A CV is your gate pass to an interview with a prospective employer
and therefore it should represent you in the best possible light and
set you apart from other candidates.
While a cover letter is another way of introducing yourself to a
potential employer answering the question why you should be hired, it
should be convincing enough to get the recruiter want to read your CV.
Every section of your CV contains information of most value – and relevance – to the advertised position.
Writing a CV can be an overwhelming task, but it is one of the best
investments you can make in finding your next job opportunity, if you
want your CV to stand out from the crowded market.
Candidates with professional written CV
and Cover letter get noticed more often, because their documents are
authored by people who understand how recruiters work.
What your CV says about you can be the difference between getting in the door and missing your chance.
We have partnered with Corporate Staffing Services Limited, which is
registered by the Ministry of Labour and members of Institute of Human
Resource Management (IHRM) to offer Professional CV and Cover Letter
Writing Services.
Contact Corporate Staffing Services via Caroline via cvwriting@corporatestaffing.co.ke or June via june.njoroge@corporatestaffing.co.ke
25 Feb 2014
Human Resource Manager
Reports To: Group HR Manager
Liaison Relationship With: Business Head Units, Ceos & Directors
Company Profile:
Our client is a wholly owned subsidiary of a Group of Companies, started operations in Kenya in 1978. The company manufacturers Cold Formed Steel Sections, Hot Dipped Galvanised Pipes, Plates, UPVC Pipes, HDPE Pipes and PP-R pipes and fittings.
The company has attained ISO 9001:2000 certification and is bent on continuous improvement and innovation for sustainability.
Job Purpose
The Human Resource Manager is responsible for providing support in the various human resource functions, which include recruitment, staffing, training and development, performance monitoring and employee counselling to ensure that there is positive employee engagement, motivation, development and retention.
Specific responsibilities and accountabilities
The HR Manager will be responsible for suporting the company in all the HR matters in Steel Division in liaison with the Head of Human Resources. Specific duties will include but not limited to:
Recruitment & Induction
To apply for this position send your CV to mycv@myjobseye.com quoting the position in the subject line. Kindly also mention your current/ last salary and benefits. Only shortlisted candidates will be contacted
Liaison Relationship With: Business Head Units, Ceos & Directors
Company Profile:
Our client is a wholly owned subsidiary of a Group of Companies, started operations in Kenya in 1978. The company manufacturers Cold Formed Steel Sections, Hot Dipped Galvanised Pipes, Plates, UPVC Pipes, HDPE Pipes and PP-R pipes and fittings.
The company has attained ISO 9001:2000 certification and is bent on continuous improvement and innovation for sustainability.
Job Purpose
The Human Resource Manager is responsible for providing support in the various human resource functions, which include recruitment, staffing, training and development, performance monitoring and employee counselling to ensure that there is positive employee engagement, motivation, development and retention.
Specific responsibilities and accountabilities
The HR Manager will be responsible for suporting the company in all the HR matters in Steel Division in liaison with the Head of Human Resources. Specific duties will include but not limited to:
Recruitment & Induction
- Provide support to supervisors and staff to develop the skills and capabilities of staff. Main activities:
- Ensure accurate JDs are in place
- Provide advice and assistance when conducting appraisals
- Identify Training and Development needs and opportunities
- Process trainings and follow up approvals and reimbursement from DIT
- Coordinate staff recruitment and selection process
- Prepare adverts for vacant positions
- Guide in short listing and schedule interviews
- Conduct reference checks
- Co-ordinate orientation and induction programs
- Manage the separation process i.e Dismissals, Termination, Retirement and Redundancy procedures.(Including exit interviews)
- Coordinating the performance management system and analysis of results
- Implementation of the training plan and co-ordination of training and development programs in the company
- Monitor staff attendance and prepare weekly reports on the same.
- Staff Welfare & Records
- Promote workplace safety and ensure compliance with OHS legislation
- Provide basic counseling to staff on work related issues and concerns
- Maintain and update accurate staff records.
- File pension claims for employees exiting employment
- Administration of leave and leave records (Sick offs, annual etc)
- Accurate documentation for injuries, preparing case files, and custodian of legal records related to WIBA.
- Manage disciplinary procedures and grievances
- Interface with union office bearers and oversee implementation of the CBA
- HR Policy Adminstration
- Assisting in the implementation and interpretation of HR policies and procedures
- Implement the HR information system
- Payroll and HR Compliance
- Provide guidance in the disciplinary process
- Implementing the HR work- plan through specific activities
- Ensure compliance of ALL statutory requirements for the company i.e. NSSF, NHIF, PAYE, DIT, HELB, and filling of tax compliance form.
- Consolidate payroll input for processing of payroll.
- Staff loans and advances reconciliations and deductions
- Monthly filing of staff statutory returns to NITA,PAYE, NHIF,NSSF, HELB
- Administration of employee related insurance covers and liaise with Insurance Company on routine issues.
- Liaising with DOSH on occupational injuries and claims on WIBA
- Filing case files with GA on litigation against the Company on Motor Vehicle Accidents
- Opening files, updating and custodian of all personnel files
- Registration of staff to NSSF and NHIF
- Application and reimbursement of grants for attachees
- Application and follow up of compliance certificates for NSSF,NHIF AND Tax Compliance on quarterly basis
- Processing single business permits, branding and parking tickets quarterly with Municipal
- Occupational Health and Safety Compliance
- Maintaining and retrieval of company documents for tender purposes etc ( logbooks, permits, certificate of incorporation, PIN Certs, Directors documents )
- Payment of land rates and rent
- Organise for inspection of commercial vehicles
- Preparation of sales agreement for vehicles and application of transfers
- Renewals of contracts for vendors of outsourced services and payment of services
- Management of clock in system and time attendance
- Ensuring general cleanliness of the office block
- Degree in HR Management or related field
- 7 years’ experience in an industrialized environment
- Member of a professional body
- Positive and self-motivated
- Upholds integrity
- Good interpersonal and communication skills
- Ability to positively influence
To apply for this position send your CV to mycv@myjobseye.com quoting the position in the subject line. Kindly also mention your current/ last salary and benefits. Only shortlisted candidates will be contacted
ACCOUNTANT NEEDED URGENTLY....70K-80K STARTING SALARY
Position: Payables & Expenditure Accountant – Foreign
Reporting to: Team Leader Payables
Range: R3
Department: Finance
Role Purpose: Manage the payables processes for TKL and verify, capture and process all expenditure elements and ensure accuracy, validity and completeness of company liabilities/claims.
Also ensure correct accounting.
Key Duties and Responsibilities
Receive and verify all incoming expenditure documents to ensure controlled and completeness of processes.
Manage the expenditure process including
Document capture in sage
If you fit the required profile, please apply highlighting how your qualifications, experience and career aspirations match the requirements for this position. Application should be sent by latest 28th February 2014, please provide an updated Curriculum Vitae (CV) including details of your current telephone contacts and names of three referees.
Apply through www.orange-tkl.co.ke
Only shortlisted candidates will be contacted
Reporting to: Team Leader Payables
Range: R3
Department: Finance
Role Purpose: Manage the payables processes for TKL and verify, capture and process all expenditure elements and ensure accuracy, validity and completeness of company liabilities/claims.
Also ensure correct accounting.
Key Duties and Responsibilities
Receive and verify all incoming expenditure documents to ensure controlled and completeness of processes.
Manage the expenditure process including
Document capture in sage
- Verification and matching with LPOs and goods received notes and
- Process all supplier payments as and when they fall due in order to sustain and maintain flow of goods and services for the smooth running of all TKL operations,
- Manage the supplier files including
- Implementing the company supplier payment terms applicable to the respective suppliers.
