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Work assignments during interview process: here’s how to handle this request.

When you prepare for a job interview, you likely will  read up on the company , your interviewers and any other subject that will help. But you should also be prepared for your prospective employer to ask you to complete work assignments during interview process.

You may ask, what would I do if an employer asked me to produce free work as part of hiring process? Make sure you can answer that question because it could come up during your job interview. Employers are increasingly asking job candidates to complete work that demonstrates their skills and problem solving.

Some employers believe the assignments help weed out candidates who are not truly interested in the job. They believe if candidates accept the assignment, they will work hard to prove their worthiness as an employee. They also may believe if candidates question the assignment, they may not be as interested in the position.

How work assignments during interview process help employers

Employers that use this tactic say it helps them see how candidates would approach the role that they are interviewing for, so it is helpful. The  average corporate job opening  receives more than 200 applicants, resulting in four to six candidate interviews. The interview assignment also helps candidates who may not interview well to shine by showing off their skills in the exercise.

An employer also may use the assignment to learn more about the candidate’s work process. Will they complete the assignment before deadline? Will they produce work that goes beyond the minimum needed to complete the assignment?

In some cases, it could be a brief, timed exercise that the employer gives to each candidate. These assignments are not likely to produce work the employer can use. It is more of a boilerplate problem for candidates to solve or a simple writing exercise to complete.

Read More: How To Ace Your Next Corporate Development Interview: Questions and Answers

How work assignments during interview process help job applicants

The interview assignment can help job applicants during the interview process. It is a great way to prove that you are the best candidate for the job. If you do a really good job on the assignment, the employer may be willing to offer more money for salary.

The assignment also gives you insight into the prospective employer’s expectations. It can be difficult at times with some jobs to understand exactly what the daily responsibilities and duties are. Such assignments can help shed light on that for you, and may help you decide whether to take the job.

If you complete the assignment and enjoyed the work, this could be a great sign. If you find the work tedious and not what you expected, it can help identify problems in the job.

What type of interview assignments can you expect?

Most companies are likely not looking for free work from candidates. But they must be sensitive to concerns that candidates will have that their time is not valued. The truth is, some companies receive free work from these arrangements and benefit from it.

There are examples of employers asking candidates to complete more involved exercises, then using the candidates’ work product. For example, a copywriter interviewing for a marketing job may draft content that the marketing team can later use without compensating the candidate. An applicant for a project manager job might develop a workflow plan and budget for a pending project that can be used.

Some employers are sending candidates home with work assignments during interview process that are quite involved. You should be aware that these requests are out there and develop a plan to respond to it.

It is reasonable for employers to ask candidates to demonstrate their skills, perhaps with an assignment that might take an hour. It is not reasonable to ask candidates to tackle assignments that take longer, maybe even days, without compensation. Here are some tips for handling requests to complete work assignments during interview process.

What is a reasonable and unreasonable assignment request?

First, it must be emphasized that employers asking candidates to complete simple, quick assignments is not unusual or unreasonable. In these cases, the person conducting the job interview can explain that this assignment is given to each candidate. It is a repeated task that is not used by the company to complete work without compensation.

It is important for candidates to know what the assignment is used for and how it fits into the interview process. This can be a useful tool to narrow down a finalist list for a position and to pressure test candidate claims about skills.

However, the problem occurs when a candidate receives an overly long and involved assignment request. If the candidate is given multiple days to complete the assignment, that is an indication that it may be too complicated. If a complicated assignment is given with unrealistic deadlines, that also is a red flag to consider.

But how can a candidate competing with others for a good job handle such involved assignments? The biggest fear is if you refuse, the employer will simply move on to candidates who will do the job. Here are several tips to consider when thinking about how to respond to interview assignment.

Suggest a simpler exercise

If you are presented with an assignment that appears complicated and involved, you could consider proposing an alternative. You can tell the employer that you have other work commitments that make it difficult now to complete the assignment. But tell them you are willing to complete an alternative that is less involved.

You can explain that your current job keeps you very busy and you have many commitments now. But offer to complete an exercise that takes about an hour or so to complete. This allows you to protect your valuable time, while also offering them insight into your process.

Offer samples of work similar to assignment

It is not unusual for you to explain that you have limited time outside of work. If you are asked to complete work assignments during interview process, tell the employer you do not typically do spec work. You can offer to share work you have done that is similar to the assignment.

If you have a portfolio of your work, tell them this will offer them the insight they seek into how you complete work assignments. You can even offer to arrange an interview with past supervisors who can discuss the quality of your work.

Find out more about the assignment

If the request you receive in the job interview to complete an assignment appears excessive, ask why it is requested. You can ask what they intend to do with the work you produce from the assignment. Ask them how many candidates will complete the task and are they all the same tasks.

If the assignment is particularly lengthy, you can ask if candidates have declined in the past to complete it. You can also ask if they have considered paying applicants as freelancers to complete the assignment. Also, ask how long to hear back after interview assignment if you elect to complete it.

Ask the Prospective Employer for Payment

Remember, the job interview is a vehicle for you to determine if the employer is right for you. It is a chance to speak candidly and professionally with your prospective employer. You can explain that you are willing to complete the assignment if they will compensate you for it.

As the rap singer Kanye West said, “Know your worth. People always act like they’re doing more for you than you’re doing for them.” You are showing the prospective employer that you know your worth by asking for compensation.

This idea only works when the assignment is particularly extensive and potentially can be used by the employer. Discuss options with the employer about payment, including whether a paid trial assignment will work. You could also offer to forgo payment if the employer decides to hire you.

How the company responds to your request will tell you a lot about it. If a company expects free work before they hire you, it likely will  expect free work  as part of your job.

How to decline an interview assignment and stay in the running

The best way to decline an interview assignment is to be honest. If you believe the assignment is too complicated and will take too long, tell them. If you are worried that the assignment poses a conflict in your other job, tell them.

Your job interviewer may offer some flexibility if you are honest with them. They may also determine that the assignment is not necessary if you are the top candidate contending. It is possible that the interviewer will also agree to an alternative assignment.

Employers asking candidates to complete assignments must recognize that applicants have limited time. It is not reasonable to expect them to complete a task that will eat up hours of their time. And if candidates produce excellent work, offer to pay them.

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Jenny Palmer

Founder of Eggcellentwork.com. With over 20 years of experience in HR and various roles in corporate world, Jenny shares tips and advice to help professionals advance in their careers. Her blog is a go-to resource for anyone looking to improve their skills, land their dream job, or make a career change.

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Example questions and answers

If you need a bit of inspiration to help you answer some of the trickier job application form questions take a look at our example responses to get you started

While some sections of a job application form only need straightforward, factual answers, such as your personal details or education history, others will demand you work a little harder.

You may be asked to write a personal statement, or be asked competency-based questions . These require you to discuss specific times when you've demonstrated the essential skills and qualities for the role, referring to the job description and person specification outlined in the advert.

For more information on completing a form and what to include, explore how to  write a successful job application .

While the precise wording of questions may vary between job application forms, they tend to cover similar ground. Here are ten typical application form questions and answers to help you.

Why do you want to work here?

The employer is trying to figure out your motivations and whether you've given serious consideration to your application. You need to show that you've done your research and understand exactly what the job entails. Explain how it fits into your long-term career plans.

Example answer:

Your company stood out when I was researching the leading electronics companies in the country. I am aware of your dedication to the development of innovative consumer products and I believe that this role would be the perfect fit considering my strong design background.

Why do you think you are suitable for this role?

You need to describe how your skills, knowledge and experience match the job outline, while also explaining your motivation and goals.

I have always wanted to work as an exhibition designer for a museum that embraces cultural changes and provides a sensory experience for its visitors. My degree helped me to develop key artistic and organisational skills, while the experience that I gained from working at my local museum has been the ideal preparation for a career in this field. I would relish the opportunity to be part of the team that works on the concepts for your upcoming exhibits and collections.

Briefly outline your relevant skills and experience

Even if you haven't had any direct experience, you can still highlight any transferable skills that relate to the role. Turn your answer into a positive one by making it clear that you want the job to gain experience in the area.

Although I haven't had the chance to gain work experience at an advertising agency yet, I have already created high-level concepts that have been used by leading brands such as Marks & Spencer. At university, I was the copywriter for a number of students' union marketing campaigns and have generated interest in my work through my website, which I designed myself.

Give an example of when you have worked under pressure

You need to prove that you've handled deadlines successfully in the past. Describe how you overcame obstacles you had no control over.

During my work placement last year, I faced various conflicting demands on my time due to the fact that my role was inter-departmental. One particular week, the pressures did threaten to get overwhelming as a number of key staff members were off sick. However, this allowed me to show that I could rise to the challenge. I left the company with praise from my peers as I always gave my best no matter what.

What is your greatest achievement?

Choose something outside of your academic life that's uniquely significant to you. This is an assessment of your attitude and motivations, to find out whether your values are compatible with those of the organisation.

When my mother was diagnosed with a serious illness last year, it was obviously a traumatic and stressful time for the whole family. Even though I hadn't done any sport since school, I decided to sign up for a run and raise money to increase awareness of the disease. I trained hard for a number of months and kept to a strict eating regime. I managed to raise nearly £3,000 for the charity and finished the race in a time I could never have dreamed was possible.

Give an example of how you made a positive contribution to a team and what the outcome was

The employer is checking that you have experience of working in a cohesive team environment. Describe a scenario where you had to draw on strengths and qualities to accomplish a group task. Explain your particular role, how weaknesses were overcome and what you learned.

During my time in the university film society, we decided to run a series of workshops for the local community. My role involved planning the daily activities, ensuring that the intensive course covered everything we wanted to include. While some tasks did overrun, the event was a resounding success with attendees remarking on how well it had been organised.

Describe an occasion when you've had to communicate complex information

This is a test of your ability to analyse complicated information effectively, and communicate it in a way that the audience can understand. Set the scene and describe your thinking process in a step-by-step way.

For my scientific research project, I had to present the ideas behind my thinking to the rest of the class. While presentations were common at university, this was a particularly complex proposal. I had to filter the relevant information and summarise my work, delivering this at a level the other students could appreciate and understand.

What is the biggest challenge you've faced and how did you handle it?

The employer will be looking to find out about your attitude to challenges, as well as your ability to problem-solve and overcome obstacles, so you need to provide a significant example that demonstrates your adaptability in this area.

In my summer job working in a busy aftersales department, I inevitably had to deal with some tough customers. This was my first real job, and I had to learn to successfully negotiate and interact with many people throughout the working day. On many occasions, I was the only staff member manning the desk, so I had to cope with the pressure that this role demanded. I now feel that I am better equipped to handle whatever challenges come my way.

