Chapter 8

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8
C H A P T E R
Preparing
Employment
Messages

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The Application Process
Hiring
1. Quickly eliminate
candidates who do not
appear to be qualified
2. Review remaining
application packages more
carefully
3. Select applicants to
interview
4. Hire one of the
interviewees
Applying
1. Perform a self-inventory
2. Identify your purpose
3. Analyze your audience
4. Match audience’s expectations
with your abilities
5. Consider your competition
and distinguish yourself
6. Prepare the necessary
employment messages
7. Review and revise your social
media content

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Begin with a Self-Inventory
Past Jobs? Previous
Organizations?
Education and
Training?
Skills? Concrete
Achievements?
Personal
Characteristics and
Abilities?

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Analyze Your Audience, the Industry,
and the Overall Job Climate
Who is your audience?
• What specific skills are they looking for?
What is the job climate like?
• In your industry is the job market tight, giving you
less leverage to negotiate salary and benefits?
Who is your competition?
• What can you provide an employer that makes
you more attractive?

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Draft and Develop a Résumé
Choose a
template
Provide
three
categories of
information
Use a bullet
list format
Include
keywords
from job
description

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Draft and Develop an Application
Letter
• Analysis of strengths, abilities, knowledge,
experience, weaknessesStep 1
• Research the organization and its needs starting
with the job descriptionStep 2
• Analysis of the organization’s needs and cultureStep 3
• Match the most important needs of the
organization with your abilities and experienceStep 4
• Draft a statement for each of these needsStep 5
• Write an introductionStep 6

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Did You Review Your Social Media?

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Preparing for a Job Interview
 Consider what you have already learned
about handling presentations and Q&A
sessions
Background
Answering Questions
Asking Questions

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Performing an Employment
Interview
Dress
professionally
Arrive well
prepared and
on time
Greet the
interviewer
confidently
Show interest
throughout
the interview
Close with any
remaining
positives

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Should You Follow Up?
YES!
Only half of job applicants send thank-you or
follow-up messages, but 88 percent of
executives say that these messages influence
their hiring decisions.

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Performance Appraisals
GOAL Improve employee performance
• Began as a simple way to determine if employee salaries
and wages were justified
• Evolved into a more complex system for learning about
employee motivation and determining reward outcomes
• Also used to identify poor performers
• Can be difficult for managers to do (often done poorly)

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Providing Performance Feedback
Encourage
Discussion
Be
Constructive
Set
Performance
Goals
Maintain
Credibility
Avoid Conflict
 Self-auditing
 Ownership of problems

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Receiving Performance Feedback