Application Tips

"This 'Resume Tips' content complements the Adaps 'Resume Template' - see below.

As Adaps introduced IT contracting to Australia, and has found thousands of people jobs since then, we confidently believe that our resume content recommendations provide some of the best around."

Whether you are interested in a specific role or not, we are pleased to receive your resume at any time for consideration for future roles, or to update the resume you have already sent us. To do so, please click on the 'send your resume' link.

On this page you will find the following useful information and tips to help you when applying for a role or registering in our database;

• Resume Tips
• Resume Template
• Interview Tips
• Body language & Image
• Send Your Resume

Resume Tips

This ‘Resume Tips’ information about resume content complements the Adaps ‘Resume Template’ document further down this application tips section of the Adaps website. As Adaps introduced IT contracting to Australia, and we still work exclusively in the Australian IT & Corporate Recruitment industry, we confidently believe that our resume content recommendations for these candidates provide some of the best advice around.

The goal of this content tips document is to provide you with advice that will increase the ability of hiring managers to quickly read and absorb the main points of your resume. If your resume is well structured and written then it will fulfil its primary aim - getting you to the interview stage.

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RESUME TIPS

• Use bullet points, rather than having big chunks of text that are hard to scan through.

• Use MS Word, in preference to a PDF file.

• Use standard font types and minimal effects such as fancy borders or colours. As a maximum, use only 2 to 3 font type and size combinations throughout the whole document. This will minimise potential compatibility issues between different Word application versions and minimise reader distractions.

• Tailor each resume and cover letter to the position you are applying for.  If possible, try to use similar terminology to that which was used in the advertisement or job description, but in doing so do not give misleading or false information.

• A resume of between 3 and up to a maximum of 10 pages is reasonable if you have an established career. Beyond this, it may be worth reviewing and removing irrelevant information, especially from earlier in your career.

• Remember, ‘white space’ is important. Set out your resume so that it does not appear cramped and ensure there is enough space between relevant sections.

• Providing a technical skills matrix means that whoever is reviewing your resume can see at a glance your areas of expertise. You may wish to indicate your skill level for each skill listed (e.g. Advanced, Intermediate etc.), or indicate how many years of experience you have for each.

• Providing information on the technical environment per position gives an idea of how relevant and up to date your skills are, and the depth & breadth of the experience you gained in that environment. 

• Give a brief insight of a few lines into the organisation/company you worked for. Is it a large multi-national?  How many employees?  What is the nature of the business? Don’t assume the reader has heard of the company or understands what it is the organisation does.

• If you were working on a particular project, provide details of the size and budget of the project, in terms of how many resources were involved and the dollar value of the project.

• If you were a project manager or manager, indicate how many people you managed.

• Soft skills and personal attributes – you can either incorporate your key strengths in your personal profile, or list these separately. This gives the reader a more in-depth understanding of exactly what you as an individual can offer. If listing generic skills such as “communication” or “interpersonal skills”, briefly refer to past experience that provides evidence of these skills.

• Avoid putting a photo on your resume.  Keep other graphical images to a minimum.

• Use the past tense and choose strong descriptive verbs - i.e. Managed a team of 8 Developers.

• Avoid speaking about yourself in the third person. i.e. “John Smith is an IT Professional “.  Rather, it should read, “An IT Professional with 8 years' experience …”

• SPELL CHECK your resume. Additionally, get another person to check that it reads correctly and that there are no other mistakes or grammatical errors.

Now that you have read our advice on your ‘resume content’ we suggest that you view our ‘Resume template’ document. Combining the information in both these documents will ensure that your resume is read with ease and increases your chances of being accepted for interviews.   

Resume Template      

There seem to be as many resume templates available as there are recruitment agencies and candidates. This is primarily because each of us likes to think we know the best way to organise information and display our skills.

As Adaps introduced IT contracting to Australia, and we still work in the Australian IT and Corporate Recruitment industry, we confidently believe that our 'Resume Template' provides some of the best advice around.

The Resume Tips information provides details behind the philosophy of the template. While you may have honed your resume format to the 'nth degree', our guide below gives a structure that maximises the ability of our Client Managers to quickly and easily extract pertinent information from your resume, for their own and for their clients' briefs.

While we do not suggest that you follow this guide exactly, from our experience we have found that this generic resume template below simplifies the process of getting your information across and moving onto an interview ...

Choose your preferred format to download the Adaps resume template.

 Microsoft Word Doc                        Adobe Doc 

Interview Tips

Adaps' truly unique business model is only matched by the calibre of the Client Managers (recruiters) that we retain. Our Client Managers are renowned for garnering and preparing the best candidates for our premium roles.