What are your greatest strengths and weaknesses?

Describing your strengths may come more naturally, but when it comes to your weaknesses, it is important to be honest and reveal things you are genuinely looking to improve on. Your answers need to be well-considered and tailored towards the role you are applying for. Show them that you are actively looking to learn and grow.

I'm a driven person who works hard to attain my goals. The ability to overcome obstacles and follow things through to completion has always been a strong point of mine, which is why I've managed to thrive in such a competitive degree subject. However, I am aware that as a perfectionist my delegation skills could be improved. I would welcome training in conflict management as well as any other opportunities to develop in this area.

Discuss a time when you failed to complete a project by the deadline

Your response should adequately justify the reasons for missing the deadline. While there are various ways to approach this, you'll need to give a good explanation and demonstrate that you've learned from this setback. The employer is looking to determine whether you'll manage your time effectively in the future.

In my first year, I failed to hand a history assignment in on time as I had underestimated how long it would take to complete the project. I got carried away with the gathering of information and left the write-up to the last minute. I lost marks on my final grade, but fortunately still managed to pass the year. This has never happened since, as I've made a point of allocating sufficient time to each task. I certainly learned a valuable lesson from the experience.

Please provide further information in support of your application

This will usually be placed at the end of the form and is similar to a personal statement, making it one of the most important sections to get right. Never leave this section blank, thinking that it's enough to just answer the questions. It is an opportunity for you to show the employer why you are the best candidate for the job, kind of like a cover letter . You'll need to relate your skills directly to those outlined in the job description.

Find out more

• Discover what skills employers want .
• Get advice on CVs and cover letters .
• Explore how to answer interview questions .

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Land your dream job, how much time should you spend on sample assignments.

Lakshmi Hutchinson

Employers are increasingly using sample work assignments to narrow down their list of candidates during the hiring process. It could be as simple as a test that’s part of the online application, or you could be asked to spend several hours analyzing data after an initial phone screening. 

Some job seekers may find that they’re asked to do a take-home assignment before they have even had an interview. So, is it really worth it to complete unpaid (and sometimes lengthy) sample work during the application process? Read on to see the potential benefits as well as what to be mindful of when considering doing sample assignments.

Potential benefits to job seekers

There are certain benefits to this type of work audition. Just as a stellar writing sample can showcase your talents, acing the the assignment could help you to stand out among the applicants.

Aside from giving you the chance to show off your relevant skills, sample work can also provide a window into the position, offering you an opportunity to see what types of projects you can expect in the role. If you find the assignment tedious or simply not what you had hoped for, then you may want to reconsider whether the job is a good fit . On the other hand, if you have fun doing the assignment, then it's probably a good sign!

What you should be wary of

There may be times when what you’re being asked to provide just doesn’t sit right. It’s useful to remember that you’re essentially working for free. Consider whether the amount of time you’re expected to devote to the sample work corresponds with where you are in the hiring process. If you have yet to speak with a recruiter or phone screener, it’s unlikely that your work is going to be carefully considered when there are many other applicants still in the running.

And if you’re asked to provide unique content, such as graphic design or a sample grant application, you should be aware that the organization could potentially use this work without giving you credit .

Pro Tip: Is the organization often reposting the same position? It may be a sign that the hiring managers aren’t seriously considering filling the role. 

Weighing the pros and cons

Ultimately, you need to consider whether you feel the process is worth the effort, whether it is a reasonable request, and how badly you want the job. Before spending a significant amount of time on a work sample, consider whether the job is really a good fit for you—you don’t want to be bogged down doing free work for organizations that you’re not really interested in. And if you’re at all concerned about where your work products are going to end up, it is completely within your rights to ask what the work will be used for.

If you are keen on the position but opposed to completing any sample work, you could say something like, “Due to time commitments, I’m unable to work on any unpaid projects, but I would be happy to provide you with an alternate example of my work.” While you run the risk of the prospective employer cutting you out of the running, you're offering a good option by which to evaluate you if they’re truly interested.

But if you’ve already interviewed and have a good idea of where you are in the process, a lengthier sample assignment may seem more reasonable (sometimes, an organization will even offer a small hourly reimbursement). You might consider asking how much time you’re expected to spend on the project, and make a decision from there. 

Looking for more guidance on the interview process? Be sure to check out 4 of the Toughest Interview Questions, and How to Respond and other articles on the job search .

Lakshmi Hutchinson is a freelance writer with experience in the nonprofit, education, and HR fields. She is particularly interested in issues of educational and workplace equity, and in empowering women to reach their professional goals. She lives in Glendale, California with her husband, twin girls, and tuxedo cat.

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What to Do When a Job Application Asks for “Additional Information”

Are you the type who agonizes over every little detail, especially if it’s something you care about? If so, I bet you hate that little box that comes up at the end of job applications suggesting that you “add any additional comments you believe are important to your application.”

Oh, the anguish this little text box has probably caused. Do you fill it in or not? What if you have nothing to add? Is your application even complete if you leave it blank? Will it look like you didn’t care enough to write a bit more?

First things first, let’s go ahead and confirm that no one is tossing out your application because you didn’t fill in that little box. In fact, most of the time, it’s totally OK to leave it blank.

But now that we’ve calmed down a bit, let’s talk about a couple situations in which you might actually want to write for the “Additional Information” box.

Scenario 1: There’s no place to attach a cover letter.

While you might not want to write a full-on cover letter to put in the additional information session, you do want to include your story. Even people who hate writing cover letters concede that there are a lot of benefits to having one. The cover letter is essentially an opportunity for you to make a great first impression. It’s the conversation you want to have with the hiring manager—but on paper.

On the other hand, when you don’t include a cover letter, you miss out on the chance to talk about why this company is special to you, how you see yourself creating value on Day 1, or why you’re the perfect addition to this team. So if you’re not given a place to submit a cover letter, you’ll definitely want to take advantage of the “Additional Information” section to add a bit of personality to your application.

Scenario 2: You’re making a massive career change.

Changing careers isn’t all that uncommon anymore , but one thing that hasn’t really caught up with the times is the way job qualifications are written up. Even entry-level positions are now looking for some “relevant” work experience. So if you’re a career changer, it’s always a good idea to highlight how you see your experiences lining up with the position that you’re applying for.

Much like you might include a resume summary to explain your career change, you may find that the “Additional Information” box is more suited to your situation. Use this section to focus on your transferable skills and how you would bring them to your new role.

Scenario 3: You actually have additional information to include.

And, of course, if you actually do have more relevant information to include in your application, this is the place to do it! Maybe you’re relocating to the city the company is based in for personal reasons or there’s something unusual about your educational credentials that you’d like to clarify. You don’t want to waste precious space in your cover letter doing this, so the “Additional Information” box is the perfect place to do it.

It’s easy to overthink job applications and stress out over little details, but in the end you’re not doing yourself any favors by getting worked up. If you’re ever worried about your application getting tossed for one reason or another, consider what you would do if you were the hiring manager. If it’s not something you would raise an eyebrow to, then you’re probably fine. Just hit submit already.

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Application form questions

Use these sample job application form questions to identify potential dealbreakers and better screen candidates during your initial hiring stages.

An experienced recruiter and HR professional who has transferred her expertise to insightful content to support others in HR.

Why you should include questions on job application forms

Application form questions help you better pre-screen job applicants and create more complete candidate profiles. Use them to:

• Narrow down your applicant pool based on skills and experience related to the role.
• Identify dealbreakers (through knockout questions) so you qualify candidates who match the role.
• Connect with truly qualified candidates who can provide you samples of work or explain how their experience relates to the role.

Questions generally follow these formats: yes-or-no; open-ended; multiple choice; and upload questions (e.g. uploading a work sample.) Avoid asking illegal interview questions on application forms or anytime within your hiring process.

Examples of job application form questions

Employment terms questions.

• Are you interested in full-time employment, part-time or either?
• What days and times are you available to work during the week? or Are you available to work [ mention working schedule or shifts, e.g. from Tuesday to Saturday 3pm to 11 pm ]?
• When’s the earliest you can start working with us?
• If you’re currently working, how much notice do you need to give to your employer?
• What are your salary expectations?
• Are you eligible to work in X country?
• Are you willing to relocate? If so, when would you be available?
• This is a remote position. Do you have access to (e.g. a computer, Internet connection and a private space) to work remotely?
• Are you available/willing to travel X% of the time?
• Are you willing to undertake a drug test as part of this hiring process?
• Are you willing to undergo a background check as part of this hiring process?

Candidates’ skills and qualifications questions

• Do you have experience using X software for Y purposes?
• List all software you have used that’s related to this position.
• Are you able to communicate (orally and in writing) in X language at a native level?
• Do you have a valid driver’s licence?
• Mention two or three projects you have worked on that are relevant to this position.
• Can you provide a sample of your work? (e.g. link to an online portfolio or upload an attachment)

Cultural fit questions

• Why did you apply for this position?
• Why would you like to work with our company?
• How does this position fit in with your long-term goals?

General questions

• How did you learn about this job?
• Please list three references and their contact information.

Mini-tests that assess specific skills

Application form questions can also provide you an opportunity to review skills for certain roles. For example, if you’re hiring:

• Editors, ask them to edit a short piece of text.
• Engineers, ask them to debug a piece of code.
• Translators, ask them to translate a paragraph.

Keep in mind, these tests won’t fully represent applicants’ skills, as in some cases it might be easy to search online for the correct answer or seek help offline. Combine these mini-tests with pre-employment assessments later on in your hiring process to get a fuller view of candidate qualifications.

Tips on how to evaluate candidates’ answers in job application form questions

• Use them to ask more detailed questions later. Application form questions are good starting points for your phone or in-person interviews. For example, ask candidates to describe their past projects in detail, or elaborate on career goals they list in the job application.
• Determine which criteria are dealbreakers and which are negotiable. For example, instantly disqualify a candidate who doesn’t have a valid driver’s licence if it’s mandatory for the role, but keep someone on your “maybe” list if their salary expectations are only slightly higher than the compensation package you offer.
• Focus on things that matter. For example, ask whether applicants hold a specific certification only if it’s a must-have for their role (e.g. for accountants, instructors or healthcare workers.)

