Are you a fresh graduate struggling with your job-search?
Or maybe you’re a mid-career worker who has hit a career roadblock and wants to switch sectors.
Whatever situation you are in, career guidance can help you:
- Assess your interests and where you are currently at in your career
- Identify your strengths, weaknesses, needs and skills
- Chart a progressive and realistic career path
- Connect you to more job opportunities or employability assistance
We spoke to three HR experts in the F&B, transport and clean energy industries to find out what they look for during the hiring process and how applicants can maximise their chances to score the job of their dreams.
What do you look out for in job applicants?
José Pedro Borges is the head of People Journey at EDPR Sunseap, a company part of EDP Renewables (the main subsidiary of EDP Group), a global leader in the renewable energy sector and one of the world’s largest wind energy producers.
José
In his role, José manages talent acquisition, induction and onboarding, as well as learning and development for the EDPR Sunseap workforce across Asia Pacific.
One of his responsibilities is to help create positive work experiences as well as improve people satisfaction and retention in the company.
According to José, hiring managers across EDP Group look for talents who want to make a difference in the world, particularly in the area of climate action.
“If they have experience in the energy sector, it is a plus.”
While relevant qualifications, technical competencies and work experience that fit a job role are prerequisites, it will take much more for a candidate to stand out:
“What makes a candidate stand out during a job interview would be having an outstanding and defined “energy-heart-drive” profile. As a job interview is a two-way conversation, hiring managers will ask questions and use scenarios to tease out your energy-heart-drive profile.”
To José, a candidate’s stamina and track record is what forms their “energy” profile.
“Are you a problem solver? A curious learner? If you are, show us these positive traits during the job interview. Give us specific examples of your growth mindset.”
As for the “heart” profile, José looks out for candidates who demonstrate an interest in continuous improvement.
“During the interview, we may ask questions to solicit the candidate’s approach to collaboration and their ability to connect with people. Are you open-minded and willing to explore different perspectives and opinions? Are you self-aware and mindful?”
Finally, there is the “drive” profile.
“We look for agility, impact-orientation and demonstration of a forward-thinking nature. For example, in a more pressing scenario, are you more likely to act or react?
Have you addressed difficult issues in the past and made some tough decisions? Share those with us so that we can get to know your strengths and areas for development.”
Meanwhile, Bobby Chiew, the head of Human Resources for Woodlands Transport Service Pte Ltd, looks for these three things in job candidates:
“We see their track record, fit for company culture, and link to relevant job scopes.”
Bobby Chiew
As Woodlands Transport is in the service industry, efficiency and emotional intelligence are key traits hiring managers look out for in applicants, with educational qualifications not being as important unless one is looking to fill up more senior positions.
Additionally, Chiew stresses that hiring managers at Woodlands Transport are not quick to size up job candidates too hastily.
“Operation guys are doers, not talkers. Some may not be able to speak well but can do the job well. Some can talk but cannot do the work. Some hirers ask for the sky – but in the end, a job may only require an applicant to be good at a few main tasks.”
How can candidates best prepare themselves when applying for a job and going for an interview?
José’s advice to candidates when applying for jobs and going for interviews would be to take every interview as an opportunity to present themselves.
Ideally, candidates should give interview answers that best reflect their:
- Relevant technical know-how
- Work experience
- Personal traits (which would also define their energy-heart-drive profile)
Additionally, José elaborates that there are three things all candidates can prepare for before a job interview, regardless of career stage.
“Firstly, get to know the company and the role. Understand the purpose of the company and be ready to share why you chose to apply to the company.
Secondly, do some research on the sector to be ready to discuss challenges facing the company and the sector as a whole.
Thirdly, practise being able to present your profile in a succinct manner. Talk about your skills-set, relevant work experience, key achievements, challenges you have overcome at work and how you have in turn applied the key learnings.”
As job applicants are looking to get to know a company just as hiring managers are looking to get to know job applicants, one should also ask questions to find out if a particular job role and company matches what they are looking for.
To Hong Yiping, a HR Business Partner at bubble tea chain KOI, candidates should only apply for jobs that really interest them and be accountable for their actions.
“Some candidates do not respond even when we try to contact them multiple times. Some may also not be contactable on the day of the interview. A simple gesture of informing us if you are no longer interested in a particular role is a good reflection of people skills and relationship management.”
Hong Yiping
When it comes to one’s resume, Hong stresses the importance of good alignment, proper grammar, and no typo errors.
“This shows how organised you are in terms of presenting yourself. Very important for leaving a good first impression, especially before the interview.”
Finally, Hong has the following few tips for candidates preparing for job interviews:
“Highlight your unique strengths, demonstrate a positive attitude, and a willingness to learn and accept challenges. Be realistic about your own capabilities and expectations and avoid overselling yourself too much.”
Is age ever a consideration when it comes to hiring someone for a particular role?
Across the EDP Group, age is not a consideration when it comes to hiring someone for a particular role.
According to José, the company welcomes and values everyone:
“We are committed to the inclusion and sense of belonging of each person. We do not discriminate based on age, or any other characteristic. We value talents who want to take the lead in energy transition and take climate action.
What we are after are talents with relevant skills and experience that come with aligned energy, heart and drive profiles.”
Chiew agrees, stating that age is not the main concern of HR managers at Woodlands Transport during the hiring process.
“For certain roles, we look at a candidate’s physical alertness rather than their age because they may be required to operate a heavy vehicle. Older employees who eventually become less physically able to do certain jobs will be redeployed to other job positions.
For example, bus conductors may be redeployed to be ground coordinators as they have a lot of experience and understand the ground environment. Their experience and know-how is very valuable to us.”
Get career guidance from e2i
As shared by our three HR experts, employment challenges come in many forms and there are many factors that contribute to whether one is able to land a job in a particular industry.
Some things that can hinder your chances at getting the job of your dreams include having:
- A poor resume
- Ineffective interview skills
- A lack of self-confidence
- Lack of networking
- A lack of awareness of skills, strengths, weaknesses and career interests
If you are looking to gain employment more quickly or move into a more satisfying career, consider getting complimentary career guidance from the Employment and Employability Institute (e2i).
e2i works with a strong employer network to help place job-ready candidates.
e2i’s career guidance and job-matching services can help you at any stage of your career, be it:
- Fresh graduates/youths
- Retrenched
- PMET (professional, managerial, executive, and technical)
- Mid-career switching
- Back-to-work women
- Ex-offenders
Additionally, e2i’s employability workshops will teach you the following skills:
- Resume planning
- Career planning
- Salary negotiation
- Interview techniques
e2i’s services are completely free for all Singaporeans.
Click here to register for career guidance sessions with e2i’s coaches or sign up for e2i’s employability workshops and job fairs.
This sponsored article by e2i gave this writer invaluable insights about the job application and hiring process.