LECTURE 6

The organizational context: jobs, career

management, how to find a job, the interview,
performance evaluation.

OVERVIEW
The organizational context:
jobs changes + employability
career management: how to find a job
the interview
performance evaluation

JOBS - CHANGE
a much greater percentage of the work force
entering higher education
greater diversity in of graduate workforce - age,
gender ethnicity etc.
Graduate jobs are also diversifying
40 yrs ago most graduates would have entered
the professions or worked for a large corporation.
Today many graduates will work for SMEs.
future jobs are likely to be free-lance + careers
will change with greater frequency.
Most jobs will be changed by new technology.
Graduates will need to continually up-date their
skills to stay ahead of the game

TYPES OF GRADUATE JOBS

TRADITIONAL GRADUATE JOBS

Professions, graduate traineeships; fast-track management

schemes etc; usually with large employer

NEW GRADUATE JOBS

Degree an advantage; IT literacy essential; often in SMEs; often

admin roles but with some autonomy; can also be technician posts

MACJOBS

Degree not needed and/or may be a disadvantage; little

autonomy; often in service sector of economy

EMPLOYABLE
the new job environment is likely to bring a
change in what we think of as work with
many people having a work portfolio rather
than one job. (Charles Handy)

SKILLS NEEDED FOR THE JOB

SKILLS NEEDED FOR THE JOB

Technical
Conceptual
Interpersonal

TECHNICAL

CONCEPTUAL
Ability to work with ideas, concepts
Ability to articulate goals, principles, vision,
mission

INTERPERSONAL

HOW TO FIND A JOB

1.
2.

Through an advertisement
By approaching or registering with the
recruitment industry

a) Head Hunters when you are

ready
b) Advertised recruitment consultants
c) Body-shops (e.g. ejobs, temps
agencies)
Direct approaches to potential employers

HOW TO FIND A JOB

4
5
6

Networking
Tapping the hidden job market
Luck

THE INTERVIEW
Either meet one interviewer (perhaps supported
by someone from Personnel); or
Interviewed by a panel

THE INTERVIEW
An interview resembles dating is two people
trying to decide if they want to go steady.
An interview is not to be thought of as marketing
yourself it is part of your research.
An interview is not to be thought of as a test. Its a
data-collecting process for the employer too.
An interview is a chance for you to present yourself
not as a job-beggar but as a resource person.
Richard Bolles WHAT COLOUR IS YOUR PARACHUTE? 2007

HTTP://WWW.JOBHUNTERSBIBLE.COM/

THE INTERVIEW

While you are looking for a

job, dont forget, the employer
is desperate to find the right
person for the job.
Recruitment and selection is
hard work and expensive for
them. Try to make their job
easier.
Remember that an interview
is a two-way process. Ask
pertinent questions and
ensure that the company is a
good one to work for for now
and for the future (will it look
good on your CV when
changing career?).

ASSESSMENT CENTRES

popular ways to assess the skills of candidates.

Rather than talk about their skills, the
candidates are asked to put those skills in action.

ASSESSMENT CENTRES
In-tray exercises
On-line testing
Presentations (prepared before or on the spot)
Group exercises
Role plays

PERFORMANCE EVALUATION