Getting a Promotion

It starts with being very good at the job you do now... but not too good! Making yourself indispensable might have the opposite effect.

Getting yourself noticed by the right people will really help. Find out who the decision makers are in your organisation and make sure they know who you are. You can be the most conscientious employee around, but if no one knows you're interested in progressing it's less likely opportunities will come your way.

Some great ways of getting noticed are volunteering for ad hoc projects above and beyond the scope of your current role. They will give you the opportunity to showcase the other strengths, skills and abilities you have. Be prepared to take on additional responsibility.

Always look out for development opportunities, either formally through training courses and management development programmes and informally, through cross-functional working groups. If there aren't any, offer to set some up; most organisation benefit from improved cross-functional understanding and you'll find out more about your organisation and any new opportunities that arise. Not all promotion opportunities are advertised.

And lastly don't forget the social side of work; organising successful social events can get you noticed. My most effective was organising the company cricket team - I had loads of fun but more seriously most of the senior people in company played and they wouldn't have known who I was but for the cricket! Sadly, the old adage "it's not what you know but who you know" can still hold true.

Curriculum Vitae

The purpose of the curriculum vitae (CV) is to get you that all-important interview. To do this, it must be sharply focused and designed to grab the employer's attention. Having analysed what the employer wants and assessed what you've got to offer, you must match the two as closely as possible on your CV.

Use the words and phrases that appear in the advertisement and highlight the skills and experience specifically requested. Remember to include transferable skills. Try to deduce what other unspecified skills might be required. Make sure to record all your relevant qualifications and experience. Your work history should read in reverse chronological order (most recent job or current job first, then working back so your first job you had is last).

Tailor your CV so that it addresses the employer's needs. Prioritise and highlight the skills and accomplishments which you think would fit the employer's expectations of the ideal employee. Remember the distinction between claims and credibility. Make statements about your skills and achievements and back them up with hard evidence.

Give examples of problems you encountered, the actions you took and the results you obtained. Concentrate on how the company benefited in terms of improved productivity, sales, profits, customer relations, etc.

Use action verbs when listing accomplishments in your CV e.g. 'conducted', 'established', 'implemented', 'increased', ' investigated', 'negotiated', 'reorganised'. Quantify, personalise, and be specific in your descriptions. When describing your work experience, use job titles or skill headings that match the job you are applying for. Be positive and forward looking. Use past accomplishments as an indicator of future results. Concentrate on how your prospective employer will benefit from your skills, qualifications and experience.

Since your CV will be competing with hundreds of others, visual layout is very important. It must be carefully structured, uncluttered and easy to scan. Headings should be appropriate. Use white space and bullet points to break the text. It should seldom be longer than two or three (pending years of experience) A4 sheets. Check for spelling, grammar and typographical errors.

Please download our Curriculum Vitae template.
CV-Template.doc

Curriculum Vitae - Check List

Are your achievements expressed in terms of the benefits and value you have added to your employers?
Are your achievements clearly corroborated by evidence and examples?
Have you indicated how you achieved what you did?
Are your key strengths and abilities obvious and demonstrable?
Are your strengths linked to your achievements and accountabilities?
Does it encourage the reader to read the rest of it after they've read the first half page?
Does it explain what you do beyond your job description?
Is it well structured and organised?
Is it visually appealing?
Is it likely to differentiate you significantly from the rest of the candidates?
Is the language simple and straightforward?
Does it criticise your employers?

Interview Strategy

Preparation

It is important to ensure that you are well prepared for each interview you attend. Not only will you be more knowledgeable but you will also be more relaxed and confident. Do some research about the organisation that is interviewing you which will help you ask some intelligent questions. Company brochures, annual reports, websites and back issues of the trade press are all good sources of information.

It is useful to know:

How strong is the potential for future growth;
How does the company compare to others in the industry and its competitors;
Annual growth in sales / turnover for the past 5 years;
The organisation structure and how could this effect your promotional path;
What developments have occurred recently;
Location of offices, company size and number of branches.

This knowledge will not only allow you to demonstrate your interest in the company but will also help you decide if it is going to suit you. Your preparation should also include ensuring you know the interviewer's full name, the correct pronunciation and their title together with the time and location of your interview. Arriving late always creates a bad impression so plan your journey well and allow sufficient time for heavy traffic, bad weather and parking.

Making the Best Appearance

Aim to arrive at least 10 minutes early to ensure you have time to freshen up and be aware that the interview begins when you arrive at the reception and finishes when you leave the premises. Receptionists and secretarial staff are often asked to give their opinions on jobseekers so creating a good impression from the start.

As always an interviewer's first impression of you is important. You should dress smartly and appropriately for the company concerned. If possible visit the job site before your interview and get an idea of how other members of the workforce are dressing.

The Interview

Ensure that you walk into your interview confidently with your head up, a smile on your face and a positive attitude. Shake the interviewer's hand firmly and maintain eye contact with them throughout your interview.

The type of questions you will be asked will vary from position to position and may depend on whether the position is temporary or permanent. In an interview for a temporary position more emphasis will be placed on past experience and the ability to complete the task at hand, whilst for a permanent post the interviewer will wish to find out more about your background and how it will fit into the organisation and what your career objectives and aims are.