Red flags in applicant answers

When evaluating application form answers, consider raising a red flag for candidates if:

• They lack key requirements. While you can – and should – train new employees through good onboarding practices , there are mandatory prerequisite skills for most positions. For example, if you’re looking to hire someone who can translate documents from English into Russian, disqualify candidates who aren’t fluent in both at a native level.
• Their salary expectations are significantly higher than what you can offer. You might be able to negotiate with candidates whose salary expectations are slightly higher than what you can offer. But, if the variation is too high, it makes sense to disqualify the candidate.
• They’re inflexible with their work schedule. Positions in certain industries may require working in shifts (e.g. retail.) These employees need to be available during weekends and holidays and may be called upon to take on colleagues’ shifts as needed. If applicants indicate they are inflexible around their working days and hours, they might not be a good match for these roles.
• They don’t respond to all questions. Candidates who leave fields blank in your application form indicate they mightn’t really be interested in the role. Or, they might not have the answers you’re looking for (e.g. they lack knowledge in X software.) Decide whether you’ll automatically disqualify them or you will ask for clarifications, based on their entire application form and their resume/cover letter.

You can use Workable to easily create an effective application form as part of the hiring process. Start a 15-day free trial today. 

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What to List as a Reason for Leaving on a Job Application

Tips for Listing a Reason for Leaving on a Job Application

Common reasons for leaving, when you quit your job, when you have been fired, tricky reasons for leaving, more reasons for leaving, try to keep it positive, negotiating your departure, frequently asked questions (faqs).

Catherine Song / The Balance

There are all sorts of reasons to leave a job, both good and bad. Once you've cut ties and moved on, you should develop a plan for discussing your previous position and why you left it—especially if you were fired, laid off, or quit without a “good” reason.

When you fill out an  employment application , companies will often ask why you left each of your previous positions, and the question could also come up during a job interview. Prepare what you're going to say now, and you won’t be caught by surprise when applying for your next job.

If employers don't ask, you don't need to provide any information on why you left the job.

Below you'll find advice on how to list your reasons for leaving a job on an application, along with tips for dealing with tricky situations, like being fired or quitting under difficult circumstances.

Key Takeaways

• Job applications often ask why you are leaving (or have left) your job.
• It's important to be honest because prospective employers may check with your previous employer.
• Try to keep your response as positive as possible. You can use terms such as terminated or separated from employment instead of fired, for example.
• Be prepared to explain why you are moving on during job interviews.

Whenever you’re filling out forms or preparing documents for a job search, it’s important to be honest. Prospective employers may contact your former employers to  verify that the reason you listed is accurate . If it's not, you may be removed from consideration for the job.

You will also want to provide a reason that puts you in a positive light when possible. So, if you left a job because you were bored with your day-to-day work or simply  hated the position or company , you might want to rephrase your reason to something like "looking for new challenges.”

You may not need to include  every job you’ve ever held on an application . Read the instructions carefully and follow the directions that tell you how much work experience you need to list.

Some reasons will be straightforward and easily accepted, like:

• Budget cuts
• Career focus changed
• Company cutbacks or layoffs
• Moved on to a position with more responsibilities
• Offered a new position at another company
• Lack of growth opportunities at the company
• Laid off from job a due to corporate merger
• Laid off due to restructuring
• Left for the beginning of the fall semester
• Landed a higher-paying job
• Left to focus on an extracurricular while in school, such as varsity baseball in the spring
• Left to devote more time to academics
• Looking to change careers
• Looking for a new challenge
• Position ended after the summer
• Position was eliminated
• Position was part-time, contract, or temporary
• Seeking a new opportunity
• Went back to school on a full-time basis

In other cases, you may have had a more personal rationale like:

• Caring for a sick family member
• Coping with an illness yourself
• Moved to be closer to family
• Spouse transferred to a new city
• Stay-at-home parent to young children
• Taking a career break

Of course, you will want to mention reasons that don't reflect negatively on you if possible. This is where giving yourself the benefit of the doubt can come into play. For example, say you were laid off from an employer that was experiencing financial difficulties. Even though a secondary reason for your termination might have been that you were a lower-performing employee, it is fine just to cite budget cuts.

There are many  reasons to resign from a position , but some of them sound better to future employers than others. Hopefully, you gave some thought to leaving your job graciously before you turned in your resignation. Regardless, the reason you give your potential employer should be something your former employer agrees with, as it's likely they'll end up verifying.

Some of the terms you could use instead of “quit” include:

• Pursuing other opportunities
• Voluntary separation

Whatever the circumstances, try not to place blame on others at the company, as it will only reflect badly on you.

Explaining that you were fired can be one of the most difficult things you encounter during the job search process. It’s likely an emotional issue for you, and even if it’s not, it can be difficult to explain while keeping your reputation untarnished. If you have to list a reason on a job application, it can be challenging to come up with an appropriate response that will be verified by your former employer.

To keep it simple, you could say:

• Involuntary separation

If it was a situation where both you and your manager agreed that the job wasn't working out, you could say "mutual separation."

If you're asked a yes or no question about whether you were fired, it's important to tell the truth because the employer may check.

When you leave a job for a positive reason, it’s a simple thing to explain on your application and in an interview. Sometimes though, your reasons for leaving are a little more complex.

Perhaps you quit your previous position because you were unhappy—your boss was difficult, your job was going nowhere, or you had  co-workers who were unbearable . Maybe  you were fired  because your attitude was problematic, you got in a fight with your supervisor, or you weren’t doing a good enough job.

Here's  a list of more reasons for leaving a job  to help you appropriately answer the question. Regardless of the reason you list on the application, be honest, and be prepared to explain why you were fired during job interviews.

Avoid mentioning reasons that reflect negatively on a former employer. You may have left the position because you did not get along with your manager or co-workers, but it's preferable to say that you wanted a new challenge, were offered a higher-paying position, or the company restructured.

Prospective employers tend to negatively view employees who disparage their former colleagues, so keep any mention of less-than-optimal circumstances as positive as possible.

Keep in mind that when  leaving a job , you can sometimes negotiate with your employer how your departure might be represented to future employers. Doing this may help you avoid some of these tricky application issues.

Even after you've left, you can try contacting your former manager or human resources department and asking if there is a neutral way they can describe your departure from the company.

Can an employer say you were fired?

There are no federal laws that prohibit employers from disclosing an employee was fired , but some states have laws that regulate what information about former employees can be released. Also, some employers have company policies that restrict what information can be shared. Check with the human resources department for details.

What happens if someone lies on a job application?

When you sign a job application, you are verifying that the information provided is accurate. If an employer conducts a background check and learns that an applicant wasn't truthful , it can be grounds for disqualifying the candidate from consideration.

Robert Half. " Here’s How to Check References .”

NOLO. “ State Laws on References and Statements By Former Employers .”

Hiring process

50 application questions to find the right candidate for every job

Copy and paste these unique, ready-to-use questions to your job application forms to get to know your potential hires.

Alessia Musso

Last updated: 

The job application form plays a huge role in your job hiring process. When the questions work for you, you get the information you need from candidates to make a sound and insightful hiring decision.

Besides helping you narrow down your candidate list, an application form also adds to a memorable candidate experience. The best way to do this? Ask bias-free, fun and effective application questions on your application forms . And be sure to keep it short. 😉

Here's a list of 50 thoughtful job application questions that'll inspire you to create a stellar application experience for candidates.

With an easy no-code builder you can tailor every job application form with custom fields, questions and assignments.

TL;DR — Five unique, go-to job application questions to ask candidates

These are the top five job application questions we always turn to in our job applications. Choose the ones that would work best for your company and the specific job role:

• What was it about this job post that enticed you to apply?
• What are you looking for in a new role?
• What do you consider to be your greatest strengths and weaknesses?
• Could you briefly describe your work background?
• What interests you the most about working at this company?

📣 How to make a job application form that’s a joy for candidates to fill in (and a solution to your hiring chaos).

Job application questions to get to know your candidate's personality

Strong, thoughtful job application questions can give you insight into who your candidate really is — besides what their qualifications and job experience might be. Gain a full picture of who they are by adding one of these personality-focused questions to your next job application form :

1. Who inspires you in your work and why? ‍ 2. What is an unusual habit or an absurd thing you love? ‍ 3. What are you reading right now? ‍ 4. What was the last thing, personal or professional, that you nerded out on?

5. Send us your favorite meme. 6. What's something outside of your work that you're passionate about? 7. Describe your character in a couple of sentences. 8. What do you listen to, if anything, while you work? 9. What do you work towards in your free time?

📣 Further along in your hiring process? Get smart tips here on how to conduct a job interview.

Application questions to find out if your candidate is a value fit

A good hire not only has the right skills and qualifications, but also the right values. Narrow down your candidate list by including application questions that aim to evaluate a candidate's values , ambitions and beliefs. Include any of these questions on your job application to dig deep and make sure your candidate’s values align with your company values:

10. Which one of our company values do you identify with the most and why? ‍ 11. What type of role do you see yourself in in the future? ‍ 12. What does your ideal work environment look like? ‍ 13. What's one of the most valuable lessons you've learned in your career? How would you apply it in this role? ‍ 14. What should we absolutely know about you? ‍ 15. What’s something you’re good at that you don’t really want to do anymore? ‍ 16. What motivates you to do your best work? ‍ 17. What's the biggest mistake you've made in your career and how did you handle it? ‍ 18. Among the people you've worked with, who do you admire and why? ‍ 19. Looking back on the last three years of your career, what’s the highlight? ‍ 20. What do you think you can achieve in this role that you can't at other companies? ‍ 21. What do you think you would add to our company culture? ‍ 22. When was the last time you changed your mind about something and can you explain the situation? ‍ 23. What's the most important thing you've learned from a co-worker? How do you apply that in your work? ‍ 24. In your opinion, is it better to do work that's perfect but late, or good and on time? ‍ 25. What feedback have you received that was difficult to hear and why? ‍ 26. Give an example of when you took initiative when it wasn't expected of you. ‍ 27. What makes you the most excited about potentially working here?

📣 The top recruitment software for small businesses ‍

Skill set and experience-focused job application questions

Before you can send a candidate to a phone screen interview stage, you first need to understand their abilities. Use these job application question examples to find out if your candidates’ experience and skills align with those of the role you're hiring for: ‍ 28. If anything was possible, what would you do to improve our company? ‍ 29. What's something you’ve worked on that you’re especially proud of and how long did it take to complete? ‍ 30. What skills would you want to develop in this role? ‍ 31. What would be the first thing you would change about our business? ‍ 32. What is it about this role that makes it a good fit for you? ‍ 33. What's the greatest achievement in your career up until now? ‍ 34. What would you like to do differently in your next role? ‍ 35. What does your next ideal role look like? ‍ 36. What impact do you think you would have on the business in your first year? ‍ 37. What's your superpower? ‍ 38. What do you naturally excel at? ‍ 39. What challenges are you looking for in your next position? ‍ 40. What's a goal you set that you didn't meet and can you explain what happened? ‍ 41. What would you do in your first 30 days in this role?

