve interacted with during your career and who may be able to help you in the future — or who you might help in turn. As you move through your career, it’s important to follow your contacts, and to be sure to thank them if they facilitate an interview, refer you, advise you of an interesting development, or support you in any way — regardless of whether it helps you get a job or not. Basically, you foster strong professional relationships by sharing useful information with your contacts. That’s why it’s called ‘networking.’

7. External Job Search Strategies (Cont’d)

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Networking includes the sort of person-to-person interaction that people naturally develop over their careers, as well as networked communities facilitated by websites such as LinkedIn. There are also hosted face-to-face networking events where the participants seek to expand their contacts via direct communication with people they might otherwise not meet. The below tips apply to all three types of networking.

does not produce instant results. She advises, “Be prepared for a slowdown after you get started. Stay politely persistent with your leads and build momentum. Networking is like gardening: You do not plant the seed, then quickly harvest. Networking requires cultivation that takes time and effort for the process to pay off.”

5. Be Focused on quality, Not quantity – When networking in a large group setting, ensure you circulate and meet people, but don’t try to talk to everyone. It’s better to have a few meaningful conversations than 50 hasty introductions. Try not to just cling to people you already know, because you’re unlikely to build new contacts that way. If you are at a reception, wear a nametag and collect or exchange business cards so you can follow up.

6. Be Referral-Centered – The person you are networking with may not have a job opening, but he or she may know someone who is hiring. The key is to exchange information and then expand your network by obtaining additional referrals each time you meet someone new. Be sure to mention the person who referred you.

7. Be Proactive – Stay organised and track yournetworkingmeetings.Keepalistofyourcontacts and update it frequently with the names of any leads given to you. Send a thank you note or email if appropriate. Ask if you can follow up the conversation with a phone call, or even better, with a more in-depth meeting in the future.

8. Be dedicated to Networking – Most importantly, networking should be ongoing. You should stay in touch with contacts over the long term, not just when you need something. Make networking part of your long-term career plan.

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7. External Job Search Strategies (Cont’d) Notes:

THE 8 kEyS TO NETWORkiNG1. Be Targeted – Identify your network. People

often think they don’t have much of a network — but start by listing everyone you know who may be a prospect. Family members, friends and neighbours, faculty members, classmates and alumni, bosses, co-workers, Facebook friends, and community associates are all potential resources. Attend meetings of organisations in your field and get involved. You never know where you are going to meet someone who can give you a lead.

2. Be Prepared – Define the information you need and your core goals for networking. (Refer to your handbook on skills assessment and personal branding.) Remember, your objective is to get to know people who can provide information or facilitate opportunities and leads. These contacts may increase your visibility within your field, propel your professional development, point you to suitable mentors, or increase your chances of promotion — and perhaps find your next job. Imiportantly, know yourself, your education, experience and skills. If you’re attending face-to-face network events, try practicing a concise, one-minute presentation about yourself before you go. Such presentations should include an introduction, a self-overview, prepared Q&A, and a closing. Don’t forget to seek referrals.

3. Be Professional – Ask your networking prospects for advice, not for a job. Networking meetings should be a source of career information, advice, and contacts. Start off face-to-face encounters with a firm handshake, eye contact, and a warm smile. Focus on asking for one thing at a time. Your contacts expect you to represent yourself with your best foot forward — and they’ll be trying to do the same.

4. Be Patient – Heena Noorani, Research Analyst with New York-based Thomson Financial, tells us to avoid feeling discouraged if networking

28

The following summary of a typical recruitment process will help you understand what to expect when you start your job search.

8. Typical Recruitment Process


Apply Phone Screen Interview Referees Offer

Medical/ Police

Clearance

Most companies will refer you to their company website to view open jobs – Apply online to ensure you don’t miss out!

Top job boards to check out:

www.seek.com.auwww.careerone.com.auwww.applydirect.com.auwww monster.com

Some companies can take up to 2 weeks to advertise/shortlist.

Tip – Tailor your resume to the job you are applying. Refer to Resume Writing Guide.

Brief conversation with the recruiter on your job history, skills, availability, salary expectations.

Allow up to 30 minutes.

Tip – Know the jobs you are applying for and ensure you are available to talk in a quiet space as this is an opportunity to make a good first impression.

Interview face-to-face, telephone, skype, video conference.

Interview normally takes place with the hiring manager(s) and a representative from HR and/or recruitment.

Allow up to 1 hour and a half.

Tip – Attend out Interview Techniques workshop for more information.

Recruiter will contact references if you are being considered.

Ensure you have 3-4 referees.

Referees are previous managers, supervisors, leads who you have directly reported to.

Tips – No relatives. Ensure referees have been contacted prior to providing their details.

