4 overrated recruiting concepts you need to ditch this year

4 overrated recruiting concepts you need to ditch this yearAttention HR professionals As 2018 continues to unfold, youre undoubtedly focused on achieving your staffing and recruiting goals for the year, which likely means plenty of advanced planning and strategy sessions, all designed to help you and your company hit its predetermined targets.For successful companies, this is beyond importantits an absolutely essential business function. According to an article by Empxtrack, the recruitment and selection process is one of the most important of all HR functions and has a great impact on the revenue growth and profit margins of a company as compared to other tasks such as retention,onboarding, leadership development, and managing talent.Effective recruiting requires careful planningfrom the first steps to the lastunder the watchful eye of a seasoned HR professional or team with business savvy, a deep knowledge of their companys core needs, and an ability to plan for short-term and long -term growth and success.Strategic recruiting also requires a thorough understanding of what concepts dont work or have become outdated to the point of irrelevance and belong in the HR recycling bin. The truth is, in todays rapidly evolving professional landscape, concepts that may have once been proven sound may no longer hold up today. Its the job of all HR professionals to stay on top of current trends, shifts, and forces that help shape the face of modern recruitmentor else they risk becoming outdated and irrelevant.That said, there is a prevailing conventional wisdom in the world of recruiting that helps determine which recruiting concepts should be embraced and which are overrated and should be left behind. LinkedIn recently published an article on recruiting concepts that should likely be reconsidered or shuttered for good. Use the following information to help you and your company strategize effectively.

5 Ways to Evaluate Company Culture During a Job Interview

5 Ways to Evaluate Company Culture During a Job Interview 5 Ways to Evaluate Company Culture During a Job InterviewEvery company is not one-size-fits-all. Heres how to determine if its the right fit for you.Interviewing is a mutual process of getting to know one another that ultimately allows you, the candidate, and a prospective employer to determine if youll fit into the company culture, be productive and thrive in their work environment.As a job seeker, you have a skill set, a background and a personality that, when plugged into the right place, will help make the organization productive and profitable. A wrong fit, however, does nobody any good. Since youll invest significant time and energy into your next job, its in your best interest to do your research and determine if the company culture is the right fit before you accept a job offer.Luckily, there are many resources available to help you make this assessment. Start by taking advantage of sites such as LinkedIn and Glassdoor and talking to employees who currently work at the company to gain valuable insights into the work environment and culture. However, there is only so much you can learn about an organization beforehand. You wont see the whole picture until you visit the company for a face-to-face interview. This is one of the most important (and often overlooked) opportunities to learn what the job is really like.Here are five questions to ask yourself during the interview process that will help you decide whether the job will be a good fit for youWhat is their interview scheduling process like?A good clue as to the organization and professionalism of a company is how they schedule an interview with you. Do they give you enough notice so you can clear your schedule, or do they expect you to be available on a moments notice? How they perform this step is likely indicative of how they typically interact with their employees. If you need to travel to the interview, take note of how this is handled as well.How are you received when you arrive?When you arrive for the interview, what is your first impression? Is it warm and welcoming or cold and foreboding? Is there is a receptionist? If so, do they know to expect you or are they surprised by your presence? Are you offered a glass of water? All these little things speak volumes about the company culture.Do they respect your time?It is never acceptable for a candidate to be late for an interview, but candidates should also take note of how well their time is respected. Of course, emergencies can happen, but if you are not greeted by the appointed start time of the interview, this could be a red flag. This is especially true if no one offers you an apology or explanation.What types of questions do they ask?Pay close attention to the questions that are asked in the interview, because these are almost always indicative of the problems the organization is having that they will want you to solve. Having problems is not in and of itself a n issue, but depending on your skill set and tolerance, some may be right up your alley and some may leave you saying thanks, but no thanks. For example, if they spend a lot of time asking how you respond to angry customers and critical supervisors, you can be sure this will be a part of your job, should you choose to accept it.How are things left once the interview is over?Are you given clear timelines and expectations or is it left vague and open-ended? Did you get the feeling they enjoyed meeting you or was the process cold and sterile?While there is no way to know exactly what a company is like until you work there, these cues will give you a reasonably good idea of what to expect. Remember, this isnt necessarily about good and bad, as some environments will appeal more to certain individuals than others. Take a moment to define what is important to you, and then figure out how well the prospective employer measures up.Need help? Hire a TopResume writer to help you write the nex t chapter of your career.Related Articles

