FROM PAPER TO PERFORMANCE: RESUMES, CVS, AND INTERVIEWS DONE RIGHT

NAVIGATING THE DYNAMICS OF MODERN INTERVIEWS

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WHAT WE WILL DO (NOT NECESSARILY IN ORDER)

UNDERSTANDING THE DIFFERENCE: RESUMES VS. CVS

• Definition of a Resume: A resume is a concise document (usually 1-2 pages) tailored for a specific job, highlighting skills, achievements, and relevant experience.
• Definition of a CV (Curriculum Vitae): A CV is a comprehensive document (often multiple pages) that provides a detailed overview of your academic background, work experience, publications, and other achievements. Typically used in academia, research, or international applications.

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Major Differences:

• Length: Resume is shorter; CV can be longer.
• Focus: Resume emphasizes relevant job skills and experience; CV covers complete professional history.
• Use Cases: Resumes are common for most industries, while CVs are used in academia and for certain global job markets.

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BUILDING A WINNING RESUME

• Add Key Points
• Add Professional Summary or Objective
• Add Key Skills
• Add relevant work experience
• Add education

THE ANATOMY OF AN EFFECTIVE CV

• Personal Information
• Professional / Academic Profile
• Education
• Work Experience
• Publication (Research)
• Conferences and Presentations
• Skills and Certifications
• Awards and Honors

CUSTOMIZING FOR THE JOB OR INDUSTRY

Use Keywords from the Job Description:

• Many companies use Applicant Tracking Systems (ATS) to filter resumes. To pass this, include keywords from the job description.
• Example: If the job description emphasizes “data analysis” and “project management,” ensure those terms are present.

�Highlight Relevant Experience:

• Don’t list every job or research experience—prioritize what is most relevant to the role.
• Tailor both the resume and CV to different job applications, focusing on skills and accomplishments that match the role.

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• Show Results:
• • Whether on a resume or CV, quantify achievements when possible (e.g., percentages, figures, awards).
• • Example: “Increased departmental efficiency by 15% through process improvement initiatives.”

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RESUME AND CV PITFALLS

Key Points:

Being Too General:

• • Avoid vague language like “responsible for” and use specific action verbs that demonstrate impact.

Overloading with Information:

• • Keep resumes concise (1-2 pages). Don’t overwhelm with irrelevant details.
• • CVs can be longer, but only include material that is significant.

Ignoring Formatting:

• • Ensure the resume/CV is visually appealing, with clear headings, consistent fonts, and bullet points for easy reading.

Typos and Grammatical Errors:

• • Double-check spelling and grammar; it’s often a reason for rejection.
• • Use tools like Grammarly or ask someone to proofread.

Failure to Quantify Achievements:

• • Simply listing duties doesn’t tell a story. Add metrics wherever possible to demonstrate the impact of your work.

A GOOD DOCUMENT GETS YOUR FOOT THROUGH THE DOOR

• • A well-crafted resume or CV is your ticket to getting noticed.
• • Tailor your document to the job or industry, focusing on relevant skills and accomplishments.
• • Remember, this document is the first step in telling your professional story.

FROM INQUIRY TO INSIGHT

ACTIVITY ALERT!

• 2 Volunteers
• 1 to be the interviewer
• The other to be the one interviewing

JOB DESCRIPTION

• Quick Bite Food Co. is looking for a Services Crew to help with basic food preparation, packing, and servicing of food to the guests.
• Role will be on-site. Dayshift (8AM to 5PM, Fixed Weekend Off)
• Qualifications:
• At least Senior High School
• Pleasing Personality
• Good Communication Skills
• No Experience required
• 45,000 starting salary with government benefits

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CONDUCT THE INTERVIEW

• Don’t worry. Just go ahead with the interview and ask some basic questions.

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THE ANATOMY OF AN INTERVIEW

PHASES OF AN INTERVIEW

• Phases of an Interview:
• Opening: "Setting the stage with introductions and a brief overview of the company and position."
• Core Questions: "The interviewer probes into the experiences, skills, and knowledge."
• Candidate’s Questions: "An opportunity for the candidate to inquire about the role, team, and organizational culture."
• Closing: "Outline of the next steps and timelines."

THE ART OF INTERVIEWING

BEST PRACTICES FOR HR PROFESSIONALS AND THE APPLICANTS

• Be prepared and review
• Job requirements
• Cover Letter & Resume
• Align interview questions with both
• Ask questions relevant to the position and try to steer clear from things provided already (unless needed to verify or elaborate further)
• Create an inviting atmosphere
• Ensure the room is comfortable (if F2F)
• Put a smile on your face and greet the applicant
• Start with a light conversation to build rapport

• Be prepared and review
• Make sure you studied about the company and the position you’re applying for
• Prepare to share highlights not part of your resume or CV provided
• Prepare for questions aligned to the job
• KISS: keep it short and simple
• Engage
• Interact with the interviewer
• Start with a light conversation to build rapport

THE ICEBREAKER QUESTION

• Tell me about yourself?
• Ease the applicant into talking (get them in a flow)
• Communication skills
• Job alignment

ACTIVITY ALERT!

