How to apply on GNWT jobs


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How to apply on GNWT jobs

  1. 1. How To Apply Government of the Northwest Territories Leadership | Innovation | Quality
  2. 2. 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! Leadership | Innovation | Quality 2
  3. 3. We will cover…. • 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 Leadership | Innovation | Quality 3
  4. 4. How the GNWT Staffing Process Works Job is advertised Applications are collected until Closing Date Screening Assignment s& Interviews Verbal Offer is made & accepted Regrets / Appeal Period Leadership | Innovation | Quality Written Offer Extended / Accepted Successful Candidate Hired 4
  5. 5. 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 (; • select the eRecruit banner (or the job opportunities link); and • select the eRecruit banner again. Leadership | Innovation | Quality 5
  6. 6. 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 Leadership | Innovation | Quality 6
  7. 7. 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) Leadership | Innovation | Quality 7
  8. 8. 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. Leadership | Innovation | Quality 8
  9. 9. 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. Leadership | Innovation | Quality 9
  10. 10. Equivalencies The general rule is that one year of education is equivalent to one year of directly related experience and vice versa. Leadership | Innovation | Quality 10
  11. 11. 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. Leadership | Innovation | Quality 11
  12. 12. 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. Leadership | Innovation | Quality 12
  13. 13. 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. Leadership | Innovation | Quality 13
  14. 14. 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 Leadership | Innovation | Quality 14
  15. 15. 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. Leadership | Innovation | Quality 15
  16. 16. 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 … Leadership | Innovation | Quality 16
  17. 17. 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. Leadership | Innovation | Quality 17
  18. 18. Affirmative Action Categories The following categories are considered for priority under the GNWT Affirmative Action Policy: Most Competitions Competitions for Management or NonTraditional Occupations Priority 1 • Indigenous Aboriginal Persons Priority 2 • Indigenous Non-Aboriginal Persons • Disabled Persons No Priority • All Other Applicants 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 Leadership | Innovation | Quality 18
  19. 19. 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. Leadership | Innovation | Quality 19
  20. 20. 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. Leadership | Innovation | Quality 20
  21. 21. 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. Leadership | Innovation | Quality 21
  22. 22. 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 Leadership | Innovation | Quality 22
  23. 23. 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. Leadership | Innovation | Quality 23
  24. 24. 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. Leadership | Innovation | Quality 24
  25. 25. 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. Leadership | Innovation | Quality 25
  26. 26. 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. Leadership | Innovation | Quality 26
  27. 27. 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. Leadership | Innovation | Quality 27
  28. 28. 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. Leadership | Innovation | Quality 28
  29. 29. 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 phase 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? Leadership | Innovation | Quality 29
  30. 30. 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. Leadership | Innovation | Quality 30
  31. 31. 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. Leadership | Innovation | Quality 31
  32. 32. 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. Leadership | Innovation | Quality 32
  33. 33. 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. Leadership | Innovation | Quality 33
  34. 34. 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. Leadership | Innovation | Quality 34
  35. 35. 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. Leadership | Innovation | Quality 35
  36. 36. 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. Leadership | Innovation | Quality 36
  37. 37. 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 Leadership | Innovation | Quality 37
  38. 38. 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. - Upload additional documentation such as copies of your education certificates, licenses, proof of affirmative action status. Leadership | Innovation | Quality 38
  39. 39. 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: 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 Include your cover letter and resume if it is near the closing date. Leadership | Innovation | Quality 39
  40. 40. 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”. Leadership | Innovation | Quality 40
  41. 41. 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 for more information. Leadership | Innovation | Quality 41
  42. 42. 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 Leadership | Innovation | Quality 42
  43. 43. Questions? Thank you for taking the time to view this presentation on How To Apply. Contact us at: Human Resources Helpdesk Phone: 1-867-678-6625 / 1-866-475-8162 (tollfree) Email: Leadership | Innovation | Quality 43