Successful Interviewing

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The interview is designed for one purpose: to find the "best" person for the job. Getting an interview is only a start. You must know how to win at interviewing. Follow these four interviewing strategies.

• The One-Minute Resume
• Positive Attitude
• Dress the Part
• Write a Thank You Letter

4 Winning Tips for a Successful Interview:

1. The One-Minute Resume

The first question most interviewers ask is "tell me about yourself." How you answer this question will set the tone for the rest of the interview. That is why you develop a one-minute resume. Describe where you are from, your education, and what you have to offer.

One-Minute Resume Example:
"I grew up in rural Western Michigan and I was active in sports and student government in high school. In addition to having the skill, talent and experience you're looking for, my life as a military spouse also reflects my being the right person for this job. The experiences I have had as a military spouse have boosted my education, provided learning experiences I've enjoyed through traveling and expanded my experience in relating to people of varying backgrounds and cultures."

Develop and Practice Your One-Minute Resume
You should do this for three reasons:

1. It shows you are comfortable with yourself. This puts both you and the interviewer at ease.
2. If you have a polished one-minute resume, YOU begin to control the interview.
3. A well-delivered one-minute resume will draw the interviewer in to you.

Be careful not to brag - simply tell a story about yourself.

2. Positive Attitude

The key to winning in an interview is a positive attitude. The good news is you have an advantage over the interviewer: the interview is about YOU and you know more about yourself than the interviewer does. The interview is your turn to show all that is great about you. Remember, resumes don't hire, people do.
Be prepared for difficult questions and unexpected events, such as delays. Don't let these affect your positive attitude.

3. Dress The Part

Wear business clothes because first impressions are important.

4. Write a Thank You Letter

After you conduct your successful interview, it is important to follow it up with a thank you note. Writing thank you notes are not an exercise in tradition; rather, it will allow you to highlight additional skills and qualifications that you may have for the job, it will show that you follow through and it will show that you have class. Your thank you note should also ask the employer when they expect to make a decision. An email thank you note is also appropriate.

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Types of Interviews and What to Expect

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Telephone Screening Interview: A call from an employer to screen you and other candidates for essential criteria. Tip: Have your job search records organized and handy. Refer to your resume as needed.
In-person Screening Interview: An in-person screening for initial impressions of your attitude, interest, and professional style. Tip: You may not be meeting with the final decision maker, but don’t slack off. Sell yourself as you would in a “regular” interview.
Selection Interview: In-depth questions on your qualifications used to evaluate your ability to fit in. Tip: Establish rapport with everyone you meet (before and after the actual interview). Sell yourself as a natural addition to the team.
Work Sample Interview: An opportunity to demonstrate your specific skills. May be a display of your portfolio or a demonstration of your skills. Tip: Run through different ways to describe the projects in your portfolio. Practice your presentation until it is smooth.
Peer Group Interview: A meeting with your prospective coworkers, who will evaluate how well you fit in. Tip: Don't forget to smile. It shows confidence.
Group or Panel Interview: Three or more people who will ask you questions on your qualifications and evaluate how you fit in. Tip: Direct your answer to the person who asked the question, but try to maintain eye contact with all group members.
Luncheon Interview: Interview conducted in a restaurant to assess how well you handle yourself in social situations. Tip: Pick easy things to eat so you can answer questions and pay attention to the conversation.
Stress Interview: Questions intended to make you uncomfortable. This is usually a test of how you will handle stress on the job. Tip: Keep your cool and take your time in responding to the questions. Don't take anything personally.
Video Conference Interview:  A “person-to-person” interview by video. Tip: Practice before a video camera or mirror if facing a camera during an interview makes you nervous.

Preparation is the key to a successful interview. Spend time getting ready for your interview. Review common interview questions and practice answering them with someone else or in front of a mirror. On the big day, remember to:

Be on time or early
Go by yourself
Look professional
Shake hands firmly
Maintain eye contact
Bring your sense of humor and SMILE!

Describing "Soft" Skills in a Resume

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Soft skills are generally described as intangible personal characteristics or attributes more generic in nature and not identifiable with any particular occupation. Conversely, many soft skills are useful and desirable in the performance of tasks and functions found in a wide variety of jobs. Examples of soft skills include traits such as analytical ability, communication skills, creativity, being customer oriented, leadership and other, similar, intangible skills.

When applying for a position, consider whether or not any soft skills are integral to successful performance in the job. If the answer is "yes," plan on addressing appropriate soft skills in resume submissions.

Make a substantive effort to include examples in the narrative resume content that describe and demonstrate instances where soft skill(s) are employed in performing tasks related to the position of interest. Since soft skills are inherently generic and "fuzzy" in nature, they are more difficult to clearly describe in a narrative fashion than "hard" skills, which are clearly related to recognized occupational categories and functions. These “hard" skills (e.g., accounting, information technology, civilian pay, secretary, etc.) lend themselves to ready analysis because of the direct, unmistakable relationship between major, core tasks associated with the occupations in which they are embodied and the skills needed to perform these tasks.

Examples:

Actitivities 09/07-06/10 Sports Club, Mathematics and Statistics Faculty, Washington DC, Female basketball team coordinator

• 07/08-07/09 Board of European Students of Technology (BEST), Barcelona, Spain, Course: “Ways of Comunication in the 3rd Millenium”
• Arts: Μember of the Theatre Club and the Forensics Club, in George Mason University, Farifax, VA (1998-2001).
• Participated in a 15day educational trip to England, dedicated to the life and deeds of Shakespeare, organized by George Mason University (March 2001)
• Environment: Member of the organization “Friends of the Blue Ridge Forest”
• Travelling: Italy, Austria, Switzerland, Germany, Netherlands, England, Spain, Cyprus, Italy, Scotland.

Social and Voluntary Work

• 2009 SPEAR (Society for Promotion of Education and Research) Charlottesville, VA
• 2009 Publicity Coordinator, Virginia Chapter, SPEAR is a non profit society with presence in 30 countries and with more than 250 centers worldwide.
• Responsible for publicity and coordination of the events held on campus and for UVA's SPEAR bash (April 2010), the annual SPEAR festival featuring professor and researchers from across the country; responsible for increasing involvement from other students for the society.
• Volunteer for ‘A Tribute to George Harrison’ featuring performances of  Paul Simon, Crosby and Grahm Nash at John F. Kennedy Stadium in Philadelphia.