Pre-employment Medical/Drug and alcohol Screen – Allow up to 3 hours.

Police Clearance – Requirement for some industries.

Verbal Offer/Written Offer.

Once you are happy with the terms and conditions and have accepted the proposed offer, provide the appropriate notice to your current employer.


9. interview GuideThis Interview guide includes interview preparation, typical interview process and types of interviews, potential interview questions, interview scenarios, and tips for managing stress and anxiety during the interview process.

PREPARE FOR ThE INTERVIEWPut as much effort into your interview preparation as you would during the actual interview. Being well prepared for an interview enables you to build confidence and may help you to manage stress and anxiety throughout the interview process. Once you have landed an interview, begin preparations immediately. See the Interview Prep Worksheet (page x) to help you get organised.

RESEARCh COMPANYDo your homework! Spend time researching the company before your interview. A good source of information is the company’s corporate website. Your own professional network may also help. Information to gather includes:

� The company’s major markets. � Its biggest competitors. � Its customers. � Its organisational structure. � Its company culture. � Contacts in the organisation that you can

reach out to.

ASSESS YOUR SkIllS ANd BACkgROUNd; REVIEW PAST ExPERIENCESAssessing your skills and reviewing your past experiences helps you prepare for potential interview questions. You can determine the skills and experiences most relevant to the position you have applied for as well as the areas you want to highlight during the interview. Find ways to relate your skills and past experiences to the position and organisation. Use them to promote yourself and the value you will bring to the organisation if successful.

ASSESS YOUR SkIllS ANd BACkgROUNd � Talents and abilities. � Skills to develop or improve. � Transferrable skills you possess that may apply

to the role or organisation. � Activities or tasks you want to avoid in the

workplace. � Lifestyle, salary requirements, location

preferences. � Career and educational goals. � Strengths and weaknesses.

REVIEW YOUR PAST ExPERIENCES � Achievements or past responsibilities that are

relevant to the position and what you have learned from them.

� Companies previously worked for that are from the same or similar industry or have a similar organisation structure.

� Roles you have held that have prepared you for the position you are seeking.

ANAlYSE ThE JOB dESCRIPTIONPrior to your interview, study the job description. Ensure you understand the specific job tasks and duties, and note any particular aspect that you may want clarified by the recruiter or the interviewer. Again, you should relate your previous roles and/or experiences to the position and highlight how they have prepared you for this particular position.

CONTACT REFEREESBefore your interview, ensure you have the current contact details for your referees and let them know you will be interviewing so they can be prepared to respond to any requests for references.

PRACTICE, PRACTICE, PRACTICE!Practice your presentation to help boost confidence and alleviate nerves. A typical interview may start with a simple question like, “Tell me about yourself.” A well prepared, thought-out, and practiced response to this question will ensure you set a confident and positive tone from the start of the interview.

There are many ways you can practice for an interview. For example, you can participate in the Bechtel Wheatstone Transition Services Workshops. These Human Resources-facilitated workshops give you the opportunity to learn about a typical interview process, practice responding to questions in various interview formats, and to receive evaluations and feedback on opportunities for improvement. Please visit the HR section on the Wheatstone intranet portal for scheduled workshop times.

Another opportunity for practice is to anticipate potential questions and speak your responses aloud. This interview guide contains a series of sample interview questions based on varying types of interviews that you may wish to review, as well as information on the STAR method (See page xxx) to help prepare responses.

If you have practiced and prepared well, you will be more confident and more likely to present yourself in a positive manner.

PROFESSIONAl APPEARANCEYour appearance plays a large part in the impression you make on an interviewer and can set the tone for your discussions. Plan what you will wear to the interview and select appropriate, comfortable clothing suitable to the organisation; and ensure you are well groomed. Feeling good about your appearance may boost your self-confidence and increase your chances of success.

FINAlISE PREPARATION ThE NIghT BEFOREMake sure you are prepared and not rushing for your interview. Finalise preparation the night before your meeting. Confirm the location and directions, prepare your clothing, and ensure you have the appropriate documents printed and notes prepared. Be sure to get adequate rest.

32

The primary purpose of an interview is to supply information about yourself that may not be contained within your resume, and to show that you have a strong sense of self and direction in your career. An interview is also an opportunity for you to learn more about the specific role you’ve applied for and the organisation itself.

TYPES OF INTERVIEWSInterviews may be conducted using several different methods (described below). Ask the recruiter beforehand about the interview structure and who will be conducting it.

FACE-TO-FACEIn addition to your well-prepared and well-rested self, bring the following:

� Name(s) and contact details of the recruiter and/or interviewer(s), and the address of interview.