• 2 Volunteers
• 1 to be the interviewer
• The other to be the one interviewing

TELL ME ABOUT YOURSELF

• “I recently graduated with a degree in Marketing from ABC University, where I developed a strong foundation in digital marketing strategies and analytics. During my time at university, I completed an internship at XYZ Company, where I was responsible for managing social media accounts and assisting with content creation. This experience taught me the importance of engaging content and data-driven decision-making. After graduating, I worked as a Marketing Assistant at DEF Company, where I coordinated several successful marketing campaigns and improved our social media presence, increasing our follower base by 30%. I am particularly passionate about creating innovative marketing solutions and am excited about the opportunity to bring my skills to InnovateTech Solutions as a Marketing Coordinator.”

BE A S.T.A.R

• Employ the STAR (Situation, Task, Action, Result) technique to elicit detailed and insightful responses.

BEHAVIORAL & SITUATIONAL QUESTIONS

• Can you tell me about a time when you had to lead a team under a tight deadline?
• Leadership skills
• Time management
• Ability to work under pressure

CAN YOU TELL ME ABOUT A TIME WHEN YOU HAD TO LEAD A TEAM UNDER A TIGHT DEADLINE?

• “In my previous role, we had a major project that needed to be completed within two weeks, a task that would typically take a month. As the team leader, I organized a kickoff meeting to break down the project into manageable tasks and assigned responsibilities based on each team member’s strengths. I set up daily check-ins to track progress and address any roadblocks promptly. By fostering clear communication and collaboration, we managed to complete the project two days ahead of the deadline, which was highly appreciated by the client.”

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BEHAVIORAL & SITUATIONAL QUESTIONS

• Describe a situation where you disagreed with a colleague. How did you handle it?
• Conflict resolution
• Interpersonal communication
• Ability to handle disagreements professionally

DESCRIBE A SITUATION WHERE YOU DISAGREED WITH A COLLEAGUE. HOW DID YOU HANDLE IT?

• “Once, I disagreed with a colleague over the approach to a marketing campaign. I believed a digital-first strategy was more effective, while they preferred traditional methods. I suggested we meet to discuss our perspectives openly. During the meeting, I listened to their ideas and presented data supporting my approach. We decided to run a small pilot project combining both methods to see which yielded better results. This compromise not only resolved our disagreement but also provided valuable insights for future campaigns.”

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BEHAVIORAL & SITUATIONAL QUESTIONS

• Give an example of a goal you set and how you achieved it.
• Goal-setting
• (Self) Motivation
• Planning skills

GIVE AN EXAMPLE OF A GOAL YOU SET AND HOW YOU ACHIEVED IT.

• “At the start of the year, I set a goal to improve our customer satisfaction score by 15%. I began by analyzing customer feedback to identify common pain points. Based on this data, I implemented a series of changes, including staff training and process improvements. I also introduced a new feedback loop to continuously monitor customer satisfaction. By the end of the year, our score had improved by 20%, exceeding my initial goal and enhancing our overall service quality.”

BEHAVIORAL & SITUATIONAL QUESTIONS

• What are your strengths and weaknesses?
• Strength
• Self-awareness
• Alignment with the role
• Confidence
• Weaknesses
• Honesty and Integrity
• Self-improvement
• Problem-solving

HOW NOT TO ANSWER THIS QUESTION

• Avoiding the Question Entirely – I have no weakness
• Giving Generic Answers – I am hardworking
• Highly Critical Weaknesses – I often miss deadlines because I get caught up in the details
• Disguising a Strength as a Weakness – My biggest weakness is that I work too hard
• Being Overly Negative or Self Critical – I’m not good working with others
• Providing Irrelevant Information – My family is my strength, them not having anything to eat is my weakness

WHAT ARE YOUR STRENGTHS AND WEAKNESSES?

One of my greatest strengths is my ability to balance multiple responsibilities effectively. As a full-time student, I’ve managed to maintain a high GPA while participating in various extracurricular activities, such as being a member of the debate team and volunteering at a local community center. This experience has taught me excellent time management and organizational skills, which I believe will be beneficial in any professional setting.

• Why It’s Ideal:
• Relevant Skills: Balancing academics and extracurriculars highlights essential skills like time management and organization.
• Concrete Example: Provides a specific example that demonstrates the strength in action.
• Professional Relevance: Shows how the skills gained in college can be transferred to a professional environment.

WHAT ARE YOUR STRENGTHS AND WEAKNESSES?

I tend to be a bit of a perfectionist, which can sometimes lead to spending too much time on assignments to ensure they are flawless. While this attention to detail has helped me produce high-quality work, I’ve realized that it’s important to balance quality with efficiency. To address this, I’ve started setting specific time limits for my tasks and seeking feedback earlier in the process to ensure I’m on the right track without over-investing time.

