Learn the CCARs Style For Your ALJ Federal Resume

Learn the CCARs Style For Your ALJ Federal ResumeLearn the CCARs Style For Your ALJ Federal ResumeLearn the CCARs Style For Your ALJ Federal ResumeBREAKING NEWS Congratulations, if you are invited to the Online Component. We recommend our ALJ Writing Guide to review the 13 ALJ Competencies We also recommend our Structured Interview practice if you are invited to the Structured Interview component of the ALJ Examination.Attention ODAR Attorney-Advisors and Other Qualified Candidates Get your CCARs ready for the upcoming 2016 ALJ ExamOn Friday, March 4, the U.S. Office of Personnel Management announced that the Federal Administrative Law Judge exam will soon open for qualified candidates. OPM administers the competitive examination process by which the register of ALJs is created and maintained. In 2013, OPM released nachrichten of the upcoming announcement approximately one month ahead of time. In 2009, only two weeks notice was given.Qualified Attorney-Advisors at the Social Security Administrations Office of Disability Adjudication and Review (ODAR) have been encouraged to apply to take the upcoming exam. Experienced litigators and administrative lawyers in private practice or in other government roles should also apply. Although the precise contents of the ALJ exam are a closely held secret, the application process which starts the process requires a resume and qualifications narratives to document 7 or more years of qualifying experience. Licensing details are also required.Competing effectively for adjudicatory positions requires mastery of the CCAR style of accomplishment writing. In a shortened, abstract form, CCARs help flesh out a candidates resume. In full narrative form, they find their way into other parts of the testing process, including the Structured Interview, during which candidates are expected to tell stories that reveal key aspects of their past performance.Most trial lawyers know that winning a jury trial requires more than argument and tec hnical sufficiency. It requires a story and evidence consistent with a predetermined theme. In federal competitive hiring, that theme is driven home by CCARs. The CCAR enables the government to examine how candidates have performed historically, using their knowledge, skills and abilities- also known as competencies- to deliver measurable, high quality outcomes.Thats why the USAJOBS.gov Resume Builder expressly asks applicants to describe not just the job held, but also ones accomplishments. The Resume Builder gives applicants up to 5000 characters- about a page and a half per job block- to describe the job and synopsize their best CCARs, thus bringing their resumes to life.The CCAR Accomplishment Builder can help you build your best Federal Resume for the ALJ Announcement.CCAR Example (drawn from multiple candidate examples) Challenge In 20XX, the SSA Office of Disability Adjudication and Review (ODAR) did not have a complete set of its rules and regulations correlating with format ted exemplar decision language. I led a project to create a compendium that would help ALJs and decision writers in our region find what was needed to draft decisions.Context At the time, I was an ODAR Attorney Advisor in the XXXX Region. I carried out research, decided how the law applied in disability cases, and drafted 100s of ALJ decisions.Actions I gathered all of the case law, rules, and sample language relevant to our cases. Then I organized it and created a compendium of source materials for other attorneys and ALJs to use.Results I presented my results to my colleagues and to the ALJs, who found it immensely helpful. It was quickly adopted and used by everyone in my office. Over the past XX years I have periodically updated the materials and they are still being used today to deliver legally correct, high quality decisions in an expeditious manner.Be prepared by drafting your own CCAR narratives todayFind out how ALJ candidates can use their CCARs effectively to apply and c ompete effectively for a slot on the ALJ register. The Resume Place has been helping candidates apply for federal jobs for 40+ years. We have kept up to date on evolving ALJ requirements and what it takes to gain a slot on the ALJ register, from resume and qualifications writing through to the Structured Interview. Additional resources are found hereThe all-new ALJ Writing Guide, 2nd Edition, by Nicole Schultheis Kathryn Troutman (Resume Place 2016)The all-new 2016 ALJ Webinar, offered weekly with dates as late as April 2, 20162016 ALJ Federal Resume and Narrative Writing Coaching Services Nicole Schultheis, Attorney at Law (Maryland)* SES Writer/Editor Certified Federal Resume Writer / Certified Federal Job Search Trainer Career Coach The Resume Place