Leadership

• Initiated on-campus recruiting and information sessions 2008- present
• Selected and worked with recruiters and potential employees from diverse backgrounds
• Karate Instructor , La Plata, MD
• Established own branch of karate dojo; taught women’s karate classes 2003 - 2006
• Volunteer Mentor: Tutored disadvantaged children, ensuring a strong work ethic and study skills 2007 - 2009
• Varsity Women’s Crew Fall 2009- Spring 2010 Baltimore, MD
• Varsity Boat Fall 2006 and Spring 2007, NCAA Division I program
• The Johns Hopkins University Student Athlete Advisory Committee Spring 2005- Spring 2007
• Led student athlete fundraiser for local food bank, exceeded food drive goals and raised enough food and money for the entire holiday season for the Food Bank of the Southern Tier
• Coordinated National Girls and Women in Sports day 2007-2009, over one hundred young girls came from the community to participate; more than 10 varsity women’s teams showcased their sports
• Ivy League Student Athlete Advisory Committee Fall 2007- Spring 2009
• Represented The Johns Hopkins University at Pan Ivy conferences and determined the policy of student athletes on Ivy league athletic legislation
• Student Athlete Mentors Program Fall 2005- Spring 2007
• Nominated as one of 15 for program, underwent training to counsel student athletes; mentored younger athletes

5 Tips to Network Better

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1. You have 2 ears and 1 mouth; use them in that proportion. People like being asked questions and listened to and this will enable you to find out more about them, so when you respond, it is from an informed position.
2. Think of networking as serving others and exploring what their needs are and how you can help them. Find out the issues and needs of your target audience and become an expert  .
3. Set goals for any networking opportunity. Imagine the occasion is over. What have you done or achieved? Who have you spoken with and what is the next step? Are you information gathering or sourcing relevant business cards to follow up?  
4. For major networking events, do some research and prepare key points or questions to ask your target contacts. Take a look at their web site, annual report or recent press coverage. Forewarned is forearmed.  
5. Networking is an 'important but non-urgent' activity. Plan it in your diary regularly to ensure it happens. Set aside specific times of day, days of the week or month to catch up with your contacts.

Give it a try!!

Good news... If you're graduating this year you'll make more than the class of 2010

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A Spring 2011 Salary Survey conducted by the National Association of Colleges and Employers (NACE) show that the average salary offer to all Class of 2011 graduates now stands at $50,462, which is up 5.9 percent over the overall average of $47,673 to Class of 2010 graduates.

Among the college Class of 2011, engineering dominates the list of top-paid majors, according to NACE’s Spring 2011 Salary Survey. 

Survey results indicate that engineering majors account for seven of the top 10 spots on the list. In fact, the only non-engineering major among the top-five highest-paid is computer science ($63,017), which is second on the list. (See Figure 1.)

That four of the top five top-paid majors are engineering and all received average starting salary offers in excess of $60,000 strongly indicates the continued high demand for these graduates. Furthermore, the entire top-10 list underscores the interest employers have in hiring technical majors.

For additional information about a career in enginnering stop by http://dreamfedjob.com/careers/0801_General_Engineering.html

Do you know any person ages 16 to 24 who's in need of free career training?

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If you do, then pass the word.... Job Corps is a free education and training program that helps young people learn a career, earn a high school diploma or GED, and find and keep a good job. For eligible young people at least 16 years of age that qualify as low income, Job Corps provides the all-around skills needed to succeed in a career and in life. This great program is administered by the U.S. Department of Labor.

Through a nationwide network of campuses, Job Corps offers a comprehensive array of career development services to at-risk young women and men, ages 16 to 24, to prepare them for successful careers. Education, training, and support services are provided to students at 124 Job Corps center campuses located throughout the United States and Puerto Rico. Job Corps centers are operated for the U.S. Department of Labor by private companies through competitive contracting processes, and by other Federal Agencies through interagency agreements.

Job Corps offers hands-on training in more than 100 career technical areas, including: automotive and machine repair, construction, finance and business services, health care, hospitality, information technology, manufacturing, renewable resources, and many more. All training programs are aligned with industry certifications and are designed to meet the requirements of today's careers.

Job Corps also offers the opportunity to earn a high school diploma or a GED for those youth who don't have either. For youth who already have a high school diploma, Job Corps can help them prepare for college through partnerships with local colleges. Resources are also available for English Language Learners.
Courses in independent living, employability skills, and social skills are offered to all Job Corps students in order to help them make the transition into the workplace.

If you or someone you know is interested in joining Job Corps, call (800) 733-JOBS or (800) 733-5627 where an operator will provide you with general information about Job Corps, refer you to the admissions counselor closest to where you live, and mail you an information packet. Good luck!!!

If you're looking for a career with the Federal government, don't forget to stop by http://www.dreamfedjob.com/ 

Great Career Choices for Students - Working for the State Department

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Have you ever considered getting a jump start on your career while you're still in school? Then the Student Career Education Program (SCEP), also known as the Cooperative Education Program (Co-Op) could be your answer.

This forward-thinking partnership between you, your school and the U.S. Department of State puts you at an advantage by combining your academic studies with on-the-job training and relevant career experience.

You'll apply theories and work on projects that give real-life meaning to your classroom instruction. You'll have the choice to work full- or part-time. And you'll earn a paycheck as you serve your nation. Due to the unique partnership between the student, the school and the Department of State, the student is paid a government salary and is expected to work either part or full time in a capacity that is compatible with the student’s course load. Students are required to work in areas that are directly related to their academic program and career goals. Participants provide support to bureaus in the Washington D.C. area and some regional areas.

Eligibility requirements

You must be:

• At least 16 years of age
• A U.S. citizen
• Enrolled in a degree, certificate or diploma (full- or part-time) program
• In good academic standing at your school
• Able to meet security requirements

Compensation & Benefits

• Accrue annual and sick leave
• Sick Leave accrued at a rate of 4 hours per pay period, 13 days per leave year
• Eligible for pro-rated health and life insurance coverage
• Paid federal holidays
• Flexible work schedule
• Thrift Savings Plan (equivalent to 401(k)) with Government matching
• May qualify for credit towards degree requirements

How to Apply

Applications are accepted on a rolling basis and placements are made throughout the year. The State Department keeps applications on file for 6 months in hopes of matching you with a bureau. In order to apply, you should electronically send your resume and cover letter if possible to coop@state.gov.

To qualify, you must be pursuing a degree, certificate or diploma (full time or part time), and at least 16 years of age. You also need to be in good academic standing at your school, a U.S. citizen, and able to meet security requirements.

What is the Work Schedule?

Students typically work part-time while school is in session and full time during breaks. There are no limitations on the number of hours a student can work per week. A specific work schedule will be submitted that fits with the student’s academic schedule as well as the bureau’s need. This program is the perfect work-study combination.

How are Students Paid?

Students are paid at regular government salary rates (typically GS-1 through GS-5). Pay is dependent on the level of education and experience the candidate may possess, based on the qualification standard of the job the applicant is seeking.

What is the Application Process?

An application is a student’s resume, cover letter and most recent (unofficial) transcript. All items need to be electronically submitted to coop@state.gov identifying the subject as “Cooperative Education Applicant Resume.” Please attach documents using Microsoft Word.