📣 Check out these stunning job post templates you can customize and publish in minutes.

Application questions to test candidates' industry knowledge

When you’re weighing up your candidate pool, industry knowledge might just be the deciding factor between your top candidates. These questions can help to dig into what your candidates know about the field and who is most suited for the role:

42. How do you like to keep up with trends and industry knowledge? ‍ 43. What interests you about our industry? ‍ 44. What recent industry developments are you excited about and why? ‍ 45. What magazines/blogs/publications do you like to read about your industry?

Important practical job application questions

Don't forget the practical stuff! If there are deal-breakers — like not being eligible to work in the country your company is located or not having a driver's license — ask these questions early on in the job application form. This ensures you don’t waste your time and you don’t drag your candidate through a hiring process they never had a fair shot at.

46. What are your salary expectations? ‍ 47. Are you eligible to work in the country we're located? ‍ 48. Could we contact your current or former employer as a reference? ‍ 49. When would you be able to start? ‍ 50. Do you have any questions for us about the role or the company?

Frequently asked questions

Why is it important to have candidates complete a job application form.

Job application forms are an easy way to get high-level, must-have information from a candidate in a digestible format. They help you narrow down a candidate list so that you can easily assess and compare candidates and decide who makes it to the next stage.

A job application form is also the first impression you give your candidates. When done right, a well-designed and thoughtfully created application form can elevate the candidate experience. All to help give candidates an idea of if they’d like to work at your company.

Why use an online application form instead of asking candidates to email a CV and cover letter?

Getting candidates to email a CV and cover letter is not great for your candidate experience or maintaining a streamlined hiring process. Here’s how an online application form can help. 

• Improve your hiring process:  An online application form allows you to ask candidates for the information you’re looking for in a digestible format. This way you don’t have to sift through endless email threads, docs and pdfs. It’s also easier to compare the answers to an application form than to compare candidates’ CVs — each with a different format and structure. Use it to evaluate candidates more objectively with less bias.
• Level up your candidate experience:  When you use an online application form that’s short and easy to fill out, you show your candidates that you’re a forward-thinking business with a thoughtful hiring process. A well-designed application process reflects well on your company and helps to attract the right talent for your team.

Make the right first impression with Homerun’s job application forms

Now that you have a selection of application questions to choose from, you’re ready to create a job application form that actually attracts talent. But how can you make sure you’re impressing candidates while also giving them a top-notch hiring experience?

That’s where the application form comes in.

Attract the right talent with a modern, user-friendly and customizable application form in Homerun (our free 15-day trial let's you test out our job application form creator ).

Highlight your company culture with a professional career page and beautiful job posts that are completely flexible to meet your recruitment needs. Introduce your team, show off your lush workspace, flaunt your perks and lots more. ✨

Create user-friendly job application forms that your candidates love.

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How To Describe Your Current Job Duties (With Examples)

• How To Answer Tell Me About Yourself?
• Elevator Pitch
• Where Do You See Yourself In 5 Years?
• What Are Your Career Goals?
• When Can You Start?
• How Do You Define Success?
• Describe Your Work Ethic
• Where Are Your Current Duties?
• What Are Your Learning Goals?
• Intrinsic Vs Extrinsic Motivation
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• Reasons For Termination
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• What Are You Most Proud Of?
• Personal Code Of Ethics
• Problem Solving Interview Questions
• Taking Initiative Example
• How Do You Prioritize Your Work
• Explain Gaps In Employment
• Most Rewarding College Experience
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• Tell Me About A Time When You Made A Mistake On The Job
• Tell Me About Gaps In Employment
• What Are You Passionate About
• What Skills Would You Bring To The Job
• Who Is Your Mentor?
• How To Answer Tell Me About A Time You Disagreed With Your Boss
• How To Answer Common Screening Questions

Find a Job You Really Want In

Summary. When answering “describe your current job duties” you should match your qualifications to the new job’s duties, focus on how you create value for the company, and provide examples in your answer. Avoid giving too much detail about your current responsibilities and mentioning anything you don’t do.

When the interviewer asks “tell me about your current job duties?” it should be an easy answer since you do it every day, right?

It can be tricky to know where exactly to start, what to focus on, and how to put it in terms that make sense to someone who isn’t totally familiar with your field or role.

We’ll cover exactly what interviewers are looking for in an answer, how to approach your job description, and a few sample answers to see all of our advice in action.

Key Takeaways:

They aren’t trying to give you a trick question, so take a deep breath.

Interviewers ask this because they want to know more about you how and how your skills apply to their needs.

Preparing for this answer can help ease the stress of an interview a little bit more.

How to Answer “Describe Your Current Job Duties”

Example answers to “describe your current job duties”, why interviewers ask about your current job, tips to answer “describe your current job duties”, common mistakes when describing job duties, describing your current job duties faq, final thoughts.

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This is a common interview question that interviewers ask to see if you are qualified for the position or not.

In general, don’t worry about convincing the interviewer that you were truthful on your resume. If you can address the other two main concerns with details and examples, it won’t be an issue.

As with many things in life, preparation is crucial . Consider the following principles when preparing an answer, and you’ll likely impress:

Match your qualifications to the new job’s duties. Before you walk into the interview room, make sure you remember the key responsibilities from the job posting.

When asked to describe your current duties, don’t simply list them off. Identify which are relevant to their needs and prioritize explaining those.

Understanding how companies create job listings can give you insight into the major qualities they’re seeking.

If the role lists excellent management skills as a requirement, then mention events you’ve planned or teams you’ve managed.

Focus on how you create value for the company. When mentioning your skills or job responsibilities, always include how they’ve brought actual value to the company.

For example, if you’re a software engineer , don’t say, “at my job, I write programs in Java and Python. Instead, say, “I leverage my extensive Java experience to develop solutions that increase efficiency, reduce costs, and fulfill business requirements for my company.

Be conversational rather than giving a list. The interviewer doesn’t want to hear a list of bullet points; they could review your resume for that.

This doesn’t mean you should tell a winding story that wastes time, just to be conversational.

Don’t be too granular in detail. Depending on the company, the interviewer may be a human-resources manager with only a basic understanding of the job title.

Giving off a long list of your skills and duties will likely just confuse and distract from what they’re looking to hear.

For example, suppose the job requires knowledge of specific software tools. Only list those tools specifically or ones you think may be related. Otherwise, your words pass as jargon through the interviewer’s ears.

Note: It’s essential to understand if the company culture is a fit for you , but ask that question later. Don’t try to explain how you match their culture in your answer here.

When reading through these examples, take note of how the main principles are used:

Focus on value

Match your duties to the job

Be conversational rather than making a list

Don’t be too granular in detail

Web Developer Example:

Sample key skills in job listing: Excellent troubleshooting skills Improvement-oriented attitude Ability to work well with others “As a web developer , I maintain the company’s website to function properly for all users and clients. Employees report to me with any issues on the website, and I use my programming skills to resolve them quickly. I am continually analyzing user feedback and website performance to provide regular updates and upgrades. I am also extremely communicative and easy to collaborate with. I work closely with our creative team to ensure my back-end design matches well with their front-end design.

Administrative Support Example:

Sample key skills in job listing: Strong office management skills Excellent verbal communication skills in dealing with clients and assisting co-workers Data-entry and ability to maintain detailed records “As administrative support for the company’s VP, I efficiently organize their schedule so they can effectively steer the team. I do this by maintaining detailed records, paying close attention to events they need to attend, and clearly communicating any time conflicts with them. I also assist client and co-worker calls in a clear and friendly manner. I saw that data entry was an important skill you’re looking for. I’m extremely experienced in Microsoft Excel and use my skills to create concise reports that summarize important metrics to my manager.”

Marketing Coordinator Example:

Sample key skills in job listing: Social media competency Understands how to build brand awareness Strong research skills to build targeted campaigns “As a marketing coordinator , I’ve used my skills to build a strong online presence that has expanded brand awareness among the company’s target audience. I did this by researching the trends and interests of our target audiences. I also studied marketing strategies from competing firms to refine our edge. I then incorporated this into a social media advertising campaign that successfully reached the target audience and increased our conversion rates by 30% over four months.”

Sales Representative Example:

Sample key skills in job listing: Exceptional interpersonal skills Highly self-motivated Ability to meet and exceed sales quotas “As a sales representative , I’ve used my interpersonal skills to drive high volumes of yearly sales for my company. On a day-to-day basis, I communicate with clients in a friendly and conversational manner. I listen closely to their needs and use my knowledge of our products to steer them towards a correct purchase. I’ve been able to exceed sales quotas by 20% consistently. I attribute this to my drive to work hard and continuously hone my skills.”

High School Teacher Example:

Sample key skills in job listing: Excellent communication skills and a friendly personality Experience and knowledge in the subject area of the class Able to connect with students, keep them engaged in learning, and personalize lessons “As a teacher , I’ve used my passion and experience to create welcoming learning environments that kids really engage with. My students have told me personally that they have tons of fun learning in my class. I’ve seen drastic improvements in test scores and class engagement since I first started. I do this by taking the time to understand every student’s needs and making an effort to create fun assignments and learning materials. In addition, I have a diploma in mathematics and several years of tutoring the subject.”

Construction Supervisor Example:

Sample key skills in job listing: Knowledge of all types of tools and the ability to operate machinery Able to interact with subcontractors and customers with respect Demonstratable skill in organizing a team “As a construction supervisor , I oversee a team of six that operates in residential construction. I listen closely to customers to understand their requirements and then communicate these effectively to my immediate team and our subcontractors. I listen closely to any issues my team has and frequently operate all types of tools myself to help get the job done. By efficiently scheduling and organizing my team according to their strengths and weakness, we have never missed a deadline and have always exceeded customer requirements.”

Notice how each major element of the job listing was incorporated conversationally in each of the above answers.

They did this through examples of actual results, which showed how they provided value.

For example, “ability to meet and exceed sales quotas” is answered by “I’ve been able to exceed sales quotas by 20%.”

Interviewers could simply read your job duties from your resume or, even easier, Google your job-description. So why do they bother asking you to describe your duties?

It’s not a trick question, but there are a few key things they want to hear. Learn what these are, and you’ll be at an advantage before you’ve stepped into the room.

When recruiters ask you to describe your job duties, they really want to know:

Whether you’ve lied on your resume . It’s easy for people to add jargon and fluff to a resume . This unravels when they’re asked to explain in conversation.

What actual value you can provide. Resumes tell interviewers your skills and tasks, but they want to hear about results.

