Federal Job Search

Career Assessment Tools Can Help You Figure Out Your Next Move

by

Dissatisfied with Your Career, But Not Sure What to Do Next? Many of us have vague ideas about changing careers but aren’t exactly sure what it is we want to do. If you are in a quandary about what to next, you may want to consider taking a career assessment.

Career assessments are tools that are designed to help individuals understand how a variety of personal attributes (i.e., values, interests, motivations, behavioral styles, aptitudes, and skills) impact their potential success and satisfaction with different career options and work environments.

Assessments of some (or all) of these attributes are often used by individuals or organizations — such as university career services centers, career counselors, outplacement firms, HR staff, executive coaches, vocational rehabilitation counselors, and guidance counselors — to help individuals make more informed career decisions.

Motivational Appraisal of Personal Potential Assessment (MAPP)
The MAPP career assessment is perhaps one of the most widely used tools for finding a career that fits with your interests. It consists of 71 questions regarding your “likes” and “dislikes” and takes approximately 20 minutes to complete.
*Future articles will explore these tools in greater depth so stay tuned.

These decisions may be on the front-end — as in, “What are some suitable career options I should pursue?” — but they are also beneficial for helping experienced professionals assess why they are feeling unfulfilled in their current occupations or worse yet, totally “burned out.”

Additionally, some individuals are “thrust” into exploring careers because the career path they were on is no longer viable, either because of industry, economic, or life changes.

Find a match

Career assessments can help you learn about occupations that are a good match for you, identify skills you bring to a job and/or decide where you need training, consider careers you may not have thought about before, and even help you write a more personal, focused résumé.

In short, a career assessment can help you make the best career decisions to grow both personally and professionally.

However, there are some drawbacks. Although the results of an assessment may provide some enlightenment and options, it may not address your particular issues and needs.

Additionally, some of the best assessment tools require the help of a qualified professional to ensure you interpret and apply the results correctly (lest you find yourself on a path to working in another occupation you don’t like). Also, keep in mind that many of the assessments are based on your view of yourself and we are often unaware of our own strengths, weaknesses, and ingrained misperceptions.

Whether completed online or in print (paper and pencil), the majority of assessments are administered in the form of a questionnaire. You may be asked to choose from a group of options, select from terms that are most like you or least like you, or rate activities as those you most enjoy/least enjoy.

Each assessment is scored against characteristics of various occupations — the skills/abilities, interests, values, and motivations required to effectively perform and enjoy the occupation.

Assessment results are not randomly matched to occupations. The Standard Occupational Classification (SOC) System, a United States government system of classifying occupations, is used by U.S. federal government agencies collecting occupational data. This system enables comparison of occupations across data sets. The SOC covers all occupations in which work is performed for pay or profit and reflects the current occupational structure in the United States.

On the other side of the equation are the tools themselves, which are drawn from research studies, collected data, and theories developed by psychologists. Several well-known and popular assessments are modifications based on these studies. Our next several articles will explore these tools in more depth.

Seven Reasons Not to Give Up on Your Job Search During the Holidays!

by

Conventional wisdom has it that no one hires during the holidays. While most of us would agree that hiring certainly slows down during the period between Thanksgiving and the New Year, work does not come to a complete halt. In fact, some people argue that the holidays is a great time to look for a job. Here are 7 reasons to consider:

  1. Oftentimes employers are looking to fill positions before the end of the year so people can start in early January.

Read more

Do These 10 Things to Get that Federal Job You Want

by

As we get closer to the holidays, everyone gets busy and distracted on personal matters. However, you can take advantage of the slowdown to up your government job search game.

Here are 10 easy things to do that won’t take much time but will pay dividends!