� Multiple hard copies of your resume. � Contact details for referees, if not listed on your

resume or if their details have changed. � Job description. � Notes from your research. � Questions you want to ask. � Samples of work relevant to the position, copies

of certifications, diplomas or degrees if appropriate.

� Any other documents you have been specifically asked to provide.

TElEPhONESome recruiters will conduct a phone screen prior to inviting you in for a face-to-face interview. Also, organisations with remote jobsite locations may conduct interviews via phone. Tips include:

� Be sure you have all the materials you need for the interview handy. Make sure you have suitable phone coverage and battery power before the interview starts.

� Plan to be in a quiet location with no distractions. Speak clearly and don’t interrupt or talk over the interviewer.

� Remember to smile because even though you are not visible to the interviewer, your smile will translate into a pleasurable tone of voice.

10. The interview

11. Stages of an interview � Overview of Role and Organisation

Typically the interviewer will cover an overview of the role and the organisation. Take notes of any questions you may have or any information that you feel may be of use later in the interview when you are responding to questions.

� q&AThe interviewer may use trait-based questions, which are typically more general in nature.Examples of trait-based questions are:

“What are your strengths/weaknesses?” “Would you describe yourself as reliable?”

The interviewer may also ask behavioural and/or competency based questions. This interviewing practice is based on the premise that past behaviour is the best predictor of future behavior and is based on the competencies, skills, and other job requirements. These are open-ended questions that require you to respond by describing something you have done that addresses the activity in question.


VIdEOWith technologies such as Skype and Facetime, video interviewing is becoming more common.

� Similar to a phone interview, you should have your notes, reference materials, resume, etc. handy, ensure suitable internet, Wi-Fi or phone coverage, and check that you have a full battery charge or mains power for your iPad, computer, etc. Again, be in a quiet location with no distractions.

� Pay special attention to your physical appearance, as you would for a face-to-face interview.

PANElPrior to a panel interview, check with the recruiter to see how many individuals the panel will be comprised of and bring along an appropriate number of copies of your resume. In panel discussions, it is important to note panel members’ names and to address the full panel when responding to questions.

gROUP PROJECTDuring a group project style interview, you would typically be assigned a group to take a project brief through to implementation. Teamwork, leadership, and communication are typical traits that would be assessed in this type of scenario.

INTROdUCTIONEnsure that you have all of your materials prepared and organised. Create a positive first impression from your initial arrival. Be on time. Be relaxed, friendly, and pleasant with everyone you meet and make sure you maintain a confident, upright posture; maintain eye contact; and shake hands firmly. Also, make note of and remember your interviewers’ names and their roles within the organisation.

BOdY OF ThE INTERVIEWThis portion of the interview involves the interviewer asking you questions to assess your suitability for the job. It is important that you present yourself confidently, persuasively, and professionally. Use active listening skills and seek to answer questions thoughtfully and confidently using appropriate eye contact. During this phase, the interviewer will usually provide opportunity for you to ask questions or seek clarification of the role and organisation.

The body of an interview would typically be structured as:

� Overview of Resume/Background The “tell me about yourself (or resume)” question. Use the Interview Prep Worksheet (page x) to prepare, and practice a clear and concise response to this question.

34

ClOSEUse this opportunity to ask the interviewer any questions you have that have not been covered. Use the Interview Prep Sheet to prepare any questions you may have for the interviewer and bring the questions with you. Also, make notes throughout the interview of anything you may want to ask that was not covered or you want additional information on. Asking questions can also convey your genuine interest in joining the organisation.

Be sure to reiterate your interest in the position and confirm what the next steps are and the timeline. Be sure to thank them for their time.

POST INTERVIEW/FOllOW-UP

REVIEW ANd CRITIqUE YOUR PERFORMANCEFollowing your interview, take the time to review your performance. What things went particularly well? What are areas for you to improve? It is also a good idea to note any particular questions you may have received that were difficult for you to answer.

ASSESS AREAS FOR IMPROVEMENTFrom the areas that you felt you could have done better, determine what steps you need to take to address them. Ask yourself:

� What was challenging or uncomfortable during the interview?

� Did I prepare adequately for the interview? How could I do this better?

� Do I require additional certifications or training for that type of position? How would I accomplish this and in what timeframe?

� How can I better promote past experiences, roles held, or responsibilities?

Review the Interview Prep Sheet to help you brainstorm.

FOllOW UP During your interview, be sure to ask about the timeframe for decision-making and next steps. Based on the timeframe, be sure to leave an appropriate amount of time before following up with the recruiter. Leave at least a week before making a call and when you do call, be polite and direct but avoid coming across as pushy or difficult. If you are unsuccessful in your interview, don’t be shy in seeking feedback. Let the recruiter know if you would be interested in future opportunities.