- Manage the invoices and payments timetable to ensure invoices are paid per plan
- Purchase ledger entries against local and foreign supplier statements to ensure accuracy of company’s liabilities while maintaining supplier communication to uphold and enhance TKL corporate image
- Reconcile and review prepayments made and ensure action is taken against non-deliveries by supplier in order to safeguard and prevent loss of TKL assets
- Reconciliation of balance sheet and key expenditure accounts for accuracy and completeness and to ensure the balances are per the supporting documents
- In liaison with the Payments accountant, manage the archives to safeguard supplier invoices for future reference, recharge to third parties, audit trail and as evidence in case of any
- Provide and accrue for all outstanding expenses to ensure accuracy and completeness in financial reporting of company expenditure
- Perform any other duty as may be assigned by the Expenditure Accountant
- Degree in Business/Commerce and or Qualified Accountant.
- Al least CPA Part 2
- At least 2 years of experience in reputable organization.
- Experience in a telecommunications or fast moving goods/service industry is preferred.
- Experience in computerized financial accounting systems.
- Commitment, diligence and dedication.
- Honesty and Integrity
- Superior analytical skills and Intuitive mind.
- Thorough and Assertive
- Initiative
- Attention to detail
- Team player
- Good computer skills (Excel/PowerPoint/Word)
- Strong interpersonal skill
- Analytical mind
If you fit the required profile, please apply highlighting how your qualifications, experience and career aspirations match the requirements for this position. Application should be sent by latest 28th February 2014, please provide an updated Curriculum Vitae (CV) including details of your current telephone contacts and names of three referees.
Apply through www.orange-tkl.co.ke
Only shortlisted candidates will be contacted
Top 10 Ways To Make Sure You Are Shortlisted In Your Job Application
Do you apply for jobs without any response? How would you know if you’re eyeing the right job or you’re chasing a lost cause?
Many job seekers find themselves applying for so many that they meet most if not all the qualifications with high hopes of getting the job, but they never hear from employers. “Chances are the HR Managers think you could be wrong for the job, or your CV could reflect your qualification runs short from what the company is looking for,” explains Martin Githaiga, HR Officer at Corporate Staffing Services.
Companies will always want only the best people in their team. Someone who can get the job done, and perform any task outside the job description if need be, without any fail. To make sure that they only get the exact person they need, the hiring process starts with the creation of selection criteria list.
Mr. Githaiga explains that, the selection criteria “are standards that job applicants need to meet. These include qualifications, knowledge, skills, abilities and experience.” The selection will be based primarily on what criteria have been stated on the list, and people will only be considered if they meet all requirements, no buts, and no ifs.
How do find the selection criteria? “This may appear in advertisements, position descriptions or duty statements.” However, some employers do not use the label of selection criteria. You may need to analyse the job to find what the employer is looking for in candidates. For example, if the role involves dealing with clients, it implies the need for interpersonal and customer service skills.
Every job applicant has a responsibility to assess themselves first before applying for anything. “First you need to go through the job advert carefully and identify the key things that an advert seeks in a candidate,” explains Mr. Githaiga. He illustrates that if a company is looking for SAP Accountant, then knowledge of SAP packages is key for the post.
The other thing is to look if the position is in your line of career. “Find out if you are qualified for what the company you’re interested at is looking for,” adds Mr Githaiga. For instance, say the post requires knowledge of French language, can you speak in French?
After weighing your chances by keenly studying their hiring criteria, then you need to base your job application CV and cover letter based on what they’re looking for.
Samuel Njoroge, Regional Recruiter Path International advises on the need to tailor your CV in line with the requirements of the job, stressing the role required for the job. Let’s say the job requires 2-3 years work experience, good communication skills etc. If you meet the experience bracket, then you can to pick the strengths required in the job.
He further adds that where one has multiple work experiences; “you can position yourself for the job by leaving out experience that is not relevant.” For instance, say the job is for Admin Assistant and you have worked in Teaching, Sales, Customer Service and Administration. You may leave out the teaching experience and focus on the roles with transferrable skills.
Mr Githaiga recommends that, when writing a Cover letter it’s important to stress the experience and competencies required for the role. He illustrates that, if a company requires an accountant, who has worked in an a micro- finance, and you have worked in an bank, and may be dealing with micro finance, then you can stress it out on your cover letter.
In conclusion, Mr. Njoroge says that, “addressing the selection criteria is the most important part of your application.” The selection panels will use these to decide who to short-list for interview as well as base interview questions around the selection criteria. However, he warns job applicants against “giving false information that may put your integrity into question.”
Many job seekers find themselves applying for so many that they meet most if not all the qualifications with high hopes of getting the job, but they never hear from employers. “Chances are the HR Managers think you could be wrong for the job, or your CV could reflect your qualification runs short from what the company is looking for,” explains Martin Githaiga, HR Officer at Corporate Staffing Services.
Companies will always want only the best people in their team. Someone who can get the job done, and perform any task outside the job description if need be, without any fail. To make sure that they only get the exact person they need, the hiring process starts with the creation of selection criteria list.
Mr. Githaiga explains that, the selection criteria “are standards that job applicants need to meet. These include qualifications, knowledge, skills, abilities and experience.” The selection will be based primarily on what criteria have been stated on the list, and people will only be considered if they meet all requirements, no buts, and no ifs.
How do find the selection criteria? “This may appear in advertisements, position descriptions or duty statements.” However, some employers do not use the label of selection criteria. You may need to analyse the job to find what the employer is looking for in candidates. For example, if the role involves dealing with clients, it implies the need for interpersonal and customer service skills.
Every job applicant has a responsibility to assess themselves first before applying for anything. “First you need to go through the job advert carefully and identify the key things that an advert seeks in a candidate,” explains Mr. Githaiga. He illustrates that if a company is looking for SAP Accountant, then knowledge of SAP packages is key for the post.
The other thing is to look if the position is in your line of career. “Find out if you are qualified for what the company you’re interested at is looking for,” adds Mr Githaiga. For instance, say the post requires knowledge of French language, can you speak in French?
After weighing your chances by keenly studying their hiring criteria, then you need to base your job application CV and cover letter based on what they’re looking for.
Samuel Njoroge, Regional Recruiter Path International advises on the need to tailor your CV in line with the requirements of the job, stressing the role required for the job. Let’s say the job requires 2-3 years work experience, good communication skills etc. If you meet the experience bracket, then you can to pick the strengths required in the job.
He further adds that where one has multiple work experiences; “you can position yourself for the job by leaving out experience that is not relevant.” For instance, say the job is for Admin Assistant and you have worked in Teaching, Sales, Customer Service and Administration. You may leave out the teaching experience and focus on the roles with transferrable skills.
Mr Githaiga recommends that, when writing a Cover letter it’s important to stress the experience and competencies required for the role. He illustrates that, if a company requires an accountant, who has worked in an a micro- finance, and you have worked in an bank, and may be dealing with micro finance, then you can stress it out on your cover letter.
In conclusion, Mr. Njoroge says that, “addressing the selection criteria is the most important part of your application.” The selection panels will use these to decide who to short-list for interview as well as base interview questions around the selection criteria. However, he warns job applicants against “giving false information that may put your integrity into question.”
Job Interviews
Job Interviews
When you are looking for a job, one of the most important things you can do is make a positive impact at your first interview.
Landing a job interview invitation in itself is a cause for celebration, but this does not a guarantee you the job offer. Many job seekers will tell you they always attend interviews and will never get hired or even hear from the employers.
The trick in passing any job interview is interviews is preparation, impression and standing out among other candidates. You still have to go in there and impress them. If you make a good first impression, then the rest of the interview might also go well; however, if you don’t make a good first impression, then you will spend the rest of the interview trying to make up for your mistakes.
