How to apply on gnwt jobs

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  • Job is advertised on eRecruit / in NewspapersIf you decide you want to apply, you must apply before the closing date on the job adScreeningThe Selection Committee- HR Officer, Hiring Manager, sometimes a technical expert, review all the applications – “Screen them”Screening is completed – decide who is qualified, decide who is invited for an assessment through an assignment and/or interviewAssignments / Interviews / ReferencesVerbal Offer –based on merit (score) and Affirmative Action StatusRegrets / Appeal Period - tell unsuccessful candidates that the position is filled – let people with appeal rights know about their right to appeal and how to appealWritten Offer Extended / Accepted- once appeal period is overSuccessful Candidate Hired
  • From the information on the job poster you should be able to determine whether or not the position is one you are interested in learning more about. Remember you have to apply before the closing date in order to be considered.
  • If the job poster was interesting to you, you should open and review the job description.Read over the job description carefully and make sure that the position is what you want.After you have carefully reviewed the job description and decided that the position is of interest to you, focus on the KSAs, the qualifications and the typically attained by (TAB). These areas are particularly important when considering the position for yourself. You want to confirm that your knowledge, skills and abilities and your qualifications match those required.These are what we call the KSA’s and they are a key point of the job description.
  • For example……the KSA’s for an administrative assistant might sound like this:Proven knowledge and experience in standard office procedures and protocol;Proven ability to use computer software programs including spreadsheets, databases, presentations and word processing;Proven ability to maintain confidentiality;Proven strong communication skills in order to communicate with clients in a professional manner and gain their confidence and compliance with required procedures in order to minimize conflicts;Proven ability to work in a fast paced environment with constantly changing priorities; andProven organizational and time management skills as well as the ability to multi-task.
  • For example…..the typically attained statement for an administrative assistant might sound like this:Typically the above qualifications would be attained by:Completion of a Diploma in Office Administration and2 years of experience in an office environment.
  • For example……with our administrative assistant…..the typically attained stated:Diploma in Office Administration and 2 years of directly relevant experience in an office environment.In other words….you would need a total of combination of 4 years of education and/or experience.First equivalency:Certificate and 3 years of directly relevant experience in an office environment.Second equivalency:Grade 12 and 4 years of directly relevant experience in an office environment.
  • You have submitted your application, what’s next?Closing date…Screening The selection committee will review each application to determine who meets the requirements listed in the screening criteria.Screening Criteria The screening criteria consists of a combination of pre-requisite education and experience required to perform the job, as well as any certifications legally required to perform the job.The required education and experience are outlined in the job description in the ”typically attained by” (TAB) section. Equivalent combinations of education & experience WILL be considered.Selection CommitteeEach competition has a selection committee that is involved in the process from the beginning to the end. The selection committee usually includes: a Human Resource Representative, andthe Manager and/or Supervisor of the position being filled.a technical expert is also sometimes involved.
  • Assignments are used asa way to test candidates required technical skills. May be used as a screening tool or as a part of the assessment with the interview. In those circumstances, only those with those skills are moved forward to the interview process. This saves time for the selection committees and also speeds up the process for “eligible” candidates by eliminating those that do not have the required skill set. AccommodationsIf you have declared you are a person with a disability, person who books your appointment for an assignment or interview will ask you if you require accommodation
  • This is your opportunity to determine if this position, in this particular department is the right fit for you. It is also imperative that you make sure the selection committee is aware of all your strengths and skills and they relate to the position. Examples of types of Questions:Technical - what are three types of filing? (alpha/chrono/?)Behavioural - Tell us about a time you had a conflict with a supervisor?
  • A PASS is 60%. In order to achieve a 60% you need to score a 3 on EVERY question you are asked.
  • The GNWT is committed to a competent Public Service that is representative of the people it serves. To achieve this, the GNWT established the Affirmative Action Policy that offers priority hiring to candidates belonging to eligible designated groups that are under-represented within the Public Service.
