This presentation was hosted as a Google+ On-Air Hangout on November 15, 2012, to help applicants to the Presidential Management Fellow (PMF) Program in preparing their resume.
The recording is found at https://www.youtube.com/watch?feature=player_embedded&v=AygJ3iruJrw
Guide to Managing the Presidential Management Fellows (PMF) Application Proce...GovLoop
If you plan to apply for the Presidential Management Fellows (PMF) Program to make the Class of 2014, this guide is your core resource. We interviewed dozens of current and former PMFs, career advisors and agency PMF coordinators to provide both information and insight to help you navigate the process.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Guide to Managing the Presidential Management Fellows (PMF) Application Proce...GovLoop
If you plan to apply for the Presidential Management Fellows (PMF) Program to make the Class of 2014, this guide is your core resource. We interviewed dozens of current and former PMFs, career advisors and agency PMF coordinators to provide both information and insight to help you navigate the process.
Explore the latest talent insights from and product updates designed to help you plan for the year ahead. Plus, learn how to engage remote candidates, upskill internal talent, and hire more strategically with our latest enhancements.
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
Top 10 claims interview questions with answersanielrodd8
In this file, you can ref interview materials for claims such as, claims situational interview, claims behavioral interview, claims phone interview, claims interview thank you letter, claims interview tips …
High-potential employees are the future leaders of your organisation and twice as valuable as other employees. Based on a decade of research and analysis from 6.6m staff assessments, "The HR Guide to Identifying High-Potentials" is a comprehensive look at everything you need to know to help your HiPo programme succeed.
In every large organization, there's a hierarchy of management that keeps the whole operation running smoothly. A good manager is able to blend into the background, changing small things here and there to great effect. Being a good manager is about leading by example. It's one of the toughest jobs out there — in part because you have to manage other people's expectations — and also because it's one of the least acknowledged tasks. Despite this, there are several tricks of the trade that will help you successfully manage all your responsibility, in style and with verve.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
This Assessment
Preparation Guide (“Guide”) will help you prepare for the rigorous assessment process used by the U.S. Office
of Personnel Management (OPM) to select a diverse PMF candidate pool. This guide is specific to the 2013
Presidential Management Fellows (PMF) Program assessment process and will familiarize potential applicants with its key features so that they know what to expect and are prepared to perform well.
Human resources (hr) management for non hr managersOlayiwola Oladapo
Non HR Managers have to get work done through others. To do that they need to understand how to manage their people as front line Managers who have the closest proximity to the People. HR for Non HR Managers equip Managers with the fundamental HR Management Know how required for managing people for result.
Essential Guide to Employee Onboarding SuccessAndrewCrebar
The Essential Guide to Employee Onboarding Success is for HR, People leaders and anyone looking to take their employee success to the next level.
It is a quick but detailed read on how you can use Employee Onboarding to Amplify your Employee Experience.
You'll learn:
1. What is 'EX' Management?
2. Why invest in 'EX'?
3. Why Onboarding is foundation of 'EX'?
4. What to consider in buying vs building a solution?
5. How to evaluate onboarding solutions?
Humans can often be complicated, thorny and messy - but those qualities make the magic happen.
By creating the right process and frameworks for getting your people confident, happy and productive - you can help build and support long-term employee success.
Top 10 claims interview questions with answersanielrodd8
In this file, you can ref interview materials for claims such as, claims situational interview, claims behavioral interview, claims phone interview, claims interview thank you letter, claims interview tips …
High-potential employees are the future leaders of your organisation and twice as valuable as other employees. Based on a decade of research and analysis from 6.6m staff assessments, "The HR Guide to Identifying High-Potentials" is a comprehensive look at everything you need to know to help your HiPo programme succeed.
In every large organization, there's a hierarchy of management that keeps the whole operation running smoothly. A good manager is able to blend into the background, changing small things here and there to great effect. Being a good manager is about leading by example. It's one of the toughest jobs out there — in part because you have to manage other people's expectations — and also because it's one of the least acknowledged tasks. Despite this, there are several tricks of the trade that will help you successfully manage all your responsibility, in style and with verve.
Best Practices in Recruiting Today - High-Impact Talent AcquisitionJosh Bersin
Preliminary findings for Bersin by Deloitte 2013 High-Impact Talent Acquisition research. What drives business impact in corporate recruiting today? What are the top practices to focus on? Presented at iRecruit conference June 2013.