Try to avoid yes or no answers. You should keep things concise but give something back by explaining things wherever possible. Remember that every interview is a two-way street. Always prepare a few questions of your own as you need to evaluate the employer as much as they need to evaluate you. Don't bombard them with your knowledge of their company but ensure the interviewer is impressed as it will show that you have given serious thought to joining their organisation.

When explaining your reason for leaving your present or former employers, limit your comments to those necessary to explain your rationale and avoid making any derogatory remarks.

After the Interview

Afterwards make a note of everything you need to remember. This may include the name of the interviewer, the date you expect to hear back from the company and any questions you were unable to answer.

Consider all job offers carefully and make certain that you want the position. It is important to think back to your reasons for wanting to move and ensure the prospective post will satisfy those requirements.

Even if you are unsuccessful, use what you have learned from the interview to help you prepare for the next one. Look at what went well and what needs improving and work at making each interview better than the last.

Follow Up

Immediately after the interview, write a follow-up letter/email regardless of how you think the interview went. The letter should be brief, relevant and:

Express appreciation of time and opportunity;
Recap/emphasise salient points;
Add points you didn't cover;
Reiterate/elaborate how you can contribute; express interest in continuing dialogue.

If you have been asked to send further information, ensure this is done quickly and efficiently.

The Interview - Additional Information

Common traps

Being too friendly
Not listening to questions carefully
Answering questions with yes, no or little substance
Saying "we" instead of referring to your own achievements
Making very general statements which lack substance
Being over enthusiastic
Being poorly prepared
Slouching, mumbling, speaking slowly
Knowing nothing about the company to whom you are talking
Making derogatory remarks about your present or former employers

Remember, not all positions you are applying for will be right for you. The purpose of the interview is to help you (as well as the company) sort out if the "fit" is right.

Most common questions

Tell me about yourself
What kind of position are you looking for? Why do want to work in this industry/company?
Why did you leave your last position (or current position)?
What did you do in you previous position?
How was your time allocated?
What did you like the least/best about it?
How many people did you supervise?
What was the budget responsibility?
What did you accomplish?
Give me some examples of the most difficult problems you encountered in your previous position, how did you resolve them?
How was you performance measured?
How did you get along with your manager?
What are the qualities do you look for in a manager?
How would you describe your own operating/management style?
What do you consider to be your strongest qualities? What are some of your weaknesses?
What position do you hope to reach in five years?
What are your leisure activities? Your hobbies? Why do you like them?
Tell me something about your personal and family life? What is important to you?

Inappropriate questions

Equal Opportunity (EO) guidelines limit the questions that can be asked in job interviews. By being aware of EO considerations you can recognise possibly discriminatory questions when they are asked. If asked a question that you consider inappropriate or that you suspect may be the basis for discrimination, you are under no obligation to answer it.

For example, an employer may ask whether you have children as part of idle chatter, or they may be motivated by their prejudice that working mothers are not able to commit fully to a full-time position. Alternatively, in asking about your childcare arrangements they may for be trying to assess your level of preparation and professionalism.

If you are uncomfortable with any question, politely and professionally refuse to answer it or request clarification on its relevance to the position. Some suggestions are:

"I don't think we need to talk about this. I would rather focus on issues relevant to the position and the requirements of your organisation."

"I don't understand how this question is relevant to the position or my ability to perform in the role. Could you clarify for me why you think it is important, and I will try to provide you with the relevant answer.

Salary Negotiating

From the moment you make initial contact with any company or organisation you wish to work with, you are in negotiation. You may not be discussing money openly, but you are making a permanent imprint on the mind of the hiring authorities. Here are some tips to make your negotiations successful.

Delay all major discussions of salary until there is an offer on the table.
You are in the strongest negotiating position as soon as the offer is made.
Know your value. You must know how you can contribute to the organisation. Establish this in the mind of the hiring manager.
Get employers enthusiastic about your candidacy, and they will become more generous.
There is no substitute for preparation. If you are well prepared, you will be confident, self-assured, and poised for success.
Prior to going into employment negotiations, you should know the average salary paid for similar positions with other organisations in your geographic area.
Prior to going into employment negotiations you must know, as best you can, the salary range the company you're interviewing with will pay, or what former employees were earning.
Prior to going into employment negotiations you must know your personal needs and requirements, and how they relate to the average salary paid in your geographical area and by the interviewing company.
Salary negotiations must be win-win negotiations. If they're not, everybody loses in the end.
Be flexible - don't get hung up on trivial issues, and always seek compromises when possible.
Anticipate objections and prepare effective answers to these objections.
Try to understand the employer's point of view. Then plan a strategy to meet both the employer's concerns and your needs.
Don't be afraid to negotiate out of fear of losing the offer. Most employers expect you to negotiate - as long as you negotiate in a fair and reasonable manner.
Always negotiate in a way that reflects your personality, character, and work ethic. Remain within your comfort zone.
Never lose control. Remain enthusiastic and upbeat even if the negotiations get a little hot. This might be your first test under fire.
Play hardball only if you're willing to walk away from, or lose, the deal.
What you lose in the negotiations will most likely never be recovered. Don't be careless in preparing for or conducting the negotiation.
Be sure to get the offer and final agreement in writing.
You should feel comfortable asking the employer for 24 to 48 hours to think about the deal if you need it.
Never link salary to personal needs or problems. Compensation should always be linked to your value.
Understand your leverage. Know if you are in a position of strength or weakness and negotiate intelligently - based on your personal situation.
End salary negotiations on a friendly and cheerful note.