1. Be sure to include in your resume:
2. School and Degree Pursuit
3. Security Clearances (If Applicable)
4. Veterans Preference (If Applicable)
5. Location Preference

Washington DC - Metro Area; Arizona – Phoenix; California – Los Angeles, San Francisco, and San Diego; Colorado – Denver; Connecticut – Bridgeport; Florida – Miami; Georgia – Atlanta; Hawaii – Honolulu; Illinois – Chicago Louisiana – New Orleans; Massachusetts – Boston; Missouri – Saint Louis New Hampshire – Portsmouth; New York – New York City; North Carolina – Greensboro; Pennsylvania – Philadelphia, Puerto Rico – San Juan; South Carolina – Charleston; Texas – Dallas and Houston; Washington – Seattle

When is the Application Due?

Applications are accepted on a rolling basis and placements are made throughout the year.

Contact Information for Student Programs

If you have any questions or concerns:

Email: coop@state.gov identifying the subject as “Cooperative Education Program Inquiry”

Phone: (202) 261-8888 (Ask for the Co-op Coordinator)

What to Expect as a Cooperative Education Applicant

Before submitting your resume and cover letter to coop@state.gov we suggest you bring it to a school counselor or career services to look over. You want to make sure these items have all your information, are formatted well and have no spelling errors, since this is your first impression with managers.

After you submit your application, you should receive a receipt of application email, no later than one week from when you applied. If you do not get a response, please resubmit your application.

As we said before, once the State Department receives your application, they keep your resume on file for 6 months in hopes that they will find you a placement in that time. They are unable to tell applicants the status of their application because these positions are need based, and they become available as needed.

Placements are made when:

1. A bureau coordinator or manager contacts the Cooperative Education coordinator, requesting the need for a student with certain characteristics, for example: a certain major or work experience background.
2. Next the Co-op coordinator goes through the file of applicants and sends the best matches to the bureau coordinator or manager.
3. The bureau coordinator or manager then goes through the applications and sets up interviews with those they are interested in hiring.

What to Expect if You Have Been Appointed to a Cooperative Education Position

     A. Once a bureau coordinator or manager has interviewed you and given you a verbal offer for the Co-op  position, you will need to provide them with the following materials:

1. An updated resume that includes your birth date and social security number.
2. A current official transcript. (If you are just beginning a term in school and do not have a transcript yet,   please submit a proof of enrollment.)
3. Completed Co-op agreement.

     B. Once your bureau coordinator or manager has received all these materials they will send them to  Human Resources – Student Programs to process your appointment.

     C. Student Programs will contact you with information regarding your tentative offer for the Co-op position as well as the security clearance process.

     D. Students tentatively selected for the program must undergo a background investigation and receive either a Secret or Top Secret security clearance.

     E. The security clearance process takes approximately 90-120 days to complete from the time the forms are received. Investigations may take substantially longer than 120 days if you have had extensive travel, education, residence and/or employment overseas, or if you have dual citizenship, foreign contacts, immediate family or relatives who are not citizens of the United States and/or a foreign born spouse or if there is a security, suitability or medical issue to resolve. These issues could include a current or past history of drugs or alcohol abuse, as well as a recent history of credit problems. Although these problems will not necessarily preclude you from receiving a security clearance, they will lengthen the time required to complete the clearance process. It is important to be completely honest when filling out your security questionnaire.

Note: It is possible that you could receive an interim clearance, which would allow you to work at the Department of State while your investigation is still taking place.

      F. Your offer is not official until you receive written notification from Student Programs. Once you receive that, you will be able to schedule a time for orientation.

Non-Competitive Conversion into the Civil Service

A great benefit of the Cooperative Education Program is that after the completion of certain requirements, it is possible that the participant be converted to a civil service position. However, a non-competitive conversion is not guaranteed.

Requirements

     A. Participants in the Co-op program may be non-competitively converted to a career or career-conditional appointment when students have:

1. Completed, within the preceding 120 days, at an accredited school, course requirements conferring a certificate or degree;
2. Completed at least 640 hours of career-related work before completion of, or concurrently with, the course requirements;
3. Been recommended by the employing agency in which the career-related work was performed; and
4. Met the qualification standard for the targeted position to which the student is appointed.

    B. Conversions must be an occupation related to the student’s academic training and career related work experience.

    C. The non-competitive conversion may be to a position with the same agency or any other agency within the Federal Government.

Frequently Asked Questions

Q: Are all the positions in the Washington D.C. area?

A: Co-op positions are typically only in the Washington D.C. area. Most students go to schools that are located in the Washington D.C area and then commute to work. There are very few instances that a student is placed in another city. However, in the rare cases that they are, they are typically at passport agencies. If you are interested in working outside of the D.C. area please specify that on your resume and cover letter.

Q: What type of work will I be doing?

A: Every Co-op placement is different. As long as the position is directly related to your academic major and/or career goals.

Q: I can’t attach an unofficial transcript, what should I do?

A: If you are unable to attach an unofficial transcript to your application, you may submit your resume without it. Please note that if you do receive a placement you will need to send in your current official transcript.

Q: What should I do if I want to update my resume?

A: Updating your resume whenever you have made changes is encouraged. This way they will be sending your most current resume to managers. If you would like to update your resume, please electronically submit it to coop@state.gov identifying the subject as “Updated Resume - last name”

Q: Do Co-op students receive benefits?

A: Yes, Co-op students receive several types of benefits. Students earn annual and sick leave based on a prorated basis of how many hours worked per pay period. They are also eligible for both health and life insurance coverage.

Q: Can my work experience while on the Student Temporary Employment Program count towards the required 640 hours necessary for noncompetitive conversion career conditional employment?

A: Yes, if the work performed is related to the student’s academic studies and career goals. There should be clear documentation showing the “relatedness” between the work, actual duties/tasks/assignments, performed while on a STEP appointment to the work that will be performed while on a SCEP appointment.

For detail information about federal careers, visit http://www.dreamfedjob.com/.

2011 Featured Summer jobs: Department of Defense.

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Student Employment Programs

Washington Headquarters Services (WHS) is searching for top performing interns in nearly all disciplines from administrative through highly technical to place in over 50 different areas of The Office of the Secretary of Defense (OSD). OSD is the principal staff element of the Secretary in the exercise of policy development, planning, resource management, fiscal, and program evaluation responsibilities.

Some of the areas available for internships are:

IT and Network Security	Intelligence
Acquisitions & Procurement	Graphic Design
Public Affairs & Communications	Test & Evaluation
International Affairs	Congressional Liaisons
Human Resources	Legal (General Counsel)
Defense Policy	Administration & Management
Logistics	Facilities Management
Finance (Accounting, Comptroller)	Engineering
Economics	Over 750 Career Areas…

Student Summer Contract Program

This program provides students a 10-week summer work experience to work as a contractor in assigned OSD organizations related to their academic course of study.  Although applications are generally accepted by the contractors for summer contract positions from mid-December through the end of February, it might not be too late, if you're interested email specialprograms@whs.mil for more specific information about the application process. 