This guide will specifically assist you in behavioural interview situations both with our Adaps Client Managers and should we reach mutual agreement, your interview with Adaps’ Client. Note, this guide is quite specific but relates to generic IT roles. Should you gain an interview with Adaps, please feel free to request the specific requirements of the role with your Client Manager.

Behavioural Event Interviewing - Tips for Candidates

Behavioural event interviewing is a standardised method of interviewing designed to measure how you will perform on the job. The principle behind the technique is the belief that past behaviour is a strong predictor of future behaviour.

The Traditional Interview

In this type of interview, the interviewer will run through the applicant's resume using open-ended questions to gain more information. Many of the questions a job applicant will be asked can be anticipated beforehand.

For example:

• Tell me more about your last job?
• Why did you leave your last job?
• Why are you interested in this job?
• What is your greatest weakness?

Behavioural Event Interviewing (BEI)

During a behavioural event interview, you will be asked a series of standardised questions designed to get you to talk about how you handled certain situations in the past. With each answer, you'll be expected to describe a specific situation from your past, and what you did and thought in that situation. The interviewer will use this information to assess your proficiency in one or more job competency areas, which may include anything from Innovation to Leadership to Problem Solving.

BEI questions may be dropped into a 'chatty interview' or you may be formally required to answer a set list. You can expect interviewers to have several follow up questions and probe for details that explore all aspects of a given situation or experience.

What are the questions like?

Behavioural questions usually begin with a statement like: "Tell me about a time when..." or "Can you describe a situation where..."

 The following are some examples of typical behavioural questions and the competencies they demonstrate:

• Describe a difficult problem that you tried to solve. How did you identify the problem? How did you go about trying to solve it? (Demonstrates problem solving)

• Give me an example of a time when you tried to persuade another person to do something that they were not initially keen to do. (Demonstrates influencing and leadership)

• Tell me about a time when you decided on your own that something needed to be done, and you took on the task to get it done. (Demonstrates initiative and autonomy)

Preparation Hints for a Behavioural Event Interview 

1. Be familiar with the job for which you're being interviewed

Read the advertisement or job description to identify which personal attributes/ behaviours are likely to be key success factors for the role. For Client interviews you are advised to research the company's website and any external information about them from business directories etc.

Make a note of two or three examples for each personal attribute that will best illustrate your suitability. Remember that different companies and industries may require different personal attributes, even for the same position. For example, 'self-managing' can mean very different things to different companies.

2. Be able to draw from a variety of experiences that demonstrate your skills and abilities

A good story shows you can use the skill in a variety of settings. Examples may be from your work experience, your personal life or some social or other situation. Of course a unique work situation story (unless otherwise specifically requested) should take priority. Be as open, expressive and succinct as possible about each experience.

3. Let others help you out - use examples of quotes from bosses or customers

For example, "My boss gave me a good performance review - they liked the way I stepped in to get the job done without being told to." This demonstrates your willingness to take initiative, your flexibility and your teamwork skills.

4. Think 'STAR' – Situation, Task, Action and Result

There are several variations of this acronym in the recruiting industry, but all of them are intended to provide structure and focus to your answers. When asked about a type of situation, the interviewer is looking at how you responded to it via a specific example, not your general approach. Using the STAR model, you would break your answer into the four segments of:

Situation        The Organisation, Year, Job Title and brief overview of the situation

Task               Your specific role in the situation and what needed to be achieved

Action             What did you do and think? (70% of your answer)

Results          What was the final outcome?

This makes it easier for the interviewer to visualise and record your specific behavioural responses to specific events and so gain the best impression of your potential future performance. Prepare at least one STAR response for each personal attribute you may be questioned on. Make sure you don't use the same example for all the attributes.

Example Question and Answer:

Question:

Please give me an example of a time when you have needed to influence public opinion?  How did you do this?

Answer:

They will want to find out what you did – so talk about “I” not “We” in your examples.

5. Use recent examples

As you will be probed for detail around the situation, it is better to use events in the last few years as the detail will be clearer in your mind, but by all means go back further if you have a great example. Interviewers vary in how far back they’ll allow you to go, but they often want it to be no more than 5 years. Be as specific as possible about your contribution and the quantitative results achieved. Specific absolute or relative (%) gains in areas such as cost or time savings will give the interviewer a clearer picture of your abilities. If specific measurable results don't apply to your example, you might explain how it streamlined processes, empowered others, improved customer service or resolved communication or productivity issues.

