Careers advice

In today's rapidly evolving job market, staying ahead of the curve is essential. One way to gain a competitive edge is by learning how to responsibly leverage the power of generative AI.

As a jobseeker in the public sector, it’s important to maintain a professional online presence. Social media is a powerful tool that can allow you to connect with your peers, stay up to date with your industry, showcase your expertise and connect with potential employers. However, it is also a tool that employers may use to research you when shortlisting candidates for interview. Therefore, it’s important to know what to post online. In this blog we will explore social media and how to enhance your chances of securing a role in the public sector.

Writing a fabulous CV is one of the most difficult barriers we face while job hunting, as it's vital to make a lasting impression.

This month we’re excited to announce the first in a series of major upgrades to the Jobs Go Public platform.

Have you ever been in an interview and the hiring manager asks, "do you have any questions for us?", and you panic and say "no, I think you've covered everything!"?

Have you ever been through an interview process without trying a mock interview? You’re not alone. During our webinar ‘How to ace your next job interview’, 64% of attendees said that they don’t bother with mock interviews.

The biggest mistake you can make in any interview is to turn up unprepared. It’s like going to a race without training: you might get lucky and win, but you're more likely to place runner-up. According to The UK Careers Fair, most companies in the UK now invite six people to interview, so it’s important to stand out from the rest. We’ve put together a cheat sheet using the STAR technique where necessary to outline why recruiters ask common interview questions and how to answer them. 1) Tell me about yourself ‘Tell me about yourself’ is often used to begin an interview and can be daunting for job seekers. Recruiters often start with this question to get an impression of your personality and whether you fit the company’s culture. The question also acts as a test to determine your communication skills by how well you articulate your skills and experience. Alongside your list of skills and experience, talk about your hobbies and interests outside of work to build a relationship with the hiring manager: Example answer: “My name is Tom, and I grew up in London. My mother is a nurse, and my father is a teacher, which inspired me to join the public sector and pursue a career in education. I’ve worked in the sector for three years now in primary education and I love what I do. Outside of work, I enjoy playing five aside football, cooking and landscape photography. I'm a hard worker and always eager to learn new things. I'm also a team player and enjoy helping my colleagues.” 2) What made you want to apply for the role? This interview question seeks to find out if you've done your research on the company. Prepare for this answer by learning about your potential future employer's mission, history and culture. If you can show that your personal ambitions complement the goals of the company, you can stand out as a good potential fit. Example answer: “I'm really excited about this opportunity because I've been following [company name] for a while now and I'm really impressed with the work you have done in the social housing sector, in particular the recent work you have carried out as part of the government’s social housing decarbonisation fund. As someone who cares about improving the energy performance of housing stock in the UK, I would love to be a part of the team that is involved in the rollout of this imitative and others in the future.” 3) What are your strengths? STAR Recruiters ask this question to assess what you are good at, what you are passionate about, and what you can contribute to the company. They’re looking for someone who is self-aware of their strengths and how they have used them to their advantage in the workplace. Be specific and provide examples of how you have used your strengths in the past. You should also focus on strengths that are relevant to the role you are applying for. Example answer: “I believe that I am a skilled communicator and organiser. I can convey my own ideas clearly and concisely, and I am also a good listener who values the contributions of others. In my previous role, I was responsible for creating our monthly newsletter. "I displayed initiative by creating each feature and communicated informal conversations with staff in a clear way to customers as part of a wider content strategy. As a result, traffic from the newsletter to our product pages increased by 42% in the first quarter of 2022.” 