Standing out in an interview session takes careful planning. Your personality doesn’t matter so much: whether you are shy, reserved, scared, nervous, confident, or outgoing. There is an art to making an impression during any face to face interaction that will create a lasting impact.
Good interview preparation projects you as a poised and confident person to the employer. It is therefore important to prepare well and practice the answers to common interview questions, as well as what you will dress in.
Corporate Staffing Services offers job interview preparation focusing on making an impact in interviews: body language, presentation, responses to tough interview questions, salary and questions to ask employers among others.
When you are looking for a job, one of the most important things you can do is make a positive impact at your first interview.
Landing a job interview invitation in itself is a cause for celebration, but this does not a guarantee you the job offer. Many job seekers will tell you they always attend interviews and will never get hired or even hear from the employers.
The trick in passing any job interview is interviews is preparation, impression and standing out among other candidates. You still have to go in there and impress them. If you make a good first impression, then the rest of the interview might also go well; however, if you don’t make a good first impression, then you will spend the rest of the interview trying to make up for your mistakes.
Standing out in an interview session takes careful planning. Your personality doesn’t matter so much: whether you are shy, reserved, scared, nervous, confident, or outgoing. There is an art to making an impression during any face to face interaction that will create a lasting impact.
Good interview preparation projects you as a poised and confident person to the employer. It is therefore important to prepare well and practice the answers to common interview questions, as well as what you will dress in.
Corporate Staffing Services offers job interview preparation focusing on making an impact in interviews: body language, presentation, responses to tough interview questions, salary and questions to ask employers among others.
Sales Marketing Jobs Kenya. Job Title: Export Manager
Job Code: EM/GJ/140224
Number Of Positions Open: 1
Reports To: Business Head Kenya
Location: Nairobi, Kenya
Closing Date: Open Until Filled
Primary Responsibilities:
The post holder will be responsible for managing a sales team, establishing sales territories, setting sales targets in association with senior managers of the organisation, analyzing sales statistics and helping to grow the business.
The Export Manager is a key member of the organisation and will expected to be a great communicator together with the ability to establish and maintain relationships both internally and externally.
The Export Manager plays a key role will be required to contribute significantly to the sales strategy and determining budgets and sales targets.
Interested candidates holding the necessary requirements, good performance and / or references are encouraged to apply with detailed CV’s, inclusive of names and contacts of 3 referees, current telephone number and email address by scrolling down and clicking on: Export Manager
Number Of Positions Open: 1
Reports To: Business Head Kenya
Location: Nairobi, Kenya
Closing Date: Open Until Filled
Primary Responsibilities:
The post holder will be responsible for managing a sales team, establishing sales territories, setting sales targets in association with senior managers of the organisation, analyzing sales statistics and helping to grow the business.
The Export Manager is a key member of the organisation and will expected to be a great communicator together with the ability to establish and maintain relationships both internally and externally.
The Export Manager plays a key role will be required to contribute significantly to the sales strategy and determining budgets and sales targets.
- Responsible for the management of the Export sales team which will include the monitoring of their performance, planning training appropriate to their needs and the control of the sales team.
- Responsible for the management of client relationships and ensuring that your staff manage any complaints appropriately. Maintaining good client relationships is vital to the function of the Export department and so monitoring customer feedback is essential to maintain high levels of customer service.
- Co-ordinate and review activities in sales and record keeping.
- Expected to be able to advise dealers and distributors on policies and operating procedures to ensure the business runs effectively and efficiently.
- Assess marketing potential of new and existing sales opportunities
- Responsible for managing the sale of products or services to overseas customers. They combine the results of market research with their knowledge of consumer tastes and the cultural and political background of the countries they are responsible for, in order to decide what to sell and how to sell it.
- Plan campaigns suitable for the country they are wishing to sell in.
- Negotiate with customers to try to make sales. Be able to make decisions as to whether the product can be altered to meet the client’s requirements or whether special discounts can be offered.
- Provide quotations and may also be responsible for drawing up tender documents and agreeing the final contract.
- Process orders and check that the distribution is running smoothly and that everything is on schedule.
- Producing marketing plans, budgets and sales reports.
- Organize sales briefings and conferences and visit international trade fairs.
- Degree in Sales and Marketing
- Experience in managing teams, including motoring performance and setting sales targets.
- Sound and proven understanding of sales and marketing strategy is vital as well as the ability to engage critical thinking and problem solving techniques
- Have a good understanding of business finance and be able to manage budgets as well as set sales targets and evaluate sales data.
- Ability to communicate your ideas and information in writing as well as orally so that others will understand.
- Excellent interpersonal skills and the ability to maintain and develop new client relationships. The ability to influence others to buy goods or services, or negotiate for the benefit of the organisation.
- Good organizational skills and the ability to work to deadlines.
- Fluent in English and Kiswahili
- Formulating Strategies & Concepts
- Entrepreneurial & Commercial Thinking
- Delivering Results & Meeting Customer Expectations
- Relating & Networking
- Persuading & Influencing
- Leading & Supervising
Interested candidates holding the necessary requirements, good performance and / or references are encouraged to apply with detailed CV’s, inclusive of names and contacts of 3 referees, current telephone number and email address by scrolling down and clicking on: Export Manager
Job Title: Sales Manager
Reporting: Managing Director
Liaison: All functional heads
Job Summary: The person will lead and manage the sales team, be responsible for achieving the company ambitious growth plans, and engage with the Senior Management Team to develop and implement sales strategies that will achieve and exceed budgeted levels of sales growth in all service lines locally and regionally
Key Duties and responsibilities
Responsible for planning and implementing sales strategies together with the team so as to achieve the envisioned business growth plan.
Develop sales infrastructure and organize the sales team to ensure constant renewal of skills and resources
Establish strong sales operating structure, processes and procedures to ensure disciplined market coverage and service levels
Be at the fore front in servicing key accounts and identifying growth opportunities so as to increase market penetration and optimize market share
Responsible for ensuring a seamless supply of the retail and wholesale merchandise as well as brand visibility at all point of Sales
Develop partnership with distributors to ensure successful market entry plans and trade management
Develop effective forecast of the consumer trade needs and retailing development in the target markets
Build and maintain effective communication channels between sales management and other departments to ensure smooth execution of business plans and strategies
Inspire and instil confidence and productive relationships across the sales team to fast track revenue growth locally and regionally
Competencies Required
Minimum Business Degree preferably in Marketing
At least 5 years Sales & Channel Distribution management experience
Solid experience in directing Field Sales Force/ Sales Operations with demonstrable successes in leading, building and developing a team.
Strong understanding of Retail/Channel Marketing, Retail Merchandising and Retail Management
Familiarity with export trading of merchandise is an added advantage
Excellent communication skills and an astute negotiator
Strong analytical, problem-solving and decision-making skills
Great ideas and passionate about an entrepreneur who can think out of the box
Strong sense of teamwork and ability to work cross functionally
High level of integrity
If you are interested and qualified please send a cover letter and CV to recruitment@postureconsulting.com, indicating the job applying for in the subject of the email.
Closing date for application 2nd March 2014
Only shortlisted candidates will be contacted
Liaison: All functional heads
Job Summary: The person will lead and manage the sales team, be responsible for achieving the company ambitious growth plans, and engage with the Senior Management Team to develop and implement sales strategies that will achieve and exceed budgeted levels of sales growth in all service lines locally and regionally
Key Duties and responsibilities
Responsible for planning and implementing sales strategies together with the team so as to achieve the envisioned business growth plan.