  • If Applicants want to be considered as a priority candidate, they MUST self identify which Affirmative Action description(s) apply to them. In some cases, more than one description will be appropriate. To be certain that Applicants choose the best option for them, they should identify every category that applies. Management competitions include all Senior Management jobs.  Non-Traditional occupations are all job types (NOC unit groups) with 10 or more incumbents within the GNWT that have a majority (with 70% or more) of males currently in that job type.
  • Short listing: For example, if 15 people “screen in” to the competition, the selection committee may choose to just interview the 7 indigenous aboriginal candidates who screen in. Assignment/Interview: no one gets considered for a job offer who doesn’t meet this 60% pass markOffer: If all candidates who pass are the highest AA status, offer goes to the one with the highest mark
  • Attaching a cover letter to your resume shows that you have put some real effort into preparing yourself to apply for the job and haven’t just dusted off an old copy of your resume and thrown your name in the hat.The cover letter should:make direct reference to the position in question and why you would be the best candidate for the job;not be a replica of the resume, this is your opportunity to take some creative license in “selling” yourself;be grammatically correct with NO spelling errors…..errors in the cover letter are like “shooting yourself in the foot”.Be certain that any education and/or experience you reference in the cover letter is also documented in the resume.
  • The resume is where the selection committee gets the information required to “screen” you into a competition. You should ACURATELY include ALL pertinent work experience / employmentDo not leave it up to the selection committee to assume or guess at your qualifications or you may find yourself screened out because you were unclear. education (be certain to list whether or not you graduated). For example, when listing education: Diploma in Office Administration Graduated June 2012 or Obtained June 2012.Dates.When you are listing past employment, indicate the start and end dates in months and years. The selection committee will count actual months of relevant work experience to determine if the minimum qualification is met. If you leave it up to the selection committee to assume or guess at your length of employment you may find yourself screened out because you were unclear. For example, when listing employment: May 2010 – July 2012 ….this equals 2years and 2 months of experience exactly but 2010-2012….what does that really mean? OverlapsDo not overlap unless you explain it…..don’t say job X May 2010 – July 2012 and job Y July 2012- September 2012. This says you worked FT at both places in July which is impossible, so the selection committee will only give you credit for one of the periods…..will it be the one you need to screen in? Don’t take that chance, be clear, if you switch jobs mid-month, then use the actual date.Gapsexplain any gaps in employment. For example, if you were on maternity leave for a year, that should be noted so it is not assumed you were unemployed during that period.),
  • When you are reviewing the job advertisement and/or job description pay particular attention to the top three or four requirements and/or qualifications noted. Ensure that your resume clearly highlights that you have those. Often the job description will rank the requirements/qualifications in order of importance so don’t forget to dazzle them with your skills.
  • The GNWT is committed to a competent Public Service that is representative of the people it serves. To achieve this, the GNWT established the Affirmative Action Policy that offers priority hiring to candidates belonging to eligible designated groups that are under-represented within the Public Service.
  • For Example:People with carpal tunnel may request a program such as “Dragon speech” recognition to reduce the number of keystrokes and mouse clicks needed to create documents or manage computer applications.
  • When requested, applicants have to provide verification of their affirmative action status.  It is the applicant’s responsibility to provide proof.  Proof may include: birth certificate; medical certification for disability; copy of treaty, Métis or beneficiary cards; signed affidavit/statutory declaration confirming applicant is a descendant from Dene, Inuit or Métis people, indigenous to the present boundaries of the Northwest Territories; orproof of residency from utility bills, mortgage statements, bank statements, pay stubs, employment letters from previous/current employers or letters from divisional education councils/school boards indicating where they attended school, etc.
  • Typically, the selection committee will use an assignment as an opportunity to test a skill that cannot be verified through the interview process.For example the job you have applied on is Administrative Assistant….you may be asked to proof a document, do a typing testIf you apply on a job that does a lot of presentations, you may be asked to do a presentationOften assignments assess your knowledge of a topic and your writing skills. Marked on bothThrough the interview process the selection committee will be able to assess things like verbal communication, the ability to interact with others, and the ability to deal with conflict. … but making a judgment on the candidates ability to file documents and/or draft up a letter would be very difficult, if not impossible.When you review the job description, pick out the skills that are more technical and that you think would be difficult to showcase during an interview and then…work on preparing yourself in those areas.