4) What are your weaknesses? In addition, recruiters ask about your weaknesses to find out if you’re self-aware of your skills gaps and whether you’re willing to improve those weaknesses. They also want to assess how you handle challenging situations at work and whether you have the interpersonal skills to work as part of a cohesive team. Whereas it’s important to link a strength to the role you’re applying for, try to list a weakness that won’t directly affect a role. Example answer: “One of my weaknesses at work is that I sometimes have trouble speaking up in meetings, even when I have something valuable to contribute. I've been working on this by being more assertive in smaller groups and role-playing with friends and family. I've also become more mindful of my body language in meetings and I recognise that my contributions can add value to discussions.” 5) How do you stay motivated? STAR Employers want to find candidates who will be enthusiastic and engaged at work each day, so they need to know if you'll stay motivated over the longer term. To show your enthusiasm, give specific, real-life examples of times that you've felt motivated at work. Example answer: “I stay motivated at work by setting goals for myself and tracking my progress. I set a goal to increase my quarterly sales by 10% and created a plan to achieve my goal, which included setting specific targets for each month. I analysed my progress towards my goal on a weekly basis by using a spreadsheet to track my sales and compare my results to my targets. I was able to achieve my goal and increase my sales that quarter by 12%.” Related: Preparing for an informal interview: what to expect 6) What are you most proud of? Based on your answer, recruiters can assess how ambitious and goal-driven you are and what skills have helped you to reach your achievements. This question provides an opportunity to explain how your skills led to your success and whether your definition of success aligns with their company culture and values. Example answer: “I'm most proud of the time I led a team of engineers to develop a new product that was successfully launched on time and under budget. The product was a new type of software that helped businesses to manage their inventory more effectively. "I was responsible for setting the project goals, managing the team, and ensuring that the product met the needs of our customers. It was a challenging project, but I was proud of the way that the team worked together to overcome the challenges and deliver a successful product. The product was well-received by our customers, and it helped to improve their inventory management processes.” Related: How to prepare for a job interview (webinar) 7) Where do you see yourself in 5 years? Hiring managers want to know if you're likely to stay long-term or if this job is a stepping stone in your career journey. Even if you're not planning to make this job your career, talk about how your goals align with the company's mission. Share specific goals that you have for yourself and be positive about your ambitions for the future. Example answer: “In five years, I see myself as a certified nurse anaesthetist working in a busy hospital. I'm particularly interested in working in the operating room, and I'm excited about the opportunity to provide anaesthesia care to patients who are undergoing surgery, and opportunities to teach and mentor other nurses. "I've been working towards this goal for the past few years. I have a degree in medicine recognised by the General Medical Council and have completed a two-year foundation programme of general training.” 8) Tell me about a time you overcame a difficult work situation. STAR Behavioural questions like this are commonly asked to assess skills like critical thinking, communication, problem-solving and time management. Answer them in the STAR format, addressing the situation you had to deal with, the task at hand, the actions you took and the results of your efforts. Example answer: “I was teaching a KS2 class of 30 and one of the students was struggling to keep up with the material and was becoming disruptive. I had to find a way to help the student without disrupting the rest of the class. "I set up a one-to-one chat with the student to find out what they were struggling with specifically and we set up a personalised plan which involved some extra help during the week. As a result, the student started to become more confident in class and they were able to understand the material and participate more actively.” Go places. Go public!