Develop sales infrastructure and organize the sales team to ensure constant renewal of skills and resources
Establish strong sales operating structure, processes and procedures to ensure disciplined market coverage and service levels
Be at the fore front in servicing key accounts and identifying growth opportunities so as to increase market penetration and optimize market share
Responsible for ensuring a seamless supply of the retail and wholesale merchandise as well as brand visibility at all point of Sales
Develop partnership with distributors to ensure successful market entry plans and trade management
Develop effective forecast of the consumer trade needs and retailing development in the target markets
Build and maintain effective communication channels between sales management and other departments to ensure smooth execution of business plans and strategies
Inspire and instil confidence and productive relationships across the sales team to fast track revenue growth locally and regionally
Competencies Required
Minimum Business Degree preferably in Marketing
At least 5 years Sales & Channel Distribution management experience
Solid experience in directing Field Sales Force/ Sales Operations with demonstrable successes in leading, building and developing a team.
Strong understanding of Retail/Channel Marketing, Retail Merchandising and Retail Management
Familiarity with export trading of merchandise is an added advantage
Excellent communication skills and an astute negotiator
Strong analytical, problem-solving and decision-making skills
Great ideas and passionate about an entrepreneur who can think out of the box
Strong sense of teamwork and ability to work cross functionally
High level of integrity
If you are interested and qualified please send a cover letter and CV to recruitment@postureconsulting.com, indicating the job applying for in the subject of the email.
Closing date for application 2nd March 2014
Only shortlisted candidates will be contacted
SEVEN REASONS YOU DIDN'T GET THE INTERVIEW
You sit and stare at the phone. You check your email. You check your text messages to see if perhaps you missed that all important call or text message inviting you over to your first appointment whit this company you’ve so wanted to join, but there is nothing. How can this be? You might wonder. Well today we look at some of the reasons why for a number of job seekers, getting that first foot in the door seems such an elusive task.
Cover letter
To start with, examine your cover letter.It probably looks decent enough seeing as you did spend quite some time writing it. Remember however that every else did spend quite some time writing theirs as well, so in the end the employer may have ended up with applications that were more or less the same. This unfortunately makes it that much easier for them to ignore nearly all of them.
The “I” attitude
When writing pitches for jobs, many people tend to write of their achievements in the first person. “I was responsible for…” “During my time at… I supervised…” Focusing too much on your own achievements may prevent the employer from seeing what you have to offer the company. Do not sell yourself short.Try writing with your focus on the ‘you’ attitude. Show the employer how they by hiring you, not what you gain by getting hired.
Resume/CV
If you can’t find a problem in your cover letter, how about the resume/cv you sent in? Remember that these two terms mean two different things and thus serve different purposes. Your cv/resume is meant to advertise you to a prospective employer, so like any other marketing tool, it needs to be carefully designed in order to have the most impact.
Tone
A cover letter should not only be well written, it should also ideally match the tone that was present in the original job description. To do this, look at the job description. How are sentences worded? While most firms will normally employ a formal tone, (and consequently should get a formal response), others will not. This is especially true in creative industries such as graphic design, or marketing firms which may be looking for any signs of creativity. And that includes your letter, so be careful. A simple test is, to read your letter out to a friend or two and ask them what they were thinking about when they were listening to you.
Are you qualified or experienced enough?
No doubt a tricky subject this. Many people feel that they missed out on jobs which they met all the required qualifications. While that may be true, employers generally use the qualifications requirement to filter out the huge numbers of expected traffic from eager job seekers. If you do meet all of the listed prerequisites, include something that will make you that little bit different from the majority of the people. How about that time you helped out by volunteering at the children’s home? Or perhaps that time you spent volunteering at the Kenya Red Cross? Workshops, seminars, training you have attended? Include them all!
Good references.
Some employers may perform background checks on prospective applicants after the selection process, but before notifying them through their contacts. This includes getting opinions on the applicants character from past employers, trainers etc. For this, your references are absolutely critical as they will either make or break you in the eyes of the employer. Include only the people with whom you have had good professional relations, and even then, remember to ask them for their permission before you do. If an employer picks up on any doubt or uncertainty in their voice when they speak of you, then it could seriously put a dent in your credibility, leading to your name being dropped from the shortlist. Try and get the right people on your side.
Timing
Like any other opportunity, timing plays quite an important role in landing you that dream job. Believe it or not choosing the right time to send in your application can make a difference. While there is no agreed upon time to do so, some (link) career experts believe that the best time to send in your job application is approximately a week to the deadline, so that you beat the main rush in the form of the early applicants.
Cover letter
To start with, examine your cover letter.It probably looks decent enough seeing as you did spend quite some time writing it. Remember however that every else did spend quite some time writing theirs as well, so in the end the employer may have ended up with applications that were more or less the same. This unfortunately makes it that much easier for them to ignore nearly all of them.
The “I” attitude
When writing pitches for jobs, many people tend to write of their achievements in the first person. “I was responsible for…” “During my time at… I supervised…” Focusing too much on your own achievements may prevent the employer from seeing what you have to offer the company. Do not sell yourself short.Try writing with your focus on the ‘you’ attitude. Show the employer how they by hiring you, not what you gain by getting hired.
Resume/CV
If you can’t find a problem in your cover letter, how about the resume/cv you sent in? Remember that these two terms mean two different things and thus serve different purposes. Your cv/resume is meant to advertise you to a prospective employer, so like any other marketing tool, it needs to be carefully designed in order to have the most impact.
Tone
A cover letter should not only be well written, it should also ideally match the tone that was present in the original job description. To do this, look at the job description. How are sentences worded? While most firms will normally employ a formal tone, (and consequently should get a formal response), others will not. This is especially true in creative industries such as graphic design, or marketing firms which may be looking for any signs of creativity. And that includes your letter, so be careful. A simple test is, to read your letter out to a friend or two and ask them what they were thinking about when they were listening to you.
Are you qualified or experienced enough?
No doubt a tricky subject this. Many people feel that they missed out on jobs which they met all the required qualifications. While that may be true, employers generally use the qualifications requirement to filter out the huge numbers of expected traffic from eager job seekers. If you do meet all of the listed prerequisites, include something that will make you that little bit different from the majority of the people. How about that time you helped out by volunteering at the children’s home? Or perhaps that time you spent volunteering at the Kenya Red Cross? Workshops, seminars, training you have attended? Include them all!
Good references.
Some employers may perform background checks on prospective applicants after the selection process, but before notifying them through their contacts. This includes getting opinions on the applicants character from past employers, trainers etc. For this, your references are absolutely critical as they will either make or break you in the eyes of the employer. Include only the people with whom you have had good professional relations, and even then, remember to ask them for their permission before you do. If an employer picks up on any doubt or uncertainty in their voice when they speak of you, then it could seriously put a dent in your credibility, leading to your name being dropped from the shortlist. Try and get the right people on your side.
Timing
Like any other opportunity, timing plays quite an important role in landing you that dream job. Believe it or not choosing the right time to send in your application can make a difference. While there is no agreed upon time to do so, some (link) career experts believe that the best time to send in your job application is approximately a week to the deadline, so that you beat the main rush in the form of the early applicants.
RESUME WRITING - HOW TO DO IT EFFICIENTLY, 4 TIPS
Once a job advertisement has been placed on the dailies, internet or any other form of media, it gives a prospective candidate an opportunity to compete for the position and get the job that he/she has been yearning for. A resume is the key that opens the magic door and one should ensure that it clearly and concisely and with less detail explain why he thinks he’s playing a notch higher than other competitors.
Guidelines to effective writing;
how to write a resumePresentation: - the employer might have gone through a number of resumes before reaching yours, presentation gives him the conviction to take time to pass through your resume and see what you’re all about. The resume should have good formatting, relative font and a striking style.
Straight to the point: - The information presented in the resume should be display why you are the best candidate for the job, going into objectives does not help increase your chances, the manager wants to see what your bring on board , your past responsibilities and not past results. Display how the contents of your resume match up to the job description and requirements.