This Assessment
Preparation Guide (“Guide”) will help you prepare for the rigorous assessment process used by the U.S. Office
of Personnel Management (OPM) to select a diverse PMF candidate pool. This guide is specific to the 2013
Presidential Management Fellows (PMF) Program assessment process and will familiarize potential applicants with its key features so that they know what to expect and are prepared to perform well.
How Government Employees Use Social Networks for ProductivityAndrew Krzmarzick
Based on surveys conducted in July and August 2012, GovLoop learned about the professional networking and collaboration activities of public sector professionals on social networks like LinkedIn and GovLoop. To learn more, please visit http://www.govloop.com
Presentation for the Chicago Federal Executive Board delivered in Chicago on November 9, 2009. For more information, please visit http://www.govloop.com or http://www.genshift.com.
Gov 2.0 for Environmental Protection Agency and Executive Women in GovernmentAndrew Krzmarzick
Slide deck used for two presentations on same day - morning session for the Environmental Protection Agency and afternoon session for the Executive Women in Government organization. Delivered on Thursday, November 5, 2009. For more information, please visit http://www.govloop.com and http://www/genshift.com.
Lecture on Open Government at Tel Aviv University on September 5, 2012. Event hosted by Transparency International - Israel and the Hartog School of Government,
Slides from a presentation for the National Nuclear Security Administration's Summer Student Intern Program. Provides an overview of "Never Eat Alone" by Keith Ferrazzi and "Good in a Room" by Stephanie Palmer. Includes tips for applying these principles to LinkedIn and Twitter as well.
Why Can't We All Just Get Along? Four Generations Working Side by Side in Har...Andrew Krzmarzick
Presentation delivered at the Training Officer's Consortium (TOC) Institute in Williamsburg, VA, on April 27, 2009. Facilitated by a Gen X'er and a Traditional. Objectives included:
1. Understand and better navigate the intergenerational differences in your office
2. Participate in several training modalities that reach a multi-generational audience
3. Experience a truly blended approach to training that addresses the learning preferences of all four generations.
This is a presentation I did for a group of 15 supervisors.
It is an interactive training session which requires an experienced facilitator. It is a great way to present generational differences using input from the group you are training. You can send the survey to participants in advance and add your company's demographics to the presentation to make it even more effective
Ready, Set, Present (Generational Differences in Today’s Workplace PowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Nowhere in history have we seen 4 generations in today’s workplace. Generational Differences in today’s workplace PowerPoint Presentation Content slides include topics such as: In the first 92 slides you will learn the advantages of generational diversity in the workplace, and identify the impacts of generational differences. This presentation details the 4 generations in our workplace today covering: Social, Political, and Economic Influences, Familial Structure and Influence, Education, Values, Work Ethic, Preferred Leadership Approach, Communication Style, Motivational Buttons, How They Interact with Others, Preferred Approach to Feedback, View toward the Company, Work Vs. Personal Life, Desired Rewards, Financial Behaviors, Relationship with Technology, and Expectations. In addition, you will receive 47 slides covering: future trends and statistics for the four generations; implication for recruiting and supervising the youngest generation - Millennials. It also contrasts the pros and cons of each generation and 6 important tips to more effectively communicate with each generation plus much more.
In Module III. You will learn more about how to articulate your skills, strengths and accomplishments and increase your chances of getting interviewed.
The Importance of Perfecting Your Elevator Speech
Steps for Creating an Effective Elevator Speech
Competitive Articulation of Skills
Minimizing Communication Anxiety - US Business Customs Awareness
Understanding What Non-verbal Communicates to US Employers
Career Guidance - Resume Writing and Interview SkillsWUZZUF
This presentation is for you if you want to know about the following:
-Difference between CV & resume.
-CV writing techniques (format & content).
-Interview phases and preparation (before, during & after)
For more career guidance topics visit our blog http://goo.gl/SwNe0w
Job Application Form/Filling in Application Forms & Interview Preparation The Pathway Group
The Job Application Form guide will help you through the application process, making sure that we teach you the skills to provide an employer with what they want and selling yourself to them. It gives top tips on how to fill in application forms and job preparation.
Slides from the Jobsearch Masterclass held at La Trobe University on 18 July 2013. Topics covered include researching job opportunities, resume writing, interviews, psychometric testing, networking
Tricks and traps for effective IT resumesDonna Shannon
Learn the best resume writing techniques, strategies, and formats that help get you hired from Donna Shannon, owner of Personal Touch Career Services. A former HR Recruiter, Ms. Shannon is intimately familiar with what works to not only survive the screening process but also make the right impression on the hiring manager.