Financial crisis affects jobs

Financial crisis affects jobs Financial crisis affects jobsPosted October 13, 2011, by Elizabeth Fenech&39Employers and job seekers alike are understandably nervous given the current environment. Until we see some stability in global financial markets, this nervousness is likely to continue and may have a negative impact on the historically low unemployment levels&39, he said. Recruiters and analysts expect companies to slow down on hiring until mid 2009, when it is anticipated market conditions will improve. Alan Hansell, analyst at the Intelligent Business Research Services said in an interview with The Australian, that the job market would improve for contractors as companies are becoming reluctant to commit to permanent employees. &39Organisations will be conservative in their budgets for the next 12 months, I would think there would be hiring freezes and bedrngnis as many graduates taken on&39, he said.What the crisis means for your careerThe tightening of the labour market will inevitably increase competition for jobs. It is now even more critical that applicants prepare quality job application documents such as resumes and cover letters. Working to established design guidelines and making sure the content is easy to read is critical to success. Career FAQs can help job seekers ensure their job applications are professional with our extensive range of free sample resumes and cover letters. ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?Human Resources OfficerGeneral ManagerBusiness ManagerAccountantOffice AdministratorPopular Career Searchesmy new career coursescareers in tourism and traveloccupational therapy careerwhy do you want this job best answernew career for 2018 CoursesBachelor of Social WorkEnquire Online Enquire OnlineCertificate III in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertif icate III in Allied Health AssistanceEnquire Online Enquire OnlineElizabeth FenechRelated ArticlesBrowse moreCareer changeMaternity leaveReturning to work getting back on trackWhether youve taken a break for maternity leave, to recover from illness, or to travel the world, at some point youll need to reenter the workforce. We take a look at how to find a job when youve been out of the game for a while.Employment trendsJobs Australia 2014 Where are the jobs in New South Wales?With the largest workforce in the country and growth in mining halved, where will the jobs lie for New South Wales? The Jobs Australia 2014 report from the Australian Bureau of Statistics predicts the fastest-growing industries to 2018.CAREER ADVICEHabitsHow To Be More ConfidentNot a confident person? This articles for you Here are 5 simple habits you can pick up that will instantly boost your confidence levels.