Whether your skills transfer to their needs. This one seems obvious, but interviewees often list off impressive skills that the interviewer simply doesn’t care about.

There’s a specific set of duties they’re looking to fill. You may be a skilled candidate , but you won’t get hired if those skills aren’t a close enough match.

There are plenty of other reasons interviewers ask this question, like getting a glimpse into your personality. However, these are the main ones.

Think about how you help people. This tip works just as well for casual conversation as it does for a job interview. Reframing your job duties in a way that describes how you make people’s lives easier or better is incredibly valuable (not to mention personally reaffirming).

Research your interviewer. This tip matters for every interview question , but especially for ones that get at the heart of your job responsibilities. As we’ve mentioned a few times now, an HR rep should get a different answer than someone who’s intimately familiar with your field and job responsibilities.

Use numbers. Numbers help contextualize your job duties for interviewers. For example, saying that you manage a team of six, respond to 20 client queries each day, and are on pace to increase store traffic by 13% year-over-year sounds a lot better than saying you’re a store manager who handles customer service and is responsible for increasing footfall.

Giving a laundry list. Interviewers already know the basic duties associated with various job titles. Part of what you’re being judged on is your ability to distill your job duties down to their most important elements, as you understand them.

Getting too detailed. The level of detail you get into with this question (and many others) depends on what the interviewer’s job is. If they’d be a direct supervisor , then you can get into the nitty-gritty, but it’s better to keep things simple with an HR rep.

Mentioning what you don’t do. Keep your answer entirely positive and focus on the set of duties you are responsible for. We know the urge to proactively cover up for a lack of experience, but there’s really no benefit to drawing the interviewer’s attention to a gap in your experience.

How do you answer what you do in your current role?

When answering questions about your current role, focus on the tasks and responsibilities that you do that match the job description. This shows the interviewer that you have the experience and qualifications necessary for the position. You should also list your accomplishments to help support your qualifications.

How do you describe your skills and experience?

When describing your experience and skills, make sure you use strong words and action words. When using action words in a resume you should choose the correct phrase that helps enhance your skill set and experiences. Make sure you are using the present tense when describing your responsibilities at a current job and past tense for previous jobs.

What are professional skills?

Professional skills are the abilities that you use in a workplace or professional environment that help you do the job. These can be a combination of hard skills and soft skills. Most professional skills are transferable skills and can be used in different jobs.

Interview preparation involves many other things , but now you know how to answer one of the most common and dreaded questions at least.

Your dream job may not have been listed above, but just keep in mind the four main principles and use our examples to guide you along. You’ll be sure to impress.

Prepare hard and good luck!

Harvard.edu – Resume Guide

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Chris Kolmar is a co-founder of Zippia and the editor-in-chief of the Zippia career advice blog. He has hired over 50 people in his career, been hired five times, and wants to help you land your next job. His research has been featured on the New York Times, Thrillist, VOX, The Atlantic, and a host of local news. More recently, he's been quoted on USA Today, BusinessInsider, and CNBC.

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More From Forbes

20 interview tips to get yourself on the shortlist for a job.

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Your application made it past the applicant tracking software and you've landed an interview for your dream job. Now you just need to make a lasting impression and stand out as one of the top candidates for the role.

In today's crowded job market, this can be easier said than done. To help, 20 Forbes Human Resources Council members offer their best tips for nailing a job interview. From showcasing your unique potential impact to mastering the art of storytelling, these strategies will put you on the hiring manager's shortlist.

1. Understand What You Bring To The Table

Understanding who you are as a candidate and what you bring to the table is critical. Knowing your potential, particularly around skills and aspirations that might not be immediately obvious from your resume, is one way to capture the attention of recruiters and hiring managers. Come to the interview ready to present your whole self. - Caitlin MacGregor , Plum

2. Show Your Understanding Of Company's Long-Term Plans

Go beyond the company’s website and recent news. Review its long-term strategic plans, annual reports and industry forecasts to understand where the company aims to be in five to 10 years. Initiate discussions about its vision and how you can contribute. Ask insightful questions demonstrating your understanding of the company's strategic direction and express genuine interest in being part of its journey. - Katrina Jones

3. Use Specific Examples Of Relevant Skills And Experiences

To stand out in a crowded job market, candidates must thoroughly research the company and the role. By showcasing specific examples of their skills and experiences that align with the job requirements, candidates demonstrate their genuine interest and suitability for the position. This sets them apart and also increases their chances of being shortlisted. - Kshitij Jain , Joveo

Best High-Yield Savings Accounts Of 2024

Best 5% interest savings accounts of 2024, 4. demonstrate your enthusiasm and passion.

Candidates looking to stand out should demonstrate their enthusiasm and passion for the role, industry and specific company. Seeing this energy and excitement can be the make-or-break factor for many hiring managers who seek employees they know will integrate well into the business and align with its values. Do your research and be prepared to answer questions about why you've applied. - Alex Gillespie , Gillespie Manners

5. Utilize The STAR Method To Talk About Your Accomplishments

One way to help stand out in the job interview process is to have a compelling story. A common framework for developing your stories is the STAR method (situation, task, action, result). Doing so both organizes and emphasizes your professional accomplishments in a meaningful way. Once you've compiled your stories, you can then share those that most align with the job for which you are interviewing - Dr. Timothy J. Giardino

Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?

6. Show Interest During The Process

For candidates to stand out in the interview process, they need to: 1. Show their interest throughout the process by engagement, enthusiasm and advanced preparation of the role and company; 2. Take the time to follow up with the TA or hiring manager to express their interest and excitement for the opportunity, and convey how they can use their experiences to contribute to the company and team's success. - Janet Vardeman , Avanade

7. Demonstrate How You Could Positively Impact The Organization

Being able to demonstrate how what you will do in this role can have a positive impact on the broader strategic aims of the organization will be a huge advantage. For example, how could you deliver this role effectively to have a positive impact on their wider sustainability aspirations? How could you embed their ethos of equity, diversity and inclusion into your outputs and results? - Charlotte Sweeney OBE , Charlotte Sweeney Associates (CSA)

8. Highlight Your Soft Skills

To stand out, showcase your soft skills. In addition to technical abilities, soft skills like communication, teamwork and adaptability are crucial. A LinkedIn report found that 92% of talent professionals and hiring managers agree that candidates with strong soft skills are increasingly important in today's job market. - CJ Eason , JobFairGiant.com

9. Research The Company Thoroughly, Then Articulate Your Value Proposition

Potential candidates can stand out by thoroughly researching the company and tailoring their responses to align with the organization's values, strategic plans, goals, challenges and so on. Candidates should articulate their unique value proposition by highlighting relevant skills, experiences and accomplishments that directly relate to the job description and company's mission. - Vinamre Gupta , Moody's Corporation

10. Tailor Both Your Resume And Cover Letter

Tailor both your resume and cover letter to the position. That means reading through the core skills listed on the job post and highlighting the experiences that support your ability to perform the role. A tailored resume can also make a highly positive impression on a recruiter by signaling your interest in the role. - Niki Jorgensen , Insperity

11. Relate Your Skills To The Job

Candidates need to read job postings to see how their skills and knowledge relate to the needs of the company. This way, it can be highlighted on their resumes and cover letters (if applicable) and can be readily discussed during interviews. Finding the right resume keywords is important due to AI and programs reviewing resumes as well. - Erin ImHof , CertiK

12. Prepare Thoughtful Questions

Standing out in an interview often means showcasing soft skills such as resilience, problem-solving, a growth mindset and communication through real-life examples of past achievements that align with the company's goals. Candidates can also make a strong impression by preparing thoughtful questions that demonstrate their knowledge about the company’s culture and recent developments. - Tia Smith , Cognizant

13. Ensure Your Social Media Profiles Are Up-To-Date

Ensure that your LinkedIn and other professional social media profiles are up-to-date and reflect your professional persona. Include endorsements, publications, projects and other professional achievements that can verify your capabilities and fit. - Britton Bloch , Navy Federal

14. Submit Personalized Applications And Display Initiatives Throughout

Candidates can stand out by demonstrating unique soft skills, relevant personal projects and a strong understanding of the company’s challenges and industry trends. Submitting personalized job applications tailored to each position and displaying initiative throughout the hiring process are key strategies to make the shortlist. - Laura Spawn , Virtual Vocations, Inc.

15. Remember To Be Yourself

Be yourself. Nobody can do that as well as you. And the more you are yourself, the more you will stand out. Many will do the research and ask thoughtful questions, but only you can be you, and that has to be your secret sauce for success! - Dr. Lisa Toppin , Input to Action

16. Leverage The Recruiter Connection For Insights

I say lean on recruiters to be the resources that they are. Ask good questions from the beginning to see what hiring managers are looking for and ways you can showcase your skills to be a more appealing candidate. Clarify any take-home assignments. Leverage that recruiter connection as a major insight into the hiring process. - Ursula Mead , InHerSight

17. Use Real Examples Over Hypotheticals

Create bespoke examples tailored to the role and the organization. Candidates can stand out by doing homework; however, that homework should translate into ensuring that answers and examples are as bespoke to the hiring organization as possible. It is far more engaging and helpful to have conversations about real examples instead of strictly operating in the diaspora of hypotheticals. - Jon Lowe , DailyPay

18. Showcase A Genuine Passion For The Company's Mission

Be the "why" candidate. Research the company and showcase a genuine passion for its mission. Practice common interview questions for the role. Be the "why" candidate. Research the company and showcase a genuine passion for its mission. Practice common interview questions for the role. Use the STAR method (situation, task, action, result) to highlight relevant skills and experiences. Ask insightful questions that demonstrate your interest. Follow up with a personalized thank you note reiterating your interest and key qualifications. - Subhash Chandar , Laminaar Aviation Infotech Group

19. Demonstrate Tangible Impacts You've Had In Previous Roles

In today's competitive job market, candidates can stand out by demonstrating tangible impacts they've had in previous roles, tailored specifically to the challenges and opportunities of the hiring company. Effective storytelling in interviews, showcasing problem-solving skills and aligning with the company's values resonates with hiring managers. - William Stonehouse , Crawford Thomas Recruiting

20. Position Yourself As An Asset And Use Company Buzzwords

Become an interview strategist. Speak their language; research the company and its competitors. Use their buzzwords to show you understand their goals. Quantify your impact; don't just list skills. Use numbers and examples to showcase results (e.g., increased sales by 20%). Be a strategic weapon; explain how your personal brand beats the competition. This positions you as an asset, not just a candidate. - Michael D. Brown , Global Recruiters of Buckhead

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Assignment on Job Application

Application for the post “Trainee Accountant”

21 June 2010

The HR & Admin Department,

Business Consulting Services,

BPO Services Provider,

Subject: Application for the post “ Trainee Accountant ”

In response to your vacancy announcement named “ Join BCS, The caring BPO Services provider ” published in “ The Daily Prothom Alo ” dated 18 th June 2010 for the post of “ Trainee Accountant ”. I would like to offer myself as a candidate for the above mentioned post. In this regard, my curriculum vita with photograph in support of my candidature is enclosed here with for your kind consideration.