  • Once you have gathered all of the above information and made those departmental connections, you need to sit back and anticipate the kinds of questions you could be asked and then draft up responses. Think about:technical questions; and Behavioural questions (be prepared with examples where you did things similar to what will be required in the job.Even though you may never actually be asked those exact questions, just having practiced will provide you with some extra confidence.
  • Listen & Understand the Full Question - Make sure you understand the question by listening to the entire question. Write Down your Questions When a questions has more than one part to it, jot down the essence of each “part” so that you don’t forget to answer the question in full. Ask for the question to be repeated, if necessary.Return to Questions As you are answering the questions, there me be a question that you think you have answered but could expand on or you would like some time to formulate your thoughts. Note the question # on a sheet of paper and if you have time at the end of the interview, go back to it and provide that additional information. Watch your TimeAt the beginning of the interview, you will be told how much time you have to complete the interview and how many questions there are. It is important to stay within that time. Focus on strengths and your real life experiencesWhen you are answering the questions always remember to tie your own strengths back into the answer and use real life work experiences where possible to demonstrate when and how you dealt with similar situations and/or issues in the past.
  • Remember scoring system reviewed previously.Committee has set expectations about what is an acceptable response. Full answers to get extra marks
  • If your references are not positive you may not be considered for the position. So it is important to prepare your referees so you get the best result.In order to ensure that your references are positive, prepare your referees BEFORE they get a call. Ask them if the reference will be positive. If your reference has some concerns about your work history with them that they plan on sharing with your prospective employer, you need to be able to respond to that when questioned by the staffing committee. If you expect to receive a less than stellar reference you may even want to discuss it with the staffing committee before references are conducted so they are aware of any issues. Never badmouth a previous employer. Ask them to verify their contact information and ask about their availability; are they going on vacation any time soon? And for how long? You want to be prepared with this information so if you need to find a back-up you are not caught off-guard. Tell your reference what the position is you have applied on, even provide them a copy of the JD if they are willing to accept it. This will ensure that they are able to speak to your skills in reference to the specific job you have applied on.
  • Contact DHR if you have any questions.
  • Note: If it is close to the closing date, please include your cover letter and resume. We cannot consider your application if you contact HR after the closing date.
  • Note: All of the steps that apply to term and indeterminate opportunities may also apply to Casual opportunities.
  • Note: All of the steps that apply to term and indeterminate opportunities may also apply to Casual opportunities.
  • How to apply on gnwt jobs

    1. 1. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | How To Apply Government of the Northwest Territories
    2. 2. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | The goals of this workshop are to…. • Help you understand the GNWT Staffing Process • Help you get familiar with eRecruit, our online application system • Most of all, improve your chances of success in finding employment with the GNWT!
    3. 3. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | • Overview of the GNWT Staffing Process, including details on – Job Openings (Advertised Jobs) – Job Descriptions – The Screening, Assignment and Interview process • Affirmative Action Policy and how it works in Staffing • Your application, including details on – Cover Letters and Resumes – Verification of information you provide • Accommodation during the Process • Preparing for Assignments • Preparing for Interviews • Online Applications (eRecruit) – Tracking your Status • Casual Job Opportunities We will cover….
    4. 4. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | How the GNWT Staffing Process Works Job is advertised Applications are collected until Closing Date Screening Assignments & Interviews Verbal Offer is made & accepted Regrets / Appeal Period Written Offer Extended / Accepted Successful Candidate Hired
    5. 5. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Job is Advertised All GNWT current Job Openings are posted on the GNWT Human Resource Careers Home page. To get to the Careers Home page go to: • the GNWT home page (www.gov.nt.ca) • select the eRecruit banner (or the job opportunities link) • select the eRecruit banner again.