Punitive Articles of the UCMJArticles 77134

Punitive Articles of the UCMJArticles 77134Punitive Articles of the UCMJ- Articles 77134The Uniform Code of Military Justice (UCMJ) is the bedrock of military law. The UCMJ is a federal law, enacted by Congress. Articles 77 through 134 of the UCMJ are known as the punitive articles. these are specific offenses which, if violated, can result in punishment by court-martial. Many will also likely have civilian court cases as well if other local laws were broken too such as driving drunk to rape or murder. The UCMJ and theManual for Court Martial (MCM) The law requires the Commander-in-Chief (The President of the United States) to implement the provisions of the UCMJ. The President does this via an executive order known as the Manual for Court Martial (MCM). Chapter 4 of the MCM includes, and expands on the punitive articles. The articles are broken into the following sections The Text This is the exact text of the article, as Congress approved it in the UCMJ.Elements unterstellung a re the specifics of the offense. To support a finding of guilty, the government must prove each element of the offense, beyond a reasonable doubt.Explanation The explanation defines terms, and clarifies the elements, based on previous court decisions.Lesser Included Offense These are lesser offenses that a military court may still find an accused guilty of, even if the court finds the accused not guilty of the originally charged offense. For example, Manslaughter, under Article 119 is a lesser included offense of Murder, under Article 118. If a military court finds the accused not guilty of the crime of Murder, the court can still find the accused guilty of Manslaughter, without the government having to amend the charges. Maximum Permissible Punishments These are the *maximum* punishments that a general court-martial can award toward a particular offense. While not specifically stated, a general court-martial can also reduce a persons grade. Most generals court martialreduce the con victed persons grade to the lowest enlisted rank (E-1) when punishment includes time in prison or a punitive discharge. Who Is Subject to the UCMJ? Articles 2 and 3 of theUniform Code of Military Justice (UCMJ) outline who is subject to the code and all of its regulations, including the punitive articles (Articles 77134). Overview of the PunitiveArticles (Articles 77134) Each of the punitive articles of the UCMJ is listed below with a brief description of the offense the article covers. The list is long and fairly explanatory of the chargeable offenses of the UCMJ. Article 77 -Principals Association -Article 77 does not define an offense. Its purpose is to make clear that a person need not personally perform the acts necessary to constitute an offense to be guilty of it. Article 78 -Accessory after the fact Article 79-Conviction of lesser included offenses Article 80 -Attempts Article 81 -Conspiracy Article 82 -Solicitation Article 83 -Fraudulent enlistment, appointment, or se paration Article 84- Effecting unlawful enlistment, appointment, or separation Article 85 - Desertion Article 86 - Absence without leave (AWOL) Article 87 - Missing movement Article 88 - Contempt toward officials Article 89 - Disrespect toward a superior commissioned officer Article 90 - Assaulting or willfully disobeying superior commissioned officer Article 91 - Insubordinate conduct toward warrant officer, noncommissioned officer, or petty officer Article 92 -Failure to obey order or regulation Article 93 - Cruelty and maltreatment Article 94 -Mutiny and sedition Article 95 -Resistance, flight, breach of arrest, and escape Article 96-Releasing prisoner without proper authority Article 97 -Unlawful detention Article 98 -Noncompliance with procedural rules Article 99 -Misbehavior before the enemy Article 100-Subordinate compelling surrender Article 101-Improper use of countersign Article 102-Forcing a safeguard Article 103 -Captured or abandoned property Article 104 -Aiding the ene my Article 105-Misconduct as a prisoner Article 106/a-Spies / Espionage Article 107 - False official statements Article 108 -Military property of the United States- sale, loss, damage, destruction, or wrongful disposition Article 109 -Property other than military property of the United States- waste, spoilage, or destruction Article 110-Improper hazarding of vessel Article 111 -Drunken or reckless rechenschritt of vehicle, aircraft, or vessel Article 112 -Drunk on duty Article 112a -Wrongful use, possession, etc., of controlled substances Article 113 - Misbehavior of sentinel or lookout Article 114 -Dueling Article 115 -Malingering Article 116-Riot or breach of peace Article 117 -Provoking speeches or gestures Article 118 -Murder Article 119 -Manslaughter Article 120 -Rape and carnal knowledge Article 120 -Rape, sexual assault, and other sexual misconduct. Article 120a - Stalking Article 121 - Larceny and wrongful appropriation Article 122 -Robbery Article 123 -Forgery Article 123a - Making, drawing, or uttering check, draft, or order without sufficient funds Article 124- Maiming Article 125-Sodomy Article 126-Arson Article 127-Extortion Article 128-Assault Article 129-Burglary Article 130-Housebreaking Article 131-Perjury Article 132-Frauds against the United States Article 133-Conduct unbecoming an officer and gentleman Article 134-General article Article 134-1-Abusing public animal Article 134-2-Adultery Article 134-3-Assault- indecent Article 134-4-Assault- with intent to commit murder, voluntary manslaughter, rape, robbery, sodomy, arson, burglary, or housebreaking Article 134-5-Bigamy Article 134-6 -Bribery and graft Article 134-7-Burning with intent to defraud Article 134-8 -Check, worthless, making and uttering- by dishonorably failing to maintain funds Article 134-9-Cohabitation, wrongful Article 134-10- Correctional custody- offenses against Article 134-11-Debt, dishonorably failing to pay Article 134-12-Disloyal statements Article 134-13-Disorderly conduct, drunkenness Article 134-14-Drinking liquor with prisoner Article 134-15-Drunk prisoner Article 134-16-Drunkenness- incapacitation for performance of duties through prior wrongful indulgence in intoxicating liquor or any drug Article 134-17-False or unauthorized pass offenses Article 134-18-False pretenses, obtaining services under Article 134-19-False swearing Article 134-20-Firearm, discharging- through negligence Article 134-21-Firearm, discharging- willfully, under such circumstances as to endanger human life Article 134-22-Fleeing scene of accident Article 134-23-Fraternization Article 134-24-Gambling with subordinate Article 134-25-Homicide, negligent Article 134-1- Impersonating a commissioned, warrant, noncommissioned, or petty officer, or an agent or official Article 134-26- Indecent acts or liberties with a child Article 134-27-Indecent exposure Article 134-28- Indecent language Article 134-29-Indecent acts with another Article 134-30-Jumping from vessel into the w ater Article 134-31-Kidnapping Article 134-32-Mail taking, opening, secreting, destroying, or stealing Article 134-33-Mails depositing or causing to be deposited obscene matters in Article 134-34 -Misprision of serious offense Article 134-35-Obstructing justice Article 134-36 -Wrongful interference with an adverse administrative proceeding Article 134-37-Pandering and prostitution Article 134-38-Parole, Violation of Article 134-39-Perjury subornation of Article 134-40-Public record altering, concealing, removing, mutilating, obliterating, or destroying Article 134-41-Quarantine medical, breaking Article 134-42 -Reckless Endangerment Article 134-43-Requesting commission of an offense Article 134-44-Restriction, breaking Article 134-45 -Seizure destruction, removal, or disposal of property to prevent Article 134-46-Self-injury without intent to avoid service Article 134-47-Sentinel or lookout offenses against or by Article 134-48-Soliciting another to commit an offense Article 134-49- Stolen property knowingly receiving, buying, concealing Article 134-50-Straggling Article 134-51-Testify wrongful refusal Article 134-52-Threat or hoax bomb Article 134-53-Threat, communicating Article 134-54-Unlawful entry Article 134-55-Weapon concealed, carrying Article 134-56-Wearing unauthorized insignia, decoration, badge, ribbon, device, or lapel button