11. Stages of an interview (Cont’d)ANOThER COMMON INTERVIEW TEChNIqUE – ThE STAR METhOdThe STAR method (Situation-Task-Action-Result) breaks down your responses to a question into an organised, complete, and well thought-out answer. This method is used by interviewers to evaluate candidates’ responses — and by candidates to structure their answers for maximum positive impact.

SITUATION OR TASkThoroughly describe the situation or task that you faced – what were the circumstances, the problems you were facing, and the details of the situation?


S

T

A

R

Situation:Introduce the occasion you are about to describe. (Who, What, When, Where, Why)

Task:Describe your responsibilities and what you were required to do.

Action:What role did you specifically play?

(Speak of what you did, not what you would do)

Result:What happened and what did you accomplish?

What were the results and what did you learn?

“My role as project manager was to ensure that projects were completed on time and on budget.”

“My last role involved combining three office spaces into one. I had a tight deadline of 90 days and dealt with multiple contractors from difference companies. I knew it was going to be a struggle to complete the job in time. I set the goal of having everything completed within 80 days to give us 10 days at the end to make final corrections.”

“By dividing all the different contractors into three main teams and having three project managers controllling the three teams, I was able to create a more efficient and effective work timetable and ensure that downtime was kept to a minimum.”

“As a result of this more efficient work process, we completed the job on time and reduced costs by 15 percent. This new way of dividing contractors into smaller teams has now been incorporated in standard work procedures and has delivered a reduction in overall costs.”

ACTION(S)Refer specifically to the role you played and only use “we” when necessary. It is important to clarify what level of involvement you played compared to the team. Ensure you speak of what you did, not what you would do. Be detailed and concise.

RESUlTSMake sure your answer contains the following elements:

� What happened? � What were the results? � What did you accomplish? � What did you learn?

Example: Tell me about a time when you set yourself a goal and were able to meet or achieve it?


12. Navigating Difficult interview ScenariosYou should anticipate difficult questions that have the potential to throw you off during an interview. Use the Interview Prep Sheet to plan for the following typical scenarios before undertaking an interview.

RESUME gAPSMore likely than not, a gap in your resume employment history will be addressed during an interview. Be prepared to respond to questions on this and focus on any new certifications, education, training, skills or activities you undertook during your time away from employment.

WhY ARE YOU lOOkINg TO lEAVE?

A common question for interviewees is an inquiry into what their driving force is to seek employment elsewhere or why they left their last position/company. When responding to this question, speak positively about your experiences at the other organisation and steer the conversation towards skills and knowledge you acquired while employed there and how those may be relevant to the position for which you are interviewing. Stay focused on the positives.

WhAT TYPE OF SAlARY ARE YOU lOOkINg FOR?When asked this question, it is perfectly acceptable to provide a simple response – salary is negotiable.

Using the STAR method described earlier, uses these spaces to prepare strong responses to typical Competence/Behavioural questions.

1. Tell me about an important project you worked on and how you achieved your goal (execution).

SITUATION OR TASk:

ACTION:

RESUlT:

2. describe a time when you had to plan project, the actions you took, and the outcomes (execution).

SITUATION OR TASk:

ACTION:

RESUlT:

13. Sample Behavioural interview Questions

36


3. describe a scenario in which you had to use several different strategies/approaches to gain buy-in from others in the organisation (influencing others).

SITUATION OR TASk:

ACTION:

RESUlT:

4. Tell me about a time when you initiated a project without direction and saw it to completion (initiating and innovating).

SITUATION OR TASk:

ACTION:

RESUlT:

13. Sample Behavioural interview Questions (Cont’d)

5. Tell me about a time when you had to “sell” change to your direct reports and/or organisation (managing change).

SITUATION OR TASk:

ACTION:

RESUlT:

6. Explain how you prioritise tasks and how you resolve them when conflicts arise (managing and measuring results).

SITUATION OR TASk:

ACTION:

RESUlT:


7. give me an example of a time when you encountered poor communication and you overcame it to turn it into a positive outcome (communicating).

SITUATION OR TASk:

ACTION:

RESUlT:

8. What was the most technologically challenging project you worked on? What did you do and what were the results? (technological skills and knowledge).

SITUATION OR TASk:

ACTION:

RESUlT:

13. Sample Behavioural interview Questions (Cont’d)

9. Tell me about a time there was conflict between two team members that impacted the whole team. how did you handle it and what was the outcome? (teamwork).

SITUATION OR TASk:

ACTION:

RESUlT:

10. describe the process you used to correct an employee who wasn’t performing up to expectations? (directing others).

SITUATION OR TASk:

ACTION:

RESUlT:


14. interview Prep SheetPo

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INTERVIEW PREP ShEET


Notes: Notes:

48

Notes:

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