I would be highly obliged if you kindly select me for the above mentioned post.

Yours sincerely

Md. Rezaul Kabir

C/O: Mohammad Mahbubur Rahman Patwary

Senior Assistant Secretary

FTA-5 Section, Ministry of Commerce

Bangladesh Secretariat, Dhaka-1000

Cell Phone: 01710139185

E-mail: [email protected]

Career Summary:

Looking for hard and challenging job, related with my academic back ground, in any national and international organization where I will have the scope to utilize my potentiality, adaptability and skill to do something innovative and from where I will be able to enhance my knowledge.

Academic Qualifications:

• 1.   Masters of Business Administration (MBA)

  Name of Degree                 :     M.B.A

              Institution                          :   University of Rajshahi

              Subject                                :   Accounting & Information Systems

  Year of Examination        :    2008 (Held in March, 2010)

                       Result                                     :    Appeared (1st Semester GPA-3.80 out of 4)

• 2.   Bachelor of Business Administration ( BBA)

Name of Degree                :    B.B.A (4 years)

Institution                         :   University of Rajshahi

Subject                               :   Accounting & Information Systems

Year of Examination       :    2007 (Held in December, 2008)

Result                                 :    CGPA-3.48 (out of 4)

Distinctions                       :   15 th

• 3.   Higher Secondary Certificate ( HSC)

Board                                  :    Comilla

Institution                         :    RaypurRostamAliCollege

Subject                               :   Commerce

Year of Examination       :    2003

Result                                 :    First Division

• 4.   Secondary School Certificate (SSC)

Board                                  :   Comilla

Institution                         :    Ludhua M.M. High School

Subject                               :   Science

Year of Examination       :    2001

Result                                 :    Second Division

Computer Proficiency:

• Application Skilled : Completed a Course on “Computer Application” from “Technical Training Academy” , Rajshahi under “Bangladesh Technical Education Board” , Dhaka.
• Internet Skilled: Completed a Course on “Internet Application” from “Apple Institute of Technology”, Rajshahi.
• Database Skilled: Completed a Course on “Diploma in Data Base Programming” from “Technical Training Academy” , Rajshahi under “Bangladesh Technical Education Board” , Dhaka.
• Computerized Accounting Professional Skilled: Completed a Course on “Computerized Accounting Professional Program (Troyee Accounting Software)” from “IB Corporation” , Dhaka.
• Computerized Statistical Computing Research Based Skilled: Completed a Course on “ Statistical Computing” including SPSS from “ Department of Statistics, University of Rajshahi”. Rajshahi.
• Operating System Skilled: Expert in Windows 98, Windows XP, Windows Vista & Windows7.

Language Proficiency:

• Excellent at Reading, Speaking & Writing both in English & in Bengali Medium.
• Completed a Course on “Program Completion” from “Dialogue English Language Center ”, Rajshahi (a social development organization run by some foreign expert).

Practical Experience:

• Completed three-month internship program in Mercantile Bank Ltd. at Rajshahi Branch, Period from 01-05-2009 to 31-07-2009. At that time I did full time regular work in General Banking (Deposit, Credit, Foreign Exchange & Others Services).
• Part time teaching experience in “National Youth Development Technical Training Academy” , Rajshahi. Period from 01-01-08 to 31.12.09.
• Part time work experience on preparing thesis paper and research report in “Bornomala Computer Center” , Rajshahi. Period from 01-06-06 to 31.12.09.

Extra Curriculum Activities:

• Worked as a member of “ Badhan ” Voluntary Blood Donation Corporation, University of Rajshahi
• Guided to prepare Questionnaire for different research survey in different locations of Bangladesh.
• Participated in different Programs arranged by the “ Quantum Foundation ” University of Rajshahi.
• Participated in different Academic and Cultural Programs arranged by the “Department of Accounting & Information Systems, University of Rajshahi” .
• Participated in different Academic and Cultural Programs arranged by the “University of Rajshahi”.
• A member of the “Dialogue English Language Club” , Rajshahi.
• Visited different locations of Bangladesh.

Self Assessment:

• Being responsible, taking initiative & performs accordingly,
• Ability to work under pressure and fulfill deadlines,
• Ability to work in a team and maintain effective communication,
• Strong analytical problem solving and decision making ability,
• Credibility & integrity
• Flexibility
• Self-Motivated
• Committed to duty

Personal Information:

Nick Name                 :    Samad

Full Name                  :    Md. Rezaul Kabir

Father’s Name          :    Md. Abul Kashem

Mother’s Name         :    Mahmdda Begum

Date of birth              :    02-01-1985

Nationality                :    Bangladeshi (by Birth)

Gender                       :    Male

Marital Status           :   Single

Height & Weight      :    6 ¢& 78 kg.

Blood Group              :    O+ (Positive)

Religion                     :    Islam

National ID NO        :    8194030127200

PassPort No             :    C 1564941

Present Address       :     528, Hasan Monzil (3 rd Floor), North Doniea, Jatrabari, Dhaka-1236.

Permanent Address :     C/O: Siddique Miajir Bari, Village- East Keroa, Post-Bhuiyan Bari

      P.S- Raypur, Dist- Laxmipur.

Interest                      :     Creative Functions, Human Care Activities, Writing, Reading,

     Cultural Activities, Traveling , Watching Movies and Browsing Internet

Strength                       :    Self-Confident, Energetic, Adaptable, Hard Working, Decision

     Making Ability

References:

Mohammad Main Uddin.                                           Mohammad Mahabubur Rahaman Patwary

Associate Professor                                                    Senior Assistant Secretary

Department of Accounting &                                  FTA Section 5

Information Systems                                                Ministry of Commerce

University of Rajshahi                                             Bangladesh Secretariat

Rajshahi-6205                                                            Dhaka-1000

Cell: 01711227589.                                                     Cell: 01712148758

E-mail: [email protected]                                   E-mail: [email protected]

———————–

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Recovery Manager (Career Development Assignment)

Job description.

Are you looking for an exciting job where you can put your skills and talents to work at a company you can feel proud to be a part of? Do you want a workplace that will challenge you and offer you opportunities to learn and grow?  A   position at Xcel Energy could be just what you’re looking for.

Position Summary

This position is a career development assignment. career development assignments (cdas) provide opportunities for current employees to develop on-the-job by growing their skill sets and providing a fresh perspective in a developmental role. cdas also build the company’s bench strength, grow internal networks, and support cross-functional knowledge sharing. as this is an opportunity to develop, applicants may not need to meet all minimum qualifications. however, they must meet license requirements as specified by federal and local law. with development being the main priority, typically the successful candidate’s benefits, salary and job grade will remain the same while in this assignment. this cda position may last up to 2 years ., this position is responsible for providing direct on-site management oversight, feedback, and direction to support station recovery., essential responsibilities, provide broad overview and feedback to line organizations on performance and recovery initiatives/issues through participation in various forums., perform observations of field work, control room activities, d-15’s, pjb’s, and other forcing function meetings., develop, monitor, and update recovery performance improvement plans., develop recovery communications for station use., provide summary performance information in support of daily and weekly operating review meetings., maintain recovery rally room data and metrics., minimum requirements, high school diploma or equivalent experience, 6 years of engineering maintenance or operations support experience demonstrating a high level of responsibility supporting corporate applications, demonstrated business acumen in the business area of support., bachelor’s degree in engineering maintenance or operations or related field preferred, sr. reactor operator license (sro) certification preferred., station recovery performance background preferred. .

As a leading combination electricity and natural gas energy company, Xcel Energy offers a comprehensive portfolio of energy-related products and services to 3.4 million electricity and 1.9 million natural gas customers across eight Western and Midwestern states. At Xcel Energy, we strive to be the preferred and trusted provider of the energy our customers need. If you’re ready to be a part of something big, we invite you to join our team.

All qualified applicants will receive consideration for employment without regard to age, race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

Individuals with a disability who need an accommodation to apply please contact us at recruiting@xcelenergy.com .

Benefit plans are subject to change and Xcel Energy has the right to end, suspend, or amend any of its plans, at any time, in whole or in part.

EEO is the Law |  EEO is the Law Supplement | Pay Transparency Nondiscrimination | Equal Opportunity Policy (PDF) | Employee Rights (PDF)

ACCESSIBILITY STATEMENT Xcel Energy endeavors to make https://www.xcelenergy.com/ accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact Xcel Energy Talent Acquisition at recruiting@xcelenergy.com. This contact information is for accommodation requests only and cannot be used to inquire about the status of applications.

Application Instructions

Please click on the link below to apply for this position. A new window will open and direct you to apply at our corporate careers page. We look forward to hearing from you!

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Posted : 6/26/2024

Job Reference # : JR104571

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Applicants who are experiencing buffering issues are encouraged to use a Firefox browser to complete their application.  Should this issue persist, please email your application to the contact listed on the job poster under GNWT Inquiries.

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Sheriff's officer 1, job summary, department information.

The mandate of the Department of Justice is to administer justice, including policing, community justice, victims services and corrections in the Northwest Territories. This mandate will be carried out in a manner which respects community and indigenous values and encourages communities to assume increasing responsibilities.

Job Information

Located in Yellowknife, the Sheriff's Officer 1 reports directly to the Manager, Sheriff's Services. The Sheriff's Officer 1 exercises independent statutory authority under the following appointments: Deputy Sheriff, Peace Officer, Notary Public and is also an ex-officio Deputy Marshal for Federal Court. The incumbent will provide security for eight resident judges, deputy judges, and justices of the four levels of court in the Northwest Territories (Court of Appeal, Supreme Court, Territorial Court, Justice of the Peace Court) and the court facilities. The Sheriff's Officer 1 must conduct oneself at all times (including outside of office hours) in a manner that will not cause the administration of justice to be or be seen to be in disrepute and must also ensure that the independence of the judiciary is upheld at all times.  There will be regular contact with the general public, legal community judiciary and other clients to provide and receive information, interpret rules of the court and numerous pieces of legislation pertaining to court actions and civil enforcement activities.

