How to apply on gnwt jobs

Department of Human Resources Leadership | Innovation | QualityDepartment of Human Resources Leadership | Innovation | Quality

How To Apply

Government of the Northwest Territories


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!


• 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….


How the GNWT Staffing Process Works

Job is advertised

Applications are

collected until Closing

Date

ScreeningAssignments & Interviews

Verbal Offer is made &

accepted

Regrets / Appeal Period

Written Offer

Extended / Accepted

Successful Candidate

Hired


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.


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


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)


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.


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.


Equivalencies

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


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.


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.


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.


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


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.


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 …


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.


Affirmative Action CategoriesThe 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


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.


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.


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.


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


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.


Your ResumeYour 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.


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.


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.


AccommodationIf 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.


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.


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?


AssignmentsIf 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.


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.


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.


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.


ReferencesAt 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.


Debrief OpportunityIt 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.


Eligibility ListsKeep 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.


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


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.


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 [email protected]. Include your

cover letter and resume if it is near the closing date.


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”.


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.


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/


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: [email protected]