• Why It’s Ideal:
• Honesty: Acknowledges a genuine weakness without undermining the candidate’s abilities.
• Self-Awareness: Shows awareness of the potential downside of their perfectionism.
• Proactive Improvement: Highlights steps taken to mitigate the weakness, demonstrating a proactive and growth-oriented mindset.

BEHAVIORAL & SITUATIONAL QUESTIONS

• If a client or customer was unhappy with your service, how would you handle the situation?
• Customer service skills
• (De)-escalation management
• Customer relations

IF A CLIENT OR CUSTOMER WAS UNHAPPY WITH YOUR SERVICE, HOW WOULD YOU HANDLE THE SITUATION?

• First, I would listen to the customer’s concerns without interruption to fully understand the issue. I would then apologize for any inconvenience caused and assure them that their feedback is valuable. I would propose a solution to address their problem promptly and follow up to ensure they are satisfied with the resolution. For example, if a product was faulty, I would arrange for an immediate replacement and possibly offer a discount on future purchases to regain their trust.

BEHAVIORAL & SITUATIONAL QUESTIONS

• You are working on a critical project and realize you will not meet the deadline. What steps would you take?
• Crisis management
• Communication skills
• Handling of setbacks professionally

YOU ARE WORKING ON A CRITICAL PROJECT AND REALIZE YOU WILL NOT MEET THE DEADLINE. WHAT STEPS WOULD YOU TAKE?

• Upon realizing the deadline might be missed, I would immediately inform my supervisor and any other stakeholders about the delay, explaining the reasons and impact. I would then re-evaluate the project plan to identify any areas where we can speed up progress without compromising quality. I would also consider bringing in additional resources or extending work hours to catch up. Keeping communication transparent and finding solutions to mitigate the delay would be my top priorities.

NON VERBAL CUES

NON VERBAL CUES

COMPLIANCE WITH LEGAL STANDARDS IN THE PHILIPPINE CONTEXT

Please take note that I am NAL. (Not a lawyer)

UNDERSTAND ANTI-DISCRIMINATION LAWS

• Familiarize yourself with the legal framework of relevant laws in the Philippines such as
• The Philippine Constitution
• The Labor Code of the Philippines
• The Magna Carta for Women
• The Anti-Age Discrimination in Employment Act (R.A 10911)
• Data Privacy Act of 2012 (Republic Act No. 10173).
• Protected Classes: No questions or practices to discriminate based on race, gender, color, religion, age, disability, marital status, political affiliation, etc.

STRUCTURED AND STANDARDIZED INTERVIEWS

AVOID PROHIBITED QUESTIONS

Personal Information: Do not ask questions about marital status, family plans, age, religion, ethnicity, or any other personal information that is not relevant to the job. (Filipino applicants tend to overshare anyways. 🤷🏼‍♂️)

QUESTIONS TO ASK THE RECRUITER

• How do you ensure good work life balance?
• Can you tell me more about the team that I’ll be working with?
• What opportunities for professional development does the company offer?
• Can you share some insights on the company’s performance and future goals?
• What sets you apart from competing companies offering a similar role?
• Why do you enjoy working here?
• How often do internal candidates get promoted?

“EVERY INTERVIEW, IS A NEW OPPORTUNITY. FOR BOTH PARTIES.”

THE INTERVIEW

PERSONAL POINTERS

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• You may ask the applicant of their preferred pronoun (he/she/it/whatever)
• Always consider the Grade Level that your applicant is applying for
• Are they entry-level?
• Mid-Management?
• Senior?
• Executive?
• Ending Question: How do you define success?
• Understand applicant’s motivation for why they work (of course, we want to earn, but sometimes they share something deeper than that)
• For both sides: Don’t be late.
• Don’t shut out an applicant because of one bad answer or bad way of answering (unless it’s truly a deal breaker)
• Remember to KISS 💋

PERSONAL POINTERS

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• Always provide next steps
• Cite Salary, if possible (save both some time!)

JOB DESCRIPTION

• Quick Bite Food Co. is looking for a Services Crew to help with basic food preparation, packing, and servicing of food to the guests.
• Role will be on-site. Dayshift (8AM to 5PM, Fixed Weekend Off)
• Qualifications:
• At least Senior High School
• Pleasing Personality
• Good Communication Skills
• No Experience required
• 45,000 starting salary with government benefits

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As we conclude our discussion on interview best practices, remember that success hinges on preparation, empathy, and understanding. For HR professionals, it's about creating a fair process that reveals candidates' potential.

For applicants, it's about presenting your skills authentically and understanding the questions posed. Embrace these principles to turn challenges into growth opportunities. Thank you for your attention and participation today.

SLIDES AND RESOURCES

• For slide content, please visit https://paqs.me/resources