The Sheriff's Officer 1 assists with jury selection and is responsible for ensuring security of the jury and that jurors have all necessary amenities for trials. There are approximately 40 jury trials scheduled which requires upwards of 10,000 jury summons per year. With an excess of 1,000 days of court set per calendar year the Sheriff's Officer 1 is required to travel to all communities in the Northwest Territories. The Sheriff's Office 1 carries out approximately 100 seizures of goods and property each year.  The incumbent understands the legal implications/ramifications of issuing and/or filing documents in compliance with legislative requirements and in a timely fashion in order to avoid potential lawsuits against the Courts, Court personnel or the GNWT and the inherent financial and possible human implications. The incumbent is responsible for examining and returning or accepting documents for filing and issuing on behalf of the Sheriff's Office in order to determine compliance with legislative requirements such as Rules of the Court, approximately 25 territorial/federal statutes and Court policies and procedures. The Sheriff's Officer 1 is also responsible for conducting the sales of goods and land valued at $500,000 annually. The Sheriff's Officer 1 will supervise up to 25 persons in custody and must be prepared to react to physically threatening situations with an appropriate response with concern for safety of self, offenders, and others. The Sheriff's Officer 1 will independently exercise statutory authority while performing civil enforcement duties with little or no direct supervision. Errors may impact on the livelihood, property, or freedom of affected individuals.

Typically, the above qualifications would be attained by:

Diploma from a recognized post-secondary institution in law enforcement or related field with one (1) year of practical experience in a court security or enforcement environment, OR

Corrections Northern Recruitment Training Program (CNRTP) or similar Corrections training program plus three (3) years of practical experience in a corrections environment dealing directly with supervision of in-custody (minimum of 1700 hours her calendar year), and

A medical certification of fitness to perform the duties associated with position is a requirement.

The incumbent must have or be able to obtain a valid Class 4 driver’s license, First Aid, CPR and Automated External Defibrillator (AED) Certificates within six (6) months of hire.

GNWT Inquiries

Inquiries Only: Department of Finance Government of the Northwest Territories YELLOWKNIFE CENTRE 5TH FLOOR   BOX 1320 YELLOWKNIFE NT X1A 2L9 Tel (867) 767-9154 Extension 14106 Fax (867) 873-0445 [email protected]

Note: If you do not receive electronic notification confirming receipt of your application, please follow up via telephone.

More Information

Affirmative action.

Candidates must clearly identify their eligibility in order to receive priority consideration under the Affirmative Action Policy.

Criminal Records Check

Candidates must provide a satisfactory criminal record check. Failure to provide a satisfactory check may deem you disqualified from the competition.

Driver's License Requirement

A mandatory requirement for this position is a valid Class 4 Driver's License or the ability to obtain with 6 months of hire.

Bona Fide Requirement

A mandatory requirement for this position is successful completion of the Physical Abilities Requirement Evaluation (PARE).  

Diversity and Inclusion

The Government of the Northwest Territories is an inclusive workplace.  If you have a disability and you require support during the hiring process, you are encouraged to identify your needs if you are contacted for an assignment or interview so that you may be accommodated during the hiring process.

Eligibility

Eligibility lists may be created from this competition to fill future term and indeterminate positions.

Equivalencies

Equivalent combinations of education and experience will be considered.

Transfer Assignments

Transfer Assignments may be considered.

Job Opening Information

Job Opening ID # 25347

Closing Date: July 12, 2024 - 23:59, Mountain Time

Salary Information

The salary for this position starts at $40.91 per hour (approximately $79,775. per annum) plus an annual Northern Allowance of $3,700. 

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Final independent evaluation of the project

Advertised on behalf of.

Home Based, BRAZIL

Type of Contract :

Individual Contract

Starting Date :

22-Jul-2024

Application Deadline :

07-Jul-24 (Midnight New York, USA)

Post Level :

National Consultant

Duration of Initial Contract :

Time left :, languages required :.

English   Portuguese

Expected Duration of Assignment :

UNDP is committed to achieving workforce diversity in terms of gender, nationality and culture. Individuals from minority groups, indigenous groups and persons with disabilities are equally encouraged to apply. All applications will be treated with the strictest confidence. UNDP does not tolerate sexual exploitation and abuse, any kind of harassment, including sexual harassment, and discrimination. All selected candidates will, therefore, undergo rigorous reference and background checks.

UN Women, grounded in the vision of equality enshrined in the Charter of the United Nations, works for the elimination of discrimination against women and girls; the empowerment of women; and the achievement of equality between women and men as partners and beneficiaries of development, human rights, humanitarian action and peace and security.

Between January 2021 and December 2023, the UN Women Brazil Country Office implemented the project “Human Rights of Indigenous and Quilombola Women: a governance matter!”, funded by the Royal Norwegian Embassy in Brasilia. The project aimed to facilitate inclusion and meaningful participation of these Indigenous and Quilombola women in policymaking, state and municipal planning and budgeting, thus ensuring that the governance processes in Maranhão and Pará go beyond averages, aim to reach everyone and thus, prevent and eliminate discrimination and inequalities based on gender, race and ethnicity.

The project document "Human rights of Indigenous and quilombola women: A governance matter" foresees a final evaluation to generate evidence on results, performance, challenges, opportunities and lessons learned. This evaluation will be an independent evaluation, managed by UN Women. As such, it will be carried out per the UN Women Evaluation Policy aligned with the United Nations Evaluation Group (UNEG) Norms and Standards. The evaluation will focus on the delivery of the initially planned project results. It should also provide recommendations for continuing, improving, expanding, or replicating the project within the framework of the intersectionality of gender, race, ethnicity, and the environment. The conclusions of the evaluation will be used by UN Women to contribute to its accountability to the donor, to its institutional learning and decision-making and to improve the quality of future interventions.

The evaluation will apply the criteria of the UN Women's Evaluation Policy (relevance, coherence, effectiveness, efficiency, impact, sustainability, human rights, and gender equality). The conclusions and recommendations in the preliminary and final reports should be structured around the evaluation criteria and answer the evaluation questions proposed by UN Women.

The Evaluation Management Group will supervise the evaluation, make the main decisions (according to the specific attributions of each member, and their respective organization), facilitate access to information by the evaluation team and guarantee the quality of the results, as well as disseminate and promote the use of the evaluation's conclusions and recommendations and draw up a management response to the evaluation after its conclusion. The Evaluation Management Group is responsible for the selection of the external evaluation consultant, inception report and the final evaluation report. The group will be composed of the UN Women Regional Evaluation Specialist (advisor), the UN Women Brazil Programme Analyst, the UN Women Brazil Monitoring and Evaluation Analyst, and the UN Women Brazil Programme Associate. The evaluation manager will lead the day-to-day management of the process and consult the management group on the main decisions to be taken.

In addition to the Management Group, and to facilitate a comprehensive review of the evaluation products, an Evaluation Reference Group will be established to promote the participation of key stakeholders and for them to have ownership over the evaluation findings and recommendations, to provide input for the evaluation products, to participate in preliminary discussions and the dissemination of key evaluation findings, among others. It will be composed of a representative of UN Women Brazil CO Representative, one civil servant of the government of Maranhão, one civil servant of the government of Pará, one representative of each civil society network per state and selected local mobilizers from the project. The consultant will be responsible for delivering all evaluation products. He/she will coordinate the work during all phases of the evaluation process, ensuring the quality of the results and the application of the methodology, as well as the timely delivery of all products. In close collaboration with the Evaluation Management Group, he/she will lead the conceptualization and design of the evaluation, the interviews and the definition of the findings, conclusions, and recommendations of the final report. He/she will be the focal point for all conversations with the Evaluation Management and Reference groups. The consultant will report to the UN Women Brazil Programme Associate and will be supported by the Project Assistant, who will be the point of contact on the contract and payment issues.

Duties and Responsibilities

• Draw up an inception report describing the proposed design, methodology, tools, resources required and the indicative work plan.

• Conducting research and analysis of the data collected and all relevant documentation.

• Design and carry out the virtual evaluation meetings and activities with the selected project partners and key stakeholders according to the evaluation matrix drawn up by the team and agreed with the Evaluation Management Group.

• Draw up the preliminary evaluation report and final report.

• Participate in online meetings to present and discuss the inception report and final report of the evaluation with the Evaluation Management and Reference Groups, finalizing the reports based on the feedback received.

Consultant’s Workplace and Official Travel

This is a home-based consultancy. No official travel is expected.

Competencies

Core Values: • Respect for Diversity • Integrity • Professionalism

Core Competencies: • Awareness and Sensitivity Regarding Gender Issues • Accountability • Creative Problem Solving • Effective Communication • Inclusive Collaboration • Stakeholder Engagement • Leading by Example

Please visit this link for more information on UN Women’s Core Values and Competencies: https://www.unwomen.org/en/about-us/employment/application-process#_Values

FUNCTIONAL COMPETENCIES : • Technical credibility in high-quality documents and results • Excellent analytical skills • Excellent stakeholder engagement skills • Excellent writing skills in English and Portuguese

Required Skills and Experience

Education and Certification: • Graduation in social sciences, economics or similar is required. • Master’s degree or equivalent in social sciences, economics or a related field is desirable.

Experience:

•At least two (02) years of proven experience in carrying out evaluations is required. •At least three (03) years of experience in the application of qualitative and survey-based evaluation methods isrequired.•Previous experience of at least 01 (one) evaluation of gender equality projects or evaluations with a gender perspectiveis required. •Seven (07) years of experience in carrying out evaluations is desirable.•Previous experience of at least 01 (one) evaluation of projects/programs implemented by governments, the UN and/orinternational cooperation partners is desirable. •At least five (05) years of experience working as a team leader in complex public management evaluations andmanaging evaluation teams is desirable. •At least five (05) years of experience in negotiating with a wide range of stakeholders is desirable. •At least five (05) years of experience in Project Cycle Management and/or Logical Framework approach is desirable.

Languages: •Fluency in English and Portuguese is required.

How to Apply

• P11 (P11 can be downloaded from:  https://www.unwomen.org/sites/default/files/Headquarters/Attachments/Sections/About%20Us/Employment/UN-Women-P11-Personal-History-Form.doc  )
• A cover letter (maximum length: 1 page)
• One writing sample of excellent written skills in Portuguese and English is required.

• Interested candidates are requested to apply no later than  11:59 pm  (NYC/ New York time) on  7 July 2024  by submitting applications only THROUGH ONLY to UNDP Jobs Platform ( https://jobs.undp.org/  cj_view_jobs.cfm)

• Applications  WITHOUT SIGNED P11  form and attached at UNDP Jobs will be treated as incomplete and will not be considered for further assessment.