Unsalaried Internship Program

The Department of Defense (DoD) offers unpaid training opportunities to students in high school and college. These opportunities provide work experience related to your academic program. The program allows you to explore career options as well as develop your personal and professional skills. As a student volunteer, you will be exposed to the DoD work environment and learn about the missions and responsibilities of the Office of the Secretary of Defense and other Defense Agencies.

Eligibility Criteria

To qualify for consideration in this program, you must be at least 16 years of age at the time of appointment and enrolled, at least half-time, in one of the following: an accredited high school/trade school; a technical/vocational school; a junior/community college; a four-year college/university; or any other accredited educational institution.
 

Work schedules for students in this program vary. Some student volunteers work an alternating schedule, three to four months on the job, and then return to school the following semester, quarter, or term. Others choose to work part-time and attend school during the regular school year or during the summer or other school vacation periods.

How to Apply

To apply for a Unsalaried Intern position with the OSD/WHS or a Defense Agency, you must meet the eligibility criteria. All applicants are required to submit:

• A letter from the academic institution's counselor/advisor in support of the internship.
• An official academic transcript.
• A current resume (no special format required).
• A cover letter identifying yourself as an applicant for the Unsalaried Intern Program.

To apply for this program, mail all required application documents to:

Attn. Unsalaried Intern Program Coordinator
Washington Headquarters Services
Human Resource Directorate
Polk Building - Suite 4000
2521 South Clark Street
Arlington, VA 22202-3918

Student Career Experience Program (SCEP)

The Federal Government has always looked to educational institutions to find students who have the skills needed to meet its future employment needs. The SCEP was created to attract talented students to Federal public service. Selected students work in careers associated with  their academic disciplines. Upon completion, most students are converted to full time employment.

Eligibility CriteriaTo qualify for consideration in SCEP, you must be a least 16 years of age at the time of appointment and be:

• A student enrolled or accepted for enrollment as a degree-seeking student (diploma, certificate, etc.).
• Enrolled at least half-time with an academic or vocational/technical course load in an accredited high school, technical/vocational school, 2 or 4 year college/university, or graduate/professional school.
• A U.S. citizen.

How to Apply

To apply for a SCEP position with one of the OSD/WHS organizations, you must meet the eligibility criteria.  Occasionally, specific SCEP opportunities are advertised on our website under the "Student Career Experience Internship Program" link in the "Other Job Announcements" box on the Employment Opportunities page, https://storm.psd.whs.mil/cgi-bin/apply.pl. All applicants are required to submit:

• A current resume (no specific format required).
• An official academic transcript.
• A copy of your current class registration.
• A cover letter identifying yourself as a SCEP applicant that includes information about your interests and career-related goals.

To be considered in the general applicant pool for SCEP positions, mail your application to:

Attn. SCEP Coordinator
Washington Headquarters Services
Human Resources Directorate
Polk Building - Suite 4000
2521 South Clark Street
Arlington, VA 22202-3918

Workforce Recruitment Program

The Workforce Recruitment Program (WRP) aims to provide summer work experience, and in some cases full-time employment, for college students with disabilities. The program develops partnerships with other Federal agencies, each of whom makes a commitment to provide summer jobs and a staff recruiter. Each year, recruiters interview more than 1,500 students with disabilities at college and university campuses across the nation, and develop a data base listing the qualifications of each student. Interviews are arranged from November to January. College career counselors or disability student services providers who would like to schedule a recruitment trip to their campuses should also contact wrp@dol.gov. Students interested in the program must work through their colleges. Due to imited staff resources, the Office of Disability Employment Policy cannot respond to direct student inquiries.

For consideration specific to the Office if the Secretary of Defense and associated agencies, contact the WRP coordinator by e-mail specialprograms@whs.mil or U.S. mail:

WRP Intern Coordinator
Washington Headquarters Services
2521 South Clark Street, Suite 3000 Arlington, VA 22202

Student Temporary Employment Program (STEP)

Temporary positions giving students the opportunity to work year round, part time during school semesters and full time during breaks.  Positions in this program are managed by private contractor, and are not federal positions.

How to Apply

To obtain a student contract position with the Office of the Secretary of Defense/Washington Headquarters Services, you must apply directly to the private sector contractor responsible for the program's management and the employment process.  Applications are accepted for this program on a continuous basis.  Positions are filled from an applicant pool as needed.  Email specialprograms@whs.mil for more specific information about the application process

2011 Featured Summer jobs: The Environmental Protection Agency (EPA).

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The U.S. Environmental Protection Agency is looking for energetic and highly motivated students for summer employment.  Numerous opportunities are available within EPA for students to gain valuable work experience while contributing to the mission of protecting human health and safeguarding the environment.  Student summer employment opportunities are available at EPA’s headquarters in Washington, D.C., and at regional office and laboratory locations nationwide. 

The Student Summer Employment Program will be used for most of EPA's summer hiring.  EPA primarily hires high school and college students for administrative/clerical positions as well as technical positions in areas such as life sciences, program or policy analysis, and engineering.  Most summer positions have salaries ranging from the GS-2 to GS-7 level (a base hourly rate of $9.59 to $16.28, excluding locality pay).  Students must meet the qualifications described below plus additional requirements, dependent upon the grade level of the position and needs of the organization. 

Basic Eligibility Qualifications:

• You must be a student.  A student is an individual who is enrolled or accepted for enrollment in an accredited high school, college, university, or technical or vocational school.
• Students must be in good academic standing with at least a GPA of “C” or its equivalent.
• You must be a U.S. Citizen.
• You must be age 16 at time of employment. 
• A work permit is required for students age 16.
• In addition to a resume, eligible veterans should submit a copy of their DD Form 214 as part of the USAJobs application.
• You will need to provide your transcripts and a letter from your educational institution that you are in good academic standing.

Summer Employment Application Process

 

How and Where to Apply:

 

EPA summer positions will be posted on USAJobs throughout April & May. You must apply directly to USAJobs using the following link:

All Job Openings at EPA  

 

Once on the USAJobs website, review the opportunities that are available. After locating a position to apply for, you will need to create an account. Be prepared before starting the application process.  Please have ready an updated resume and any additional required documents.

When creating a resume on USAJobs provide details that reflect the type and scope of work you have performed including volunteer work.  Be sure to save it. The list provided below will assist you in getting prepared.

