How to apply on GNWT jobs

How To Apply
Government of the
Northwest Territories

Leadership | Innovation | Quality

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!


2

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

3

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


Written Offer
Extended /
Accepted

Successful
Candidate
Hired

4

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); and
• select the eRecruit banner again.


5

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


6

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)


7

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.


8

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.


9

Equivalencies

The general rule is that one year of education is
equivalent to one year of directly related experience
and vice versa.


10

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.


11

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.

12

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.


13

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

14

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.

15

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 …


16

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.


17

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


18

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.


19

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.


20

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.

21

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


22

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.

23

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.

24

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.

25

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.


26

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.


27

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.

28

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?

29

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.

30

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.


31

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.

32

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.

33

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.

34

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.

35

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.


36

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

37

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.

38

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.

39

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”.


40

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.


41

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/


42

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: HRHelpdesk@gov.nt.ca

43

How to apply on GNWT jobs

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