In July 2010, the United Nations General Assembly created UN Women, the United Nations Entity for Gender Equality and the Empowerment of Women. The establishment of UN Women emerged as part of the UN reform agenda, bringing together resources and mandates for greater impact. It merges and builds on the significant work of four previously distinct parts of the UN system (DAW, OSAGI, INSTRAW, and UNIFEM), which focused exclusively on gender equality and women’s empowerment.

Diversity and Inclusion

At UN Women, we are committed to creating a diverse and inclusive environment of mutual respect. UN Women recruits, employs, trains, compensates, and promotes regardless of race, religion, color, sex, gender identity, sexual orientation, age ability, national origin, or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, competence, integrity and organizational need. If you need any reasonable accommodation to support your participation in the recruitment and selection process, please include this information in your application. UN Women has a zero-tolerance policy on conduct that is incompatible with the aims and objectives of the United Nations and UN Women, including sexual exploitation and abuse, sexual harassment, abuse of authority and discrimination. All selected candidates will be expected to adhere to UN Women’s policies and procedures and the standards of conduct expected of UN Women personnel and will therefore undergo rigorous reference and background checks. (Background checks will include the verification of academic credential(s) and employment history. Selected candidates may be required to provide additional information to conduct a background check.)

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National Consultant - Mercury and Health Project - (2405029)

Contractual Arrangement:  External consultant

Contract Duration (Years, Months, Days):  08 months

Job Posting:  Jun 26, 2024, 3:56:36 PM

Closing Date:  Jul 11, 2024, 3:29:00 AM

Primary Location:  Sri Lanka-Colombo

Organization:  SE_SRL WR Office, Sri Lanka

Schedule:  Full-time  

IMPORTANT NOTICE:  Please note that the deadline for receipt of applications indicated above reflects your personal device's system settings. 

Area of expertise

National Consultant - Mercury and Health Project

Purpose of consultancy

The global project on elimination of mercury containing skin-lightening products is being implemented in three countries including Sri Lanka. The project is under the United Nations Environment Programme (UNEP) Global Mercury Partnership and is jointly being implemented by the Ministry of Health Sri Lanka and the Ministry of Environment Sri Lanka in close collaboration with the World Health Organization (WHO), United Nations Environment Programme (UNEP) and the Biodiversity Research Institute (BRI).

Under the proposed project, the consultant will support the Ministry of Health to develop and implement a national plan to update national legislation and strengthen surveillance of mercury in skin-lightening products in Sri Lanka. The project is expected to help country move towards elimination of mercury containing skin-lightening products from the market, in compliance to the Minamata Convention on Mercury.

The World Health Organization (WHO) is actively leading and working to eliminate the use of mercury Skin Lightening Products (SLPs) and to discourage the use of SLPs overall. In response to the health-related issues or activities and articles of the Minamata Convention on Mercury, the Sixty-seventh World Health Assembly adopted and approved Resolution WHA67.11 (2014): Public health impacts of exposure to mercury and mercury compounds: the role of World Health Organization (WHO) and ministries of public health in the implementation of the Minamata Convention. The Resolution calls on WHO Member States to address the public health aspects of mercury and mercury compounds in the context of the health sector by identifying measures and preparatory actions to be taken by their health ministries for implementation of the health-related articles of the Convention.

To protect the public from negative health effects of mercury in SLPs, the proposed project seeks to support Parties in implementing the Minamata Convention on Mercury. Sri Lanka is Party to the Convention since 2017.  The Convention requires Parties to phase out the manufacture, import, and export of mercury-containing products subject to the provisions of Article 4. The phase out is also related to other articles, including Article 16 (health aspects), Article 17 (information exchange), and Article 18 (public information, awareness and education). These also apply to products including cosmetics containing mercury, including skin lightening creams and soaps.

Deliverables

• To implement the project, the consultant, in close consultation with the relevant national stakeholders and international partners, is expected implement the national plan to phase out mercury-added skin-lightening products from the market. The consultant is also expected to hold national consultations and capacity building to improve stakeholder and public awareness on mercury in skin-lightening products and the Minamata Convention, and draft technical products to achieve the objectives of the project. 
• The consultant will work with the Directorate of Environmental & Occupational Health of the Ministry of Health, Government of Sri Lanka as primary responsible agency of the project. A national project activity plan agreed by the national stakeholders will need to be implemented, in close consultation with the National Project Steering committee, other national stakeholders, and in collaboration with global SLP project partners. The following key activities would be completed in the assignment period.
• Facilitating the process of establishing or improving existing regulations and revision of of standards for mercury containing cosmetics (SLP).
• Evaluating existing laboratory capacities related to mercury assessment in SLPs.
• Planning and conducting SLP sampling and testing for mercury content and finalizing analyses and reports.
• Developing recommendations and guidance on enforcement and compliance to strengthen surveillance of mercury in SLPs.
• Participating in meetings of Technical Sub-Committees as established the Ministry of Health under the project.
• Planning and conducting awareness and training workshops with identified national stakeholders. E.g. Government officials, health professionals, producers, traders importers.
• Developing education and awareness materials for varied target audience on mercury in SLPs and their health impact.
• Preparing policy briefs, communication products, and project reports, targeted to policymakers, consumers, health practitioners and tailored to the products found in the national marketplace as required during the implementation phase of the project.
• Preparing regular project updates and supporting evaluation of country’s participation and contribution to global project efforts.
• Participating in project coordination and progress review meetings, held virtually or physically, develop minutes and follow up on agreed actions throughout the assignment period.

Qualifications, experience, skills and languages

Educational Qualifications

Essential: Bachelor’s degree in public health, environmental health, or biological sciences, from a recognized university

Desirable: Master’s degree in public health

Essential: At least one year of experience in developing, supporting, or managing environmental health related projects.

Desirable: Experience of working in public health or environmental health within the government sector. Frequent contacts inside and outside government agencies and international organizations involved in environmental health and/or product safety. Experience in collaborative programmes supported by bilateral or multi-lateral international agencies would be an advantage. Experience of working on heavy metals in the environment will be an advantage

Skills/Knowledge

• Knowledge and understanding of the policies and procedures on environmental health and/or product safety.
• Experience and proficiency in working with government and other partners in an effective and culturally competent manner.
• Ability to work effectively in health and non-health sectors, with government and non-government partners.
• Ability to analyze issues and formulate conclusions and recommendations.

Languages and level required (Basic/Intermediate/Expert):

Essential: Expert knowledge of English

Desirable:   Expert knowledge of Sinhala or Tamil

Off site : Directorate of Environmental Health, Ministry of Health and Ministry of Environment, with occassional attendance at WHO Country Office Sri Lanka for required coordination.

The Consultant may require to travel within the country to hold meetings with relevant stakeholders. Dates and venues to be decided as and when required.

Remuneration and budget (travel costs are excluded):

Remuneration: LKR 450,873.00 per month

Living expenses: Not applicable

Expected duration of contract: 8 months – 100%

Competencies

• Respecting and promoting individual and cultural differences
• Communication in a credible and effective way
• Ensuring effective use of resources
• Building & Promoting partnerships across the Organization and beyond

A dditional Information

• This vacancy notice may be used to identify candidates for other similar consultancies at the same level.
• Only candidates under serious consideration will be contacted.
• A written test may be used as a form of screening.
• If your candidature is retained for interview, you will be required to provide, in advance, a scanned copy of the degree(s)/diploma(s)/certificate(s) required for this position. WHO only considers higher educational qualifications obtained from an institution accredited/recognized in the World Higher Education Database (WHED), a list updated by the International Association of Universities (IAU)/United Nations Educational, Scientific and Cultural Organization (UNESCO). The list can be accessed through the link: http://www.whed.net/. Some professional certificates may not appear in the WHED and will require individual review.
• For information on WHO's operations please visit: http://www.who.int.
• The WHO is committed to creating a diverse and inclusive environment of mutual respect. The WHO recruits workforce regardless of disability status, sex, gender identity, sexual orientation, language, race, marital status, religious, cultural, ethnic and socio-economic backgrounds, or any other personal characteristics.
• The WHO is committed to achieving gender parity and geographical diversity in its workforce. Women, persons with disabilities, and nationals of unrepresented and underrepresented Member States (https://www.who.int/careers/diversity-equity-and-inclusion) are strongly encouraged to apply for WHO jobs.
• Persons with disabilities can request reasonable accommodations to enable participation in the recruitment process. Requests for reasonable accommodation should be sent through an email to [email protected]
• An impeccable record for integrity and professional ethical standards is essential. WHO prides itself on a workforce that adheres to the highest ethical and professional standards and that is committed to put the WHO Values Charter (https://www.who.int/about/who-we-are/our-values) into practice.
• WHO has zero tolerance towards sexual exploitation and abuse (SEA), sexual harassment and other types of abusive conduct (i.e., discrimination, abuse of authority and harassment). All members of the WHO workforce have a role to play in promoting a safe and respectful workplace and should report to WHO any actual or suspected cases of SEA, sexual harassment and other types of abusive conduct. To ensure that individuals with a substantiated history of SEA, sexual harassment or other types of abusive conduct are not hired by the Organization, WHO will conduct a background verification of short-listed candidates.
• WHO has a smoke-free environment and does not recruit smokers or users of any form of tobacco.
• Consultants shall perform the work as independent contractors in a personal capacity, and not as a representative of any entity or authority.
• WHO shall have no responsibility for any taxes, duties, social security contributions or other contributions payable by the Consultant. The Consultant shall be solely responsible for withholding and paying any taxes, duties, social security contributions and any other contributions which are applicable to the Consultant in each location/jurisdiction in which the work hereunder is performed, and the Consultant shall not be entitled to any reimbursement thereof by WHO.
• Please note that WHO’s contracts are conditional on members of the workforce confirming that they are vaccinated as required by WHO before undertaking a WHO assignment, except where a medical condition does not allow such vaccination, as certified by the WHO Staff Health and Wellbeing Services (SHW). The successful candidate will be asked to provide relevant evidence related to this condition. A copy of the updated vaccination card must be shared with WHO medical service in the medical clearance process. Please note that certain countries require proof of specific vaccinations for entry or exit. For example, official proof /certification of yellow fever vaccination is required to enter many countries. Country-specific vaccine recommendations can be found on the WHO international travel and Staff Health and Wellbeing website. For vaccination-related queries please directly contact SHW directly at [email protected].
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• This assignment is subject to local recruitment and will be filled by persons recruited in the local commuting area of the duty station/assignment location.

Link to apply:

• WHO Careers Website:  Careers at WHO
• Vacancies (staff member access):  https://careers.who.int/careersection/in/jobsearch.ftl  
• Vacancies (external candidate access):  https://careers.who.int/careersection/ex/jobsearch.ftl