You will need to upload the following documents:

 

     Requirements  from Graduate Students          

          Official Transcript
          Acceptance Letter from Graduate School
          Updated Resume

     Requirements from College Students          

          Official Transcript
          Letter of Good Academic Standing & Verification of Enrollment (on official school letterhead)
          Fall/Spring Registration (on the official school letterhead)
          Updated Resume

     Requirements from High School Students          

          Report Card
          Letter of Good Standing (if graduating from high school - Acceptance Letter from university/college)
          Work Permit (in order to work in the DC area, you must obtain a DC Work Permit)
          Updated Resume

Now you are ready to apply.  Return to the position you are applying for and click "APPLY."

Follow the steps through the application process; be sure to answer each question.

For information on what it takes to be an Environmental Protection Specialist, click here!

The Best 2011 Jobs for College Students

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These days, a good job is hard to find. But that won't be a decent excuse for a slim resume when you're sitting across from the recruiter next year. Like it or not, college students are expected to be capable of pulling good grades in tough classes while gaining professional experience on the side. Hiring managers want to know that they won't need to train new employees in the basics of life on the job. The 10 jobs listed below are great choices for students because they look good on a resume, work around class schedules, offer decent pay, or--if they're really great--all of the above.

On-campus IT support job: This is one of the best work-study jobs you'll find if you are working on a degree in a relevant area. You'll be able to gain real-world experience without leaving campus. Technology-services work can involve solving technical problems for other students and teachers as well as installing and setting up computer systems on campus. If you're in school... get as much career experience as possible. Plus, such jobs are more convenient and lucrative than unpaid, off-campus internships.

On-campus career services: Let's face it, it isn't easy to learn the ins and outs of the professional world while keeping up your grades. Working in career services can help you become familiar with the job-hunting process and become comfortable talking with employers and recruiters. Learn to give presentations to fellow students about the career services and resources offered by your school. What other job can you think of that you have an opportunity to change someone's life?

Paid internship: This is the gold standard of college jobs: You get professional experience and working-world connections, you build knowledge in a real-world work setting, and someone wants to pay you for it. If the work is relevant to the career field you're likely to pursue, even better. This is the best way to test the waters and find out if a particular field is right for you. Recruiters like to see students showing an active--and early--interest in their industry, and they look for students who demonstrate a passion for their work.

Unpaid internship: This is obviously not as great for your wallet as a paid internship, but the good news is that recruiters don't care. If you're in a financial position to take this work, it will pay off later. And if you're having a tough time finding work, consider proposing an unpaid internship to a company you're interested in. While summer internships are great, a part-time internship during the school year might be even better. It shows you can handle a lot of work. Employers know and appreciate that it's not easy to work while you're in school full time.

Waiter or waitress: Don't turn up your nose. This is honest work, you can earn a good amount of money, and employers will typically work around your school schedule. Even better, you can often return to a restaurant after taking time off, and consistency looks good to a hiring manager. The bottom line for your pocketbook and for your future job interviews: Working while you go to school is always going to be more beneficial than not working. In part, that's because the millennial generation has the unfortunate reputation of seeming "entitled," and a history of hard work shows that you're not taking much for granted.

Lab assistant: This can be a great choice if you're a student seeking a career in the laboratory sciences. Off-campus lab assistant positions are often part time and may require only a high school degree. Colleges often employ lab assistants in campus research labs, sometimes through work-study programs. Research experience can be very appealing to employers.

Professor's research assistant: If you're having a tough time finding a job, consider working closely with a professor as a research assistant. You might propose a position to a professor in your discipline. Not only will the skills you learn improve your career prospects, you'll forge an advantageous connection. The recommendation you're going to get from that professor is better than from one who knows you solely in the classroom setting.

Home health aide: If you're considering a career in healthcare--a solid choice in this economy--working part time as a home health aide could provide some valuable insight. Home health aides often work with the elderly, helping them take their medicines, work through physical exercises, and perform basic grooming. Healthcare jobs have held up during this recession, and the number of home health aide positions is expected to grow much faster than the average for all occupations.

Writer: If you're headed for a career that involves communications--and most do--you may gain advantages working, paid or not, as a writer. You might find work with a campus publication or the school paper. You might even find online editing work.

Bank teller: About 1 in 4 tellers work part time, so college students might find flexibility in a bank job. You'll gain customer service experience, and you'll be forced to become familiar with numbers. Sometimes students who are interested in working in the financial industry get their feet wet as tellers. Remember, when searching for a job, you're ideally looking for something that's relevant to your future career.

For information on careers, visit our Careers page on Dreamfedjob.com.

If You Live in One of These Cities, You're Probably Employed

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Minneapolis, Buffalo, N.Y., Oklahoma City and Rochester, N.Y., have made it through the great recession with the smallest unemployment increases.

A government report shows that the four cities have had the smallest increases in joblessness over the past two years among cities with at least 1 million people.

None of the four relies on heavy manufacturing industries, such as autos or steel, which have been hit hard by the downturn. And all have avoided the extremes of the housing boom and bust that devastated much of California, Florida and Nevada.

Accountants have Nothing to Fear in this Economy

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According to a CNN/Money job Ranking Report, Accountants have nothing to fear in this economy.

The latest CNN/Money Best Jobs in America Ranking reports that accountanting jobs of all stripes are some of the best today!  Here is how accounting related jobs fared within the top one hundred jobs ranked:

Top 100

9. CPA (#6 last year) – "Maintain financial records and analyze the numbers. Especially in this time of economic turmoil, CPAs are needed to make sense of increasingly complex financial transactions — from buyouts to businesses grappling with changing tax laws."

62. Tax Manager – "Participates in tax planning and research activities. Supervises accounting staff. Oversees tax returns and compliance for corporations, partnerships, trusts, and individuals."

69. Accounting Director- "Manages the accounting department's daily activities. Collects and provides information for audit inquiries and gives assistance to auditors. Assists in the development and implementation of policies and procedures relating to financial management, budget and accounting."

78. Auditing Manager – "Determines financial status of establishments and prepares financial reports concerning operating procedures. Supervises staff and examines and analyzes accounting records."

Median Pay

19. Accounting Director – $119,000

Top Pay
18. Accounting Director – $169,000

Job Security
6. Tax Manager (69.6% say their job is secure)

Future Growth
6. Tax Manager (89% say jobs like theirs will grow in the future)

For additional information about accounting related  jobs, follow: http://dreamfedjob.com/careers/0510_Accountant_and_Auditors_Specialists.html

Did you Know what is the Best Career in 2011?

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According to a U.S. News & World Report, the best career in 2011 is that of Computer Support Specialist

The rundown:
The widespread and expanding adoption of new technology will continue to dial up demand for those who can provide technical assistance. Computer support specialists may work for computer hardware or software vendors, such as Microsoft, Oracle, or smaller companies, answering questions or resolving problems for customers. Or they may provide technical support for a company's computer, network, and office systems, charged with tasks like assisting employees with computer issues and installing computer hardware and software. Aside from computer savvy, jobs in this field require problem-solving and communication skills, as well as the ability to multi-task in a busy environment.