An informal interview is a question-and-answer-based conversation without the structure of a formal interview. Informal interviews are designed to place less pressure on a candidate to provide polished answers, often with the aim of getting to know behaviour and personality fit without the nerves. Why do hiring managers use informal interviews? Hiring managers will conduct informal interviews for a few reasons: To assess personality and cultural fit The relaxed nature of an informal interview enables a hiring manager to assess your personality to determine whether you will be a good fit with the company culture. Conversations are intended to flow more naturally to allow an interviewer to get a better sense of your communication style and demeanour. Gather additional information Often a written CV and cover letter don’t paint a full picture of a candidate. Hiring managers will ask questions, or seek clarifications based on information in a CV and cover letter, such as experience, skills and qualifications. Build relationships with candidates Informal interviews help to establish a better connection during the hiring process. Not only is this important for keeping you keen for their opportunity, conversations can also indicate whether you have the interpersonal skills that are required for a particular role. To assess motivation By having an informal conversation, managers can get a better sense of why you are interested in the role, what you hope to achieve in the position and your motivations. Again, this can establish whether you’re a good fit. When to expect an informal interview Informal interviews can take many forms, from chats over the phone, video links and meeting up in person. They can take place at various stages of the hiring process, depending on a company’s hiring practices and the specifics of a job vacancy: Before a formal interview In some cases, an informal phone or video call will be set up before inviting a candidate in for a formal interview. This initial conversation serves as a screening to determine if someone has the required qualifications and cultural fit. During a formal interview process Informal interviews can also be incorporated into a formal interview process. For example, a hiring manager or other team members may take a candidate out for lunch or coffee after the formal interview in order to get to know them better and answer any additional questions they may have. Note that lunch meetings occur far less frequently in a public sector recruitment process. As a follow-up to a formal interview An informal interview may take place as a follow-up chat after a formal interview, either before making a final decision or before a final interview with a senior team as a final way to gather information. As part of the offer process In some cases, hiring managers request a chat rather than an interview during an offer process. For example, they may invite the candidate to come in for a casual meeting to discuss the details of the offer, remind a candidate of staff benefits, share onboarding details and projects that they’ll be working on. Our Head of Resourcing Solutions shares her advice on how to prepare for the interview stage. Commonly asked questions during an informal interview Informal interview questions are more casual and conversational in nature, designed to get an overall sense of a candidate's personality, interests, and work style. Informal interviews often open by talking about your week, how you’re feeling about the hiring process and other friendly topics. However, for the most part, informal interview questions often mirror typical questions that you might expect: Why do you think you'd be good at this job? Can you tell me a little bit about yourself? Have you ever faced a challenging situation at work and how did you handle it? What is your preferred method of communication? What motivates you to perform well at work? What is the one thing you'd like to achieve in this role? Do you work best in a team-oriented or autonomous environment? How do you handle constructive criticism or feedback? How to prepare for an informal interview By their nature, informal interviews are less structured and spontaneous. The focus is on personality and culture fit, so the best way to approach an informal interview is to be yourself and feel comfortable. However, that’s easier said than done, so here are a few informal interview preparation tips: Research the company Even if the interview is informal, you should know something about the company. Visit their website to familiarise yourself with their mission, values, and culture. You can also check their social media profiles to get a sense of what it is like working for them. This information will give you an idea of their expectations and how you can fit in with their team. Understand the role It's important to understand the role you're applying for. Read through the job description and make notes about your experience, skills, and qualifications that are a good match. Remember to have a copy of your CV and cover letter handy as you’re likely to be asked questions that refer directly to what you have written. Remember to smile and be yourself In an informal interview, the interviewer is trying to get a sense of your personality and character, so be yourself. Relax, smile, and let your personality shine through. Prepare a list of questions Be curious and ask thoughtful questions about the company, the role, and the team. Think about what would be useful to know on your first day, and what elements of a role and company culture that you’re most interested in. Dress appropriately Even if an interview is informal, you should dress professionally. Dress in a way that shows you take the opportunity seriously. Join our talent pool to find the best role for you Keep up to date with the latest vacancies in the public sector by joining our talent pool. Jobs Go Public works with some of the largest public sector organisations in the UK which post thousands of vacancies every year.