6. Practice telling your stories until they are vivid and concise

6 minutes is too long, 30 seconds is too short.  Aim for roughly 2-3 minutes per answer but be prepared to expand if asked follow-up questions. An interview can be likened to a marketing activity, where you are the brand. It’s a bit like telling interesting but informative stories. You will get to an interview because your resume and past roles suggest that you have the appropriate technical skills and experience. But often what separates you from the other candidates at the interview stage is the interviewer's belief in how you will fit into the company's culture and specific team (your personal benefits).

Remember, you are selling your technical AND personal skills. Being able to communicate your adaptability and interpersonal skills at an interview is essential to becoming the leading candidate. This 'story-telling practice' is an important preparation tool to assist you in creating a natural flow to your stories so that the interviewer can focus on your potential benefit to the client. Don’t just think about your examples - practice saying them to friends or family.

7. Ask to come back to the question

If you are stuck for an answer to a particular question, it is reasonable to ask the interviewer if you may come back to it later and move on to the next question.

The following is a list of the typical sort of questions that you may be asked at a BEI interview.  You would not necessarily attempt to rehearse an answer by rote for every one of these. But, be prepared for these types of questions, often mixed in with technical ones, and have a think about specific examples from your past that you could use.

• Think of a problem person you had to deal with, describe the situation and tell me how you handled it.
• Give me an example of a colleague/ vendor/ customer who was hard to communicate with and tell me how you handled it.
• Tell me about something you've done in your job that was creative. Think of a specific example. Tell me exactly how you handled it.
• Tell me about a time you made a quick decision you were proud of.
• Tell me about an important goal you've set in the past and how you accomplished it.
• Do you know the expression 'to roll with the punches'? Tell me about a time when you had to do that.
• When you had to do a job that was particularly uninteresting, how did you deal with it?
• Describe a situation in your last job where you could structure your own work schedule. What did you do?
• Tell me about a time when you've stuck to company policy or procedure, when it might have been easier and more effective not to.
• Think about a problem you might have had in being decisive, and tell me how you handled it.
• Describe a time when you had to communicate some unpleasant feelings to a supervisor.
• What's been your experience of dealing with poor performance of subordinates? Provide an example.
• In your current position, what sort of decisions do you make without consulting your boss?
• Can you think of any major obstacles you had to overcome in your last job? How did you deal with them?
• What types of things have made you angry, and how did you react to those situations?
• You've told me a lot of your strengths for this job. But I need to get a balanced picture and get some knowledge of where you might need some improvement. Describe for me a time when you made a mistake that illustrates your need for improvement.

 This guide was created to maximise your effectiveness at a behavioural event interview and to ensure that we put the best candidates forward. We wish you well in utilising this information and your ensuing successes!

Should you progress to an interview with our Client, we also offer free interview coaching and practice with one of our expert coaches!

 
Body Language & Image 

Candidates sometimes have great technical skills but present poorly in interview situations.

A vital component of the job interview is the issue of Body Language and Image. In a technical industry such as IT, some candidates are prone to being disadvantaged by wearing inappropriate dress and/or having poor body language - which is often caused by nervousness.

Body Language (non-verbal signals) often conveys more information than the content of what you say, but the non-verbal messages conveyed are largely picked up sub-consciously by others.  And visual ‘first impressions’ can make the biggest contribution to an interviewer making their mind up either positively or negatively about you, usually within the first five minutes.

This is what makes your attention to your presentation vital to your success. Everything from your entry into reception to how you engage in conversation with interviewers is being subconsciously and consciously evaluated. This is why it is important to project yourself confidently, with a positive tone. Not brashly, not arrogantly, but by being prepared (researched), as well as appearing interested and upbeat about the role.

Initial interviewer impressions include: your entrance, handshake, eye contact and physical appearance. All of these facets comprise the impression you make, and can often convey a stronger message than what you actually say. Once a bad impression is made, the interviewer is likely to tune out or even think about closing down the interview early.

The components that an interviewer makes judgments on when first meeting someone include, but are not limited to:

1.     Posture & Non-Verbal Behaviour

2.     Clothes & Personal Grooming

1. Posture & Non-Verbal Behaviour 

Avoid ‘programmer’s slouch’ from days spent hunched in front of a computer. Confidence is projected when you walk tall with your head up and shoulders back.  Ideally your posture should embody a confident and friendly entrance into the reception and continue when you are greeted by the interviewer.  Getting friends to evaluate you on this point in ‘mock interviews’ can provide fantastic feedback.