The outlook:
Employment of computer support specialists is expected to increase by 14 percent, or 78,000 jobs, from 2008 to 2018, according to the Labor Department. Outsourcing of jobs to offshore locations weighs on this growth projection, but it mostly occurs within lower-level customer service positions, says Jeffrey Tarter, executive director of the Association of Support Professionals: "The real trend is for customer technical support at a much higher level--handling support for more complicated products." As the adoption of new technology becomes more widespread, demand will rise for specialists who can resolve technical issues. Industries that rely heavily on technology, such as computer systems design and data processing, will see the swiftest demand for computer support specialists. There is also a growing need for these workers in industries that are striving to become more efficient, like health care.

Money:
Median annual wages of computer support specialists were $44,300 in 2009, with the lowest 10 percent earning less than $27,200, and the highest 10 percent earning more than $72,690.

Upward mobility:
After learning the ropes, you may advance to a senior-level position or eventually a supervisory role. "This is an incredibly good entry-level job," says Tarter, partly because computer support can be a pathway to other jobs within a firm. "It's not unusual for companies to recruit developers and marketing people and professional services people from their help desk," he says. "Think of going into product development--if you've spent two or three years answering every conceivable question about what's not working with a product, you're really hitting the ground running."

Activity level:
You'll work a typical 40-hour week in the office (although telecommuting is becoming more common for computer support professionals). If you're employed by a third-party support firm, you may spend a lot of time at a client's site. Computer support specialists who work for a hardware or software vendor may spend five-plus hours on the phone each day, and the rest of the time researching issues in response to customer queries, or coming up with solutions. Those who work for a company's computer help desk spend their days assisting employees, installing software, and troubleshooting the network.

Stress level:
Your job may involve fielding calls from frustrated customers, which can be a source of stress. Spending long periods of time at a computer terminal can cause eye strain, back discomfort, and hand and wrist problems such as carpal tunnel syndrome.

Education and preparation:
Employers tend to prefer some college background, such as a bachelor's degree or an associate's degree. A degree in computer science or related field will give you a leg up, but it's not always essential--some employers will hire applicants in any field. Since a wide range of industries employ computer support specialists, knowledge of a particular industry will give you an advantage. For example, if the job involves support for customers using accounting software, some accounting savvy will give you an edge. Knowing the specifics of a products isn't a must, says Tarter, because most support specialists receive on-the-job training.

For additional information on becoming a Computer Support Specialist click here!

Sample Resume for a Government Senior Manager

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The following example illustrates a good resume for a  federal Senior Management position.  Our candidate wants to highlight his experience with ‘Leading Change,‘ ‘Leading People,‘ ‘Results Driven,‘ ‘Business Acumen,‘ and ‘Building Coalitions.‘

John Smith

1616 Any Lane                          Announcement: SES-2010-0003

Anytown, VA 22206                                      jsmith@anymail.net

555-703-2468 (h)                                          555-692-7154 (w)

PROFILE:

• Highly skilled in leading and executing complex and multi-disciplinary projects at all organizational levels
• Proven leader and manager of national programs, resources, and staff
• Over 28 years' experience as a telecommunications and information technology professional

EXPERIENCE:

Executive Assistant, GS-15                                                    February 2009 - Current

Agency Headquarters, Washington, DC

Direct oversight of four major programs and nine operational divisions providing information technology services for the agency. Directly coordinate with Regional Directors and Office of the Secretary staff.

Synchronize all efforts to achieve the agency requirement to enable global support of staff operating from a securely managed network with reduced cost of ownership.

Accomplishments:

• Created a secure data network which serves as the baseline for a global enterprise data network. This new network increased information security two-fold while providing unfettered access to critical user information.
• Developed innovative policies for providing secure wireless email at the enterprise level. These policies are now being incorporated by other Federal Government agencies.
• Integrated best business practices from commercial venders and created an efficient automated process to re-image more than 5,000 computer systems to a common secure baseline.
• Met weekly with Senior Leaders to assist them in achieving the necessary change management in their organizational processes. Encouraged discussion of differences to generate the best options for implementation.
• Created the initial templates for global enterprise that can deliver objective levels of service with measurable metrics.
• Presented the methodology to execute a myriad of policy changes at several forums and conferences.

Senior Program Manager, GS-15                                         May 2005 - January 2009

Agency Headquarters, Washington, DC

Led of a 4,000 person communications organization responsible for providing communications and information management to staff worldwide.

Accomplishments:

• Negotiated multi-year funding, coordination, and implementation for fiber optic infrastructure valued in excess of $20 million and supporting 10,000 users.
• Led the transition from legacy microwave systems to a cutting edge fiber optic network with upgraded technological capabilities that increased the carrying capacity capability 90-fold.
• Managed requirement analysis and implementation of a $40 million annual contract for communications architecture.

Program Manager, GS-15                                                     August 2002 - April 2005

Agency Headquarters, Atlanta, GA
Responsible for integrating and coordinating information technology requirements and emerging enterprise solutions nationwide. Executed an annual program budget greater than $160 million.

Accomplishments:

• Directed server consolidation and change management of an 1800 person organization resulting in a reduction of 3 large email servers and a reduction from 11 support contracts to 3, with a net savings of more than $5 million. 
• Expanded information assurance and compliance. Reduced non-compliance from nearly 85% to less than 2% across the organization within 5 months.
• Successfully negotiated for critical funding to provide enterprise technology. This funding enabled the construction of 4 consolidate server locations throughout the country.
• Successfully integrated 7 incongruous unit level networks into 1 agency-wide network. Led the migration of more than 8,000 email users from legacy exchange service to 1 email system.

Director, Transition Office, GS-15                                         June 2000 - July 2002

Agency Headquarters, Atlanta, GA
Led the new Presidential Administration transition team, from confirmation of the Secretary to the vetting, selection, and submission of all political appointee nominations including those requiring Senate

confirmation.

Accomplishments:

• Built and managed the workforce needed to staff the Transition Office. Ensured employees were appropriately appraised and rewarded.
• Inspired team commitment and motivation resulting in the processing of over 5500 applications for 140 political appointment positions.
• Established a comprehensive vetting and tracking process that enabled senior selection officials to effectively and fairly interview prospective candidates and make selection recommendations to the President for final approval by the Senate. Completed initial recommendations to the Secretary and President for all primary positions within 4 months of commencing transition activities.
• Directed the comprehensive preparation activities for the Secretary and Deputy Secretary for their Senate confirmation hearings, including overcoming repeated obstacles in a high pressure environment.