Honesty: - presentation of information that is not accurate, skills and experiences that do not match your qualifications will only land you a title as the candidate who was fired immediately he started work as you may not be able to rise to the occasion and support your allegations after the interviewers background check within the first week at work.
Final fold: - This should encompass your educational background and is left for candidates who have just graduated from school and have no experience and skills to display. For those that have the experience and qualification they should use the final fold to provide quantifiable results which are articulate and precise.
Summary.
A good resume is the only potent reason that can make you stand out from the rest of the applicants and get an opportunity to secure that job. Presentation is what whets the managers appetite and gives him the urge to read it.
Note.
You should also consider supporting it with a cover letter as an extra, check for grammatical errors and have a series of resumes if you are a person who is looking forward to apply for different kinds of jobs.
Guidelines to effective writing;
how to write a resumePresentation: - the employer might have gone through a number of resumes before reaching yours, presentation gives him the conviction to take time to pass through your resume and see what you’re all about. The resume should have good formatting, relative font and a striking style.
Straight to the point: - The information presented in the resume should be display why you are the best candidate for the job, going into objectives does not help increase your chances, the manager wants to see what your bring on board , your past responsibilities and not past results. Display how the contents of your resume match up to the job description and requirements.
Honesty: - presentation of information that is not accurate, skills and experiences that do not match your qualifications will only land you a title as the candidate who was fired immediately he started work as you may not be able to rise to the occasion and support your allegations after the interviewers background check within the first week at work.
Final fold: - This should encompass your educational background and is left for candidates who have just graduated from school and have no experience and skills to display. For those that have the experience and qualification they should use the final fold to provide quantifiable results which are articulate and precise.
Summary.
A good resume is the only potent reason that can make you stand out from the rest of the applicants and get an opportunity to secure that job. Presentation is what whets the managers appetite and gives him the urge to read it.
Note.
You should also consider supporting it with a cover letter as an extra, check for grammatical errors and have a series of resumes if you are a person who is looking forward to apply for different kinds of jobs.
10 REASONS TO QUIT YOUR CURRENT JOB / EMPLOYER
The decision to look for a new job should be strategic and carefully analyzed. When you are searching for a lucrative deal with another organization the following points will help you consider if you’re ready to quit your current job.
1. Underutilization of talent: If you feel that you have an enormous talent and the organization does not give you a chance to explore your talent as it does not create room for initiative and innovativeness then it’s a high time to move on and find one that will. You might want to take up challenges that will enable you use your skills but the management does not provide them.
2. Passion for the job: doing what you like increases your efficiency and effectiveness at the work place. In most cases people who work because they have to and not because they like their job end up with high stress levels and underperform their duties. If you’re not passionate about your job look for one that you’re passionate about.
3. Changes in life: sometimes life situation changes and one faced with the challenge of moving from one social status to another. Incases where you develop a family or you’re posted to a branch where the living standards are high and the remuneration is low. You should consider quitting your job and look for a better one.
4. Differing values: If your values are not in tandem with those of the organization, you do not believe in their cultural practices or ethics. It may include the company trafficking illegal stuff or engaging in acts that can harm those in relations with them this may greatly hinder your ability to work.
5. Sinking organization: The organization might be experiencing a fall in profits, staff lay offs and an increase in labour turn over as a result of poor management. A stitch in time saves nine, you should not wait to loose both the battle and the war
6. Poor working conditions: If you work in factory and the management does not provide for health and safety measures, there is poor ventilation, limited working space, you work for extra hours without an extra pay and there are no shifts, consider looking for an organization that will provide all this as health is important for increased productivity.
7. Better offer elsewhere: Every one is bound to move on to the next employing firm if they offer better services and remuneration than their current one. If you get a shot at improving your lifestyle and increase your productivity level forget about how much you feel the current boss likes you, if he liked you enough he would have given you a better offer.
8. Differences with the boss: if your relationship with the boss has gone down the drain and no matter how much you try to resolve your issues you still find yourselves at loggerheads then it’s a high time you consider quitting and look for someone whom you can work with as a boss. Trying hard to make amends with a boss whose a tyrant will only get you fired.
9. Work relationship: Your workmates may think they cannot work with you anymore and no one wants you in their group because they think you have been leaking information to the boss or for any other reason. This is a clear exit sign for you because no matter how productive you want to become your efforts will always be thwarted.
10. Stressing job: if your current job is demanding and the set targets are unrealistic and cannot be achieved within the prescribed time, you’re called to work at odd hours and you notice its affecting you mental, physical and emotional state, that is the warning flare that tells you to quit before it starts affecting those around you.
1. Underutilization of talent: If you feel that you have an enormous talent and the organization does not give you a chance to explore your talent as it does not create room for initiative and innovativeness then it’s a high time to move on and find one that will. You might want to take up challenges that will enable you use your skills but the management does not provide them.
2. Passion for the job: doing what you like increases your efficiency and effectiveness at the work place. In most cases people who work because they have to and not because they like their job end up with high stress levels and underperform their duties. If you’re not passionate about your job look for one that you’re passionate about.
3. Changes in life: sometimes life situation changes and one faced with the challenge of moving from one social status to another. Incases where you develop a family or you’re posted to a branch where the living standards are high and the remuneration is low. You should consider quitting your job and look for a better one.
4. Differing values: If your values are not in tandem with those of the organization, you do not believe in their cultural practices or ethics. It may include the company trafficking illegal stuff or engaging in acts that can harm those in relations with them this may greatly hinder your ability to work.
5. Sinking organization: The organization might be experiencing a fall in profits, staff lay offs and an increase in labour turn over as a result of poor management. A stitch in time saves nine, you should not wait to loose both the battle and the war
6. Poor working conditions: If you work in factory and the management does not provide for health and safety measures, there is poor ventilation, limited working space, you work for extra hours without an extra pay and there are no shifts, consider looking for an organization that will provide all this as health is important for increased productivity.
7. Better offer elsewhere: Every one is bound to move on to the next employing firm if they offer better services and remuneration than their current one. If you get a shot at improving your lifestyle and increase your productivity level forget about how much you feel the current boss likes you, if he liked you enough he would have given you a better offer.
8. Differences with the boss: if your relationship with the boss has gone down the drain and no matter how much you try to resolve your issues you still find yourselves at loggerheads then it’s a high time you consider quitting and look for someone whom you can work with as a boss. Trying hard to make amends with a boss whose a tyrant will only get you fired.
9. Work relationship: Your workmates may think they cannot work with you anymore and no one wants you in their group because they think you have been leaking information to the boss or for any other reason. This is a clear exit sign for you because no matter how productive you want to become your efforts will always be thwarted.
10. Stressing job: if your current job is demanding and the set targets are unrealistic and cannot be achieved within the prescribed time, you’re called to work at odd hours and you notice its affecting you mental, physical and emotional state, that is the warning flare that tells you to quit before it starts affecting those around you.
TOP 5 REASONS YOU SHOULD ASK RECRUITERS QUESTIONS DURING INTERVIEWS
Having an interview go really smooth is every job candidate’s prayer. You just want to accurately answer all the questions thrown at you, shake their hands and faces goodbye; and dash out of the room. Bam! Everybody is happy. Maybe that worked in the 19th century when jobs chased after people but not in this era where recruiters are too busy looking for a few candidates in a stack of perceived qualified candidates.
Job interviews are a rare thing to come by but once you get the opportunity to attend one, anything less than a good impression would send you back to the job market. You may be thinking asking questions in an interview is a no-no for job seekers but interviewers aren’t there to suck up all the oxygen either.
While the spotlight’s on you, you also want to know some things about the company and the people you’ll be working with. Asking interviewers questions (as appropriate) livens up the interview and makes it more interactive, interviewers don’t feel boring – or bored- and it opens up an avenue to get as much clarity on any gray area.