*Slides are from the Connecting Tech Talent Day in Denver on March 14, 2017
Contact us for more information: http://personaltouchcareerservices.com/contact
The professional summary section needs to be the first thing on your resume that an employer sees. Because of that, you want to place it at the top of the page, right under your name and contact information.for more info https://flyerjobs.in/
Tips for preparing for the UN Peace Operations recruitment processKristina Koch
The presentation includes an overview of the UN Peace Operations roster-based recruitment process along with useful advice on how to: 1) prepare your application in https://careers.un.org, 2) get ready for a written test, and 3) study for a competency based interview.
The State of Social Media (and How to Use It and Not Lose Your Job)Andrew Krzmarzick
Keynote address for the National Conference of State Legislatures (NCSL) Luncheon for Legislative Information and Communications Staff and National Association of Legislative Information Technology professionals on October 10, 2012.
Gov 2.0 for Honolulu-Pacific FEB and AGA-ASMC ConferenceAndrew Krzmarzick
Presentation delivered to the Honolulu-Pacific Federal Executive Board and the Association of Goverment Accountants (AGA)/American Society of Military Comptrollers (ASMC) Conference in Honolulu, HI in October 2009.
Brief set of slides to describe the difference between Gov 1.0 (high information, low interaction, one website) and Gov 2.0 (high information, high interaction, multiple web locations and tools).
Slides from a presentation for Department of Labor...while much of the content is similar, I'd like to point out slide #6 which gives a graphical represenation of "Gov 2.0" as it is tied to organizational mission and objectives.
Slides from a presentation I delivered at the Potomac Forum's "Best Practices Symposium." You can find the associated video and blog post at http://www.genshift.com
Web 2.0 for Texas State Certified Public Manager (CPM)Andrew Krzmarzick
Presentation delivered for the Texas State Certified Public Manager (CPM) Program in Levelland, TX in June 2009. Similar to other presentations here, but includes some Texas-specific examples of social media being used by government.
Web 2.0 Measurement: Open Government Innovations ConferenceAndrew Krzmarzick
Presentation delivered at the Open Government and Innovations (OGI) Conference in Washington, DC, on July 22, 2009. Outlines the ways in which government has measured its web presence in a "1.0" context, including an overview of the measurement activities conducted by Brookings Institution, Foresee, Forrester and the e-Government Act of 2002.
Reaching Generation C (ASTD International Conference and Exposition)Andrew Krzmarzick
When you think of the typical Web 2.0 user, you probably envision a Millennial or Generation X, right? You may be surprised to learn that Boomers are the fastest growing group at social media sites like Facebook and Twitter, with the average age on LinkedIn being 40 years old. I use the term "Generation C" describe all people who engage one another on the Internet with a 2.0 mindset: creative, collaborative and community-oriented. I also give several ideas for bridging the generation gap in our workplaces and classrooms through social media. For more information, go to http://generationshift.blogspot.com and http://www.delicious.com/akrzmarzick
Federal Family Portrait: Boomers Passing the Torch to Gens X/YAndrew Krzmarzick
Presentation delivered at the American Society for Training and Development (ASTD) 2009 International Conference and Exposition in Washington, DC, in June 2009. Addresses the four generations in the workforce, the impact of the changing demographics in government and 12 ideas for government to recruit, retain and train the next generation of public servants. For more information, go to http://generationshift.blogspot.com and http://www.delicious.com/akrzmarzick
Everyone knows that the Federal hiring process is broken. One of the ways we can streamline it is through the use of social media. In this slide deck, I provide an overview of the intersection of the four generations and social media, and offer 13 ideas to to recruit, retain and train the next generation of government.
The Training Officers Consortium (TOC - http://www.trainingofficers.org), founded in 1938 in Washington, DC, is a nonprofit organization of federal trainers and other professionals from industry and academia who are interested in contributing to the knowledge and practice of human resources and training. This slide show was presented at the 2009 Annual TOC Institute in Williamsburg, VA.
Blogs as Bridges: How Web 2.0 Connects People Across the Ages (and Across Age...Andrew Krzmarzick
Slides from a presentation entitled "Blogs as Bridges: How Web 2.0 Creates Connections Across the Ages (and Agencies!)" for the US Environmental Protection Agency (EPA) at Research Triangle Park, NC.
Slides from a workshop entitled "Measuring the Impact of Social Media and Determining Next Steps" at the Advanced Learning Institute's Social Media for Government conference on March 26, 2009.