The Multiple Benefits of a Workplace Wellness Program

The Multiple Benefits of a Workplace Wellness ProgramThe Multiple Benefits of a Workplace Wellness ProgramThe Multiple Benefits of a Workplace Wellness Program DeZubeAre you looking to improve your health of your workers? If so, youre on to something.Investing in a workplace wellness programcan provide broad-reaching benefits for your company, not just employees. Wellness can improveyour employer brand, build loyalty among current employees and may even save you money, experts say. Yet, finding a program that works can be a challenge, especially for growing companies with limited budgets.Promoting workforce health can also help make your organization an employer of choice, especially for younger workers, says health and productivity management expert Ron Z. Goetzel, Ph.D., vice president of consulting and applied research for Truven Health Analytics and director of the Institute for Health and Productivity Studies at the Johns Hopkins University Bloomberg School of Public Health.If y our employees are mostly stressed out 30- or 40-year-olds who eat too much and dont exercise, youre not going to turn that around overnight, warns Goetzel.In general, the most effective wellness programsCreate a culture of healthCover any number of health challenges, including smoking, obesity, exercise, stress, mental health and even workplace violenceGet coworkers to join together as compatriots working toward a common goalAnd there are mora potential benefits. The right employee health program can help boost employee productivity, says David A. Sharar, Ph.D., chief clinical officer, Chestnut Global Partners, Bloomington, Illinois, which provides employee assistance programs.An effective workplace wellness program might even save your organization money, depending on how you meakoranvers costs and benefits (check out how Wisconsin-based furniture manufacturer KI rewards employees for being healthy.)Heres how to get started.Get the Most from your Wellness BudgetHow do you get the m ost bang from your employee wellness budget? The Transamerica Center for Health Studies report, From Evidence to Practice Workplace Wellness that Works, is a good place to find reliable suggestions that are free or low-cost for improving employee health, Goetzel says.With so many wellness programs out there, it can be tough to find the right one for your company. The Centers for Disease Controls Workplace Scorecard can help you set priorities for health programs.Survey your Employees on HealthTools and checklists alone wont create a healthy workplace. Wellness programs succeed when theyreTailored to an organizations cultureRegularly evaluatedGiven the time to become ingrained in the workplaceOne way to make sure your wellness program fits your company culture is to ask employees what health issues they want to tackle, says David W. Ballard, director of the American Psychological Associations Center for Organizational Excellence.Armed with a short list of health concerns, focus your efforts on a particular health condition. For example, ATT employees improved their heart health by losing 40,000 pounds and logging 2 million miles during the Chairmans Challenge, a competition where individuals and groups competed to see who could lose the most weight, stop smoking, and get healthier.Create a Flexible Work EnvironmentIf your work practices are not aligned with wellness, your program is likely to fail. In other words, you need to walk the talk.PricewaterhouseCoopers encourages its teams to support coworkers who need flexibility to engage in activities like yoga. Maybe you want to go to yoga and another person wants to go to their kidsperformance, says PwC Global Talent Leader Mike Fenlon. It starts with trust that youre not going to view me as less committed to the team if flexibility matters to me.Promoting workplace wellness isnt a one-time effort. Its an ongoing journey thats informed by an understanding of your employee population. When done well, it provides a win-win benefit that improves your employees well-being and the health of your business.