This is not a post about the kinds of questions you should and should not ask in job interviews
That said, so what does asking questions do to interviewers?
It shows you are a thinker. It shows you are smart. It shows you’d rather save your recruiters any further stress if you are not up for the job. This could be in two ways, it could either grow the impression that you belong with them or that you don’t fit in. whichever way that goes, ask questions because you want to be sure you belong with them too.
I was once interviewed for a position, the job description sounded fun to me but I wasn’t so convinced about the role. I asked the interviewer what I’ll be doing in my first few weeks if I got the job; and as he explained, I realized it wasn’t a good fit for me. I could go on to do the job but I won’t be happy doing it. That mattered more to me and I would have been in for a rude awakening if I kept mute on that during the interview.
Recruiters sense your level of interest. You would buy into a product if you see the manufacturer just doesn’t want to get money out of your wallet but is also interested in your well-being and really thinks his product does the magic. Asking questions in interviews pretty much does the same thing. You don’t give off that ‘I am desperate’ impression and it shows you are willing to give the job your best. A question like “what would be your expectations from me in the first few months on this job’’ can give recruiters a really good time.
It shows you’ve been listening. Interviewers hate to feel they are boring and when you give a flat ‘no’ in response to ”do you have any questions?” , you may not get them liking you that much. Listening is a highly sought after skill by most recruiters and a good listener is naturally inquisitive. And of course, listening saves you the risk and shame of asking an already answered question.
It shows you are confident. This is a complete turn-on for interviewers, your confidence shows you know why you are there and you have a high self-esteem. Confidence gives you the freedom to be you and it’s a good way to ace interviews.
You add the wow effect. To whatever impression they have of you. Like I mentioned earlier, that’s what recruiters look out for. All job candidates can suddenly start looking the same but if you make recruiters stop to stare. That’s a first step to getting that job offer.
Don’t wait until the end of the interview before you ask your questions, that’s very stereotypic, to put it mildly. If you want to leave a lasting impression (which you should), do something most candidates won’t. An average job candidate feels he is at the mercy of the interviewers –however true that might be- and literally begs to be pampered, brown-noses his interviewers and carries a “I really need this job’ look throughout the interview, but a smart candidate – which I believe you are- knows the interview is not about the interviewers alone but also about how well the job suits him, or not. So get your fine self into the interview room drilling your potential employers as they do same, hopefully, you’ll make friends in the end.
Do you like asking questions in interviews? Tell me why and how that has affected your job search.
Job interviews are a rare thing to come by but once you get the opportunity to attend one, anything less than a good impression would send you back to the job market. You may be thinking asking questions in an interview is a no-no for job seekers but interviewers aren’t there to suck up all the oxygen either.
While the spotlight’s on you, you also want to know some things about the company and the people you’ll be working with. Asking interviewers questions (as appropriate) livens up the interview and makes it more interactive, interviewers don’t feel boring – or bored- and it opens up an avenue to get as much clarity on any gray area.
This is not a post about the kinds of questions you should and should not ask in job interviews
That said, so what does asking questions do to interviewers?
It shows you are a thinker. It shows you are smart. It shows you’d rather save your recruiters any further stress if you are not up for the job. This could be in two ways, it could either grow the impression that you belong with them or that you don’t fit in. whichever way that goes, ask questions because you want to be sure you belong with them too.
I was once interviewed for a position, the job description sounded fun to me but I wasn’t so convinced about the role. I asked the interviewer what I’ll be doing in my first few weeks if I got the job; and as he explained, I realized it wasn’t a good fit for me. I could go on to do the job but I won’t be happy doing it. That mattered more to me and I would have been in for a rude awakening if I kept mute on that during the interview.
Recruiters sense your level of interest. You would buy into a product if you see the manufacturer just doesn’t want to get money out of your wallet but is also interested in your well-being and really thinks his product does the magic. Asking questions in interviews pretty much does the same thing. You don’t give off that ‘I am desperate’ impression and it shows you are willing to give the job your best. A question like “what would be your expectations from me in the first few months on this job’’ can give recruiters a really good time.
It shows you’ve been listening. Interviewers hate to feel they are boring and when you give a flat ‘no’ in response to ”do you have any questions?” , you may not get them liking you that much. Listening is a highly sought after skill by most recruiters and a good listener is naturally inquisitive. And of course, listening saves you the risk and shame of asking an already answered question.
It shows you are confident. This is a complete turn-on for interviewers, your confidence shows you know why you are there and you have a high self-esteem. Confidence gives you the freedom to be you and it’s a good way to ace interviews.
You add the wow effect. To whatever impression they have of you. Like I mentioned earlier, that’s what recruiters look out for. All job candidates can suddenly start looking the same but if you make recruiters stop to stare. That’s a first step to getting that job offer.
Don’t wait until the end of the interview before you ask your questions, that’s very stereotypic, to put it mildly. If you want to leave a lasting impression (which you should), do something most candidates won’t. An average job candidate feels he is at the mercy of the interviewers –however true that might be- and literally begs to be pampered, brown-noses his interviewers and carries a “I really need this job’ look throughout the interview, but a smart candidate – which I believe you are- knows the interview is not about the interviewers alone but also about how well the job suits him, or not. So get your fine self into the interview room drilling your potential employers as they do same, hopefully, you’ll make friends in the end.
Do you like asking questions in interviews? Tell me why and how that has affected your job search.
Livelihood Specialist, Amman, Jordan
LIVELIHOOD SPECIALIST
Location :Amman, JORDAN
Application Deadline :03-Mar-14
Type of Contract :Individual Contract
Post Level :National Consultant
Languages Required :Arabic English
Starting Date :(date when the selected candidate is expected to start)01-Apr-2014
Duration of Initial Contract :Six months
Background
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.
Placing women's rights at the center of all its efforts, UN Women leads and coordinates United Nations system efforts to ensure that commitments on gender equality and gender mainstreaming translate into action throughout the world. It provides strong and coherent leadership in support of Member States' priorities and efforts, building effective partnerships with civil society and other relevant actors. UN Women is also increasing its engagement in humanitarian response through interagency collaboration designed both to meet the needs of Syrian Women, and also to contribute to their overall empowerment.
As the three-year conflict in Syria continues and becomes protracted, it is estimated that 4.1 million people will be forced to leave their homes and become refugees in the region by the end of 2014. As of February 2, 2014, UNHCR registered nearly 2.4 million refugees living in Egypt, Iraq, Jordan, Lebanon and Turkey. The willingness of neighbouring countries to host Syrian refugees has had considerable economic and social consequences. Government resources have been depleted and the coping capacities of local authorities and populations have been severely tested [1].
The needs of the Syrian refugees are great; many have lost family members, homes, and livelihoods and are faced with severe psychological distress and trauma as a result of their experiences. Women and girls face specific protection issues based on their heightened risk of sexual and gender -based violence in Syria, during their flight and in the course of settlement. [2] Due to the increase of refugees in host communities, Jordanians have also been impacted by the Syrian Crisis. They face additional competition from Syrians in local job and housing markets. Pressures on already-stressed education, health care, municipal infrastructure and services have placed a significant burden on the Jordanian Government and on the host communities, many of whom were already numbered among Jordan's 'Poverty Pockets'. [3]
UN Women aims to work at multiple levels to respond to the specific needs of Syrian Women Refugees in the camp and communities for livelihood support, building on their own initiatives and skills, as well as addressing vulnerabilities the women themselves have identified. UN Women currently works in two districts within Zaatari Camp to provide direct programming to Syrian Refugees and supports programming in Host Communities designed to prevent and respond to SGBV. The Agency is seeking to expand its work to include economic empowerment and social cohesion in the most affected communities.