    6. 6. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | GNWT Job Postings GNWT Job Postings include information on, but are not limited to: • What the job does • What education and experience are required to do the work • Position title and location • Employing department • Type of position (indeterminate, term, seasonal, relief, part-time) • Salary and Northern allowance • Competition reference number • Closing date • Where to submit an application • YOU HAVE TO APPLY BEFORE THE CLOSING DATE IN ORDER TO BE CONSIDERED
    7. 7. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | GNWT Job Descriptions Job descriptions are written statements that explain: • The duties and responsibilities of a position; • The scope and organizational relationship of a position; and • The working conditions for the position; • The knowledge, skills and abilities (KSA’s) needed to be successful in the position; • The required qualifications of the incumbent; and • How the qualifications and the KSAs are typically attained (known as the Typically Attained by statement)
    8. 8. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Knowledge Skills & Abilities This section contains all the major bodies of knowledge, measurable skills and abilities required of the incumbent to perform the responsibilities of the position. Knowledge – identifies the acquired information or concepts that relate to a specific discipline. Skills – describes the acquired measurable behaviors and may cover manual aspects required to do the job. Abilities – describes natural talents or developed proficiencies required to perform the job.
    9. 9. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Typically Acquired By This section contains information about the ideal education and experience required to perform the job, as well any certifications legally required to perform the job duties. This section is key to determining whether your personal education and experience meet the requirements to screen you in to the competition. Remember…..equivalent combinations of education and experience will be considered.
    10. 10. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Equivalencies The general rule is that one year of education is equivalent to one year of directly related experience and vice versa.
    11. 11. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Screening Each application will be reviewed to determine who meets the requirements listed in the screening criteria. Screening Criteria The combination of education and experience required to perform the job as outlined in the Job Description. Equivalencies will be considered. Candidates that meet the screening criteria will move to the next phase of the competition.
    12. 12. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Assignments Why used? • to measure technical skills. How are they used? • As an additional screening tool; or • As a part of the assessment with the interview. When are they used? • Before the interview; • At the same time as the interview; or • After the interview. Accommodations • Accommodations during the assignment (and/or interview) is possible if you have informed us that you are a person with a disability.
    13. 13. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | The Interview • The selection committee gets an opportunity to gather information about your knowledge, skills and abilities as they relate to the job and your ability to do the job. • You get an opportunity to ask questions about the job and to “sell” yourself to the selection committee. • You will likely be asked a blend of technical and behavioral based questions.
    14. 14. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Interview Scoring GNWT interview responses are scored on a scale of 0-5. The scale is as follows: 0 Provides no response 1 Very little understanding of the subject matter 2 Provides an answer that satisfies only part of the question 3 Provides an answer that closely resembles the suggested response 4 Provides an answer that expands on the suggested response 5 Provides an impressive response that greatly exceeds the suggested response
    15. 15. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | References, Offers and Appeals • GNWT conducts references on the top candidate based on merit and affirmative action. • We require supervisory references. • If references confirm suitability, we make a verbal offer conditional on our appeal process if applicable. • A written offer is issued once we are successfully through the appeal period and appeal. • If the appeal is upheld, the offer is withdrawn.
    16. 16. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Important Points Regarding Affirmative Action • After the interview, a decision to make an offer is based on Merit and Affirmative Action policy • The Affirmative Action Policy is first applied at the Screening Stage. Review the Affirmative Action Policy next …
    17. 17. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Affirmative Action Policy The GNWT is committed to a competent Public Service that is representative of the people it serves. To achieve this, The GNWT established the Affirmative Action Policy that offers priority hiring to candidates belonging to eligible designated groups. It is an applicants responsibility to declare their affirmative action status if they want it to be taken into account during the hiring process.
    18. 18. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Affirmative Action Categories The following categories are considered for priority under the GNWT Affirmative Action Policy: Most Competitions Priority 1 Indigenous Aboriginal Persons Priority 2 Indigenous Non-Aboriginal Persons Disabled Persons No Priority All Other Applicants Competitions for Management or Non-Traditional Occupations Priority 1 a) Indigenous Aboriginal Persons – Females b) Indigenous Aboriginal Persons – Male Priority 2 • Resident Woman Priority 3 • Indigenous Non-Aboriginal Persons • Resident Disabled Persons No Priority • All Other Applicants
    19. 19. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Affirmative Action Categories Indigenous Aboriginal Persons: Those persons who are descendants of the Dene, Inuit or Metis people, indigenous to the present boundaries of the NWT and includes any aboriginal persons resident at birth pursuant to section 7.1 of the Vital Statistics Act and any other Canadian aboriginal persons who have lived more than half their lives in the NWT. Indigenous Non-Aboriginal Persons: Those non-aboriginal persons born in the NWT or who have lived more than half their lives in the NWT.