Telework Slides For Tel Exchange Adobe Event Feb 26, 2009
Resume Tips for Prospective Presidential Management Fellows (PMFs)
1. Resume Tips for Prospective
Presidential Management Fellows (PMFs)
Paul Binkley
Former Director of Career Development Services, George Washington University,
Trachtenberg School (www.tspppa.gwu.edu)
Co-Author of Student’s Federal Career Guide
Virginia Hill
PMF Program Manager, National Institutes of Health
Presidential Management Fellow, Class of 2007
2. Our Time Together Today…
1. Overview and Introductions
2. Tips from a Career Advisor / Resume Expert
3. Tips from a PMF Agency Coordinator / PMF Alum
4. Guidance from the PMF Program Office
5. Open Q&A
2
3. Overview
• Tweeting? Twitter Hash Tag = #pmf2013
• Questions? Use the chat box below.
• Recording? Yes. Google+ records it.
▫ We’ll embed the recorded version here and on PathtoPMF.com
• Technical Issues? The program is embedded on
PathtoPMF.com right now. Check it out there as well.
3
4. Meet Our Experts
Paul Binkley Virginia Hill
Former Director of Career Services, PMF Program Manager
The George Washington University National Institutes of Health
Trachtenberg School of Public Policy PMF Class of 2007
and Public Administration
Co-Author, Student’s
Federal Career Guide
4
5. Special Shout Out
Rob Timmins
Senior Program Analyst
U.S. Office of Personnel Management
PMF Program Office
5
6. Before You Start
• 5-7 seconds to capture attention
• Focus on content, not length:
▫ KEY WORDS in current position
descriptions at www.opm.gov/
fedclass
• No tables / templates
6
7. Organizing Your Résumé
• Try a “modified chronological” or “outline” format
• Tips and Tricks
o Be in a “project management mindset
o Try the CAR method
o Context: details that provide some flavor to the information
o Action: how did you accomplish the task?
o Result: show the concrete impact of your actions
• Do they pass the “So What?” test?
• Use quantity, when applicable
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10. “Key Accomplishments” Are Critical
• Include a “Key Accomplishments” section for
every position you’ve held
• Flesh-out details from bullet points
that may have been buried in the
project management style of writing.
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12. Show Projects, Volunteering, Associations, etc.
• Show how your background fits perfectly with the
needs of the position.
• Include courses you have taken, class projects,
research papers related to the opportunity, volunteer
activities, or work with professional associations.
• Don’t forget awards and other recognition
• Everything in your resume should relate back to the
opportunity.
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13. USAJobs Resume Builder
• You may use the resume builder function of USAJobs to
make sure you include comprehensive information*
• Federal HR professionals complain that candidates do
not include all necessary information on their resumes.
• Upload Microsoft Word documents or PDFs instead, but
starting with the USAJobs resume builder helps you
include everything that is needed.
* For PMF, using USAJOBS is not
necessary, just helpful!
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14. Tailor to the Opportunity
• Consider mapping your experience to the 7 core
PMF competencies:
• Adaptability
• Personal Accountability These competencies are
• Motivation to Serve outlined in the “2013 PMF
Assessment Preparation
• Problem Solving Guide” found at:
www.pmf.gov/become-a-pmf/
• Interpersonal Skills assessment-process.aspx
• Oral Communication
• Written Communication
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15. Polishing Your Résumé
• Consistency considerations:
o formatting (spacing, date, bullets)
o tense (grammar)
o punctuation
• Make sure your contact information is accurate!
• Use a professional email address, preferably with name
• Print it. Read it. Proof it. Leave it. Read it again later.
• Have someone else do the same.
15
16. Advice from the PMF Program
• Include all contact information (e.g., email address and
home/cell phone numbers)
• Identify your full name, including middle name
• Citizenship: Are you a U.S. Citizen or eligible to be legally
employed in the United States? Yes/No
• If claiming veterans' preference, reference in your resume
• Selective Service: Yes/No
• all adult males born on or after January 1, 1960, must have
registered for Selective Service between the ages of 18 through 25
• https://www.sss.gov/regver/wfregistration.aspx
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17. Advice from the PMF Program
For privacy concerns, you should NOT include
the following:
• classified information
• full Social Security Number
• other personal or sensitive information you do
not wish be made visible to agency recruiters
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18. Advice from the PMF Program
• If you ever worked for the Federal Government
(e.g., as a student), include it as work experience
• For work experience: include month/year and salary
ranges
• For education entries: include honors, relevant
coursework, licensures, and certifications
• Include 2-3 references with names, titles, phone
numbers, email addresses, and reference type
(professional/personal)
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19. Advice from the PMF Program
• Include affiliations, volunteer work, professional
publications you have contributed
• Include an additional information section covering
awards, leadership activities, public speaking
engagements, skills, languages, and availability
• JOB FAIR
• Use an abbreviated resume (1-2 pages)
• Have a writing sample on hand, just in case
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20. What are agencies looking for?