Always initiate the handshake when you greet the interviewer/s, as it will make you appear confident and friendly. Make sure your hand-shake is strong and forthright, and for as long as the interviewer shakes for. But be careful that you don’t apply a ‘death grip’.  At the other end of the scale, avoid the ‘dead-fish’ handshake!  A weak, floppy handshake can have a very negative effect on the interviewer’s opinion of your suitability for a role.

During the interview, sit up straight with your bottom into the back of the chair. This will ensure good posture and also project interest and alertness. You may wish to lean forward at certain stages during the conversation, but avoid appearing too eager or even desperate. Again, it’s a fine line that only practice will help you to get ‘right’.

Sitting with your arms crossed or behind your head can be seen as an arrogant or defensive gesture, so try to avoid this. Likewise for leg positions, both feet flat on the floor or the low-cross, where your legs are crossed over at the ankles is a good option. 

If you are a person who uses their hands a lot whilst speaking, try to keep this to a minimum. This may distract the interviewer from your words. The less you use your arms and hands, the more powerful you will appear in the interview.  Additionally, you can use a nod of the head to indicate understanding and agreement. It is advisable to smile your way through most of the interview – which will have the natural effect of putting the interviewer and yourself at ease.

Maintain comfortable eye contact throughout the interview. Looking directly at the person you are speaking to is interpreted as a gesture of interest, trust and confidence, so ensure that this is done throughout the interview, for a reasonable proportion of the time. Shy people may find it difficult to maintain eye contact for long and may even try to over-compensate - coming up with the equivalent of a ‘death stare’ is equally distracting.

2. Clothes and Personal Grooming

Grooming usually involves all the things that your mother told you about - such things as neat hair, clean finger nails, use of deodorant etc.

For men, being clean shaven or having neat facial hair is important. Ideally, clean your teeth before the interview so that your breath will smell fresh. Another option is to eat breath mints before the interview. However, ‘under no circumstances’ should you be either chewing gum or have a mint in your mouth during the interview!  For women, light make-up and light or no perfume work best.

For cigarette smokers, please ensure that your breath, clothes and hair do not smell of stale cigarettes, as this can be a real negative with employers.

Suitable Clothing

It is important that you pay particular attention to appropriate attire. The general rule in the IT industry (at least for the interview) is to dress conservatively and professionally.

For men, a well maintained modern suit with a conservative tie is ideal. The safest option for IT is to avoid all loud colours and distracting patterns. Plain colour shirts, colour-matched ties and dark suits work best. Attention to detail such as wearing black polished business shoes and plain dark socks is also recommended.

For women, again, professional and conservative attire is ideal.  Plain blouses or tops and a colour matched outfit works best.  Well maintained and professional shoes are recommended.

Do not make the mistake of distracting the interviewer with anything that is loud, old or out of place, which could count against you. The general safest rule is to think ‘corporate’.

FINAL TIPS

Allow enough time to get to the interview so that you won’t arrive feeling stressed or hot and flustered. Leave for the interview early and aim to arrive 10 minutes early to give yourself plenty of time, should a delay occur.  This will also allow you to attend to your hair, cool down or touch up.  Consider having a practice run to reach the interview place on time.  Lateness is not an option.

 If you have spare time, sit somewhere nearby to gather your thoughts, reflect on possible questions you may be asked and most importantly, breathe deeply and relax. If you are running late always ensure that the recruiter/ employer is notified, an apology extended, and an estimated time of arrival provided.  Therefore, have the interviewer and/or agency recruiter numbers in your phone in case you need to call while on the way.

If circumstances ‘beyond your control’ prevent you from getting to an interview or meeting on time, call earlier rather than later. 

Take as little as possible with you.  You don’t want to be fumbling around with folders, bags and pens when the interviewer comes to greet you.  One folio / satchel with a pen and paper, with any questions you may wish to ask is ample. 

Be prepared.  Adaps’ tips on BEI interviewing techniques discuss this in detail. Research the role and company well before the interview. You can often review the company via the internet or request more information from the recruiter before the interview. Your task is to find out as much as you can about the culture and goals of the organisation, including the size and various locations. Also ensure you read through all the information sent from the Recruiter – for example, Behavioural Event Interview notes.

Strong ‘people skills’ are something that organisations, including those in the IT field, are now placing more emphasis on, rather than just having the pre-requisite technical skills. In particular, the more senior you become, the more likely it is that interviews and roles will centre on your people skills. This is especially true at the high income end of IT jobs. In fact, it’s one of the main factors that separates candidates in occupations such as Business Analysts and Project Managers, from other IT professionals.