UN Women is seeking a consultant to support the Humanitarian Unit in liaising with key stake holders, including partners and donors, support processes which lead to successful program implementation, and to play a role in our overall efforts to contribute to a gender-sensitive humanitarian response in Jordan.
[1] 2014 Syria Regional Response Plan (RRP 6), Strategic Overview
[2]Findings from the Inter-Agency Child Protection and Gender-Based Violence
Assessment in the Za'atari Refugee Camp, 2013; Gender-Based Violence and Child Protection Among Syrian Refugees in Jordan with a Focus on Early Marriage, Inter Agency Assessment, 2013
[3] Jordan National Resilience Plan, Proposed Priority Responses to Mitigate the Impact of the Syria Crisis on Jordan and Jordanian Host Communities, 2014-2016.
Duties and Responsibilities
Objectives of the assignment
Under the direct supervision of the Head of the Humanitarian Unit, the Livelihood Specialist will undertake the following responsibilities:
Support UN Women's field and Amman-based team to:
- Ensure high quality and timely donor reporting and follow up;
- Respond to requests for gender/ humanitarian-related technical input in a range of humanitarian coordination fora;
- Coordinate the development and implementation of new/ special projects within approved programs being undertaken in Syrian Refugee Camps and in host communities;
- Negotiate relevant partnerships as needed to achieve project objectives;
- Develop and implement strategies to raise awareness and advocacy on UN Women's humanitarian work to potential partners and donors;
- Draft/ provide inputs to concept notes, funding proposals and project documents.
- Support collection of lessons learned, best practices, knowledge management.
Scope of Work and deliverables
- Monthly progress reports;
- Participation in humanitarian/ development fora related to the Syrian response in Jordan;
- Concept notes and proposals drafted;
- Partnership Agreements secured.
Duration and duty station for the assignment
The duration of the assignment will be six (6) months and the duty station will be Amman, Jordan with regular travel to field operations. Given the nature of this assignment which requires closely interaction with the UN Women staff, the Livelihood Specialist is expected to carry out his/her functions from the UN Women premises. Office space and equipment will be provided by UN Women.
Salary:
The position will be remunerated based on an 'all inclusive' daily fee (week-ends and public holidays are not included). The successful candidate will receive his/her payment at the end of every month based on a time sheet duly approved by the UN Women Country Representative.
Application:
Interested applicants for this position must submit the following or the application will not be considered:
- UN Women Personal History form (P-11) which can be downloaded from http://www.unwomen.org/about-us/employment;
The selected applicant will be requested to provide a Statement of Good Health from a recognized physician prior to commencement to work also certifying that the individual is fit to travel.
The applicant should indicate in the application his/her proposed daily fees.
Competencies
- Good Team player;
- Knowledge of the gender dimensions of humanitarian response;
- Excellent verbal and written communication skills
- Substantive knowledge of issues on gender equality and women's economic empowerment;
- Promotes collaboration and partnership both with other agencies in the field and with Syrian refugees who will benefit from interventions;
- Outstanding networking, team-building, organizational and communication skills;
- Capacity to work with diverse partners including governments, donors, UN country teams and civil society;
- Strong knowledge of the development and humanitarian frameworks that guide the Syrian response in Jordan.
Required Skills and Experience
Education:
- Masters Degree related to humanitarian response, conflict studies, international development, or a related discipline.
Experience:
- A minimum 5 years of progressively responsible experience working on humanitarian/ development issues;
- Experience working in protracted crises/ post conflict environments is a strong asset;
- Demonstrated ability to work in an independent manner; ability to organize work efficiently and deal with multiple tasks;
- Proven experience drafting reports, engaging with stakeholders, and working with diverse partners.
Language:
- Fluency in spoken and written English is a requirement;
- Spoken Arabic is a strong asset.
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.
Chief Technical Advisor on Agriculture and Climate Change Adaptation Issues, Home-Based with Trip to Kazakhstan, Kazakhstan
CHIEF TECHNICAL ADVISOR ON AGRICULTURE AND CLIMATE CHANGE ADAPTATION ISSUES
Location :Home-based with trip to Kazakhstan, KAZAKHSTAN
Application Deadline :03-Mar-14
Type of Contract :Individual Contract
Post Level :International Consultant
Languages Required :English Russian
Starting Date :(date when the selected candidate is expected to start)24-Mar-2014
Duration of Initial Contract :10 month
Expected Duration of Assignment :1 year
Background
Kazakhstan faces problems of soil degradation such as erosion, swamping, deforestation and salinization that are aggravated by poor land-use management practices. It is estimated that 82.3% of all types of land and 78.9% of agricultural land is subject to erosion, and wind water erosions affect more than 67% of rain fed areas. This lead to a decrease in quality of the natural environment; including a decrease in agricultural land fertility, which seriously threatens not just national food security but also the whole Central Asian countries who are mainly supplied by Kazakhstan wheat crops. The farmlands have been reduced by 4 percent in the country over the last ten years. Desertification has become one of the burning issues of the country. The project 'Mobilizing Support to the NAP Alignment and UNCCD Reporting and Review Process' is implemented by the UNDP in close cooperation with the Ministry of Environment and Water Resources. Its objective is to assist the Kazakhstan in aligning the National Action Plan to Combat Desertification and other DLDD-related policies with the UNCCD 10-Year Strategy as well as in the UNCCD Reporting and Review Process. The project builds on the current status and achievements of Kazakhstan with respect to the planning and reporting on combating desertification. It aims to integrate Kazakhstan's obligations under the UNCCD into its national development and sectorial planning frameworks through a renewed and participative ‘sustainable land management (SLM) planning' and strategizing process. This process is expected to produce measurable targets for combating desertification. It will equally ensure that the value of ecosystems' goods and services, as well as the challenges and opportunities for ecosystem-based adaptation and resilience are taken into consideration in the process.
Climate variability and change impacts and their inherent complexity are likely to pose considerable risks to important economic drivers, human welfare and the environment in Kazakhstan as well as Central Asia. Climate change itself, adaptation to it and efforts to halt it by implementing SLM best practices have far-reaching benefits for the economic and social development of a country. In the long term for countries liable to the adverse effects of climate, development of measures to avoid the negative impact of climate change should be an additional element in decision-making mechanism to ensure food security in the region. The main objective of the CRM project is to improve the resilience of rural communities in Almaty and Kyzylorda oblasts through improved water efficiency in agriculture and climate-related disaster management. The programme is to demonstrate the relevance of CRM to stakeholders in the agriculture sector, particularly with regard to water use, and supports the harmonization of strategic views throughout the sectors concerned. In order to establish and reinforce a linkage between climate risks and disasters and strengthen the capacity of the households and sectors to anticipate, cope with and recover from climate-related risks (especially drought, flood and mudflow), the programme closely collaborates with national disaster risk reduction initiatives.
Duties and Responsibilities
To work closely with the PIU and the SLM Projects Coordinator to secure the fulfillment of tasks in due time including:
Climate Resilience Wheat Project (CRW project)
- Facilitation of monitoring and evaluation missions by the implementing agencies or designated consultants to them;
- Ensure consolidation and proper achieving of all projects outputs (data and reports);
- In close cooperation with the key project partner, assists the strengthening a system of agro meteorological monitoring and affordability of the outputs data information;
- Provides overall technical support to PIU on implementation of the project activities with 'Kazhydromet' as well as Ministry of Agriculture in development and dissemination of agro meteorological information data information;
- Provides technical support to PIU on implementation of the project activities with 'Kazhydromet' and the Space Research Institute in the development of geo-portals to improve the access of farmers to agro meteorological information;
- Assist the project before and during the terminal evaluation process in order to accurately present the projects achievements towards its objectives;
- Serving as a source of specialized knowledge on agriculture and environment sectors and provide advisory and technical assistance to the Government and UNDP and projects;
- Provide technical support to PIU on implementation of the project activities in development and dissemination of agro meteorological data information and development of geo-portals to improve the access of farmers to agro meteorological information;
- Support the project before and during the terminal evaluation process in order to accurately present the projects achievements towards its objectives.