    20. 20. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Affirmative Action Categories Resident Disabled Persons: Any persons resident in the NWT for a period of at least one year immediately prior to applying who are at a disadvantage as a result of a medically certified learning, mental, emotional or physical disability which handicaps the persons from taking advantage of employment, training and career advancement opportunities in a way which would not be encountered by a person without a disability. Resident Woman: A female resident in the NWT for a period of at least one year immediately prior to applying on a competition.
    21. 21. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Affirmative Action and Staffing At Screening Affirmative Action my be used to short list the list of individuals who meet the screening criteria. At Assignment / Interview The Pass Mark for GNWT interviews is 60%. Priority applicants who pass are considered with other applicants within the same priority. At Offer Offers are made based on merit and affirmative action status. After the assignment / interview scoring, of those who passed, once references and verification of education, AA Status and any further bona fide requirements are confirmed, the offer goes to the candidate who has the highest affirmative action status.
    22. 22. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Increasing Your Chance of Success • Cover letter and Resume Tips • Declaring Affirmative Action • Let us know if you require Accommodation • Be prepared to provide Verification • Interview and Assignment Tips • Use of eRecruit • Post Interview / Assignment debrief opportunity
    23. 23. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Your Cover Letter You should include a cover letter with your application. The cover letter should highlight your qualifications and strengths as they relate to the position being sought. It can include information on paid, unpaid and/or volunteer experiences that provided you with the experience and/or the opportunity to gain the knowledge, skills and abilities needed for the position. Your cover letter serves as the first impression of you. An introduction to you and why you should be considered for the job opening.
    24. 24. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Your Resume Your resume should describe your: • work experience; • education; and • accomplishments, skills and experiences (including volunteer). Your resume should include, your: • name; • contact information; and • priority category under the GNWT Affirmative Action Policy. Be sure to include accurate dates of employment and explain any overlaps or gaps. Show employers that you meet or exceed the qualifications for the position.
    25. 25. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Your Resume Don’t forget to Customize!! Spend some time customizing your resume to the job you are applying on. Review the job description and clearly highlight within your work history all the qualifications and experience that are related to the job you are applying on. Your experiences and education as outlined in your resume will determine if you meet the screening criteria.
    26. 26. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Declaring Affirmative Action Applicants interested in employment with the GNWT should identify their eligibility in the designated groups at the time of application in order to receive priority consideration under the Affirmative Action Policy. You should include a statement on the cover letter or resume identifying which Category applies to you: For example, on the cover letter: • I am an Indigenous Aboriginal and wish to be given priority consideration under the Affirmative Action Policy. Or on the resume: • Affirmative Action Candidate - Indigenous Non-Aboriginal.
    27. 27. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Accommodation If you have indicated on your resume or your application that you have a disability, your Human Resource Officer will ask you if you require any accommodation during the staffing process. This may, for example, mean doing the assignment in a different way. If you do not indicate that you have a disability, Human Resources will not know to ask you for an accommodation.
    28. 28. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Verification Applicants are being asked to provide verification of their: • Affirmative Action Status; • Education; or • Certificates. Be prepared to provide these. If you are unsure what would be considered as verification (proof), speak to a Human Resource representative.
    29. 29. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Assessment Phase After you apply on the job opening, your cover letter and resume will be reviewed to determine if and have been screened in. This means that you are seen to be qualified for the position. After screening is complete, the Assessment Phase begins. The Assessment phases is meant to assess your suitability for the job through an interview and possibly an assignment. How are you going to prepare for the testing and interviews?
    30. 30. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Assignments If you are asked to participate in an assignment, prepare… Review the Job Description. Look for the technical skills that you should know that would be difficult to demonstrate during an interview. These vary depending on the type of position you have applied for. These should give you an idea of what will be “tested.” Assignments may include things like: • Proof reading; • Typing tests; • Drafting a letter; • Presentation; or • Drafting a briefing note.