  1. Double-check your USAJOBS Profile. Make sure it is up-to-date in terms of your contact information, your eligibilities, etc. Veterans, this is especially important as you want to ensure that your eligibilities count.
  2. Understand your eligibilities. Do you have veterans’ preference? Do you have status? Are you eligible for reinstatement? Are you Schedule A eligible? A military spouse? Understanding your eligibilities and what they mean will help ensure you apply for jobs for which you are eligible.
  3. Turn on the feature that automatically notifies you when the status of your application changes. Under what was known as “hiring reform,” agencies are supposed to notify via email: A) when your application was received; B) whether you were rated qualified or unqualified; C) whether your application was sent to the hiring manager; and D) when a selection is made. While it is true that agencies don’t always take these steps (or the steps aren’t always taken in a timely manner), you still want to sign up for this feature.
  4. Create a search agent on USAJOBS to automatically send you job postings that meet your criteria.
  5. Make sure your resume is up-to-date so that you’re ready to apply for the job postings which have quick close dates.
  6. Add accomplishments to your resume, at least for your current job. You should include at least one achievement for each year in your current job. If you’ve been in your current job less than one, apply the concept your prior job.
  7. Get rid of jobs on your resume that are more than 10 years old. Employers want to know what you have done recently and be assured that you’re not resting on your laurels. If you were the hiring manager, would you want to pick someone who had not done the job in 20 years or someone who is doing it now?
  8. Apply for jobs for which you are qualified for. This is more than having time-in-grade; you need to have the specialized experience too.
  9. Review the questionnaires associated with each job posting before deciding whether or not to apply. You can review the questionnaires without applying; most postings have a link to view the questionnaire. If you cannot provide the highest and best answer to the vast majority of questions, you may not be rated as best qualified.
  10. Make sure you use key words from the job posting in your resume; make it easy for the HR people to see that you’re qualified.

BONUS: Still not sure you know what to do? There are many free training sessions offered on using USAJOBS and applying for a government job. Bookmark: https://www.usajobs.gov/Notification/Events/ and keep checking!

10 Things You Can Do Right Now to Improve Your Resume

by

Most of us are looking for quick and easy things to improve our resumes without a lot of work or time. Here are 10 things you can do; all totaled, these should take less than 30 minutes:

  1. Is your education listed first? If so, move it to the end unless you have no work experience. Most employers value your work experience more than your education. EXCEPTION: if you are an academic and presenting a formal CV.
  2. Are there tables embedded in your resume? If so, remove them.
  3. Does your resume go back more than 10 years or so? If so, eliminate your earlier work experience; employers want to know what you have done lately.
  4. Do the dates and jobs on your resume match the dates and jobs on your LinkedIn Profile? If not, make them match.
  5. Does your resume include a Hobbies section? A Personal section? Something similar? Delete them; everything on your resume should be focused on your target job.
  6. Does your resume include references? Or the statement, “references available upon request”? If so, delete this; all employers know that you will provide references if asked.
  7. Do you still have your college graduation date? And it was more than 10 years ago? Delete it.
  8. Is your private sector resume more than 2 pages? It shouldn’t be. Likewise, if your federal resume is ONLY 2 pages, more content is needed. A typical federal resume is 4-6 pages.
  9. Do you have an objective statement? If so, get rid of it; your objective is to get the job! Which is implied by applying for it.
  10. Does your resume have typos or grammatical errors? Not sure? Ask someone else to read it and fix them.

BONUS: Does your resume contain key words for the positions you’re targeting? If not, add them. It’s not about knowing that you can do the job but proving that you already have!

Do I Really Need a Cover Letter?

by

Back in the days of “snail mail,” the use of a cover letter was standard. Applicants mailed their resumes and included a cover letter to introduce themselves and highlight their qualifications. Nowadays, no one actually mails their resume to anyone; so the obvious question is whether cover letters are still needed.

Here are some thoughts to consider:

  • Does the job posting ask for a cover letter? If so, you definitely want to include one. If nothing else, it shows that you can follow instructions (always a plus for an employer!).
  • Is there a place to upload a cover letter? Many private sector Applicant Tracking Systems (ATS) do not provide space to upload a cover letter. If you find yourself in this situation, it is clear that the organization does not want a cover letter.
  • Most private sector recruiters (over 60% according to some studies) do not read them. Of course, that means that approximately 40% of resume reviewers and recruiters do review cover letters.
  • In the federal arena, the first thing that is reviewed is basic qualifications and then the questionnaire; next is the resume. An applicant has no way of knowing whether the Human Resources Specialist reads your letter—or even more importantly, passes it along to the hiring manager.
  • A cover letter that simply says “here is my resume for the ABC position is always worse than no cover letter at all. If you are going to prepare a cover letter, you should make it meaningful. There are still no guarantees that it will be read or considered but if it is, it will at least say something.