In today's fast-paced, competitive job market, updating your CV to make a great first impression is crucial. But with so much going on in our lives, it’s easy to leave a CV to gather dust until you’re in a rush to apply for a role. Whether you’re starting a new job search, or you want to be prepared for future opportunities, use our quick list below to give your CV a spring clean and stand out from the crowd. Why you should update your CV right now - Your CV is the best way to make a first impression. An employer or hiring manager will often receive your CV before getting to know you in person, so it’s the first impression that counts. - It’s essential for your personal brand. Someone looking at your CV won’t know you personally, so it’s important to convey what skills, experience and mentalities you can bring to an organisation straight away. - It can be the difference between an interview and not. You may be the perfect fit for a role, but if you don’t pay attention to smaller details such as missing keywords, you can fall short of hiring criteria. - You’ll make a good impression in a competitive jobs market. You may have come across a variety of application forms online, from quick upload CVs to manual application questions. Given the variety of today’s application forms, it’s important that your CV is optimised and ready for any vacancy that grabs your attention. 10 quick ways to update your CV 1) Trim the length Size does matter when it comes to your CV. According to 91% of recruiters, two pages should be the maximum length for a great CV. If your CV is too long, ask yourself the following questions to trim it down: - Is everything in the CV relevant to a role? - Are you repeating yourself? - Are you straight to the point? 2) Ensure the style is consistent Have consistency with your fonts and style, making sure that the font you use is easy to read at speed. If you decide to rewrite a section or freshen up your CV with a new template, check that the spacing and fonts are still correct throughout. 3) Revise your introduction There can be a tendency to add more information to a CV introduction or profile as you develop skills and experience. However, you can run the risk of extending this opening paragraph too much, which can detract from the rest of your CV. If you’re adding more information to the top every time you revise your CV, remember that any details can be expanded upon in your cover letter. 4) Reconsider your highlights As we progress in our careers, the focus in our CVs can shift from academic achievements and those early, part-time jobs to later experience in a chosen sector. If you’re revisiting a CV, consider how much weight your education has compared to your most recent achievements and address this balance accordingly. 5) Update work experience and skills If you've gained skills and work experience relevant to your industry, add them to your skills section. Similarly, if you work in a fast-paced, tech or policy-driven sector, the tools, skills and best practices that you once used may have become outdated. For example, check that any software and systems you list in your CV are the latest versions. 6) Tailor your CV Your CV needs to be tailored to the job that you’re applying for, as one single version won’t meet the hiring requirements of every job application. The best way to tailor your CV without starting from scratch each time is to study the job advert to assess which keywords are most important. A job ad will often list essential criteria followed by desirables, so let this influence how you write your CV. We advise companies to really focus on which keywords to include in their job ads to reach the right talent, so clear keywords are a win for clients and candidates. 7) Cut out too much personal information More employers now ask for anonymous CVs to reduce the risk of unconscious bias during the hiring process. Personal details like your date of birth, where you went to university and your cultural associations are all excluded from an anonymous CV. Even if a company doesn’t ask for one directly, you can still assess whether information about your interests or hobbies is relevant and appropriate. 8) Update your references It’s usual for people to move around in the jobs market, including your references. When you’re looking to freshen up an old CV, double-check that any future employer can contact a reference with the right contact information, as they may have moved on with a new position, company email and phone number. 9) Switch to active, action-orientated language Take this opportunity to revise the language that you use to highlight your key achievements. Switching to active, action-orientated language is powerful for demonstrating results at work. Work-related action verbs include achieve, collaborate, create, drive, lead, manage and solve. Here are three examples of action language in practice: i) I led a team of five developers to successfully launch a new product, resulting in a 20% increase in revenue within the first quarter. ii) I managed a marketing campaign from start to finish, executing multiple strategies and achieving a 15% increase in website traffic. iii) I collaborated with cross-functional teams to streamline internal operations, reducing costs by 10% and improving efficiency. 10) Proofread your CV Whether you give your CV a complete overhaul or you’re returning to an old CV with a fresh pair of eyes, it’s always good practice to proofread your CV before hitting apply. Hopefully, you won’t discover any small mistakes that have been hiding in your CV for a while. But if you do, it’s better to make any corrections sooner rather than later. Now that your CV is up to scratch… It’s time to join our talentpool! Jobs Go Public works with some of the biggest public sector employers across the UK to post the latest opportunities from a variety of sectors.