Vice President, Government Sector                                       July 1997 - May 2000

Corporate Headquarters, Bluefield, VA                             Annual salary: $145,000

Responsible for developing a new Government Sector business unit. Established and implemented information technology programs in support of Federal Government contracts.

Accomplishments:

• Implemented metrics for defining efficiency, effectiveness and overall success of the business unit.
• Developed program managers in order to leverage their full range of expertise and capabilities. Encouraged workforce diversity to create atmosphere conducive to high quality service.
• Ensured programs were awarded subsequent contracts. Exceeded corporate goal for contracts by $10 million.

Special Projects Officer, GS-14                                              August 1995 - June 1997

Agency Headquarters, Roanoke, VA

Provided administrative and protocol support to the Director and Deputy Director of an agency engaged in global research and development of security protocols and emerging technologies. Maintained Top Secret

security clearance.

Accomplishment:

• Successfully led an organizational change management initiative to maintain relevancy and core expertise. Collaborated across agencies to build strategic relationships resulting in an increase in customer requests for briefings by agency experts.

EDUCATION:Master of Business Administration, MIT Sloan School of Management, Cambridge, MA
Bachelor of Science - Engineering, Virginia Tech, Blacksburg, VA

PROFESSIONAL DEVELOPMENT:Leadership for a Democratic Society, Federal Executive Institute, Charlottesville, Virginia

AWARDS:

Special Act Award                       1997

Secretary's Award                        2002

Special Service Award                 2005
Special Commendation Award    2009

The Overqualified Candidate

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Some job candidates have more skill, education, or experience than a position requires. These “overqualified” candidates often face particular challenges in finding a job. To succeed in the job market, overqualified candidates need to understand an employer’s concerns, highlight their experience, and communicate effectively.

Employer concerns. An organization with high employee turnover can make future job candidates wary. Reluctance to hire overqualified candidates sometimes stems from these turnover fears: Employers believe that an overqualified worker will continue to seek a job more closely aligned with his or her credentials—and leave when one turns up.

Cheri Butler, associate director of Career Services at the University of Texas at Arlington, says prospective employers have reservations about hiring overqualified candidates: “If I hire him, will he stay? Will he be unhappy with the wage we offer? Does she only want a paycheck? Why would she apply to a job that is below her skill and experience level?” As a result, employers may prefer the “just right” candidate, someone with the correct level of qualifications, who seems a safer choice.

Highlighting experience. Overqualified candidates mindful of this employer hesitation may worry about calling attention to their experience. Many choose to prepare a functional, rather than chronological, resume to emphasize their skills without underscoring years of work. Some experts advise overqualified candidates to downplay their experience on a resume to avoid rejection during the initial culling of applicants. This strategy is similar to choosing keywords from the job description to avoid automatic rejection.

But downplaying experience doesn’t mean disregarding it. In fact, Tina Garrett-Ragland, director of human resources for an automotive supply company in Roanoke, Virginia, suggests that overqualified candidates highlight their skills in the cover letter. “Downplaying your experience might get you an initial interview, but writing a good cover letter can produce better results,” she says. “Use the cover letter to explain why you want the job and how you will use your transferable skills to do the job well.”

A forthright cover letter marks overqualified candidates as thoughtful and honest early in the process—and may help to eliminate a prospective employer’s doubts about their early departure.

Effective communication. Effective communication helps an overqualified candidate reassure prospective employers about concerns they may have. The overqualified candidate has motivations, intentions, and reasons for wanting a particular job, and it’s up to him or her to explain what those are. An overqualified candidate may have many incentives in mind—such as change of pace, relocation, less stress, and more stability—when pursuing some jobs.

Overqualified candidates should emphasize how the organization benefits from their abundant skills. For example, an employer might value  overqualified candidates because of their high level of expertise and experience, sometimes across various fields. “These candidates are attractive because they possess professional maturity and can fill many roles inside an organization,” says Garrett-Ragland.

It is vital that overqualified candidates communicate to prospective employers their intention to stay long term, why they want the job, and how they plan to do the job well. Those who demonstrate motivation and an ability to pick up new skills are less likely to be known as overqualified candidates—and more likely to be called employees.
Source: Bureau of Labor Statistics, Occupational Outlook Quarterly, Spring 2011.

Wanna Job? Do the Research First

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For many people, the only thing harder than being out of a job is searching for one. The difficulties associated with finding employment can wear down even the most resilient job seekers. Applying for dozens of jobs each week and getting few or no replies can slowly erode your self-esteem. And this loss of confidence can prove detrimental to those of you trying to market your skills to would-be employers.

The good news is that you can avoid many of the mistakes that keep can keep you from winning a job. You can learn how to choose the best channels for applying, why you shouldn’t rely on online resources exclusively, and how to use your contacts effectively. By demystifying the job search process, you can improve your chances for success—provided you’re willing to put in the hard work, time, and patience required.

Research for job readiness

The Internet has transformed the job search process, changing the way we find job openings and research potential employers. Few organizations advertise job openings exclusively in printed classified ads, and some may not use print media at all. Today, information about employers, including job openings, is most often found on the Internet.

Focus the job search

Before beginning your quest for work, you should complete a personal evaluation of your goals. In particular, you should determine the type of work you want to do, where you want to do it, and for whom. Only after you have that information can you start a focused search for work. Although many of you know the type of work you want to do, others need help matching their interests and skills with a specific career. Skills self-assessment guides are particularly useful to anyone who is still exploring career options.Deciding whom to work for also takes research. You should avoid what career experts call the “shotgun approach” to finding a job. This is where you send out 100 resumes in the hopes of getting an interview and possibly a job. Try to focus your search to a few companies or the government.A more targeted approach produces applications that express a better understanding of the organization and its business, reducing the likelihood that your application will to unanswered.

Using online resources

Ideally, you learn about the industries and organizations that interest you before looking for work. Employers expect you to know who they are, what they do, where they operate, and how they compare with others in the industry—especially since such information is readily available online. Useful resources include newspaper articles, industry publications, employee blogs, and online discussions. You can use forums, also known as discussion boards, to communicate with people who work in your desired industry or organization.

Specialized job boards are another useful resource. These boards cater to a particular group, such as a university’s student body or alumni or members of a specific trade or professional association. Specialized job boards feature openings for job seekers who are already part of a wider network. By scouring these boards, you can determine which organizations are actively hiring and can gather information on work duties, minimum requirements, and compensation for specific job openings.

Are You Sharing Too Much Information?

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If you are looking for a job, you should remember to exercise care when providing or posting identifying information online, especially on social media Web sites. Employers have little difficulty finding information online about applicants; some even incorporate an online information check as part of the selection process.

Younger applicants in particular tend to share too much on community and social networking Web sites, overlooking their often-loose privacy settings. You should search your name online to discover what information about you is available to the public. This search will also help you figure out which Web sites are freely sharing your information without your knowledge or permission.