5 Ways to Prove That Youre the Best Candidate for the Job

5 Ways to Prove That Youre the Best Candidate for the Job5 Ways to Prove That Youre the Best Candidate for the Job Yur ticket has been punched and as a job seeker in this economy, youre in a unique position. One million jobs have been added this year in the U.S. and the unemployment rate is at a 16 year low. This puts you in command and provides you with leverage in the interview process. But, you still have to get the job Join me on the red carpet as I provide you with a glimpse behind the velvet ropes of the recruiting department. Ive identified the top five techniques that will help you convey all that intellectual property contained in your brain. Create what I call coming attractions. This technique will allow you to introduce your skills and set the tone of the interview. It also answers the classic and dreaded question Tell me about yourself. Prepare a 45-60 second summary of the highlights of your qualifications and experience. Be sure to include why you a re looking for a new position. It should be so well-rehearsed that it doesnt sound like its well-rehearsed. Go big-picture and be enthusiastic but concise. Be professional but show your personality . It goes something like this Ive spent the last ten years in roles of increasing responsibility for a diversified engineering firm developing my skills as a project manager. I have won several awards for my performance and Ive been promoted twice. I love solving problems in innovative ways and working as a team with the best and the brightest in our industry. Im ready for a role that combines my passion for infrastructure expansion with the tools and resources available at your firm.Do your research. Read about the company on their website and look at reviews on Glassdoor . Ensure that you have a good understanding of how the company makes money and what uniquely positions them in their industry. Be prepared to share the details that youve gathered about the position and how you are the candidate who is distinctively qualified to solve their problems. Youve probably heard that you need to nurture your network and build your personal social media brand but a potent technique to make you stand out quickly is to ask a former co-worker, manager or supervisor to connect with the hiring authority at a desired firm as an independent, third-party reference . Even though the hiring manager may not know your former boss, a proactive voicemail or email message with details of your previous performance can go a long way. In addition, Ive found that most people believe there are six degrees of separation but when you get in a room with like-minded individuals in a similar industry, its actually more like two degrees of separation. We live and work in a small world. Ensure that you direct the characters and the script. Be prepared to answer and ask the right questions. Many companies perform behavioral interviews . Behavioral interviews are used to determine if you can quickly recall and articulate a previous scenario. Theyre also used to find out what you have learned from your work experiences. The questions will be worded like this Tell me about a time that you failed and how you reacted or Tell me about a time that you went above and beyond to satisfy a customer. What did you do and why? Behavioral interviews indicate to the hiring manager that youre suitable for the job based on your previous experiences. Be prepared with 3-4 anecdotes that you can apply in different situations. Keep them brief and be sure to answer the question completely . In addition, be prepared to ask relevant and substantial questions of the interviewer(s). Dont ask about benefits or compensation at this point make sure you have a good understanding of the company , the department, the role and the managers expectations. I appreciate when a candidate asks how they can be successful, the priorities of the role (or the company), and the milestones that will need t o be met. Shoot for asking 3 or 4 questions . If you have additional questions ask the interviewer if you can email him/her for further clarification. At the conclusion of the interview, you should thank the interviewer for their time, offer to provide additional information and then ask for the job. This last part is significant and often overlooked. Gather your thoughts while still in the meeting to put together a brief summary of your skills and reiterate your interest. For a dramatic finale, leave something behind that will remind the interviewer of you. Several years ago I welches interviewing with a COO for an Executive Recruiter role. A key responsibility of the job was to gather intelligence on potential passive candidates. To demonstrate my proficiency, I left behind a folder containing sample research reports. He later told me that no other candidate had been as thorough or demonstrated their skills in such an impressive way. You know what makes you a superstar and you know that an employer would be lucky to have you Why not set the stage and share how and why youre the best candidate for the job. Oh, and may the force be with youOne final thought before the credits roll. If you or any of your contacts are in interested in working at AECOM , feel free to share this message with them. We have a lot of great opportunities more than 3,000 in fact and are constantly seeking the best people Julie Cox is a Talent Acquisition Sourcing Leader for AECOM . Her areas of expertise include Sourcing, market intelligence, Corporate and Executive search for Engineers, Architects, Building Maintenance professionals, IT, Legal, Risk Management, Accounting, Finance, Compliance, Procurement, HR, Marketing, Communications, Facilities and Sales.

Recruiting the Recruiter

Recruiting the RecruiterRecruiting the RecruiterCompanies want HR pros who know HR, but can you break the code of the employers business, culture and mission.Sometimes being out of work offers you the opportunity to learn and become better at your next job.For Ralph Chapman, the experience gave him a very valuable - though opposite - perspective.When he left the Navy 17 years ago, he became a recruiter. He slipped easily into a role placing former military personnel in civilian jobs. But in 2001, Chapman found himself on the other side of the recruiters desk, looking for placement.The vorstellung put the recruiter in the position of being recruited, and it led him to discover that few recruiters and human resources managers really understand how to recruit other HR professionals.HR folks are great at giving advice But they dont always take that advice themselves, Chapman said. Its not just about finding someone who is the clich good with people, detail-oriented. HR is the front li nes of a client, and there are certain mind-sets and personalities that are and arent good for this industry.HR should be just as well versed in their companys goals, mission and their day-to-day business as the company itself, he said.Chapman founded HR Search Pros three years ago in Garland, Texas, to specialize in finding and hiring HR executives. His approach focuses entirely on making a philosophical match between candidate and company - the candidates mind-set and personality must be a fit for the engagement to work. Identifying that fit requires someone who specializes in the field, Chapman said.Weve had a lot of clients come to us after trying their search with other, mora generalist firms, he said. And were getting inquiries from clients who are saying, We put up our own job advertisement and got 1,000 resumes in an hour. Can you help us sort through this deluge?When we look for candidates, obviously we look for folks who are strong and successful in the HR field but who a re also willing to dig deep and understand their potential employers business, the mission of the company and its culture, Chapman said. And, of course, we learn all that we can about all these facets of our client, too, he said.Some clients want someone whos extremely efficient at the administrative aspects of the job and detail-oriented, while others want a candidate who will focus on interpersonal aspects of the role, Chapman said.Its a matter of knowing what each client wants so we can find the people who are perfect, he said. We spend so much time on each candidate and on each company, we have to be able to understand where the companys coming from so that we can find candidates who are going in the same direction.