If you do decide to prepare a cover letter, here are best practices:

  • Customize your cover letter, including addressing it to a real person and properly noting the job and organization. There is no excuse for “to whom it may concern.” All federal job postings list a contact person. And for private sector positions, use LinkedIn and other sources to find the hiring manager.
  • Make it different than your resume. A cover letter should not just repeat what’s in your resume—highlight your key qualifications and accomplishments vis-à-vis the posting and tell your story, while making it personal. You can and should use “I” in your cover letter.
  • If you are emailing your resume to someone, you should put your “cover letter” in the body of the email, rather than making it a second attachment for someone to open. Keep it short; emails are typically shorter than letters. If you’re putting your resume and cover letter into a system, be sure to put it in the right place.
  • Keep it short and sweet; your cover letter should not exceed one page and paragraphs should be kept to 4-5 sentences.
  • Ensure perfection. Make sure your cover letter is well written and includes no typos or grammatical errors. Ask a friend, family member, or colleague to proof it for you.

While in many cases, a cover letter is no longer needed, if you are going to prepare and submit one, make sure it is worth the reader’s time and attention!

Main Differences Between Federal and Private Sector Resumes

by

Most of us remember the rule drilled into us at school that no resume should be more than 2 pages—and 1 is better! That “rule” points out one of the major differences between federal and private sector resumes.

Let’s look at that and some of other myths about resumes in more detail:

  • Resumes should not exceed 2 pages. SOMETIMES. While I agree with that rule for private sector resumes, if your federal resume is only 2 pages, it will be difficult for you to get traction. From a federal Human Resources (HR) perspective, if its not on your resume, you did not do it; federal HR reviewers of your resume are not allowed to make assumptions or draw conclusions about your experience; it must be spelled out. A typical federal resume is 4-6 pages, while a strong private sector resume is 2 pages (or one, if you are relatively new to the workforce).
  • Resumes do not need to include names of supervisors, starting and end months, hours worked per week, etc. SOMETIMES. As mentioned above, Federal resumes require significantly more detailed information than private sector resumes. This includes things like citizenship, hours worked per week, supervisors’ names (and whether they may be contacted), and more. This information should not be included on a private sector resume (although most private sector employers want to know start and end month, in addition to year). Federal HR can eliminate people from competition who do not include all required information—why take that chance?
  • Uploading resumes is always better than copying and pasting into the builder. WRONG. Private sector organizations have created resume builders for a reason: information appears in the order and location recruiters want to see it. Ditto for USAJOBS. (and not all federal agencies accept uploaded resumes—it would be a drag to figure that out at 11:58PM). While it may take a bit longer to copy and paste your Word document into the available builder, remember that is how organizations want to receive it.
  • Resumes should reflect duties. TRUE BUT. Whether you are putting together a federal or a private sector resume, duties should be included. But so should accomplishments; its not enough for your resume to show that you do “x”; you need to show accomplishments so that readers of your resume can see how you have added value to your organization(s).
  • Generic resume work. WRONG. All resumes, whether federal or private sector should be tailored to individual job postings. This means including all of the job postings’ key words.
  • Email doesn’t matter. WRONG. If you are still using AOL for your email, that screams that you have not updated that part of your life—and begs the question whether you have updated other parts of your work life. While concerns about age are a bigger issue in the private sector than the federal one, it is always a good idea to have a professional email address; preferably, one that has your name (without the year of your birth). And make sure the “display name” is appropriate as well.
  • Formatting should be attractive. IT DEPENDS. Federal resumes are not typically heavily formatted and the USAJOBS builder does not accept formatting tools like bold, underline, small caps, italics, etc. You can get a bit more creative with private sector resumes but remember that most private sector Applicant Tracking Systems (ATS) do not accept embedded tables, certain fonts, PDF, and borders.

While federal and private sector resumes both require the use of key words, the inclusion of accomplishments and accomplishments, there are substantial differences in length, level of detail, and content. When applying for jobs, it is important to make sure your resume matches your target sector for maximum consideration.