Do you know how to anonymise your CV? More employers are now asking for anonymised CVs to avoid bias during a hiring process, be it conscious or unconscious. However, if you're a jobseeker who has to tailor a CV to every application, knowing which personal details to include and exclude can add yet another layer of complexity to a job search. We've put together this guide to lend you a hand. Contents Why do companies ask for anonymised CVs? How unconscious bias affects jobseekers What can be anonymised in a CV What information can indicate age in a CV? What information can indicate race or ethnicity? How to highlight your skills and experience How to write references in an anonymised CV Why do companies ask for anonymised CVs? Anonymised CVs, also known as blind CVs, eliminate demographic characteristics such as age, gender, race, or ethnicity to ensure that candidates are evaluated solely on their skills, qualifications, and experience, rather than factors that may be irrelevant to the job. Anonymising CVs can help companies to comply with anti-discrimination laws, create more diverse and inclusive workplaces and protect job seekers’ privacy. How unconscious bias affects jobseekers Research shows that unconscious biases can still influence hiring decisions. A study by Nuffield College in 2019 for example found that discrimination against ethnic minorities in the labour market has largely unchanged over the past 50 years. Jobseekers from minority communities send 60% more applications to receive a positive response compared with white people of British origin. The study found that on average, 24% of white British jobseekers received a positive response from employers compared with 15% from minority backgrounds, despite submitting identical CVs and cover letters. Find out how to attract and recruit a diverse candidate pool by reading our 'Diversity in the workplace' guide. What can be anonymised in a CV? As you can see from our list below, there are a lot of details in your CV that may lead to bias during a hiring process: What can you include? The general structure of an anonymised CV includes: Your candidate information Although personal information should be avoided, certain details cannot be excluded when it comes to candidate information. For instance, the job role that you’re interested in, along with the expiration dates of official documents, as required by the employer. This data becomes particularly important in situations where verification of eligibility to work is mandated by law. Your contact information A company will need to be able to contact you, either directly or indirectly through a recruiter. Basic information like your phone number is fine to include. Previous work experience A company will look at your experience to find out if you’re a good fit for a role. List your experience as normal, with past tasks and responsibilities, but leave out any dates that may indicate your age. Academic achievements Again, your academic achievements should focus on what you studied and the results rather than where you studied and when. References If an application asks for references, it is generally fine to share the contact details of trusted contacts or previous employers. Briefly describe your relationship with each referee, such as ‘Former supervisor’ or ‘Mentor during academic program’. It is important to ask for the referees' permission before deciding to include them in your CV. However, some candidates choose not to include references at all and instead offer them upon request. What information can indicate age in a CV? There are several items in a CV that may suggest your age, including: Date of birth and age Details of education history (including college or university graduation dates) Employment history (including start and end dates of previous roles) Certain skills or qualifications that were more prevalent or relevant in past decades Any mention of long-term experience or expertise in a specific field or industry. Employers are not allowed to use age as a factor in their hiring decisions, and job applicants have the right to not disclose their age. To avoid any potential age bias, age-revealing information can be excluded, or alternative descriptions can be used, for example omitting exact dates or using more general language to describe their work experience. What information can indicate race or ethnicity? There are several items in a CV that may suggest your race or ethnicity, such as: Mentioning membership in certain clubs or organisations Including personal information such as ethnic or cultural background Language proficiencies, although some roles require you to include this information Listing activities or hobbies that may be culturally or ethnically specific. As a general rule, employers should focus on professional credentials that make an applicant suitable for the job, rather than their personal background. Follow our CV template for a complete refresh How to highlight your skills and experience Demonstrating your experience in an anonymised CV can be tricky, but it is possible to highlight your skills, achievements and work experience without revealing personal details. Here are some tips: Focus on your skills Use bullet points to highlight hard and soft skills, such as project management, communication, leadership, and problem-solving to demonstrate how you achieved success in previous roles. Tailor your CV to the role Make sure your CV is tailored to the specific role you are applying for. Research the company to ensure your CV highlights your suitability for the position. Highlight results What achievements are you most proud of? How has your previous work positively impacted a company or team? How did you identify problems and create solutions or improvements? Hiring managers want to see the results you have been responsible for, so including success metrics will help you to stand out from the crowd. Find the perfect job for you in the perfect sector Sign up for job alerts to find your next role in the public sector.