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Cracking the “Canadian Experience” Code Shannon Jackson, Manpower Services.

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Presentation on theme: "Cracking the “Canadian Experience” Code Shannon Jackson, Manpower Services."— Presentation transcript:

1 Cracking the “Canadian Experience” Code Shannon Jackson, Manpower Services

2 Agenda  Thank you  What does “Canadian Experience” really mean?  Planning your job search  Your resume  The interview  Interview follow-up

3 Thank you for choosing Canada.

4 The “Canadian Experience” Paradigm  Important in occupations that are legislatively-specific; I.e. Tax Accountants or legal professionals  Otherwise, SHOULD NOT be a consideration  Hiring authorities want to know that:  a) your experience equates to the experience people gain in a Canadian work environment  b) you are able to communicate effectively in English  c) you have an understanding of Canadian cultural norms, and will “fit in” to the environment  d) you have a local understanding of industry trends and can contribute to the company’s “competitive knowledge”.

5 Your Experience = Canadian Experience  Have your education reviewed by WES (World Education Services)  Highlight work experience with internationally recognized organizations (on your resume and interview)  Focus on what you did; be very specific about the tasks of your role

6 Communicate Effectively In English  Employers listed communication skills as the #1 attribute that they look for in a new hire.  If your spoken English is lacking, access resources such as COSTI, Skills for Change, LINC to improve.  If your spoken English is strong, be sure to follow up all resume submissions with a phone call.  Understand how expressions translate into English  MAKE ALL WRITTEN CORRESPONDANCE ERROR-FREE!

7 Canadian Cultural Norms  Learned primarily through observation/experience  Key to leaving interviewers with the impression that you will “fit in” to their environment  Can be learned through temporary work    

8 Planning Your Job Search “”“ Most problems that surface during the job search have a their beginnings in decisions you avoided before you started. Poor early planning or a lack of career focus leads to a lack-luster interview, and a badly managed job hunt. Its hard to be dynamic during an interview when you have only a vague idea of why you’re there in the first place. For the same reason, it’s even harder to get a job offer” The Only Job Hunting Guide You’ll Ever Need Katheryn and Ross Petras

9 Planning Your Search  Research companies  Know who you want to work for, what you want to do, and why  Organize your job search  Keep a Log Book  Know where, when, and how you sent your resume, who you addressed it to, when and how you followed-up, to whom you spoke, their title, and details/instructions for moving forward  Plan your 30-second summary

10 Your Resume  Three resume formats - functional, chronological, combination  Chronological or combination resume formats preferred by most hiring managers   DO NOT include SIN, marital status, ethnicity, religion, photo, physical health, references names/contact info, salary history or expectations, or reasons for leaving jobs.  1-2 pages best, include languages spoken (especially if you speak french/english)  Have a formatted resume for an interview/e-mail attachment submission, have a text resume to enter into a database

11 Your Resume  Contact Information  on EVERY page  Objective  Be specific - tailored to the position  Personal Qualifications / Profile  List Languages!  Employment History  Education  Most impressive first  Hobbies/Activities - Only if relevant

12 Your Resume  Be error-free  Use keywords and/or action verbs  Emphasize skills  Be honest  Sell yourself  Stick with common headings  Summarize information  Choose positive language  Have someone in same / related field review  Avoid “Dear Sir” salutations

13 After You’ve Sent Your Resume...  DO call to follow up  DO be polite; even if you are feeling frustrated  DO prepare your call’s purpose and objective, and be able to state that clearly.  “Engage the receptionist”, rather than “breaking through the gatekeeper”  Ask for their advise on how and how often they’d like you to follow up - then follow that advise Remember: As you follow-up on your resume submission; YOU ARE MAKING A SALES CALL!