How to Source and Interview Retail Sales Associates

How to Source and Interview Retail Sales AssociatesHow to Source and Interview Retail Sales AssociatesHow to Source and Interview Retail Sales Associates CleaverRetail sales associatesare face-to-face with customers, translating the retail brands marketing to a customer impression. A great sales associate makes customers feel welcome and glad they have come in to the store or called to place an order. It can be a demanding job, but good a retail sales associate is energized by helping customers achieve their own goals.After all, a customer comes in looking for something. A good retailsalesassociate helps the customer find what she wantsandhands hera bit of happiness with the merchandise.Thus retail sales associates must providegreat customer serviceand demonstrate your companysworkplace ethicsand mission with customers.These tips on how to source and interview retail sales associates with the skills you need to help your retail business succeed.Key Skills for Retail Sales AssociatesR etail sales associates positions have few prerequisites as manyretail salesperson jobs areentry-level. Accomplished sales associates typically prove their prowess by their track records, not by accumulating certifications.Enthusiasm for the product and thecompany brandAbility to engage customersAwareness of their own motivatorswhat keeps them stoked?Willingness to be coached and to changeFluent EnglishFluency in Spanish or other languages commonly spoken in your marketClean, neat appearance and friendly mannerAptitude for keeping up with ever-changing point-of-sale technologyPatienceRecruiter TipTheres a reason why stores deutsche post ag signs on their own doors that they are hiring current customers who know and like the retaileras well as its point of view and productsare prime candidates because they are already understand yourcompany brand.How to Source Retail Sales AssociatesUndergrads who are majoring in retailClubs and groups at local high schools and universitiesNetworks fo r stage-of life candidates who want part-time work (retirees, parents of young children)Candidates willing to work particular shifts, such as weekendsRecruiter TipThe Container Store, a company thats renowned for its vibrant workplace culture, hires only 3% of applicants, says Kevin Knapp, recruiting and talent director.To find the best, store managers invite all applicants to group interviews conducted as store tours. Staff observations and interactions determine who is invited back for structured one-on-one interviews. While the Container Store uses behavioral interview techniques, we are very conversational, because that reflects the customer experience, which is unpredictable, says Knapp.What to Cover in Retail Sales Associate InterviewsWhat attracts the candidate to the company brandExperiencesgood and badthat the candidate has had in the store and with the brandHow the candidate handles conflict with co-workersHow the candidate has handled disappointed customersHow the candida te manages conflicting priorities, such as when the phone rings just as a customer approachesRecruiting TipPick up clues as soon as the candidate walks in the door, says Deborah Fowler, director of the retail management program at Texas Tech University in Lubbock.Retail has lots of downtime and involves a lot of housekeeping as well as routine customer interaction.Does this candidate intuitively hold the door open for a customer? Straighten something on a shelf? You are looking for someone who is attuned to such details.Recruit to Retain your Retail Sales AssociatesPotential retail sales associate career advancement may includeShift coachRetail store managerCategory managerSales coach or trainerRelated jobs includeMarketing assistant or coordinatorVisual merchandiserBuyer or assistant buyerRecruiting TipSometimes jaded Millennials can be a hard sellfor potential employers, says retail hiring consultant Bob Phibbs, whose company is The Retail Doctor. Herecommends thinking of yourself as a casting director and telling the candidate, We are looking for the best. Well invest in you, and youll work with people like you. How great is that?How to Retain Retail Sales AssociatesCommissions, bonuses and other performance incentivesSpecialty training and expertiseRecruiting TipLet them know that theyll get new job skills, whether they are with you for three months or three years, says Phibbs. Make sure they know that they will be gaining skills that they will need to be successful in any job.More ResourcesRetail Salesperson Job Description SampleHow to Hire a Retail Sales Representative Job SkillsHow to Source and Interview Retail Sales Representatives