    31. 31. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Interview Preparation When preparing for the interview you should review: • the job description; and • the hiring department’s website. Be certain you: • understand the department’s business; and • understand the program and the area the position works in.
    32. 32. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | During the Interview • Listen carefully to the question and be sure that you understand what is being asked. Ask to have the question repeated if necessary. • Write down questions that have multiple parts to them so that you don’t inadvertently not answer a question. • Watch your time. • Make a note of questions you may wish to add to or return to if you have additional time at the end. • Focus on your strengths and how they relate to the position. • Demonstrate how your past experiences relate to this position.
    33. 33. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Interview Scoring Even though the selection committee is now familiar with your education and your work experiences from having reviewed your resume or from knowing you outside of the process… Answer ALL Questions Fully! Points are awarded for each question and are based only on your responses for that question. If you do NOT say it, it will not be considered towards your interview score.
    34. 34. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | References At the end of your interview, the Human Resource Officer will ask you for 3 references, if you have not already provided them. One of these references should be your current or most recent direct supervisor. **If your references are not positive, you may not be considered for the position.** Reminder….. • ask your references before you list them on your resume if they are willing to provide you with a positive reference; • make sure your references are available and that the contact information you have for them is accurate; and • make sure you let them know what the position is you are applying on.
    35. 35. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Debrief Opportunity It is always disappointing to hear you didn’t get the job offer. We encourage you to take the time to speak / meet with the Human Resource Officer who ran the competition or for technical questions, the hiring manager. They can provide you with: • feedback about how far you got in the process; • suggestions to improve your resume; • suggestions to improve when doing the assignment or interview; or • even a mock interview. The goal of those conversations is to help you do better next time.
    36. 36. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Eligibility Lists Keep in mind that the GNWT may make use of eligibility lists. If you did screen in / pass, but were just not the top candidate, you may receive a call about your interest if another, similar vacancy comes up within 6 months.
    37. 37. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Review • Staffing Process • Application of the Affirmative Action Policy • Accommodation in the Staffing Process • Resume and Cover Letter tips • Preparing for Interviews and Assignments • Obtaining feedback on your application Still to cover • Applying through eRecruit • Other Employment Opportunities
    38. 38. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Why you should apply online through eRecruit? Applying through eRecruit allows you to: - View your Status within the competition at anytime on your “My Applications” page. - Receive notifications at critical points in the Competition. - Upload additional documentation such as copies of your education certificates, licenses, proof of affirmative action status.
    39. 39. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Applying Online You start the online application process by selecting the “Apply Now” button on the Job Poster … Complete directions for applying online can be found online at: http://www.hr.gov.nt.ca/employment/info If you are having difficulty with the online application, please: • call the number noted in inquiries and and the HR Assistant can walk you through the application; or • send an email, with specifics, to HRHelpdesk@gov.nt.ca. Include your cover letter and resume if it is near the closing date.
    40. 40. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Tracking your Status… You can confirm your Status on a Job Opening at any time, by logging into your eRecruit Career’s page, choosing "My Career Tools" and looking under “My Applications”.
    41. 41. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Casual Employment Opportunities Don’t forget about the opportunity to work with the GNWT in a casual position. The GNWT has an ongoing need to fill short-term employment opportunities in a variety of different fields. Casual employment is a great way to get your foot in the door and gives you the opportunity to demonstrate and showcase your skills and abilities. Visit http://www.hr.gov.nt.ca/employment/casuals for more information.
    42. 42. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Other Employment Opportunities The GNWT also has programs for post secondary students and northern graduates of post secondary studies. For information on these programs, please visit our Employment Opportunities page http://www.hr.gov.nt.ca/employment/
    43. 43. Department of Human Resources Leadership | Innovation |Department of Human Resources Leadership | Innovation | Thank you for taking the time to view this presentation on How To Apply. Questions? Contact us at: Human Resources Helpdesk Phone: 1-867-678-6625 / 1-866-475-8162 (toll-free) Email: HRHelpdesk@gov.nt.ca

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