14 The Interview…  Be early - 15 minutes Maximum!  Treat the receptionist well  Be prepared  Review the job description  Know why you want the job  Research the company  Have questions and references ready  Practice  Dress for success  Make all correspondence error-free  Bring extra resumes

15 Components of a Traditional Interview...  Introductions  Small Talk  Review of Background/Interests  Be able to capture in one sentence WHY you want this job  Behavioral Questions  “tell me about a specific time when you…”  Your Questions  Conclusion  Next Step

16 Common Interview Challenges for IEP’s  The receptionist  Rapport-building small talk  Work samples

17 Behavioral Based Questions  Based on the premise that the best predictor of future performance is past performance  Asks for SPECIFIC examples of when you’ve used certain skills or competencies in your previous roles  Asks questions starting with “tell me about a time when”, “Describe a situation when”, “Give me an example of a time”

18 Behavioral Interview Two Most Common Mistakes: Not Specific Enough Fail to use one example Fail to speak of what THEY did Talking too much - not on topic Lose the point of the answer

19 Behavioral Interview Best answer to a behavioral question: Four Sentences: One sentence overview of the situation One sentence about what YOU did One sentence detailing the result One sentence about the benefit to the new company

20 Your Questions - And You Need to Have Them Some Questions To Ask:  Is this a new position?  To whom would I report?  What type of training is offered?  What are the growth opportunities?  If I am your successful candidate, what are the top three things you would want to see me accomplish in my first 6 months / year?

21 Skill Assessments - A Valuable Tool for IEPs  Enable you to prove your skills; thus “leveling the playing field”  Should be relevant to the position  Don’t refuse to do them  Do ask the recruiter to discuss your scores with you  If you have not been as successful as you would have liked, ask if you can re-test after a period of time

22 Reference Etiquette  Confirm with your references the use of their name/contact information BEFORE providing it to the company  Provide accurate reference contact information only at the interview; do not include it on your resume - if references are international, offer e-mail address, mailing address, full phone number (including country exchange), and time zone details.  Furnish your references with an up-to-date copy of your resume, and with the job posting (where possible), so that they can speak competently about your skills as they relate to the position you’re seeking

23 Closing/Follow-Up  Show positive appreciation  Ask for the next step  Smile and a firm handshake  Take notes after the interview  Thank you card

24 Thank you, and Good Luck in Your Search! Be sure to check out: Questions? e-mail me at:

25 Resources for Finding Job Leads A Quick Reference Guide for Finding Jobs

26 Finding Job Leads...  Networking  Job Fairs  The Internet  Newspapers  Staffing Services

27 Networking  Job searching, the word “networking” seems overused but it is for a reason; IT WORKS!  Create a contact list (anyone you know with a job!)  Make networking/briefing calls  Contact people from your list; let them know you are looking; ask them if they have any referrals/suggestions of where to go.  Follow-up  Be sure to contact the person after you’ve been referred, and send a “thank you” to the person who referred you.  Tell EVERYONE you are looking for work  I have hired people I have met in the laundry room, the elevator, the grocery store line-up…  Any time you engage in a conversation with someone new, let them know you are looking for work - Who knows? They may be hiring!

28 Job Fairs  Bring several resumes  Expect to see 50 or more companies; have enough resumes for everyone.  Prepare a 30-second and a 3-minute pitch  Be able to describe in 30 seconds: Your name, your experience, and what you are looking for.  Be able to elaborate with a recruiter who seems interested; prepare 1 - 3 minute presentation of yourself  Gather information  Ask for information about their company; then read it!! It will be helpful for your follow-up and interview.  Dress the part  Go to the job fair dressed for work. It will help the recruiter envision you in a working role.  Follow-up  Get a phone number from each Recruiter you meet. Call them within one week of the event to follow-up.

29 Top Job Sites      tech positions)     Industry association sites

30 Newspapers - Career Pages  Toronto Star - Tues/Thurs/Sat  Great for office / customer service / management level jobs  Toronto Sun - Wed/Sun  Great for industrial/manufacturing/skilled trades jobs  Globe and Mail -  Executive Positions  Hospital/Social Services  NOW Magazine  Non-profit organizations

31 Staffing Services, I.e. Manpower  Way to make job contacts  Temporary work focuses more on skills than fit; it can be a great way to get into a company, and show them what you can do!  Can lead to permanent work  Approximately 35% of Manpower temporaries are hired by the companies Manpower sends them to.  Gets you into the companies you want to work for  Manpower hires for 94% of Fortune 500 companies in North America  Great opportunity to explore the job market, without damaging your resume  You get to try companies before making a permanent commitment to them.  Skill Assessments can “level the playing field”  validated assessments show what you can do; minimizing the Canadian Experience issue.

32 Advantages of Working of Manpower  Foot-in-the-door  Free skills assessment  Free training - Global Learning Centre  Great clients - 94% of Fortune 500!  Benefits  Flexible Hours  Annual Win-A-Prize Campaigns  Referral Bonuses  No Fees!

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