• The resume is about YOU, not past jobs.
• Good writing skills, concise and clear language
• Something stands out; not generic
• Demonstration of how you:
▫ Saved time or money
▫ Met deadlines
▫ Worked efficiently to achieve results
▫ Are a good fit for the agency and/or position
▫ Work as a member of a team
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21. List of References
• References can make or break a deal - choose wisely!
• Notify them you are applying for an opportunity
• Send your résumé so they can use it for talking points
• Let them know what you are applying for
• Remind them about an accomplishment or project
• Bonus: Have your references write a recommendation
for you on LinkedIn, BeKnown, and BranchOut
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22. Questions from PathtoPMF.com
1. Should the resume be in USAJOBS, word document, or pdf
format? If so, do you attach this resume at the beginning or
end of the online application?
• You are able to upload the following: gif image (.gif), jpeg image
(.jpg), png image (.png), rich text format(.rtf ), Microsoft word
(.doc, .docx), adobe pdf (.pdf), word perfect (.wpd)
• You can complete your resume using the USAJobs Resume
Builder, then convert it to PDF and upload it.
• You could also create it in the Builder, then copy and paste into
Word, get the formatting how you like it, and submit as .doc.
• Upload your resume any time before 11:59p ET Nov 19, 2012.
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23. Questions from PathtoPMF.com
2. Can we change our resume after you submit the
application? The USAJOBS application specifies "Applicants
will not be able to make changes to their resumes after the
closing date of this vacancy announcement."
• Your resume for the PMF Application will be locked in
through the process of being named a Finalist.
• Once named a Finalist, you will be able to revise and submit
more targeted resumes for agency job opportunities –
• Hint: You will want to do so as you apply for specific openings
to be more competitive.
23
24. Questions from PathtoPMF.com
3. Are PMF resumes supposed to be tailored to a specific job?
All guidance I’ve seen for federal resumes suggests writing
experience to reflect key words and KSA’s from the posting.
Since the PMF is not for a specific job, is it suggested that we
use the seven competencies?
• You could tailor this first version to PMF's 7 core
competencies to organize it.
• You are not required to have keywords or KSAs.
• Should you advance to the Finalist stage, at that time I would
target / tailor your resume to a specific job.
24
25. Questions from PathtoPMF.com
4. The USAJobs resume requests more information than a
'standard' resume (including pay, specific addresses of places
of employment, etc.). Is it okay to just upload a .pdf of this
same resume, or is it better to copy & paste into word and
edit out those details?
• It might not be worth the time to extract those elements from a
Word doc.
• PDF looks good - you might just want to upload that version.
• The folks looking at these resumes will be used to seeing the
USAJOBS version and the added detail won't seem excessive.
25
26. Questions from PathtoPMF.com
5. I gather that a federal resume should touch the past 10
years of (relevant) work experience. Is it worth including
part-time jobs or should I leave them out?
• Include all relevant work experience - not just past 10 years.
• Map your work experience to the opportunity.
26
27. Questions from PathtoPMF.com
6. In terms of the "References" section of the USAJOBS
resume builder, is it OK to list one or two of the supervisors
that are already listed under the "Work Experience" section,
or should they all be different?
• It's okay to put the same supervisors
27
29. General Reminders
a. Check http://www.pmf.gov/becomeapmf/index.aspx, including the FAQs,
throughout the application and assessment process for updates.
b. Don’t post personal or sensitive questions/comments on social media.
c. Provide enough details in your resume for agency HR staff to evaluate/confirm.
d. Adhere strictly to the non-disclosure statement when completing the on-line
assessment and essays.
e. During the review stage of the application, you may check to see if:
• all required pieces have been completed
• all required documents have been submitted,
• any supporting documents have been submitted (e.g., in regards to claims
for veterans’ preference and reasonable accommodation), and
• whether the on-line assessment has been completed.
29
31. For Further Assistance
Official:
• General Inquiries: pmfapplication@opm.gov
• Application Support: Click on the “Help” link
▫ OPM has a dedicated team monitoring technical issues
Unofficial:
• Andrew: Andrew@GovLoop.com
• Ginny: Virginia.Hill@NIH.gov
• Paul: www.linkedin.com/in/paulmbinkley
Good Luck!
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