You should set strict privacy controls to protect your identity and data, limit what others share about you, and eliminate information that might compromise your job candidacy. All personal information must remain private; only professional information, such as an academic award or a published essay, should be public. 

Just a thought...

What to Expect from the Job Reference Check

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Reference checking is a vital part of a successful hiring strategy and is primarily used to:

• Verify information provided by the candidate
• Better predict the candidate's on-the-job success
• Gain additional knowledge (e.g., candidate's abilities)

Reference checking aims to verify the information a candidate provided (e.g., resume) and can provide a different perspective. Both instances present a better picture to the hiring manager of how the candidate would perform on the job.

Reference checks are conducted once the applicant pool is narrowed down to the top candidate(s). Typically, the person who will be making the final hiring decision checks the top candidates' references. Alternatively, a human resources (HR) specialist may check references.

Typically, candidates provide three (3) references for the hiring manager (or HR specialist) to contact. If those references are not available, or if additional perspectives are desired, hiring managers will ask the candidate for additional references.

Picking Your References

The reference should have been in a position to directly observe the candidate and be of a professional nature (previous or current supervisors, coworkers, professors, etc.) and not personal (friends, relatives, etc.).

Managers understand that references who have had the most recent contact with you will be better able to provide specific and accurate feedback about your skills and abilities. Less recent references may not be aware of new skills you may have developed. On the other hand, there may be circumstances where a less recent reference has the best knowledge of the competencies that are most important for the position to be filled.

There are times when you will not want the company to contact your current supervisor. This is a common request (and is often an option within online staffing systems). More than likely you will be asked if their current supervisor can be contacted once a tentative offer has been extended to you. You may also be asked to provide alternative references.

The best way to contact a reference is usually by phone. When contacting the reference, we briefly tell the reference who we are and why we are calling. We provide a brief overview of the position being filled and an estimate of how long the call will take. We also let the reference know the candidate has given permission to have his or her references checked. Then we ease into the conversation, begining with basic questions (e.g., reference's relation to you, your title and dates of employment), then move on to more in-depth questions.

Most Likely Questions your Reference will hear:

• In what capacity did you work with the candidate (e.g., peer, colleague, supervisor)?
• Could you give me a brief description of the duties the candidate performed?
• What were the candidate's strengths? What were the candidate's weaknesses or areas where the candidate could improve?
• Would you recommend him/her for this position? Why or why not?
• How well did the candidate know the work? How well did the candidate perform on the job? How well did the candidate manage the workload?
• How would you describe the candidate's relationships with co-workers, subordinates, and supervisors?
• Is there anything else you can tell me about the candidate's ability to perform his/her job?
• What kind of work-related training, certificates, education, or other qualifications does the candidate have?
• Is the candidate eligible for re-hire in your organization?

English 101 for Resumes and Other Tips

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• Absolutely no typos or grammatical errors.
• Write in short, complete sentences (subject, verb, proper tense agreement).
• Use common words and expressions instead of bureaucratic ones.
• Economize on words and expressions, but not to a cryptic extreme.

     Good: I briefed management.
     Bad: I conducted a briefing to key management and their staffs. (10 words.)

• Avoid vague statements.

     Good: I produce two weekly radio shows, one monthly television program, and a bimonthly newsletter to 10,000 employees located in 12 regional offices.
     Bad: I manage various communication processes to field offices.

• Avoid acronyms, unless you spell them out several times in the application or resume.

Format

• Follow the instructions in the announcement carefully; ignoring page limits or other formatting requirements may jeopardize your application.
• Material should be easy to read:
• Use paragraphs or bullets to separate items.
• Use headings and subheadings to indicate categories.
• Use all capital letters or bold to highlight important information.
• Leave some white space; don't type margin to margin.
• Avoid using small size type.
• Don't make reviewers hunt for experience (e.g., ‘see attachments‘). Put all relevant information in the write-up.
• Application and/or resume should be neat and clean.
• Make sure photocopies are legible.
• Don't attach copies of training certificates, awards, or position descriptions.
• Number all pages.
• Don't assume Spell-Check and Grammar-Check will catch all the errors; review every word.

Tone

• Be friendly and professional, not stilted, formal, or chatty.
• Avoid passive verbs; use active verbs with the personal ‘I.‘

     Good: I established a new team structure that eliminated the need for six supervisors (only 13 words;  concise, clear, good use of personal ‘I‘ with an active verb).
     Bad: The establishment of a new team structure was considered one of my best accomplishments in that it reduced the need for six supervisory positions (too long--24 words; stilted, awkward sentence structure, too passive).

References

• Make sure that individuals you reference can attest to your ability to perform the job and can speak to your specific competencies and Qualifications.
• Contact references and tell them about positions for which you have applied.
• Be sure reference information is current (e.g., telephone numbers, addresses).

More Tips

• Avoid statements that describe your personal beliefs, philosophies, or commitment to social or political causes unless they are necessary to describe the results you have achieved.
• Don't reveal information about your political affiliation or activities unless you are using experience as a political appointee to qualify.
• Don't identify your race, sex, national origin, color, religion, age, marital status, physical or mental disability, sexual orientation, or any other non-merit factor.

And Finally...

When you're finished, ask three people (preferably dispassionate and knowledgeable individuals) to review your application.

There is no Secret to a Successful Job Search

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How do you proactively search for employment? First, we need to look for employment opportunities in creative, imaginative ways. Primarily, create an action plan.

Who are you? What can you offer? We often forget that we are a product and that we need to "sell ourselves." Our target market is the environment in which we hope to work. Choose a number of companies and then follow up with phonecalls.

Don't write vague, non-specific letters to companies. Don't say that "I am willing to work in any role you might have in mind for me." That is akin to asking the company to make a career decision for you. Instead, study that company and see where you might be able to bring value – and target that area. They'll respect someone who writes to say "I believe I can help you greatly with your South Florida markets, due to my knowledge of that region, and my command of the Spanish language."

Jobs even get advertised in the noticeboard of your local carwash or Gym – never forget that your future job can lie in the format of a hastily written note on a car wash board. Do not be deceived by first impressions. Explore every opportunity.

Recruitment Agencies – impress, impress, impress. Recruitment Agents are decision-makers too. They mix and liaise with employers on a daily basis. Approach that meeting as you would a job interview – dress well, be courteous, have your answers thought through and illustrate what value you can bring to an employer.

Lots of jobs never get advertised – instead people 'create' their own position with a well written resume carrying a carefully-constructed approach.

Look to your network. The girl who plays beside you on the softball team or your own hairdresser– do they know people in your industry? Let people know what you work at, and what you want to work at.
Do certain things for free, trusting that they will stand to you in the long run.

"If opportunity doesn't knock, build a door."-Milton Berle.