Climate Risk Management (CRM project)
- Provide technical support on prioritization and implementation of project activities;
- Provide technical support on elaboration of the Annual Performance Report (APR)/Project Implementation Review (PIR);
- Assist in development of methodology for assessment of economic damages on possible impacts of climate related disasters;
- Technical Planning of the project activities and monitor progress against the initial quality criteria;
- Mobilize the initiation of the institutional framework and communications between key stakeholders;
- Manage issues and requests for change by maintaining an Issues Log;
- Prepare the Project Progress Report (progress against planned activities, update on Risks and Issues, expenditures) and submit the report to the Project Board and Project Assurance;
- Prepare the Annual Review Report, and submit the report to the Project Board and the Outcome Board.
Mobilizing Support to the NAP Alignment and UNCCD Reporting and Review Process in Kazakhstan
(NAP project)- Effective technical planning and implementation support, with participation of all interested parties, in accordance with the project document;
- Technical support to the Ministry of Environment Protection and key stakeholders on determination of issue, preparation of outlines and content of the NAP to combat desertification and sustainable land management;
- Strengthening/create technical capacity within the Ministry of Environmental Protection on drought management and establishment of early warning systems though trainings and targeted workshops;
- Delivery of needed information to independent outside project evaluators;
- Technical support for elaboration of Annual Performance Report (APR)/Project Implementation Review (PIR).
Competencies
Corporate competencies:
- Demonstrates integrity by modeling the UN's values and ethical standards;
- Fulfills all obligations to gender sensitivity and zero tolerance for sexual harassment.
- Promotes the vision, mission, and strategic goals of UNDP;
- Displays cultural, gender, religion, race, nationality and age sensitivity and adaptability
- Treats all people fairly without favoritism;
Functional competencies:
- Good interpersonal, facilitation and training skills;
- Good computer skills; strong presentation skills.
Required Skills and Experience
Education:
- International MSc education on Land Management, Agriculture or Environmental Science Knowledge of capacity development issues.
Work Experience:
- At least 10 years of work experience as an expert, work experience in multi-sector project management;
- Good awareness on objectives and procedures of international organizations, in particular, on GEF and its partners is preferable;
- Work experience with government bodies, representatives of local government, SLM, civil society organizations, academic societies;
- Good capacities for strategic thinking, planning and management;
- Experience in planning and holding workshops, etc.;
- Experience in knowledge management and learning;
- Experience in establishment of cooperation with stakeholders, institutions and organizations;
- Good computer skills.
- Knowledge of UNDP project implementation procedures, including procurement, disbursements, and reporting and monitoring will be an added advantage.
Language requirements:
- Good spoken and written Russian and English are essential.
Important note:
For detailed information please refer to UNDP Kazakhstan web site.
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.
Information Assistant, Panama
OCHA - INFORMATION ASSISTANT
Location :
Panama, PANAMA
Application Deadline :
10-Mar-14
Type of Contract :
FTA Local
Post Level :
GS-5
Languages Required :
English Spanish
Starting Date :
(date when the selected candidate is expected to start)
(date when the selected candidate is expected to start)
01-Apr-2014
Duration of Initial Contract :
One year
Expected Duration of Assignment :
One year
Background
This position is located in the OCHA Regional Office for the Latin America and the Caribbean (ROLAC) in Panama.
OCHA supports the coordination of the humanitarian activities in the region working in collaboration with government authorities, NGOs, international organizations, NGOs, UN agencies and others partners to promote international standards and best practices aiming to improve the quality of the humanitarian actions in benefit to population in need.
Read more on www.unocha.org/about-us/who-we-are.
OCHA supports the coordination of the humanitarian activities in the region working in collaboration with government authorities, NGOs, international organizations, NGOs, UN agencies and others partners to promote international standards and best practices aiming to improve the quality of the humanitarian actions in benefit to population in need.
Read more on www.unocha.org/about-us/who-we-are.
Duties and Responsibilities
Within delegated authority, the Information Assistant will be responsible for the following duties; which include analysis, communication, advocacy and public relations:
- Assist in the research, tracking, analysis, publication and storage of information related to humanitarian activities and disasters in the region;
- draft information and/or communication products for target audiences such as press releases, briefings packets, situation reports, brochures, video clips, newsletters, presentations, specific content for websites, and relevant information for advocacy products;
- support the Information Unit in gathering different type of data such as contact details on relevant humanitarian agencies and/or personnel to maintain contact datasets updated in the WhoWhatWhere database and Lotus Notes application;
- identify and propose information opportunities, activities and approaches, taking into account the situation and target audience;
- identify key constituencies for strategic partnerships to facilitate media communication efforts and maintain good working relationships with them;
- participate in the organization of conferences, seminars, press briefings, interviews and other events under OCHA responsibility, preparing briefing materials and/or other information product request;
- respond to a variety of inquiries and information requests internally and externally, working with different sources and different formats of information;
- support the implementation of the office strategy on the use of social media channels;
- assist in the maintenance of OCHA ROLAC website using existing editorial procedures and technical mechanisms;
- Perform other duties as assigned by supervisor or Head of the Office.
The Information Assistant reports to the Information Unit Manager and will work in close collaboration with the Humanitarian Affairs Officers from the Emergency Preparedness Unit and the Redhum Representatives located in other countries.
The Information Assistant may also interact with staff members from other OCHA offices abroad; consultants, corporate partners, NGOs, donors, UN agencies and other key partner international organizations.
During emergency phases, the information assistant is expect to work under pressure to delivery information products within a reduced timeframe and is also expected to work longer hours depending on the requirements of the emergency.
Competencies
- Offers new and different options to solve problems or meet client needs.
- Establishes and maintains productive partnerships with clients by gaining their trust and respect;
- Keeps clients informed of progress or setbacks in projects.
- Strong communication (spoken and written) skills, including the ability to draft/compile a variety of written communications products and to articulate ideas in a clear, concise style;
- The ability to effectively communicate information to the public; and
- The ability to establish and maintain effective business connections.
- Fully proficient computer skills and use of relevant software and other applications, e.g. word processing, PowerPoint or equivalent, graphics software, internal databases, Internet, etc.
- Good interpersonal skills and ability to establish and maintain effective working relations in a multi-cultural, multi-ethnic environment with sensitivity and respect for diversity.
Other skills
- Ability to work productively under pressure, cope with deadlines, and the technical ability to work with online forms and systems.
Required Skills and Experience
Education:
- Secondary education. University degree in communications, journalism, public relations or other related fields is desirable, but it is not a requirement.
- 5 years of relevant experience in communications, public relations and administration;
- Experience in the usage of computers and office software packages (MS Word, Excel, etc.). Experience in handling of web-based management systems.
- Fluency in oral and written Spanish and English;
- English to be tested through TOEFL (minimum 500 points);
- Working knowledge of French and Portuguese will be an advantage.
- Qualified candidates who are interested in the above position are invited to submit their application to the following link: http://www.undp.org/content/panama/es/home/operations/jobs;
- Applications should be submitted online and include UNDP Personal History Form (P11) duly signed not later than 10 March 2014. Please attach your Curriculum Vitae (CV), along with your P11 form, in one pdf document;
- The electronic version of a UNDP Personal History Form can be downloaded from the vacancy announcement, which has been posted at http://www.undp.org/content/panama/es/home/operations/jobs/ and on www.redhum.org under respective vacancy sections;
- Please note that applications received after the deadline will not be considered;
- Only short-listed qualified candidates will receive an acknowledgement.
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.
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