New SES Book Explains How to Join the Governments Senior Executive Service

New SES Book Explains How to Join the Governments Senior Executive tafelgeschirrNew SES Book Explains How to Join the Governments Senior Executive ServiceNew SES Book Explains How to Join the Governments Senior Executive ServiceWant to join Americas most elite group of senior professionals, the Senior Executive Service (SES)?Already there and eying another position? The Federal Governments Office of Personnel Management (OPM) estimates that as many as 50% of federal senior executives employed at the start of 2011 will leave government by the end of 2015. The mass departure of these Baby Boom-generation federal executives will create a crucial need for strong new Federal workforce leaders. But if you want to join the SES, you first must learn how to jump through many application hoops. These are not easy jobs to get.The New SES Application, the latest title from noted Federal Career authors Kathryn Troutman and Diane Hudson Burns and award-winning Federal Career Publishers, adeptly co vers the challenges and intricacies of applying for the best Federal jobs available today, the Senior Executive Service (SES). This just-released book covers all new changes in SES applications since the Office of Personnel Managements (OPM) decision in 2008 to pilot a new method for SES applications, adopted by many agencies since 2009. Now is the time to think SES, as the OPM predicts a surge of retirements by senior executive Baby Boomers over the next four years.Part of the challenge is that these are the most senior Federal civil tafelgeschirr jobs, and have highly demanding technical and leadership qualifications. Another challenge comes from President Obamas 2010 initiative calling for improvements in federal recruitment and hiring. Applying for SES positions can be confusing.The process of applying for SES has changed a lot recently, notes Federal Job Guru Kathryn Troutman, one of the co-authors of The New SES Application (Fall 2011, $21.95, 189 pp.). Theyre trying to get ri d of the separate essay-style narratives, the 10-page Executive Core Qualification Statements (ECQs), and they created a comprehensive five-page SES federal resume to replace it. Not all the agencies are doing it, so the book was created to cover all the various possible requirements.Her co-author Diane Hudson Burns notes that applicants need to scrutinize their selected vacancy announcements carefully. The announcements will reveal which SES application format should be used. Chapter 3 explains how to analyze announcements and it describes the different formats in use.However I would suggest you prepare a full SES application in advance, Hudson Burns says. Then, when an announcement is posted, you can customize the documents to fit the specific opening. Otherwise, you might be scrambling and miss an application deadline.Books from Federal Career Publishers, a division of Troutmans Resume distribution policy, are known for their top-rate samples of resumes and other application piec es, and this most recent title is no exception (see Chapter 9). Another helpful feature of The New SES Application is Chapter 7, Lessons Learned. Its the What Not To Do chapter. Its based on actual feedback applicants received from OPM, reveals Troutman, and includes crucial writing tips and the main reasons an application might be rejected.This book presents a process for writing the application package based on years of in-class training experience. The authors recommend kick-starting the writing by drafting a list of your Top 10 Accomplishments (Chapter 4). Thank you, David Letterman, Troutman joked. When you write your accomplishments, and spell out what youve done, it gives you a solid starting place.Wondering if youre SES ready? The Leadership Journey chart at the beginning of Chapter 2 can help as it displays the competencies required at the different management levels in federal government. The chart can also help you plan for a federal senior-executive career. Additionally, the book is a great resource for employees being groomed within a government agency for SES through a Federal Candidate Development Program.The SES hiring process uses the application and the interview together to score candidates. The structured interview format is the most popular for SES, notes Troutman (see Chapter 8).A two-day intensive SES workshop run by the Resume Place utilizes The New SES Application as a text. The workshop offers support on application writing and interview prep for federal managers and administrators, military officers and senior enlisted, as well as private industry executives considering SES careers. Attendees learn about the SES corps, develop a 5-page SES federal resume, and practice their interviews using video and class feedback. The next scheduled SES Application Writing Course is January 17-18 in Catonsville, MD.It can take 20 hours or more to write a SES application package. Troutmans firm also offers consulting and writing services for time-pr essed executives and others who need support beyond the book. Bryan Hochstein is an SES applicant who decided to turn to the Resume Place for help in writing his application and prepping for the interview. They obviously have the experience, and understand the process, he observed. Out of fifty candidates, I was among the top five who qualified for an interview. Another one of Hudson Burns clients received three SES job interviews and two job offers after working with her on a SES application. I have been dreaming of obtaining an SES position for 25 years, the applicant revealed. You helped me achieve a personal goal.Writing the SES application is really about articulating leadership, explains Hudson Burns. Its a complex process, but it is necessary to meet the SES requirements. The book explains all the nuances of the application process clearly, including development of what I call the super resume, the new five-page SES/ECQ combined resume.More information and easy online orderin g